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

An IT Audit Senior Manager is responsible for leading the IT department of the organization while providing oversight and implementation of an efficient and effective internal control testing the framework, evaluating deficiencies and interacting with internal auditors to clearly identify a practical and appropriate approaches to their concerns.

Primary tasks include, preparing a strategic annual plan and risk assessment for the IT audit coverage and an independent evaluation of risk and internal controls, identifying potential issues and the root cause and making practical recommendations, assisting the head of internal audit in rolling out the risk management reporting, performing transparent review process and client relationship activities with integrity, objectivity and independence, analyzing data to identify trends or issues.

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

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.

Delivers work that has too many grammatical and punctuation errors.

Does not implement any correction given out by the critics of the work.

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.

Has a good way of solving team conflicts and ensures that peace and harmony are upheld.

Expresses feelings and emotions in an open but non-confrontational way.

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.

Not always willing to seek assistance when faced with troubleshooting difficulties.

Does not consider all the available and potential solutions when 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 big goals and projects that make one feel intimidated and pressured thus one gets lost in the details

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 SKILLS: Management Skills are also known as leadership skills and involve planning, decision making, delegation, time management and time management to ensure optimum organization in focus and the technical of how and why of accomplishing tasks.

Highly responsible with the staff always informed what is happening in their professional and personal life

Envisions the action plans and brings all the staff on board

2

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

Does not ask others about employee interactions with colleagues, customers or suppliers thus misses critical information about them

Continues monitoring and recording employees phone conversations even when they realize they are making a personal call

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.

Does not take the time to test a new feature before it is introduced to a project thus is not able to uncover hidden issues

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.

Jumps from one task to the other instead of concentrating on a single activity at a time

Takes inappropriate and reckless shortcuts when performing tasks thus often needs to redo own work

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 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:

What is your best and worst piece of writing? Explain your answer.

How many languages can you comfortably use in your writing?

[employee comments]
TEAMWORK SKILLS:

Do you always take credit for what others have done or you appreciate their efforts?

Are you always aware of your roles and responsibilities within the team and how do you feel about them?

[employee comments]
TROUBLESHOOTING:

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

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

[employee comments]
MOTIVATING OTHERS:

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

What is the biggest goal you have ever accomplished? Why do you consider it the biggest? Describe the problems you faced, if any

[employee comments]
NETWORKING:

How do you make sure to keep in touch with a new contact after the first meeting?

How have you helped your networking partners to get to know each other and help each other out?

[employee comments]
MANAGEMENT SKILLS:

How do you organize a department or the team to ensure they perform well?

What are the most important values you demonstrate as a leader?

[employee comments]
MONITORING OTHERS:

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

Do you prefer to work in a company where employees are constantly monitored or one where they are not? Why?

[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?

Is there an instance when you have used shortcuts to get a job done? How did this affect your productivity?

[employee comments]
MECHANICAL SKILLS:

What efforts are you making to improve your ability to identify a wide range of symbols on drawings and blueprints?

What are you doing to improve your ability to identify weaknesses and potential design improvements in mechanical tools and equipment?

[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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