Goal+Development

=Goal Development= (This article was found at http://hr.nau.edu/node/2864)

The goals on the performance appraisal are to be the specific, individual outcomes necessary to improve job performance and/or help the department meet its goals and move forward. These are actionable “to do’s” for the appraisal period and they should be measurable so that a supervisor can indicate whether a goal was completed (or certain milestones achieved) during the appraisal period.

Job functions and responsibilities are the day to day components of a job. Although job functions may be identical for positions with the same title, the goals should be developed keeping in mind the skills and abilities of the individual performing those functions. Additionally, goals should fit within the priorities and strategic plan of the department and the university.


 * Goals can be:**
 * Projects to complete (or make progress on if it’s longer than a one year project).
 * Job functions or behaviors to improve.
 * Skills or practices that could be further developed.
 * A few things goals should not be:**
 * The repetition of an already existing job function and standard. This is already an expectation – unless you are setting a specific goal to improve in how this job function is performed.
 * Wish list items that cannot realistically be accomplished due to a lack of resources. Example: setting a goal for an employee’s attendance at training when you know the department cannot provide funding for that training.
 * A mechanism used to communicate shortcomings. Example: setting a goal for an employee to improve in their organizational skills if you’ve never talked to them about issues in that skill area.
 * A task requiring skills that the employee should not reasonably be expected to have.
 * Promises in exchange for results. Example: you will get a raise if you increase the number of gadgets produced to 100 per day.
 * Goal writing is a two step process**

Step one is determining what needs to be accomplished and step two involves writing the goal to include all of the necessary information about how and when it will be accomplished.

To establish useful, job related goals, ask the following questions: The specific answers to the above questions become the basis for each goal. After identifying a basic goal statement that describes what needs to be accomplished, it should be revised to ensure the following questions are answered:
 * Step one**
 * Are there specific projects that need to be completed to assist the department in moving forward with its goals?
 * Are there specific job functions or behaviors that need to be a point of focus over the course of the next evaluation period due to changes in standards or priorities?
 * Are there any performance related issues that need to be addressed in the next evaluation period?
 * Would an increase in proficiency in some particular skill be beneficial? Are there strengths and abilities that can be further developed or utilized?
 * Step two**
 * **Outcomes**: How will you know when you have accomplished it? What should the end result be?
 * **Timeline**: What is the deadline for completion?
 * **Measures**: What actions are necessary to get there and how will it be known that progress is being made? What are some of the milestones along the way?
 * **Key resources**: What extra resources are needed for completion of this goal?


 * Resources for Writing Goals**

Examples of detailed written goals

Instructions for goal development worksheet (see below) __Goal development worksheet__: A worksheet for using the two step process (see below).

__Sample worksheet and completed goal templates__: Samples of completed worksheet and how the results can be translated to the performance appraisal goal template.

[|Goal templates]

**GOAL DEVELOPMENT WORKSHEET INSTRUCTIONS**

1. In a brief statement, describe one thing you want to accomplish in the future. //(i.e. develop leadership skills; improve turnaround time for ‘xyz’ process; develop new xxx process).// 2. For the statement above, answer the question ‘Why is it important?’ Does it improve performance, broaden your skills, or help meet department goals? //Note: if you can’t determine a reason why the goal is important, then this item is probably not a good goal.// 3. Answer the questions under OUTCOME. Your response may have several items but essentially you want to describe what it will look like when you know the goal is completed //(i.e. a skill that will be demonstrated; a new process in place; a tool that will be used).// 4. Respond to the question under TIMELINE. These can be specific dates or, for some goals, a general timeframe may be most appropriate //(i.e. month of March; fall semester; over the next six months)//. 5. Respond to the question under MEASURES. Highlight points where it will be obvious that progress has been made. You may want to indicate key milestones or completed steps toward the final outcome. 6. Identify RESOURCES necessary for completion. Consider items such as time, training, coaching, funding, space, staff, equipment, and supplies. If these can’t be provided in order to make progress, then this item is not a realistic goal. 7. Using the information in your responses, write a complete goal statement so that it is specific and easily understood. It may not be necessary to include all items from the responses. 8. Transfer the completed goal statement to the appraisal form and track the progress throughout the appraisal period.

