Use this step by step explanation to craft a good employee performance feedback review for a certified internal auditor. Find the right words with quality phrases.

A certified internal auditor is an accountant who conducts internal audits in an organization. It is offered to an accountant who has passed the four-part exam which includes the superior knowledge of issues, risks, and remedies about internal audits. He/she evaluates how well the company can manage risks as well as how well the internal processes are working.

Other important duties includes providing ad hoc advice and guidance to managers and staff at all levels, attending meetings with other auditors to ensure they develop an understanding of different business processes, providing support to management on how to handle new opportunities, researching and assessing how well risk management processes are working while recording the results

Employee Performance Review Sample

Employee's Name: Title:
Review Period: __/__/__ to __/__/__ Employee SSN:
Work Location: Supervisor's Name:

Instructions

  1. Rating: Rate the employee against the core skills based on how well he/she demonstrates each skill. Give scores 1, 2, or 3 for each rating depending on the employee's performance.
  2. Comments: Use this area to give examples of employee's performance phrases. The phrases should describe how well an employee has performed on previously set goals based on the given core skill.
  3. Summary: Use this section to give a summary of the employee's strengths and areas for improvement or development. Recommend a step increase for an employee who has met the expectations and performance improvement plans for one who doesn't meet expectations.
  4. Human Resources Review: Human resources manager must examine and indicate whether he/she concurs with the evaluation and comments. If the manager agrees, then he/she must sign the evaluation form. If he/she doesn't concur, then he/she must provide reasons explaining why this is so.
  5. Signatures: Sign the evaluation form and give it to the employee to go through and answer the Self Evaluation Questions. Ask him/her to sign and date the evaluation form before giving it back to the human resources for filing.

Rating Meaning

The employee fails to perform the most important aspects of the job satisfactorily. Requires close guidance to carry out routine jobs. He/she needs significant improvement in all areas. Meetings should be held between the employee and the supervisor to discuss performance deficiencies.

1

Employee routinely meets and exceeds expectations in all areas of responsibility. Produces high-quality work that at times exceeds expectations. Consistently meets the most critical annual goals. Occasionally produces timely and accurate results.

2

The employee consistently and significantly exceeds the communicated expectations by producing exceptionally high-quality work. He/she demonstrates exceptional knowledge of his/her duties and is highly recognized by others as an authority in his/her area of work.

3

Supervisor's Feedback

Skill

Comments

Rating

TROUBLESHOOTING: Troubleshooting is solving a problem or determining a question to an issue which is often applied to repairing failed products or processes on a machine or a system.

Knows computer components well enough to know when they are functioning or not.

Knows how well to communicate with the client in an unambiguous and understandable manner.

3

ACCURACY: Accuracy refers to the closeness of a measured value to a known value or standard that is passed by the governing laws.

Has excellent observation skills and ensures that all every little detail is captured.

Always very keen to avoid mistakes and delivers error free work.

3

JUDGMENT SKILLS: Judgment is the ability to make a decision or form an opinion wisely especially in matters affecting action, good sense and discretion.

Objectively assesses the facts, in sensitive situations, in order to arrive at a balanced and fair judgment

Conducts a comparative analysis of proposals from two advertising agencies in order to select the best firm to lead a campaign

3

KNOWLEDGE OF JOB: Knowledge of Job is essential to every employee who needs to have a clear understanding of how their jobs fit into the overall organization to eliminate carelessness and laxity.

Looks for new ways and ideas to improve a task one has been assigned, or a project one is working on

Does own job well regardless of how tedious or difficult it is and asks questions where one needs clarification

3

MULTI-TASKING: Multi-Tasking allows one to juggle and perform more than one task at a time without losing track of what you are working on or dropping the ball.

Starts the more involved or longer tasks first, and fills in the gaps with the shorter, self-contained or well-defined tasks

Allows extra time for interruptions when planning for how long one expects everything else to take

3

DECISION MAKING: Decision Making is the art of making choices by identifying a decision, gathering information and assessing alternative resolutions before settling on one.

