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

A credit analyst analyzes financial statements and current credit information of firms or individuals to assess the level of risk involved in lending money. He/she prepares documents using the credit information to be used in the decision-making process.

Other specific tasks include evaluation of customer records and formulate payment plans using savings data, earnings, purchase activity, and payment history. He/she also communicates with the credit associations and other relevant parties to facilitate credit information exchange. In addition, he/she handles loan applications and forwards them to loan committees for further review and approval. He/she may also be asked to compare the credit histories of corporations with others in the same industry. Lastly, he/she assists customers in resolving issues.

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

JUDGMENT SKILLS: Judgment is the ability to make a decision or form an opinion wisely especially in matters affecting action, good sense and discretion.

Does not take the time to understand the problem thus gives ineffective solutions or fails the entire decision-making process

Does not take the time to familiarize oneself with alternative solutions to a problem even when stuck between choices that feel inadequate in terms of achieving one's goals

1

KNOWLEDGE OF JOB: Knowledge of Job is essential to every employee who needs to have a clear understanding of how their jobs fit into the overall organization to eliminate carelessness and laxity.

Cultivates good relationships with the people in one's company and treats them with courtesy, respect, and kindness

Is always productive; gets the work done and moves on to the next thing as quickly as possible

2

PLANNING AND SCHEDULING: Planning and Scheduling are the act of establishing a plan for a set of tasks that needs to be completed and including when they should be done.

Suffers from a lack of planning in every aspect of the work

Assumes a wait and see approach on every project without taking any action

1

ADAPTABILITY: Adaptability is the ability to cope with and adapt to unexpected situations in any environment and staying connected with a great attitude.

Does not show confidence when working with teams or clients that may have a different way of thinking

Adapts well to small changes, but struggles when there is a larger issue that affects the whole office or department

1

COMPETITIVENESS: Competitiveness is the skill of being able to compete as a team or a company with other enterprises in the same line of entrepreneurship and emerging as the winner.

Joins associations with like-minded professionals to help create relationships that can help tap new, exciting ideas into the business

Grabs every opportunity that helps in getting noticed at work as this is a great step to building a professional competitive reputation

2

SELF AWARENESS: Self Awareness is the ability to have a sound understanding of who you are as a person and how to relate to the world in which you live by understanding your strengths and weaknesses and how to manage them in the workplace.

Maintains the ability to make good decisions and exercise sound judgment during difficult or stressful situations

Depicts high level of self-discipline and looks forward to learning new things and opportunities

2

PRACTICAL THINKING: Practical Thinking is the skill to think creatively about projects or work that requires your full attention to be completed and to bring great results.

Analyzes small things until they become bigger and scarier leading to a negative view of those things

Evaluates a situation based on assumptions from other people instead of investigating things for oneself

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

Is reluctant to use tools that allow teams to collaborate and improve their productivity as well as that of the company

1

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

Does little to create a welcoming atmosphere for individuals and groups with different cultural backgrounds

Does little to discourage intolerance between individuals and groups with different cultural practices and beliefs

1

WRITING REPORTS AND PROPOSALS: Writing Reports and Proposals is the ability to record business reports and plans for the company or project following the policies and procedures of the company.

Often fails to proofread and edit reports and proposals before submitting

Does not demonstrate willingness to learn how to integrate primary data and secondary sources accurately

1

Self Evaluation

Self Evaluation Question

Employee Comments

JUDGMENT SKILLS:

Is there a time you have made a difficult decision? How did you handle the feedback? Is there a way you could have handled the situation differently?

Is there a time when you have made a terrible mistake due to poor judgment? What was the mistake? How was it fixed?

[employee comments]
KNOWLEDGE OF JOB:

Can you describe two instances when you have demonstrated knowledge of job at work?

What techniques do you use to plan your daily tasks? How effective have they been?

[employee comments]
PLANNING AND SCHEDULING:

Are there any new goals or responsibilities that you have assumed since your last evaluation?

Do you have a workable daily schedule that you consistently follow?

[employee comments]
ADAPTABILITY:

Were there times you had to take in a new task when you were still heavily involved with another one?

Can you describe a situation where you had to move into action without a plan when solving a difficult problem?

[employee comments]
COMPETITIVENESS:

What are some of the things you have done to help co-workers improve their professional competitive skills?

Have you ever participated in a networking event? How did you interact with other people attending the event?

[employee comments]
SELF AWARENESS:

Are there times when you have been able to avoid negative situations at work? What did you do?

Is there a time when you received feedback about your work, and you had to disagree? What happened?

[employee comments]
PRACTICAL THINKING:

Describe a project that went wrong due to poor practical thinking strategies. How did the problem occur and how did you solve it?

How have you involved others in practical thinking? Give an example of the last time you did this at work

[employee comments]
RESOURCE USE:

Describe a time when your company has experienced the highest employee turnover. What was the problem? What are some of the things that you have done to prevent high employee turnover?

How have you ensured a fair and balanced resource allocation when planning your projects or tasks?

[employee comments]
INTERCULTURAL COMPETENCE:

What are you doing to increase links to networks of individuals and groups from different cultural backgrounds?

How often do you encourage others to appreciate and experience different ways of doing and seeing things?

[employee comments]
WRITING REPORTS AND PROPOSALS:

What are you doing to improve how you connect with target audience when writing reports and proposals?

How often do you encourage others to employ writing styles that are reader-friendly?

[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: