The planning phase is the foundation of the entire Performance Management (PM) system. In this phase, individual goals and objectives are set for the performance period. Goals that are SMART (Specific, Measurable, Achievable, Relevant, and Time Based) increase employee motivation and commitment to goal attainment leading to greater performance and productivity. For best results, planning for the upcoming performance cycle should take place at or near the completion of the employee's annual performance review.

Forms & Resources

• Performance Commitments Worksheet
• Performance Commitments Worksheet Template
• Career Planning Form
• Career Planning Guidelines

Best Practices

• Review the following for input prior to developing goals:
  • Institute and unit goals/objectives
  • Employee job description
  • Previous year's objectives and performance evaluation
  • Customer feedback
  • Budgetary considerations
  • Employee skills set and developmental needs
• Set aside adequate time and schedule the goal setting meeting within thirty days of the annual review
• Involve employees in the process (i.e. seek their input and ask for their ideas)
• If goals are assigned (as opposed to being mutually developed), explain the reason for the goal to help gain employee commitment
• Use the SMART method to develop goals. SMART goals are:
  • Specific – to clarify what’s expected
  • Measurable – to quantify the outcome when possible
  • Attainable – to ensure the goal is challenging but achievable
  • Relevant – to ensure the goal is worth pursuing
  • Time Based – to provide the timeframe for completion of the goal

Brown Bag Sessions

• Career Development
• Goal Setting