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

The Meteorologist-in-Charge is liable for managing and supervising the provision of the weather warning forecast services and other environmental activities within the area. This position has its primary emphasis on the provision of flood and weather warnings and forecasts.

The primary duties include responsibility to forecast coordination with the surrounding projection areas, ensure provision, development, modification of products and services that are useful to serve the needs of the users, integrating scientific and technological advances into the program which includes the development of the local forecast techniques, overseeing the overall data management, acquisition, integration efforts and real-time weather observational programs provided for by the organization which includes the water radar, upper air, climatic data collection activities, observer certification and volunteer observer networks.

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.

Makes telephone calls in a very noisy and distracted environment.

Uses too much jargon and hard vocabularies hence making the conversation not to flow properly.

1

SAFETY AT WORK: Safety is being protected from hurt or other non-desirable outcomes that may tend to overrule a situation and cause damages of different kinds.

Requires all employees to wear protective gear necessary to do their jobs safely in order to prevent exposure to hazardous materials

Keeps employees informed about injury and illness statistics, safety inspections, and other safety-related issues

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.

Listens to what the impossible person says instead of focusing on people who make one feel good and valued

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

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.

Sets unchallenging personal goals that in most cases end up not met

Sets lofty goals to excite the management but has no strategies to execute them

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

Takes work seriously giving it the required commitment the company asks

2

PRACTICAL THINKING: Practical Thinking is the skill to think creatively about projects or work that requires your full attention to be completed and to bring great results.

Takes problems one by one wherever possible and states each problem as precisely and clearly as one can

Evaluates own options taking into account their pros and cons in the situation one is in

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.

Does not check own work for mistakes before submitting thus often delivers poor quality work

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.

Often fails to communicate the purpose and outcomes of a research in a clear manner

Shows unwillingness to learn how to use mathematical techniques to manipulate data

1

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

Hardly knows how to use the internet to search for information

Makes little effort to participate in online tech communities that consist of technology savvy individuals sharing new technology ideas

1

COMPUTER SKILLS: Computer Skills are the necessary computer working skills that each employee need to have while seeking to get admitted into the professional world.

Demonstrates little familiarity with computer security issues and copyright laws

Hardly seeks for assistance when faced with a problem related to using a computer service

1

Self Evaluation

Self Evaluation Question

Employee Comments

PHONE SKILLS:

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

Do you typically take charge of the phone calls you make and how do you ensure to have everything under control?

[employee comments]
SAFETY AT WORK:

Give an example of a time when an employee caused an accident due to neglecting safety procedures. How did you deal with him/her?

Is there a time when you have had to deal with an employee who repeatedly ignored the company's safety instructions? What did you do?

[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?

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]
PERSONAL GROWTH:

Are you fully committed to remaining an active part of the company?

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

[employee comments]
POTENTIAL FOR ADVANCEMENT:

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

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

[employee comments]
PRACTICAL THINKING:

How have you helped other employees improve their ability to think practically? How has this benefited the company?

Describe a time when you have had to analyze a problem and come up with possible solutions. How did you go about it?

[employee comments]
QUALITY MANAGEMENT:

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

How do you keep track of your projects to ensure that each milestone meets the agreed quality standards?

[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 employ logic and reason when determining the merits of an argument?

[employee comments]
TECHNOLOGY TREND AWARENESS:

Are you making any efforts to learn more about internet security, privacy, and confidentiality?

What efforts are you making to get certifications in specialized technology fields?

[employee comments]
COMPUTER SKILLS:

What efforts are you making to become more familiar with different computer hardware components?

Have you ever tried to use computer aided design techniques and failed? What did you do to succeed?

[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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