Use this step by step explanation to craft a good employee performance feedback review for a director of compliance. Find the right words with quality phrases.
A director of compliance is tasked with ensuring that the company complies with the legal requirements, develops policies, and takes charge of the legislative affairs. He/she ensures that the company's policies are current, accurate and they comply with the regulations of the state as well as reviewing and updating policies as there are changes in the law.
In terms of other duties he/she will get to; develop compliance organizational strategies through research, analysis and recommendations, protect company assets by establishing compliance standards, attract new clients through constant improving of compliance systems, enforcing new regulations and recommendations and ensuring that all compliance activities are in line with all standard procedures, rules, and regulations.
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 |
|---|---|---|
| NEGOTIATION SKILLS: Negotiation Skills are a deliberative process by which people settle their differences through an acceptable agreement to both parties to co-exist without argument and dispute in the workplace. | Listens actively and keenly to the other negotiation parties to understand their perspective. Strives to come up with a win-win solution that will benefit all parties. | 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. | Knows how to ask the right and relevant questions and professionally raises issues. Puts the company in the best light to the candidates and gives factual information. | 3 |
| STRATEGIC PLANNING: Strategic Planning is organizational management activity that is used to set priorities, focus energy and resources, strengthen operations while guaranteeing that employees and other stakeholders are working towards common goals. | Encourages the key people to interact with the employees and customers about their perception of the company future and brings those views to the table Examines the factors outside the company that affects its performance before starting a strategic planning meeting in order to discuss assumptions about the future | 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. | Sound management skills leading the team to perform their assignments well Ability to turn negative energy into positive work energy through motivation and rewarding good work | 3 |
| ASSERTIVENESS: Assertiveness is the inclination to stand up for your rights or other people's rights in a calm and concrete way without being aggressive or accepting a wrong. | Learns to say "no" when there is need to do so, and goes with what is right Uses assertive body posture as part of strengthening self position when delivering a point home | 3 |
| EMOTION MANAGEMENT: Emotion Management is the ability to realize, readily accept and successfully control feelings on oneself and sometimes in others around you by being in complete authority over your thoughts and feelings that are generated whenever your values are touched. | Suggests ways to prevent negative emotional effects and ways to address or minimize emotional issues when they occur Decorates working spaces with pictures and mementos that bring happy memories at work to help calm down when feeling stressed | 2 |
| 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. | Works extra hours if that what it takes to get the job done and done right Consistently outperforms other employees because of one's excellence in priority setting, planning, and execution | 3 |
| PERSONAL COMMITMENT: Personal Commitment is an obligation that you have voluntarily agreed to fulfill without being cajoled or threatened and are willing to be held accountable for the results. | Keeps weekly and daily goals checklists in order to keep track of one's most important tasks and stay committed to accomplishing them Joins professional support groups in order to get all the help one needs to realize own goals | 2 |
| GOAL AND OBJECTIVE SETTING: Goal and Objective Setting is the strategic plan that is set and laid down identifying how goals should be accomplished, by who and by what time. | Plans and measures each team member's contribution to the set goals when goal attainment requires team effort Breaks down complex goals into smaller and manageable chunks and delegates the chunks to the team members for easier accomplishment | 3 |
| ENTREPRENEURIAL THINKING: Entrepreneurial Thinking is a mindset that allows embraces critical questioning, innovation, service and continuous improvement with an attitude of change. | Views failure as part of the game and takes failure as a learning experience to realize success Excels at building relationships based on value and is never selfish when networking | 3 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| NEGOTIATION SKILLS: When negotiating how well do you take charge of the process? Have the results of any negotiation process gone against your expectations? | [employee comments] |
| INTERVIEWING: Do you ask questions on issues that you feel are not well understood? What is the one question you find challenging to answer during an interview and why? | [employee comments] |
| STRATEGIC PLANNING: Can you describe a time when you have anticipated the future and made changes to current operations to meet future needs? Describe a time when you have cooperated in the planning of a project. What was your role? | [employee comments] |
| MANAGEMENT SKILLS: How would the employees rate your leadership style, strengths, and weaknesses? What are the most important values you demonstrate as a leader? | [employee comments] |
| ASSERTIVENESS: Have you ever used verbal communication to get a point across that was important to you? Can you think of an occasion when you have had to motivate and boost the morale of your colleagues? | [employee comments] |
| EMOTION MANAGEMENT: What is the most stressful situation you have ever found yourself in at work and how did you handle it? Is there a time a company policy hurt employees and you had to mitigate the negative consequences to employees? | [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] |
| PERSONAL COMMITMENT: Sometimes you have to sacrifice some things in life in order to get what you want. What are some of the things you have sacrificed in the past in order to accomplish your goals? Is there a time when you faced challenges when working on a project? What did you do to remain determined to finish the project? | [employee comments] |
| GOAL AND OBJECTIVE SETTING: How have you kept yourself motivated to accomplish your goals? How have you helped others achieve their goals? Describe a time when you have failed to meet your goals because you had not set them clearly. What did you do? | [employee comments] |
| ENTREPRENEURIAL THINKING: Were there any times where you felt that you were less optimistic than other times? What efforts are you making to stay ahead of your competitors and learn from them? | [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: |