Use this sample and step by step explanation to craft a meaningful employee performance feedback review for a climate change risk assessor. Find the right words with quality phrases.
A Climate Change Risk Assessor is responsible for researching and analyzing policy developments that are related to climate change. This position also makes climate-related recommendations for actions like the awareness campaigns, fundraising, legislation or fundraising approaches.
Essential duties for this position includes providing reasonable support for policy beliefs related to renewable energy, energy efficiency or climate change, evaluating civic projects or public policies, analyzing and distilling climate-related analysis conclusions to inform legislators, regulatory agencies or other stakeholders, conducting climatological research, interpreting research or operational data, preparing study reports, memoranda, testimonies, briefs etc., preparing research or technical reports on environmental issues, making legislative recommendations that are related to climate change or environmental management based on climate change policies and principles.
Employee Performance Review Sample | |
|---|---|
| Employee's Name: | Title: |
| Review Period: __/__/__ to __/__/__ | Employee SSN: |
| Work Location: | Supervisor's Name: |
Instructions |
|
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. Avoids any form of distractions before making a telephone call. | 2 |
| MANAGING AT TEAM: Managing is the administration of an organization which includes activities of setting the strategy of an organization and coordinating the efforts of the employees to accomplish its objectives. | Takes the relationship with the employees too far making it difficult to separate working relationship from friendship Fails to break down big projects into smaller, manageable ones thus leaves one's team feeling overwhelmed | 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. | Is never serious about handling the set goals within the time given Has not made a serious personal commitment to be an active part of the company | 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. | Has established an easy way to meet all the company goals set Responds with a great attitude to management, co-workers, and customers | 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. | Certain about capability to get any job done and done well Seeks opportunities to show others what can be done with ease and what needs much work | 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. | Gets upset when one fails to achieve goals instead of taking note where one went wrong and using that knowledge to reach own goals next time round 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. | 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 monitor the progress of projects against the milestones or quality standards that have been agreed on | 1 |
| QUANTITY OF WORK: The quantity of Work is the amount of work accomplished by an employee against the expectations set by the employer. | Displays distracting and disruptive behaviors that interfere with the performance and productivity of other employees Has trouble meeting tight deadlines and does not pay attention to the needs of other employees waiting for own work | 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 Rarely applies logic and reason when determining the merits of an argument and often draws conclusions from illogical arguments | 1 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| VERBAL COMMUNICATION: How well can you rate your verbal skills and what are you doing to improve? How do you aim to improve your verbal communication skills to be the best in it? | [employee comments] |
| PHONE SKILLS: Have you ever made a call while drinking or eating? How can you rate the conversation? Give an instance you had to talk to someone on the phone while in a loud place? How well did the conversation go? | [employee comments] |
| MANAGING AT TEAM: Have you ever been appointed to manage a team? If yes, describe the role you played in the team's success Is there a time when you have praised an employee in public? How did you go about it? | [employee comments] |
| PERSONAL GROWTH: Do you value hard work and are you interested in making the best out of it? Are you personally aware of areas you need to change? | [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] |
| WORK ATTITUDE: Do you allow others to air their opinions or give you new ideas you can implement? Are you emotionally stable or do you flare up in uncontrollable anger? | [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? How do you differentiate goals that are urgent from those that are important? Give an example | [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? How do you keep track of your projects to ensure that each milestone meets the agreed quality standards? | [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? Is there an instance when you have used shortcuts to get a job done? How did this affect your productivity? | [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] |
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: |