Use this step by step explanation to craft a good employee performance feedback review for an internal audit manager. Find the right words with quality phrases.

An Internal Audit Manager oversees the performance of the full review cycle that includes the risk management and control management on all operations, financial reliability, and compliance with all applicable directives and regulations. He/She also determines the internal audit scope and develops annual plans that ought to be followed.

General duties for this position include Performing and controlling the full review cycle, determining internal audit scope and develop annual plans, obtaining, analyzing and evaluating accounting documentation, preparing and presenting reports that reflect audit's results and document process, identifying loopholes and recommended risk aversion measures and cost savings and maintaining an open communication with management and audit committee.

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

TEAM BUILDING: Team Building represents various types of activities used to enhance social relations and define roles within the different teams at the workplace.

Contributes to the success of the team on a regular basis

Manages others by making all his relationships with staff and management professional

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.

Develops an environment of providing motivation and encouragement to all employees equally

Effectively communicates organizational policies and other critical information to subordinates

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 performance appraisal and evaluation seriously and makes improvement on them

Does not compromise on the quality of the company's policies when evaluating the performance of each individual

2

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.

Prepares a well written out action plan on how to execute even the toughest goals

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.

Easily adjusts priorities, activities, and attitude to meet new deadlines and information and to achieve objectives

Shows initiative and self-reliance when making suggestions for increasing the effectiveness of a changing environment

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

MANAGING DETAILS: Managing Details is the skill of paying close attention to details of every element of your job performance to ensure nothing is overlooked.

Does not let other employees waste own time with gossip; sets boundaries at work in order to complete the assigned work correctly and on time

Applies discipline to work activities or assigned tasks and actively looks for ways to enhance the quality of the products and services

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.

Completes tasks on time, avoids time wasters and establishes appropriate priorities

Seeks assistance to solve a problem quickly and avoids lagging behind

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.

Encourages colleagues to comply with standards of managing knowledge and shows willingness to learn more about the relevant standards

Checks the knowledge and experience of colleagues before starting a new task

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.

Relies on sketches, verbal instructions, and notes to complete project designs

Shows willingness to learn how to use computer aided design technologies

2

Self Evaluation

Self Evaluation Question

Employee Comments

TEAM BUILDING:

Do you cooperate with others in your group to lead, follow, contribute, advice or you just watch?

What is one specific lesson you learned from your team that you could not learn by working alone?

[employee comments]
SUPERVISORY SKILLS:

Do you measure your performance as you gauge the performance of the employees?

Do you have a laid out plan on how to ensure you reach each employee individually?

[employee comments]
APPRAISAL AND EVALUATION SKILLS:

Can you be relied upon to deliver accurate and timely data?

Do you concentrate so much on the negative and forget the positives?

[employee comments]
PERSONAL GROWTH:

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

Are you available to attend training and coaching workshops and do you benefit from them?

[employee comments]
ADAPTABILITY:

If you were given a new project to lead without prior knowledge, what steps would you take to tackle it?

When have you been forced to attend to an emergency in an unusual way and what was the outcome?

[employee comments]
DEADLINES - ON TIME:

You are currently working on a project that is due in a few hours. Your boss assigns you another project that is due at exactly the same time as the current one. What do you do to make sure that you meet both deadlines?

What are some of the tools that you have used to prioritize your tasks? How has this helped meet your deadlines?

[employee comments]
MANAGING DETAILS:

How do you make sure that you have all the necessary tools before starting a project or task?

How do you organize your tasks to know which one comes first and what follows next? What tools, if any, have you used?

[employee comments]
TIME MANAGEMENT:

Are you able to distinguish between unimportant and important tasks when working on a project?

Do you make your schedules flexible enough to accommodate emergencies?

[employee comments]
KNOWLEDGE MANAGEMENT:

What are you doing to improve your understanding on when to seek for new knowledge?

What efforts are you making to look for new ideas that can assist you in improving your knowledge capabilities?

[employee comments]
MECHANICAL SKILLS:

How often do you train yourself to improve your ability to read a wide range machine prints and diagrams?

What are you doing to improve your ability to identify weaknesses and potential design improvements in mechanical tools and equipment?

[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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