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

A Corporate Tax Senior Manager is responsible for leading and managing multiple tax engagements to deliver quality tax services for the clients. This position extends an excellent opportunity for leadership and career development to the right candidate.

Other responsibilities include, building new and existing client relationships, demonstrating basic knowledge of client's businesses, reviewing federal and state income tax returns for individuals, businesses, benefit funds, real estate, and exempt organizations, handling federal, state and local tax audits, preparing research memoranda, printed correspondence/guidance, and other documents for docility to the IRS or other taxing authorities, training and supervising staff, reviewing and evaluating their work.

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.

Knows how to receive and give constructive feedback to other team members.

Builds a good and beneficial rapport with fellow team members and always makes them feel appreciated.

2

JUDGMENT SKILLS: Judgment is the ability to make a decision or form an opinion wisely especially in matters affecting action, good sense and discretion.

Compares the leadership potential and personal commitment of different project team members when choosing a project manager

Selects the best option and avoids vagueness or weak compromises in trying to please everyone

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.

Defines ambitious but realistic goals and accomplishes them while meeting performance and quality standards

Is attentive when performing tasks or doing projects or when interacting with people from different backgrounds or countries

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.

Checks to see how many tasks one has left and how many one can cross off instead of counting down the time one has left in a day

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

3

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.

Always ready to share information and knowledge for the joint development of the workers

Establishes and maintains a corporate culture of reliability and caring

2

LEADERSHIP SKILLS: Leadership Skills are soft skills that assist leaders in positively interacting with employees or team members to make the workplace a great place.

Recognizes and rewards the team for their behavior and hard work

Organizes directs and guides the subordinates to a rewarding finish line

2

INITIATIVE: An initiative is the ability to assess and initiate things independently often done without any managerial influence offered.

Does not pause to be told what to do, always seeks new tasks to work on

Always ready to take on new tasks whenever it happens

3

POTENTIAL FOR ADVANCEMENT: The potential for Advancement is the ability to make something better by being more skillful, more efficient, and more useful to produce high-quality results.

Sets challenging yet realistic goals and designs strategies to achieve them

Takes work seriously giving it the required commitment the company asks

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

Encourages constructive feedback from employees in order to know what is happening on the ground

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

Self Evaluation

Self Evaluation Question

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]
JUDGMENT SKILLS:

Is there a time you have made a difficult decision? How did you handle the feedback? Is there a way you could have handled the situation differently?

Do you usually analyze information better alone or with a group? Why? When do you seek assistance from other employees?

[employee comments]
KNOWLEDGE OF COMPANY PROCESSES:

How do you demonstrate your understanding of the general environment in which your company operates?

What steps have you taken to encourage other employees to keep up-to-date with the company's rules, structures, networks, and systems?

[employee comments]
MOTIVATING OTHERS:

What types of tasks or projects do you enjoy doing the most? Why?

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]
MANAGEMENT SKILLS:

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

Do your workers respect or fear you and do your leadership role intimidate them?

[employee comments]
LEADERSHIP SKILLS:

Do you offer concern and assistance for poorly performing employees?

Are you willing to learn new trends to equip you as a better leader?

[employee comments]
INITIATIVE:

Are you prepared to learn new skills and incorporate them into your work?

Do you have the ability to plan your personal goals and accomplish them?

[employee comments]
POTENTIAL FOR ADVANCEMENT:

Are you willing to change tactics and part of the winning team?

Do you pay careful attention to coaching and implement it in your work?

[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 set projects deadlines and milestones to make sure that employees meet them successfully?

[employee comments]
KNOWLEDGE MANAGEMENT:

How often do you encourage others to share their knowledge and experience?

Can you think of a situation where you didn't comply with knowledge management standards? How did you correct the situation?

[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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