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

A Synoptic Meteorologist is responsible for presenting the current weather elements of an extensive area at a particular time using the sea level and upper-level synoptic charts to display weather conditions by the use of symbols at selected synoptic stations. Synoptic is a Greek work meaning seen together!

The duties of this position include analyzing and prediction of large-scale weather systems like the extratropical cyclones, jet streams, etc., maintaining the facility to accurately display the weather maps and prognostic charts, convenient viewing, and manipulation of meteorological data, maintaining an extensive weather archive of weather maps, satellite imagery, and station reports, researching and understanding the effects of large-scale tropical and subtropical disturbances and ensuring they are and can be countered.

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

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.

Does not strike a good balance between the verbal skill and the body language usage.

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.

Always asks the other person on the line if he or she may need any further assistance.

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 always seek to be a team player and contribute effectively to team affairs.

Has a strong personality something that has caused rifts within the team.

1

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.

Reacts with extreme emotion such as crying which stimulates the other person to do more of the difficult behavior

Humiliates and confronts a difficult co-worker in front of others instead of approaching them privately and trying to find where the problem is

1

INITIATIVE: An initiative is the ability to assess and initiate things independently often done without any managerial influence offered.

Very compassionate and listens to the client's concerns making them know they are heard

Always eager to obtain constructive feedback that ensures better performance in all the tasks

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.

Listens and adheres to active counsel regarding the business strategies

Asks for training or coaching where needful without wasting time

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.

Slips into thinking of oneself as a victim that has little or no control over the situation at hand instead of facing the situation head on

Looks at the situation with bias or prejudice instead of approaching it with a clear and open mind

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.

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

Sets goals inside own comfort zone thus doesn't find them compelling enough to follow through and achieve them

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.

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?

Do you give people ample time to talk before you state your point or views?

[employee comments]
PHONE SKILLS:

Give an instance you were called by an irate caller and explain how you handled it?

How well do you close conversations and do you feel you leave the callers in a satisfied position?

[employee comments]
INTERPERSONAL SKILLS:

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

How well do you receive and at the same time give constructive feedback?

[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?

What are some of the techniques you have used or things you have done to improve your ability to handle difficult people?

[employee comments]
INITIATIVE:

Are you pushed to think creatively and explore new opportunities?

Do you take positive criticism well or do you allow your feeling to lead you?

[employee comments]
POTENTIAL FOR ADVANCEMENT:

Do you carefully consider the feedback from the management or do you overlook it?

What measures are you meaning to use to become better in executing your duties?

[employee comments]
PRACTICAL THINKING:

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

What have you done to improve your practical thinking skills? How has this helped your career life?

[employee comments]
PROJECT AND GOAL FOCUS:

Where do you see yourself in the next five years? What are you going to do to achieve this?

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?

What motivates you to produce quality work constantly? Describe a time when you have been rewarded for consistently producing quality work.

[employee comments]
RESEARCH:

What are you doing to improve your understanding of how to use data reduction and synthesis methods?

What are you doing to improve your ability to point out, define, and analyze existing problems?

[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