Use this sample and step by step explanation for setting meaningful and inspiring employee performance goals for a project director.
A Project Director is liable for bearing the primary responsibilities of all the essential aspects of work carried out which includes a project's technical or programmatic requirements which apply to policies and regulations. This post initiates the application and assumes the responsibility for overall project management.
Other important tasks includes launching the application and assuming responsibility for overall project management, delegating financial tasks to a business unit administration, maintaining project data and materials as needed, pursuing project aims as clearly described in the application, managing project personnel, maintains and retains project data and documents as required, completing progress and other required reports, initiating timely requests for prior approval for changes when required.
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 |
|---|---|
| COLLABORATING WITH OTHERS: Listen to various perspectives from different personalities in the team in order to spark and refine solutions that work well for each team member Use past team projects to identify what people did well and make changes based on their newly identified strengths | [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: Invite an objective outsider to monitor team conversations, challenge assumptions and identify potential decision-making process pitfalls Help teams at work learn how to effectively navigate through the sticky decision-related issues they encounter | [employee comments goal] |
| MANAGING AT TEAM: Develop the ability to understand other employees and connect with them in a genuine and meaningful way Learn to accept mistakes and failures and devise clear solutions to problems instead of blaming others or pointing fingers | [employee comments goal] |
| ENTHUSIASM: Take action to build trust in order to improve comfort levels and strengthen relationships with other employees Make every effort to be the easiest person to work with in the office or department | [employee comments goal] |
| PERSISTENCE: Develop inner energy and intensity in order to keep one strong and motivated during tough times Learn to go against one's emotions and obstacles instead of waiting for them to change or move away | [employee comments goal] |
| PRACTICAL THINKING: Evaluate the source of the information in order to ensure that it is reliable and that it is backed up by evidence 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: Work in a positive team environment in order to gain new perspectives and reduce bad stress when the going gets tough Offer own services for new tasks or projects and show the willingness to learn where the company is headed | [employee comments goal] |
| PROJECT MANAGEMENT: Organize and schedule project activities in a logical way in order to make it easier for project members to execute Know the team's strengths and weaknesses and encourage the members to support and complement each other | [employee comments goal] |
| BUSINESS TREND AWARENESS: Pay special attention to new trends and implement change towards them Develop effective strategies of surveying what customers want and put more effort into making it readily available | [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: |