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

A social services director plans, organizes, and coordinates all the activities in the social services department. He/she sets goals and policies to ensure that the facility be it a nursing home or any other meets the specific needs of the residents.

Other tasks include planning and organizing admissions into the facilities and planning budgets for the facilities. They are also responsible for seeking more funds for running the facilities and participates in the recruitment of the staff to care for the varying needs of the residents. In addition, he/she evaluates the performance of the employees. Lastly, they ensure that the on-going programs within the department meet the quality assurance guidelines

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

ASSERTIVENESS:

Learn to maintain self-control when angry, since responding in a similar angry manner will do little to discourage aggression

Explore alternative solutions to problems and look for ways to prevent them in future

[employee comments goal]
ATTENTION TO DETAIL:

Make short-term and long-term lists in order to plan for things in advance and check-off the completed items on the list

Keep project details into perspective and be ready to get down to a microscopic level if needed

[employee comments goal]
COMMITMENT TO THE JOB:

Be punctual and consistent on time to work, meetings and functions

Take ownership for solving problems instead of making excuses or blaming others when things don't go as expected

[employee comments goal]
EVALUATING OTHERS:

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

Avoid excessive use of body language or gestures unless one is illustrating a point about the other person's efforts

[employee comments goal]
PERSUADING OTHERS:

Do careful research on own ideas and those of one's competitors in order to make sure that any claims one makes can be verified

Add some real-life stories to one's proposal in order to illustrate its benefits and make it more appealing to the listeners

[employee comments goal]
GOAL AND OBJECTIVE SETTING:

Set measurable objectives in order to know when one is making progress and whether or not one is on the right track

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]
LONG RANGE PLANNING:

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

Surround oneself with people who are experts in long-range planning in order to hone own skills on the same

[employee comments goal]
MANAGING DETAILS:

Develop or use systems to organize or track information and work progress

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]
PROJECT MANAGEMENT:

Take corrective actions and verify project standards in order to ensure that the project delivers total client satisfaction

Be able to manage underperforming teams and troubled projects in order to bring them to success

[employee comments goal]
QUALITY MANAGEMENT:

Dedicate full concentration and become fully involved in any task one is doing in order to do it better

Use a recognized quality standard when one is preparing and updating quality documentation

[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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