Your Role, Your Work, Your Perspective
HFR PRIVATE CONSULTING
This questionnaire is an opportunity to describe your work as you experience it: what you were originally asked to do, what you actually do, responsibilities you have taken on, and what works well or could work better. There are no right or wrong answers. Please be candid and specific. You do not need to prepare documents or consult your employer before answering.
Participation and timing
If your role is included in this assessment, completing this questionnaire is a required step in the review as communicated by your employer or principal. Please submit it by the deadline provided with your invitation. Responses received after that deadline may not be included in the assessment.
Purpose and boundaries
This is a review of how roles, responsibilities, delegation, and working arrangements function. It is not a performance appraisal, disciplinary investigation, or a decision about anyone's continued employment. HFR Private Consulting does not make staffing or employment decisions. Your employer or principal retains authority over employment matters.
This is your opportunity to make relevant work visible, including tasks you take on voluntarily, duties that have become expected without discussion, unmet needs, and work that falls between roles. Share concerns or improvements that you would like considered in the findings; submissions can inform recommendations but do not guarantee that every issue will be resolved.
This form is not a request for a raise, promotion, or new title. However, if the work you routinely perform differs materially from your assigned role or recognized responsibilities, describe it factually. That difference may be relevant to evaluating role scope, recognition, or responsibility alignment, without guaranteeing a change to pay or title.
How responses are used
Your responses may be reviewed by HFR Private Consulting and reflected in findings provided to the principal who commissioned the assessment. They are not anonymous or guaranteed to remain confidential from that principal. Please avoid passwords, medical details, children's personal information, or unnecessary identifying details about others. If you have an urgent safety, legal, or employment concern, use the appropriate reporting channel rather than relying solely on this questionnaire.
Household or organization you work for
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Use the name or reference given to you when this questionnaire was shared.
What is your current job title or role?
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If your role has no formal title, describe it briefly.
How long have you been in this role?
How do you typically work?
02 — The role you accepted
When you first accepted this role, what did you understand you were being hired to do?
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Describe your original responsibilities in your own words, even if there was no formal job description.
How were your original responsibilities explained?
Were any expectations unclear or different from what you initially understood?
Optional. Mention any responsibilities, working arrangements, or priorities that were uncertain.
What responsibilities do you actually carry out now?
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Include regular work, occasional tasks, and responsibilities you may have taken on over time.
What kinds of work or services do you personally provide in your role?
Describe your area of expertise and the main types of work you perform in your own words. Include any specialized, creative, technical, operational, or other responsibilities relevant to your position.
What work takes most of your time or attention during a typical day or week?
What tends to take priority in practice?
How closely does your current work match what you originally understood?
Have any responsibilities been added, removed, or significantly changed?
If so, what changed, and how was the change communicated?
04 — Unassigned work & responsibilities you have taken on
Do you do tasks that were not originally part of your role?
What tasks have you taken on without being specifically asked or formally assigned?
Please give up to three concrete examples. This can include small recurring tasks, helping colleagues, noticing problems, or filling gaps.
Why do you usually take on these additional tasks?
How often do these additional tasks arise?
How do you generally feel about doing work beyond your understood responsibilities?
Have extra tasks gradually become treated as a normal part of your job?
Is there something you began doing voluntarily that is now expected of you?
What is it, how did that expectation develop, and how do you feel about it?
When you do not take care of an unassigned task, what usually happens?
Are there recurring tasks that nobody seems clearly responsible for?
What are they, how often do they arise, and what happens when they remain undone?
Who do you think should be responsible for the work you currently pick up?
For each relevant task, say whether it should remain with you, be shared, belong to another role, or be decided by the principal. You may explain why.
Do additional or unassigned tasks interfere with completing your core responsibilities?
Do you ever feel you must personally make sure a task is done, even though it is not assigned to you?
For example, because it is repeatedly overlooked, no one takes responsibility, or you are concerned about what happens if it is missed. What is the task, and how do you feel about having to take it on?
05 — Clarity, coordination & support
How clear are your current responsibilities and priorities?
When two responsibilities compete for your time, how do you decide which comes first?
Who gives you instructions, and how are updates or changes normally communicated?
You may describe roles instead of naming individuals.
Do you generally have the time, information, tools, and support needed to do your work as expected?
Are there tasks or expectations that are difficult to complete together, or that regularly interfere with one another?
For example, responsibilities competing for the same time, unclear handoffs, or conflicting instructions.
06 — Delegation, reporting & decision-making
Who do you formally report to, and who do you report to in everyday practice?
You may identify job titles or relationships instead of names. Describe any difference between the formal and actual arrangement.
How many people regularly give you tasks or instructions?
How are tasks usually delegated to you?
How well does the way work is delegated function for you?
What about delegation works well, and what creates confusion or difficulty?
Consider timing, completeness of instructions, changing priorities, follow-up, and whether enough authority is given to do the work.
Do you ever receive conflicting or overlapping instructions?
When instructions conflict, who has final authority, and how do you resolve it?
What happens if the decision-maker is unavailable?
How clear is your authority to make decisions within your role?
What decisions can you make independently, and what must be approved first?
Are there instances where you are held responsible for an outcome but cannot authorize the action needed?
Do you feel comfortable raising a concern, questioning instructions, or asking for clarification?
07 — Your experience & perspective
How do you currently feel about the responsibilities of your role?
What aspects of your role work well, and what do you find most challenging?
Your perspective on routines, communication, workload, boundaries, expectations, or working relationships is helpful.
If you could clarify or improve one thing about how your role works, what would it be?
Think about a practical change that would help you do the work well.
Is there anything else you would like HFR Private Consulting to understand about your role or experience?
Optional. Share only what you are comfortable including in this assessment.
08 — Problems, follow-through & practical improvements
When you raise a work-related issue, how quickly is it usually acknowledged?
Once an issue is acknowledged, how long does it usually take to be resolved?
What most often causes delays in resolving issues?
Please describe an example of an issue you raised, how it was handled, and whether it was resolved.
You may omit names and sensitive details. An ordinary operational example is sufficient.
What work, problem, or responsibility tends to be noticed only when you stop handling it?
What happens when that work is missed, and who do you believe should own it?
If responsibilities, authority, and communication were clearer, what would change about your work?
What is the single most useful improvement you would recommend?