Use this sample and step by step explanation to craft a meaningful employee performance feedback review for an internal auditor. Find the right words with quality phrases.

An Internal Auditor monitors and evaluates how well the risks are being managed and how the internal processes are working. This position provides a lot of consulting services advising management on how to improve systems and processes within the company. The nature of audits vary significantly; this post prioritizes on solving any issue that affects the survival and prosperity of the business.

Other general tasks include, attending meetings with auditees to develop an understanding of business processes, travelling to different sites to meet relevant staff and obtain documents and information, researching and assessing how well risk management processes are working and recording the results using software such as Microsoft Word and Excel, performing risk assessments on the main business activities and using this information to guide what to cover in audits

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

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.

Puts employees on the defensive by immediately blaming and shaming them thus they are not open to criticism

Always tells employees what they are doing wrong which makes them assume that they are not a good fit for the job

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

Highly receptive to coaching and managerial feedback on the overall assessment

2

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.

Only dedicated to the company whenever it is convenient to do so

Very lazy in a group setting, always sitting and watching others move by

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 care about checking the progress of the implemented solutions or suggesting changes

1

QUANTITY OF WORK: The quantity of Work is the amount of work accomplished by an employee against the expectations set by the employer.

Always goes that extra mile; is responsible for a major improvement in own department's productivity

Is highly motivated and constantly offers outstanding suggestions to keep others motivated to exceed the company goals and expectations

2

TIME MANAGEMENT: Time Management is the capacity for an individual to assign specific time slots to activities as per their importance and urgency to make the best possible use of time.

Uses technical tools that assist in delivering work more quickly

Follows proven time-management systems and appreciates that time is money

2

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

Demonstrated unwillingness to share own skills, experience, and knowledge with colleagues and does not assist others when they need knowledge

1

SCHEDULING: Scheduling is creating daily workflow charts that the employees are supposed to follow when working and submitting their projects.

Often forgets to add some contingency time for unexpected events when scheduling tasks

Schedules unrealistic amount of work that cannot be completed within the available time

1

DATA ENTRY: Data Entry is a skill to key in information from various sources as directed by the management while keeping to the policies and procedures of the company and ensuring they are accurate.

Demonstrates little willingness to learn how to transcribing documents and type up manuscripts

Makes little effort to improve spelling, punctuation and grammar when typing data

1

MECHANICAL SKILLS: Mechanical Skills are the abilities to solve problems that arise in the workplace, although it may vary from one company to another.

Performs poorly in teamwork and is unable to work with a diverse group of people when solving problems

Shows little awareness of safety requirements and legal guidelines when making designs

1

Self Evaluation

Self Evaluation Question

Employee Comments

GIVING FEEDBACK:

How often do you discuss a person's performance with him/her? Give a specific example

What are some of the things you have done to develop the skills of other employees and make them more productive?

[employee comments]
APPRAISAL AND EVALUATION SKILLS:

How do you balance quality and quantity in terms of the performance?

Do you give the employees a chance to explain their performance or is your word final?

[employee comments]
DEDICATION TO WORK:

Do you show up daily for work or you give excuses to be absent?

Are you accountable to your leaders delivering milestones as required?

[employee comments]
PROBLEM/SITUATION ANALYSIS:

How do you weigh the advantages and disadvantages of a solution before implementing it?

What factors have you considered when developing and evaluating solutions to a problem?

[employee comments]
QUANTITY OF WORK:

Describe a time when you have had to adjust your working pattern in order to be more productive. How did this affect the quantity of work you produced?

Describe a time when you had to focus all your attention and energy to get a project done. Did you meet the set productivity goals?

[employee comments]
TIME MANAGEMENT:

Do you plan your time and evaluate how you use it periodically when working on a project?

Is there a time you had to seek assistance from another person to solve a problem quickly?

[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?

What efforts are you making to look for new ideas that can assist you in improving your knowledge capabilities?

[employee comments]
SCHEDULING:

What are you doing to identify and prioritize more important tasks?

How often do you balance work and life and how often do you schedule time for non-work related activities?

[employee comments]
DATA ENTRY:

What efforts are you making to improve your literacy and numeracy skills when working with data?

What efforts are you making to improve your typing skills?

[employee comments]
MECHANICAL SKILLS:

What efforts are you making to improve your communication skills when explaining complex machines to clients?

What efforts are you making to learn more about safety requirements and legal guidelines when developing designs?

[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: