Use this step by step explanation to craft a good employee performance feedback review for an internal auditor. Find the right words with quality phrases.
An Internal Auditor monitors and evaluates how well the risks are being managed and how the internal processes are working. This position provides a lot of consulting services advising management on how to improve systems and processes within the company. The nature of audits vary significantly; this post prioritizes on solving any issue that affects the survival and prosperity of the business.
Other general tasks include, attending meetings with auditees to develop an understanding of business processes, travelling to different sites to meet relevant staff and obtain documents and information, researching and assessing how well risk management processes are working and recording the results using software such as Microsoft Word and Excel, performing risk assessments on the main business activities and using this information to guide what to cover in audits
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 |
|---|---|---|
| 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. | Keeps an open mind and gives the other person an opportunity to explain their side of the story Constantly offers praise for jobs well done in order to reinforce positive behavior and boost morale of the employees | 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. | Takes the appropriate steps to follow the provided action plan Respects the company code and delivers the feedback within the set deadlines | 2 |
| 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. | Maintains a strong personal commitment to the company's goals all the time Carries an attitude of a winner everywhere, in every task given | 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. | Weighs both the positive and negative effects of the suggested solutions to the problem or situation at hand Opens own mind to a solution that may work and tries it out instead of making snap judgments based on little experience and information | 3 |
| QUANTITY OF WORK: The quantity of Work is the amount of work accomplished by an employee against the expectations set by the employer. | Always seeks opportunities to produce more work even if it means working extra hours or coming to work before the reporting time Raises the bar for other employees and is energized by problems that would easily derail others | 2 |
| TIME MANAGEMENT: Time Management is the capacity for an individual to assign specific time slots to activities as per their importance and urgency to make the best possible use of time. | Uses technical tools that assist in delivering work more quickly Balances the speed of delivering work with quality and shows commitment to make improvements in both aspects | 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. | Recognizes the vital importance of current knowledge and puts mechanisms in place for alerts to new knowledge Possesses exceptional job knowledge and performance, and creates opportunities to network across boundaries with the aim of learning from others | 3 |
| SCHEDULING: Scheduling is creating daily workflow charts that the employees are supposed to follow when working and submitting their projects. | Focuses on identifying more important tasks first and balances both quality and quantity Spends half of the available time engaging in activities and thoughts that produce most of the results | 2 |
| DATA ENTRY: Data Entry is a skill to key in information from various sources as directed by the management while keeping to the policies and procedures of the company and ensuring they are accurate. | Encourages others to be responsible, to develop a positive working attitude, and to pay attention to detail Shows willingness to work under pressure and meets most deadlines | 2 |
| MECHANICAL SKILLS: Mechanical Skills are the abilities to solve problems that arise in the workplace, although it may vary from one company to another. | Understands most machining and fabrications processes and shows awareness of most stages of projects Shows willingness to learn how to use computer aided design technologies | 2 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| GIVING FEEDBACK: Describe the most difficult performance review you have handled. What made it difficult and how did you go about it? How do you deliver negative feedback without hurting the feelings of other employees? | [employee comments] |
| APPRAISAL AND EVALUATION SKILLS: Can you be relied upon to deliver accurate and timely data? Are you able to schedule your work to match the company's calendar? | [employee comments] |
| DEDICATION TO WORK: Do you criticize the company or work hard to give it your level best? Are you accountable to your leaders delivering milestones as required? | [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] |
| QUANTITY OF WORK: Describe a big change that occurred in a project you were working on. How did you take advantage of this change to improve your productivity? Describe a time when you had to focus all your attention and energy to get a project done. Did you meet the set productivity goals? | [employee comments] |
| TIME MANAGEMENT: Do you plan your time and evaluate how you use it periodically when working on a project? Is there a time you had to seek assistance from another person to solve a problem quickly? | [employee comments] |
| KNOWLEDGE MANAGEMENT: What are you doing to improve your capabilities of reviewing knowledge requirements for new tasks? How often do you encourage others to participate in networking opportunities that can assist in gaining more knowledge? | [employee comments] |
| SCHEDULING: What are you doing to identify and prioritize more important tasks? Can you think of a time you failed to schedule a task ahead of time? How did you correct the situation? | [employee comments] |
| DATA ENTRY: What efforts are you making to learn more about privacy issues? Have you ever failed to meet a tight deadline? What efforts did you make to improve? | [employee comments] |
| MECHANICAL SKILLS: How often do you train yourself to improve your ability to read a wide range machine prints and diagrams? What efforts are you making to improve your ability to use a wide range of hand tools properly? | [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: |