Use this sample and step by step explanation to craft a meaningful employee performance feedback review for an auditor associate. Find the right words with quality phrases.
The Auditor Associate is responsible for assisting in evaluating, analyzing and making recommendations for the correction or improvement of internal, management and operational control systems and organizational unit performance. This position reports to the senior auditor and requires contact with employees of all levels as well as contact with the clients, vendors, and any other business related representatives.
This position is involved in other duties like assisting in planning work according to assigned segments of an audit, reporting audit findings and making recommendations for the correction of poor records, reviewing transactions, documents, records, reports and any other method for effectiveness and accuracy and prepares acceptable records that summarizes data on assigned audit segments.
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 |
|---|---|---|
| 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 |
| 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. | Encourages users of the systems to always perform backup operations from time to time. Tries to seek assistance on issues that are difficult to handle. | 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 |
| 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. | Does not know how to differentiate between tasks that need one's complete attention and those that work well with multi-tasking Does not ask for help or advice from colleagues when one is stuck thus wastes valuable time trying to figure things out | 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 the appropriate steps to follow the provided action plan Takes actions that lead to marked improvements in the fulfillment of the employees | 2 |
| DEDICATION TO WORK: Dedication to Work is a devotion or setting aside the scheduled time that you are required to work each day consistently without fail as well as being on time and giving 100% of your efforts to doing quality work. | Maintains a strong personal commitment to the company's goals all the time Never says ?I can't? when any project is released even the tough, challenging ones | 2 |
| WORK ATTITUDE: Work Attitude is one's feelings towards and beliefs about one's job and their behavior that can tell how it feels to be there. | Does not do well under pressure likely to overlook the important details High rude to the coworkers and does not receive any remarks very well | 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. | Does not take the time to create a plan that would help one stay on track when analyzing the situation at hand Does not ask questions or look at the situation from different angles thus fails to understand it better | 1 |
| SEEING POTENTIAL PROBLEMS: Seeing Potential Problems is the ability to structure the current situations and identify developments that could cause problems in the future. | Does not document steps taken to solve previous problems thus is unable to apply that knowledge to prevent future problems Looks for the next product or service to sell rather than the next problem to solve thus fails to meet some of the customers' needs | 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. | Hardly reviews the knowledge requirements for new tasks and does not understand when to seek for new knowledge Constantly fails to recognize the importance of good communication when sharing knowledge | 1 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| INNOVATION: Give an instance you thought critically and came up with workable solutions? How well do you work with a group or team to come up with innovative ideas? | [employee comments] |
| TROUBLESHOOTING: How well do you consider the possible alternatives before solving a problem? Give an instance you failed to deliver a task you had been given by a client. How did you resolve it? | [employee comments] |
| JUDGMENT SKILLS: Describe a time when you had to be relatively quick in solving a problem. How did you do it? What was the outcome? In your opinion, what factors should one consider when comparing the pros and cons of two potential vendors for processing payroll? | [employee comments] |
| MULTI-TASKING: Describe a situation that required you to do a number of things at the same time. How did you handle it? What tips have you used to differentiate tasks that fit well in multi-tasking from those that require your undivided attention? | [employee comments] |
| APPRAISAL AND EVALUATION SKILLS: How do you balance quality and quantity in terms of the performance? Do you work with the employees after the assessment to see better results? | [employee comments] |
| DEDICATION TO WORK: Do you criticize the company or work hard to give it your level best? Do you seek new opportunities to make you grow or you are not open minded? | [employee comments] |
| WORK ATTITUDE: Do you allow others to air their opinions or give you new ideas you can implement? How do you handle workplace stress and work related pressures? | [employee comments] |
| PROBLEM/SITUATION ANALYSIS: What information do you research when analyzing a problem and how do you use it? Describe the most difficult situation/problem you have ever solved. What steps did you take to diagnose it and what was the outcome? | [employee comments] |
| SEEING POTENTIAL PROBLEMS: Describe a solution that was implemented primarily due to your ability to see potential problems. What was the problem? What are some of the project management tools, if any, that you have used to determine the future of your project? | [employee comments] |
| KNOWLEDGE MANAGEMENT: What are you doing to improve your understanding on when to seek for new knowledge? What efforts are you making to stay alerted with new knowledge? | [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: |