Use this sample and step by step explanation to craft a meaningful employee performance feedback review for a meteorological engineer. Find the right words with quality phrases.
A Meteorological Engineer is liable for operating and maintaining a weather observation network and rendering meteorological advisory services as well as keep a collection of meteorological information. This position must ensure all the systems and equipment used are compliant with the standards and policies and are in good status.
The primary role of this position include ensuring the instruments and apparatus are well maintained, checking all the information sent to weather offices to ensure it contains the meteorological codes, providing accurate information o forecasts to the aviation and agricultural department as required, ensuring all the observations are securely kept in the digital data bank, installing, maintaining and developing electronic and sophisticated equipment like the electronic airport systems and weather radar.
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. | Always delivers talks or speeches before doing thorough research on the topic. Responds to questions in a not so creative and intelligent manner and hence does not offer satisfactory answers. | 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. | Jots down key points whenever there is need to write them down for reference purposes. Avoids any form of distractions before making a telephone call. | 2 |
| 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. | Does not take the time to develop and sustain positive and beneficial relationships. Has a strong personality something that has caused rifts within the team. | 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. | Does not differentiate between a healthy competitive spirit and conflict Provides no recognition or rewards for the team's efforts and hard work | 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. | Ability to meet the strictest deadlines without giving any excuses Welcomes coaching and training that brings out more hidden ability | 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. | Regularly checks the progress of own goals in order to stay on track and know whether or not to tweak own actions Writes specific objectives in order to flesh out own goals and identify what one wants to accomplish | 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. | Assumes to know everything and does not seek clarification even when one is stuck or knows nothing about the assigned work Gets regular feedback from customers on products or services that need improvement but does nothing about it | 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 put enough energy or attention on the assigned task and is uneven in own productivity Sets unrealistic goals for oneself and members of the team and blames them when these goals are not accomplished or when work runs late | 1 |
| SCHEDULING: Scheduling is creating daily workflow charts that the employees are supposed to follow when working and submitting their projects. | Often forgets to add some contingency time for unexpected events when scheduling tasks Demonstrates inability to balance work and life and creates time for only one aspect at the expense of the other | 1 |
| TECHNOLOGY TREND AWARENESS: Technology Trend Awareness is staying updated with the useful upcoming trends that can serve your business better and easier. | Does not show willingness to learn more about new technology fields Hardly advocates for the implementation of modern technologies that assist in sharing and storing data efficiently such as cloud storage | 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: How well can you rate the way you handle your phone call conversations? How well do you close conversations and do you feel you leave the callers in a satisfied position? | [employee comments] |
| INTERPERSONAL SKILLS: Give an instance that your feelings and emotions became a hindrance to building meaningful relationships with others? How well do you receive instructions and follow them through to achieve the desired results? | [employee comments] |
| LEADERSHIP SKILLS: Do you invest in teamwork to ensure both management and workers are all harmonious? Are you willing to learn new trends to equip you as a better leader? | [employee comments] |
| PERSONAL GROWTH: Do you make an immediate corrective action based on the coaching or feedback you receive? What changes do you need to inject in your personal goals to make you better? | [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 keep track of your project to make sure everything is in order? | [employee comments] |
| QUALITY MANAGEMENT: How have you made sure to deliver quality work even when working under pressure? 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? How have you dealt with a subordinate whose productivity was consistently marginal? | [employee comments] |
| SCHEDULING: What are you doing to identify and prioritize more important tasks? How often do you create a routine to get repetitive tasks done more efficiently? | [employee comments] |
| TECHNOLOGY TREND AWARENESS: Are you making any efforts to learn more about internet security, privacy, and confidentiality? Are there any times you had to seek for assistance on issues related to new technology trends? | [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: |