Use this sample and step by step explanation for setting meaningful and inspiring employee performance goals for a resource conservation specialist.

A resource conservation specialist provides the services of natural resource conservation by evaluating the needs and problems of natural resource management, administering conservation programs, conducting investigations on soil, and advising land users on resource conservation projects. He/she analyses problems and suggests solutions relating to resource conservations.

Additional duties in this role include educating and creating awareness about conservation needs; assisting land users in creating plans for resource conservation; estimates the rates of annual soil erosion; designs, lays out and supervises the construction of waterways, ponds, open drain ways, earthen storage facilities and diversion ditches. Other roles include inspecting sites and conducting engineering surveys and soils investigations as well as preparing and updating management plans for soil, forest, animal waste management, and wildlife resource.

Employee Performance Goals Sample

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

Instructions

  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

TROUBLESHOOTING:

To learn new ways and techniques of undertaking troubleshooting operations.

Maintain level-headedness and resilience when assessing a problem and coming up with solutions.

[employee comments goal]
ADMINISTRATIVE SKILLS:

To encourage and promote professionalism and proper work ethics on the entire staff members.

Improve on my customer service abilities so that I can be able to find ways to meet client needs.

[employee comments goal]
MOTIVATING OTHERS:

Break big goals into smaller, manageable goals and use planners, sticky notes, and checklists to remind one to keep going

Oppose and confront the inner thoughts, that make one feel not good enough to accomplish goals, and learn to say, "I can do this"

[employee comments goal]
GIVING FEEDBACK:

Allow the opportunity for one-on-one feedback in order to make it easier for the other person to say what he/she really thinks

Give the employee an opportunity to speak up during the meeting or ask questions about the feedback afterward

[employee comments goal]
PERSISTENCE:

Realize that any goal worth reaching takes time and focus on expanding the range of tools one has to work with to achieve goals

Learn to go against one's emotions and obstacles instead of waiting for them to change or move away

[employee comments goal]
GOAL AND OBJECTIVE SETTING:

Reward and recognize oneself and others when a goal has been accomplished in order to feel motivated to keep working hard

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

[employee comments goal]
MANAGING DETAILS:

Develop or use systems to organize or track information and work progress

Set crystal clear plans and development schemes that work in order to produce an all polished and perfect product

[employee comments goal]
QUALITY OF WORK:

Check the team's schedule to see if there are tasks that one could cut to give team members more time to concentrate on higher-priority tasks

Check the sources of both internal and external data for accuracy before using it in any task or project

[employee comments goal]
BUSINESS ETHICS:

Participate in forums that discuss the role and importance of integrity and honesty

Constantly remember that everyone deserves equal, fair, and just treatment

[employee comments goal]
INTERCULTURAL COMPETENCE:

Encourage others to appreciate and experience different ways of doing things

Promote professional development courses and forums that enhance intercultural competency

[employee comments goal]

Summary

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:

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