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

An Atmospheric Scientist is responsible for studying the weather and climate and learn how these conditions affect the human activity plus the entire earth in general. This position develops reports, forecasts and climate change research from their analysis of weather and climate data while working indoors in weather stations, office or laboratories with occasional field work.

The essential duties include, measuring temperature, air pressure and other properties of the atmosphere, issuing warning to preserve life and property during severe weather like hurricanes, tornadoes, etc., developing and using computer models that analyze data about the environment, producing weather maps and graphics, reporting the weather conditions, preparing long and short term weather forecasts using sophisticated computer, collecting data and analyzing to make it easier to understand, illustrate weather forecasts and reports.

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.

Interrupts the other person even before they finish whatever they are saying.

Does not jot down points during a phone conversation and hence escalates or gives wrong or misinterpreted information.

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.

Demonstrates a good air of confidence and poise when articulating issues or expressing own feelings.

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.

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

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

1

APPEARANCE AND GROOMING: Appearance and Grooming are the way one presents themselves in a professional environment or the workplace with the aim of gaining positive impression and respect as well.

Fails to display an acceptable standard of good professional grooming

Does not take any steps to work on the overall impression made

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.

Has gained professional recognition fast due to the growth posted

Listens to the counsel of the management and coworkers and adjusts where there is need

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.

Able to set as well as meet both personal goals and performance goals

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.

Does not review progress or take stock of everything that one has accomplished on a regular basis

Focuses on many different goals at once thus fails to give individual goals the attention and time they deserve

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 lead by example; always produces substandard work but asks others to produce quality work

1

QUANTITY OF WORK: The quantity of Work is the amount of work accomplished by an employee against the expectations set by the employer.

Does not exert the consistent effort needed to meet own goals; sees own output slipping but does nothing about it

Regards productivity as other employees' concern; does not offer suggestions to increase the amount of work one produces

1

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

Shows little interest to learn more about online confidentiality, privacy and security

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 well can you rate the way you handle your phone call conversations?

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:

Are you always approachable or people tend to find it hard to approach you?

Do you always seek to influence people in a good way and support them in their efforts?

[employee comments]
DEALING WITH DIFFICULT PEOPLE:

How would you deal with a team member who is always picking fights with others or is difficult to work with?

How would you deal with a team member in your group who constantly talks more than all the others? Is there a time when this ha happened at work?

[employee comments]
APPEARANCE AND GROOMING:

Are you satisfied with what you wear and do you show too much flesh?

Have you taken into consideration the feedback you have received from your peers and staff?

[employee comments]
PERSONAL GROWTH:

Do you make an immediate corrective action based on the coaching or feedback you receive?

Would you like to see your career grow as the company does?

[employee comments]
POTENTIAL FOR ADVANCEMENT:

Are you part of the accomplishers or losers who contribute to the company's losses?

Do you set goals or have a workable plan that you follow through with?

[employee comments]
PROJECT AND GOAL FOCUS:

How do you communicate your goals to other members of the team? Give an example

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

[employee comments]
QUALITY MANAGEMENT:

How do you ensure that your suppliers meet the company quality standards? How do you know when a product quality has dropped?

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]
QUANTITY OF WORK:

Describe how you schedule tasks in a normal work day. What kind of tasks do you reserve for when you are most productive?

Describe a training program that you have enhanced or developed to improve the quantity of work produced by your team. How has this benefited the team?

[employee comments]
TECHNOLOGY TREND AWARENESS:

What efforts are you making to implement the use of virtual reality techniques to improve training and engagement?

How often do you encourage colleagues to use of artificial intelligence to execute repetitive, multiple, and complex tasks 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:

Written by on