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

A Claims Collector is responsible for ensuring companies get paid. Their job is to track down people who owe money from overdue bills, negotiate the repayment and follow it up to ensure it's repaid. This is usually done via the telephone or by mail, post office, web or any other means.

The primary roles for this position are keeping track of assigned accounts to identify outstanding debts, locating and contacting debtors to inquire about their payment status, planning a course of action to recover outstanding payments, updating account status and database regularly, creating trust relationships with borrowers when possible to avoid future issues, investing and resolving discrepancies, handling questions and complaints of any form, complying with requirements when legal action is unavoidable alerting superiors of debtors unwilling or unable to pay when necessary.

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

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.

Encourages and promotes innovation, teamwork, and inclusiveness amongst the employees.

Knows how to negotiate on issues effectively and to get the best deals from the negotiations.

2

INTERPERSONAL SKILLS: Interpersonal Skills are a set of abilities that enable a person to positively interact and work with others effectively while avoiding office disputes and personal issues with each other.

Can comfortably get into a conversation with just about anyone.

Follows the company culture strictly and inspires the same from his or her colleagues.

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.

Is able to differentiate between irrelevant and critical pieces of information and gather information from various sources to reach a conclusion

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

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.

Consistently emphasizes the importance of teamwork and personal goals by being an example

Maintains an open communication platform with and among the employees

2

CREATIVITY: Creativity is the skill of turning new and imaginative ideas into reality through the ability to perceive the world in new ways, find hidden patterns, make connections between unrelated phenomena and generate solutions.

Crafts viable and inventive solutions required during a crisis season

Encourages teammates to think of better ways to solve problems

2

PERSONAL GROWTH: Personal Growth is the improvement of one's awareness, identity, developing talents and potential to facilitate the growth of oneself and the position they handle at the workplace.

Ability to meet the strictest deadlines without giving any excuses

Listens to the counsel of the management and coworkers and adjusts where there is need

2

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

Incorporates feedback effectively and deals positively with praises and criticism

Surveys clients about their experience with the company and modifies service delivery based on the findings

2

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.

Looks for opportunities to practice different skills, implement new processes, take on new responsibilities and learn a new software

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

2

CUSTOMER SERVICE: Customer Service is the ability to cater for the needs of the client by providing excellent customer service without compromise.

Seeks assistance when handling customers with special needs and works well with most customers

Makes efforts to follow up with most customers to ensure they are satisfied

2

TECHNOLOGY SAVVY: Technology Savvy is the introduction of the digital technology in the workplace as a strategy to make tasks run swiftly against doing them manually.

Shows willingness to learn how to troubleshoot modern electronic devices

Seeks assistance when faced with challenges in installing, using, and troubleshooting computer software

2

Self Evaluation

Self Evaluation Question

Employee Comments

ADMINISTRATIVE SKILLS:

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

How well do you manage the pressures of your administrative position?

[employee comments]
INTERPERSONAL SKILLS:

Give an instance your personality affected your relationships with others. How did you resolve it?

Do you normally take the time to build meaningful and positive relationships with others?

[employee comments]
KNOWLEDGE OF COMPANY PROCESSES:

Describe a situation where you have provided advice on procedures and the use of the company resources. Was your advice taken? If yes, what was the outcome?

How would you respond to a new employee who shows an unwillingness to learn the company process? What would you do to help them?

[employee comments]
LEADERSHIP SKILLS:

Are you interested in the growth of the team and the profitability of the company as well?

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

[employee comments]
CREATIVITY:

Do you understand how critical, creative thinking skills are to an organization?

Do you believe you have now the experience to make better decisions in situations where you've done wrong ones?

[employee comments]
PERSONAL GROWTH:

Do you consider the requirements carefully before handling any task?

Would you like to see your career grow as the company does?

[employee comments]
ADAPTABILITY:

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

Can you think of a time when your task or project suffered a setback? How did you react?

[employee comments]
COMPETITIVENESS:

What sort of projects did you generate that required you to go beyond your job description?

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

[employee comments]
CUSTOMER SERVICE:

Are there any instances where customers asked irrelevant questions? How did you handle such customers?

Are there any instances where you delayed responding to a customer and did you give any explanations for the delay?

[employee comments]
TECHNOLOGY SAVVY:

Have you ever utilized the power of modern computing power to assist you in making better decisions?

What are you doing to increase your capacity to operate modern electronic devices?

[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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