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

A credit manager is responsible for coordinating and overseeing the lending process including loan application, review, underwriting, approval or disapproval. He/she oversees the process of lending following the relevant procedures.

Since this is a managerial position, he/she leads the team in researching about the customer be it an individual or a firm and ensures that all the information related to employment history, debt-to-income ratio, income, and credit history is reviewed and recorded in preparation for decision making. He/she is also charged with the mandate of making the final decision on loan approval even if they work with the committee. Upon approval of a loan, he/she is required to prepare the necessary documents with all the terms of the loan. Finally, he/she may also be involved in tracking the repayment progress.

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.

Is not used to trusting oneself and has to run every suggestion or decision past every employee first before implementing it

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.

Asks one's supervisor what the expectations of a certain project are and works towards meeting those expectations

Offers junior and new employees guidance and encouragement and teaches them how to handle different tasks and set goals

2

CRISIS MANAGEMENT: Crisis Management is the application of strategies that are designed to help an organization deal with a sudden and significant negative event.

Overreacts when an employee makes a serious mistake that creates a crisis instead of discussing the problem calmly and looking for a solution

Only listens to stakeholders who agree with oneself and encourages one-dimensional thinking

1

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.

Spend hours looking for items that should take seconds to find

Commits to formulate plans and schedules then does not follow up on them

1

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

Offers to cover the responsibilities of a colleague while he/she is on vacation

Surveys clients about their experience with the company and modifies service delivery based on the findings

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.

Remains calm, actively listens and tries to focus on the positive in order to manage challenges and maintain momentum in day-to-day work

Remains confident, energized and enthusiastic in the face of very challenging and prolonged work demands

2

PERSONAL COMMITMENT: Personal Commitment is an obligation that you have voluntarily agreed to fulfill without being cajoled or threatened and are willing to be held accountable for the results.

Gives up every time one messes up and loses the energy to remain focused on one's goals

Does not share one's goals with colleagues in order to avoid being held accountable to it

1

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.

Gives up on unreasonable goals instead of trying to adjust them as necessary to fit one's own reality

Quits too soon; gets discouraged when things don't turn out as expected instead of trying again

1

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

Starts a project without first identifying and gathering all the resources one needs thus gets stuck in the middle

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

1

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

Constantly disrespectful to people with diverse cultural backgrounds and often alienates them

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

JUDGMENT SKILLS:

Describe a time when you had to be relatively quick in solving a problem. How did you do it? What was the outcome?

In your opinion, what factors should one consider when comparing the pros and cons of two potential vendors for processing payroll?

[employee comments]
KNOWLEDGE OF JOB:

Is there a time when you faced a problem because you had not understood a certain concept in a project? What happened?

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

[employee comments]
CRISIS MANAGEMENT:

Do you prefer involving a group of experts to solving a company problem or solving it by yourself? Why?

Is there a time when you have had to cut ties with a supplier or manufacturer who was facing a major crisis? If yes, how did this affect your company?

[employee comments]
PLANNING AND SCHEDULING:

What are those goals that require more skills in planning and decision making?

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

[employee comments]
ADAPTABILITY:

Can you describe a project or situation which required you to remain open-minded and flexible in order to succeed?

Give a situation where you had to present to a group of clients with little or no preparation. What challenges did you face?

[employee comments]
SELF AWARENESS:

Can you describe some circumstances and situations that brought out your best at work?

Is there a time when you said something to your supervisor and later regretted saying it? What did you do?

[employee comments]
PERSONAL COMMITMENT:

What do you use to plan your tasks? Is there a time when you missed an appointment due to lack of proper planning?

When is the last time you took a project that demanded a lot of personal commitment? What did you do to remain committed to accomplishing it?

[employee comments]
REALISTIC GOAL SETTING:

How do you make sure that your own goals match the company goals?

What are some of the things that you have done to improve your ability to set realistic goals?

[employee comments]
RESOURCE USE:

Describe a time when you have started a project without all the required resources. Were you happy with the outcome? Explain your answer

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

[employee comments]
INTERCULTURAL COMPETENCE:

Are you actively involved in celebrations and events that feature people with different cultures?

How often do you encourage others to show respect to people with diverse cultural backgrounds?

[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: