Use this sample and step by step explanation for setting meaningful and inspiring employee performance goals for a trading assistant.
A Trading Assistant is liable for supporting the company's stockbrokers for an increased value in the assigned stock portfolios. This position requires competence in various skills like financial assessments, administrative services, etc.
The primary duties of this post include coordinating between the customers and the clients, answering calls from clients and solving complicated issues, reviewing the client's transactions to ensure financial accuracy, assisting with trade executions, monitoring the stocks market, coordinating operations, computing total holdings, filing records and documents, preparing documents for contracts or legal records, summarizing daily transactions and earnings into reports for each client's accounts, correcting payments from customers, transferring taxes and commissions.
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 |
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CUSTOMER ORIENTED: Be flexible and exhibit creativity in solving the problems of customers. Provide after-sales service to the clients after the conclusion of a sale. | [employee comments goal] |
PHONE SKILLS: To show the willingness of taking full control of a conversation especially if I am the one making the phone call. Use normal tone when making calls and do not to speak loud when it affects those around. | [employee comments goal] |
PROBLEM SOLVING: Be willing enough to collaborate with other when it comes to problem-solving issues. Show great confidence and poise when making decisions and not afraid to make mistakes and learn from them. | [employee comments goal] |
ACCURACY: Not to overwork which may end up compromising the quality of work. Give room to other people to look at the work and to remove any errors from it. | [employee comments goal] |
MULTI-TASKING: Classify tasks according to importance and urgency in order to get an idea of what can wait and what needs to be done immediately Make to-do lists and get the most tedious tasks ticked off before embarking on the more interesting ones | [employee comments goal] |
COLLABORATING WITH OTHERS: Identify what every person is good at and pair them with the appropriate roles and tasks in order to help them succeed Have an agenda ahead of scheduling meetings in order to make sure that the time spent with team members is efficient and productive | [employee comments goal] |
APPRAISAL AND EVALUATION SKILLS: Do not overlook any alarming or risky sign that shows in any employee Take some coaching for better skills in performing assessments and appraisals | [employee comments goal] |
REALISTIC GOAL SETTING: Set a timeline for each goal in order to identify and stick to specific actions that one needs to take to work towards that goal Write down each milestone with steps to take for each in order to make them achievable | [employee comments goal] |
FINANCIAL MANAGEMENT: Work with an experienced money manager in order to know when one should invest profits or when one should plow the profits back to the business Review the company's accounts payable schedule regularly in order to determine how well the company is keeping up with its credit obligations | [employee comments goal] |
WRITING REPORTS AND PROPOSALS: Evaluate samples of published reports and proposals to enhance understanding and confidence in preparing and writing reports and proposals Integrate primary data and secondary sources accurately, persuasively, and logically when writing reports and proposals | [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: |