Step

Discuss the annual performance and learning and development goals

Responsible Party

Supervisor (initiative) Supervisee (participate, request)

Template/Guideline

Explanatory Notes

See guidance on how to prepare for an annual performance planning discussion. In case of matrix reporting, both direct and matrix supervisors should be part of the discussion on annual goals.

In discussing learning and development goals, it is important to have a discussion with the supervisee about their career aspirations so that goals could relate to both current and potential future jobs.

Step

Draft annual performance and learning and development goals based on the discussion; record them in the on-line PMD tool​
 

Responsible Party

Supervisee

Template/Guideline

Explanatory Notes

See guidance on setting goals.

Performance goals should include goal statements and more detailed descriptions to clarify expectations and success criteria. Goals should be prioritized to acknowledge that they can be different in terms of importance/criticality and time and effort required.
 
Performance goals should include a mandatory goal on effective people management for all staff with supervisory responsibilities. This goal is assigned automatically, through a centrally managed process. 
 
Project Managers, Heads of Offices, senior managers in Country Offices, Regional Hubs and HQs and other staff with delegated authority and accountability for budget and financial management should also have a goal on financial management. This goal is assigned automatically, through a centrally managed process, to all RRs and Heads of Offices. 

In line with the commitments of the UNDP Gender Equality Strategy and Gender Parity Strategy, managers and staff should include into their performance goals results related to gender equality and gender parity.  These individual results should be aligned with and contribute to the specific results/targets that the Bureau/office/unit plans to achieve both in terms of UNDP policy/programmatic response to gender equality and empowerment of women, as well as gender inclusion in the workplace. This goal is assigned automatically, through a centrally managed process, to all Heads of Offices.
 
All RRs will have a mandatory goal related to their contribution to the UNCT results. It will be assigned to them through a centrally managed process. Additional indicators of success should be discussed with the UN RC, as needed. Other staff should also include such goals as relevant. 

Learning and development goals should include goal statements and more detailed descriptions of activities to advance staff development, including increase their proficiency in the UNDP core and technical competency areas.
 
Learning and development goals may respond to immediate needs for a staff member to be/remain successful in the current job, as well as those that relate to their longer-term career aspirations and plans.

 Since goals should be aligned with one's functions, it is important to ensure that Job Descriptions are kept up to date and are reflective of the functions that a staff member is expected to perform.

Step

Approve the annual performance and learning and development goals

Responsible Party

Template/Guideline

Explanatory Notes

Approval should be recorded in the on-line PMD tool.
 
Supervisor can assign additional goals to the supervisee in the PMD tool, as needed, following the discussion. 
 

Step

Ensure that all supervisors in their team approve the annual goals of their supervisees.  Find an appropriate solution in case goal plans are not completed for some supervisees
 

Responsible Party

Supervisor of the supervisor,

Head of Office

Template/Guideline

Explanatory Notes