Use this sample and step by step explanation to craft a meaningful employee performance feedback review for an audit assistant. Find the right words with quality phrases.
The audit assistant assists in financial reporting of the company's finances. This position is created as a link between the auditor and the finance department to facilitate a smooth flow of the auditing process.
Some of the duties covered are, assisting in reporting of the financial reports on either daily, monthly or within the set schedule, manages the reports and ensure they are all accurate and by the accepted accounting principles, Assists the auditor to make statements which are based on the company standards, coordinate the activities with the staff and the senior auditor concerned, prepares balance sheets in the interest of the organization.
Employee Performance Review Sample | |
|---|---|
| Employee's Name: | Title: |
| Review Period: __/__/__ to __/__/__ | Employee SSN: |
| Work Location: | Supervisor's Name: |
Instructions |
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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 make good and consistent eye contact with the audience. Does not give audiences ample time to raise questions and to seek clarification if need be. | 1 |
| CRITICAL THINKING: Critical Thinking is the ability to think clearly and rationally while understanding the logical connection between ideas in a reflective and independent thinking. | Demonstrates well assertive and decisive ability when it comes to handling problems. Shows great flexibility when it comes to changing strategies and tact while dealing with different problems. | 2 |
| 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 |
| 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. | Highly inconsistent in meeting deadlines for the scheduled assessment period Does not give credible results on employee assessments already undertaken | 1 |
| 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. | Takes pride in demonstrating dedication to the company through hard work Carries an attitude of a winner everywhere, in every task given | 2 |
| 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. | Uses more positive or neutral words to describe the situation and avoids words that may make one feel frustrated about the situation Keeps track of each solution in order to know what needs to be changed or whether the solution itself needs to be changed | 2 |
| DEADLINES - ON TIME: Deadlines - On time is the ability to prioritize the important tasks and setting up a plan on how to work on them first to deliver within the set period. | Constantly works without taking breaks between tasks which makes one feel overloaded and less efficient Is unable to prioritize when one is facing a pool of seemingly urgent tasks or projects | 1 |
| BUSINESS ETIQUETTE: Business Etiquette is a basic framework of rules set by companies to ensure and allow you to understand the way you should conduct yourself in the professional world. | Engages in side conversations during meetings and uses the phone in most meetings Remains seated when being introduced to new people and when shaking hands | 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. | Constantly fails to comply with the set standards, guidelines, and processes required to manage knowledge Hardly participates in networking opportunities that can assist in gaining more knowledge and rarely encourages others to do so | 1 |
| SCHEDULING: Scheduling is creating daily workflow charts that the employees are supposed to follow when working and submitting their projects. | Demonstrates inability to identify more important tasks first and focuses more on quantity than quality Schedules unrealistic amount of work that cannot be completed within the available time | 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? What do you like or dislike most about giving presentations? | [employee comments] |
| CRITICAL THINKING: How well do you consider all the factors available before making your decision? Do you usually look at issues in a one-sided manner or at different angles? | [employee comments] |
| INNOVATION: Explain how you go about when solving a problem or an issue? How well do you work with a group or team to come up with innovative ideas? | [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? Are you willing to change in areas that are not too impressive? | [employee comments] |
| PROBLEM/SITUATION ANALYSIS: What information do you research when analyzing a problem and how do you use it? What are some of the challenges that you have encountered when analyzing problems and how have you faced them? | [employee comments] |
| DEADLINES - ON TIME: Is there a time when you have failed to meet an important deadline? What was the problem and how did you go about it? How do you determine how much time is needed to finish a certain task? Is there a time when you have felt overloaded with work? What did you do? | [employee comments] |
| BUSINESS ETIQUETTE: Can you think of an instance where you felt you had raised your voice? How did you correct the situation? What efforts are you making to improve your listening skills? | [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] |
| SCHEDULING: Have you ever failed to add contingency time when scheduling and how did you correct the mistake? Can you think of a time you failed to schedule a task ahead of time? 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: |