Use this sample and step by step explanation to craft a meaningful employee performance feedback review for an account clerk. Find the right words with quality phrases.
An Account Clerk is responsible for providing accounting support to accounting supervisors and other managers within the department by keying in daily worksheets to the general ledger system, ensuring files are complete and maintained as required.
Essential duties for this post include maintaining account records by making copies and filing, reconciling bank statements by comparing statements with the general ledger, maintaining accounting databases by entering data into the computer and processing backups, verifying financial reports by running performance analysis software program, compiling and sorting invoices and checks, issuing checks for accounts payable, recording business transactions, supporting the accounting personnel, providing front desk customer service, matching invoices to work orders, opening mail and matching payment to invoices.
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. | Speaks disrespectfully and arrogantly while in a conversation with others. Talks too fast in a manner that the other person does not comprehend what is being said. | 1 |
| POLITICAL SKILLS: Political Skills are abilities to build connections with other people to get things done within the formal and informal power structure of an organization. | Engages in constructive arguments and is ready to stand by what is right. Knows how to pool resources together for a good cause to benefit people. | 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. | Does not fulfill administrative and performance management functions as required. Have poor interpersonal skills that affect the establishment of positive and meaningful relationships. | 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 know how to communicate in a clear way so that others can easily understand. Is not easily approachable and gives off an impression of superiority to those who are around her. | 1 |
| LEADERSHIP SKILLS: Leadership Skills are soft skills that assist leaders in positively interacting with employees or team members to make the workplace a great place. | Consistently emphasizes the importance of teamwork and personal goals by being an example Precisely acknowledges the success of employees and recognize their contributions | 2 |
| CREATIVITY: Creativity is the skill of turning new and imaginative ideas into reality through the ability to perceive the world in new ways, find hidden patterns, make connections between unrelated phenomena and generate solutions. | Carries a unique imagination that produces innovative ideas profitable to the company Always has a fresh viewpoint to any problem that presents itself | 2 |
| QUANTITY OF WORK: The quantity of Work is the amount of work accomplished by an employee against the expectations set by the employer. | Jumps from one task to the other instead of concentrating on a single activity at a time Sets unrealistic goals for oneself and members of the team and blames them when these goals are not accomplished or when work runs late | 1 |
| BUSINESS ETIQUETTE: Business Etiquette is a basic framework of rules set by companies to ensure and allow you to understand the way you should conduct yourself in the professional world. | Dresses casually when attending crucial meetings and is rarely neat Raises the voice when disagreeing with what others are saying | 1 |
| CUSTOMER SERVICE: Customer Service is the ability to cater for the needs of the client by providing excellent customer service without compromise. | Receives substandard feedback from most customers and is viewed as the not to go to person Alienates customers with special needs and does not bother to attend to customers on a first come first served basis | 1 |
| PROCESS IMPROVEMENT: Process Improvement is the creation of new processes or improving the existing ones that will work and take your corporation to the next level. | Ignores the perspectives of customers and vendors and thereby fails to meet their expectations Does not bother to identify points at which improvements can be made | 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] |
| POLITICAL SKILLS: Are you always alert to the social situations that happen around you and how do you deal with it? Give an instance you made a hurried decision and what was the impact? | [employee comments] |
| ADMINISTRATIVE SKILLS: How well do you encourage your employees to be the best they can be and to trust in their abilities? How conversant are you with the technology while dispensing your administrative roles? | [employee comments] |
| INTERPERSONAL SKILLS: Give an instance your personality affected your relationships with others. How did you resolve it? Do you normally take the time to build meaningful and positive relationships with others? | [employee comments] |
| LEADERSHIP SKILLS: Do you invest in teamwork to ensure both management and workers are all harmonious? Are you willing to learn new trends to equip you as a better leader? | [employee comments] |
| CREATIVITY: Do you encourage your workmates to think creatively and enact the creativity in their daily work? Are you stuck to old methods that do not solve today's problems? | [employee comments] |
| QUANTITY OF WORK: Describe how you schedule tasks in a normal work day. What kind of tasks do you reserve for when you are most productive? Describe a training program that you have enhanced or developed to improve the quantity of work produced by your team. How has this benefited the team? | [employee comments] |
| BUSINESS ETIQUETTE: How often do you encourage others to stand up when shaking hands or meeting new people? What steps do you take to ensure a conversation runs smoothly even when disagreeing with what others are saying? | [employee comments] |
| CUSTOMER SERVICE: Can you recall of any situations where customers made objections? How did you react? Can you think of a time where you felt you had not responded well? How did you correct the situation? | [employee comments] |
| PROCESS IMPROVEMENT: What efforts are you making to learn more about new procedures? How often do you attend think tank and ideation sessions to learn new ideas on improving processes? | [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: |