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

The Chief Meteorologist is accountable for supervising a team of meteorologists who make both short term and long term weather forecasts based on information about the air pressure, temperature, humidity and wind velocity as supplied by the weather satellites, radar, recording instruments and observers in the most part parts of the world.

The essential functions of this position includes preparing and delivering forecasts for television viewers and radio listeners using visual aids and maps to clarify forecasts for viewers, supervises and coordinates the work o the entire meteorologists in preparing short and long term forecasts, developing accurate information for commercial interests like the aviation, marine and agriculture industries, inputting data in computer as well as comparing the data with the previous weather patterns evaluating probability for future weather conditions.

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.

Does not talk with great confidence and composure and trembles excessively.

Talks too fast in a manner that the other person does not comprehend what is being said.

1

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.

Maintains a cool head whenever the person on the line seems arrogant and uncontrollable.

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.

Does not know how to communicate in a clear way so that others can easily understand.

Does not work well with others something that brings conflict every now and again.

1

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.

Sets personal goals with none enhancing an excellent performance on the job

Cannot be relied upon to coach others or share knowledge

1

ETHICAL BEHAVIOR: Ethical Behavior is acting in policies that are consistent with what the society and individuals typically think are good morals or values.

Regards fairness as one of the critical needs in all the decisions made

Takes quick action to advise employees who engage in unfair treatment

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.

Listens and adheres to active counsel regarding the business strategies

Helps weak employees meet their goals and beat deadlines with ease

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.

Lets other people throw one's task off by accepting to do favors for them while working on an important task

Sets goals inside own comfort zone thus doesn't find them compelling enough to follow through and achieve them

1

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.

Assumes to know everything and does not seek clarification even when one is stuck or knows nothing about the assigned work

Does not monitor the progress of projects against the milestones or quality standards that have been agreed on

1

BUSINESS TREND AWARENESS: Business Trend Awareness is the capacity to be conscious of the changing ways in which the companies are developing in the marketplace.

Makes poor strategic decisions, does not utilize good opportunities and makes little efforts to overcome competition

Frightened by new trends and responds slowly to new trends

1

SCHEDULING: Scheduling is creating daily workflow charts that the employees are supposed to follow when working and submitting their projects.

Demonstrates inability to identify more important tasks first and focuses more on quantity than quality

Hardly creates a routine and fails to get repetitive tasks done efficiently

1

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

[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 your personality affected your relationships with others. How did you resolve it?

How well do you receive instructions and follow them through to achieve the desired results?

[employee comments]
DEVELOPING OTHERS:

Are you a fast learner and can you impart what you learn fast enough?

Are you interested in the growth and development of the company?

[employee comments]
ETHICAL BEHAVIOR:

Can you be trusted in all you do and say to be honest?

Do you give honor where it's due or do you withhold it from those who have done well?

[employee comments]
POTENTIAL FOR ADVANCEMENT:

Are you willing to change tactics and part of the winning team?

Do you accept positive criticism that is meant to help you improve your expertise?

[employee comments]
PROJECT AND GOAL FOCUS:

Is there a time when you have involved other employees in developing your goals? Give an example

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

[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 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]
BUSINESS TREND AWARENESS:

What efforts are you making to increase your accuracy in predicting future business trends?

Do you encourage your colleagues to attend conferences and local events that provide networking opportunities with other professionals?

[employee comments]
SCHEDULING:

What efforts are you making to employ the best practices and standards when scheduling projects?

Can you think of a time you failed to schedule a task ahead of time? How did you correct the situation?

[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:

Written by on