In Goal Setting, the manager and employee plan for the year and describe what will be accomplished and how it will be achieved. They discuss how each goal links to department.
Goals describe “what success looks like” both in terms of what will be accomplished and how it will be achieved.
At the beginning of the fiscal year, managers and employees discuss priorities for the upcoming performance period—either during or shortly after performance reviews.
Ideally, before these conversations occur, departments and teams have set and communicated goals for the year ahead. This makes it easier for managers and employees to discuss how to align individual goals with those of the organization.
Together, managers and employees create specific performance and developmental goals for the year based on:
- Employee’s role expectations, job responsibilities, and development objectives
- Manager’s priorities and goals
- Department and University priorities and goals
Tips for Setting Effective Goals
Effective goals clearly define expectations for “what” and “how” work is expected to be accomplished and may include development and learning objectives.
A goal describes:
- What action you will take? (process or deliverable)
- For whom? (client, stakeholder)
- Why is it important? (purpose)
- When you will do it? (timeframe)