With performance evaluations complete, Metropolitan State University of Denver is turning its attention to the next step in cultivating individual and institutional success: setting goals for the 2025-26 performance cycle.
Through Aug. 29, professional and classified staff members, academic deans and their managers will work together to establish performance goals in Workday. These targets should not only advance personal growth but support the University’s long-term vision.
“When goals are clear and connected to MSU Denver’s priorities, everyone moves in the same direction, and that benefits both the institution and its people,” said Charles Kibort, executive director of Human Resources Operations and Strategy.
“Employees want to know that their work matters. Taking the time to set thoughtful goals and have meaningful conversations helps employees see how they contribute to the University’s success while building their own careers.”
Aligning goals with strategic priorities
MSU Denver’s 2030 Strategic Plan provides a road map for the University’s future, emphasizing student success, inclusive excellence and organizational sustainability. The goal-setting process is a critical tool to ensure that employees at every level are working toward these shared priorities.
By setting SMART goals — Specific, Measurable, Achievable, Relevant and Time-bound — employees and managers can create a clear path for success that aligns individual contributions with the University’s mission and values. SMART goals should align with the 2030 Strategic Plan, tying individual efforts to collective impact.
A focus on meaningful conversations
To amplify the impact of this process, employees and managers are encouraged to engage in career and stay conversations before finalizing goals. These one-on-one discussions help employees articulate their aspirations while giving managers insight into what motivates their teams.
- Career conversations focus on an employee’s short- and long-term professional goals and how those aspirations can be supported at MSU Denver.
- Stay conversations explore what inspires employees to remain at the University and which factors contribute to their satisfaction and sense of belonging.
“Employees want to feel seen and supported,” said Kibort. “This process, specifically these conversations, are a simple but powerful way to show that MSU Denver values their contributions and cares about their growth.”
Managers are responsible for holding these conversations, which may be held as a combined discussion. During these meetings, employees and managers should work together to finalize goals, which should then be entered into Workday promptly.
Next steps and resources
The goal-setting period in Workday runs from July 14 through Aug. 29. To ensure a smooth and productive process:
- By July 31: Employees should enter draft goals in Workday.
- By Aug. 29: Managers and employees should meet to review, refine and finalize goals. These one-on-one conversations should also include a discussion of career aspirations and motivation, using career- and stay-conversation guides as a resource.
Additional resources, including job aids, LinkedIn Learning courses and conversation guides, are available on the Performance Management SharePoint site to support employees and managers through the process.
