Tulane University Performance Management Employee Results 1 Tulane

Tulane University Performance Management Employee Results 1

Tulane University Key Responsibilities and Goals At the beginning of the performance period, the Manager and Employee should meet to determine 3 -5 goals to achieve for the upcoming year. The goals should be derived from Key Responsibilities from the job description , but are not limited strictly to the exact Key Responsibilities listed on the job description. A Key Responsibility may be broad wherein a goal is specific. For example, a Key Responsibility may be administering a training program. A goal within administering a training program may be developing another course to add to the training program. Please note that some employees may have not had goals established for the 2009 review period and may only be reviewed on Key Responsibilities from the job description. 2 2

Tulane University SMART Goals should be SMART n n n Specific Measurable Attainable Relevant Time-bound 3 3

Setting SMART Goals n Specific: Goals must be clear and unambiguous. When goals are specific, they tell employees exactly what is expected, when, and how much. Because the goals are specific, you can easily measure your employees' progress toward their completion. n n Tulane University Example: A general goal would be, "Get in shape. " But a specific goal would say, "Join a health club and workout 3 days a week. " Measurable: What good is a goal that you can't measure? If your goals are not measurable, you never know whether your employees are making progress toward their successful completion. Not only that, but it's tough for your employees to stay motivated to complete their goals when they have no milestones to indicate their progress. n To determine if your goal is measurable, ask questions such as. . . How much? How many? How will I know when it is accomplished? 4 4

Setting SMART Goals n Attainable: Goals must be realistic and attainable by average employees. The best goals require employees to stretch a bit to achieve them, but they aren't extreme. That is, the goals are neither out of reach nor below standard performance. Goals that are set too high or too low become meaningless, and employees naturally come to ignore them. n n Tulane University You can attain most any goal you set when you plan your steps wisely and establish a time frame that allows you to carry out those steps. Relevant: Goals must be an important tool in reaching Tulane's overall vision and mission. Relevant goals have an impact on performance and connects your organization to Tulane’s vision and mission. Employees will be able to make the connection of the impact of their contribution on making Tulane successful. 5 5

Setting SMART Goals n Tulane University Time-bound: Goals must have starting points, ending points, and fixed durations. Commitment to deadlines helps employees to focus their efforts on completion of the goal on or before the due date. Goals without deadlines or schedules for completion tend to be overtaken by the day-to-day crises that invariably arise in an organization. 6 6

Examples of SMART Goals n n n Tulane University Increase customer satisfaction by 10% from last year by June 30, 20 XX. Implement new XX program by June 30, 20 XX. Reduce the number of errors from last year in XX by 10% by June 30, 20 XX. Increase business contacts by 10% from last year by June 30, 2010. Increase number of clients processed by 20% over last year by June 30, 20 XX. 7 7

Tulane University Resources n n A resources link is available on the WFMO website on the Supervisor Page under Quick Links. The link contains: n n Developmental Activities Computer Skills Training Online Resources Free Seminars 8