Use this sample and step by step explanation for setting meaningful and inspiring employee performance goals for a credit research analyst.

A credit research analyst is responsible for researching, analyzing, and interpreting information to provide ideas for the decision makers especially in the lending field. He/she assists clients in making sound investment decisions.

Specific tasks include analyzing industry trends and company's financials and making projections and graphical representations to be used by investors in decision-making. He/she is also supposed to gather information from a wide range of sources, synthesize and interpret it. It is his/her duty to transform information into useful insights for the credit institution. Besides formulating models, he/she may also be needed to create databases. Lastly, they create credit research reports and so it is crucial for them to have analytical and good written skills.

Employee Performance Goals Sample

Employee's Name: Title:
Review Period: __/__/__ to __/__/__ Employee SSN:
Work Location: Supervisor's Name:

Instructions

  1. Setting Goals: List specific goals in the space provided below each competency under "Performance Goals". Assign an appropriate timeline for each goal as well as numeric or financial terms to measure the goal.
  2. Employee Comments: The employee must comment next to each goal under "Employee Comments" with "Okay" for goals which he/she feels comfortable working with, and "Needs Clarification" for goals which he/she believes need to be discussed further. An employee who is comfortable with all the goals can sign the goals at this stage.
  3. Summary: Give a summary of the total time estimated for the employee to have achieved the goals. State action plans and specific milestones to track the goals. Any additional comments agreed between the employee and the supervisor should be noted here.
  4. Human Resources Review: Human resources personnel must confirm that the goals are specific, measurable, achievable, relevant, and time-bound. He/she must then sign the goals in the "Human Resource" section provided under "Signatures".
  5. Signatures: When discussion of the goals has been completed and consensus has been reached, sign the goals and let the employee sign too. Send the final copy to the human resources for inclusion in the employee's professional records.

Performance Goals for Next Period

Performance Goals

Employee Comments

CRITICAL THINKING:

Properly evaluate my options by looking into all possible outcomes.

To continue researching and studying more to get more factual facts and figures that will guide my thinking.

[employee comments goal]
JUDGMENT SKILLS:

Ask questions and gather more data than needed before solving a problem

Interact with colleagues who have constantly demonstrated good judgment in every field one likes

[employee comments goal]
KNOWLEDGE OF COMPANY PROCESSES:

Explain and convince other employees of the need for adaptation and change of structures, policies, and methods

Manage compliance, ethical and other issues in order to protect the company's reputation and respect its obligations

[employee comments goal]
TEAM BUILDING:

Work hard to form and keep positive professional working relationship with everyone in the team

Realize what the team needs to achieve and what extent they have to go to do it

[employee comments goal]
ADAPTABILITY:

Remain composed even when faced with ambiguity or any form of emergency

Show willingness to work extra hours in order to cover a colleague's responsibilities whenever there is need

[employee comments goal]
EMPATHY:

Look for ways to create connections with colleagues, avoid keeping distance and show willingness to participate in their activities

Spend more time reading books and blogs that explain how to be more empathetic at work and in the community in order to make improvements

[employee comments goal]
REALISTIC GOAL SETTING:

Set a timeline for each goal in order to identify and stick to specific actions that one needs to take to work towards that goal

Seek regular feedback from others about the set goals in order to identify mistakes and rectify them

[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

Outline steps that one will take to accomplish the long-range plan and stick to them

[employee comments goal]
INTERCULTURAL COMPETENCE:

Actively work together with people who have diverse cultural practices and beliefs and eliminate any forms of discrimination and prejudice

Attend and promote group meetings and events that include people from different cultures

[employee comments goal]
PROCESS IMPROVEMENT:

Integrate parallel processing techniques to ensure that related processes can run simultaneously to improve efficiency

Constantly gather more knowledge to assist in modeling processes to make them work as expected

[employee comments goal]

Summary

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:

Related Articles