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

A Senior Quality Auditor is responsible for ensuring a successful completion of all assigned audit engagements for the beginning to the end including the preplanning and wrap up activities. This position is liable to manage and direct the daily operations of the junior auditors.

The general responsibilities include developing audit programs and testing the relevant procedures to risk and test objectives, conducting assigned audit engagements successfully from beginning to the end, obtaining and reviewing evidence ensuring those audit conclusions are well-documented, identifying and communicating issues raised while offering workable solutions relevant to business risk, ensuring adherence at all times to all applicable department and professional standards, ensuring all audit outcomes are based on the complete understanding of the process, circumstances, and risk.

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.

Always delivers talks or speeches before doing thorough research on the topic.

Maintains a boring conversation by asking close-ended questions that only require one-word answers.

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.

Listens to feedback from critics and tries to implement the review given.

Has developed a specialty of writing about a particular subject with ease and comfort.

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.

Sets goals but loses sight of the reasons behind them thus one is unable to stay motivated to accomplish them

Does not believe in oneself; is always doubtful of one's potential to accomplish goals thus makes it difficult to get motivated

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

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.

Fosters an inclusive workforce where employees' differences and diversity are valued and leveraged to achieve the mission and vision of the company

Oversees contracting and procurement to achieve desired results and uses cost-benefit thinking to monitor expenditures and set priorities

2

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.

Listens to counsel regarding set goals and lays down the best strategies to meet them

Sets high challenging yet realistic goals that all employees can meet

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.

Looks for other people to do personal duties and claims to have done them

Always gives up when the project is not completed making others do more work

1

HANDLING STRESS: Handling Stress is the skill to balance the requirements of the job and your abilities or available resources in performing it.

Is always worrying about work when at home, taking a day off or when taking a vacation

Does not take time to freshen up even when one starts to feel drained and mentally overworked

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.

Shows the unwillingness to monitor the quality of the products and services as well or that of the production process

Gets regular feedback from customers on products or services that need improvement but does nothing about it

1

SCHEDULING: Scheduling is creating daily workflow charts that the employees are supposed to follow when working and submitting their projects.

Hardly updates the list of activities and does not make efforts to track project schedules

Shows unwillingness to work steadily towards both career and personal goals

1

Self Evaluation

Self Evaluation Question

Employee Comments

VERBAL COMMUNICATION:

Give an instance you were given the opportunity to talk to people. What was the reaction?

Do you give people ample time to talk before you state your point or views?

[employee comments]
WRITING SKILLS:

What is your best and worst piece of writing? Explain your answer.

How many books have your read so far and what is your preferred genre of writing?

[employee comments]
MOTIVATING OTHERS:

What types of tasks or projects do you enjoy doing the most? Why?

How do you motivate others to accomplish their goals? Give an example of when this happened

[employee comments]
DECISION MAKING:

Can you describe a time when you have had to postpone a project because you did not have the right information to come to a good decision?

What is one of the most difficult decisions you have made in the last six months? What made it difficult and how did you go about it?

[employee comments]
MANAGING AT TEAM:

Have you ever been appointed to manage a team? If yes, describe the role you played in the team's success

Is there a time when you have praised an employee in public? How did you go about it?

[employee comments]
DEVELOPING OTHERS:

Are you reliable to train and coach the employees to produce a better workforce?

Are you interested in the growth and development of the company?

[employee comments]
POTENTIAL FOR ADVANCEMENT:

Do you fully commit yourself to serve your company and do your best?

Do you accept positive criticism that is meant to help you improve your expertise?

[employee comments]
HANDLING STRESS:

How do you know a colleague is stressed up? What skills do you use to help colleagues manage stress?

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?

What motivates you to produce quality work constantly? Describe a time when you have been rewarded for consistently producing quality work.

[employee comments]
SCHEDULING:

What are you doing to create a balance between quality and quantity when scheduling tasks?

Can you think of a time you failed to schedule a task ahead of time? 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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