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

An IT Audit Manager directs the entire team of the IT Internal Audit staff who monitors the company's computer network for possible mismanagement, fraud, and inefficiency. The manager is in charge of ensuring that all the IT audit practices comply with the company policies and government regulations as well as promoting efficient practices by recommending improvements in their systems.

Other responsibilities include monitoring IT systems to ensure they follow policies and practices, Evaluating technology, managing staff, identifying controls and keeping records, mentoring each IT staff member to the level of proper expertise, ensuring that the staff has a solid understanding of the correct auditing procedures to conduct their investigations.

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.

Seeks for clarifications on issues that are not well understood

Exudes great confidence and composure when articulating issues and is not afraid to be corrected.

3

TEAMWORK SKILLS: Teamwork is the process of collaboratively working with a group of people with an aim to achieve a set goal within a business ensuring that the staff and management cooperate using their skills and provide constructive feedback.

Offers workable solutions to the various problems and ideas being faced by the team.

Accepts defeat graciously and is always ready to congratulate the team members who do well.

3

TROUBLESHOOTING: Troubleshooting is solving a problem or determining a question to an issue which is often applied to repairing failed products or processes on a machine or a system.

Thoroughly tests all the available options until the cause of the problem is identified.

Does proper research to get all the required facts and information.

3

MOTIVATING OTHERS: Motivating is using persuasion, incentives and mental or physical stimulants to influence the way people think or behave individually or in groups.

Thinks about why one is working and why one is well-suited for the job in order to stay motivated

Takes occasional breaks between tasks or projects in order to refresh one's mind and feel motivated to work

3

NETWORKING: Networking is the process that encourages an exchange of information and ideas among individuals or groups that share the same interests.

Identifies one's goals and focuses on them when having a meeting with business professionals

Brings a cell phone or a small contacts book when attending events or meetings in order to exchange contact information with potential business partners

3

MANAGEMENT CONTROL: Management Control is a system that collects and uses the information to evaluate the performance of different organizational resources like the financial, physical and the organization performance as a whole.

Provides the required support during the periods of organizational change

Appropriately distribute resources depending on the priority of assignments given

2

MONITORING OTHERS: Monitoring others is tracking employee activities monitor the worker engagement with the workplace-related tasks.

Puts one's own needs aside and constantly focuses on the other person in order to observe them

Monitor's physical signs such as a person's breathing. Heavy breathing could be a sign that the person is stressed or feeling nervous about the topic at hand

3

SEEING POTENTIAL PROBLEMS: Seeing Potential Problems is the ability to structure the current situations and identify developments that could cause problems in the future.

Asks team members to paraphrase their understanding of the project and their roles in it as well as the consequences of not completing it

Lets employees and colleagues know what is going on behind the scenes in order to help them prepare for changes

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

Sets realistic, attainable goals and regularly tracks their progress in order to know what level one is currently working at and what level one needs to be

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

Possesses exceptional knowledge in identifying and properly using a wide range of hand tools

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?

Have you ever tried to copy somebody else's way of talking and how did it turn out?

[employee comments]
TEAMWORK SKILLS:

Do you always take credit for what others have done or you appreciate their efforts?

Are you always aware of your roles and responsibilities within the team and how do you feel about them?

[employee comments]
TROUBLESHOOTING:

Give an instance that you used your past knowledge to solve a current problem?

Give an instance you failed to deliver a task you had been given by a client. How did you resolve it?

[employee comments]
MOTIVATING OTHERS:

What types of tasks or projects do you enjoy doing the most? Why?

What is the biggest goal you have ever accomplished? Why do you consider it the biggest? Describe the problems you faced, if any

[employee comments]
NETWORKING:

How has making new connections improved your professional and personal skills?

What are some of the things you don't like about networking events and networking in general?

[employee comments]
MANAGEMENT CONTROL:

Do you encourage and nurture an environment of trust and respect among the groups and individuals?

Do you volunteer for leadership positions offered in your company without looking at your job description?

[employee comments]
MONITORING OTHERS:

Is there a time when you felt your monitoring system is not giving you what you expected? What did you do?

What have you done to help employees who are struggling to set goals or who seem unwilling to finish a project?

[employee comments]
SEEING POTENTIAL PROBLEMS:

Describe a time when you have been able to see a huge future problem. What made this possible and how did solve it?

When hiring employees, how do you make sure that they are the best fit for the position at hand?

[employee comments]
QUANTITY OF WORK:

Describe how you schedule tasks in a normal work day. What kind of tasks do you reserve for when you are most productive?

What do you think can be done differently to improve the overall productivity of your company?

[employee comments]
MECHANICAL SKILLS:

Have you ever failed to complete a task on time? What did you do to improve?

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:

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