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

A credit control analyst deals with consumer or commercial credit activities. He/she analyzes and controls credit activities from when a loan is offered to its repayment. They act as the custodian of the company ensuring that credit is only offered on merit and that the repayment is made in time and according to the terms.

Other duties include checking the credit status of the customer and reviewing information about the commercial or individual customer, in determining if they are suitable for credit. He/she is also involved in the development of the credit control system, determines the terms and conditions for payable and receivable balances and is also responsible for maintaining contact with the customers to ensure debts are paid in time. He/she also reports to the management on the debt situation of the company among other functions as required by the employer.

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.

Highly demonstrates assertive and decisive ability when finding solutions for problems.

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.

Possesses superior administrative skills and knowledge and effectively applies them to the various work related assignments.

Handles conflict in a very creative and constructive manner to achieve the best solution for all.

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.

Stays late if it makes a difference in the success of a project one is working on or tasks one is accomplishing

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

3

OFFICE POLITICS: Office Politics is a tool that assesses the operational capacity to balance diverse views of the interested parties of the human interactions that involve power and authority.

Reads between the lines when a colleague gives instructions or when one's boss makes an announcement in order to avoid making mistakes

Stays on top of own work so that no one will have a reason to question one's motivation or work product

2

MANAGING REMOTE TEAMS: Managing Remote Teams is working under no physical supervision from your manager or supervisor while staying on task and communication to report on the daily progress.

Gets together quarterly or twice a year for a week of coworking in a central location or for a team building retreat

Makes sure that each team member has downloaded and knows how to use the apps one has chosen for the company

3

COMPETITIVENESS: Competitiveness is the skill of being able to compete as a team or a company with other enterprises in the same line of entrepreneurship and emerging as the winner.

Attends regular networking events in the community in order to develop real, authentic connections with other business professionals

Seeks out opportunities for growth and expanding self horizons in order to have more to offer at work

2

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.

Shows willingness to test own assumptions by seeking the ideas and opinions of other employees

Calms oneself and others and positively impacts the effectiveness of others during difficult times

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.

Communicates own strategies to all levels of the company to make sure that everyone is operating within the same goals

Writes specific statements that give a summary of how the company plans to achieve its mission or approach the market

2

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

Values the differences that exist between individuals and groups and is fully aware of interaction between cultures

Demonstrates exceptional behavioral skills when interacting with people from different cultures

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

Sets measurable benchmarks for tracking processes and uses the recorded data to set standards of completing future processes

3

Self Evaluation

Self Evaluation Question

Employee Comments

CRITICAL THINKING:

Do you get to appreciate and learn from your mistakes and how do you deal with making wrong decisions?

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

[employee comments]
ADMINISTRATIVE SKILLS:

How well do you handle your administrative roles to ensure you deliver good results.

Give an instance, or example that you can say is your proudest moment of being in an administrative capacity?

[employee comments]
KNOWLEDGE OF JOB:

Is there a time when you faced a problem because you had not understood a certain concept in a project? What happened?

Think of a time when you were assigned a very sensitive task. How did you gather all the required information to perform the task?

[employee comments]
OFFICE POLITICS:

How would you respond to a colleague who sends you a provocative email? Is there a time when this has happened to you?

Is there a time when a colleague pushed you to start a fight? If yes, what was the problem? How was it resolved?

[employee comments]
MANAGING REMOTE TEAMS:

What do you require in your physical workspace to be able to manage remote teams effectively?

How do you deal with a remote worker who constantly fails to deliver projects on time or delivers work, which is poorly done?

[employee comments]
COMPETITIVENESS:

Are there times you have had to demonstrate leadership skills at work in order to stand out from the rest of your colleagues?

Mention a time you made an intentional effort to get to know someone from another culture. What was the result?

[employee comments]
SELF AWARENESS:

Are there times when you have been able to avoid negative situations at work? What did you do?

What is one area you have consistently developed in the last year?

[employee comments]
LONG RANGE PLANNING:

What are some of the challenges that you have faced when trying to accomplish a long-term goal? How have you overcome them?

How have you helped your team members meet their long-term goals? How has this benefited the company at large?

[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:

Is there any time you failed to set objectives when initiating process improvement efforts? How did you correct the mistake?

How often do you eliminate steps that are of no value in a process?

[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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