Use this sample and step by step explanation to craft a meaningful employee performance feedback review for an internal audit manager. Find the right words with quality phrases.
An Internal Audit Manager oversees the performance of the full review cycle that includes the risk management and control management on all operations, financial reliability, and compliance with all applicable directives and regulations. He/She also determines the internal audit scope and develops annual plans that ought to be followed.
General duties for this position include Performing and controlling the full review cycle, determining internal audit scope and develop annual plans, obtaining, analyzing and evaluating accounting documentation, preparing and presenting reports that reflect audit's results and document process, identifying loopholes and recommended risk aversion measures and cost savings and maintaining an open communication with management and audit committee.
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 |
|---|---|---|
| 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 Does not understand how to share tasks with others equally | 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. | Has difficulties in mastering and adhering to new procedures of evaluation and appraising Does not give credible results on employee assessments already undertaken | 1 |
| 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. | Does not understand how to execute tasks that are based on the level of training provided Pursues personal goals at the expense of the business goals | 1 |
| ADAPTABILITY: Adaptability is the ability to cope with and adapt to unexpected situations in any environment and staying connected with a great attitude. | Offers to cover the responsibilities of a colleague while he/she is on vacation Tailors a sales pitch to meet unique needs of a certain client | 2 |
| 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. | Saves social time for after one has completed the assigned tasks in order to avoid distractions and remain focused Completes a portion of the task and shares it with the person who assigned it in order to get valuable feedback | 2 |
| MANAGING DETAILS: Managing Details is the skill of paying close attention to details of every element of your job performance to ensure nothing is overlooked. | Exercises control over other employees and shows the unwillingness to welcome any factor that could change own methods of working Allows oneself to be caught up in office gossip or chit-chat instead of concentrating on the assigned task and producing correct and quality work | 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 Miscalculates the time required to complete projects and ends up missing deadlines | 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. | Does not bother to look out for new sources and uses search strategies that are inappropriate for a given task Shows unwillingness to look for and adopt new ideas that can assist in improving own 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. | Performs poorly in teamwork and is unable to work with a diverse group of people when solving problems Demonstrates little willingness to learn how to read machine prints and diagrams | 1 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| TEAM BUILDING: What is your personality? Does it hinder or encourage you to participate? Do you offer good group work and successful management equally to everyone or do you show favoritism? | [employee comments] |
| SUPERVISORY SKILLS: Do you understand your core roles and responsibilities as a supervisor? Are you able to develop supervision skills in others through your own experience? | [employee comments] |
| APPRAISAL AND EVALUATION SKILLS: Do you find fault with some of the employees you assess? Do you work with the employees after the assessment to see better results? | [employee comments] |
| PERSONAL GROWTH: Do you make an immediate corrective action based on the coaching or feedback you receive? Are you personally aware of areas you need to change? | [employee comments] |
| ADAPTABILITY: Can you describe a project or situation which required you to remain open-minded and flexible in order to succeed? Can you think of a time when your task or project suffered a setback? How did you react? | [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? Which is one of the most difficult projects you have ever done? What made it difficult and how did you go about making it a success? | [employee comments] |
| MANAGING DETAILS: How would you deal with a team member who is super detail oriented, that he/she always slows the team down? Describe a time when you have had to multitask. How did you organize your tasks to make sure that you didn't miss any of them? | [employee comments] |
| TIME MANAGEMENT: Can you point out the things distracted you from delivering work on time? How do you react when you realize that time is running out and you are yet to finish a project? | [employee comments] |
| KNOWLEDGE MANAGEMENT: What efforts are you making to improve your knowledge searching strategies? What efforts are you making to stay alerted with new knowledge? | [employee comments] |
| MECHANICAL SKILLS: What are you doing to improve your math skills and apply them in analyzing problems and designing solutions? What are you doing to improve your ability to identify weaknesses and potential design improvements in mechanical tools and equipment? | [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: |