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

An IT Auditor is responsible for handling all the internal controls and managing the risks of a company's technology network. This position is also involved in identifying the weaknesses of the working system's network as well as creating an action plan to prevent security breaches in the technology.

Other responsibilities include planning and execution of internal audit procedures and the creation of internal audit reports, working with a team to create a stable Information Technology structure, collaborating with clients to devise and put in place policies and procedures that are regarding network security issues, ensuring the audit department works in compliance with the set policies and procedures.

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

VERBAL COMMUNICATION: Verbal Communication is the use of tones and language to relay a message; it aids as a vehicle for expressing ideas, concepts and it, is critical to the daily running of the business.

Does not talk with great confidence and composure and trembles excessively.

Responds to questions in a not so creative and intelligent manner and hence does not offer satisfactory answers.

1

TROUBLESHOOTING: Troubleshooting is solving a problem or determining a question to an issue which is often applied to repairing failed products or processes on a machine or a system.

Exhibits good knowledge of the equipment interface and uses it well in troubleshooting.

Ensures that all the client problems are sorted and that the client is satisfied at the end of it all.

2

MOTIVATING OTHERS: Motivating is using persuasion, incentives and mental or physical stimulants to influence the way people think or behave individually or in groups.

Often picks fights with uncooperative, unreasonable and frustrating employees, customers, and suppliers

Does not believe in oneself; is always doubtful of one's potential to accomplish goals thus makes it difficult to get motivated

1

NETWORKING: Networking is the process that encourages an exchange of information and ideas among individuals or groups that share the same interests.

Builds relationships that only benefit oneself; is not honest, sincere or ready to build something that will benefit both parties

Regularly forgets to keep a note of people one promised to follow up

1

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

Initiates a conversation by asking questions, sharing something about oneself and allowing the other person to share

Shares information or content with others that is directly related to their work in order to help improve their professional skills

2

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

Assigns team members deadlines for the projects that are much earlier than what one actually needs in order to give time for changes and other reviews

Regularly checks in with team members either in person or by phone in order to see how things are going and address issues

2

QUANTITY OF WORK: The quantity of Work is the amount of work accomplished by an employee against the expectations set by the employer.

Does not exert the consistent effort needed to meet own goals; sees own output slipping but does nothing about it

Has trouble meeting tight deadlines and does not pay attention to the needs of other employees waiting for own work

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.

Constantly fails to comply with the set standards, guidelines, and processes required to manage knowledge

Demonstrated unwillingness to share own skills, experience, and knowledge with colleagues and does not assist others when they need knowledge

1

TECHNOLOGY TREND AWARENESS: Technology Trend Awareness is staying updated with the useful upcoming trends that can serve your business better and easier.

Puts little effort to encourage colleagues to utilize the power of virtual workplaces to save time and money

Rarely uses modern communication trends such as instant messages and video conferencing

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.

Hardly meets deadlines and is unable to complete projects with costs restraints

Demonstrates little willingness to learn how to read machine prints and diagrams

1

Self Evaluation

Self Evaluation Question

Employee Comments

VERBAL COMMUNICATION:

Who is the greatest orator that you admire and why do you admire them?

How do you respond to feedback and criticism and do you encourage people to give you feedback and citric your speech?

[employee comments]
TROUBLESHOOTING:

How well do you consider the possible alternatives before solving a problem?

Give an instance you handled a task with so much uneasiness and a restless mind and what was the outcome?

[employee comments]
MOTIVATING OTHERS:

Do you prefer working in a busy environment or one that is quiet? Why?

Is there a time when you have not accomplished a task due to lack of motivation? What led to your lack of motivation? How did you fix it?

[employee comments]
NETWORKING:

Which methods have you used to find new business connections? Why? Which one of these methods have you found to be the most effective?

What are some of the things you don't like about networking events and networking in general?

[employee comments]
PERSONAL RELATIONSHIPS:

How do you establish rapport with other employees? What are some of the things that you have done to gain their confidence?

Describe a time when you have met resistance while trying to build a relationship with a colleague. How did you deal with it?

[employee comments]
SEEING POTENTIAL PROBLEMS:

Is there a time when you have faced a huge problem that could have been prevented? How did you go about solving it?

How do you test a new software in order to make sure that it does not have hidden issues?

[employee comments]
QUANTITY OF WORK:

What are some of the factors you have considered when delegating tasks to your team members in order to increase their productivity?

What do you think can be done differently to improve the overall productivity of your company?

[employee comments]
KNOWLEDGE MANAGEMENT:

What efforts are you making to improve your knowledge searching strategies?

How often do you encourage others to participate in networking opportunities that can assist in gaining more knowledge?

[employee comments]
TECHNOLOGY TREND AWARENESS:

What efforts are you making to implement the use of virtual reality techniques to improve training and engagement?

How often do you encourage colleagues to use of artificial intelligence to execute repetitive, multiple, and complex tasks more efficiently?

[employee comments]
MECHANICAL SKILLS:

Have you ever failed to complete a task on time? What did you do to improve?

What efforts are you making to learn more about safety requirements and legal guidelines when developing 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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