Use this sample and step by step explanation to craft a meaningful employee performance feedback review for an audit manager. Find the right words with quality phrases.
An Audit Manager is responsible for organizing and overseeing all the internal audits by the annual audit plan as well as managing a team of auditors. This position oversees the review process and makes the required recommendations to change the policies, implement new systems and modify the employee's roles and team structures.
The essential duties of this position are identifying risks and managing them, producing reports that are highlighting issues and providing potential solutions, actively engaging with the senior staff to gain a good understanding of the business, supervising, coaching and developing junior audit members within the team, ensuring total compliance with the internal and external requirements.
Employee Performance Review Sample | |
|---|---|
| Employee's Name: | Title: |
| Review Period: __/__/__ to __/__/__ | Employee SSN: |
| Work Location: | Supervisor's Name: |
Instructions |
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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. | Maintaining eye contact is quite a problem and appears to be shy when talking to people. Maintains a boring conversation by asking close-ended questions that only require one-word answers. | 1 |
| CONFLICT MANAGEMENT: Conflict Management is a situation where the interests, needs, values and goals of the involved parties interfere with one another in the workplace where different stakeholders have different priorities. | Shows creativity regarding coming up with good problem-solving ideas and possible solutions. Develops workable and reasonable dialogue models plans for conflict management. | 2 |
| INTERVIEWING: Interviewing is an essential skill in making a sound hiring decision that seeks to find out the candidate's background, work experience, skill level, general overall intelligence, enthusiasm, attitudes, etc. | Does not ask relevant questions that are in line with knowing what the position and the company entails. Does not carry all the required documents that need to be presented during the interview. | 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. | Does not keep clients' contacts that can provide assistance or work-related information in future Does not show the willingness to look for new ways that add value beyond a customer's immediate request | 1 |
| MANAGING AT TEAM: Managing is the administration of an organization which includes activities of setting the strategy of an organization and coordinating the efforts of the employees to accomplish its objectives. | Makes sure that employees are recruited, selected, appraised and rewarded appropriately and takes action to address performance problems Keeps up-to-date with technological developments and makes effective use of technology to improve the company or achieve results | 2 |
| 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 Always volunteers whenever large projects that need many hands come knocking | 2 |
| APPEARANCE AND GROOMING: Appearance and Grooming are the way one presents themselves in a professional environment or the workplace with the aim of gaining positive impression and respect as well. | Often disrespectful and unfair in dealing with subordinates about their grooming Does not take any steps to work on the overall impression made | 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. | Sets very unrealistic goals which are not fulfilled or realized Carries a selfish attitude that creates a rift between colleagues | 1 |
| HANDLING STRESS: Handling Stress is the skill to balance the requirements of the job and your abilities or available resources in performing it. | Spends too much time on one task by going back several times to polish and rearrange in order to get the result one wants thus, misses deadlines for other tasks Is negative minded; focuses on the problem or challenge one is facing rather than adjusting one's mindset to look for solutions | 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 check own work for mistakes before submitting thus often delivers poor quality work Gets regular feedback from customers on products or services that need improvement but does nothing about it | 1 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| VERBAL COMMUNICATION: Have you ever spoken before first thinking over it and it ended up hurting someone? How was the experience? How do you prepare yourself before you talk to people and has it been of help to you? | [employee comments] |
| CONFLICT MANAGEMENT: Have you ever blamed others for the problems that were there? Why did you do it? What conflict resolution methods do you feel always has the desired results? | [employee comments] |
| INTERVIEWING: Describe the best interview you have ever attended, and you felt you performed well? Give an instance you were invited for an interview that you did not meet all the requirements and how was the experience? | [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? Is there a time when you have encountered a problem due to lack of knowledge of your company processes? How was the problem solved? | [employee comments] |
| MANAGING AT TEAM: Is there a time when you have decided to reorganize a department that you lead? How did you proceed with the process? Is there a time when you have praised an employee in public? How did you go about it? | [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] |
| APPEARANCE AND GROOMING: Are you introducing a good or bad example to other employees who are watching you? Are customers more attracted to your confidence, skills, and good grooming? | [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 pay careful attention to coaching and implement it in your work? | [employee comments] |
| HANDLING STRESS: Can you describe a situation at work that really stressed you out to the maximum? How did you handle it? Which specific areas in your current department do you find to be the most stressful? | [employee comments] |
| QUALITY MANAGEMENT: Describe a time when you have suspended a supplier's contract with your company because he/she was supplying low-quality products. How did you go about it? How do you keep track of your projects to ensure that each milestone meets the agreed quality standards? | [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: |