Use this sample and step by step explanation for setting meaningful and inspiring employee performance goals for a human services program specialist.

A Human Services Program Specialist has the role of performing specialized administrative and operational tasks in a bid to support human services program of the organization. He/she will offer the necessary support to program experts in all matters to deal with administration and program operations. He/she will ensure that the programs have a positive effect on the community as a whole.

In addition to that primary role, he/she will also undertake the following roles; conduct client interviews, coordinate completion of all program projects, perform program evaluation and assessment to determine their effectiveness, perform technical administrative duties, handling disciplinary issues of the employees, preparing program reports, and facilitating meetings and conferences alongside other assigned roles.

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

ADMINISTRATIVE SKILLS:

To perform my administrative roles in a professional manner and without any fear or prejudice.

Show willingness to learn on how to be a good leader and to use my leadership to inspire those that I serve.

[employee comments goal]
JUDGMENT SKILLS:

Look further out to where one's company benefits others in order to gather knowledge and experience that will help improve one's decision-making.

Move away from things that decrease one's own confidence and sense of self-reliance and towards what increases it

[employee comments goal]
KNOWLEDGE OF JOB:

Pay attention to detail in order to avoid missing important points or steps when performing a task or accomplishing goals

Get a mentor, who has been doing what one is currently doing or has been through what one is experiencing, to offer advice and career coaching

[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:

Limit distractions by working in an area that is free from noise and always put one's phone on silent when paying attention to details of a project

Always read and understand a project's needs and ask for clarification in areas that are not understood before working on it

[employee comments goal]
COMMITMENT TO THE JOB:

Learn how to put customers' needs first and go above and beyond the call of duty to make sure these needs are met

Take the initiative to meet the needs at hand rather than wait to be told what to do

[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

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

[employee comments goal]
PRACTICAL THINKING:

Think about the details or different parts of a problem in order to understand and explain it properly

Compare own initial thoughts about the situation and what one has found out in order to identify where own views have changed

[employee comments goal]
MANAGING DETAILS:

Check and re-check other employees' work, even those who are outside own department, before and after completion

Work hard on the assigned task or project and go that extra mile to include more detail to the final product

[employee comments goal]
QUALITY OF WORK:

Measure employees' performance and provide feedback to let them know the areas that they are excelling and those that need to be worked on

Check the sources of both internal and external data for accuracy before using it in any task or project

[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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