PERFORMANCE EVALUATION REPORT

Report on:

Years Experience:

Reviewed by:

Date:

Type of Evaluation

Approx. Hours:

Period from:                                          to: 

Assignments / 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 a 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 satisfied all Principal level technical requirements.

1   2   3   4   5   N/A

1  2  3  4  5  N/A

¨        Participates in all issue resolutions for tax or audit (as the case may be) with concurrence when needed from others.

1   2   3   4   5   N/A

¨        Willingly serves in Principal (or other capacity) when called upon to do so.

1   2   3   4   5   N/A

¨        Provides timely, dedicated and thorough impartial review services to engagement partners.

1   2   3   4   5   N/A

Client Service

¨        Has satisfied all Principal client service requirements.

1   2   3   4   5   N/A

1  2  3  4  5  N/A

¨        Has close relationships with top client officers of most engagements.

¨        Enforces high client service standards on engagement teams.

1   2   3   4   5   N/A

¨        Projects a “whatever it takes” attitude toward client service.

1   2   3   4   5   N/A

Administrative

¨        Effectively meets all administrative criteria for Principal position.

1   2   3   4   5   N/A

1  2  3  4  5  N/A

¨        Maximizes economics of client engagements and accepts consequences and rewards associated with those economics.

1   2   3   4   5   N/A

¨        Administers both self and client practice in a responsible manner and fiduciary capacity to partners and peers, including timely billing, collection, time reporting, etc.

1   2   3   4   5   N/A

Supervisory

¨        Meets all Principal supervisory requirements.

1   2   3   4   5   N/A

1  2  3  4  5  N/A

Practice Expansion – Business Development

¨        Meets all Principal requirements in practice expansion - business development.

1   2   3   4   5   N/A

1  2  3  4  5  N/A

¨        Actively solicits and receives new business at acceptable profitability levels with responsible attitude toward the firm’s ability to provide quality services.

1   2   3   4   5   N/A

¨        Maintains, directs and controls (either by initial development or initial absorption) a portfolio of clients who pay rates comparable to the average collected rate of the firm.

1   2   3   4   5   N/A

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

¨        Actively uses Interpersonal competencies.

1   2   3   4   5   N/A

¨        Actively uses Leadership competencies.

1   2   3   4   5   N/A

Recruiting

¨        Meets all recruiting responsibilities of Principal.

1   2   3   4   5   N/A

1  2  3  4  5  N/A

¨        Actively participates in campus and office interviews.

1   2   3   4   5   N/A

Semi Annual Section - continued

Professional

¨        Proactively develops genuine relationships with peers and partners based on mutual respect and a cooperative / collaborative spirit.

q      Yes

q      No

¨        Progresses to partner by relationship development, commitment to group philosophies, profitable business development and effective Leadership and Interpersonal competencies.

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 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: