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

A compliance coordinator is responsible for organizing and facilitating the development, implementation, and management of all compliance programs for their organization. He/she will ensure that all compliance regulations are followed to the letter as per the set rules and regulations and will make sure that there are no incidents of compliance issues.

In addition to that, he or she will get to undertake the following roles; prepare and present detailed reports on all compliance issues to the management, working with regulatory agencies to ensure that all compliance issues are adhered to, perform auditing for compliance with laws and policies, report any incident of compliance malpractice to the supervisor in charge and providing necessary support for compliance initiatives.

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

DEVELOPING OTHERS: Developing others is an unremitting process that focuses on the broader, longer-term growth of individuals to nurture them to their potential and promote future development.

Helps others determine their personal goals and work on them seriously

Establishes a plan that facilitates timely reports at the culmination of long projects

2

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

Verbally guarantees that deadlines will be met but consistently misses them

Violates the company standards and expectations regarding reliability and availability

1

ASSERTIVENESS: Assertiveness is the inclination to stand up for your rights or other people's rights in a calm and concrete way without being aggressive or accepting a wrong.

Does not have control over anger or the ability to talk about it in a reasonable manner

Whines or shies away from asking people's opinion and drawing them into open group discussions

1

EMOTION MANAGEMENT: Emotion Management is the ability to realize, readily accept and successfully control feelings on oneself and sometimes in others around you by being in complete authority over your thoughts and feelings that are generated whenever your values are touched.

Regularly exercises in order to let anger out of the system and enhance mood

Talks to a trusted colleague at work or gets counseling when faced with a difficult situation

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.

Creates healthy dialogues to help bring forward the best solution and demonstrates a sincere appreciation for opposing viewpoints

Makes eye-contact, pays attention to nonverbal clues such as tone of the voice, facial expressions, and posture when having a conversation with a colleague

2

ATTENTION TO DETAIL: Attention to Detail is the capacity to achieve a thoroughness and accuracy when accomplishing a task.

Easily gets distracted when colleagues talk or phone rings while handling a task thus forgets important details

Sees the big picture, and overlooks the small picture; focuses on the major points and ignores most others

1

PERSONAL COMMITMENT: Personal Commitment is an obligation that you have voluntarily agreed to fulfill without being cajoled or threatened and are willing to be held accountable for the results.

Is unwilling to get rid of poor habits that waste one's time and bring distraction when performing a task

Works without a specific plan or schedule thus loses track on what should be done and when it should be done

1

ENTREPRENEURIAL THINKING: Entrepreneurial Thinking is a mindset that allows embraces critical questioning, innovation, service and continuous improvement with an attitude of change.

Reacts emotionally to obstacles and challenges faced when executing ideas and does little to overcome them

Lacks determination and does not set clear goals when executing ideas

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.

Demonstrates little understanding of all the key components of reports and proposals

Employs writing styles that are not reader-friendly and hardly meets the needs of the target audience

1

Self Evaluation

Self Evaluation Question

Employee Comments

PUBLIC SPEAKING:

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

Give an example you delivered a long speech and how did you rate your audience regarding their participation?

[employee comments]
DEVELOPING OTHERS:

Are you reliable to train and coach the employees to produce a better workforce?

Do you delight in developing others? capability and making them better?

[employee comments]
DEPENDABILITY:

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

Are you a loyal person that your coworkers and management can rely on?

[employee comments]
ASSERTIVENESS:

Is there a time you had to effectively "read" another person in order to guide your actions based on your understanding of their individual needs?

How good are your listening skills? Do you have instances when you made mistakes because you did not listen well to what someone had to say?

[employee comments]
EMOTION MANAGEMENT:

What is the most stressful situation you have ever found yourself in at work and how did you handle it?

Can you think of a time when you got depressed because you felt the workplace was not a good fit for you? How did you cope with that?

[employee comments]
EMOTIONAL INTELLIGENCE:

Describe a time when you received feedback on your performance, and you had to disagree with it. How did you handle the situation?

Which is one of the most stressful situations you have had? How did you resolve the situation?

[employee comments]
ATTENTION TO DETAIL:

What techniques do you use to make sure you have the right information about a certain project?

Are there times you have made huge mistakes due to not paying attention to details? What happened?

[employee comments]
PERSONAL COMMITMENT:

What do you use to plan your tasks? Is there a time when you missed an appointment due to lack of proper planning?

Describe a great change that occurred in a project you were working on. How did you adapt to this change?

[employee comments]
ENTREPRENEURIAL THINKING:

Were there any times where you felt that you were less optimistic than other times?

What are you doing to avoid taking shortcuts when executing ideas?

[employee comments]
WRITING REPORTS AND PROPOSALS:

How often do you encourage others to learn how to integrate primary data and secondary sources accurately?

What efforts are you making to understand all the components of reports and proposals?

[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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