Describe the role, competency framework, and scale. Makeform creates a competency evaluation form with observable criteria, evidence prompts, comments, and development actions.
Route completed evaluations to Slack, Google Sheets, and Zapier.
Sample prompts for the builder
Choose a prompt, adapt its competencies, or send it to the builder. The structure is an example, not a completed evaluation.
Audience
Managers evaluating employees during a review cycle
Format
Anchored rating scale with evidence and action plan
Prompt size
391 chars
Example form structure
Anchored rating scale with evidence and action plan
Employee, role, reviewer, and review period
Rate each core competency
What evidence supports this rating?
Priority development action and target date
Reviewer and employee acknowledgment
Suggested routing tags
Review complete
Development needed
Ready for sign-off
Define what each rating looks like in observable work. A labeled scale is more consistent than asking reviewers to interpret numbers alone.
Step 1
Define
competencies, levels, and observable behaviors
Step 2
Evaluate
ratings supported by examples and evidence
Step 3
Discuss
strengths, gaps, and perspective differences
Step 4
Develop
actions, owners, dates, and follow-up
Useful competency reviews
Reviewers need to know what to observe, explain each rating, and choose a concrete next action. Structure keeps the conversation tied to the role.
Group core, role-specific, and leadership competencies, then describe developing, capable, and advanced performance.
Pair ratings with observed examples, work samples, dates, or trainer notes.
Convert gaps into coaching tasks, resources, owners, target dates, and follow-up.
Flexible evaluation formats
Keep the framework consistent while changing the reviewer, evidence, and follow-up for each context.
Combine manager ratings, employee reflections, evidence, and agreed development priorities in one review record.
Let trainers mark tasks as not observed, performed with support, or performed independently and record what they saw.
Compare demonstrated behaviors with the competencies expected for a role, project assignment, or internal progression step.
Use the same anchored questions before and after training to examine changes and choose the next practice priority.
Build the evaluation
Give Makeform the role and expected behaviors, then refine how the form evaluates and follows up.
Name the role, audience, purpose, and competency groups. Include existing framework language when needed.
Use distinct behavior descriptions and add not observed when evidence is insufficient.
Request evidence for selected ratings, remediation for missed critical tasks, and comments for differences.
Route the evaluation, record action dates, and schedule a check-in against the same criteria.
Choosing an approach
A checklist confirms completion and a general review summarizes performance. A competency evaluation adds proficiency levels, evidence, and development.
Field guide
Use these six sections to make results clear and actionable across reviewers.
Evaluation context
Record the role, stage, and assessor so every rating remains connected to its evaluation setting.
Competency framework
Separate shared expectations from job-specific or leadership skills, and keep each competency observable.
Rating anchors
Describe distinct behaviors for adjacent levels. Offer not observed instead of forcing an unsupported score.
Evidence
Ask reviewers to cite work, an observed task, an outcome, or a specific situation supporting the score.
Decision rules
Mark critical items and define how to handle low ratings, missing observations, or different perspectives.
Development plan
State what to practice, who will support it, what shows progress, and when to review it.
Related tools
Use focused forms for reviews, self-reflection, peer input, skills assessment, and training needs.
Create a broader employee evaluation covering results, behaviors, comments, and follow-up.
Open toolStructure goals, accomplishments, feedback, ratings, and development conversations.
Open toolAssess role-specific knowledge and skills with questions suited to the evidence needed.
Open toolGive employees a structured way to reflect on examples, strengths, and development needs.
Open toolCollect peer observations from people who work with the employee in different settings.
Open toolTranslate capability gaps into learning priorities for an individual, team, or program.
Open toolFAQ
Answers for managers and trainers designing a consistent evaluation.
A competency evaluation form compares demonstrated skills and behaviors with defined role or program expectations. It records proficiency ratings, supporting evidence, comments, and development actions for performance conversations, observed skills checks, or internal readiness decisions.
Include employee, reviewer, role, review period, grouped competencies, behavior-anchored ratings, not observed choices, evidence, strengths, gaps, actions, owners, and follow-up dates. Practical assessments can add task observations, critical checkpoints, uploads, and reassessment details.
Choose three to five levels and describe observable differences, such as performing with coaching versus independently. Add not observed when evidence is unavailable, and tailor anchors to the role.
Yes. List tasks, observation options, critical checkpoints, notes, evidence, and remediation. The result can document an internal readiness recommendation, but should not be presented as external accreditation, official certification, or authority acceptance.
Yes. Give both people matching questions and evidence prompts, then discuss rating differences. Finish with shared development priorities, owners, and a check-in date.
Use results for feedback, coaching, role development, training selection, or reassessment. Review the evidence and opportunity to demonstrate each competency, and apply your organization's review process.
Yes. Makeform provides unlimited free forms and responses. The paid tier removes the Makeform badge; it does not add response capacity.
Yes. Keep core competencies consistent, then edit role-specific skills, anchors, critical items, and evidence prompts. Record the role, cycle, stage, and framework version with every submission.
Make every rating explainable.
