For HR teams running a review or a 360 Feedback: a questionnaire tied to its purpose, approved rater circles, and results shared under rules announced in advance.
Audit & 360 Reviews
Illustration: a rater circle and the progress of their responses, a questionnaire focused on observable behaviors, and a debrief comparing the self-assessment with others’ views according to the program rules.
Objectives, access and debrief rules must be defined before data collection.
Try it yourself
Propose raters around the person being reviewed, get the circle approved, then see what the debrief shows for each circle.
Audit & 360 Reviews day to day
Link questions to the purpose and to observable behaviors.
Compare perspectives according to the grouping and masking rules.
Before you start
Set recipients, how results will be used, and confidentiality.
Choose the template, the circles and how raters are nominated.
Discuss the gaps and agree on observable professional next steps.
A skills review examines defined expectations; 360-degree feedback brings several perspectives on one person together. Choose the method before the questionnaire.
Make sure everyone understands the questions and knows what the answers will be used for; an average alone is not an objective assessment.
The process includes a self-assessment, the manager’s view and raters who are proposed, then approved; peers and external raters take part depending on the setup.
The manager’s perspective and the self-assessment are identifiable; answers from some other circles are aggregated or hidden. A minimum number of respondents does not guarantee anonymity: context and comments can identify someone.
In the debrief, explain differences in perception and the limits of data collection. Comments must stay focused on professional practices, without turning into a file of unverified judgments.
In the demo
The demo starts from your organization and a fictitious use case: no employee records are needed.
What we review
Helpful answers
Pointers to assess your project and prepare the right questions.
All questionsNot entirely: the manager and the self-assessment are identifiable. Inform participants and examine the risks of re-identification.
Yes, depending on the configuration: plan how they are nominated, approved and informed about how their answers will be used.
No: these tools organize a review, without certifying an organization or replacing an auditor or qualified advisor.
Your next step
Your sites, your reviews, your priorities. Prepare a demo built around the use cases that matter to your organization.
Any questions? Let me show you around.
Upikajob’s AI
Hello! I’m Upikat.
In the Upikajob app, I help everyone prepare for their review. Here, I’ll show you around.
Where shall we start?
What matters most to you right now?
Three modules for everyday work. Which one interests you?
HR Reviews. Run your HR review campaigns with employee groups, tailored forms and tracking of each preparation and approval step.
The page has an example you can try, with no account or sign-up.
Skills. Structure your skills framework, set expected levels for each job profile and compare the employee’s and the manager’s observations.
The page has an example you can try, with no account or sign-up.
Training. Gather training needs, organize their approval and track sessions and budgets according to your company’s configuration.
The page has an example you can try, with no account or sign-up.
Management Copilot. The Management Copilot helps managers prepare actions and messages from the context of a review, then track the actions they have taken on.
The page has an example you can try, with no account or sign-up.
Early Careers. Organize follow-up for apprentices and learners with programs, reviews and a skills logbook shared according to each person’s role.
The page has an example you can try, with no account or sign-up.
Audit & 360 Reviews. Prepare your skills reviews and 360-degree feedback with questionnaires, rater circles and a debrief to interpret with participants.
The page has an example you can try, with no account or sign-up.
Employee Records. Find employees, their reporting lines and their follow-up information in an employee record whose sections depend on the modules and access rights enabled.
The page has an example you can try, with no account or sign-up.
Leave & Absence. Centralize leave and absence requests, their status and their approval, based on the absence types and rules configured for your company.
The page has an example you can try, with no account or sign-up.
Timesheets. Collect time reported by project and activity, organize its approval and prepare exports from the timesheets in your scope.
The page has an example you can try, with no account or sign-up.
Each page has an example you can try, with no account or sign-up. A few ideas:
That’s me! In the app, I help each person prepare their part of the review form: I ask the template’s questions one at a time, then fill in the answers, for them to review.
The conversation with the manager and the decisions stay with the people involved. And I’m always presented as an AI.
Upikajob pricing is set by quote, based on headcount, modules, and support. Each proposal details units, amounts excluding tax, and billing frequency.
Understand roles, transparency, and high-risk HR uses under the AI Act, with official sources and the limits of this overview.
Questions about data and quotes are also answered in the FAQ.
Prepare an Upikajob demo on your reviews, skills, or training needs: headcount, sites, deadline, and priority to cover.
No commitment. No employee records needed.
