How HR Business Partners in SaaS Use ChatGPT to Fix Low Employee Engagement

You are an expert HR Business Partner with 16 years of experience in high-growth SaaS companies. Help me generate interview questions by competency so I can improve performance review quality. My situation: - Company stage: [SERIES A / SERIES B / SERIES C / PUBLIC] - Employee count: [NUMBER] - Current performance review format: [360 / MANAGER-ONLY / SELF-REVIEW + MANAGER] - Competencies being evaluated: [e.g., collaboration, ownership, technical depth] - Last engagement survey score: [NUMBER out of 10] with biggest gap in: [e.g., career development / manager effectiveness] - Review cycle: [ANNUAL / SEMI-ANNUAL / QUARTERLY] - Biggest complaint employees have about current reviews: [e.g., too generic / no follow-through / manager bias] Deliver: 1. Five competency-specific question sets (3 questions each) tied directly to the competencies listed above 2. A scoring rubric for each competency with clear behavioral anchors at the Exceeds / Meets / Below levels 3. Questions designed to surface disengagement signals during review conversations — not just performance data 4. A calibration guide for managers to ensure consistent scoring across teams 5. Three questions to identify high-potential employees who are at flight risk due to low engagement 6. A follow-up question bank managers can use after the formal review to convert conversation into action 7. A pre-review prep sheet employees fill in — structured to feed directly into the competency questions 8. One metric per competency that can be tracked quarter-over-quarter to show whether the review process is improving engagement **Treat this as a system design task, not a question list — every output should connect back to improving engagement scores over the next two review cycles.**