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.

Prepares adequately well before delivering that all-important speech before others.

Shows great eloquence when it comes to delivering speeches and talks.

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.

Takes charge of the telephone conversation when making the call first.

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.

Tries as much as possible to make people feel comfortable at all times.

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.

Discusses the issue at hand somewhere neutral or a place with an activity in order to limit negative face-to-face interactions

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

3

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.

Contains an imaginative personality and always resourceful in times of need

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.

Consistently maintains composure during times of stress and helps others do the same

Knows how to remain calm and composed under the stressful situations

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.

Always strives to attain personal goals that can easily be forgotten

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.

Finds a specific purpose of finishing own goals in order to stay focused and motivated to keep pressing on

Writes down own goals with actionable commitments in order to make them real

2

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.

Does not let other employees waste own time with gossip; sets boundaries at work in order to complete the assigned work correctly and on time

Actively checks the provided information for accuracy and consistency before using it in order to reduce uncertainty

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.

Develops procedures and systems to manage information and data effectively and shares these with other employees

Places quality results in a place where everyone can see in order to demonstrate own commitment to quality and high standards to the members of the team

2

Self Evaluation

Self Evaluation Question

Employee Comments

VERBAL COMMUNICATION:

Have you ever spoken before first thinking over it and it ended up hurting someone? How was the experience?

How do you respond to feedback and criticism and do you encourage people to give you feedback and citric your speech?

[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:

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

Do you normally take the time to build meaningful and positive relationships with others?

[employee comments]
DEALING WITH DIFFICULT PEOPLE:

Is there a time when you have had to respond to an unhappy customer? How did you deal with him/her?

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

[employee comments]
CREATIVITY:

Are there better methods you know of that can make the company more profitable?

Are you interested in becoming better in your creative skills?

[employee comments]
FLEXIBILITY:

Do you execute tasks promptly or are you always late?

Are you consistent in following the descriptions given to finish tasks?

[employee comments]
POTENTIAL FOR ADVANCEMENT:

Do you carefully consider the feedback from the management or do you overlook it?

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

[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?

How do you keep track of your project to make sure everything is in order?

[employee comments]
MANAGING DETAILS:

Describe a project that demanded accuracy from you. How did you go about it and what are some of the challenges you faced?

If a project is not due for several weeks, when do think it's the best time to start working on it and why?

[employee comments]
QUALITY MANAGEMENT:

Describe a specific time when you have had to deal with a team member who constantly produced substandard work. How did you go about it?

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]

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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