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

An electronic data processing auditor evaluates the data processing systems as well as the operating procedures to ensure they comply with the set security standards, efficiency, and accuracy. He/she provides the systems managers with the expert opinion of whether the operations and results of the computer systems are reliable.

Other duties associated with this role include inspecting operational procedures, systems, and programs; using sample data to test whether the control procedures and computer programs are accurate; finding out and reporting how computing facilities are used; examining the accuracy of the input and output of programs and recommending changes to ensure that the computer systems is accurate; set up audit guidelines based on organizational and industrial standards; ensure audit procedures are implemented effectively and recommend relevant system changes based on the audit .

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

PUBLIC SPEAKING: Public Speaking though closely related to presenting differs in that it is the process of performing a speech before a live audience with the purpose of informing, persuading or entertaining.

Pays good attention to the body language and tries to keep things together in a good way.

Always plans appropriately before delivering ant type of talk or speech.

2

ACCURACY: Accuracy refers to the closeness of a measured value to a known value or standard that is passed by the governing laws.

Does proper research to get accurate facts and figures before undertaking any task.

Usually tries to find errors in work and corrects them immediately.

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.

Allows employees to be critical about ideas and suggests solutions to expand an idea

Asks a variety of people with various backgrounds for responses in order to evaluate how majority of other people view the decision

2

DEPENDABILITY: Dependability is the characteristic of being able to be counted on and relied upon by providing services that be trusted within a period.

Maintains the highest levels of personal integrity that make them admirable

Uses the promises made as the bond, always sticking by them

2

WORK ATTITUDE: Work Attitude is one's feelings towards and beliefs about one's job and their behavior that can tell how it feels to be there.

Always firm, determined and confident with a strong minded will not give up

Always emphasizes the positive in each situation no matter how grim it looks like

3

EMOTIONAL INTELLIGENCE: Emotional Intelligence is the capability to identify your emotions, understand what they are telling me and realize how the feelings are affecting you and the people around you.

Explains tough situations in a proper and professional way that is clear to the rest of the team members

Does a self-evaluation of one's own emotions, strengths, and shortcomings a few times every day and works on areas that need improvement

2

CONSISTENCY AND RELIABILITY: Consistency and Reliability are the ability to be trusted to do what you do best all the time with or without supervision and without failure to produce results.

Always keeps his commitments and works with other employees in order to help them keep theirs

Recognizes the relative importance of certain responsibilities, tasks, and projects, and has the ability to prioritize in order to meet the deadlines

3

MEETING MANAGEMENT: Meeting Management is the skill to know and understands the reason why an official meeting should be held and who should attend.

Makes enough effort to provide participants with a written agenda for the meeting in advance

Contributes to the discussion and allows for minimal off-topic discussions

2

TRAINING OTHERS: Training is the ability to expand the knowledge base by learning new truths that are useful in the workplace.

Encourages team members to put extra effort in taking part in training sessions

Makes effort to evaluate the outcomes of a training session

2

COMPUTER SKILLS: Computer Skills are the necessary computer working skills that each employee need to have while seeking to get admitted into the professional world.

Demonstrates willingness to learn how to install, use, and troubleshoot computer software

Demonstrates an above average typing speed when using word processors accompanied with above average accuracy

2

Self Evaluation

Self Evaluation Question

Employee Comments

PUBLIC SPEAKING:

How well do you prepare yourself before delivering a speech before an audience?

Do you listen to other speakers and what have you learned so far?

[employee comments]
ACCURACY:

Give an instance you overloaded yourself with work and how you would rate the work you submitted.

Describe an instance you made an error that led to significant problems and what did you learn afterward?

[employee comments]
DECISION MAKING:

Can you explain a difficult decision you have made regarding a project or task at work? What are some of the factors that influenced your decision-making process?

What are some of the things you are doing or have done to improve your decision-making skills?

[employee comments]
DEPENDABILITY:

Are you available when you need to complete a task or handle a difficult customer?

Do you finish all your projects and tasks within the allocated time?

[employee comments]
WORK ATTITUDE:

Are you focused on doing a thorough work on all tasks assigned without any complaint?

Do you give your work a personal touch that people can put know you did it?

[employee comments]
EMOTIONAL INTELLIGENCE:

Can you think of a time when you said or did something that had a positive impact on a colleague or client? What was it?

Why is it so important to build trust and rapport with colleagues? How do you develop the two in the workplace?

[employee comments]
CONSISTENCY AND RELIABILITY:

Can you provide a specific example that best illustrates your ability to be counted on?

Describe a time when you handled a situation in the wrong way. Did you admit your mistake?

[employee comments]
MEETING MANAGEMENT:

Can you think of a time where you invited unnecessary participants? How did you correct the situation?

What efforts are you making to ensure all meetings have a clear agenda?

[employee comments]
TRAINING OTHERS:

How often do you participate in specialized training and what efforts are you making to look for more training opportunities?

Can you think of a situation where you improved your learning after evaluating learning outcomes of a training session?

[employee comments]
COMPUTER SKILLS:

What efforts are you making to improve your typing speed and accuracy?

Have you ever tried to use different versions and types of computer operating systems? Did you learn anything new?

[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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