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

A credit research analyst is responsible for researching, analyzing, and interpreting information to provide ideas for the decision makers especially in the lending field. He/she assists clients in making sound investment decisions.

Specific tasks include analyzing industry trends and company's financials and making projections and graphical representations to be used by investors in decision-making. He/she is also supposed to gather information from a wide range of sources, synthesize and interpret it. It is his/her duty to transform information into useful insights for the credit institution. Besides formulating models, he/she may also be needed to create databases. Lastly, they create credit research reports and so it is crucial for them to have analytical and good written skills.

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

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.

Knows how to communicate ideas and issues easily in a very clear and concise manner.

Demonstrates excellent problem-solving skills by accessing a problem and devising the best possible solution for it.

3

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 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 financial, operational and human resource issues in order to make decisions aimed at improving the overall company performance

Is able to understand both internal and external client's needs and concerns and to provide sound solutions or recommendations

3

TEAM BUILDING: Team Building represents various types of activities used to enhance social relations and define roles within the different teams at the workplace.

Manages relationships with co-workers and management in a professional manner

Never concerned about personal gain but always works with the group success in mind

2

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

Plans ahead, but always has an alternative option in case things go wrong or unexpected

Shows initiative and self-reliance when making suggestions for increasing the effectiveness of a changing environment

3

EMPATHY: Empathy is the understanding of another person's condition from their perspective by placing yourself in their shoes and feeling what they are feeling.

Rewards and praises colleagues for their accomplishments and strengths, and provides constructive feedback designed to focus on how to improve

Tries to come up with answers that truly explain one's own feelings and refrains with negative answers such as "I don't know"

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.

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

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

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.

Looks at the company as an outsider and reviews its strengths and weaknesses in order to identify areas of opportunity and improvement

Integrates long-term planning into the company budget in order to avoid conflict between the day-to-day finances and long-term financial goals

2

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

PROCESS IMPROVEMENT: Process Improvement is the creation of new processes or improving the existing ones that will work and take your corporation to the next level.

Excels at identifying points at which improvements can be made by simulating processes and observing the processes in action

Eliminates steps that do not add value to a process and optimizes the steps that add value to a process

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?

How well do you consider having a concrete conclusion when presenting your ideas?

[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?

Do you usually analyze information better alone or with a group? Why? When do you seek assistance from other employees?

[employee comments]
KNOWLEDGE OF COMPANY PROCESSES:

How do you prioritize customer's issues in order to ensure that service is provided to the customers even during critical periods?

What steps have you taken to encourage other employees to keep up-to-date with the company's rules, structures, networks, and systems?

[employee comments]
TEAM BUILDING:

Do you cooperate with others in your group to lead, follow, contribute, advice or you just watch?

What is the one particular lesson the team learned from you that they did not have before?

[employee comments]
ADAPTABILITY:

If you were given a new project to lead without prior knowledge, what steps would you take to tackle it?

When have you been forced to attend to an emergency in an unusual way and what was the outcome?

[employee comments]
EMPATHY:

In your opinion, what are the ingredients in building and maintaining good relationships with colleagues at work?

What is one thing you wish other colleagues knew about you, but they don't?

[employee comments]
REALISTIC GOAL SETTING:

How do you decide on your goals? How do you ensure that they are realistic?

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

[employee comments]
LONG RANGE PLANNING:

Who do you involve when deciding on a long-range plan for your company and why?

Describe the most successful long-term goal that you have accomplished. How did you go about making it a success?

[employee comments]
INTERCULTURAL COMPETENCE:

What are you doing to increase links to networks of individuals and groups from different cultural backgrounds?

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

[employee comments]
PROCESS IMPROVEMENT:

Which techniques are you employing to identify bottlenecks in processes and the points at which improvements can be made?

Have you ever failed to map existing processes and how did you correct the mistake?

[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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