Use this step by step explanation to craft a good employee performance feedback review for a warning coordination meteorologist. Find the right words with quality phrases.
A Warning Coordination Meteorologist is responsible for planning, coordinating and carrying out the programs designed to educate the area-wide public awareness program designed to inform the public to ensure the mitigation of death, injury, and property loss that is caused by severe natural Hydrometeorological events.
The primary duties of this post include conducting area-wide evaluations for adherence to the established policy, collaborating with the local state agencies in developing, proposing and implementing plans to promote efficient utilization of their services in the entire state, identifying priority community preparedness objectives and meeting them, determining the adequacy and preparedness activities, ensuring the maintenance and accuracy of severe weather call lists, prepares monthly storm data reports and analyzes information from the media.
Employee Performance Review Sample | |
|---|---|
| Employee's Name: | Title: |
| Review Period: __/__/__ to __/__/__ | Employee SSN: |
| Work Location: | Supervisor's Name: |
Instructions |
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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. | Takes charge of the telephone conversation when making the call first. 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. Influences those around in a very positive way and inspires them to be the best that they can be. | 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 Speaks to a potential mediator, to help improve the situation, when one is not making headway with someone and needs to do so | 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. | Has a strong personal goal orientation that inspires fellow employees to follow suit Devotes significant effort in coaching others and assisting them to meet their goals | 3 |
| LEADERSHIP SKILLS: Leadership Skills are soft skills that assist leaders in positively interacting with employees or team members to make the workplace a great place. | Highly useful in bonding employees together to create a solid team Establishes a company culture of reliability and concern for others | 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. | Sets challenging yet realistic goals and designs strategies to achieve them Helps weak employees meet their goals and beat deadlines with ease | 2 |
| WORK ATTITUDE: Work Attitude is one's feelings towards and beliefs about one's job and their behavior that can tell how it feels to be there. | Carries a productive attitude that does not change even in unpleasant situations Seeks opportunities to show others what can be done with ease and what needs much work | 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. | Puts other people's work off until one has completed own tasks in order to avoid getting distracted Creates a diary that documents the goal pursuit in order to get clarity on the goals | 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. | Demonstrates the understanding and knowledge of policy, procedures, and standards in own area of work and that of others Monitors the progress of assignments against the agreed standards of work and/or milestones | 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. | Adapts technology in getting solutions and searches for different approaches to a situation or problem Makes effort to examine the truth of an argument before making a conclusion | 2 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| PHONE SKILLS: How well can you rate the way you handle your phone call conversations? What is the best solution you have ever given to someone over the phone and was the caller satisfied? | [employee comments] |
| INTERPERSONAL SKILLS: Are you always approachable or people tend to find it hard to approach you? 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 deal with a difficult person at work? What was the problem? How did you go about it? How do you differentiate between a person who is deliberately difficult from one who is difficult due to some stress he/she is going through? | [employee comments] |
| DEVELOPING OTHERS: Do you consult the rest of the management before you make decisions? What do you spend your energies on ? development or bringing down? | [employee comments] |
| LEADERSHIP SKILLS: Do you invest in teamwork to ensure both management and workers are all harmonious? Do you reprimand your employees or discuss situations with them? | [employee comments] |
| POTENTIAL FOR ADVANCEMENT: Do you carefully consider the feedback from the management or do you overlook it? Do you accept positive criticism that is meant to help you improve your expertise? | [employee comments] |
| WORK ATTITUDE: Are you focused on doing a thorough work on all tasks assigned without any complaint? How do you handle workplace stress and work related pressures? | [employee comments] |
| PROJECT AND GOAL FOCUS: How do you communicate your goals to other members of the team? Give an example 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 motivates you to produce quality work constantly? Describe a time when you have been rewarded for consistently producing quality work. | [employee comments] |
| RESEARCH: How often do you use mathematical techniques such as statistical tests to manipulate data? What efforts are you making to identify ideas and concepts that are relevant to a problem? | [employee comments] |
Summary |
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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: |