Use this sample and step by step explanation for setting meaningful and inspiring employee performance goals for a scientific informatics analyst.
A Scientific Informatics Analyst is liable for replacing, improving, recreating and organizing the information in the business systems in a way that it can be accessed, retrieved and utilized for the required professional purpose.
The key responsibilities of this post involve managing analysis of risk data and investment using the descriptive and inferential statistics, enhancing the quality and utilization of data, helping in applying the predictive model trends for rate planning, developing, implementing, organizing and maintaining the information, reporting in a way the information is understood and documented, collaborates with the rest of the team to give accurate data, monitoring quality programs, making efforts to improve them, compiling data from multiple sources, importing data into relevant databases, ensuring there is appropriate transfer of data.
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 |
|---|---|
| JUDGMENT SKILLS: Make sure that every employee is aware of the big picture and how each one of them can contribute well Divide a problem into smaller manageable problems and brainstorm solutions for them separately or try to find a resemblance with a previously solved problem | [employee comments goal] |
| GIVING FEEDBACK: Focus on the employee's behavior rather than on his/her personality traits Divide feedback into positive and negative columns for personal use and to ensure that it is fair and balanced | [employee comments goal] |
| SELF AWARENESS: Carry out tasks that inspire a degree of therapeutical serenity such as working in the garden to help distract oneself after work Train oneself to focus for long period without getting distracted and avoid situations that can cause distractions | [employee comments goal] |
| COMMITMENT TO THE JOB: Think outside the box to find best solutions to company's problems and regularly contribute suggestions on how to improve its processes Seek ways to learn new skills in order to improve one's performance and experience | [employee comments goal] |
| PRACTICAL THINKING: Be prepared to shift own strategy or analysis of the problem as one is presented with more information about the problem Compare and contrast similar contexts in order to start understanding the differences between them | [employee comments goal] |
| RESULTS ORIENTATION: Constantly communicate own plans to achieve goals and desire for results within the assigned work tasks Set challenging yet achievable goals and develop standards against which one will measure own behavior and performance | [employee comments goal] |
| DEADLINES - ON TIME: Make sure to do things early enough and refrain from blaming others when one is unable to meet deadlines Share problems and tasks with other employees but learn to say not to them when one is short of time | [employee comments goal] |
| RESOURCE USE: Decide what projects or tasks need to be completed first and make sure that everyone is onboard Manage own day properly and set clear objectives with specific deadlines and time targets | [employee comments goal] |
| TIME MANAGEMENT: Avoid constant interruptions and distractions that waste time meant for working on a project Seek assistance to solve a problem quickly instead of struggling and lagging behind | [employee comments goal] |
| PROCESS IMPROVEMENT: Show willingness to learn new procedures and encourage others to undergo training on new procedures 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: |