Use this step by step explanation to craft a good employee performance feedback review for a collections specialist. Find the right words with quality phrases.
A Collections Specialist is liable for contacting clients as well as collecting outstanding payments while exhibiting professionalism and trustworthiness.
The essential responsibilities of this position include monitoring accounts to identify outstanding debts, reviewing open accounts for collection efforts, investigating historical data for each debt or bill, making outbound collection calls in a professional manner while keeping customer relations, processing payments and refunds, updating account status records and collection efforts, finding and contacting clients to ask about their overdue payments, taking actions to encourage timely dept. payments, resolving client billing problems and rescuing accounts receivable, collecting customer payments in accordance with the payment due dates, providing appropriate follow-up payment arrangements, reviewing and monitoring assigned accounts and all applicable collection reports.
Employee Performance Review Sample | |
|---|---|
| Employee's Name: | Title: |
| Review Period: __/__/__ to __/__/__ | Employee SSN: |
| Work Location: | Supervisor's Name: |
Instructions |
|
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. | Gathers all the required facts and figures before starting to solve a particular problem. Always feels comfortable and confident when seeking help or advice whenever stuck on solving any issue. | 2 |
| 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. | Adheres to all company policies, rules, and regulations and ensures all those he leads follows the same path. Always seeks to improve and improvise the effectiveness and efficiency of administrative tasks. | 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. Knows how and when to give constructive feedback to others and easily accepts correction. | 2 |
| TEAM BUILDING: Team Building represents various types of activities used to enhance social relations and define roles within the different teams at the workplace. | Extremely well mannered, treating everyone with the dignity and respect they deserve Gives credit where it is due to anyone without showing any favoritism | 3 |
| 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. | Contains an imaginative personality and always resourceful in times of need Constantly comes up with new ideas and ways to improve efficiency | 3 |
| ORIENTATION TO WORK: Orientation to Work is the introduction that is given to a new worker whereby he is introduced to coworkers and given relevant information like schedules, performance standards, benefits and facilities, names of the supervisors, etc. | Display sound judgment when deciding on alternatives and choices for performance Always willing to work on activities that can affect the company with great caution | 2 |
| ENJOYMENT OF THE JOB: Enjoyment of the Job is the ability to enjoy what you do rather than enjoying what you earn from it. | Takes an introspective look at one's own performance, production ability and how well a task is completed and works to improve on the weak areas Volunteers for new projects and makes new goals which one is excited to tackle, rather than hiding under the desk | 2 |
| RESULTS ORIENTATION: Results Orientation is knowing and focusing on outstanding results and working hard to achieve them because they are significant. | Nimbly navigates obstacles and problems even when facing complex and unique circumstances Develops personal work plans, with a corresponding contingency plan for each, in order to structure work and receive the required results | 2 |
| BUSINESS TREND AWARENESS: Business Trend Awareness is the capacity to be conscious of the changing ways in which the companies are developing in the marketplace. | Relies on tested and proven forecasting tools to predict future trends Makes efforts to adjust and respond more quickly to new trends | 2 |
| DIVERSITY AWARENESS: Diversity Awareness is the understanding that people are different and unique in their particular way and respecting their uniqueness. | Encourages the management to address acts of discrimination, bias and prejudice Avoids making jokes that may be offensive to others and remains respectful to everyone | 2 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| CRITICAL THINKING: How well do you consider all the factors available before making your decision? When expressing your ideas do you deliver them in a logical manner? | [employee comments] |
| ADMINISTRATIVE SKILLS: How well do you handle your administrative roles to ensure you deliver good results. How conversant are you with the technology while dispensing your administrative roles? | [employee comments] |
| INTERPERSONAL SKILLS: Give an instance your personality affected your relationships with others. How did you resolve it? Do you always seek to make people relaxed when they are talking to you or do you use intimidation? | [employee comments] |
| TEAM BUILDING: Should you take a more active role and contribute more to your future teamwork? What is one specific lesson you learned from your team that you could not learn by working alone? | [employee comments] |
| CREATIVITY: Do you understand how critical, creative thinking skills are to an organization? Are you stuck to old methods that do not solve today's problems? | [employee comments] |
| ORIENTATION TO WORK: Do you follow the company's policies in executing the tasks given? Are you a fast learner or you need something repeated over and over again for you to understand? | [employee comments] |
| ENJOYMENT OF THE JOB: When you have extra time available in the workplace, what ways have you found to make yourself more productive? Can you describe a working environment that makes you happy and more productive? | [employee comments] |
| RESULTS ORIENTATION: Describe a time when you have been very successful in accomplishing your goals. What made this possible? How do you motivate your team members to stay focused on achieving results? | [employee comments] |
| BUSINESS TREND AWARENESS: Can you think of a new business trend that challenged you most and how did you implement change? What strategies are you using to survey your competitors and are you noticing any results? | [employee comments] |
| DIVERSITY AWARENESS: What have you done to increase your understanding of the perspectives of others? What efforts are you making to welcome and consider the ideas and views of other people? | [employee comments] |
Summary |
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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: |