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

A Meteorologist is responsible for predicting the weather and studying the elements of particular weather conditions using information obtained from the land, sea and upper atmosphere using digital and mathematical models to make both long and short range forecasts concerning the weather and climate patterns.

The primary responsibilities for this task include collecting data from the satellite images, radar, remote sensors and weather stations all over the world, coding weather reports for transmission over international networks, measuring factors like the air pressure, temperature and humidity at various atmospheric levels, analyzing and presenting the information to customers in the form of weather briefings, liaising with colleagues and clients from around the country and worldwide, monitoring climate variability and change.

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.

Argues with the other person on the line when insulted or provoked and does not maintain a cool head.

Never seeks clarification on issues that are not well clear during the phone conversation.

1

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.

Can comfortably get into a conversation with just about anyone.

Follows the company culture strictly and inspires the same from his or her colleagues.

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.

Does not make boundaries to let the difficult person know what is okay and what is not, and what would happen if boundaries are crossed

Does not try to figure out what is it about the difficult person's personality that one doesn't like thus one is not able to pinpoint ways to deal with him/her

1

NETWORKING: Networking is the process that encourages an exchange of information and ideas among individuals or groups that share the same interests.

Gives a business card to people one has not spoken with, or those who don't seem interested in what one has to offer

Regularly forgets to keep a note of people one promised to follow up

1

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

Asks for training or coaching where needful without wasting time

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.

Creates a vision board to help one visualize end goals more clearly and get inspired to take consistent action

Creates a diary that documents the goal pursuit in order to get clarity on the goals

2

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

Insists that a job be done in a certain way and does not welcome new ideas from others members of the team

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.

Shows the unwillingness to monitor the quality of the products and services as well or that of the production process

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

1

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.

Demonstrates poor critical thinking skills and hardly bothers to examining the validity and truth of arguments

Hardly bothers to improve future research methods based on current feedback

1

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

Hardly asks for assistance when faced with issues related to new technologies

Does little to advocate for the implementation of virtual reality techniques to improve training and engagement

1

Self Evaluation

Self Evaluation Question

Employee Comments

PHONE SKILLS:

How do you handle irate and upset callers during a phone conversation?

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

[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]
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?

What are some of the techniques you have used or things you have done to improve your ability to handle difficult people?

[employee comments]
NETWORKING:

Which methods have you used to find new business connections? Why? Which one of these methods have you found to be the most effective?

How have you helped your networking partners to get to know each other and help each other out?

[employee comments]
POTENTIAL FOR ADVANCEMENT:

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

What measures are you meaning to use to become better in executing your duties?

[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 organize your goals in order to remain focused and make them more achievable?

[employee comments]
MANAGING DETAILS:

How would you deal with a team member who is super detail oriented, that he/she always slows the team down?

How have you helped your team members improve their ability to manage details? How has this improved the overall productivity of the team?

[employee comments]
QUALITY MANAGEMENT:

How have you helped your team members produce quality work? How has this improved the overall productivity of the team?

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 encourage colleagues to employ analytical skills when examining the consequences of a certain solution?

How often do you break bigger issues into smaller manageable parts when faced with complex situations during research?

[employee comments]
TECHNOLOGY TREND AWARENESS:

How often do you encourage colleagues to use the internet to search for information easily?

Have you ever advocated for the implementation of modern technologies that can assist in sharing and storing data more efficiently?

[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: