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

A Collections Manager is responsible for overseeing business financial collection department, supervising the staff while ensuring all the money owed to the company is billed and received accurately and timely. This position often works for credit card companies or collection agencies to collect debts owed to them.

The duties of this position include supervising the collection personnel, interviewing and hiring group staff members, creating work schedules, reviewing employee interactions with customers to ensure policies and regulations are sincerely adhered to, studying customer accounts and authorizing various transactions, researching, developing and implementing collection procedures, ensuring debts are recovered, and the company does not suffer minimal losses.

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

ADMINISTRATIVE SKILLS: Administrative Skills are all the services related to the running of a business or keeping an office organized while supporting the efforts of the management team.

Shows a lack of poor planning and does not use the available resources in a right way.

Does not know how to use technology related equipment and processes properly.

1

INTERPERSONAL SKILLS: Interpersonal Skills are a set of abilities that enable a person to positively interact and work with others effectively while avoiding office disputes and personal issues with each other.

Appreciates the efforts taken by others to do any task and encourages them to be better.

Adept at taking instructions and ensuring to follow them to the book.

2

DEVELOPING OTHERS: Developing others is an unremitting process that focuses on the broader, longer-term growth of individuals to nurture them to their potential and promote future development.

Sets personal goals with none enhancing an excellent performance on the job

Cannot be relied upon to coach others or share knowledge

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.

Is never serious about handling the set goals within the time given

Works on the same project for an extended period and ends up failing to meet the objectives

1

RESULTS ORIENTATION: Results Orientation is knowing and focusing on outstanding results and working hard to achieve them because they are significant.

Nimbly navigates obstacles and problems even when facing complex and unique circumstances

Uses the appropriate methods, tools, and criteria in order to regularly evaluate the company's processes, services, and deliverables

2

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.

Analyzes and defines a problem, evaluates alternatives, finds a solution and decides how and when to implement the solution

Knows how to create projects' contracts with clear terms and conditions that are agreed upon by both parties, and how to administer the contracts

2

PROCESS IMPROVEMENT: Process Improvement is the creation of new processes or improving the existing ones that will work and take your corporation to the next level.

Ignores the perspectives of customers and vendors and thereby fails to meet their expectations

Ignores benchmarks and fails to complete processes in accordance with the already set standards

1

RESEARCH: Research is the ability to stay updated on the latest trends in different fields as per your concern or the concern of your company or business.

Demonstrates little understanding on how to use data reduction and synthesis methods to understand the patterns in data

Uses unreliable data collection methods when researching and does not understand the difference between quantitative and qualitative research methods

1

TRAINING OTHERS: Training is the ability to expand the knowledge base by learning new truths that are useful in the workplace.

Shows unwillingness to participate in specialized training programs and lacks the interest to look for more training opportunities

Rarely encourages team members to share concepts learned in training sessions

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.

Hardly conveys information and ideas in an appropriate format and language when writing technical reports and proposals

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

1

Self Evaluation

Self Evaluation Question

Employee Comments

ADMINISTRATIVE SKILLS:

Do you think you are a good role model to your junior staff?

How objectively are you when handling issues and are you governed by reason or emotions when performing your administrative roles?

[employee comments]
INTERPERSONAL SKILLS:

Do you find it easy to strike a conversation with other people?

Do you always seek to influence people in a good way and support them in their efforts?

[employee comments]
DEVELOPING OTHERS:

Are you a fast learner and can you impart what you learn fast enough?

Does the management count on you to deliver profitability in the business?

[employee comments]
PERSONAL GROWTH:

Do you consider the requirements carefully before handling any task?

Do you find it hard to work with the management in certain areas?

[employee comments]
RESULTS ORIENTATION:

What are some of the most common things that prevent people from achieving results from their goals? What do you think they should do differently?

Describe a time when instructions on a project were not clear. What made them unclear and what did you do?

[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 full project life cycle. How have you used the cycle to manage your projects effectively?

[employee comments]
PROCESS IMPROVEMENT:

What efforts are you making to implement parallel processing of related processes?

How often do you attend think tank and ideation sessions to learn new ideas on improving processes?

[employee comments]
RESEARCH:

Have you ever failed to communicate the purpose and outcomes of a research clearly? How did you correct the situation?

What efforts are you making to identify ideas and concepts that are relevant to a problem?

[employee comments]
TRAINING OTHERS:

What are you doing to concentrate during training sessions and do you encourage others to concentrate?

How often do you encourage team members to share concepts learned in training sessions?

[employee comments]
WRITING REPORTS AND PROPOSALS:

Have you ever failed to proofread and edit a report or proposal before submitting? How did you correct the situation?

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

[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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