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

A director of compliance is tasked with ensuring that the company complies with the legal requirements, develops policies, and takes charge of the legislative affairs. He/she ensures that the company's policies are current, accurate and they comply with the regulations of the state as well as reviewing and updating policies as there are changes in the law.

In terms of other duties he/she will get to; develop compliance organizational strategies through research, analysis and recommendations, protect company assets by establishing compliance standards, attract new clients through constant improving of compliance systems, enforcing new regulations and recommendations and ensuring that all compliance activities are in line with all standard procedures, rules, and regulations.

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

NEGOTIATION SKILLS: Negotiation Skills are a deliberative process by which people settle their differences through an acceptable agreement to both parties to co-exist without argument and dispute in the workplace.

Exudes a great wealth of knowledge and present concrete facts while negotiating.

Keeps an open mindset during a negotiation process so ensure that an acceptable solution is arrived at.

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.

Makes good eye contact, stands, and sits in the correct posture.

Prepares well for the interviews by doing adequate research on the position being offered.

2

STRATEGIC PLANNING: Strategic Planning is organizational management activity that is used to set priorities, focus energy and resources, strengthen operations while guaranteeing that employees and other stakeholders are working towards common goals.

Defines or redefines the company's mission in order to enable the key people to share the same view of the company's philosophy, goals, and future direction

Sets clear deadlines to ensure that a timeline is being met and that the participants prioritize the process properly during the time that is required to complete it

2

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.

Manages the assigned team in an excellent manner without any flaws

Ability to turn negative energy into positive work energy through motivation and rewarding good work

3

ASSERTIVENESS: Assertiveness is the inclination to stand up for your rights or other people's rights in a calm and concrete way without being aggressive or accepting a wrong.

Allows oneself to be angry but still remains respectful to colleagues and clients

Delivers criticism in a way that demonstrates sensitivity to the feelings of other colleagues

2

EMOTION MANAGEMENT: Emotion Management is the ability to realize, readily accept and successfully control feelings on oneself and sometimes in others around you by being in complete authority over your thoughts and feelings that are generated whenever your values are touched.

Assists hurting colleagues by referring them to the help that they need, like employee assistant programs and conflict skills training

Focuses on working towards happiness and betterment rather than just "getting by" each day

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.

Works extra hours if that what it takes to get the job done and done right

Consistently outperforms other employees because of one's excellence in priority setting, planning, and execution

3

PERSONAL COMMITMENT: Personal Commitment is an obligation that you have voluntarily agreed to fulfill without being cajoled or threatened and are willing to be held accountable for the results.

Gives up more comfortable and confident options and takes a more challenging path while in order to achieve one's goals

Joins professional support groups in order to get all the help one needs to realize own goals

2

GOAL AND OBJECTIVE SETTING: Goal and Objective Setting is the strategic plan that is set and laid down identifying how goals should be accomplished, by who and by what time.

Uses client satisfaction, quantity, cost, quality, and value added to the company, to evaluate success of a goal

Sets a deadline for each goal in order to enhance focus and feel motivated to accomplish it

2

ENTREPRENEURIAL THINKING: Entrepreneurial Thinking is a mindset that allows embraces critical questioning, innovation, service and continuous improvement with an attitude of change.

Tries the best to ensure the business is focused on the customer

Takes part in events involving the community that supports the business venture

2

Self Evaluation

Self Evaluation Question

Employee Comments

NEGOTIATION SKILLS:

How well can you rate your negotiation skills? Explain your answer.

Describe your best and worst moments of any negotiation process you have been part of?

[employee comments]
INTERVIEWING:

Describe an interview you have attended, and you felt you did not perform well?

What is the one question you find challenging to answer during an interview and why?

[employee comments]
STRATEGIC PLANNING:

How does your current position affect the overall goals of your company? What have you done to improve your ability to set the company's goals?

What factors do you consider when selecting the right people for your strategic planning team?

[employee comments]
MANAGEMENT SKILLS:

How do employees and supervisors respond to your leadership skills?

Do your workers respect or fear you and do your leadership role intimidate them?

[employee comments]
ASSERTIVENESS:

Is there a time you had to effectively "read" another person in order to guide your actions based on your understanding of their individual needs?

How often do you encourage your colleagues to get into groups in order to make decisions that should be made jointly?

[employee comments]
EMOTION MANAGEMENT:

What strategies have you taken in the past to prevent a situation from becoming too stressful for you to handle?

How do you ensure you have a comfortable and relaxing work space that feels more at home?

[employee comments]
CONSISTENCY AND RELIABILITY:

How many days of attendance at work do you feel should be considered satisfactory? What has been your record of attendance at work?

What has been your reaction to a colleague who regularly keeps on letting your team down?

[employee comments]
PERSONAL COMMITMENT:

What are some of the habits that distract you at work? What have you done to get rid of those habits and stay focused towards achieving your goals?

Describe a great change that occurred in a project you were working on. How did you adapt to this change?

[employee comments]
GOAL AND OBJECTIVE SETTING:

Describe a time when your team failed to meet its goals due to an underperforming employee. How did you deal with the situation?

What do you look for in team members when setting goals for the team? How do you keep track of your team goals?

[employee comments]
ENTREPRENEURIAL THINKING:

Can you think of situations where you demonstrated a lot of determination despite facing obstacles and challenges?

What have you learned from your past mistakes when executing business ideas?

[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:

Related Articles