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

A Health Actuary is responsible for analyzing all the potential risks, profits, and trends that will affect their employers often in the health insurance, government health services or the medical provider industries. This position advises the companies on issuing policies to consumers that are based on risks, calculated premiums and upcoming changes in health-care costs.

The main primary responsibilities are, informing the employer on incentives and benefits to provide both the new and existing clients, keeping track of the health industry as well as the company's competitors to ensure the rates remain competitive, participating in day to day desk analysis and meetings to share findings with the rest of the department/team, communicating complicated statistical material clearly and concisely.

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.

Allows external opinions or difficulty in changing a situation to be an excuse for one not to follow own heart when making a decision

Is afraid of the consequences of making the wrong decisions and does nothing to work through that fear

1

SAFETY AT WORK: Safety is being protected from hurt or other non-desirable outcomes that may tend to overrule a situation and cause damages of different kinds.

Asks other employees for suggestions and ideas about improving safety in the workplace

Requires employees to read material safety data sheets for chemicals in order to know how to handle specific chemicals

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.

Sets goals but loses sight of the reasons behind them thus one is unable to stay motivated to accomplish them

Feels overwhelmed when there is too much work to do which kills one's motivation

1

MANAGING AT TEAM: Managing is the administration of an organization which includes activities of setting the strategy of an organization and coordinating the efforts of the employees to accomplish its objectives.

Throws employees under the bus for mistakes and makes excuses instead of owning up to the mistakes and being proactive about fixing them

Does not take the time to review the employees' performance, identify both the strong and weak areas and give feedback on the same

1

LEADERSHIP SKILLS: Leadership Skills are soft skills that assist leaders in positively interacting with employees or team members to make the workplace a great place.

Consistently emphasizes the importance of teamwork and personal goals by being an example

Precisely acknowledges the success of employees and recognize their contributions

2

PHYSICAL ABILITIES: Physical Abilities is the ability of one's strengths and limitations that are also known as the individual resources to perform well at the tasks given.

Successfully finds new effective ways to perform difficult tasks that nobody wants to handle

Always willing to jump in and learn something new to help make work easier

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.

Does not create time after work to think about the day or meditate about one's own life

Ignores solitude; does not see the need to set some time for self-reflection

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

Is always afraid to say yes to new challenges for fear of making mistakes

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.

Expresses own frustrations with anger instead of taking some time to breathe deeply and finding something positive about the situation

Builds work relationships with only the people in one's peer group or people one is similar to, which limits own career path

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 take the time to test a new feature before it is introduced to a project thus is not able to uncover hidden issues

Does not allow customers to try products before they buy, thus makes the customers have doubts on the products

1

Self Evaluation

Self Evaluation Question

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?

In your experience, when solving a problem as a team, do you come up with the most ideas or do you prefer to step back and follow other people's guidelines?

[employee comments]
SAFETY AT WORK:

Describe a time when an accident happened at work. What caused the accident? What did you do to help those who were involved?

If you were chosen to conduct a company's safety audit, how would you go about it?

[employee comments]
MOTIVATING OTHERS:

What is one of the lowest points you have had at work? What did you do to remain motivated and accomplish your goals?

What situation(s) make(s) you feel demotivated at work? Is there anything you can do to change this/these?

[employee comments]
MANAGING AT TEAM:

Would you rather that your reporting staff respected you or feared you? Why? How would you inspire both reactions from them?

Is there a time when you have been a mentor to another aspiring manager? How did you go about creating that relationship?

[employee comments]
LEADERSHIP SKILLS:

Do you lead others where you are not willing to go?

Is the company's interest the center of your interest as you work?

[employee comments]
PHYSICAL ABILITIES:

Has the company provided all the protective gear required to handle such tasks?

Are you keen to check every detail at the start and close of every day?

[employee comments]
SELF AWARENESS:

Is there a time when you were surprised about the positive impact your words or behavior had on a colleague or client?

What is one area you have consistently developed in the last year?

[employee comments]
SELF CONFIDENCE:

When is the last time you asked for assistance on a certain project from a colleague? What was the project?

Is there a time you had to lead other employees in a certain direction, but you had some doubts? What did you do?

[employee comments]
PERSONAL RELATIONSHIPS:

Describe a time when you were successful in building a relationship with a difficult person at work. How did you go about it?

What have you done to improve the relationship between you and your bosses? How has this relationship benefited your career?

[employee comments]
SEEING POTENTIAL PROBLEMS:

Is there a time when you have faced a huge problem that could have been prevented? How did you go about solving it?

How do you test a new software in order to make sure that it does not have hidden issues?

[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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