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

A credit investigator is tasked with the responsibility of performing credit checks on loan applicants to determine whether they are capable of repaying the loans and credit they are being offered. He or she will vet the applicants to determine their suitability to make the credit application and to repay the same promptly.

Besides that he or she will get to perform the following roles; Authorize credit charges against customers' accounts, investigate credit history for individuals or business establishments applying for credit, interviewing applicants to obtain their personal and financial data, determine the worthiness of credit, process applications and notify customers on whether the credit has been approved or rejected.

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

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.

Carries a unique imagination that produces innovative ideas profitable to the company

Shows ability to give required solutions for any presented problem

2

EMPATHY: Empathy is the understanding of another person's condition from their perspective by placing yourself in their shoes and feeling what they are feeling.

Provides mentoring, coaching and stretching assignments that help colleagues and team members to develop to their full potential

Sets oneself the challenge of having a conversation with a stranger every week in order to understand life in another person's perspective

2

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

Takes one's annual leave each year and makes sure that one has a proper break from work

Makes to-do lists, prioritizes one's tasks and schedules enough time to complete each task in order to avoid stress from piled-up tasks

2

MONITORING OTHERS: Monitoring others is tracking employee activities monitor the worker engagement with the workplace-related tasks.

Takes note of a person's reaction the moment they are given a piece of news in order to understand their true thoughts and feelings

Keeps one's policies within reason and gives upper-level employees freedom to perform tasks their own way

2

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

Identifies and meets with the appropriate parties in order to develop an understanding of the set goals and desired results

Takes pride in own work and encourages other people to do the same; effectively balances service, quality, and productivity standards

3

SELF-DISCIPLINE AND SENSE OF DUTY: Self-Discipline and Sense of Duty is an active effort which helps in developing set ways for your thoughts, actions, and habits empowering your to stick to your decisions.

Breaks down large goals into manageable parts in order to stay focused and keep one from being overwhelmed

Refrains from making an ethical decision without first learning the rules; asks own bosses for help before jumping into uncertain situations

2

BUSINESS ETIQUETTE: Business Etiquette is a basic framework of rules set by companies to ensure and allow you to understand the way you should conduct yourself in the professional world.

Responds to most messages and makes efforts to call back promptly

Avoids criticizing others and accepts that everyone is trying their best

2

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

Promotes basic awareness and skills training focused on the major principles of diversity

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.

Encourages team members to put extra effort in taking part in training sessions

Prepares for training sessions ahead of time in order to understand most of the content that trainers are giving

2

TECHNICAL SKILLS: Technical Skills are the abilities and knowledge mostly related to mechanical, IT, scientific and mathematical needed to perform specific tasks in the workplace.

Shows willingness to learn how to work with new systems

Shows willingness to learn new technologies and makes an effort to remain updated with technology

2

Self Evaluation

Self Evaluation Question

Employee Comments

CREATIVITY:

Are there better methods you know of that can make the company more profitable?

Are you stuck to old methods that do not solve today's problems?

[employee comments]
EMPATHY:

What is one or two things you have learned from caring for or helping others at work?

Describe a time when you were able to strengthen a relationship between colleagues using effective communication. What made your communication effective?

[employee comments]
HANDLING STRESS:

Describe a time when you have had a heavy workload. How did you handle it?

Describe a time when your project was faced with a situation that was not anticipated. How did you handle it?

[employee comments]
MONITORING OTHERS:

What techniques have you used to monitor employees? Describe how monitoring others have helped improve your company's productivity

What have you done to help employees who are struggling to set goals or who seem unwilling to finish a project?

[employee comments]
RESULTS ORIENTATION:

What are some of the most common things that prevent people from achieving results from their goals? What do you think they should do differently?

When you have a lot of projects you need to complete, what do you do to accomplish them effectively and promptly?

[employee comments]
SELF-DISCIPLINE AND SENSE OF DUTY:

How do you know when your behavior is about to get out of track and how do you regulate it? Describe a time when this happened

What would your boss or team members say about your behavior at work?

[employee comments]
BUSINESS ETIQUETTE:

How often do you encourage others to stand up when shaking hands or meeting new people?

What efforts are you making to improve your listening skills?

[employee comments]
DIVERSITY AWARENESS:

What are you doing to be seen as a person who can address diversity concerns of other people?

Can you think of a situation where you failed to accept diverse views? How did you correct the situation?

[employee comments]
TRAINING OTHERS:

How often do you encourage team members to take part in training sessions?

Can you think of a situation where you improved your learning after evaluating learning outcomes of a training session?

[employee comments]
TECHNICAL SKILLS:

What are you doing to improve your ability to troubleshoot and maintain basic devices and machines?

Have you ever failed to follow technical instructions when using a new system? What did you do to improve?

[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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