Use this step by step explanation to craft a good employee performance feedback review for an internal auditor. Find the right words with quality phrases.
An Internal Auditor monitors and evaluates how well the risks are being managed and how the internal processes are working. This position provides a lot of consulting services advising management on how to improve systems and processes within the company. The nature of audits vary significantly; this post prioritizes on solving any issue that affects the survival and prosperity of the business.
Other general tasks include, attending meetings with auditees to develop an understanding of business processes, travelling to different sites to meet relevant staff and obtain documents and information, researching and assessing how well risk management processes are working and recording the results using software such as Microsoft Word and Excel, performing risk assessments on the main business activities and using this information to guide what to cover in audits
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 |
|---|---|---|
| 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. | Provides feedback as soon as possible after a behavior has been observed in order to make it more pertinent and relevant Checks own temper and waits until one has cooled down in order to deliver more measurable feedback | 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 |
| 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. | Foregoes personal opportunities to keep work commitments flowing successfully in the company Has a high positive impact on the attitudes and performance of the coworkers | 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. | Looks at the problem from different directions in order to identify the root cause rather than getting sidetracked by the symptom Tries to form own goals in the sense of actions one can take to achieve the desired goals | 2 |
| QUANTITY OF WORK: The quantity of Work is the amount of work accomplished by an employee against the expectations set by the employer. | Turns off social media notifications in order to eliminate or reduce distractions and improve own efficiency and productivity Rewards oneself when one consistently exceeds the set output goals in order to stay motivated to work harder | 3 |
| TIME MANAGEMENT: Time Management is the capacity for an individual to assign specific time slots to activities as per their importance and urgency to make the best possible use of time. | Knows what has to be done and what should not be done Balances the speed of delivering work with quality and shows commitment to make improvements in both aspects | 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. | Demonstrates awareness of personal responsibility to manage knowledge and uses the set guidelines, processes, and standards to manage knowledge 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. | Applies the best practices and standards when scheduling projects and other activities Demonstrates an excellent work-life balance and has enough time for both work and other people | 3 |
| DATA ENTRY: Data Entry is a skill to key in information from various sources as directed by the management while keeping to the policies and procedures of the company and ensuring they are accurate. | Demonstrates exceptional computer skills and vast knowledge of data entry software packages Maintains extreme data confidentiality and has in-depth knowledge in privacy issues | 3 |
| MECHANICAL SKILLS: Mechanical Skills are the abilities to solve problems that arise in the workplace, although it may vary from one company to another. | Demonstrates unmatched creativity in developing and designing a wide range of unique products Excels at reading machine prints and diagrams and at identifying symbols on drawings and blueprints | 3 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| GIVING FEEDBACK: Describe a time when you have had to deal with an employee who was not happy about the feedback you had given. How did you handle the situation? What techniques have you used to track an employee's performance in order to give the best feedback? | [employee comments] |
| APPRAISAL AND EVALUATION SKILLS: How do you balance quality and quantity in terms of the performance? Are you able to schedule your work to match the company's calendar? | [employee comments] |
| DEDICATION TO WORK: Do you feel unable to accomplish a task even before beginning it? Are you accountable to your leaders delivering milestones as required? | [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? Describe a time when you have found a creative way to solve a problem. How did you feel? | [employee comments] |
| QUANTITY OF WORK: Describe a time when you have had to adjust your working pattern in order to be more productive. How did this affect the quantity of work you produced? How have you dealt with a subordinate whose productivity was consistently marginal? | [employee comments] |
| TIME MANAGEMENT: Are you able to distinguish between unimportant and important tasks when working on a project? What attempts are you making to speed up your productivity without compromising on the quality of work? | [employee comments] |
| KNOWLEDGE MANAGEMENT: What are you doing to improve your understanding on when to seek for new knowledge? How often do you encourage others to participate in networking opportunities that can assist in gaining more knowledge? | [employee comments] |
| SCHEDULING: What are you doing to create a balance between quality and quantity when scheduling tasks? How often do you encourage others to work steadily towards both career and personal goals? | [employee comments] |
| DATA ENTRY: What efforts are you making to learn more about privacy issues? What efforts are you making to improve your ability to work with different data entry software packages? | [employee comments] |
| MECHANICAL SKILLS: How often do you train yourself to improve your ability to read a wide range machine prints and diagrams? What efforts are you making to learn more about safety requirements and legal guidelines when developing designs? | [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: |