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

A Forensic / Fraud Officer investigates all types of financial issues concerning forgeries, legal claims, work injuries and any other fraudulent case. By poring through records, interviewing claimants and even working undercover to collect enough evidence, the officer gets to know every detail required to determine if fraud was committed. This officer works closely wit the police and state regulatory agencies that may need him to testify in a criminal or civil case.

Other tasks include analyzing government and insurance databases to ascertain precise background information on claimants and potential witnesses, visiting and interviewing applicants, performing surveillance work through undercover investigations, Understanding, and Practice of laws that pertain to public and insurance funds, understanding and practice of the legal limits of private investigation

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

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.

Not willing to do proper research and relies on outdated data and information.

Looks at issues in a biased and unfair way by not evaluating all factors.

1

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

Takes time to perform tasks and is never in any hurry to ensure they are accurate.

Tries to emphasize accuracy to those he or she works with and sets a goal standard for accuracy levels.

2

JUDGMENT SKILLS: Judgment is the ability to make a decision or form an opinion wisely especially in matters affecting action, good sense and discretion.

Does not monitor or review the results of a solution after implementing it thus sometimes encounters unforeseen new problems

Does not look at the consequences of one's decision or how one's life or career will look like if they chose a particular path

1

GIVING FEEDBACK: Giving Feedback is one of the most powerful tools to develop employees and improve performance through honest feedback of the work done best and areas that need improvement.

Withholds negative feedback to underperforming employees thus depriving them the information they need to improve

Gives feedback that contains an implied threat and that makes a person feel as if their job is in jeopardy

1

DEDICATION TO WORK: Dedication to Work is a devotion or setting aside the scheduled time that you are required to work each day consistently without fail as well as being on time and giving 100% of your efforts to doing quality work.

Maintains a strong personal commitment to the company's goals all the time

Seeks opportunities to coach others on how to selflessly give the very best

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.

Ability to lead others in setting personal goals that all result in accomplishing the company goals

Listens to the counsel of the management and coworkers and adjusts where there is need

2

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

Not able to stay poised and calm when presented with a dilemma or a sudden troubling event

Shows reluctance when asked to take over others in the same office or department when necessary

1

PERSONAL ACCOUNTABILITY: Personal Accountability is the feeling that you are entirely responsible for your actions and consequences taking ownership without blaming others.

Does not fulfill commitments made to other employees, supervisors, peers and customers

Lacks clear vision of where the company is headed and the goals that need to be accomplished

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.

Engages in inappropriate relationships or presents an unprofessional side of oneself when connecting with colleagues on social media

Builds work relationships with only the people in one's peer group or people one is similar to, which limits own career path

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.

Believes in perfection; spends time going through a problem over and over instead of trying out the available solutions and looking for changes afterward

Does not create time to do exercises that improve one's ability to think strategically and analytically

1

Self Evaluation

Self Evaluation Question

Employee Comments

CRITICAL THINKING:

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

How well do you consider having a concrete conclusion when presenting your ideas?

[employee comments]
ACCURACY:

How well do you take in instructions and follow them to the letter?

Are you someone who needs constant monitoring or supervision to deliver reliable work?

[employee comments]
JUDGMENT SKILLS:

Is there a time you have made a difficult decision? How did you handle the feedback? Is there a way you could have handled the situation differently?

Can you describe step by step, how you would brainstorm possible themes for a fundraising campaign in your company?

[employee comments]
GIVING FEEDBACK:

Describe a time when you have helped an employee accept change and make adjustments necessary to move forward. How did you go about it?

How do you recognize and motivate employees who have constantly demonstrated excellent performance at work?

[employee comments]
DEDICATION TO WORK:

Do you feel unable to accomplish a task even before beginning it?

Are you accountable to your leaders delivering milestones as required?

[employee comments]
PERSONAL GROWTH:

Are you fully committed to remaining an active part of the company?

Are you personally aware of areas you need to change?

[employee comments]
ADAPTABILITY:

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

Can you describe a situation where you had to move into action without a plan when solving a difficult problem?

[employee comments]
PERSONAL ACCOUNTABILITY:

Can you describe a time when you were asked to handle a tough problem which challenged your personal accountability? What was the outcome?

Can you think of a time when you have motivated yourself to finish unpleasant tasks? What steps did you take?

[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 found a creative way to solve a problem. How did you feel?

[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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