Goal Setting in eNDeavor ~ Non-Exempt ~

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 2 Goal 1 Goal 3 Goal 4 Goal 5 Vision OPAC Goals Measures Division Goals Measures OPAC 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. OPAC Goal: Create integrated communication plans and integration for advancement of Notre Dame’s academic achievements & reputation. Department Goal: Build relationships with campus partners and co-create & support communication plans that advance internal & external knowledge of Notre Dame’s academic achievements & reputation. 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. 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 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 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 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 • Process • Propose • Reduce • Research • Schedule • Solve • Submit • Train • Write • Administer • Analyze • Attain • Calculate • Create • Decrease • Design • Develop • Distribute • Establish • File • Improve • Increase • Maintain • Monitor • Organize • Participate • Prepare

15. Key Result Measures NOT activities!!! • Freshman retention rate • Cost per issue • Percentage increase/ decrease (errors) • Words per minute • Supervisor/employee ratio • Completion rate • Number of complaints • 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

16. Sample Additional Goals • Reduceresponse 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/processeswithin the department. • Decreasepotential 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 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