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

An Audit Consultant helps in resolving and fixing up the financial issues for the organization. This role is vital in ensuring that clients new or old require a current picture of a stable company that will attract them to invest. A company coupled with financial problems no one will be attracted to chaos and wrangles.

Besides making sure the company is financially sorted, other vital responsibilities includes Understanding the conditions of the client and gather enough information to interact with various resources, conducting thorough research to find out if there are any crooked issues and question the inconsistencies, Resolving any financial matters that may crop up during the auditing procedures, ensuring every method in compliance with the verification procedures and auditing policies and procedures.

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

CRITICAL THINKING: Critical Thinking is the ability to think clearly and rationally while understanding the logical connection between ideas in a reflective and independent thinking.

Highly demonstrates assertive and decisive ability when finding solutions for problems.

Solves problems one by one so as not to mix up issues and ideas.

3

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.

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

Knows how well to gather and analyze information and data given.

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 restrain negative actions and keep own actions under control when facing a difficult situation or working under pressure

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 proactive and resourceful in creative ways that save difficult situations

Always strives to succeed with maximum effectiveness in every area

3

DEDICATION TO WORK: Dedication to Work is a devotion or setting aside the scheduled time that you are required to work each day consistently without fail as well as being on time and giving 100% of your efforts to doing quality work.

Works on overtime whenever needed to ensure deadlines are met

Actively seek out opportunities to take on the most demanding and difficult tasks

3

PERSONAL GROWTH: Personal Growth is the improvement of one's awareness, identity, developing talents and potential to facilitate the growth of oneself and the position they handle at the workplace.

Consistently meets personal objectives even those that look challenging to the ordinary employee

Handles challenging tasks that exceed the level of education in an outstanding manner

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.

Tries to break the problem down into smaller, manageable parts in order to decrease anxiety and think more clearly

Tries to form own goals in the sense of actions one can take to achieve the desired goals

2

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

Demonstrates deep understanding of how to use learning techniques and leads in assisting others with knowledge

3

SCHEDULING: Scheduling is creating daily workflow charts that the employees are supposed to follow when working and submitting their projects.

Maintains an updated list of activities and tracks all project schedules

Adds enough contingency time for any unexpected events when scheduling tasks

3

Self Evaluation

Self Evaluation Question

Employee Comments

CRITICAL THINKING:

How well do you research and gather facts and information before solving an issue?

Do you always try to inquire further, what could be the missing elements that could achieve a positive outcome?

[employee comments]
INNOVATION:

Give an instance you thought critically and came up with workable solutions?

How well do you respond to issues and what do you feel is your weak point when dealing with problems?

[employee comments]
ACCURACY:

Which environment do you work comfortably well, noisy or quiet environment?

Are you someone who needs constant monitoring or supervision to deliver reliable work?

[employee comments]
KNOWLEDGE OF COMPANY PROCESSES:

Can you give an example of one or two times when you have presented new information to key decision-makers to help them understand a situation?

In your opinion, what are some of the common procedures that should be eliminated in your company? Explain why.

[employee comments]
APPRAISAL AND EVALUATION SKILLS:

How do you balance quality and quantity in terms of the performance?

Do you work with the employees after the assessment to see better results?

[employee comments]
DEDICATION TO WORK:

Are you available to do what is expected of you within a set timeline?

Do you agree with your supervisors view on areas you need to change?

[employee comments]
PERSONAL GROWTH:

Are you fully committed to remaining an active part of the company?

Are you personally aware of areas you need to change?

[employee comments]
PROBLEM/SITUATION ANALYSIS:

Can you explain the steps you have taken to troubleshoot a problem? How effective have these steps been?

Describe the most difficult situation/problem you have ever solved. What steps did you take to diagnose it and what was the outcome?

[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]
SCHEDULING:

What efforts are you making to employ the best practices and standards when scheduling projects?

How often do you balance work and life and how often do you schedule time for non-work related activities?

[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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