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

A Weather Analyst is liable for investigating the atmospheric phenomena and interpreting meteorological data that is grouped by surface and air stations, satellites and radar to prepare reports and forecasts for public and other users. This position includes weather analysts and forecasters whose functions require detailed knowledge of the meteorology studies.

The main tasks of this position includes, analyzing and interpreting data, reports, maps, photographs and charts to predict long and short range weather conditions that use computer models, physics and mathematics, broadcasting weather conditions, forecasts or critical weather warnings to the public via the television, radio or the internet, preparing forecasts or briefings to meet the needs of industry, business, government or any other particular group, conducting basic or applied meteorological research into the processes and determinants of atmospheric phenomena, weather and climate.

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.

Speaks disrespectfully and arrogantly while in a conversation with others.

Maintains a boring conversation by asking close-ended questions that only require one-word 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.

Ensures to do callbacks to give responses and feedback if promised to do so earlier.

2

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.

Often disrespectful and unfair in dealing with subordinates about their grooming

Gossips about the coworkers and picks battles easily bringing conflict in the workplace

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.

Looks for other people to do personal duties and claims to have done them

Always gives up when the project is not completed making others do more work

1

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.

Tries new things and gets outside own comfort zone in order to improve one's ability to think practically

Takes the time to differentiate good sources of information from the bad ones in order to get the right information

2

PROBLEM/SITUATION ANALYSIS: Problem/Situation Analysis is the ability to solve problems and assess situations to know what kind of solution is required to calm it down.

Finds a more positive side of the situation and focuses on it in order to reduce the situation's negative emotional impact

Prepares for the worst possible outcome and how to deal with it; tries something else when a solution one has implemented doesn't work

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.

Does not care about monitoring customers satisfaction or asking for feedback to find out what products or services needs a boost in quality

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.

Displays distracting and disruptive behaviors that interfere with the performance and productivity of other employees

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

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.

Demonstrates little understanding on how to use data reduction and synthesis methods to understand the patterns in data

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

1

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

Hardly asks for assistance when faced with issues related to new technologies

Rarely uses modern communication trends such as instant messages and video conferencing

1

Self Evaluation

Self Evaluation Question

Employee Comments

VERBAL COMMUNICATION:

Give an instance you were given the opportunity to talk to people. What was the reaction?

Have you ever tried to copy somebody else's way of talking and how did it turn out?

[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]
APPEARANCE AND GROOMING:

Do you respect the professional boundaries that the company has set in regards to dressing?

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

[employee comments]
POTENTIAL FOR ADVANCEMENT:

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

What strengths do you have that you can use to work better?

[employee comments]
PRACTICAL THINKING:

Describe a situation that required you to think practically at work. What steps did you take to accomplish this?

How do you ensure that a certain source of information is reliable? Is there a time when you have made mistakes because someone had given you the wrong information? How did you handle the situation?

[employee comments]
PROBLEM/SITUATION ANALYSIS:

How do you weigh the advantages and disadvantages of a solution before implementing it?

What factors have you considered when developing and evaluating solutions to a problem?

[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 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 time when you had to focus all your attention and energy to get a project done. Did you meet the set productivity goals?

[employee comments]
RESEARCH:

What efforts are you making to improve your research methods?

How often do you break bigger issues into smaller manageable parts when faced with complex situations during research?

[employee comments]
TECHNOLOGY TREND AWARENESS:

How often do you encourage colleagues to use the internet to search for information easily?

Have you ever advocated for the implementation of modern technologies that can assist in sharing and storing data 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:

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