Use this step by step explanation to craft a good employee performance feedback review for an electronic data processing auditor. Find the right words with quality phrases.
An electronic data processing auditor evaluates the data processing systems as well as the operating procedures to ensure they comply with the set security standards, efficiency, and accuracy. He/she provides the systems managers with the expert opinion of whether the operations and results of the computer systems are reliable.
Other duties associated with this role include inspecting operational procedures, systems, and programs; using sample data to test whether the control procedures and computer programs are accurate; finding out and reporting how computing facilities are used; examining the accuracy of the input and output of programs and recommending changes to ensure that the computer systems is accurate; set up audit guidelines based on organizational and industrial standards; ensure audit procedures are implemented effectively and recommend relevant system changes based on the audit .
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 |
|---|---|---|
| PUBLIC SPEAKING: Public Speaking though closely related to presenting differs in that it is the process of performing a speech before a live audience with the purpose of informing, persuading or entertaining. | Uses visual aids with the speech to assist in delivering the intended information. Talks in a balanced and easy way that is not too fast or too slow. | 3 |
| ACCURACY: Accuracy refers to the closeness of a measured value to a known value or standard that is passed by the governing laws. | Implements all procedures required and do not compromise on quality. Ensures to proofread work at all times before giving it in to avoid mistakes. | 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. | Tells people one trusts about the decision at hand and asks for advice on the matter Looks for underlying issues that are not resolved or that may be complicating one's ability to make wise decisions | 3 |
| DEPENDABILITY: Dependability is the characteristic of being able to be counted on and relied upon by providing services that be trusted within a period. | Keeps all commitments and works with coworkers to help them keep theirs Demands reliability from others especially when working as a team | 3 |
| WORK ATTITUDE: Work Attitude is one's feelings towards and beliefs about one's job and their behavior that can tell how it feels to be there. | Ability to deal with internal and external pressure excellently while maintaining the right attitude Carries a positive viewpoint and ability to make sound decisions in stressful situations | 3 |
| EMOTIONAL INTELLIGENCE: Emotional Intelligence is the capability to identify your emotions, understand what they are telling me and realize how the feelings are affecting you and the people around you. | Maturely reveals one's own emotions and exercises restraint and control when needed Is less defensive and more open to feedback especially when it involves areas of improvement | 3 |
| CONSISTENCY AND RELIABILITY: Consistency and Reliability are the ability to be trusted to do what you do best all the time with or without supervision and without failure to produce results. | Always keeps his commitments and works with other employees in order to help them keep theirs Actively demonstrates commitment by maintaining a predictable and consistent work schedule | 3 |
| MEETING MANAGEMENT: Meeting Management is the skill to know and understands the reason why an official meeting should be held and who should attend. | Plans for off-site meeting sessions and leads in bringing energy to participants to ensure they are free from fatigue Takes full responsibility in guiding a meeting to ensure participants do not lose focus | 3 |
| TRAINING OTHERS: Training is the ability to expand the knowledge base by learning new truths that are useful in the workplace. | Takes advantage of each and every training session to advance skill set and career Concentrates in all training sessions and avoids distracters while learning | 3 |
| COMPUTER SKILLS: Computer Skills are the necessary computer working skills that each employee need to have while seeking to get admitted into the professional world. | Excels at using different versions and types of computer operating systems Possesses exceptional knowledge in backing up computer data and uses the latest data backup techniques such as cloud backup | 3 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| PUBLIC SPEAKING: How well do you prepare yourself before delivering a speech before an audience? Do you listen to other speakers and what have you learned so far? | [employee comments] |
| ACCURACY: How well do you take in instructions and follow them to the letter? Describe an instance you made an error that led to significant problems and what did you learn afterward? | [employee comments] |
| DECISION MAKING: Describe a time when you have had to be relatively quick in coming to a decision. What was the outcome? What techniques have you used at work to ensure that decisions you make are correct and effective? | [employee comments] |
| DEPENDABILITY: Are you trustworthy to handle the tasks given without passing them on to others? Are you willing to work overtime if the task requires you to do so? | [employee comments] |
| WORK ATTITUDE: Are you focused on doing a thorough work on all tasks assigned without any complaint? Are you emotionally stable or do you flare up in uncontrollable anger? | [employee comments] |
| EMOTIONAL INTELLIGENCE: What is your greatest strength? How do you make sure your colleagues benefit from your greatest strength? Which is one of the most stressful situations you have had? How did you resolve the situation? | [employee comments] |
| CONSISTENCY AND RELIABILITY: How many days of attendance at work do you feel should be considered satisfactory? What has been your record of attendance at work? How often do you keep in touch with customers? How do you inform them about new products or services? | [employee comments] |
| MEETING MANAGEMENT: Can you think of a time where you invited unnecessary participants? How did you correct the situation? What efforts are you making to follow up on meetings and document all the assigned tasks? | [employee comments] |
| TRAINING OTHERS: How often do you participate in specialized training and what efforts are you making to look for more training opportunities? How often do you encourage team members to share concepts learned in training sessions? | [employee comments] |
| COMPUTER SKILLS: What efforts are you making to become more familiar with different computer hardware components? Have you ever tried to use different versions and types of computer operating systems? Did you learn anything new? | [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: |