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

A credit analysts representative works on behalf of his/her credit licensee and carries out specific lending activities based on the credit licensee's instructions. He/she may work for one or more employers on tasks such as performing research on individuals or firms seeking credit with the client.

Specific responsibilities of the above position include finding all the necessary information to advise the client on any risks in the event the loan is rendered to a particular applicant. He/she also monitors and on behalf of the credit licensee follow-up loan repayments. Sometimes, they might be required to act as the mediator between the customer and the lending institution. Lastly, he/she should be registered with the relevant bodies to allow them to work as representatives in various states.

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

Evaluates the pros and cons, or costs and benefits, associated with an option and generates an array of possible responses or solutions

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.

Helps out colleagues with good suggestions about situations and listens to them when they need someone to talk to

Behaves professionally and does not fool around wasting one's time and that of other employees

3

FLEXIBILITY: Flexibility is an important skill that allows employers and employees to make an arrangement about working on maintaining a work/life balance to help organizations improve the productivity and efficiency of their balance.

Quickly adapts to new surroundings and changes though many find it hard to adjust

Very flexible in times of immediate change or urgent project deliveries

3

INITIATIVE: An initiative is the ability to assess and initiate things independently often done without any managerial influence offered.

Always a goal oriented person sets priorities and accomplishes them

A great supporter of new ideas, goals and working methods no matter who suggests them

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.

Possesses a strong work ethic; handles own tasks and projects efficiently without complaining

Views challenges and disappointments as opportunities to grow and develop and encourages others to do the same

3

FOLLOWING DIRECTIONS: Following Directions is the skill of carefully considering the given instructions and following them closely without fail.

Is highly organized; takes notes in order to capture every detail instead of trying to remember everything

Considers the employer's point of view instead of arguing about it, shouting or being uncompassionate

3

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.

Identifies one's goal- its purpose and benefits- in order to stay devoted even during tough times

Works with an experienced life coach in order to brainstorm ideas for actionable steps to accomplish one's goals

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.

Does some research on the skills one needs to learn or what lifestyle changes one needs to make in order to achieve a goal

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

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 skills library associated with the available resources in order to make sure that one has the necessary capabilities when building a team to work on own projects

Implements a forecasting strategy that facilitates better staffing for current and future projects

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

Organizes group meetings and events that include people from different cultures and creates a welcoming atmosphere 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?

Can you describe step by step, how you would brainstorm possible themes for a fundraising campaign in your company?

[employee comments]
KNOWLEDGE OF JOB:

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

What techniques do you use to plan your daily tasks? How effective have they been?

[employee comments]
FLEXIBILITY:

Are you flexible enough to take on new urgent tasks that do not originally belong to you?

Are you able to handle project concerns that are required to complete projects?

[employee comments]
INITIATIVE:

Are you creative enough to come up with decisions for hard tasks?

How well do you handle work pressure, deadlines, and coworkers?

[employee comments]
SELF AWARENESS:

Is there a time when you were surprised about the positive impact your words or behavior had on a colleague or client?

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]
FOLLOWING DIRECTIONS:

How do you help a colleague improve his/her ability to follow instructions?

Describe a time when you missed some steps in a project due to not paying attention to details. How did you fix it?

[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 project that was implemented because of your personal commitment. What was your role in the project?

[employee comments]
REALISTIC GOAL SETTING:

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

Is there a time when you felt that you did not have what it takes to achieve your goals? How did you deal with this?

[employee comments]
RESOURCE USE:

What basic rules have you followed for successful resource planning? How has this helped you to manage resources effectively?

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]
INTERCULTURAL COMPETENCE:

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

What are you doing to encourage individuals and groups with a different cultural background to work with each other?

[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:

Related Articles