Individual Goal Setting
More detail on the rationale and purpose are discussed on the PEMS Homepage.
An individual's Performance and Learning Goals are based on the position description as well as the team's Strategic Framework for the year. Therefore, the first step in developing goals is an accurate Position Description.
- POSITION DESCRIPTION (PD)
- All employees should have a current PD that accurately reflects their work on different activities on an annual basis based on the needs of the team, the Library and the individual. If changes occur to the plan of activities within the year, the PD should be amended. The PD should be written with percentage of effort allocated to each functional area for which the employee is responsible. Individuals will negotiate percentages of effort with their team leaders.
- For faculty, this percentage of effort must be allocated to three areas:
- Position effectiveness/functional work duties (90% default)
- Scholarship (5% default)
- Service(5% default)
- The PD and individual percentages of effort are agreed to and PD is signed by individual and team leader.
- All employees should have a current PD that accurately reflects their work on different activities on an annual basis based on the needs of the team, the Library and the individual. If changes occur to the plan of activities within the year, the PD should be amended. The PD should be written with percentage of effort allocated to each functional area for which the employee is responsible. Individuals will negotiate percentages of effort with their team leaders.
2. INDIVIDUAL PERFORMANCE AND LEARNING GOALS ("Goals")
- Individuals develop Goals Documents for each Fiscal Year (FY).
- Goals Documents are agreed to by individuals with their team or work team leader.
The Goals Document must include the following elements:
- Goal statements (some goals may extend beyond the current FY)
- Plan/Steps (Milestones with expected completion dates)
As the year proceeds, individuals should record:
- Progress to goals including
- Results, Accomplishments, and/or Outcomes
- Challenges, Barriers, and/or
- Learnings (if there are any)
Guidelines/Forms:
- Guidelines (Procedure) for SETTING Performance and Learning Goals (08-01-07)
- 8 1/2 x 11 pdf version
- Template for Creating a S.M.A.R.T. Performance or Learning Goal (04-30-07)
Suggested Timetable for Classified Staff and Non-Ranked Year-to-Year Appointed Professionals:
- July - Team reviews and updates its Strategic Framework for the fiscal year
- August - Project Charges and Individual Goals are developed
- By mid-October - Individual has first Developmental Review
- By mid-February - Individual has second Developmental Review
- End of May - Individual has third Developmental Review for the fiscal year
Set Timetable for Faculty and Ranked Year-to-Year Appointed Professionals:
- January - Library faculty begin entering information into PETS form for current year
- February thru March - P&CS and Annual Review Committees review Library faculty for previous calendar year
- April thru May 15 - Supervisors meet with Library faculty and finalize review for previous calendar year
- By June 15 - Update job description and agree on goals for the following fiscal year
- Early June - Annual performance evaluations due to University HR
- June thru December - Faculty continue to update information in PETS. If there are changes to the job description or goals to reflect changes in the Strategic Framework these need to be renegotiated and entered into the PETS form.