Use this sample and step by step explanation to craft a meaningful employee performance feedback review for an information technology auditor. Find the right words with quality phrases.
An Information Technology Auditor is liable for planning and performing audits of the general systems and administration controls, IT processes, project management and data integrity in liaison with the business review specialists.
This position has roles that include participation in the planning of the audits to include the identification and evaluation of objectives, inherent risks, and controls, executing internal audit procedures and developing audit work papers and internal audit reports that reflect the results of work performed, following up and performing validation of remediation activities to ensure control issues are adequately resolved, showing applications integrated audits and project management review, staying abreast of best practices, laws, rules and regulations impacting financial institutions.
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 |
|---|---|---|
| VERBAL COMMUNICATION: Verbal Communication is the use of tones and language to relay a message; it aids as a vehicle for expressing ideas, concepts and it, is critical to the daily running of the business. | Fails to explain unclear issues when having a conversation and does not find out if the other party understands. Speaks too much and does not give room to others to talk or share their thoughts. | 1 |
| PHONE SKILLS: Phone Skills are useful to present a professional company image through the telephone to the customers while making them feel well informed and appreciated without necessarily seeing their faces. | Tries to be as comfortable and relaxed as possible before making any telephone call. Avoids any form of distractions before making a telephone call. | 2 |
| INTERPERSONAL SKILLS: Interpersonal Skills are a set of abilities that enable a person to positively interact and work with others effectively while avoiding office disputes and personal issues with each other. | Does not take the time to develop and sustain positive and beneficial relationships. Does not work well with others something that brings conflict every now and again. | 1 |
| DEVELOPING OTHERS: Developing others is an unremitting process that focuses on the broader, longer-term growth of individuals to nurture them to their potential and promote future development. | Has no established goals to develop the skills, abilities, and expertise further Gives up easily as well as discourages the team being led | 1 |
| 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. | Highly useful in bonding employees together to create a solid team Establishes a company culture of reliability and concern for others | 2 |
| 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. | Able to set as well as meet both personal goals and performance goals Asks for training or coaching where needful without wasting time | 2 |
| 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. | Gets upset when one fails to achieve goals instead of taking note where one went wrong and using that knowledge to reach own goals next time round Wastes a lot of time merely reacting to life rather than facing things head on and planning in advance | 1 |
| QUALITY MANAGEMENT: Quality Management is the management approach to the long-term success through customer satisfaction that directly involves the employees in the continual improvement of the daily tasks. | Does not care about monitoring customers satisfaction or asking for feedback to find out what products or services needs a boost in quality Does not communicate the importance of high standards to suppliers or check their products for quality | 1 |
| QUANTITY OF WORK: The quantity of Work is the amount of work accomplished by an employee against the expectations set by the employer. | Puts off important assignments for easier projects instead of prioritizing and completing the most urgent assignments first 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 |
| TECHNOLOGY TREND AWARENESS: Technology Trend Awareness is staying updated with the useful upcoming trends that can serve your business better and easier. | Puts little effort to encourage colleagues to utilize the power of virtual workplaces to save time and money Lags behind in using of artificial intelligence to execute repetitive, multiple, and complex tasks more efficiently | 1 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| VERBAL COMMUNICATION: Who is the greatest orator that you admire and why do you admire them? How do you prepare yourself before you talk to people and has it been of help to you? | [employee comments] |
| PHONE SKILLS: Have you ever made a call while drinking or eating? How can you rate the conversation? Do you usually call back when you promise to do so and have you ever failed to so at any given point? | [employee comments] |
| INTERPERSONAL SKILLS: Are you always approachable or people tend to find it hard to approach you? How well do you receive and at the same time give constructive feedback? | [employee comments] |
| DEVELOPING OTHERS: Are you reliable to train and coach the employees to produce a better workforce? What do you spend your energies on ? development or bringing down? | [employee comments] |
| LEADERSHIP SKILLS: Do you lead others where you are not willing to go? Is the company's interest the center of your interest as you work? | [employee comments] |
| POTENTIAL FOR ADVANCEMENT: Are you part of the accomplishers or losers who contribute to the company's losses? Do you accept positive criticism that is meant to help you improve your expertise? | [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? Describe a time when you have missed an important project deadline due to poor planning. What did you do? | [employee comments] |
| QUALITY MANAGEMENT: How do you ensure that your suppliers meet the company quality standards? How do you know when a product quality has dropped? Describe the most recent project you have completed. What are some of the most common quality issues you identified and what was the cause? | [employee comments] |
| QUANTITY OF WORK: What are some of the factors you have considered when delegating tasks to your team members in order to increase their productivity? What do you think can be done differently to improve the overall productivity of your company? | [employee comments] |
| TECHNOLOGY TREND AWARENESS: How often do you encourage colleagues to use the internet to search for information easily? How often do you encourage colleagues to use of artificial intelligence to execute repetitive, multiple, and complex tasks more efficiently? | [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: |