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Pay Increase Fairness and Impact Survey

Captures how employees actually experienced their most recent pay increase — whether it felt fair, how it compares to expectations, and what should drive future raises — with an AI follow-up that digs into the reasoning behind fairness and retention ratings. Built for HR and compensation teams evaluating a recent pay cycle.

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Sample questions

A preview of what’s in the template. Every question is editable before you launch.

13 questions · ~7 min
Q01
Message

Thanks for taking a few minutes to share your honest perspective on your most recent pay increase. This helps us make future pay decisions fairer and clearer. It should take about 5 minutes, and your individual answers are kept confidential.

Q02
Multiple ChoiceRequired

Did you receive a pay increase in the most recent review cycle?

  • Yes
  • No
  • Not sure / can't recall
Q03
Opinion ScaleRequired

Thinking about your role, performance, and market pay for similar positions, how fair do you feel your most recent pay increase (or lack of one) was?

Scale: 1 – 7
Min:Very unfairMax:Very fair
Q04
Rating ScaleRequired

How satisfied are you with the size of your most recent pay increase?

Range: 1 – 5
Min:Not satisfied at allMax:Extremely satisfied
Q05
Matrix

How much do you agree with each of the following statements about how your pay increase was handled?

4 rows × 5 columns
  • I understood how the increase amount was decided
  • My manager explained the reasoning behind the decision
  • I received the news with enough advance notice
  • The process felt consistent with how others were treated
Columns: Strongly disagree · Disagree · Neutral · Agree · Strongly agree
Q06
Multiple ChoiceRequired

How did your most recent pay increase compare to what you were expecting?

  • Much less than expected
  • Somewhat less than expected
  • About what I expected
  • Somewhat more than expected
  • Much more than expected
Q07
Point AllocationRequired

If you had to allocate 100 points across the factors that SHOULD matter most when deciding pay increases, how would you split them?

  • Individual performance
  • Time in role / tenure
  • External market benchmarks
  • Scope of responsibilities
  • Internal pay equity across the team
  • Company financial performance
Allocate 100 points
Q08
Opinion ScaleRequired

Given your current pay trajectory, how likely are you to still be working here in 12 months?

Scale: 0 – 10
Min:Very unlikely to stayMax:Very likely to stay
Q09
AI Interview

Explore the reasoning behind the respondent's fairness rating and retention likelihood. If they rated fairness low, probe specifically what would have made it feel fair — the amount, the explanation, the timing, or comparison to peers. If they rated retention likelihood low, ask whether pay is the main driver or one of several factors, and what change (if any) would shift their answer. If they said they didn't receive an increase, ask what they were told about why and how that landed.

Q10
Multiple Choice

Did you have a direct conversation with your manager about your pay increase decision?

  • Yes, a detailed discussion
  • Yes, but only briefly
  • No conversation happened
  • Not applicable
Q11
Multiple Choice

Which best describes your department or function?

  • Engineering / Technical
  • Sales
  • Marketing
  • Operations
  • Customer Support
  • Finance / Legal
  • HR / People
  • Other
Q12
Multiple Choice

How long have you been with the company?

  • Less than 1 year
  • 1-2 years
  • 3-5 years
  • 6-10 years
  • More than 10 years
  • Prefer not to say
Q13
Message

That's everything — thank you for your candor. Your responses will be combined with others to help leadership review how pay increase decisions are made and communicated going forward.

What’s included

  • AI follow-ups

    Adaptive probes on open-ended answers that pull out detail a static form would miss.

  • Attention checks

    Built-in safeguards against rushed answers and low-quality respondents.

  • AI-drafted copy

    Wording, ordering, and branching written by the AI — tuned to your research goal.

  • Auto report

    Themes, quotes, and a plain-English summary write themselves once responses come in.

How it compares

We reviewed the closest templates from other survey tools. Here’s what they do well — and where this template goes further.

Why this template

  • Goes beyond a satisfaction score with a constant-sum allocation exercise that forces employees to weigh what SHOULD drive future raises (performance, market rate, tenure, etc.)
  • Pairs a fairness/retention opinion scale with an AI follow-up interview that actively digs into the reasoning behind those ratings, rather than leaving low scores unexplained
  • Includes a matrix on pay process agreement plus a direct question on whether a manager conversation happened, giving HR both the outcome and the process context
  • Automatically compiles responses into a report, so compensation teams get synthesized themes on fairness and retention risk instead of raw spreadsheet exports

Jotform

Pay Increase Form Template

This is a static, drag-and-drop form template aimed at documenting or requesting a pay increase rather than surveying employee sentiment about one. It's fielding-ready in Jotform's builder but structurally a request/approval form, not an attitudinal research instrument. Useful for HR admin workflows, less so for understanding perceived fairness.

What it does well

  • Highly customizable via Jotform's drag-and-drop builder
  • Easy to embed in existing HR approval workflows
  • Free to start using like other Jotform templates

Where it falls short

  • No adaptive follow-up questioning — all fields are fixed at design time
  • No mechanism to probe the reasoning behind a fairness or retention rating
  • No automated per-response quality scoring or synthesized report generation

SurveySparrow

Pay Increase Form Template | Streamline Employee Raises

SurveySparrow's version leans on its conversational, chat-style form format, which makes it feel more engaging than a plain form. It's still a fixed-question template geared at streamlining the raise process, not specifically at unpacking fairness perceptions or retention risk. Fielding-ready, but the depth stops where the pre-written questions end.

What it does well

  • Conversational one-question-at-a-time UI improves completion rates
  • Template is positioned specifically around employee raises, not generic forms
  • Likely supports basic branching logic typical of SurveySparrow forms

Where it falls short

  • No AI-driven follow-up that adapts based on a respondent's fairness rating
  • No published methodology or prompt transparency for how questions were designed
  • No automated quality scoring of individual responses

Typeform

Pay Increase Form Template

Typeform offers its signature clean, conversational form experience for this template, which is pleasant to fill out but fixed once published. It's a ready-to-field static template rather than an interview instrument, so it can capture what employees select but not why they selected it. No indication of voice interaction or task-based components.

What it does well

  • Polished, distraction-free one-question-per-screen design
  • Simple to publish and share via link or embed
  • Familiar builder for teams already using Typeform elsewhere

Where it falls short

  • Fixed question set with no adaptive AI probing into fairness or retention reasoning
  • No voice interview option or guided task/screen-share capability
  • No automated report synthesis — results are raw response data for manual analysis

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