2016 Goal Setting for Out of Scope Employees

Employee Information
Employee Name

Ankit Patel

Date of Hire

ID #

12/09/2013

Job Title

Mechanical Engineering

Department /
Division

Muskeg Cogeneration

Location

Muskeg River Mine, Shell

Canada

Manager Name

Mich Blais

Manager
Title

Plant Manager Muskeg

River Cogen

Goal Setting Best Practices

Your performance goals measure what should be accomplished each year. They are established based on
departmental goals and are linked to the business plan.
Goals should consider both the day-to-day job focus as well as project oriented and personal
development goals. Goals should be achievable, but also stretch the capabilities of employees and the
organization. You should understand the relationship between your goals and the goals that the
organization has set for itself. Both you and your Manager should have a clear picture of the expected
outcome, how success will be measured and the timeframe in which the goals will be met. The
probability of performance goals being achieved increases with detailed planning and engagement in
commitment conversations.
Setting SMART Goals
When setting goals, it is important that they meet SMART criteria as outlined below:
Specific:

Specific goals are more likely to be achieved than general goals. Specific goals
should contain these elements:
What is to be accomplished?
Why? Explain reasons, purpose or benefits of success

Measurable:

Establish concrete criteria for measuring progress and success. To determine if your
goal is measurable, ask questions such as:
How will I know when it is accomplished?

Attainable:

Stretch goals are an integral part of your career development. However, goals need
to have a strong likelihood of success.
Is the goal realistic?
Are the expectations reasonable?
Do a number of barriers exist?
Are the resources available to support execution?
Does the Employee possess the knowledge, skills and abilities required to be
successful?

Relevant and
assign
Responsibility:

Goals must be relevant to the persons current role and the organizations strategy.
How does this goal relate to:
Other work the Employee is doing?
The work of the department?
The work of the organization?
Who has overall responsibility for the goal?

Performance and Development Review (PDR) Form

1 of 6

Page

2016 Goal Setting for Out of Scope Employees

Time-based:

Assign time frames for the completion of the goal. Also, when does each step in the
goal action plan sub-section need to be completed?

Goals
Goal Name: Establish Parts Inventory on Site
Goal Description: Establish an complete database of all GT related parts on site
Measurement Criteria: (Concrete criteria for measuring progress and success)
All the parts that are related to GTs have an material master number & storage location.
Start Date:

01/01/2016

End Date:

30/08/2016

Milestones
Action Plan: (measurable steps to complete goal)

1) Extend Scotford MM to Muskeg

2) Send all the capital parts to Edmonton warehouse
3) Create MM for new parts
4) Label & Store consumables/ops spares on site
5) Update SAP with locations and quantities of all parts

Performance and Development Review (PDR) Form

2 of 6

Target
Dates

%
Compl
ete

30/3/201
6
29/4/201
6
30/3/201
6
30/6/016
30/8/201
6

Page

2016 Goal Setting for Out of Scope Employees

Goals
Goal Name: Establish a PM Strategy for every equipment on site.
Goal Description: A PM strategy needs to be developed for all the parts that are functional on
site. Currently not all parts have a PM frequency, which can result in loss time.
Measurement Criteria: (Concrete criteria for measuring progress and success)
SAP to be populated with PM frequencies for all Cogen related tags.
Start Date:

01/01/2016

End Date:

30/12/2016

Milestones
Action Plan: (measurable steps to complete goal)

1) Identify site responsibilities during GT outages

2) Populate a list of missing PMs for GT related equipment

3) Working with shell, transport all the PMs into SAP for GTs
4) Identify missing PMs for BOP
5) Working with shell, transport all the PMs into SAP for BOP

Performance and Development Review (PDR) Form

3 of 6

Target
Dates

%
Compl
ete

30/2/201
6
30/2/201
6
30/4/201
6
30/5/201
6
30/6/201
6

Page

2016 Goal Setting for Out of Scope Employees

Goals
Goal Name: HSE Compliance
Goal Description: Complete all HSE related tasks and projects
Measurement Criteria: (Concrete criteria for measuring progress and success)
Completed all HSE related training and project tasks
Start Date:

01/01/2016

End Date:

30/12/2016

Milestones
Action Plan: (measurable steps to complete goal)

1) Complete HSE training

2) Complete Aux Boiler Ladder
3) Work with HSE in mind. Intervene if necessary to any unsafe activities

Performance and Development Review (PDR) Form

4 of 6

Target
Dates

%
Compl
ete

01/8/201
6
01/7/201
6
On-Going

Page

2016 Goal Setting for Out of Scope Employees

Goals
Goal Name: Complete all overdue projects
Goal Description: Multiple projects such as raw water condensate, glycol filtration etc
Measurement Criteria: (Concrete criteria for measuring progress and success)
Complete on all projects
Start Date:

01/01/2016

End Date:

31/12/2016

Milestones
Action Plan: (measurable steps to complete goal)

1) Raw water condensate project

2) Glycol Filtration on GT1
3) Steam Traps installation on steam header
4) Complete Data sheets for outstanding equipment

Performance and Development Review (PDR) Form

5 of 6

Target
Dates

%
Compl
ete

01/7/201
6
01/5/201
6
01/8/201
6
On-Going

Page

2016 Goal Setting for Out of Scope Employees

Goals
Goal Name:
Goal Description:
Measurement Criteria: (Concrete criteria for measuring progress and success)

Start Date:

DD/MM/YYYY

End Date:

DD/MM/YYYY

Milestones
Action Plan: (measurable steps to complete goal)

Performance and Development Review (PDR) Form

6 of 6

Target
Dates

%
Compl
ete

Page