Use this step by step explanation to craft a good employee performance feedback review for a director of compliance - accounting. Find the right words with quality phrases.

A director of compliance - accounting is responsible for legislative affairs, legal compliance and policy development of the business. This position plays a significant role in product development services to both existing and potential customers while interacting with all corporate managers and personnel.

Other primary tasks includes developing organizational compliance strategies by contributing information, analysis, recommendations to strategic thinking, accomplishes compliance with the human resource strategies by determining accountabilities, communicating and enforcing policies and procedures during recruitment, selection, orientation, training, coaching and all the communication programs, planning and evaluating compensation strategies, establishing compliance operational strategies by evaluating common trends and serving as the company's legislative representative by keeping abreast of all the current political issues and proposals

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

POLITICAL SKILLS: Political Skills are abilities to build connections with other people to get things done within the formal and informal power structure of an organization.

Demonstrates good emotional control while under stress, chaos or pressure.

Knows how to pool resources together for a good cause to benefit people.

2

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.

Demonstrates good listening skills and always pays attention when other people express their ideas.

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

Initiates collaboration with other employees, shares all relevant information with them when performing a task, and assists them in setting goals

2

COACHING OTHERS: Coaching is the process of improving performance that focuses on enhancing and bridging the gap from where one is to where they want to be.

Highlights the benefits of receiving coaching to the person being coached, the company and to the customers

Teaches the basics first; moves from the most important points to the less important points

2

MANAGEMENT SKILLS: Management Skills are also known as leadership skills and involve planning, decision making, delegation, time management and time management to ensure optimum organization in focus and the technical of how and why of accomplishing tasks.

Gives extremely good remarks and feedback to all the team members who outdo themselves

Expert in providing good management skills to employees and the management

3

COOPERATION WITH COLLEAGUES: Cooperation is the process of working with groups or teams for a common mutual benefit as opposed to working in competition or for selfish ambition.

Concerned with how work scheduling is done to avoid overcrowding some employees

High performance on group tasks given without waiting for someone else to handle them

2

ETHICAL BEHAVIOR: Ethical Behavior is acting in policies that are consistent with what the society and individuals typically think are good morals or values.

Consistently completes projects based on honest data gathering and analysis

Widely respected for being accountable to the managers and coworkers

3

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.

Gathers all the facts and gets inputs from others before making effective decisions

Always willing to work on activities that can affect the company with great caution

2

ENTHUSIASM: Enthusiasm is an intense enjoyment or a lively interest in a certain thing with a zest and a strong belief that can be felt by those around you.

Looks for moments that positively transformed one's own life and uses the moments to draw strength and inspiration

Derives strength and inspiration from role models and tries to emulate them in order to achieve personal goals

2

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.

Finds a more positive side of the situation and focuses on it in order to reduce the situation's negative emotional impact

Sets a deadline for when a situation should be solved and a schedule for reporting in order to stay on track and know when one is falling apart

2

Self Evaluation

Self Evaluation Question

Employee Comments

POLITICAL SKILLS:

Do you rate your relationships beneficial or non-beneficial and explain why?

Give an instance you made a hurried decision and what was the impact?

[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]
KNOWLEDGE OF COMPANY PROCESSES:

Describe a situation where you have provided advice on procedures and the use of the company resources. Was your advice taken? If yes, what was the outcome?

Is there a time when you have encountered a problem due to lack of knowledge of your company processes? How was the problem solved?

[employee comments]
COACHING OTHERS:

What are some of the techniques you have used to coach your employees? How effective have these been?

How do you prepare for your coaching sessions? How do you get your staff ready for coaching?

[employee comments]
MANAGEMENT SKILLS:

What role have you played in your team and their success?

Do your workers respect or fear you and do your leadership role intimidate them?

[employee comments]
COOPERATION WITH COLLEAGUES:

Are you open to criticism both from management and coworkers?

What can your team say concerning your work ethics and manners?

[employee comments]
ETHICAL BEHAVIOR:

Can you be trusted with confidential information without leaking it out?

Are you most likely to bend the truth to protect yourself?

[employee comments]
ORIENTATION TO WORK:

Do you follow the company's policies in executing the tasks given?

How do you deal with office confrontation and do you feel justice has been served right?

[employee comments]
ENTHUSIASM:

What are some of the career-related actions you took and you were pleased you took them? What pleases you about your actions?

Can you give examples of some of the improvements you have made at work without being asked?

[employee comments]
PROBLEM/SITUATION ANALYSIS:

What information do you research when analyzing a problem and how do you use it?

Describe the most difficult situation/problem you have ever solved. What steps did you take to diagnose it and what was the outcome?

[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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