Goals for the year 1

[KENAT]

So there was a thread ( thread731-183432 ) the other day about setting goals for a machinist.

Today I got told I have to set my goals so I was wondering, does anyone else have to set goals as part of their pay revue process and if so any tips for doing so?

Having learned from the experience of others I don't want to list anything that has a lot of aspects outside of my control but that starts to limit the list.

 

[bridgebuster]

We have a stupid system (although I tip my hat to the person who sold this BS to the company): Performance goals and development goals. Performance goals have to be aligned with the group, the office, the district, the company, and the parent company. Before we write a performance goal we have to get all of the other goals.

development goals - we have to pick from a list of 60+ or come up with our own.

So far, I haven't met anyone who takes it seriously.

 

[SylvestreW]

we have a "smart" system.
Specific - Can't say "improve myself"
Measurable - Must have a quatifiable measure of success
Attainable- Can't say "learn to fly"
Realistic - not sure how it's different from A
Timing - must have a date of achievement.

I am very proud of achieving one of my "personal" goals back in 2005 - spending three weeks touring europe.

 

[Heckler]

We have a system that allows us to list the seminars/courses we have taken since our last review. A month before our review we have to file a standard company form that has some standard questions on current projects, and other sucesses. I think it's a good system since it doesn't put any unrealistic pressures to set goals that may not be attainable due to life circumstances.

Heckler
Sr. Mechanical Engineer
SWx 2007 SP 3.0 & Pro/E 2001
XP Pro SP2.0 P4 3.6 GHz, 1GB RAM
NVIDIA Quadro FX 1400
o
_`\(,_
(_)/ (_)

(In reference to David Beckham) "He can't kick with his left foot, he can't tackle, he can't head the ball and he doesn't score many goals. Apart from that, he's all right." -- George Best

 

[MintJulep]

Heck, I put eng-tips as a goal!

"Participate in relevant industry activities, including on-line engineering forua to keep up-to-date with the state of the industry outside of our direct projects."

 

[KENAT]

I was actually wondering if my goal should be spend less work hours on Eng Tips

Thanks for the input guys.

 

[bridgebuster]

SylvestreW:

I'm LMAO! We also use the SMART system.

 

[PSE]

We use a system similar to what bridgebuster and SylvestreW apparently have. Our goals are supposed to support those next up on the ladder. From what I have seen so far, the fact that my manager does not communicate real well and having a position that necessitates responding to the most immediate crisis makes it difficult to generate a solid performance goal. I end up adding "contingencies" as my ability to succeed within a time frame is highly dependent upon the actions of others. Below a manager level, to me, this type of goal setting does not make a lot of sense. When you are not at the managerial or supervisory level, you are a responder. About the only thing you can control is the "efficiency" of your own work.

Regards,

 

[epoisses]

Yep. It's easy. Write them on a piece of paper. Note in your agenda on the 1st Monday of every month: check yearly goals progress. Of course you have to make sure you make some progress on a couple of goals each month, but you can usually squeeze this in your morning programme on the 1st Monday of each month, unless your goal is something very well measureable which is rarely the case. Write down a few words on the status of each action.
At the end of the year you will have an impressive looking series of monthly progress records for every goal. Present this to your boss just before the review. You will almost certainly be the only one to have done so and not made up something quick and dirty at the very last minute. Your boss will inevitably fall in love with you.

 

[TheBlacksmith]

I think the company and personal development goals and SMART have about taken over. Having lead my group in attending cross discipline training, I'm still trying to figure out how to justify a week at the Orvis fly fishing school as (work related) personal development

 

[KENAT]

I can beat the monthly check, we have to send a 'weekly' status report so he's already inundated with my progress!

The problem I'm having is the goals are meant to be measurable. However a lot of the tasks/projects I'm working are dependant on a lot of factors which mean I'm not optimistic they'll actually be completed as currently envisioned this year.

In fact my boss has that problem himself this year which will probably effect his review.

