Goal Setting

Last
fall, Bryan Garey from UHR led the Finance supervisors in a series of exercises
to develop a set of consistent division-wide definitions related to the performance
evaluation process. I believe this was helpful for all of us to consider how to
be more consistent throughout the organization in our conversations and
evaluations around performance. One take-away I heard from that process is that
employees – whether developing their own goals or reviewing, in the role of
supervisor, the goals of the employees – would appreciate a training session on
how to develop good, strong, and measurable goals. I know that I often struggle
balancing project-based SMART goals and with goals and expectations
related to normal work responsibilities.

I
have asked Christina Landes and Lindsey Reese, of UHR’s Center for Leadership Excellence, to develop custom
Goals Setting sessions for Finance employees that will be held over the next
two months. Through these small sessions, each of us should walk away with a
better understanding of how to develop an effective goal, how goals and
competencies work individually and together, and with at least one goal drafted
for the 2015 performance management cycle. Christina and Lindsey will also
tailor a session specifically for supervisors so we can better understand how
to work with an employee through the stages of drafting, developing, and
finalizing effective goals in a manner that will help employees develop and
progress. 

You should have received an Outlook calendar invitation from
Stacey Rittenhouse to one of these goal-setting sessions. If you have not,
please let me or your supervisor know.  I
hope that you find these sessions beneficial.  As a reminder to all, I have reproduced our Finance area performance rating definitions below.

Melody