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

An Atmospheric Scientist is responsible for studying the weather and climate and learn how these conditions affect the human activity plus the entire earth in general. This position develops reports, forecasts and climate change research from their analysis of weather and climate data while working indoors in weather stations, office or laboratories with occasional field work.

The essential duties include, measuring temperature, air pressure and other properties of the atmosphere, issuing warning to preserve life and property during severe weather like hurricanes, tornadoes, etc., developing and using computer models that analyze data about the environment, producing weather maps and graphics, reporting the weather conditions, preparing long and short term weather forecasts using sophisticated computer, collecting data and analyzing to make it easier to understand, illustrate weather forecasts and reports.

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

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.

Has a perfect sense of humor and always makes jokes to make others laugh.

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

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.

Takes a deep breath before responding to an argument in order to collect one's thoughts and calm one's emotions

Increases own frustration tolerance by challenging irrational beliefs that may make one to become angry, stressed or lose one's cool

3

APPEARANCE AND GROOMING: Appearance and Grooming are the way one presents themselves in a professional environment or the workplace with the aim of gaining positive impression and respect as well.

Motivates team members and always leads the others by example

Respects the position offered always covering the part to be a great example

3

PERSONAL GROWTH: Personal Growth is the improvement of one's awareness, identity, developing talents and potential to facilitate the growth of oneself and the position they handle at the workplace.

Consistently meets personal objectives even those that look challenging to the ordinary employee

Personal maturity and development is imminent to those interacting with such a person

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.

Carries a strong personal orientation that is inspired by real example in the workplace

Displays a great initiative and energy in pursuing personal goals

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.

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.

Takes the time to evaluate how well a major activity or project was done; monitors clients' satisfaction by asking them what went well and what needs to be improved next time

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

3

QUANTITY OF WORK: The quantity of Work is the amount of work accomplished by an employee against the expectations set by the employer.

Produces more than expected in all assigned areas regardless of how high the output or production goals are set

Rewards oneself when one consistently exceeds the set output goals in order to stay motivated to work harder

3

TECHNOLOGY TREND AWARENESS: Technology Trend Awareness is staying updated with the useful upcoming trends that can serve your business better and easier.

Excels at using data mining techniques to identify patterns and predict future trends

Embraces the power of virtual workplaces to save time, money, travel, and energy

3

Self Evaluation

Self Evaluation Question

Employee Comments

PHONE SKILLS:

How do you handle irate and upset callers during a phone conversation?

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 your personality affected your relationships with others. How did you resolve it?

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

[employee comments]
DEALING WITH DIFFICULT PEOPLE:

Is there a time when you have had to deal with a difficult person at work? What was the problem? How did you go about it?

What are some of the techniques you have used or things you have done to improve your ability to handle difficult people?

[employee comments]
APPEARANCE AND GROOMING:

What are your personal motives behind your dressing and grooming?

Are you able to tell others to present themselves professionally without feeling guilty of doing the opposite?

[employee comments]
PERSONAL GROWTH:

Are you fully committed to remaining an active part of the company?

Are you personally aware of areas you need to change?

[employee comments]
POTENTIAL FOR ADVANCEMENT:

Are you part of the accomplishers or losers who contribute to the company's losses?

Do you set goals or have a workable plan that you follow through with?

[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?

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 do you ensure that your suppliers meet the company quality standards? How do you know when a product quality has dropped?

Describe the most recent project you have completed. What are some of the most common quality issues you identified and what was the cause?

[employee comments]
QUANTITY OF WORK:

What are some of the skills you have acquired to improve your productivity at work?

How have you dealt with a subordinate whose productivity was consistently marginal?

[employee comments]
TECHNOLOGY TREND AWARENESS:

Can you describe a situation where you successfully utilized the power of virtual workplaces to save time and money?

What efforts are you making to get certifications in specialized technology fields?

[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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