G.O.A.L.

The first response is to share your disagreement with your supervisor during the performance planning dialogue or review meeting. It is beneficial at that time to share your perspective and any supporting data you can provide and to invite your supervisor to do the same. This process may help you and your supervisor to come to an agreement.

With respect to the Professional and Managerial positions the salary pool committed to pay-for-performance will be distributed in accordance with the performance assessment and development results and the staff's position in the salary band. For all staff groups, performance assessment and development results function independent of compensation.

The Supervisor/Manager is responsible for ensuring their staff has everything they need to be successful in their role - G.O.A.L. helps that happen by providing a structure for consistency. The role of the Supervisor/Manager in G.O.A.L. is to take the initiative to connect with the staff at each step of the process, to listen to the staff, to provide relevant information and effective feedback, and to document the discussions to guide follow up action and for future reference.

An effective G.O.A.L. program makes for better outcomes for staff, managers, units and the University as a whole.

Using G.O.A.L. appropriately will help staff in the following ways:

• Clear expectations of work required
• Relevance of work to the ‘bigger picture’
• Recognize accomplishments
• Allow for consideration of resources
• Clarify dependence on others
• Give weight and relevance to individual development
• Provide a framework for support