Use this step by step explanation to craft a good employee performance feedback review for a comptroller/controller. Find the right words with quality phrases.
A Comptroller/Controller is in charge of overseeing the daily accounting operations in an organization by preparing information to help with strategic financial planning. The controller looks for helpful ways to help organizations reduce costs while evaluating new opportunities and possible acquisitions.
Other primary responsibilities includes overseeing the preparations of financial statements that includes balance sheets, income statements, revenue and expenses projections and auditing, guiding financial decisions through authorizing, monitoring and enforcing policies and procedures, protecting the company's assets by establishing and enforcing internal controls, maximizing returns while limiting risks on cash by minimizing bank balances, preparing budgets by developing schedules as well as consolidating the financial data.
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 |
|---|---|---|
| INNOVATION: Innovation is the process of translating new invention into a service that creates value or brings better solutions that meet the requirements. | Always willing to take risks to achieve great innovative results. Shows great ability to assess and manage any form of risks 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. | Develops a checklist as a guide to make sure that all the procedures are met. Usually tries to find errors in work and corrects them immediately. | 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. | Keeps a selection of simpler projects or smaller tasks and performs them while waiting for inspiration or information on a larger project Posts one's to-do list in a prominent place spot in order to remind oneself what really needs to get done | 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. | Encourages others to take the initiative when any window of opportunity is open Acknowledges and recognizes any proposal from the management for change | 3 |
| INITIATIVE: An initiative is the ability to assess and initiate things independently often done without any managerial influence offered. | Shows high energy in undertaking challenges related to the assigned tasks Highly committed to maintaining punctuality that has contributed to a large extent to the overall success of the team | 2 |
| ORIENTATION TO WORK: Orientation to Work is the introduction that is given to a new worker whereby he is introduced to coworkers and given relevant information like schedules, performance standards, benefits and facilities, names of the supervisors, etc. | Knows how to manage time and deal with performance problems effectively Carries a great ability to outline the pros and cons of each course of action | 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. | Seeks out positive colleagues and mentors when feeling down and avoids naysayers and jealous types who want to see one fail 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. | Considers renting equipment rather than buying in order to avoid maintenance costs and overpaying on equipment that is only required for a certain period of time Develops comprehensive financial statements or loan proposals in order to establish a strong relationship with lenders and secure loans | 2 |
| TIME MANAGEMENT: Time Management is the capacity for an individual to assign specific time slots to activities as per their importance and urgency to make the best possible use of time. | Knows what has to be done and what should not be done Follows proven time-management systems and appreciates that time is money | 2 |
| SCHEDULING: Scheduling is creating daily workflow charts that the employees are supposed to follow when working and submitting their projects. | Uses a routine to get repetitive tasks done with enhanced efficiency Shows willingness to learn how to have a work-life balance and create more time for both work and family | 2 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| INNOVATION: Give an instance that you had to fall on your plan B when things did not work out as intended? Do you delegate work and how has it benefitted you as an individual? | [employee comments] |
| ACCURACY: Do you normally have a checklist or a guide before you start doing any given task? Are you someone who needs constant monitoring or supervision to deliver reliable work? | [employee comments] |
| MULTI-TASKING: How do you prioritize your tasks to make sure that all are attended to and that they meet deadlines? What tips have you used to differentiate tasks that fit well in multi-tasking from those that require your undivided attention? | [employee comments] |
| FLEXIBILITY: Are you a fast learner willing to research and learn new tricks quickly? What areas are you supposed to work on to become better? | [employee comments] |
| INITIATIVE: Are you prepared to learn new skills and incorporate them into your work? Do you have the ability to plan your personal goals and accomplish them? | [employee comments] |
| ORIENTATION TO WORK: How well do you manage your time assigned for the tasks? How well do you relate to your co-workers and management? | [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? Do you feel full of self-confidence or do you wish you had more of it? | [employee comments] |
| FINANCIAL MANAGEMENT: What tools/techniques have you used to keep track of the company's cash flow? How have these tools/techniques helped the accounts department? What factors do you consider when making a major purchasing decision? Give an example of the last time this happened | [employee comments] |
| TIME MANAGEMENT: Were there any instances where you felt that you took more time to get work done than other times? How do you react when you realize that time is running out and you are yet to finish a project? | [employee comments] |
| SCHEDULING: Have you ever failed to add contingency time when scheduling and how did you correct the mistake? Can you think of a time you failed to schedule a task ahead of time? How did you correct the situation? | [employee comments] |
Summary |
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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: |