Use this sample and step by step explanation for setting meaningful and inspiring employee performance goals for a biostatistics director.
A Biostatistics Director is liable for providing strategic biostatistical input to both the external and internal clients in drug, biologic or device extension areas with an importance on clinical trial design, interim decision making and interpretation using novel and advanced statistical methods.
Responsibilities for this role include supporting the development of efficient CDPs for the external clients through combining innovative statistical methods to meet the goals and objectives of their development program, contributing to the biostatistical component of Due Diligence assessments of compounds for small or moderate value opportunities for which investment is considered, providing strategic biostatistical support on individual studies in cases where the investment has already been made, maintaining a knowledge and awareness of developments in biostatistics, clinical trials methodology and regulatory requirements that impact on design or investigations for multiple therapeutic areas.
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 |
|---|---|
| INSPIRING OTHERS: Encourage and support others during tough times in order to help them see the best in themselves during these difficult times Love and care for other employees without considering other irrelevant factors that don't influence the qualities of that person | [employee comments goal] |
| STRATEGIC PLANNING: Make sure that the group developing the plan knows that they own the plan, the process, and the outcome Monitor the progress of a strategic plan once it has been implemented in order to evaluate its effectiveness | [employee comments goal] |
| TEAM BUILDING: Understand the company's expectations, their requirements, their need and their mode of operations Understand that the goals must be measurable ensuring proper accountability to the supervisors | [employee comments goal] |
| DEVELOPING OTHERS: Create time to individually engage each employee in finding out where major problems lies Balance out working and personal time to bring up a happy workforce | [employee comments goal] |
| ADAPTABILITY: Think creatively and outside job descriptions in order to explore different avenues as a way of embracing change Show willingness to work extra hours in order to cover a colleague's responsibilities whenever there is need | [employee comments goal] |
| ASSERTIVENESS: Give others a chance to air their views and ideas on how different things should be done Learn good listening and speaking skills in order to communicate effectively with other employees | [employee comments goal] |
| FOLLOWING DIRECTIONS: Make sure to have all the information needed to accomplish a certain task before starting it Take time to understand the steps and their purpose and run through the process mentally before handling it physically | [employee comments goal] |
| MONITORING OTHERS: Make employees document their work and keep records of their progress in checklists, activity logs or progress reports Give reasons for the suspicion that led one to read other employees emails | [employee comments goal] |
| PERSISTENCE: Look for better ways that will increase one's chances of success, rather than stubbornly persist in the face of evidence that one's plan is not working Build confidence in oneself in order to remain persistent even when things don't work out | [employee comments goal] |
| TECHNOLOGY SAVVY: Learn to utilize modern electronic devices to share and store data Embrace computers to execute repetitive, multiple, and complex tasks efficiently | [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: |