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

A Senior Forensic Auditor is responsible for foreseeing the fraud investigation department helping them deal with issues regarding fraud, regulatory compliance as well as business disputes that could pose a risk to the company. This position assists the organizations to manage fraud risks more effectively while treating it a critical business priority.

More responsibilities include reviewing financial data and other records that include emails in the context of an internal investigation or corrupt related matter, performing thorough background checks on both individuals and companies, meeting with company executives to understand how business processes work and identifying and mitigating fraud-related risks, reviewing policies and procedures while performing fraud risk assessment.

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

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

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.

Highly efficient timekeeper ensuring projects are delivered within the set deadlines

Very open to correction and communication both from coworkers and management

2

SELF AWARENESS: Self Awareness is the ability to have a sound understanding of who you are as a person and how to relate to the world in which you live by understanding your strengths and weaknesses and how to manage them in the workplace.

Does not show willingness to listen to new ideas and opinions from other employees and clients

Is unable to realize true self both internally and with other employees

1

PROJECT AND GOAL FOCUS: Project and Goal Focus is setting your mind and heart on things that matter and add value to your life against those things that add no value at all or of little value.

Underestimates completion time for the goals thus gets frustrated when things take more time to achieve than expected

Sets goals inside own comfort zone thus doesn't find them compelling enough to follow through and achieve them

1

DEADLINES - ON TIME: Deadlines - On time is the ability to prioritize the important tasks and setting up a plan on how to work on them first to deliver within the set period.

Takes responsibility for own mistakes; looks at the situation in a positive way and shows the willingness to improve

Completes a portion of the task and shares it with the person who assigned it in order to get valuable feedback

2

FINANCIAL MANAGEMENT: Financial Management is the skill of learning how to handle accounting, finance, and organizational management through providing daily data on the operations that take place every day.

Uses a mobile payment system to accelerate cash flow and to make payment for products and services faster and easier

Keeps track of sales' call logs and their results in order to know what works for customers and drop what doesn't

2

PROJECT MANAGEMENT: Project Management is structuring a to-do list for your project or company containing tasks and responsibilities as well as creating a roadmap for the execution of those duties promptly.

Does not take the time to understand what the project is about; goes straight to delegating project tasks without a detailed plan

Does not take ownership of the project; shows the unwillingness to commit or see the project through to successful completion

1

TIME MANAGEMENT: Time Management is the capacity for an individual to assign specific time slots to activities as per their importance and urgency to make the best possible use of time.

Delivers low-quality work to beat the clock and is poor in time-management

Allows tasks to pile-up, rushes in the last-minute, and ends up falling behind others

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 seek for further information and is poor at analyzing knowledge from multiple sources

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

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

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

MOTIVATING OTHERS:

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

Is there a time when you have not accomplished a task due to lack of motivation? What led to your lack of motivation? How did you fix it?

[employee comments]
COOPERATION WITH COLLEAGUES:

Are you willing to reconcile when a conflict occurs in the workplace?

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

[employee comments]
SELF AWARENESS:

Is there a time when you were surprised about the positive impact your words or behavior had on a colleague or client?

Is there a time when you received feedback about your work, and you had to disagree? What happened?

[employee comments]
PROJECT AND GOAL FOCUS:

How many company goals have you achieved in the past six months? What approach did you take to reach them?

How do you differentiate goals that are urgent from those that are important? Give an example

[employee comments]
DEADLINES - ON TIME:

Is there a time when you have failed to meet an important deadline? What was the problem and how did you go about it?

Which is one of the most difficult projects you have ever done? What made it difficult and how did you go about making it a success?

[employee comments]
FINANCIAL MANAGEMENT:

Describe a time when your company has faced an unexpected expense. What was the expense and how did you handle it?

In your opinion, when do you think is the best time for a company to borrow a loan from the bank? Explain your answer

[employee comments]
PROJECT MANAGEMENT:

What methods have you used to find out where a project has been, where it is currently, and where it is going?

In your opinion, what do you think is the most important quality of a project manager? Explain you answer

[employee comments]
TIME MANAGEMENT:

Can you point out the things distracted you from delivering work on time?

How do you react when you realize that time is running out and you are yet to finish a project?

[employee comments]
KNOWLEDGE MANAGEMENT:

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

What efforts are you making to improve your skills in analyzing knowledge from different sources?

[employee comments]
MECHANICAL SKILLS:

What are you doing to improve your math skills and apply them in analyzing problems and designing solutions?

How often do you rely on sketches, verbal instructions, and notes to complete project designs?

[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: