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

A credit control analyst deals with consumer or commercial credit activities. He/she analyzes and controls credit activities from when a loan is offered to its repayment. They act as the custodian of the company ensuring that credit is only offered on merit and that the repayment is made in time and according to the terms.

Other duties include checking the credit status of the customer and reviewing information about the commercial or individual customer, in determining if they are suitable for credit. He/she is also involved in the development of the credit control system, determines the terms and conditions for payable and receivable balances and is also responsible for maintaining contact with the customers to ensure debts are paid in time. He/she also reports to the management on the debt situation of the company among other functions as required by the employer.

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.

Looks at issues in a one-sided manner instead of having different varied ways of looking at it.

Looks at issues in a biased and unfair way by not evaluating all factors.

1

ADMINISTRATIVE SKILLS: Administrative Skills are all the services related to the running of a business or keeping an office organized while supporting the efforts of the management team.

Encourages and promotes innovation, teamwork, and inclusiveness amongst the employees.

Demonstrates a good ability to cope very well when under high pressure.

2

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.

Is always in a hurry to finish a task or project thus misses important steps or submits poor-quality work

Does not show the willingness to volunteer for projects, participate in hosting events or be part of work groups

1

OFFICE POLITICS: Office Politics is a tool that assesses the operational capacity to balance diverse views of the interested parties of the human interactions that involve power and authority.

Is a bad communicator; fails to deliver important information across thus causes a lot of problems with co-workers and customers

Starts an argument with a colleague who calmly asks one to stop bad mouthing others

1

MANAGING REMOTE TEAMS: Managing Remote Teams is working under no physical supervision from your manager or supervisor while staying on task and communication to report on the daily progress.

Remains concise but clear when giving instructions in order to leave less room for assumptions, misinterpretations, or other disastrous missteps

Puts essential information out in the open and avoids discussions in private channels in order to keep the whole team in the loop

2

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

Takes advantage of free online education options in order to keep updated on emerging trends on one's career

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.

Does not care about how other employees think about oneself

Always unable to set boundaries and gives in quickly to demands of other colleagues

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.

Does not take the time to analyze the company's strengths and weaknesses or come up with ways to help it grow

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.

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

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.

Hardly sets any objectives when initiating process improvement efforts and most efforts end up being fruitless

Ignores benchmarks and fails to complete processes in accordance with the already set standards

1

Self Evaluation

Self Evaluation Question

Employee Comments

CRITICAL THINKING:

Give an instance you hurriedly made a decision without thinking it through and what was the result?

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

[employee comments]
ADMINISTRATIVE SKILLS:

How well do you handle your administrative roles to ensure you deliver good results.

Give an instance of any administrative blunder you have ever made and how did you resolve it?

[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?

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]
OFFICE POLITICS:

What have you done to stay away from office drama and politics?

Is there a time when a colleague pushed you to start a fight? If yes, what was the problem? How was it resolved?

[employee comments]
MANAGING REMOTE TEAMS:

Describe a time when you have been required to manage a remote team. What are some of the tools you used to make this effective?

How do you make sure that your remote workers use technology for work purposes only other than for personal gain?

[employee comments]
COMPETITIVENESS:

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

Mention a time you made an intentional effort to get to know someone from another culture. What was the result?

[employee comments]
SELF AWARENESS:

Is there a time when you were surprised about the positive impact your words or behavior had on a colleague or client?

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

[employee comments]
LONG RANGE PLANNING:

How do you make sure that your long-term goals do not conflict with your short-term goals?

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 encourage tolerance among individuals and groups with different cultural practices?

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

[employee comments]
PROCESS IMPROVEMENT:

Is there any time you failed to set objectives when initiating process improvement efforts? How did you correct the mistake?

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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