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

A credit manager is responsible for coordinating and overseeing the lending process including loan application, review, underwriting, approval or disapproval. He/she oversees the process of lending following the relevant procedures.

Since this is a managerial position, he/she leads the team in researching about the customer be it an individual or a firm and ensures that all the information related to employment history, debt-to-income ratio, income, and credit history is reviewed and recorded in preparation for decision making. He/she is also charged with the mandate of making the final decision on loan approval even if they work with the committee. Upon approval of a loan, he/she is required to prepare the necessary documents with all the terms of the loan. Finally, he/she may also be involved in tracking the repayment progress.

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

JUDGMENT SKILLS: Judgment is the ability to make a decision or form an opinion wisely especially in matters affecting action, good sense and discretion.

Objectively assesses the facts, in sensitive situations, in order to arrive at a balanced and fair judgment

Regularly surveys customers in order to evaluate the general impact of a change in pricing policy

3

KNOWLEDGE OF JOB: Knowledge of Job is essential to every employee who needs to have a clear understanding of how their jobs fit into the overall organization to eliminate carelessness and laxity.

Looks for new ways and ideas to improve a task one has been assigned, or a project one is working on

Does own job well regardless of how tedious or difficult it is and asks questions where one needs clarification

3

CRISIS MANAGEMENT: Crisis Management is the application of strategies that are designed to help an organization deal with a sudden and significant negative event.

Detaches oneself from the emotional side of the crisis and rationally takes stock of how to move on

Provides directions and responds to a crisis in a timely manner and avoids doing things in a hurry, which could make employees nervous

3

PLANNING AND SCHEDULING: Planning and Scheduling are the act of establishing a plan for a set of tasks that needs to be completed and including when they should be done.

Keenly plans and coordinates or both the long term and short term goals

Sets a high standard or expecting that others are inclined to follow

3

ADAPTABILITY: Adaptability is the ability to cope with and adapt to unexpected situations in any environment and staying connected with a great attitude.

Easily adjusts priorities, activities, and attitude to meet new deadlines and information and to achieve objectives

Keeps an open mind and shows willingness to learn new methods, procedures, and techniques that embrace change

3

SELF AWARENESS: Self Awareness is the ability to have a sound understanding of who you are as a person and how to relate to the world in which you live by understanding your strengths and weaknesses and how to manage them in the workplace.

Maintains the ability to make good decisions and exercise sound judgment during difficult or stressful situations

Identifies gaps in one's own skill set and takes advantage of the learning opportunities in order to enhance effectiveness

2

PERSONAL COMMITMENT: Personal Commitment is an obligation that you have voluntarily agreed to fulfill without being cajoled or threatened and are willing to be held accountable for the results.

Faces obstacles with fortitude and resiliency; perceives challenges as a part of the journey towards the larger accomplishment that one is committed to

Finds an emotionally charged reason to commit and move through any pain, adversity, and apathy that arise as a result of the set goals

2

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.

Determines which requirements will be part of the goal achieving process and works hard to meet these requirements

Brainstorms as many obstacles as one can and writes them down in order to develop a sense of how realistic a goal is

2

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

Maintains a centralized schedule of own resources in order to determine workloads accurately and identify possible conflicts

Develops a workers' incentive program that limits turnover and builds continuity in own resource pool for effective planning

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

Fully understands people with diverse cultural backgrounds and provides a cohesive environment for everyone

3

Self Evaluation

Self Evaluation Question

Employee Comments

JUDGMENT SKILLS:

Describe a time when you had to be relatively quick in solving a problem. How did you do it? What was the outcome?

In your experience, when solving a problem as a team, do you come up with the most ideas or do you prefer to step back and follow other people's guidelines?

[employee comments]
KNOWLEDGE OF JOB:

Can you describe two instances when you have demonstrated knowledge of job at work?

Can you give two or three examples of times when you have worked with groups of people to accomplish tasks? What was your role?

[employee comments]
CRISIS MANAGEMENT:

Is there a time when you were scared of explaining a crisis to your employees because you felt it had a negative impact on them? What did you do?

How do you keep your employees and customers up-to-date with information regarding a certain crisis?

[employee comments]
PLANNING AND SCHEDULING:

Do your planning skills need improvement or are they ready to go?

Do you have a workable daily schedule that you consistently follow?

[employee comments]
ADAPTABILITY:

Can you describe a project or situation which required you to remain open-minded and flexible in order to succeed?

Give a situation where you had to present to a group of clients with little or no preparation. What challenges did you face?

[employee comments]
SELF AWARENESS:

Describe times when you have been in a good mood at work. What impact did that have on your performance and colleagues?

Are there times when you have reacted to someone or something in the workplace in a way you did not intend to? How did you fix that?

[employee comments]
PERSONAL COMMITMENT:

What do you use to plan your tasks? Is there a time when you missed an appointment due to lack of proper planning?

Describe a great change that occurred in a project you were working on. How did you adapt to this change?

[employee comments]
REALISTIC GOAL SETTING:

How do you make sure that your own goals match the company goals?

How have you ensured that your goals are measurable, achievable, specific and timely?

[employee comments]
RESOURCE USE:

Describe a time when you have started a project without all the required resources. Were you happy with the outcome? Explain your answer

Describe a time when you have had to use a resource for a longer period of time than you expected? What were the consequences?

[employee comments]
INTERCULTURAL COMPETENCE:

What are you doing to encourage tolerance among individuals and groups with different cultural practices?

How often do you encourage others to show respect to people with diverse cultural backgrounds?

[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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