Use this step by step explanation to craft a good employee performance feedback review for an external auditor. Find the right words with quality phrases.
An External Auditor's role is to serve as a self-governing evaluator of the financial records of any organization be it individual, government or any legal entity. This position is relied upon by many business owners who expect the independent and unbiased evaluation of their finances. This auditor is different from internal auditors because they appraise the organizations without an opinion on the financial information they evaluate.
General duties includes preparing and submitting clear and concise audit reports, examining end of the year and interval accounts, conducting departmental reviews and interviewing key staff members about their work practices, collecting and reviewing financial statements and other operational data, evaluating financial risk controls, serving as the primary contact for the audit staff and the client, performing work for different organizations,
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. Questions regularly to find out if the decision taken will achieve the desired effect. | 2 |
| INNOVATION: Innovation is the process of translating new invention into a service that creates value or brings better solutions that meet the requirements. | Demonstrates confidence and poise when pursuing new and challenging tasks. Demonstrates good listening skills and always pays attention when other people express their ideas. | 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 |
| SUPERVISORY SKILLS: Supervisory Skills is the ability to lead and manage people effectively in a difficult and challenging atmosphere in the day to day life. | Gives constant encouragement and constructive suggestions to subordinates assisting them in their work Encourages active involvement to all the workers to promote positive involvement | 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. | Maintains a positive outlook even when performance is not very pleasing Always strives to succeed with maximum effectiveness in every area | 3 |
| 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. | Certain about capability to get any job done and done well Always willing to jump in and help with any situation without necessarily being asked | 2 |
| PERSONAL RELATIONSHIPS: Personal Relationships is the relationship between individuals who have or have had a continuing relationship of any nature either professional or informal. | Demonstrates to colleagues that one is listening carefully by paraphrasing what they have said and asking follow-up questions Accepts diverse people and takes the time to consider their opinions and factor their insights into one's own decision-making | 3 |
| DEADLINES - ON TIME: Deadlines - On time is the ability to prioritize the important tasks and setting up a plan on how to work on them first to deliver within the set period. | Tells a friend or other employees about a deadline in order to feel motivated to complete it on time Negotiates due dates with the people concerned in order to have more control and reduce stress when working on a project | 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 Looks for ideas that can assist in improving own knowledge capabilities and accepts useful suggestions | 2 |
| WRITING REPORTS AND PROPOSALS: Writing Reports and Proposals is the ability to record business reports and plans for the company or project following the policies and procedures of the company. | Evaluates samples of published reports and proposals to gain confidence in preparing and writing reports and proposals Demonstrates willingness to learn how to integrate primary data and secondary sources accurately | 2 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| CRITICAL THINKING: Give an instance you hurriedly made a decision without thinking it through and what was the result? 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? How well do you respond to issues and what do you feel is your weak point when dealing with problems? | [employee comments] |
| ACCURACY: Are you keen when it comes to gathering data and information? Are you someone who needs constant monitoring or supervision to deliver reliable work? | [employee comments] |
| SUPERVISORY SKILLS: Have you come up with appropriate boundaries and do you follow them? Do you have a laid out plan on how to ensure you reach each employee individually? | [employee comments] |
| APPRAISAL AND EVALUATION SKILLS: How do you balance quality and quantity in terms of the performance? Do you work with the employees after the assessment to see better results? | [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] |
| PERSONAL RELATIONSHIPS: Can you describe an experience that showcases your ability to work and relate well with other employees in the workplace? Is there a time when you have chosen to trust a colleague to handle a very sensitive project for you? What was the outcome? | [employee comments] |
| DEADLINES - ON TIME: How have you kept yourself motivated to meet deadlines at work? How have you helped others on the same? What are some of the things that you include in your to-do lists to make them effective? How has this helped you meet your deadlines? | [employee comments] |
| KNOWLEDGE MANAGEMENT: What efforts are you making to improve your knowledge searching strategies? What efforts are you making to look for new ideas that can assist you in improving your knowledge capabilities? | [employee comments] |
| WRITING REPORTS AND PROPOSALS: How often do you encourage others to acknowledge cited works? What efforts are you making to understand all the components of reports and proposals? | [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: |