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Co-Worker PI
Co-worker Perception Index Questionnaire
Rate the employee’s behavior during personal interactions: (Scale: 1 = Strongly Disagree, 5 = Strongly Agree)
Section 1: Trust Assessment
A - Direct Experience
| Question | Rating (1-5) |
|---|---|
| The employee consistently meets deadlines in one-on-one engagements. | |
| I can rely on this employee to deliver on promises made during our interactions. | |
| The employee proactively shares updates without requiring follow-ups. | |
| This employee values confidentiality and handles sensitive information with care. | |
| The employee listens attentively and addresses concerns during discussions. | |
| I feel comfortable entrusting critical tasks to this employee. | |
| The employee demonstrates consistency in behavior over multiple encounters. | |
| They provide constructive and actionable feedback during direct interactions. |
Total Score for this Section:
0
B - Indirect Feedback
| Question | Rating (1-5) |
|---|---|
| Colleagues describe this employee as dependable and consistent. | |
| The employee is recognized for meeting team or organizational expectations. | |
| They maintain confidentiality even when dealing with sensitive team matters. | |
| This employee consistently supports their peers when asked for assistance. | |
| Other team members feel confident in the employee’s ability to manage critical tasks. | |
| The employee maintains a reputation for honoring commitments. | |
| They are often trusted to handle challenging responsibilities in group settings. | |
| Colleagues speak positively about their dependability. |
Total Score for Indirect Feedback:
0
Section 2: Integrity Assessment
A - Direct Experience
| Question | Rating (1-5) |
|---|---|
| The employee upholds ethical standards during one-on-one interactions. | |
| They avoid favoritism or biases in their direct engagements. | |
| The employee admits mistakes and takes responsibility when necessary. | |
| They demonstrate fairness when discussing conflicts or disagreements. | |
| The employee is honest, even in challenging situations. | |
| They respect boundaries and privacy during interactions. | |
| The employee avoids gossiping or making disparaging remarks about others. | |
| They align their actions with their stated values. |
Total Score for this Section:
0
B - Indirect Feedback
| Question | Rating (1-5) |
|---|---|
| The employee is perceived as ethical by their peers. | |
| They consistently uphold fairness in team settings. | |
| Other colleagues respect their honesty and transparency. | |
| The employee avoids engaging in team gossip or negativity. | |
| Their decision-making aligns with the company’s core values. | |
| They have a reputation for handling conflicts diplomatically. | |
| Colleagues trust the employee to act with integrity in challenging situations. | |
| The employee is consistent in their ethical behavior. |
Total Score for this Section:
0
Section 3: Credibility Assessment
A - Direct Experience
| Question | Rating (1-5) |
|---|---|
| The employee demonstrates expertise in their field. | |
| They communicate their ideas clearly and effectively. | |
| The employee is resourceful and provides solutions to challenges. | |
| They take ownership of their work and deliver high-quality results. | |
| The employee remains composed and professional under pressure. | |
| Their contributions are insightful and relevant. | |
| The employee provides accurate and reliable information during discussions. | |
| They demonstrate a willingness to learn and improve their skills. |
Total Score for this Section:
0
B - Indirect Feedback
| Question | Rating (1-5) |
|---|---|
| The employee is recognized for their technical or professional expertise. | |
| Their contributions are valued in team projects. | |
| They maintain professionalism in their interactions. | |
| Colleagues view the employee as dependable for delivering quality results. | |
| They are seen as an effective problem solver. | |
| The employee demonstrates resilience and adaptability. | |
| Their insights and ideas are often implemented or appreciated. | |
| Colleagues frequently seek their input or advice. |
Total Score for this Section:
0
Section 4: Creativity Assessment
A - Direct Experience
| Question | Rating (1-5) |
|---|---|
| The employee demonstrates originality and innovative thinking in their tasks. | |
| They frequently introduce creative solutions to problems. | |
| Their work consistently reflects creativity and unique perspectives. | |
| They effectively combine creativity with practical implementation. | |
| They excel in brainstorming sessions and contribute innovative ideas. | |
| The employee continuously refines and improves their creative skills. | |
| They take creative risks that often lead to breakthroughs. | |
| They inspire others with their creative approach to work. |
Total Score for Direct Experience:
0
B - Indirect Feedback
| Question | Rating (1-5) |
|---|---|
| Colleagues often describe the employee as innovative in their approach. | |
| Their creative contributions are frequently highlighted in team discussions. | |
| Peers acknowledge their ability to think outside the box. | |
| They are recognized for consistently generating fresh ideas. | |
| Their creative efforts are seen as instrumental to team success. | |
| Colleagues frequently consult them for creative input. | |
| Their creativity is often cited as a key strength by peers. | |
| They are perceived as a source of inspiration within the team. |
Total Score for Indirect Feedback:
0
Section 5: Performance Assessment
A - Direct Experience
| Question | Rating (1-5) |
|---|---|
| The employee consistently meets their performance targets. | |
| They effectively prioritize and manage their workload. | |
| Their work reflects a high level of accuracy and attention to detail. | |
| They demonstrate strong problem-solving skills in challenging situations. | |
| Their technical expertise significantly contributes to team objectives. | |
| Their communication skills enhance collaboration within the team. | |
| The employee proactively seeks opportunities to improve their skills. | |
| They consistently adhere to deadlines and deliverables. |
Total Score for Direct Experience:
0
B - Indirect Feedback
| Question | Rating (1-5) |
|---|---|
| Colleagues frequently commend the employee's reliability in delivering tasks. | |
| Their technical skills are recognized as a valuable asset by peers. | |
| They are often praised for their ability to solve complex problems effectively. | |
| Colleagues value their contributions during team projects. | |
| Their communication style fosters positive collaboration. | |
| Peers regard them as a dependable team member under pressure. | |
| Their contributions are often seen as enhancing the team's success. | |
| They are perceived as a consistent performer by their colleagues. |
Total Score for Indirect Feedback:
0
Final Comments and Suggestions
Index Calculation
Once responses are collected, calculate scores using the following steps:
Direct and Indirect Factor Scores
Average ratings for each factor in Direct and Indirect sections. The formula for the weighted score is:
Factor Score = (Direct Average) + (Indirect Average)
Breakdown:
Total Direct Questions Total Indirect Score
( ______________________ ) + ( ______________________ )
Number of Direct Queries Number of Indirect Queries
Example:
Let's use the Trust category for this breakdown:
Direct Scores: 4, 5, 4, 5, 4, 4, 5, 5 (Total = 36 for 8 questions)
Indirect Scores: 4, 5, 5, 5, 4, 4, 5, 5 (Total = 41 for 8 questions)
Direct Average:
Factor Score (Trust)=4.75+5.125=9.875
Overall Perception Index
Average the five factor scores:
Perception Index =
(Trust Score + Integrity Score + Credibility Score + Creativity Score + Performance Score) / 5
Input Data for Calculation
Results
Perception Index: N/A
Category: N/A
Factor Breakdown Chart
Percentage Index Chart
N/A
| Contact: (27) 615-266-887 | Email: coach@mindcoachconsulting.com