Use this sample and step by step explanation to craft a meaningful employee performance feedback review for an external audit manager. Find the right words with quality phrases.
An External Audit Manager is hired from outside the company and made in charge of approving an organization's financial information. Under this position, both junior and senior accountants work together to complete the tasks assigned. These auditors include those who belong to the company and have worked on the records that are provided to this new auditor. External auditing firms are established to ensure that every company meets the expected standards of accounting.
Other tasks for this position includes identifying risks and managing them, Producing reports, highlighting issues and providing a potential solution, engaging with senior staff to gain a good understanding of the business, ensuring compliance with internal and external requirements.
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 |
|---|---|---|
| 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. | Starts conflicts and disagreements within the team that leads to team members fighting each other. Shows reluctance when it comes to undertaking various activities with the team. | 1 |
| ACCURACY: Accuracy refers to the closeness of a measured value to a known value or standard that is passed by the governing laws. | Develops a checklist as a guide to make sure that all the procedures are met. Produces or delivers work that is 100 percent reliable and trustworthy. | 2 |
| KNOWLEDGE OF JOB: Knowledge of Job is essential to every employee who needs to have a clear understanding of how their jobs fit into the overall organization to eliminate carelessness and laxity. | Sets goals but does not know how to come up with a good plan to accomplish those goals Gets depressed when faced with challenges; is not able to remain when faced with a difficult situation | 1 |
| MANAGEMENT SKILLS: Management Skills are also known as leadership skills and involve planning, decision making, delegation, time management and time management to ensure optimum organization in focus and the technical of how and why of accomplishing tasks. | No understanding of how performance should be measured or keeping employees on check Does not handle complaints professionally causing turbulences in the team | 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. | Takes the appropriate steps to follow the provided action plan Does not compromise on the quality of the company's policies when evaluating the performance of each individual | 2 |
| 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 Wears a bright smile every day that lights up the entire company | 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. | Tries to hide or shift blame to others when one makes an error instead of taking responsibility for own actions Jumps into the issues or matters of other employees in order to "spread the fire" but not to rescue them | 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. | Faces the problem alone without involving other people's ideas and therefore ends up spending more time on the problem than expected Breaks down a problem into smaller ones but does not develop strategies to solve the problems | 1 |
| ROLE AWARENESS: Role Awareness is the ability to be informed of your role in a given environment as well as understand the expectations placed on a position and to see how they are met apparently. | Does not take the initiative to start new projects, create new opportunities or pitch new solutions for the company Lacks compassion and understanding; always complains about how much work one has and does not look for ways to get it done | 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. | Hardly reviews the knowledge requirements for new tasks and does not understand when to seek for new knowledge Shows unwillingness to look for and adopt new ideas that can assist in improving own knowledge | 1 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| TEAMWORK SKILLS: Give an instance you contributed actively to a group problem and what was the result? Have you ever done anything that affected the team negatively? How did you manage it? | [employee comments] |
| ACCURACY: How well do you take in instructions and follow them to the letter? Describe an instance you made an error that led to significant problems and what did you learn afterward? | [employee comments] |
| KNOWLEDGE OF JOB: What steps have you taken in the past to adjust your style when it was not meeting a project's expectations? What techniques do you use to plan your daily tasks? How effective have they been? | [employee comments] |
| MANAGEMENT SKILLS: How do employees and supervisors respond to your leadership skills? Do you always have the necessary support to your staff? | [employee comments] |
| APPRAISAL AND EVALUATION SKILLS: Do you find fault with some of the employees you assess? Are you able to schedule your work to match the company's calendar? | [employee comments] |
| APPEARANCE AND GROOMING: What are your personal motives behind your dressing and grooming? Are you able to tell others to present themselves professionally without feeling guilty of doing the opposite? | [employee comments] |
| PERSONAL RELATIONSHIPS: In your opinion, what are the key ingredients in building and maintaining a successful business relationship? How have these worked for you? How do you make sure to keep the existing relationships with other employees and customers strong every single day? | [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 anticipated a problem. What did you do about it? | [employee comments] |
| ROLE AWARENESS: What have you done to help team members become more aware of their roles in a team project? In your opinion, do you think it is important for employers to develop ways to help employees become more aware of their positions it the company? Explain | [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 |
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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: |