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

A certified internal auditor is an accountant who conducts internal audits in an organization. It is offered to an accountant who has passed the four-part exam which includes the superior knowledge of issues, risks, and remedies about internal audits. He/she evaluates how well the company can manage risks as well as how well the internal processes are working.

Other important duties includes providing ad hoc advice and guidance to managers and staff at all levels, attending meetings with other auditors to ensure they develop an understanding of different business processes, providing support to management on how to handle new opportunities, researching and assessing how well risk management processes are working while recording the results

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

TROUBLESHOOTING: Troubleshooting is solving a problem or determining a question to an issue which is often applied to repairing failed products or processes on a machine or a system.

Does not adequately undertake research or study before commencing any troubleshooting procedure.

Does not show any strong critical thinking and design thinking abilities.

1

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

Takes time to perform tasks and is never in any hurry to ensure they are accurate.

Maintains detailed and accurate records at all times and does not entertain sloppy work.

2

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

Is not used to trusting oneself and has to run every suggestion or decision past every employee first before implementing it

Is afraid of the consequences of making the wrong decisions and does nothing to work through that fear

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.

Sets goals but does not know how to come up with a good plan to accomplish those goals

Is not willing to share one's skills and knowledge with colleagues or team members

1

MULTI-TASKING: Multi-Tasking allows one to juggle and perform more than one task at a time without losing track of what you are working on or dropping the ball.

Makes a list of things one need to refer to often and puts it next to one's computer for quick access

Posts one's to-do list in a prominent place spot in order to remind oneself what really needs to get done

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.

Tries to determine the real situation before making a decision on a certain situation

Takes a look at a decision plan, to make sure that one has been thorough and that it is free of errors, before implementing it

2

PERFORMANCE MANAGEMENT: Performance Management is a method by which supervisors and employees work together to plan, monitor and review the employee's work objectives and overall contributions to the organization.

Chooses not to speak to the employees about minor issues hoping that the problem will resolve itself

Does not have a clear agreement and understanding with the employees about what excellent performance looks like

1

FLEXIBILITY: Flexibility is an important skill that allows employers and employees to make an arrangement about working on maintaining a work/life balance to help organizations improve the productivity and efficiency of their balance.

Struggles to accept new work assignments and training on handling new jobs

Not consistent in following the job descriptions given ending up not understanding what to do

1

SELF CONFIDENCE: Self Confidence is the ability to know who you are and what you are capable of doing which shows in your behavior, your body language, how you speak, etc.

Gives up on one's goals and dreams long before getting started

Finds it hard to accept one's flaws and feels like a failure at times

1

KNOWLEDGE MANAGEMENT: Knowledge Management is the ability to manage knowledge and information that is presented to the company from different sources without overlooking any of them.

Does not bother to look out for new sources and uses search strategies that are inappropriate for a given task

Shows unwillingness to look for and adopt new ideas that can assist in improving own knowledge

1

Self Evaluation

Self Evaluation Question

Employee Comments

TROUBLESHOOTING:

Give an instance you had to troubleshoot a problem, and you succeeded. What did you do?

Have you ever sought help when you were stuck at a given point and what new thing did you learn?

[employee comments]
ACCURACY:

Are you keen when it comes to gathering data and information?

How much time do you dedicate to ensure you deliver an error free task?

[employee comments]
JUDGMENT SKILLS:

Describe a time when you have had to think on your feet in order to extricate yourself from a difficult situation. What was the outcome

Do you usually analyze information better alone or with a group? Why? When do you seek assistance from other employees?

[employee comments]
KNOWLEDGE OF JOB:

How have you improved your knowledge of the job? In what ways have you helped other employees improve their knowledge of the job?

How do you make sure you have all that is needed to perform a certain task or accomplish different goals?

[employee comments]
MULTI-TASKING:

Describe a time when you have had to perform multiple tasks at the same time. What are some of the challenges you faced?

What is the most difficult multi-tasking experience you have ever had? What did you do and what was the outcome?

[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?

Can you give specific examples of decisions that you make rapidly and those that take more time?

[employee comments]
PERFORMANCE MANAGEMENT:

Describe a time when you have been required to explain a negative performance review to an employee. How did you prepare and what was the response?

In your opinion, which is the best way to encourage and reward employees? How do you know what is best for your employees?

[employee comments]
FLEXIBILITY:

Do you execute tasks promptly or are you always late?

Are you able to handle more than one task within a given period?

[employee comments]
SELF CONFIDENCE:

Is there a time you took on a task or project you considered out of your comfort zone? How did you feel?

Is there a time you had to lead other employees in a certain direction, but you had some doubts? What did you do?

[employee comments]
KNOWLEDGE MANAGEMENT:

What are you doing to improve your understanding on when to seek for new knowledge?

Can you think of a situation where you didn't comply with knowledge management standards? How did you correct the situation?

[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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