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Ontario Tech acknowledges the lands and people of the Mississaugas of Scugog Island First Nation.

We are thankful to be welcome on these lands in friendship. The lands we are situated on are covered by the Williams Treaties and are the traditional territory of the Mississaugas, a branch of the greater Anishinaabeg Nation, including Algonquin, Ojibway, Odawa and Pottawatomi. These lands remain home to many Indigenous nations and peoples.

We acknowledge this land out of respect for the Indigenous nations who have cared for Turtle Island, also called North America, from before the arrival of settler peoples until this day. Most importantly, we acknowledge that the history of these lands has been tainted by poor treatment and a lack of friendship with the First Nations who call them home.

This history is something we are all affected by because we are all treaty people in Canada. We all have a shared history to reflect on, and each of us is affected by this history in different ways. Our past defines our present, but if we move forward as friends and allies, then it does not have to define our future.

Learn more about Indigenous Education and Cultural Services

Goal Setting

Three Types of Goals

Goals describe what you are setting out to accomplish, what success looks like, specific actions that will be taken, and how success is measured.

Job-Related Goals

Job-related goals, also known as expectations, define key responsibilities of the job that are critical for individual success and have the greatest impact to individual and team achievements.

Stretch Goals

Stretch goals go beyond basic job expectations and can be incremental and continuous improvements to existing processes, new projects, or opportunities that are undefined in the job profile.

Development Goals

Development goals describe the knowledge, skills and experiences that an employee need in order to increase effectiveness in their current role or to support the achievement of career goals.

How to Make Effective Goals

Set Goals Every Spring

The goal setting process takes place between April 1st and June 30th. Starting in the spring, managers meet with their direct reports to discuss job expectations and goals for the coming year. Goals and expectations are recorded in the online performance documents on My HR Connection.

For new hires, managers should discuss goals and expectations within two months of hire. New Full-Time Continuing staff can record their goals in the online performance document. New limited term staff are not required to complete the performance development cycle, but they can keep track of their goals using a goal setting template.

Focus on Alignment

When discussing goals, try to connect them to goals of your team, faculty or unit, but don't delay goal setting until broader developmental planning is complete. If necessary, you can easily change, add or remove goals to stay aligned. Plan to revisit your goals every few months to ensure you're still on track and make adjustments as needed.

"Smarter" Goals

Use the SMARTER goal-setting framework to develop goals that are clearly defined and achievable.

Five Reasons to Set Professional Goals

Sample Goals

Below are examples of a Wellness goal as well as an Equity Diversity Inclusion goal that can be used during your annual performance development goal setting.

Resources for Goal Setting

The following resources can be used to learn more about goal setting:

The following resources were designed specifically with limited-term employees in mind: