Performance Goals and Career Planning
Introduction
The University of Illinois Chicago is an acclaimed research institution that boasts one of the most ethnically rich and culturally diverse campus communities in the country and is located in one of the world's most vibrant and exciting cities. There is no better place than UIC to grow professionally. A wealth of learning and development opportunities exist to support continuous professional and competency development.
About The UIC Employee Performance Program
Getting Started
Start by reviewing UIC’s Core Competencies to understand the expectations for your role and performance. Use available tools to assess your current skills and areas of growth. Discuss these with your supervisor as you prepare for the annual performance planning process.
UIC Core and Management Competencies
UIC’s Core Competencies define the key behaviors and attributes expected of all employees. They include collaboration, communication, accountability, adaptability, continuous improvement, and diversity, equity & inclusion. These guide how employees contribute to the workplace, beyond just the tasks they perform.
Management Competencies are tailored to those in supervisory or leadership roles and include additional skills such as team leadership, strategic planning, performance management, and fostering innovation. They support the alignment of team efforts with organizational goals and promote an inclusive and effective work environment.
Explore full details here:
The Performance Planning Process and Suggested Timeline
The performance planning process includes goal setting, ongoing development, and performance evaluation. A suggested timeline follows:
Quarter
Action:
Q1 Set goals and align with UIC Core Competencies
Q2 Hold a mid-year check-in with your supervisor
Q3 Track progress, adjust goals as needed
Q4 Complete year-end self-evaluation and supervisor review
Developing Your Goals
Performance goals should follow the SMART framework—Specific, Measurable, Achievable, Relevant, and Time-bound. These goals should be aligned with your role and unit’s objectives and provide a clear path for success.
Example: Increase student engagement survey response rate by 15% by June through biweekly outreach and follow-up.
Career Development Planning
Work with your supervisor to explore opportunities that support both performance and career goals. Development may include LinkedIn Learning courses, workshops, mentorship, stretch assignments, or certification programs.
Resources to support development include:
LinkedIn Learning Access
UIC HR Training Calendar
UIC HR Learning Resources
The “How” versus “What” of Performance
Job descriptions generally include the purpose, duties, responsibilities, scope, and working conditions for a particular job. These are the “what” of job performance; information used to determine required job knowledge and work quality.
Competencies are those capabilities that govern “how” an individual manages personal performance in the workplace. Using UIC’s competencies to guide performance management employees collaborate with their supervisor in the development of capabilities as a professional no matter what individual job responsibilities may be.
Pursing Professional Interests
Build upon current skills by accessing professional development opportunities on the UIC Human Resources website.
Action Steps:
- Identify professional learning interests.
- Confirm Professional Development Resources available through the University of Illinois, UIC, learning partners such as LinkedIn Learning, and other professional sources.
- Participate in classroom, web-based, and standalone or facilitated sessions to further professional growth.
Need Help?
If you need assistance:
- Contact your supervisor for guidance
• Reach out to your unit HR representative