Use this step by step explanation to craft a good employee performance feedback review for a chief financial officer - cfo. Find the right words with quality phrases.
The Chief Financial Officer - CFO provides programmatic and operational support to the company by implementing financial projections and accounting services. The CFO supervises the entire financial unit and is the chief financial spokesperson for the organization. He reports directly to the Chief Executive Officer or the company's President.
His primary duties includes, planning, developing, organizing, implementing, directing and evaluating the company's fiscal function and performance, evaluating and advising on the impact of the long-range planning and introduction of new programs, participating in the development of the corporation's plans and programs as an important partner, developing credibility to the finance department through the provision of timely and accurate analysis of budgets, financial reports and financial trends.
Employee Performance Review Sample | |
|---|---|
| Employee's Name: | Title: |
| Review Period: __/__/__ to __/__/__ | Employee SSN: |
| Work Location: | Supervisor's Name: |
Instructions |
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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 |
|---|---|---|
| INNOVATION: Innovation is the process of translating new invention into a service that creates value or brings better solutions that meet the requirements. | Tries always to question and seek different and varied perspectives of looking at things. Always approaches challenges in a very creative and intelligent way. | 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 |
| KNOWLEDGE OF COMPANY PROCESSES: Knowledge of Company Processes is the in-depth understanding of a collection of related, structured activities that serve a particular goal for a group of customers or clients who are valuable to the enterprise. | Is able to communicate information and ideas respectfully to ensure that messages and information are understood and have the desired impact Is able to convince other employees in a sensitive, respectful and honest manner in order to get them go along with one's goals | 3 |
| PLANNING AND SCHEDULING: Planning and Scheduling are the act of establishing a plan for a set of tasks that needs to be completed and including when they should be done. | Supports the company plans with all the necessary documentation as well as filing them for future use Does not leave any detail to chance rather takes everything into consideration | 2 |
| DEVELOPING OTHERS: Developing others is an unremitting process that focuses on the broader, longer-term growth of individuals to nurture them to their potential and promote future development. | Has a strong personal goal orientation that inspires fellow employees to follow suit Takes responsibility for both personal and company growth and development to ensure profitability | 3 |
| LEADERSHIP SKILLS: Leadership Skills are soft skills that assist leaders in positively interacting with employees or team members to make the workplace a great place. | Generates a positive, measurable outcome that results into team work spirit Establishes a company culture of reliability and concern for others | 2 |
| EQUAL OPPORTUNITY AND DIVERSITY: Equal Opportunity and Diversity means having employees from a wide range of background that includes different ages, gender, ethnicity, sexual orientation, religious belief, educational background, physical ability and treating them equally. | Appreciates the different abilities and racial differences that each employee holds Offers equal help to any colleague who needs assistance in completing tasks | 3 |
| 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. | Volunteers for a task or project that feels like a stretch but matches one's own interests Speaks assertively in order to get people to listen and deliver one's own ideas with conviction | 2 |
| FINANCIAL MANAGEMENT: Financial Management is the skill of learning how to handle accounting, finance, and organizational management through providing daily data on the operations that take place every day. | Sends out invoices as soon as one can or after releasing goods and services in order not to forget to ask for payments Makes sure taxes are paid as promptly as possible to avoid penalties from late payments | 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. | Demonstrates awareness of personal responsibility to manage knowledge and uses the set guidelines, processes, and standards to manage knowledge Appreciates the importance of sharing knowledge appropriately and initiates activities that facilitate and encourage sharing of knowledge | 3 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| INNOVATION: Give an instance that you had to fall on your plan B when things did not work out as intended? Describe the best and the worst decision you have ever made? | [employee comments] |
| ACCURACY: Give an instance you overloaded yourself with work and how you would rate the work you submitted. How much time do you dedicate to ensure you deliver an error free task? | [employee comments] |
| KNOWLEDGE OF COMPANY PROCESSES: How do you prioritize customer's issues in order to ensure that service is provided to the customers even during critical periods? How would you respond to a new employee who shows an unwillingness to learn the company process? What would you do to help them? | [employee comments] |
| PLANNING AND SCHEDULING: Is there any area that takes additional time to plan and how do you intend to work on it? Do you have a workable daily schedule that you consistently follow? | [employee comments] |
| DEVELOPING OTHERS: Are you a fast learner and can you impart what you learn fast enough? What do you spend your energies on ? development or bringing down? | [employee comments] |
| LEADERSHIP SKILLS: Are you reliable to answer the employees? questions without lying? Is the company's interest the center of your interest as you work? | [employee comments] |
| EQUAL OPPORTUNITY AND DIVERSITY: Do you have weaknesses that showcase as you deal with others? Do you choose who to support and who not to offer assistance? | [employee comments] |
| SELF CONFIDENCE: Is there a time you took on a task or project you considered out of your comfort zone? How did you feel? Are there employees you consider more successful than you? How often do you have contact with them? | [employee comments] |
| FINANCIAL MANAGEMENT: What are some of the methods you have used to help your company manage its finances effectively? Describe a time when you have had to deal with a customer who had exceeded the company's payment term. How did you go about it? | [employee comments] |
| KNOWLEDGE MANAGEMENT: How often do you encourage others to share their knowledge and experience? How often do you encourage others to participate in networking opportunities that can assist in gaining more knowledge? | [employee comments] |
Summary |
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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: |