Use this sample and step by step explanation to craft a meaningful employee performance feedback review for an external auditor. Find the right words with quality phrases.
An External Auditor's role is to serve as a self-governing evaluator of the financial records of any organization be it individual, government or any legal entity. This position is relied upon by many business owners who expect the independent and unbiased evaluation of their finances. This auditor is different from internal auditors because they appraise the organizations without an opinion on the financial information they evaluate.
General duties includes preparing and submitting clear and concise audit reports, examining end of the year and interval accounts, conducting departmental reviews and interviewing key staff members about their work practices, collecting and reviewing financial statements and other operational data, evaluating financial risk controls, serving as the primary contact for the audit staff and the client, performing work for different organizations,
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. | Looks at issues in a one-sided manner instead of having different varied ways of looking at it. 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. | Always willing to take risks to achieve great innovative results. Share valuable information that might help solve the various problems that might arise. | 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 |
| SUPERVISORY SKILLS: Supervisory Skills is the ability to lead and manage people effectively in a difficult and challenging atmosphere in the day to day life. | Turns small problems into big issues sometimes involving the entire staff Does not resolve small problems until they grow to a significant conflict | 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 Respects the company code and delivers the feedback within the set deadlines | 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. | Focuses energies and strengthens on the most demanding tasks that can be done Seeks to do the more challenging tasks and does them well | 2 |
| PERSONAL RELATIONSHIPS: Personal Relationships is the relationship between individuals who have or have had a continuing relationship of any nature either professional or informal. | Often gets involved in deadly office politics instead of concentrating on completing own tasks and building professional working relationships with others Jumps into the issues or matters of other employees in order to "spread the fire" but not to rescue them | 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. | Makes excuses when one makes mistakes or fails to meet deadlines instead of holding oneself accountable and showing the willingness to improve Keeps a to-do list but does not use it effectively thus ends up missing an important task or deadline | 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. | Rarely checks the currency of knowledge and does not put any effort into staying alerted for new information Shows unwillingness to look for and adopt new ideas that can assist in improving own knowledge | 1 |
| WRITING REPORTS AND PROPOSALS: Writing Reports and Proposals is the ability to record business reports and plans for the company or project following the policies and procedures of the company. | Demonstrates little understanding of all the key components of reports and proposals Does not connect with the target audience when writing reports and proposals | 1 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| CRITICAL THINKING: How well do you research and gather facts and information before solving an issue? How well do you consider having a concrete conclusion when presenting your ideas? | [employee comments] |
| INNOVATION: What is the worst decision you had ever made when you were trying to solve a particular problem? How well do you work with a group or team to come up with innovative ideas? | [employee comments] |
| ACCURACY: Give an instance you overloaded yourself with work and how you would rate the work you submitted. How do you do your research and do you use factual data and information while doing any task? | [employee comments] |
| SUPERVISORY SKILLS: Do you understand your core roles and responsibilities as a supervisor? Are you reliable to give a competent report on each employee's abilities? | [employee comments] |
| APPRAISAL AND EVALUATION SKILLS: How do you balance quality and quantity in terms of the performance? Are you able to schedule your work to match the company's calendar? | [employee comments] |
| WORK ATTITUDE: Are you an asset to your company or a strict liability that only causes conflict? Do you give your work a personal touch that people can put know you did it? | [employee comments] |
| PERSONAL RELATIONSHIPS: Describe a time when you have been able to address an angry customer and build a great relationship. What was the problem and how did you handle 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] |
| 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 things that you include in your to-do lists to make them effective? How has this helped you meet your deadlines? | [employee comments] |
| KNOWLEDGE MANAGEMENT: What efforts are you making to improve your knowledge searching strategies? What efforts are you making to stay alerted with new knowledge? | [employee comments] |
| WRITING REPORTS AND PROPOSALS: What are you doing to improve how you connect with target audience when writing reports and proposals? What efforts are you making to meet the needs of the target audience when writing reports and proposals? | [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: |