 

[kchayfie]

You could make it a goal to keep track of who what and why your progress is held up on each project. That way the proof that you can be measured against is each and every e-mail you send asking for more info and all the notes of phone calls explaining why the goal posts have been moved again.

And that way, when they come knocking to find out why you haven't finished your projects you can a) show them why its not your fault and b) show them how you are still meeting your personal objectives even if the company goals are on the back burner!

 

[MikeHalloran]

You have to be careful to set goals that anyone can measure, that are achievable in the specified time frame, and that are not dependent on anyone else's performance or lack thereof. If there's money being bandied about, it's worth investing some time in defining said goals.

Last time I participated in such a program, I hit two out of three goals, and got a nice check, almost a year after being downsized. I had forgotten about the program. The money was a most welcome surprise.

Actually, I was astonished that the money didn't just disappear, but there was nothing in the program rules about forfeiture, and the disbursement part of the program was administered by the payroll department. Bless them, payroll people are scrupulous about following the rules as written.



Mike Halloran
Pembroke Pines, FL, USA

 

[bridgebuster]

SylvestreW:

Does your assessment include the 63 competencies?

This year we're going to do mid-year review of goals. I've met one goal. The rest I should write-off because no one above me has established any goals.

Actually, we can get away with just about anything. Most people don't want to be bothered with this crap. So as long as something is submitted, it's good enough. No one really cares.

What I find scary is that the HR manager doesn't know anything about the process.

 

[FOETS]

Just bang them down and forget about them until next year. Your only goal within the year is to come up with explanations, excuses and lies for these fictitious goals while getting on with your real job.

Nobody really gives a hoot anyway. Supervisors would have to be pretty stupid to measure someone on their goals alone as there are so many dynamics in the work environment that cannot be captured in this paper exercise. If any supervisor needs this system to measure performance and talk to their employees then I would say we have a pretty useless supervisor.

HR's main goal is everyone having annual goals, so they achieve this and leave you alone.

Some goals given arent even within my control, but I cant be bothered contesting as its a pointless toothless exercise anyway with no pain or gain at the end. Show me the money and I'll play the system with a grain more enthusiasm and some slam dunk objectives.

 

[mechengdude]

We use the SMART "system" that another refered to. I basically view them as self improvement goals like going to a training class/seminar or a goal that improves the company, like "automate test data reduction using excel and Visual Basic, etc. etc.

If its done correctly, your supervisor/mentor is suppose to buy into your goals so you shouldn't have to worry about putting down something you can't control. It should be part of the supervisors goals to insure his people meet their goals. Also a good goal system allows for editing during the year with management approval.

good luck

 

[JasonG]

I told my supervisor that my goal is to work less and make more money.

 

[MikeHalloran]

Of course it's a silly idea...

BUT You guys are smart enough to 'game' the system, by setting as goals some of the stuff that you'd do anyway.

Do those things, and they give you extra money.

Nothing silly about that.



Mike Halloran
Pembroke Pines, FL, USA

 

[SylvestreW]

Wow, didn't know the "smart" system was so popular. yikes. What's funny is our old company Ops. Man. introduced the entire review system including the SMART goals, etc etc. She quit about a year later, without the review even going through one full cycle (1-yr). Needless to say, it didn't catch on.

We are now back to our original system: "Get your P.Eng and you are doing fine"

 

[cksh]

I worked for one company that wanted us to set our goal by telling them what projects were going to work on that year. How the heck should I know?! The sales guys brought in the projects on a week by week basis.

Currently I had to do a "where do I want to be in five years" type goal. But! That (according to some) is an unreasonable question. So now its 2 years and I had to work out training and a plan to do it. This is considered an attainable goal. Of course I got into attitude mode, as my design engineer job will never change no matter what the title is. And, since I find my job particularly unchallenging, decided to go for broke and told my boss that I wanted his job as a program manager. I even worked out the plan and training to do it. He was actually very receptive! But thats why I like my boss. Too bad we both know that our company never promotes from within like that. The most I can hope for is for them to add 'senior' to my title