Use this sample and step by step explanation for setting meaningful and inspiring employee performance goals for a compensation and benefits manager.
A Compensation and Benefits Manager is tasked with the primary responsibility for designing, planning and implementing compensation and benefits programs, procedures and policies for all company employees. He/she will also get to manage the company's employee payroll, while also handling any inquiries or complaints that relate to compensation and benefits programs.
Other duties that he or she will get to perform are; reviewing policies and procedures that relate to compensation and benefits, provide recommendation for the various policies, ensuring that the compensation and benefits packages are good enough to retain and hire employees, ensuring that all compensation and benefits package are in line with all legal requirements and ensuring that programs meet employee's needs.
Employee Performance Goals Sample | |
|---|---|
| Employee's Name: | Title: |
| Review Period: __/__/__ to __/__/__ | Employee SSN: |
| Work Location: | Supervisor's Name: |
Instructions |
|
Performance Goals for Next Period | |
Performance Goals | Employee Comments |
|---|---|
| PUBLIC SPEAKING: Learn to prepare and research well on the topic before delivering the content. Practice talking in a very clear and concise way so that the audience can understand. | [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 Stand firm in order to show other employees that even the worst of situations can be overcome by positive thinking | [employee comments goal] |
| MANAGING AT TEAM: Learn how to clearly explain to other employees everything from the company's goals to specific tasks Learn to accept mistakes and failures and devise clear solutions to problems instead of blaming others or pointing fingers | [employee comments goal] |
| DEPENDABILITY: Take responsibility for every task given and do the very best Change for the better when a complaint is raised by any colleague, manager or customer | [employee comments goal] |
| ASSERTIVENESS: Acknowledge other people's rights and remember that everyone has a right to exercise own emotions including anger Explore alternative solutions to problems and look for ways to prevent them in future | [employee comments goal] |
| EMOTION MANAGEMENT: Learn to appreciate emotions and avoid excessive criticism of situations Stop giving in to negative thinking but challenge the negative thoughts by looking for evidence against them | [employee comments goal] |
| EMOTIONAL INTELLIGENCE: Think about ways to manage emotions in order to avoid knee-jerk reactions or making off-putting/inappropriate comments Try to stay uninvolved with office or department conflicts, drama or politics that undermine one's professional behavior | [employee comments goal] |
| PERSONAL COMMITMENT: Get rid of temptations such as social media apps in order to become more disciplined and focus on what is important Believe that one's goal is doable and that one has the skills needed to accomplish it | [employee comments goal] |
| PRACTICAL THINKING: Think about the details or different parts of a problem in order to understand and explain it properly Compare and contrast similar contexts in order to start understanding the differences between them | [employee comments goal] |
| PROJECT MANAGEMENT: Use project management tools or techniques to plan and track project performance; learn how to use management methodologies effectively Provide accurate and timely information regarding tasks, strategies, schedules, plans, and organization structure to stakeholders | [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: |