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

An Internal Controls Manager is the watchdog of the company, department or division. His primary task is to develop policies and procedures as well as ensure their implementation and monitor compliance. This position is known to keep a company focused on its objectives to keep it from engaging in illegal or unethical activities that could lead to regrets.

Other responsibilities include conducting ongoing reviews of all the operating procedures; company controls to determine any potential hazards or breaches of the conduct, creating annual plans together with the senior management and financial supervisors to assess the adequacy of asset safeguards, outlining the organization's code of ethics and training the staff in using best practices.

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.

Withholds negative feedback to underperforming employees thus depriving them the information they need to improve

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

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.

Displays excellent management skills in how to manage time and resources

Can handle workplace stress and pressure with calm and sobriety

2

PERSONAL RELATIONSHIPS: Personal Relationships is the relationship between individuals who have or have had a continuing relationship of any nature either professional or informal.

Shares confidential information about the company or colleagues with other employees or on social media

Talks down to other employees, uses sarcasm, or sounds nasty when addressing issues thus ends up hurting them

1

SEEING POTENTIAL PROBLEMS: Seeing Potential Problems is the ability to structure the current situations and identify developments that could cause problems in the future.

Asks for feedback from employees regarding a project but does not develop ways to prevent the reported anticipated problems

Does not allow customers to try products before they buy, thus makes the customers have doubts on the products

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.

Saves social time for after one has completed the assigned tasks in order to avoid distractions and remain focused

Negotiates due dates with the people concerned in order to have more control and reduce stress when working on a project

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

Makes commitments to estimate the time required to complete a project

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

Hardly participates in networking opportunities that can assist in gaining more knowledge and rarely encourages others to do so

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.

Often fails to communicate the purpose and outcomes of a research in a clear manner

Rarely applies logic and reason when determining the merits of an argument and often draws conclusions from illogical arguments

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.

Lacks enough capacity to work anytime from anywhere and on any device

Lags behind in using computers to execute repetitive, multiple, and complex tasks more efficiently

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

Hardly knows how to identify weaknesses in mechanical tools and equipment

1

Self Evaluation

Self Evaluation Question

Employee Comments

GIVING FEEDBACK:

How have you handled an employee whose work is not up to the company's expectations?

When do you give positive feedback to your employees or subordinates? Give an example of the last time you did

[employee comments]
PERSONAL GROWTH:

Do you consider the requirements carefully before handling any task?

What changes do you need to inject in your personal goals to make you better?

[employee comments]
PERSONAL RELATIONSHIPS:

Can you describe an experience that showcases your ability to work and relate well with other employees in the workplace?

How do you make sure to keep the existing relationships with other employees and customers strong every single day?

[employee comments]
SEEING POTENTIAL PROBLEMS:

Describe a solution that was implemented primarily due to your ability to see potential problems. What was the problem?

How do you set projects deadlines and milestones to make sure that employees meet them successfully?

[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?

How do you determine how much time is needed to finish a certain task? Is there a time when you have felt overloaded with work? What did you do?

[employee comments]
TIME MANAGEMENT:

Can you point out the things distracted you from delivering work on time?

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

[employee comments]
KNOWLEDGE MANAGEMENT:

What are you doing to improve your understanding on when to seek for new knowledge?

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

[employee comments]
RESEARCH:

How often do you use mathematical techniques such as statistical tests to manipulate data?

How often do you break bigger issues into smaller manageable parts when faced with complex situations during research?

[employee comments]
TECHNOLOGY SAVVY:

Have you ever utilized the power of modern computing power to assist you in making better decisions?

Have you ever advocated the use of modern electronic devices that can assist in sharing and storing data more efficiently?

[employee comments]
MECHANICAL SKILLS:

How often do you train yourself to improve your ability to read a wide range machine prints and diagrams?

How often do you rely on sketches, verbal instructions, and notes to complete project 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:

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