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

A Quality Systems Auditor is responsible for managing and overseeing the entire auditing and assessments process in the organization as a whole ensuring they comply with the rules and policies and offer official results.

The essential duties include planning audit programs, scheduling and conducting inspections, finding closure to the already done reviews, integrating various audit methodologies with best practices to drive and conduct audits, undertaking auditor training and qualification programs with the focus on consistency and capability development for all the assigned accounts, collating and reporting companywide audit results, interfacing with various groups within the organization to measure the effectiveness of the audit program.

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.

Refrains from speaking too often or having the urge to interrupt others while they speak.

Maintains good and proper body language while speaking to people.

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.

Does not talk too much and is usually brief in making statements or comments.

Strikes a good balance when it comes to confidence, modesty, and professionalism.

2

INTERPERSONAL SKILLS: Interpersonal Skills are a set of abilities that enable a person to positively interact and work with others effectively while avoiding office disputes and personal issues with each other.

Appreciates the efforts taken by others to do any task and encourages them to be better.

Builds on good understanding and mutual reliance when given tasks to handle.

2

DEALING WITH DIFFICULT PEOPLE: Dealing with Difficult People is learning how to tactfully calm down an obnoxious person who is either verbally attacking you or stealthily criticizing you or your professional contribution.

States own needs clearly and assertively without giving the other person the opportunity to twist or manipulate one's words

Practices empathy by stepping back and reflecting on how one would feel in the other person's shoes, instead of judging them immediately

3

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.

Presents a warm, unique look that attracts customers, coworkers, and staff

Work hard to ensure good looks, and hard work go together

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.

Listens and adheres to active counsel regarding the business strategies

Takes work seriously giving it the required commitment the company asks

2

PROJECT AND GOAL FOCUS: Project and Goal Focus is setting your mind and heart on things that matter and add value to your life against those things that add no value at all or of little value.

Creates a vision board to help one visualize end goals more clearly and get inspired to take consistent action

Ties goals to own values and interests in order to give them more meaning and stay motivated to achieve them

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

Monitors the progress of assignments against the agreed standards of work and/or milestones

2

SCHEDULING: Scheduling is creating daily workflow charts that the employees are supposed to follow when working and submitting their projects.

Focuses on identifying more important tasks first and balances both quality and quantity

Shows willingness to learn how to have a work-life balance and create more time for both work and family

2

TECHNOLOGY TREND AWARENESS: Technology Trend Awareness is staying updated with the useful upcoming trends that can serve your business better and easier.

Shows interest to learn more about online confidentiality, privacy and security

Constantly uses modern communication trends such as instant messages and video conferencing

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 aim to improve your verbal communication skills to be the best in it?

[employee comments]
INTERVIEWING:

How well can you rate your confidence level before going about an interview process?

Do you always receive all the information and materials for the interview process from the interviewer? How does it help mentally?

[employee comments]
INTERPERSONAL SKILLS:

Give an instance that your feelings and emotions became a hindrance to building meaningful relationships with others?

Do you always seek to influence people in a good way and support them in their efforts?

[employee comments]
DEALING WITH DIFFICULT PEOPLE:

Is there a time when you have had to deal with a difficult person at work? What was the problem? How did you go about it?

What are some of the techniques you have used or things you have done to improve your ability to handle difficult people?

[employee comments]
APPEARANCE AND GROOMING:

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

Are customers more attracted to your confidence, skills, and good grooming?

[employee comments]
POTENTIAL FOR ADVANCEMENT:

Do you fully commit yourself to serve your company and do your best?

Do you set goals or have a workable plan that you follow through with?

[employee comments]
PROJECT AND GOAL FOCUS:

Where do you see yourself in the next five years? What are you going to do to achieve this?

How do you differentiate goals that are urgent from those that are important? Give an example

[employee comments]
QUALITY MANAGEMENT:

Describe a time when you have suspended a supplier's contract with your company because he/she was supplying low-quality products. How did you go about it?

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]
SCHEDULING:

Have you ever failed to add contingency time when scheduling and how did you correct the mistake?

How often do you create a routine to get repetitive tasks done more efficiently?

[employee comments]
TECHNOLOGY TREND AWARENESS:

How often do you encourage colleagues to use the internet to search for information easily?

What efforts are you making to get certifications in specialized technology fields?

[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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