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

An IT Audit Manager directs the entire team of the IT Internal Audit staff who monitors the company's computer network for possible mismanagement, fraud, and inefficiency. The manager is in charge of ensuring that all the IT audit practices comply with the company policies and government regulations as well as promoting efficient practices by recommending improvements in their systems.

Other responsibilities include monitoring IT systems to ensure they follow policies and practices, Evaluating technology, managing staff, identifying controls and keeping records, mentoring each IT staff member to the level of proper expertise, ensuring that the staff has a solid understanding of the correct auditing procedures to conduct their investigations.

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.

Always delivers talks or speeches before doing thorough research on the topic.

Does not strike a good balance between the verbal skill and the body language usage.

1

TEAMWORK SKILLS: Teamwork is the process of collaboratively working with a group of people with an aim to achieve a set goal within a business ensuring that the staff and management cooperate using their skills and provide constructive feedback.

Displays good leadership skills and has great abilities to influence others.

Builds a good and beneficial rapport with fellow team members and always makes them feel appreciated.

2

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.

Does not adequately undertake research or study before commencing any troubleshooting procedure.

Does not know how to use past knowledge and experience to help in solving problems.

1

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

Sets goals but loses sight of the reasons behind them thus one is unable to stay motivated to accomplish them

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.

Leaves blanks spaces in a business card just in case a new contact needs to jot down additional information about what one does

Scans one's feed on social media in order to see what is happening in one's corner of the business world and track competition

2

MANAGEMENT CONTROL: Management Control is a system that collects and uses the information to evaluate the performance of different organizational resources like the financial, physical and the organization performance as a whole.

Provides teams and individuals with the support they require to accomplish goals

Always ready to share information and knowledge for the joint development of the staff

2

MONITORING OTHERS: Monitoring others is tracking employee activities monitor the worker engagement with the workplace-related tasks.

Reads employees emails but does not notify them of the policy that allows their emails to be read

Tracks employees' location even when they are taking a day off or are on vacation

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 take the time to assess known variables or apply past lessons thus fails to predict future problems

1

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

Works on many tasks that should be delegated thus constantly feels overwhelmed

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 use most hand tools properly and is unable to identify basic hand tools

1

Self Evaluation

Self Evaluation Question

Employee Comments

VERBAL COMMUNICATION:

Give an instance you were given the opportunity to talk to people. What was the reaction?

How do you prepare yourself before you talk to people and has it been of help to you?

[employee comments]
TEAMWORK SKILLS:

How well do you work while you are on a team or a group?

Have you ever done anything that affected the team negatively? How did you manage it?

[employee comments]
TROUBLESHOOTING:

Give an instance you tried to troubleshoot, and you were not successful.

What do you consider as your best and worst experience when it comes to troubleshooting?

[employee comments]
MOTIVATING OTHERS:

What are some of the projects or tasks you have tackled without being asked or supervised? How did you push through difficulties?

What situation(s) make(s) you feel demotivated at work? Is there anything you can do to change this/these?

[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?

Is there a time when you have lost a great client due to poor networking techniques? What happened? What have you done to improve your networking skills?

[employee comments]
MANAGEMENT CONTROL:

Do you encourage ideas by inspiring team members and supervisors to become more innovative and engaging?

Do you balance your personal life and work life in a way that your employees admire?

[employee comments]
MONITORING OTHERS:

How do you create a clear explanation of policies for the employees?

How do you make sure that monitoring does not kill employees morale or make them nervous?

[employee comments]
SEEING POTENTIAL PROBLEMS:

Is there a time when you have met resistance while trying to implement a solution to a future problem? Describe the situation

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

[employee comments]
QUANTITY OF WORK:

Describe how you schedule tasks in a normal work day. What kind of tasks do you reserve for when you are most productive?

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

[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 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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