Use this sample and step by step explanation for setting meaningful and inspiring employee performance goals for a traffic engineer.
A traffic engineer seeks to find solutions for traffic problems by developing road networks. He/she is involved in developing safe and efficient highways and roads as well as develop designs that will streamline traffic but still be economical.
Other responsibilities include working together with civil engineers to advise them on the safest projects. Through careful planning, they can determine the number and weight of vehicles that the new roads or highways might accommodate. They also provide insights into the most appropriate points to place exits and roundabouts without causing more traffic problems. Furthermore, he/she is involved in finding solutions for parking lots and traffic jams. Besides, they predict the use of road network in the future.
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 |
|---|---|
| INTERPERSONAL SKILLS: Learn new ways and technique of starting and maintaining meaningful conversations. Not to allow my personality to be a hindrance to other people approaching me. | [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 Present information in various forms such as audio, video clips, graphs, charts, etc. so that every group member can understand | [employee comments goal] |
| DEVELOPING OTHERS: Create time to individually engage each employee in finding out where major problems lies Be available to assist and help where major decisions are required | [employee comments goal] |
| EQUAL OPPORTUNITY AND DIVERSITY: Treat everybody with honor irrespective of their status both juniors and seniors alike Respect other people's opinions to create an open communication channel | [employee comments goal] |
| POTENTIAL FOR ADVANCEMENT: Learn to work together with others without conflict to build a team spirit Go for coaching or training every time the business provides it | [employee comments goal] |
| CONCEPTUAL THINKING: Increase one's own range of models and frameworks by reading, attending courses and asking colleagues what they use Periodically test how the current state of operations in one's department compares with own core purpose | [employee comments goal] |
| HANDLING STRESS: Set clear boundaries between work and home; avoid answering work calls or replying work e-mails when one is having some time off work Reevaluate one's schedule once in a while in order to eliminate less important tasks and have more time and energy for what really matters in one's professional life | [employee comments goal] |
| PERSONAL DRIVE: Help employees and team members meet their goals and suggest ways to make them more valuable to the company Actively take part in suggesting new ideas to solve problems in the company, turn the ideas into actions, and actions into results | [employee comments goal] |
| PROJECT AND GOAL FOCUS: Organize all smaller goals in one place in order to check progress easily and accomplish them effectively Break down goals into actionable daily or weekly tasks in order to not lose motivation if the goals seem too big or far away to accomplish | [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 the use of smart analytics to track statistics, monitor competition, and analyze ranking in the market | [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: |