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

A Chief Actuary is responsible for supervising the department that analyzes financial expenditures on a high government or corporate level with the aim of reducing losses. This position predicts the viability of various regional government investments using mathematical methods to evaluate all the possible outcomes of a financial system.

Their primary tasks include overseeing other actuaries while distributing and directing assignments, preparing reports and reviews of business functions like budgets, mergers and other standard records, designing and implementing policies and guidelines relating to actuary risk analysis, performing analytical and research duties of an organization, performing statistical demographic research and studying various financial options for an expenditure especially the insurance related expenditures.

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

PROBLEM SOLVING: Problem Solving is the skill of defining a problem to determine its cause, identify it, prioritize and select alternative solutions to implement in solving the problems and reviving relationships.

Keeps things calm even when required to make quick decisions under high pressure.

Shows strong level-headedness when assessing situations and coming up with solutions.

2

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.

Proposes different ways to do things and understands the value of other ideas and ways of doing things

Is attentive when performing tasks or doing projects or when interacting with people from different backgrounds or countries

2

MOTIVATING OTHERS: Motivating is using persuasion, incentives and mental or physical stimulants to influence the way people think or behave individually or in groups.

Asks one's boss for more responsibilities in order to broaden one's skill set and keep one stimulated and motivated to work

Makes sure to get along with colleagues in order to enjoy being at work and boost motivation

2

DECISION MAKING: Decision Making is the art of making choices by identifying a decision, gathering information and assessing alternative resolutions before settling on one.

Evaluates the risk associated with each suggested alternative before making a decision or coming to a conclusion

Supports other employees proposals, during a group's decision-making process, and tries to find ways to make them work

2

MANAGEMENT CONTROL: Management Control is a system that collects and uses the information to evaluate the performance of different organizational resources like the financial, physical and the organization performance as a whole.

Provides the required support during the periods of organizational change

Establishes a corporate culture of reliability and caring that flows to the employees as well

2

MANAGEMENT SKILLS: Management Skills are also known as leadership skills and involve planning, decision making, delegation, time management and time management to ensure optimum organization in focus and the technical of how and why of accomplishing tasks.

Highly responsible with the staff always informed what is happening in their professional and personal life

Envisions the action plans and brings all the staff on board

2

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

Appreciates positive comments and criticism working in the areas mentioned

3

SELF CONFIDENCE: Self Confidence is the ability to know who you are and what you are capable of doing which shows in your behavior, your body language, how you speak, etc.

Talks to oneself kindly, and encouragingly instead of beating oneself up for making mistakes

Speaks one's mind during meetings in order to see the reactions of other employees to one's viewpoint and adjust appropriately

2

SEEING POTENTIAL PROBLEMS: Seeing Potential Problems is the ability to structure the current situations and identify developments that could cause problems in the future.

Looks for changes that affect the requirements of the project and finds a solution as first as possible in order to keep the projects going

Sits down with the management team every time something new is added to the project in order to determine its verdict

2

KNOWLEDGE MANAGEMENT: Knowledge Management is the ability to manage knowledge and information that is presented to the company from different sources without overlooking any of them.

Shows willingness to check for current knowledge before use and works with others to be updated about new knowledge

Understands the shortcomings of failing to communicate well and looks for better communication approaches

2

Self Evaluation

Self Evaluation Question

Employee Comments

PROBLEM SOLVING:

How well do you accommodate other people ideas and opinions when trying to solve a problem?

Do you research well enough to get proper facts and information?

[employee comments]
KNOWLEDGE OF COMPANY PROCESSES:

How do you manage a project plan, set timelines and milestones, and involve team members in order to deliver on time?

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]
MOTIVATING OTHERS:

What are some of the projects or tasks you have tackled without being asked or supervised? How did you push through difficulties?

How do you motivate others to accomplish their goals? Give an example of when this happened

[employee comments]
DECISION MAKING:

Is there a time when you have made poor decisions or done something that did not turn out as expected? What happened?

What techniques have you used at work to ensure that decisions you make are correct and effective?

[employee comments]
MANAGEMENT CONTROL:

Have you identified any partner you can work with or become a key stakeholder in the company?

Do you appreciate the many different ways that projects can be accomplished except the one you have set?

[employee comments]
MANAGEMENT SKILLS:

What role have you played in your team and their success?

Do you support the employees and the projects they are undertaking to ensure they reach their goals?

[employee comments]
FLEXIBILITY:

Are you a fast learner willing to research and learn new tricks quickly?

Are you able to handle more than one task within a given period?

[employee comments]
SELF CONFIDENCE:

Is there someone who has contributed to your self-confidence? What did that person do to build up your feeling of self-worth?

Are there employees you consider more successful than you? How often do you have contact with them?

[employee comments]
SEEING POTENTIAL PROBLEMS:

Is there a time when you have met resistance while trying to implement a solution to a future problem? Describe the situation

How do you set projects deadlines and milestones to make sure that employees meet them successfully?

[employee comments]
KNOWLEDGE MANAGEMENT:

Can you think of a situation where you didn't communicate well when sharing knowledge? How did you correct the situation?

How often do you encourage others to participate in networking opportunities that can assist in gaining more knowledge?

[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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