WEBVTT - https://subtitletools.com 00:00:12.303 --> 00:00:14.723 -non-represented UCI employees. 00:00:15.598 --> 00:00:16.850 Please watch and listen carefully-- 00:00:16.933 --> 00:00:20.770 -to learn how to set performance goals as part of ACHIEVE- 00:00:20.770 --> 00:00:25.316 -the new staff performance program implemented in July 2017. 00:00:25.859 --> 00:00:27.861 The critical foundation of ACHIEVE- 00:00:27.861 --> 00:00:30.363 - is the development of employee performance goals- 00:00:30.363 --> 00:00:33.241 -that align with UCI’s strategic goals. 00:00:33.241 --> 00:00:36.077 Individual employee performance contributions- 00:00:36.077 --> 00:00:39.122 -help accomplish organizational business objectives- 00:00:39.122 --> 00:00:41.082 -that drive business results. 00:00:41.541 --> 00:00:44.085 Managers translate the organization’s business- 00:00:44.085 --> 00:00:45.920 -objectives and performance standards- 00:00:45.920 --> 00:00:48.882 -into individual employee goals and expectations. 00:00:49.424 --> 00:00:51.926 Employees should collaborate with their managers- 00:00:51.926 --> 00:00:53.762 -to define their performance goals- 00:00:53.762 --> 00:00:56.848 -and take active ownership to  achieve those goals. 00:00:57.599 --> 00:00:59.142 In today’s rapidly changing- 00:00:59.142 --> 00:01:02.312 -and increasingly complex UCI work environment, 00:01:02.312 --> 00:01:05.273 -performance goals must be agile and adaptable. 00:01:05.648 --> 00:01:08.234 Employees and managers should continuously update, 00:01:08.234 --> 00:01:11.321 -modify, archive and add new performance goals. 00:01:11.780 --> 00:01:14.240 To develop goals for new employees, managers will schedule- 00:01:14.240 --> 00:01:16.201 -a goal setting meeting with each employee- 00:01:16.201 --> 00:01:18.119 -using the following steps: 00:01:18.578 --> 00:01:19.329 Step 1, 00:01:19.329 --> 00:01:23.416 -the manager prepares to discuss the following with each new employee: 00:01:23.750 --> 00:01:25.835 UCI’s strategic plan- 00:01:25.835 --> 00:01:28.379 -and how this has cascaded to their school, 00:01:28.421 --> 00:01:30.882 division, or department’s strategic plan- 00:01:30.882 --> 00:01:33.593 -so that the manager can explain how each employee’s job- 00:01:33.593 --> 00:01:35.678 -contributes to the organization. 00:01:36.262 --> 00:01:39.891 How the employee’s work impacts both strategic plans. 00:01:40.391 --> 00:01:43.812 Current UC, UCI, higher education, 00:01:43.812 --> 00:01:46.564 -and other relevant issues, events, or initiatives- 00:01:46.564 --> 00:01:49.776 -that should be considered in planning the employee’s goals. 00:01:49.901 --> 00:01:52.237 A list of potential employee goals, 00:01:52.237 --> 00:01:54.739 -to help start the discussion if needed. 00:01:54.739 --> 00:01:55.782 Step 2- 00:01:55.782 --> 00:01:58.368 -the manager meets with each new employee to discuss- 00:01:58.409 --> 00:02:00.662 -the items identified in step one. 00:02:00.995 --> 00:02:01.996 Step 3- 00:02:02.205 --> 00:02:04.707 -the manager and employee brainstorm together- 00:02:04.707 --> 00:02:07.544 -to identify the employee’s performance goals. 00:02:07.877 --> 00:02:12.257 Goals are job responsibilities related to key tasks and projects, 00:02:12.382 --> 00:02:15.677 -and may include special projects and stretch goals. 00:02:15.677 --> 00:02:18.054 The manager may share their prepared potential- 00:02:18.054 --> 00:02:19.722 -goals list as needed. 00:02:20.098 --> 00:02:23.143 Depending on the complexity and duration of each goal, 00:02:23.143 --> 00:02:24.727 -it is recommended that employees- 00:02:24.727 --> 00:02:28.648 -have between one and five performance goals at any one time. 00:02:29.190 --> 00:02:32.735 Medical center employees will enter their three individual-- 00:02:32.735 --> 00:02:35.697 CEMRP goals in addition to their performance goals. 00:02:36.656 --> 00:02:38.324 Goals should be SMART: 00:02:38.324 --> 00:02:43.204 Specific, Measureable, Attainable, Relevant, and Time-Bound. 00:02:43.204 --> 00:02:45.456 Specific goals are well defined- 00:02:45.456 --> 00:02:49.127 -and understandable to anyone that has a basic knowledge of the goal. 00:02:49.460 --> 00:02:52.380 Measurable goals have clear performance metrics- 00:02:52.422 --> 00:02:55.175 -that will be used to determine when the goal is complete- 00:02:55.175 --> 00:02:57.177 -and what success looks like. 00:02:57.302 --> 00:03:01.890 Attainable goals are achievable within the availability of resources, 00:03:01.890 --> 00:03:03.308 -knowledge and time. 00:03:03.725 --> 00:03:06.019 Relevant goals are worthwhile- 00:03:06.019 --> 00:03:08.855 -timely and align with other efforts/needs. 00:03:09.439 --> 00:03:13.026 Time-Bound means that a due date is required for each goal. 00:03:13.359 --> 00:03:15.403 The due date should be determined based on- 00:03:15.403 --> 00:03:18.823 -an achievable length of time needed to accomplish the goal; 00:03:19.073 --> 00:03:24.579 -or example, three weeks, two months, half a year, two years, etc. 00:03:24.913 --> 00:03:26.664 Lastly, goals are reviewed - 00:03:26.664 --> 00:03:26.706 Lastly, goals are reviewed - -to ensure three points of alignment and connection. 00:03:26.706 --> 00:03:29.876 -to ensure three points of alignment and connection. 00:03:30.043 --> 00:03:31.377 Organization – 00:03:31.377 --> 00:03:34.797 -the employee can clearly see how their goals connect to UCI, 00:03:34.797 --> 00:03:37.717 -school, division, or department goals. 00:03:37.926 --> 00:03:40.803 Horizontal – the employee’s goals connect- 00:03:40.803 --> 00:03:43.139 -and do not conflict across teams. 00:03:43.556 --> 00:03:44.349 Vertical – 00:03:44.349 --> 00:03:47.227 -the employee’s goals connect to and do not conflict- 00:03:47.227 --> 00:03:49.062 -with their manager’s goals. 00:03:49.646 --> 00:03:50.730 Step 4, 00:03:51.022 --> 00:03:54.776 -goals are entered into the new ACHIEVEonline performance system. 00:03:55.151 --> 00:03:57.070 After goals have been determined, 00:03:57.070 --> 00:04:00.156 -employees and managers will continuously update, 00:04:00.156 --> 00:04:02.951 -modify, archive and add new goals. 00:04:02.951 --> 00:04:05.411 Along with continuous performance feedback- 00:04:05.411 --> 00:04:07.705 - provided at each check-in, 00:04:07.705 --> 00:04:10.124 -employees will gain a better understanding- 00:04:10.124 --> 00:04:13.002 -of how their work connects to the boarder organization- 00:04:13.002 --> 00:04:15.838 -and how they contribute to UCI’s growth. 00:04:16.673 --> 00:04:18.258 To learn more about ACHIEVE, 00:04:18.258 --> 00:04:19.175 -please visit: 00:04:19.259 --> 00:04:26.057 hr.uci.edu/partnership/ performance.