When setting goals for job performance in accounting, managers must look at performance results, efficiency and professional development. The goals of an accounting clerk will be different than the goals of the senior level accountants. Performance goals help identify talented accountants who can rise in the company. Performance Appraisal for Accountants Like every other department in the company, the accounting department must meet specific performance parameters.
Employees need to have a clear understanding of what is expected of them to be able to perform their job duties properly. According to Peter Drucker, for objectives to be useful they need to be SMART, which stands for specific, measurable, achievable, relevant and time framed.
Gather the information you need to begin the process of setting the objectives.
This will include the individual job description, departmental or team objectives, and personnel records for the accounting supervisor i. The job description provides an outline of what is expected of any person in that position.
Start by identifying what you want the individual to do or achieve that reflects the accounting department or team objectives.
For example, the accounting department wants to reduce errors while at the same time providing accounting reports on time.
The manager should determine what the accounting department needs the accounting supervisor to achieve so that the department accomplishes its objectives. Be specific--for example, the accounting supervisor will achieve a reduction in errors from the accounting staff of 90 percent.
For the objective to be measurable, the manager will note the number of correcting entries made in the general ledger and compare with the corresponding month from the prior year. For the objective to be achievable, the manager should consider the resources the accounting supervisor needs--for example, the accounting staff may be short-handed and there is need for another person.
To be relevant, the manager must ensure that the objective reflects what the department or team needs and that it fits in with the job description. The must be a time frame for accomplishing the objective--for example, one year. The error rate will be measured each month to determine the progress, and the objective should be fully achieved by the end of the year.
Meet with the accounting supervisor to review and discuss the objectives. By making the accounting supervisor a partner in the objective-setting process, you are creating incentive for achievement.
Setting objectives that are either too easy or too hard will be counterproductive and discouraging to the employee. Provide the accounting supervisor a written copy, and place a copy in the personnel file to be used for evaluation purposes.
Provide progress reports during the year so that the accounting supervisor can stay on track toward achieving the objectives. Because the manager will be measuring progress each month, a progress report can be made monthly.Out objectives in the Learning and Growth section include objectives like getting enough CEs for the staff and learning new software (e.g.
All of those objectives flow up into broader, company wide objectives that link to one of our company goals and perspectives.
Setting goals and objectives is a critical aspect of managing a business, and the accounting function is no exception. Business goals should include both short- and long-term goals, according to.
For example, the accounting department wants to reduce errors while at the same time providing accounting reports on time. The manager should determine what the accounting department needs the accounting supervisor to achieve so that the department accomplishes its objectives.
Managers need agility and focus at all times. By using SMART objectives, managers can ensure both long-term and short-term focus and ensure success. This article provides an overview of the SMART framework and some relevant samples of SMART objectives for managers.
SMART goal setting, which stands for Specific, Measurable, Attainable, Relevant, and Time-Based, is an effective process for setting and achieving your business goals.
Sample Performance Standards for Business/Accounting Jobs The following are sample performance standards for Administrative and Managerial, Professional, Supervisory, and Confidential positions in the Business and Accounting job family.