Use this sample and step by step explanation for setting meaningful and inspiring employee performance goals for a corporate it network architect.

A corporate IT network architect is responsible for designing, maintaining, and upgrading networks including Local Area Networks (LANs) and Wide Area Networks (WANs). He/she also creates extensions to networks and also evaluates the requirements of a new network such as bandwidth needs, security, infrastructure, and possible expansion

Apart from designing networks and creating extensions, He/she must ensure that the network can allow growth and is also involved in network modeling to inform organizational objectives should growth result in certain changes. He/she advises the management on potential growth, to enable them to develop appropriate upgrades, defines security equipment, and formulates ways of detecting issues before they escalate. Lastly, they maintain a record of the networks they design.

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

CUSTOMER ORIENTED:

Be committed to providing excellent customer service beyond what is expected to keep the clients satisfied.

Provide timely and objective advice to customers on matters related to the goods and/or services of the company.

[employee comments goal]
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:

Show willingness to take more charge of negotiations and to direct it in a way that it should go.

Learn the art of compromising at some point to achieve a win-win solution that will benefit all parties involved.

[employee comments goal]
INNOVATION:

Try to be a good influence to other people and to help them use their skills and capabilities in the right manner.

To plan in particular ways and to come up with potential alternative solutions to problems.

[employee comments goal]
NETWORKING:

Keep one's focus on building real connections with the people one meets instead of just socializing or trying to sell own products

Prepare at least two topics that one can talk about to avoid finding oneself at a loss for words

[employee comments goal]
DEVELOPING OTHERS:

Create time to individually engage each employee in finding out where major problems lies

Train workers to embrace their work as their very own

[employee comments goal]
PHYSICAL ABILITIES:

Stay updated on different types of equipment introduced to the company

Work on skills development that will grow the level of expertise

[employee comments goal]
SELF CONFIDENCE:

Start feeling more comfortable when making a decision and standing firm by it

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

[employee comments goal]
GOAL AND OBJECTIVE SETTING:

Set measurable objectives in order to know when one is making progress and whether or not one is on the right track

Take responsibility for own actions and refrain from making excuses or blaming others when one fails to meet own goals

[employee comments goal]
MEETING MANAGEMENT:

Avoid inviting unnecessary participants in order to save time and resources

Plan for off-site meeting sessions that can enhance the energy of participants

[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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