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

A Reconciliation Clerk is responsible for balancing and reconciliation of internal and customer accounts as well as research and resolution of differences between issued item files and processed object files, production of financial reports for each of the accounts reconciled and contacting the customer regarding the reconcilement.

The essential functions of this position include processing, verifying and reconciling input documentation, performing verification and reconciliation of accounts, processing and reconciling transactions of complex nature, maintaining appropriate files, reports, documentation, and data, reconciling and rectifying customer ledger accounts, reconciling accounts receivable records with sales invoices, maintaining regular contacts with internal and external customers, ensuring follow-up action when necessary, reconciling and verifying bank deposits and payments.

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

CUSTOMER ORIENTED: Customer Oriented is a skill that focuses primarily on the client as the King offering quality services that meet the customer's expectations with an aim to inspire people rather than just try to sell their product.

Provides timely feedback to all customers including the most difficult ones.

Always meets the changing needs of clients by redefining the customer service process.

3

VERBAL COMMUNICATION: Verbal Communication is the use of tones and language to relay a message; it aids as a vehicle for expressing ideas, concepts and it, is critical to the daily running of the business.

Strikes good balance and confidence between verbal skill and non-verbal skills.

Speaks with humility and genuine respect for other people and is considered with high regard.

3

PROBLEM SOLVING: Problem Solving is the skill of defining a problem to determine its cause, identify it, prioritize and select alternative solutions to implement in solving the problems and reviving relationships.

Knows how well to collaborate with others to find solutions to problems.

Monitors all outcomes of all actions undertaken to take full responsibility for any problem.

3

INTERPERSONAL SKILLS: Interpersonal Skills are a set of abilities that enable a person to positively interact and work with others effectively while avoiding office disputes and personal issues with each other.

Appreciates the efforts taken by others to do any task and encourages them to be better.

Influences those around in a very positive way and inspires them to be the best that they can be.

2

COLLABORATING WITH OTHERS: Collaborating is willingly working with one another and cooperating in whatever task one is assigned without behaving poorly or having an attitude change that hurts others.

Encourages shy members to speak up by asking them for input on a subject they are knowledgeable about or interested in

Seeks suggestions or ideas from group members on how to solve a conflict in the group before making a decision

3

DEALING WITH DIFFICULT PEOPLE: Dealing with Difficult People is learning how to tactfully calm down an obnoxious person who is either verbally attacking you or stealthily criticizing you or your professional contribution.

Discusses the issue at hand somewhere neutral or a place with an activity in order to limit negative face-to-face interactions

Practices empathy by stepping back and reflecting on how one would feel in the other person's shoes, instead of judging them immediately

3

DISPUTE RESOLUTION: Dispute Resolution is the method used to resolve disputes, conflicts or claims between two parties including arbitration, mediation, negotiation, and litigation.

Pays attention and listens carefully in order to understand both parties' perspectives and acknowledge the emotions that they are both experiencing

Takes the time to consider how one handles own emotions in order to make a plan for handling a dispute better the next time it arises

2

MANAGEMENT SKILLS: Management Skills are also known as leadership skills and involve planning, decision making, delegation, time management and time management to ensure optimum organization in focus and the technical of how and why of accomplishing tasks.

Gives extremely good remarks and feedback to all the team members who outdo themselves

Expert in providing good management skills to employees and the management

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.

Breaks a goal down into milestones in order to help make a plan for achieving it later on

Considers personal limitations and writes them down in order to come up with a complete picture of the challenges one might face

3

CUSTOMER SERVICE: Customer Service is the ability to cater for the needs of the client by providing excellent customer service without compromise.

Handles the most difficult customers with ease and manages to give them feedback in the most constructive manner

Provides feedback as soon as a customer makes an inquiry

3

Self Evaluation

Self Evaluation Question

Employee Comments

CUSTOMER ORIENTED:

Do you keep customers informed proactively whether formally or informally to ensure they are knowledgeable about the company?

How would you describe your relationship with clients? What impact has it had on your performance?

[employee comments]
VERBAL COMMUNICATION:

Give an instance you were given the opportunity to talk to people. What was the reaction?

Have you ever tried to copy somebody else's way of talking and how did it turn out?

[employee comments]
PROBLEM SOLVING:

Give a situation that you solved a problem, and it was unsuccessful.

Are you in most cases conversant with what the problem is before you solve it?

[employee comments]
INTERPERSONAL SKILLS:

Are you always approachable or people tend to find it hard to approach you?

How well do you receive instructions and follow them through to achieve the desired results?

[employee comments]
COLLABORATING WITH OTHERS:

Can you describe a situation where you had to compromise or help others to compromise? What steps did you take?

Some people prefer working alone while other prefer working as a team. What do you prefer and why?

[employee comments]
DEALING WITH DIFFICULT PEOPLE:

Can you describe a time when you have had a conflict at work? How did you solve it? What could you have done to avoid it?

When you work with a group of people, disagreements are common. Can you describe a time when you handled a disagreement in your workgroup? How was it solved?

[employee comments]
DISPUTE RESOLUTION:

Can you give an example of a time when you have used logic in solving a problem at work?

Is there a time when you have resolved an issue by simply finding some common ground? How did you feel about it?

[employee comments]
MANAGEMENT SKILLS:

How have you led the efforts of your team to ensure they emerge the best?

What are the most important values you demonstrate as a leader?

[employee comments]
REALISTIC GOAL SETTING:

Is there a time when you failed to meet your goals because they were unreal? What did you do?

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

[employee comments]
CUSTOMER SERVICE:

How do you respond to customers who make unrealistic demands?

Are there any instances where you delayed responding to a customer and did you give any explanations for the delay?

[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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