The Evaluation System Design Of The Credit Assessment Staffs In A Bank H Branch

A Bank is specialized in medium-to long-term lending. Being a leading bank in business, A Bank has provided many credit support to China's economic and society development. As a sub-branch of A Bank H Province, A Bank H Branch has disbursed RMB 300 billion to projects in H over the past years. The credit evaluation is an important process to the chain of the banks'credit operation. It is significant to indentify and prevent credit risk and to guarantee the credit assets'safety. The A Bank H Branch has given profound attention to credit evaluation and establish a whole set of credit evaluation and management working procedure based on certain related requirements and the bank's own practical situation. At the mean time, this credit evaluation system has its own specialties, which is distinguished and dominant the medium to long terms lending business among H Province. However, since the commercialized procedure has been deepened, this evaluation system can no longer meet the enterprise'management capacities under the new environment. The system cannot reflect the staffs'working performance objectively and cannot increase the operation efficiencies. This results in failure of consolidating and improving the A Bank's current leading status in medium to long–terms of lending evaluating performance.This essay firstly introduce the general situation of A Bank H and the current evaluation system to assess the credit assessment staffs. Then it summarized the shortcomings of the current evaluation system, for example, the indistinct in evaluation items, the principal part of evaluation is too simple, the target setting is not scientific and no feedback in the results etc. Then it uses the performance evaluation related theory and method to analysis the problems, and concludes there are four in-deep causes to the problems: this current is"not matching the company's development strategy","lack in post analysis","lack in recognizing the intellective staffs"and"taking a one-sided view in selecting the evaluation target". The third part of the essay uses the target-management method and 360- angle performance evaluation to re-design the existing system. It raises a set of complete and scientific performance evaluation system comparatively. At last, this essay improves the procedure of evaluation by focusing on establishing the performance evaluation institute, establishing the jmplement procedure, and giving feed back of the evaluation results.The credit assessment staff performance evaluation system designed in this essay is insisted to the principal of pertinency, fair and objective, equitable and transparency, communicate and feedback. The insistency ensures the evaluation system met the specialties of work of credit assessment. The elements of evaluation not only include the fundamental basics and index, but also some behavioral expression of the special elements or index in results, which reflect the nature and specialty of the evaluation target. The objectivity makes the stander of performance evaluation using the quantization and explains the evaluation standard using numbers, which minimized the artificial factors and the deviation they caused to the evaluation results. This enhances the realistic in the performance assessing results. The transparency makes the system emphasis more on the credit assessment staffs joining the communication. It recommends the assessing staff to participate in the whole evaluation process. The communicate and feedback principal ensures that the performance evaluate objective can be achieved hence its function can be effective.To make the performance evaluation system more scientific and reasonable, this essay firstly carries on working analysis in the fundamental of the evaluation system and generates the"A Bank H Branch Credit assessment manual book". This book definite the fundamental elements like career definition, main responsibility, working content, authorities and relationships, the standard of performance and qualification etc.During the designing the content of the performance evaluation, this essay gives a consideration on both of the subjective and objective sides. The objective side is quantitative determination evaluation and the subjective is the evaluation on qualitative determination. The essay also designs the content of evaluation on three aspects: assessing performance, overall ability and working attitude. Among which the assessing performance is the core evaluation content, including the accomplishment of the evaluation plan, the adoption results of evaluation and the quality of the evaluation. The overall ability part is designed on multi-angles and multi-aspects basis, which mainly includes the ability of summarizing, communicating and coordinating, analyzing and judging, planning and implementing, thus the ability of learning and using the knowledge of the business. The working attitude includes following rules and regulations, being up and coming, responsibility and being conscious on service and cooperation. Among these three aspects of the evaluation content, the essay layouts the specific guide lines and distribute the weights of evaluation index and targets rationally.Since the writer is lack of reach abilities, there are still many shortages in this essay. For example, the essay isn't giving in depth research on how to relate the promotion, transformation the job position and salary distribution to the performance evaluation results. The writer hopes that base on this essay, more ideas and research on designing the bank loan assessment staff performance evaluation. At the meantime, the writers hopes that implement of the new evaluation system can bring accelerating and developing the A Bank H Branch's assessment work healthily and effectively.