Use this sample and step by step explanation to craft a meaningful employee performance feedback review for a senior cost analyst. Find the right words with quality phrases.
A senior cost analyst is assigned the responsibility of analyzing, monitoring and controlling all company expenses. He or she will ensure that the company operates in the right way when it comes to its revenues and expenditures thus avoiding any wastage. In addition, they will perform auditing of financial records and facilitate training of company employees on financial issues.
Besides that major responsibility, he or she will handle the following duties; perform cost-benefit analysis, assist in budget preparations, prepare company's financial statements and reports, manage pricing , inventory systems and data quality, recommend improvements, undertake financial projections, identify financial opportunities and risks, determine product costs and develop standard cost.
Employee Performance Review Sample | |
|---|---|
| Employee's Name: | Title: |
| Review Period: __/__/__ to __/__/__ | Employee SSN: |
| Work Location: | Supervisor's Name: |
Instructions |
|
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 |
|---|---|---|
| WRITING SKILLS: Written Communication involves the interaction that makes use of the written word with precision and logic making it the very common form of business communication. | Delivers work that has too many grammatical and punctuation errors. Undertakes less or no research work on the topic to be written about hence writing using less or outdated facts and information. | 1 |
| LISTENING SKILLS: Listening Skills are a practical ability to accurately receive and interpret messages you receive during the communication process to ensure flow and accuracy are maintained. | Reflects appropriately to issues raised by the person who was previously talking. Repeats what the other person was saying to ensure the information is taken correctly. | 2 |
| OFFICE POLITICS: Office Politics is a tool that assesses the operational capacity to balance diverse views of the interested parties of the human interactions that involve power and authority. | Criticizes others if one finds their politics and gossip unprofessional and disruptive Spreads rumors and gossip carelessly and without minding hurting other employees in order to be the center of attention | 1 |
| DELEGATION: Delegation is assigning responsibility or authority to another person a junior or subordinate to carry out specific activities while remaining accountable for the outcome. | Is not able to let go; fears that no one else has the ability or the skills necessary to execute the work effectively Does not take the time to match the skills of the person handling the task to the task that needs to be done thus ends up assigning the task to the wrong person | 1 |
| MANAGEMENT SKILLS: Management Skills are also known as leadership skills and involve planning, decision making, delegation, time management and time management to ensure optimum organization in focus and the technical of how and why of accomplishing tasks. | Maintains an all time open communication among the employees and managers Gains the employee's respect by respecting each one of them without favoritism | 2 |
| 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. | Displays excellent management skills in how to manage time and resources Ability to coach others on the need of setting goals and accomplishing them on time | 2 |
| EMPATHY: Empathy is the understanding of another person's condition from their perspective by placing yourself in their shoes and feeling what they are feeling. | Has trouble dealing with interpersonal conflicts at work, home and in the community Does not seem to care about the needs of different people in the community and does not see the need to offer help to them | 1 |
| SEEING POTENTIAL PROBLEMS: Seeing Potential Problems is the ability to structure the current situations and identify developments that could cause problems in the future. | Fails to keep thorough records and to apply the lessons learned thus is unable to provide insights for future decisions Jumps into solution mode even before one understands the problem thus sometimes makes a small problem seem bigger than it should be | 1 |
| LONG RANGE PLANNING: Long Range Planning is setting long-term goals and objectives for your business or project to ensure its growth and sustainability is reached by all the employees. | Develops a company's vision but does not indicate where the company is headed or where one wants it to be Does not know how to anticipate situations that may break the long-range planning process thus panics or blames others when the situations do happen | 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 Possesses little understanding of the perspectives of others and does not bother to make improvements | 1 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| WRITING SKILLS: How well do you do your research before you set out do any form of writing? Can you say you have a good mix and balance in your choice of words and writing styles respectively? | [employee comments] |
| LISTENING SKILLS: Give an instance that you have been defensive during a conversation. How did it turn out? Give an instance that you did not listen carefully and you ended up messing the situation. | [employee comments] |
| OFFICE POLITICS: Describe a time when office politics affected a project you were working on. What happened? How did you go about it? How would you rate your ability to work with others? | [employee comments] |
| DELEGATION: Do you regard yourself a micro or macro manager? How do you delegate your tasks or projects? How do you ensure that the person you assign a task has understood all the instructions? | [employee comments] |
| MANAGEMENT SKILLS: How would the employees rate your leadership style, strengths, and weaknesses? What are the most important values you demonstrate as a leader? | [employee comments] |
| PERSONAL GROWTH: Do you consider the requirements carefully before handling any task? Are you personally aware of areas you need to change? | [employee comments] |
| EMPATHY: How can you tell that a colleague needs help? What steps would you go through to provide comfort? What is one thing you wish other colleagues knew about you, but they don't? | [employee comments] |
| SEEING POTENTIAL PROBLEMS: Is there a time when you have met resistance while trying to implement a solution to a future problem? Describe the situation How do you set projects deadlines and milestones to make sure that employees meet them successfully? | [employee comments] |
| LONG RANGE PLANNING: Describe a time when you have had a hard time accomplishing your long-range plan. What was the problem and how did you solve it? Describe the most successful long-term goal that you have accomplished. How did you go about making it a success? | [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 welcome and consider the ideas and views of other people? | [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: |