Deloitte Performance Management (DPM) Form - Goal Setting FY13

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When setting your goals, review any past evaluations and goals you may want to refer to as you develop your goals
for the new fiscal year.
Review the quick reference material for tips on how to develop well-written goals and complete the performance
management process.
Review each section of this form before submitting, including the Overall section, to ensure you have completed all
required items.
Goals
Original Hire Date: 29 Jan 2007 Primary Sector: NT-Not Designated
Most Recent Hire
Date:
29 Jan 2007 Focus Area: N/A
Date Promoted to
Current Level:
22 Aug 2010 MCC Profile
Status:
Common
Office: HYDERABAD -
BLOCK D
Primary
Industry:
NT - Not Designated
Cost Center: 0000055522 -
SVCI SOURCING
US
Service Area: Talent Acquisition Counselor: Periembiti, Naveen
Region: INDIA/REGION 10 Service Line: N/A
Chandaluru, Haritha
Deepthi
Function: TALENT Title: HR Recruiting
Deloitte Performance Management (DPM) Form - Goal Setting FY13
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1. Performance Goals
A. Take Time to Reflect: Before you begin entering your performance goals, take time to reflect on several sources of input to determine your priorities.
What year end performance feedback have you received?
What does the business expect of you?
What feedback have you received from internal clients, peers or mentors?
B. Write Your Performance Goals: Write S.M.A.R.T. goals that reflect your 3-5 priorities. Specify the results you will deliver.
Specific--What is the explicit result you are looking to achieve?
Measurable--How will you know your result has been achieved?
Attainable--s achievement of the result realistic given your capabilities, organization goals and resources, and the timeframe in which you expect to
achieve it?
Relevant--Will achieving the result help the business realize success?
Time-Bound--Within what timeframe will you achieve your result?
Poorly Written Goal: Train customer service representatives on new software.Well-Written Goal: Develop and deliver training on the new software
program for customer services representatives so that customer complaints about waiting time decrease by 10% by July 5, 200X. This decrease will be
measured by comparing last year's and this year's customer satisfaction survey results.
C. Discuss Your Goals with your Counselor: Send a draft of your performance goals to your counselor and schedule time to review.
What does the business expect of you in your role?
Are your goals S.M.A.R.T.?
Goals
Contribute
? Hires 25
Attain and exceed :
? Acceptance ratio - 70 %
? Submittal to hire ratio - 40:1
? Contribution ratio 20%
Maintain and exceed:
? Active submissions - 60 resumes
? Repository 20 resumes
Work towards achieving the individual / team goals
Maintain a pure utilization of 75 85% for the work allocated
Partner with clients and ensure high client satisfaction to procure more business
Foster strong partnership with clients and meet their expectations
Contribute ideas to process improvement
Process compliance / adherence
Engage in various sourcing / recruiting projects and add value
Mentor junior buddies on business understanding and sourcing techniques
Goal-Setting
Deloitte Performance Management (DPM) Form - Goal Setting FY13
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2. Learning & Development Plan
A. Take Time to Reflect: Before you begin entering your annual goals, take time to reflect on several sources of input to determine your priorities.
What development opportunities do you need to address to elevate performance in your current role?
What opportunities for growth have been identified?
What are your career interests and capabilities?
What skills do you need to build to meet your career goals?
B. Write Your Learning and Development Plan: Competencies should serve as a framework to guide the development of your plan.
Review the competencies for your role by clicking "Competency Profile" above.
Review the competencies for a desired future role (if applicable)
Write S.M.A.R.T. goals that reflect your 3-5 learning and development priorities. Specify the skills and knowledge you will build.
C. Discuss Your Learning and Development Plan with your Counselor: Send a draft plan to your counselor and schedule time to review your learning
and development plan.
What are your performance development areas, as well as your professional interests?
What projects, books, courses or other experiences will help to increase your performance in these areas? List those items and dates by which you will
complete.
What support will you need to achieve your learning and development goals?
Goals
Self- Development:
Aim to attain Mastery / required level in BASELNE
Adherence to One-on-One and skip - level meetings
Achieve the CE hours per the level of competency and minimum 40 hours per the learning road map
nitiatives :
Engage in TSC/ Firm wide initiatives
Goal-Setting
Overall Comments
I will give my best to achieve all the stated goals and strive hard for teams growth and development.
Counselee (Chandaluru, Haritha Deepthi):
Goal Setting
Overall Assessment
Deloitte Performance Management (DPM) Form - Goal Setting FY13
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Interest in Global Deployment:
NO
Duration:
Less Than 12 Months
Statement of Purpose:
Countries:
Global Mobility: