Use this sample and step by step explanation for setting meaningful and inspiring employee performance goals for an engineering director.

An Engineering Director is responsible for directing and supervising a team of engineers as they develop, test, adjust and create solutions to technical difficulties.

The main responsibilities for this position include directing and coordinating production, operations, quality assurance, testing or maintaining in industrial plants, overseeing the research an development of new products and procedures, hiring, training and mentoring other engineers and supporting staff, writing performance reviews and solving internal issues, discussing and laying out project specifications, making detailed plans to accomplish goals, analyzing market demand and available resources, reviewing, approving, modifying product designs, preparing budgets, bids and contracts, negotiating research contracts, approving expenditures, reviewing and recommending contracts, developing cost estimates, draft proposals and reports for clients.

Employee Performance Goals Sample

Employee's Name: Title:
Review Period: __/__/__ to __/__/__ Employee SSN:
Work Location: Supervisor's Name:


  1. Setting Goals: List specific goals in the space provided below each competency under "Performance Goals". Assign an appropriate timeline for each goal as well as numeric or financial terms to measure the goal.
  2. Employee Comments: The employee must comment next to each goal under "Employee Comments" with "Okay" for goals which he/she feels comfortable working with, and "Needs Clarification" for goals which he/she believes need to be discussed further. An employee who is comfortable with all the goals can sign the goals at this stage.
  3. Summary: Give a summary of the total time estimated for the employee to have achieved the goals. State action plans and specific milestones to track the goals. Any additional comments agreed between the employee and the supervisor should be noted here.
  4. Human Resources Review: Human resources personnel must confirm that the goals are specific, measurable, achievable, relevant, and time-bound. He/she must then sign the goals in the "Human Resource" section provided under "Signatures".
  5. Signatures: When discussion of the goals has been completed and consensus has been reached, sign the goals and let the employee sign too. Send the final copy to the human resources for inclusion in the employee's professional records.

Performance Goals for Next Period

Performance Goals

Employee Comments


Look for people, environments, ideas, and knowledge that one finds inspiring and motivating and share it with others

Avoid taking part in workplace drama or unnecessary gossip in order to become a positive influence to other employees

[employee comments goal]

Understand the company's expectations, their requirements, their need and their mode of operations

Understand the need to work as a team and the part each player ought to play

[employee comments goal]

Learn from all supplied material and keep passing the knowledge

Be available to assist and help where major decisions are required

[employee comments goal]

Accomplish all the goals set as a group to encourage teamwork spirit

Remain committed to the company's regulations without any compromise or prejudice

[employee comments goal]

Be available to the coworkers, customers, and management and show concern

Set workable personal goals that can be achieved within the set time

[employee comments goal]

Stop obsessing over every detail and just learn to perform one's best in order to avoid wasting time on tasks and meet deadlines

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]

Proactively look for ways to improve the team and own role within the team

Develop a plan for execution and a sense of urgency with the team members in order to garner commitment to complete tasks

[employee comments goal]

Ask team members to identify goals that are directly related to their jobs and develop action plans to help them attain those goals

Take responsibility for own actions and refrain from making excuses or blaming others when one fails to meet own goals

[employee comments goal]

Lead in driving positive change and become the spokesperson to promote diversity issues and concerns of others

Avoid making jokes that might be offensive to others and be more respectful to people with diverse views

[employee comments goal]

Participate in specialized training programs and seek for more specialized training opportunities

Evaluate the outcomes of training sessions and learn how to identify training needs

[employee comments goal]


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


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:

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