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

The Corporate Tax Manager is responsible for keeping the company's tax compliance, tax planning and accounting for income taxes and preparation of tax returns. A great manager always stays afloat of any emerging tax laws as well as excellent tax planning and saving provisions.

More responsibilities include - delivering timely and accurate data to the corporate tax function, enable accurate and timely forecasting of the group rate tax and acceleration of tax reporting closing, compiling and presenting quarterly reporting, implementing the tax plans to make sure they work, advising on bespoke tax planning, reviewing of tax provisions, liaising with other accountants, tax advisors, independent financial advisers and third party professionals.

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

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

Considers the best interests of all parties, in situations where the facts or evidence is not clear-cut or widely agreed, when making a decision

Evaluates the pros and cons, or costs and benefits, associated with an option and generates an array of possible responses or solutions

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.

Is able to communicate information and ideas respectfully to ensure that messages and information are understood and have the desired impact

Is able to understand both internal and external client's needs and concerns and to provide sound solutions or recommendations

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.

Makes a schedule and sticks to it in order to teach one's body and mind to turn on "work mode" when one needs to work

Quickly replaces negative thoughts with positive ones; stays positive even when things are not working as expected

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.

Looks for useful information that the employees need and that which will help them become more successful in their work

Listens to how the person interpreted the situation and their suggestions and asks how one can help to prevent the situation from recurring

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.

Puts the team first by putting personal problems aside and handling professional ones first

Encourages and motivates the right behavior when providing all with feedback

3

MANAGEMENT SKILLS: Management Skills are also known as leadership skills and involve planning, decision making, delegation, time management and time management to ensure optimum organization in focus and the technical of how and why of accomplishing tasks.

Acknowledges the accomplishment of each employee while recognizing their contributions

Appropriately distributes the resources depending on the priority of the projects

2

LEADERSHIP SKILLS: Leadership Skills are soft skills that assist leaders in positively interacting with employees or team members to make the workplace a great place.

Highly useful in bonding employees together to create a solid team

Maintains an open communication platform with and among the employees

2

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.

Holds a clear vision of the future working diligently to make it a reality

Consistently keeps a track record of meeting personal objectives and setting even higher goals

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.

Develops multiple possible ways to prevent the problem in order to come up with the right one

Checks to see what issues are likely to happen with high impact to the project and develops contingencies for them

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

Demonstrates exceptional responsibility for developing knowledge management skills and has the best ideas for improving the knowledge of colleagues

3

Self Evaluation

Self Evaluation Question

Employee Comments

JUDGMENT SKILLS:

Describe a time when you have had to think on your feet in order to extricate yourself from a difficult situation. What was the outcome

Is there a time when you have made a terrible mistake due to poor judgment? What was the mistake? How was it fixed?

[employee comments]
KNOWLEDGE OF COMPANY PROCESSES:

How do you manage a project plan, set timelines and milestones, and involve team members in order to deliver on time?

In your opinion, what are some of the common procedures that should be eliminated in your company? Explain why.

[employee comments]
MOTIVATING OTHERS:

What are some of the projects or tasks you have tackled without being asked or supervised? How did you push through difficulties?

What qualities do you prefer in a supervisor? Can you describe a time when you worked with someone like this?

[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]
TEAM BUILDING:

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

Do you easily cooperate with others when asked to or do you follow your own ideas without submission?

[employee comments]
MANAGEMENT SKILLS:

What role have you played in your team and their success?

What are the most important values you demonstrate as a leader?

[employee comments]
LEADERSHIP SKILLS:

Do you lead others where you are not willing to go?

Is the company's interest the center of your interest as you work?

[employee comments]
POTENTIAL FOR ADVANCEMENT:

Are you willing to change tactics and part of the winning team?

Do you set goals or have a workable plan that you follow through with?

[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]
KNOWLEDGE MANAGEMENT:

What are you doing to improve your capabilities of reviewing knowledge requirements for new tasks?

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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