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

An Internal Audit and Risk Senior Manager is accountable for validating the checks from the fundamental perspective of the business by evaluating the adequacy and effectiveness of the Firms internal controls using a risk-based methodology that is developed from professional auditing standards. This position reports directly to the Board Audit Committee.

Main duties includes monitoring the firm's compliance with internal guidelines that are set for risk management and monitoring, developing strong knowledge on operational risk as the primary focus, assisting in the completion of the audit plan supporting market, credit and liquidity risk, communicating with the senior management and the Board Audit Committee, providing recommendations for improvements.

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.

Undertakes less or no research work on the topic to be written about hence writing using less or outdated facts and information.

1

PRESENTATION SKILLS: Presentation Skills are useful in getting your message or opinion out there in many aspects of life and work, though they are mostly used in businesses, sales, teaching, lecturing, and training.

Organizes a good, balanced and dynamic presentation with high impact results.

Makes good eye contact with the audience from the start of the presentation to the end.

2

JUDGMENT SKILLS: Judgment is the ability to make a decision or form an opinion wisely especially in matters affecting action, good sense and discretion.

Does not monitor or review the results of a solution after implementing it thus sometimes encounters unforeseen new problems

Does not look at the consequences of one's decision or how one's life or career will look like if they chose a particular path

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.

Feels uncomfortable and uneasy when one's experience doesn't match up with what one expected

Allows things unrelated to one's goals, such as social life or annoying bosses, kill own drive at work

1

TEAM BUILDING: Team Building represents various types of activities used to enhance social relations and define roles within the different teams at the workplace.

Manages relationships with co-workers and management in a professional manner

Always volunteers whenever large projects that need many hands come knocking

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

Encourages the employees to learn to take responsibility for their performance

2

COOPERATION WITH COLLEAGUES: Cooperation is the process of working with groups or teams for a common mutual benefit as opposed to working in competition or for selfish ambition.

Does not share critical information with co-workers because of fear of marginalization

Shows a dislike of working with others on any given project

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.

Shares confidential information about the company or colleagues with other employees or on social media

Jumps into the issues or matters of other employees in order to "spread the fire" but not to rescue 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.

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

Looks for the next product or service to sell rather than the next problem to solve thus fails to meet some of the customers' needs

1

RESEARCH: Research is the ability to stay updated on the latest trends in different fields as per your concern or the concern of your company or business.

Hardly bothers to look for better and new ways to approach problems

Shows unwillingness to learn how to use mathematical techniques to manipulate data

1

Self Evaluation

Self Evaluation Question

Employee Comments

WRITING SKILLS:

Do you normally counter check your work for grammatical errors before submitting?

Can you say you have a good mix and balance in your choice of words and writing styles respectively?

[employee comments]
PRESENTATION SKILLS:

How do you normally conclude your presentations and how can you rate it?

How well do you deal with questions and issues raised by the audience?

[employee comments]
JUDGMENT SKILLS:

Is there a time you have made a difficult decision? How did you handle the feedback? Is there a way you could have handled the situation differently?

Do you usually analyze information better alone or with a group? Why? When do you seek assistance from other employees?

[employee comments]
MOTIVATING OTHERS:

Can you give an example of a time when you overcame a significant problem, which made you very proud of yourself?

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]
TEAM BUILDING:

Are you a team player or a mere observer? What do you need to change?

How effectively did you work together with others on this project?

[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]
COOPERATION WITH COLLEAGUES:

Can you be relied upon to lead the team without the management following up?

Do you take delegations from your team leader with the same seriousness as you take one from the manager?

[employee comments]
PERSONAL RELATIONSHIPS:

In your opinion, what are the key ingredients in building and maintaining a successful business relationship? How have these worked for you?

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:

Describe a time when you have been able to see a huge future problem. What made this possible and how did solve it?

How do you set projects deadlines and milestones to make sure that employees meet them successfully?

[employee comments]
RESEARCH:

How often do you encourage colleagues to employ analytical skills when examining the consequences of a certain solution?

How often do you break bigger issues into smaller manageable parts when faced with complex situations during research?

[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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