FREE 5+ Accounting Performance Evaluation Samples [ Employee, Manager, Self ]

One of the backbone of a business organization is the finance department. They are responsible of handling one of the most important component that keeps a business afloat which is the revenue. Handling financial reports, statements, documents and all other accounting procedure helps track the financial situation of a company. This does not only apply in a business scenario, even in our day to day lives as it helps us save and control our finances. Thus, it is imperative that accounting performance evaluation are conducted to make sure that their work stays consistent and efficient. Do check out our various accounting performance evaluation samples below to give you a much better understanding about it.

5+ Accounting Performance Evaluation Samples

1. Accounting Performance Evaluation

2. Accounting Intern Performance Evaluation

3. Management Accounting Performance Evaluation

4. Sample Accounting Performance Evaluation

5. Accounting Office Performance Evaluation

6. Responsibility Accounting Performance Evaluation

What Is an Accounting Performance Evaluation?

Just like an employee performance evaluation, an accounting performance evaluation focuses on the accounting practices and task of an employee such as an auditor, financial analyst, accounts payable specialist, tax accountant and forensic accountant among others. This is a regular assessment and review of an employee’s performance on the job. Typically, managers conduct a full performance evaluation annually, with regular check-ins throughout the year. Performance evaluations should be judged against specific goals.

How to Conduct an Accounting Performance Evaluation?

The objective of every performance evaluation is to identify an employee’s strengths and weaknesses and create a plan for career development. Those who work in accounting are usually considered detail-oriented individuals concerned with accuracy and transparency. When setting goals for job performance in accounting, managers must look at performance results, efficiency and professional development. Here are some key components you can follow to create an effective performance evaluation:

1. Employee Job Description and Analysis

Go through an employee’s job description for this will provide context for your review based on their original expected responsibilities. Make sure that their current responsibilities still align with the job they are expected to do. Performing a job analysis on your accounting staff is important in determining the objective goals because you must first know the duties required for the job. Analyze the position by listing vital tasks and minor responsibilities.

2. Set Goals

Professional development is one of the goals needed for working in finance. This would pave way for career advancement and growth. Also Goal setting serves as an goal action plan designed in order to motivate and guide a person or group toward a goal. Setting these goals properly is important to closely match the requirements of the position and be attainable.

3. General Areas of Performance

There are general areas to be considered while performing an evaluation. Such areas to be tackled are as follows:

• Communication Skills: measures the effectivity to correspond with clients or other staff members, via oral, written and listening skills.
• Supervision: can work independently and exercise good judgement while performing tasks
• Knowledge of the Position and Tasks: exhibits technical skills awareness in performing requirements of the position
• Teamwork: ability to collaborate with colleagues and build solid working relationships
• Initiative: quick to identify and address concerns, impressive attention to details
• Time Management: follows deadlines and is punctual in attending appointments

4. Comparison

After establishing the job responsibilities and goals and the strength and weakness, determine the actual results and accomplishment data a along with the ratings per performance.

5. Recommendation

Lastly, after thorough evaluation it is time to set recommendations in order to improve the performance level of an employees. Propose employee trainings, developmental needs, future goals and plan for career guidance.

FAQs

Overall, we see the importance of an employee performance evaluation, regardless of what job or position. To be able to carefully monitor and address any concerns should an employee encounter difficulty that can affect their job performance and skills. Keeping a constant update will help not only the company grow but enhance career development.