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

An Internal Audit Senior Manager is responsible for managing all the auditors and auditing processes set in place. He is the overall manager of the entire verification process with both junior and senior auditors reporting to him/her. This position allows verification of any data provided by the auditing group before it is released to the president of the company or the CEO.

More responsibilities include verifying the annual internal reports, ensuring internal controls and corporate laws are both compliant, follow-up on pending audit reports, leading auditors meetings, training, and workshops, conducting the risk assessment of assigned departments, identify risk based audit programs and find solutions.

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

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

Does not manage time well enough and ends up doing things in a hurry and delivering error loaded work.

Have no good observation skill and the ends up missing on the minor details.

1

KNOWLEDGE OF COMPANY PROCESSES: Knowledge of Company Processes is the in-depth understanding of a collection of related, structured activities that serve a particular goal for a group of customers or clients who are valuable to the enterprise.

Proposes different ways to do things and understands the value of other ideas and ways of doing things

Is attentive when performing tasks or doing projects or when interacting with people from different backgrounds or countries

2

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.

Gives feedback that goes on for too long without giving the other person time to process the information he/she has received

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

1

MANAGING AT TEAM: Managing is the administration of an organization which includes activities of setting the strategy of an organization and coordinating the efforts of the employees to accomplish its objectives.

Constantly watches, tracks and admonishes employees for every slight failing thus makes them feel as if they are not trusted

Steps away from a problem and hopes that the issue will resolve itself instead of being consistent about solving it

1

INITIATIVE: An initiative is the ability to assess and initiate things independently often done without any managerial influence offered.

Takes the initiative in overcoming obstacles and meeting the organization's goals

Always eager to obtain constructive feedback that ensures better performance in all the tasks

2

WORK ATTITUDE: Work Attitude is one's feelings towards and beliefs about one's job and their behavior that can tell how it feels to be there.

Carries a productive attitude that does not change even in unpleasant situations

Seeks to do the more challenging tasks and does them well

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.

Blames other people when one makes mistakes instead of taking responsibility for own actions

Does not care about checking the progress of the implemented solutions or suggesting changes

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

Is unable to prioritize when one is facing a pool of seemingly urgent tasks or projects

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

Constantly fails to recognize the importance of good communication when sharing knowledge

1

TECHNOLOGY SAVVY: Technology Savvy is the introduction of the digital technology in the workplace as a strategy to make tasks run swiftly against doing them manually.

Shows little interest to learn more about keeping mobile devices and computers free from unauthorized access

Demonstrates little knowledge on how to use modern computing power to assist in making better decisions

1

Self Evaluation

Self Evaluation Question

Employee Comments

ACCURACY:

Give an instance you overloaded yourself with work and how you would rate the work you submitted.

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

[employee comments]
KNOWLEDGE OF COMPANY PROCESSES:

How do you demonstrate your understanding of the general environment in which your company operates?

What steps have you taken to encourage other employees to keep up-to-date with the company's rules, structures, networks, and systems?

[employee comments]
GIVING FEEDBACK:

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

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

[employee comments]
MANAGING AT TEAM:

Have you ever been appointed to manage a team? If yes, describe the role you played in the team's success

What are the two most important values that you demonstrate as a manager? Describe a time when you have demonstrated these values in the workplace

[employee comments]
INITIATIVE:

Have you sighted any improvement from the last evaluation season?

Do you establish personal priorities to enable you to complete first tasks first?

[employee comments]
WORK ATTITUDE:

Are you an asset to your company or a strict liability that only causes conflict?

Are you always armed with the right attitude no matter the situation?

[employee comments]
PROBLEM/SITUATION ANALYSIS:

Your manager wants to buy a program that will improve the customer service and asks you for a recommendation. How would you reply?

Describe a time when you have anticipated a problem. What did you do about it?

[employee comments]
DEADLINES - ON TIME:

Is there a time when you have failed to meet an important deadline? What was the problem and how did you go about it?

What are some of the things that you include in your to-do lists to make them effective? How has this helped you meet your deadlines?

[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?

Can you think of a situation where you didn't comply with knowledge management standards? How did you correct the situation?

[employee comments]
TECHNOLOGY SAVVY:

What efforts are you making to improve your capacity to work anytime from anywhere and on any device?

What are you doing to increase your capacity to operate modern electronic devices?

[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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