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

A credit control analyst deals with consumer or commercial credit activities. He/she analyzes and controls credit activities from when a loan is offered to its repayment. They act as the custodian of the company ensuring that credit is only offered on merit and that the repayment is made in time and according to the terms.

Other duties include checking the credit status of the customer and reviewing information about the commercial or individual customer, in determining if they are suitable for credit. He/she is also involved in the development of the credit control system, determines the terms and conditions for payable and receivable balances and is also responsible for maintaining contact with the customers to ensure debts are paid in time. He/she also reports to the management on the debt situation of the company among other functions as required by the employer.

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

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.

Uses strategic approachability and skill when it comes to solving issues.

Looks at issues in different angles and not in a one-sided way.

2

ADMINISTRATIVE SKILLS: Administrative Skills are all the services related to the running of a business or keeping an office organized while supporting the efforts of the management team.

Demonstrates good knowledge of technology issues and can comfortably use and maintain technology related equipment.

Always seeks to improve and improvise the effectiveness and efficiency of administrative tasks.

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.

Defines clear and realistic goals and comes up with ways that enable one to accomplish the goals effectively

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

2

OFFICE POLITICS: Office Politics is a tool that assesses the operational capacity to balance diverse views of the interested parties of the human interactions that involve power and authority.

Avoids topics that make co-workers and managers think about the sensitive office issues in order to save oneself from gossip

Avoids seeking revenge or bad-mouthing when wronged by a colleague

3

MANAGING REMOTE TEAMS: Managing Remote Teams is working under no physical supervision from your manager or supervisor while staying on task and communication to report on the daily progress.

Uses project management tools that have file sharing and collaboration features when one has files or documents that need to be shared remotely

Makes sure that each team member has downloaded and knows how to use the apps one has chosen for the company

3

COMPETITIVENESS: Competitiveness is the skill of being able to compete as a team or a company with other enterprises in the same line of entrepreneurship and emerging as the winner.

Joins associations with like-minded professionals to help create relationships that can help tap new, exciting ideas into the business

Takes advantage of free online education options in order to keep updated on emerging trends on one's career

2

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.

Remains calm, actively listens and tries to focus on the positive in order to manage challenges and maintain momentum in day-to-day work

Maintains awareness of one's own emotions and uses this knowledge to guide one's actions and to think in a favorable manner

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

Writes specific statements that give a summary of how the company plans to achieve its mission or approach the market

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

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.

Encourages automation of manual processes to enhance efficiency and accuracy

Encourages parallel processing of related processes to improve process efficiency

2

Self Evaluation

Self Evaluation Question

Employee Comments

CRITICAL THINKING:

Give an instance you hurriedly made a decision without thinking it through and what was the result?

Do you usually look at issues in a one-sided manner or at different angles?

[employee comments]
ADMINISTRATIVE SKILLS:

How well do you encourage your employees to be the best they can be and to trust in their abilities?

How well do you manage the pressures of your administrative position?

[employee comments]
KNOWLEDGE OF JOB:

Can you describe two instances when you have demonstrated knowledge of job at work?

How do you make sure you have all that is needed to perform a certain task or accomplish different goals?

[employee comments]
OFFICE POLITICS:

What have you done to stay away from office drama and politics?

How would you rate your ability to work with others?

[employee comments]
MANAGING REMOTE TEAMS:

What are some of the skills you look for when hiring employees to work remotely?

Is there a time when your system shut down such that you could not communicate with your remote workers? What did you do?

[employee comments]
COMPETITIVENESS:

What are some of the things you have done to help co-workers improve their professional competitive skills?

Mention a time you made an intentional effort to get to know someone from another culture. What was the result?

[employee comments]
SELF AWARENESS:

Are there times when you have been able to avoid negative situations at work? What did you do?

Is there a time when you said something to your supervisor and later regretted saying it? What did you do?

[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?

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

[employee comments]
INTERCULTURAL COMPETENCE:

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

How often do you encourage others to appreciate and experience different ways of doing and seeing things?

[employee comments]
PROCESS IMPROVEMENT:

What efforts are you making to implement parallel processing of related processes?

How often do you use existing benchmarks to complete processes in accordance with the set standards?

[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:

Related Articles