Use this step by step explanation to craft a good employee performance feedback review for a chief financial officer - cfo. Find the right words with quality phrases.

The Chief Financial Officer - CFO provides programmatic and operational support to the company by implementing financial projections and accounting services. The CFO supervises the entire financial unit and is the chief financial spokesperson for the organization. He reports directly to the Chief Executive Officer or the company's President.

His primary duties includes, planning, developing, organizing, implementing, directing and evaluating the company's fiscal function and performance, evaluating and advising on the impact of the long-range planning and introduction of new programs, participating in the development of the corporation's plans and programs as an important partner, developing credibility to the finance department through the provision of timely and accurate analysis of budgets, financial reports and financial trends.

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

INNOVATION: Innovation is the process of translating new invention into a service that creates value or brings better solutions that meet the requirements.

Not afraid to make mistakes and shows great resolve to learn from experiences.

Share valuable information that might help solve the various problems that might arise.

2

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

Does proper research to get accurate facts and figures before undertaking any task.

Produces or delivers work that is 100 percent reliable and trustworthy.

2

KNOWLEDGE OF COMPANY PROCESSES: Knowledge of Company Processes is the in-depth understanding of a collection of related, structured activities that serve a particular goal for a group of customers or clients who are valuable to the enterprise.

Defines ambitious but realistic goals and accomplishes them while meeting performance and quality standards

Is attentive when performing tasks or doing projects or when interacting with people from different backgrounds or countries

2

PLANNING AND SCHEDULING: Planning and Scheduling are the act of establishing a plan for a set of tasks that needs to be completed and including when they should be done.

Organizes and plans projects and workload to prevent overlaps or gaps in responsibilities

Always well ahead of the scheme when it comes to progress and performance

3

DEVELOPING OTHERS: Developing others is an unremitting process that focuses on the broader, longer-term growth of individuals to nurture them to their potential and promote future development.

Has a strong personal goal orientation that inspires fellow employees to follow suit

Sets goals that are accompanied by well-designed action plans that everyone can use

3

LEADERSHIP SKILLS: Leadership Skills are soft skills that assist leaders in positively interacting with employees or team members to make the workplace a great place.

Recognizes and rewards the team for their behavior and hard work

Maintains an open communication platform with and among the employees

2

EQUAL OPPORTUNITY AND DIVERSITY: Equal Opportunity and Diversity means having employees from a wide range of background that includes different ages, gender, ethnicity, sexual orientation, religious belief, educational background, physical ability and treating them equally.

Reliable to be available when needed by the coworkers to help complete tasks

Respects the opinions of others without interfering, using what is beneficial only

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.

Volunteers for a task or project that feels like a stretch but matches one's own interests

Looks for online courses and attends seminars in order to grow capabilities to counteract any feelings of inadequacy

2

FINANCIAL MANAGEMENT: Financial Management is the skill of learning how to handle accounting, finance, and organizational management through providing daily data on the operations that take place every day.

Applies for loans when the company finances are still in good shape in order to increase chances of securing the loans

Sets payment terms of no more than seven days in order to ensure that payments are not lost in the process or forgotten

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.

Shows willingness to check for current knowledge before use and works with others to be updated about new knowledge

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

2

Self Evaluation

Self Evaluation Question

Employee Comments

INNOVATION:

Explain how you go about when solving a problem or an issue?

How well do you work with a group or team to come up with innovative ideas?

[employee comments]
ACCURACY:

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

Do you give other people your work to proofread again before presenting it?

[employee comments]
KNOWLEDGE OF COMPANY PROCESSES:

How do you prioritize customer's issues in order to ensure that service is provided to the customers even during critical periods?

How would you respond to a new employee who shows an unwillingness to learn the company process? What would you do to help them?

[employee comments]
PLANNING AND SCHEDULING:

Do you have all the tools to help you plan and schedule the company's affairs?

Are you well versed with the IT systems for planning and scheduling?

[employee comments]
DEVELOPING OTHERS:

Do you consult the rest of the management before you make decisions?

Are you interested in the growth and development of the company?

[employee comments]
LEADERSHIP SKILLS:

Do you lead others where you are not willing to go?

Do you reprimand your employees or discuss situations with them?

[employee comments]
EQUAL OPPORTUNITY AND DIVERSITY:

Do you value people for their intrinsic worth or because of what they do?

Do you choose who to support and who not to offer assistance?

[employee comments]
SELF CONFIDENCE:

Is there a time you interjected a different side of an issue or a different point of view? How did you go about it?

What is one thing you do that makes you like yourself and your work?

[employee comments]
FINANCIAL MANAGEMENT:

Describe a time when your company has faced an unexpected expense. What was the expense and how did you handle it?

What factors do you consider when making a major purchasing decision? Give an example of the last time this happened

[employee comments]
KNOWLEDGE MANAGEMENT:

How often do you encourage others to share their knowledge and experience?

Can you think of a situation where you didn't comply with knowledge management standards? How did you correct the situation?

[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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