Achieve Together creates opportunities for flexibility and organizational alignment around goal setting. When organizations coordinate and communicate objectives, goals, strategies, and plans to drive success, individuals have clearer expectations, and greater potential to be engaged and performance driven.
What goal setting methods do we use at UC Berkeley?
Organizations have choice in guiding their individual contributors to set goals that support the strategy. Leaders and managers know the best ways to engage teams on how to develop clear individual goals that map to the organization’s broader strategy.
Given the immense varieties of team strategies at UC Berkeley, goals can be developed in a variety of ways. Please review these considerations and recommended models when deciding how goals will be set for individuals.
Some units use the OKR (Outcomes and Key Results) method for structured organizational alignment.
Some use SMART criteria (Specific, Measurable, Actionable, Relevant, and Time-Bound) at the individual level and OKRs, KPIs, or other measures at the organizational level.
The University of California system utilizes the SMART criteria.
What’s most important in developing individual goals is that they are...
Measurable - how will we know when it is accomplished? How will it be measured, through qualitative or quantitative indicators?
Actionable - what are the actions the employee will take to make progress on this goal in the agreed upon timeframe? Does the employee have control over the outcome?
Tied to organizational priorities
What types of goals are included?
One professional development goal:
- New skills, knowledge, or experiences in support of individual growth
2-4 goals will including one or more of the following types:
Key job responsibilities
Special projects or initiatives
UCB contribution such as committee service, mentoring, community of practice, etc.
How often do we revisit goals?
Goals with any length of time allow for a more agile workforce. At any time, employees should have 3-5 goals. Individual goals can now be set for any length of time (1 month, 4 months, 2-years, etc.). Here are some examples:
For those with goals lasting 1-4 months, check-ins create the opportunity to reflect on what/how results were achieved, with future goal-planning as the next step.
For those with goals lasting over multiple check-in periods (such as 1-2 years), check-ins can serve as mile markers on their goal completion journey, focused on what/how results are being achieved through this longer-form of planning.
How are goals documented?
Though goals should be developed collaboratively, managers are responsible for entering 2-5 goals for their direct reports in the Achieve Together check-in form.
Goal progress is documented and future goals are planned during check-in conversations. This includes how you will check in on these through one-on-ones, and what needs to be accomplished between the current check-in conversation, and the next check-in in four months.
What if my goals change between check-ins?
Goals can be revisited at any time – no need to wait for a scheduled Achieve Together check-in. As priorities change, goal updates should be reflected.
How can I access the Achieve Together Check-in Form?
A link to the form will be available beginning June 2020.