Performance Planning & Review
The Six Steps To Setting Effective Goals
(Part 1A of PPR Form)
  1. Review Mission Statements and Goals:
    • Ensures goal alignment throughout the organization and allows supervisors and employees to collaboratively support the overall mission and goals of the University.

  2. Review Employee's Role Description:
    • Focus on the most important functions the employee is expected to perform. This is the basis for setting goals and discussing relevant Job Success Factors.

  3. Discuss Job Success Factors:
    • Job Success Factors indicate which skills and behaviors will be learned or positively affected by the attainment of the performance goals.
    • Supervisors and employees will discuss each of the Job Success Factors and determine how they align with both the individual's job/performance expectations and departmental goals.
    • Job Success Factors will be included in the goals established in the employee's performance plan.
  4. Specify Individual SMART Goals (Performance Goals):
    • Supervisors and employees jointly establish employee performance goals that are SMART in support of the established departmental goals.
    • Once the goals are set, prioritize them, as not all goals are equally important to the results of the work unit or individual.
    • SMART Goals
      S = Specific: state specifically what you are going to do.
      M = Measurable: state how achievement of the goal will be measured.
      A = Attainable: state how you will attain the goal with current resources, time, department organization or what additional resources or accommodations are needed to achieve the goal.
      R = Relevant: state how the goal impacts the employee and/or the department.
      T = Time-Bound: state when the goal will be completed, breaking it down into milestones if appropriate.
  5. Discuss and Jointly Agree to a Plan:
    • The development of goals and Job Success Factors must be a collaborative effort for supervisors and their employees. The supervisor and the employee are expected to work together to develop three to six goals that are aligned with the departmental and University mission.
    • In the Performance Planning Discussion it is important for the supervisor to use the appropriate communication skills to explore the employee's viewpoints. The purpose of this meeting will be to gain mutual understanding of goals for the upcoming year.
    • Human Resources/Personnel Services offices are available to assist the employee and supervisor in agreeing upon a Performance Plan. Facilitation services are also available if the supervisor and employee are unable to agree on a Performance Plan.

  6. Document Plan:
    • Use the Performance Planning & Review Form to document the agreed upon goals.

Updates
Important Instruction

1. Click the document icon
2. Print page
3. Follow the Seven Steps

Performance Plan:





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