Use this sample and step by step explanation for setting meaningful and inspiring employee performance goals for a director of compliance - accounting.

A director of compliance - accounting is responsible for legislative affairs, legal compliance and policy development of the business. This position plays a significant role in product development services to both existing and potential customers while interacting with all corporate managers and personnel.

Other primary tasks includes developing organizational compliance strategies by contributing information, analysis, recommendations to strategic thinking, accomplishes compliance with the human resource strategies by determining accountabilities, communicating and enforcing policies and procedures during recruitment, selection, orientation, training, coaching and all the communication programs, planning and evaluating compensation strategies, establishing compliance operational strategies by evaluating common trends and serving as the company's legislative representative by keeping abreast of all the current political issues and proposals

Employee Performance Goals Sample

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


  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


Learn to give and receive feedback from those around me or those I seek to lead.

To communicate clearly and concisely way so that people can understand what I am trying to put across.

[employee comments goal]

Accept and provide constructive feedback to other people and to take corrections easily.

To plan in particular ways and to come up with potential alternative solutions to problems.

[employee comments goal]

Explain and convince other employees of the need for adaptation and change of structures, policies, and methods

Manage compliance, ethical and other issues in order to protect the company's reputation and respect its obligations

[employee comments goal]

Tap into individual strengths of employees in order to get the most out of them and get the greatest productivity from the team

Offer assistance and support to those one is coaching in order to help them implement change and accomplish desired goals

[employee comments goal]

Consider the importance of working in teams and their requirements to function successfully

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

[employee comments goal]

Set targets for each individual in the group to ensure equality of tasks distributions

Remain committed to the company's regulations without any compromise or prejudice

[employee comments goal]

Do not hold back pertinent data that the company requires

Do a thorough analysis of facts before delivering a final result on each project

[employee comments goal]

Manage time wisely to get much accomplished within a short time

Don't be hasty with solutions, conclusions or statements but try to analyze a situation before issuing an answer entirely

[employee comments goal]

Turn barriers into possibilities and look at negative behaviors and attitudes as opportunities for change

Improve work's time in and time out in order to stop wasting the company's productive time

[employee comments goal]

Get as much information as one can about the situation at hand and the options available to solve it

Break the suggested solution into a series of attainable goals and then break the goals into different tasks

[employee comments goal]


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


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:

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