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

An IT Audit Senior Manager is responsible for leading the IT department of the organization while providing oversight and implementation of an efficient and effective internal control testing the framework, evaluating deficiencies and interacting with internal auditors to clearly identify a practical and appropriate approaches to their concerns.

Primary tasks include, preparing a strategic annual plan and risk assessment for the IT audit coverage and an independent evaluation of risk and internal controls, identifying potential issues and the root cause and making practical recommendations, assisting the head of internal audit in rolling out the risk management reporting, performing transparent review process and client relationship activities with integrity, objectivity and independence, analyzing data to identify trends or issues.

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

WRITING SKILLS: Written Communication involves the interaction that makes use of the written word with precision and logic making it the very common form of business communication.

Researches thoroughly on a topic before writing about it to have concrete facts and information.

Has developed a specialty of writing about a particular subject with ease and comfort.

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.

Displays good leadership skills and has great abilities to influence others.

Always ready to help other team members with their work to ensure it is completed on time.

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.

Knows how well to handle clients and their various problems.

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.

Makes a list of all the positive things at work and tries to think about them when one feels demotivated

Rewards oneself for tasks and projects that have been completed successfully and on time

3

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

Leaves blanks spaces in a business card just in case a new contact needs to jot down additional information about what one does

Follows up with casual contacts in order to try and build a potential long-term business relationship

2

MANAGEMENT SKILLS: Management Skills are also known as leadership skills and involve planning, decision making, delegation, time management and time management to ensure optimum organization in focus and the technical of how and why of accomplishing tasks.

Organizes, guides, give directions and feedback to the subordinates and colleagues

Appropriately distributes the resources depending on the priority of the projects

2

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

Puts one's own needs aside and constantly focuses on the other person in order to observe them

Pays attention to how a person looks after having a conversation in order to get a baseline reading 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

Regularly checks in with team members either in person or by phone in order to see how things are going and address issues

2

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

Always goes that extra mile; is responsible for a major improvement in own department's productivity

Works directly with other employees in order to enhance their productivity or get new ideas of being more productive

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

WRITING SKILLS:

How well do you do your research before you set out do any form of writing?

Do you have a mentor to guide you in your writing and how has it benefited you so far?

[employee comments]
TEAMWORK SKILLS:

Do you always take credit for what others have done or you appreciate their efforts?

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.

Have you ever sought help when you were stuck at a given point and what new thing did you learn?

[employee comments]
MOTIVATING OTHERS:

What are some of the projects or tasks you have tackled without being asked or supervised? How did you push through difficulties?

How do you motivate others to accomplish their goals? Give an example of when this happened

[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 SKILLS:

How have you led the efforts of your team to ensure they emerge the best?

Have you been able to create agreement and a shared purpose in your team without a difference in opinion?

[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 time when you have been able to see a huge future problem. What made this possible and how did solve it?

How have you helped employees who are behind schedule to improve their performance and meet deadlines?

[employee comments]
QUANTITY OF WORK:

Describe how you schedule tasks in a normal work day. What kind of tasks do you reserve for when you are most productive?

What do you think can be done differently to improve the overall productivity of your company?

[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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