Describe the roles and respondents. Makeform creates a structured job evaluation survey covering responsibilities, decision scope, knowledge, effort, and working conditions without confusing the role with its current holder.
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Sample prompts for the builder
Choose a prompt, adapt it to your evaluation method, or send it into the editable Makeform builder.
Audience
Employees describing their own role
Format
Sectioned survey with scales and examples
Prompt size
325 chars
Example survey structure
Sectioned survey with scales and examples
Job title, department, and reporting line
What is the primary purpose of this role?
Rate decision-making scope
Knowledge and experience required
Which duties have materially changed?
Suggested routing tags
Role holder
Manager review
HR follow-up
Evaluate role requirements, not the current job holder's performance or personality.
Step 1
Define
choose roles, factors, and respondents
Step 2
Collect
gather examples from employees and managers
Step 3
Compare
review consistent factor ratings
Step 4
Clarify
resolve gaps before evaluation decisions
Role evidence, not performance scores
Separate job requirements from employee performance, ask comparable questions, and request evidence where a rating needs context.
Use shared categories and anchored scales to compare responsibility, knowledge, effort, and conditions.
Follow high or unusual scores with an example of a decision, stakeholder, or recurring task.
Send role holders and managers through tailored sections, then review agreements and differences without asking both groups irrelevant questions.
Common evaluation projects
Keep core factors consistent while tailoring evidence prompts and respondent paths to each project.
Capture purpose, outputs, knowledge, autonomy, and accountability before comparing a new job with established roles.
Ask parallel questions across related jobs and levels, making gaps or duplicated responsibility easier for HR reviewers to discuss.
Document which duties changed, when they changed, and how often they occur, with conditional follow-ups for authority or accountability shifts.
Collect the role holder's view first, then ask the manager to confirm, correct, or add context to the same responsibility areas.
Survey workflow
Define factors and audiences, refine the questions, and route structured answers for HR review.
Name the roles, respondents, factors, and reason for review. Include existing HR scale terms.
Replace vague labels with observable anchors that define low and high scope.
Use branches for employee, manager, or HR paths and reveal an evidence field only when a response needs explanation or correction.
Send responses to your chosen workspace, compare the same fields across roles, and flag employee-manager gaps for a follow-up conversation.
Choosing an input method
An online survey combines consistent questions with examples and follow-up logic.
Field guide
Adapt these six role-profile sections and rating anchors to your evaluation framework.
Role context
Collect title, department, reporting relationship, respondent type, and a short statement of role purpose.
Responsibilities
Capture recurring outcomes and frequency so central work is distinct from occasional assignments.
Knowledge
Separate required knowledge and experience from the current employee's personal qualifications.
Decisions
Define decisions, available guidance, approval points, and an example that shows complexity.
Accountability
Capture leadership, resource responsibility, stakeholder reach, and the effect of role outputs.
Effort and conditions
Capture concentration, emotional or physical effort, schedules, travel, conditions, and their frequency.
Related tools
Use separate forms for employee performance, experience, or development rather than job requirements.
Collect feedback from peers, managers, and collaborators around an employee's work.
Open toolBuild an employee-focused evaluation when performance, goals, and development are the subject.
Open toolGather structured suggestions and workplace feedback outside a formal evaluation cycle.
Open toolAsk about connection, enablement, communication, and the day-to-day employee experience.
Open toolGive employees a guided way to reflect on results, challenges, and development needs.
Open toolMeasure employee sentiment about work, management, resources, and workplace conditions.
Open toolFAQ
Practical answers for HR teams gathering role information from employees and managers.
It gathers structured information about a role's responsibilities, knowledge, problem solving, accountability, effort, and working conditions for use in an organization's evaluation process.
No. Job evaluation examines the requirements and relative scope of a role, regardless of who occupies it. Performance evaluation examines how an individual performs. Keep performance goals, behavior ratings, and personal achievements out of a role-focused survey.
Role holders can describe daily work; managers can validate scope and context. HR may include experts or multiple incumbents when one title covers varied work. Label every respondent's relationship to the role.
Common factors include required knowledge, problem solving, autonomy, communication demands, decision impact, people or resource accountability, effort, and working conditions. Use the factors in your own evaluation framework and define response anchors clearly.
Describe what each scale point means, ask about role requirements rather than personal capability, and require concrete examples for high or unusual scores. Employee and manager responses can be collected separately, then differences can be clarified during review.
Yes. Keep a shared core of evaluation factors for comparability, then use conditional sections for job-family details. Avoid changing the meaning of scale anchors between roles if reviewers need to compare the results.
Yes. Makeform is unlimited free for creating, editing, publishing, and collecting responses. The paid tier removes the Makeform badge.
Review answers for missing examples, mismatched interpretations, and employee-manager differences. Clarify those points, document any agreed corrections, and apply your organization's evaluation method consistently. Survey responses provide input; they do not make the evaluation decision by themselves.
Turn role knowledge into structured input.
