Training Guide

FSCJ OFFICE OF HUMAN RESOURCES

Administrative Offices

501 W. State Street

Jacksonvil le, Florida 32202

phone (904) 632-3210

fax (904) 632-3390

humanresources@fscj .edu

VERSION 1.2

1/19/21

Training Guide

FSC J OFF ICE OF HUMAN RESOURCES

10/1/21 myIMPACT 2

A myIMPACT training guide for FSCJ employees


1/19/21 myIMPACT 3

TABLE OF CONTENTS myIMPACT Overview ... . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4

Administrative Employees Timeline ... . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7

Professional Employees Timeline ... . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7

Career Employees Timeline ... . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8

Adjunct Timeline ... . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10

Performance Reviews ... . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11

Performance Review Process for Managers ... . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11

Review Process for Employees ... . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17

Goal Setting ... . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19

SMART Goals for Employees.... . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19

SMART Goal Template ... . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21

Adding Goals ... . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 22

Approving Goals... . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 23

Adding Milestones ... . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25

Approving Milestones ... . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28

Updating Goal Progress ... . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29

Deleting Goals ... . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 32

Individual Development Plans ... . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 33

Individual Development Plan Overview ... . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 33

Adding the Individual Development Plan ... . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 34

Approving the Individual Development Plan ... . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 37

Updating IDP Progress ... . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 38

Reviewing IDP Progress ... . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 39


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MYIMPACT OVERVIEW

We heard you!

ntroducing myIMPACT, FSCJ’s process for Individually Measuring Performance and Achievement to

Cultivate Talent. myIMPACT includes components on performance measurement, goal setting and

tracking, and individual professional development planning. Partnering with NeoGov, myIMPACT offers

online tools which are accessed by utilizing a single sign-on through myFSCJ.

This new process began with the 2018-19 performance review period for Administrative, Professional

and Career employees. Adjuncts began using the performance review process in Fall 2019.

Administrative, Professional and Career employees are expected to attend training on the new

myIMPACT system. Sessions focus on the new performance review process and include an overview of

goal setting and individual development plans.

Performance Review

This process emphasizes employee engagement and fosters more frequent, relevant and timely

feedback communication between supervisors and employees. Reviews are to coach and encourage

employees by acknowledging where expectations are met and to discuss strat egies to improve job

performance where needed. Administrative employees performance reviews will be conducted annually

with semiannual check-ins. Professional and Career employees performance reviews will be conducted

semiannually with check-ins occurring at the midpoint of each review cycle. Ratings are competency

based and consist of a 3-point rating scale: meets expectations, meets some expectations, does not

meet expectations. Each of these competencies align with the mission, vision, values and objecti ves of

the College, and are divided into three areas: collegewide, department and job specific. There is not an

overall rating.

Check-ins

Check-ins involve a series of question prompts to facilitate the conversation between the supervisor and

employees. The conversation is not limited to these prompts but at a minimum should be used to guide

the discussion. Check- ins serve as meetings between supervisor and employee regarding the employee’s

performance progress, individual development plan and goals.

I


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Review Cycle and Competencies

Administrative Employees

Cycle Timing: Annual performance reviews are due June 15 with a check-in in December.

Competencies:

Collegewide – FSCJ Advocacy

Department – Collaboration, Leadership

Job Specific – Accountability, Customer Focus

Professional Employees

Cycle Timing: Semiannual performance reviews are due June 15 and December 15. Semiannual check-

ins are due in March and September.

Competencies:


Department – Professionalism, Collaboration


Career Employees

Cycle Timing: Semiannual performance reviews are due June 15 and December 15. Semiannual check-

ins are due in March and September.

Competencies:


Department – Professionalism, Job Knowledge


Adjunct Employees

Cycle Timing: Performance reviews occur during the first term teaching and annually thereafter.

Competencies:


Department – Collaboration, Communication

Job Specific – Learner Centered Teaching Strategy, Accountability

Goals Setting

Goal setting gives employees long-term vision and short-term motivation as they make progress toward

their goals. SMART goals are Specific, Measurable, At tainable, Relevant and Time-bound that build the

foundation for successful performance. Supervisors and employees should agree upon at least one

SMART goal that aligns with either the College’s Strategic Initiatives, a departmental goal, or team

priorities. New employees are required to have at least one goal entered into the system no later than


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three (3) months after their start date. Employees should have at least one active goal at any given time.

