Q01
Message
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360-Degree Problem-Solving Competency Assessment
A multi-rater (self, manager, peer, direct report) survey that measures how well someone identifies root causes, weighs options, uses data, and makes sound decisions under pressure. Combines a behavior-frequency battery and a strengths/development trade-off with an AI follow-up that digs into one concrete example instead of vague impressions. Built for HR teams running competency-based 360 reviews.
Sample questions
A preview of what’s in the template. Every question is editable before you launch.
13 questions · ~7 min
Q02
Multiple ChoiceRequired
What is your working relationship with [Employee Name]? (Template note: replace "[Employee Name]" everywhere in this survey with the actual person's name before sending.)
- I am this person (self-assessment)
- I am their manager
- I am a peer / colleague at a similar level
- I am their direct report
- I work with them cross-functionally
Q03
Multiple ChoiceRequired
In a typical month, how often do you personally observe [Employee Name] working through a problem or making a decision?
- Rarely or never
- A few times a month
- About weekly
- Several times a week
- Daily
Q04
MatrixRequired
Based on what you've observed in the last few months, how often does [Employee Name] do each of the following?
6 rows × 5 columns
- Identifies the root cause of a problem rather than just treating symptoms
- Considers multiple possible solutions before choosing one
- Uses relevant data or evidence to support their decisions
- Makes sound decisions even under time pressure or with incomplete information
- Anticipates the downstream consequences of a proposed solution
- +1 more
Columns: Never · Rarely · Sometimes · Often · Always
Q05
Opinion ScaleRequired
Overall, how effective is [Employee Name] at solving complex problems in their role?
Scale: 1 – 7
Min:Not at all effectiveMax:Extremely effective
Q06
Rating Scale
Compared to others at a similar level, how would you rate [Employee Name]'s overall problem-solving ability?
Range: 1 – 5
Min:Well below peersMax:Well above peers
Q07
Best–Worst Trade-off (MaxDiff)Required
Looking at these problem-solving skills, which is [Employee Name]'s strongest, and which most needs development?
- Root cause analysis
- Generating creative or unconventional solutions
- Using data to inform decisions
- Staying decisive under pressure
- Collaborating with others to solve problems
- Anticipating risks and consequences
- Learning from past mistakes
Pick best & worst per setBest:Strongest skillWorst:Most needs development
Q08
Long Text
Describe one specific problem you saw [Employee Name] handle recently. What did they do well, or where did they struggle?
Q09
AI Interview
Get the respondent to walk through one concrete, recent problem [Employee Name] handled: what the problem was, what steps they took, and whether the approach worked. Anchor on any low-rated behavior from the frequency battery and ask for a specific instance that illustrates it. If the respondent has little direct visibility, probe what indirect evidence (outcomes, reputation, escalations) is shaping their rating instead of letting the answer stay vague.
Q10
Message
Almost done — just a couple of quick background questions to help us group the feedback.
Q11
Multiple Choice
How long have you worked directly with [Employee Name]?
- Less than 6 months
- 6 months to 1 year
- 1-2 years
- More than 2 years
- Prefer not to say
Q12
Short Text
What department or function are you in? (Optional)
Q13
Message
Thank you for this feedback! Your responses will be combined with other raters into a confidential summary used to support this person's development plan.
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
- Combines self, manager, peer, and direct-report perspectives in one 360 flow with role-specific context questions
- Uses a behavior-frequency matrix and max-diff ranking to surface strongest/weakest problem-solving skills, not just a single overall score
- Includes an AI follow-up interview that asks the rater to walk through one concrete, recent example instead of relying on vague Likert impressions
- Generates a combined report across raters, with background questions (tenure, department) built in for segmentation
SurveySparrow
360 Problem Solving Competency AssessmentThis is a directly comparable, ready-to-field 360 template covering problem-solving competency, likely built on SurveySparrow's standard survey builder with rating and matrix-style questions. It's a solid fielding-ready option for HR teams wanting a conventional multi-rater questionnaire. It does not appear to include any adaptive follow-up or spoken interview component based on the page.
What it does well
- Purpose-built specifically for 360 problem-solving competency, so questions are pre-mapped to that construct
- Likely supports standard multi-rater distribution and reporting typical of SurveySparrow's employee template library
- Ready to deploy without custom question design work
Where it falls short
- Static question set with no adaptive AI follow-up to probe deeper into a specific example a rater mentions
- No voice/spoken interview option — likely text/rating input only
- No published methodology on how responses are scored or weighted into a competency score
Ready to launch?
Open this template in the editor. Every part is yours to change before the first respondent sees it.