1. Announce the type, term, interest rate and conditions of the loan and provide advice to the borrower; Understand the needs of borrowers, ask them to provide basic information such as financial reports, guide them to fill out loan applications and handle loan applications for them.

2, according to the borrower's capital structure and other factors, assist relevant personnel and departments to evaluate the borrower's credit rating.

3. Investigate the legality of the borrower's loan and other factors, verify the situation of collateral, pledge and guarantor, and determine the loan risk.

4. Reply to the borrower's loan application, sign a loan contract with the borrower, sign a guarantee contract with the guarantor as needed, or go to the notary department. Please keep this mark for notarization.

5. Lend loans to the borrower, and conduct follow-up investigation and inspection on the borrower's performance of the contract and operation.

6. Negotiate with the borrower according to the requirements of the borrower, and handle the prepayment and loan extension.

Extended data

The performance of bank loan officers is reflected by statistical indicators, and the setting of statistical indicators must obey the special regularity of credit work. I believe that the establishment of a statistical index system to evaluate the performance of loan officers should follow the following six principles:

The first is the principle of objectivity. The set evaluation index can truly reflect the realistic characteristics of the work efficiency, work quality and work benefit of loan officers.

The second is the principle of completeness. On the whole, it reflects the performance level of loan officers from many angles and in all directions. The evaluation index system should be a system in space, including all the main aspects of the performance of credit personnel; As an organic whole in time, it is necessary to reflect the performance status of credit personnel and the dynamic performance of the system from different angles.

The third is the principle of classification. The positions of loan officers are divided into three levels: pre-loan investigation, in-loan review and post-loan management, and their job responsibilities and tasks are quite different. According to the hierarchy and difference, three levels of performance evaluation index system for post loan officers are established respectively.

The fourth is the principle of quantity priority. It should have a clear hierarchical structure, combine qualitative analysis with quantitative analysis and give priority to quantitative analysis, from qualitative analysis to quantitative analysis, from qualitative analysis to quantitative analysis, from part to whole, from complex to concise, and finally form an intuitive conclusion on the performance of credit personnel on the basis of scientific analysis and quantitative calculation.

The fifth is the principle of comparability. The evaluation index should be convenient for vertical comparison and horizontal comparison; It should be used not only for the comparative analysis of time series, but also for the comparative analysis of loan officers in similar positions.

The sixth is the principle of feasibility. The performance evaluation index system of credit personnel should be simple and clear, the required quantitative analysis data and qualitative analysis data can be obtained in time, completely and accurately, and the comprehensive evaluation should be simple and easy. According to the above principles of setting up the comprehensive performance evaluation system for loan officers, the performance evaluation index system is designed according to the post types of credit salesmen, loan officers and credit administrators.

Baidu encyclopedia-bank loan officer