Use this sample and step by step explanation for setting meaningful and inspiring employee performance goals for a business continuity strategy director.

A Business Continuity Strategy Director is liable for handling continuity management, disaster recovery and crisis management to help develop, maintain and manage the business continuity program.

The essential functions for this post include updating the policies and procedures, building a business impact analysis to assess the internal and external threats and risks that post to the company, driving and developing the content of the company's plans, documentation for the core operational areas which includes the business resumption, recovery and restoration, managing and coordinating the efforts of functional managers, initiating and coordinating training and awareness program, working closely with the technology team to ensure their disaster recovery plan for critical systems and applications are consistent with the plans developed by the company.

Employee Performance Goals Sample

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


  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


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

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]

Promote and encourage colleagues to keep up-to-date with the company's rules, decision-making bodies, networks, structures, power relationships and environment

Promote a shared understanding of the company's needs and strategic direction to rally teams

[employee comments goal]

Try and focus own efforts in own work instead of worrying about other employees and what they are doing

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]

Think creatively and outside job descriptions in order to explore different avenues as a way of embracing change

Work on accepting all types of change positively and handling changing workloads in response to changing circumstances

[employee comments goal]

Establish regular meetings with own bosses in order to discuss how own position or department can be improved

Embrace failed projects as learning opportunities and review own performance to spot potential alternatives one could have taken to achieve more positive results

[employee comments goal]

Use the time of the day when one feels the most productive to perform tasks that need more focus and concentration

Use a recognized quality standard when one is preparing and updating quality documentation

[employee comments goal]

Participate in forums that discuss the role and importance of integrity and honesty

Find the right answers to all questions and avoid bluffing

[employee comments goal]

Show willingness to build and nurture relationships and create more time to meet others

Improve on the dressing code and be neat at all times

[employee comments goal]

Pay special attention to new trends and implement change towards them

Develop better strategies for getting the latest information about current trends

[employee comments goal]

Volunteer in community activities within the community that supports the venture

Consistently follow up with existing customers, prospects, and business alliances

[employee comments goal]


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


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:

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