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

A Warning Coordination Meteorologist is responsible for planning, coordinating and carrying out the programs designed to educate the area-wide public awareness program designed to inform the public to ensure the mitigation of death, injury, and property loss that is caused by severe natural Hydrometeorological events.

The primary duties of this post include conducting area-wide evaluations for adherence to the established policy, collaborating with the local state agencies in developing, proposing and implementing plans to promote efficient utilization of their services in the entire state, identifying priority community preparedness objectives and meeting them, determining the adequacy and preparedness activities, ensuring the maintenance and accuracy of severe weather call lists, prepares monthly storm data reports and analyzes information from the media.

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.

Does not take full control of the conversation and allows the conversation to take a different twist.

Puts callers on hold and unholds them in an unprofessional way.

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.

Always seeks to improve by learning new techniques and skills.

Knows how and when to give constructive feedback to others and easily accepts correction.

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

Takes the reactions of a difficult person personally and allows oneself to become emotionally charged in reaction to him/her

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.

Does not make a serious commitment to work with others

Gives up easily as well as discourages the team being led

1

LEADERSHIP SKILLS: Leadership Skills are soft skills that assist leaders in positively interacting with employees or team members to make the workplace a great place.

Highly useful in bonding employees together to create a solid team

Organizes directs and guides the subordinates to a rewarding finish line

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.

Shows great confidence in the ability to meet the challenging set targets

Asks for training or coaching where needful without wasting time

2

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.

Always looks frightening making the team fear and withhold their opinions

High rude to the coworkers and does not receive any remarks very well

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

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

Gets regular feedback from customers on products or services that need improvement but does nothing about it

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.

Hardly bothers to look for better and new ways to approach problems

Uses unreliable data collection methods when researching and does not understand the difference between quantitative and qualitative research methods

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]
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:

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]
DEVELOPING OTHERS:

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

Do you delight in developing others? capability and making them better?

[employee comments]
LEADERSHIP SKILLS:

Do you lead others where you are not willing to go?

Is the company's interest the center of your interest as you work?

[employee comments]
POTENTIAL FOR ADVANCEMENT:

Do you ask for coaching or training when you need it or do you delay until it is forced on you?

Do you pay careful attention to coaching and implement it in your work?

[employee comments]
WORK ATTITUDE:

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

Do you care about the impression you give to your business about what kind of a person you are?

[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?

What are some of the things that get you distracted when trying to achieve your goals? How have you handled this?

[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 the most recent project you have completed. What are some of the most common quality issues you identified and what was the cause?

[employee comments]
RESEARCH:

What efforts are you making to improve your research methods?

What efforts are you making to identify ideas and concepts that are relevant to a problem?

[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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