Use this step by step explanation to craft a good employee performance feedback review for a credit research analyst. Find the right words with quality phrases.
A credit research analyst is responsible for researching, analyzing, and interpreting information to provide ideas for the decision makers especially in the lending field. He/she assists clients in making sound investment decisions.
Specific tasks include analyzing industry trends and company's financials and making projections and graphical representations to be used by investors in decision-making. He/she is also supposed to gather information from a wide range of sources, synthesize and interpret it. It is his/her duty to transform information into useful insights for the credit institution. Besides formulating models, he/she may also be needed to create databases. Lastly, they create credit research reports and so it is crucial for them to have analytical and good written skills.
Employee Performance Review Sample | |
|---|---|
| Employee's Name: | Title: |
| Review Period: __/__/__ to __/__/__ | Employee SSN: |
| Work Location: | Supervisor's Name: |
Instructions |
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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. | Demonstrates well assertive and decisive ability when it comes to handling problems. Always feels comfortable and confident when seeking help or advice whenever stuck on solving any issue. | 2 |
| JUDGMENT SKILLS: Judgment is the ability to make a decision or form an opinion wisely especially in matters affecting action, good sense and discretion. | Compares the leadership potential and personal commitment of different project team members when choosing a project manager Tries to be as objective and measured as one can be, and seeks input from other employees where appropriate or necessary | 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 |
| TEAM BUILDING: Team Building represents various types of activities used to enhance social relations and define roles within the different teams at the workplace. | Contributes to the success of the team on a regular basis Great at working and understanding the team dynamics that are beneficial to the business | 2 |
| ADAPTABILITY: Adaptability is the ability to cope with and adapt to unexpected situations in any environment and staying connected with a great attitude. | Takes new challenges and looks for a new way to solve problems at short notice Keeps an open mind and shows willingness to learn new methods, procedures, and techniques that embrace change | 3 |
| 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. | Pays attention to the surrounding, the expressions, feelings, and actions of the people before interacting with them Sets oneself the challenge of having a conversation with a stranger every week in order to understand life in another person's perspective | 2 |
| 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. | Determines which requirements will be part of the goal achieving process and works hard to meet these requirements Keeps the list containing own goals in a place where one can frequently reference them in order to stay motivated | 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. | Communicates own strategies to all levels of the company to make sure that everyone is operating within the same goals Foresees situations that may break the ongoing strategies and deals with them before they actually happen | 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 Encourages others to appreciate and experience different ways of doing and seeing things | 2 |
| PROCESS IMPROVEMENT: Process Improvement is the creation of new processes or improving the existing ones that will work and take your corporation to the next level. | Gathers knowledge to assist in modeling a process to make it work as expected Encourages parallel processing of related processes to improve process efficiency | 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? How well do you consider having a concrete conclusion when presenting your ideas? | [employee comments] |
| JUDGMENT SKILLS: Can you give two examples of situations where you have used logic and good judgment in solving a problem? How did you go about it? Is there a time when you have made a terrible mistake due to poor judgment? What was the mistake? How was it fixed? | [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? Is there a time when you have encountered a problem due to lack of knowledge of your company processes? How was the problem solved? | [employee comments] |
| TEAM BUILDING: Are you a team player or a mere observer? What do you need to change? Do you easily cooperate with others when asked to or do you follow your own ideas without submission? | [employee comments] |
| ADAPTABILITY: If you were given a new project to lead without prior knowledge, what steps would you take to tackle it? When have you been forced to attend to an emergency in an unusual way and what was the outcome? | [employee comments] |
| EMPATHY: In your opinion, what are the ingredients in building and maintaining good relationships with colleagues at work? Why is it important for employees to show empathy towards each other as well as towards their customers? | [employee comments] |
| REALISTIC GOAL SETTING: Is there a time when you failed to meet your goals because they were unreal? What did you do? What are some of the things that you have done to improve your ability to set realistic goals? | [employee comments] |
| LONG RANGE PLANNING: Describe a time when you have had a hard time accomplishing your long-range plan. What was the problem and how did you solve it? What are some of the things you have done to improve your ability to plan for the future? | [employee comments] |
| INTERCULTURAL COMPETENCE: What efforts are you making to enhance your understanding of individuals and groups with different cultural practices and beliefs? What are you doing to encourage individuals and groups with a different cultural background to work with each other? | [employee comments] |
| PROCESS IMPROVEMENT: What efforts are you making to learn more about new procedures? How often do you attend think tank and ideation sessions to learn new ideas on improving processes? | [employee comments] |
Summary |
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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: |