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

A Billing Manager is liable for leading and planning all billing operations, maintaining revenue by establishing, implementing and controlling the billing system as well as streamlining ongoing billing processes across multiple markets. This job is highly visible and requires a strong leader with the ability to prioritize, plan and direct the department.

Other essential responsibilities include overseeing and streamlining billing and collections processes, closing of the billing group information every end of the month, planning and implementing quality assurance for all operations, staffing discussions, and planning interviews, assisting with the implementation of a new billing system, meeting billing financial standards through providing an annual billing budget information, monitoring expenditures, implementing corrective actions as required by the company, accomplishing billing departmental objectives by measuring the billing results against the plans.

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.

Fails to meet expectations in an effective and timely manner.

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

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.

Recognizes employees who go above and beyond the call of duty to get things done, in order to encourage them to continue working hard and incentivize others to take the initiative

Does not judge people when they make mistakes; sympathizes with them and lets them know that one understands that the mistakes they made were only human

2

TEAM BUILDING: Team Building represents various types of activities used to enhance social relations and define roles within the different teams at the workplace.

Shy away from assignments that require group efforts and does not show up for group discussions

Works well with the team only when heading a project but doesn't help others with their projects.

1

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.

Appears to become frustrated by clients who asks questions or require specific demands met

Does not practice leadership skills even when presented with an opportunity to do so

1

HANDLING STRESS: Handling Stress is the skill to balance the requirements of the job and your abilities or available resources in performing it.

Gets out of the workplace during lunch hour in order to feel refreshed and more productive in the afternoon

Makes to-do lists, prioritizes one's tasks and schedules enough time to complete each task in order to avoid stress from piled-up tasks

2

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

Aligns personal goals with those of the team or company and works hard to achieve them promptly and efficiently

2

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.

Waits until when the company faces financial problems to apply for loans and other credit

Does not create a cash flow budget thus loses track of how the company pays its expenses and how revenues are managed

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.

Has poor organization skills thus sometimes fails to know who does what, and when, or whether a project is complete or not

Does not find out the factors that could affect the project quality such as lack of training or change in suppliers

1

BUSINESS TREND AWARENESS: Business Trend Awareness is the capacity to be conscious of the changing ways in which the companies are developing in the marketplace.

Makes poor strategic decisions, does not utilize good opportunities and makes little efforts to overcome competition

Shows little interest to learn more about scientific and technical market research

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.

Shows little interest to learn more about keeping mobile devices and computers free from unauthorized access

Lags behind in using computers to execute repetitive, multiple, and complex tasks more efficiently

1

Self Evaluation

Self Evaluation Question

Employee Comments

ADMINISTRATIVE SKILLS:

Do you encourage those under you to perform professionally at all times?

How well do you manage the pressures of your administrative position?

[employee comments]
INSPIRING OTHERS:

What have you done to make other employees feel cared for and to earn trust from them?

Can you give an example of two people who have really inspired you in life? What has been their impact on your career life?

[employee comments]
TEAM BUILDING:

Where do you fit in the team work? What is your particular role in that team?

How effectively did you work together with others on this project?

[employee comments]
COMPETITIVENESS:

What is one thing you would like to improve about yourself in order to be more competitive at work?

Have you ever participated in a networking event? How did you interact with other people attending the event?

[employee comments]
HANDLING STRESS:

Can you describe a situation at work that really stressed you out to the maximum? How did you handle it?

Describe a time when your project was faced with a situation that was not anticipated. How did you handle it?

[employee comments]
RESULTS ORIENTATION:

Is there a time when you were not satisfied with the results you achieved for your goals? What was the problem?

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

[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?

Describe a time when your company was successful in reducing its expenses. What are some of the strategies you used and how did the company benefit from this?

[employee comments]
PROJECT MANAGEMENT:

What methods/techniques have you used to track the progress of a team project? Describe a time when you have prevented a project from derailing

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

[employee comments]
BUSINESS TREND AWARENESS:

What strategies are you using to get the latest information about current trends?

What strategies are you using to survey your competitors and are you noticing any results?

[employee comments]
TECHNOLOGY SAVVY:

How often do you seek for assistance when faced with challenges related to installing, using, and troubleshooting computer software?

Are there any times you had to seek for assistance on issues related to operating modern electronic devices?

[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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