Use this sample and step by step explanation for setting meaningful and inspiring employee performance goals for an it support manager.

An IT support manager supervises and leads the IT support staff ensuring that the department performs its functions accordingly. He/she participates in the repair and maintenance of software and computer system and also oversees the procurement and installation of new IT equipment.

Other responsibilities include coordinating training for new employees so that they can become familiar with the technology or equipment and ensure that all the users gain from the utilization of technology and internet. He/she also plans and organizes support, repair, and troubleshooting of IT equipment, tracks online security vulnerabilities and provides directives on the most effective measures. Finally, they oversee the training and education of the department staff based on the knowledge and skills needs.

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

VERBAL COMMUNICATION:

Maintain strong and direct eye contact when talking to people.

Show willingness and patience to allow others to put their points across with interrupting them.

[employee comments goal]
NEGOTIATION SKILLS:

Prepare well before any negotiation process to have concrete facts and figures that will help close deals.

Strive to raise or ask relevant questions that will be of benefit to the negotiation process.

[employee comments goal]
PROBLEM SOLVING:

Research well enough to gather factual information before setting out to solve a problem.

Keep a cool head when dealing with more pressing and exhausting issues.

[employee comments goal]
INSPIRING OTHERS:

Encourage and support others during tough times in order to help them see the best in themselves during these difficult times

Love and care for other employees without considering other irrelevant factors that don't influence the qualities of that person

[employee comments goal]
MANAGING AT TEAM:

Expose oneself to different social situations and work to develop own social perceptiveness and the ability to engage others in a conversation

Learn to accept mistakes and failures and devise clear solutions to problems instead of blaming others or pointing fingers

[employee comments goal]
DEPENDABILITY:

Finish all the allocated tasks on time and submit them as per requirements

Handle all the tasks accorded with a professional view not overlooking any detail

[employee comments goal]
SELF CONFIDENCE:

Try an affirmation such as "I live authentically" or "My opinion matters" in order to avoid backing down during a conversation

Take new challenges and acknowledge the fact that making mistakes is part of learning

[employee comments goal]
MONITORING OTHERS:

Ask customers and colleagues about their interactions with a given employee in order to get a picture of how that employee behaves

Give reasons for the suspicion that led one to read other employees emails

[employee comments goal]
REALISTIC GOAL SETTING:

Anticipate obstacles in advance in order to come up with ideas for dealing with them as soon as they arise

Write down each milestone with steps to take for each in order to make them achievable

[employee comments goal]
PRODUCT KNOWLEDGE:

Shows little willingness to understand industry trends, terminologies, and concepts surrounding a product

Put enough effort to know the procedures and policies that guide products and services

[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:

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