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

A credit analysts representative works on behalf of his/her credit licensee and carries out specific lending activities based on the credit licensee's instructions. He/she may work for one or more employers on tasks such as performing research on individuals or firms seeking credit with the client.

Specific responsibilities of the above position include finding all the necessary information to advise the client on any risks in the event the loan is rendered to a particular applicant. He/she also monitors and on behalf of the credit licensee follow-up loan repayments. Sometimes, they might be required to act as the mediator between the customer and the lending institution. Lastly, he/she should be registered with the relevant bodies to allow them to work as representatives in various states.

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 monitor or review the results of a solution after implementing it thus sometimes encounters unforeseen new problems

Does not look at the consequences of one's decision or how one's life or career will look like if they chose a particular path

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.

Defines clear and realistic goals and comes up with ways that enable one to accomplish the goals effectively

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

2

FLEXIBILITY: Flexibility is an important skill that allows employers and employees to make an arrangement about working on maintaining a work/life balance to help organizations improve the productivity and efficiency of their balance.

Easy to get depressed if the results of the work done are wrong

Not consistent in following the job descriptions given ending up not understanding what to do

1

INITIATIVE: An initiative is the ability to assess and initiate things independently often done without any managerial influence offered.

Must always be under close supervision to perform or complete any task

Lacks planning skills, therefore, does every task without a viable plan

1

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.

Draws upon one's self-control in order to identify and manage the emotions of others during adverse times

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

2

FOLLOWING DIRECTIONS: Following Directions is the skill of carefully considering the given instructions and following them closely without fail.

Expresses one's disagreement in a polite manner; calmly explains one's side of things with facts, and does not only rely on feelings

Consults with someone familiar with how a task is done, if possible, to make sure one is doing it right

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.

Is unwilling to get rid of poor habits that waste one's time and bring distraction when performing a task

Surrounds oneself with people who are full of negativity thus easily gets discouraged to keep working on goals

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.

Tries to achieve too many goals at once thus makes it harder to achieve any of them

Sets goals but believes that one does not have what it takes to achieve them thus lacks the motivation to accomplish them

1

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

Uses the company resources for unnecessary ventures rather than for ventures that increase its productivity

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 develop programs and policies that are acceptable to people with different cultural practices and beliefs

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

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?

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:

What steps have you taken in the past to adjust your style when it was not meeting a project's expectations?

How do you make sure you have all that is needed to perform a certain task or accomplish different goals?

[employee comments]
FLEXIBILITY:

Are you a fast learner willing to research and learn new tricks quickly?

Do you handle all tasks with the seriousness they deserve do you take some for granted?

[employee comments]
INITIATIVE:

Do you have to be told what to do or you take the lead?

Do you have the ability to plan your personal goals and accomplish them?

[employee comments]
SELF AWARENESS:

Describe times when you have been in a good mood at work. What impact did that have on your performance and colleagues?

Can you list five things that you have learned about yourself in the last two years, that are relevant to how you work?

[employee comments]
FOLLOWING DIRECTIONS:

How do you help a colleague improve his/her ability to follow instructions?

Is there a time when you have had to speak up in order to be sure that the instructor knew what you thought or felt about the instructions?

[employee comments]
PERSONAL COMMITMENT:

After setting your goals, how do you keep track of your progress? What do you do when you realize that you have done less than you expected?

Is there a time when you faced challenges when working on a project? What did you do to remain determined to finish the project?

[employee comments]
REALISTIC GOAL SETTING:

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

What have you done to help other people to set realistic goals? Give the last time you did this

[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 determined the best resource for a specific requirement? Explain the last time this happened

[employee comments]
INTERCULTURAL COMPETENCE:

Can you think of a time where you disrespected someone from a different culture? How did you correct the mistake?

Are you actively involved in professional development courses and forums that enhance intercultural competency?

[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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