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

An IT Audit Director / Partner is responsible for handling the IT department in the business even though he/she is a partner with a right to oversee overall activities in the firm.

Essential duties for this position are, managing project financials like budgets, timely billing and collection, maintaining the highest technical and professional standard, working with the team provided to achieve the set goals of budgets and business plans, provides a management portfolio of clients and delivering high quality assurance services, monitoring and controlling the auditing staff, providing additional help and guidance to clients who require consultancy services, carrying out practice management activities, coaches, trains and develops auditing staff to upgrade their knowledge.

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

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.

Does proper research to try to find out other new ways of troubleshooting.

Knows how to establish and maintain personal networks and relationships that are useful in troubleshooting.

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 motivators close; tells other employees what one wants to accomplish so that they can hold one accountable

Sets career goals that match with those of the company in order to stay motivated during the workweek

2

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

Identifies one's goals and focuses on them when having a meeting with business professionals

Attends community functions such as job fairs or local festivals in order to meet new people and get the name of one's company recognized by the community

3

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 the appropriate steps to follow the provided action plan

Respects the company code and delivers the feedback within the set deadlines

2

APPEARANCE AND GROOMING: Appearance and Grooming are the way one presents themselves in a professional environment or the workplace with the aim of gaining positive impression and respect as well.

Dresses the part to create both personal and corporate confidence

Does not use grooming that conflicts with the company policy

2

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

Compares a person's baseline reading with a later behavior in order to get a clue on what they might want to hide or how they express their true feelings

Asks for tangible evidence and details of results on what a person has been working on

2

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

Looks for changes that affect the requirements of the project and finds a solution as first as possible in order to keep the projects going

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.

Regards team's productivity as a top priority and constantly identifies and implements new methods to get things done and enhance the team's output

Creates and implements time management strategies that streamline own tasks and processes in order to meet deadlines

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.

Shows willingness to learn more math skills to improve on the ability to analyze problems and design solutions

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

2

Self Evaluation

Self Evaluation Question

Employee Comments

TEAMWORK SKILLS:

How well do you work while you are on a team or a group?

Do you show leadership skills while you are in a team and how will you rate your leadership skills?

[employee comments]
TROUBLESHOOTING:

How do you manage your clients and communicate to them the progress of their work?

Give an instance you failed to deliver a task you had been given by a client. How did you resolve it?

[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?

Is there a time when you have not accomplished a task due to lack of motivation? What led to your lack of motivation? How did you fix it?

[employee comments]
NETWORKING:

How has making new connections improved your professional and personal skills?

What are some of the things you don't like about networking events and networking in general?

[employee comments]
APPRAISAL AND EVALUATION SKILLS:

Do you find fault with some of the employees you assess?

Do you work with the employees after the assessment to see better results?

[employee comments]
APPEARANCE AND GROOMING:

Are you introducing a good or bad example to other employees who are watching you?

What is your level of hygiene that you present to others?

[employee comments]
MONITORING OTHERS:

Is there a time when you felt your monitoring system is not giving you what you expected? What did you do?

Do you prefer to work in a company where employees are constantly monitored or one where they are not? Why?

[employee comments]
SEEING POTENTIAL PROBLEMS:

Is there a time when you have faced a huge problem that could have been prevented? How did you go about solving it?

How do you test a new software in order to make sure that it does not have hidden issues?

[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?

How have you dealt with a subordinate whose productivity was consistently marginal?

[employee comments]
MECHANICAL SKILLS:

What efforts are you making to improve your communication skills when explaining complex machines to clients?

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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