Use this step by step explanation to craft a good employee performance feedback review for a commercial credit reviewer. Find the right words with quality phrases.
A commercial credit reviewer is mandated to determine if a commercial establishment has the capability of repaying its loans. He/she analyzes the company's financial statements. He/she is a team player working with clients and managers.
Other specific tasks include assisting the credit company to minimize lending risks by analyzing balance sheets and income statements. He/she may also focus on historical trends of the firm's finances and its performance over time and is also required to prepare a report of his/her analysis of the commercial consumer's credit situation. In addition, he/she will be needed to make a payment structure if the loan committee extends credit to the customer.
Employee Performance Review Sample | |
|---|---|
| Employee's Name: | Title: |
| Review Period: __/__/__ to __/__/__ | Employee SSN: |
| Work Location: | Supervisor's Name: |
Instructions |
|
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 |
|---|---|---|
| CRITICAL THINKING: Critical Thinking is the ability to think clearly and rationally while understanding the logical connection between ideas in a reflective and independent thinking. | Evaluates ideas and opinions in an unbiased manner without favoritism. Thinks through issues in a very logical manner that results in finding the best solution to a problem. | 3 |
| ADMINISTRATIVE SKILLS: Administrative Skills are all the services related to the running of a business or keeping an office organized while supporting the efforts of the management team. | Knows how to articulate issues and at the same time solicit sensitive information and data. Puts to effect good and active listening skills by giving those under him/her time to say what they have to say. | 3 |
| 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. | Lets everyone participate in discussion and considers their ideas before responding Seeks suggestions or ideas from group members on how to solve a conflict in the group before making a decision | 3 |
| GIVING FEEDBACK: Giving Feedback is one of the most powerful tools to develop employees and improve performance through honest feedback of the work done best and areas that need improvement. | Makes sure that the employee has heard and understood the message one has sent and that he/she is ready to work on weak areas Checks own temper and waits until one has cooled down in order to deliver more measurable feedback | 3 |
| ETHICAL BEHAVIOR: Ethical Behavior is acting in policies that are consistent with what the society and individuals typically think are good morals or values. | Insists on the importance of giving fair treatment to all the employees Has made significant changes in policies and programs to eliminate unfair treatment | 3 |
| HANDLING STRESS: Handling Stress is the skill to balance the requirements of the job and your abilities or available resources in performing it. | Avoids taking on projects, checking emails and answering work calls out of working hours Sets realistic goals in order to avoid getting frustrated when they are not achieved and takes time to celebrate those that have been achieved | 3 |
| RESULTS ORIENTATION: Results Orientation is knowing and focusing on outstanding results and working hard to achieve them because they are significant. | Takes the initiative to contact customers or research the effectiveness of the suggested solutions; continues to try new solutions until the desired result is achieved Aligns personal goals with those of the team or company and works hard to achieve them promptly and efficiently | 2 |
| LONG RANGE PLANNING: Long Range Planning is setting long-term goals and objectives for your business or project to ensure its growth and sustainability is reached by all the employees. | Talks to employees in all departments to find out what is working well, what needs fixing, and what is completely broken Reviews the long-term plans at least once a year to make sure that they reflect changes in the company's markets and its position | 3 |
| DIVERSITY AWARENESS: Diversity Awareness is the understanding that people are different and unique in their particular way and respecting their uniqueness. | Treats everyone the way they wish to be treated and never alienates others Always discourages any form of harassment, bullying, and abrasive behavior and leads in promoting team building activities | 3 |
| TRAINING OTHERS: Training is the ability to expand the knowledge base by learning new truths that are useful in the workplace. | Leads in participating in specialized training programs and seeks for more specialized training opportunities Concentrates in all training sessions and avoids distracters while learning | 3 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| CRITICAL THINKING: Give an instance you hurriedly made a decision without thinking it through and what was the result? When expressing your ideas do you deliver them in a logical manner? | [employee comments] |
| ADMINISTRATIVE SKILLS: Do you think you are a good role model to your junior staff? How conversant are you with the technology while dispensing your administrative roles? | [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? Can you describe a project you were working on, that required input from people in different departments or at different levels of the company? How did you go about it? | [employee comments] |
| GIVING FEEDBACK: Describe a time when you have helped an employee accept change and make adjustments necessary to move forward. How did you go about it? How do you recognize and motivate employees who have constantly demonstrated excellent performance at work? | [employee comments] |
| ETHICAL BEHAVIOR: Are you reliable to lead the team without showing favoritism to some members of the team? Do you provide honest feedback when asked to give any? | [employee comments] |
| HANDLING STRESS: Describe a time when you have had a heavy workload. How did you handle it? What steps have you followed in the past to avoid distractions at work and remain positive-minded? | [employee comments] |
| RESULTS ORIENTATION: Describe a particular time when you have been effective in prioritizing tasks and accomplishing a goal on schedule. What are the challenges you faced and how did you overcome them? Describe a time when instructions on a project were not clear. What made them unclear and what did you do? | [employee comments] |
| LONG RANGE PLANNING: Who do you involve when deciding on a long-range plan for your company and why? Do you think a vision statement is important to a company? In your opinion, what are some of the things that must be included in vision and mission statements? | [employee comments] |
| DIVERSITY AWARENESS: What are you doing to be seen as a person who can address diversity concerns of other people? What are some of the things you are doing to discourage harassment and bullying of people with diverse views? | [employee comments] |
| TRAINING OTHERS: What are you doing to concentrate during training sessions and do you encourage others to concentrate? Do you seek for extra assistance from colleagues on complex concepts learned in training sessions? | [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: |