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

A Business Process Auditor is responsible for protecting the assets of an organization by completing audits and recommending improvements. This position should be well equipped with a bachelor's degree in the accounting department or related field and a few years experiences to showcase his work practically.

The primary roles of this position include monitoring compliance with regulations and controls through monitoring and analyzing records, reports, promoting practices and documentation, preparing and distributing draft reports to the executive management, closing audit work papers and memoranda by documenting audit tests and findings, communicating the audit progress and findings to the management, improving protection by recommending changes in the internal control structure.

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.

Talks too fast in a manner that the other person does not comprehend what is being said.

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.

Mirrors back some of the words spoken by the other person and shows a good attention skill.

2

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.

Is not able to recognize what is acceptable and what is not, even when presented with the company's rules, structures, Code of Conduct and values

Does not show the willingness to look for new ways that add value beyond a customer's immediate request

1

KNOWLEDGE OF JOB: Knowledge of Job is essential to every employee who needs to have a clear understanding of how their jobs fit into the overall organization to eliminate carelessness and laxity.

Is always late to work, functions, and meetings and takes a day off when a major or important event is taking place at work

Gets depressed when faced with challenges; is not able to remain when faced with a difficult situation

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.

Tries to determine the real situation before making a decision on a certain situation

Creates a constructive environment to explore the situation at hand and weigh up one's own options

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.

Sets challenging yet realistic goals and designs strategies to achieve them

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

Focuses on many different goals at once thus fails to give individual goals the attention and time they deserve

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 communicate the importance of high standards to suppliers or check their products for quality

1

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

Often forgets to add some contingency time for unexpected events when scheduling tasks

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.

Hardly knows how to use the internet to search for information

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

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 respond to feedback and criticism and do you encourage people to give you feedback and citric your speech?

[employee comments]
PHONE SKILLS:

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

Give an instance you had to talk to someone on the phone while in a loud place? How well did the conversation go?

[employee comments]
KNOWLEDGE OF COMPANY PROCESSES:

How do you demonstrate your understanding of the general environment in which your company operates?

In your opinion, what are some of the common procedures that should be eliminated in your company? Explain why.

[employee comments]
KNOWLEDGE OF JOB:

What steps have you taken in the past to adjust your style when it was not meeting a project's expectations?

What techniques do you use to plan your daily tasks? How effective have they been?

[employee comments]
DECISION MAKING:

Is there a time when you have made poor decisions or done something that did not turn out as expected? What happened?

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

[employee comments]
POTENTIAL FOR ADVANCEMENT:

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

What measures are you meaning to use to become better in executing your duties?

[employee comments]
PROJECT AND GOAL FOCUS:

How do you communicate your goals to other members of the team? Give an example

How do you keep track of your project to make sure everything is in order?

[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 identify and prioritize more important tasks?

Can you think of a time you failed to schedule a task ahead of time? How did you correct the situation?

[employee comments]
TECHNOLOGY TREND AWARENESS:

How often do you encourage colleagues to use the internet to search for information easily?

What are you doing to encourage more colleagues to participate in online tech communities where individuals share technology ideas?

[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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