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

A Financial Services Officer is liable for guiding buyers through the process of buying financial instruments like bonds, retirement plans and working out the procedures and regulations as well as connecting them with the sellers.

The primary roles for this post include collaborating with clients to customize financial product requirements, providing financial to customers and providing optimal customer relationship, analyzing credit worthiness of assigned portfolio directly with credit analyst, maintaining knowledge on market financial and credit services both for existing and new, preparing documentation to open and operate new business and consumer deposit accounts, developing customer base by optimizing cross-selling services and products, collaborating with clients to customize financial product requirements.

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

CONFLICT MANAGEMENT: Conflict Management is a situation where the interests, needs, values and goals of the involved parties interfere with one another in the workplace where different stakeholders have different priorities.

Shows great critical thinking capabilities and comes up with workable solutions to find a breakthrough during any conflict.

Knows how to draw out the perspective of unwilling participants.

3

INNOVATION: Innovation is the process of translating new invention into a service that creates value or brings better solutions that meet the requirements.

Tries always to question and seek different and varied perspectives of looking at things.

Always approaches challenges in a very creative and intelligent way.

3

KNOWLEDGE OF COMPANY PROCESSES: Knowledge of Company Processes is the in-depth understanding of a collection of related, structured activities that serve a particular goal for a group of customers or clients who are valuable to the enterprise.

Understands and appreciates different perspectives on a problem in order to adapt the best approach to solving it

Is able to work towards win-win outcomes; takes the time to learn and understand own counterparts and how to respond to them during negotiations

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 find their strength and work to contribute to the common goal, rather than trying to do everything

Discusses problems non-judgmentally and openly; avoids pointing fingers and talking about team members behind their backs

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

Sticks to the facts without feeling the need to explain oneself; states a clear narrative that isn't bogged down with too much detail or emotion

3

EVALUATING OTHERS: Evaluating others is the capacity to see the individuality in others and recognize a person's unique point of view.

Observes a person to know how good they are in taking the initiative:- whether they go ahead and correct errors when they arise or wait for someone else to notice and ask them to do it

Looks at a person's creativity in prioritizing tasks and how committed they are to executing them

3

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

Ensures consistency between departments; makes sure that each department plan is brought together with plans for other departments and that they mesh

3

RESOURCE USE: Resource Use is the ability to utilize the office supplies effectively while avoiding any wastage and ensuring everything is used correctly.

Develops a strategy to address resource shortages in own projects by determining accurate work efforts for the projects at hand

Uses project management tools to look for project areas that need attention, and then seeks to understand how one can help

3

BUSINESS ETHICS: Business Ethics is the ability to learn what is right and wrong in the world of business and choosing to do what is right at all times.

Listens carefully to the concerns of others regarding fairness and takes remedial actions where necessary

Digs in to find the right answers to complex questions and never bluffs

3

INTERCULTURAL COMPETENCE: Intercultural Competence is the knowledge and skills to successfully interact with people from other ethnic, religious, cultural, national and geographic groups.

Possesses exceptional knowledge about different cultures and respects cultural values and beliefs of other people

Develops and enforces policies that drive change to eliminate any stereotypes that a cultural group faces

3

Self Evaluation

Self Evaluation Question

Employee Comments

CONFLICT MANAGEMENT:

Explain an instance where you managed to mediate in any conflict. What were the results?

Have you ever shown non-commitment towards finding a solution to a conflict?

[employee comments]
INNOVATION:

What is the worst decision you had ever made when you were trying to solve a particular problem?

How well do you work with a group or team to come up with innovative ideas?

[employee comments]
KNOWLEDGE OF COMPANY PROCESSES:

Describe a situation where you have provided advice on procedures and the use of the company resources. Was your advice taken? If yes, what was the outcome?

Is there a time when you have encountered a problem due to lack of knowledge of your company processes? How was the problem solved?

[employee comments]
COLLABORATING WITH OTHERS:

Can you give the best example of a time when you worked cooperatively as a team member to complete an important task?

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

[employee comments]
DEALING WITH DIFFICULT PEOPLE:

Is there a time when you have had to deal with a difficult person at work? What was the problem? How did you go about it?

What are some of the techniques you have used or things you have done to improve your ability to handle difficult people?

[employee comments]
EVALUATING OTHERS:

What techniques have you used to evaluate others? What have you done to improve these techniques?

How do you think a company benefits from regularly evaluating its employees?

[employee comments]
LONG RANGE PLANNING:

Describe the most recent long-range plan you have been involved in. What are some of the information you needed to start the process?

What are some of the things you have done to improve your ability to plan for the future?

[employee comments]
RESOURCE USE:

How do you make sure that your team members have all the skills needed to accomplish a certain task?

Describe a time when you identified a project that was consuming more company resources than needed. What did you do with the project?

[employee comments]
BUSINESS ETHICS:

What are your views on fairness, equality, respect, integrity and honesty?

What efforts have you made to enhance your intellectual understanding of legal guidelines pertaining equitable treatment?

[employee comments]
INTERCULTURAL COMPETENCE:

Are you actively involved in celebrations and events that feature people with different cultures?

How often do you encourage others to appreciate and experience different ways of doing and seeing things?

[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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