Professional Goal Setting (PGS)
All staff are expected to have an annual PGS conversation with their line manager to define goals, evaluate progress, improve performance, align workloads and consider professional and career development.
Maximising PGS Information Sessions
We run regular sessions to ensure staff and managers can get the most from their PGS conversations and ongoing achievement of PGS plans throughout the year. These will be listed in the Professional Development Calendar of Events.
All continuing staff, or staff employed for longer than two years, are required to have an annual PGS interview with their line manager and an agreed PGS plan for the next one to three years.
Note that training sessions can also be arranged for an entire Department, Unit or team. For further information, or to book a place on any of the sessions please contact Mike Bell, ext 8894, email email@example.com.
What is PGS?
- A collaborative, two-way exercise between staff and line managers
- A framework for individual development and career planning which recognises the contribution made by all staff to the goals of the university
- It relies on a strong commitment to its implementation and operation by senior managers and on active participation by line managers and individual staff
- A tool for building individual capability
What are the puposes of PGS?
- To develop an annual work plan for individual staff which contributes to the achievement of university Strategy and Plans
- To provide a regular cycle for feedback, personal and professional goal setting, and career enhancement
- To recognise the need for individual challenge and growth that is consistent with the overall strategic direction of the University
- To enhance individual job satisfaction, improve communication, and facilitate the exchange of ideas
How does PGS work?
Professional Goal Setting consists of an annual conversation between a staff member and their line manager to discuss work related issues, individual performance and future plans. It is an opportunity for the line manager to provide feedback about the individual's performance and to identify opportunities to recognise good or outstanding performance and achievements. PGS results in an individual work plan which will include goals for the following one to three years consistent with university Strategy and Plans, an individual professional development programme, and for academic staff individual research, teaching and community service plans as appropriate. It is the first stage in an ongoing cycle which includes conversations around work related issues and continuous improvement.
For line managers PGS provides an opportunity to build capacity of the unit, department or team they oversee by building individual capability and delegating tasks and responsibilities to ensure that goals are achieved and the necessary work is done to the highest possible standard.
It is expected that the PGS meeting is not an isolated event. The feedback provided during the meeting will be consistent with and support other University processes such as Academic Promotion, Academic Salary Advancement, and General Staff Salary Review and will be the basis for ongoing performance enhancement of staff within an environment of continuous improvement.
The PGS process is collaborative in nature and requires commitment from both inviduals and their managers. Careful planning, effective self-evaluation and feedback, meaningful discussion, and well constructed goals are essential for successful performance enhancement and the achievement of local and University goals.
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