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

A certified internal auditor is an accountant who conducts internal audits in an organization. It is offered to an accountant who has passed the four-part exam which includes the superior knowledge of issues, risks, and remedies about internal audits. He/she evaluates how well the company can manage risks as well as how well the internal processes are working.

Other important duties includes providing ad hoc advice and guidance to managers and staff at all levels, attending meetings with other auditors to ensure they develop an understanding of different business processes, providing support to management on how to handle new opportunities, researching and assessing how well risk management processes are working while recording the results

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

TROUBLESHOOTING: Troubleshooting is solving a problem or determining a question to an issue which is often applied to repairing failed products or processes on a machine or a system.

Exhibits good knowledge of the equipment interface and uses it well in troubleshooting.

Knows how to establish and maintain personal networks and relationships that are useful in troubleshooting.

2

ACCURACY: Accuracy refers to the closeness of a measured value to a known value or standard that is passed by the governing laws.

Tries not to overwork to minimize chances of making errors.

Maintains detailed and accurate records at all times and does not entertain sloppy work.

2

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

Consults other employees, if necessary or useful, for bigger and complex decisions or where there are several options

Tries to be as objective and measured as one can be, and seeks input from other employees where appropriate or necessary

2

KNOWLEDGE OF JOB: Knowledge of Job is essential to every employee who needs to have a clear understanding of how their jobs fit into the overall organization to eliminate carelessness and laxity.

Maintains a neat job performance record; does quality work, shows up on time and keeps a good attendance history

Remains positive even when something does not turn out as expected and keeps trying until one gets it right

2

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.

Makes a list of things one need to refer to often and puts it next to one's computer for quick access

Posts one's to-do list in a prominent place spot in order to remind oneself what really needs to get done

2

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

Tries to determine the real situation before making a decision on a certain situation

Generates a number of options in order to dig deeper into the situation at hand and look at it from different angles

2

PERFORMANCE MANAGEMENT: Performance Management is a method by which supervisors and employees work together to plan, monitor and review the employee's work objectives and overall contributions to the organization.

Allows employees to participate in strategy creation and process improvement in order to make them feel important and improve overall engagement

Develops a culture where every employee is happy to challenge performance and behavior

2

FLEXIBILITY: Flexibility is an important skill that allows employers and employees to make an arrangement about working on maintaining a work/life balance to help organizations improve the productivity and efficiency of their balance.

Consistently maintains composure during times of stress and helps others do the same

Always knows how to apply new and more efficient approaches to making a better team

2

SELF CONFIDENCE: Self Confidence is the ability to know who you are and what you are capable of doing which shows in your behavior, your body language, how you speak, etc.

Dresses well, maintains a good posture and makes eye contact when having a conversation with others in order to give the impression that one is in control

Smiles in order to relieve stress, feel more relaxed and appear composed to others when talking to a group of colleagues

2

KNOWLEDGE MANAGEMENT: Knowledge Management is the ability to manage knowledge and information that is presented to the company from different sources without overlooking any of them.

Uses effective search strategies to look for new sources of knowledge and information relevant to a given task

Looks for ideas that can assist in improving own knowledge capabilities and accepts useful suggestions

2

Self Evaluation

Self Evaluation Question

Employee Comments

TROUBLESHOOTING:

Give an instance you tried to troubleshoot, and you were not successful.

Have you ever been given feedback and you implemented it? How was the result?

[employee comments]
ACCURACY:

How well do you take in instructions and follow them to the letter?

How do you do your research and do you use factual data and information while doing any task?

[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

Is there a time when you have made a terrible mistake due to poor judgment? What was the mistake? How was it fixed?

[employee comments]
KNOWLEDGE OF JOB:

Can you describe two instances when you have demonstrated knowledge of job at work?

Can you give two or three examples of times when you have worked with groups of people to accomplish tasks? What was your role?

[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]
DECISION MAKING:

Is there a time when you have had to deal with a difficult customer? If yes, explain how you went about deciding on what strategy to employ when dealing with the customer

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

[employee comments]
PERFORMANCE MANAGEMENT:

Describe a time when you have had an employee who exceeded the company's goals and sought more responsibility. How did you keep the employee motivated to continue with the good performance?

How have you motivated employees to do well at work? Why did you motivate them and what was the outcome?

[employee comments]
FLEXIBILITY:

Are you adaptable to a new working environment with new people?

Do you handle all tasks with the seriousness they deserve do you take some for granted?

[employee comments]
SELF CONFIDENCE:

Is there a time you took on a task or project you considered out of your comfort zone? How did you feel?

Are there employees you consider more successful than you? How often do you have contact with them?

[employee comments]
KNOWLEDGE MANAGEMENT:

Can you think of a situation where you didn't communicate well when sharing knowledge? How did you correct the situation?

How often do you encourage others to participate in networking opportunities that can assist in gaining more knowledge?

[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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