Use this sample and step by step explanation to craft a meaningful employee performance feedback review for an inventory & operations auditor. Find the right words with quality phrases.
An Inventory & Operations Auditor is liable for consistently checking the accuracy test of perpetual inventory stock quantity records for material control and accounting purposes. This position is also responsible for investigating discrepancies, locate error sources from lists and initiate corrective actions.
The primary duties include advising the operating management on inventory and accounting problems and recommending improvements to the system, participating in the implementation of the inventory system development as necessary, monitoring and ensuring all inventory transactions, errors, and reports, exercising both quantitative and analytical skills to make workable decisions, analyzing inventory procedures to provide solutions that are cost effective, correcting notable mistakes in the reports received.
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 |
|---|---|---|
| NEGOTIATION SKILLS: Negotiation Skills are a deliberative process by which people settle their differences through an acceptable agreement to both parties to co-exist without argument and dispute in the workplace. | Not willing to compromise during the negotiation process to achieve a win-win solution. Does not implement the agreed aspects of the negotiation and interferes with the negotiation outcome. | 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. Ensures to do callbacks to give responses and feedback if promised to do so earlier. | 2 |
| ADMINISTRATIVE SKILLS: Administrative Skills are all the services related to the running of a business or keeping an office organized while supporting the efforts of the management team. | Fails to meet expectations in an effective and timely manner. Does not know how to use technology related equipment and processes properly. | 1 |
| 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 always seek to be a team player and contribute effectively to team affairs. Has a strong personality something that has caused rifts within the team. | 1 |
| PRACTICAL THINKING: Practical Thinking is the skill to think creatively about projects or work that requires your full attention to be completed and to bring great results. | Practices mindfulness in order to ease mental problems and think in an effective way Evaluates own options taking into account their pros and cons in the situation one is in | 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. | Regularly checks the progress of own goals in order to stay on track and know whether or not to tweak own actions Creates a diary that documents the goal pursuit in order to get clarity on the goals | 2 |
| 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 |
| 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. | Hardly bothers to know the latest business trends and rarely implements policies that can drive change towards new trends Frightened by new trends and responds slowly to new trends | 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 |
| WRITING REPORTS AND PROPOSALS: Writing Reports and Proposals is the ability to record business reports and plans for the company or project following the policies and procedures of the company. | Hardly conveys information and ideas in an appropriate format and language when writing technical reports and proposals Does not demonstrate willingness to learn how to integrate primary data and secondary sources accurately | 1 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| NEGOTIATION SKILLS: When negotiating how well do you take charge of the process? Explain an instance that you hit a dead-end in a negotiation process. What did you do to reach a conclusion? | [employee comments] |
| PHONE SKILLS: Give an instance you were called by an irate caller and explain how you handled it? What is the best solution you have ever given to someone over the phone and was the caller satisfied? | [employee comments] |
| ADMINISTRATIVE SKILLS: Do you think you are a good role model to your junior staff? How objectively are you when handling issues and are you governed by reason or emotions when performing your administrative roles? | [employee comments] |
| INTERPERSONAL SKILLS: Do you find it easy to strike a conversation with other people? Do you always seek to make people relaxed when they are talking to you or do you use intimidation? | [employee comments] |
| PRACTICAL THINKING: Some situations require one to think in a practical manner while others require critical thinking. Can you give an example when you have used the two strategies to solve a problem at work? Describe a project that was successful because of your ability to think practically. What was your role? | [employee comments] |
| PROJECT AND GOAL FOCUS: How do you communicate your goals to other members of the team? Give an example How do you organize your goals in order to remain focused and make them more achievable? | [employee comments] |
| QUALITY MANAGEMENT: How have you helped your team members produce quality work? How has this improved the overall productivity of the team? What systems have you used to manage information and improve quality effectively? Would you recommend these systems to other companies? | [employee comments] |
| BUSINESS TREND AWARENESS: What efforts are you making to increase your understanding about current business trends? What efforts are you making to overcome competition and what strategies are you using to get new opportunities? | [employee comments] |
| SCHEDULING: What efforts are you making to update your list of activities and track project schedules? Can you think of a time you failed to schedule a task ahead of time? How did you correct the situation? | [employee comments] |
| WRITING REPORTS AND PROPOSALS: Have you ever failed to proofread and edit a report or proposal before submitting? How did you correct the situation? What efforts are you making to understand all the components of reports and proposals? | [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: |