1. FastFacts Feature Presentation
June 29, 2017
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© 2017 The Johns Hopkins University. All rights reserved. 1

2. Completing Goal Setting
Today’s Topic
We’ll be taking a look at…
Completing Goal Setting
in myPerformance 2

3. Today’s Presenter Anne Moore Sr. Organization Effectiveness Consultant
Organization Development and Effectiveness

4. Session Segments Presentation
Anne Moore will provide an overview and address questions about completing goal setting using myPerformance.
During the overview, your phone will be muted.
Q&A
After the brief overview, we’ll hold a Q&A session.
We’ll open up the phone lines, and you’ll be able to ask questions.
Anne will answer as many of your questions as time allows. 4

5. Contact Us
If you would like to submit a question during the presentation or if you’re having technical difficulties, you can us at:
As noted earlier, we will be watching out for your questions and concerns through our account:
We will also be monitoring three instant message services during the presentation. So you can communicate with us on GoogleTalk, AOL Instant Messenger, and Microsoft’s MSN product.
For GoogleTalk, the screen name is
On AOL Instant Messenger, the screen name is HopkinsFastFacts
On MSN, use
Remember, you can use these services for your questions and to report any difficulties you might be having with the system. 5

6. Survey
Survey
At the end of this FastFacts session, we’ll ask you to complete a short survey.
Your honest comments will help us to enhance and improve future FastFacts sessions. 6

7. How To View Full Screen
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8. Completing Goal Setting
in myPerformance

9. Agenda Review the Goal Setting Process: Employee’s Role Manager’s Role
Live demo
Q & A

10. myPerformance – Set Direction
Employee’s Role
Clarify organizational goals and your individual contribution
Draft 4-6 SMART goals for the year that are based on your role/job description and organizational goals
Draft development goals to close any skill gaps
Enter goals into the myPerformance goal plans
Meet with your supervisor to mutually agree on goals and expectations for the year
Manager’s Role
Provide documentation of organizational goals and/or manager/supervisor’s goals
Communicate performance expectations based on the individual’s job description and alignment with department goals
Meet with employee to mutually agree on goals and expectations for the year
Provide input on development goals
Next we have the 2nd Meeting or the Checkpoint meeting with the specific roles for both the manager and employee.
Key items include discussing any priority changes
Progress on goals
Providing/obtaining feedback on things that are going well or areas of concern or development
Questions to think about include:
Is the employee on track for meeting his or her goals?
Is the employee on track with development?
Are there any new issues or areas of concern?

11. Major Responsibilities Professional Development Goals
Types of Goals
Performance Goals
High-priority tasks, projects, or activities that will typically be accomplished during a review period
Align with the organization’s or department’s priorities
Supervisor and employee mutually agree on goals
Will end at some point in time, usually within one review period
Have SMART components
Major Responsibilities
The ongoing essential job requirements and duties that are included in your job description
Without these, the nature of the job would be severely impacted
Typically remain the same as long as the employee stays in the position
Professional Development Goals
Steps that you would like to take to enhance your current or future job-related skills and capabilities
These goals do not count towards your overall performance rating
Should follow the 70, 20, 10 guideline:
70% - On the job experience, stretch assignments
20% - Coaching and feedback from others
10% - Training on technical, interpersonal or leadership skills development
So let’s look at the differences between the types of goals.
Performance Goals typically align with the organization’s or department’s priorities and will be mutually agreed upon between the manager and employee.
Major Responsibilities are essential job duties of the position and without them being completed, the nature of the job would be severely impacted. JHU employees will base them on their job descriptions. For JHHS employees, they will be imported from your job description in the system.
Professional development goals are those things that you would like to do to enhance your current job or help prepare you for future positions.

12. SMART Goal Components
Specific – explicitly shows the who, what, why, when, and where details
Measurable – includes an amount, number, extent, size, or frequency
Attainable – complex enough to be challenging, but also realistic enough to be within reach
Relevant – related or linked to the essential tasks or functions of the position
Timely (Time Bound) – tied to a deadline or targeted time of completion
Here is more detailed information for each part of the acronym.
Read through - the most important components here are the measurable and the time bound pieces. Typically when you start your goal with an action verb and include the measureable and time bound pieces you will have covered all of the other components.

13. Goals will automatically transfer to the Performance Form
myPerformance Goals
Two Goal Plans:
FY18 JHU Goals and Major Responsibilities Goal Plan
Set performance goals and expectations through:
Performance Goals
Major Responsibilities
FY18 JHU Professional Development Goal Plan
Set Development Goals
Goals will automatically transfer to the Performance Form
In the myPerformance system, employees will draft goals on Goal Plans. There are three different types of Goals:
Performance Goals
Major Responsibilities
Professional Development Goals
You will enter your performance goals and major responsibilities (JHU only) on the Goal plan – goal + major responsibilities = 100% weighting on the goal plan
You will enter your development goals on the development goal plan – you will not need to weight your development goals.
You must have at least one of each type
All of your goals should have SMART components
The goals will automatically transfer over to the Performance Form, where you will be documenting your progress throughout the performance management cycle.
Goals can be updated on either the Goal Plan or Performance Form and the other document will be updated,
(Goal plans allow employees to copy all or some of their goals from year to year without having to retype the information. They can then be updated.)

14. Entering Your Goals in myPerformance
Live Demo

15. In Conclusion Process flow:
Employee starts the process by drafting 4-6 goals in myPerformance that are related to day-to-day activities, plans or projects, and professional development
Supervisor and employee meet to mutually agree on goals and performance expectations
Finalize goals and update periodically, if priorities change 15

16. Resources Resources on the myPerformance homepage:
Quick Reference Guides – Establishing Goals (for Employees), Establishing Goals (for Managers)
Online Course – Developing Your Goals -
Additional Resources – TMOD website -
Process Questions:
HR Representative for your area or Anne Moore -
Technical Issues:
Nina O’Hanlon - 16

17. Q&A We’re going to open the phone lines now!
There will be a slight pause, and then a recorded voice will provide instructions on how to ask questions over this conference call line.
We’ll be answering questions in the order that we receive them.
We’ll also be answering the questions that were ed to us during the presentation.
If there’s a question that we can’t answer, we’ll do some research after this session, and then the answer to all participants. 17

18. Thank You! Thank you for participating!
We would love to hear from you.
Are there certain topics that you would like us to cover in future FastFacts sessions?
Would you like to be a FastFacts presenter?
Please us at: 18

19. Survey
Before we close, please take the time to complete a short survey.
Your feedback will help us as we plan future FastFacts sessions.
Click this link to access the survey…
Thanks again! 19