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

An Audit Consultant helps in resolving and fixing up the financial issues for the organization. This role is vital in ensuring that clients new or old require a current picture of a stable company that will attract them to invest. A company coupled with financial problems no one will be attracted to chaos and wrangles.

Besides making sure the company is financially sorted, other vital responsibilities includes Understanding the conditions of the client and gather enough information to interact with various resources, conducting thorough research to find out if there are any crooked issues and question the inconsistencies, Resolving any financial matters that may crop up during the auditing procedures, ensuring every method in compliance with the verification procedures and auditing policies and procedures.

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

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.

Finds it challenging to arrive at a concrete conclusion after undertaking any evaluation.

Does not show enough willingness to try to improve the critical thinking skills.

1

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

Knows how to receive and give constructive feedback to other people's ideas.

Demonstrates good listening skills and always pays attention when other people express their ideas.

2

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

Does not manage time well enough and ends up doing things in a hurry and delivering error loaded work.

Does not follow instructions well enough due to not listening keenly.

1

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 know how to present information or data to key decision-makers or stakeholders in order to support their decisions

Is unwilling to raise ethical issues or compliance that protect the company's obligations and reputation

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.

Pays careful attention to important details when assessing and appraising an employee or staff

Assumes responsibility for the performance evaluation without being asked to

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.

Takes pride in demonstrating dedication to the company through hard work

Coaches other coworkers on how to utilize the supplied resources for the benefit of the company

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

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.

Blames other people when one makes mistakes instead of taking responsibility for own actions

Does not ask questions or look at the situation from different angles thus fails to understand it better

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

Demonstrated unwillingness to share own skills, experience, and knowledge with colleagues and does not assist others when they need knowledge

1

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

Constantly fails to employ the best practices and standards when scheduling projects

Demonstrates inability to balance work and life and creates time for only one aspect at the expense of the other

1

Self Evaluation

Self Evaluation Question

Employee Comments

CRITICAL THINKING:

Give an instance you hurriedly made a decision without thinking it through and what was the result?

When expressing your ideas do you deliver them in a logical manner?

[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]
ACCURACY:

How well do you take in instructions and follow them to the letter?

Are you someone who needs constant monitoring or supervision to deliver reliable work?

[employee comments]
KNOWLEDGE OF COMPANY PROCESSES:

Describe a situation where you have provided advice on procedures and the use of the company resources. Was your advice taken? If yes, what was the outcome?

In your opinion, what are some of the common procedures that should be eliminated in your company? Explain why.

[employee comments]
APPRAISAL AND EVALUATION SKILLS:

Do you find fault with some of the employees you assess?

Do you treat the employees the same even the weak ones?

[employee comments]
DEDICATION TO WORK:

Do you give all the tasks provided your utmost attention or do you overlook details?

Are you willing to change in areas that are not too impressive?

[employee comments]
PERSONAL GROWTH:

Are you fully committed to remaining an active part of the company?

Are you personally aware of areas you need to change?

[employee comments]
PROBLEM/SITUATION ANALYSIS:

How do you weigh the advantages and disadvantages of a solution before implementing it?

Describe a time when you have anticipated a problem. What did you do about it?

[employee comments]
KNOWLEDGE MANAGEMENT:

Can you think of a situation where you didn't communicate well when sharing knowledge? How did you correct the situation?

What efforts are you making to stay alerted with new knowledge?

[employee comments]
SCHEDULING:

What are you doing to create a balance between quality and quantity when scheduling tasks?

How often do you balance work and life and how often do you schedule time for non-work related activities?

[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: