Use this sample and step by step explanation for setting meaningful and inspiring employee performance goals for a warning coordination meteorologist.
A Warning Coordination Meteorologist is responsible for planning, coordinating and carrying out the programs designed to educate the area-wide public awareness program designed to inform the public to ensure the mitigation of death, injury, and property loss that is caused by severe natural Hydrometeorological events.
The primary duties of this post include conducting area-wide evaluations for adherence to the established policy, collaborating with the local state agencies in developing, proposing and implementing plans to promote efficient utilization of their services in the entire state, identifying priority community preparedness objectives and meeting them, determining the adequacy and preparedness activities, ensuring the maintenance and accuracy of severe weather call lists, prepares monthly storm data reports and analyzes information from the media.
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. To always try to address the caller by official names or title while conversing over the phone. | [employee comments goal] |
| INTERPERSONAL SKILLS: Always aim to develop and maintain strong and positive relationships with other people. To always asks effective and open-ended questions to get to information that is more detailed on issues not well understood. | [employee comments goal] |
| DEALING WITH DIFFICULT PEOPLE: Avoid dealing with the person one-on-one and demand that a third party be brought in order to avoid getting cornered in an argument Always try to be a reasonable person by considering all sides of the story before coming to a conclusion | [employee comments goal] |
| DEVELOPING OTHERS: Create time to individually engage each employee in finding out where major problems lies Listen keenly to understand what each employee is finding challenging | [employee comments goal] |
| LEADERSHIP SKILLS: Be focused on scheduling goals and share it out equally Shun favoritism and compromise to create a united, happy team | [employee comments goal] |
| POTENTIAL FOR ADVANCEMENT: Ensure you set goals that help you break down the company's targets into small achievable milestones Commit yourself to work with an open heart and help others where they need help | [employee comments goal] |
| WORK ATTITUDE: Focus on the attitude as the first impression you give everyone Desire to always work to the very best of your ability | [employee comments goal] |
| PROJECT AND GOAL FOCUS: Do own goals as early as possible or when one feels the mind is fresh and ready to handle important tasks Network and surround oneself with like-minded people who will encourage own accomplishments and point out weak areas | [employee comments goal] |
| QUALITY MANAGEMENT: Dedicate full concentration and become fully involved in any task one is doing in order to do it better Learn how one can use quality management skills in order to bring different parts of the company closer together | [employee comments goal] |
| RESEARCH: Learn to break bigger issues into smaller manageable parts when handling complex research situations Constantly use insight gained from existing feedback to improve research methods in the future | [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: |