My Conversation My Goals

​About My Conversation, My Goals

My Conversation, My Goals (MCMG) is an employee led performance conversation between you and your manager. Throughout the year you will have regular check ins with your line manager in addition to dedicated performance and development conversations. It is expected these focussed employee led conversations will take place at the beginning of the year, to consider and set your personal objectives, mid-year to review progress and iterate your personal objectives and end of year, to review and celebrate your achievements whilst also considering what's next for your performance and development.
Not only are you 42% more likely to achieve your goals by writing them down but capturing these conversations within your MCMG form gives us the opportunity to ensure you are being treated fairly and helps to inform the learning and development opportunities offered by the organisation, creating greater opportunities for all.

The purpose of MCMG is to:

• define and provide clarity on how best to achieve your goals
• demonstrate the link between your job, your departments goals, and our organisations goals
• help you to maintain focus
• aid your performance
• support your development
• recognise your contribution
• provide a record of your achievements
• create equal opportunity for all
• inform learning and development strategies

My Conversation, My Goals also provides opportunity for you to discuss your career and development aspirations with your manager. It allows you to keep hold of and have access to your performance record, even if you were to leave the department you currently work in.

What happens to the information I submit

Information provided within this form will be shared with Senior Leaders, your line manager, and the GoJ for purposes of identifying trends and themes of training needs, opportunities for development, celebrating success, identifying high performing teams and individuals, quality assurance and for reporting completion rates. This data is stored within MyView (Zellis).

Sensitive personal data about yourself, your colleagues, or your customers should not be recorded in your form.

You will be able to access all your current and previous MCMG forms via your MyView profile regardless of whether you change roles or departments, however new line managers will not have access to MCMG forms from your previous roles.

How to use the MCMG general form

Beginning of year: SMART goals and Development Needs Log

1. define and agree 3 to 8 SMART goals with your line manager. How will you achieve your goals? How will you demonstrate the values in your approach? Discuss any development needs you might have and how you might go about meeting them.
2. after or during your meeting, log on to MyView and click on the 'My Form Templates' tab, selecting the correct MCMG form template for you e.g., MCMG 2022, MCMG Education 2021 - 2022, MCMG Highlands 2021 – 2022 etc.
3. read the first four sections of the form carefully, and then go to the 'SMART Goals' section. You can use the tabs on the left-hand side of the screen to quickly click between sections.
4. input your agreed goals, completing all fields within the SMART Goals section of the form. You can add to this section or edit at any time during the year if your goals change or if you identify new goals.
5. scroll down or click on the 'Development Needs Log' section of the form, completing all fields within this section. The 'agreed actions' field refers to the actions agreed by both you and your manager that support you in achieving that development need. This might include things like protected time to complete learning. You can add to this section of the form anytime during the year, updating your progress on your development needs before every performance conversation.
6. click 'Save' in the bottom left-hand corner of the form and wait for the 'your form has been saved' pop up to appear before exiting the form.
7. let your line manager know that you have now updated and saved your form.

Please note, when you next come to update your form, you will find it in the 'My Form History/Saved Forms' tab, not in the 'My Form Templates' tab which will always show a blank form.

Middle of year: Goals Progress Update and Mid-year Review

1. log on to MyView and click on the 'My Form History/Saved Forms' tab
2. find your MCMG form from your list of forms and click on the form title to open it
3. check that your goals are still accurate and update your development needs section if applicable
4. click on the 'Mid-Year Goals Progress Update' tab on the left-hand side and provide a progress update statement for each of your goals. Use the tabs on the left to quickly flick between your SMART goals section and the progress update section
5. save your form, wait for the 'Your form has been saved' pop up to appear, and then notify your manager that your form has been updated and you are ready for your mid-year review
6. your manager will update the 'mid-year review' section of your form and schedule a mid-year review meeting with you

End of year: Goals Progress Update and End-of-Year Review

1. log on to MyView and find your form in the 'My Form History/Saved Forms' page
2. find your MCMG form from your list of forms and click on the form title to open
   
