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 | |
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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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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 |
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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: |