Use this sample and step by step explanation for setting meaningful and inspiring employee performance goals for an it audit director / partner.
An IT Audit Director / Partner is responsible for handling the IT department in the business even though he/she is a partner with a right to oversee overall activities in the firm.
Essential duties for this position are, managing project financials like budgets, timely billing and collection, maintaining the highest technical and professional standard, working with the team provided to achieve the set goals of budgets and business plans, provides a management portfolio of clients and delivering high quality assurance services, monitoring and controlling the auditing staff, providing additional help and guidance to clients who require consultancy services, carrying out practice management activities, coaches, trains and develops auditing staff to upgrade their knowledge.
Employee Performance Goals Sample | |
|---|---|
| Employee's Name: | Title: |
| Review Period: __/__/__ to __/__/__ | Employee SSN: |
| Work Location: | Supervisor's Name: |
Instructions |
|
Performance Goals for Next Period | |
Performance Goals | Employee Comments |
|---|---|
| TEAMWORK SKILLS: Learn to receive and give constructive feedback and to allow to be corrected. To make my voice be heard on the team so that I can actively participate in the decision-making process. | [employee comments goal] |
| TROUBLESHOOTING: Communicate effectively whether in writing or verbally to ensure people understand what I am trying to pass across. Develop critical thinking capabilities and skills to solve problems faster and in a unique way. | [employee comments goal] |
| MOTIVATING OTHERS: Break big goals into smaller, manageable goals and use planners, sticky notes, and checklists to remind one to keep going Adjust one's schedule so that it is less hectic and there is enough time for breaks | [employee comments goal] |
| NETWORKING: Learn the art of listening keenly and asking questions in order to build sincere, long-lasting relationships Keep a list of one's top networking partners and do something every week to add value to their life or business | [employee comments goal] |
| APPRAISAL AND EVALUATION SKILLS: Make decisions that favor all the employees instead of some Think through every decision to determine if it caters for all employees | [employee comments goal] |
| APPEARANCE AND GROOMING: Maintain a robust level of poise and professionalism when faced with crisis Insist that staff members meet standards of grooming and appearance | [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 Use video surveillance to ensure that the employees are productive and that they are not violating the company policies | [employee comments goal] |
| SEEING POTENTIAL PROBLEMS: Break projects into manageable chunks with each chunk spaced enough to give one time to make changes before the final delivery Try to imagine possible outcomes of a particular decision and potential problems that might ensue from it | [employee comments goal] |
| QUANTITY OF WORK: Focus on a single task at a time and avoid multitasking as much as possible in order to increase productivity Use the provided procedures or guidelines to perform tasks in order to improve quality and productivity; avoid using inappropriate shortcuts | [employee comments goal] |
| MECHANICAL SKILLS: Learn how to explain complex machines to clients clearly and with simple language Learn how to use computer aided design technologies that assist in converting design information and requirements into workable drawings | [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: |