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

A Quality Auditor is responsible for inspecting the products or goods produced by a company to ensure they meet the set standards and requirements. This position requires one to be a certified auditor through education and varying levels of work experience.

The essential duties of this post are ensuring high standards are maintained during the production of goods or execution of services, performing inspections at all stages of production which includes review of the raw materials, manufactured components, and finished products, assisting in development of audit plans of the production units, participation in quality audits as often as required by the company, presenting precise details of the audit findings.

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

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

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.

Ensures to counter check the work once finished to correct wrong punctuations, spellings, and incorrect grammar.

Shows good critical thinking abilities when writing for different contents.

2

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.

Interrupts the other person even before they finish whatever they are saying.

Never seeks clarification on issues that are not well clear during the phone conversation.

1

DECISION MAKING: Decision Making is the art of making choices by identifying a decision, gathering information and assessing alternative resolutions before settling on one.

Relies on past experiences and expected results and is unwilling to take the initiative, gather additional input or confirm assumptions

Does not know when to start a decision-making process without all the right information or when to wait for more advice

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 established an easy way to meet all the company goals set

Asks for training or coaching where needful without wasting time

2

ADAPTABILITY: Adaptability is the ability to cope with and adapt to unexpected situations in any environment and staying connected with a great attitude.

Encourages others to take the initiative when new projects come along and to quickly adapt to situations

Volunteers to take the lead for an important presentation when a colleague comes down with an illness

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.

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

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.

Assumes to know everything and does not seek clarification even when one is stuck or knows nothing about the assigned work

Does not lead by example; always produces substandard work but asks others to produce quality work

1

QUANTITY OF WORK: The quantity of Work is the amount of work accomplished by an employee against the expectations set by the employer.

Jumps from one task to the other instead of concentrating on a single activity at a time

Has trouble meeting tight deadlines and does not pay attention to the needs of other employees waiting for own work

1

BUSINESS TREND AWARENESS: Business Trend Awareness is the capacity to be conscious of the changing ways in which the companies are developing in the marketplace.

Lacks enough understanding about the current market trends and does not make enough efforts to improve

Hardly observes competitors and pays little attention to the trends that make competitors thrive

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 aim to improve your verbal communication skills to be the best in it?

[employee comments]
WRITING SKILLS:

Do you get to draft or outline your writing first before you set out to write?

How many languages can you comfortably use in your writing?

[employee comments]
PHONE SKILLS:

How well can you rate the way you handle your phone call conversations?

Do you typically take charge of the phone calls you make and how do you ensure to have everything under control?

[employee comments]
DECISION MAKING:

Can you explain a difficult decision you have made regarding a project or task at work? What are some of the factors that influenced your decision-making process?

What techniques have you used at work to ensure that decisions you make are correct and effective?

[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]
ADAPTABILITY:

What is the biggest change you have dealt with and how did you cope with it?

Can you think of a time when your task or project suffered a setback? How did you react?

[employee comments]
PROJECT AND GOAL FOCUS:

Is there a time when you have missed goals? What were those goals and why did you miss them?

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

[employee comments]
QUALITY MANAGEMENT:

Describe a specific time when you have had to deal with a team member who constantly produced substandard work. How did you go about it?

What systems have you used to manage information and improve quality effectively? Would you recommend these systems to other companies?

[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?

How have you dealt with a subordinate whose productivity was consistently marginal?

[employee comments]
BUSINESS TREND AWARENESS:

What efforts are you making to increase your understanding about current business trends?

What efforts are you making to know what customers want?

[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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