Use this sample and step by step explanation for setting meaningful and inspiring employee performance goals for a credit manager.

A credit manager is responsible for coordinating and overseeing the lending process including loan application, review, underwriting, approval or disapproval. He/she oversees the process of lending following the relevant procedures.

Since this is a managerial position, he/she leads the team in researching about the customer be it an individual or a firm and ensures that all the information related to employment history, debt-to-income ratio, income, and credit history is reviewed and recorded in preparation for decision making. He/she is also charged with the mandate of making the final decision on loan approval even if they work with the committee. Upon approval of a loan, he/she is required to prepare the necessary documents with all the terms of the loan. Finally, he/she may also be involved in tracking the repayment progress.

Employee Performance Goals Sample

Employee's Name: Title:
Review Period: __/__/__ to __/__/__ Employee SSN:
Work Location: Supervisor's Name:


  1. Setting Goals: List specific goals in the space provided below each competency under "Performance Goals". Assign an appropriate timeline for each goal as well as numeric or financial terms to measure the goal.
  2. Employee Comments: The employee must comment next to each goal under "Employee Comments" with "Okay" for goals which he/she feels comfortable working with, and "Needs Clarification" for goals which he/she believes need to be discussed further. An employee who is comfortable with all the goals can sign the goals at this stage.
  3. Summary: Give a summary of the total time estimated for the employee to have achieved the goals. State action plans and specific milestones to track the goals. Any additional comments agreed between the employee and the supervisor should be noted here.
  4. Human Resources Review: Human resources personnel must confirm that the goals are specific, measurable, achievable, relevant, and time-bound. He/she must then sign the goals in the "Human Resource" section provided under "Signatures".
  5. Signatures: When discussion of the goals has been completed and consensus has been reached, sign the goals and let the employee sign too. Send the final copy to the human resources for inclusion in the employee's professional records.

Performance Goals for Next Period

Performance Goals

Employee Comments


Make sure that every employee is aware of the big picture and how each one of them can contribute well

Protect oneself from stress through relaxation, exercise, diet, meditation or any other healthy lifestyle habits

[employee comments goal]

Learn to anticipate problems and try one's best to prevent them in order to avoid getting stressed when they arise

Set challenging goals for one's area of responsibility in relation to the available business opportunities and work hard to achieve them

[employee comments goal]

Be as open and transparent as possible when addressing the key audiences in order to help stop rumors

Use multiple sources to gather and assemble key facts of the incident in order to avoid confusion and uncertainty

[employee comments goal]

Make several possible approaches that assist in planning and scheduling

In case of any kind of delay plan to effectively communicate to the proper authorities promptly

[employee comments goal]

Learn new tricks and techniques that help build up confidence when dealing with different people

Work on accepting all types of change positively and handling changing workloads in response to changing circumstances

[employee comments goal]

Write down key plans and priorities and track one's own progress marking down any self-perceived weakness

Be warm and friendly towards others but learn to say no when there is need to

[employee comments goal]

Place goals in a place where one automatically sees them in order to stay motivated, focused and committed to staying on task

Believe that one's goal is doable and that one has the skills needed to accomplish it

[employee comments goal]

Anticipate obstacles in advance in order to come up with ideas for dealing with them as soon as they arise

Write down each milestone with steps to take for each in order to make them achievable

[employee comments goal]

Eliminate current projects that may seem costly or unnecessary in order to free up resources to fund more productive ventures

Allocate tasks to resources in a balanced and fair manner in order to ensure maximum utilization

[employee comments goal]

Develop and implement policies that assure the rights of all people are considered regardless of their cultural background

Engage professionals and local people to teach and model intercultural competence

[employee comments goal]


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


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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