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

A Claims Collector is responsible for ensuring companies get paid. Their job is to track down people who owe money from overdue bills, negotiate the repayment and follow it up to ensure it's repaid. This is usually done via the telephone or by mail, post office, web or any other means.

The primary roles for this position are keeping track of assigned accounts to identify outstanding debts, locating and contacting debtors to inquire about their payment status, planning a course of action to recover outstanding payments, updating account status and database regularly, creating trust relationships with borrowers when possible to avoid future issues, investing and resolving discrepancies, handling questions and complaints of any form, complying with requirements when legal action is unavoidable alerting superiors of debtors unwilling or unable to pay when necessary.

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

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.

Demonstrates a good air of confidence and poise when articulating issues or expressing own feelings.

Knows how and when to give constructive feedback to others and easily accepts correction.

2

KNOWLEDGE OF COMPANY PROCESSES: Knowledge of Company Processes is the in-depth understanding of a collection of related, structured activities that serve a particular goal for a group of customers or clients who are valuable to the enterprise.

Does not keep clients' contacts that can provide assistance or work-related information in future

Does not show the willingness to look for new ways that add value beyond a customer's immediate request

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.

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

Focuses on personal needs rather the needs of the entire team

1

CREATIVITY: Creativity is the skill of turning new and imaginative ideas into reality through the ability to perceive the world in new ways, find hidden patterns, make connections between unrelated phenomena and generate solutions.

Crafts viable and inventive solutions required during a crisis season

Expert at taking creative ideas and changing them into workable solutions

2

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.

Has gained professional recognition fast due to the growth posted

Listens to the counsel of the management and coworkers and adjusts where there is need

2

ADAPTABILITY: Adaptability is the ability to cope with and adapt to unexpected situations in any environment and staying connected with a great attitude.

Tends to be so consistent following own job description thus being resistant to change

Adapts well to small changes, but struggles when there is a larger issue that affects the whole office or department

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.

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

CUSTOMER SERVICE: Customer Service is the ability to cater for the needs of the client by providing excellent customer service without compromise.

Does not manage the expectations of customers by failing to give reasons for delays

Ignores customers with unrealistic demands and makes little attempts to negotiate with them to reach a middle ground

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.

Lacks enough capacity to work anytime from anywhere and on any device

Does little to seek for assistance when faced with challenges related to installing, using, and troubleshooting computer software

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:

Give an instance your personality affected your relationships with others. How did you resolve it?

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

[employee comments]
KNOWLEDGE OF COMPANY PROCESSES:

How do you prioritize customer's issues in order to ensure that service is provided to the customers even during critical periods?

What have you done to help improve your knowledge of your company's processes? How has this helped you and your colleagues?

[employee comments]
LEADERSHIP SKILLS:

Do you lead others where you are not willing to go?

Are you likely to favor and compromise justice in the event of a conflict?

[employee comments]
CREATIVITY:

Are there better methods you know of that can make the company more profitable?

Are you motivated to do better every time you give a workable solution to a challenge?

[employee comments]
PERSONAL GROWTH:

Do you make an immediate corrective action based on the coaching or feedback you receive?

Are you available to attend training and coaching workshops and do you benefit from them?

[employee comments]
ADAPTABILITY:

If you were given a new project to lead without prior knowledge, what steps would you take to tackle it?

Can you think of a time when your task or project suffered a setback? How did you react?

[employee comments]
COMPETITIVENESS:

What are some of the projects, tasks or activities you took part in to improve your personal skills?

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

[employee comments]
CUSTOMER SERVICE:

Is there a time when you were asked a question and you were unable to answer? Did you seek assistance?

What efforts are you making to gain more understanding about company products?

[employee comments]
TECHNOLOGY SAVVY:

What efforts are you making to improve your capacity to work anytime from anywhere and on any device?

What are you doing to increase your capacity to operate 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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