Job performance goals are specific tasks or habits an employee develops to improve their work. They can be essential job tasks, professional development opportunities, or performance improvement goals. Employers may help set goals, and achieving them can lead to promotions or raises.
Job performance goals are specific tasks, practices, or habits that an employee will develop to improve at their job. Some jobs require an employee to develop job performance goals as part of a professional development plan, while in other cases, an employee may present those goals as a personal challenge. Goal-oriented employees tend to spend more time getting promotions or raises, and in some cases, promotions and raises can be completely based on achieving these set goals. Quite often an employer has a hand in helping the employee develop goals.
Overall job performance goals can be a list of essential job tasks. A secretary, for example, may have overall job performance goals that include completing filing by noon, returning all relevant emails within a specific time frame, and promptly updating employers on appointments. These general goals are the basic outlines of what the employee needs to achieve throughout the day; setting them as job performance goals ensures that the employee takes into account these essential job functions and performs them well every day.
Professional development job performance goals include specific classes, seminars, conferences, and other self-improvement opportunities that will help the employee become more valuable to the company and more skilled as a worker. Stated professional development goals may take time to complete; a teacher may, for example, choose to take courses in English as a second language or ESL to meet a teaching certification requirement. An EMS may need to recertify first aid or CPR safety techniques, which can be outlined as a professional development goal. Sometimes an employer sets specific professional development goals for the employee that they must complete to keep the job, while in other cases the employee may have a more active hand in developing those goals.
Performance improvement goals are designed to address an employee’s deficiencies or failures to perform basic tasks. For example, if an employee continually gets into verbal conflicts with other employees, a performance improvement goal might be to find other ways to manage the conflicts. An employee who consistently leaves work before the end of the work day may have a performance improvement goal of staying until 5pm sharp. In many cases, those goals will be closely monitored by the employer, and the employee may be fired if they are unable to meet those outlined goals in a specific time frame.
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