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

A credit analysts representative works on behalf of his/her credit licensee and carries out specific lending activities based on the credit licensee's instructions. He/she may work for one or more employers on tasks such as performing research on individuals or firms seeking credit with the client.

Specific responsibilities of the above position include finding all the necessary information to advise the client on any risks in the event the loan is rendered to a particular applicant. He/she also monitors and on behalf of the credit licensee follow-up loan repayments. Sometimes, they might be required to act as the mediator between the customer and the lending institution. Lastly, he/she should be registered with the relevant bodies to allow them to work as representatives in various states.

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

JUDGMENT SKILLS: Judgment is the ability to make a decision or form an opinion wisely especially in matters affecting action, good sense and discretion.

Consults other employees, if necessary or useful, for bigger and complex decisions or where there are several options

Tries to be as objective and measured as one can be, and seeks input from other employees where appropriate or necessary

2

KNOWLEDGE OF JOB: Knowledge of Job is essential to every employee who needs to have a clear understanding of how their jobs fit into the overall organization to eliminate carelessness and laxity.

Takes a study course and attends training whenever one has an opportunity in order to improve own professional and personal skills

Researches things before hand and asks questions where appropriate in order to avoid making serious mistakes

2

FLEXIBILITY: Flexibility is an important skill that allows employers and employees to make an arrangement about working on maintaining a work/life balance to help organizations improve the productivity and efficiency of their balance.

Consistently maintains composure during times of stress and helps others do the same

Struggles with tasks that are not part of the job descriptions to see them completed at the right time

2

INITIATIVE: An initiative is the ability to assess and initiate things independently often done without any managerial influence offered.

A highly creative person who is skilled in finding ways to perfect the performance

A great supporter of new ideas, goals and working methods no matter who suggests them

3

SELF AWARENESS: Self Awareness is the ability to have a sound understanding of who you are as a person and how to relate to the world in which you live by understanding your strengths and weaknesses and how to manage them in the workplace.

Stays composed when presented with new instructions or faced with new situations and manages own negative emotions effectively

Views challenges and disappointments as opportunities to grow and develop and encourages others to do the same

3

FOLLOWING DIRECTIONS: Following Directions is the skill of carefully considering the given instructions and following them closely without fail.

Prepares a project board to display pertinent information, a timeline and the names of people involved in a project and their tasks

Does what one is asked to do in the workplace as long as it is moral, reasonable and harmless

2

PERSONAL COMMITMENT: Personal Commitment is an obligation that you have voluntarily agreed to fulfill without being cajoled or threatened and are willing to be held accountable for the results.

Sets an example for colleagues who don't have the experience and confidence to go through the difficult times

Identifies which personal strengths will aid in achieving one's goals and connects each personal strength with a specific development activity

3

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.

Establishes criteria for success in order to make it easier to track the goals' progress and know when one has achieved them

Considers how own goals fit with other plans one has in life in order to avoid conflicting plans that can cause problems

2

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

Uses tools that allow teams to collaborate and foster both creativity and productivity

Develops a resource plan in order to determine the resources one needs at hand for effective project planning

2

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

Takes part in changing practices and policies to enhance respectful engagement and inclusion of people with different cultural backgrounds

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

2

Self Evaluation

Self Evaluation Question

Employee Comments

JUDGMENT SKILLS:

Describe a time when you had to be relatively quick in solving a problem. How did you do it? What was the outcome?

Can you describe step by step, how you would brainstorm possible themes for a fundraising campaign in your company?

[employee comments]
KNOWLEDGE OF JOB:

Is there a time when you faced a problem because you had not understood a certain concept in a project? What happened?

What is the most difficult and challenging thing about your job? How do you handle it?

[employee comments]
FLEXIBILITY:

Are you aware of any negligence found in you that is bringing other's down?

What areas are you supposed to work on to become better?

[employee comments]
INITIATIVE:

Are you pushed to think creatively and explore new opportunities?

Do you take positive criticism well or do you allow your feeling to lead you?

[employee comments]
SELF AWARENESS:

Describe times when you have been in a good mood at work. What impact did that have on your performance and colleagues?

Are there times when you have reacted to someone or something in the workplace in a way you did not intend to? How did you fix that?

[employee comments]
FOLLOWING DIRECTIONS:

How do you make sure that you remember all the instructions you have received to perform a certain task?

Is there a time you have had a conflict with a customer or colleague due to not following simple instructions? How did you resolve the conflict?

[employee comments]
PERSONAL COMMITMENT:

What do you use to plan your tasks? Is there a time when you missed an appointment due to lack of proper planning?

When is the last time you took a project that demanded a lot of personal commitment? What did you do to remain committed to accomplishing it?

[employee comments]
REALISTIC GOAL SETTING:

Is there a time when you failed to meet your goals because they were unreal? What did you do?

Is there a time when you felt that you did not have what it takes to achieve your goals? How did you deal with this?

[employee comments]
RESOURCE USE:

What basic rules have you followed for successful resource planning? How has this helped you to manage resources effectively?

Describe a time when you identified a project that was consuming more company resources than needed. What did you do with the project?

[employee comments]
INTERCULTURAL COMPETENCE:

What efforts are you making to enhance your understanding of individuals and groups with different cultural practices and beliefs?

Are you actively involved in professional development courses and forums that enhance intercultural competency?

[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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