1. FINCA INTERNATIONAL, INC.
Performance Evaluation Form
Current position
date:
October 2012 Employee Name: Khosrov Akhundov
Branch and region: Head Office Position: Senior Internal Auditor
Evaluation Period From: January 01, 2013 To: July 01, 2013
[ ] PRE-EVALUATION
[ ] 90 day [ X ] 6 months [ ] Annual [ ] Other
Supervisor: Complete Parts I & II of this evaluation form listing items as indicated and assigning
each item a weighted value. Do not complete scoring at this time.
Any number of items may be listed in Part I or II. Each item is given a weighted value by the
supervisor. The total weighted value of all items listed in Part I should equal 40 and in Part II
should equal 35. Part III encompasses general work habits and characteristics that apply to all
employees. The total weighted value for Part III is 25. Supervisor to review the entire form
with the employee upon completion. The percentage of salary increase will be based on the
scoring table in effect at the time of the actual evaluation (and not the pre-evaluation). FINCA
reserves the right to conduct a performance evaluation in advance of the above date and to
reissue a new pre-evaluation form.
Employee: I have reviewed the performance requirements in Parts I, II and III and agree that
they are the standards by which I will be evaluated during the next performance period. (Form is
in effect even if employee fails to acknowledge).
Kh. Akhundov July 02, 2013
Employee’s Signature Date of pre-evaluation
Pre-evaluation author, evaluator’s name and
signature______________________________________________________________________
A copy of this pre-evaluation form should be given to the employee. The original copy should be
returned to line manager
[ ] EVALUATION
Supervisor: Complete scoring on Parts I, II and III. Supervisor and Division Director to sign
back of form upon completion of scoring. Submit to Human Resources for review and
processing. Upon approval, review with employee and obtain employee signature.
Employee: I have reviewed my evaluation in detail and have discussed it with my supervisor. I
have written any comments in the Employee Comment Section.
Employee’s
Signature:
Kh. Akhundov Date of Evaluation July 02, 2013
Pre-evaluation author , evaluator’s name and
signature______________________________________________________________________

2. Part I: General Job Requirements
Brief Description of General Job Requirements
Value Scale (circle one) Score
1. INTERNAL AUDIT ENGAGEMENT PLANNING,
EXECUTION A
20 x 1 1/2 2 1/2 3 1/2 4 1/2 5 =70
• Anticipate planning issues and is proactive in resolving planning conflicts, delays or ad
hoc requests in coordination with the AIAM.
• Lead internal Audit assignments at subsidiary level which includes
planning the assignment, developing the audit procedures/program, including
identifying and defining issues, developing criteria, developing the internal audit
planning memo and obtaining management approval
• Conducting the introduction meeting
• Conduct the exit meeting with management.
• Prepare the draft audit report and obtain all necessary approval and clearance before
issuing the final report and issue the final report promptly.
• Ensure the engagement audit file is complete and in compliance with the Internal Audit
operating policies.
• Participate to audit engagement under the supervision of another manager: collaborate
and contribute to the effective realization of the audit assignment
2. COMMUNICATION 8,0 x 1 1/2 2 1/2 3 1/2 4 1/2 5 = 24
• Communicates the results of audit and consulting projects, analysis, trends and any
relevant information via written reports and/or oral presentations on a timely basis,
according to planned reporting schedule or as required/necessary to the management.
• Participate in ad hoc and creative communication with the Subsidiary management in
order to support management in the realization of their objective and to help the
internal audit department as a whole in maintaining permanent knowledge of local
issues, topics and relevant information.
• Help maintain an image of the internal audit activity which is one of positively
contributing to the FINCA mission and goals.
• Participate to on-going networking with the other internal auditors in the regions and
across the network
3. SUPPORT 8,0 x 1 1/2 2 1/2 3 1/2 4 1/2 5 = 24
• Assists the Affiliate Internal Audit Manager in supervision of internal audit staff and in
the planning, organizing, directing, and monitoring of internal audit operations,
including assisting in training.
• Assist in the identification and evaluation of the organization’s audit risk areas and
provides input to the development of a risk-based annual internal audit plan.
•
4. OTHER 4,0 x 1 1/2 2 1/2 3 1/2 4 1/2 5 = 12
• Participate to projects for the internal audit group regionally or globally as assigned by
the Regional Internal Audit Manager or the Head of Global Internal Audit.
• Pursues professional development opportunities, including external and internal
training and professional association memberships, and shares information gained with
co-workers.
Total weighting value = 40 or * Total Score = 130
Highest possible score = 200 or
*Weighting Value may be changed with prior approval from Human Resources

