Use this sample and step by step explanation for setting meaningful and inspiring employee performance goals for a senior quality auditor.
A Senior Quality Auditor is responsible for ensuring a successful completion of all assigned audit engagements for the beginning to the end including the preplanning and wrap up activities. This position is liable to manage and direct the daily operations of the junior auditors.
The general responsibilities include developing audit programs and testing the relevant procedures to risk and test objectives, conducting assigned audit engagements successfully from beginning to the end, obtaining and reviewing evidence ensuring those audit conclusions are well-documented, identifying and communicating issues raised while offering workable solutions relevant to business risk, ensuring adherence at all times to all applicable department and professional standards, ensuring all audit outcomes are based on the complete understanding of the process, circumstances, and risk.
Employee Performance Goals Sample | |
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| Employee's Name: | Title: |
| Review Period: __/__/__ to __/__/__ | Employee SSN: |
| Work Location: | Supervisor's Name: |
Instructions |
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Performance Goals for Next Period | |
Performance Goals | Employee Comments |
|---|---|
| VERBAL COMMUNICATION: Try not to talk too fast or too slow that the audience cannot understand the intended message. Stimulate conversations by asking open-ended questions and encourage others to continue taking. | [employee comments goal] |
| WRITING SKILLS: Find a mentor who will provide support and guidance with writing and help to improve. Check my writing before presenting it to remove the various writing errors such as improper grammar. | [employee comments goal] |
| MOTIVATING OTHERS: Expect obstacles and resistance along the way in accomplishing one's goals in order to be less discouraged when they happen Oppose and confront the inner thoughts, that make one feel not good enough to accomplish goals, and learn to say, "I can do this" | [employee comments goal] |
| DECISION MAKING: Search for data that sheds some light on the issue at hand and ask for help to evaluate the objectivity and completeness of the data Think through the best people one should involve in the decision-making process in order to avoid making poor decisions | [employee comments goal] |
| MANAGING AT TEAM: Expose oneself to different social situations and work to develop own social perceptiveness and the ability to engage others in a conversation Learn to accept mistakes and failures and devise clear solutions to problems instead of blaming others or pointing fingers | [employee comments goal] |
| DEVELOPING OTHERS: Create a schedule for all employees to follow without compromise Train workers to embrace their work as their very own | [employee comments goal] |
| POTENTIAL FOR ADVANCEMENT: Ensure you set goals that help you break down the company's targets into small achievable milestones Take practical steps to work out the daily tasks set | [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 Be smart about the three fundamentals of releasing stress; enough sleep, exercising few times a week and eating healthy | [employee comments goal] |
| QUALITY MANAGEMENT: Dedicate full concentration and become fully involved in any task one is doing in order to do it better Ensure that all manufacturers and suppliers follow the quality procedures and meet the requirements and standards of the company | [employee comments goal] |
| SCHEDULING: Set enough time for all the essential tasks and give more priority to essential tasks when scheduling Learn to add some contingency time for unexpected events when scheduling tasks | [employee comments goal] |
Summary |
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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: |