EvalS – Writing Effective Goal Statements Howard Templeton – Office of Human Resources / Center for HR Solutions

Review changes in EvalS regarding goals Objectives Review changes in EvalS regarding goals Understand the context for writing goals Review best practice mechanics for writing effective goal statements November 13, 2018

Revised EvalS Goals Section November 13, 2018

EvalS Goal Reactivation November 13, 2018

Use of Skills and abilities 97% Enjoyment of work 97% Why Evaluations and Goals are Important – Monster Survey – What Motivates You? Use of Skills and abilities 97% Enjoyment of work 97% Respect and appreciation 97% My supervisor/manager 92% Performance feedback 92% Training 91% Career advancement 85% November 13, 2018

Goals Context – What Goals Are All About? Well crafted goals provide a clear understanding of what is expected and at what level the employee will be held accountable Goals build a partnership between employees and supervisors in documenting opportunities for meeting evolving business needs, as well as, personal and/or career development November 13, 2018

Goals Environment Business Drivers Position Drivers Principles Values Business Plan Strategy Vision/Mission Change Past Evaluation Position Plan Performance Criteria Employee Needs Manager Needs Change TIME FRAME – QUARTER / ANNUAL? GOAL TYPE – CORRECTIONAL / ASPIRATIONAL / INCREMENTAL? November 13, 2018

Correctional Goals (need more, or need less, do better how) Types of Goals Correctional Goals (need more, or need less, do better how) Development Goals (cause and effect) Incremental Goals (short-term or a little better) Transition or taking ground (mid-term general or specific) Aspirational or breakthrough (big – innovative – creative – significant change – usually longer-term) November 13, 2018

Goals – Helpful Hints Stay away from absolutes – always / never Failure is not an option vs. Fail forward Without a goal you have no direction – the map is useless without a compass November 13, 2018

Goals Helpful Hints How will you know …………? What am I shooting at? – Level of performance Goals need to be motivating, not intimidating Imaginable, believable, achievable November 13, 2018

Goals Helpful Hints Allocate enough time – Spend your time on the most important things Direction may be as important as achievement Year-long plan – interim benchmarks November 13, 2018

Goals – Helpful Hints The very next step is …….. Who Cares? – Is it worthwhile? WIIFM – What’s in it for me? November 13, 2018

Specific Meaningful Agreed to Reality Based Time Phased S-M-A-R-T Goals Specific Meaningful Agreed to Reality Based Time Phased November 13, 2018

SMART Goal Sean Mannion will complete over 50% of his passes and have a TD : Interception ratio greater than 3:1 As of October 20, 2013 – Completion Pct. = 68.6 TD = 29 Interceptions = 3 Ratio 9.66 : 1 November 13, 2018

Goals Checklist Are the aligned with values? SMART? Completion dates assigned? Written behaviorally – will do what, by when, with what result? Evaluate time vs. task? Obstacles assessed? Is the goal “owned”? Get started – next step Revise, remove, reschedule, reward November 13, 2018

Additional Resources Dedicated Website: http://oregonstate.edu/admin/hr/performance- evaluation/ Website contents: Online trainings. User guides. FAQs A process flow chart and overview. Performance standards and criteria related to communication, reliability, teamwork and technical skills. November 13, 2018