Sets a date for a review period where one can examine a decision and improve upon it

Supports other employees proposals, during a group's decision-making process, and tries to find ways to make them work

2

PERFORMANCE MANAGEMENT: Performance Management is a method by which supervisors and employees work together to plan, monitor and review the employee's work objectives and overall contributions to the organization.

Shares all positive feedback directly sent by the customers with the entire team in order to help motivate the team members

Regularly listens to customers' demands and checks back with the customers to make sure that the company measures meet their desires

2

FLEXIBILITY: Flexibility is an important skill that allows employers and employees to make an arrangement about working on maintaining a work/life balance to help organizations improve the productivity and efficiency of their balance.

Adapts well to changing schedules and help others calm down in times of stress

Struggles with tasks that are not part of the job descriptions to see them completed at the right time

2

SELF CONFIDENCE: Self Confidence is the ability to know who you are and what you are capable of doing which shows in your behavior, your body language, how you speak, etc.

Asks for feedback in order to get a better sense of one's performance instead of anxiously wondering what one is doing wrong

Is honest about one's personal goals and expectations and makes an effort to remain true to them

3

KNOWLEDGE MANAGEMENT: Knowledge Management is the ability to manage knowledge and information that is presented to the company from different sources without overlooking any of them.

Appraises information and knowledge critically before using it and recognizes the risks involved in misusing information

Communicates effectively and succinctly, tailors oral and written communication for the audience, and uses exceptional approaches when doing all tasks

3

Self Evaluation

Self Evaluation Question

Employee Comments

TROUBLESHOOTING:

Give an instance that you used your past knowledge to solve a current problem?

Have you ever sought help when you were stuck at a given point and what new thing did you learn?

[employee comments]
ACCURACY:

Give an instance you overloaded yourself with work and how you would rate the work you submitted.

Do you give other people your work to proofread again before presenting it?

[employee comments]
JUDGMENT SKILLS:

Can you think of a context or situation where you needed to demonstrate judgment? How was the situation resolved?

Do you usually analyze information better alone or with a group? Why? When do you seek assistance from other employees?

[employee comments]
KNOWLEDGE OF JOB:

How have you improved your knowledge of the job? In what ways have you helped other employees improve their knowledge of the job?

Think of a time when you were assigned a very sensitive task. How did you gather all the required information to perform the task?

[employee comments]
MULTI-TASKING:

What effect does handling many things simultaneously have on you? When is the last time this happened?

What tips have you used to differentiate tasks that fit well in multi-tasking from those that require your undivided attention?

[employee comments]
DECISION MAKING:

Is there a time when you have made poor decisions or done something that did not turn out as expected? What happened?

What is one of the most difficult decisions you have made in the last six months? What made it difficult and how did you go about it?

[employee comments]
PERFORMANCE MANAGEMENT:

Describe a time when you have been required to explain a negative performance review to an employee. How did you prepare and what was the response?

How have you motivated employees to do well at work? Why did you motivate them and what was the outcome?

[employee comments]
FLEXIBILITY:

Are you a fast learner willing to research and learn new tricks quickly?

What areas are you supposed to work on to become better?

[employee comments]
SELF CONFIDENCE:

Can you describe a time you thought you were going to fail in a task? What did you do to succeed?

Are there employees you consider more successful than you? How often do you have contact with them?

[employee comments]
KNOWLEDGE MANAGEMENT:

What are you doing to improve your understanding on when to seek for new knowledge?

What efforts are you making to look for new ideas that can assist you in improving your knowledge capabilities?

[employee comments]

Summary

Sections 1-4: To be completed by the supervisor

Section 5: To be completed by the employee

1. Exceeds Job Related Expectations

2. Areas to improve

3. Goals completed since last performance feedback

4. Goals for next period

5. Employee comments

Signatures

I acknowledge that I discussed this performance feedback with my supervisor. My signature does not mean that I agree or disagree with this appraisal.
Employee: Date:
Supervisor: Date:
Human Resources: Date:

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