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

A Billing Credit Analyst is responsible for analyzing credit and financial reports to determine the risk involved in loaning money or extending credit. This post scrutinizes economic data like the market share, income growth and management quality to decide if loans will be lucrative.

The primary responsibilities include reviewing individual or commercial customer files to identify and select delinquent accounts for collection, completing loan applications, including credit analyses and summaries of loan requests as well as submitting to loan committees for approval, comparing liquidity, profitability and credit histories of individual or company being evaluated with similar establishments to determine risk, compiling reports regarding finance and credit data, compiling data regarding funding and credit data.

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

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.

Does not take the time to consider all factors available before making a decision carefully.

Looks at issues in a biased and unfair way by not evaluating all factors.

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.

Knows how to manage time properly and ensures all tasks are completed before deadlines.

Effectively maintains proper records in an organized manner to avoid duplication or loss of data and information.

2

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.

Regards unconventional thinking as too risky and would rather dwell on the status quo

Considers the idea of imagining outside the box as a fad

1

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

Gets overwhelmed when multi-tasking. Feels overloaded when juggling several tasks or when under pressure

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.

Attends regular networking events in the community in order to develop real, authentic connections with other business professionals

Seeks out opportunities for growth and expanding self horizons in order to have more to offer at work

2

ENTHUSIASM: Enthusiasm is an intense enjoyment or a lively interest in a certain thing with a zest and a strong belief that can be felt by those around you.

Comes up with a system that squeezes the most productivity out of each day and sticks to it

Derives strength and inspiration from role models and tries to emulate them in order to achieve personal goals

2

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

Does not take the time to evaluate the effectiveness of a solution to a problem before implementing it

Constantly needs the management's input in regards to the end goals of the projects one is assigned or their results

1

DIVERSITY AWARENESS: Diversity Awareness is the understanding that people are different and unique in their particular way and respecting their uniqueness.

Dedicates little resources for supporting diversity and hardly communicates the value of diversity

Shows little willingness to accept feedback, learn, and listen to concerns of others

1

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

Hardly encourages team members to take part in training sessions

Does not make any effort to evaluate the outcomes of a training session

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.

Often fails to proofread and edit reports and proposals before submitting

Does not demonstrate willingness to learn how to integrate primary data and secondary sources accurately

1

Self Evaluation

Self Evaluation Question

Employee Comments

CRITICAL THINKING:

How well do you research and gather facts and information before solving an issue?

Do you usually look at issues in a one-sided manner or at different angles?

[employee comments]
ADMINISTRATIVE SKILLS:

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

Give an instance, or example that you can say is your proudest moment of being in an administrative capacity?

[employee comments]
CREATIVITY:

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

Are you interested in becoming better in your creative skills?

[employee comments]
ADAPTABILITY:

What is the biggest change you have dealt with and how did you cope with it?

Give a situation where you had to present to a group of clients with little or no preparation. What challenges did you face?

[employee comments]
COMPETITIVENESS:

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

Mention a time you made an intentional effort to get to know someone from another culture. What was the result?

[employee comments]
ENTHUSIASM:

Can you think of a situation where you were intensely motivated? When were you bored?

Is there a time when a task had to be completed, and you were able to focus your efforts and attention to get it done?

[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]
DIVERSITY AWARENESS:

What have you done to increase your understanding of the perspectives of others?

Have you ever made a joke that offended the beliefs of someone else and how did you rectify the situation?

[employee comments]
TRAINING OTHERS:

How often do you encourage team members to take part in training sessions?

Do you seek for extra assistance from colleagues on complex concepts learned in training sessions?

[employee comments]
WRITING REPORTS AND PROPOSALS:

What efforts are you making to learn the value of good written communication when writing reports and proposals?

What efforts are you making to learn how to convey technical ideas in an appropriate and reader-friendly language?

[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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