Use this sample and step by step explanation to craft a meaningful employee performance feedback review for a corporate governance consultant. Find the right words with quality phrases.
A Corporate Governance Consultant plays a significant role in providing high-quality support and assistance to the organization's secretaries. This position is created to assist particularly in diary management, project and administrative support and company management.
Other duties includes, assisting in facilitating the statutory compliance of the organization, updating and reviewing all data and ensuring accuracy of each records, working with a broad range of stakeholders to provide advice to clients for the interest of their business, provide secretarial services like submitting annual returns and filings, supporting active corporate governance like anti-bribery and data privacy, developing knowledge of local requirements in constitutional rights of different countries if you have international clients.
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 |
|---|---|---|
| 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 take the time to consider all factors available before making a decision carefully. Not willing and inflexible to change tact or strategy when the initial plan fails to achieve the desired effect | 1 |
| INNOVATION: Innovation is the process of translating new invention into a service that creates value or brings better solutions that meet the requirements. | Not afraid to make mistakes and shows great resolve to learn from experiences. 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 adequately undertake research or study before commencing any troubleshooting procedure. Does not consider all the available and potential solutions when solving problems. | 1 |
| 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. Have no good observation skill and the ends up missing on the minor details. | 1 |
| APPEARANCE AND GROOMING: Appearance and Grooming are the way one presents themselves in a professional environment or the workplace with the aim of gaining positive impression and respect as well. | Ensures both genders respect each other and maintains clear boundaries Does not use grooming that conflicts with the company policy | 2 |
| 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. | Stops personal or group emotions from clouding or taking over business judgment Carries a great ability to outline the pros and cons of each course of action | 2 |
| ENJOYMENT OF THE JOB: Enjoyment of the Job is the ability to enjoy what you do rather than enjoying what you earn from it. | Disassociates oneself from colleagues and team members and does not create time to get to know new employees Spends too much time dwelling on something, rather than just doing it thus, creates a big deal out of nothing | 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 Makes excuses when one is unable to work or does not understand what the project is about instead of asking for clarification | 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. | Spends time complaining about the problem at hand instead of looking for solutions and prevention of such a problem in the future Does not create time to do exercises that improve one's ability to think strategically and analytically | 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 Constantly fails to recognize the importance of good communication when sharing knowledge | 1 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| CRITICAL THINKING: How well do you research and gather facts and information before solving an issue? When expressing your ideas do you deliver them in a logical manner? | [employee comments] |
| INNOVATION: Explain how you go about when solving a problem or an issue? Describe the best and the worst decision you have ever made? | [employee comments] |
| TROUBLESHOOTING: How do you manage your clients and communicate to them the progress of their work? Give an instance you failed to deliver a task you had been given by a client. How did you resolve it? | [employee comments] |
| ACCURACY: Do you normally have a checklist or a guide before you start doing any given task? How do you do your research and do you use factual data and information while doing any task? | [employee comments] |
| APPEARANCE AND GROOMING: Do you follow the company policies and regulations in regards to how you should dress? Have you taken into consideration the feedback you have received from your peers and staff? | [employee comments] |
| ORIENTATION TO WORK: Are you able to plan on each day's goals and meet targets set by the company? Are you a fast learner or you need something repeated over and over again for you to understand? | [employee comments] |
| ENJOYMENT OF THE JOB: Describe a time when you went beyond your employer's expectations in order to get the job done If you find yourself working with a "boring" team, how do you keep yourself and others motivated? | [employee comments] |
| PERSONAL RELATIONSHIPS: How do you establish rapport with other employees? What are some of the things that you have done to gain their confidence? Is there a time when you have chosen to trust a colleague to handle a very sensitive project for you? What was the outcome? | [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? Describe the most difficult situation/problem you have ever solved. What steps did you take to diagnose it and what was the outcome? | [employee comments] |
| KNOWLEDGE MANAGEMENT: What are you doing to improve your understanding on when to seek for new knowledge? What efforts are you making to look for new ideas that can assist you in improving your knowledge capabilities? | [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: |