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

An internal review and audit compliance manager is the overall overseer in the matters concerning the company's auditing processes, and they evaluate the internal review and auditing procedures to ascertain they comply with the relevant standards. He/she also works closely with internal reviewers and auditors to ensure the process is transparent and follows the laid down standards.

Other specific duties carried out by a professional in this capacity include identifying specific issues in the internal review and audit reports, which can make the firm to be penalized or be sued, making sure the internal audit report is completed in time and reviewing the organizational reports for completeness. Lastly, they maintain the audit reports and other related information as well as overseeing external auditors to make sure they conduct the process as necessary.

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

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.

Knows how to play excellently with mini-stories in a way that captures the readers.

Punctuates sentences in a proper manner and ensures that they are grammatically correct.

3

JUDGMENT SKILLS: Judgment is the ability to make a decision or form an opinion wisely especially in matters affecting action, good sense and discretion.

Objectively assesses the facts, in sensitive situations, in order to arrive at a balanced and fair judgment

Facilitates a brainstorming session in order to generate possible names for a new product in the company

3

MULTI-TASKING: Multi-Tasking allows one to juggle and perform more than one task at a time without losing track of what you are working on or dropping the ball.

Starts the more involved or longer tasks first, and fills in the gaps with the shorter, self-contained or well-defined tasks

Eliminates unnecessary tasks from one's plan in order to be more efficient

3

EMPATHY: Empathy is the understanding of another person's condition from their perspective by placing yourself in their shoes and feeling what they are feeling.

Puts clients' needs first; goes out of the way to help meet those needs and look for ways to improve clients' satisfaction

Takes an active interest in colleagues concerns and shows sensitivity to their feelings and perspectives

3

PERSONAL ACCOUNTABILITY: Personal Accountability is the feeling that you are entirely responsible for your actions and consequences taking ownership without blaming others.

Looks beyond the requirements of one's own job description to offer suggestions for problem-solving and improvement of overall company operations

Takes personal ownership in the company's success and accepts full responsibility for oneself and contribution as a team member

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.

Gives up more comfortable and confident options and takes a more challenging path while in order to achieve one's goals

Finds an emotionally charged reason to commit and move through any pain, adversity, and apathy that arise as a result of the set goals

2

PRACTICAL THINKING: Practical Thinking is the skill to think creatively about projects or work that requires your full attention to be completed and to bring great results.

Breaks down a problem into its specific components instead of dealing with it as a whole

Asks questions about the situation and about the person who caused it and tries to look for answers to these questions

3

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.

Develops a unit of measurement for key goal results in order to know when one has accomplished own goals

Sets a deadline for each goal in order to enhance focus and feel motivated to accomplish it

2

ORGANIZATIONAL SKILLS: Organizational Skills is the ability to make use of time, energy and resources available in the most efficient manner to achieve their goal.

Disables social media pop-ups during working hours in order to avoid distractions and enhance concentration

Identifies own most productive times and uses them to accomplish important or complex tasks before embarking on the simple tasks

3

ENTREPRENEURIAL THINKING: Entrepreneurial Thinking is a mindset that allows embraces critical questioning, innovation, service and continuous improvement with an attitude of change.

Demonstrates high level of confidence when executing ideas and gets the job done even under stressful conditions

Excels at building relationships based on value and is never selfish when networking

3

Self Evaluation

Self Evaluation Question

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]
JUDGMENT SKILLS:

Describe a time when you have had to think on your feet in order to extricate yourself from a difficult situation. What was the outcome

In your opinion, what factors should one consider when comparing the pros and cons of two potential vendors for processing payroll?

[employee comments]
MULTI-TASKING:

What effect does handling many things simultaneously have on you? When is the last time this happened?

What are some of the resources you have used for effective multi-tasking other than your own time and attention?

[employee comments]
EMPATHY:

What is one or two things you have learned from caring for or helping others at work?

What is one thing you wish other colleagues knew about you, but they don't?

[employee comments]
PERSONAL ACCOUNTABILITY:

Describe an occasion when you chose not to complete a task, for whatever reason. What happened?

What are some of the special responsibilities and assignments you have been given in the past that are not part of your routine?

[employee comments]
PERSONAL COMMITMENT:

After setting your goals, how do you keep track of your progress? What do you do when you realize that you have done less than you expected?

Describe a great change that occurred in a project you were working on. How did you adapt to this change?

[employee comments]
PRACTICAL THINKING:

Some situations require one to think in a practical manner while others require critical thinking. Can you give an example when you have used the two strategies to solve a problem at work?

Describe a project that was successful because of your ability to think practically. What was your role?

[employee comments]
GOAL AND OBJECTIVE SETTING:

What is one of the major goals that you have set for yourself recently? How are you planning to achieve it?

Is there a time when you were working on an important goal, but then you realized that you couldn't achieve it when you were already halfway done? What did you do?

[employee comments]
ORGANIZATIONAL SKILLS:

What are some of the tools that you have used to organize your tasks at work? Would you recommend these tools to other employees?

How do you differentiate tasks that bring you closer to your goals from those that don't add value to your goals? How do you treat both tasks?

[employee comments]
ENTREPRENEURIAL THINKING:

What are your doing to improve your money management skills?

What are some of the things you are doing to improve your business and marketing skills?

[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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