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

An IT Audit Manager directs the entire team of the IT Internal Audit staff who monitors the company's computer network for possible mismanagement, fraud, and inefficiency. The manager is in charge of ensuring that all the IT audit practices comply with the company policies and government regulations as well as promoting efficient practices by recommending improvements in their systems.

Other responsibilities include monitoring IT systems to ensure they follow policies and practices, Evaluating technology, managing staff, identifying controls and keeping records, mentoring each IT staff member to the level of proper expertise, ensuring that the staff has a solid understanding of the correct auditing procedures to conduct their investigations.

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

VERBAL COMMUNICATION: Verbal Communication is the use of tones and language to relay a message; it aids as a vehicle for expressing ideas, concepts and it, is critical to the daily running of the business.

Prepares adequately well before delivering that all-important speech before others.

Never beats around the bush but instead goes straight to the point.

2

TEAMWORK SKILLS: Teamwork is the process of collaboratively working with a group of people with an aim to achieve a set goal within a business ensuring that the staff and management cooperate using their skills and provide constructive feedback.

Has a good way of solving team conflicts and ensures that peace and harmony are upheld.

Always quick to notice and ease tensions that might be simmering within the group.

2

TROUBLESHOOTING: Troubleshooting is solving a problem or determining a question to an issue which is often applied to repairing failed products or processes on a machine or a system.

Exhibits good knowledge of the equipment interface and uses it well in troubleshooting.

Tries to seek assistance on issues that are difficult to handle.

2

MOTIVATING OTHERS: Motivating is using persuasion, incentives and mental or physical stimulants to influence the way people think or behave individually or in groups.

Keeps track of one's tasks and chores and ticks them off when finished in order to see how much one has done in a day and how much one needs to do

Takes the time to get one's desk in order and make things just how one likes them

3

NETWORKING: Networking is the process that encourages an exchange of information and ideas among individuals or groups that share the same interests.

Makes business cards and promotional materials that present one as a polished professional

Pursues a hobby like painting or sporting in order to create strong connections founded on similar interest

3

MANAGEMENT CONTROL: Management Control is a system that collects and uses the information to evaluate the performance of different organizational resources like the financial, physical and the organization performance as a whole.

Provides teams and individuals with the support they require to accomplish goals

Maintains an open communication process among the staff and management

2

MONITORING OTHERS: Monitoring others is tracking employee activities monitor the worker engagement with the workplace-related tasks.

Avoids looking at a person up and down so that they don't notice that something is up

Looks for patterns in a person's behavior in order to have a deeper understanding of the person

3

SEEING POTENTIAL PROBLEMS: Seeing Potential Problems is the ability to structure the current situations and identify developments that could cause problems in the future.

Trains every member of the team on good time estimation skills in order to maintain accurate schedules

Sits down with the management team every time something new is added to the project in order to determine its verdict

2

QUANTITY OF WORK: The quantity of Work is the amount of work accomplished by an employee against the expectations set by the employer.

Sets new standards for productivity and inspires other employees or team members with own output

Is highly motivated and constantly offers outstanding suggestions to keep others motivated to exceed the company goals and expectations

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

Makes effort to complete tasks that have cost restraints and meets most deadlines

2

Self Evaluation

Self Evaluation Question

Employee Comments

VERBAL COMMUNICATION:

Have you ever tried to think about what you would say from another person's perspective?

Do you give people ample time to talk before you state your point or views?

[employee comments]
TEAMWORK SKILLS:

Do you make your voice heard on team issues, or you allow others to come up with the ideas?

Do you always have a tendency of blaming others for the mistakes made?

[employee comments]
TROUBLESHOOTING:

Give an instance you tried to troubleshoot, and you were not successful.

What do you consider as your best and worst experience when it comes to troubleshooting?

[employee comments]
MOTIVATING OTHERS:

What is one of the lowest points you have had at work? What did you do to remain motivated and accomplish your goals?

What is the biggest goal you have ever accomplished? Why do you consider it the biggest? Describe the problems you faced, if any

[employee comments]
NETWORKING:

How do you make sure to keep in touch with a new contact after the first meeting?

What do you do when a client turns you down or shows no interest in what you have to offer? Give two examples of when this happened

[employee comments]
MANAGEMENT CONTROL:

Do you encourage ideas by inspiring team members and supervisors to become more innovative and engaging?

Do you appreciate the many different ways that projects can be accomplished except the one you have set?

[employee comments]
MONITORING OTHERS:

How do you make sure the other person doesn't know you are observing them?

How do you make sure that monitoring does not kill employees morale or make them nervous?

[employee comments]
SEEING POTENTIAL PROBLEMS:

Describe a solution that was implemented primarily due to your ability to see potential problems. What was the problem?

How do you set projects deadlines and milestones to make sure that employees meet them successfully?

[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?

Is there an instance when you have used shortcuts to get a job done? How did this affect your productivity?

[employee comments]
MECHANICAL SKILLS:

What are you doing to improve your math skills and apply them in analyzing problems and designing solutions?

What efforts are you making to improve your ability to use a wide range of hand tools properly?

[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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