When setting goals it is important to set goals within key performance/competency areas. The goals should be aligned with business strategy. If individual goals are not aligned with business strategy, then time and resources are wasted. Low employee engagement can result and may mean that individuals are not performing at their best. The result can be poor evaluation criteria that can lead to mistrust, lower productivity, morale, and a higher attrition. Also, there will be a lack of ability to identify and differentiate top performers from underperformers.
When setting goals and performance for key performance/competency areas it is important that they are:
- Derived from mission, goals and values
- Developed collaboratively, if appropriate
- Descriptive of how a job is to be performed
- Descriptive of fully satisfactory (fully successful) performance
- Measurable/ Reasonable/Attainable
Key Performance/Competency Areas
An important addition to the performance plan documents for FY 16/17 are "Key Performance / Competency Areas". This improvement will allow departments to set goals for employees in critical areas of execution that will help focus our resources to achieve the right business results. Departments will have the ability to add goals within each area. In addition, an "Other Goals" sections in provided so that departments can target other important performance areas.
You can find a list of performance/competency areas below that apply to each employee population. Also note that each performance/competency area will have a pre-populated goal that applies to a specific employee group. The pre-populated goals are not listed below but will be listed on the performance plan document.
Performance Areas/Competencies
Operation and Field/Laborer Employees
Operation and Laborer employees will continue to use the electronic MS Word document. A new document has been created. The new document provides more flexibility to define goals and objectives in key competencies/performance areas.
The new document has at least one pre-populated goal/objective in each performance/competency areas. The supervisor/manager must add goals that are specific to achieve department, division, and/or work-unit business objectives.
Key Performance/Competency Areas for Operation Employees
- Customer Service / Quality Focus
- Integrity and Ethics
- Accountability / Dependability
- Teamwork
- Job Skills and Knowledge
- Equipment Management/Maintenance
- Other (as determined by department)
Key Performance/Competency Areas for Field/Laborer Employees
- Customer Service / Quality Focus
- Integrity and Ethics
- Accountability / Dependability
- Teamwork
- Job Skills and Knowledge
- Equipment Management/Maintenance
- Other (as determined by department)
Administrative, Professional/Technical, Supervisory/Managerial and Executive Level Employees
All employees except Operation and Field/Laborer will use the new NEOGOV Performance Evaluation Module. The module provides
Key Performance/Competency Areas for Administrative Employees
- Customer Service / Quality Focus
- Integrity and Ethics
- Accountability / Dependability
- Teamwork
- Job Skills and Knowledge
- Learning / Continuous Improvement
- Other (as determined by department)
Key Performance/Competency Areas for Professional/Technical Employees
- Customer Service / Quality Focus
- Integrity and Ethics
- Accountability / Dependability
- Teamwork
- Job Skills and Knowledge
- Learning / Continuous Improvement
- Problem Solving / Conceptual Thinking
- Other (as determined by department)
Key Performance/Competency Areas for Supervisory/Managerial employees
- Customer Service / Quality Focus
- Integrity and Ethics
- Accountability / Dependability
- Teamwork
- Learning / Continuous Improvement
- Problem Solving / Conceptual Thinking
- Leadership and Strategic Planning
- People / Resource Management
- Other (as determined by department)
Key Performance/Competency Areas for Executive Employees
- Customer Service / Quality Focus
- Integrity and Ethics
- Accountability / Dependability
- Teamwork
- Learning / Continuous Improvement
- Problem Solving / Conceptual Thinking
- Leadership and Strategic Planning
- People / Resource Management
- Other (as determined by department)