Use this sample and step by step explanation to craft a meaningful employee performance feedback review for an accountant. Find the right words with quality phrases.

An accountant is overall known to provide financial advice to all businesses ranging from government bodies, multinational organizations to small independent firms specializing in particular areas that are highly critical to any business which includes: auditing, management consultancy, recovery, taxation, assurance, forensic accountancy and corporate finance.

Though the primary task is well-known as examining and preparing accurate financial records for both individuals and businesses; their is more work that includes, organizing and maintaining financial records, preparing statements and documents that comply with the laws and regulations, preparing tax returns while ensuring prompt payments are made and updating accounting systems to keep them up to date.

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

PRESENTATION SKILLS: Presentation Skills are useful in getting your message or opinion out there in many aspects of life and work, though they are mostly used in businesses, sales, teaching, lecturing, and training.

Does not make good and consistent eye contact with the audience.

Does not know the audience well and uses hard words that they do not understand.

1

CRITICAL THINKING: Critical Thinking is the ability to think clearly and rationally while understanding the logical connection between ideas in a reflective and independent thinking.

Always seeks to ask questions as a form of finding a sound basis to solving a problem.

Not afraid to make mistakes and tries to find creative ways to handle any issue.

2

ADMINISTRATIVE SKILLS: Administrative Skills are all the services related to the running of a business or keeping an office organized while supporting the efforts of the management team.

Does not fulfill administrative and performance management functions as required.

Is not diplomatic and does not handle issues in an objective way.

1

JUDGMENT SKILLS: Judgment is the ability to make a decision or form an opinion wisely especially in matters affecting action, good sense and discretion.

Does not know how to break information into smaller, more manageable parts or look for links and relationships thus fails to understand the overall situation

Does not look at the consequences of one's decision or how one's life or career will look like if they chose a particular path

1

KNOWLEDGE OF JOB: Knowledge of Job is essential to every employee who needs to have a clear understanding of how their jobs fit into the overall organization to eliminate carelessness and laxity.

Maintains a neat job performance record; does quality work, shows up on time and keeps a good attendance history

Researches things before hand and asks questions where appropriate in order to avoid making serious mistakes

2

MANAGEMENT CONTROL: Management Control is a system that collects and uses the information to evaluate the performance of different organizational resources like the financial, physical and the organization performance as a whole.

Holds each employee accountable for their own results ensuring each remain responsible

Acknowledges the accomplishment of employees and recognizes each person's contributions

2

MANAGING EXPENSES: Managing Expenses refers to the systems deployed by a business to process, pay and audit the employee-initiated expenses that may include travel, entertainment, telephone, etc.

Continually strive to strengthen the daily reporting procedure in a professional manner

Develop future goals for self-improvement in the areas of accuracy and reporting

1

CONCEPTUAL THINKING: Conceptual Thinking is the ability to recognize a situation or problem by identifying patterns or connections while addressing the underlying issues.

Is unable to step back and see the big picture and does not recognize the need to obtain more or high-quality information

Seems disinterested in learning and understanding different operations in one's department thus misses on important trends

1

PROBLEM/SITUATION ANALYSIS: Problem/Situation Analysis is the ability to solve problems and assess situations to know what kind of solution is required to calm it down.

Believes in perfection; spends time going through a problem over and over instead of trying out the available solutions and looking for changes afterward

Does not care about checking the progress of the implemented solutions or suggesting changes

1

FINANCIAL MANAGEMENT: Financial Management is the skill of learning how to handle accounting, finance, and organizational management through providing daily data on the operations that take place every day.

Reduces the quality of the products sold by the company in order to minimize production costs

Does not keep the company's payables up-to-date thus loses track of how much the company owes, to whom, or whether the company is past due on any bills

1

Self Evaluation

Self Evaluation Question

Employee Comments

PRESENTATION SKILLS:

How do you normally conclude your presentations and how can you rate it?

What do you like or dislike most about giving presentations?

[employee comments]
CRITICAL THINKING:

Give an instance you hurriedly made a decision without thinking it through and what was the result?

How flexible are you when it comes to trying different ways of solving problems other than the intended way.

[employee comments]
ADMINISTRATIVE SKILLS:

Do you encourage those under you to perform professionally at all times?

How objectively are you when handling issues and are you governed by reason or emotions when performing your administrative roles?

[employee comments]
JUDGMENT SKILLS:

Can you think of a context or situation where you needed to demonstrate judgment? How was the situation resolved?

In your experience, when solving a problem as a team, do you come up with the most ideas or do you prefer to step back and follow other people's guidelines?

[employee comments]
KNOWLEDGE OF JOB:

In your opinion, do you think knowledge of your area of responsibility had benefited your company in any way? If yes, how?

Think of a time when you were assigned a very sensitive task. How did you gather all the required information to perform the task?

[employee comments]
MANAGEMENT CONTROL:

Do you encourage ideas by inspiring team members and supervisors to become more innovative and engaging?

Do you balance your personal life and work life in a way that your employees admire?

[employee comments]
MANAGING EXPENSES:

Do you read and understand the team leader's proposals before releasing any funds

Are you confident with the systems you are currently using to keep the data?

[employee comments]
CONCEPTUAL THINKING:

Can you describe a time you were able to identify underlying or key issues in a complex situation? How did you go about it?

Describe the steps and methods you have used to identify a vision for your department. What would you have done differently?

[employee comments]
PROBLEM/SITUATION ANALYSIS:

Describe a time when you solved a problem without all the necessary information about it in hand. How did you go about it and what was the outcome?

Describe a time when you have found a creative way to solve a problem. How did you feel?

[employee comments]
FINANCIAL MANAGEMENT:

Which is one of the best deals you have ever negotiated with a vendor? How did the company benefit from this?

Describe a time when you have had to deal with a customer who had exceeded the company's payment term. How did you go about it?

[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:

Written by on