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

A Senior Architectural Designer is responsible for overseeing the designing of such projects like urban landscapes, buildings, and parks. This position is required to meet with the client and discuss the budget as well as preferences and negotiate with the landscape consultant to learn the construction site and create various concepts for the project for availability to the client.

Other important tasks for this position includes creating designers that work within the customer's budget, providing drawings to the construction team and monitoring progress to make sure it is faithful to the design, inspecting the building to ensure it meets the client's standards, compiling the required data and performing dimensional and routinely calculations that are necessary for the preparation of drawings and design layouts, ensuring compliance with the required codes and standards,

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.

Learn to give constructive feedback when called upon to do so

[employee comments goal]
INNOVATION:

Try to be a good influence to other people and to help them use their skills and capabilities in the right manner.

To plan in particular ways and to come up with potential alternative solutions to problems.

[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]
DECISION MAKING:

Use a decision journal and capture the issue, the expectations, the assumptions, and the time-frame for evaluating results

Step away and check out how urgent and how important a decision really is in order to know how soon a decision should be made

[employee comments goal]
EQUAL OPPORTUNITY AND DIVERSITY:

Treat everybody with honor irrespective of their status both juniors and seniors alike

Avoid office conflict at all cost and choose to live in harmony with everyone

[employee comments goal]
ENTHUSIASM:

Learn to think outside the box in order to find new ways that can help handle situations differently

Strive for excellence; exceed expectations by giving everything utmost best

[employee comments goal]
PRACTICAL THINKING:

Use diagrams such as organizational charts or flow diagrams in order to see how different ideas relate to each other

Compare own initial thoughts about the situation and what one has found out in order to identify where own views have changed

[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

Embrace failed projects as learning opportunities and review own performance to spot potential alternatives one could have taken to achieve more positive results

[employee comments goal]
PROJECT MANAGEMENT:

Take corrective actions and verify project standards in order to ensure that the project delivers total client satisfaction

Be able to keep the project moving towards completion even when facing aggressive schedules or discouraging developments

[employee comments goal]
BUSINESS TREND AWARENESS:

Put extra effort in attending conferences and local events that can increase chances of interacting with other professionals

Encourage more colleagues to attend more live events to get the attention of clients and prospects

[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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