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

The Meteorologist-in-Charge is liable for managing and supervising the provision of the weather warning forecast services and other environmental activities within the area. This position has its primary emphasis on the provision of flood and weather warnings and forecasts.

The primary duties include responsibility to forecast coordination with the surrounding projection areas, ensure provision, development, modification of products and services that are useful to serve the needs of the users, integrating scientific and technological advances into the program which includes the development of the local forecast techniques, overseeing the overall data management, acquisition, integration efforts and real-time weather observational programs provided for by the organization which includes the water radar, upper air, climatic data collection activities, observer certification and volunteer observer networks.

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.

Tries to be as comfortable and relaxed as possible before making any telephone call.

Avoids any form of distractions before making a telephone call.

2

SAFETY AT WORK: Safety is being protected from hurt or other non-desirable outcomes that may tend to overrule a situation and cause damages of different kinds.

Makes sure that flammable trash such as oils, paper, and dry wood is disposed daily

Keeps employees informed about injury and illness statistics, safety inspections, and other safety-related issues

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

Learns the person's strategy and develops counter strategies ahead of time, when one cannot avoid the situation

2

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.

Takes responsibility for personal growth and development providing the company benefits too

Displays a high confidence regarding ability to lead others in a professional way

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.

Establishes both short term and long term clear and challenging goals that are attainable

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

3

PRACTICAL THINKING: Practical Thinking is the skill to think creatively about projects or work that requires your full attention to be completed and to bring great results.

Practices mindfulness in order to ease mental problems and think in an effective way

Figures out the information one needs to solve a particular situation and actively seeks that information

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

Checks own work and that of other team members for completeness and accuracy in order to provide work of high quality

3

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.

Adapts technology in getting solutions and searches for different approaches to a situation or problem

Uses insight gained from reflection and feedback to improve future research methods

2

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

Advocates for implementation of modern technologies that can assist in sharing and storing data more efficiently such as cloud storage

Encourages use of artificial intelligence to execute repetitive, multiple, and complex tasks efficiently

2

COMPUTER SKILLS: Computer Skills are the necessary computer working skills that each employee need to have while seeking to get admitted into the professional world.

Shows willingness to learn how to create, use, and troubleshoot computer networks

Shows willingness to learn how to use computer aided design technologies to create technical illustrations

2

Self Evaluation

Self Evaluation Question

Employee Comments

PHONE SKILLS:

How well can you rate the way you handle your phone call conversations?

Do you usually call back when you promise to do so and have you ever failed to so at any given point?

[employee comments]
SAFETY AT WORK:

Describe a time when an accident happened at work. What caused the accident? What did you do to help those who were involved?

How would you deal with an employee who does not use the protective equipment?

[employee comments]
DEALING WITH DIFFICULT PEOPLE:

How would you deal with a team member who is always picking fights with others or is difficult to work with?

How would you deal with a team member in your group who constantly talks more than all the others? Is there a time when this ha happened at work?

[employee comments]
PERSONAL GROWTH:

Do you consider the requirements carefully before handling any task?

Are you available to attend training and coaching workshops and do you benefit from them?

[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]
PRACTICAL THINKING:

Some situations require one to think in a practical manner while others require critical thinking. Can you give an example when you have used the two strategies to solve a problem at work?

What have you done to improve your practical thinking skills? How has this helped your career life?

[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?

How do you keep track of your projects to ensure that each milestone meets the agreed quality standards?

[employee comments]
RESEARCH:

How often do you use mathematical techniques such as statistical tests to manipulate data?

What are you doing to improve your ability to point out, define, and analyze existing problems?

[employee comments]
TECHNOLOGY TREND AWARENESS:

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

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

[employee comments]
COMPUTER SKILLS:

How often do you seek for assistance when faced with a challenge when using a computer service?

Have you ever tried to use computer aided design techniques and failed? What did you do to succeed?

[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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