Use this sample and step by step explanation to craft a meaningful employee performance feedback review for an accounts collector. Find the right words with quality phrases.
An Accounts Collector is responsible for acquiring records for debts owed to the company or individual as well as receiving the post payments to accounts and collecting debts. This position maintains the overall files on the financial status of customer accounts.
The primary responsibilities for this post are sending out notices to overdue accounts, keeping records on the financial situation of auditors, collecting payments and post to accounts, reaching out to customers with unpaid debt with an attempt to collect them, keeping track of delinquent accounts, advising customers of default consequences and debt repayment, trying to repossess merchandise if client has not paid the debt, setting up compensation plans according to their ability to pay, making personal visits if required to collect debts.
Employee Performance Review Sample | |
|---|---|
| Employee's Name: | Title: |
| Review Period: __/__/__ to __/__/__ | Employee SSN: |
| Work Location: | Supervisor's Name: |
Instructions |
|
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 |
|---|---|---|
| TEAMWORK SKILLS: Teamwork is the process of collaboratively working with a group of people with an aim to achieve a set goal within a business ensuring that the staff and management cooperate using their skills and provide constructive feedback. | Does not listen to what other team members have to say and always interrupts when they are talking. Takes credit for work done by others and does not appreciate what others have done. | 1 |
| ACCURACY: Accuracy refers to the closeness of a measured value to a known value or standard that is passed by the governing laws. | Tries not to overwork to minimize chances of making errors. Produces or delivers work that is 100 percent reliable and trustworthy. | 2 |
| 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. | Does not make sound decisions and is always biased when making the decisions. Does not know how to use technology related equipment and processes properly. | 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. | Undercuts teamwork spirit by giving preferential treatment to some favorites Communicated to the team through reprimands creating a dull atmosphere | 1 |
| DEPENDABILITY: Dependability is the characteristic of being able to be counted on and relied upon by providing services that be trusted within a period. | Is highly regarded as dependable by both management and the team working together Can be relied upon to handle urgent tasks that no one wants to handle | 2 |
| ORIENTATION TO WORK: Orientation to Work is the introduction that is given to a new worker whereby he is introduced to coworkers and given relevant information like schedules, performance standards, benefits and facilities, names of the supervisors, etc. | Display sound judgment when deciding on alternatives and choices for performance With tight deadlines and budget constraints, remains highly decisive on the measures to take | 2 |
| COMPETITIVENESS: Competitiveness is the skill of being able to compete as a team or a company with other enterprises in the same line of entrepreneurship and emerging as the winner. | Shows unwillingness to assume responsibilities that are outside one's job description Does not practice leadership skills even when presented with an opportunity to do so | 1 |
| FINANCIAL MANAGEMENT: Financial Management is the skill of learning how to handle accounting, finance, and organizational management through providing daily data on the operations that take place every day. | Makes major purchasing decisions without first checking the company's budget or financial statements Mixes company money with personal finances thus finds it hard to keep track of the company profit or its expenses | 1 |
| TECHNOLOGY SAVVY: Technology Savvy is the introduction of the digital technology in the workplace as a strategy to make tasks run swiftly against doing them manually. | Puts little effort to encourage colleagues to utilize the power of computers to process tasks efficiently and accurately Lags behind in using computers to execute repetitive, multiple, and complex tasks more efficiently | 1 |
| TRAINING OTHERS: Training is the ability to expand the knowledge base by learning new truths that are useful in the workplace. | Makes little attempts to apply skills learned in training session to advance skill set and career Lacks the interest to learn new skills and has a negative attitude towards complex training sessions | 1 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| TEAMWORK SKILLS: How well do you work while you are on a team or a group? Are you always aware of your roles and responsibilities within the team and how do you feel about them? | [employee comments] |
| ACCURACY: Give an instance you overloaded yourself with work and how you would rate the work you submitted. Do you give other people your work to proofread again before presenting it? | [employee comments] |
| ADMINISTRATIVE SKILLS: How well do you handle your administrative roles to ensure you deliver good results. How well do you manage the pressures of your administrative position? | [employee comments] |
| LEADERSHIP SKILLS: Do you offer concern and assistance for poorly performing employees? Are you willing to learn new trends to equip you as a better leader? | [employee comments] |
| DEPENDABILITY: Are you willing to do whatever it takes to get the job done no matter the situation? Are your work results and your reliability in harmony and dos your record show that? | [employee comments] |
| ORIENTATION TO WORK: How well do handle pressure and stress in the workplace? Are you a fast learner or you need something repeated over and over again for you to understand? | [employee comments] |
| COMPETITIVENESS: Are there times you have had to demonstrate leadership skills at work in order to stand out from the rest of your colleagues? Are there situations where you made periodic mistakes while trying to learn something new? | [employee comments] |
| FINANCIAL MANAGEMENT: What tools/techniques have you used to keep track of the company's cash flow? How have these tools/techniques helped the accounts department? In your opinion, when do you think is the best time for a company to borrow a loan from the bank? Explain your answer | [employee comments] |
| TECHNOLOGY SAVVY: Have you ever utilized the power of modern computing power to assist you in making better decisions? How often do you encourage colleagues to use computers to execute repetitive, multiple, and complex tasks more efficiently? | [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] |
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: |