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Job, Pay & Performance

Performance

Goal Setting

 

Align Performance Goals to the University Mission, Plan and Department

The Plan for Academic Enrichment, established by President Simmons and the corporation, is a comprehensive roadmap for reaching the overall goals of the University.  Each and every staff member at Brown University plays a critical role in achieving these goals.  Performance planning helps staff to stay focused on the overall goals of the University and align the work of the divisions, departments and individual goals to the University's mission. 

Achieving high performance means helping staff to develop and be encouraged to be the best they can be to carry out the overall goals of the university.

Setting goals professionally are planned actions that support reaching the end results the job is expected to achieve.

Supervisors are encouraged to involve their staff in discussing, planning and setting goals by:

  • Identifying specific, time bound, results oriented goals
  • Keeping goals visible
  • Using goals as a tool for coaching staff to achieve desired results
  • Routinely, revisiting and revising goals to set in conjunction with the Mid-Year and Year-End Performance Appraisal, and
  • Using the goals to anticipate and plan for the coming year

Please see the complete guide to performance management, Guide to Performance Development and Planning .

If you have any questions regarding the Performance, Development and Planning Cycle, please contact the Human Resources Generalist for your department. If you are unable to reach the Generalist for your area, please call the Director of Employee Relations, Performance Development and Programs at 863-1787 or E-mail us at mail to:Wendy_McRae-Owoeye@brown.edu for assistance.

 

Benefits of Goal Setting:

  • Engages, motivates, focuses and challenges employees
  • Encourages employees to achieve higher performance levels
  • Provides specific items to evaluate employee performance throughout the year
  • Illustrates how individual accomplishments impact the success of the department
  • Moves organization ahead and helps departments accomplish their mission

Steps to Effective Goal Management:
  • Clarify departmental goals that are continually communicated
  • Link individual goals in support of departmental goals
  • Review and revise goals during the year
  • Monitor and discuss progress throughout the year

Developing Departmental Goals:
  • Evaluate how new initiatives and changes at Brown will impact the department
  • Review the Plan for Academic Enrichment and Departmental Goals
  • Review and anticipate Administrative changes or work loads
  • Review System and Technology Changes
  • Review Department-based initiatives
  • Brainstorm with staff, supervisor, faculty and students
  • Prioritize and narrow goals to a list of 3 to 5 goals
  • Supervisors should review goals with staff and finalize
  • Distribute to all constituents within the department

Developing Individual Goals:

  • Define individual actions more narrowly
  • Collaborative process between supervisor and employee
  • Derive goals in support of departmental goals
  • Support professional development
  • Identify SMART goals (e.g., Specific, Measurable, Attainable, Realistic and Timely)
  • Discuss and determine resources needed and results expected

Communicate, Communicate, Communicate:

  • Post departmental and individual goals in workstations
  • Discuss progress and reinforce clarity at one-on-one and staff meetings
  • Illustrate how individual goals impact the success of the department and the University
  • Create a sense of team by illustrating how individual goals relate to one another and align with the department
  • Provide feedback to constituents on progress and results achieved

Timing:

Routinely, goals are set in support of the Mid-Year and Year-End Performance Appraisal.  If you have not set goals, start now. Schedule a departmental meeting to begin the brainstorming process.  Inform staff that they will be active participants in the development and support of departmental goals.  Supervisors and employees should meet to discuss, finalize and prioritize departmental goals.

Performance Management Information: 

Contact Employee Relations, Performance Development and Employee Programs to learn about upcoming training and guidance on goal setting for your department's needs. Please contact: Wendy McRae-Owoeye/3-1787, Michael Elias/3-1706, Melissa Mudgett/3-1785 or Evelyn Roberts/3-2938.