Use this sample and step by step explanation for setting meaningful and inspiring employee performance goals for an it audit manager.
An IT Audit Manager directs the entire team of the IT Internal Audit staff who monitors the company's computer network for possible mismanagement, fraud, and inefficiency. The manager is in charge of ensuring that all the IT audit practices comply with the company policies and government regulations as well as promoting efficient practices by recommending improvements in their systems.
Other responsibilities include monitoring IT systems to ensure they follow policies and practices, Evaluating technology, managing staff, identifying controls and keeping records, mentoring each IT staff member to the level of proper expertise, ensuring that the staff has a solid understanding of the correct auditing procedures to conduct their investigations.
Employee Performance Goals Sample | |
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Employee's Name: | Title: |
Review Period: __/__/__ to __/__/__ | Employee SSN: |
Work Location: | Supervisor's Name: |
Instructions |
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Performance Goals for Next Period | |
Performance Goals | Employee Comments |
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VERBAL COMMUNICATION: Maintain strong and direct eye contact when talking to people. Seek clarification on the points that are not very well understood. | [employee comments goal] |
TEAMWORK SKILLS: Show willingness to learn the best way to manage my feelings and emotions while working with others. To have a winning mentality, to appreciate others when they win, and to accept when we lose. | [employee comments goal] |
TROUBLESHOOTING: Learn to manage clients? problems well enough and to ensure they are satisfied. Develop critical thinking capabilities and skills to solve problems faster and in a unique way. | [employee comments goal] |
MOTIVATING OTHERS: Personalize one's working space by adding family and friends photos in order to be more productive and boost one's motivation Familiarize oneself with the cause of lack of motivation in order to be able to get solutions and get inspired | [employee comments goal] |
NETWORKING: Join a networking group that has more formality and a clear agenda in order to get more out of it Get a list of the names of people who are expected to attend a networking event and search them on social sites like LinkedIn in order to know what topic they would be interested in | [employee comments goal] |
MANAGEMENT CONTROL: Demonstrate a high bar for ethical behavior in the workplace that everyone should follow Be consistent in knowing any team or individual who are keen with their work | [employee comments goal] |
MONITORING OTHERS: Ask customers and colleagues about their interactions with a given employee in order to get a picture of how that employee behaves Stick to monitoring business-related calls such as those with suppliers or customers and stop recording the call as soon as one realizes it is personal | [employee comments goal] |
SEEING POTENTIAL PROBLEMS: Be able to relate to each team member in order to gain team's trust and increase their effort in the project Try to imagine possible outcomes of a particular decision and potential problems that might ensue from it | [employee comments goal] |
QUANTITY OF WORK: Give oneself a deadline for open-ended projects or tasks in order to get focused and increase productivity Pay attention to the needs of other employees or team members who are solely relying on own work to meet their deadlines | [employee comments goal] |
MECHANICAL SKILLS: Regularly practice how to use a wide range of tools and equipment properly Always develop designs that meet safety requirements and legal guidelines | [employee comments goal] |
Summary |
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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: |