Performance review goals

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Performance review goals
In this post, you can ref useful information about performance review goals. You can ref more materials for performance review goals such as: performance review methods, performance review forms… at the end of this post.
I. Contents of performance review goals
The annual performance appraisal can be nerve-wracking, even for experienced employees. Try these three tips to prepare for the annual employee evaluation report and showcase the year’s accomplishments with professionalism.
Showcase Accomplishments and Goals Achieved
Make sure to bring a list of goals you’ve achieved since the last annual review. Include individual, team and personal goals, if appropriate. It is important to keep a list throughout the year so that the annual preparation for the review is easier. The annual review is not the time to ask for a raise, but it is a time to be sensitive about management concerns regarding employee turnover, retirement trends and promotions.
The annual review is not just for the employer to track employee performance; it can be a useful tool for employees as well. Use this opportunity to update your resume with the year’s accomplishments. In this difficult economy, job security is uncertain, and you will enter another year more confident knowing you are prepared for any career change.
Include Next Year’s Goals in the Annual Review Discussion
Include next year’s goals on the list for discussion with your boss. Prioritize the goals and discuss which ones are the most reasonable, given the organization’s resources and strategic plans. Set long-term and short-term goals which can be easily tracked for performance and productivity. Set a timeframe for each job goal you identify, and associate outcomes with each goal. Outcomes could be related to general organization goals, specific programs or projects, or performance related metrics such as budget, insurance or payroll savings.
An easy way to layout employee goals is using a spreadsheet with columns to track goal priority, timeframe, and outcomes. Utilize productivity tracking software to help track goals and accomplishments.
Highlight Training Goals Achieved
When discussing accomplishments with a supervisor, the first thing to highlight is completed training courses. If you have not completed any training courses, research several courses and be prepared to discuss how each one will help you achieve the goals you’ve outlined for next year.
Consider adding a cost to each training course, as well as a cost-benefit analysis of how the training will help improve organization efficiency. Supervisors are often asked to justify the cost of training dollars spent, and by providing this information, you are helping make your boss’s job a little easier. Showing the benefit of training already put to good use also helps justify future training expenses, paving the way for continued employee improvement.
Preparing for the Annual Performance Appraisal
Now that you’ve showcased accomplishments, set next year’s goals, and highlighted training courses, what is left to prepare for the annual performance review? Present the information in an organized manner. Supervisors and managers do not have time to spend processing and organizing information. When possible, use spreadsheets, bar charts, pie charts, or simple graphics to show goals, outcomes and costs.
Always email the information to the managing supervisor in advance of the performance review discussion. Use a team building tone, such as, “I look forward to discussing the goals I’ve outlined for next year and how they can help achieve the organization’s mission.” Doing this shows as an employee, you value the direction of the organization, and consider yourself a valuable member.
II. Useful materials for performance review goals
• 11 performance appraisal methods
• Top 28 performance appraisal forms
300+ performance review phrases
If you need more materials for performance review, please leave your comments.

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