Performance Development Goals Guidelines

Goals are:

  • Statements of the important outcomes you are working to accomplish.
  • May include both Performance Goals and Development Goals.

Why set Goals?:

  • To set specific expectations of what work should be done.
  • To create clear, measurable performance standards.
  • To make the connection between an individual employee’s work, department and University goals.

Performance Goals:

  • Set objectives for the current review period.
  • Relate to the department’s overall mission.
  • Include clearly defined expectation for success.

Development Goals:

  • Help employees and managers plan for an individual’s development with an eye toward future needs.
  • Help employees develop a new set of skills and knowledge base in order to grow into a new area of responsibility.
  • Should be learning-oriented.

SMART GOALS:

The SMART acronym can help managers and employees share the same understanding of goals during performance review conversations. When creating goals, ask yourself if the goals are?:

  • SPECIFIC
  • MEASURABLE
  • ACHIEVABLE
  • RELEVANT
  • TIME-BASED

Performance Goals Examples:

  • Manage the department budget to stay within appropriations and accomplish 85% of service results by the end of the fiscal year.
  • By October 1, 2018, implement a new performance review system for University staff using clearly defined processes and guidelines so employees and managers can more competently evaluate performance and develop their careers.

Development Goals Examples:

  • Utilize LinkedIn Learning by January 1, 2019, to complete an advanced Excel training course to upgrade my skills so I can prepare budget reconciliation reports with an analysis of trends.
  • By December 1, 2018, complete course work and attain a certification to enhance job related skills and assist in accomplishing my performance goals.

 

Details

Article ID: 25124
Created
Mon 2/20/17 8:18 AM
Modified
Wed 10/9/19 6:42 AM

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