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A SUCCESS THROUGH PERFORMANCE MANAGEMENT WORKSHOP ORGANIZATIONAL LEARNING & DEVELOPMENT DEPARTMENT PACE UNIVERSITY Goal Setting and Establishing Performance.

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Presentation on theme: "A SUCCESS THROUGH PERFORMANCE MANAGEMENT WORKSHOP ORGANIZATIONAL LEARNING & DEVELOPMENT DEPARTMENT PACE UNIVERSITY Goal Setting and Establishing Performance."— Presentation transcript:

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2 A SUCCESS THROUGH PERFORMANCE MANAGEMENT WORKSHOP ORGANIZATIONAL LEARNING & DEVELOPMENT DEPARTMENT PACE UNIVERSITY Goal Setting and Establishing Performance Expectations Click to Replay Audio

3 Tutorial Objectives At the end of this tutorial, you will be able to: Establish clear links between your performance goals and the Strategic Plan of the University Write SMART performance goals and expectations Clearly identify performance measures Clearly identify how goals will be achieved Write an Individual Development Plan Understand the difference between performance and development goals Click to Replay Audio

4 Benefits to Goal Setting Focuses your time and energy on actions that make a difference Helps you decide between conflicting priorities Ensures meaningful contributions Ensures actions are aligned with the University’s Strategic Plan Click to Replay Audio

5 Performance Management Cycle Click to Replay Audio

6 Establishing Performance Expectations Align with Strategy Plan Clarify department goals Focus on what is really important Establish and gain mutual understanding of performance expectations and competencies Establish accountability and measures for results Click to Replay Audio

7 Vision Strategic Plan School/Division Goals Department Goals Individual Goals Alignment Clarity Setting Performance Expectations Click to Replay Audio

8 Responsibilities Individual Staff Member The Manager The Approver Click to Replay Audio

9 Definition A goal is, “a statement that describes an action or task with a measurable end result and timeframe for completion.” Click to Replay Audio

10 SMART Goals Specific Measurable Achievable Realistic Time-bound Click to Replay Audio

11 Guidelines for Setting SMART Goals What: define expectations in action-oriented terms Who: who is accountable When: milestones and deadlines To what extent: what does success look like How: identify key behavioral expectations Click to Replay Audio

12 Not “SMART” Decrease time to process report Simplify xyz form Improve communications with other schools/divisions Improve response time Train Banner users Click to Replay Audio

13 Examples For the Fall 2011 academic semester, increase the number of enrolled international undergraduate students by 10% over the Fall 2010 semester. I will develop an advisory committee with representation from each school and the Provost’s office to develop and implement an outreach campaign to identify and communicate with potential international student applicant pools, by October In collaboration with and assistance from ITS and the Technology Training Manager, develop training material and deliver training to all of the division’s non-manager staff in the use of the Banner student module, reducing input errors by 85% measured by a FY09 month over month comparison. Training will be completed by the end of the third quarter (March 2011). Click to Replay Audio

14 Other Performance Expectations Relate to the ongoing functions and tasks of your position. Encompass many of the activities necessary to successfully perform in the position. Include such activities as administration or delivery of ongoing programs & routine support of others. Click to Replay Audio

15 Skill Practice-Performance Goals Think about the job tasks you are responsible for. Choose one area of focus or priority for the upcoming year. Click here to access a form you can use to practice writing one performance expectation using SMART guidelines. (Click “OK” to any prompts when downloading form.) Click here Click to Replay Audio

16 Individual Development Plan (IDP) Goals Focus on what can be done to increase effectiveness Highlight areas for professional growth, including new skill or knowledge Look to strengthen areas of current strength (making the strong, stronger) IDP goals are not performance goals, but are based on the competencies your position requires for success. Click to Replay Audio

17 Development Strategies On the job Coaching Special assignments Presentations to group Cross-training in department Temporary assignment in another department Observation of “role model” Courses, seminars, workshops Professional group membership Independent study/reading Click to Replay Audio

18 IDP Examples Area of Opportunity Improvement/Development Action Steps to Goal Achieve Goal 1. Use of MS Excel Increase utility of Excel by Participate in PCLC Excel becoming proficient in writing Formula class, by 10/15/10 formulas 2. Budget development Learn how to prepare and In FY10-11, assist budget and monitoring monitor/track division budget director in monitoring the division’s FY10 budget and preparing the FY11 budget. Click to Replay Audio

19 Writing Your IDP Exercise Click hereClick here to access a form that mimics the one pictured below. (Click “OK” to any prompts when downloading form. Exercise appears on Page 2.) Using the form as a guideline, write two development goals for yourself: AREA OF OPPORTUNITY (Identify up to 3 areas for development) IMPROVEMENT/ DEVELOPMENT GOAL ACTION STEPS TO ACHIEVE GOAL Click to Replay Audio

20 THANK YOU You have completed the LESSON titled: Goal Setting and Establishing Performance Expectations Restart Click to Replay Audio


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