3. Part II: Specific Job Requirements for the Period of Evaluation
Brief Description of Tasks and Performance Objectives for Evaluation Period
Value Scale (circle one) Score
1. 10 x 1 1/2 2 1/2 3 1/2 4 1/2 5 = 35
Deep study of Internal and External Policies and Procedures
Professional Trainings: 2 certificates and 1 regional audit seminar
2. 15 x 1 1/2 2 1/2 3 1/2 4 1/2 5 = 52,5
4 Branch audits and 1 Treasury audit
Consolidation and translation of reports for
4th
quarter of 2012, 1st
and 2nd
quarters 2013
3. 5 x 1 1/2 2 1/2 3 1/2 4 1/2 5 = 17,5
HR audit (Charter, Annual Plans, Trainings)
4. 5 x 1 1/2 2 1/2 3 1/2 4 1/2 5 = 15
Audit charter elaboration
Total weighting value = 35 or * Total Score = 120
Highest possible score = 175 or
*Weighting Value may be changed with prior approval from Human Resources

4. PART III: General Work Habits and Characteristics
Value Scale (circle one) Score
1. Commitment to the Mission - 3 x 1 1/2 2 1/2 3 1/2 4 1/2 5 = 9
Understands and exhibits a sense of working for the 'whole' and at all times projects the interest of
the Foundation and the achievement of its overall goals as a priority.
2. Team Work - 3 x 1 1/2 2 1/2 3 1/2 4 1/2 5 = 9
Cooperates with other staff/departments to the end of fostering an environment of goodwill and
getting the job done. Exhibits sensitivity to deadlines and to the time constraints of other
staff/departments.
3. Initiative - 3 x 1 1/2 2 1/2 3 1/2 4 1/2 5 = 10,5
In unsupervised situations able to anticipate, and act on, the needs of the Foundation. Proactively
seeks out new responsibilities and offers solutions on improving efficiency and productivity.
4. Communication - 2 x 1 1/2 2 1/2 3 1/2 4 1/2 5 = 6
Maintains a positive and balanced disposition toward fellow employees, the Foundation and the
assigned job responsibilities. Deals directly with people in order to establish harmonious working
relationships, offering positive win-win solutions in dealing with problem or conflict situations.
5. Productivity and Organizational Skills- 2 x 1 1/2 2 1/2 3 1/2 4 1/2 5 = 7
Makes efficient use of time, thereby fulfilling all responsibilities and completing all tasks by agreed
upon deadlines. Demonstrates responsiveness and follow-through in assignments and approaches
overall responsibilities and tasks in an orderly structured fashion enhancing productivity.
6. Quality and Accuracy of Work - 2 x 1 1/2 2 1/2 3 1/2 4 1/2 5 = 7
Pays attention to detail and takes responsibility for high quality and accuracy of all work. Seldom
repeats errors.
7. Judgment 2 x 1 1/2 2 1/2 3 1/2 4 1/2 5 = 7
Demonstrates the ability to perceive alternatives and make good decisions. Able to recognize when
decisions can be made unilaterally or when feedback/input from supervisor and/or others is required.
8. Flexibility and Adaptability- 2 x 1 1/2 2 1/2 3 1/2 4 1/2 5 = 7
Willing to take on new job responsibilities or to assist the Foundation through peak work loads. Able
to accept the changing needs of the organization with enthusiasm.
9. Attendance and Punctuality- 2 x 1 1/2 2 1/2 3 1/2 4 1/2 5 = 7
Maintains agreed upon work schedule and does not abuse leave/sick time. Maintains agreed upon
work hours and does not abuse break/lunch policies. Keeps supervisor and support staff informed
of itinerary at all times.
10. Professional Appearance - 2 x 1 1/2 2 1/2 3 1/2 4 1/2 5 = 7
Maintains personal appearance and work space in an orderly, clean and professional manner. Is
considerate of general office and others personal work spaces.
11. Adherence to Policies & Procedures- 2 x 1 1/2 2 1/2 3 1/2 4 1/2 5 = 7
Supports and follows Foundation policies and procedures as per the Employee Personnel
Handbook.
Total weighting value = 25 Total Score = 83,5
Highest possible score = 125
SCORE
Part I = 122
Part II = 105
Part III = 83,5
Total = 333,5
HIGHEST POSSIBLE SCORE = 500
SCALE

