Determine the evaluation questionnaire

The survey used in 360 feedback evaluations deals with the performance of workers, not their personality and skills. The questionnaire can be general or organization-specific. The use of each type of questionnaire has its advantages and disadvantages.

Pre-determined questions:

• Pros: requires fewer resources, has the necessary statistical factors [validity, reliability, etc.].

• Cons: disloyalty to reality can lead to unrealistic conclusions.

Specific questions:

• Pros: will adapt to the culture and strategic needs of the company.

• Cons: more resources and time are needed to create it. It is necessary to determine the competencies to be assessed, perform statistical processing, etc.

Requirements for designing a questionnaire form for this process

• An important component of the evaluation process is the type of items given to the participants. These should be used by the evaluator for reflection and improvement, and by the organization for development in accordance with the given strategic direction. It should be simple, understandable to the participants and based on real and observable behavioral indicators, as well as being relevant to the highly respected position and the organizational position. Each entry should mention only one skill.

• If we want a valid and reliable assessment, we will have to improve the selected items in the questionnaire with the necessary statistical procedures [mainly factor analysis] and conduct a test. Verify before the final application of the questionnaire.

• The number of items in the questionnaire should not be excessive. Take into account the time it will take to complete it.

• Select the type of rating scale to use. The Likerten scale is very useful, since each rated score will have a score that fluctuates between specific values, for example, you can rate from 1 to 5, being 1 very little, 2 little, 3 normal, 4 good and 5 very good. In addition, what is very interesting in this type of questionnaire, which includes open-ended questions, the ability to present yourself to the evaluator [which may affect your motivation to answer the questionnaire] and the extension of the information that we will obtain. Much more valuable.

An example of how the questionnaire for this process is structured

Questions that test knowledge, skills and attitudes:

• Knowledge linked to the work performed.

• Linguistic knowledge.

• IT skills

Questions designed to measure productivity:

• The ability to solve problems.

• Quick response.

• Profit-oriented.

• Pursuit of the best possible results.

• The ability to combine several tasks at the same time [multitasking].

Issues related to behavior and attitudes at work:

• Free creation.

• Ability to be flexible

• Desire to improve

• Encouragement

• Acuity/sensitivity

Problems related to teamwork:

• Leadership

• Respect for others' position

• Teaming

• Healthy partnership