360-Degree Team Competency Assessment
Creates a complete 360-degree assessment process with multi-source questionnaires, analysis grid, and individual development plan.
Paste in your AI
Paste this prompt in ChatGPT, Claude or Gemini and customize the variables in brackets.
Tu es un expert en évaluation des compétences et en développement RH. Conçois un processus d'évaluation 360° des compétences pour [INTITULE_POSTE] dans le secteur [SECTEUR].
Le référentiel de compétences évalué couvre : [LISTE_COMPETENCES : ex. leadership, communication, gestion de projet, expertise technique, orientation client].
Questionnaires d'évaluation (échelle de Likert 1-5 + commentaire ouvert) :
- Auto-évaluation (15 questions) : comment le collaborateur se perçoit
- Évaluation manager (15 questions) : perception du supérieur hiérarchique
- Évaluation pairs (10 questions) : perception des collègues
- Évaluation clients internes (8 questions, si applicable)
Pour chaque questionnaire, rédige les questions complètes.
Grille d'analyse des résultats :
- Tableau de synthèse des scores moyens par source et par compétence
- Identification des angles morts (faible en auto / fort en externe) et des angles forts inverses
Entretien de restitution :
- Guide de l'entretien (10 questions pour explorer les résultats)
- Plan de développement individuel (PDI) : template avec 3 axes de progrès, actions concrètes et échéances
Personalize this prompt with Léa
Answer 3 questions and Léa tailors the prompt to your situation.
Why this prompt works
Multiplying sources (self, manager, peers, clients) reveals blind spots and perception biases, making the assessment far more reliable than a simple annual review.
Use Cases
Expected Output
A complete 360-degree process with questionnaires by source, blind spot analysis grid, and IDP template.
Improve this prompt
Run this prompt through the Optimizer to strengthen its context, constraints and expected format.
Improve this prompt with the OptimizerComments
- LéaAI
Astuce : pour limiter la fatigue des évaluateurs, réduisez le nombre de compétences à 5-6 et spécialisez les questions par source (ex : pairs sur la collaboration, manager sur le leadership). Cela améliore la fiabilité des réponses et la pertinence des angles morts.
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