Use this sample and step by step explanation to craft a meaningful employee performance feedback review for an it audit director / partner. Find the right words with quality phrases.
An IT Audit Director / Partner is responsible for handling the IT department in the business even though he/she is a partner with a right to oversee overall activities in the firm.
Essential duties for this position are, managing project financials like budgets, timely billing and collection, maintaining the highest technical and professional standard, working with the team provided to achieve the set goals of budgets and business plans, provides a management portfolio of clients and delivering high quality assurance services, monitoring and controlling the auditing staff, providing additional help and guidance to clients who require consultancy services, carrying out practice management activities, coaches, trains and develops auditing staff to upgrade their knowledge.
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 |
|---|---|---|
| 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. | Does not listen to what other team members have to say and always interrupts when they are talking. Always allows other to do much of the work and does less of it. | 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. | Does proper research to try to find out other new ways of 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. | Feels uncomfortable and uneasy when one's experience doesn't match up with what one expected Spends time with colleagues who are negatively minded thus gets discouraged to remain motivated 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. | Gives a business card to people one has not spoken with, or those who don't seem interested in what one has to offer Awkwardly forces oneself into people's conversation in order to grab their attention and get contacts | 1 |
| APPRAISAL AND EVALUATION SKILLS: Appraisal and Evaluation Skills are services that allow employers to assess their employees? contributions to the organization for the period they have been working with them. | Pays careful attention to important details when assessing and appraising an employee or staff Does not compromise on the quality of the company's policies when evaluating the performance of each individual | 2 |
| APPEARANCE AND GROOMING: Appearance and Grooming are the way one presents themselves in a professional environment or the workplace with the aim of gaining positive impression and respect as well. | Ensures good example is set before other employees especially the newbies Determined to keep the workplace a happy and respectable dwelling | 2 |
| MONITORING OTHERS: Monitoring others is tracking employee activities monitor the worker engagement with the workplace-related tasks. | Does not assess work in progress or ask for plans and timelines for projects from project leaders Documents the disciplinary actions but does not let employees sign 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. | Fails to keep thorough records and to apply the lessons learned thus is unable to provide insights for future decisions Does not allow customers to try products before they buy, thus makes the customers have doubts on the products | 1 |
| 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 put enough energy or attention on the assigned task and is uneven in own productivity Sets unrealistic goals for oneself and members of the team and blames them when these goals are not accomplished or when work runs late | 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 Shows little awareness of safety requirements and legal guidelines when making designs | 1 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| TEAMWORK SKILLS: Do you always take credit for what others have done or you appreciate their efforts? Do you show leadership skills while you are in a team and how will you rate your leadership skills? | [employee comments] |
| TROUBLESHOOTING: Give an instance you had to troubleshoot a problem, and you succeeded. What did you do? 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 situation(s) make(s) you feel demotivated at work? Is there anything you can do to change this/these? | [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] |
| APPRAISAL AND EVALUATION SKILLS: How do you balance quality and quantity in terms of the performance? Do you give the employees a chance to explain their performance or is your word final? | [employee comments] |
| APPEARANCE AND GROOMING: Are you introducing a good or bad example to other employees who are watching you? Are customers more attracted to your confidence, skills, and good grooming? | [employee comments] |
| MONITORING OTHERS: What are some of the monitoring policies you have in your company? How do you make sure the employees follow the policy of timekeeping? How do you access an employee's accountability? How do you deal with an employee who doesn't deliver their work on time? | [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 set projects deadlines and milestones to make sure that employees meet them successfully? | [employee comments] |
| QUANTITY OF WORK: Describe a time when you have had to adjust your working pattern in order to be more productive. How did this affect the quantity of work you produced? Is there an instance when you have used shortcuts to get a job done? How did this affect your productivity? | [employee comments] |
| MECHANICAL SKILLS: Have you ever failed to complete a task on time? What did you do to improve? What are you doing to improve your ability to identify weaknesses and potential design improvements in mechanical tools and equipment? | [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: |