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

A Manager Actuary is responsible for overseeing all the actuarial related matters that include modeling, valuation, experience study, data analytics, projections, accounting, reporting, corporate transactions, pricing, risk quantification and allocation.

The primary responsibilities include performing all actuarial reviews and valuation of insurance reserves, experiencing study and technical reserves calculation, insurance pricing, and valuation, presents marketing investigation, project management, and business development, reviewing and preparing reports as required, appraising all the cash flows and reserves before they are implemented, interacting with independent actuaries and clients for a better flow in the organization, communicating findings to customers and the management, preparing presentations and reports to table to the management, analyzing statistical data like accident rates to determine potential risks.

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

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 give audiences ample time to raise questions and to seek clarification if need be.

1

INSPIRING OTHERS: Inspiring is encouraging one to be their best in contributing to the vision of an organization where they are placed and entrusted to work.

Sets realistic goals and develops a clear plan to accomplish them in order to avoid issues or confusion in future

Expands one's horizons further than before while thinking about the impact one's actions will have on those around

2

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.

Has minimal concern for teamwork that affects the rest of the team

Focuses more on who is in the team rather than the team productivity

1

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.

Does not project an image of professionalism through the dressing

Gossips about the coworkers and picks battles easily bringing conflict in the workplace

1

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.

Establishes criteria for success in order to make it easier to track the goals' progress and know when one has achieved them

Makes goals for oneself without being concerned about what others want in order to make them personally meaningful

2

ROLE AWARENESS: Role Awareness is the ability to be informed of your role in a given environment as well as understand the expectations placed on a position and to see how they are met apparently.

Arrives early enough in order to take care of some of the little things, like settling in, before starting time

Anticipates setbacks beyond own control and is able to plan around them when they repeat themselves

2

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

Assumes to know everything that is happening in the company and does not seek input from other employees

1

MANAGING DETAILS: Managing Details is the skill of paying close attention to details of every element of your job performance to ensure nothing is overlooked.

Gets lost in the various details present in a project or task and ultimately loses focus on the actual project or task

Allows oneself to be caught up in office gossip or chit-chat instead of concentrating on the assigned task and producing correct and quality work

1

PROJECT MANAGEMENT: Project Management is structuring a to-do list for your project or company containing tasks and responsibilities as well as creating a roadmap for the execution of those duties promptly.

Stays in the office and focuses on own work instead of spending time with project team members, stakeholders, and clients

Fails to develop contingencies in the event of potential risks and does not work to propose possible solutions

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

Shows unwillingness to look for and adopt new ideas that can assist in improving own knowledge

1

Self Evaluation

Self Evaluation Question

Employee Comments

PRESENTATION SKILLS:

Have you ever gone for presentation without preparing well? How did the presentation go?

When it comes to nervousness, how do you manage or deal with it before hand?

[employee comments]
INSPIRING OTHERS:

Describe a time when you have had to give inspiration to a colleague who was constantly late at work. How did you go about it? Did the person take your advice?

Is there a time when you have had difficulties getting a colleague to accept your advice? What was your approach?

[employee comments]
LEADERSHIP SKILLS:

Are you reliable to answer the employees? questions without lying?

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

[employee comments]
APPEARANCE AND GROOMING:

Do you respect the professional boundaries that the company has set in regards to dressing?

What is your level of hygiene that you present to others?

[employee comments]
REALISTIC GOAL SETTING:

Is there a time when you failed to meet your goals because they were unreal? What did you do?

How have you ensured that your goals are measurable, achievable, specific and timely?

[employee comments]
ROLE AWARENESS:

Describe a project that failed because you were not aware of your role in it. How did you go about it?

In your opinion, do you think it is important for employers to develop ways to help employees become more aware of their positions it the company? Explain

[employee comments]
SEEING POTENTIAL PROBLEMS:

Is there a time when you have met resistance while trying to implement a solution to a future problem? Describe the situation

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

[employee comments]
MANAGING DETAILS:

Is there a time when you have failed to deliver a project on time because you didn't have all the required information? What happened?

How have you helped your team members improve their ability to manage details? How has this improved the overall productivity of the team?

[employee comments]
PROJECT MANAGEMENT:

What stress management techniques and problem resolution models have you used while managing a project? Illustrate your answer with a real life example

Describe the most difficult project that you have ever managed. What made it difficult and how did you go about it?

[employee comments]
KNOWLEDGE MANAGEMENT:

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

How often do you encourage others to participate in networking opportunities that can assist in gaining more knowledge?

[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: