Use this sample and step by step explanation for setting meaningful and inspiring employee performance goals for a senior technical architect.

A Senior Technical Architect is responsible for defining the overall structure of a system or a program. This position allows one to act as a project manager who oversees IT projects that are aimed at improving the business and ensuring each part of the project run smoothly.

More tasks for this position include identifying the organization's needs and meeting them, liaising with people from different backgrounds - management, designers, programmers, etc., ensuring the project satisfies the needs of the organization and people using it, breaking down large scale projects into manageable chunks, figuring out which IT products are of cost-benefit analysis and research, explaining clearly to designers and developers the requirements and overseeing the same project to the end, advising the customer on future management of IT needs.

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:

Practice on a regular basis to improve the listening skill abilities.

Give other people ample time to talk before contributing again.

[employee comments goal]
INNOVATION:

Accept and provide constructive feedback to other people and to take corrections easily.

Try to adapt to the ever-changing needs or circumstances that might arise.

[employee comments goal]
FACILITATION:

Broaden or deepen the discussions as needed by asking only open-ended questions and avoiding questions that only require Yes or No answers

Answer all emails from group members in a timely manner or assign someone to do it if one is not in a position to

[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]
EQUAL OPPORTUNITY AND DIVERSITY:

Work peacefully with both genders without neglecting anyone in the workplace

Respect other people's opinions to create an open communication channel

[employee comments goal]
PERSONAL RELATIONSHIPS:

Always discuss a problem with the person involved instead of discussing it with other employees behind his/her back

Understand that every employee is unique in his/her own way and try to dwell on their positive qualities but not on the negative ones

[employee comments goal]
ROLE AWARENESS:

Take a step back from own tasks if one is feeling overwhelmed in order to formulate a new strategy to handle the tasks

Subscribe to newspapers and blogs that report on own company and the issues it faces

[employee comments goal]
SEEING POTENTIAL PROBLEMS:

Use collaborative task tracking software in order to spot employees who are not reporting their progress or who are behind schedule

Learn from past mistakes; look at past missteps and how they were solved to help solve future problems

[employee comments goal]
RESEARCH:

Constantly use data reduction and synthesis methods to understand the patterns in data

Learn to use appropriate data collection methods when gathering data

[employee comments goal]
TECHNICAL SKILLS:

Show more interest to understand how complex systems and processes work

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:

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