JELD-WEN’s PMP: THE GOAL-SETTING PROCESS WHY IS GOAL-SETTING IMPORTANT?
Goal-setting is the foundation of Performance Management and the first phase of the PMP. It is a collaborative process between employees and managers to develop a Goal Plan that:
Allows employees to understand how their contributions and performance fits into the company’s overall strategy.
Emphasizes the importance of holding ourselves accountable for results.
Facilitates productive check-in meetings and mid-year conversations between employees and managers.
GOAL PLANS ARE CREATED IN eCENTRAL.
HOW ARE GOALS SET?
Goal Discussion: Employees and managers will meet to discuss and reach agreement on 3-5 individual performance goals that are most critical for business results over the year. They should discuss work expectations as well as expectations around the behaviors an employee should demonstrate in performing their role. (JELD-WEN’s Company Values) Goal Plans in eCentral: Employees will enter goals into eCentral, at which time managers will review and approve the employee’s goals. Monitoring Progress: Managers and employees should meet regularly throughout the year to monitor progress on goals and discuss any modifications that might be necessary due on a shift in the direction and/or the priorities of the business. Employees should update their Goal Plan as appropriate.
SETTING SMART GOALS Goals clearly define what is expected of employees throughout the year. At JELD-WEN, effective goals meet certain criteria and follow the SMART model. (Specific, Measurable, Attainable, Relevant and Time-bound.) It’s important to begin each goal with an action verb (create; implement, design, establish, oversee, etc…) and ensure they meet the SMART criteria outlined below. SPECIFIC: Is a goal that contains detailed descriptions of defining what you will be doing. Being specific will assist you and your manager in determining and agreeing to the scope of the goal. MEASURABLE: Is a goal that can answer the questions, ”how much?”, “how many?” or “how often?”. By providing measurable details, you and your manager will be able to determine appropriate levels of effort needed to complete the goal. ATTAINABLE: Is a goal that contains details to describe if the goal is achievable. You and your manager will need to decide if knowledge, resources, budgets, time-frames, etc. are in place to support achieving the goal. RELEVANT: Is a goal that represents alignment to support current business initiatives and departmental goals. Your manager will need to ensure the goal is appropriate and relevant to current business initiatives. TIME-BOUND: Is a goal that will specify a time-frame. You and your manager will need to determine if progress can be made toward completing the goal on time.
DO’S AND DON’TS OF GOAL-SETTING
Everyone in the PMP population has a role as an “Employee”. If you have direct reports who are in the PMP population, you have additional responsibilities throughout the process. Below are some tips to consider for both an employee and a manager.
DO
DON’T
When developing your goals, be specific
When developing your goals, don’t use
about the actions you will take and the
words like “better” or “more”; be specific
timeline for completing the goal.
about the standard of performance included in your goal.
Do keep your goal plan current by tracking your progress toward completion of goals
Don’t develop more than 5 performance
and updating your goals based on infor-
goals. 3-5 goals is ideal to create realistic
mation provided by your manager.
Goal Plan.
Do communicate with your manager if you need support in achieving your goals. Ask for feedback on how you are doing.
Don’t forget to reach agreement with your manager on your goals. Talk with your manager if you need clarification on a goal.
ADDITIONAL TIPS FOR MANAGERS
Allow your employees sufficient time to write their SMART goals.
Define quantity, cost, timeliness, and/or quality in each of your employees’ goals
Make sure that the goal is observable. The results need to be evident to you.
Encourage dialogue and be open to what the employee has to say.
Evaluate and re-evaluate progress; conduct feedback discussions throughout the year. Remember to review and approve your employees’ Goal Plans in eCentral!