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

A Climate Change Risk Assessor is responsible for researching and analyzing policy developments that are related to climate change. This position also makes climate-related recommendations for actions like the awareness campaigns, fundraising, legislation or fundraising approaches.

Essential duties for this position includes providing reasonable support for policy beliefs related to renewable energy, energy efficiency or climate change, evaluating civic projects or public policies, analyzing and distilling climate-related analysis conclusions to inform legislators, regulatory agencies or other stakeholders, conducting climatological research, interpreting research or operational data, preparing study reports, memoranda, testimonies, briefs etc., preparing research or technical reports on environmental issues, making legislative recommendations that are related to climate change or environmental management based on climate change policies and principles.

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.

Knows audience well enough and uses the correct language and terms that will suit them perfectly.

Finds out if the other person understands what is being discussed during a conversation and explains unclear issues.

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.

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

Avoids any form of distractions before making a telephone call.

2

MANAGING AT TEAM: Managing is the administration of an organization which includes activities of setting the strategy of an organization and coordinating the efforts of the employees to accomplish its objectives.

Makes sure that employees are recruited, selected, appraised and rewarded appropriately and takes action to address performance problems

Develops new insights into situations, encourages new ideas and innovations, and designs new programs/processes to help run the company effectively

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.

Has gained professional recognition fast due to the growth posted

Takes work very seriously and gives no excuse to be absent

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.

Holds a clear vision of the future working diligently to make it a reality

Maintains a record of attained goals that have led to markedly improved personal and corporate performance

3

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.

Certain about capability to get any job done and done well

Always carries a positive mindset that is frequently accompanied by an excellent posture

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.

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

Tries not to multitask when handling a complex task in order not to confuse own brain or slow oneself down

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.

Audits the work of other employees in order to ensure that the right procedures or steps are being followed

Monitors the progress of assignments against the agreed standards of work and/or milestones

2

QUANTITY OF WORK: The quantity of Work is the amount of work accomplished by an employee against the expectations set by the employer.

Sets new standards for productivity and inspires other employees or team members with own output

Raises the bar for other employees and is energized by problems that would easily derail others

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

Breaks bigger issues into smaller manageable parts when faced with complex situations during research

2

Self Evaluation

Self Evaluation Question

Employee Comments

VERBAL COMMUNICATION:

Who is the greatest orator that you admire and why do you admire them?

How do you aim to improve your verbal communication skills to be the best in it?

[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]
MANAGING AT TEAM:

Would you rather that your reporting staff respected you or feared you? Why? How would you inspire both reactions from them?

Is there a time when you have been a mentor to another aspiring manager? How did you go about creating that relationship?

[employee comments]
PERSONAL GROWTH:

Do you consider the requirements carefully before handling any task?

Do you find it hard to work with the management in certain areas?

[employee comments]
POTENTIAL FOR ADVANCEMENT:

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

Do you set goals or have a workable plan that you follow through with?

[employee comments]
WORK ATTITUDE:

Are you an asset to your company or a strict liability that only causes conflict?

Are you always armed with the right attitude no matter the situation?

[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 differentiate goals that are urgent from those that are important? Give an example

[employee comments]
QUALITY MANAGEMENT:

How have you made sure to deliver quality work even when working under pressure?

Describe a time when you had to deal with an angry client because you had delivered a poor quality product. How did you handle the situation?

[employee comments]
QUANTITY OF WORK:

What are some of the factors you have considered when delegating tasks to your team members in order to increase their productivity?

How have you dealt with a subordinate whose productivity was consistently marginal?

[employee comments]
RESEARCH:

What efforts are you making to improve your research methods?

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

[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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