When an employee completes one goal, a new goal should be set and entered in the system.

Individual Development Plan (IDP)

The IDP is a collaborative tool designed to assist employees in their career and personal development.

Administrative, Professional and Career employees will have an IDP to help hone the ir knowledge, skills

and abilities. New employees are required to have their first IDP entered into the system no later than

one (1) year after their start date. IDPs should be set by July 1st each fiscal year thereafter. The end

date of the IDP should always be June 30th ending the fiscal year.

In-depth training for SMART goal setting and IDP’s will be offered on an ongoing basis .

myIMPACT not only houses the evaluation tools but will also:

Provide a dashboard of activities

Notify when activities are due

Prompt for check-ins

Electronically forward evaluations for review and comments

Track the evaluation progress

Forward the evaluation for electronic signatures

Track goal progress

As we embark on building the employee experience, myIMPACT plays an import ant role in how we

measure performance and interact in order to enhance employee engagement for the betterment of our

students and our community.

If you have any questions, please contact [email protected]


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Administrative Employees Timeline


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Career Employees Timeline


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Adjunct Timeline


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PERFORMANCE REVIEWS

Performance Review Process for Managers

Journal Entries

hen the performance review period begins, the manager should keep track of employee

performance using journal entries. Journal entries are notes that a manager can make about the

employee’s performance. Later managers will be able to see these comments while they are

rating the employee’s performance review.

1. Log into myFSCJ .

2. Select the Employee Self Service navigation.

3. Click the Quick Links tile and select myIMPACT in the left navigation.4. In the upper left hand corner click on Onboard and then select Perform.

5. On the Dashboard, select the Plus (+) icon.

6. Select Journal Entry.

7. Enter the employee’s name in the field that says, “Who is this entry about?” (a) NOTE: You can

enter multiple names in this field, but the employee will only see their name on the Journal Entry.

8. Select who you want to share the journal entry with (b) (Employee, Manager or Manager’s

Manager). NOTE: You can keep the journal entry private by not sharing it with anyone.

9. Select Save (c).

W

a b

c


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Check-ins

Check-ins provide managers and employees the opportunity to have meaningful conversations abo ut

support that the employee may need, progress on goals and IDPs, and any other topics that they may

wish to discuss. Career and Professional Check- ins are available on the Manager’s Dashboard to

complete on March 15 th and September 15 th , Administrative Check-ins are available on December 1st.

1. On the Evaluation Dashboard, select the Check-in task for the employee.

2. Complete each Question (a) on the Check-In form and select Publish (b) .

Rating the Competencies

Managers will be able to start entering ratings for their employees 45 days before the ratings are due

for Career and Professional reviews and 75 days before the ratings are due for Administrative reviews .

3. On the Evaluation Dashboard, select the Rating task for the employee.

4. Select each Competency (a) , select the Rating (b) , add a Comment (c) and select Next (d).

5. When all competencies have been rated and have comments then enter Supervisory Comments.

6. Select Submit Evaluation. (To return to the Evaluation Dashboard, select the myIMPACT icon in

the upper left hand corner.)

a

b

c

d

a

b


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Manager’s Manager Approval Steps

If a Manager has rated an employee “Does Not Meets” on any competency, the review will be forwarded

to the Manager’s Manager for review and approval.

1. On the Evaluation Dashboard, select the performance review for the employee.

2. Review the competency that was listed as Does Not Meet. If you agree with the rating, select

“Approve and Sign .” If you need to make any change to the performance review, select “Deny” .

You will need to add comments when you submit your signature.

3. The review is then forwarded back to the Manager for appropriate action. (To return to your

evaluation dashboard, select the myIMPACT icon in the upper left hand corner.)

Meeting with the Employee to Discuss the Review

Managers will be prompted to meet with their employees to discuss the review, and will need to

complete a task in the system indicating the date that the meeting took place (or will take place).

1. From the Evaluation Dashboard, click on the Task that says, “Schedule and Conduct In-Person

Review with Employee .”


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2. In the Comments box, enter the date that the meeting took place (or the date that the meeting

will take place).

3. Select Save.

OPTIONAL STEP: Printing the Performance Review Form for the Meeting with the Employee

Managers may choose to print the performance review before t hey Approve and Sign it so that they can

have it with them while they meet with their Employee. NOTE: Managers DO NOT need to send in a

printed copy of the performance review to Human Resources.

