Setting Goals Together Goal setting can be one of the most satisfying parts of the review process.  The UTH-HSC goal setting process is designed to ensure that you and your employee participate in this activity together.  Mutually Understood Goal Section In this section, you and the employee list goals and/or an improvement plan to increase the employees effectiveness.  These goals can be based upon information discussed in the rating of performance factors, or they may come from the job description.  They may also simply reflect the personal and professional desires of your employee.  These goals can help you and the employee in different ways.  They may be:  Routine Problem Solving Innovative Personal Growth Job Enrichment Describing regular, ongoing activities.  Activities designed to remedy deficiencies.  Describing activities that create or expand capabilities.  Describing activities that enhance professional development  Expanding the current job with different activities. You might want to ask employees to fill in their goals prior to your performance review meetings.  This involves employees and provides them with the opportunity to enrich their jobs.  It may also give you new information about what satisfies and motivates the employee.  Also, if goals are mutually established, your employee is most likely to achieve them.  Writing Effective Goals What makes a good goal statement?  Effective goal statements are specific and measurable and/or related to time.  For example:           Type all departmental correspondence by 5:00 p.m. each work day.  The goals you write should answer these questions:  WHAT specifically do you want to improve or accomplish?  By HOW MANY or HOW MUCH?  By WHEN?   Supporting and Monitoring Goal Achievement As a supervisor, you should provide your employees with the assistance or special resources they need to meet their performance goals.  You might provide employees with:  Equipment, materials, facilities to do the job Additional personnel Authorization for employee to do the job Coaching or training Another important responsibility you hold as a supervisor is to devise a method that lets you and your employees know whether they are meeting your expectations. This will help you stay abreast of the assignment. Your employees are able to gauge their own progress against established criteria.  Employees: You can monitor performance in a number of ways:  You, the employee, or another department can collect performance data Meet face-to-face to review progress Physically check work on a routine basis Gather data at predetermined times Once performance goals are set, you and the employee enter the coaching phase.  This is daily coaching, rewarding and correcting to keep the employee's performance on track.  Employee Comments Section If your employees have comments concerning their performance review, they can include them in comments section or attach a separate sheet of paper.  You may want to provide employees time to think about their ratings before making any written comments.  Signatures Section You and your employee should sign at the bottom of the form.  This says that the performance review has been discussed with the employee.