Step One

Performance Management Planning and Goal Setting

Contents
Overview of the Performance Management Process...................................................1
What is the Planning and Goal Setting Process?.........................................................2
Why is Planning and Goal Setting Important?............................................................2
What are the main steps?........................................................................................... 2
Key Considerations and Tips....................................................................................... 2
Preparing for Planning and Goal Setting Employee..................................................4
Preparing for Planning and Goal Setting Supervisor................................................4
More Resources.......................................................................................................... 5
Overview of the Performance Management Process
Performance management is intended to be an on-going process. For University
Libraries, the process has four steps.

Step
Step
Step
Step

one: performance planning and establishing goals / August

two: providing coaching and feedback / November
three: providing coaching and feedback / March
four: completing an annual review / July

Through the performance management process, we intend to establish an even

higher performance culture and instill even more commitment to The Ohio State
University.
Why do we have performance management?

Coach, guide, develop and evaluate performance

Evaluate performance fairly and consistently across the Libraries
Provide verbal and written recognition of accomplishments
Align expectations and behaviors
o with the Libraries Strategic Themes
o with University goals
o with University values

Plan for the future

Rewards: monetary, professional development and new projects opportunities
Optimize human resources and increase productivity
Set goals and support professional development
Documentation for business purposes

What is the Planning and Goal Setting Process?

Planning and Goal Setting is the processes of establishing clear understanding of:
University Values
University Goals
Libraries Strategic themes
The new performance management process
o Steps
o Timelines
o Available resources
Why

is Planning and Goal Setting Important?

It sets agreed upon goals and performance expectations
It creates an understanding of what support the employee needs
It provides a listing of what support can be provided
It guides how the job is accomplished
It describes how the results will be evaluated

What are the main steps?

Review the performance management materials

Understand the new process
Create at least 3 SMART performance related goals
Performance goals may include special projects, areas to focus on, or areas
improvement
Tie them to OSUL strategic themes
Create 2 SMART developmental goals
Note the desired results
Complete the Step One Form
o Original stays with supervisor
o Copy to employee
o Copy to AD

Key Considerations and Tips

Establish Major Position Responsibilities Expectations

For many positions, the supervisor and direct report know the major
position responsibilities and the expectations for them. However, its
always good to make sure you both have the same understanding. The
information below can be used to help assure that both understand the
major position responsibilities and the performance expectations for
them.
Use your position descriptions critical job functions and list. What
function does your job provide to the libraries and the constituents? Is
it administrative support, technical assistance, customer service,
supervision, housekeeping services, and/or project management, etc.?
List all major functions:

And then, consider who is served by this position? Is it students,

faculty, staff, parents, vendors, and/or public agencies, etc.?
List all major constituents:

Once the above is completed, identify the key tasks that are needed to
deliver the major position responsibilities and standards of
performance for each task. Some tasks may require more than one
standard. Some standards may not apply to all tasks.
Standard(s) associated with tasks may include quality, quantity,
timeliness, cost.

Setting Goals
Use the SMART method to set Individual goals and align them with University
goals, University Libraries strategic themes /or the employees career
aspirations. If youre unclear about goal setting and relating it to OSUL
strategic themes, check with your supervisor or AD.
o Specific focus on specific results that are easily identified when they
are achieved and when they are not
o Measurable include times, quality, quantity oriented
o Action-Oriented make it challenging
o Realistic assure that its attainable
o Time-Bound provide deadline or timeline
Preparing for Planning and Goal Setting Employee

Use the performance management Step One resources for more

information.
Review the University goals, values and the Libraries strategic themes.
Review your previous goals:
o Where have you made improvements?
o What have been your major achievements?
o Where could you continue to improve, and how?
Look ahead and ask yourself, In the coming year
o How can I continue to support the strategic themes?
o How can I continue to achieve desired results?
o What would I like to learn?
o How can my supervisor help me be more successful?
o What resources do I need to do my job better?
o What responsibilities would I like to take on?
Review your previous performance evaluation.
o What expertise and areas of excellence can you leverage and
emphasize?
o Where could you continue to improve?
Preparing for Planning and Goal Setting Supervisor

Use the performance management Step One resources as

necessary.
Review and understand the new performance management
process.
Review the employees job description consider its accuracy.
Review the employees attendance record does it accurately reflect
what occurred and are there any concerns?
Review the University goals, values and the Libraries strategic themes.

Review any previous performance standards, if appropriate.

Review prior goals.
Determine areas of excellence and plan to discuss these.
Determine areas for improvement and develop specific suggestions.
Reflect on the University goals, values and the Libraries strategic
themes.
Consider how the employees responsibilities support /align with the
themes.
Develop a list of suggested activities and goals.
Consider employee development opportunities / training to the support
the activities.
Develop a list of questions to engage your employee in the discussion.
For example:
o Do you understand the new process?
o Do you understand the University goals, values and the Libraries
strategic themes?

What do you like best about your job? Least?

What do you think are your strengths? Areas for improvement?
Considering last years accomplishments, how can we continue
to leverage these and assure theyre aligned to the strategic
themes?
o Considering last years improvement areas, how can we work
together to address them?
o How can I help you optimize your performance?
o Is there anything that gets in the way of your performance?
o What would you like to learn?
Give your employee advance, personal notice of the planning meeting.
Give your employee the Preparing for the Planning Meeting
checklist above to help prepare.
Remind your employee of the value of reviews to both of you.
o
o
o

During the Planning and Goal Setting meeting, use Step One Planning and
Goal Setting form to document the conversation. Sign, and copy to employee
and supervisory files. Since one objective of the performance management
process is to align individual goals to the strategic themes, forward to the AD
for approval.
More Resources
Performance Management tip sheet
Preparing for the Planning Conversation tip sheet
Goal Setting tip sheet
Frequently Asked Questions tip sheet
Performance Planning conversation guide