Policies and Procedures
Classified Employees
Performance Management Process - Goals and Objectives Instructions
(Revised 10/01/2009)

Supervisors will set goals and objectives for the review period to supplement the performance management factors that will be rated on the Performance Management Process form. Setting goals and objectives for the performance review period is required.

Goals are generally one of the following types:

Operational/Task goal: A goal may clarify a job duty with more specific, measurable or qualitative criteria, e.g. "Answer each email within 1 working day." "Reconcile unit balances by close of business each day."

Performance Improvement goal: A goal may outline specific areas of improvement needed to achieve a rating of "Meets Expectations," e.g. "Improve timeliness by submitting financial report two days after transactions are posted." "No unauthorized absences in the next four weeks."

Developmental goal: A goal may outline specific ways to enhance job skills, e.g. "Improve working knowledge of Excel by attending a workshop within 60 days."

Project goal: A goal may define the desired outcome or milestones to achieve in a project, e.g. "Develop and implement on-line leave reporting system."

Managerial goal: A goal may emphasize specific managerial tasks or characteristics, e.g. "Monitor work assignments by weekly review of project status with staff."

After a goal and objective has been established for the review period, the supervisor completes the Goals and Objectives online. To access the goals and objectives online, log to GUS, click on "Payroll-Personnel Information," then "Classified Employee Performance Management Process." Click on "Manage" under Objectives. The supervisor should describe the goal in detail and should note when the goal and objective will be assessed if it will be assessed before the end of the review period. Click on "Submit" when complete. This will send email notification to the employee.

If using a paper form, the supervisor may now print the goals and objectives with a signature block for the employee to sign. Click on "Manage" and click on "Print This Page."

If using the online process, the employee can now access the goals and objectives online by logging to GUS, click on "Classified Employee Performance Management Process," and click on "View" under Objectives.

The supervisor and employee meet to discuss the goal and objective. If using a paper form, the employee signs the form and the supervisor gives the employee a copy of the form and sends the original to HRS.

New goals and objectives may be established at any time during the review period, and current goals and objectives may be modified during the review period provided that there is at least 30 calendar days before the end of the review period. Each new and/or modified goal should be signed by the supervisor and employee as noted above. Changes or additions to goals and objectives cannot be made less than 30 days before the end of the review period.

When it is time to assess each goal or at the end of the review period, whichever occurs first, the supervisor will:

  • Access the goals and objectives online by logging to GUS, click on "Payroll-Personnel Information," then "Classified Employee Performance Management Process," and click on "Manage" under Objectives.
  • Assess the achievement of each goal and objective. Supervisor comments are required if a goal and objective is "Not Met." Comments for all goals and objectives are encouraged. Employee comments are optional.
  • Click on "Submit" when complete. This will send email notification to the employee.
  • If using the online process, the employee can now view the accessed goals and objectives by logging to GUS, click on "Payroll-Personnel Information," then "Classified Employee Performance Management Process," and click on "Feedback." The employee can add comments in the "Employee Comments" section. Comments can be added now or after meeting with the supervisor. Note: Once the employee clicks "Submit" the employee will not be able to add comments.
  • If using a paper form, the supervisor may now print the goals and objectives with a signature block for the employee to sign. Click on "Manage" under Objectives and click on "Print This Page."
  • Supervisor and Employee meet to discuss the assessed goals and objectives.
  • If using the paper process, the employee signs the goals and objectives assessment after the employee has been given the opportunity to comment. Give the employee a copy of the Objectives form after it has been completed.
  • If using the online process, the employee can now view the assessed goals and objectives by logging to GUS, click on "Payroll-Personnel Information," then "Classified Employee Performance Management Process," and click on "Feedback." The employee can add comments in the "Employee Comments" section. Comments can be added now or after meeting with the supervisor. Note: Once the employee clicks "Submit" the employee will not be able to add comments.
  • Complete the Performance Management Process form at the appropriate time.