Use this step by step explanation to craft a good employee performance feedback review for an external audit senior. Find the right words with quality phrases.
An External Audit Senior is responsible for ensuring successful completion of assigned audit engagements. This includes preplanning, administration, and management of the entire process. This position reports to the Internal Audit Senior Management team.
General duties include, conducting assigned audit engagements successfully from beginning to end, identifying and communicating issues that have come up while offering solutions that are relevant to business and risk, developing an audit program and testing procedures that are related to risk and test objectives, ensuring adherence at all times to all the applicable departments and professional standards, supervising and offering guidance to junior auditors assigned to engagements
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 |
|---|---|---|
| ACCURACY: Accuracy refers to the closeness of a measured value to a known value or standard that is passed by the governing laws. | Manages time well by making sure that the work delivered is of the highest quality. Always very keen to avoid mistakes and delivers error free work. | 3 |
| INTERPERSONAL SKILLS: Interpersonal Skills are a set of abilities that enable a person to positively interact and work with others effectively while avoiding office disputes and personal issues with each other. | Has a perfect sense of humor and always makes jokes to make others laugh. Recognizes and manages the effects of personal stress and of those who are around properly. | 3 |
| SUPERVISORY SKILLS: Supervisory Skills is the ability to lead and manage people effectively in a difficult and challenging atmosphere in the day to day life. | Designs action plans and deadlines for each subordinate to accomplish their work Makes a maximum use of the personnel and equipment provided | 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 Never fails to capitalize on available opportunities that bring profitability | 3 |
| WORK ATTITUDE: Work Attitude is one's feelings towards and beliefs about one's job and their behavior that can tell how it feels to be there. | Always firm, determined and confident with a strong minded will not give up Always emphasizes the positive in each situation no matter how grim it looks like | 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. | Demonstrates to colleagues that one is listening carefully by paraphrasing what they have said and asking follow-up questions Does own job well and makes a point of finishing own work on time in order to gain respect from other employees | 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. | Concentrates on the solution that can lead one to achieve the set goals and anticipates possible challenges associated with this solution 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 |
| DEADLINES - ON TIME: Deadlines - On time is the ability to prioritize the important tasks and setting up a plan on how to work on them first to deliver within the set period. | Keeps emails and documents in a categorized folder in order to avoid wasting time while looking for important information Looks for people who have completed similar tasks in order to find out how long it would take to do the tasks | 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. | Understands the wide range of sources relevant to a task and demonstrates exceptional ability to select the best sources Possesses exceptional job knowledge and performance, and creates opportunities to network across boundaries with the aim of learning from others | 3 |
| TECHNOLOGY SAVVY: Technology Savvy is the introduction of the digital technology in the workplace as a strategy to make tasks run swiftly against doing them manually. | Excels at integrating software and modern computing power when applying analytics to make strategic decisions Embraces the power of computers to process tasks efficiently and accurately | 3 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| ACCURACY: Do you normally have a checklist or a guide before you start doing any given task? How much time do you dedicate to ensure you deliver an error free task? | [employee comments] |
| INTERPERSONAL SKILLS: Give an instance your personality affected your relationships with others. How did you resolve it? Do you always seek to influence people in a good way and support them in their efforts? | [employee comments] |
| SUPERVISORY SKILLS: Have you discovered your strengths and identified areas that need improvement? Do you have a laid out plan on how to ensure you reach each employee individually? | [employee comments] |
| APPRAISAL AND EVALUATION SKILLS: Do you find fault with some of the employees you assess? Do you give the employees a chance to explain their performance or is your word final? | [employee comments] |
| WORK ATTITUDE: Are you an asset to your company or a strict liability that only causes conflict? Are you always armed with the right attitude no matter the situation? | [employee comments] |
| PERSONAL RELATIONSHIPS: Describe a time when you were successful in building a relationship with a difficult person at work. How did you go about it? What have you done to improve the relationship between you and your bosses? How has this relationship benefited your career? | [employee comments] |
| PROBLEM/SITUATION ANALYSIS: Can you explain the steps you have taken to troubleshoot a problem? How effective have these steps been? Describe a time when you have found a creative way to solve a problem. How did you feel? | [employee comments] |
| DEADLINES - ON TIME: How have you kept yourself motivated to meet deadlines at work? How have you helped others on the same? What are some of the things that you include in your to-do lists to make them effective? How has this helped you meet your deadlines? | [employee comments] |
| KNOWLEDGE MANAGEMENT: What efforts are you making to improve your knowledge searching strategies? How often do you encourage others to participate in networking opportunities that can assist in gaining more knowledge? | [employee comments] |
| TECHNOLOGY SAVVY: Have you ever utilized the power of modern computing power to assist you in making better decisions? How often do you encourage colleagues to use computers to execute repetitive, multiple, and complex tasks more efficiently? | [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: |