Use this step by step explanation to craft a good employee performance feedback review for a business or corporate auditor. Find the right words with quality phrases.
A Business or Corporate Auditor protects the company assets by ensuring the organization complies with all the internal control procedures and regulations without fail or laxity. This position is critical in ensuring the company deals openly with their clients.
Key responsibilities for this position include working hand in hand with the entire audit department to ensure the organization complies with the policies and procedures without fail, communicating audit findings by preparing final reports and discussing the results with the auditees, stabilizing personal networks in the expert societies, enforcing companies to adhere to the audit requirement while advising the management on actions needed, maintaining professional and hands-on knowledge through attending educational workshops.
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. | Uses strategic approachability and skill when it comes to solving issues. Shows great flexibility when it comes to changing strategies and tact while dealing with different problems. | 2 |
| 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. Demonstrates good listening skills and always pays attention when other people express their ideas. | 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. | Exhibits good knowledge of the equipment interface and uses it well in troubleshooting. Demonstrates good product and equipment knowledge and can advise clients accordingly. | 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. Produces or delivers work that is 100 percent reliable and trustworthy. | 2 |
| GIVING FEEDBACK: Giving Feedback is one of the most powerful tools to develop employees and improve performance through honest feedback of the work done best and areas that need improvement. | Looks for useful information that the employees need and that which will help them become more successful in their work Avoids focusing on feedback as either negative or positive in order to not interfere with one's ability to put important points across | 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. | Takes the appropriate steps to follow the provided action plan Assumes responsibility for the performance evaluation without being asked to | 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. | Ability to deal with internal and external pressure excellently while maintaining the right attitude Always emphasizes the positive in each situation no matter how grim it looks like | 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. | Tries to break the problem down into smaller, manageable parts in order to decrease anxiety and think more clearly Tries to form own goals in the sense of actions one can take to achieve the desired goals | 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 Follows up sent invoices using text messages or emails; creates set templates for SMS and email follow-ups | 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. | Uses effective search strategies to look for new sources of knowledge and information relevant to a given task Seeks for networking opportunities and encourages others to do the same in order to learn more from others | 2 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| CRITICAL THINKING: How well do you consider all the factors available before making your decision? Do you usually look at issues in a one-sided manner or at different angles? | [employee comments] |
| INNOVATION: How well do you deal with pressure when it comes to developing workable solutions to problems? What can you say is your best innovation when it comes to developing workable solutions? | [employee comments] |
| TROUBLESHOOTING: Give an instance that you used your past knowledge to solve a current problem? Give an instance you handled a task with so much uneasiness and a restless mind and what was the outcome? | [employee comments] |
| ACCURACY: Do you normally have a checklist or a guide before you start doing any given task? How much time do you dedicate to ensure you deliver an error free task? | [employee comments] |
| GIVING FEEDBACK: How have you handled an employee whose work is not up to the company's expectations? How do you recognize and motivate employees who have constantly demonstrated excellent performance at work? | [employee comments] |
| APPRAISAL AND EVALUATION SKILLS: How do you balance quality and quantity in terms of the performance? Are you able to schedule your work to match the company's calendar? | [employee comments] |
| WORK ATTITUDE: Do you allow others to air their opinions or give you new ideas you can implement? Are you always armed with the right attitude no matter the situation? | [employee comments] |
| PROBLEM/SITUATION ANALYSIS: Your manager wants to buy a program that will improve the customer service and asks you for a recommendation. How would you reply? Describe a time when you have anticipated a problem. What did you do about it? | [employee comments] |
| FINANCIAL MANAGEMENT: What are some of the methods you have used to help your company manage its finances effectively? Describe a time when an important project has failed due to poor financial management. What was wrong with the finances and how did you fix it? | [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 improve your skills in analyzing knowledge from different sources? | [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: |