Goal Setting

Professional & Scientific (P&S) non-bargaining unit staff goals can be accessed through Employee Self-Service | Personal Tab | Goal Plan.

Individual goals should align with university goals, department or team goals and/or the employee’s career aspirations. Goals make it possible for people and organizations to move forward in a pre-determined direction.

Goals are short, clear statements of what needs to be accomplished. Goals have a beginning and an end. They may be task-focused so the outcome is the completion of a project, or they can be learning focused so the outcome is an acquired skill or new level of knowledge. Individual goals should align with university goals, department or team goals and/or the employee’s career aspirations. Goals make it possible for people and organizations to move forward in a pre-determined direction.

Purpose of Goals

  • To act as a compass – point the way
  • To help us prioritize activities
  • To boost our sense of accomplishment and satisfaction
  • To help us reach our full potential

Setting goals works when…

  • The goals are challenging and specific
  • Feedback is given that enables the person to measure progress towards the goal
  • The supervisor and employee are both truly committed to the goal
  • The person has or can acquire the necessary skills and abilities
  • Goals are reviewed regularly for continued relevance

Goals may be drawn from...

  • Job classification/description
    • Key Areas of Responsibility/Work Tasks
    • Universal Competencies or ICARE Values
  • Major projects/initiatives consistent with unit goals
  • Interests and needs related to future career development

Goal Setting Steps

The supervisor and the employee together will identify the needed results– what are you reaching for? What will success look like? Assign deadlines.

The supervisor and the employee together will:

  • Identify the needed results– what are you reaching for?
  • What will success look like?
  • Assign deadlines

One approach is to describe a goal through:

Action verb ------> Subject of action/change ------> Indicator of success

  • Examples of an action verb are: increase, complete, achieve

Another common approach is to follow the SMART criteria

  • S specific
  • M measurable
  • A action-oriented
  • R realistic
  • T time bound

Review your goals frequently and revise as needed.

Goal Setting Tips

  • Goals are short, clear statements of what needs to be accomplished.
  • Goals have a beginning and an end.
  • They may be task focused so the outcome is the completion of a project, or they can be learning focused so the outcome is an acquired skill or new level of knowledge.
  • Individual goals should align with university goals, department or team goals and the employee’s career aspirations.

Remember…

  • Start small. Set three to five goals that are priorities during the performance period.
  • Keep goals posted.
  • Supervisors and employees should talk about goals frequently.
  • Supervisors and employees should track progress in writing – it will help with performance reviews.
  • Recognize and celebrate completed goals and/or project milestones!