Human Resources Guide Document for All Employees

Proper goal setting is foundational for good performance. Managers and employees establish goals as part of the annual evaluation process to agree upon what will be accomplished in the new performance year. Individual goals should support department objectives that are aligned with the overall objectives and mission of the college when possible. Higher level strategic priorities that have been communicated through all levels of the organization can be used to inform the individual’s goals. Even when strategic plans have not been communicated, the needs of those you serve are good starting points for setting meaningful goals.

CCA will continue to share an organizational goal that relates to diversity, equity and inclusion. View the Goals page under the Self Evaluation Guide to learn how to link your goals to the organizational goal.

This year, CCA will have a value statement focused on Diversity, Equity & Inclusion. This statement can be found under the Supports Organizational Goal field. Below are more details about this statement:

As an educational and cultural institution, CCA has a responsibility to provide access and opportunities for all people, with special attention to supporting groups historically underrepresented in higher education. We believe that a culturally diverse and inclusive campus is integral to academic excellence, and our student, faculty, staff, and trustee bodies should reflect the diverse world in which we live, with attention to race, ethnicity, religious creed, national origin, age, sex, sexual orientation, gender identity or expression, and ability.

Further details on how CCA defines diversity, Cultural Literacy, Cultural Fluency, and Cultural + Social Diversity can be found here.

Describing desired results and identifying success measures will help you write effective goals. To make this process more manageable, use the SMART acronym to develop goal statements. SMART stands for specific, measurable, achievable, relevant, and time based. SMART goals (see below) contain all these elements. Do not confuse job responsibilities with goals. Remember, goals are the results you wish to achieve, not what you do or your job description.

You may also wish to view the Goal Setting Webinar for more guidance.

Specific - What exactly do you want to achieve?

A specific goal has a much greater chance of being accomplished than a general goal.

Measurable - How will you know when you’ve achieved it?

Establish concrete criteria for measuring progress toward the attainment of each goal you set. To determine if your goal is measurable, ask questions such as……

• How much? How many?
• How will I know when it is accomplished?

Achievable – Is it something that you have control over?

Your goal should be challenging, but within your reach. Be realistic, and be willing to push yourself out of your comfort zone.

Relevant- Is the goal worthwhile and parallel with what you’re trying to accomplish?

The goal should be in alignment with the mission of your department or work group, and relate to broader objectives that your department wishes to achieve.

Time Based – What’s your deadline? When does it need to get done?

A goal should be grounded within a time frame. With no time frame tied to it, there’s no sense of urgency.

Manage your Goals Inside Your Evaluation

As part of the evaluation process, you will need to enter goals for your evaluation.

1) Go to Workday (http://workday.cca.edu).

2) In your Workday Inbox, go to your evaluation.

3) In the Goals section, click the Add button and enter the details by filling out the available fields:

• The SMART Goal name (required);
• A more detailed Goal Description of the goal (optional);
• Select the CCA competency that best aligns with your goal under Relates To (optional);
• Select the Goal Category that most closely matches your goal (optional);
• Select the organizational goal that best aligns with your goal under Supports Organizational Goal (optional);
• The Due Date set to accomplish this goal (optional);
• The Status of your goal (initially you could leave this blank, or set to Not Started).

*Any inactive goal category will need to be updated with an active goal category before the goal can be submitted.

Manage Your Goals (Outside of Evaluation Process)

The first phase of the goal setting process involves the employees creating their goals. To do this, the employee should:

1) Go to Workday (http://workday.cca.edu).

2) Search for and select My Goals.
(Or click on the Performance worklet on your homepage and select View Goals.)

3) Click on the Edit button.

4) Then click the Add button and enter the details by filling out the available fields:

• The Goal name (required);
• A more detailed Description of the goal (optional);
• Select the Goal Category that best aligns with your goal (optional);
• The Status of your goal (initially you could leave this blank, or set to Not Started);
• Select the CCA competency that best aligns with your goal under Relates To (optional);
• Select the organizational goal that best aligns with your goal under Supports (optional);
• The Due Date set to accomplish this goal (optional).

5) Click Submit to complete the creation of your goal.

6) Goals are reviewed and approved by your manager.

Important Notes:

• At this time, Goals do not auto-save. You must click Submit or Save for Later; otherwise, if you leave that screen or your computer times out, you will lose your information.
• Also, after clicking on the Goals button from the Performance worklet, you have access to the helpful view option to look at all of your goals is the Goal Details tab that you will see next to the Personal Goals tab.
  
  

Manage Employee Goals Within Their Evaluation

The first phase of the goal setting process involves the employees creating their goals. To do this, the employee should:

1) Go to Workday (http://workday.cca.edu).

2) In your Workday Inbox, go to your employee’s evaluation.

3) In the Goals section, click the Add button and enter the details by filling out the available fields:

• The SMART Goal name (required);
• A more detailed Goal Description of the goal (optional);
• Select the CCA competency that best aligns with your goal under Relates To (optional);
• Select the Goal Category that most closely matches your goal (optional);
• Select the organizational goal that best aligns with your goal under Supports Organizational Goal (optional);
• The Due Date set to accomplish this goal (optional);
• The Status of your goal (initially you could leave this blank, or set to Not Started).

4) Enter comments, as you wish, in the box showing on your screen.

Manually Assign a Goal (Outside of Evaluation Process)

A Manager may also add a Goal to an Employee manually by typing My Team’s Goals in the search Field.

1) In the search box, My Team’s Goals.

2) From the selected view, you can click the first Edit button (if there are already several goals in this view you can select this button under any goal showing on the screen).

3) Then click the Add button and enter the details by filling out the available fields (see instructions on prior page).