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

A Corporate operations compliance manager has the primary roles of planning, directing, and coordinating various operations within a corporate organization to ensure that it complies with all regulatory standards. He/she will also get to prepare compliance reports and direct strict adherence to all compliance rules and regulations by all employees on these operations.

In addition to that, he or she will also undertake the following roles; monitor compliance systems and activities to ensure they are efficient and effective, facilitate employee training on compliance issues, document all corporate compliance activities, direct internal compliance reviews and investigations and avail all necessary data and information regarding compliance activities

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

NEGOTIATION SKILLS: Negotiation Skills are a deliberative process by which people settle their differences through an acceptable agreement to both parties to co-exist without argument and dispute in the workplace.

Does not act soberly when the negotiation process hits a dead end and tends to lash out when it goes wrong.

Does not take charge of the negotiation process and allows it t go out of hand.

1

INSPIRING OTHERS: Inspiring is encouraging one to be their best in contributing to the vision of an organization where they are placed and entrusted to work.

Shows other employees how to overcome or deal with their weaknesses in order to help them grow professionally and emotionally

Expands one's horizons further than before while thinking about the impact one's actions will have on those around

2

MANAGING AT TEAM: Managing is the administration of an organization which includes activities of setting the strategy of an organization and coordinating the efforts of the employees to accomplish its objectives.

Makes every single task a priority and fails to prioritize thus confuses and frustrates employees and ends up with work that is poorly done or not done at all

Does not take the time to review the employees' performance, identify both the strong and weak areas and give feedback on the same

1

STRATEGIC PLANNING: Strategic Planning is organizational management activity that is used to set priorities, focus energy and resources, strengthen operations while guaranteeing that employees and other stakeholders are working towards common goals.

Makes a strategy a once a year activity instead of an ongoing conversation and does not care to monitor the already implemented strategies

Develops plans that leave too much room for interpretation thus employees misinterpret the plans and miss the intended mark

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.

Says what's on one self's mind, but does it in a way that protects the other person's feelings

Holds back, listens and waits for the other person to finish an intended message before giving a response

2

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

Focuses on working towards happiness and betterment rather than just "getting by" each day

2

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

Does not share one's goals with colleagues in order to avoid being held accountable to it

1

PRACTICAL THINKING: Practical Thinking is the skill to think creatively about projects or work that requires your full attention to be completed and to bring great results.

Focuses on perfection; spends plenty of time looking for a problem in the provided information even when there is none

Looks at the situation at hand from only one point of view, and examines only a few factors thus makes premature decisions

1

GOAL AND OBJECTIVE SETTING: Goal and Objective Setting is the strategic plan that is set and laid down identifying how goals should be accomplished, by who and by what time.

Criticizes team members who fail to achieve their goals instead of working closely with them and trying to find out where the problem is

Does not rank goals in the order of their importance to the company thus often misses deadlines for the most crucial goals

1

QUALITY MANAGEMENT: Quality Management is the management approach to the long-term success through customer satisfaction that directly involves the employees in the continual improvement of the daily tasks.

Allows oneself to be distracted when performing a task that needs full concentration thus produces substandard work

Does not monitor the progress of projects against the milestones or quality standards that have been agreed on

1

Self Evaluation

Self Evaluation Question

Employee Comments

NEGOTIATION SKILLS:

Have you ever been involved in any negotiation process? What did you learn from it?

Describe your best and worst moments of any negotiation process you have been part of?

[employee comments]
INSPIRING OTHERS:

Describe a time when you have had to give inspiration to a colleague who was constantly late at work. How did you go about it? Did the person take your advice?

Is there a time when you have had difficulties getting a colleague to accept your advice? What was your approach?

[employee comments]
MANAGING AT TEAM:

Would you rather that your reporting staff respected you or feared you? Why? How would you inspire both reactions from them?

Is there a time when you have been a mentor to another aspiring manager? How did you go about creating that relationship?

[employee comments]
STRATEGIC PLANNING:

What are the steps and methods you have used to define a vision for your position or department?

What goals have you set for your career? What is your plan to achieve them?

[employee comments]
ASSERTIVENESS:

Have you ever used verbal communication to get a point across that was important to you?

Can you think of an occasion when you have had to motivate and boost the morale of your colleagues?

[employee comments]
EMOTION MANAGEMENT:

What strategies have you taken in the past to prevent a situation from becoming too stressful for you to handle?

How do you ensure you have a comfortable and relaxing work space that feels more at home?

[employee comments]
PERSONAL COMMITMENT:

Sometimes you have to sacrifice some things in life in order to get what you want. What are some of the things you have sacrificed in the past in order to accomplish your goals?

Describe a project that was implemented because of your personal commitment. What was your role in the project?

[employee comments]
PRACTICAL THINKING:

Describe a project that went wrong due to poor practical thinking strategies. How did the problem occur and how did you solve it?

Describe a time when you have had to analyze a problem and come up with possible solutions. How did you go about it?

[employee comments]
GOAL AND OBJECTIVE SETTING:

Suppose your goal is to run your own company in the next two years. How will you go about accomplishing this goal?

What do you look for in team members when setting goals for the team? How do you keep track of your team goals?

[employee comments]
QUALITY MANAGEMENT:

How do you ensure that your suppliers meet the company quality standards? How do you know when a product quality has dropped?

What systems have you used to manage information and improve quality effectively? Would you recommend these systems to other companies?

[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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