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SETTING SMART GOALS

SETTING SMART GOALS. COLORADO COLLEGE PERFORMANCE EXCELLENCE 2012. AGENDA. WHY ARE WE TALKING ABOUT GOALS? VALUE OF GOALS DESIGNING SMART GOALS EXAMPLES . WHY ARE WE TALKING ABOUT GOALS?. A CRITICAL COMPONENT OF PERFORMANCE EXCELLENCE LINK PAY TO PERFORMANCE.

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SETTING SMART GOALS

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  1. SETTING SMART GOALS COLORADO COLLEGE PERFORMANCE EXCELLENCE 2012

  2. AGENDA • WHY ARE WE TALKING ABOUT GOALS? • VALUE OF GOALS • DESIGNING SMART GOALS • EXAMPLES

  3. WHY ARE WE TALKING ABOUT GOALS? • A CRITICAL COMPONENT OF PERFORMANCE EXCELLENCE • LINK PAY TO PERFORMANCE

  4. WHAT IS THE VALUE OF GOALS? • PROVIDE DIRECTION FOR EMPLOYEES • BASIS ON WHICH TO ASSESS SUCCESS • KEY FACTOR IN PERFORMANCE BASED COMPENSATION

  5. SMART GOALS • Specific • Measurable • Attainable • Relevant • Time-bound • Should be linked to institutional and department goals.

  6. SPECIFIC • Be clear and unambiguous • What is expected? • When is it expected? • How much is expected? • Specific = progress can be more easily identified

  7. MEASURABLE • What good is a goal that can’t be measured? • Helps identify progress • Encourages employee to stay motivated • Helps identify achievement/outcomes

  8. ATTAINABLE • Be realistic. • Stretch employees but don’t be extreme. • Don’t set the bar too low either. • Goals become meaningless if too high or too low.

  9. RELEVANT • Link to college’s mission, department goals. • Related to the employee’s job. • Communicate the importance of the goal to the employee.

  10. TIME BOUND • Goals must have a timeline. • Helps the employee focus their efforts/set priorities. • Goals without timelines are overtaken by day to day tasks.

  11. Accounting Clerk • Goal: Improve accuracy of cash reconciliation. • Goal: Reconcile operating cash/sales drawers with 100% accuracy by the end of each month.

  12. Program Coordinator • Goal: Increase student learning on wellness topics. • Goal: By October 31, 2012, develop the content and schedule for a series of 6 Lunch and Learn seminars for students specific to wellness related issues.

  13. Staff Assistant • Goal: Improve the department website. • Goal: By February 13, 2013, review and update all content on the website and provide a summary of content changes to the supervisor.

  14. Patrol Officer • Goal: Respond to all accidents. • Respond to all accidents by making contact with involved parties and/or person reporting the accident within 30 minutes of receiving notification.

  15. Audio Visual Technician • Goal: Respond to customers appropriately. • Goal: Develop and maintain a schedule of monthly contact via email, phone, or in person with customers of AV services to ensure appropriate scheduling of resources.

  16. Early Childhood Teacher • Goal: Provide social skills education. • Goal: By April 1, 2013, develop and implement a minimum of 4 opportunities for children in the preschool room to develop social competence skills.

  17. Process • Supervisors complete evaluations. • Employees complete self reviews. • Supervisors meet with division head to review ratings. • HR reviews rating across divisions. • Supervisors meet with employees for performance review. • Salary increases are determined based on overall evaluation rating.

  18. NEXT STEPS • By October 30th, meet with your employees to develop/refine 2-4 goals for 2012-2013. • Document the goals in writing and provide follow up. • Consult with HR if needed to refine goals. • HR will be conducting educational sessions on the evaluation process in January.

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