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

An Audit Manager is responsible for organizing and overseeing all the internal audits by the annual audit plan as well as managing a team of auditors. This position oversees the review process and makes the required recommendations to change the policies, implement new systems and modify the employee's roles and team structures.

The essential duties of this position are identifying risks and managing them, producing reports that are highlighting issues and providing potential solutions, actively engaging with the senior staff to gain a good understanding of the business, supervising, coaching and developing junior audit members within the team, ensuring total compliance with the internal and external requirements.

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.

Always thinks before talking hence minimizes saying something that might be hurtful or stupid.

Has a good attitude towards change and is open to being corrected.

3

CONFLICT MANAGEMENT: Conflict Management is a situation where the interests, needs, values and goals of the involved parties interfere with one another in the workplace where different stakeholders have different priorities.

Shows great critical thinking capabilities and comes up with workable solutions to find a breakthrough during any conflict.

Knows when to back down and when to press for the necessary interests.

3

INTERVIEWING: Interviewing is an essential skill in making a sound hiring decision that seeks to find out the candidate's background, work experience, skill level, general overall intelligence, enthusiasm, attitudes, etc.

Shows active listening by asking intelligent questions and following up with comments.

Gives the interviewee ample time to answer questions to the best of their abilities.

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 financial, operational and human resource issues in order to make decisions aimed at improving the overall company performance

Is able to restrain negative actions and keep own actions under control when facing a difficult situation or working under pressure

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.

Behaves in an honest and ethical manner, shows consistency in both words and actions, and models high standards of ethics

Determines objectives, delegates work, and sets priorities and holds self and others accountable for any mistakes made

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

Share achievements of the projects with the rest of the team

3

APPEARANCE AND GROOMING: Appearance and Grooming are the way one presents themselves in a professional environment or the workplace with the aim of gaining positive impression and respect as well.

Presents a warm, unique look that attracts customers, coworkers, and staff

Does not use grooming that conflicts with the company policy

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.

Sets challenging yet realistic goals and designs strategies to achieve them

Asks for training or coaching where needful without wasting time

2

HANDLING STRESS: Handling Stress is the skill to balance the requirements of the job and your abilities or available resources in performing it.

Avoids taking on projects, checking emails and answering work calls out of working hours

Avoids toxic co-workers; stays as away as possible from colleagues who gossip or those that bring negative energy

3

QUALITY MANAGEMENT: Quality Management is the management approach to the long-term success through customer satisfaction that directly involves the employees in the continual improvement of the daily tasks.

Identifies sources of common errors or mistakes and suggests a better action to prevent them from recurring

Seeks clarification by asking questions in order to make sure that one produces work that meets the specified needs

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?

Do you give people ample time to talk before you state your point or views?

[employee comments]
CONFLICT MANAGEMENT:

Explain an instance where you managed to mediate in any conflict. What were the results?

What conflict resolution methods do you feel always has the desired results?

[employee comments]
INTERVIEWING:

Describe the best interview you have ever attended, and you felt you performed well?

Give an instance you were invited for an interview that you did not meet all the requirements and how was the experience?

[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?

Is there a time when you have encountered a problem due to lack of knowledge of your company processes? How was the problem solved?

[employee comments]
MANAGING AT TEAM:

Think about a time when you were given a management role. How did people respond to your management efforts?

Is there a time when you have been a mentor to another aspiring manager? How did you go about creating that relationship?

[employee comments]
TEAM BUILDING:

Are you a team player or a mere observer? What do you need to change?

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

[employee comments]
APPEARANCE AND GROOMING:

What are your personal motives behind your dressing and grooming?

Do your dressing and attitude create a professional atmosphere that attracts people?

[employee comments]
POTENTIAL FOR ADVANCEMENT:

Are you part of the accomplishers or losers who contribute to the company's losses?

Do you accept positive criticism that is meant to help you improve your expertise?

[employee comments]
HANDLING STRESS:

Can you describe a situation at work that really stressed you out to the maximum? How did you handle it?

What ways do you use to identify your stress triggers? What do you do to make sure that the same stressful situation does not reappear?

[employee comments]
QUALITY MANAGEMENT:

How do you ensure that your suppliers meet the company quality standards? How do you know when a product quality has dropped?

Describe a time when you had to deal with an angry client because you had delivered a poor quality product. How did you handle the situation?

[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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