Use this sample and step by step explanation for setting meaningful and inspiring employee performance goals for a quality assurance director.
The Quality Assurance Director is responsible for assuring quality processes and products through establishing and enforcing quality standards, testing materials and products.
Other important responsibilities include developing standards, for the disposition of the finished product by devising evaluation tests, methods and procedures, establishing raw material standards by studying manufacturing and engineering requirements, maintaining product quality by enforcing quality assurance policies and procedures as well as all the government requirements, creating the product quality documentation system by writing and updating quality assurance procedures, contributing effort to the team by accomplishing related results as required, maintaining quality assurance staff jobs results by coaching, counselling and disciplining employees.
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 |
|---|---|
| WRITING SKILLS: Take up more online courses on writing to try to improve writing skills. Show willingness to follow the acceptable rules of writing and be creative at all times to capture the reader's attention. | [employee comments goal] |
| KNOWLEDGE OF COMPANY PROCESSES: Promote and encourage colleagues to keep up-to-date with the company's rules, decision-making bodies, networks, structures, power relationships and environment Use knowledge of corporate politics to handle difficult situations effectively and with discretion | [employee comments goal] |
| DECISION MAKING: Resist the rush to make decision on emotionally charged situations and step back or get some help in looking at the problem Get clear on the situation that calls for a decision and make sure that everyone involved is clear about its current form | [employee comments goal] |
| GIVING FEEDBACK: Allow the opportunity for one-on-one feedback in order to make it easier for the other person to say what he/she really thinks Try to remain as neutral as possible and appreciate both the bad and the good aspects of the employee | [employee comments goal] |
| MANAGEMENT SKILLS: Understand what leadership and management means as well as their concept Adopt supportive and assertive approaches to resolving conflicts within the team | [employee comments goal] |
| LEADERSHIP SKILLS: Make an effort to reach each employee individually to discuss their challenges Keep your personal needs last and let the team take precedence | [employee comments goal] |
| PERSONAL RELATIONSHIPS: Conduct business operations with customers and other employees at a time that is convenient for them Make sure to communicate with other employees and own bosses about company projects on regular basis in order to avoid making mistakes while handling them | [employee comments goal] |
| PROJECT AND GOAL FOCUS: Do own goals as early as possible or when one feels the mind is fresh and ready to handle important tasks Divide own goals into urgent and important in order to know which ones need more focus | [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 Learn from past mistakes; look at past missteps and how they were solved to help solve future problems | [employee comments goal] |
| MANAGING DETAILS: Develop or use systems to organize or track information and work progress Clearly communicate to other employees when they are not meeting the expected results and encourage them to propose ideas to increase performance | [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: |