Use this sample and step by step explanation to craft a meaningful employee performance feedback review for a credit investigator. Find the right words with quality phrases.
A credit investigator is tasked with the responsibility of performing credit checks on loan applicants to determine whether they are capable of repaying the loans and credit they are being offered. He or she will vet the applicants to determine their suitability to make the credit application and to repay the same promptly.
Besides that he or she will get to perform the following roles; Authorize credit charges against customers' accounts, investigate credit history for individuals or business establishments applying for credit, interviewing applicants to obtain their personal and financial data, determine the worthiness of credit, process applications and notify customers on whether the credit has been approved or rejected.
Employee Performance Review Sample | |
|---|---|
| Employee's Name: | Title: |
| Review Period: __/__/__ to __/__/__ | Employee SSN: |
| Work Location: | Supervisor's Name: |
Instructions |
|
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 |
|---|---|---|
| CREATIVITY: Creativity is the skill of turning new and imaginative ideas into reality through the ability to perceive the world in new ways, find hidden patterns, make connections between unrelated phenomena and generate solutions. | Approaches problems with an old mindset which do not solve today's problems Avoids and keeps away from projects that call for creative thinking | 1 |
| 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. | Provides mentoring, coaching and stretching assignments that help colleagues and team members to develop to their full potential Maintains an eye contact when having a conversation with a colleague and does not let one's own gaze drift all over the place | 2 |
| HANDLING STRESS: Handling Stress is the skill to balance the requirements of the job and your abilities or available resources in performing it. | Is always worrying about work when at home, taking a day off or when taking a vacation Is negative minded; focuses on the problem or challenge one is facing rather than adjusting one's mindset to look for solutions | 1 |
| MONITORING OTHERS: Monitoring others is tracking employee activities monitor the worker engagement with the workplace-related tasks. | Reads employees emails but does not notify them of the policy that allows their emails to be read Documents the disciplinary actions but does not let employees sign them | 1 |
| RESULTS ORIENTATION: Results Orientation is knowing and focusing on outstanding results and working hard to achieve them because they are significant. | Carefully monitors and appreciates the quality of work one has provided as well as that, which other people provide Develops personal work plans, with a corresponding contingency plan for each, in order to structure work and receive the required results | 2 |
| SELF-DISCIPLINE AND SENSE OF DUTY: Self-Discipline and Sense of Duty is an active effort which helps in developing set ways for your thoughts, actions, and habits empowering your to stick to your decisions. | Creates a list of everything that needs to be accomplished so that one does not lose track of own goals Clarifies what one will and will not do; educates oneself so that one does not make ignorant mistakes | 2 |
| BUSINESS ETIQUETTE: Business Etiquette is a basic framework of rules set by companies to ensure and allow you to understand the way you should conduct yourself in the professional world. | Engages in side conversations during meetings and uses the phone in most meetings Raises the voice when disagreeing with what others are saying | 1 |
| DIVERSITY AWARENESS: Diversity Awareness is the understanding that people are different and unique in their particular way and respecting their uniqueness. | Dedicates little resources for supporting diversity and hardly communicates the value of diversity Lags behind in driving positive change and is never seen as a person who can promote diversity issues of others | 1 |
| TRAINING OTHERS: Training is the ability to expand the knowledge base by learning new truths that are useful in the workplace. | Does not acknowledge the importance of training and hardly concentrates during training sessions Shows little willingness to attend training sessions and misses most training sessions | 1 |
| TECHNICAL SKILLS: Technical Skills are the abilities and knowledge mostly related to mechanical, IT, scientific and mathematical needed to perform specific tasks in the workplace. | Lacks enough confidence when solving complicated issues and hardly welcomes new challenges Produces poor results in complex tasks and takes too much time working on simple tasks | 1 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| CREATIVITY: Do you encourage your workmates to think creatively and enact the creativity in their daily work? Do you value and implement creative skills that you learn from others | [employee comments] |
| EMPATHY: In your opinion, what are the ingredients in building and maintaining good relationships with colleagues at work? Why is it important for employees to show empathy towards each other as well as towards their customers? | [employee comments] |
| HANDLING STRESS: Can you give examples of some of the things you have done to prevent a situation from becoming too stressful for you to handle? What steps have you followed in the past to avoid distractions at work and remain positive-minded? | [employee comments] |
| MONITORING OTHERS: What techniques have you used to monitor employees? Describe how monitoring others have helped improve your company's productivity Do you prefer to work in a company where employees are constantly monitored or one where they are not? Why? | [employee comments] |
| RESULTS ORIENTATION: Describe a particular time when you have been effective in prioritizing tasks and accomplishing a goal on schedule. What are the challenges you faced and how did you overcome them? How do you motivate your team members to stay focused on achieving results? | [employee comments] |
| SELF-DISCIPLINE AND SENSE OF DUTY: Describe a task that required you to remain self-disciplined from the start to the end. How did you manage it? Describe a time when you have been able to overcome a significant problem on an important project. How did you go about it? | [employee comments] |
| BUSINESS ETIQUETTE: What efforts are you making to improve your dressing code? What steps do you take to ensure a conversation runs smoothly even when disagreeing with what others are saying? | [employee comments] |
| DIVERSITY AWARENESS: What have you done to encourage the implementation of strategies that attract diverse applicants for vacant positions? What efforts are you making to welcome and consider the ideas and views of other people? | [employee comments] |
| TRAINING OTHERS: How often do you encourage team members to take part in training sessions? Do you seek for extra assistance from colleagues on complex concepts learned in training sessions? | [employee comments] |
| TECHNICAL SKILLS: Can you describe your experience with using new systems? Which challenges did you face and how did you solve them? How often do you train others in your area of expertise and how often do you share your knowledge? | [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: |