1. From the Dashboard, scroll down and select the performance review.

(NOTE: Depending on the number of direct reports that they have, Managers may need to use the

magnifying glass search icon and the search box to filter by Employee Name first .)

2. Select Print Preview and then select Print to obtain a hard copy of the review.


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Approve and Sign the Completed Review Form

After the Manager has met with the employee to discuss the performance review, the Manager will

Approve and Sign the form.

1. On the Evaluation Dashboard, select the performance review for the employee.

2. If there are no further changes that you would like to make to the ratings , select “Approve and

Sign .” If you need to make any changes , select “Deny.” This will re-trigger the approval process.

3. When the Manager selects “Approve and Sign” this sends the review form to the employee for

signature. (To return to your Evaluation Dashboard, select the myIMPACT icon in the upper left

hand corner.)


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Review the Employee’s Comments

When the employee signs, the manager needs to look at the for m one more time in case the employee

added comments while signing.

1. On the Dashboard, scroll down to the My Direct Reports area and click on the name of the

employee that you want.

2. Scroll down and select the current performance review.

3. Select Print Preview.

4. Scroll down to the see if the employee added any comments. Contact [email protected]

if the comments raise any concerns.

mailto:[email protected]


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Review Process for Employees

Journal Entries

Employees can make Journal Entries at any time about their performance. If they share these journal

entries with their Manager, the Manager will later be able to see them while they are rating the

employee’s performance review.

1. On the evaluation dashboard, select the Plus (+) icon.

2. Select Journal Entry.

3. Enter your name in the field that says, “Who is this entry about? ” (a)

4. Select who you want to share the journal entry with (Manager or Manager’s Manager ) (b).

NOTE: You can keep the journal entry private by not sharing it with anyone.

5. Select Save (c).

Signing the Completed Review Form

After the Manager has met with the employee to discuss the performance review, the manager will

Approve and Sign the form, which will forward it to the employee for their final signature. This signature

is just an acknowledgement that the employee has received the performance review.

1. On the evaluation dashboard select the Performance Review form.

2. Review the ratings and all comments.

b a c


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3. Select Sign.

4. Add comments if needed.

5. Select Confirm.


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GOAL SETTING

SMART Goals for Employees

sing the SMART Goal model, supervisors and employees will collaboratively identify at least one

goal that aligns with departmental and/or College priorities. SMART goals include a specific action

to be taken to accomplish a measurable result that is achievable and relevant within a certain

time frame. The SMART Goals are:

S PECIFIC - Define what you expect the employee to do.

M EASURABLE - State how you will measure whether the employee is meeting the g oal.

A CHIEVABLE - The goal should be within the employee's realm of authority and capability.

R EALISTIC / RELEVANT - The employee should be able to realistically achieve the objectives with the

resources available. Also, the goal should relate to the stra tegic goals of the department or the College.

Click to view the FSCJ Strategic Plan.

T IME-BOUND - Specifically state when the goal needs to be completed.

EXAMPLE:

One of the objectives in the College’s strategic plan is to increase access opportunities for student

enrollment. To contribute to this objective the Recruitment and Admissions department may want to

increase the number of applicants by 40%. The manager and employee would discuss possible ways to

reach this goal and may decide upon the following SMART goal:

Organize 6 Open House events to increase the number of applicants by 40% by the end of the year.

S = Organize 6 Open House events

M = Increase the number of applicants by 40%

A = The employee has the resources and authority to organize the Open Houses

R = The goal is relevant to the departmental and College -wide goals; it is also realistic

T = By the end of the year

Adapted from: https://hr.smcgov.org/how-set-smart-goals-guide-supervisors-and-employees

SMART Goal Action Verbs

In order to make your SMART goals specific, use action verbs such as the examples below:

Achieve Chair Edit Handle Manage Place Resolve

Acquire Change Educate Head Market Plan Respond

U

https://www.fscj.edu/docs/default-source/discover/strategic-plan-framework

https://hr.smcgov.org/how-set-smart-goals-guide-supervisors-and-employees


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Administer Collaborate Enforce Hire Master Prepare Review

