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

An Accounting Compliance Officer is liable for ensuring that a company is conducting its business in full accordance with both the national and international laws and regulations about a particular industry. Professional standards must be maintained and embraced as the right business practices. This position is very crucial in helping organizations manage risks, maintain a positive reputation and avoid lawsuits.

Other primary responsibilities include developing, initiating and revising policies and procedures for the general company operations with the compliance program, managing daily operations of the company's compliance program, collaborating with other departments to direct compliance issues to the right channels for investigation and resolutions. Consulting with the corporate attorney as required to resolve difficult legal compliance issues.

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

TEAMWORK SKILLS: Teamwork is the process of collaboratively working with a group of people with an aim to achieve a set goal within a business ensuring that the staff and management cooperate using their skills and provide constructive feedback.

Does not offer concrete solutions and ideas that will help the group in the long run.

Does not know how to express ideas and feelings when with other members.

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.

Does not know how to give feedback to other people and is not ready to receive feedback when given.

Does not show any willingness to continue learning by being open minded and receptive to other people's ideas.

1

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

Hurriedly does any work given and does not take the time to do it properly.

Produces content that is not reliable and which tends to overlook the required specifications.

1

MANAGING AT TEAM: Managing is the administration of an organization which includes activities of setting the strategy of an organization and coordinating the efforts of the employees to accomplish its objectives.

Provides ongoing feedback and learning opportunities to the employees in order to develop their ability to perform and contribute to the company

Identifies both the internal and external politics that impact the company processes and acts accordingly

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.

Prepares a well written out action plan on how to execute even the toughest goals

Can handle workplace stress and pressure with calm and sobriety

2

ADAPTABILITY: Adaptability is the ability to cope with and adapt to unexpected situations in any environment and staying connected with a great attitude.

Does not show confidence when working with teams or clients that may have a different way of thinking

Adapts well to small changes, but struggles when there is a larger issue that affects the whole office or department

1

PERSONAL RELATIONSHIPS: Personal Relationships is the relationship between individuals who have or have had a continuing relationship of any nature either professional or informal.

Tries to hide or shift blame to others when one makes an error instead of taking responsibility for own actions

Always complains about work, the company, and own bosses while at work, which fosters an unhealthy victimhood culture

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

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

Takes on too many tasks, which often leads to low morale, stress or poor performance

1

Self Evaluation

Self Evaluation Question

Employee Comments

TEAMWORK SKILLS:

Do you always take credit for what others have done or you appreciate their efforts?

Give an instance you helped your team members to finish their tasks before the deadline?

[employee comments]
CRITICAL THINKING:

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

How flexible are you when it comes to trying different ways of solving problems other than the intended way.

[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]
ACCURACY:

Which environment do you work comfortably well, noisy or quiet environment?

How do you do your research and do you use factual data and information while doing any task?

[employee comments]
MANAGING AT TEAM:

Would you rather that your reporting staff respected you or feared you? Why? How would you inspire both reactions from them?

Can you describe a time when you have taken a management role when you did not have the title of a manager? What happened?

[employee comments]
PERSONAL GROWTH:

Do you accept positive criticism and work on the areas that need change?

Are you available to attend training and coaching workshops and do you benefit from them?

[employee comments]
ADAPTABILITY:

What is the biggest change you have dealt with and how did you cope with it?

Is there a time you had to adjust to a colleague's working style or technique in order to meet a deadline or achieve an objective?

[employee comments]
PERSONAL RELATIONSHIPS:

Describe a time when you were successful in building a relationship with a difficult person at work. How did you go about it?

Describe a time when you have met resistance while trying to build a relationship with a colleague. How did you deal with it?

[employee comments]
PROBLEM/SITUATION ANALYSIS:

Describe a time when you solved a problem without all the necessary information about it in hand. How did you go about it and what was the outcome?

Describe a time when you have found a creative way to solve a problem. How did you feel?

[employee comments]
DEADLINES - ON TIME:

How do you handle distractions and interruptions at work? Is there a time when you were distracted when doing an important task? What did you do?

What are some of the tools that you have used to prioritize your tasks? How has this helped meet your deadlines?

[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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