Use this sample and step by step explanation for setting meaningful and inspiring employee performance goals for an executive director.

The executive director is responsible for overseeing the programs, administration, and the strategic plan of the company. He/she also performs other functions pertaining to research, marketing and social corporate responsibility and always reports to the board of directors of the company on any issues relating to the affairs of the company.

Besides that, he or she can perform the following functions; planning and operation of the company's annual budget, review and approve contracts for services, establish collaboration with other institutions, establish administrative policies and procedures for the company, overseeing boards and committee meetings and any other task assigned by the board of directors.

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

PUBLIC SPEAKING:

Show willingness to learn from other speakers and the new ways of doing public speaking.

To learn to deliver a summarized speech while capturing all the key intended points.

[employee comments goal]
GIVING FEEDBACK:

Try to link the performance of employees to the positive outcomes of the company while giving feedback

Divide feedback into positive and negative columns for personal use and to ensure that it is fair and balanced

[employee comments goal]
WORK ATTITUDE:

Do not allow jealousy to have its way at the workplace

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]
ATTENTION TO DETAIL:

Keep track of appointments, projects, and tasks that need to be accomplished so that one is not surprised when it's time to turn them in

Come up with a schedule that includes work, play and rest in order to avoid feeling fatigued, hyperactive or restless while working on tasks

[employee comments goal]
CONSISTENCY AND RELIABILITY:

Learn to make promises and keep them in order to avoid losing one's own credibility, dependability, and integrity

Know how one's actions affect others and own up to one's mistakes in order to earn respect and become more reliable

[employee comments goal]
PERSONAL COMMITMENT:

Break down the complex tasks into smaller, manageable parts in order to remain focused and avoid being overwhelmed

Create habits that are going to lead one down to the right path to accomplishing the committed goal or task

[employee comments goal]
GOAL AND OBJECTIVE SETTING:

Set goals that are realistic and exciting in order to feel motivated to achieve them

Ask for regular feedback from others in order to identify own strengths and areas that need improvement

[employee comments goal]
PROJECT MANAGEMENT:

Use project management tools or techniques to plan and track project performance; learn how to use management methodologies effectively

Be able to keep the project moving towards completion even when facing aggressive schedules or discouraging developments

[employee comments goal]
KNOWLEDGE MANAGEMENT:

Work with colleagues to keep team knowledge updated and put in place effective mechanisms for being alerted on new knowledge

Learn better communication skills to assist in sharing and transferring knowledge effectively

[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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