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

A Senior Quality Auditor is responsible for ensuring a successful completion of all assigned audit engagements for the beginning to the end including the preplanning and wrap up activities. This position is liable to manage and direct the daily operations of the junior auditors.

The general responsibilities include developing audit programs and testing the relevant procedures to risk and test objectives, conducting assigned audit engagements successfully from beginning to the end, obtaining and reviewing evidence ensuring those audit conclusions are well-documented, identifying and communicating issues raised while offering workable solutions relevant to business risk, ensuring adherence at all times to all applicable department and professional standards, ensuring all audit outcomes are based on the complete understanding of the process, circumstances, and risk.

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

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

3

WRITING SKILLS: Written Communication involves the interaction that makes use of the written word with precision and logic making it the very common form of business communication.

Shows excellent conversational techniques by including questions in the writings.

Follows to the letter all form and rules of proper writing, and tries to develop other creative styles.

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.

Checks to see how many tasks one has left and how many one can cross off instead of counting down the time one has left in a day

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

3

DECISION MAKING: Decision Making is the art of making choices by identifying a decision, gathering information and assessing alternative resolutions before settling on one.

Sets a date for a review period where one can examine a decision and improve upon it

Asks a variety of people with various backgrounds for responses in order to evaluate how majority of other people view the decision

2

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

Is open to change and new information; quickly adapts to new information, unexpected obstacles or changing conditions

3

DEVELOPING OTHERS: Developing others is an unremitting process that focuses on the broader, longer-term growth of individuals to nurture them to their potential and promote future development.

Has a strong personal goal orientation that inspires fellow employees to follow suit

Devotes significant effort in coaching others and assisting them to meet their goals

3

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.

Shows great confidence in the ability to meet the challenging set targets

Responds with a great attitude to management, co-workers, and customers

2

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

Gets out of the workplace during lunch hour in order to feel refreshed and more productive in the afternoon

Makes sure to have one or two colleagues who are willing to assist in the time of stress in order to reduce one's stress level

2

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.

Takes the time to evaluate how well a major activity or project was done; monitors clients' satisfaction by asking them what went well and what needs to be improved next time

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

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

Self Evaluation

Self Evaluation Question

Employee Comments

VERBAL COMMUNICATION:

Who is the greatest orator that you admire and why do you admire them?

How do you aim to improve your verbal communication skills to be the best in it?

[employee comments]
WRITING SKILLS:

Do you normally counter check your work for grammatical errors before submitting?

How many books have your read so far and what is your preferred genre of writing?

[employee comments]
MOTIVATING OTHERS:

Can you give an example of a time when you overcame a significant problem, which made you very proud of yourself?

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]
DECISION MAKING:

Can you describe a time when you have had to postpone a project because you did not have the right information to come to a good decision?

What are some of the things you are doing or have done to improve your decision-making skills?

[employee comments]
MANAGING AT TEAM:

Have you ever been appointed to manage a team? If yes, describe the role you played in the team's success

Can you describe a time when you have taken a management role when you did not have the title of a manager? What happened?

[employee comments]
DEVELOPING OTHERS:

Are you reliable to train and coach the employees to produce a better workforce?

Do you delight in developing others? capability and making them better?

[employee comments]
POTENTIAL FOR ADVANCEMENT:

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

What measures are you meaning to use to become better in executing your duties?

[employee comments]
HANDLING STRESS:

Give an example of a time when you have worked with a team that was facing a very stressful situation. How did you help the team members handle the situation?

Describe a time when your project was faced with a situation that was not anticipated. How did you handle it?

[employee comments]
QUALITY MANAGEMENT:

Describe a specific time when you have had to deal with a team member who constantly produced substandard work. How did you go about it?

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]
SCHEDULING:

What efforts are you making to update your list of activities and track project schedules?

Can you think of a time you failed to schedule a task ahead of time? How did you correct 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:

Related Articles