Setting Goals A Performance Management Process for All Colleagues February, 2017

Reflection

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“To be effective and yield results for your business, performance management must be a year-round

process with no end.”

Teala Wilson

©2016 Trinity Health - Livonia, MI

Welcome

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• This session is 10 minutes

Purpose & Objectives

Objectives: At the end of this session, you will be able to: • Identify the Performance Management Process • Define SMART Goals • Reference People-Centered 2020 strategic items for goal

alignment • Write SMART goals in Workday

Purpose/Goal of this session: • Enable you to set and align goals

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…an opportunity for you and your manager to plan how what you do connects to our People-Centered 2020 Strategic Plan.

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Setting Goals is…

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Setting Goals

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Recommended that each colleague have a minimum of two (2) check-in’s per annual evaluation year

• Setting goals is part of The Performance Management Process.

• The process begins with goal cascade alignment.

• Our entire organization will use this process.

Performance Management Process

Setting Goals

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• Meet with your manager to discuss your goals. • Determine if your manager will cascade goals to you.

• Discuss the amount of goals you should have, and the weight of each one.

• Your goals must total a weight of 100%.

• Align your goals with the People-Centered 2020 Strategic Plan.

• Enter your goals in Workday.

Manager

ROLE:

Cascade Goal(s)

Colleague

Enter Goal(s)

Colleague & Manager

Discuss Goals Alignment

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How should you write goals?

SMART is an acronym used to make sure your goals are as effective as they can be.

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Write Your Goals the SMART Way

S M A R T

Specific: Be clear about what is to be done.

Measurable: How will you prove or demonstrate the goal?

Attainable: Is it realistic and within reach?

Relevant: Is it within the scope and aligned to an organizational goal?

Time Bound: Do we know when it must be done?

SMART goals have been found to be a very effective method of motivating colleagues to perform at peak levels.

©2016 Trinity Health - Livonia, MI

• Reduce hospital acquired infections by increasing handwashing from 75% to 98% by June 30th

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Example of a SMART Goal

S

M

A

R

T

Specific: Be clear about what is to be done.

Measurable: How will you prove or demonstrate the goal?

Attainable: Is it realistic and within reach?

Relevant: Is it within the scope and aligned to an organizational goal?

Time Bound: Do we know when it must be done?

©2016 Trinity Health - Livonia, MI

• Set a few key goals (no more than 5). • Don’t be excessive. Reduce the list down to essential

goals only. • Research shows too many goals can actually lower

performance. • Include both long-term and short term goals in the

mix.

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Limit Your Number of Goals

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Write SMART Goals in Workday

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1. Log into Workday

2. Click the Performance worklet

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Setting Goals

3. In the View column, click Goals

4. Click Edit

5. Click Add

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Setting Goals Amy Lafayette (3000096)

6. Type your SMART Goal (to reflect an area of the People-Centered 2020 Strategic Plan)

7. Select only one People-Centered 2020 Category that best aligns with your SMART goal

8. Select a Status (Completed, In Progress, Not Started, Not Applicable)

SCREEN CONTINUES NEXT PAGE

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Setting Goals

9. Type the Weight of the goal. Goals should equal a total of 100% collectively (for example, if you have a total of three goals, they should total a weight of 100%. One could equal 20%, one could equal 40%, and one could equal 40%)

10.Select a Due Date 11.Click + and type milestones that apply to

the goal (you may not have a milestone to add until you have achieved a task related to your goal)

12.Click Done

Setting Goals

End of Process: Next Steps WHEN YOU HAVE ENTERED YOUR GOALS:

Manager receives a notification in their Inbox

Manager will review, edit or approve the goal

Colleague and Manager continue the Performance Process with Check-In meetings

SMART Goals Example: Reduce hospital acquired infections by increasing handwashing from 75% to 98% by June 30th

S

M

A

R

T

Specific: Be clear about what is to be done.

Measurable: How will you prove or demonstrate the goal?

Attainable: Is it realistic and within reach?

Relevant: Is it within the scope and aligned to an organizational goal?

Time Bound: Do we know when it must be done?

Resources

Workday help Website: http://workday.trinity-health.org

Trinity Health Strategic Plan: http://intranet.trinity-health.org/web/strategic-planning/documents

HealthStream: for more information about innovation and performance excellence tools search for the following course: TH - Innovation and Performance Excellence Introduction.

Please contact your local HR and/or Talent Management team for questions regarding performance management.