Use this step by step explanation to craft a good employee performance feedback review for a forensic / fraud officer. Find the right words with quality phrases.

A Forensic / Fraud Officer investigates all types of financial issues concerning forgeries, legal claims, work injuries and any other fraudulent case. By poring through records, interviewing claimants and even working undercover to collect enough evidence, the officer gets to know every detail required to determine if fraud was committed. This officer works closely wit the police and state regulatory agencies that may need him to testify in a criminal or civil case.

Other tasks include analyzing government and insurance databases to ascertain precise background information on claimants and potential witnesses, visiting and interviewing applicants, performing surveillance work through undercover investigations, Understanding, and Practice of laws that pertain to public and insurance funds, understanding and practice of the legal limits of private investigation

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

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.

Not afraid to make mistakes and tries to find creative ways to handle any issue.

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.

Demonstrates zero tolerance for any mistakes that can be found in any work.

2

JUDGMENT SKILLS: Judgment is the ability to make a decision or form an opinion wisely especially in matters affecting action, good sense and discretion.

Creates time to research possible logistical or legal problems associated with a new company policy before implementing it

Tries to be as objective and measured as one can be, and seeks input from other employees where appropriate or necessary

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

Schedules a specific time to give feedback and allows the other person time to prepare to receive it

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.

Works on overtime whenever needed to ensure deadlines are met

Highly certain of the ability to get any job done and done well

3

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.

Has gained professional recognition fast due to the growth posted

Ability to coach others on the need of setting goals and accomplishing them on time

2

ADAPTABILITY: Adaptability is the ability to cope with and adapt to unexpected situations in any environment and staying connected with a great attitude.

Encourages others to take the initiative when new projects come along and to quickly adapt to situations

Surveys clients about their experience with the company and modifies service delivery based on the findings

2

PERSONAL ACCOUNTABILITY: Personal Accountability is the feeling that you are entirely responsible for your actions and consequences taking ownership without blaming others.

Takes ownership of personal or team performance and helps team members to achieve their goals or improve their performance

Presents oneself as a polished employee who exemplifies credibility and success and inspires other employees to be more professional

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.

Speaks positively to own bosses and provides quality feedback about the people one works with

Practices common courtesy by making eye contact and referring to colleagues by their names in order to create a smooth working environment

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.

Keeps own motivation up by rewarding oneself after successfully completing a phase of the problem

Prepares for the worst possible outcome and how to deal with it; tries something else when a solution one has implemented doesn't work

2

Self Evaluation

Self Evaluation Question

Employee Comments

CRITICAL THINKING:

Elaborate on a given occasion that you made the best decision. How did you feel about it?

Do you always try to inquire further, what could be the missing elements that could achieve a positive outcome?

[employee comments]
ACCURACY:

How well do you take in instructions and follow them to the letter?

Are you someone who needs constant monitoring or supervision to deliver reliable work?

[employee comments]
JUDGMENT SKILLS:

Describe a time when you have had to think on your feet in order to extricate yourself from a difficult situation. What was the outcome

In your opinion, what factors should one consider when comparing the pros and cons of two potential vendors for processing payroll?

[employee comments]
GIVING FEEDBACK:

Describe a time when you have helped an employee accept change and make adjustments necessary to move forward. How did you go about it?

How do you deliver negative feedback without hurting the feelings of other employees?

[employee comments]
DEDICATION TO WORK:

Do you give all the tasks provided your utmost attention or do you overlook details?

Are you willing to change in areas that are not too impressive?

[employee comments]
PERSONAL GROWTH:

Do you accept positive criticism and work on the areas that need change?

Are you personally aware of areas you need to change?

[employee comments]
ADAPTABILITY:

Were there times you had to take in a new task when you were still heavily involved with another one?

Give a situation where you had to present to a group of clients with little or no preparation. What challenges did you face?

[employee comments]
PERSONAL ACCOUNTABILITY:

Can you describe a time when you were asked to handle a tough problem which challenged your personal accountability? What was the outcome?

Describe a time you reacted to pressure situations or short deadlines. How did you do it?

[employee comments]
PERSONAL RELATIONSHIPS:

Can you describe an experience that showcases your ability to work and relate well with other employees in the workplace?

Describe a time when you have met resistance while trying to build a relationship with a colleague. How did you deal with it?

[employee comments]
PROBLEM/SITUATION ANALYSIS:

Can you explain the steps you have taken to troubleshoot a problem? How effective have these steps been?

Describe a time when you have found a creative way to solve a problem. How did you feel?

[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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