Use this step by step explanation to craft a good employee performance feedback review for a quality systems auditor. Find the right words with quality phrases.
A Quality Systems Auditor is responsible for managing and overseeing the entire auditing and assessments process in the organization as a whole ensuring they comply with the rules and policies and offer official results.
The essential duties include planning audit programs, scheduling and conducting inspections, finding closure to the already done reviews, integrating various audit methodologies with best practices to drive and conduct audits, undertaking auditor training and qualification programs with the focus on consistency and capability development for all the assigned accounts, collating and reporting companywide audit results, interfacing with various groups within the organization to measure the effectiveness of the audit program.
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 |
|---|---|---|
| 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. | Strikes good balance and confidence between verbal skill and non-verbal skills. Always attentive when the other people are putting their points across. | 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. | Always takes notes from what the interviewee is saying throughout the interview. Knows how to ask open-ended questions that allow the candidates to explain at length. | 3 |
| INTERPERSONAL SKILLS: Interpersonal Skills are a set of abilities that enable a person to positively interact and work with others effectively while avoiding office disputes and personal issues with each other. | Knows how to listen actively to others when they talk and does not interrupt. Interprets and handles conflict well enough to ensure that all parties achieve a win-win solution. | 3 |
| DEALING WITH DIFFICULT PEOPLE: Dealing with Difficult People is learning how to tactfully calm down an obnoxious person who is either verbally attacking you or stealthily criticizing you or your professional contribution. | Keeps one's cool and avoids resorting to name-calling no matter the response of the other person Brings a third party into the conversation when one is not able to deal with the person who caused the situation | 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. | Readily adheres to the company's dress and grooming policy and regulations Respects the position offered always covering the part to be a great example | 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. | Listens and adheres to active counsel regarding the business strategies Manages time well and schedules tasks well spread in daily tasks | 2 |
| PROJECT AND GOAL FOCUS: Project and Goal Focus is setting your mind and heart on things that matter and add value to your life against those things that add no value at all or of little value. | Cleans up one's workspace and keeps it organized in order to get work done with much concentration Breaks up more time-consuming tasks with easier or shorter tasks in order to avoid feeling overwhelmed with too many tough tasks in a row | 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. | 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 Maintains good records and systems and treats confidential reports/information in an appropriate manner | 3 |
| SCHEDULING: Scheduling is creating daily workflow charts that the employees are supposed to follow when working and submitting their projects. | Maintains an updated list of activities and tracks all project schedules Adds enough contingency time for any unexpected events when scheduling tasks | 3 |
| TECHNOLOGY TREND AWARENESS: Technology Trend Awareness is staying updated with the useful upcoming trends that can serve your business better and easier. | Uses the internet to search for information quickly and only relies on peer reviewed internet sources to get factual information Shows in-depth understanding of how to manage online confidentiality, privacy and security | 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 respond to feedback and criticism and do you encourage people to give you feedback and citric your speech? | [employee comments] |
| INTERVIEWING: How well can you rate your confidence level before going about an interview process? Give an instance you were invited for an interview that you did not meet all the requirements and how was the experience? | [employee comments] |
| INTERPERSONAL SKILLS: Give an instance your personality affected your relationships with others. How did you resolve it? How well do you receive and at the same time give constructive feedback? | [employee comments] |
| DEALING WITH DIFFICULT PEOPLE: Is there a time when you have had to respond to an unhappy customer? How did you deal with him/her? How would you deal with a team member in your group who constantly talks more than all the others? Is there a time when this ha happened at work? | [employee comments] |
| APPEARANCE AND GROOMING: Are you introducing a good or bad example to other employees who are watching you? 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 pay careful attention to coaching and implement it in your work? | [employee comments] |
| PROJECT AND GOAL FOCUS: Is there a time when you have missed goals? What were those goals and why did you miss them? How do you organize your goals in order to remain focused and make them more achievable? | [employee comments] |
| QUALITY MANAGEMENT: How have you made sure to deliver quality work even when working under pressure? How do you keep track of your projects to ensure that each milestone meets the agreed quality standards? | [employee comments] |
| SCHEDULING: What are you doing to create a balance between quality and quantity when scheduling tasks? Is there a time you failed to use standard scheduling terminologies? What did you do to correct the situation? | [employee comments] |
| TECHNOLOGY TREND AWARENESS: How often do you encourage colleagues to use the internet to search for information easily? How often do you encourage colleagues to use of artificial intelligence to execute repetitive, multiple, and complex tasks more efficiently? | [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: |