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

A Comptroller/Controller is in charge of overseeing the daily accounting operations in an organization by preparing information to help with strategic financial planning. The controller looks for helpful ways to help organizations reduce costs while evaluating new opportunities and possible acquisitions.

Other primary responsibilities includes overseeing the preparations of financial statements that includes balance sheets, income statements, revenue and expenses projections and auditing, guiding financial decisions through authorizing, monitoring and enforcing policies and procedures, protecting the company's assets by establishing and enforcing internal controls, maximizing returns while limiting risks on cash by minimizing bank balances, preparing budgets by developing schedules as well as consolidating the financial data.

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.

Demonstrates poor listening skills and ends up not getting the intended information.

Fears making mistakes and venturing into the world of the unknown.

1

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

Gives other people the work to proofread before presenting it.

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

2

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.

Finishes one task and moves to the next but still thinks about the task one has just finished

Starts thinking of other things that one needs to do thus is not able to give full attention to the task at hand

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

Unable to handle any concerns for the project leaving everything to the manager

1

INITIATIVE: An initiative is the ability to assess and initiate things independently often done without any managerial influence offered.

Always goes above and beyond the job description and duties to satisfy the customers

Instill a sense of teamwork among the co-workers promoting an atmosphere of cooperation and collaboration

2

ORIENTATION TO WORK: Orientation to Work is the introduction that is given to a new worker whereby he is introduced to coworkers and given relevant information like schedules, performance standards, benefits and facilities, names of the supervisors, etc.

Display sound judgment when deciding on alternatives and choices for performance

Carries a great ability to outline the pros and cons of each course of action

2

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.

Finds oneself taking a guess of what to say and having negative self-talk whenever handling a conversation

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

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

Allows the bookkeeper to write checks for the employees without making sure that everything involved in the payroll process is streamlined

1

TIME MANAGEMENT: Time Management is the capacity for an individual to assign specific time slots to activities as per their importance and urgency to make the best possible use of time.

Delivers low-quality work to beat the clock and is poor in time-management

Rarely keeps a record of upcoming deadlines and major events

1

SCHEDULING: Scheduling is creating daily workflow charts that the employees are supposed to follow when working and submitting their projects.

Often forgets to add some contingency time for unexpected events when scheduling tasks

Makes little effort to create effective and reliable project schedules

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 work with a group or team to come up with innovative ideas?

[employee comments]
ACCURACY:

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

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

[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]
FLEXIBILITY:

Are you aware of any negligence found in you that is bringing other's down?

Do you handle all tasks with the seriousness they deserve do you take some for granted?

[employee comments]
INITIATIVE:

Have you sighted any improvement from the last evaluation season?

Do you have the ability to plan your personal goals and accomplish them?

[employee comments]
ORIENTATION TO WORK:

Are you able to plan on each day's goals and meet targets set by the company?

Are you too hard on yourself when you make mistakes?

[employee comments]
SELF CONFIDENCE:

When is the last time you asked for assistance on a certain project from a colleague? What was the project?

Are there employees you consider more successful than you? How often do you have contact with them?

[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 your company was successful in reducing its expenses. What are some of the strategies you used and how did the company benefit from this?

[employee comments]
TIME MANAGEMENT:

Were there any instances where you felt that you took more time to get work done than other times?

Do you keep a well-organized record of all the upcoming deadlines?

[employee comments]
SCHEDULING:

Have you ever failed to add contingency time when scheduling and how did you correct the mistake?

How often do you encourage others to work steadily towards both career and personal goals?

[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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