Use this sample and step by step explanation for setting meaningful and inspiring employee performance goals for an associate curator.
An Associate Curator is tasked with the primary role of overseeing the preservation of important items, documents, and collections for the purpose of research and reference. He or she will get to offer technical assistance to the curator from time to time and ensure that the affairs of the place are running smoothly and efficiently.
He or she will also get to perform the following tasks; administering collections such as artwork, and historic items; assist the curator in conducting instructional, research, or public service activities of institution; organizing artifacts for purpose of preserving them; ensure proper cataloging of artifacts and collectables; facilitate acquisition of various collected items ; assist in conducting tours and organize workshop.
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 |
|---|---|
| ADMINISTRATIVE SKILLS: To encourage and promote professionalism and proper work ethics on the entire staff members. Learn to attentively listen when others are talking and not to interrupt them in any way. | [employee comments goal] |
| INTERPERSONAL SKILLS: Always aim to develop and maintain strong and positive relationships with other people. To always asks effective and open-ended questions to get to information that is more detailed on issues not well understood. | [employee comments goal] |
| DELEGATION: Make sure the person assigned the task knows in advance both the positive and negative consequences of excellent and poor performances Delegate the entire task to one employee in order to increase his/her motivation and avoid ambiguity in accountability | [employee comments goal] |
| PARTICIPATIVE MANAGEMENT: Set goals that are challenging the employees and provide the required support as well Remain consistent in the interpretation and application of the company policy | [employee comments goal] |
| ENTHUSIASM: Turn barriers into possibilities and look at negative behaviors and attitudes as opportunities for change Learn to be patient in order to avoid disappointments and build a long-lasting enthusiasm | [employee comments goal] |
| SELF CONFIDENCE: Set realistic goals and put some effort towards accomplishing them Make a list of one's successes and read it aloud to yourself or colleagues whenever fear and panic set in | [employee comments goal] |
| CONCEPTUAL THINKING: Learn to identify the real key factors in a problem one is working on in order to effectively solve the problem Periodically test how the current state of operations in one's department compares with own core purpose | [employee comments goal] |
| PERSONAL DRIVE: Learn new ways to deal with difficult situations or setbacks and continue to pursue one's personal goals despite the obstacles Actively take part in suggesting new ideas to solve problems in the company, turn the ideas into actions, and actions into results | [employee comments goal] |
| LONG RANGE PLANNING: Align personal vision with the company vision in order to achieve both personal and professional goals Check in regularly with the plan in order to modify it in light of any changes, progress, or setbacks | [employee comments goal] |
| ORGANIZATIONAL SKILLS: Make a list of everything that requires being done in a day in order to identify what needs to be done first and fast Try and understand things that work best for oneself in order to feel happy and motivated to accomplish them | [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: |