Use this sample and step by step explanation for setting meaningful and inspiring employee performance goals for a forensic / fraud officer.

A Forensic / Fraud Officer investigates all types of financial issues concerning forgeries, legal claims, work injuries and any other fraudulent case. By poring through records, interviewing claimants and even working undercover to collect enough evidence, the officer gets to know every detail required to determine if fraud was committed. This officer works closely wit the police and state regulatory agencies that may need him to testify in a criminal or civil case.

Other tasks include analyzing government and insurance databases to ascertain precise background information on claimants and potential witnesses, visiting and interviewing applicants, performing surveillance work through undercover investigations, Understanding, and Practice of laws that pertain to public and insurance funds, understanding and practice of the legal limits of private investigation

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


Properly evaluate my options by looking into all possible outcomes.

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

[employee comments goal]

Improve the observation skills and to pay attention to the small details.

Do not to tolerate any sloppy work at any given point.

[employee comments goal]

Make sure that every employee is aware of the big picture and how each one of them can contribute well

Interact with colleagues who have constantly demonstrated good judgment in every field one likes

[employee comments goal]

Give daily and weekly reviews in order to make tracking and analyzing an employee's work much easier

Write down observations and try not to muddle them with interpretations and emotions

[employee comments goal]

Advance the business agenda by being the very best the company has every had

Be a source of joy to the other workers and customers

[employee comments goal]

Set workable personal goals that will help met the company goals

Learn to spend your time and resources well to ensure minimum wastage

[employee comments goal]

Think creatively and outside job descriptions in order to explore different avenues as a way of embracing change

Become more flexible and work with other employees and team members who may have problems meeting deadlines

[employee comments goal]

Create a personal mission statement that conveys one's core values and defines why one has to meet specific goals

Provide the necessary information required to accomplish tasks and let other members of the team know when one does not have enough information about a certain task

[employee comments goal]

Conduct business operations with customers and other employees at a time that is convenient for them

Take the time to reward, recognize, thank and specify the contributions of colleagues who have assisted one accomplish a certain task

[employee comments goal]

Make a list of what needs to be done and when it needs to be done instead of just jumping in and hoping for the best

Talk with people who are experts in solving problems or those who are attached to the situation at hand and try to get a solution to the problem

[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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