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

A Meteorologist is responsible for predicting the weather and studying the elements of particular weather conditions using information obtained from the land, sea and upper atmosphere using digital and mathematical models to make both long and short range forecasts concerning the weather and climate patterns.

The primary responsibilities for this task include collecting data from the satellite images, radar, remote sensors and weather stations all over the world, coding weather reports for transmission over international networks, measuring factors like the air pressure, temperature and humidity at various atmospheric levels, analyzing and presenting the information to customers in the form of weather briefings, liaising with colleagues and clients from around the country and worldwide, monitoring climate variability and change.

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.

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

Ensures to do callbacks to give responses and feedback if promised to do so earlier.

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.

Asks the difficult individual a question regarding the issue, such as, "Why do you feel this way?" in order to show them that one is willing to find the source of the disagreement

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

2

NETWORKING: Networking is the process that encourages an exchange of information and ideas among individuals or groups that share the same interests.

Dresses well, looks sharp and conducts oneself respectfully in order to make a good first impression when meeting potential business partners

Scans one's feed on social media in order to see what is happening in one's corner of the business world and track competition

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

Consistently keeps a track record of meeting personal objectives and setting even higher 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.

Avoids distractions such as answering non-work related calls in order to remain focused on accomplishing own tasks

Creates a diary that documents the goal pursuit in order to get clarity on the goals

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.

Provides accurate and consistent work that requires little or no checking

Follows up with other employees to make sure that commitments and agreements have been fulfilled

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.

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

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

2

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.

Looks for alternatives to accepted or common methods and solutions

Makes effort to examine the truth of an argument before making a conclusion

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

Self Evaluation

Self Evaluation Question

Employee Comments

PHONE SKILLS:

Have you ever interrupted someone while talking over the phone? How did the conversation turn out?

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:

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

How well do you receive and at the same time give constructive feedback?

[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?

When you work with a group of people, disagreements are common. Can you describe a time when you handled a disagreement in your workgroup? How was it solved?

[employee comments]
NETWORKING:

Which methods have you used to find new business connections? Why? Which one of these methods have you found to be the most effective?

What are some of the things you don't like about networking events and networking in general?

[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?

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?

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

[employee comments]
MANAGING DETAILS:

How do you make sure that you have all the necessary tools before starting a project or task?

What are some of the things you have done or skills you have acquired to improve your ability to manage details at work?

[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?

What motivates you to produce quality work constantly? Describe a time when you have been rewarded for consistently producing quality work.

[employee comments]
RESEARCH:

Have you ever failed to communicate the purpose and outcomes of a research clearly? How did you correct the situation?

What efforts are you making to identify ideas and concepts that are relevant to a problem?

[employee comments]
TECHNOLOGY TREND AWARENESS:

What efforts are you making to learn more about data mining techniques?

Are there any times you had to seek for assistance on issues related to new technology trends?

[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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