Goal setting

Annually, an employee and manager partner to establish career goals.

  1. Short term goals range from months to a couple of years; long term goals are projected three or more years into the future;
  2. Goals should be documented on the "Career Development" tab in the My Profile section of Talent@VCU.

  3. Goals may reflect:

    • an employee’s interest in developing in their current job  (Emerging, Proficient, Accomplished, Expert);
    • an employee’s interest in moving to a higher level job title in their job series (1,2,3 and Senior 1,2,3);
    • an employee’s interest in moving to a different job title or job family
    • an employee’s interest in moving from individual contributor to a management or leadership role;
    • an employee’s interest in switching to a completely different career.
  4. Goals should be S.M.A.R.T.:

    • Specific
    • Measurable
    • Achievable
    • Results-focused, and
    • Timebound

  5. Career development goals should also represent an employee’s aspirations. At least one career development goal should connect to the goals in the employee’s performance plan.
  6. Goals are documented on the Career Development tab in the My Profile section of Talent@VCU.

  7. Employees are encouraged to review progress towards their career development goals with their managers on a quarterly basis.

While it is important for employees and their managers to dedicate meeting time for career goal discussions, these conversations may also occur in the course of everyday interactions. Managers are encouraged to notice and explore with employees their interests, competencies, and skills at any time, and reflect with employees their application and implication for career goals and planning.