5. 5 = Outstanding - Top Performance: Has met all aspects of the general job description or specific task and has
exceeded in all respects. Has done so without prompting and with great initiative. Has made major
contributions to the foundation in implementation of general job requirement or specific task. Demonstrated
creativity and initiative in furthering company goals or in implementing the prescribed tasks. Performance
demonstrated flexibility and the capacity to absorb and utilize new management approaches in the
implementation of a particular task.
4 = Exceeds Expectations: Has met all aspects of the general job description or specific task and has exceeded
in most respects. Has made contributions to the foundation in implementation of general job requirement or
specific task.
3 = Meets Expectations: Has met basic job requirement as set forth or task completed within time frame with
efficiency and initiative. Has fully accomplished those expectations as agreed upon with supervisor.
2 = Below Expectations: Has met many or most components of general job description or task, however,
Individual had to be prompted to bring general job performance up to standards or to complete tasks. Work
required more than normal input from supervisor.
1 = Unacceptable Performance: Individual has completely failed to meet company standards in general area of
performance or specific task. Doubt exists about individual's discipline, initiative and capabilities to perform
tasks. Work performance is totally unacceptable.
EVALUATION SUMMARY
1994 Scoring Table
(subject to change)
1st Review Date: Score: 451-500 OUTSTANDING
2nd
Review Date: Score: 351-450 EXCEEDS EXPECTATIONS
3rd
Review Date: Score: 251-350 MEETS EXPECTATIONS
Annual Review Date: Score: 151-250 BELOW EXPECTATIONS
Average: 0-150 UNACCEPTABLE/POOR
Individuals scoring below 251 are subject to probation or
other personnel actions.
Evaluated
by:
(Supervisor Name & Title& Signature) Date
Reviewed
by:
(Authorized Manager& Title&Signature) Date
Concur Non concur (explain reason below)
Reviewed for completeness by:
(Human Resources Name and Title) Date

6. PERSONAL DEVELOPMENT- PRESENT POSİTİON
This section provides and opportunity for a meaningful discussion of ways an employee can add to
personal competence and satisfaction on the present job.
1. STRENGTHS- Summarize employee's strengths as demonstrated since the last performance review.
A. Communication
Project Management
B. Problem Solving
Regulatory, Legal and Economics
C. Organizational Theory and Behavior
Audit Standards
D.
2. AREAS FOR IMPROVEMENT- Summarize employee's areas for improvement as demonstrated since the last performance review.
A. Operational Research Techniques
Business Process Analyses
B. Computer Assisted Auditing Techniques
Quality Assurance and Improvement Program
C.
D.
3. PERSONAL DEVELOPMENT PLAN- Describe plans that will assist development in current position.
A. Trainings on Internal Audit and relevant fields organized by FINCA
On job trainings with the participation of regional audit coordinator, manager, GCA team
B.
C.
D.
CAREER DEVELOPMENT - POSSİBLE FUTURE ASSİGNMENTS
Note: This section should be completed as appropriate (i.e., changes since last discussion)
1. CAREER INTERESTS - Describe the employee's career interest for the next two to five years, including willingness to relocate.
Next 3 months as a SIA, next 2 year as a Manager
2. POSSIBLE FUTURE ASSIGNMENTS- Evaluate career interests and recommend possible future assignments, if appropriate, for
the next two to five years.
3. CAREER DEVELOPMENT PLAN- Describe plans that will help development for future responsibilities.

7. EVALUATOR'S COMMENTS
Describe overall performance in accomplishing goals, fulfilling other results and responsibilities, and
managing and developing subordinates (where applicable). Narrative should verify performance rating.
EMPLOYEE'S COMMENTS
During the reported period (January – July 2013), I received 2 certificates and participated in regional
audit seminar organized in Turkey. I very highly appreciate organizing of seminars and sending auditors
to the trainings by the Regional Internal Audit Manager and Regional Internal Audit and Antifraud
Coordinator.