Goal and Objective Setting

Meets/Exceeds Expectations

Sets attainable goals that are compatible with staff capabilities

Ensures that stakeholders are informed of their responsibilities and deadlines

Clearly communicates specific objectives and end results to team members

Ensures that staff members understand their accountabilities and responsibilities

Establishes challenging standards that stretch the limits of his staff’s abilities

Reviews results with staff on a monthly and quarterly basis

Proactively shares results regarding her progress with her supervisors

Provides opportunities for others to rotate into key roles of responsibility

Establishes concrete performance standards

Holds himself accountable for meeting performance goals and objectives

Sets clear and measurable performance goals and objectives

Determines measurable outcomes to ensure that goals are reached

Sets aggressive targets to meet both short- and long-term business needs

Needs Improvement

Is inconsistent in making assignments and setting objectives

Puts too much pressure on herself to exceed objectives

Fails to prepare appropriate back-up plans or alternative resources

Provides vague instruction when staff needs more specific direction

Sets unreasonably high performance goals

Does not communicate in advance that a deadline will not be met

Leaves management feeling as if it is “flying blind” about progress

Fails to attain goals because of reluctance to delegate to her subordinates

Makes excuses and blames others when goals are not achieved

Is unwilling to assume responsibility for missed deadlines or error-prone work

Allows distractions to get in the way of reaching goals

Goal- and Objective-Setting Goals

Clearly communicate progress toward goals

Employ metrics to track your productivity and efficiency

Set attainable performance goals for your staff

Meet regularly with your staff to review results

Be as specific as possible when giving directions to your staff