Use this sample and step by step explanation for setting meaningful and inspiring employee performance goals for a school psychometrist.
A School Psychometrist is tasked with the primary role of administering and interpreting a variety of standardized psychological and cognitive tests to students and helping to assess their medical conditions further to come up with a good treatment plan. They also will be tasked with testing, evaluating, and recording aptitudes, behavioral and personality traits of the students from time to time.
Besides that he/she can also get to perform other duties include; scoring the tests based on clinical guidelines and forward them to the psychologist to help them give proper treatment, assist psychologist to administer appropriate tests, observe and document observation results from people being tested and establish rapport with students in order to obtain the best results.
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: Learn to express views in a very clear, organized, and concise manner that people can understand. Learn to attentively listen when others are talking and not to interrupt them in any way. | [employee comments goal] |
| 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 Use knowledge of corporate politics to handle difficult situations effectively and with discretion | [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] |
| STRATEGIC PLANNING: Make sure that the group developing the plan knows that they own the plan, the process, and the outcome Monitor the progress of a strategic plan once it has been implemented in order to evaluate its effectiveness | [employee comments goal] |
| PLANNING AND SCHEDULING: Utilize calendars, charts, to-do lists effectively with priorities, and a workable follow-up plan on each project Plan and assemble all that you will need to finish a project on time | [employee comments goal] |
| ENTHUSIASM: Show respect for others' opinions when disagreements arise; avoid telling someone they are wrong but try seeing things from the other person's point of view Strive for excellence; exceed expectations by giving everything utmost best | [employee comments goal] |
| FOLLOWING DIRECTIONS: Organize the key information into checklists and check tasks off once they are accomplished in order to avoid mixing them up Learn the way behind what one is supposed to do in order to put the pieces together and make sense in one's tasks | [employee comments goal] |
| MONITORING OTHERS: Choose monitoring software to track employee's web usage and block sites that distract them when performing tasks or working on projects Send out emails to employees who constantly seem to be wasting time reminding them that they are on company time | [employee comments goal] |
| PERSONAL DRIVE: Be committed to personal and company goals and go the extra mile to achieve them 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] |
| PERSUADING OTHERS: Take time to listen carefully to the person one is persuading in order to find out about their expectations and interests Modify implementation plans so that the initiative at hand appears appealing and attracts more potential supporters | [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: |