Goal Setting
What are goals?
They are assignments, projects, and/or responsibilities that the employee has for a particular year. They could be routine job responsibilities as well as special projects and/or assignments. The results will demonstrate whether or not the employee achieved all of the expected goals/expectations for the appraisal cycle (did they successfully do their job/surpass the desired performance result/positively impact department goals and objectives, etc.).
What is the difference between Performance and Career Development goals?
Performance Goals help to define what is expected of you in your current position in relation to the department and/or unit’s overall goals. Career Development Goals outline opportunities for professional development and/or career growth. Together these goals help us manage and assess the work to be done as well as identify opportunities for ongoing professional growth and development at Georgia Tech.
Are Career Development goals required?
No, but they are strongly recommended since they are critical in helping to further enhance employee’s skills, knowledge and abilities. Career development goals will not be used in calculating the employee’s overall rating.
What is the deadline for entering goals?
Goals must be entered by October 31,
2011.
Will I be able to enter goals into the system after October 31th? No, but you will be able to update progress towards
your goals throughout the year as well as make modifications to existing
goals. Having all goals entered in the system by October 31th allows
employees and supervisors to have the remainder of the performance management cycle to assess
progress and document their efforts towards goal completion.
Who must enter goals?
Are
goals required for all classified employees? Yes. See Who must
complete a performance review?
Are goals required
for new hires? All regular classified employees who begin
employment during the goal setting cycle are required to enter goals in
the system. Probationary employees would still receive the usual six
month evaluation, but would also get the standard evaluation at the
completion of the performance review cycle. Employees who are hired
after the goal setting period (July or later in the year) would not
enter goals in the system until the next goal setting cycle comes
around. They would only receive the probationary evaluation at the end
of six months.
Are goals required for individuals in entry level positions?
Yes, goals are required for entry level positions.
How
do I set goals for employees in entry level positions? Setting
goals for these jobs can be accomplished by focusing on the specific
responsibilities that are a part of the job description. Each goal
should have an action and an outcome. For example, a goal for a
receptionist could be to “Provide excellent telephone customer service
(action) by answering each call on the 2nd ring “with a smile” in
accordance with established department procedures (outcome). An
employee in landscaping may be required to “Ensure grounds are mowed,
edged, watered, weed-free, and maintained daily (action) in accordance
with established ground keeping procedures (outcome).”
How many goals do I need?
At least two performance goals must be
established.
What is the recommended number of goals for
an employee? The recommended range is 2-4 goals.
What
if one employee is being rated on 2 goals and another employee is being
rated on 4 goals? The number of goals may vary from employee to
employee, but we encourage consistency in the nature and number of
goals for those employees whose job is similar in nature within that
department/unit. Additionally, an individual’s day to day job
responsibilities and duties may be addressed in the goal, performance
notes, and/or competency sections of the review.
Who is responsible for entering goals in the system?
Both parties share responsibility for establishing goals but either party can enter them into the system. If an employee enters a goal into the system, the manager will have to sign in and approve the goal before it goes into effect. If the manager enters a goal for the employee into the system, the employee will need to go into the system to acknowledge the goal for it to become effective.
Is each individual goal weighted?
Yes, performance goals will be weighted so that the combined weight of all the goals equals 100%. This will be done automatically at the end of the goal setting period. For instance, if two performance goals are entered, they will be weighted 50% each; three goals will be weighted approximately 33% each; four goals will be weighted 25% each, etc. Since this will be done automatically, you don't have to enter a weight for goals that you place in the online performance management system.
How much do goals count towards the overall evaluation?
During this transitional period (2011-2012), performance goals and competencies will represent 25% and 75% respectively of the overall performance evaluation score.
What if I don’t enter any goals?
Since performance goals will account for 25% of an employee’s overall performance rating, an employee’s overall rating will be lower than it should be if goals are not entered.
What if I disagree with a goal my manager entered for me?
We encourage both parties to collaborate with one another to determine agreed upon goals prior to entering the information into the online system. Though employees are able to comment on goals entered and may disagree with certain aspects of a goal, managers have the ultimate responsibility for approving goals within the system. Conversations between the manager and employee should occur to determine the reasons for disagreement and edits can be made to the goal, if appropriate. If there continues to be a high level of disagreement and the employee refuses to acknowledge the goal a manager sets in the system after repeated efforts by the manager to determine the concerns, etc., there are additional resources available for assistance at http://www.ohr.gatech.edu/ers/disputes.
Can employees have the same or similar goals?
Yes. There may be situations where a group of employees with the same job title, responsibilities duties, etc. may have the same or similar goals. The online performance management system allows supervisors/managers to “copy” a goal to any of his/her direct reports.
How do I set goals for someone on a Performance Improvement Plan?
Yearly goals should still be entered for this employee. If there are other employees with the same job or there are similar goals for all of your employees, than those goals would apply to an employee on a Performance Improvement Plan. The Performance Improvement Plan document is separate from the online Performance Management System.
What if I have more than one supervisor?
We anticipate a multi-rater feature being available in the future, but for now, we ask that supervisors collaborate with one another to set goals with the employee and to provide feedback. The supervisors also need to decide who will set and approve goals within the online system for that employee.
If I complete a goal before the end of the review period, do I need to enter another goal into the system?
No, once you complete a goal, you are not required to set another one within the same performance management cycle.
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