Culture and Context Spring 2013 Session One Spring 2013 Session One.
Information session Presented by People & Culture August · Information session Presented by People...
Transcript of Information session Presented by People & Culture August · Information session Presented by People...
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