… September 17, 2013
Performance GPS Update – Associates Ask how to Complete Self Review with Unclear
Objectives
In our recent Performance GPS Refresher Classes, many associates asked how they should respond to
unclear Performance Objectives in their current 2013 Self Review. To help them understand the best
way to comment and rate those objectives, we first wanted to explain what improvements we want for
our future objectives. We hoped this would inform how to best respond to current unclear objectives.
Where are we in our growth towards SMART Goals/Objectives?
CSM is in the process of improving its objective/goal writing for associates’ performance plans.
Eventually, as an organization we want to have all of the performance plan objectives written
according to the SMART guidelines (which are available on the Performance Management Resource
Page in both PowerPoint and Word document form).
Currently, we do a very good job of showing Relevance, and the Performance GPS system drives some
of the time-bound aspect by requiring a start and end date for each objective. We recognize that effort
still needs to be made to shift from listing organizational or department goals in an individual’s
Performance Goal Plan. While each performance objective should connect back to the organizational
or departmental goals, what is written in the individual associate’s Performance Goal Plan should be
specific to and attainable by that specific individual. Additionally, the measurement criteria for
department- and organization-wide goals might already be defined, but what is measured for each
individual associate’s success may be something altogether different.
How are we going to improve this? What is the expectation?
We will not improve our Personal Performance Objective writing overnight. And neither will we
achieve it through training classes alone. The work is engagement and creativity between the manager
and their associates. The payoff is clear direction, more robust and associate-specific review writing, as
well as more clear achievement of successes.
What is my part as an associate for my 2014 objectives and going forward?
Your action as an associate is to respectfully ask for clarification on your objectives from your manager
or to re-write them as SMART objectives if your manager would prefer you bring your expertise to
them. No matter which approach is used, there should be clear agreement on what the objective
means and what actions you are expected to take based on those objectives.
How do I address my 2013 objectives in my Self-Review? Do I re-write those?
There should be no revision of your 2013 Performance Objectives at this time. If a Performance
Objective on your 2013 Plan is not specific, or is not attainable by you as an individual, the advice is
simple. In the comment box, list the actions you did take towards helping the department or
organization to meet the written objective. Address only those things within your influence and rate
yourself by comparing what you “could do” or what you were “asked to do” against what you “actually
did.” If there is an objective you have no idea how to address, send it to your manager in an email and
ask their advice. Worst case if it cannot be addressed by the time your Self-Review is due, leave it blank
and you can discuss it during your annual review meeting.