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

The Auditor Associate is responsible for assisting in evaluating, analyzing and making recommendations for the correction or improvement of internal, management and operational control systems and organizational unit performance. This position reports to the senior auditor and requires contact with employees of all levels as well as contact with the clients, vendors, and any other business related representatives.

This position is involved in other duties like assisting in planning work according to assigned segments of an audit, reporting audit findings and making recommendations for the correction of poor records, reviewing transactions, documents, records, reports and any other method for effectiveness and accuracy and prepares acceptable records that summarizes data on assigned audit segments.

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.

Recognizes other people's ideas and abilities by demonstrating trust in them.

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

2

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.

Knows how well to handle clients and their various problems.

Tries to seek assistance on issues that are difficult to handle.

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.

Compares the leadership potential and personal commitment of different project team members when choosing a project manager

Selects the best option and avoids vagueness or weak compromises in trying to please everyone

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.

Takes breaks when one needs them in order to balance rushes and refresh one's mind for tasks that require intense focus

Pauses tasks at natural points, such as the end of a page, and does what one needs to, to remind oneself to resume

2

APPRAISAL AND EVALUATION SKILLS: Appraisal and Evaluation Skills are services that allow employers to assess their employees? contributions to the organization for the period they have been working with them.

Gives beneficial feedback that allows employees to improve in areas that need

Does not compromise on the quality of the company's policies when evaluating the performance of each individual

2

DEDICATION TO WORK: Dedication to Work is a devotion or setting aside the scheduled time that you are required to work each day consistently without fail as well as being on time and giving 100% of your efforts to doing quality work.

Takes pride in demonstrating dedication to the company through hard work

Focuses on innovating new ideas on how to do more tasks easily

2

WORK ATTITUDE: Work Attitude is one's feelings towards and beliefs about one's job and their behavior that can tell how it feels to be there.

Has a valuable working attitude that strengthens business connections in an amazing way

Carries a delicious humorous character that makes others enjoy a good laugh as they perform their tasks

3

PROBLEM/SITUATION ANALYSIS: Problem/Situation Analysis is the ability to solve problems and assess situations to know what kind of solution is required to calm it down.

Looks at the problem from different directions in order to identify the root cause rather than getting sidetracked by the symptom

Tries to form own goals in the sense of actions one can take to achieve the desired goals

2

SEEING POTENTIAL PROBLEMS: Seeing Potential Problems is the ability to structure the current situations and identify developments that could cause problems in the future.

Trains every member of the team on good time estimation skills in order to maintain accurate schedules

Lets employees and colleagues know what is going on behind the scenes in order to help them prepare for changes

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:

How well do you deal with pressure when it comes to developing workable solutions to problems?

Do you delegate work and how has it benefitted you as an individual?

[employee comments]
TROUBLESHOOTING:

Give an instance that you used your past knowledge to solve a current problem?

What do you consider as your best and worst experience when it comes to troubleshooting?

[employee comments]
JUDGMENT SKILLS:

Can you think of a context or situation where you needed to demonstrate judgment? How was the situation resolved?

Do you usually analyze information better alone or with a group? Why? When do you seek assistance from other employees?

[employee comments]
MULTI-TASKING:

Describe a situation that required you to do a number of things at the same time. How did you handle it?

What tips have you used to differentiate tasks that fit well in multi-tasking from those that require your undivided attention?

[employee comments]
APPRAISAL AND EVALUATION SKILLS:

How do you balance quality and quantity in terms of the performance?

Do you concentrate so much on the negative and forget the positives?

[employee comments]
DEDICATION TO WORK:

Do you criticize the company or work hard to give it your level best?

Are you accountable to your leaders delivering milestones as required?

[employee comments]
WORK ATTITUDE:

Are you focused on doing a thorough work on all tasks assigned without any complaint?

Are you emotionally stable or do you flare up in uncontrollable anger?

[employee comments]
PROBLEM/SITUATION ANALYSIS:

How do you weigh the advantages and disadvantages of a solution before implementing it?

What factors have you considered when developing and evaluating solutions to a problem?

[employee comments]
SEEING POTENTIAL PROBLEMS:

How have you helped other employees improve their ability to anticipate problems? Give an example

What are some of the project management tools, if any, that you have used to determine the future of your project?

[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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