Use this sample and step by step explanation for setting meaningful and inspiring employee performance goals for a cybersecurity risk auditor.
The Cybersecurity Risk Auditor is liable for probing the safety and effectiveness of the computer systems and their related security components in a company.
The key responsibilities include defining cybersecurity strategy and action plans, applying, interpreting and developing security policies and standards, issuing detailed reports outlining the effectiveness of the system explaining any safety problems and suggesting changes and improvements, creating security management for all the operating systems in the company, leading the engagement with shared services and deliver required security solutions, responsible for operations and safety for all the sub-systems, ensuring new IT vendors are compliant with the rules and regulations as well as privacy requirements.
Employee Performance Goals Sample | |
|---|---|
| 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: Always try to speak with great confidence and without fear of making mistakes. Listen well enough to be able to give constructive feedback to other people. | [employee comments goal] |
| PHONE SKILLS: Ask appropriate questions and to seek for clarifications on issues not well understood. Manage my emotions well especially when handling an irate or upset caller. | [employee comments goal] |
| ADMINISTRATIVE SKILLS: To perform my administrative roles in a professional manner and without any fear or prejudice. Improve on my customer service abilities so that I can be able to find ways to meet client needs. | [employee comments goal] |
| GIVING FEEDBACK: Give daily and weekly reviews in order to make tracking and analyzing an employee's work much easier Write down observations and try not to muddle them with interpretations and emotions | [employee comments goal] |
| ETHICAL BEHAVIOR: Provide accurate feedback at all times to enable without exaggerating Produce results and records that do not need the management's scrutiny | [employee comments goal] |
| HANDLING STRESS: Learn to communicate and ask questions in order to avoid unnecessary conflicts, and waste less one's and other employees' time Look for a trusted colleague or family member to talk to when faced with a problem in order to feel relieved and figure out what to do with the problem | [employee comments goal] |
| PROBLEM/SITUATION ANALYSIS: Develop a plan in order to keep problem-solving process on track and find a solution in the shortest time possible Ask questions and look at different angles of the problem in order to better understand it and be equipped to generate solutions | [employee comments goal] |
| QUALITY MANAGEMENT: Seek clarification and gain as much knowledge as possible about the activity or project at hand in order to feel more comfortable and produce quality results Work closely with the product/service development team in order to establish quality standards when a new product/service is developed | [employee comments goal] |
| CUSTOMER SERVICE: Provide timely and constructive solutions or advice to customers and make them feel they are fully understood Involve management when a customer treats you disrespectfully and avoid taking matters into your own hands | [employee comments goal] |
| TECHNOLOGY TREND AWARENESS: Join online technology communities that consist of technology savvy individuals to learn more technology ideas Learn to ask for assistance when faced with challenges related to new technology trends | [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: |