Use this sample and step by step explanation to craft a meaningful employee performance feedback review for an internal audit senior. Find the right words with quality phrases.
An Internal Audit Senior is responsible for performing individual internal audit projects as part of the total internal audit plan. The internal audit position helps the organizations stay on the right financial path. This senior position works together with junior internal auditors as well as accountants to provide the required information.
More responsibilities include developing internal audit scope, performing internal audit procedures, preparing internal audit reports that reflect the results of the work done, Assist in internal audit management with periodic reports presented to the audit committee, developing an annual internal audit plan, championing internal controls, perform follow up on the outstanding internal audit issues.
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 |
|---|---|---|
| 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. | Always criticizes the other team members and does not appreciate their efforts. 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. | Takes time to perform tasks and is never in any hurry to ensure they are accurate. Usually tries to find errors in work and corrects them immediately. | 2 |
| ADMINISTRATIVE SKILLS: Administrative Skills are all the services related to the running of a business or keeping an office organized while supporting the efforts of the management team. | Does not fulfill administrative and performance management functions as required. Does not know how to use technology related equipment and processes properly. | 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. | Quickly gets distracted with other tasks that are not important or urgent Domineers others by putting people off and misjudging others? contributions | 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. | Challenges the abilities of the subordinates by bringing out the best in them Always readily accessible to subordinates developing a spirit of teamwork | 2 |
| 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 Does not compromise on the quality of the company's policies when evaluating the performance of each individual | 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. | Spends time complaining about the problem at hand instead of looking for solutions and prevention of such a problem in the future Jumps into solving a problem without enough information and facts thus generates solutions that are half-baked | 1 |
| 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. | Rarely completes assigned work on time and devotes a lot of time on non-priorities Rarely keeps a record of upcoming deadlines and major events | 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 Demonstrated unwillingness to share own skills, experience, and knowledge with colleagues and does not assist others when they need knowledge | 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. | Lacks analytical skills and is always unable to solve most problems brought by clients Hardly knows how to identify weaknesses in mechanical tools and equipment | 1 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| TEAMWORK SKILLS: Do you make your voice heard on team issues, or you allow others to come up with the ideas? Have you ever done anything that affected the team negatively? How did you manage it? | [employee comments] |
| ACCURACY: Which environment do you work comfortably well, noisy or quiet environment? Do you give other people your work to proofread again before presenting it? | [employee comments] |
| ADMINISTRATIVE SKILLS: Being in a leadership role, do you feel you influence those around you positively? Give an instance, or example that you can say is your proudest moment of being in an administrative capacity? | [employee comments] |
| TEAM BUILDING: Should you take a more active role and contribute more to your future teamwork? What is the one particular lesson the team learned from you that they did not have before? | [employee comments] |
| SUPERVISORY SKILLS: Have you discovered your strengths and identified areas that need improvement? Do you have a laid out plan on how to ensure you reach each employee individually? | [employee comments] |
| APPRAISAL AND EVALUATION SKILLS: How do you balance quality and quantity in terms of the performance? Do you treat the employees the same even the weak ones? | [employee comments] |
| PROBLEM/SITUATION ANALYSIS: How do you weigh the advantages and disadvantages of a solution before implementing it? Describe the most difficult situation/problem you have ever solved. What steps did you take to diagnose it and what was the outcome? | [employee comments] |
| TIME MANAGEMENT: Do you maintain a plan and say no to constant interruptions while working? What attempts are you making to speed up your productivity without compromising on the quality of work? | [employee comments] |
| KNOWLEDGE MANAGEMENT: How often do you encourage others to share their knowledge and experience? What efforts are you making to improve your skills in analyzing knowledge from different sources? | [employee comments] |
| MECHANICAL SKILLS: What efforts are you making to improve your ability to identify a wide range of symbols on drawings and blueprints? What efforts are you making to learn more about safety requirements and legal guidelines when developing designs? | [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: |