Use this sample and step by step explanation to craft a meaningful employee performance feedback review for an it audit senior. Find the right words with quality phrases.
An IT Audit Senior is highly responsible for participating in information technology risk assessments, compliance assessments, IT audits and IT consulting engagements. This position reports to the IT Audit Manager who is in charge of the entire auditing department and oversees the daily performance of the audit section.
More responsibilities of this position include involvement with detailed reviews of information technology systems and infrastructures to verify that the systems are secure and can support related applications or business processes, developing project plans, work programs, and evaluating system controls as well as documenting results making recommendations and communicating clear information to 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 |
|---|---|---|
| WRITING SKILLS: Written Communication involves the interaction that makes use of the written word with precision and logic making it the very common form of business communication. | Uses complicated and hard words excessively while writing hence creating a boring atmosphere to the reader. Combines one paragraph with another causing a story not to flow well. | 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. Shows good critical and logical thinking capabilities when trying to find solutions. | 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. | Does not invest in own workspace; Chooses equipment that is difficult and uncomfortable to use thus is unable to remain motivated at work Allows things unrelated to one's goals, such as social life or annoying bosses, kill own drive at work | 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 Comments on other people's blogs only when one wants to get others to read one's own blog | 1 |
| ADAPTABILITY: Adaptability is the ability to cope with and adapt to unexpected situations in any environment and staying connected with a great attitude. | Encourages others to take the initiative when new projects come along and to quickly adapt to situations Surveys clients about their experience with the company and modifies service delivery based on the findings | 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 Encourages constructive feedback from employees in order to know what is happening on the ground | 2 |
| QUANTITY OF WORK: The quantity of Work is the amount of work accomplished by an employee against the expectations set by the employer. | Puts off important assignments for easier projects instead of prioritizing and completing the most urgent assignments first Regards productivity as other employees' concern; does not offer suggestions to increase the amount of work one produces | 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 seek for further information and is poor at analyzing knowledge from multiple sources Shows unwillingness to look for and adopt new ideas that can assist in improving own knowledge | 1 |
| TECHNOLOGY TREND AWARENESS: Technology Trend Awareness is staying updated with the useful upcoming trends that can serve your business better and easier. | Hardly asks for assistance when faced with issues related to new technologies Does little to advocate for the implementation of virtual reality techniques to improve training and engagement | 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. | Lacks analytical skills and is always unable to solve most problems brought by clients Demonstrates little understanding of how to use computer aided design technologies when converting design information into workable drawings | 1 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| WRITING SKILLS: Do you get to draft or outline your writing first before you set out to write? Do you have a mentor to guide you in your writing and how has it benefited you so far? | [employee comments] |
| TROUBLESHOOTING: How well do you consider the possible alternatives before solving a problem? Have you ever sought help when you were stuck at a given point and what new thing did you learn? | [employee comments] |
| MOTIVATING OTHERS: What is one of the lowest points you have had at work? What did you do to remain motivated and accomplish your goals? What qualities do you prefer in a supervisor? Can you describe a time when you worked with someone like this? | [employee comments] |
| NETWORKING: What qualities do you look for in professionals when networking? What do you do when a client turns you down or shows no interest in what you have to offer? Give two examples of when this happened | [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] |
| SEEING POTENTIAL PROBLEMS: Describe a solution that was implemented primarily due to your ability to see potential problems. What was the problem? When hiring employees, how do you make sure that they are the best fit for the position at hand? | [employee comments] |
| QUANTITY OF WORK: Describe a big change that occurred in a project you were working on. How did you take advantage of this change to improve your 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: How often do you encourage colleagues to use the internet to search for information easily? How often do you encourage colleagues to use of artificial intelligence to execute repetitive, multiple, and complex tasks 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? What efforts are you making to improve your ability to use a wide range of hand tools properly? | [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: |