65Goals in this section can be used with managers and
supervisors responsible for performance management
and appraisal.Setting Performance Goals
■Meet with all reports to discuss and negotiate annual
performance goals.
■Set performance goals with employees in compliance
with the company format.
■Prepare employees for the goal-setting process to
ensure that they can be equal participants.
■Inform all employees of major work-unit goals prior to
the process of setting individual goals.
■Ensure that all reports understand their major job
responsibilities, as indicated by favorable survey results.
■Set goals that take into account individual strengths
and weaknesses.
■Modify goals throughout the year in response to
changes in work-unit priorities.
■Ensure that goals are in place for each employee by
January 6th of each year.
■Ensure that goals are directly linked to unit objectives
for the year.Communicating About Performance
■Develop a method for staying informed about progress
toward goals and barriers to achieving goals.
■Provide monthly feedback to employees about ways to
improve performance.
■Inform human resources of any possible performance
problems that may require their involvement, at least
one month before intervention is required.Managing Performance
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