These resources are intended for members of the OSU IT/Controller's Unit Performance Management Pilot. They do not represent current OSU Policy.
Goal, standard and metric development is the fourth step in the Annual Plan Development process.
There are three steps to develop goals, standards and metrics
Performance Goal - specific employee performance expectation.
Development Goal - learning strategy to develop knowledge and skills needed to enable successful execution of Performance Goals.
Performance Standard - performance threshold, requirements or expectations that must be met to successfully execute a specific goal.
Metric - measure used to evaluate performance against the Performance Standard. Two types of metrics:
SMART Goal Writing Process - a process used to draft goals that are specific, measurable, attainable, relevant and timely. Utilizing this process results in goals that clearly define expected performance, the performance standard and relevant metrics.
Integrating performance standards and metrics into goals ensures supervisors and employees share an understanding regarding job expectations and what success looks like. The goals then provide guidance for daily decision-making and action-taking. And they enable ongoing tracking, evaluation and improvement of performance.
Importantly, they set the stage for an ongoing collaboration between the supervisor and employee wherein both people are empowered to contribute to successful performance, make real-time changes and ensure goals are accomplished.
Select Performance Expectations
Write the Performance Goals
Assign Ratings to Performance
Professional Faculty and Classified Employees have slightly different rating scales (see illustrations below).
Each goal developed using the SMART Tool is the performance standard, i.e., the performance required to successfully meet the goal. Hence, the goal is equivalent to the Meets All Expectations rating for Professional Faculty and Performs Requirements for Classified Employees.
Professional Faculty | Classified Employees |
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Use the appropriate rating scale resources to define the other ratings:
The supervisor’s and employee’s shared goal is to ensure the employee has the knowledge, skills and supports necessary to successfully execute the Performance Goals.
The Gap Analysis is adapted from the leadership skill called En-Able, which is taught in the Managers as Leaders and Leadership Collaborative courses.
The En-Able skill is based on the tenet that organizational factors have to be in place to enable successful performance (see En-Able illustration).
Hence, once a Performance Goal is designed, the organizational factors need to be assessed to identify gaps that must be addressed to enable successful performance.
Once those gaps are identified, Development Goals and a Support Plan can be designed to address them.
Use the Gap Analysis Tool to identify gaps in the employee's knowledge, skills and support.
Select Development Goals
Write the Development Goals
Development goals are not rated in the SuccessFactors system.
Next Step: Support Plan