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

An Accounts Payable Associate is responsible for providing financial, administrative and clerical support by ensuring payments are completed and all expenses controlled by receiving payments, processing, verifying and reconciling invoices according to the established policies and procedures in an efficient, timely and accurate manner.

The major responsibilities include Settling processed work by validating entries and comparing system records to balances, charging expenses to reports and cost centers by examining invoices and recording entries, matching purchase orders to invoices and entering invoices into computer, paying employees by receiving and verifying expense reports for advances, preparing checks, paying vendors by monitoring discount opportunities, reviewing federal ID numbers, maintaining accounting ledgers by verifying and posting account transactions, protecting organization's value by keeping information confidential.

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

CRITICAL THINKING: Critical Thinking is the ability to think clearly and rationally while understanding the logical connection between ideas in a reflective and independent thinking.

Finds it challenging to arrive at a concrete conclusion after undertaking any evaluation.

Does not show enough willingness to try to improve the critical thinking skills.

1

ACCURACY: Accuracy refers to the closeness of a measured value to a known value or standard that is passed by the governing laws.

Does proper research to get accurate facts and figures before undertaking any task.

Produces or delivers work that is 100 percent reliable and trustworthy.

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 know how to give feedback and is always ready to criticize those he/she leads.

Does not know how to express oneself whether in writing or orally.

1

COLLABORATING WITH OTHERS: Collaborating is willingly working with one another and cooperating in whatever task one is assigned without behaving poorly or having an attitude change that hurts others.

Creates an environment where members are afraid of airing their views for fear of being judged

Does not understand the importance of setting goals or contributing solutions to problems

1

PERSONAL GROWTH: Personal Growth is the improvement of one's awareness, identity, developing talents and potential to facilitate the growth of oneself and the position they handle at the workplace.

Has gained professional recognition fast due to the growth posted

Ability to coach others on the need of setting goals and accomplishing them on time

2

COMPETITIVENESS: Competitiveness is the skill of being able to compete as a team or a company with other enterprises in the same line of entrepreneurship and emerging as the winner.

Looks for opportunities to practice different skills, implement new processes, take on new responsibilities and learn a new software

Seeks out opportunities for growth and expanding self horizons in order to have more to offer at work

2

RESULTS ORIENTATION: Results Orientation is knowing and focusing on outstanding results and working hard to achieve them because they are significant.

Easily loses focus when faced with problems and gives up even before the problems are resolved

Constantly needs the management's input in regards to the end goals of the projects one is assigned or their results

1

FINANCIAL MANAGEMENT: Financial Management is the skill of learning how to handle accounting, finance, and organizational management through providing daily data on the operations that take place every day.

Does not know when one should invest the profits made from the company or when one should plow the profits back to the company

Allows the bookkeeper to write checks for the employees without making sure that everything involved in the payroll process is streamlined

1

DIVERSITY AWARENESS: Diversity Awareness is the understanding that people are different and unique in their particular way and respecting their uniqueness.

Shows unwillingness to promote the implementation of new diversity initiatives

Lags behind in driving positive change and is never seen as a person who can promote diversity issues of others

1

TRAINING OTHERS: Training is the ability to expand the knowledge base by learning new truths that are useful in the workplace.

Shows unwillingness to participate in specialized training programs and lacks the interest to look for more training opportunities

Constantly fails to prepare for training sessions ahead of time

1

Self Evaluation

Self Evaluation Question

Employee Comments

CRITICAL THINKING:

Elaborate on a given occasion that you made the best decision. How did you feel about it?

Do you always try to inquire further, what could be the missing elements that could achieve a positive outcome?

[employee comments]
ACCURACY:

Do you normally have a checklist or a guide before you start doing any given task?

How do you do your research and do you use factual data and information while doing any task?

[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]
COLLABORATING WITH OTHERS:

Can you describe a situation where you had to compromise or help others to compromise? What steps did you take?

Describe a time when you have had to work with a difficult team member. How did you handle it?

[employee comments]
PERSONAL GROWTH:

Do you accept positive criticism and work on the areas that need change?

What changes do you need to inject in your personal goals to make you better?

[employee comments]
COMPETITIVENESS:

What sort of projects did you generate that required you to go beyond your job description?

Were there times you got a promotion for displaying consistent overall growth and improvement?

[employee comments]
RESULTS ORIENTATION:

Describe a time when you have been very successful in accomplishing your goals. What made this possible?

Describe a time when instructions on a project were not clear. What made them unclear and what did you do?

[employee comments]
FINANCIAL MANAGEMENT:

What are some of the methods you have used to help your company manage its finances effectively?

Describe a time when an important project has failed due to poor financial management. What was wrong with the finances and how did you fix it?

[employee comments]
DIVERSITY AWARENESS:

What are you doing to be seen as a person who can address diversity concerns of other people?

What efforts are you making to assess whether the current procedures, practices, and policies are diverse?

[employee comments]
TRAINING OTHERS:

What are you doing to learn new skills and to develop a positive attitude towards complex training sessions?

Do you seek for extra assistance from colleagues on complex concepts learned in training sessions?

[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: