Use this sample and step by step explanation for setting meaningful and inspiring employee performance goals for a quality assurance head of department.
The Quality Assurance Head of Department plays a very crucial role by overseeing all the quality assurance rules within an organization are strictly adhered to and ensuring all the products meet a certain standard of quality. This position plans, directs, coordinates and oversees the quality assurance programs and control policies.
The primary responsibilities include developing and monitoring all the quality control programs in the organization, administering quality assurance management systems, evaluating and improving the quality control processes, identifying errors and areas of improvement, defining quality control policies, analyzing specifications and statistical data, continuously improving upon Quality Control processes, scheduling equipment testing and maintenance, ensuring all the equipment in production is working properly.
Employee Performance Goals Sample | |
|---|---|
| Employee's Name: | Title: |
| Review Period: __/__/__ to __/__/__ | Employee SSN: |
| Work Location: | Supervisor's Name: |
Instructions |
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Performance Goals for Next Period | |
Performance Goals | Employee Comments |
|---|---|
| KNOWLEDGE OF COMPANY PROCESSES: Promote and encourage colleagues to keep up-to-date with the company's rules, decision-making bodies, networks, structures, power relationships and environment Build client's confidence using one's knowledge of the company's processes and the external community | [employee comments goal] |
| MOTIVATING OTHERS: Take time to communicate with someone individually when one clashes with them in order to understand the person and create a peaceful working environment Adjust one's schedule so that it is less hectic and there is enough time for breaks | [employee comments goal] |
| DECISION MAKING: Use a decision journal and capture the issue, the expectations, the assumptions, and the time-frame for evaluating results Get clear on the situation that calls for a decision and make sure that everyone involved is clear about its current form | [employee comments goal] |
| GIVING FEEDBACK: Focus on the employee's behavior rather than on his/her personality traits Give the employee an opportunity to speak up during the meeting or ask questions about the feedback afterward | [employee comments goal] |
| LEADERSHIP SKILLS: Be focused on scheduling goals and share it out equally Keep your personal needs last and let the team take precedence | [employee comments goal] |
| MONITORING OTHERS: Make employees document their work and keep records of their progress in checklists, activity logs or progress reports Stick to monitoring business-related calls such as those with suppliers or customers and stop recording the call as soon as one realizes it is personal | [employee comments goal] |
| ROLE AWARENESS: Value and interact with new employees who can teach something new, even if they have a lower position in the company's hierarchy Volunteer to train new and underperforming employees and in resolving problems that contribute to underperformance | [employee comments goal] |
| SEEING POTENTIAL PROBLEMS: Give advance notice when the company rolls out new features or launches new initiatives or applications Look for people who have been involved in problem-solving in the past in order to ask for advice on how to prevent future problems | [employee comments goal] |
| DEADLINES - ON TIME: Start with the complex tasks and break them down into smaller chunks, each with a specific deadline Regularly check the progress of the project at hand and communicate its status to the recipient | [employee comments goal] |
| KNOWLEDGE MANAGEMENT: Work with colleagues to keep team knowledge updated and put in place effective mechanisms for being alerted on new knowledge Check the experience and knowledge of others before starting new tasks | [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: |