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

A commercial credit reviewer is mandated to determine if a commercial establishment has the capability of repaying its loans. He/she analyzes the company's financial statements. He/she is a team player working with clients and managers.

Other specific tasks include assisting the credit company to minimize lending risks by analyzing balance sheets and income statements. He/she may also focus on historical trends of the firm's finances and its performance over time and is also required to prepare a report of his/her analysis of the commercial consumer's credit situation. In addition, he/she will be needed to make a payment structure if the loan committee extends credit to the customer.

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

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.

Tries to always consider all factors at play before deciding on a particular methods or way.

Questions regularly to find out if the decision taken will achieve the desired effect.

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.

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

Always seeks to improve and improvise the effectiveness and efficiency of administrative tasks.

2

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.

Finds a replacement for a group member who deliberately refuses to participate or does not have the necessary requirements

Constantly reminds group members of the importance of working as a team and emphasizes the importance of collaboration and cooperation

2

GIVING FEEDBACK: Giving Feedback is one of the most powerful tools to develop employees and improve performance through honest feedback of the work done best and areas that need improvement.

Makes sure that the employee has heard and understood the message one has sent and that he/she is ready to work on weak areas

Checks own temper and waits until one has cooled down in order to deliver more measurable feedback

3

ETHICAL BEHAVIOR: Ethical Behavior is acting in policies that are consistent with what the society and individuals typically think are good morals or values.

Always straight forward in all the projects handled without any dubious acts

Widely respected for being accountable to the managers and coworkers

3

HANDLING STRESS: Handling Stress is the skill to balance the requirements of the job and your abilities or available resources in performing it.

Accepts help from trusted friends and family members in order to improve one's ability to manage stress

Takes time to organize one's desk in order to ease the sense of losing control that comes from too much clutter

2

RESULTS ORIENTATION: Results Orientation is knowing and focusing on outstanding results and working hard to achieve them because they are significant.

Utilizes tools and techniques that ensure that projects and goals remain on target and within the set budget

Brainstorms different solutions to a problem and stays focused until a viable solution is found and implemented

3

LONG RANGE PLANNING: Long Range Planning is setting long-term goals and objectives for your business or project to ensure its growth and sustainability is reached by all the employees.

Refers to the elements of the long-term plan frequently or whenever necessary to provide guidance and to show others that one considers the plan important

Identifies strategies to improve customers' satisfaction and conducts surveys to find out if the strategies are working

2

DIVERSITY AWARENESS: Diversity Awareness is the understanding that people are different and unique in their particular way and respecting their uniqueness.

Often assesses whether the current procedures, practices, and policies are diverse

Shows willingness to embrace people from diverse backgrounds and avoids alienating others

2

TRAINING OTHERS: Training is the ability to expand the knowledge base by learning new truths that are useful in the workplace.

Puts more effort to participate in specialized training programs and shows interest to look for more training opportunities

Encourages team members to share concepts learned in training sessions

2

Self Evaluation

Self Evaluation Question

Employee Comments

CRITICAL THINKING:

Do you get to appreciate and learn from your mistakes and how do you deal with making wrong decisions?

Do you usually look at issues in a one-sided manner or at different angles?

[employee comments]
ADMINISTRATIVE SKILLS:

How well do you encourage your employees to be the best they can be and to trust in their abilities?

How objectively are you when handling issues and are you governed by reason or emotions when performing your administrative roles?

[employee comments]
COLLABORATING WITH OTHERS:

Have you been rewarded in the past for successfully empowering a group of people in achieving a goal? If yes, what was the reward?

Is there a time when you have had to work with a team that did not get along? What did you do?

[employee comments]
GIVING FEEDBACK:

How often do you discuss a person's performance with him/her? Give a specific example

How do you deliver negative feedback without hurting the feelings of other employees?

[employee comments]
ETHICAL BEHAVIOR:

Can you be trusted in all you do and say to be honest?

Do you provide honest feedback when asked to give any?

[employee comments]
HANDLING STRESS:

Give an example of a time when you have worked with a team that was facing a very stressful situation. How did you help the team members handle the situation?

What ways do you use to identify your stress triggers? What do you do to make sure that the same stressful situation does not reappear?

[employee comments]
RESULTS ORIENTATION:

Is there a time when you have handled a project that demanded a lot of effort? How did you go about it?

Describe a project/goal that required you to pay attention to detail. How did you go about accomplishing it?

[employee comments]
LONG RANGE PLANNING:

How do you make sure that your long-term goals do not conflict with your short-term goals?

In your opinion, do you think most start-ups fail due to lack of long-range planning or due to poor management? Explain your answer

[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]
TRAINING OTHERS:

What efforts are you making to apply skills learnt in training session to advance your skill set and career?

Do you seek for extra assistance from colleagues on complex concepts learned in training sessions?

[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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