Use this sample and step by step explanation to craft a meaningful employee performance feedback review for a risk manager. Find the right words with quality phrases.
A Risk Manager is subject to managing all risks in an organization - the employees, customers, reputation, assets and interest of stakeholders. This position works with companies to assess and identify the potential hazards which may hinder the safety, security, status and financial prosperity of the business. With the risks identified, assessed and evaluated, risk managers are assigned the implementing process to ensure it is fully prepared to deal with any potential threats.
More responsibilities for this position include planning, designing and implementing the risk management process for the business, the risk assessment that involves analyzing risks as well as identifying and estimating the risks affecting the business, establishing and quantifying the business's risk appetite with the level of risk they are prepared to accept.
Employee Performance Review Sample | |
|---|---|
| Employee's Name: | Title: |
| Review Period: __/__/__ to __/__/__ | Employee SSN: |
| Work Location: | Supervisor's Name: |
Instructions |
|
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 |
|---|---|---|
| PRESENTATION SKILLS: Presentation Skills are useful in getting your message or opinion out there in many aspects of life and work, though they are mostly used in businesses, sales, teaching, lecturing, and training. | Does not exude confidence and poise when delivering a presentation. Does not use the visual aids to help deliver a powerful conversation. | 1 |
| 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 Explains one's own decision to those affected or involved and follows up to ensure effective and proper implementation | 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. | Does not keep clients' contacts that can provide assistance or work-related information in future Does not help other employees understand the strategic goals of the company and how their work relates to these | 1 |
| TEAM BUILDING: Team Building represents various types of activities used to enhance social relations and define roles within the different teams at the workplace. | Takes personal opinion very seriously and does not accommodate anybody's opinion Highly inconsistent and cannot be relied upon by fellow workmates to assist in the project | 1 |
| MANAGEMENT SKILLS: Management Skills are also known as leadership skills and involve planning, decision making, delegation, time management and time management to ensure optimum organization in focus and the technical of how and why of accomplishing tasks. | Highly responsible with the staff always informed what is happening in their professional and personal life Establishes and maintains a corporate culture of reliability and caring | 2 |
| PARTICIPATIVE MANAGEMENT: Participative Management is also known as employee involvement is the participation of all stakeholders at all levels of the organization in the investigation of problems, development of strategies and implementation of solutions. | Constantly look for potential talent gaps and goes out of the way to motivate employees towards the right direction Consistently encourages the employees to develop and grow their skills to become better | 2 |
| APPEARANCE AND GROOMING: Appearance and Grooming are the way one presents themselves in a professional environment or the workplace with the aim of gaining positive impression and respect as well. | Highly inconsistent in enforcing and following the company policies and procedures Inconsistent in following and keeping major ethical business practices that matter to the company | 1 |
| PERSONAL GROWTH: Personal Growth is the improvement of one's awareness, identity, developing talents and potential to facilitate the growth of oneself and the position they handle at the workplace. | Sets unchallenging personal goals that in most cases end up not met Jumps from one goal to the other without accomplishing anything | 1 |
| PERSONAL RELATIONSHIPS: Personal Relationships is the relationship between individuals who have or have had a continuing relationship of any nature either professional or informal. | Shares confidential information about the company or colleagues with other employees or on social media Makes excuses when one is unable to work or does not understand what the project is about instead of asking for clarification | 1 |
| SEEING POTENTIAL PROBLEMS: Seeing Potential Problems is the ability to structure the current situations and identify developments that could cause problems in the future. | Does not inform employees of changes that are about to be introduced thus makes them feel under pressure to react Jumps into solution mode even before one understands the problem thus sometimes makes a small problem seem bigger than it should be | 1 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| PRESENTATION SKILLS: What was the highest score or reviews you received for any presentation that you have made so far? What do you like or dislike most about giving presentations? | [employee comments] |
| JUDGMENT SKILLS: Describe a time when you have had to think on your feet in order to extricate yourself from a difficult situation. What was the outcome In your opinion, what factors should one consider when comparing the pros and cons of two potential vendors for processing payroll? | [employee comments] |
| KNOWLEDGE OF COMPANY PROCESSES: Can you give an example of one or two times when you have presented new information to key decision-makers to help them understand a situation? 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] |
| TEAM BUILDING: Should you take a more active role and contribute more to your future teamwork? What is one specific lesson you learned from your team that you could not learn by working alone? | [employee comments] |
| MANAGEMENT SKILLS: What role have you played in your team and their success? What are the most important values you demonstrate as a leader? | [employee comments] |
| PARTICIPATIVE MANAGEMENT: Do you give enough directions to the employees or you leave them to figure things out? How well do you advise those who want to grow and expand their career? | [employee comments] |
| APPEARANCE AND GROOMING: Are you introducing a good or bad example to other employees who are watching you? Are customers more attracted to your confidence, skills, and good grooming? | [employee comments] |
| PERSONAL GROWTH: Do you value hard work and are you interested in making the best out of it? Would you like to see your career grow as the company does? | [employee comments] |
| PERSONAL RELATIONSHIPS: Describe a time when you have been able to address an angry customer and build a great relationship. What was the problem and how did you handle it? How do you make sure to keep the existing relationships with other employees and customers strong every single day? | [employee comments] |
| SEEING POTENTIAL PROBLEMS: Describe a time when you have been able to see a huge future problem. What made this possible and how did solve it? When hiring employees, how do you make sure that they are the best fit for the position at hand? | [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: |