Advertise Collect Enhance Identify Mediate Procure Schedule

Advise Complete Employ Implement Mentor Produce Secure

Analyze Create Establish Improve Minimize Program Select

Apply Conduct Evaluate Incorporate Modify Promote Serve

Arrange Construct Execute Inform Monitor Provide Simplify

Assess Coordinate Explain Initiate Negotiate Publicize Solve

Assign Correspond Facil itate Install Obtain Publish Summarize

Assist Deliver Finalize Instruct Operate Purchase Teach

Audit Demonstrate Fundraise Investigate Order Reconcile Train

Balance Design Process Launch Organize Recruit Tutor

Budget Develop Generate Lead Originate Reduce Update

Build Display Govern Log Participate Report Util ize

Calculate Document Guide Maintain Perform Research Verify

Adapted from: https://neusha.org/visit -neusha/wp-content/uploads/2017/05/M8-Handout-B-Action-Verbs.pdf

Common Ways to Measure SMART Goals

Data Types Data Collection Methods

Quality/accuracy rates Automated reports

Customer satisfaction Audits, test, inspections

Amounts produced Surveys

Revenue generated Observation

Costs reduced Feedback logs

Turnaround times, timeliness Work products, samples

Time saved

Productivity rates

Adapted from: https://hr.smcgov.org/how-set-smart-goals-guide-supervisors-and-employees

https://neusha.org/visit-neusha/wp-content/uploads/2017/05/M8-Handout-B-Action-Verbs.pdf

https://hr.smcgov.org/how-set-smart-goals-guide-supervisors-and-employees


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SMART Goal Template

INITIAL GOAL Write the goal you have in mind.

SPECIFIC What wil l be accomplished? What actions wil l the employee take?

MEASURABLE How will you measure the goal? How much? How many? How well?

ACHIEVABLE Is the goal doable? Does the employee have the necessary skills, resources,

and authority?

REALISTIC / RELEVANT How does the goal align with the broader goals of the College? Why is the

result important? How likely is it that the employee can accomplish the goal?

T IME-BOUND What is the time frame for accomplishing the goal?

Adapted from: https://www.smartsheet.com/blog/essential -guide-writing-smart-goals

https://www.smartsheet.com/blog/essential-guide-writing-smart-goals


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Adding Goals

(For Managers and Employees)

1. Log into myFSCJ.2. Select the Employee Self Service navigation.3. Click the Quick Links tile and select myIMPACT in the left navigation.4. In the upper left hand corner click on Onboard and then select Perform.

5. Select Goal Dashboard.

6. Select + Add Goal.

7. Select New Goal.

8. Add the Goal Name.

9. Add the Goal Due Date.

10. In the Category field select “Individual.”

11. In the Description field enter the full text of the Goal according to the SMART Goal model.

12. Optional: Select the Additional Settings tab and set an appropriate Priority Level.

13. Optional: Select the Reminder Settings tab and set the desired Reminder Notices and Overdue

Notices.

14. Select Save.


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Approving Goals

(For Managers)

After an employee adds a Goal for themselves, their Manager will receive a notification email prompting

them to approve or deny the Goal.

1. From the Goal Dashboard select Pending My Approvals.

2. Select the Goal that needs approval.

3. Select Approve Goal or Deny Goal. NOTE: Managers must enter a comment when denying a Goal.

4. Select Submit Updates.

5. If the Goal has been denied, select Continue.

6. The employee’s Goals will display on their Goal Dashboard.


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Adding Milestones


Once the Goal has been created (and approved by the Manager), you have the option of adding

milestones to the goal.

1. From the Goal Dashboard scroll down and select the Goal Name.


magnifying glass search icon and the search box to filter by Employee Name first.)

2. Select Edit Goal.


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3. Select the Milestones tab.

4. Select + Add New Milestone.

5. Enter Milestone Name.

6. Select a Milestone Due Date.

7. Choose Yes or No on Use Overdue/Reminder Settings.

8. Select Save.

NOTE: The next step is for managers only. Employees would move on to step 11.

9. Once the Milestones have been created (and approved by the Manager), Managers should add

weight to the Milestones by checking Use Weights. This will evenly distribute the weight among

each of the milestones. Managers can adjust the weight distribution, by selecting Edit Milestone

Weight.


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10. Select Save.


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Approving Milestones

(For Managers)

After an employee adds a Milestone to their Goal, their Manager will receive a notification email

prompting them to approve or deny the Milestone.

1. From the Goal Dashboard select Pending My Approvals.

2. Select the Goal that has Milestones, which need to be approved.

1. Scroll down and review the Milestones that have been entered.

2. Select Approve or Deny. NOTE: Managers must enter a comment when denying a Milestone.


NOTE: As previously indicated, once the Milestone has been approved, the Manager can go back

in and adjust the weight of the Milestone by returning to their Goal Dashboard Scroll down

and select the employee’s Goal Select Edit Goal Select Milestones Select “Use Weights.”

