Use this sample and step by step explanation to craft a meaningful employee performance feedback review for a business or corporate auditor. Find the right words with quality phrases.
A Business or Corporate Auditor protects the company assets by ensuring the organization complies with all the internal control procedures and regulations without fail or laxity. This position is critical in ensuring the company deals openly with their clients.
Key responsibilities for this position include working hand in hand with the entire audit department to ensure the organization complies with the policies and procedures without fail, communicating audit findings by preparing final reports and discussing the results with the auditees, stabilizing personal networks in the expert societies, enforcing companies to adhere to the audit requirement while advising the management on actions needed, maintaining professional and hands-on knowledge through attending educational workshops.
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 |
|---|---|---|
| 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. | Does not demonstrate a curious type of attitude to try to find out a little bit more on issues. Looks at issues in a biased and unfair way by not evaluating all factors. | 1 |
| INNOVATION: Innovation is the process of translating new invention into a service that creates value or brings better solutions that meet the requirements. | Always willing to take risks to achieve great innovative results. Builds and maintains beneficial relationships, which helps achieve great results. | 2 |
| 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. | Does not know how to handle client's issues and ensure they are satisfied. Finds it difficult to communicate ideas and views to other people. | 1 |
| ACCURACY: Accuracy refers to the closeness of a measured value to a known value or standard that is passed by the governing laws. | Always overloads with work and ends ups doing the task incorrectly due to the pressure of beating the deadline. Have no good observation skill and the ends up missing on the minor details. | 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. | Delivers negative feedback in a tactful and assertive manner yet in a straightforward way Makes sure that the employee one is giving feedback is comfortable with it and is able to apply it practically to become more productive at work | 2 |
| 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 Assumes responsibility for the performance evaluation without being asked to | 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. | Fails to maintain a friendly attitude in times of work stress changing to a high tone and harsh voice Always has conflict with the management that needs to be resolved | 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 |
| FINANCIAL MANAGEMENT: Financial Management is the skill of learning how to handle accounting, finance, and organizational management through providing daily data on the operations that take place every day. | Does not know when one should invest the profits made from the company or when one should plow the profits back to the company Mixes company money with personal finances thus finds it hard to keep track of the company profit or its expenses | 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 seek for further information and is poor at analyzing knowledge from multiple sources Demonstrated unwillingness to share own skills, experience, and knowledge with colleagues and does not assist others when they need knowledge | 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? How well do you consider having a concrete conclusion when presenting your ideas? | [employee comments] |
| INNOVATION: Give an instance you thought critically and came up with workable solutions? Do you delegate work and how has it benefitted you as an individual? | [employee comments] |
| TROUBLESHOOTING: How well do you consider the possible alternatives before solving a problem? Have you ever sought help when you were stuck at a given point and what new thing did you learn? | [employee comments] |
| ACCURACY: Which environment do you work comfortably well, noisy or quiet environment? Are you someone who needs constant monitoring or supervision to deliver reliable work? | [employee comments] |
| GIVING FEEDBACK: Describe a time when you have had to deal with an employee who was not happy about the feedback you had given. How did you handle the situation? How do you recognize and motivate employees who have constantly demonstrated excellent performance at work? | [employee comments] |
| APPRAISAL AND EVALUATION SKILLS: Can you be relied upon to deliver accurate and timely data? Do you concentrate so much on the negative and forget the positives? | [employee comments] |
| WORK ATTITUDE: Do you a right attitude to handle all types of customers, colleagues, and management? Do you give your work a personal touch that people can put know you did it? | [employee comments] |
| PROBLEM/SITUATION ANALYSIS: Can you explain the steps you have taken to troubleshoot a problem? How effective have these steps been? Describe a time when you have found a creative way to solve a problem. How did you feel? | [employee comments] |
| FINANCIAL MANAGEMENT: Describe a time when your company has faced an unexpected expense. What was the expense and how did you handle it? What factors do you consider when making a major purchasing decision? Give an example of the last time this happened | [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? How often do you encourage others to participate in networking opportunities that can assist in gaining more 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: |