Aligning goals

Senior leadership is responsible for developing the university’s strategic priorities that set the direction of the university. After university goals are established, school/division goals are defined to implement university goals. The process is carried further within the departments with the establishment of goals for the individual employee.

When translated into operational terms, the purpose and strategy are expressed as specific, measurable goals and desired results. Employee aligned goals are related, but not identical to the school/division’s and university’s strategic priorities. Having a clear alignment of goals allows everyone to work in support of a larger goal, and helps employees see how their day-to-day activities contribute to the success of the university. Performance goals and competencies are equally important in the employee’s performance review.

Goals can be drafted by the employee, written by the manager, or written jointly. All employee goals are approved and aligned by the manager. It is the manager’s responsibility to provide general guidance on the nature and number (no more than 6 or 7) of employee goals. Before an employee enters goals, a conversation between the employee and the manager is required. During the conversation, the manager shares the relevant university, school/division goals for the year and works with the employee to develop and enter more specific goals using the Talent@VCU software.