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

An electronic data processing auditor evaluates the data processing systems as well as the operating procedures to ensure they comply with the set security standards, efficiency, and accuracy. He/she provides the systems managers with the expert opinion of whether the operations and results of the computer systems are reliable.

Other duties associated with this role include inspecting operational procedures, systems, and programs; using sample data to test whether the control procedures and computer programs are accurate; finding out and reporting how computing facilities are used; examining the accuracy of the input and output of programs and recommending changes to ensure that the computer systems is accurate; set up audit guidelines based on organizational and industrial standards; ensure audit procedures are implemented effectively and recommend relevant system changes based on the audit .

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

PUBLIC SPEAKING: Public Speaking though closely related to presenting differs in that it is the process of performing a speech before a live audience with the purpose of informing, persuading or entertaining.

Not willing to improve the public speaking skills and learn new ways.

Speaks for too long and does not know how to summarize by capturing key points.

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.

Tries to emphasize accuracy to those he or she works with and sets a goal standard for accuracy levels.

2

DECISION MAKING: Decision Making is the art of making choices by identifying a decision, gathering information and assessing alternative resolutions before settling on one.

Is afraid of making decisions due to the fear that one may make a mistake that might ruin one's career

Does not know when to start a decision-making process without all the right information or when to wait for more advice

1

DEPENDABILITY: Dependability is the characteristic of being able to be counted on and relied upon by providing services that be trusted within a period.

Disappoints coworkers and employers who depend on them to complete assigned tasks

Cannot be relied upon to help newbies adapt to the new environment

1

WORK ATTITUDE: Work Attitude is one's feelings towards and beliefs about one's job and their behavior that can tell how it feels to be there.

Carries a productive attitude that does not change even in unpleasant situations

Always willing to jump in and help with any situation without necessarily being asked

2

EMOTIONAL INTELLIGENCE: Emotional Intelligence is the capability to identify your emotions, understand what they are telling me and realize how the feelings are affecting you and the people around you.

Addresses issues in a professional, constructive way, and persuades others to approach issues in the same manner

Uses gentle humor, while explaining things that are difficult to express, without creating a flat

2

CONSISTENCY AND RELIABILITY: Consistency and Reliability are the ability to be trusted to do what you do best all the time with or without supervision and without failure to produce results.

Is consistently late for work thus fails to deliver services or goods promised within a certain amount of time

Always shirks duties or passes on one's work to someone else

1

MEETING MANAGEMENT: Meeting Management is the skill to know and understands the reason why an official meeting should be held and who should attend.

Poor at guiding a meeting and takes little action on participants who go out of topic

Does not show willingness to learn more meeting management skills to improve future meetings

1

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

Assumes to know everything and does not seek for extra assistance from colleagues on complex concepts learned in training sessions

Shows little willingness to attend training sessions and misses most training sessions

1

COMPUTER SKILLS: Computer Skills are the necessary computer working skills that each employee need to have while seeking to get admitted into the professional world.

Does not understand the importance of backing up data on a regular basis

Lacks enough knowledge on how to create, use, and troubleshoot computer networks

1

Self Evaluation

Self Evaluation Question

Employee Comments

PUBLIC SPEAKING:

How well do you engage your audience while giving a talk?

How well do you manage your nervousness and tension before you give a talk?

[employee comments]
ACCURACY:

Give an instance you overloaded yourself with work and how you would rate the work you submitted.

How much time do you dedicate to ensure you deliver an error free task?

[employee comments]
DECISION MAKING:

Can you explain a difficult decision you have made regarding a project or task at work? What are some of the factors that influenced your decision-making process?

Can you give specific examples of decisions that you make rapidly and those that take more time?

[employee comments]
DEPENDABILITY:

Can your manager depend on you to handle tasks without being asked to do so?

Do you finish all your projects and tasks within the allocated time?

[employee comments]
WORK ATTITUDE:

Do you a right attitude to handle all types of customers, colleagues, and management?

Are you emotionally stable or do you flare up in uncontrollable anger?

[employee comments]
EMOTIONAL INTELLIGENCE:

What is your greatest strength? How do you make sure your colleagues benefit from your greatest strength?

Why is it so important to build trust and rapport with colleagues? How do you develop the two in the workplace?

[employee comments]
CONSISTENCY AND RELIABILITY:

Can you provide a specific example that best illustrates your ability to be counted on?

Can you describe a time when personal issues pulled you away from work? How did you handle it?

[employee comments]
MEETING MANAGEMENT:

Were there any times you failed to assign roles to participants in a meeting? How did you correct the situation?

Which approaches are you employing to hold more creative meetings and do you leave room for creativity?

[employee comments]
TRAINING OTHERS:

How often do you encourage team members to take part in training sessions?

Can you think of a situation where you improved your learning after evaluating learning outcomes of a training session?

[employee comments]
COMPUTER SKILLS:

How often do you seek for assistance when faced with a challenge when using a computer service?

What efforts are you making to become more familiar with computer security issues and copyright laws?

[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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