To prepare for your evaluation meeting, review the goals set at the start of this performance year. Familiarize yourself with the different thresholds for successful performance. 

You will either be assigned goals, or asked to submit goals for the upcoming performance year. When submitting your own goals, or creating goals as a manager, use the SMART goals guidelines. 

Goals and competencies will be weighted. Weighting of goals should align with time commitment, complexity and desired impact.

• Major Gift Officer
  • Individual goals – visits, proposals, $ raised – weight 10 of 10
  • Team goals(if applicable) – $ raised, cash received, # of donors – weight 7 of 10
  • Professional Development goals (i.e. training, certificates, continued education) –
    • While not a part of the incentive payout, it can still be considered in overall performance.

• Exempt Advancement Officer/Support
  
  • Individual goals – personal metric goals identified by supervisor – weight 10 of 10
  • Team goals(if applicable) – unit goals identified by unit lead – weight 7 of 10
  • Professional Development goals (i.e. training, certificates, continued education) –
    • While not a part of the incentive payout, it can still be considered in overall performance.

• Non-Exempt Advancement Officer/Support
  
  • Individual goals – personal metric goals identified by supervisor – weight 10 of 10
  • Team goals(if applicable) – unit goals identified by unit lead – weight 7 of 10
  • Professional Development goals (i.e. training, certificates, continued education) –
    • While not a part of the incentive payout, it can still be considered in overall performance.

Note: The metric goals listed above should be the focus for positions and should receive higher weight unless job responsibilities are truly focused on other activities.

• Goal Focus
  • 75% Goal Ratings
  • 25% Competency Ratings
• Competency Focus
  • 25% Goal Ratings
  • 75% Competency Ratings

Understand the expectations for check-in meetings and goal progress updates. Will you meet weekly or monthly? When do you provide goal updates throughout the performance year?

Understand your assigned core behavioral and job family competencies and the expectations of your leader.

Beginning in FY2025, self-evaluations are required for all employees. You can start a self-evaluation and document your progress throughout the year. List achievements and areas of opportunity or desired growth.