(See Adding Milestones).


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Updating Goal Progress


Goals Without Milestones

For goals that do not have milestones, managers and employees can update the Goal progress by sliding

the progress bar.



magnifying glass search icon and the search box to filter by Employee Name first .)

2. Slide progress bar or type in the percentage completed.

3. Add comments about the progress that has been made on the goal.



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5. The Goal Progress will be updated on the Goal Dashboard.

NOTE: Managers will receive an email notification when an employee updates the goal progress

bar.

6. In order to see the comments entered by the employee, the Manager should select the Goal and

then select the Goal Activity Feed tab.

7. Scroll down to view the comment that the employee entered. After reviewing, either select

Submit Updates or Cancel to exit the screen.

Goals With Milestones

For goals that have milestones, managers and employees can update the Goal progress by marking the

milestones as complete.


(NOTE: Depending on the number of direct reports that they h ave, managers may need to use the

search box to filter by Employee Name first.)


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2. Scroll down to view the Milestones.

3. Select the circle on the right to mark the milestone Complete. (This will automatically move the

progress bar according as long as there are weights assigned to the milestones.)


NOTE: The Manager will receive an email notification when an employee marks a Milestone as

Complete.


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Deleting Goals

If there is a need to delete a goal out of the system, manager s can do so by taking the following steps.

1. From the Goal Dashboard scroll down and select the Employee Name.

2. Select the Goals tab (or scroll down to the Goal area).

3. Select the Trash Can icon to delete the goal.


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INDIVIDUAL DEVELOPMENT PLANS

Individual Development Plan Overview

he Individual Development Plan (IDP) is a tool to assist employees in career and

personal development. The primary purpose of the IDP is to help employees reach short and long-

term developmental objectives, as well as improve current job performance. An IDP is not a

performance evaluation tool, nor is it a one-time activity. It is an opportunity for supervisors and

employees to have a conversation about developmental objectives that would best support the

employee’s professional growth.

FSCJ Competencies

On the IDP the employee will identify at least one developmental objective, and will connect it to one of

FSCJ’s 11 competencies:

T


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Adding the Individual Development Plan

(For Employees)

1. Log into myIMPACT and select the Goal Dashboard. Then select Add Goal and select From

Library.

2. Check the box next to Individual Development Plan (IDP) , then select the Assign tab.

3. Enter your name in the Assignee field. Enter the Due Date as June 30 th of the following year (IDPs

are to align with the fiscal year) and select Save.


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4. On the Goal Dashboard, select the IDP goal that has just been created.

5. Select Edit Goal.

6. On the Milestones tab select the pencil icon to add the first Developmental Objective and

Developmental Activity.


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7. Delete the instructional text and enter your selected Developmental Objective and

Developmental Activity. Then click Save. (You do not need to set a due date).

8. Please enter at least one Developmental Objective with two or three associated De velopmental

Activities. In this example we have selected one Developmental Objective (i.e. Enhance

Communication) with three Developmental Activities. Once all of the Developmental Objectives

and Developmental Activities have been entered, select Save and then click Cancel to exit the

screen.


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Approving the Individual Development Plan

(For Managers)

1. The manager logs into myIMPACT and clicks on the Goal Dashboard, then selects Pending My

Approvals and clicks on the Individual Development Plan.

2. Scroll down to review the Developmental Objectives and Developmental Activities, then select

Approve and Submit Updates.


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Updating IDP Progress

(For Employees)

1. On the Goal Dashboard, the employee selects the Individual Development Plan goal.

2. In the Comment box enter the date that the Developmental Activity took place. Then mark the

Developmental Activity as Completed. Then select Submit Updates.


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Reviewing IDP Progress

(For Managers)

The manager will receive an email letting them know that progress has been made on the IDP.

1. On the Goal Dashboard the manager selects the goal.

2. The manager can view the progress bar and the milestones to see that progress has been made

on the IDP.

3. In order to see the comments entered by the employee, select the Goal Activity Feed.

4. Scroll down to view the comment that the employee entered with the date that the

Developmental Activity was completed. After reviewing either click Submit Updates or Cancel to

exit the screen.

Training Guide

Documents