Use this sample and step by step explanation for setting meaningful and inspiring employee performance goals for a technical support specialist.
A technical support specialist maximizes the capabilities of a computer system by learning technical applications and providing recommendations. He/she evaluates the potential of the system by testing whether the new programs are compatible with the current programs and also evaluates enhancements and expansions by studying the capacity of the systems.
Other duties include testing new programs and comparing them with the given standards and making modifications, testing the compatibility of the vendor supplied software with the existing programs and hardware , training users to maximize the use of hardware and software, writing operating instructions to give users a point of reference, keeping records of revisions and changes in hardware and software and testing computer components to maintain system capability.
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 |
|---|---|
| PUBLIC SPEAKING: Learn to manage my emotions while on the stage and to keep it cool. To learn to deliver a summarized speech while capturing all the key intended points. | [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] |
| SAFETY AT WORK: Pay attention to employees who are learning new skills to make sure that they know what they are doing and that they have been properly trained Pay close attention to suspicious and unusual behavior and challenge it before it becomes a safety hazard | [employee comments goal] |
| WORK ATTITUDE: Choose to keep a positive attitude all the time no matter what Respect everyone ? customers, coworkers, and management for a swift-working place | [employee comments goal] |
| EMOTIONAL INTELLIGENCE: Find ways to manage and release stress outside of work through talking to friends, exercises, meditation and other hobbies Learn the elegant art of persuasion; make real connections based on solid knowledge and sound reasoning for one's point of view | [employee comments goal] |
| PERSUADING OTHERS: Do careful research on own ideas and those of one's competitors in order to make sure that any claims one makes can be verified Modify implementation plans so that the initiative at hand appears appealing and attracts more potential supporters | [employee comments goal] |
| PROBLEM/SITUATION ANALYSIS: Develop a plan in order to keep problem-solving process on track and find a solution in the shortest time possible Analyze the importance of data one has collected about the problem and look for links and relationships in order to understand the overall situation | [employee comments goal] |
| MEETING MANAGEMENT: Put extra effort in following up on all meetings and documenting all the responsibilities and tasks delegated to participants Put extra effort in planning ahead of a meeting and always pre-write important points to be discussed in a meeting | [employee comments goal] |
| COMPUTER SKILLS: Show more willingness to learn how to create, use, and troubleshoot computer networks Demonstrate more willingness to learn more about computer security issues and copyright laws | [employee comments goal] |
| TECHNICAL SKILLS: Show more interest to understand how complex systems and processes work Learn to follow technical specifications and instructions when designing new systems | [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: |