Use this sample and step by step explanation to craft a meaningful employee performance feedback review for an internal audit director. Find the right words with quality phrases.
The Internal Audit Director is responsible for planning and executing a risk-based audit plan to evaluate, report on and make recommendations for improving the company's key operational and finance activities and internal controls. The position requires the director to issue directives to every staff of the auditing group.
More responsibilities for this post includes - identifying and assisting in documenting existing internal financial records, executing and documenting new internal controls, establishing an internal monitoring function that helps in auditing the company's compliance with the internal controls set, launching ''cross-selling'' business to other practices, promoting new ideas and business solutions that result in extended services to existing clients.
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 |
|---|---|---|
| INITIATIVE: An initiative is the ability to assess and initiate things independently often done without any managerial influence offered. | Highly inactive and not ready to learn any new skills or develop older ones Lacks planning skills, therefore, does every task without a viable plan | 1 |
| PHYSICAL ABILITIES: Physical Abilities is the ability of one's strengths and limitations that are also known as the individual resources to perform well at the tasks given. | Constantly chases learning opportunities to become better making operations easier Is not scared to make periodic mistakes or take calculated risks | 2 |
| ADAPTABILITY: Adaptability is the ability to cope with and adapt to unexpected situations in any environment and staying connected with a great attitude. | Gets overwhelmed when multi-tasking. Feels overloaded when juggling several tasks or when under pressure Shows reluctance when asked to take over others in the same office or department when necessary | 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. | Does not take the time to create a plan that would help one stay on track when analyzing the situation at hand Does not ask questions or look at the situation from different angles thus fails to understand it better | 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. | Starts own projects as soon as one can in order to avoid scrambling for time when the deadlines approach Uses online calendars to organize own tasks and get email and text reminders for crucial deadlines | 2 |
| FINANCIAL MANAGEMENT: Financial Management is the skill of learning how to handle accounting, finance, and organizational management through providing daily data on the operations that take place every day. | Asks for upfront payments from clients, introduces plans that give discounts for pre-payments or full payments, and adds late payments penalties where possible Sets payment terms of no more than seven days in order to ensure that payments are not lost in the process or forgotten | 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. | Rarely checks the currency of knowledge and does not put any effort into staying alerted for new information Demonstrated unwillingness to share own skills, experience, and knowledge with colleagues and does not assist others when they need knowledge | 1 |
| RESEARCH: Research is the ability to stay updated on the latest trends in different fields as per your concern or the concern of your company or business. | Constantly fails to summarize information and hardly explains the motives, aims, results, and conclusions of a research Rarely applies logic and reason when determining the merits of an argument and often draws conclusions from illogical arguments | 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 Demonstrates inability to balance work and life and creates time for only one aspect at the expense of the other | 1 |
| WRITING REPORTS AND PROPOSALS: Writing Reports and Proposals is the ability to record business reports and plans for the company or project following the policies and procedures of the company. | Hardly conveys information and ideas in an appropriate format and language when writing technical reports and proposals Shows little willingness to learn the value of good written communication when writing reports and proposals | 1 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| INITIATIVE: Are you creative enough to come up with decisions for hard tasks? Do you accept responsibility quickly without passing on the blame? | [employee comments] |
| PHYSICAL ABILITIES: Do you help others to come up with workable goals for complicated tasks? Do you communicate effectively to ensure adequate use of equipment or machines? | [employee comments] |
| ADAPTABILITY: If you were given a new project to lead without prior knowledge, what steps would you take to tackle it? Give a situation where you had to present to a group of clients with little or no preparation. What challenges did you face? | [employee comments] |
| PROBLEM/SITUATION ANALYSIS: How do you weigh the advantages and disadvantages of a solution before implementing it? What are some of the challenges that you have encountered when analyzing problems and how have you faced them? | [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] |
| FINANCIAL MANAGEMENT: Describe a time when your company has made a huge profit. What do you think made this possible? In your opinion, when do you think is the best time for a company to borrow a loan from the bank? Explain your answer | [employee comments] |
| KNOWLEDGE MANAGEMENT: What are you doing to improve your understanding on when to seek for new knowledge? What efforts are you making to stay alerted with new knowledge? | [employee comments] |
| RESEARCH: What are you doing to improve your understanding of how to use data reduction and synthesis methods? What are you doing to improve your ability to point out, define, and analyze existing problems? | [employee comments] |
| SCHEDULING: What are you doing to identify and prioritize more important tasks? How often do you encourage others to work steadily towards both career and personal goals? | [employee comments] |
| WRITING REPORTS AND PROPOSALS: What efforts are you making to learn the value of good written communication when writing reports and proposals? Can you think of a situation you failed to use an appropriate writing style? How did you correct the mistake? | [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: |