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

A General Forecaster is responsible for providing general weather information, warnings, advisories, aviation and public forecasts to the public at large and the particular group users. This position reports to the Meteorologist or the Senior Forecaster.

Duties for this post are participating in all forecasting programs as assigned by the Meteorologist, integrating all the meteorological data that is available from a variety of sources, analyzing and assessing the current forecast situation at both the synoptic and mesoscale levels, prepares and issues warnings concerning a hazardous weather conditions like severe weather, high winds, flash floods, marine effects, winter storms etc., conducting weather watch that involves interpretation of radar data, satellite imagery and any other analysis of the meteorological and hydrologic data, determining appropriate and relevant data, identifying questionable and conflicting data and resolving it if possible.

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.

Always tries to talk unambiguously and concisely during a conversation.

Exudes great confidence and composure when articulating issues and is not afraid to be corrected.

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.

Gives the other person on the line time to ask before responding accordingly.

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.

Communicates unambiguously and concisely that gives others an easy time to comprehend what is being passed across.

Recognizes and manages the effects of personal stress and of those who are around properly.

3

DEALING WITH DIFFICULT PEOPLE: Dealing with Difficult People is learning how to tactfully calm down an obnoxious person who is either verbally attacking you or stealthily criticizing you or your professional contribution.

Thinks about what one is going to say before one says it and what the goal for the conversation is

Speaks to a potential mediator, to help improve the situation, when one is not making headway with someone and needs to do so

2

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.

Adds a creative touch to the daily tasks that are performed daily

Great at creating new and innovative solutions to common problems

3

FLEXIBILITY: Flexibility is an important skill that allows employers and employees to make an arrangement about working on maintaining a work/life balance to help organizations improve the productivity and efficiency of their balance.

Embraces change with renewed energy to work hard and deliver as per requirements

Struggles with tasks that are not part of the job descriptions to see them completed at the right time

2

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.

Holds a clear vision of the future working diligently to make it a reality

Devotes significant efforts in reaching the company goals set and within the set deadlines

3

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.

Prioritizes own tasks and puts the most important or the hardest ones first and saves the easier ones for the end of the day

Tries not to multitask when handling a complex task in order not to confuse own brain or slow oneself down

3

MANAGING DETAILS: Managing Details is the skill of paying close attention to details of every element of your job performance to ensure nothing is overlooked.

Provides accurate information, in a timely manner and in a usable form, to other employees who need to act on it

Avoids distractions such as regularly checking emails and voicemail or surfing the internet in order to maintain focus and increase efficiency

3

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.

Identifies sources of common errors or mistakes and suggests a better action to prevent them from recurring

Seeks clarification by asking questions in order to make sure that one produces work that meets the specified needs

3

Self Evaluation

Self Evaluation Question

Employee Comments

VERBAL COMMUNICATION:

Have you ever tried to think about what you would say from another person's perspective?

How do you aim to improve your verbal communication skills to be the best in it?

[employee comments]
PHONE SKILLS:

How well can you rate the way you handle your phone call conversations?

Do you usually call back when you promise to do so and have you ever failed to so at any given point?

[employee comments]
INTERPERSONAL SKILLS:

Give an instance that your feelings and emotions became a hindrance to building meaningful relationships with others?

Do you always seek to make people relaxed when they are talking to you or do you use intimidation?

[employee comments]
DEALING WITH DIFFICULT PEOPLE:

Describe a time when you had to disagree with a new rule in the company? How did you present your argument?

How comfortable are you with dealing with different opinions from different people? Describe a time when this happened at work

[employee comments]
CREATIVITY:

Do you enjoy thinking creatively and innovatively as well as creating new solutions?

Do you value and implement creative skills that you learn from others

[employee comments]
FLEXIBILITY:

Are you flexible enough to take on new urgent tasks that do not originally belong to you?

Are you able to handle project concerns that are required to complete projects?

[employee comments]
POTENTIAL FOR ADVANCEMENT:

Are you willing to change tactics and part of the winning team?

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

[employee comments]
PROJECT AND GOAL FOCUS:

Is there a time when you have missed goals? What were those goals and why did you miss them?

How do you differentiate goals that are urgent from those that are important? Give an example

[employee comments]
MANAGING DETAILS:

How would you deal with a team member who is super detail oriented, that he/she always slows the team down?

Describe a time when you have had to multitask. How did you organize your tasks to make sure that you didn't miss any of them?

[employee comments]
QUALITY MANAGEMENT:

How have you helped your team members produce quality work? How has this improved the overall productivity of the team?

What systems have you used to manage information and improve quality effectively? Would you recommend these systems to other companies?

[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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