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

A Financial Services Officer is liable for guiding buyers through the process of buying financial instruments like bonds, retirement plans and working out the procedures and regulations as well as connecting them with the sellers.

The primary roles for this post include collaborating with clients to customize financial product requirements, providing financial to customers and providing optimal customer relationship, analyzing credit worthiness of assigned portfolio directly with credit analyst, maintaining knowledge on market financial and credit services both for existing and new, preparing documentation to open and operate new business and consumer deposit accounts, developing customer base by optimizing cross-selling services and products, collaborating with clients to customize financial product requirements.

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

CONFLICT MANAGEMENT: Conflict Management is a situation where the interests, needs, values and goals of the involved parties interfere with one another in the workplace where different stakeholders have different priorities.

Feels the urge blame others for the problems at hand instead of trying to find a solution.

Uses harsh words on others when involved in any conflict.

1

INNOVATION: Innovation is the process of translating new invention into a service that creates value or brings better solutions that meet the requirements.

Not afraid to make mistakes and shows great resolve to learn from experiences.

Builds and maintains beneficial relationships, which helps achieve great results.

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.

Is not able to define and explain how own goals relate to the work of the company and its daily processes

Is not able to bring together aspects of a policy or trend into a clear picture for other employees to understand

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.

Is not clear when setting roles and responsibilities for the team thus team members end up getting confused on who is doing what

Does not understand the importance of setting goals or contributing solutions to problems

1

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

EVALUATING OTHERS: Evaluating others is the capacity to see the individuality in others and recognize a person's unique point of view.

Looks for evidence of a person persisting and never giving up in spite of difficult situations

Looks at how consistent a person is in finding new effective ways to perform tasks or solve issues

2

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.

Starts long-range planning without proper data thus misses some of the most important facts

Does not seek help from others even when one really needs it or doesn't understand a crucial part of the long-range planning process

1

RESOURCE USE: Resource Use is the ability to utilize the office supplies effectively while avoiding any wastage and ensuring everything is used correctly.

Sets clear goals but does not maintain a good communication strategy to let others know what is expected of them

Does not take the time to learn employee's strengths and skills thus matches the employees with inappropriate tasks

1

BUSINESS ETHICS: Business Ethics is the ability to learn what is right and wrong in the world of business and choosing to do what is right at all times.

Demonstrates an unresponsive attitude towards the concerns of others regarding inequality and unfair treatment

Frequently uses dishonest data, figures, and facts to support conclusions

1

INTERCULTURAL COMPETENCE: Intercultural Competence is the knowledge and skills to successfully interact with people from other ethnic, religious, cultural, national and geographic groups.

Shows unwillingness to understand individuals and groups with different cultural practices and beliefs

Hardly understands people with diverse cultural backgrounds and does not bother to provide a cohesive environment for everyone

1

Self Evaluation

Self Evaluation Question

Employee Comments

CONFLICT MANAGEMENT:

How did you manage your emotions when in a conflict management situation?

How readily do you accept when you are in the wrong and take full responsibility for your actions?

[employee comments]
INNOVATION:

What is the worst decision you had ever made when you were trying to solve a particular problem?

Describe the best and the worst decision you have ever made?

[employee comments]
KNOWLEDGE OF COMPANY PROCESSES:

Describe a situation where you have provided advice on procedures and the use of the company resources. Was your advice taken? If yes, what was the outcome?

Is there a time when you have encountered a problem due to lack of knowledge of your company processes? How was the problem solved?

[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]
DEALING WITH DIFFICULT PEOPLE:

Is there a time when you have had to deal with a difficult person at work? What was the problem? How did you go about it?

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

[employee comments]
EVALUATING OTHERS:

Is there a time when you have not been honest when giving feedback? If yes, why is that?

How do you think a company benefits from regularly evaluating its employees?

[employee comments]
LONG RANGE PLANNING:

Who do you involve when deciding on a long-range plan for your company and why?

Do you think a vision statement is important to a company? In your opinion, what are some of the things that must be included in vision and mission statements?

[employee comments]
RESOURCE USE:

What basic rules have you followed for successful resource planning? How has this helped you to manage resources effectively?

How have you determined the best resource for a specific requirement? Explain the last time this happened

[employee comments]
BUSINESS ETHICS:

Can you think of a situation where you found yourself straying from the truth and how did you avoid straying?

Have you ever found yourself in a situation where you had to question someone's integrity?

[employee comments]
INTERCULTURAL COMPETENCE:

What efforts are you making to enhance your understanding of individuals and groups with different cultural practices and beliefs?

What efforts are you making to enhance your knowledge about different cultures?

[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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