Use this step by step explanation to craft a good employee performance feedback review for an internal audit senior manager. Find the right words with quality phrases.
An Internal Audit Senior Manager is responsible for managing all the auditors and auditing processes set in place. He is the overall manager of the entire verification process with both junior and senior auditors reporting to him/her. This position allows verification of any data provided by the auditing group before it is released to the president of the company or the CEO.
More responsibilities include verifying the annual internal reports, ensuring internal controls and corporate laws are both compliant, follow-up on pending audit reports, leading auditors meetings, training, and workshops, conducting the risk assessment of assigned departments, identify risk based audit programs and find solutions.
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. Gives constructive feedback and is always willing to receive and accept feedback. | 3 |
| KNOWLEDGE OF COMPANY PROCESSES: Knowledge of Company Processes is the in-depth understanding of a collection of related, structured activities that serve a particular goal for a group of customers or clients who are valuable to the enterprise. | Understands and appreciates different perspectives on a problem in order to adapt the best approach to solving it Is able to work towards win-win outcomes; takes the time to learn and understand own counterparts and how to respond to them during negotiations | 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. | Makes sure that the employee has heard and understood the message one has sent and that he/she is ready to work on weak areas Avoids focusing on feedback as either negative or positive in order to not interfere with one's ability to put important points across | 3 |
| MANAGING AT TEAM: Managing is the administration of an organization which includes activities of setting the strategy of an organization and coordinating the efforts of the employees to accomplish its objectives. | Fosters an inclusive workforce where employees' differences and diversity are valued and leveraged to achieve the mission and vision of the company Develops networks across boundaries in order to build strategic business relationships and achieve common goals | 2 |
| INITIATIVE: An initiative is the ability to assess and initiate things independently often done without any managerial influence offered. | Doesn't need close supervision in any functions, works well without any supervision A great supporter of new ideas, goals and working methods no matter who suggests them | 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. | Focuses energies and strengthens on the most demanding tasks that can be done Seeks to do the more challenging tasks and does them well | 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. | Keeps own motivation up by rewarding oneself after successfully completing a phase of the problem Takes full responsibility for mistakes made from solutions that one has implemented and refrains from blaming other people | 2 |
| 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. | Dedicates own attention to a project one is working on in order to be more efficient Schedules regular breaks between tasks in order to maintain focus and get the time to evaluate complex issues with the project | 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. | Demonstrates awareness of all the knowledge relevant to the roles assigned and always knows the knowledge requirements for new tasks 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 computers to execute repetitive, multiple, and complex tasks efficiently | 3 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| ACCURACY: Are you keen when it comes to gathering data and information? How do you do your research and do you use factual data and information while doing any task? | [employee comments] |
| KNOWLEDGE OF COMPANY PROCESSES: Describe a situation where you have provided advice on procedures and the use of the company resources. Was your advice taken? If yes, what was the outcome? How would you respond to a new employee who shows an unwillingness to learn the company process? What would you do to help them? | [employee comments] |
| GIVING FEEDBACK: Describe a time when you have helped an employee accept change and make adjustments necessary to move forward. How did you go about it? What are some of the things you have done to develop the skills of other employees and make them more productive? | [employee comments] |
| MANAGING AT TEAM: How do you think your reporting staff would comment on your strengths, weaknesses, and managing style? Is there a time when you have praised an employee in public? How did you go about it? | [employee comments] |
| INITIATIVE: Are you pushed to think creatively and explore new opportunities? How well do you handle work pressure, deadlines, and coworkers? | [employee comments] |
| WORK ATTITUDE: Are you focused on doing a thorough work on all tasks assigned without any complaint? Do you give your work a personal touch that people can put know you did it? | [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 anticipated a problem. What did you do about it? | [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? Which is one of the most difficult projects you have ever done? What made it difficult and how did you go about making it a success? | [employee comments] |
| KNOWLEDGE MANAGEMENT: Can you think of a situation where you didn't communicate well when sharing knowledge? How did you correct the situation? What efforts are you making to look for new ideas that can assist you in improving your knowledge capabilities? | [employee comments] |
| TECHNOLOGY SAVVY: Are you making any efforts to learn how to keep mobile devices and computers free from unauthorized access? How often do you encourage colleagues to use computers to execute repetitive, multiple, and complex tasks more efficiently? | [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: |