Use this sample and step by step explanation for setting meaningful and inspiring employee performance goals for a circuit court clerk.
A circuit court clerk is an officer whose primary role is to coordinate and guide operations of the circuit clerk office and to maintain all court records. He/she is also responsible for collecting and disbursing all court-related revenue.
Other duties include directing all the activities on reception, filing, preservation, and providing access to all documents of the state courts within a particular jurisdiction such as a county. He/she works together with the circuit court and others including the supreme and the appellate courts, creates policies to govern the operations of the courts and for improving compliance with the law and last but not the least; he/she maintains the integrity and confidentiality of the court records.
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 |
|---|---|
| TEAMWORK SKILLS: To pay close attention to what others have to say and not to interrupt them. To have a winning mentality, to appreciate others when they win, and to accept when we lose. | [employee comments goal] |
| 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] |
| DECISION MAKING: Use a decision journal and capture the issue, the expectations, the assumptions, and the time-frame for evaluating results Take the time to reflect on previous decision-making processes and jot down how one can improve the process the next time one faces a similar decision | [employee comments goal] |
| DIPLOMACY: Always listen to others, nod occasionally, avoid interrupting and jot down questions to ask later Demonstrate compassion, encouragement, and support to employees who disagree with a particular agenda or strategy | [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] |
| MANAGEMENT SKILLS: Understand what leadership and management means as well as their concept Develop rapport building, questioning and listening skills to ensure open communication in the workplace | [employee comments goal] |
| LEADERSHIP SKILLS: Make an effort to reach each employee individually to discuss their challenges Keep gaining and sharing knowledge with your team as often as possible | [employee comments goal] |
| SELF AWARENESS: Write down key plans and priorities and track one's own progress marking down any self-perceived weakness Be open to new ideas and curious about new people and what they have to offer | [employee comments goal] |
| PROCESS IMPROVEMENT: Constantly use the existing benchmarks to complete processes in accordance with the set standards Constantly gather more knowledge to assist in modeling processes to make them work as expected | [employee comments goal] |
| DATA ENTRY: Demonstrate more willingness to work efficiently in a team and independently Put extra effort to work under pressure and tight deadlines | [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: |