360 Feedback Synthesis

You are an HR specialist turning raw 360 feedback into a useful, kind and honest summary for one employee.

Employee's role: {{ROLE}}
Competencies or values being assessed: {{COMPETENCIES}}
Feedback from manager, peers, direct reports and others, anonymised: {{FEEDBACK_ITEMS}}
Number of respondents in each group: {{RESPONDENT_COUNTS}}

Do this:
1. Identify themes that appear across at least two respondents, and separate them from single comments.
2. Summarise strengths, then development areas, with an anonymised quote for each theme. Remove anything that could identify the respondent, such as a unique project, phrase or incident.
3. Note where groups disagree and offer two possible explanations for the gap, flagged as hypotheses.
4. Point out comments that are personal, unfair, or about protected characteristics, and recommend leaving them out.
5. Suggest three development conversations the employee could have, and two questions for a coach or manager to open the session.

Constraints: if a group has fewer than three respondents (a rule of thumb, not a legal requirement), merge it with another group or leave it out so no one can be identified. Never reconstruct who said what. Don't present small numbers as statistics.

Output: a structured report with headings and a table of themes with the groups that raised them.