Use this sample and step by step explanation for setting meaningful and inspiring employee performance goals for a licensed psychologist.
A Licensed Psychologist is responsible for studying the mind, the behavior, memory, and mental health disorders of the general population. They help to promote safety, understanding, and knowledge in matters to do with good mental health. He/she will also aid in helping people know how to deal with mental related issues.
Depending on the specialty, he/she can perform the following functions: research changes in behavioral patterns of individuals, undertaking treatment, diagnosis, and prevention of mental disorders, examine behavioral trends of the general public, collect information through observations other data collection methods and conducting scientific research on mental related issues in order to add to the existing knowledge.
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 |
|---|---|
| DELEGATION: Make sure the person assigned the task knows in advance both the positive and negative consequences of excellent and poor performances Delegate the tasks early in order to avoid unnecessary pressure and allow the person to plan the tasks better | [employee comments goal] |
| PLANNING AND SCHEDULING: Become familiar with the flow of information in the organization Write down all your goals prior to the commencement of any project | [employee comments goal] |
| MONITORING OTHERS: Ask customers and colleagues about their interactions with a given employee in order to get a picture of how that employee behaves Give reasons for the suspicion that led one to read other employees emails | [employee comments goal] |
| PEOPLE READING: Pick out signs of distraction such as looking toward a watch, clock, or phone, which could mean a person is bored or nervous Read verbal clues to know when a person is lying. A person who answers a question with another question is probably buying time to make up a story | [employee comments goal] |
| PERSISTENCE: Focus on one's goal constantly and with great emotion, and devote a major portion of one's energy towards reaching it Break longer tasks into smaller, more manageable ones in order to not get overwhelmed at the thought of a long task | [employee comments goal] |
| PERSONAL DRIVE: Set high but realistic goals and develop strategies to meet them even under high pressure or when facing challenges Allow team members to be part of one's planning and problem-solving process | [employee comments goal] |
| GOAL AND OBJECTIVE SETTING: Ask team members to identify goals that are directly related to their jobs and develop action plans to help them attain those goals 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] |
| PROJECT MANAGEMENT: Understand how to document, manage, and assess project risks and develop mitigation and contingency plans Know the team's strengths and weaknesses and encourage the members to support and complement each other | [employee comments goal] |
| TRAINING OTHERS: Encourage team members to share concepts learned in training sessions Evaluate the outcomes of training sessions and learn how to identify training needs | [employee comments goal] |
| ANALYTICAL SKILLS: Show more willingness to learn how to work with numbers and figures and how to interpret mathematical information Show more willingness to learn how to use critical thinking skills when evaluating information | [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: |