Transcript Slide 1

Goal Setting in eNDeavor
~Non-Exempt~
Objectives
• Develop Goals that are aligned with those of the
University, Division and Department.
– Modify the three standard Goals (Quantity, Quality, Job
Knowledge).
– Add additional Goal(s) using the SMART Formula.
– Differentiate between Goals and Development Goals.
• Enter Goals and Development Activities into eNDeavor.
• Utilize the Notes function.
Lack of Alignment
Alignment
Vision, Mission and Goal Alignment
Vision
Mission
Goal 5
Goal 4
Goal 3
Goal 1
Goal 2
University Goals and Values
Strategic
Plan
Division
OPAC
OPACGoals
Goals
Goals
Goal
Goal
Goal
Goal
Goal
Goal
Goal
Measures
Measures
Goal
Goal
Goal
Goal
Goal
Goal
Goal
Goal
Goal
Goal
Goal
Departmental Goals
Individual
(Individual Goals & Development Plan)
University Goals
1. Offer an unsurpassed undergraduate education.
2. Be a preeminent research university.
3. Ensure that the University’s Catholic character
informs all its endeavors.
4. Create a sustainable culture of continuous
improvement and overall service excellence to
support the University’s mission.
5. Communicate strategically to internal and external
constituents.
Example: OPAC Division Goals
OPAC Goal 1
OPAC Goal 2
OPAC Goal 3
Institute goal-driven professional development to
develop acknowledged experts & leaders in
communications strategy, planning and execution.
Through integrated communication plans and
integration of talent, advance awareness of Notre
Dame’s academic achievements while stewarding
reputation as leading Catholic university in world.
Build trustworthy & mutually beneficial relationships, internally & externally to further ND’s unique
mission and positively impact community & society.
Individual Goal Alignment
University Goal: Communicate strategically to internal
and external constituents.
OPAC Goal: Create integrated communication plans
and integration for advancement of Notre Dame’s
academic achievements & reputation.
Build relationships with campus partners
and co-create & support communication plans that advance
internal & external knowledge of Notre Dame’s academic
achievements & reputation.
Department Goal:
Individual Goal: Schedule monthly meetings with
campus communicators & send meeting “Action Items”
after each meeting.
Development Goal: Enhance meeting
planning/ facilitation skills by attending “Meeting
Management” in April 2015.
Goals
Use the three standard
• Quantity, Quality, Job Knowledge
Additional goals
• Job, position, department or division specific
Development Activities
Task/Technical or Behavioral Skill
•
For use in current or future position
Goal: Quantity
DESCRIPTION
Use of time is appropriate, plans and prioritizes
work, sets and accomplishes goals, uses available
resources wisely and completes assignments.
Examples
• “Send responses to all subscription requests within 48 hours
of contact and report compliance monthly.”
• Decrease “wait time” by 2 minutes by improved staging of
ingredients/pre-cooking.”
• Reduce number of call-backs by learning top benefit
questions from Benefit Coordinators.
Goal: Quality
DESCRIPTION
Work effort that consistently achieves desired
outcomes without errors and problems.
Examples
• “Decrease number of invoicing errors by 90% by updating
customer files and checking each entry.”
• Improve telephone courtesy by creating a standard greeting,
smiling into the phone, and offering to help.
• “Eliminate overlooked tasks by conducting self-inspections of
each area using the standard training checklist.”
Goal: Job Knowledge
DESCRIPTION
Level of job-relevant knowledge and skills needed to
perform the duties and meet job requirements.
Examples
• “Incorporate graphs and charts into PowerPoint presentations
and develop a department template.”
• Assist in Onboarding program for new hires to department
practices such as team meetings, breaks, holiday celebrations,
supplies.
• “Apply organizational & time management tools to reorganize
workspace, files, and accomplish daily tasks.”
SMART Expectations
SMART Formula:
(Action Verb) (Key Result) by (Target Date)
requiring (Resources) or (How).
Specific
Measurable
Actionable
Realistic
Time Bound
Descriptive verb & specific result.
Quantity, Quality, Yes/No.
Actions within scope of job.
Reasonably challenging & achievable.
Deadline, milestones or frequency.
Action Verbs
•
•
•
•
•
•
•
•
•
Administer
Analyze
Attain
Calculate
Create
Decrease
Design
Develop
Distribute
•
•
•
•
•
•
•
•
•
Establish
File
Improve
Increase
Maintain
Monitor
Organize
Participate
Prepare
•
•
•
•
•
•
•
•
•
Process
Propose
Reduce
Research
Schedule
Solve
Submit
Train
Write
Key Result Measures
• Freshman retention rate
• Cost per issue
• Percentage increase/
decrease (errors)
• Words per minute
• Supervisor/employee
ratio
• Completion rate
• Number of complaints
• Time to hire
• Geographic territory
• Number of clients
served/repeat business
• Response time
• Satisfaction scores
• Dollars raised
• Increase in test scores
• Quality metric/error rate
Sample Additional Goals
• Reduce response time for subscription requests from
one week to 48 hours by creating electronic packet by
July 1, 2015.
• Participate on ND Voice action team to increase
knowledge of other areas’ work/processes within the
department.
• Decrease potential risk of injury when working on
lights by wearing goggles, gloves and following all
LO/TO procedures.
SMART? Specific, Measurable, Actionable, Realistic, Time
Bound?
Create a quarterly report that measures student
satisfaction with student life activities.
Administer an evaluation process that measures the
impact of our leadership actions in the local South
Bend community by 8/31/14. (e.g., decline in HS
drop out rates/juvenile crime, adult literacy gains).
Report findings and recommendations to Officers &
Deans by 12/31/14.
SMART ? Specific, Measurable, Actionable, Realistic, Time
Bound?
Assist campus departments incorporate the University’s
strategic messaging philosophy into major
communication projects for internal or external
constituents by applying a consultative approach and
tools for all new client projects in 2015.
Design an outcome-based supervisory skills program
targeted at new or under-trained first-line
supervisors utilizing an cross-campus advisory team;
create marketing approach; implement by 7/1/15.
Goal vs. Development Plan
Goals
Implement Endeavor
Talent Profile for all
salaried, non-faculty
staff: communications,
training & profile entry
by 12/31/2014.
Development Activities
• Attend Langevin workshop on
Instructional Design to learn the
12-step design cycle.
• Achieve MBTI certification by
8/1/2014.
• Increase teamwork efforts by
collaborating with HRC in
offering/co-facilitating
departmental retreats.
Notes Function
Add notes at
any time in the
process.
Access notes
while working
in the form.
The Performance Cycle
• Begin: Due August 15
Employee: Enter Goals
Supervisor: Review/approve goals
• Mid-year: Due November 30
Employee: Enter mid-year comments on goals/University values
Supervisor: Enter mid-year comments on goals/University values
• Year-end: Due August 15
Employee: Enter year-end comments, add self-rating, sign review
Supervisor: Enter year-end comments, add rating, sign review