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

A Financial Services Officer is liable for guiding buyers through the process of buying financial instruments like bonds, retirement plans and working out the procedures and regulations as well as connecting them with the sellers.

The primary roles for this post include collaborating with clients to customize financial product requirements, providing financial to customers and providing optimal customer relationship, analyzing credit worthiness of assigned portfolio directly with credit analyst, maintaining knowledge on market financial and credit services both for existing and new, preparing documentation to open and operate new business and consumer deposit accounts, developing customer base by optimizing cross-selling services and products, collaborating with clients to customize financial product requirements.

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

CONFLICT MANAGEMENT: Conflict Management is a situation where the interests, needs, values and goals of the involved parties interfere with one another in the workplace where different stakeholders have different priorities.

Shows creativity regarding coming up with good problem-solving ideas and possible solutions.

Readily accepts when on the wrong and takes full responsibility.

2

INNOVATION: Innovation is the process of translating new invention into a service that creates value or brings better solutions that meet the requirements.

Always willing to take risks to achieve great innovative results.

Demonstrates good listening skills and always pays attention when other people express their ideas.

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.

Is able to differentiate between irrelevant and critical pieces of information and gather information from various sources to reach a conclusion

Responds to and anticipates customers' needs in a timely, courteous and professional manner regardless of the customer's attitude

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.

Addresses underlying causes of low participation; finds out why a group member is not fulfilling the assigned role or barely attending meetings

Prioritizes the group efforts based on the common goal being worked towards

2

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.

Avoids angering a difficult person as much as one can or giving them a reason to lose their temper

Does not share anything personal with an impossible person even when they seem normal or act like a friend

2

EVALUATING OTHERS: Evaluating others is the capacity to see the individuality in others and recognize a person's unique point of view.

Looks for evidence that a person is committed to developing new skills that help improve the company

Watches to see whether or not a person is able to remain calm and composed when facing a difficult situation or when under pressure

2

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

RESOURCE USE: Resource Use is the ability to utilize the office supplies effectively while avoiding any wastage and ensuring everything is used correctly.

Involves resources in project planning and project delivery processes and encourages open discussions about possible risks to the project at hand

Continuously updates the resource capability database with pertinent information in order to keep track of every resource

2

BUSINESS ETHICS: Business Ethics is the ability to learn what is right and wrong in the world of business and choosing to do what is right at all times.

Observes expectations, values, and standards regarding honesty, fairness, and integrity

Frequently uses honest data, figures, and facts to support conclusions

2

INTERCULTURAL COMPETENCE: Intercultural Competence is the knowledge and skills to successfully interact with people from other ethnic, religious, cultural, national and geographic groups.

Makes efforts to redesign programs to ensure they better fit with different cultural practices and beliefs

Attends and promotes group meetings and events that include people from different cultures

2

Self Evaluation

Self Evaluation Question

Employee Comments

CONFLICT MANAGEMENT:

Explain an instance where you managed to mediate in any conflict. What were the results?

What conflict resolution methods do you feel always has the desired results?

[employee comments]
INNOVATION:

Explain how you go about when solving a problem or an issue?

How well do you work with a group or team to come up with innovative ideas?

[employee comments]
KNOWLEDGE OF COMPANY PROCESSES:

How do you manage a project plan, set timelines and milestones, and involve team members in order to deliver on time?

How would you respond to a new employee who shows an unwillingness to learn the company process? What would you do to help them?

[employee comments]
COLLABORATING WITH OTHERS:

Can you give the best example of a time when you worked cooperatively as a team member to complete an important task?

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 deal with a difficult person at work? What was the problem? How did you go about it?

How would you deal with a team member in your group who constantly talks more than all the others? Is there a time when this ha happened at work?

[employee comments]
EVALUATING OTHERS:

How do you prepare for an evaluation process? How do you make sure that a person knows exactly what you are looking for?

How have you helped a person, who is motivated and excited about his ability, continue to grow and develop?

[employee comments]
LONG RANGE PLANNING:

What are some of the challenges that you have faced when trying to accomplish a long-term goal? How have you overcome them?

How have you helped your team members meet their long-term goals? How has this benefited the company at large?

[employee comments]
RESOURCE USE:

Describe a time when you have started a project without all the required resources. Were you happy with the outcome? Explain your answer

How have you determined the best resource for a specific requirement? Explain the last time this happened

[employee comments]
BUSINESS ETHICS:

What are some of the things you have done to assist others in understanding the importance of honesty and integrity?

Have you ever participated in forums that discuss the role and importance of integrity and honesty?

[employee comments]
INTERCULTURAL COMPETENCE:

What are you doing to increase links to networks of individuals and groups from different cultural backgrounds?

What efforts are you making to enhance your knowledge about different cultures?

[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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