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

The Corporate Tax Manager is responsible for keeping the company's tax compliance, tax planning and accounting for income taxes and preparation of tax returns. A great manager always stays afloat of any emerging tax laws as well as excellent tax planning and saving provisions.

More responsibilities include - delivering timely and accurate data to the corporate tax function, enable accurate and timely forecasting of the group rate tax and acceleration of tax reporting closing, compiling and presenting quarterly reporting, implementing the tax plans to make sure they work, advising on bespoke tax planning, reviewing of tax provisions, liaising with other accountants, tax advisors, independent financial advisers and third party professionals.

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

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

Is not used to trusting oneself and has to run every suggestion or decision past every employee first before implementing it

Does not create time to exercise, read or meditate thus sometimes lacks the strength to remain functional during a decision-making process

1

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.

Proposes different ways to do things and understands the value of other ideas and ways of doing things

Initiates collaboration with other employees, shares all relevant information with them when performing a task, and assists them in setting goals

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.

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

Does not ask for feedback from colleagues for fear of being criticized

1

GIVING FEEDBACK: Giving Feedback is one of the most powerful tools to develop employees and improve performance through honest feedback of the work done best and areas that need improvement.

Withholds negative feedback to underperforming employees thus depriving them the information they need to improve

Waits for something to snowball into a bigger deal instead of addressing it as soon as it happens

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.

Completes the tasks given to teams without getting concerned who gets the credit

Never concerned about personal gain but always works with the group success in mind

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.

Maintains an all time open communication among the employees and managers

Encourages the employees to learn to take responsibility for their performance

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.

Creates overlapping schedules that bring conflict and chaos at the workplace

Focuses on personal needs rather the needs of the entire team

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.

Does not have a serious commitment to achieving both particular and business 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

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

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.

Constantly fails to comply with the set standards, guidelines, and processes required to manage knowledge

Shows little understanding on how to use learning techniques and does not bother to check the experience of colleagues

1

Self Evaluation

Self Evaluation Question

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]
KNOWLEDGE OF COMPANY PROCESSES:

Describe a situation where you have provided advice on procedures and the use of the company resources. Was your advice taken? If yes, what was the outcome?

How would you respond to a new employee who shows an unwillingness to learn the company process? What would you do to help them?

[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]
GIVING FEEDBACK:

Describe a time when you have had to deal with an employee who was not happy about the feedback you had given. How did you handle the situation?

When do you give positive feedback to your employees or subordinates? Give an example of the last time you did

[employee comments]
TEAM BUILDING:

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

Do you easily cooperate with others when asked to or do you follow your own ideas without submission?

[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 invest in teamwork to ensure both management and workers are all harmonious?

Is the company's interest the center of your interest as you work?

[employee comments]
POTENTIAL FOR ADVANCEMENT:

Do you carefully consider the feedback from the management or do you overlook it?

What strengths do you have that you can use to work better?

[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]
KNOWLEDGE MANAGEMENT:

What are you doing to improve your understanding on when to seek for new knowledge?

Can you think of a situation where you didn't comply with knowledge management standards? How did you correct the situation?

[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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