**GOAL DEVELOPMENT WORKSHEET**


 * What do you want to accomplish? Why is it important?**


 * OUTCOME **
 * How will you know when you have accomplished it? What should the end result be?**
 * TIMELINE **
 * What is the deadline for completion?**


 * MEASURES **
 * What actions are necessary to get there and how will it be known that progress is being made?** **What are some of the milestones along the way?**
 * RESOURCES **
 * What extra resources are needed for completion of this goal?**


 * Use all the information above to write a complete goal statement:**
 * Use all the information above to write a complete goal statement:**

GOAL DEVELOPMENT WORKSHEET SAMPLE //Learn how to make gizmos// //Important to be able to help department productivity during busy times or// //staff shortage//
 * What do you want to accomplish?** **Why is it important?**

**How will you know when it has been accomplished? What should the end result be?** **What is the deadline for completion?** //Oct 31, 2008// **What actions are necessary to get there and how will we know that progress is being made?** **What are some of the milestones on the way?** **What resources are needed for completion of this goal?**
 * OUTCOME **
 * //Pass gizmo making certification exam//
 * //Demonstrate ability to make gizmos//
 * //Gizmos will function correctly//
 * TIMELINE **
 * MEASURES **
 * //Attend gizmo training session by August 15, 2008//
 * //Work with Greg Gizmo-Guru for one-on-one assistance two hours per week starting August 29, 2008//
 * //Read “Gizmo Making Made Easy” by August 15, 2008//
 * RESOURCES **
 * //Supervisor will schedule certification exam//
 * //Supervisor will schedule one-on-one trainings with Greg Gizmo-Guru//
 * //Copy of ”Gizmo” book from training library//
 * //Additional time for Steve to practice//

//By October 31, 2008 Steve will demonstrate the ability to assemble a properly functioning gizmo by passing the gizmo making certification exam. Steve should schedule and attend the gizmo making training session and obtain and read “Gizmo Making Made Easy” by August 15, 2008 and attend all pre-scheduled one on one training sessions with Greg Gizmo-Guru.// Goals can be projects to make progress on or complete, job functions or behaviors to be improved, and/or skills and practices that could be further developed. All goals should be consistent with department and university goals. Please see the HR home page (hr.nau.edu) > Department Resources > Performance Management > Goal Development for more information on setting goals.
 * Use the information above to write a complete goal statement:**
 * PART II: GOALS**

 * by Aug 15: schedule and attend the gizmo making training session  * by Aug. 15: obtain and read “Gizmo Making Made Easy”  * Sept: attend all prescheduled one-on-one training sessions with Greg Gizmo Guru || Employee and supervisor should establish goals at the beginning of the appraisal period. Include expected outcomes for the appraisal period and indicate measures, timelines, and resources.
 * GOAL #** **__1__** **DESCRIPTION**
 * By October 31, 2008, Steve should demonstrate the ability to assemble a properly functioning gizmo by passing the gizmo making certification exam. Steve should:

Discuss and describe progress as many times as needed throughout the appraisal period. Note the date of entry.  Week of 9/4 - missed a training session with Greg due to volume of other work  Mid Sept--completed book  Oct 29 - passed certification exam ||
 * PROGRESS REPORT**
 * 8/20/08 - has attended the training session and is about halfway through the book. Understands the basics of gizmo making.


 * SUMMARY (complete at time of goal completion or at end of appraisal period)**


 * **Needs Improvement** || **Good Performance** ||  **Exceptional Performance** ||
 * //Did not achieve expected outcomes for this appraisal period.// || //Achieved expected outcomes for this appraisal period.// || //Exceeded expected outcomes for this appraisal period.// ||

Explain reason for rating.
 * Steve has passed the exam and is able to step in and help with production when things get busy. ||


 * Use one goal template per goal.**