Use this step by step explanation to craft a good employee performance feedback review for a manager actuary. Find the right words with quality phrases.

A Manager Actuary is responsible for overseeing all the actuarial related matters that include modeling, valuation, experience study, data analytics, projections, accounting, reporting, corporate transactions, pricing, risk quantification and allocation.

The primary responsibilities include performing all actuarial reviews and valuation of insurance reserves, experiencing study and technical reserves calculation, insurance pricing, and valuation, presents marketing investigation, project management, and business development, reviewing and preparing reports as required, appraising all the cash flows and reserves before they are implemented, interacting with independent actuaries and clients for a better flow in the organization, communicating findings to customers and the management, preparing presentations and reports to table to the management, analyzing statistical data like accident rates to determine potential risks.

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

PRESENTATION SKILLS: Presentation Skills are useful in getting your message or opinion out there in many aspects of life and work, though they are mostly used in businesses, sales, teaching, lecturing, and training.

Engages well with audiences before, during and after delivering a presentation.

Responds well to questions and issues raised by the audience.

3

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.

Involves colleagues when working on a plan that will help create a more optimal environment at work

Sets up meetings with coworkers who don't get along to work through their conflicts and prevent them from poisoning the positive environment one is trying to create

3

LEADERSHIP SKILLS: Leadership Skills are soft skills that assist leaders in positively interacting with employees or team members to make the workplace a great place.

Puts employees together in a supportive, cooperative and highly successful team

Carries a strong orientation skill that directly contributes to the solidarity and focus of the employees

3

APPEARANCE AND GROOMING: Appearance and Grooming are the way one presents themselves in a professional environment or the workplace with the aim of gaining positive impression and respect as well.

Readily adheres to the company's dress and grooming policy and regulations

Engages in mature talk that welcomes feedback from peers and staff

3

REALISTIC GOAL SETTING: Realistic Goal Setting is the skill to hone in the specific actions that we need to perform to accomplish everything we aspire to live.

Sets specific goals in order to provide greater clarity in terms of what one actually needs to do to achieve them

Determines things that might happen outside own control, which could make it harder to achieve the goals

3

ROLE AWARENESS: Role Awareness is the ability to be informed of your role in a given environment as well as understand the expectations placed on a position and to see how they are met apparently.

Abstains from distractions such as social media or personal messaging in order to concentrate on the assigned task

Works backwards from the deadline in order to see how tweaking daily micro tasks could increase chances of meeting own goals even further

2

SEEING POTENTIAL PROBLEMS: Seeing Potential Problems is the ability to structure the current situations and identify developments that could cause problems in the future.

Trains every member of the team on good time estimation skills in order to maintain accurate schedules

Lets employees and colleagues know what is going on behind the scenes in order to help them prepare for changes

2

MANAGING DETAILS: Managing Details is the skill of paying close attention to details of every element of your job performance to ensure nothing is overlooked.

Provides accurate and consistent work that requires little or no checking

Avoids distractions such as regularly checking emails and voicemail or surfing the internet in order to maintain focus and increase efficiency

3

PROJECT MANAGEMENT: Project Management is structuring a to-do list for your project or company containing tasks and responsibilities as well as creating a roadmap for the execution of those duties promptly.

Works efficiently and effectively to meet deadlines regardless of whether one is under pressure or not

Produces clear status reports, communicates candidly and tactfully, makes others aware of any issues with the project, and is a good listener

3

KNOWLEDGE MANAGEMENT: Knowledge Management is the ability to manage knowledge and information that is presented to the company from different sources without overlooking any of them.

Recognizes the vital importance of current knowledge and puts mechanisms in place for alerts to new knowledge

Possesses exceptional job knowledge and performance, and creates opportunities to network across boundaries with the aim of learning from others

3

Self Evaluation

Self Evaluation Question

Employee Comments

PRESENTATION SKILLS:

How frequently do you engage your audience during any presentation?

What do you like or dislike most about giving presentations?

[employee comments]
INSPIRING OTHERS:

What have you done to make other employees feel cared for and to earn trust from them?

Give a good example of a time when there was a conflict in your team, but you were able to fix it. What had happened? What did you do?

[employee comments]
LEADERSHIP SKILLS:

Are you interested in the growth of the team and the profitability of the company as well?

Are you willing to learn new trends to equip you as a better leader?

[employee comments]
APPEARANCE AND GROOMING:

Are you satisfied with what you wear and do you show too much flesh?

Are customers more attracted to your confidence, skills, and good grooming?

[employee comments]
REALISTIC GOAL SETTING:

Describe step-by-step, how you go about setting your goals. How do you determine your goals' requirements?

How do you prioritize your goals in order to make them more achievable?

[employee comments]
ROLE AWARENESS:

Describe a project that failed because you were not aware of your role in it. How did you go about it?

In your opinion, do you think it is important for employers to develop ways to help employees become more aware of their positions it the company? Explain

[employee comments]
SEEING POTENTIAL PROBLEMS:

Is there a time when you have faced a huge problem that could have been prevented? How did you go about solving it?

When hiring employees, how do you make sure that they are the best fit for the position at hand?

[employee comments]
MANAGING DETAILS:

How do you make sure that you have all the necessary tools before starting a project or task?

How do you organize your tasks to know which one comes first and what follows next? What tools, if any, have you used?

[employee comments]
PROJECT MANAGEMENT:

What stress management techniques and problem resolution models have you used while managing a project? Illustrate your answer with a real life example

Describe the most difficult project that you have ever managed. What made it difficult and how did you go about it?

[employee comments]
KNOWLEDGE MANAGEMENT:

What are you doing to improve your capabilities of reviewing knowledge requirements for new tasks?

Can you think of a situation where you didn't comply with knowledge management standards? How did you correct the situation?

[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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