Use this sample and step by step explanation for setting meaningful and inspiring employee performance goals for a biofuels manager.
A Biofuels Manager is accountable for overseeing the manufacturing of biofuels that include facility management, budget implementation, and quality assurance controls.
The responsibilities for this role are production of alternative fuels or biofuels, ensuring production is conducted properly to guarantee the health and welfare of employees and the environment, managing all the operations at biofuels power generation facilities, supervising production employees in the manufacturing of biofuels like ethanol and biodiesel, conducting cost, material and efficiency studies for biofuels production plants, preparing and managing biofuels plant or unit budgets, providing instruction to subordinate or new staff to improve the biofuels plant safety, engaging in data study of production levels while tracking efficient and ineffective security procedures, drawing samples of biofuels outcomes or secondary by-products for quality control testing.
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: Give awards and offer direct praise on a regular basis when an employee does exemplary work or exceeds performance goals Avoid talking when one doesn't have anything positive to say about a colleague to avoid hurting or upsetting them | [employee comments goal] |
| APPRAISAL AND EVALUATION SKILLS: Encourage and motivate all performances to build and retain the staff Take some coaching for better skills in performing assessments and appraisals | [employee comments goal] |
| COOPERATION WITH COLLEAGUES: Understand the purpose of a team goes beyond personal goals Encourage one another especially during challenging times in the company | [employee comments goal] |
| ETHICAL BEHAVIOR: Do not hold back pertinent data that the company requires Give credit to employees who have worked hard and deserved it | [employee comments goal] |
| INITIATIVE: Assume responsibility for every action and task without passing on blame Attempt to do things differently and see the results changes | [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 Be responsible for one's tasks and responsibilities; perform every element of one's job responsibilities to the best of one's ability | [employee comments goal] |
| PERSONAL ACCOUNTABILITY: Create a personal mission statement that conveys one's core values and defines why one has to meet specific goals Provide the necessary information required to accomplish tasks and let other members of the team know when one does not have enough information about a certain task | [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: Encourage others to appreciate and experience different ways of doing things Participate in celebrations and events that feature people with different cultures | [employee comments goal] |
| PROCESS IMPROVEMENT: Constantly use the existing benchmarks to complete processes in accordance with the set standards 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: |