Use this sample and step by step explanation for setting meaningful and inspiring employee performance goals for a director of compensation.
A director of compensation will be tasked with the responsibility of managing and implementing the organization's compensation programs. This person is normally tasked with ensuring that all employees are treated with respect and in fairness when it comes to compensation issues. He/she will ensure that the compensation structure is employee and company friendly.
The director will also get to perform the following roles besides the main role; these include; managing and directing all staffs involved in handling compensation issues; ensuring that all company compensation structure complies with the laid down rules and regulations, monitor and document all compensational activities, and help in establishing compensation budgets.
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 |
|---|---|
| INSPIRING OTHERS: Mine the best experiences of one's life and share one's wisdom from a unique point of view in order to inspire someone Avoid talking when one doesn't have anything positive to say about a colleague to avoid hurting or upsetting them | [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 Include as many people as possible and as many perspectives as can possibly be accommodated in the physical space | [employee comments goal] |
| APPRAISAL AND EVALUATION SKILLS: Make decisions that favor all the employees instead of some Allow private sessions to discuss the feedback with every individual | [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: 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: Learn to be clear and accurate while providing information, ask good questions and listen carefully Learn how to tailor an interaction with each person at work based on their position in the company, personality, and cultural orientation | [employee comments goal] |
| CONSISTENCY AND RELIABILITY: Constantly check with one's supervisors and other employees for work to be done after finishing one's task Be faithful and learn to keep other employees secrets in order to build a strong working relationship and a strong team | [employee comments goal] |
| PERSONAL COMMITMENT: Prepare a diary for challenges that might interfere with one's daily goals and make a plan to cope with the challenges while staying committed to one's goals 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: Reward and recognize oneself and others when a goal has been accomplished in order to feel motivated to keep working hard Work closely with underperforming team members in order to identify where the problem is and try to solve it in order to make them more productive | [employee comments goal] |
| ENTREPRENEURIAL THINKING: Volunteer in community activities within the community that supports the venture Consistently follow up with existing customers, prospects, and business alliances | [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: |