Use this sample and step by step explanation for setting meaningful and inspiring employee performance goals for a chief diversity officer.

A chief diversity officer is responsible for dealing with issues of diversity in any organizational setup making it a first priority agenda. He/she works with other senior management officers to establish partnerships with other institutions or to develop programs and policies that can help bring about diversity within the organization.

Other than that, he/she can perform duties that include; providing proper leadership for diversity issues within the institution, guiding efforts that help define, nurture, and cultivate diversity as an institutional resource as well as ensuring that the institution has the proper capacity to deal with a wide range of diversity issues.

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

PUBLIC SPEAKING:

Develop confidence and poise while delivering talks and in public speaking.

Practice talking in a very clear and concise way so that the audience can understand.

[employee comments goal]
DECISION MAKING:

Invite an objective outsider to monitor team conversations, challenge assumptions and identify potential decision-making process pitfalls

Get clear on the situation that calls for a decision and make sure that everyone involved is clear about its current form

[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

Look for opportunities to deliver constructive feedback to other employees in order to improve their performance

[employee comments goal]
TEAM BUILDING:

Understand what the team is supposed to achieve and work hard to do so

Understand the seriousness of the project and the time allocated to each project

[employee comments goal]
DEVELOPING OTHERS:

Invest in high-quality training that enhances better productivity in future

Be available to assist and help where major decisions are required

[employee comments goal]
WORK ATTITUDE:

Do not allow jealousy to have its way at the workplace

Work in line with the company policies and regulations to avoid falling into trouble

[employee comments goal]
EMOTION MANAGEMENT:

Always stop before making a decision to give oneself a chance to think how that decision might affect others

Stop giving in to negative thinking but challenge the negative thoughts by looking for evidence against them

[employee comments goal]
EMOTIONAL INTELLIGENCE:

Practice waiting for a few hours or days before making a decision or responding to an emotionally -charged or difficult situation

Learn how to tailor an interaction with each person at work based on their position in the company, personality, and cultural orientation

[employee comments goal]
ENJOYMENT OF THE JOB:

Make new friends at work every day and try to develop good working relationships with people that one works with most often

Develop simple daily rituals to add to one's workday; have something to look forward to doing every day in order to improve one's feelings about own job

[employee comments goal]
PERSONAL COMMITMENT:

Create a system where one has a list of everything that needs to be accomplished to avoid losing track of what one's goals are

Create habits that are going to lead one down to the right path to accomplishing the committed goal or task

[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: