Stop building your 360 feedback template from scratch. Use our proven competency-based template — anonymous surveys, automated PDF reports, AI insights — completely free for your first evaluation.
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24 rating statements across 6 competencies, a 1–5 frequency scale, and 3 open questions. No email required.
A spreadsheet works for one or two people. For anonymity by rater group, reminders, and an automatic report, run it online free. Need wording ideas for comments? See 360 feedback examples.
Most 360 feedback templates fail because they try to measure everything. They end up with 60-question surveys, exhausted raters, and low-quality responses. A well-designed template does the opposite: it focuses on 6–8 competencies, uses behaviorally-anchored language, and keeps total length under 30 questions.
The rating scale matters too. A 5-point scale (1 = Rarely, 5 = Consistently) is easier to calibrate across rater groups than a 10-point scale. More granularity doesn't produce better data — it just makes analysis harder.
Finally, the best templates pair quantitative ratings with 2–3 open-text questions. The scores tell you what the pattern is; the open text tells you why. Both are essential for a development conversation that actually changes behavior.
Here is the complete template structure used in 360Feedbacks. Every section is customizable.
Explains the purpose of the assessment, confirms anonymity, and sets expectations for how results will be used.
"This survey is anonymous. Individual responses are never shared."
"Results will be reviewed with the subject by their manager or HR."
"Estimated completion time: 10–15 minutes."
Rated 1–5 by all rater groups. Self-assessment uses the same questions.
"This person communicates ideas clearly and concisely."
"This person listens actively and considers other perspectives."
"This person adapts their communication style to different audiences."
"This person provides timely, relevant updates to stakeholders."
Observable behaviors that reflect how the individual works with others.
"This person actively supports team members beyond their own responsibilities."
"This person handles disagreements constructively and respectfully."
"This person shares credit for team achievements."
"This person contributes to a positive team environment."
For managers and senior contributors. Adapt or skip for individual contributors.
"This person makes timely decisions with available information."
"This person takes ownership of outcomes — positive and negative."
"This person involves the right people in decisions appropriately."
"This person provides clear direction and priorities."
Qualitative input that enriches the quantitative scores. Include 2–3 maximum.
"What is this person's greatest strength? Provide a specific example."
"What is one behavior this person should change or develop?"
"What would make this person significantly more effective in their role?"
Swap "Communication" for your company's own competency framework language. The questions should reflect your actual values, not HR textbook terms.
Remove "Developing Others" for individual contributors. Add "Strategic Influence" for VP-level assessments. A one-size template fits no one well.
Change "Rarely / Sometimes / Often / Usually / Consistently" to match the language your team actually uses in performance conversations.
Start with "How long have you worked with this person?" to help interpret scores from raters with limited exposure to the subject.
A complete template includes: an anonymity statement, 15–24 competency-based rating questions across 6–8 areas, 2–3 open-text questions, and a self-assessment section using the same questions as the rater survey.
20–30 total questions is the sweet spot — enough to cover key competencies thoroughly without causing rater fatigue. Surveys over 40 questions consistently produce lower-quality, rushed responses.
Yes. Every question, competency, and rating label in 360Feedbacks is editable. You can build from our proven template or start from scratch with your own competency framework.
Your first complete evaluation is free — anonymous survey distribution, response collection, and automated PDF report included. No credit card required.
A 360 template collects input from multiple rater groups (peers, direct reports, manager, self) and focuses on behavioral development. A performance review template typically reflects a single manager's assessment and is often tied to compensation decisions.
No downloads. No spreadsheets. Just set up your evaluation and let 360Feedbacks handle the rest.
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