Goal Setting/Development Planning

Performance Goals

  • Are short-term objectives set for specific work in the employee's current position
  • Relate to the department's overall goals
  • Include clearly defined expectations for success

Performance goalsanswer the question "What is expected of the employee in his/her position?"

Development Plans

  • Tie to anticipated needs in the employee's current position and/or
  • Focus on opportunities outside the current role and/or
  • Look at the organization's anticipated needs and/or
  • Focus on the employee's strengths, talents, and interests separately from the current position

Development plans answer the question "In what areas and ways should the employee develop for the future?"

BASELINE PRACTICES
  1. An employee's performance goals and development plans are:
    • created by the manager and employee
    • written and, where possible, measurable
  2. Performance goals answer the question "What is expected of the employee in his/her job/position?"
  3. Development goals answer the question "In what areas and ways should the employee develop for the future?"
BEST PRACTICES (Baseline Practices plus ...)
  1. Performance goals are aligned with both job/position description and department goals
  2. Development plans include more than training (e.g., special projects, committee assignments, mentoring relationships)
  3. Achievement of performance goals is used to drive next assignments
  4. Employee and manager consider current performance, individual desires, and department needs in development plans
  5. Where applicable, department goals are communicated to the department as a whole in a timely fashion

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 and department and Institute goals

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