Goal SettingInformation session

Presented byPeople & Culture

August – September 2019

Agenda

• Welcome, introductions• Session Objective• Performance cycle, timeline, process• Goal setting• Tools• Resources

Session Objective

Apply the tips and techniques from this discussion to create SMART goals and complete the GOAL SETTING phase of the performance continuum.

Session Objective

Assessing

Coaching

Planning

Summer/Fall Spring

Ongoing

Planning Phase – Why Set Goals?

• Focus effort and efficient use of resources.

• Create transparency and clarity regarding expectations, goals, development and outcomes.

• Create alignment with organization goals and values and among coworkers and teams: how is the individual contribution adding value?

• Serve as communication tool regarding outcomes expected.

• Enhance mutual understanding and buy-in.

• Challenge and stretch ourselves to be even better!

• Identify resources and collaboration needed to accomplish work.

• Clarify how work is accomplished – behaviours we use to achieve goals.

Performance Goals vs Development Goals

Job Performance GoalsFocus on what needs to be accomplished during the year

including specific tasks, projects or outcomes.

Professional Development GoalsFocus on how the work will get done; acquiring skills, competencies and knowledge needed to perform the current job or prepare for expanded responsibilities.

SMART goalsS Specific

What is the outcome expected?Clearly state the outcome: what is to be accomplished?

M MeasurableHow will the completed goal be evaluated?

Provide the metrics to indicate level of completion.

A AttainableWhat will it take to achieve the goal?

Discuss indicators, activities, and resources that will contribute to successful performance.

R Results OrientedDoes the goal focus on the right results?

Describe the desired changes, improvements or output.

T Time DefinedBy when is the goal to be achieved?

Identify the target dates and the milestones for completion.

Writing Measurable GoalsMeasurable goals = action/ forward moving/progression:

• To increase…(funding, engagement, effectiveness)• To provide…(research, service, analysis)• To improve…(efficiency, transparency, communication,

relationships)• To decrease…(expenses, inefficiency, costs)• To save…(time, resources, energy)

Sample Job Performance GoalsIndividual contributor – Finance:

Improve the monthly financial reports delivered to stakeholders – add comments to fields to make the data easier to understand – Ongoing.

Create a tracking system that will identify deficits and discrepancies in our accounts –March.

Generate financial reports and documents to support portfolio spending – Ongoing.

Assist with grant proposals by collecting data, proofreading, and delivering the proposal according to deadlines – Ongoing.

Development Goals• What are the core skills and knowledge I need to develop to meet

expectations in my current role?– In my future role?

• What are the core skills and knowledge I need to develop to be more effective in my current role?

• What skills and knowledge can I develop to help address future needs and challenges for our team?

• What skills and knowledge can I develop to help me accomplish my career goals?

• What would make work more satisfying for me?

Development Goals“Learn by Doing” “Learn by Training” “Learn with Others”

JobsProjects

Assignments

CoursesSeminars

Distance Learning

FeedbackMentors

ColleaguesCoaches

Experienced based learning

Education based learning

Relationship based learning

Sample Development GoalsDiscuss and identify a few specific development goals, and list activities that will foster learning. Consider different approaches to learning.

Goal Activity

Increase editorial skills and knowledge of Langara’s accounting systems.

Attend “Proofing and Editing” and “Chart of Accounts” training – March.

Explore and identify opportunities to expand skills and experiences for future financial management role.

Work closely with Director of Finance to learn more about the role; volunteer for projects and workload for further development – Ongoing.

Strengthen teamwork and collaboration skills.

Engage and seek feedback from Manager and colleagues on designing new tracking system – October.

Planning Phase Process

• Identify 2- 5 Performance Goals.

• Identify 1- 2 Professional Development Goals.

• Identify relevant competencies to demonstrate and/or develop.

• Review and finalize with Manager.

• Document on form and save a copy. Final year end evaluations to be submitted to HR in 2020.

Stay tuned for the 3rd part of the series on Performance Evaluations – the ongoing Conversation.

Launching in October 2019.

Thank you!

Q and A