Use this step by step explanation to craft a good employee performance feedback review for a chief meteorologist. Find the right words with quality phrases.

The Chief Meteorologist is accountable for supervising a team of meteorologists who make both short term and long term weather forecasts based on information about the air pressure, temperature, humidity and wind velocity as supplied by the weather satellites, radar, recording instruments and observers in the most part parts of the world.

The essential functions of this position includes preparing and delivering forecasts for television viewers and radio listeners using visual aids and maps to clarify forecasts for viewers, supervises and coordinates the work o the entire meteorologists in preparing short and long term forecasts, developing accurate information for commercial interests like the aviation, marine and agriculture industries, inputting data in computer as well as comparing the data with the previous weather patterns evaluating probability for future weather conditions.

Employee Performance Review Sample

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

Instructions

  1. Rating: Rate the employee against the core skills based on how well he/she demonstrates each skill. Give scores 1, 2, or 3 for each rating depending on the employee's performance.
  2. Comments: Use this area to give examples of employee's performance phrases. The phrases should describe how well an employee has performed on previously set goals based on the given core skill.
  3. Summary: Use this section to give a summary of the employee's strengths and areas for improvement or development. Recommend a step increase for an employee who has met the expectations and performance improvement plans for one who doesn't meet expectations.
  4. Human Resources Review: Human resources manager must examine and indicate whether he/she concurs with the evaluation and comments. If the manager agrees, then he/she must sign the evaluation form. If he/she doesn't concur, then he/she must provide reasons explaining why this is so.
  5. Signatures: Sign the evaluation form and give it to the employee to go through and answer the Self Evaluation Questions. Ask him/her to sign and date the evaluation form before giving it back to the human resources for filing.

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

VERBAL COMMUNICATION: Verbal Communication is the use of tones and language to relay a message; it aids as a vehicle for expressing ideas, concepts and it, is critical to the daily running of the business.

Seeks for clarifications on issues that are not well understood

Speaks with humility and genuine respect for other people and is considered with high regard.

3

PHONE SKILLS: Phone Skills are useful to present a professional company image through the telephone to the customers while making them feel well informed and appreciated without necessarily seeing their faces.

Always answers telephone calls with a positive, inviting, and enthusiastic tone.

Empathizes with other person and try to be as personable as possible.

3

INTERPERSONAL SKILLS: Interpersonal Skills are a set of abilities that enable a person to positively interact and work with others effectively while avoiding office disputes and personal issues with each other.

Disagrees gracefully and respectfully when he or she does not accept or agree on a particular thing.

Interprets and handles conflict well enough to ensure that all parties achieve a win-win solution.

3

DEVELOPING OTHERS: Developing others is an unremitting process that focuses on the broader, longer-term growth of individuals to nurture them to their potential and promote future development.

Shows great confidence in the ability to execute daily tasks

Displays a high degree of tenacity in working with the teams to deliver quality work

2

ETHICAL BEHAVIOR: Ethical Behavior is acting in policies that are consistent with what the society and individuals typically think are good morals or values.

Always straight forward in all the projects handled without any dubious acts

Listens carefully to employee's concerns and takes corrective actions where warranted

3

POTENTIAL FOR ADVANCEMENT: The potential for Advancement is the ability to make something better by being more skillful, more efficient, and more useful to produce high-quality results.

Shows great confidence in the ability to meet the challenging set targets

Helps weak employees meet their goals and beat deadlines with ease

2

PROJECT AND GOAL FOCUS: Project and Goal Focus is setting your mind and heart on things that matter and add value to your life against those things that add no value at all or of little value.

Puts other people's work off until one has completed own tasks in order to avoid getting distracted

Creates a diary that documents the goal pursuit in order to get clarity on the goals

2

QUALITY MANAGEMENT: Quality Management is the management approach to the long-term success through customer satisfaction that directly involves the employees in the continual improvement of the daily tasks.

Ensures the quality of work; notices mistakes in own and others' work, reviews reports, and monitors complaints from customers

Reinforces and communicates to other employees the importance of maintaining high work standards and encourages them to improve work quality

3

BUSINESS TREND AWARENESS: Business Trend Awareness is the capacity to be conscious of the changing ways in which the companies are developing in the marketplace.

Possesses an enhanced forecasting ability and predicts future trends with a high level of accuracy

Makes exceptional strategic decisions, capitalizes on good opportunities, and overcomes any fierce competition

3

SCHEDULING: Scheduling is creating daily workflow charts that the employees are supposed to follow when working and submitting their projects.

Maintains an updated list of activities and tracks all project schedules

Demonstrates an excellent work-life balance and has enough time for both work and other people

3

Self Evaluation

Self Evaluation Question

Employee Comments

VERBAL COMMUNICATION:

How well can you rate your verbal skills and what are you doing to improve?

Have you ever tried to copy somebody else's way of talking and how did it turn out?

[employee comments]
PHONE SKILLS:

Have you ever interrupted someone while talking over the phone? How did the conversation turn out?

What is the best solution you have ever given to someone over the phone and was the caller satisfied?

[employee comments]
INTERPERSONAL SKILLS:

How well do you work with those around you to ensure things are done?

Do you always seek to influence people in a good way and support them in their efforts?

[employee comments]
DEVELOPING OTHERS:

Do you have the expected experiences and knowledge to share with others?

What do you spend your energies on ? development or bringing down?

[employee comments]
ETHICAL BEHAVIOR:

Have you acquired a relationship of trust with other co-workers and management?

Do you give honor where it's due or do you withhold it from those who have done well?

[employee comments]
POTENTIAL FOR ADVANCEMENT:

Do you fully commit yourself to serve your company and do your best?

What measures are you meaning to use to become better in executing your duties?

[employee comments]
PROJECT AND GOAL FOCUS:

Where do you see yourself in the next five years? What are you going to do to achieve this?

What are some of the things that get you distracted when trying to achieve your goals? How have you handled this?

[employee comments]
QUALITY MANAGEMENT:

How have you made sure to deliver quality work even when working under pressure?

What motivates you to produce quality work constantly? Describe a time when you have been rewarded for consistently producing quality work.

[employee comments]
BUSINESS TREND AWARENESS:

What efforts are you making to increase your understanding about current business trends?

What efforts are you making to overcome competition and what strategies are you using to get new opportunities?

[employee comments]
SCHEDULING:

What efforts are you making to employ the best practices and standards when scheduling projects?

Can you think of a time you failed to schedule a task ahead of time? How did you correct the situation?

[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:

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