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FastFacts
Feature Presentation
July 14, 2016
To dial in, use this phone number and
participant code…
Phone number: 888-651-5908
Participant code: 182500
To participate via VoIP…
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You must have headphones or
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© 2016 The Johns Hopkins University. All rights reserved.
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Today’s Topic
We’ll be taking a look at…
Completing Goal Setting
in myPerformance
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Today’s Presenter
Anne Moore
Sr. Organizational Effectiveness Consultant
Organization Development and Effectiveness
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Session Segments
Presentation
Anne Moore will provide an overview and address questions
about completing goal setting using myPerformance.
During the overview, your phone will be muted.
Q&A
After the brief overview, we’ll hold a Q&A session.
We’ll open up the phone lines, and you’ll be able to ask
questions.
Anne will answer as many of your questions as time allows.
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Contact Us
If you would like to submit a question during the presentation or if
you’re having technical difficulties, you can email us at:
[email protected]
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Survey
Survey
At the end of this FastFacts session, we’ll ask you to complete a
short survey.
Your honest comments will help us to enhance and improve
future FastFacts sessions.
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How To View Full Screen
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Completing Goal Setting
in myPerformance
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Agenda
Review the Goal Setting Process:
Employee’s Role
Manager’s Role
Updates to the FY17 Goal Plan
Live demo of the myPerformance form
Q&A
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myPerformance – Set Direction
Employee’s Role
Clarify organizational goals and
your individual contribution
Draft SMART goals for the year
that are based on your role/job
description and organizational
goals
Draft development goals to
close any skill gaps
Enter goals into the
myPerformance goal plans
Meet with your supervisor to
mutually agree on goals and
expectations for the year
Manager’s Role
Provide documentation of
organizational goals and/or
manager/supervisor’s goals
Communicate performance
expectations based on the
individual’s job description and
alignment with department
goals
Meet with employee to
mutually agree on goals and
expectations for the year
Provide input on development
goals
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Types of Goals
Performance Goals
• High-priority tasks, projects, or
activities that will typically be
accomplished during a review
period
• Align with the organization’s or
department’s priorities
• Supervisor and employee
mutually agree on goals
• Will end at some point in time,
usually within one review period
• Have SMART components
Major Responsibilities
• The ongoing essential job
requirements and duties that are
included in your job description
• Without these, the nature of the
job would be severely impacted
• Typically remain the same as
long as the employee stays in
the position
• Have SMART components
Professional
Development Goals
• Steps that you would like to take
to enhance your current or
future job-related skills and
capabilities
• These goals do not count
towards your overall
performance rating
• Should follow the 70, 20, 10
guideline:
• 70% - On the job experience,
stretch assignments
• 20% - Coaching and feedback
from others
• 10% - Training on technical,
interpersonal or leadership
skills development
• Have SMART components
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SMART Goal Components
Specific – explicitly shows the who, what, why, when, and
where details
Measurable – includes an amount, number, extent, size, or
frequency
Attainable – complex enough to be challenging, but also
realistic enough to be within reach
Relevant – related or linked to the essential tasks or functions
of the position
Timely (Time Bound) – tied to a deadline or targeted time of
completion
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myPerformance Goals
Two Goal Plans:
FY JHU Goals and Major Responsibilities Goal Plan
Set performance goals and expectations through:
– Performance Goals
– Major Responsibilities
FY JHU Professional Development Goal Plan
– Set Development Goals
Goals will automatically transfer to the Performance Form
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What’s New?
Goal Plan FY16
Included:
Visibility
Category
Goal Name *
Goal Description *
Aligned with
Weight *
Start Date
Due Date *
% Complete
Status
Tasks
Goal Plan FY17
Includes:
Visibility
Category
Goal Name *
Weight
Start Date
Due Date
Tasks
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Documenting Your Progress in
myPerformance
Live Demo
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In Conclusion
Process flow:
Employee starts the process by drafting goals in myPerformance
that are related to day-to-day activities, plans or projects, and
professional development
Supervisor and employee meet to mutually agree on goals and
performance expectations
Finalize goals and update periodically, if priorities change
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Resources
Resources on the myPerformance homepage:
Quick Reference Guides – Establishing Goals (for Employees),
Establishing Goals (for Managers)
Show Me Demonstrations – Entering Goals
Online Course – Introduction to myPerformance
Process Questions:
HR Representative for your area or Anne Moore - [email protected]
Technical Issues:
Nina O’Hanlon - [email protected]
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Q&A
We’re going to open the phone lines now!
There will be a slight pause, and then a recorded voice will provide
instructions on how to ask questions over this conference call line.
We’ll be answering questions in the order that we receive them.
We’ll also be answering the questions that were emailed to us
during the presentation.
If there’s a question that we can’t answer, we’ll do some research
after this session, and then email the answer to all participants.
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Thank You!
Thank you for participating!
We would love to hear from you.
Are there certain topics that you would like us to cover in future
FastFacts sessions?
Would you like to be a FastFacts presenter?
Please email us at: [email protected]
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Survey
Before we close, please take the time to complete a short survey.
Your feedback will help us as we plan future FastFacts sessions.
Click this link to access the survey…
http://connect.johnshopkins.edu/fastfactssurvey/
Thanks again!