Use this step by step explanation to craft a good employee performance feedback review for a senior quality auditor. Find the right words with quality phrases.
A Senior Quality Auditor is responsible for ensuring a successful completion of all assigned audit engagements for the beginning to the end including the preplanning and wrap up activities. This position is liable to manage and direct the daily operations of the junior auditors.
The general responsibilities include developing audit programs and testing the relevant procedures to risk and test objectives, conducting assigned audit engagements successfully from beginning to the end, obtaining and reviewing evidence ensuring those audit conclusions are well-documented, identifying and communicating issues raised while offering workable solutions relevant to business risk, ensuring adherence at all times to all applicable department and professional standards, ensuring all audit outcomes are based on the complete understanding of the process, circumstances, and risk.
Employee Performance Review Sample | |
|---|---|
| Employee's Name: | Title: |
| Review Period: __/__/__ to __/__/__ | Employee SSN: |
| Work Location: | Supervisor's Name: |
Instructions |
|
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. Never beats around the bush but instead goes straight to the point. | 2 |
| 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. Shows good critical thinking abilities when writing for different contents. | 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. | Seeks out honest feedback from the bosses in order to get an ego boost and refresh one's motivation to continue to perform well Makes sure to get along with colleagues in order to enjoy being at work and boost motivation | 2 |
| DECISION MAKING: Decision Making is the art of making choices by identifying a decision, gathering information and assessing alternative resolutions before settling on one. | Understands the desired outcome of a given situation at work, works backward and takes steps to achieve that outcome Treats each situation that arises as a valuable learning experience and doesn't let the past determine one's decision-making process in the future | 3 |
| 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. | Anticipates and meets all the needs of customers and delivers high-quality products and services Deals effectively with pressure; remains persistent and optimistic even under difficult situations and recovers quickly from setbacks | 3 |
| DEVELOPING OTHERS: Developing others is an unremitting process that focuses on the broader, longer-term growth of individuals to nurture them to their potential and promote future development. | Challenges the teams to think creatively and come up with required solutions Establishes a plan that facilitates timely reports at the culmination of long projects | 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. | Shows great confidence in the ability to meet the challenging set targets Manages time well and schedules tasks well spread in daily tasks | 2 |
| HANDLING STRESS: Handling Stress is the skill to balance the requirements of the job and your abilities or available resources in performing it. | Speaks up diplomatically and calmly if one has too much to handle Makes sure to have one or two colleagues who are willing to assist in the time of stress in order to reduce one's stress level | 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. | Develops procedures and systems to manage information and data effectively and shares these with other employees Uses a range of project management tools and techniques to keep projects and their activities on track | 2 |
| SCHEDULING: Scheduling is creating daily workflow charts that the employees are supposed to follow when working and submitting their projects. | Uses a routine to get repetitive tasks done with enhanced efficiency Spends half of the available time engaging in activities and thoughts that produce most of the results | 2 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| VERBAL COMMUNICATION: Have you ever tried to think about what you would say from another person's perspective? Have you ever tried to copy somebody else's way of talking and how did it turn out? | [employee comments] |
| WRITING SKILLS: What is your best and worst piece of writing? Explain your answer. How many books have your read so far and what is your preferred genre of writing? | [employee comments] |
| MOTIVATING OTHERS: What types of tasks or projects do you enjoy doing the most? Why? How do you motivate others to accomplish their goals? Give an example of when this happened | [employee comments] |
| DECISION MAKING: Describe a time when you have had to be relatively quick in coming to a decision. What was the outcome? What are some of the things you are doing or have done to improve your decision-making skills? | [employee comments] |
| MANAGING AT TEAM: Is there a time when you have decided to reorganize a department that you lead? How did you proceed with the process? Is there a time when you have praised an employee in public? How did you go about it? | [employee comments] |
| DEVELOPING OTHERS: Do you have personal goals set before you can set the employee's goals? Are you interested in the growth and development of the company? | [employee comments] |
| POTENTIAL FOR ADVANCEMENT: Are you willing to change tactics and part of the winning team? What strengths do you have that you can use to work better? | [employee comments] |
| HANDLING STRESS: Can you give examples of some of the things you have done to prevent a situation from becoming too stressful for you to handle? 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 helped your team members produce quality work? How has this improved the overall productivity of the team? Describe a time when you had to deal with an angry client because you had delivered a poor quality product. How did you handle the situation? | [employee comments] |
| SCHEDULING: Have you ever failed to add contingency time when scheduling and how did you correct the mistake? Is there a time you failed to use standard scheduling terminologies? What did you do to correct the situation? | [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: |