Human Resources

Goal/Development Reviews 


The review process is a collaborative effort between the employee and their supervisor. The employee and their supervisor will each have an opportunity to discuss previously created goals, including what successes and setbacks may have occurred as well as an opportunity to look ahead and create goals that align with the overall strategic goals of the department and the college. 

Employees should have 3 or more specific goals each review period. Typically the review process occurs once a year, however, HR recommends the review process occurs twice a year. This allows employees and supervisors the opportunity to more frequently assess progress towards goals.

Goals should not be basic job duties as expected in your role. Instead, they should be goals that you are expected to accomplish in addition to basic daily tasks. 

Part 1: Looking Back

This is where you will enter the goals that were agreed upon in your previous Goal/Development review. You and your supervisor will meet to review your progress including specific achievements, milestones met and challenges along the way. Both the self assessment and the supervisor assessment should clearly indicate whether or not the goal was met or partially met. 

Part 2: Looking Ahead

This is where you and your supervisor will collaboratively create your new goals for the upcoming review period. Goals should state how they contribute to your development as well as the strategic goals of the college.

To help ensure that your goals are specific, measurable, and attainable within a certain time frame, you will need to set parameters. This approach eliminates generalities and guesswork, sets a clear timeline, and makes it easier to track your progress and identify milestones and opportunities. 

Use the SMART method to guide you in the creation of your goals: 

S: Specific 

In order for a goal to be effective, it needs to be specific. A specific goal answers questions like: What needs to be accomplished? Who's responsible for it? What steps need to be taken to achieve it? 

M: Measurable 

Specificity is a solid start, but quantifying your goals (that is, making sure they're measurable) makes it easier to track progress and know when you've reached the finish line. 

A: Achievable 

This is the point in the process when you give yourself a serious reality check. Goals should be realistic. Ask yourself: is your objective something you can reasonably accomplish? 

R: Relevant 

Here's where you need to think about the big picture. Why are you setting the goal that you're setting? How does it align with your department's priorities and the college's values? 

T: Time-bound 

To properly measure success, you and your supervisor need to be on the same page about when a goal has been reached. What's your time frame? When will your goal be considered finished? 

Part 3: Overall Assessment

In this section your supervisor will provide feedback about your overall job performance during the review period. Comments may include recognition as well as reinforcement of expectations. These comments should refer to specifics of job performance. Generalities without specific examples should be avoided, such as “great job this year”, or “not meeting expectations”. 

Goal/Development Review form:

2023 Goal/Development Review form

Submit your completed Goal/Development Review form here:

Upload your completed form to Etrieve