Use this sample and step by step explanation for setting meaningful and inspiring employee performance goals for a risk manager.

A Risk Manager is subject to managing all risks in an organization - the employees, customers, reputation, assets and interest of stakeholders. This position works with companies to assess and identify the potential hazards which may hinder the safety, security, status and financial prosperity of the business. With the risks identified, assessed and evaluated, risk managers are assigned the implementing process to ensure it is fully prepared to deal with any potential threats.

More responsibilities for this position include planning, designing and implementing the risk management process for the business, the risk assessment that involves analyzing risks as well as identifying and estimating the risks affecting the business, establishing and quantifying the business's risk appetite with the level of risk they are prepared to accept.

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


Conduct proper research and careful preparation before delivering any presentation.

Speak with great clarity and in a concise way that the audience can comprehend.

[employee comments goal]

Ask questions and gather more data than needed before solving a problem

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

[employee comments goal]

Stay aware of the company objectives and monitor current trends and developments that may affect implementation of its programs and plans

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

[employee comments goal]

Think creatively outside the box and share ideas with the rest of the team

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

[employee comments goal]

Invest in employee empowerment to inspire people to perform to the best of their ability

Discover new leadership styles that develop and support your team

[employee comments goal]

Use delegation to plan for the projects and tasks workable methods

Remain consistent in the interpretation and application of the company policy

[employee comments goal]

Treat others whether juniors or seniors with dignity and respect at all times

Support a more inclusive and positive work environment that creates an enthusiastic feel

[employee comments goal]

Choose to be an active part of the growing company

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

[employee comments goal]

Go out of one's way to make new employees welcome by showing them how to go about things and offering assistance when they are facing problems with projects

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

[employee comments goal]

Do quality and proactive risk management throughout, and avoid immediate reaction to changes

Conduct neutral and honest discussions in order to allow everyone involved make solid contributions

[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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