The key underpinning to effective performance management is the development of employee performance goals that align with UC Berkeley’s strategic goals and mission. Individual employee performance contributions help accomplish organizational objectives that support the teaching, research and public service mission of the university. It is the responsibility of the manager to translate the organization’s objectives and performance standards in order to collaborate with their staff to create individual employee goals and opportunities. Employee’s should partner with their managers to define, plan, monitor and review their performance goals as well as take active ownership to achieve those goals. In the increasingly complex UC Berkeley work environment, performance goals must be agile and adaptable. Employees and managers should continuously check-in regarding goals and add, update, and modify performance goals as a part of those meetings.
Unlike the goal-setting of the past, setting goals is intended to be a management tool, not an employee evaluation tool. Goals are no longer the primary merit determinate and employees should feel free to set ambitious goals.