Use this step by step explanation to craft a good employee performance feedback review for a corporate governance consultant. Find the right words with quality phrases.
A Corporate Governance Consultant plays a significant role in providing high-quality support and assistance to the organization's secretaries. This position is created to assist particularly in diary management, project and administrative support and company management.
Other duties includes, assisting in facilitating the statutory compliance of the organization, updating and reviewing all data and ensuring accuracy of each records, working with a broad range of stakeholders to provide advice to clients for the interest of their business, provide secretarial services like submitting annual returns and filings, supporting active corporate governance like anti-bribery and data privacy, developing knowledge of local requirements in constitutional rights of different countries if you have international clients.
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 |
|---|---|---|
| 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. | Knows how to communicate ideas and issues easily in a very clear and concise manner. Demonstrates excellent problem-solving skills by accessing a problem and devising the best possible solution for it. | 3 |
| INNOVATION: Innovation is the process of translating new invention into a service that creates value or brings better solutions that meet the requirements. | Always looks for ways to create extra value in the work that is done. Keenly evaluates solutions and seeks to develop useful recommendations that achieve good results. | 3 |
| 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. | Exhibits sound technical deduction and logical isolations to identify problems quickly. Seeks to ask the right questions at all times to help identify the problem. | 3 |
| ACCURACY: Accuracy refers to the closeness of a measured value to a known value or standard that is passed by the governing laws. | Gives other people the work to proofread before presenting it. Produces or delivers work that is 100 percent reliable and trustworthy. | 2 |
| APPEARANCE AND GROOMING: Appearance and Grooming are the way one presents themselves in a professional environment or the workplace with the aim of gaining positive impression and respect as well. | Motivates team members and always leads the others by example ?Walks the Talk? actions are always consistent with the words | 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. | Display sound judgment when deciding on alternatives and choices for performance Carries a great ability to outline the pros and cons of each course of action | 2 |
| ENJOYMENT OF THE JOB: Enjoyment of the Job is the ability to enjoy what you do rather than enjoying what you earn from it. | Learns more about the company and makes an effort to understand the complete operation and production aspects in order to grow and develop as an employee Enjoys helping other employees and considers them as partners in building something of value | 2 |
| PERSONAL RELATIONSHIPS: Personal Relationships is the relationship between individuals who have or have had a continuing relationship of any nature either professional or informal. | Develops mutual respect; finds ways to show that one truly values other employees' contribution to the company Copes with conflicts by listening actively and making sure to address the situation only after both parties have had a chance to calm down | 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. | Asks oneself what the situation is, makes a list of issues within the situation, and defines why each one is a problem Gathers some good knowledge about the problem at hand in order to decrease the uncertain anxiety and fear that one would face when solving it | 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. | Understands the wide range of sources relevant to a task and demonstrates exceptional ability to select the best sources Demonstrates deep understanding of how to use learning techniques and leads in assisting others with knowledge | 3 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| CRITICAL THINKING: How well do you consider all the factors available before making your decision? How flexible are you when it comes to trying different ways of solving problems other than the intended way. | [employee comments] |
| INNOVATION: Explain how you go about when solving a problem or an issue? Do you delegate work and how has it benefitted you as an individual? | [employee comments] |
| TROUBLESHOOTING: How well do you consider the possible alternatives before solving a problem? Give an instance you handled a task with so much uneasiness and a restless mind and what was the outcome? | [employee comments] |
| ACCURACY: How well do you take in instructions and follow them to the letter? Describe an instance you made an error that led to significant problems and what did you learn afterward? | [employee comments] |
| APPEARANCE AND GROOMING: Do you follow the company policies and regulations in regards to how you should dress? Are customers more attracted to your confidence, skills, and good grooming? | [employee comments] |
| ORIENTATION TO WORK: How well do you manage your time assigned for the tasks? Are you too hard on yourself when you make mistakes? | [employee comments] |
| ENJOYMENT OF THE JOB: Describe a time when you felt your work was unmanageable and were unable to meet deadlines. What did you do about it? Can you describe a working environment that makes you happy and more productive? | [employee comments] |
| PERSONAL RELATIONSHIPS: How do you establish rapport with other employees? What are some of the things that you have done to gain their confidence? How do you make sure to keep the existing relationships with other employees and customers strong every single day? | [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? What efforts are you making to stay alerted with new 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: |