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

Government accounting is highly essential for transparency and efficiency in the administration sector. A government accountant reviews financial documentation for the government plus its taxpayers ensuring there are no discrepancies. Just as analysts in the industry tracks, analyzes and reports all the financial information, these government accountants do the same but only for the government.

As public servants, these individuals' workload includes prepare financial statements after a thorough audit process, private audit businesses and individuals ensuring they comply with the income taxation law, investigating various government agencies financial accounts for signs of fraudulent activity and advising on the budget and economical declaration process.

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

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

Puts across ideas and opinions in a very confident and professional way.

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.

Understands and appreciates different perspectives on a problem in order to adapt the best approach to solving it

Is able to understand both internal and external client's needs and concerns and to provide sound solutions or recommendations

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.

Evaluates when multitasking is necessary; whether it is going to help one get more work done or it is only going to result to one doing multiple tasks slowly or badly

Sets a timer or makes a mental note to remind oneself to pay attention to a task when one gets distracted

3

APPRAISAL AND EVALUATION SKILLS: Appraisal and Evaluation Skills are services that allow employers to assess their employees? contributions to the organization for the period they have been working with them.

Highly disciplined and punctual in all aspects displaying character that others should follow

Always an excellent team player who cooperates and listens to others

3

ETHICAL BEHAVIOR: Ethical Behavior is acting in policies that are consistent with what the society and individuals typically think are good morals or values.

Insists on the importance of giving fair treatment to all the employees

Helps others understand the value of treating others with dignity and respect

3

ENJOYMENT OF THE JOB: Enjoyment of the Job is the ability to enjoy what you do rather than enjoying what you earn from it.

Enjoys attending meetings; likes being at the center of challenging and thoughtful discussions that lead to decisions, initiatives and changes

Leaves work with items on one's to-do list and is excited about tackling the items the following day

3

PERSONAL RELATIONSHIPS: Personal Relationships is the relationship between individuals who have or have had a continuing relationship of any nature either professional or informal.

Shows up on time every day and volunteers to lead others on a new project in order to demonstrate reliability and develop positive relationships

Chooses own words carefully and states own points clearly in order to avoid in order to avoid confusion about goals and expectations

3

PROBLEM/SITUATION ANALYSIS: Problem/Situation Analysis is the ability to solve problems and assess situations to know what kind of solution is required to calm it down.

Looks for the solution that highlights the most positive effects as well as that, which produces the mildest consequences

Opens own mind to a solution that may work and tries it out instead of making snap judgments based on little experience and information

3

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.

Hires a good bookkeeper or uses an accounting software to keep accurate and timely track of the company's income and costs

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.

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

Possesses exceptional job knowledge and performance, and creates opportunities to network across boundaries with the aim of learning from others

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?

What can you say is your best innovation when it comes to developing workable solutions?

[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?

What steps have you taken to encourage other employees to keep up-to-date with the company's rules, structures, networks, and systems?

[employee comments]
MULTI-TASKING:

Describe a situation that required you to do a number of things at the same time. How did you handle it?

Are there times when you have been interrupted while multi-tasking? What happened? What have you done to reduce or avoid interruptions?

[employee comments]
APPRAISAL AND EVALUATION SKILLS:

Do you find fault with some of the employees you assess?

Do you treat the employees the same even the weak ones?

[employee comments]
ETHICAL BEHAVIOR:

Can you be trusted with confidential information without leaking it out?

Have you fostered an atmosphere of fair treatment in the workplace?

[employee comments]
ENJOYMENT OF THE JOB:

What techniques and processes have you come up with to make your job easier or to be more effective at work?

If you find yourself working with a "boring" team, how do you keep yourself and others motivated?

[employee comments]
PERSONAL RELATIONSHIPS:

Describe a time when you have been able to address an angry customer and build a great relationship. What was the problem and how did you handle it?

Describe a time when you have met resistance while trying to build a relationship with a colleague. How did you deal with it?

[employee comments]
PROBLEM/SITUATION ANALYSIS:

Your manager wants to buy a program that will improve the customer service and asks you for a recommendation. How would you reply?

What are some of the challenges that you have encountered when analyzing problems and how have you faced them?

[employee comments]
FINANCIAL MANAGEMENT:

Describe a time when your company has made a huge profit. What do you think made this possible?

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:

What are you doing to improve your capabilities of reviewing knowledge requirements for new tasks?

How often do you encourage others to participate in networking opportunities that can assist in gaining more knowledge?

[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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