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

A credit balance analyst is a professional who manages credit balances of their company or client to ensure that they conform to the guidelines of their lending institution. He/she may be employed full-time or on a freelance basis.

Other duties include analyzing all the accounts of the company to identify credit balances. He/she focuses on the deficits that can be identified in the financial statements of the firm and tracks each of the inconsistencies to the main cause. They also advise the firm on pending credit payments. Lastly, he/she works closely with the credit department to facilitate easier sharing of information.

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.

Allows external opinions or difficulty in changing a situation to be an excuse for one not to follow own heart when making a decision

Waits around for the most perfect or ideal choice instead of figuring out the best criteria for making an adequate decision

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.

Maintains a neat job performance record; does quality work, shows up on time and keeps a good attendance history

Researches things before hand and asks questions where appropriate in order to avoid making serious mistakes

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.

Gets overwhelmed when multi-tasking. Feels overloaded when juggling several tasks or when under pressure

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.

Reads books and attends webinars, workshops, classes, seminars, etc. that help in professional growth

Knows how to empathize and sympathize with co-workers in order to build harmony and avoid conflicts in the workplace

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

Maintains awareness of one's own emotions and uses this knowledge to guide one's actions and to think in a favorable manner

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.

Falls into the trap of worrying too much about what others will say or think about one's ideas and lets that paralyze one from taking action

Insists that everyone else is wrong and therefore does not consider other people's ideas or way of thinking

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

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.

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

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

1

PROCESS IMPROVEMENT: Process Improvement is the creation of new processes or improving the existing ones that will work and take your corporation to the next level.

Ignores the perspectives of customers and vendors and thereby fails to meet their expectations

Does not bother to identify points at which improvements can be made

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?

Can you give two or three examples of times when you have worked with groups of people to accomplish tasks? What was your role?

[employee comments]
PLANNING AND SCHEDULING:

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

How have you been of help to others in accomplishing goals within the set time?

[employee comments]
ADAPTABILITY:

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

When have you been forced to attend to an emergency in an unusual way and what was the outcome?

[employee comments]
COMPETITIVENESS:

Are there times you have had to demonstrate leadership skills at work in order to stand out from the rest of your colleagues?

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

[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?

Are there times when you have reacted to someone or something in the workplace in a way you did not intend to? How did you fix that?

[employee comments]
PRACTICAL THINKING:

Describe a situation that required you to think practically at work. What steps did you take to accomplish this?

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

[employee comments]
RESOURCE USE:

What factors have you considered when managing resources at work?

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

[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]
PROCESS IMPROVEMENT:

Which techniques are you employing to identify bottlenecks in processes and the points at which improvements can be made?

How often do you attend think tank and ideation sessions to learn new ideas on improving processes?

[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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