It is your responsibility to have conversations with your manager/supervisor to discuss expectations and develop mutually agreeable goals that support and enhance your performance. This process will help you create a “road map” to chart the course for the Performance Excellence Process, PEP.
A written statement that clearly describes certain actions or tasks with a measurable end result to be accomplished by a specific date.
Goals must have a timeframe for completion. A goal statement must identify a specific date by which the actions or tasks are to be completed. Without some form of a deadline or due date, there may be no sense of urgency for the completion of those actions or tasks.
- Establish direction for your task and/or projects
- Clarify expectations
- Identify the results of efforts
- Achieve higher levels of performance
- Correct performance deficiencies
- Take pride and satisfaction in your achievements
At FIU, we have defined performance as being a combination of observable behaviors and goal attainment. You can be successful by discussing and understanding the FIU Values and Core Competencies, clarifying your expectations and working with your manager to establish SMART goals that clearly define desired outcomes for tasks and projects.
Outline goals using the SMART technique, a standard that leaves no doubt whether a goal can be or has been accomplished.
For a goal to be SMART, it must be:
Measurable. Measurable standards should be quantified so it is clear when a goal has been reached. Ex: “Try harder” cannot be measured, while “decrease turnaround time by five percent” can be measured very precisely.
Agreed-upon. All parties involved must mutually agree upon a goal. This ensures that goals are achievable. There must be agreement that the goal is worth pursuing and will justify their efforts. Goals that are not agreed-upon are usually not achieved. This can reduce motivation. Ex: You may want to “increase the number of computers repaired in an eight-hour shift from 2 to 5” and your manager might want to “increase the number of computers repaired in an eight-hour shift from 2 to 3”, but you may agree to “increase the number of computers repaired in an eight-hour shift from 2 to 4”.
Results-focused. Results-focused standards measure outcomes, not activities. Results can be outputs of the work, product, or accomplishments. Ex: “Repair computer systems” is an activity. “Produce functioning computer systems” is a result.
Time-bound. Time-bound standards have specific priority dates. It is clear when a goal should be accomplished. Ex: "Publish the computer system repair log report by the fifteenth of every month.” It is very important that completion dates are agreed-upon by all parties involved.
- Document the expectations and goals
- Give each goal a description and unique short name
- Assign each goal a due date
- Assign each goal to a specific category
- Identify how the goal will be measured
- Set reminder dates to review and update goals