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

A Reconciliation Clerk is responsible for balancing and reconciliation of internal and customer accounts as well as research and resolution of differences between issued item files and processed object files, production of financial reports for each of the accounts reconciled and contacting the customer regarding the reconcilement.

The essential functions of this position include processing, verifying and reconciling input documentation, performing verification and reconciliation of accounts, processing and reconciling transactions of complex nature, maintaining appropriate files, reports, documentation, and data, reconciling and rectifying customer ledger accounts, reconciling accounts receivable records with sales invoices, maintaining regular contacts with internal and external customers, ensuring follow-up action when necessary, reconciling and verifying bank deposits and payments.

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

CUSTOMER ORIENTED: Customer Oriented is a skill that focuses primarily on the client as the King offering quality services that meet the customer's expectations with an aim to inspire people rather than just try to sell their product.

Uses team playing skills to assist other employees in meeting their customers? demands.

Have strong listening skills that help in understanding the needs of customers.

2

VERBAL COMMUNICATION: Verbal Communication is the use of tones and language to relay a message; it aids as a vehicle for expressing ideas, concepts and it, is critical to the daily running of the business.

Researches extensively before delivering a talk to have concrete facts and information that will not raise any objections.

Finds out if the other person understands what is being discussed during a conversation and explains unclear issues.

2

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.

Always portrays enough knowledge of the problem and its feasible solutions.

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.

Knows how to listen actively to others when they talk and does not interrupt.

Interprets and handles conflict well enough to ensure that all parties achieve a win-win solution.

3

COLLABORATING WITH OTHERS: Collaborating is willingly working with one another and cooperating in whatever task one is assigned without behaving poorly or having an attitude change that hurts others.

Develops teamwork and cooperation while participating in a group and works towards solutions that generally benefit everyone

Regularly exchanges feedback with group members in order to help them know their strong areas and work on areas that need improvement

3

DEALING WITH DIFFICULT PEOPLE: Dealing with Difficult People is learning how to tactfully calm down an obnoxious person who is either verbally attacking you or stealthily criticizing you or your professional contribution.

Does not disagree with impossible people; looks for ways to be agreeable with them or just ignores them in order to avoid fights

Avoids confrontational body language, such as maintaining eye contact for long periods of time or making aggressive gestures

2

DISPUTE RESOLUTION: Dispute Resolution is the method used to resolve disputes, conflicts or claims between two parties including arbitration, mediation, negotiation, and litigation.

Pays attention and listens carefully in order to understand both parties' perspectives and acknowledge the emotions that they are both experiencing

Outlines the consequences of the dispute to the company in order to help both parties look beyond themselves and see the dispute "from the outside"

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.

Maintains an all time open communication among the employees and managers

Envisions the action plans and brings all the staff on board

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 a timeline for each goal in order to make it more achievable, track own progress and stay accountable

Develops contingency plans for the obstacles that one has anticipated and how and when each plan should be implemented

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 from colleagues when faced with a challenging question and avoids giving wrong answers

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

2

Self Evaluation

Self Evaluation Question

Employee Comments

CUSTOMER ORIENTED:

Do you actively solicit feedback from customers to determine their concerns and needs? Explain how.

How would you describe your relationship with clients? What impact has it had on your performance?

[employee comments]
VERBAL COMMUNICATION:

Have you ever spoken before first thinking over it and it ended up hurting someone? How was the experience?

How do you prepare yourself before you talk to people and has it been of help to you?

[employee comments]
PROBLEM SOLVING:

Give a situation that you solved a problem, and it was unsuccessful.

How well do you brainstorm before setting out to solve a problem?

[employee comments]
INTERPERSONAL SKILLS:

Are you always approachable or people tend to find it hard to approach you?

How well do you receive instructions and follow them through to achieve the desired results?

[employee comments]
COLLABORATING WITH OTHERS:

Can you describe a team experience which you have found rewarding?

Some people prefer working alone while other prefer working as a team. What do you prefer and why?

[employee comments]
DEALING WITH DIFFICULT PEOPLE:

Is there a time when you have had to respond to an unhappy customer? How did you deal with him/her?

What are some of the techniques you have used or things you have done to improve your ability to handle difficult people?

[employee comments]
DISPUTE RESOLUTION:

Describe a time when you have facilitated a solution to a problem between two employees. How did you go about it?

Is there a time when you have resolved an issue by simply finding some common ground? How did you feel about it?

[employee comments]
MANAGEMENT SKILLS:

How would the employees rate your leadership style, strengths, and weaknesses?

Do you always have the necessary support to your staff?

[employee comments]
REALISTIC GOAL SETTING:

Is there a time when you have faced challenges setting goals? What were the challenges and how did you overcome them?

How have you ensured that your goals are measurable, achievable, specific and timely?

[employee comments]
CUSTOMER SERVICE:

Can you recall of any situations where customers made objections? How did you react?

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

[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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