Use this step by step explanation to craft a good employee performance feedback review for a corporate tax manager. Find the right words with quality phrases.
The Corporate Tax Manager is responsible for keeping the company's tax compliance, tax planning and accounting for income taxes and preparation of tax returns. A great manager always stays afloat of any emerging tax laws as well as excellent tax planning and saving provisions.
More responsibilities include - delivering timely and accurate data to the corporate tax function, enable accurate and timely forecasting of the group rate tax and acceleration of tax reporting closing, compiling and presenting quarterly reporting, implementing the tax plans to make sure they work, advising on bespoke tax planning, reviewing of tax provisions, liaising with other accountants, tax advisors, independent financial advisers and third party professionals.
Employee Performance Review Sample | |
|---|---|
| Employee's Name: | Title: |
| Review Period: __/__/__ to __/__/__ | Employee SSN: |
| Work Location: | Supervisor's Name: |
Instructions |
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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 |
|---|---|---|
| JUDGMENT SKILLS: Judgment is the ability to make a decision or form an opinion wisely especially in matters affecting action, good sense and discretion. | Analyzes data from different focus groups in order to help select proper packaging for a new product in the company Tries to be as objective and measured as one can be, and seeks input from other employees where appropriate or necessary | 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. | Proposes different ways to do things and understands the value of other ideas and ways of doing things 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. | Eliminates distractions; commits to turning off one's phone for a few hours at a time in order to get something done quickly Makes sure to get along with colleagues in order to enjoy being at work and boost motivation | 2 |
| GIVING FEEDBACK: Giving Feedback is one of the most powerful tools to develop employees and improve performance through honest feedback of the work done best and areas that need improvement. | Keeps an open mind and gives the other person an opportunity to explain their side of the story Gives objective and forward moving feedback that motivates and inspires the other person to perform better | 2 |
| TEAM BUILDING: Team Building represents various types of activities used to enhance social relations and define roles within the different teams at the workplace. | Always willing to coach others and is available to demonstrate learning to the team Share achievements of the projects with the rest of the team | 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. | Highly responsible with the staff always informed what is happening in their professional and personal life Encourages the employees to learn to take responsibility for their performance | 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. | Uses specific and deliberate exercises to strengthen the team further Implements a broad range of varied activities that increase the team's ability to handle challenging projects | 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. | Has established an easy way to meet all the company goals set Helps weak employees meet their goals and beat deadlines with ease | 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. | 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 |
| 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. | Understands when to seek for additional knowledge and assesses the knowledge required for a specific task Shows willingness to share own knowledge and makes contributions to team knowledge resources | 2 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| JUDGMENT SKILLS: Describe a time when you had to be relatively quick in solving a problem. How did you do it? What was the outcome? Is there a time when you have made a terrible mistake due to poor judgment? What was the mistake? How was it fixed? | [employee comments] |
| KNOWLEDGE OF COMPANY PROCESSES: Describe a situation where you have provided advice on procedures and the use of the company resources. Was your advice taken? If yes, what was the outcome? What have you done to help improve your knowledge of your company's processes? How has this helped you and your colleagues? | [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] |
| GIVING FEEDBACK: Describe the most difficult performance review you have handled. What made it difficult and how did you go about it? How do you recognize and motivate employees who have constantly demonstrated excellent performance at work? | [employee comments] |
| TEAM BUILDING: Do you cooperate with others in your group to lead, follow, contribute, advice or you just watch? Do you offer good group work and successful management equally to everyone or do you show favoritism? | [employee comments] |
| MANAGEMENT SKILLS: How would the employees rate your leadership style, strengths, and weaknesses? Have you been able to create agreement and a shared purpose in your team without a difference in opinion? | [employee comments] |
| LEADERSHIP SKILLS: Are you reliable to answer the employees? questions without lying? Are you willing to learn new trends to equip you as a better leader? | [employee comments] |
| POTENTIAL FOR ADVANCEMENT: Do you ask for coaching or training when you need it or do you delay until it is forced on you? What strengths do you have that you can use to work better? | [employee comments] |
| SEEING POTENTIAL PROBLEMS: How have you helped other employees improve their ability to anticipate problems? Give an example When hiring employees, how do you make sure that they are the best fit for the position at hand? | [employee comments] |
| KNOWLEDGE MANAGEMENT: What are you doing to improve your understanding on when to seek for new knowledge? What efforts are you making to look for new ideas that can assist you in improving your knowledge capabilities? | [employee comments] |
Summary |
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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: |