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

A Reconciliation Clerk is responsible for balancing and reconciliation of internal and customer accounts as well as research and resolution of differences between issued item files and processed object files, production of financial reports for each of the accounts reconciled and contacting the customer regarding the reconcilement.

The essential functions of this position include processing, verifying and reconciling input documentation, performing verification and reconciliation of accounts, processing and reconciling transactions of complex nature, maintaining appropriate files, reports, documentation, and data, reconciling and rectifying customer ledger accounts, reconciling accounts receivable records with sales invoices, maintaining regular contacts with internal and external customers, ensuring follow-up action when necessary, reconciling and verifying bank deposits and payments.

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

CUSTOMER ORIENTED: Customer Oriented is a skill that focuses primarily on the client as the King offering quality services that meet the customer's expectations with an aim to inspire people rather than just try to sell their product.

Rarely solves customers? queries and refers them to the management for solutions.

Takes a lot of time handling an issue with a customer, which includes too high average time per call.

1

VERBAL COMMUNICATION: Verbal Communication is the use of tones and language to relay a message; it aids as a vehicle for expressing ideas, concepts and it, is critical to the daily running of the business.

Prepares adequately well before delivering that all-important speech before others.

Maintains good and proper body language while speaking to people.

2

PROBLEM SOLVING: Problem Solving is the skill of defining a problem to determine its cause, identify it, prioritize and select alternative solutions to implement in solving the problems and reviving relationships.

Does not know how to present a problem in ways that people can understand.

When faced with a high-pressure problem, does not maintain a cool head to be able to solve it 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.

Has a bad attitude and does not readily accept when given constructive feedback.

Is not easily approachable and gives off an impression of superiority to those who are around her.

1

COLLABORATING WITH OTHERS: Collaborating is willingly working with one another and cooperating in whatever task one is assigned without behaving poorly or having an attitude change that hurts others.

Addresses underlying causes of low participation; finds out why a group member is not fulfilling the assigned role or barely attending meetings

Develops a vision statement that reiterates the importance of collaboration, shared values, and inclusion in the workplace

2

DEALING WITH DIFFICULT PEOPLE: Dealing with Difficult People is learning how to tactfully calm down an obnoxious person who is either verbally attacking you or stealthily criticizing you or your professional contribution.

Does not disagree with impossible people; looks for ways to be agreeable with them or just ignores them in order to avoid fights

Considers interactions with difficult people as a way to build strengths such as grace, flexibility, and tolerance

2

DISPUTE RESOLUTION: Dispute Resolution is the method used to resolve disputes, conflicts or claims between two parties including arbitration, mediation, negotiation, and litigation.

Assumes that one knows what others are thinking and feeling instead of asking about their thoughts and feelings

Makes a case for how wrong the other person is and stays stuck in own point of view

1

MANAGEMENT SKILLS: Management Skills are also known as leadership skills and involve planning, decision making, delegation, time management and time management to ensure optimum organization in focus and the technical of how and why of accomplishing tasks.

Does not understand the necessary steps that lead to perfect performance

Does not handle complaints professionally causing turbulences in the team

1

REALISTIC GOAL SETTING: Realistic Goal Setting is the skill to hone in the specific actions that we need to perform to accomplish everything we aspire to live.

Gives up on unreasonable goals instead of trying to adjust them as necessary to fit one's own reality

Sets goals based on what others want one to become instead of aligning them with the vision one has for own life

1

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

Uses inflammatory language towards difficult customers and argues with objecting customers

Demonstrates insufficient knowledge of company products and does not bother to stay updated with changes to products

1

Self Evaluation

Self Evaluation Question

Employee Comments

CUSTOMER ORIENTED:

Have you ever anticipated an adverse reaction from a customer? Which measures did you take?

Which biggest challenge have you encountered in customer service and how did you deal with it?

[employee comments]
VERBAL COMMUNICATION:

Who is the greatest orator that you admire and why do you admire them?

How do you respond to feedback and criticism and do you encourage people to give you feedback and citric your speech?

[employee comments]
PROBLEM SOLVING:

Give an instance you solved a problem, and it was successful.

Are you in most cases conversant with what the problem is before you solve it?

[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]
COLLABORATING WITH OTHERS:

Can you give the best example of a time when you worked cooperatively as a team member to complete an important task?

Can you describe the most disappointing team experience you have ever had? Is there anything you could have done to prevent it?

[employee comments]
DEALING WITH DIFFICULT PEOPLE:

Describe a time when you had to disagree with a new rule in the company? How did you present your argument?

What are some of the techniques you have used or things you have done to improve your ability to handle difficult people?

[employee comments]
DISPUTE RESOLUTION:

Describe a time when you have had to "go to the source" in order to address an issue. What was the outcome?

Is there a time when you have resolved an issue by simply finding some common ground? How did you feel about it?

[employee comments]
MANAGEMENT SKILLS:

How do you organize a department or the team to ensure they perform well?

Do your workers respect or fear you and do your leadership role intimidate them?

[employee comments]
REALISTIC GOAL SETTING:

Is there a time when you failed to meet your goals because they were unreal? What did you do?

What have you done to help other people to set realistic goals? Give the last time you did this

[employee comments]
CUSTOMER SERVICE:

How do you respond to customers who make unrealistic demands?

Are there any instances where some customers declined following a queue? How did you correct such situations?

[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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