Use this step by step explanation to craft a good employee performance feedback review for a comptroller/controller. Find the right words with quality phrases.
A Comptroller/Controller is in charge of overseeing the daily accounting operations in an organization by preparing information to help with strategic financial planning. The controller looks for helpful ways to help organizations reduce costs while evaluating new opportunities and possible acquisitions.
Other primary responsibilities includes overseeing the preparations of financial statements that includes balance sheets, income statements, revenue and expenses projections and auditing, guiding financial decisions through authorizing, monitoring and enforcing policies and procedures, protecting the company's assets by establishing and enforcing internal controls, maximizing returns while limiting risks on cash by minimizing bank balances, preparing budgets by developing schedules as well as consolidating the financial data.
Employee Performance Review Sample | |
|---|---|
| Employee's Name: | Title: |
| Review Period: __/__/__ to __/__/__ | Employee SSN: |
| Work Location: | Supervisor's Name: |
Instructions |
|
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. | Identifies problems easily and then comes up with potentially workable solutions Is open-minded and seeks to learn from other people concerning knowledge and new ideas. | 3 |
| ACCURACY: Accuracy refers to the closeness of a measured value to a known value or standard that is passed by the governing laws. | Listens actively and keenly to instructions and executes every detail or task required. Gives constructive feedback and is always willing to receive and accept feedback. | 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 Eliminates unnecessary tasks from one's plan in order to be more efficient | 3 |
| 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 Persuades others to keep calm in time of storms and focus on the primary goals | 2 |
| INITIATIVE: An initiative is the ability to assess and initiate things independently often done without any managerial influence offered. | Highly flexible with the ability to adjust to the ever-changing needs of the company. Never feels satisfied with the performance, always seeking new ways to improve | 3 |
| ORIENTATION TO WORK: Orientation to Work is the introduction that is given to a new worker whereby he is introduced to coworkers and given relevant information like schedules, performance standards, benefits and facilities, names of the supervisors, etc. | Proactively looks for ways to promote the team and the role that each takes in the team Always reliable, timely and efficient in making difficult work related decisions | 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. | Goes above and beyond; suggests new ideas, clients or products in order to make projects easier or more streamlined Always has a positive attitude and tries as much as possible to cut the negative self-talk | 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. | Makes clear financial projections in order to be able to foresee and address possible future problems Makes sure that expansions are made carefully and steadily; avoids pushing too much money into expansions | 3 |
| TIME MANAGEMENT: Time Management is the capacity for an individual to assign specific time slots to activities as per their importance and urgency to make the best possible use of time. | Trusted to deliver urgent work without compromising on quality and preciseness Assists others in managing their time and building their time-management skills | 3 |
| SCHEDULING: Scheduling is creating daily workflow charts that the employees are supposed to follow when working and submitting their projects. | Excels at assigning resources and identifying resource loading in an organized manner Demonstrates exceptional ability to work steadily towards both career and personal goals | 3 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| INNOVATION: How well do you deal with pressure when it comes to developing workable solutions to problems? How well do you respond to issues and what do you feel is your weak point when dealing with problems? | [employee comments] |
| ACCURACY: Do you normally have a checklist or a guide before you start doing any given task? How do you do your research and do you use factual data and information while doing any task? | [employee comments] |
| MULTI-TASKING: What system do you use to keep track of multiple projects? How has this helped you meet deadlines? What is the most difficult multi-tasking experience you have ever had? What did you do and what was the outcome? | [employee comments] |
| FLEXIBILITY: Are you aware of any negligence found in you that is bringing other's down? Are you able to handle more than one task within a given period? | [employee comments] |
| INITIATIVE: Are you creative enough to come up with decisions for hard tasks? Do you establish personal priorities to enable you to complete first tasks first? | [employee comments] |
| ORIENTATION TO WORK: Are you able to plan on each day's goals and meet targets set by the company? How well do you relate to your co-workers and management? | [employee comments] |
| SELF CONFIDENCE: When is the last time you asked for assistance on a certain project from a colleague? What was the project? 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? In your opinion, when do you think is the best time for a company to borrow a loan from the bank? Explain your answer | [employee comments] |
| TIME MANAGEMENT: Are you able to distinguish between unimportant and important tasks when working on a project? Do you make your schedules flexible enough to accommodate emergencies? | [employee comments] |
| SCHEDULING: Have you ever failed to add contingency time when scheduling and how did you correct the mistake? How often do you encourage others to work steadily towards both career and personal goals? | [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: |