Use this sample and step by step explanation for setting meaningful and inspiring employee performance goals for an aerospace engineer.
An Aerospace Engineer is liable to develop jet fighters control systems, analyze new materials for the spacecraft construction or research propulsion methods for missiles. This position is fit for an expert in mechanics, thermodynamics, robotics and aerodynamics who are involved in creating and producing helicopters, military and commercial aircraft, rockets and space crafts.
The primary responsibilities include, planning and constructing a spacecraft or an aircraft from scratch, researching, planning, testing, production and analyzing any of the required areas of the construction, researching and developing design specifications and using computer-aided design software to create plans, taking part in flight test programs to measure the take-off distances, rate of climb, stall speed, maneuverability and landing capacities, resolving issues that arise during the design, development and testing processes.
Employee Performance Goals Sample | |
|---|---|
| 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 |
|---|---|
| VERBAL COMMUNICATION: Try not to talk too fast or too slow that the audience cannot understand the intended message. Stimulate conversations by asking open-ended questions and encourage others to continue taking. | [employee comments goal] |
| PROBLEM SOLVING: Research well enough to gather factual information before setting out to solve a problem. Keep a cool head when dealing with more pressing and exhausting issues. | [employee comments goal] |
| INSPIRING OTHERS: Give awards and offer direct praise on a regular basis when an employee does exemplary work or exceeds performance goals Love and care for other employees without considering other irrelevant factors that don't influence the qualities of that person | [employee comments goal] |
| NETWORKING: Learn the art of listening keenly and asking questions in order to build sincere, long-lasting relationships Ask the contacts one already has to refer other contacts in order to build and expand own network | [employee comments goal] |
| DECISION MAKING: Use a decision journal and capture the issue, the expectations, the assumptions, and the time-frame for evaluating results Help teams at work learn how to effectively navigate through the sticky decision-related issues they encounter | [employee comments goal] |
| APPEARANCE AND GROOMING: Dress the part to create an initial impression of confidence and success Support a more inclusive and positive work environment that creates an enthusiastic feel | [employee comments goal] |
| PERSONAL RELATIONSHIPS: Always discuss a problem with the person involved instead of discussing it with other employees behind his/her back Respect the workplace and how other employees work and avoid making them crazy with own personal habits | [employee comments goal] |
| SEEING POTENTIAL PROBLEMS: Do quality and proactive risk management throughout, and avoid immediate reaction to changes Encourage collaboration; get input from outside own department in order to uncover possible future problems | [employee comments goal] |
| KNOWLEDGE MANAGEMENT: Comply with the set standards, processes, and guidelines for managing knowledge and encourage colleagues to adhere to these standards Share own experience, skills, and knowledge with others and readily support colleagues when they require knowledge and information | [employee comments goal] |
| MECHANICAL SKILLS: Learn how to read a wide range of machine prints and diagrams Pay attention to detail and use sketches, verbal instructions, and notes to assist in completing complex project designs | [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: |