Use this sample and step by step explanation for setting meaningful and inspiring employee performance goals for a plant manager.
A Plant Manager is responsible for planning, organizing, directing and managing all daily plant operations with overall responsibility for production, maintenance, quality and other production-related activities that exceed the customer's expectations.
Essential functions of this position include directing, managing plant operations for production, maintenance, quality and shipping and receiving, coordinating plant activities through planning with departmental managers to insure the total manufacturing objectives are accomplished, developing and controlling profits, plans and budgets, implementing cost effective systems of control over capital, managing capital asset maintenance, establishing and monitoring overall plant performance for production and quality standards, controlling and minimizing labor overtime, repair expenses and premium freight.
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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INSPIRING OTHERS: Mine the best experiences of one's life and share one's wisdom from a unique point of view in order to inspire someone Avoid talking when one doesn't have anything positive to say about a colleague to avoid hurting or upsetting them | [employee comments goal] |
DECISION MAKING: Use different frames and strive to come up with independent decisions for each frame Think through the best people one should involve in the decision-making process in order to avoid making poor decisions | [employee comments goal] |
PARTICIPATIVE MANAGEMENT: Set goals that are challenging the employees and provide the required support as well Remain consistent in the interpretation and application of the company policy | [employee comments goal] |
APPRAISAL AND EVALUATION SKILLS: Work with all the employees both great and poor in growing them into a better group Listen to the feedback from employees and take it into consideration | [employee comments goal] |
COOPERATION WITH COLLEAGUES: Set targets for each individual in the group to ensure equality of tasks distributions Encourage one another especially during challenging times in the company | [employee comments goal] |
EMOTION MANAGEMENT: Learn to appreciate emotions and avoid excessive criticism of situations Regularly attend training on emotion management aimed at creating positive emotion management behavior | [employee comments goal] |
CONSISTENCY AND RELIABILITY: Work on aspects of reliability such as keeping promises, punctuality and consistently doing good work in order to build trust Show willingness to lend a hand on occasion, share one's knowledge and expertise with others and work together for the good of the company | [employee comments goal] |
PERSUADING OTHERS: Investigate the benefits of own idea to potential supporters before presenting it and persuading them to support it Explain the benefits of one's own arguments and get the person one is persuading to support one's own views | [employee comments goal] |
INTERCULTURAL COMPETENCE: Develop and implement policies that assure the rights of all people are considered regardless of their cultural background Attend and promote group meetings and events that include people from different cultures | [employee comments goal] |
PROCESS IMPROVEMENT: Learn to map existing processes and use business process models and flow charts to capture complex scenarios Constantly use survey results to assess the impact of ongoing process improvement efforts | [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: |