Use this sample and step by step explanation for setting meaningful and inspiring employee performance goals for a director of social services.

A director of social services works as the overall overseer of the community services in various settings. He/she monitors and coordinates the staff to ensure that they are performing their duties depending on the policies and the existing social work regulations.

Besides, overseeing community services, the director coordinates the process of identifying community needs as well as delegating duties to the staff based on the identified needs and service gaps. In addition, he/she sets budgets and searches for more funds and is also responsible for evaluating the performance of the staff in the department of social services. Lastly, he /she participates in the quality assurance committees.

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

TEAM BUILDING:

Think creatively outside the box and share ideas with the rest of the team

Comprehend the goals with their relevance to the business and work to deliver the expectations

[employee comments goal]
ASSERTIVENESS:

Give others a chance to air their views and ideas on how different things should be done

Constantly remember that every employee deserves to be treated with respect and dignity at all times

[employee comments goal]
ATTENTION TO DETAIL:

Get trusted colleagues to check one's work and provide feedback in order to work on mistakes before submitting

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]
COMMITMENT TO THE JOB:

Be a team player; contribute one's own strengths and support other employees' weaknesses, to ensure a strong, winning dynamic

Contribute fresh ideas and suggestions regularly and accept to take risks and new challenges

[employee comments goal]
ENJOYMENT OF THE JOB:

Make new friends at work every day and try to develop good working relationships with people that one works with most often

Plan one's own time and create a to-do list that will help one prioritize and meet work deadlines

[employee comments goal]
EVALUATING OTHERS:

Understand and respect the fact that people have invested their energy, resources and time into what they have produced

Give one's personal opinion in a direct and friendly manner that does not threaten the other person

[employee comments goal]
PERSONAL ACCOUNTABILITY:

Promote information across departments that will help educate other employees on performance expectation and how to meet the company goals

Arrive to work early in order to get enough time to arrange the day's commitments and avoid missing deadlines

[employee comments goal]
PERSUADING OTHERS:

Select words that conjure neutral, positive, or negative images in the mind of the other person to frame a persuasive argument

Understand the needs and concerns of the person one is persuading and put own points across clearly and concisely

[employee comments goal]
LONG RANGE PLANNING:

Make sure to collect relevant data and take actions based on hard facts rather than on guesswork

Create a flexible action plan in order to make it easy to change or update in the future

[employee comments goal]
MANAGING DETAILS:

Learn to identify gaps in any information provided and look for logical sequence in the information

Develop a high but possible personal and professional standard in order to meet the standards of other employees, customers, and the company at large

[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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