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

An External Audit Sr Manager is responsible for verifying operations, controls, processes and practices in the finance department of any company. He/She may also recommend changes and enhancements to existing policies and controls to ensure that they are current and functional by the businesses and the government.

Other general responsibilities for this position are, overseeing the entire audit process and the entire team responsible, planning and performing operational and financial audits, identifying business risks involved and finding solutions, promoting examination methodologies to appraise the fitness of controls, recording the results of the evaluations according to his observations, updating recommendations and reports based on audits and presenting these ideas to senior management.

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

VERBAL COMMUNICATION: Verbal Communication is the use of tones and language to relay a message; it aids as a vehicle for expressing ideas, concepts and it, is critical to the daily running of the business.

Never talks too much so as not to bore the people who are listening.

Maintains direct eye contact with the audience when giving a speech.

3

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.

Ensures to proofread work at all times before giving it in to avoid mistakes.

3

COLLABORATING WITH OTHERS: Collaborating is willingly working with one another and cooperating in whatever task one is assigned without behaving poorly or having an attitude change that hurts others.

Lets everyone find their strength and work to contribute to the common goal, rather than trying to do everything

Uses email discussions, document sharing services, and online wikis to communicate and keep group members up to date

3

TEAM BUILDING: Team Building represents various types of activities used to enhance social relations and define roles within the different teams at the workplace.

Treats every suggestion or request from any staff or management equally

Approach conflict very logically and rationally not allowing emotions to crowd the mind

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 conscientious and detail oriented in evaluating others to ensure every detail is precise

Highly seasoned with professional skills with versatile expertise in various areas

3

POTENTIAL FOR ADVANCEMENT: The potential for Advancement is the ability to make something better by being more skillful, more efficient, and more useful to produce high-quality results.

Listens and adheres to active counsel regarding the business strategies

Asks for training or coaching where needful without wasting time

2

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

ROLE AWARENESS: Role Awareness is the ability to be informed of your role in a given environment as well as understand the expectations placed on a position and to see how they are met apparently.

Aligns oneself with the right people at work in order to learn new things that can help one grow professionally

Is enthusiastic about tasks or projects that add value to own career and improve company's productivity

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.

Divides a project into tasks and estimates the amount of time it would take to complete each task in order to get a realistic time for the whole project

Lets the person who assigned the deadline to know in good time when one is not able to meet a deadline due to unavoidable circumstances

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.

Recognizes the vital importance of current knowledge and puts mechanisms in place for alerts to new knowledge

Appreciates the importance of sharing knowledge appropriately and initiates activities that facilitate and encourage sharing of knowledge

3

Self Evaluation

Self Evaluation Question

Employee Comments

VERBAL COMMUNICATION:

Have you ever tried to think about what you would say from another person's perspective?

How do you aim to improve your verbal communication skills to be the best in it?

[employee comments]
ACCURACY:

Do you normally have a checklist or a guide before you start doing any given task?

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

[employee comments]
COLLABORATING WITH OTHERS:

Can you describe a situation where you had to compromise or help others to compromise? What steps did you take?

Is there a time when you have had to work with a team that did not get along? What did you do?

[employee comments]
TEAM BUILDING:

Do you cooperate with others in your group to lead, follow, contribute, advice or you just watch?

How effectively did you work together with others on this project?

[employee comments]
APPRAISAL AND EVALUATION SKILLS:

Do you encourage and motivate or do you discourage others?

Do you give the employees a chance to explain their performance or is your word final?

[employee comments]
POTENTIAL FOR ADVANCEMENT:

Do you ask for coaching or training when you need it or do you delay until it is forced on you?

What measures are you meaning to use to become better in executing your duties?

[employee comments]
PROBLEM/SITUATION ANALYSIS:

How do you weigh the advantages and disadvantages of a solution before implementing it?

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]
ROLE AWARENESS:

Describe a project that failed because you were not aware of your role in it. How did you go about it?

Explain how your department has benefited from employees being more aware of their roles. How has this benefited the company at large?

[employee comments]
DEADLINES - ON TIME:

You are currently working on a project that is due in a few hours. Your boss assigns you another project that is due at exactly the same time as the current one. What do you do to make sure that you meet both deadlines?

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?

What efforts are you making to stay alerted with new 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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