PERFORMANCE EVALUATION REPORT

Report on:

Years Experience:

Reviewed by:

Date:

Type of Evaluation

Approx. Hours:

Period from:                                          to: 

Assignments (Client):

Brief description:

In relation to the individual’s experience and the complexity of the assignments, do you consider the work:

1)       difficult

2)       normal

3)       easy

Evaluation of Performance

Considering the individual’s  training and experience, evaluate him/her on each of the areas below based on performance for this assignment. 1) Outstanding  2) Above average  3)  Average – what would normally be expected of an individual at his/her level of experience  4)  Requires improvement  5)  Unsatisfactory.  Circle the number representing your rating. Please provide comment in comment section on back for any rating above or below a 3.

Area

Description

Rating

Overall Rating

Technical

¨        Has effectively mastered Senior technical responsibilities and duties.

1   2   3   4   5   N/A

1  2  3  4  5  N/A

¨        Performs audit and tax responsibilities on high levels such as the audit of inventories, income taxes and valuation allowances or consolidated tax return preparation or “gray area” research.

1   2   3   4   5   N/A

¨        Prepares financial statements, management letter, tax returns and assists in protests and client situation/circumstance analysis.

1   2   3   4   5   N/A

Client Service

¨        Effectively meets all client service responsibilities of Senior.

1   2   3   4   5   N/A

1  2  3  4  5  N/A

¨        Initiates client entertainment functions for the appropriate levels of client personnel.

1   2   3   4   5   N/A

Administrative

¨        Satisfies all administrative requirements of Senior.

1   2   3   4   5   N/A

1  2  3  4  5  N/A

¨        Plans, controls and monitors, production and input of time and expenses into a project.

1   2   3   4   5   N/A

¨        Keep supervisors informed of progress.

1   2   3   4   5   N/A

¨        Assists management by following and enforcing firm procedures such as time and expense reporting.

1   2   3   4   5   N/A

Supervisory

¨        Provides patient and effective training of associates, on the job as well as in the office.

1   2   3   4   5   N/A

1  2  3  4  5  N/A

¨        Begins a process of being a mentor to younger staff, and a reinforcer of firm philosophies.

1   2   3   4   5   N/A

Practice Expansion – Business Development

¨        Continues the long-range process of contact development.

1   2   3   4   5   N/A

1  2  3  4  5  N/A

¨        Continues to be alert for expansion of services for existing clients.

1   2   3   4   5   N/A

¨        Involves appropriate personnel in lead follow-up.

1   2   3   4   5   N/A

¨        Actively participates in marketing/industry groups.

1   2   3   4   5   N/A

Based on the above ratings are prospects for advancement to more difficult engagements:

1)       Excellent

2)       Good

3)       Contingent

4)       Doubtful

SEMI ANNUAL SECTION

Personal

¨        Strikes a balance with business and non-business life, effectively setting limits.

1   2   3   4   5   N/A

1  2  3  4  5  N/A

¨        Develops, enhances and refines firm interpersonal competencies.

1   2   3   4   5   N/A

¨        Begins a plan to use and develop firm leadership competencies.

1   2   3   4   5   N/A

Recruiting

¨        Meets the recruiting requirements of Associate.

1   2   3   4   5   N/A

1  2  3  4  5  N/A

¨        Actively uses contacts to attract quality, experienced staff from other CPA firms or related businesses.

1   2   3   4   5   N/A

Semi Annual Section - CONTINUED

Professional

¨        Successfully completes CPA exam before promotion to the next level.

q      Yes

q      No

¨        Progresses to Manager after three to five years with the firm (or other appropriate experience) and one to two years as a Senior.

q      Yes

q      No

¨        Meets annual chargeable hours goal.

q      Yes

q      No

¨        Meets annual total hours goal.

q      Yes

q      No

Considering all evaluation reports and personal knowledge of  the individual are prospects for advancement to next level:

1)       Excellent

2)       Good

3)       Contingent

4)       Doubtful

Description of prospect for advancement:

1)       Excellent prospects for advancement to more difficult engagements and future partnership potential.  No important weaknesses; typically such an individual would receive a number of 2”s and/or 1’s in the preceding Evaluation of Performance.

2)       Good prospects for further advancement.  Typically, such an individual would receive a number of 3’s or 2’s in the preceding evaluation.  Any weaknesses are considered to be minor and correctable.

3)       Further progress is contingent upon overcoming certain deficiencies noted in the preceding evaluation section (explain in the Comments section).

Further progress is doubtful or unlikely because deficiencies noted are significant and are considered uncorrectable; has not improved in weak areas. Typically, such an individual would receive a number of 4’s or 5’s in the preceding evaluation.

COMMENTS

Comment on exceptionally outstanding or poor performances as reported in the Evaluation of Performance.  Please give other concise information; if any reflected elsewhere that would assist in appraising the individual (attach additional sheet if necessary).

Discussion

As an important part of on-the-job training, it is firm policy that the individual’s performance be discussed with him/her during the course of the period and in summary form at the end of the period. The completed performance report must be discussed and shown to the individual at a meeting for that purpose.

Indicate specific matters discussed

1) Work performed well:

2)  Areas which require improvement:

3)  Reviewee Comments:

4)  Completed report shown to me and discussed:

Signature of Reviewee:

Date:

Signature of Reviewer:

Date:

Reviewed by:

Date: