A performance goal is a specific target level of achievement that is measurable and tangible. It serves as a benchmark against which actual performance can be assessed. These goals can be expressed in quantitative terms, such as a specific number, value, or rate, allowing for clear comparison between expected and actual outcomes.
Performance goals are commonly used in various legal contexts, including employment law, contract law, and public policy. In employment settings, these goals may relate to employee performance evaluations, while in contracts, they can define the expected outcomes of a service or product delivery. Users can often manage performance goals through legal forms and templates provided by services like US Legal Forms, which help ensure compliance and clarity in agreements.
Here are a couple of examples of abatement:
1. An employee is given a performance goal to increase sales by twenty percent over the next quarter. This goal is specific, measurable, and time-bound.
2. A contractor agrees to complete a project within six months, with a performance goal of staying within budget and meeting specified quality standards (hypothetical example).
If you are setting or evaluating performance goals, ensure they are specific, measurable, and aligned with overall objectives. Consider using templates from US Legal Forms to create clear agreements that outline these goals. If the situation is complex or involves legal implications, consulting a legal professional may be beneficial.
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| Attribute | Details |
|---|---|
| Common Use | Employment evaluations, contracts, public policy |
| Measurable | Yes, typically expressed in quantitative terms |
| Timeframe | Often includes a specific deadline |
Performance goals help individuals and organizations measure progress and improve performance by providing clear targets.