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

An Assistant Actuary is accountable for compiling and computing data according to statistical formulas for use in actuarial studies as directed by the senior actuary. This position also performs actuarial computations as well as compile charts and graphs for use by the senior actuary.

The primary responsibilities include, organizing paperwork like the survey forms, reports for distribution and analysis, computing and analyzing data using statistical formulas, computers or calculators, entering data into computers for use in reports and analysis, compiling statistics from source materials like production and sales records, test records, quality control, time sheets and survey sheets, compiling reports, graphs and charts that describe and interpret the findings of analysis, checking and verifying data source and accuracy.

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

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 goals but does not know how to zig and zag one's way or put a clear plan to achieve them

Is not a good communicator; does not watch what one says or how one speaks thus ends up hurting people when having conversations

1

NETWORKING: Networking is the process that encourages an exchange of information and ideas among individuals or groups that share the same interests.

Uses social media to stay abreast of new developments in one's field and to know the status of projects one is interested in

Balances the amount of talking one does with the amount of talking the other person does, in order to know when to ask questions, while networking

2

STRATEGIC PLANNING: Strategic Planning is organizational management activity that is used to set priorities, focus energy and resources, strengthen operations while guaranteeing that employees and other stakeholders are working towards common goals.

Looks at only a part of the company but not as a whole during a strategic planning meeting

Develops plans that leave too much room for interpretation thus employees misinterpret the plans and miss the intended mark

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.

Thinks about the goals but does not write them down thus ends up forgetting most of them

Creates vague goals without being specific on how one will make the goals become real

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 team members to paraphrase their understanding of the project and their roles in it as well as the consequences of not completing it

Regularly checks in with team members either in person or by phone in order to see how things are going and address issues

2

TIME MANAGEMENT: Time Management is the capacity for an individual to assign specific time slots to activities as per their importance and urgency to make the best possible use of time.

Knows what has to be done and what should not be done

Makes commitments to meet deadlines and makes productive use of the available time

2

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.

Constantly fails to comply with the set standards, guidelines, and processes required to manage knowledge

Constantly fails to recognize the importance of good communication when sharing knowledge

1

WRITING REPORTS AND PROPOSALS: Writing Reports and Proposals is the ability to record business reports and plans for the company or project following the policies and procedures of the company.

Demonstrates little understanding of all the key components of reports and proposals

Understands very few components of writing reports and proposals and does not show interest to learn more

1

DATA ENTRY: Data Entry is a skill to key in information from various sources as directed by the management while keeping to the policies and procedures of the company and ensuring they are accurate.

Possesses below average typing skills with below average accuracy and typing speed

Makes little effort to improve spelling, punctuation and grammar when typing data

1

MECHANICAL SKILLS: Mechanical Skills are the abilities to solve problems that arise in the workplace, although it may vary from one company to another.

Performs poorly in teamwork and is unable to work with a diverse group of people when solving problems

Demonstrates little understanding of how to use computer aided design technologies when converting design information into workable drawings

1

Self Evaluation

Self Evaluation Question

Employee Comments

INSPIRING OTHERS:

What are some of the books you have read, places you have been or things you have done that have inspired you the most?

Describe a time when you felt you were able to inspire other employees in a big way. What did you do?

[employee comments]
NETWORKING:

What qualities do you look for in professionals when networking?

What do you do when a client turns you down or shows no interest in what you have to offer? Give two examples of when this happened

[employee comments]
STRATEGIC PLANNING:

Can you describe a time when you have anticipated the future and made changes to current operations to meet future needs?

Describe a time when you have cooperated in the planning of a project. What was your role?

[employee comments]
REALISTIC GOAL SETTING:

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

What are some of the things that you have done to improve your ability to set realistic goals?

[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

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

[employee comments]
TIME MANAGEMENT:

Do you maintain a plan and say no to constant interruptions while working?

Is there a time you had to seek assistance from another person to solve a problem quickly?

[employee comments]
KNOWLEDGE MANAGEMENT:

What are you doing to improve your understanding on when to seek for new knowledge?

What efforts are you making to improve your skills in analyzing knowledge from different sources?

[employee comments]
WRITING REPORTS AND PROPOSALS:

How often do you encourage others to learn how to integrate primary data and secondary sources accurately?

How often do you encourage others to employ writing styles that are reader-friendly?

[employee comments]
DATA ENTRY:

What efforts are you making to improve your literacy and numeracy skills when working with data?

What efforts are you making to improve your typing skills?

[employee comments]
MECHANICAL SKILLS:

How often do you train yourself to improve your ability to read a wide range machine prints and diagrams?

How often do you undergo training on using computer aided design to enhance your ability to design machines?

[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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