Office of Human Resources

Goals and Expectations Feedback

Setting goals and expectations and providing performance feedback is a continual process of communication that takes place regularly between supervisors and individuals that take direction.  This feedback should:

• Be frequent and specific to work
• Refer to individual and professional growth and development
• Take place in formal and scheduled meetings – as well as “in the moment” opportunities
• Refer to expectations and goals
• Refer to job/role responsibilities
• Provide recognition and appreciation
• Focus on opportunities for improvement
• Comment on what we say and what we do in the workplace
• Talk about future goals and development.

This feedback is important and valuable!  The opportunities for communication need to address all of these areas – it just does not have to happen only in one meeting.  This is an ongoing process that both the individual and the supervisor need to provide commitment to make it successful.

The annual formal/summary session should hold no surprises if effective and frequent conversations about expectations and goals have been taking place throughout the year.  This is a shared process – one where communication is at the center of a successful feedback/review.

Formalizing Review Process

On an annual basis, supervisors are expected to work with each employee to complete documentation that will be submitted to an employee’s file in Human Resources.  This documentation continues to describe the “history” of each employee as they continue their career at Ithaca College.  This is a fundamental expectation of employment that this process is completed, documented, and placed in an employee’s file.

Tools/Information for the Formal Review

• Job description (for reference, accuracy, validation, clarification, etc.)
• Goals/expectations set at the beginning of the review period
• Any previous documented feedback
• Accomplishment/recognition/feedback from outside sources, etc.
• Employee’s input (self-review materials – described further on)
• Forms:
  • Employee Goals Self-Review Form
  • Goals Review Form

The Conversation and Documentation

So you are ready to begin – formally.  There are many ways to work this through.  It is important that the formal process links to your work area’s schedule, opportunity for thought and preparation, and the supervisor’s style.  The process of feedback needs to be genuine, sincere, candid, positive, and specific to be effective.  Here are some guidelines:

• Schedule the formal meeting – set aside enough preparation time and opportunity for conversation.
• Preparation for the meeting:
  • Supervisor completes the Goals Review Form
  • Employee completes the Employee Goals Self-Review Form
• Have the conversation(s)!
• Document what was discussed and the conclusions to the process.
• Send a copy on to Human Resources (employee/supervisor each get a copy).