Use this sample and step by step explanation for setting meaningful and inspiring employee performance goals for a credit risk manager.
A Credit Risk Manager is responsible for protecting the business from credit losses by reviewing and assessing the financial history of the company to determine if they are a good candidate for a loan. This position determines the risk of default to the lender, not with a simple yes or no but with an analysis that may lead to a more detailed report.
More job responsibilities include - credit risk reporting on deviations from the set limits and also concentrating on counterparty ratings, exposures, and concentrations, monitoring both expected and unexpected losses as well as reviewing positions, interacting and understanding the risk compliance measures being implemented and ensuring the standards are set, setting limits.
Employee Performance Goals Sample | |
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| Employee's Name: | Title: |
| Review Period: __/__/__ to __/__/__ | Employee SSN: |
| Work Location: | Supervisor's Name: |
Instructions |
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Performance Goals for Next Period | |
Performance Goals | Employee Comments |
|---|---|
| JUDGMENT SKILLS: Constantly remind oneself of times when own judgment served them well in order to fuel confidence in the ability to trust oneself Examine in detail the opposite option that most experts are recommending as that could be the next big thing | [employee comments goal] |
| KNOWLEDGE OF COMPANY PROCESSES: Explain and convince other employees of the need for adaptation and change of structures, policies, and methods Use knowledge of corporate politics to handle difficult situations effectively and with discretion | [employee comments goal] |
| TEAM BUILDING: Understand the company's expectations, their requirements, their need and their mode of operations Comprehend the goals with their relevance to the business and work to deliver the expectations | [employee comments goal] |
| MANAGEMENT SKILLS: Enhance good communication as the core cornerstone of effective management Develop rapport building, questioning and listening skills to ensure open communication in the workplace | [employee comments goal] |
| PERSONAL GROWTH: Set workable personal goals that will help met the company goals Respect the company's decisions and policies working towards them not against them | [employee comments goal] |
| ADAPTABILITY: Look for new ways of handling multiple tasks and tolerating time pressure Become more flexible and work with other employees and team members who may have problems meeting deadlines | [employee comments goal] |
| MONITORING OTHERS: Ask customers and colleagues about their interactions with a given employee in order to get a picture of how that employee behaves Stick to monitoring business-related calls such as those with suppliers or customers and stop recording the call as soon as one realizes it is personal | [employee comments goal] |
| PERSONAL RELATIONSHIPS: Conduct business operations with customers and other employees at a time that is convenient for them Make sure to communicate with other employees and own bosses about company projects on regular basis in order to avoid making mistakes while handling them | [employee comments goal] |
| SEEING POTENTIAL PROBLEMS: Use collaborative task tracking software in order to spot employees who are not reporting their progress or who are behind schedule Look for people who have been involved in problem-solving in the past in order to ask for advice on how to prevent future problems | [employee comments goal] |
| FINANCIAL MANAGEMENT: Take the time to understand the payroll process and make sure it is secure before writing checks for the employees Review the company's accounts payable schedule regularly in order to determine how well the company is keeping up with its credit obligations | [employee comments goal] |
Summary |
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Sections 1-2: To be completed by the supervisor Section 3: To be completed by the employee |
1. Goals completed since last performance feedback |
2. Goals for next period |
3. 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: |