Use this sample and step by step explanation for setting meaningful and inspiring employee performance goals for a cost and risk analysis manager.
A Cost and Risk Analysis Manager has the primary role of preparing estimates to be used for organizing, planning, and scheduling work. He/she estimates the cost of products or services and assess whether projects, products, or services are cost effective.
Other associated duties include monitoring financial indicators, setting up cost monitoring and reporting procedures, review production requirements to determine if it is cost-effective to produce or pay for components, developing business information systems, analyzing the financial data, liaising with other employees on financial matters and to coordinate business operations, analyze documentation to prepare estimates on labor, time and materials as well as carry out studies to establish standard hours.
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 |
|---|---|
| WRITING SKILLS: Take up more online courses on writing to try to improve writing skills. Check my writing before presenting it to remove the various writing errors such as improper grammar. | [employee comments goal] |
| LISTENING SKILLS: Show willingness to listen to other people's views even when they are not good. Take notes on the important aspect of the conversation if necessary. | [employee comments goal] |
| OFFICE POLITICS: Take the time to evaluate information in order to avoid acting stupidly or causing an argument that was not meant to be caused Resolve to talking to a colleague in person if one senses accusations, anger, and frustrations in an email or any other digital message | [employee comments goal] |
| CRISIS MANAGEMENT: Maintain an informed workforce in order to help ensure that the company's operations continue to flow as smoothly as possible after a crisis Use multiple sources to gather and assemble key facts of the incident in order to avoid confusion and uncertainty | [employee comments goal] |
| MANAGEMENT SKILLS: Consider the importance of working in teams and their requirements to function successfully Develop rapport building, questioning and listening skills to ensure open communication in the workplace | [employee comments goal] |
| EMPATHY: Learn to open up about oneself a bit and show some vulnerability and human feeling when having conversations with colleagues to help relationships blossom Take time to imagine what might be going on in the other person's world and use that understanding to empathize with them | [employee comments goal] |
| SELF AWARENESS: Ask trusted colleagues for feedback on one's habits, personality, values and needs in order to discover areas that need improvement Learn one's own emotional triggers and allow oneself to fully process emotions before communicating them to others | [employee comments goal] |
| SEEING POTENTIAL PROBLEMS: Do quality and proactive risk management throughout, and avoid immediate reaction to changes Learn from past mistakes; look at past missteps and how they were solved to help solve future problems | [employee comments goal] |
| LONG RANGE PLANNING: Analyze the company's opportunities, strengths, and weaknesses in order to identify the current status of the company and make more informed decisions about how it can grow Check in regularly with the plan in order to modify it in light of any changes, progress, or setbacks | [employee comments goal] |
| DIVERSITY AWARENESS: Show more willingness to discourage harassment, bullying, and abrasive behavior Participate in events that are diversity-related and put extra effort in promoting them | [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: |