Use this sample and step by step explanation to craft a meaningful employee performance feedback review for an external audit sr manager. Find the right words with quality phrases.
An External Audit Sr Manager is responsible for verifying operations, controls, processes and practices in the finance department of any company. He/She may also recommend changes and enhancements to existing policies and controls to ensure that they are current and functional by the businesses and the government.
Other general responsibilities for this position are, overseeing the entire audit process and the entire team responsible, planning and performing operational and financial audits, identifying business risks involved and finding solutions, promoting examination methodologies to appraise the fitness of controls, recording the results of the evaluations according to his observations, updating recommendations and reports based on audits and presenting these ideas to senior management.
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 |
|---|---|---|
| VERBAL COMMUNICATION: Verbal Communication is the use of tones and language to relay a message; it aids as a vehicle for expressing ideas, concepts and it, is critical to the daily running of the business. | Speaks disrespectfully and arrogantly while in a conversation with others. Does not strike a good balance between the verbal skill and the body language usage. | 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. Tries to emphasize accuracy to those he or she works with and sets a goal standard for accuracy levels. | 2 |
| COLLABORATING WITH OTHERS: Collaborating is willingly working with one another and cooperating in whatever task one is assigned without behaving poorly or having an attitude change that hurts others. | Creates an environment where members are afraid of airing their views for fear of being judged Sets an endless series of meetings with the team members in which little is accomplished | 1 |
| TEAM BUILDING: Team Building represents various types of activities used to enhance social relations and define roles within the different teams at the workplace. | Shy away from assignments that require group efforts and does not show up for group discussions Highly inconsistent and cannot be relied upon by fellow workmates to assist in the project | 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 performance appraisal and evaluation seriously and makes improvement on them Does not compromise on the quality of the company's policies when evaluating the performance of each individual | 2 |
| POTENTIAL FOR ADVANCEMENT: The potential for Advancement is the ability to make something better by being more skillful, more efficient, and more useful to produce high-quality results. | Has established an easy way to meet all the company goals set Takes work seriously giving it the required commitment the company asks | 2 |
| 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 Jumps into solving a problem without enough information and facts thus generates solutions that are half-baked | 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 communicate proactively to let others know when a task is complete and know what needs to be done next Brags about all the things one can do but never delivers thus makes others upset or fail to meet their goals | 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. | Agrees to a deadline that one knows is unattainable thus ends up unsatisfying the person who assigned the project and ruins own reputation 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. | Constantly fails to comply with the set standards, guidelines, and processes required to manage knowledge Constantly fails to recognize the importance of good communication when sharing knowledge | 1 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| VERBAL COMMUNICATION: Give an instance you were given the opportunity to talk to people. What was the reaction? How do you respond to feedback and criticism and do you encourage people to give you feedback and citric your speech? | [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] |
| COLLABORATING WITH OTHERS: Can you describe a team experience which you have found rewarding? Is there a time when you have had to work with a team that did not get along? What did you do? | [employee comments] |
| TEAM BUILDING: Should you take a more active role and contribute more to your future teamwork? Do you offer good group work and successful management equally to everyone or do you show favoritism? | [employee comments] |
| APPRAISAL AND EVALUATION SKILLS: Can you be relied upon to deliver accurate and timely data? Do you work with the employees after the assessment to see better results? | [employee comments] |
| POTENTIAL FOR ADVANCEMENT: Do you carefully consider the feedback from the management or do you overlook it? Do you pay careful attention to coaching and implement it in your work? | [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] |
| ROLE AWARENESS: Describe a project that required you to demonstrate role awareness. What was your role and what was the outcome? Explain how your department has benefited from employees being more aware of their roles. How has this benefited the company at large? | [employee comments] |
| DEADLINES - ON TIME: Describe a time when you have had to work under a tight deadline. What methods did you use to meet the deadline? How do you determine how much time is needed to finish a certain task? Is there a time when you have felt overloaded with work? What did you do? | [employee comments] |
| KNOWLEDGE MANAGEMENT: How often do you encourage others to share their knowledge and experience? 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: |