Use this sample and step by step explanation to craft a meaningful employee performance feedback review for a chief financial officer - cfo. Find the right words with quality phrases.

The Chief Financial Officer - CFO provides programmatic and operational support to the company by implementing financial projections and accounting services. The CFO supervises the entire financial unit and is the chief financial spokesperson for the organization. He reports directly to the Chief Executive Officer or the company's President.

His primary duties includes, planning, developing, organizing, implementing, directing and evaluating the company's fiscal function and performance, evaluating and advising on the impact of the long-range planning and introduction of new programs, participating in the development of the corporation's plans and programs as an important partner, developing credibility to the finance department through the provision of timely and accurate analysis of budgets, financial reports and financial trends.

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

INNOVATION: Innovation is the process of translating new invention into a service that creates value or brings better solutions that meet the requirements.

Lacks proper confidence when it comes to expressing ideas and opinions.

Does not show any willingness to continue learning by being open minded and receptive to other people's ideas.

1

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

Develops a checklist as a guide to make sure that all the procedures are met.

Produces or delivers work that is 100 percent reliable and trustworthy.

2

KNOWLEDGE OF COMPANY PROCESSES: Knowledge of Company Processes is the in-depth understanding of a collection of related, structured activities that serve a particular goal for a group of customers or clients who are valuable to the enterprise.

Is not able to define and explain how own goals relate to the work of the company and its daily processes

Is not able to bring together aspects of a policy or trend into a clear picture for other employees to understand

1

PLANNING AND SCHEDULING: Planning and Scheduling are the act of establishing a plan for a set of tasks that needs to be completed and including when they should be done.

Suffers from a lack of planning in every aspect of the work

Establishes unrealistic plans that cannot work for anybody in the organization

1

DEVELOPING OTHERS: Developing others is an unremitting process that focuses on the broader, longer-term growth of individuals to nurture them to their potential and promote future development.

Obtains the required training and trains others to grow their prowess

Establishes a plan that facilitates timely reports at the culmination of long projects

2

LEADERSHIP SKILLS: Leadership Skills are soft skills that assist leaders in positively interacting with employees or team members to make the workplace a great place.

Consistently emphasizes the importance of teamwork and personal goals by being an example

Maintains an open communication platform with and among the employees

2

EQUAL OPPORTUNITY AND DIVERSITY: Equal Opportunity and Diversity means having employees from a wide range of background that includes different ages, gender, ethnicity, sexual orientation, religious belief, educational background, physical ability and treating them equally.

Not available to assist anyone with their tasks even when asked to

Does not show appreciation for work done well by other employees

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.

Always backs down during an argument or disagreement to appease the other person

Is disinterested in working on one's weak areas and is always obsessed with them

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.

Makes major purchasing decisions without first checking the company's budget or financial statements

Does not try to negotiate for better deals when contracting with suppliers or buying products from vendors

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

Constantly fails to recognize the importance of good communication when sharing knowledge

1

Self Evaluation

Self Evaluation Question

Employee Comments

INNOVATION:

Give an instance that you had to fall on your plan B when things did not work out as intended?

How well do you respond to issues and what do you feel is your weak point when dealing with problems?

[employee comments]
ACCURACY:

Which environment do you work comfortably well, noisy or quiet environment?

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

[employee comments]
KNOWLEDGE OF COMPANY PROCESSES:

How do you prioritize customer's issues in order to ensure that service is provided to the customers even during critical periods?

Is there a time when you have encountered a problem due to lack of knowledge of your company processes? How was the problem solved?

[employee comments]
PLANNING AND SCHEDULING:

Is there any area that takes additional time to plan and how do you intend to work on it?

Do you have a workable daily schedule that you consistently follow?

[employee comments]
DEVELOPING OTHERS:

Are you reliable to train and coach the employees to produce a better workforce?

Does the management count on you to deliver profitability in the business?

[employee comments]
LEADERSHIP SKILLS:

Are you reliable to answer the employees? questions without lying?

Can you be trusted to poor coach employees to see a change in their performance?

[employee comments]
EQUAL OPPORTUNITY AND DIVERSITY:

Do you play the role of a peace ambassador in the workplace or you enjoy stirring conflicts?

Do you show favoritism when dealing with a particular group of people?

[employee comments]
SELF CONFIDENCE:

Can you describe a time you thought you were going to fail in a task? What did you do to succeed?

What is one thing you do that makes you like yourself and your work?

[employee comments]
FINANCIAL MANAGEMENT:

Describe a time when your company has made a huge profit. What do you think made this possible?

In your opinion, when do you think is the best time for a company to borrow a loan from the bank? Explain your answer

[employee comments]
KNOWLEDGE MANAGEMENT:

What are you doing to improve your capabilities of reviewing knowledge requirements for new tasks?

What efforts are you making to look for new ideas that can assist you in improving your knowledge capabilities?

[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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