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 | |
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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 |
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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 |
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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: |