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SMART Goals An Introduction to Setting SMART Goals For TRIS Team Members Utilizing the New EKU HR Professional Development System By Katie Ryan Fotiadis

Smart Goals

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SMART GoalsAn Introduction to Setting SMART Goals

For TRIS Team Members Utilizing

the New EKU HR Professional Development System

By Katie Ryan Fotiadis

What is a SMART Goal?

Specific

Measurable

Achievable

Realistic

Time-Bound

W.I.I.F.M.?

Clarity &Direction

Contributing with Solutions

Job Challenges

Training Needs

Opportunities

Communication

Identify Job Challenges

• Start Large: What’s the “Big Picture”?

• University and/or department challenges or initiatives

• Job challenges or frustrations

• Break it Down: Smaller Targets

• How do I/my role contribute?

• What is needed or how can I contribute to the solution?

Discover Training Gaps

• In order to do my best job, do I need further

direction, training, or guidance in relation to:

• Knowledge?

• Skills?

• Abilities?

Take Advantage of Opportunities

• What do you want to accomplish in your career or personal

development?

• Are there any future roles or positions you want to qualify for?

• What knowledge, education, skills, etc. will you need to advance?

Communication Tool

• Clarity

• What challenges hinder my department? My team? My ability to do my best performance in my position?

• Does my supervisor realize the challenges that hold me back?

• Direction

• What knowledge/skills/abilities do I possess or need in order to move through the challenges?

• What guides my work?

• Contribution

• What can I do?

• How can I make a difference in improving myself, the organization, and ultimately the university as a whole?

• Solution Focused

• Get out of the problem and into the solution

• How can my supervisor and I work together towards completing goals? Do we need to revisit/revise the goals?

Performance Management Annual Cycle

• Goals set now are for the next 6

months

• Then, new goals will be set in July

for the upcoming fiscal year July 1-

June 30, after review of goals,

progress made, and employee

evaluations

Employee Set Goals

Manager & Employee

finalize goals

Perform Job Functions

Complete Performance

Review

Goal Setting Timeline

Date Event Comments

Early January 2015 Online System available for goal-entryThe system will be “opened” so employees may begin

entering goals. An email with a tutorial will be sent out

1/8/2015 through 1/30/2015 System trainings offeredTrainings on how to use the system, for those who need it

(supervisors and employees). Dates and locations TBD

Friday, February 6, 2014 Deadline for employee goal-settingAll employees must have their goals entered into the

system

Wednesday, February 25, 2015 Deadline for Supervisor/Employee meetingSupervisors should have met with their employees, face-

to-face, by this date and discussed finalized goals

Monday, March 2, 2015 Goal-setting process is complete Employees should have completed the final sign-off

3/2/2015 – 6/30/2015 Employee performs their job Employees should be attempting to complete their goals

Tuesday, June 30, 2015 End of goal-setting/review period Employees should have completed/met their goals

Wednesday, July 1, 2015 Beginning of evaluation period Review process to start

Now What?

1) Review available resources on the next page

2) Begin to formulate your goals. Try working with a partner

3) Utilize the website to enter your draft

4) Meet with your supervisor to review, make adjustments, and agree on finalized goals

5) Make adjustments in the website and complete the employee sign off

Get S.M.A.R.T.