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

A Quality Systems Auditor is responsible for managing and overseeing the entire auditing and assessments process in the organization as a whole ensuring they comply with the rules and policies and offer official results.

The essential duties include planning audit programs, scheduling and conducting inspections, finding closure to the already done reviews, integrating various audit methodologies with best practices to drive and conduct audits, undertaking auditor training and qualification programs with the focus on consistency and capability development for all the assigned accounts, collating and reporting companywide audit results, interfacing with various groups within the organization to measure the effectiveness of the audit program.

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.

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

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.

Always tries to seek clarification on issues that are not well understood.

Does not appear desperate when answering or asking questions in an interview.

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 know how to communicate in a clear way so that others can easily understand.

Is not patient enough to handle issues and does not have a high tolerance level.

1

DEALING WITH DIFFICULT PEOPLE: Dealing with Difficult People is learning how to tactfully calm down an obnoxious person who is either verbally attacking you or stealthily criticizing you or your professional contribution.

Stresses about the difficult person all the time, even when one is taking a day off

Does not know how to use defense mechanisms such as humor in order to diffuse an uncomfortable situation

1

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.

Ensures both genders respect each other and maintains clear boundaries

Does not use grooming that conflicts with the company policy

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.

Shows great confidence in the ability to meet the challenging set targets

Helps weak employees meet their goals and beat deadlines with ease

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

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.

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

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

Demonstrates inability to identify more important tasks first and focuses more on quantity than quality

Hardly creates a routine and fails to get repetitive tasks done efficiently

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

Rarely uses modern communication trends such as instant messages and video conferencing

1

Self Evaluation

Self Evaluation Question

Employee Comments

VERBAL COMMUNICATION:

How well can you rate your verbal skills and what are you doing to improve?

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

[employee comments]
INTERVIEWING:

Describe the best interview you have ever attended, and you felt you performed well?

Do you always receive all the information and materials for the interview process from the interviewer? How does it help mentally?

[employee comments]
INTERPERSONAL SKILLS:

Do you find it easy to strike a conversation with other people?

How well do you receive and at the same time give constructive feedback?

[employee comments]
DEALING WITH DIFFICULT PEOPLE:

Is there a time when you have had to respond to an unhappy customer? How did you deal with him/her?

What are some of the techniques you have used or things you have done to improve your ability to handle difficult people?

[employee comments]
APPEARANCE AND GROOMING:

Are you introducing a good or bad example to other employees who are watching you?

What is your level of hygiene that you present to others?

[employee comments]
POTENTIAL FOR ADVANCEMENT:

Are you part of the accomplishers or losers who contribute to the company's losses?

What strengths do you have that you can use to work better?

[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]
QUALITY MANAGEMENT:

How have you made sure to deliver quality work even when working under pressure?

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]
SCHEDULING:

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

Is there a time you failed to use standard scheduling terminologies? What did you do to correct the situation?

[employee comments]
TECHNOLOGY TREND AWARENESS:

What efforts are you making to learn more about data mining techniques?

How often do you encourage colleagues to use of artificial intelligence to execute repetitive, multiple, and complex tasks more efficiently?

[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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