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

A credit research analyst is responsible for researching, analyzing, and interpreting information to provide ideas for the decision makers especially in the lending field. He/she assists clients in making sound investment decisions.

Specific tasks include analyzing industry trends and company's financials and making projections and graphical representations to be used by investors in decision-making. He/she is also supposed to gather information from a wide range of sources, synthesize and interpret it. It is his/her duty to transform information into useful insights for the credit institution. Besides formulating models, he/she may also be needed to create databases. Lastly, they create credit research reports and so it is crucial for them to have analytical and good written skills.

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

CRITICAL THINKING: Critical Thinking is the ability to think clearly and rationally while understanding the logical connection between ideas in a reflective and independent thinking.

Does not demonstrate a curious type of attitude to try to find out a little bit more on issues.

Not willing to accept corrections and take calculated risks when necessary.

1

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

Compares the leadership potential and personal commitment of different project team members when choosing a project manager

Tries to be as objective and measured as one can be, and seeks input from other employees where appropriate or necessary

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.

Does not keep clients' contacts that can provide assistance or work-related information in future

Does not help other employees understand the strategic goals of the company and how their work relates to these

1

TEAM BUILDING: Team Building represents various types of activities used to enhance social relations and define roles within the different teams at the workplace.

Craves and fights for personal recognition more than the entire team's appreciation

Discourages others from sharing their ideas and moves on with personal opinion

1

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

Understands, negotiates and balances diverse views and beliefs, particularly in multicultural environments, to reach workable solutions

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

2

EMPATHY: Empathy is the understanding of another person's condition from their perspective by placing yourself in their shoes and feeling what they are feeling.

Makes the customer feel valued; offers trusted advice to customers who want to develop a long-term relationship with the company

Tries to come up with answers that truly explain one's own feelings and refrains with negative answers such as "I don't know"

2

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.

Thinks about the goals but does not write them down thus ends up forgetting most of them

Creates vague goals without being specific on how one will make the goals become real

1

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.

Gives up when one encounters barriers that seem to impede own progress on long-range planning instead of modifying the plan accordingly and moving forward

Does not know how to anticipate situations that may break the long-range planning process thus panics or blames others when the situations do happen

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

Demonstrates poor relational abilities and is never recognized as being political savvy

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.

Does not bother to implement parallel processing aimed at improving efficiency of processes

Does not demonstrate willingness to learn new procedures and hardly encourages others to undergo training on new procedures

1

Self Evaluation

Self Evaluation Question

Employee Comments

CRITICAL THINKING:

How well do you research and gather facts and information before solving an issue?

When expressing your ideas do you deliver them in a logical manner?

[employee comments]
JUDGMENT SKILLS:

Describe a time when you have had to think on your feet in order to extricate yourself from a difficult situation. What was the outcome

In your experience, when solving a problem as a team, do you come up with the most ideas or do you prefer to step back and follow other people's guidelines?

[employee comments]
KNOWLEDGE OF COMPANY PROCESSES:

How do you prioritize customer's issues in order to ensure that service is provided to the customers even during critical periods?

In your opinion, what are some of the common procedures that should be eliminated in your company? Explain why.

[employee comments]
TEAM BUILDING:

Are you a team player or a mere observer? What do you need to change?

What is the one particular lesson the team learned from you that they did not have before?

[employee comments]
ADAPTABILITY:

What is the biggest change you have dealt with and how did you cope with it?

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

[employee comments]
EMPATHY:

In your opinion, what are the ingredients in building and maintaining good relationships with colleagues at work?

Have you ever decided to delay presenting some information to a colleague because you felt the timing was not right?

[employee comments]
REALISTIC GOAL SETTING:

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

How have you ensured that your goals are measurable, achievable, specific and timely?

[employee comments]
LONG RANGE PLANNING:

Describe the most recent long-range plan you have been involved in. What are some of the information you needed to start the process?

Describe the most successful long-term goal that you have accomplished. How did you go about making it a success?

[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]
PROCESS IMPROVEMENT:

How often do you encourage colleagues to undergo training on new procedures?

How often do you use existing benchmarks to complete processes in accordance with the set standards?

[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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