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

An Audit Manager is responsible for organizing and overseeing all the internal audits by the annual audit plan as well as managing a team of auditors. This position oversees the review process and makes the required recommendations to change the policies, implement new systems and modify the employee's roles and team structures.

The essential duties of this position are identifying risks and managing them, producing reports that are highlighting issues and providing potential solutions, actively engaging with the senior staff to gain a good understanding of the business, supervising, coaching and developing junior audit members within the team, ensuring total compliance with the internal and external requirements.

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.

Finds out if the other person understands what is being discussed during a conversation and explains unclear issues.

2

CONFLICT MANAGEMENT: Conflict Management is a situation where the interests, needs, values and goals of the involved parties interfere with one another in the workplace where different stakeholders have different priorities.

Shows creativity regarding coming up with good problem-solving ideas and possible solutions.

Readily accepts when on the wrong and takes full responsibility.

2

INTERVIEWING: Interviewing is an essential skill in making a sound hiring decision that seeks to find out the candidate's background, work experience, skill level, general overall intelligence, enthusiasm, attitudes, etc.

Always tries to seek clarification on issues that are not well understood.

Maintains a good sense of positivity before, during and after the interview.

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.

Writes and presents information in a concise manner and tailors communication to diverse audiences

Initiates collaboration with other employees, shares all relevant information with them when performing a task, and assists them in setting goals

2

MANAGING AT TEAM: Managing is the administration of an organization which includes activities of setting the strategy of an organization and coordinating the efforts of the employees to accomplish its objectives.

Understands and appropriately applies procedures, principles, policies, requirements, and regulations related to specialized expertise

Deals effectively with pressure; remains persistent and optimistic even under difficult situations and recovers quickly from setbacks

3

TEAM BUILDING: Team Building represents various types of activities used to enhance social relations and define roles within the different teams at the workplace.

Completes the tasks given to teams without getting concerned who gets the credit

Always volunteers whenever large projects that need many hands come knocking

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.

Ensures both genders respect each other and maintains clear boundaries

Keeps the company culture alive by respecting the dress code

2

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.

Able to set as well as meet both personal goals and performance goals

Takes work seriously giving it the required commitment the company asks

2

HANDLING STRESS: Handling Stress is the skill to balance the requirements of the job and your abilities or available resources in performing it.

Gets out of the workplace during lunch hour in order to feel refreshed and more productive in the afternoon

Takes time to organize one's desk in order to ease the sense of losing control that comes from too much clutter

2

QUALITY MANAGEMENT: Quality Management is the management approach to the long-term success through customer satisfaction that directly involves the employees in the continual improvement of the daily tasks.

Audits the work of other employees in order to ensure that the right procedures or steps are being followed

Keeps a quality chart in order to identify the biggest quality issues as well as areas with the most quality problems

2

Self Evaluation

Self Evaluation Question

Employee Comments

VERBAL COMMUNICATION:

How well can you rate your verbal skills and what are you doing to improve?

How do you respond to feedback and criticism and do you encourage people to give you feedback and citric your speech?

[employee comments]
CONFLICT MANAGEMENT:

Do you have the tendency of dealing with issues when they arise or when they have developed into serious problems?

What conflict resolution methods do you feel always has the desired results?

[employee comments]
INTERVIEWING:

Have you attended an interview and you had not prepared adequately? Explain how it went about?

Give an instance you were invited for an interview that you did not meet all the requirements and how was the experience?

[employee comments]
KNOWLEDGE OF COMPANY PROCESSES:

How do you prioritize customer's issues in order to ensure that service is provided to the customers even during critical periods?

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]
MANAGING AT TEAM:

Would you rather that your reporting staff respected you or feared you? Why? How would you inspire both reactions from them?

How do you go about getting cohesion among employees who disagree with everything you say?

[employee comments]
TEAM BUILDING:

Where do you fit in the team work? What is your particular role in that team?

What is the one particular lesson the team learned from you that they did not have before?

[employee comments]
APPEARANCE AND GROOMING:

What are your personal motives behind your dressing and grooming?

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

[employee comments]
POTENTIAL FOR ADVANCEMENT:

Do you carefully consider the feedback from the management or do you overlook it?

What measures are you meaning to use to become better in executing your duties?

[employee comments]
HANDLING STRESS:

How do you know a colleague is stressed up? What skills do you use to help colleagues manage stress?

What ways do you use to identify your stress triggers? What do you do to make sure that the same stressful situation does not reappear?

[employee comments]
QUALITY MANAGEMENT:

How have you made sure to deliver quality work even when working under pressure?

Describe the most recent project you have completed. What are some of the most common quality issues you identified and what was the cause?

[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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