Use this sample and step by step explanation to craft a meaningful employee performance feedback review for a collections specialist. Find the right words with quality phrases.
A Collections Specialist is liable for contacting clients as well as collecting outstanding payments while exhibiting professionalism and trustworthiness.
The essential responsibilities of this position include monitoring accounts to identify outstanding debts, reviewing open accounts for collection efforts, investigating historical data for each debt or bill, making outbound collection calls in a professional manner while keeping customer relations, processing payments and refunds, updating account status records and collection efforts, finding and contacting clients to ask about their overdue payments, taking actions to encourage timely dept. payments, resolving client billing problems and rescuing accounts receivable, collecting customer payments in accordance with the payment due dates, providing appropriate follow-up payment arrangements, reviewing and monitoring assigned accounts and all applicable collection reports.
Employee Performance Review Sample | |
|---|---|
| Employee's Name: | Title: |
| Review Period: __/__/__ to __/__/__ | Employee SSN: |
| Work Location: | Supervisor's Name: |
Instructions |
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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 |
|---|---|---|
| CRITICAL THINKING: Critical Thinking is the ability to think clearly and rationally while understanding the logical connection between ideas in a reflective and independent thinking. | Looks at issues in a one-sided manner instead of having different varied ways of looking at it. Not willing and inflexible to change tact or strategy when the initial plan fails to achieve the desired effect | 1 |
| 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. | Demonstrates good knowledge of technology issues and can comfortably use and maintain technology related equipment. Always seeks to improve and improvise the effectiveness and efficiency of administrative tasks. | 2 |
| 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. | Does not always seek to be a team player and contribute effectively to team affairs. Is not patient enough to handle issues and does not have a high tolerance level. | 1 |
| TEAM BUILDING: Team Building represents various types of activities used to enhance social relations and define roles within the different teams at the workplace. | Acts alone in most projects without involving others or engaging the team Works well with the team only when heading a project but doesn't help others with their projects. | 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. | Carries a unique imagination that produces innovative ideas profitable to the company Encourages teammates to think of better ways to solve problems | 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 Carries a great ability to outline the pros and cons of each course of action | 2 |
| ENJOYMENT OF THE JOB: Enjoyment of the Job is the ability to enjoy what you do rather than enjoying what you earn from it. | Finds oneself distracted by worrying about other things to be done thus, loses energy to tackle the task at hand Often gets frustrated and depressed when a project does not turn out as expected or after making a mistake | 1 |
| RESULTS ORIENTATION: Results Orientation is knowing and focusing on outstanding results and working hard to achieve them because they are significant. | Makes little effort to overcome obstacles, resolve problems, or find alternative methods to accomplish tasks or projects Is not able to communicate properly, own understanding of the tasks or projects and the desired results | 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. | Does not possess good predicting abilities and often predicts future trends with a high level of inaccuracy Shows little interest to learn more about scientific and technical market research | 1 |
| DIVERSITY AWARENESS: Diversity Awareness is the understanding that people are different and unique in their particular way and respecting their uniqueness. | Often makes jokes that are offensive to others and is disrespectful to people with diverse views Lags behind in driving positive change and is never seen as a person who can promote diversity issues of others | 1 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| CRITICAL THINKING: Do you get to appreciate and learn from your mistakes and how do you deal with making wrong decisions? How flexible are you when it comes to trying different ways of solving problems other than the intended way. | [employee comments] |
| ADMINISTRATIVE SKILLS: Do you think you are a good role model to your junior staff? How conversant are you with the technology while dispensing your administrative roles? | [employee comments] |
| INTERPERSONAL SKILLS: Do you find it easy to strike a conversation with other people? How well do you receive and at the same time give constructive feedback? | [employee comments] |
| TEAM BUILDING: Are you a team player or a mere observer? What do you need to change? What is the one particular lesson the team learned from you that they did not have before? | [employee comments] |
| CREATIVITY: Do you understand how critical, creative thinking skills are to an organization? Are you motivated to do better every time you give a workable solution to a challenge? | [employee comments] |
| ORIENTATION TO WORK: Do you follow the company's policies in executing the tasks given? How do you deal with office confrontation and do you feel justice has been served right? | [employee comments] |
| ENJOYMENT OF THE JOB: When you have extra time available in the workplace, what ways have you found to make yourself more productive? Do you prefer working as part of a team or alone? Given a choice, what percentage of your time would you allocate to each? | [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? When you have a lot of projects you need to complete, what do you do to accomplish them effectively and promptly? | [employee comments] |
| BUSINESS TREND AWARENESS: What efforts are you making to increase your accuracy in predicting future business trends? What strategies are you using to survey your competitors and are you noticing any results? | [employee comments] |
| DIVERSITY AWARENESS: What efforts are you making to promote professional development courses and forums that enhance diversity? Have you ever made a joke that offended the beliefs of someone else and how did you rectify the situation? | [employee comments] |
Summary |
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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: |