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

The Internal Audit Director is responsible for planning and executing a risk-based audit plan to evaluate, report on and make recommendations for improving the company's key operational and finance activities and internal controls. The position requires the director to issue directives to every staff of the auditing group.

More responsibilities for this post includes - identifying and assisting in documenting existing internal financial records, executing and documenting new internal controls, establishing an internal monitoring function that helps in auditing the company's compliance with the internal controls set, launching ''cross-selling'' business to other practices, promoting new ideas and business solutions that result in extended services to existing clients.

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

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

Highly committed to maintaining punctuality that has contributed to a large extent to the overall success of the team

2

PHYSICAL ABILITIES: Physical Abilities is the ability of one's strengths and limitations that are also known as the individual resources to perform well at the tasks given.

Successfully finds new effective ways to perform difficult tasks that nobody wants to handle

Requires only a little guidance to work on a new responsibility

2

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

Offers to cover the responsibilities of a colleague while he/she is on vacation

Tailors a sales pitch to meet unique needs of a certain client

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 for the solution that highlights the most positive effects as well as that, which produces the mildest consequences

Defines own goals specifically and makes them as realistic and as attainable as possible

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.

Divides a project into tasks and estimates the amount of time it would take to complete each task in order to get a realistic time for the whole project

Gets a complete clarification on the most important parts of the project before one agrees to a deadline

3

FINANCIAL MANAGEMENT: Financial Management is the skill of learning how to handle accounting, finance, and organizational management through providing daily data on the operations that take place every day.

Uses a mobile payment system to accelerate cash flow and to make payment for products and services faster and easier

Develops comprehensive financial statements or loan proposals in order to establish a strong relationship with lenders and secure loans

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.

Appraises information and knowledge critically before using it and recognizes the risks involved in misusing information

Demonstrates exceptional responsibility for developing knowledge management skills and has the best ideas for improving the knowledge of colleagues

3

RESEARCH: Research is the ability to stay updated on the latest trends in different fields as per your concern or the concern of your company or business.

Uses existing data collections tools to gather data when conducting a research

Makes effort to examine the truth of an argument before making a conclusion

2

SCHEDULING: Scheduling is creating daily workflow charts that the employees are supposed to follow when working and submitting their projects.

Makes enough effort to create effective and reliable project schedules

Constantly updates the list of activities and makes efforts to track most project schedules

2

WRITING REPORTS AND PROPOSALS: Writing Reports and Proposals is the ability to record business reports and plans for the company or project following the policies and procedures of the company.

Makes enough effort to use a reader-friendly writing style that meets the needs of the target audience

Shows willingness to learn how to acknowledge cited works appropriately

2

Self Evaluation

Self Evaluation Question

Employee Comments

INITIATIVE:

Are you pushed to think creatively and explore new opportunities?

How well do you handle work pressure, deadlines, and coworkers?

[employee comments]
PHYSICAL ABILITIES:

Are you well equipped for the tasks you applied for?

What areas do you think you need to improve on?

[employee comments]
ADAPTABILITY:

Do you prefer an environment with a structured routine or one with new experiences?

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

[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]
DEADLINES - ON TIME:

Is there a time when you have failed to meet an important deadline? What was the problem and how did you go about it?

Which is one of the most difficult projects you have ever done? What made it difficult and how did you go about making it a success?

[employee comments]
FINANCIAL MANAGEMENT:

Which is one of the best deals you have ever negotiated with a vendor? How did the company benefit from this?

What factors do you consider when making a major purchasing decision? Give an example of the last time this happened

[employee comments]
KNOWLEDGE MANAGEMENT:

Can you think of a situation where you didn't communicate well when sharing knowledge? How did you correct the situation?

How often do you encourage others to participate in networking opportunities that can assist in gaining more knowledge?

[employee comments]
RESEARCH:

Have you ever failed to communicate the purpose and outcomes of a research clearly? How did you correct the situation?

How often do you break bigger issues into smaller manageable parts when faced with complex situations during research?

[employee comments]
SCHEDULING:

What are you doing to identify and prioritize more important tasks?

How often do you encourage others to work steadily towards both career and personal goals?

[employee comments]
WRITING REPORTS AND PROPOSALS:

How often do you encourage others to learn how to integrate primary data and secondary sources accurately?

What efforts are you making to understand all the components of reports and proposals?

[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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