Use this sample and step by step explanation for setting meaningful and inspiring employee performance goals for an intermediate architect.

The Intermediate Architect is responsible for preparation of plans and specifications for the construction or alterations of buildings.

The primary responsibilities include supporting the senior planners and engineers on large projects, visiting construction sites to gather information, preparing original architectural plans, diagrams plus data visualization, receives instructions on specific assignment objectives and independently providing solutions for these aims, assisting in writing specifications, working from plans and ideas of others to compile data and perform design computations, recommending procedures in planning matters, performing limited design assignments under the general supervision, independently evaluating, selecting and applying standard preparation techniques, procedures and criteria used to judge minor modifications.

Employee Performance Goals Sample

Employee's Name: Title:
Review Period: __/__/__ to __/__/__ Employee SSN:
Work Location: Supervisor's Name:

Instructions

  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

LISTENING SKILLS:

Maintain a calm and composed attitude when someone is venting negative feelings and emotions

Give other people ample time to talk before contributing again.

[employee comments goal]
INNOVATION:

Adapt to new technology and innovative ways of using it to solve problems.

Exercise great creativity and ingenuity when analyzing problems and coming up with solutions.

[employee comments goal]
FACILITATION:

Begin discussions with questions that require group members to evaluate or analyze rather than those that just check for understanding

Consider members strengths, weaknesses and perspectives when setting up groups or assigning roles

[employee comments goal]
DEALING WITH DIFFICULT PEOPLE:

Avoid dealing with the person one-on-one and demand that a third party be brought in order to avoid getting cornered in an argument

Stay out of difficult people's businesses and out of their way and avoid talking about them or to them as much as possible

[employee comments goal]
CREATIVITY:

Set goals for each employee to come up with their working ideas

Coach others how to think creatively and employ their skills to growth

[employee comments goal]
EQUAL OPPORTUNITY AND DIVERSITY:

Choose to respect every employee despite their race, age, color or gender

Be available to assist those that require your help at all times

[employee comments goal]
ETHICAL BEHAVIOR:

Use honest facts, figures, and data to support conclusions made

Do a thorough analysis of facts before delivering a final result on each project

[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]
ROLE AWARENESS:

Value and interact with new employees who can teach something new, even if they have a lower position in the company's hierarchy

Volunteer to train new and underperforming employees and in resolving problems that contribute to underperformance

[employee comments goal]
TECHNICAL SKILLS:

Always train others in an area of expertise and always share knowledge with colleagues

Show willingness to learn new technologies and make enough effort to remain updated with technology

[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:

Related Articles