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

A Manager Actuary is responsible for overseeing all the actuarial related matters that include modeling, valuation, experience study, data analytics, projections, accounting, reporting, corporate transactions, pricing, risk quantification and allocation.

The primary responsibilities include performing all actuarial reviews and valuation of insurance reserves, experiencing study and technical reserves calculation, insurance pricing, and valuation, presents marketing investigation, project management, and business development, reviewing and preparing reports as required, appraising all the cash flows and reserves before they are implemented, interacting with independent actuaries and clients for a better flow in the organization, communicating findings to customers and the management, preparing presentations and reports to table to the management, analyzing statistical data like accident rates to determine potential risks.

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

PRESENTATION SKILLS: Presentation Skills are useful in getting your message or opinion out there in many aspects of life and work, though they are mostly used in businesses, sales, teaching, lecturing, and training.

Demonstrates good ability to use visual aids most appropriately during presentations.

Knows how to use true stories in between the presentation to pass across a point or to grab the audience's attention.

2

INSPIRING OTHERS: Inspiring is encouraging one to be their best in contributing to the vision of an organization where they are placed and entrusted to work.

Recognizes employees who go above and beyond the call of duty to get things done, in order to encourage them to continue working hard and incentivize others to take the initiative

Makes sure that everyone understands all the assignments and the deadlines when working with a team to avoid confusion

2

LEADERSHIP SKILLS: Leadership Skills are soft skills that assist leaders in positively interacting with employees or team members to make the workplace a great place.

Generates a positive, measurable outcome that results into team work spirit

Motivates and encourages the team to take responsibility for their performance

2

APPEARANCE AND GROOMING: Appearance and Grooming are the way one presents themselves in a professional environment or the workplace with the aim of gaining positive impression and respect as well.

Presents a warm, unique look that attracts customers, coworkers, and staff

Wears a bright smile every day that lights up the entire company

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.

Sets specific goals in order to provide greater clarity in terms of what one actually needs to do to achieve them

Defines clear and specific steps for each goal in order to know when one has achieved each one of them

3

ROLE AWARENESS: Role Awareness is the ability to be informed of your role in a given environment as well as understand the expectations placed on a position and to see how they are met apparently.

Uses time wisely in order to reduce the risk of mistakes that come from squeezing too much work into too little time

Works backwards from the deadline in order to see how tweaking daily micro tasks could increase chances of meeting own goals even further

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.

Challenges the definition of the problem from all angles; looks at the problem from all directions in order to decide the best solution

Implements one-on-one meetings with the team members in order to increase transparency in communication and solve problems before they occur

3

MANAGING DETAILS: Managing Details is the skill of paying close attention to details of every element of your job performance to ensure nothing is overlooked.

Stays abreast of industry trends that help one perform own tasks faster and better and become more efficient

Works closely with other employees to encourage them to maintain high-quality standards in their work

2

PROJECT MANAGEMENT: Project Management is structuring a to-do list for your project or company containing tasks and responsibilities as well as creating a roadmap for the execution of those duties promptly.

Analyzes and defines a problem, evaluates alternatives, finds a solution and decides how and when to implement the solution

Creates a team using the right set of skills, trains the members on the project at hand, delegates responsibility, and promotes support and interaction

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.

Encourages colleagues to comply with standards of managing knowledge and shows willingness to learn more about the relevant standards

Looks for ideas that can assist in improving own knowledge capabilities and accepts useful suggestions

2

Self Evaluation

Self Evaluation Question

Employee Comments

PRESENTATION SKILLS:

What was the highest score or reviews you received for any presentation that you have made so far?

What do you like or dislike most about giving presentations?

[employee comments]
INSPIRING OTHERS:

What have you done to make other employees feel cared for and to earn trust from them?

How do you reward employees whose work exceeds your expectations? Give an example of when this has happened

[employee comments]
LEADERSHIP SKILLS:

Do you offer concern and assistance for poorly performing employees?

Is the company's interest the center of your interest as you work?

[employee comments]
APPEARANCE AND GROOMING:

Do you follow the company policies and regulations in regards to how you should dress?

Have you taken into consideration the feedback you have received from your peers and staff?

[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]
ROLE AWARENESS:

What things have you done to improve your knowledge of your position in the company? How has this benefited the company?

How many hours a week do you set aside for improving your professional skills that make you more aware of your position in the company?

[employee comments]
SEEING POTENTIAL PROBLEMS:

Describe a time when you have been able to see a huge future problem. What made this possible and how did solve it?

How have you helped employees who are behind schedule to improve their performance and meet deadlines?

[employee comments]
MANAGING DETAILS:

How do you make sure that you have all the necessary tools before starting a project or task?

How do you organize your tasks to know which one comes first and what follows next? What tools, if any, have you used?

[employee comments]
PROJECT MANAGEMENT:

What communication plans have you used to convey an important message to your team? How have you confirmed the accuracy of information received or sent?

What is the greatest challenge you faced on your last project? How did you overcome it? What lesson did you learn?

[employee comments]
KNOWLEDGE MANAGEMENT:

How often do you encourage others to share their knowledge and experience?

What efforts are you making to stay alerted with new 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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