Use this step by step explanation to craft a good employee performance feedback review for a warning coordination meteorologist. Find the right words with quality phrases.
A Warning Coordination Meteorologist is responsible for planning, coordinating and carrying out the programs designed to educate the area-wide public awareness program designed to inform the public to ensure the mitigation of death, injury, and property loss that is caused by severe natural Hydrometeorological events.
The primary duties of this post include conducting area-wide evaluations for adherence to the established policy, collaborating with the local state agencies in developing, proposing and implementing plans to promote efficient utilization of their services in the entire state, identifying priority community preparedness objectives and meeting them, determining the adequacy and preparedness activities, ensuring the maintenance and accuracy of severe weather call lists, prepares monthly storm data reports and analyzes information from the media.
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 |
|---|---|---|
| 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. | Speaks in a very clear enunciation and is well understood by the other person on the other end. Always seeks clarification whenever the other person on the line is not clear. | 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. Knows how to solve problems by coming up with workable solutions effectively. | 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. | States own needs clearly and assertively without giving the other person the opportunity to twist or manipulate one's words Brings a third party into the conversation when one is not able to deal with the person who caused the situation | 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. | Listens to counsel regarding set goals and lays down the best strategies to meet them Displays a high degree of tenacity in working with the teams to deliver quality work | 2 |
| LEADERSHIP SKILLS: Leadership Skills are soft skills that assist leaders in positively interacting with employees or team members to make the workplace a great place. | Exhibits a winning attitude among the team encouraging them to view challenges differently Structures the assignment and projects to further strengthen teamwork among the employees | 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. | Listens and adheres to active counsel regarding the business strategies Asks for training or coaching where needful without wasting time | 2 |
| WORK ATTITUDE: Work Attitude is one's feelings towards and beliefs about one's job and their behavior that can tell how it feels to be there. | Focuses energies and strengthens on the most demanding tasks that can be done Seeks opportunities to show others what can be done with ease and what needs much work | 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. | Avoids distractions such as answering non-work related calls in order to remain focused on accomplishing own tasks Writes down own goals with actionable commitments in order to make them real | 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. | Identifies sources of common errors or mistakes and suggests a better action to prevent them from recurring Presents information neatly and clearly, following relevant procedures and paying attention to detail | 3 |
| RESEARCH: Research is the ability to stay updated on the latest trends in different fields as per your concern or the concern of your company or business. | Employs analytical skills when examining the consequences of a particular solution Demonstrates exceptional ability to use data reduction and synthesis methods to understand the patterns in relevant data and information | 3 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| PHONE SKILLS: Give an instance you were called by an irate caller and explain how you handled it? Do you typically take charge of the phone calls you make and how do you ensure to have everything under control? | [employee comments] |
| INTERPERSONAL SKILLS: Do you find it easy to strike a conversation with other people? How well do you receive and at the same time give constructive feedback? | [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] |
| DEVELOPING OTHERS: Do you consult the rest of the management before you make decisions? Do you rely on personal knowledge or do you get more knowledge from others? | [employee comments] |
| LEADERSHIP SKILLS: Do you lead others where you are not willing to go? Is the company's interest the center of your interest as you work? | [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] |
| WORK ATTITUDE: Do you allow others to air their opinions or give you new ideas you can implement? How do you handle workplace stress and work related pressures? | [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? Describe a time when you have missed an important project deadline due to poor planning. What did you do? | [employee comments] |
| QUALITY MANAGEMENT: How do you ensure that your suppliers meet the company quality standards? How do you know when a product quality has dropped? What motivates you to produce quality work constantly? Describe a time when you have been rewarded for consistently producing quality work. | [employee comments] |
| RESEARCH: How often do you encourage colleagues to employ analytical skills when examining the consequences of a certain solution? How often do you break bigger issues into smaller manageable parts when faced with complex situations during research? | [employee comments] |
Summary |
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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: |