At the beginning of the performance year, starting in April, meet with your manager to confirm expectations and set goals for the coming year. For new employees, establish expectations and goals within a month of hire. These are recorded using the goal-setting template.
Setting goals is an iterative process. As part of your regular check-in meetings, plan to revisit goals often to make adjustments as needed.
When writing your goals, ensure connect to the goals of your team, faculty, or unit. We encourage the practice of setting goals within teams to help inform individual goals. You may also find it helpful to review the Energizing Eyes High Strategy.
Expectations: Refer to the Job Profile for job expectations. From this starting point, identify actions and measures of success; along with goals, shared understanding of job expectations forms the basis for annual reviews.
Goals: In addition to job expectations, we also recommend establishing stretch goals that challenge the staff member and create opportunity for professional development. A quality goal follows ‘SMART’ criteria; it will be Specific; Measurable; Attainable (given budgets, and other resources); Relevant to you and your work; and Time-bound to a specific date or set of dates for completion.
*Classroom workshops on goal-setting are typically offered in the spring.