1. Goal Setting in eNDeavor ~Non-Exempt~

2. Objectives
Develop Goals that are aligned with those of the University, Division and Department.
Modify the three standard Goals (Quantity, Quality, Job Knowledge).
Add additional Goal(s) using the SMART Formula.
Differentiate between Goals and Development Goals.
Enter Goals and Development Activities into eNDeavor.
Utilize the Notes function.

3. Lack of Alignment

4. Alignment

5. Vision, Mission and Goal Alignment
University Goals and Values
Goal 1
Goal 2
Goal 3
Goal 4
Goal 5
OPAC Goals
Measures
Vision
OPAC Goals
Measures
Division Goals
Measures
Strategic Plan
Mission
Goal
Goal
Goal
Goal
Goal
Goal
Goal
Departmental Goals
Goal
Goal
Goal
Goal
Goal
Goal
Goal
Goal
Goal
Goal
Goal
Individual
(Individual Goals & Development Plan)

6. University Goals Offer an unsurpassed undergraduate education.
Be a preeminent research university.
Ensure that the University’s Catholic character informs all its endeavors.
Create a sustainable culture of continuous improvement and overall service excellence to support the University’s mission.
Communicate strategically to internal and external constituents.

7. Example: OPAC Division Goals
Institute goal-driven professional development to develop acknowledged experts & leaders in communications strategy, planning and execution.
OPAC Goal 1
Through integrated communication plans and integration of talent, advance awareness of Notre Dame’s academic achievements while stewarding reputation as leading Catholic university in world.
OPAC Goal 2
Build trustworthy & mutually beneficial relation-ships, internally & externally to further ND’s unique mission and positively impact community & society.
OPAC Goal 3

8. Individual Goal Alignment
University Goal:
Communicate strategically to internal
and external constituents.
Create integrated communication plans and integration for advancement of Notre Dame’s academic achievements & reputation.
OPAC Goal:
Build relationships with campus partners and co-create & support communication plans that advance internal & external knowledge of Notre Dame’s academic achievements & reputation.
Department Goal:
Individual Goal:
Schedule monthly meetings with campus communicators & send meeting “Action Items” after each meeting.
Development Goal:
Enhance meeting planning/ facilitation skills by attending “Meeting Management” in April 2015.

9. Development Activities
Goals
Use the three standard
Quantity, Quality, Job Knowledge
Additional goals
Job, position, department or division specific
Development Activities
Task/Technical or Behavioral Skill
For use in current or future position

10. Goal: Quantity Examples
DESCRIPTION
Use of time is appropriate, plans and prioritizes work, sets and accomplishes goals, uses available resources wisely and completes assignments.
Examples
“Send responses to all subscription requests within 48 hours of contact and report compliance monthly.”
Decrease “wait time” by 2 minutes by improved staging of ingredients/pre-cooking.”
Reduce number of call-backs by learning top benefit questions from Benefit Coordinators.

11. Goal: Quality Examples
DESCRIPTION
Work effort that consistently achieves desired outcomes without errors and problems.
Examples
“Decrease number of invoicing errors by 90% by updating customer files and checking each entry.”
Improve telephone courtesy by creating a standard greeting, smiling into the phone, and offering to help.
“Eliminate overlooked tasks by conducting self-inspections of each area using the standard training checklist.”

12. Goal: Job Knowledge Examples
DESCRIPTION
Level of job-relevant knowledge and skills needed to perform the duties and meet job requirements.
Examples
“Incorporate graphs and charts into PowerPoint presentations and develop a department template.”
Assist in Onboarding program for new hires to department practices such as team meetings, breaks, holiday celebrations, supplies.
“Apply organizational & time management tools to reorganize workspace, files, and accomplish daily tasks.”

13. SMART Expectations
SMART Formula: (Action Verb) (Key Result) by (Target Date) requiring (Resources) or (How).
Specific Descriptive verb & specific result.
Measurable Quantity, Quality, Yes/No.
Actionable Actions within scope of job.
Realistic Reasonably challenging & achievable.
Time Bound Deadline, milestones or frequency.

14. Action Verbs Administer Analyze Attain Calculate Create Decrease
Design
Develop
Distribute
Establish
File
Improve
Increase
Maintain
Monitor
Organize
Participate
Prepare
Process
Propose
Reduce
Research
Schedule
Solve
Submit
Train
Write

15. Key Result Measures NOT activities!!! Time to hire
Geographic territory
Number of clients served/repeat business
Response time
Satisfaction scores
Dollars raised
Increase in test scores
Quality metric/error rate
Freshman retention rate
Cost per issue
Percentage increase/ decrease (errors)
Words per minute
Supervisor/employee ratio
Completion rate
Number of complaints

16. Sample Additional Goals
Reduce response time for subscription requests from one week to 48 hours by creating electronic packet by July 1, 2015.
Participate on ND Voice action team to increase knowledge of other areas’ work/processes within the department.
Decrease potential risk of injury when working on lights by wearing goggles, gloves and following all LO/TO procedures.

17. SMART? Specific, Measurable, Actionable, Realistic, Time Bound?
Create a quarterly report that measures student satisfaction with student life activities.
Administer an evaluation process that measures the impact of our leadership actions in the local South Bend community by 8/31/14. (e.g., decline in HS drop out rates/juvenile crime, adult literacy gains). Report findings and recommendations to Officers & Deans by 12/31/14.

18. SMART ? Specific, Measurable, Actionable, Realistic, Time Bound?
Assist campus departments incorporate the University’s strategic messaging philosophy into major communication projects for internal or external constituents by applying a consultative approach and tools for all new client projects in 2015.
Design an outcome-based supervisory skills program targeted at new or under-trained first-line supervisors utilizing an cross-campus advisory team; create marketing approach; implement by 7/1/15.

19. Goal vs. Development Plan
Goals Implement Endeavor Talent Profile for all salaried, non-faculty staff: communications, training & profile entry by 12/31/2014.
Development Activities
Attend Langevin workshop on Instructional Design to learn the 12-step design cycle.
Achieve MBTI certification by 8/1/2014.
Increase teamwork efforts by collaborating with HRC in offering/co-facilitating departmental retreats.

20. Notes Function Add notes at any time in the process.
Access notes while working in the form.

21. The Performance Cycle Begin: Due August 15 Mid-year: Due November 30
Employee: Enter Goals Supervisor: Review/approve goals
Mid-year: Due November 30
Employee: Enter mid-year comments on goals/University values Supervisor: Enter mid-year comments on goals/University values
Year-end: Due August 15
Employee: Enter year-end comments, add self-rating, sign review Supervisor: Enter year-end comments, add rating, sign review