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

A credit processor has the primary task of ensuring that all loan applicants get their loans on a timely basis to protect the company's credibility and inform them in the case of any loan issues such as late payments and bankruptcies. He or she will ensure that all borrowers attain the requirements for borrowing loans and credit.

Other duties that he or she will perform are; determining applicant's eligibility and suitability for applying for the loans; keep clients up to date with all the loan process, rules and obligations; access credit scores for all loan applicants; identifying customers? needs and seeing to it that their needs are meet as well as to ensure that all loan documents are up to date and maintained properly for easy referencing.

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

WRITING SKILLS: Written Communication involves the interaction that makes use of the written word with precision and logic making it the very common form of business communication.

Uses complicated and hard words excessively while writing hence creating a boring atmosphere to the reader.

Starts writing without first drafting the ideas down and modifying it.

1

NEGOTIATION SKILLS: Negotiation Skills are a deliberative process by which people settle their differences through an acceptable agreement to both parties to co-exist without argument and dispute in the workplace.

Strives to influence the outcome of any negotiation process positively.

Uses great verbal communication abilities to try to pass ideas across in a clear manner.

2

KNOWLEDGE OF COMPANY PROCESSES: Knowledge of Company Processes is the in-depth understanding of a collection of related, structured activities that serve a particular goal for a group of customers or clients who are valuable to the enterprise.

Does not know how to present information or data to key decision-makers or stakeholders in order to support their decisions

Is unwilling to raise ethical issues or compliance that protect the company's obligations and reputation

1

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.

Doesn't stay on top of issues mostly repeating problems that cause business disruption

Often makes decisions without weighing the possibility of alternatives from others

1

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

Takes time to organize one's desk in order to ease the sense of losing control that comes from too much clutter

2

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

Takes responsibility for resolving problems and works diligently in order to find the most effective solutions when problems occur

Plans, prioritizes and balances tasks in order to meet goals, commitments, and deadlines effectively

2

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.

Uses own position and power at work to disrespect and mistreat other employees

Allows oneself to be distracted by family issues at work thus lacks morale or motivation needed to accomplish own tasks

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.

Does not acknowledge the importance of training and hardly concentrates during training sessions

Rarely encourages team members to share concepts learned in training sessions

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.

Demonstrates little knowledge about how complex systems and processes work

Slow at learning new technologies and makes little effort to remain updated with technology

1

Self Evaluation

Self Evaluation Question

Employee Comments

WRITING SKILLS:

What is your best and worst piece of writing? Explain your answer.

Do you have a mentor to guide you in your writing and how has it benefited you so far?

[employee comments]
NEGOTIATION SKILLS:

Give an instance that you managed to negotiate on something. What was the result?

Have the results of any negotiation process gone against your expectations?

[employee comments]
KNOWLEDGE OF COMPANY PROCESSES:

How do you prioritize customer's issues in order to ensure that service is provided to the customers even during critical periods?

What have you done to help improve your knowledge of your company's processes? How has this helped you and your colleagues?

[employee comments]
ORIENTATION TO WORK:

Do you follow the company's policies in executing the tasks given?

How well do you relate to your co-workers and management?

[employee comments]
HANDLING STRESS:

Give an example of a time when you have worked with a team that was facing a very stressful situation. How did you help the team members handle the situation?

Describe a time when your project was faced with a situation that was not anticipated. How did you handle it?

[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]
SELF-DISCIPLINE AND SENSE OF DUTY:

How do you know when your behavior is about to get out of track and how do you regulate it? Describe a time when this happened

Describe a time when you have been able to juggle multiple important projects due to your ability to remain self-disciplined. What challenges did you face and how did you overcome them?

[employee comments]
DIVERSITY AWARENESS:

Have you participated in events that are diversity-related and what efforts are you making to promote them?

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

[employee comments]
TRAINING OTHERS:

What are you doing to learn new skills and to develop a positive attitude towards complex training sessions?

What efforts are you making to attend important training sessions?

[employee comments]
TECHNICAL SKILLS:

Have you ever made suggestions that improved an existing technical system?

Have you ever failed to follow technical instructions when using a new system? What did you do to improve?

[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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