Use this step by step explanation to craft a good employee performance feedback review for a forensic / fraud officer. Find the right words with quality phrases.

A Forensic / Fraud Officer investigates all types of financial issues concerning forgeries, legal claims, work injuries and any other fraudulent case. By poring through records, interviewing claimants and even working undercover to collect enough evidence, the officer gets to know every detail required to determine if fraud was committed. This officer works closely wit the police and state regulatory agencies that may need him to testify in a criminal or civil case.

Other tasks include analyzing government and insurance databases to ascertain precise background information on claimants and potential witnesses, visiting and interviewing applicants, performing surveillance work through undercover investigations, Understanding, and Practice of laws that pertain to public and insurance funds, understanding and practice of the legal limits of private investigation

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.

Knows how to communicate ideas and issues easily in a very clear and concise manner.

Takes in into consideration different and varied perspectives when solving problems.

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

JUDGMENT SKILLS: Judgment is the ability to make a decision or form an opinion wisely especially in matters affecting action, good sense and discretion.

Objectively assesses the facts, in sensitive situations, in order to arrive at a balanced and fair judgment

Conducts a comparative analysis of proposals from two advertising agencies in order to select the best firm to lead a campaign

3

GIVING FEEDBACK: Giving Feedback is one of the most powerful tools to develop employees and improve performance through honest feedback of the work done best and areas that need improvement.

Does what one can to help the employee improve and correct the issue at hand swiftly and quickly

Makes sure that the employee one is giving feedback is comfortable with it and is able to apply it practically to become more productive at work

2

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.

Puts in astounding amount of time in projects to make them a success

Focuses on what can be done rather than on what can't be done

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.

Carries a clear vision of what future to build and works diligently to make it a reality

Shows a consistent record of attained personal goals that have led to a markedly improved performance

3

ADAPTABILITY: Adaptability is the ability to cope with and adapt to unexpected situations in any environment and staying connected with a great attitude.

Easily adjusts priorities, activities, and attitude to meet new deadlines and information and to achieve objectives

Shows initiative and self-reliance when making suggestions for increasing the effectiveness of a changing environment

3

PERSONAL ACCOUNTABILITY: Personal Accountability is the feeling that you are entirely responsible for your actions and consequences taking ownership without blaming others.

Holds oneself and others accountable for making principled decisions and addresses unethical and unsatisfactory behavior head on

Lives the company's values and consistently maintains one's ethical principles even in the most challenging situations

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.

Practices a deeper level of awareness and pays attention to own actions in order to avoid damaging work 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.

Brainstorms possible ways to resolve the issue at hand and writes down possible solutions even those that seem absurd

Tries to look for solutions from other people who have faced the same situation, how they have solved it and the kind of challenges they have faced along the way

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]
ACCURACY:

Give an instance you overloaded yourself with work and how you would rate the work you submitted.

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

[employee comments]
JUDGMENT SKILLS:

Can you think of a context or situation where you needed to demonstrate judgment? How was the situation resolved?

Can you describe step by step, how you would brainstorm possible themes for a fundraising campaign in your company?

[employee comments]
GIVING FEEDBACK:

How often do you discuss a person's performance with him/her? Give a specific example

How do you deliver negative feedback without hurting the feelings of other employees?

[employee comments]
DEDICATION TO WORK:

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

Do you seek new opportunities to make you grow or you are not open minded?

[employee comments]
PERSONAL GROWTH:

Do you value hard work and are you interested in making the best out of it?

Would you like to see your career grow as the company does?

[employee comments]
ADAPTABILITY:

If you were given a new project to lead without prior knowledge, what steps would you take to tackle it?

Give a situation where you had to present to a group of clients with little or no preparation. What challenges did you face?

[employee comments]
PERSONAL ACCOUNTABILITY:

Give an example of a time when despite carefully planning, things did not turn out as expected or went out of hand. What did you do?

Describe a time when you had to admit to your supervisor that you had made a mistake. What happened?

[employee comments]
PERSONAL RELATIONSHIPS:

Can you describe an experience that showcases your ability to work and relate well with other employees in the workplace?

Is there a time when you have chosen to trust a colleague to handle a very sensitive project for you? What was the outcome?

[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 factors have you considered when developing and evaluating solutions to a problem?

[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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