2026 Goal-Setting Season
Now that the evaluation process is coming to a close, it is time to begin focusing on goals for the coming year. Goals are important because they create measurable expectations and help focus efforts throughout the year. Progress can be tracked, and employees and managers can reflect on accomplishments and success. Goals also help identify opportunities to build new skills, improve processes, prepare for future roles, and support ongoing learning.
Goals should align individual efforts with the overall mission of the university. Leaders will establish division and department goals, and employees will discuss their individual goals to ensure alignment across the department.
When creating yearly goals, employees are encouraged to create 2–4 goals that include a mix of short‑term goals and stretch (long-term) goals. We recommend using the “SMART” method when writing your goals, meaning they should be Specific, Measurable, Achievable, Relevant, and Time‑bound (SMART).
Short‑term goals focus on achievable outcomes that can typically be completed within weeks to a few months. These goals often improve day‑to‑day performance or processes and address immediate priorities. Short‑term goals often involve incremental improvements and are closely tied to current responsibilities.
Stretch goals are more challenging and are designed to push employees beyond their current comfort level. These goals typically span six to twelve months or longer and encourage growth, long‑term improvement, and preparation for future opportunities. Stretch goals should be ambitious but achievable.
As you think about the evaluation process, did any opportunities emerge that could be developed into a goal for the coming year? Goals may focus on different areas of daily work, including performance and productivity or professional development, and a combination of both is encouraged. Professional development goals support long‑term career growth and may include activities such as taking a class (e.g., Powerful Presenting or Crucial Conversations), improving skills, or increasing knowledge that would benefit the employee and/or the department. Employees are also encouraged to consider goals aligned with one of Baylor’s Six Core Commitments, such as Building Relationships or Working Collaboratively.
Goals are most effective when they are created collaboratively between you and your employee(s), where you may provide input or additional recommendations. Once goals have been finalized, they should be entered in Ignite under the Goals module. Goals can be added to meeting agendas and should be discussed throughout the year to review progress. Goals will also carry forward into next year’s self‑evaluation and will be used to inform performance conversations; however, goals are not rated.
Please keep in mind that priorities may change. Projects may be paused, circumstances may shift, and adjustments may be necessary. When this happens, it is appropriate to pivot. Continue focusing on the good work your employees do and ensure you are there for guidance and support.
