Use this step by step explanation to craft a good employee performance feedback review for an external audit sr manager. Find the right words with quality phrases.
An External Audit Sr Manager is responsible for verifying operations, controls, processes and practices in the finance department of any company. He/She may also recommend changes and enhancements to existing policies and controls to ensure that they are current and functional by the businesses and the government.
Other general responsibilities for this position are, overseeing the entire audit process and the entire team responsible, planning and performing operational and financial audits, identifying business risks involved and finding solutions, promoting examination methodologies to appraise the fitness of controls, recording the results of the evaluations according to his observations, updating recommendations and reports based on audits and presenting these ideas to senior management.
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 |
|---|---|---|
| VERBAL COMMUNICATION: Verbal Communication is the use of tones and language to relay a message; it aids as a vehicle for expressing ideas, concepts and it, is critical to the daily running of the business. | Knows audience well enough and uses the correct language and terms that will suit them perfectly. Shows great eloquence when it comes to delivering speeches and talks. | 2 |
| ACCURACY: Accuracy refers to the closeness of a measured value to a known value or standard that is passed by the governing laws. | Tries not to overwork to minimize chances of making errors. Demonstrates zero tolerance for any mistakes that can be found in any work. | 2 |
| COLLABORATING WITH OTHERS: Collaborating is willingly working with one another and cooperating in whatever task one is assigned without behaving poorly or having an attitude change that hurts others. | Addresses underlying causes of low participation; finds out why a group member is not fulfilling the assigned role or barely attending meetings Makes sure own goals determine the activities one chooses; avoids wasting time with activities just because they are fun | 2 |
| TEAM BUILDING: Team Building represents various types of activities used to enhance social relations and define roles within the different teams at the workplace. | Have no difficulty at all working along with others in the organization Gives credit where it is due to anyone without showing any favoritism | 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 Does not compromise on the quality of the company's policies when evaluating the performance of each individual | 2 |
| POTENTIAL FOR ADVANCEMENT: The potential for Advancement is the ability to make something better by being more skillful, more efficient, and more useful to produce high-quality results. | Has established an easy way to meet all the company goals set Manages time well and schedules tasks well spread in daily tasks | 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. | 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 |
| ROLE AWARENESS: Role Awareness is the ability to be informed of your role in a given environment as well as understand the expectations placed on a position and to see how they are met apparently. | Uses time wisely in order to reduce the risk of mistakes that come from squeezing too much work into too little time Works backwards from the deadline in order to see how tweaking daily micro tasks could increase chances of meeting own goals even further | 2 |
| 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. | Keeps emails and documents in a categorized folder in order to avoid wasting time while looking for important information Sets a deadline few days before the actual deadline in order to make up for tasks that may take longer than expected | 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 |
|---|---|
| VERBAL COMMUNICATION: Who is the greatest orator that you admire and why do you admire them? Have you ever tried to copy somebody else's way of talking and how did it turn out? | [employee comments] |
| ACCURACY: Which environment do you work comfortably well, noisy or quiet environment? How do you do your research and do you use factual data and information while doing any task? | [employee comments] |
| COLLABORATING WITH OTHERS: Can you give the best example of a time when you worked cooperatively as a team member to complete an important task? Some people prefer working alone while other prefer working as a team. What do you prefer and why? | [employee comments] |
| TEAM BUILDING: What is your personality? Does it hinder or encourage you to participate? Do you easily cooperate with others when asked to or do you follow your own ideas without submission? | [employee comments] |
| APPRAISAL AND EVALUATION SKILLS: Do you encourage and motivate or do you discourage others? Do you give the employees a chance to explain their performance or is your word final? | [employee comments] |
| POTENTIAL FOR ADVANCEMENT: Do you carefully consider the feedback from the management or do you overlook it? Do you accept positive criticism that is meant to help you improve your expertise? | [employee comments] |
| PROBLEM/SITUATION ANALYSIS: Can you explain the steps you have taken to troubleshoot a problem? How effective have these steps been? What are some of the challenges that you have encountered when analyzing problems and how have you faced them? | [employee comments] |
| ROLE AWARENESS: Describe a project that required you to demonstrate role awareness. What was your role and what was the outcome? How have you helped new and underperforming employees become more aware of their positions in the department or company? | [employee comments] |
| DEADLINES - ON TIME: How do you handle distractions and interruptions at work? Is there a time when you were distracted when doing an important task? What did you do? 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 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] |
Summary |
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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: |