Policies and Procedures
Unclassified Employees
Performance Management Process
for Administrative and Professional Employees
Goals and Objectives
(06/12/2011)


Goals and Objectives Form

Goals and objectives established during the review period can be a very important component of the performance management process.  Setting goals and objectives for the performance review period is encouraged but not 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."

The supervisor should involve the employee in setting goals and objectives.  It is important that the employee understand the goal and objective and know what they need to do to accomplish it.

Goals should be documented in writing.  The HRS Goals and Objectives form available on HRS Forms On-Line may be used, or a different form developed for the position or department may also be used. 

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.  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:

  1. Assess the achievement of each goal and objective. 
  2. Meet with the employee to discuss the assessment.  The employee should have the opportunity to add written comments to the assessment.  The supervisor and employee should sign the document.
  3. Upload all Goals and Objectives forms to the Performance Review Form in GUS.
  4. Complete the Performance Review form at the appropriate time.  Goals and objectives are considered in determining the overall rating for the review period.