Use this sample and step by step explanation to craft a meaningful employee performance feedback review for a chief actuary. Find the right words with quality phrases.

A Chief Actuary is responsible for supervising the department that analyzes financial expenditures on a high government or corporate level with the aim of reducing losses. This position predicts the viability of various regional government investments using mathematical methods to evaluate all the possible outcomes of a financial system.

Their primary tasks include overseeing other actuaries while distributing and directing assignments, preparing reports and reviews of business functions like budgets, mergers and other standard records, designing and implementing policies and guidelines relating to actuary risk analysis, performing analytical and research duties of an organization, performing statistical demographic research and studying various financial options for an expenditure especially the insurance related expenditures.

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

PROBLEM SOLVING: Problem Solving is the skill of defining a problem to determine its cause, identify it, prioritize and select alternative solutions to implement in solving the problems and reviving relationships.

Not willing to be accommodative of other people's ideas and opinions.

When faced with a high-pressure problem, does not maintain a cool head to be able to solve it properly.

1

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.

Defines ambitious but realistic goals and accomplishes them while meeting performance and quality standards

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

2

MOTIVATING OTHERS: Motivating is using persuasion, incentives and mental or physical stimulants to influence the way people think or behave individually or in groups.

Often picks fights with uncooperative, unreasonable and frustrating employees, customers, and suppliers

Spends time with colleagues who are negatively minded thus gets discouraged to remain motivated at work

1

DECISION MAKING: Decision Making is the art of making choices by identifying a decision, gathering information and assessing alternative resolutions before settling on one.

Uses same old data and processes that one always have used thus ends up making poor decisions

Fails to connect the problem to the overall company strategy thus ends up making bad decisions

1

MANAGEMENT CONTROL: Management Control is a system that collects and uses the information to evaluate the performance of different organizational resources like the financial, physical and the organization performance as a whole.

Provides teams and individuals with the support they require to accomplish goals

Appropriately distribute resources depending on the priority of assignments given

2

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

Encourages the employees to learn to take responsibility for their performance

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.

Steps on everyone's toes in trying to manage the team given

Late in executing new plans or projects, therefore, late deliveries

1

SELF CONFIDENCE: Self Confidence is the ability to know who you are and what you are capable of doing which shows in your behavior, your body language, how you speak, etc.

Finds oneself taking a guess of what to say and having negative self-talk whenever handling a conversation

Finds it hard to accept one's flaws and feels like a failure at times

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.

Asks for feedback from employees regarding a project but does not develop ways to prevent the reported anticipated problems

Looks for the next product or service to sell rather than the next problem to solve thus fails to meet some of the customers' needs

1

KNOWLEDGE MANAGEMENT: Knowledge Management is the ability to manage knowledge and information that is presented to the company from different sources without overlooking any of them.

Rarely checks the currency of knowledge and does not put any effort into staying alerted for new information

Demonstrated unwillingness to share own skills, experience, and knowledge with colleagues and does not assist others when they need knowledge

1

Self Evaluation

Self Evaluation Question

Employee Comments

PROBLEM SOLVING:

Give an instance you solved a problem, and it was successful.

How well do you brainstorm before setting out to solve a problem?

[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?

What steps have you taken to encourage other employees to keep up-to-date with the company's rules, structures, networks, and systems?

[employee comments]
MOTIVATING OTHERS:

Can you give an example of a time when you overcame a significant problem, which made you very proud of yourself?

What qualities do you prefer in a supervisor? Can you describe a time when you worked with someone like this?

[employee comments]
DECISION MAKING:

Can you explain a difficult decision you have made regarding a project or task at work? What are some of the factors that influenced your decision-making process?

Can you give specific examples of decisions that you make rapidly and those that take more time?

[employee comments]
MANAGEMENT CONTROL:

Do you encourage ideas by inspiring team members and supervisors to become more innovative and engaging?

Do you volunteer for leadership positions offered in your company without looking at your job description?

[employee comments]
MANAGEMENT SKILLS:

How would the employees rate your leadership style, strengths, and weaknesses?

What are the most important values you demonstrate as a leader?

[employee comments]
FLEXIBILITY:

Are you adaptable to a new working environment with new people?

Do you handle all tasks with the seriousness they deserve do you take some for granted?

[employee comments]
SELF CONFIDENCE:

Can you describe a time you thought you were going to fail in a task? What did you do to succeed?

Have you had times when others questioned your ability to handle a certain task? How have you handled such situations?

[employee comments]
SEEING POTENTIAL PROBLEMS:

How have you helped other employees improve their ability to anticipate problems? Give an example

What are some of the project management tools, if any, that you have used to determine the future of your project?

[employee comments]
KNOWLEDGE MANAGEMENT:

What are you doing to improve your capabilities of reviewing knowledge requirements for new tasks?

What efforts are you making to look for new ideas that can assist you in improving your knowledge capabilities?

[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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