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

A General Forecaster is responsible for providing general weather information, warnings, advisories, aviation and public forecasts to the public at large and the particular group users. This position reports to the Meteorologist or the Senior Forecaster.

Duties for this post are participating in all forecasting programs as assigned by the Meteorologist, integrating all the meteorological data that is available from a variety of sources, analyzing and assessing the current forecast situation at both the synoptic and mesoscale levels, prepares and issues warnings concerning a hazardous weather conditions like severe weather, high winds, flash floods, marine effects, winter storms etc., conducting weather watch that involves interpretation of radar data, satellite imagery and any other analysis of the meteorological and hydrologic data, determining appropriate and relevant data, identifying questionable and conflicting data and resolving it if possible.

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.

Fails to explain unclear issues when having a conversation and does not find out if the other party understands.

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.

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.

Expressing feelings and emotions are quite difficult leading to misunderstanding.

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

1

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.

Stresses about the difficult person all the time, even when one is taking a day off

Humiliates and confronts a difficult co-worker in front of others instead of approaching them privately and trying to find where the problem is

1

CREATIVITY: Creativity is the skill of turning new and imaginative ideas into reality through the ability to perceive the world in new ways, find hidden patterns, make connections between unrelated phenomena and generate solutions.

Takes calculated risks on the understanding of technology and how to use it

Always suggests original ideas that work well in the company

2

FLEXIBILITY: Flexibility is an important skill that allows employers and employees to make an arrangement about working on maintaining a work/life balance to help organizations improve the productivity and efficiency of their balance.

Consistently maintains composure during times of stress and helps others do the same

Persuades others to keep calm in time of storms and focus on the primary goals

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.

Has no potential to do challenging tasks always giving excuses

Takes the management very lightly and does not respect others

1

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.

Underestimates completion time for the goals thus gets frustrated when things take more time to achieve than expected

Sets "negative" goals, which makes one lose motivation needed to accomplish them easily

1

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.

Takes too much time to get the job done thus delays output or produces less number of works

Jumps into conclusions instead of taking the time to dig into the situation at hand and find out the root cause

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.

Does not care about monitoring customers satisfaction or asking for feedback to find out what products or services needs a boost in quality

Does not lead by example; always produces substandard work but asks others to produce quality work

1

Self Evaluation

Self Evaluation Question

Employee Comments

VERBAL COMMUNICATION:

Give an instance you were given the opportunity to talk to people. What was the reaction?

How do you prepare yourself before you talk to people and has it been of help to you?

[employee comments]
PHONE SKILLS:

Have you ever made a call while drinking or eating? How can you rate the conversation?

How well do you close conversations and do you feel you leave the callers in a satisfied position?

[employee comments]
INTERPERSONAL SKILLS:

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

Do you always seek to make people relaxed when they are talking to you or do you use intimidation?

[employee comments]
DEALING WITH DIFFICULT PEOPLE:

Can you describe a time when you have had a conflict at work? How did you solve it? What could you have done to avoid it?

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]
CREATIVITY:

Are there better methods you know of that can make the company more profitable?

Are you motivated to do better every time you give a workable solution to a challenge?

[employee comments]
FLEXIBILITY:

Do you execute tasks promptly or are you always late?

Are you able to handle project concerns that are required to complete projects?

[employee comments]
POTENTIAL FOR ADVANCEMENT:

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

What strengths do you have that you can use to work better?

[employee comments]
PROJECT AND GOAL FOCUS:

How many company goals have you achieved in the past six months? What approach did you take to reach them?

Describe a time when you have missed an important project deadline due to poor planning. What did you do?

[employee comments]
MANAGING DETAILS:

Is there a time when you have failed to deliver a project on time because you didn't have all the required information? What happened?

If a project is not due for several weeks, when do think it's the best time to start working on it and why?

[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]

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