Use this sample and step by step explanation for setting meaningful and inspiring employee performance goals for a meteorologist.
A Meteorologist is responsible for predicting the weather and studying the elements of particular weather conditions using information obtained from the land, sea and upper atmosphere using digital and mathematical models to make both long and short range forecasts concerning the weather and climate patterns.
The primary responsibilities for this task include collecting data from the satellite images, radar, remote sensors and weather stations all over the world, coding weather reports for transmission over international networks, measuring factors like the air pressure, temperature and humidity at various atmospheric levels, analyzing and presenting the information to customers in the form of weather briefings, liaising with colleagues and clients from around the country and worldwide, monitoring climate variability and change.
Employee Performance Goals Sample | |
|---|---|
| Employee's Name: | Title: |
| Review Period: __/__/__ to __/__/__ | Employee SSN: |
| Work Location: | Supervisor's Name: |
Instructions |
|
Performance Goals for Next Period | |
Performance Goals | Employee Comments |
|---|---|
| PHONE SKILLS: To always speak in an inviting and positive tone to make the conversation relaxed and appealing. Learn to ask and put the caller on hold correctly and professionally. | [employee comments goal] |
| INTERPERSONAL SKILLS: To always take the time to listen to others when they talk and not to interrupt them. Know how best to manage and express my feelings and emotions. | [employee comments goal] |
| DEALING WITH DIFFICULT PEOPLE: Accept the fact that there will always be difficult people, who seem to enjoy hurting others, and learn to deal with them Always try to be a reasonable person by considering all sides of the story before coming to a conclusion | [employee comments goal] |
| NETWORKING: Book time in one's diary in order to prepare a business presentation for a networking event Prepare at least two topics that one can talk about to avoid finding oneself at a loss for words | [employee comments goal] |
| POTENTIAL FOR ADVANCEMENT: Carefully consider the feedback provided by supervisors and works on the weak areas Accept positive criticism as a way to grow and mature career wise | [employee comments goal] |
| PROJECT AND GOAL FOCUS: Use positive language to define own goals and avoid using negative phrases that would make one lose focus on the goals Break down goals into actionable daily or weekly tasks in order to not lose motivation if the goals seem too big or far away to accomplish | [employee comments goal] |
| MANAGING DETAILS: Learn to identify gaps in any information provided and look for logical sequence in the information Clearly communicate to other employees when they are not meeting the expected results and encourage them to propose ideas to increase performance | [employee comments goal] |
| QUALITY MANAGEMENT: Use the time of the day when one feels the most productive to perform tasks that need more focus and concentration Use a recognized quality standard when one is preparing and updating quality documentation | [employee comments goal] |
| RESEARCH: Constantly use data reduction and synthesis methods to understand the patterns in data Adopts technologies that assist in getting solutions and search for different approaches to a situation or problem | [employee comments goal] |
| TECHNOLOGY TREND AWARENESS: Join online technology communities that consist of technology savvy individuals to learn more technology ideas Show more willingness to learn how to manage online confidentiality, privacy and security | [employee comments goal] |
Summary |
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Sections 1-2: To be completed by the supervisor Section 3: To be completed by the employee |
1. Goals completed since last performance feedback |
2. Goals for next period |
3. 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: |