Performance Management Scheduling and Roles What to Bring?, What to Do? – Role Role 1 What do you provide to employee prior to meeting? What do you bring? after hire Mission and Values Draft of your SMART Goals or annual Draft of your development plan Strategic Plan and Goals review Departmental Goals (Your Goals) What do you do? Position Job Description Clarify organizational goals and your individual contribution What do you bring? Development Mutually set SMART goals for the year Role-specific goals related to employee’s position & List of suggested courses or experiences for the Mutually on a development plan for the year development plan Setting What do you do? Clarify organizational goals and individual’s roles Goal - Set performance expectations based on employee’s job description and alignment with department goals Mutually set SMART goals for the year Meeting Mutually agree on a development plan for the year 1st Planning 6 months What do you bring? What do you bring? after hire documentation/data relevant to checkpoint Written summary of progress towards meeting or annual meeting Any documentation/data relevant to checkpoint review What do you do? meeting (begin prep 2 Update employee on any changes in organizational What do you do? weeks strategic priorities Ensure organizational strategic priorities have not before) Checkpoint Assess progress on goals changed Ask if any additional support or guidance is Report progress towards meeting goals needed in order to effectively reach goal on time If needed, ask for support or guidance needed to Mid-year Provide feedback about areas that are going well effectively reach your goal on time – Provide feedback about areas of concern or Obtain feedback from supervisor about areas that development are going well Meeting Obtain feedback from supervisor areas of concern or development 2nd
Performance Management Scheduling and Roles – What to Bring?, What to Do? Role Role 1st Meeting - Goal Setting & Development Planning 1 after hire or annual review What do you provide to employee prior to meeting? Mission and Values Strategic Plan and Goals Departmental Goals (Your Goals) Position Job Description What do you bring? Role-specific goals related to employee’s position List of suggested courses or experiences for the development plan What do you do? Clarify organizational goals and individual’s roles Set performance expectations based on employee’s job description and alignment with department goals Mutually set SMART goals for the year Mutually agree on a development plan for the year What do you bring? Draft of your SMART Goals Draft of your development plan What do you do? Clarify organizational goals and your individual contribution Mutually set SMART goals for the year Mutually on a development plan for the year 2nd Meeting – Mid-year Checkpoint 6 months after hire or annual review (begin prep 2 weeks before) What do you bring? documentation/data relevant to checkpoint meeting What do you do? Update employee on any changes in organizational strategic priorities Assess progress on goals Ask if any additional support or guidance is needed in order to effectively reach goal on time Provide feedback about areas that are going well Provide feedback about areas of concern or development What do you bring? Written summary of progress towards meeting Any documentation/data relevant to checkpoint meeting What do you do? Ensure organizational strategic priorities have not changed Report progress towards meeting goals If needed, ask for support or guidance needed to effectively reach your goal on time Obtain feedback from supervisor about areas that are going well Obtain feedback from supervisor areas of concern or development
CareyP3Toolkit.docx