PMP FAQs | Goal Setting FAQs
What is the purpose of the Performance Management Program (PMP)?Yeshiva University has committed to a Performance Management Program whose purpose is to align the achievements and personal growth of employees with the University’s mission and goals. The Program is part of a University-wide comprehensive effort that also includes:
Why do we have to participate in a Performance Management Program now, since we did not have to do this before?The Performance Management Program is designed to promote communication, accountability and responsibility, all of which are critical to University success and individual accomplishment. The program will help keep employees focused on what matters most in their work, to help them develop the skills they need to meet the changing needs of a department or area, and to celebrate the successes at the end of the review cycle. The program recognizes and encourages high performers to achieve even higher levels of performance and to identify gaps in performance for those that who need to enhance their performance.
How can I obtain a copy of the workshop PowerPoint Presentation?Please e-mail your request to EEDINFO@YU.EDU.
Where can I find a copy of the goals form, the lists of the competencies and the rating criteria?On the Human Resource Website under Performance Management Program www.yu.edu/hr/performance.
Is there a calendar with deadline dates?Yes, we have created a calendar that lists significant program activities and their target completion dates. Please click the PMP Process Calendar for more details.
How will this process work in a short year?With the exception of the “midterm discussion”, we will conduct all elements of the program. We’ve created a calendar that contains the significant program activities and the target completion dates. Please click the PMP Process Calendar for more details.
When is this process expected to begin and by when should the goals be completed?The program was announced on December 3, 2009 and goal setting activities have already started, with a target date for the completion of goals by January 31, 2010. You can learn about other significant program activities and their target completions dates by consulting the PMP Process Calendar. If you haven’t set goals yet, please work to do so quickly by beginning the process with your supervisor.
Who is included in the Performance Management Program?Program participants include full-time and part-time non-faculty and non-union represented staff. Faculty members who manage staff must also learn about the program so they can effectively perform their responsibilities as rating managers. If you need more specific information about your status, please contact us at EEDINFO@YU.EDU. If I am a faculty member supervising non represented staff what is my role in the performance management program?While you are not rated through this program, faculty members who have supervisory responsibility for non-represented staff will be responsible for conducting all of the typical managerial responsibilities required by the Performance Management Program. This includes guidance and assistance in setting goals, providing ongoing performance feedback, evaluating and rating the employee's performance and conducting the review discussion.
Should the finalized goals be sent to Human Resources?No. The finalized goals form is a working document and both you and your manager should retain a copy. You should monitor your progress against these goals on a regular basis. We are moving over to a web-based system (Softscape) in the early spring of 2010, which will house this information.
What is Softscape and when will it be available?Softscape is a web-based system that we will use to manage all aspects of the Performance Management Program, including record keeping and communication. We are currently working with the vendor on system implementation, which will be followed by extensive testing. We project that we will be able to begin system training in the early spring of 2010.
You mentioned other training during the workshop. What is next, and when?In addition to providing training in the Softscape program, we will continue to offer training support to the Program, including PMP On-Line Training that will assist staff in understanding the performance management process and provide guidance in goal writing. In the spring of 2010, we will provide web-based programs, as well as workshops, that will assist staff in preparing for the activities that occur at the end of the performance management cycle, including how to write goal outcomes, understanding and using the rating criteria, being an effective leader and/or participant in the performance management discussion and developing a personal development program.
During the goal development process, I understand that the goals I entered into the “Goal Setting Form” are used as the basis for my goal discussion. Do we have something similar for discussing competencies?During the goal setting portion of the performance management cycle, we recommend that, after discussing goals, the manager and staff member use the employee’s competency listing as the basis for discussion. As the competency listings contain definitions for each competency, reviewing the listing identifies the specific behaviors expected of staff. In addition, this discussion will help to ensure an understanding that competencies are a “whole person” approach to performance. That is, as competencies are demonstrated and observed throughout the rating cycle, it is this year long behavior that is the basis for competency ratings.
Should employees be asked to write anything in reference to the competencies?No, nothing further is needed.
What should I do if I report to more than one supervisor?We recognize that this will occur, particularly in areas where staff of one department performs their work at their client department’s location. We are available to you to assist you in clarifying individual or unique circumstances.
What responsibilities does the manager have in this process?
Managers are responsible for ensuring that they work with their direct reports who are participants in the program through all phases of the process. In this initial roll out phase, managers should be providing guidance to their staff by helping them to identify the significant areas in which they should be writing goals, reviewing their employees’ draft goals, and then finalizing the goals and their weights.
Do I have to write goals that are about doing new or different things?
Not necessarily. You start by writing goals for the activities you currently perform. At the start of each performance management rating cycle, your “just completed” goals serve as the starting point for the next cycle’s goals. While you may make some revisions to them (e.g., you might have completed a project or may be starting a new one), unless there have been major changes to your position responsibilities, we would not expect to see major changes in goals. We also encourage all staff to consider inclusion of a personal development goal to help build your skill set…and your future!
Who should set my goals - my manager or me?
Employees should begin the process by creating a draft of their goals. This draft should be shared with your manager and your manager will work with you to finalize your goals and determine their weightings.
I need help in writing my SMART goals. Where can I get help?
We’ve created a number of items to help you. Please click the PMP On-Line Training for help with writing SMART goals.
Once I’ve finalized my goals with my manager, what do I do?
Once you have discussed your finalized goals and their weightings, we recommend that you refer to them often to monitor your progress against your goals. When we launch Softscape, which is the web-based system we will use to manage the performance management process, we will announce a Softscape training program. When you’ve received training, you will then “cut and paste” your goals into the system.
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