Use this sample and step by step explanation to craft a meaningful employee performance feedback review for a commercial credit reviewer. Find the right words with quality phrases.
A commercial credit reviewer is mandated to determine if a commercial establishment has the capability of repaying its loans. He/she analyzes the company's financial statements. He/she is a team player working with clients and managers.
Other specific tasks include assisting the credit company to minimize lending risks by analyzing balance sheets and income statements. He/she may also focus on historical trends of the firm's finances and its performance over time and is also required to prepare a report of his/her analysis of the commercial consumer's credit situation. In addition, he/she will be needed to make a payment structure if the loan committee extends credit to the customer.
Employee Performance Review Sample | |
|---|---|
| Employee's Name: | Title: |
| Review Period: __/__/__ to __/__/__ | Employee SSN: |
| Work Location: | Supervisor's Name: |
Instructions |
|
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. Not willing to accept corrections and take calculated risks when necessary. | 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. | Encourages and promotes innovation, teamwork, and inclusiveness amongst the employees. Knows how to negotiate on issues effectively and to get the best deals from the negotiations. | 2 |
| 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. | Creates an environment where members are afraid of airing their views for fear of being judged Sets an endless series of meetings with the team members in which little is accomplished | 1 |
| GIVING FEEDBACK: Giving Feedback is one of the most powerful tools to develop employees and improve performance through honest feedback of the work done best and areas that need improvement. | Gives feedback that goes on for too long without giving the other person time to process the information he/she has received Often dumps a slew of complaints on one employee all at once instead of focusing on correcting one thing at a time | 1 |
| ETHICAL BEHAVIOR: Ethical Behavior is acting in policies that are consistent with what the society and individuals typically think are good morals or values. | Always ascertains that all the staff are treated fairly without favoritism Provides ongoing coaching to employees that increase their awareness on the importance of professional treatment in the workplace | 2 |
| HANDLING STRESS: Handling Stress is the skill to balance the requirements of the job and your abilities or available resources in performing it. | Takes one's annual leave each year and makes sure that one has a proper break from work Makes sure to have one or two colleagues who are willing to assist in the time of stress in order to reduce one's stress level | 2 |
| RESULTS ORIENTATION: Results Orientation is knowing and focusing on outstanding results and working hard to achieve them because they are significant. | Easily loses focus when faced with problems and gives up even before the problems are resolved Is not able to communicate properly, own understanding of the tasks or projects and the desired results | 1 |
| LONG RANGE PLANNING: Long Range Planning is setting long-term goals and objectives for your business or project to ensure its growth and sustainability is reached by all the employees. | Develops a company's vision but does not indicate where the company is headed or where one wants it to be Does not take the time to track own progress on the plan or make modifications | 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 Rarely participates in events that are diversity-related and makes little efforts to promote them | 1 |
| TRAINING OTHERS: Training is the ability to expand the knowledge base by learning new truths that are useful in the workplace. | Shows unwillingness to participate in specialized training programs and lacks the interest to look for more training opportunities Lacks the interest to learn new skills and has a negative attitude towards complex training sessions | 1 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| CRITICAL THINKING: Elaborate on a given occasion that you made the best decision. How did you feel about it? How well do you consider having a concrete conclusion when presenting your ideas? | [employee comments] |
| ADMINISTRATIVE SKILLS: Do you encourage those under you to perform professionally at all times? Give an instance of any administrative blunder you have ever made and how did you resolve it? | [employee comments] |
| COLLABORATING WITH OTHERS: Can you describe a team experience which you have found rewarding? Is there a time when you have had to work with a team that did not get along? What did you do? | [employee comments] |
| GIVING FEEDBACK: Describe a time when you have helped an employee accept change and make adjustments necessary to move forward. How did you go about it? How do you recognize and motivate employees who have constantly demonstrated excellent performance at work? | [employee comments] |
| ETHICAL BEHAVIOR: Are you reliable to lead the team without showing favoritism to some members of the team? Do you provide honest feedback when asked to give any? | [employee comments] |
| HANDLING STRESS: How do you know a colleague is stressed up? What skills do you use to help colleagues manage stress? Is there a time when your work has been criticized? How did you receive the criticism? | [employee comments] |
| RESULTS ORIENTATION: Is there a time when you have handled a project that demanded a lot of effort? How did you go about it? Describe a project/goal that required you to pay attention to detail. How did you go about accomplishing it? | [employee comments] |
| LONG RANGE PLANNING: Describe the most recent long-range plan you have been involved in. What are some of the information you needed to start the process? What are some of the things you have done to improve your ability to plan for the future? | [employee comments] |
| DIVERSITY AWARENESS: What have you done to increase your understanding of the perspectives of others? What are some of the things you are doing to discourage harassment and bullying of people with diverse views? | [employee comments] |
| TRAINING OTHERS: What are you doing to concentrate during training sessions and do you encourage others to concentrate? Do you seek for extra assistance from colleagues on complex concepts learned in training sessions? | [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: |