Use this sample and step by step explanation to craft a meaningful employee performance feedback review for a staff accountant. Find the right words with quality phrases.
Staff Accountant provides the administration with financial information through researching and analyzing accounts and preparing accurate financial statements. They work under the supervision of a controller, a director or a certified public accountant.
Their responsibilities come in a wide range and includes, preparing combined external and internal financial statements and analyzing information from the ledger system, and other departments makes accounting entries while sustaining records and files, reconciling accounts, preparing payments by increasing expenses and assigning account numbers and reconciling accounts, promoting and implementing accounting procedures by analyzing current procedures, maintaining and balancing automated systems by inputting the right data.
Employee Performance Review Sample | |
|---|---|
| Employee's Name: | Title: |
| Review Period: __/__/__ to __/__/__ | Employee SSN: |
| Work Location: | Supervisor's Name: |
Instructions |
|
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 talk in a very engaging and positive way something that creates a dull presentation. Does not give audiences ample time to raise questions and to seek clarification if need be. | 1 |
| INNOVATION: Innovation is the process of translating new invention into a service that creates value or brings better solutions that meet the requirements. | Not afraid to make mistakes and shows great resolve to learn from experiences. Share valuable information that might help solve the various problems that might arise. | 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. | Spends most of one's time on tasks that do well with multi-tasking and forgets the most important tasks on one's job description Does not ask for help or advice from colleagues when one is stuck thus wastes valuable time trying to figure things out | 1 |
| GIVING FEEDBACK: Giving Feedback is one of the most powerful tools to develop employees and improve performance through honest feedback of the work done best and areas that need improvement. | Gives feedback that goes on for too long without giving the other person time to process the information he/she has received Uses inappropriate humor which makes the other person uncomfortable and hurts his/her feelings | 1 |
| APPRAISAL AND EVALUATION SKILLS: Appraisal and Evaluation Skills are services that allow employers to assess their employees? contributions to the organization for the period they have been working with them. | Takes performance appraisal and evaluation seriously and makes improvement on them Highly receptive to coaching and managerial feedback on the overall assessment | 2 |
| 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. | Consistently maintains composure during times of stress and helps others do the same Knows how to remain calm and composed under the stressful situations | 2 |
| PERSONAL GROWTH: Personal Growth is the improvement of one's awareness, identity, developing talents and potential to facilitate the growth of oneself and the position they handle at the workplace. | Does not understand how to execute tasks that are based on the level of training provided Jumps from one goal to the other without accomplishing anything | 1 |
| FOLLOWING DIRECTIONS: Following Directions is the skill of carefully considering the given instructions and following them closely without fail. | Frequently misses important information thus, causes breakdown in communication which leads to incorrect work and lack of business Shies away from asking for clarification to avoid dealing with people who think that one does not understand the directions or does not know how to do the job | 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 |
| 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 |
|---|---|
| PRESENTATION SKILLS: What was the highest score or reviews you received for any presentation that you have made so far? How well do you deal with questions and issues raised by the audience? | [employee comments] |
| INNOVATION: What is the worst decision you had ever made when you were trying to solve a particular problem? Do you delegate work and how has it benefitted you as an individual? | [employee comments] |
| MULTI-TASKING: How do you prioritize your tasks to make sure that all are attended to and that they meet deadlines? What tips have you used to differentiate tasks that fit well in multi-tasking from those that require your undivided attention? | [employee comments] |
| GIVING FEEDBACK: Describe the most difficult performance review you have handled. What made it difficult and how did you go about it? How do you recognize and motivate employees who have constantly demonstrated excellent performance at work? | [employee comments] |
| APPRAISAL AND EVALUATION SKILLS: Do you encourage and motivate or do you discourage others? Do you work with the employees after the assessment to see better results? | [employee comments] |
| FLEXIBILITY: Do you execute tasks promptly or are you always late? Do you handle all tasks with the seriousness they deserve do you take some for granted? | [employee comments] |
| PERSONAL GROWTH: Do you value hard work and are you interested in making the best out of it? What changes do you need to inject in your personal goals to make you better? | [employee comments] |
| FOLLOWING DIRECTIONS: How do you make sure that you remember all the instructions you have received to perform a certain task? Describe a time when you missed some steps in a project due to not paying attention to details. How did you fix it? | [employee comments] |
| PROBLEM/SITUATION ANALYSIS: What information do you research when analyzing a problem and how do you use it? What factors have you considered when developing and evaluating solutions to a problem? | [employee comments] |
| KNOWLEDGE MANAGEMENT: How often do you encourage others to share their knowledge and experience? Can you think of a situation where you didn't comply with knowledge management standards? How did you correct the situation? | [employee comments] |
Summary |
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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: |