Use this sample and step by step explanation to craft a meaningful employee performance feedback review for a director of compliance - accounting. Find the right words with quality phrases.

A director of compliance - accounting is responsible for legislative affairs, legal compliance and policy development of the business. This position plays a significant role in product development services to both existing and potential customers while interacting with all corporate managers and personnel.

Other primary tasks includes developing organizational compliance strategies by contributing information, analysis, recommendations to strategic thinking, accomplishes compliance with the human resource strategies by determining accountabilities, communicating and enforcing policies and procedures during recruitment, selection, orientation, training, coaching and all the communication programs, planning and evaluating compensation strategies, establishing compliance operational strategies by evaluating common trends and serving as the company's legislative representative by keeping abreast of all the current political issues and proposals

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

POLITICAL SKILLS: Political Skills are abilities to build connections with other people to get things done within the formal and informal power structure of an organization.

Openly criticizes those people who are around and does not appreciate them.

Displays poor crisis management skills and abilities and is not decisive when making decisions.

1

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

Recognizes other people's ideas and abilities by demonstrating trust in them.

Share valuable information that might help solve the various problems that might arise.

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.

Does not keep clients' contacts that can provide assistance or work-related information in future

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

1

COACHING OTHERS: Coaching is the process of improving performance that focuses on enhancing and bridging the gap from where one is to where they want to be.

Gets angry when the person being coached makes a mistake instead of trying to recover the situation calmly

Does not put a way to measure progress in place and does not care whether or not the person being coached is on track

1

MANAGEMENT SKILLS: Management Skills are also known as leadership skills and involve planning, decision making, delegation, time management and time management to ensure optimum organization in focus and the technical of how and why of accomplishing tasks.

Always ready to share information and knowledge for the joint development of the workers

Appropriately distributes the resources depending on the priority of the projects

2

COOPERATION WITH COLLEAGUES: Cooperation is the process of working with groups or teams for a common mutual benefit as opposed to working in competition or for selfish ambition.

Highly efficient timekeeper ensuring projects are delivered within the set deadlines

Leads others to embrace challenging projects that no one wants to work on

2

ETHICAL BEHAVIOR: Ethical Behavior is acting in policies that are consistent with what the society and individuals typically think are good morals or values.

Has been advised of unfair behavior but continues to repeat them

Unconcerned of how unfair treatment often affects the coworkers in belittling them

1

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.

Doesn't stay on top of issues mostly repeating problems that cause business disruption

Very difficult to deal with coworkers confrontations without taking sides

1

ENTHUSIASM: Enthusiasm is an intense enjoyment or a lively interest in a certain thing with a zest and a strong belief that can be felt by those around you.

Finds it difficult to trust other employees, thus, is not able to influence positive change in the workplace

Always complains and grumbles whenever there is a team meeting

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 care about checking the progress of the implemented solutions or suggesting changes

1

Self Evaluation

Self Evaluation Question

Employee Comments

POLITICAL SKILLS:

Do you rate your relationships beneficial or non-beneficial and explain why?

Do you undermine those who are around you or do you build and appreciate them?

[employee comments]
INNOVATION:

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

Describe the best and the worst decision you have ever made?

[employee comments]
KNOWLEDGE OF COMPANY PROCESSES:

Can you give an example of one or two times when you have presented new information to key decision-makers to help them understand a situation?

What have you done to help improve your knowledge of your company's processes? How has this helped you and your colleagues?

[employee comments]
COACHING OTHERS:

How do you help a person you are coaching achieve their goals?

Is there a time when you missed an important project deadline because you were not properly coached on how to handle the project?

[employee comments]
MANAGEMENT SKILLS:

How do employees and supervisors respond to your leadership skills?

Do your workers respect or fear you and do your leadership role intimidate them?

[employee comments]
COOPERATION WITH COLLEAGUES:

Are you available when your team needs you to finish tasks?

Do you deserve a promotion gauging from the work you have done as a team?

[employee comments]
ETHICAL BEHAVIOR:

Can you be trusted in all you do and say to be honest?

Are you most likely to bend the truth to protect yourself?

[employee comments]
ORIENTATION TO WORK:

Do you deliver your work within the set deadlines or are you always making excuses?

How do you deal with office confrontation and do you feel justice has been served right?

[employee comments]
ENTHUSIASM:

Can you describe a time when you were totally lost in your work in a good way and time just flew by?

Is there a time when you did not think a situation could not get any worse and then it did?

[employee comments]
PROBLEM/SITUATION ANALYSIS:

Your manager wants to buy a program that will improve the customer service and asks you for a recommendation. How would you reply?

What factors have you considered when developing and evaluating solutions to a problem?

[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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