Q01
Message
All templatesEmployee & HR
Performance Review Fairness & Bias Assessment
Measures employee perceptions of objectivity, clarity, and potential bias in formal performance reviews. Designed for HR teams seeking to identify systemic issues and improve review processes.
Sample questions
A preview of what’s in the template. Every question is editable before you launch.
22 questions · ~10 min
Q02
Multiple Choice
When was your most recent formal performance review at this organization?
- Within the last 3 months
- 3–6 months ago
- 6–12 months ago
- More than 12 months ago
- I have never had a formal review here
Q03
Opinion Scale
Overall, how objective did your most recent performance review feel?
Scale: 1 – 7
Min:Not at all objectiveMax:Completely objective
Q04
Multiple Choice
Did you perceive any bias in your performance review process or outcome?
- No
- Possibly
- Yes
- Prefer not to say
Q05
Opinion Scale
How much do you trust that the performance review process at this organization is applied consistently across employees?
Scale: 1 – 7
Min:No trust at allMax:Complete trust
Q06
Long Text
What one change would most improve the fairness and clarity of performance reviews at this organization?
Q07
Multiple Choice
What is your current employment type?
- Full-time
- Part-time
- Contractor or temporary
- Intern
- Other
- Prefer not to say
Q08
Message
Thank you for completing this survey. Your feedback will be used to identify improvements to the performance review process. All responses are confidential and will be reported only in aggregate.
Q09
Multiple Choice
Which of the following best describes why you have not had a formal review in the last 12 months?
- New to the organization
- Have only received informal feedback
- Review is overdue
- My role does not use formal reviews
- Other
- Prefer not to say
Q10
Opinion Scale
Overall, how satisfied are you with the fairness of your most recent performance review?
Scale: 1 – 7
Min:Not at all satisfiedMax:Completely satisfied
Q11
Multiple Choice
What types of bias did you notice? (Select all that apply.)
- Gender
- Race or ethnicity
- Age
- Tenure at company
- Role or level
- Manager preference or favoritism
- Recency, halo, or horn effects
- Other
- Not sure
- Prefer not to say
Q12
Opinion Scale
How effectively did your manager communicate feedback during your review?
Scale: 1 – 7
Min:Not at all effectivelyMax:Extremely effectively
Q13
AI Interview
Based on your survey responses, we'd like to explore your performance review experience in a bit more depth. An AI moderator will ask a few follow-up questions about what you found fair or unfair, and any suggestions you have for improvement.
Q14
Dropdown
How long have you worked at this organization?
- Less than 3 months
- 3–6 months
- 6–12 months
- 1–2 years
- 3–5 years
- 6–10 years
- 11+ years
Q15
Opinion Scale
How clear were the criteria used to evaluate your performance?
Scale: 1 – 7
Min:Not at all clearMax:Completely clear
Q16
Long Text
If comfortable, briefly describe what led you to perceive bias in your review.
Q17
Dropdown
What is your age group?
- 18–24
- 25–34
- 35–44
- 45–54
- 55–64
- 65+
- Prefer not to say
Q18
Opinion Scale
How clear were the ratings or scores you received?
Scale: 1 – 7
Min:Not at all clearMax:Completely clear
Q19
Multiple Choice
Which gender do you identify with? (Select all that apply.)
- Woman
- Man
- Non-binary
- Prefer to self-describe
- Prefer not to say
Q20
Opinion Scale
How clear were the development goals or next steps outlined in your review?
Scale: 1 – 7
Min:Not at all clearMax:Completely clear
Q21
Dropdown
Where do you primarily work?
- Africa
- Asia-Pacific
- Europe
- Latin America & Caribbean
- Middle East
- North America
- Prefer not to say
Q22
Opinion Scale
How actionable was the feedback you received in your most recent performance review?
Scale: 1 – 7
Min:Not at all actionableMax:Completely actionable
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
- Pairs quantitative opinion-scale items (objectivity, clarity of criteria and ratings, trust, manager communication) with targeted multiple-choice and open-text questions on the type and source of perceived bias, giving HR both a fairness score and qualitative context.
- Includes an adaptive AI follow-up interview that probes respondents who report perceived bias to explore their open-text explanation further, rather than stopping at a single free-text box.
- Captures employment type, tenure, age group, gender, and work location so HR can segment fairness and bias perceptions across employee groups to spot systemic patterns.
- Automated per-response quality scoring and an auto-generated report help HR trust the aggregated findings without manually combing through raw open-text answers.
QuestionPro
Employee Performance Review SurveyA fielding-ready static survey template focused on general performance review evaluation, sitting within QuestionPro's broader enterprise survey and analytics platform. It's a reasonable starting point for HR teams but is not purpose-built around fairness/bias detection the way this template is. Reporting relies on QuestionPro's standard dashboard analytics rather than adaptive follow-up conversations.
What it does well
- Ready-to-use template within an established enterprise survey platform
- Backed by QuestionPro's broader analytics and dashboard reporting tools
- Likely supports standard logic/branching common to QuestionPro forms
Where it falls short
- Static question set with no adaptive AI follow-up to probe why an employee perceives bias
- No voice-based interview option for richer qualitative capture
- No published per-response quality scoring or transparent AI prompt methodology
Typeform
Performance Review Form TemplateA polished, conversational one-question-at-a-time form template well-suited to general performance review data collection, leveraging Typeform's strong design and completion-rate reputation. It is a static template, not tailored specifically to fairness or bias assessment, and offers no mechanism to dynamically explore an employee's bias narrative once submitted.
What it does well
- Clean, mobile-friendly conversational UI that tends to improve completion rates
- Easy to customize and embed within existing HR workflows
- Wide integration ecosystem for routing results to other tools
Where it falls short
- No adaptive AI follow-up interview to dig deeper into open-text bias explanations
- No voice AI interview mode for qualitative depth
- No automated quality scoring of responses or published prompt transparency
Frequently asked questions
What questions are in the “Performance Review Fairness & Bias Assessment” template?
The template includes 22 ready-to-use questions, starting with: “Welcome! This survey explores your most recent performance review experience. There are no right or wrong answers — we a…” · “When was your most recent formal performance review at this organization?” · “Overall, how objective did your most recent performance review feel?”. The full set is previewed above, and every question is editable.
How long does this survey take to complete?
Respondents typically finish the 22 questions in about 10 minutes.
Can I customize this template?
Yes — every question, answer option, and the ordering is editable before you launch. You can add or remove questions, or ask the AI editor to rework the survey around your research goal.
Is this template free to use?
Yes. Open it in the editor and start customizing right away — no account required to try it, and the free plan covers launching your survey.
Ready to launch?
Open this template in the editor. Every part is yours to change before the first respondent sees it.
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