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

A commercial loan reviewer analyzes and assesses the forwarded information by commercial applicants to ensure that it complies with the state legislations and the lending company's policy. He/she specializes only on commercial customers.

Other duties include reviewing portfolio focusing on various factors such as quality of asset, commercial loan type, risk, and size, ensuring that the information provided is compliant with the quality standards and keeps records of the review process. They also find errors in loans and validate rating system and also makes sure that lending processes are fair but still maintaining a profit-based strategy. Lastly, he/she may be involved in the review of appraisal files and other legal records.

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

COOPERATION WITH COLLEAGUES: Cooperation is the process of working with groups or teams for a common mutual benefit as opposed to working in competition or for selfish ambition.

Always focused on the do it alone projects forgetting the ability of teamwork

Is shy and afraid to speak up their mind in a team meeting

1

HANDLING STRESS: Handling Stress is the skill to balance the requirements of the job and your abilities or available resources in performing it.

Accepts help from trusted friends and family members in order to improve one's ability to manage stress

Meditates regularly in order to control the thoughts that can trigger stress at work

2

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.

Creates a vision board but does not put it in a place where one can see it thus fails to achieve own goals

Creates vague goals without being specific on how one will make the goals become real

1

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

Does not stay on top of repeat problems that distract the smooth running of the company and its productivity

1

SELF-DISCIPLINE AND SENSE OF DUTY: Self-Discipline and Sense of Duty is an active effort which helps in developing set ways for your thoughts, actions, and habits empowering your to stick to your decisions.

Pays attention to own mistakes in order to learn new ways to deal with them if they happen again in the future

Looks at the personal obstacles that one has overcome in the past in order to step out and stand up to do the right thing

2

FINANCIAL MANAGEMENT: Financial Management is the skill of learning how to handle accounting, finance, and organizational management through providing daily data on the operations that take place every day.

Applies for loans when the company finances are still in good shape in order to increase chances of securing the loans

Follows up sent invoices using text messages or emails; creates set templates for SMS and email follow-ups

2

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

Fails to attend conferences and rarely signs up for training sessions that present networking opportunities with other professionals

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

Possesses little understanding of the perspectives of others and does not bother to make improvements

1

SCHEDULING: Scheduling is creating daily workflow charts that the employees are supposed to follow when working and submitting their projects.

Often forgets to add some contingency time for unexpected events when scheduling tasks

Shows unwillingness to work steadily towards both career and personal goals

1

TECHNICAL SKILLS: Technical Skills are the abilities and knowledge mostly related to mechanical, IT, scientific and mathematical needed to perform specific tasks in the workplace.

Lags behind others in keeping technical skills current and has a negative attitude towards learning complex skills

Does not understand the basics of coding and programming and is always unable to design simple programs

1

Self Evaluation

Self Evaluation Question

Employee Comments

COOPERATION WITH COLLEAGUES:

Are you available when your team needs you to finish tasks?

Do you deserve a promotion gauging from the work you have done as a team?

[employee comments]
HANDLING STRESS:

How do you know a colleague is stressed up? What skills do you use to help colleagues manage stress?

Which specific areas in your current department do you find to be the most stressful?

[employee comments]
REALISTIC GOAL SETTING:

How do you decide on your goals? How do you ensure that they are realistic?

How do you prioritize your goals in order to make them more achievable?

[employee comments]
RESULTS ORIENTATION:

Describe a particular time when you have been effective in prioritizing tasks and accomplishing a goal on schedule. What are the challenges you faced and how did you overcome them?

Describe a project/goal that required you to pay attention to detail. How did you go about accomplishing it?

[employee comments]
SELF-DISCIPLINE AND SENSE OF DUTY:

What are some of the things that you have done to help nourish your self-discipline? How has this helped you in developing a sense of duty?

How do you schedule your tasks and activities for the day in order to remain focused and motivated to accomplish them?

[employee comments]
FINANCIAL MANAGEMENT:

What are some of the methods you have used to help your company manage its finances effectively?

What factors do you consider when making a major purchasing decision? Give an example of the last time this happened

[employee comments]
BUSINESS TREND AWARENESS:

Can you think of any business trends that you predicted accurately?

Do you encourage your colleagues to attend conferences and local events that provide networking opportunities with other professionals?

[employee comments]
DIVERSITY AWARENESS:

What are you doing to be seen as a person who can address diversity concerns of other people?

Can you think of a situation where you failed to accept diverse views? How did you correct the situation?

[employee comments]
SCHEDULING:

What are you doing to create a balance between quality and quantity when scheduling tasks?

How often do you encourage others to work steadily towards both career and personal goals?

[employee comments]
TECHNICAL SKILLS:

What do you to ensure that your technical skills are current?

Have you ever attempted to apply your technical skills to create a new and working system from scratch?

[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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