Use this sample and step by step explanation for setting meaningful and inspiring employee performance goals for a clinical data management manager.

A clinical data management manager is tasked with creating and enforcing clinical policies for effective data management in a clinical trial. He/she is also tasked with formulating management techniques for quality data collection of clinical processes ensuring that it is accurate and legitimate. He/she also manages the development of data collection tools by following the protocols of the clinical trial.

Other tasks that he/she can be assigned include; establishing rules and procedures for data sharing with clinical personnel and other stakeholders, making sure that the data collected is complete and consistent, assist with writing reports and data extraction when needed, monitor and analyze clinical information and data systems ensuring that each process is done correctly, troubleshooting data related problems, and offer support to other clinical personnel on the usage of clinical data systems.

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

DECISION MAKING:

Resist the rush to make decision on emotionally charged situations and step back or get some help in looking at the problem

Step away and check out how urgent and how important a decision really is in order to know how soon a decision should be made

[employee comments goal]
MANAGING AT TEAM:

Build employees' self-esteem through rewards and recognition or by giving them new responsibilities in order to increase their investment in the company

Take responsibility for the atmosphere one creates and shape it with one's own behavior

[employee comments goal]
STRATEGIC PLANNING:

Make sure that the group developing the plan knows that they own the plan, the process, and the outcome

Monitor the progress of a strategic plan once it has been implemented in order to evaluate its effectiveness

[employee comments goal]
MANAGEMENT SKILLS:

Enhance good communication as the core cornerstone of effective management

Develop rapport building, questioning and listening skills to ensure open communication in the workplace

[employee comments goal]
PARTICIPATIVE MANAGEMENT:

Create a culture of praising and appreciating them each time they do their level best

Remain consistent in the interpretation and application of the company policy

[employee comments goal]
SUPERVISORY SKILLS:

Model desired behavior appropriate for the work environment that employees should follow

Utilize the communication techniques provided for the various situations that come up

[employee comments goal]
EMOTION MANAGEMENT:

Look for ways to help colleagues who are hurting and in distress

Learn to step away from extreme emotions of distress to allow time to calm down

[employee comments goal]
MONITORING OTHERS:

Make employees document their work and keep records of their progress in checklists, activity logs or progress reports

Use tracking software for clocking in and out only, but not to track employees' movement when they are out of the office

[employee comments goal]
PERSISTENCE:

Focus on one's goal constantly and with great emotion, and devote a major portion of one's energy towards reaching it

Learn to go against one's emotions and obstacles instead of waiting for them to change or move away

[employee comments goal]
INTERCULTURAL COMPETENCE:

Actively work together with people who have diverse cultural practices and beliefs and eliminate any forms of discrimination and prejudice

Participate in celebrations and events that feature people with different cultures

[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: