Use this step by step explanation to craft a good employee performance feedback review for an internal audit senior manager. Find the right words with quality phrases.
An Internal Audit Senior Manager is responsible for managing all the auditors and auditing processes set in place. He is the overall manager of the entire verification process with both junior and senior auditors reporting to him/her. This position allows verification of any data provided by the auditing group before it is released to the president of the company or the CEO.
More responsibilities include verifying the annual internal reports, ensuring internal controls and corporate laws are both compliant, follow-up on pending audit reports, leading auditors meetings, training, and workshops, conducting the risk assessment of assigned departments, identify risk based audit programs and find solutions.
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 |
|---|---|---|
| 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. Usually tries to find errors in work and corrects them immediately. | 2 |
| KNOWLEDGE OF COMPANY PROCESSES: Knowledge of Company Processes is the in-depth understanding of a collection of related, structured activities that serve a particular goal for a group of customers or clients who are valuable to the enterprise. | Writes and presents information in a concise manner and tailors communication to diverse audiences Initiates collaboration with other employees, shares all relevant information with them when performing a task, and assists them in setting goals | 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. | Keeps an open mind and gives the other person an opportunity to explain their side of the story Offers the employee with training and provides more frequent direction in order to help them improve on weak areas | 2 |
| MANAGING AT TEAM: Managing is the administration of an organization which includes activities of setting the strategy of an organization and coordinating the efforts of the employees to accomplish its objectives. | Manages and resolves disputes or conflicts in a constructive manner; encourages creative tension and differences of points of view Keeps up-to-date with technological developments and makes effective use of technology to improve the company or achieve results | 2 |
| INITIATIVE: An initiative is the ability to assess and initiate things independently often done without any managerial influence offered. | Very compassionate and listens to the client's concerns making them know they are heard Always willing to accept responsibility for the tasks given and remain accountable | 2 |
| 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 Seeks to do the more challenging tasks and does them well | 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 Takes full responsibility for mistakes made from solutions that one has implemented and refrains from blaming other people | 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. | Saves social time for after one has completed the assigned tasks in order to avoid distractions and remain focused 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. | Gathers information from different sources to assist in making judgments and seeks further information if existing evidence appears unsound Checks the knowledge and experience of colleagues before starting a new task | 2 |
| TECHNOLOGY SAVVY: Technology Savvy is the introduction of the digital technology in the workplace as a strategy to make tasks run swiftly against doing them manually. | Advocates for the use of modern electronic devices that can assist in sharing and storing data more efficiently Seeks assistance when faced with problems related to operating modern electronic devices | 2 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| ACCURACY: Are you keen when it comes to gathering data and information? How much time do you dedicate to ensure you deliver an error free task? | [employee comments] |
| KNOWLEDGE OF COMPANY PROCESSES: Can you give an example of one or two times when you have presented new information to key decision-makers to help them understand a situation? How would you respond to a new employee who shows an unwillingness to learn the company process? What would you do to help them? | [employee comments] |
| GIVING FEEDBACK: Describe a time when you have had to deal with an employee who was not happy about the feedback you had given. How did you handle the situation? What techniques have you used to track an employee's performance in order to give the best feedback? | [employee comments] |
| MANAGING AT TEAM: Have you ever been appointed to manage a team? If yes, describe the role you played in the team's success Is there a time when you have been a mentor to another aspiring manager? How did you go about creating that relationship? | [employee comments] |
| INITIATIVE: Are you creative enough to come up with decisions for hard tasks? Do you take positive criticism well or do you allow your feeling to lead you? | [employee comments] |
| WORK ATTITUDE: Are you quick to congratulate coworkers who are doing their level best? Are you emotionally stable or do you flare up in uncontrollable anger? | [employee comments] |
| PROBLEM/SITUATION ANALYSIS: How do you weigh the advantages and disadvantages of a solution before implementing it? Describe a time when you have anticipated a problem. What did you do about it? | [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 improve your skills in analyzing knowledge from different sources? | [employee comments] |
| TECHNOLOGY SAVVY: Have you ever utilized the power of modern computing power to assist you in making better decisions? What efforts are you making to learn how to troubleshoot modern electronic devices? | [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: |