Use this sample and step by step explanation for setting meaningful and inspiring employee performance goals for an audit consultant.

An Audit Consultant helps in resolving and fixing up the financial issues for the organization. This role is vital in ensuring that clients new or old require a current picture of a stable company that will attract them to invest. A company coupled with financial problems no one will be attracted to chaos and wrangles.

Besides making sure the company is financially sorted, other vital responsibilities includes Understanding the conditions of the client and gather enough information to interact with various resources, conducting thorough research to find out if there are any crooked issues and question the inconsistencies, Resolving any financial matters that may crop up during the auditing procedures, ensuring every method in compliance with the verification procedures and auditing policies and procedures.

Employee Performance Goals Sample

Employee's Name: Title:
Review Period: __/__/__ to __/__/__ Employee SSN:
Work Location: Supervisor's Name:

Instructions

  1. Setting Goals: List specific goals in the space provided below each competency under "Performance Goals". Assign an appropriate timeline for each goal as well as numeric or financial terms to measure the goal.
  2. Employee Comments: The employee must comment next to each goal under "Employee Comments" with "Okay" for goals which he/she feels comfortable working with, and "Needs Clarification" for goals which he/she believes need to be discussed further. An employee who is comfortable with all the goals can sign the goals at this stage.
  3. Summary: Give a summary of the total time estimated for the employee to have achieved the goals. State action plans and specific milestones to track the goals. Any additional comments agreed between the employee and the supervisor should be noted here.
  4. Human Resources Review: Human resources personnel must confirm that the goals are specific, measurable, achievable, relevant, and time-bound. He/she must then sign the goals in the "Human Resource" section provided under "Signatures".
  5. Signatures: When discussion of the goals has been completed and consensus has been reached, sign the goals and let the employee sign too. Send the final copy to the human resources for inclusion in the employee's professional records.

Performance Goals for Next Period

Performance Goals

Employee Comments

CRITICAL THINKING:

Learn to figure out different possible options of solving problems on a short, medium and long-term range.

Show more assertiveness and decisiveness when dealing with problems and coming up with solutions.

[employee comments goal]
INNOVATION:

To always listen to other people's diverse opinions and contributions.

To be proactive in leading and responding to the changes around me.

[employee comments goal]
ACCURACY:

Not to overwork which may end up compromising the quality of work.

Work and deliver good content or results without being monitored.

[employee comments goal]
KNOWLEDGE OF COMPANY PROCESSES:

Stay aware of the company objectives and monitor current trends and developments that may affect implementation of its programs and plans

Build client's confidence using one's knowledge of the company's processes and the external community

[employee comments goal]
APPRAISAL AND EVALUATION SKILLS:

Do not overlook any alarming or risky sign that shows in any employee

Think through every decision to determine if it caters for all employees

[employee comments goal]
DEDICATION TO WORK:

Choose to do your very best in the tasks given daily without fail

Become innovative always looking for better ways to solve everyday problems

[employee comments goal]
PERSONAL GROWTH:

Choose to be an active part of the growing company

Be available to attend workshops and training that may impart new knowledge

[employee comments goal]
PROBLEM/SITUATION ANALYSIS:

Break the problem down into smaller problems that are easily solvable until one is left with the actual cause of the problem

Make a chart of the steps one needs to take to solve a situation in order to see how everything fits together

[employee comments goal]
KNOWLEDGE MANAGEMENT:

Comply with the set standards, processes, and guidelines for managing knowledge and encourage colleagues to adhere to these standards

Participate in networking opportunities that can assist to learn from others and encourage others to participate

[employee comments goal]
SCHEDULING:

Set enough time for all the essential tasks and give more priority to essential tasks when scheduling

Consistently use a routine to get repetitive tasks done more efficiently

[employee comments goal]

Summary

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: