Use this sample and step by step explanation for setting meaningful and inspiring employee performance goals for a counseling services director.
A counseling services director has the primary responsibility for managing and overseeing counseling services in various levels of an individual such as academic, career, and personal counseling. He/she is assigned the role of providing consultation on psychological matters to staff as well as coordinating counseling activities with other departments.
Other tasks that he/she can handle include; planning, organizing and supervising all counseling services activities, establish relevant goals and objectives in relation to the counseling services, assist in policy development and implementation, delegate work to other counseling personnel, monitor work progress of the department, participate budget preparation, and handle any administrative tasks assigned and performing any other duty assigned to him or her.
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 |
|---|---|
| INTERVIEWING: Ask questions that are more relevant during the interview and to seek clarification on issues not well understood. Avoid talking too fast or too slow during the interview process but rather have a steady speech rate. | [employee comments goal] |
| DELEGATION: Explain what results one expects to see and in what form the results should be presented Point the person to the resources he/she may need or people they may need to coordinate with in order to complete the task | [employee comments goal] |
| STRATEGIC PLANNING: Acknowledge the value of going through the strategic planning process and support implementation of the already completed strategic plan Analyze the company's competitive advantages and reflect on how one can use these to drive sales of the company's products and services | [employee comments goal] |
| PLANNING AND SCHEDULING: Become familiar with the flow of information in the organization In case of any kind of delay plan to effectively communicate to the proper authorities promptly | [employee comments goal] |
| ENTHUSIASM: Turn barriers into possibilities and look at negative behaviors and attitudes as opportunities for change Dedicate time to make things happen, be the leader and other employees' source of inspiration | [employee comments goal] |
| EVALUATING OTHERS: Remember that people are human beings and no one wants to feel humiliated by one's critique of their work Avoid repeating a point once one has made it as one would sound nagging to the other person | [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] |
| ORGANIZATIONAL SKILLS: Avoid multitasking at all costs; work on one task, complete that task and move on to the next Share some of the work among other employees in order to make them feel a sense of ownership and keep oneself from being bogged down | [employee comments goal] |
| ANALYTICAL SKILLS: Put extra effort to search for the best sources of information Learn more about reliable data collection techniques and make an effort to collect the right information | [employee comments goal] |
| PRODUCT KNOWLEDGE: Demonstrate more willingness to know how a product addresses the needs of a client Put enough effort to know the procedures and policies that guide products and services | [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: |