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

A Corporate Tax Senior Manager is responsible for leading and managing multiple tax engagements to deliver quality tax services for the clients. This position extends an excellent opportunity for leadership and career development to the right candidate.

Other responsibilities include, building new and existing client relationships, demonstrating basic knowledge of client's businesses, reviewing federal and state income tax returns for individuals, businesses, benefit funds, real estate, and exempt organizations, handling federal, state and local tax audits, preparing research memoranda, printed correspondence/guidance, and other documents for docility to the IRS or other taxing authorities, training and supervising staff, reviewing and evaluating their work.

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

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.

Starts conflicts and disagreements within the team that leads to team members fighting each other.

Not ready to receive and give constructive feedback to other team members and not willing to be corrected when on the wrong,

1

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

Compares the leadership potential and personal commitment of different project team members when choosing a project manager

Tries to be as objective and measured as one can be, and seeks input from other employees where appropriate or necessary

2

KNOWLEDGE OF COMPANY PROCESSES: Knowledge of Company Processes is the in-depth understanding of a collection of related, structured activities that serve a particular goal for a group of customers or clients who are valuable to the enterprise.

Does not know how to present information or data to key decision-makers or stakeholders in order to support their decisions

Does not show the willingness to look for new ways that add value beyond a customer's immediate request

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.

Often picks fights with uncooperative, unreasonable and frustrating employees, customers, and suppliers

Spends time with colleagues who are negatively minded thus gets discouraged to remain motivated at work

1

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.

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

Gains the employee's respect by respecting each one of them without favoritism

2

LEADERSHIP SKILLS: Leadership Skills are soft skills that assist leaders in positively interacting with employees or team members to make the workplace a great place.

Generates a positive, measurable outcome that results into team work spirit

Precisely acknowledges the success of employees and recognize their contributions

2

INITIATIVE: An initiative is the ability to assess and initiate things independently often done without any managerial influence offered.

Not as experienced and knowledgeable as shown in the application

Lacks planning skills, therefore, does every task without a viable plan

1

POTENTIAL FOR ADVANCEMENT: The potential for Advancement is the ability to make something better by being more skillful, more efficient, and more useful to produce high-quality results.

Has little persistence in working with others to meet goals

Carries a selfish attitude that creates a rift between colleagues

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

Assumes to know everything that is happening in the company and does not seek input from other employees

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.

Hardly reviews the knowledge requirements for new tasks and does not understand when to seek for new knowledge

Shows unwillingness to look for and adopt new ideas that can assist in improving own knowledge

1

Self Evaluation

Self Evaluation Question

Employee Comments

TEAMWORK SKILLS:

Give an example where you helped diffuse team tensions when there was an issue?

Do you show leadership skills while you are in a team and how will you rate your leadership skills?

[employee comments]
JUDGMENT SKILLS:

Describe a time when you have had to think on your feet in order to extricate yourself from a difficult situation. What was the outcome

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

[employee comments]
KNOWLEDGE OF COMPANY PROCESSES:

How do you prioritize customer's issues in order to ensure that service is provided to the customers even during critical periods?

In your opinion, what are some of the common procedures that should be eliminated in your company? Explain why.

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

[employee comments]
MANAGEMENT SKILLS:

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

Do your workers respect or fear you and do your leadership role intimidate them?

[employee comments]
LEADERSHIP SKILLS:

Do you lead others where you are not willing to go?

Can you be trusted to poor coach employees to see a change in their performance?

[employee comments]
INITIATIVE:

Do you have to be told what to do or you take the lead?

Do you take positive criticism well or do you allow your feeling to lead you?

[employee comments]
POTENTIAL FOR ADVANCEMENT:

Do you ask for coaching or training when you need it or do you delay until it is forced on you?

Do you accept positive criticism that is meant to help you improve your expertise?

[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]
KNOWLEDGE MANAGEMENT:

What are you doing to improve your capabilities of reviewing knowledge requirements for new tasks?

What efforts are you making to look for new ideas that can assist you in improving your knowledge capabilities?

[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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