Supervisor'S Performance Review Handbook Page 26
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90For Administrators and Select Managers:
HOW TO ESTABLISH PERFORMANCE GOALS
Setting performance goals is the central part of the performance review process for
administrators and select managers. Select managers are those managers whom the
supervisor, department head and/or VP determine have assigned annual key projects which
directly support major College initiatives. The setting of performance goals is a critical time for
the supervisor and employee to assess individual, departmental and college needs for the
upcoming year. In setting performance goals, emphasis should be placed on the college's
strategic plan, improvement of the individual's own performance and accomplishment of
departmental or unit goals. The setting of performance goals is a two-way process, and it is
important that the employee understands the importance of the goals and commits to them.
On the following page is an example of how an administrator position’s duties connect not only
to assigned performance goals, but also to the appropriate Annual Plan Initiative(s).
Even though there may be numerous performance goals that could be set for most positions,
performance goals should be limited to what is most important. Once established, it is important
for a supervisor and employee to discuss the performance goals over the course of the year.
Not only is the feedback important to the employee, but it is also critical to assess if any
changes to the performance goals need to be made due to a change or shift in individual,
departmental or college needs. If there are any changes to the performance goals over the
course of the year, these changes must be noted in an addendum that will be added to the
performance review form.
As a general guideline, strive to set performance goals that are SMART:
•
SPECIFIC - Expectations should describe specific behaviors that are required for the job
performance.
• MEASURABLE - Expectations should allow for goal monitoring and measurement.
• ATTAINABLE - Expectations should be realistic for the employee to achieve and
accomplish.
• RELEVANT - Expectations must be relevant to the requirements of the current position, the
department and the college.
• TRACKABLE - Expectations should be trackable by either the supervisor or the employee to
allow for the monitoring and evaluation of performance levels.
Supervisor’s Performance Review Handbook rev 7/5/12
Page 26
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Parent category: Business