Use this step by step explanation to craft a good employee performance feedback review for an audit consultant. Find the right words with quality phrases.
An Audit Consultant helps in resolving and fixing up the financial issues for the organization. This role is vital in ensuring that clients new or old require a current picture of a stable company that will attract them to invest. A company coupled with financial problems no one will be attracted to chaos and wrangles.
Besides making sure the company is financially sorted, other vital responsibilities includes Understanding the conditions of the client and gather enough information to interact with various resources, conducting thorough research to find out if there are any crooked issues and question the inconsistencies, Resolving any financial matters that may crop up during the auditing procedures, ensuring every method in compliance with the verification procedures and auditing policies and procedures.
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 |
|---|---|---|
| CRITICAL THINKING: Critical Thinking is the ability to think clearly and rationally while understanding the logical connection between ideas in a reflective and independent thinking. | Demonstrates well assertive and decisive ability when it comes to handling problems. Not afraid to make mistakes and tries to find creative ways to handle any issue. | 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. 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. | Takes time to perform tasks and is never in any hurry to ensure they are accurate. Usually tries to find errors in work and corrects them immediately. | 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. | Identifies patterns across situations that are not obviously related as well as key and underlying issues in difficult situations Is able to work towards win-win outcomes; takes the time to learn and understand own counterparts and how to respond to them during negotiations | 3 |
| 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. | Maintains a positive outlook even when performance is not very pleasing Highly seasoned with professional skills with versatile expertise in various areas | 3 |
| 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 Carries an attitude of a winner everywhere, in every task given | 2 |
| PERSONAL GROWTH: Personal Growth is the improvement of one's awareness, identity, developing talents and potential to facilitate the growth of oneself and the position they handle at the workplace. | Prepares a well written out action plan on how to execute even the toughest goals Takes work very seriously and gives no excuse to be absent | 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. | Tries to break the problem down into smaller, manageable parts in order to decrease anxiety and think more clearly 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 |
| 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. | Understands when to seek for additional knowledge and assesses the knowledge required for a specific task Looks for ideas that can assist in improving own knowledge capabilities and accepts useful suggestions | 2 |
| SCHEDULING: Scheduling is creating daily workflow charts that the employees are supposed to follow when working and submitting their projects. | Makes effort to schedule tasks for the day ahead of time Makes effort to set enough time for most of the essential tasks | 2 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| CRITICAL THINKING: How well do you consider all the factors available before making your decision? When expressing your ideas do you deliver them in a logical manner? | [employee comments] |
| INNOVATION: Give an instance that you had to fall on your plan B when things did not work out as intended? Describe the best and the worst decision you have ever made? | [employee comments] |
| ACCURACY: Give an instance you overloaded yourself with work and how you would rate the work you submitted. How do you do your research and do you use factual data and information while doing any task? | [employee comments] |
| KNOWLEDGE OF COMPANY PROCESSES: Can you give an example of one or two times when you have presented new information to key decision-makers to help them understand a situation? 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] |
| APPRAISAL AND EVALUATION SKILLS: Do you encourage and motivate or do you discourage others? Do you concentrate so much on the negative and forget the positives? | [employee comments] |
| DEDICATION TO WORK: Do you feel unable to accomplish a task even before beginning it? Are you accountable to your leaders delivering milestones as required? | [employee comments] |
| PERSONAL GROWTH: Do you consider the requirements carefully before handling any task? Do you find it hard to work with the management in certain areas? | [employee comments] |
| PROBLEM/SITUATION ANALYSIS: Describe a time when you solved a problem without all the necessary information about it in hand. How did you go about it and what was the outcome? What are some of the challenges that you have encountered when analyzing problems and how have you faced them? | [employee comments] |
| KNOWLEDGE MANAGEMENT: What are you doing to improve your capabilities of reviewing knowledge requirements for new tasks? What efforts are you making to stay alerted with new knowledge? | [employee comments] |
| SCHEDULING: What efforts are you making to update your list of activities and track project schedules? How often do you balance work and life and how often do you schedule time for non-work related activities? | [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: |