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