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

A Broadcast Meteorologist is liable for informing us what to expect daily from the weather. Popularly known as the weatherman, many are broadcast journalists who are not scientists, they report weather forecasts and current conditions to the public through the television, radio or the internet broadcasts.

The important tasks for this position include creating maps and graphics to illustrate weather conditions, issuing warnings about impending severe weather conditions, delivering reports on current weather conditions and forecasts to the television or radio audience, advising on weather or environmental conditions events like the blizzards, tornadoes, earthquakes, hurricanes, earthquakes, forest fires, floods and eclipses from foreign locations.

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.

Knows how to put the other person on hold and professionally unholds them.

Always asks the other person on the line if he or she may need any further assistance.

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.

Knows how and when to give constructive feedback to others and easily accepts correction.

2

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.

Redirects the conversation or situation to something positive by focusing on something else other than what the argument started about

Does not share anything personal with an impossible person even when they seem normal or act like a friend

2

HANDLING STRESS: Handling Stress is the skill to balance the requirements of the job and your abilities or available resources in performing it.

Postpones major work changes such as new projects or changing departments when feeling stressed or anxious

Avoids toxic co-workers; stays as away as possible from colleagues who gossip or those that bring negative energy

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.

Includes breaks in one's to-do lists in order to get time to freshen up and get the mind ready for the next task

Sets a realistic time estimate for each project and tries to complete each one of them within the confines of each time limit

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.

Performs own tasks as early as possible in order to have time to devote to unexpected or last minute responsibilities

Works closely with other employees to encourage them to maintain high-quality standards in their work

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.

Actively raises critical issues that affect the company's productivity, effectiveness, and coordination, and leads others in resolving them

Maintains good records and systems and treats confidential reports/information in an appropriate manner

3

TIME MANAGEMENT: Time Management is the capacity for an individual to assign specific time slots to activities as per their importance and urgency to make the best possible use of time.

Uses technical tools that assist in delivering work more quickly

Balances the speed of delivering work with quality and shows commitment to make improvements in both aspects

2

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

Makes effort to participate in online tech communities that consist of technology savvy individuals sharing technology ideas

Shows willingness to learn new technology trends and asks for assistance when faced with problems related new technologies

2

WRITING REPORTS AND PROPOSALS: Writing Reports and Proposals is the ability to record business reports and plans for the company or project following the policies and procedures of the company.

Puts extra effort to understand the audience in order to target the message in reports and proposals appropriately

Shows willingness to learn how to acknowledge cited works appropriately

2

Self Evaluation

Self Evaluation Question

Employee Comments

PHONE SKILLS:

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

Give an instance you had to talk to someone on the phone while in a loud place? How well did the conversation go?

[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]
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]
HANDLING STRESS:

Can you describe a situation at work that really stressed you out to the maximum? How did you handle it?

What ways do you use to identify your stress triggers? What do you do to make sure that the same stressful situation does not reappear?

[employee comments]
PROJECT AND GOAL FOCUS:

Is there a time when you have involved other employees in developing your goals? Give an example

How do you organize your goals in order to remain focused and make them more achievable?

[employee comments]
MANAGING DETAILS:

Is there a time when you have failed to deliver a project on time because you didn't have all the required information? What happened?

How have you helped your team members improve their ability to manage details? How has this improved the overall productivity of the team?

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

[employee comments]
TIME MANAGEMENT:

Do you plan your time and evaluate how you use it periodically when working on a project?

Is there a time you had to seek assistance from another person to solve a problem quickly?

[employee comments]
TECHNOLOGY TREND AWARENESS:

Are you making any efforts to learn more about internet security, privacy, and confidentiality?

How often do you encourage colleagues to use of artificial intelligence to execute repetitive, multiple, and complex tasks more efficiently?

[employee comments]
WRITING REPORTS AND PROPOSALS:

What efforts are you making to learn the value of good written communication when writing reports and proposals?

What efforts are you making to learn how to convey technical ideas in an appropriate and reader-friendly language?

[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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