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.

Researches extensively before delivering a talk to have concrete facts and information that will not raise any objections.

Finds out if the other person understands what is being discussed during a conversation and explains unclear issues.

2

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.

Jots down key points whenever there is need to write them down for reference purposes.

Mirrors back some of the words spoken by the other person and shows a good attention skill.

2

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.

Appreciates the efforts taken by others to do any task and encourages them to be better.

Adept at taking instructions and ensuring to follow them to the book.

2

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.

Helps others determine their personal goals and work on them seriously

Sets high challenging yet realistic goals that all employees can meet

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.

Highly regarded as entirely credible by all who work together

Always a 100% trustworthy due to the level of honesty

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.

Sets challenging yet realistic goals and designs strategies to achieve them

Takes work seriously giving it the required commitment the company asks

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.

Cleans up one's workspace and keeps it organized in order to get work done with much concentration

Sets aside some time to read every day in order to test own ability to stay focused on one task at a time and improve own focus

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.

Agrees on high standards and quality on the outset, when working with a client or other employees

Keeps a quality chart in order to identify the biggest quality issues as well as areas with the most quality problems

2

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.

Relies on tested and proven forecasting tools to predict future trends

Makes efforts to adjust and respond more quickly to new trends

2

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

Makes effort to schedule tasks for the day ahead of time

Often adds some contingency time for unexpected events when scheduling tasks

2

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 prepare yourself before you talk to people and has it been of help to you?

[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:

Are you always approachable or people tend to find it hard to approach you?

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

[employee comments]
DEVELOPING OTHERS:

Are you reliable to train and coach the employees to produce a better workforce?

Does the management count on you to deliver profitability in the business?

[employee comments]
ETHICAL BEHAVIOR:

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

Do you provide honest feedback when asked to give any?

[employee comments]
POTENTIAL FOR ADVANCEMENT:

Do you ask for coaching or training when you need it or do you delay until it is forced on you?

What strengths do you have that you can use to work better?

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

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

[employee comments]
BUSINESS TREND AWARENESS:

Can you think of a new business trend that challenged you most and how did you implement change?

What efforts are you making to know what customers want?

[employee comments]
SCHEDULING:

What are you doing to create a balance between quality and quantity when scheduling tasks?

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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