Use this sample and step by step explanation for setting meaningful and inspiring employee performance goals for a vice president, corporate social responsibility and sustainability.
The Vice President, Corporate Social Responsibility and Sustainability is responsible for defining and developing various strategies that underlines the company's objective of social responsibility. They conduct research and develop ideas and policies that help build productive relationships with other organizations to achieve the objective of the corporate social responsibility of the company.
In addition to that, they also perform functions like; developing marketing and publicity initiatives for the company, raising awareness of the company's commitment towards achieving its corporate social responsibilities and training junior staff members. In general, he/she is the internal and external brand ambassador of the company when it comes to corporate social responsibilities.
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: Show willingness to learn from other speakers and the new ways of doing public speaking. To engage my audience more while delivering the speech to grasp their attention. | [employee comments goal] |
| KNOWLEDGE OF COMPANY PROCESSES: Anticipate outcomes based on the understanding of the company's decision-making bodies and power relationships Use knowledge of corporate politics to handle difficult situations effectively and with discretion | [employee comments goal] |
| DECISION MAKING: Resist the rush to make decision on emotionally charged situations and step back or get some help in looking at the problem Take the time to reflect on previous decision-making processes and jot down how one can improve the process the next time one faces a similar decision | [employee comments goal] |
| STRATEGIC PLANNING: Ask participants to state their own purpose in doing this work and articulate what excites them about the future of the company Determine what goals the company wants to achieve and create strategies and timelines to achieve them | [employee comments goal] |
| EMOTION MANAGEMENT: Look for ways to help colleagues who are hurting and in distress Learn to step away from extreme emotions of distress to allow time to calm down | [employee comments goal] |
| EMOTIONAL INTELLIGENCE: Think about ways to manage emotions in order to avoid knee-jerk reactions or making off-putting/inappropriate comments Brainstorm solutions or alternatives to disappointments/frustrations rather than acting out or complaining | [employee comments goal] |
| PRACTICAL THINKING: Adopt a strategic approach to the situation at hand and actively follow through on that strategy Compare own initial thoughts about the situation and what one has found out in order to identify where own views have changed | [employee comments goal] |
| MANAGING DETAILS: Show concern for all areas of the work provided and follow up on work outputs Take the time to explore the situation under consideration in order to find out the reasons behind the cause | [employee comments goal] |
| PROJECT MANAGEMENT: Organize and schedule project activities in a logical way in order to make it easier for project members to execute Be able to keep the project moving towards completion even when facing aggressive schedules or discouraging developments | [employee comments goal] |
| SCHEDULING: Put extra effort in creating effective and reliable project schedules Spend more time engaging in activities and thoughts that yield most results | [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: |