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

A credit processor has the primary task of ensuring that all loan applicants get their loans on a timely basis to protect the company's credibility and inform them in the case of any loan issues such as late payments and bankruptcies. He or she will ensure that all borrowers attain the requirements for borrowing loans and credit.

Other duties that he or she will perform are; determining applicant's eligibility and suitability for applying for the loans; keep clients up to date with all the loan process, rules and obligations; access credit scores for all loan applicants; identifying customers? needs and seeing to it that their needs are meet as well as to ensure that all loan documents are up to date and maintained properly for easy referencing.

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

WRITING SKILLS: Written Communication involves the interaction that makes use of the written word with precision and logic making it the very common form of business communication.

Listens to feedback from critics and tries to implement the review given.

Writes content comfortably using different linguistic languages to reach more audience.

2

NEGOTIATION SKILLS: Negotiation Skills are a deliberative process by which people settle their differences through an acceptable agreement to both parties to co-exist without argument and dispute in the workplace.

Shows commitment to the negotiation process and ensures that a deal is brokered in the end.

Uses great verbal communication abilities to try to pass ideas across in a clear manner.

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.

Writes and presents information in a concise manner and tailors communication to diverse audiences

Listens to different points of view of a given issue, identifies main negotiation points and promotes mutual understanding

2

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.

Proactively looks for ways to promote the team and the role that each takes in the team

Always a result-driven individual who is focused on what builds the company

3

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

Gets out of the workplace during lunch hour in order to feel refreshed and more productive in the afternoon

Makes sure to have one or two colleagues who are willing to assist in the time of stress in order to reduce one's stress level

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

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.

Sets realistic goals and develops strategies to achieve them on time and in the right way

Anticipates problems that are likely to occur with own projects and devises a plan to handle them as they appear

3

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

Encourages the implementation of strategies that attract a more diverse pool of applicants for vacant positions

2

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

Makes attempts to apply skills learned in training session to advance skill set and career

Shows interest to learn new skills and is making an effort to develop a positive attitude towards complex training sessions

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.

Welcomes chances to learn new skills and seeks for opportunities that enhance knowledge in existing skills

Knows the basics of troubleshooting and maintaining basic devices and machines

2

Self Evaluation

Self Evaluation Question

Employee Comments

WRITING SKILLS:

How well do you do your research before you set out do any form of writing?

How many books have your read so far and what is your preferred genre of writing?

[employee comments]
NEGOTIATION SKILLS:

When negotiating how well do you take charge of the process?

Explain an instance that you hit a dead-end in a negotiation process. What did you do to reach a conclusion?

[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?

What steps have you taken to encourage other employees to keep up-to-date with the company's rules, structures, networks, and systems?

[employee comments]
ORIENTATION TO WORK:

How well do you manage your time assigned for the tasks?

How well do you relate to your co-workers and management?

[employee comments]
HANDLING STRESS:

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

Is there a time when your work has been criticized? How did you receive the criticism?

[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:

What are some of the things that you have done to help nourish your self-discipline? How has this helped you in developing a sense of duty?

Describe a time when you have been able to juggle multiple important projects due to your ability to remain self-disciplined. What challenges did you face and how did you overcome them?

[employee comments]
DIVERSITY AWARENESS:

What efforts are you making to promote professional development courses and forums that enhance diversity?

What are some of the things you are doing to discourage harassment and bullying of people with diverse views?

[employee comments]
TRAINING OTHERS:

What are you doing to learn new skills and to develop a positive attitude towards complex 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 do you to ensure that your technical skills are current?

How often do you train others in your area of expertise and how often do you share your knowledge?

[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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