3. check that your goals are still accurate and update your development needs section if applicable
4. click on the 'End-of-year Goals Progress Update' tab and provide a progress update statement for each of your goals. Use the tabs on the left to quickly flick between your SMART goals section and the progress update section
5. click on the 'End-of-year review' tab and complete the 'employee comments' section. This should be a reflective summary of your year.
6. save your form, wait for the 'Your form has been saved' pop up to appear, and then notify your manager that your form has been updated and you are ready for your end-of-year review
7. your manager will review your form and update the 'end-of-year review' section, scheduling your end-of-year review meeting with you

How to use the MCMG education/highlands form

Please note that some of the drop down options for 'goal categories' on the highlands form, in comparison to the education form are different, but the step by step process the same.

If you work in education or at highlands but do not follow the termly cycle, please use the general MCMG form.

Term 1: Setting your SMART goals and establishing your development needs

1. define and agree 3 to 8 SMART goals with your line manager. How will you achieve your goals? How will you demonstrate the values in your approach? Discuss any development needs you might have and how you might go about meeting them.
2. after or during your meeting, log on to MyView and click on the 'My Form Templates' tab, selecting the correct MCMG form template for you e.g., MCMG 2022, MCMG Education 2021 - 2022, MCMG Highlands 2021 – 2022 etc.
3. read the first four sections of the form carefully, and then go to the 'Term 1: SMART Goals' section. You can use the tabs on the left-hand side of the screen to quickly click between sections.
4. input your agreed goals, completing all fields within the SMART Goals section of the form. You can add to this section or edit at any time during the year if your goals change or if you identify new goals.
5. scroll down or click on the 'Development Needs Log' section of the form, completing all fields within this section. The 'agreed actions' field refers to the actions agreed by both you and your manager that support you in achieving that development need. This might include things like protected time to complete learning. You can add to this section of the form anytime during the year, updating your progress on your development needs before every performance conversation.
6. click 'Save' in the bottom left-hand corner of the form and wait for the 'your form has been saved' pop up to appear before exiting the form.
7. let your line manager know that you have now updated and saved your form.

Please note, when you next come to update your form, you will find it in the 'My Form History/Saved Forms' tab, not in the 'My Form Templates' tab which will always show a blank form.

Term 2: Goals Progress Update and Mid-year Review

1. log on to MyView and click on the 'My Form History/Saved Forms' tab
2. find your MCMG form from your list of forms and click on the form title to open it
3. check that your goals are still accurate and update your development needs section if applicable
4. click on the 'Term 2: Goals Progress Update' tab on the left-hand side and provide a progress update statement for each of your goals. Use the tabs on the left to quickly flick between your SMART goals section and the progress update section
5. save your form, wait for the 'Your form has been saved' pop up to appear, and then notify your manager that your form has been updated and you are ready for your mid-year review
6. your manager will update the 'mid-year review' section of your form and schedule a mid-year review meeting with you

Term 3: Goals Progress Update and End-of-year Review

1. log on to MyView and find your form in the 'My Form History/Saved Forms' page
2. find your MCMG form from your list of forms and click on the form title to open
3. check that your goals are still accurate and update your development needs section if applicable
4. click on the 'Term 3: Goals Progress Update' tab and provide a progress update statement for each of your goals. Use the tabs on the left to quickly flick between your SMART goals section and the progress update section
5. click on the 'Term 3: End of year review' tab and complete the 'employee comments' section. This should be a reflective summary of your year.
6. save your form, wait for the 'Your form has been saved' pop up to appear, and then notify your manager that your form has been updated and you are ready for your end-of-year review
7. your manager will review your form and update the 'end-of-year review' section of your form, scheduling your end-of-year review meeting with you

How to use the MCMG HCS form

The MCMG HCS form differs from the other forms by having a 'revalidation/registration' log to help health professionals keep track of their upcoming registration requirements, along with a mandatory training record section which can be used as evidence as part of their appraisal when it comes to revalidation/registration. It also encourages health professionals to align goals to specific themes, which is particularly useful for nurses and midwives for revalidation purposes.

Revalidation or Registration Log and Mandatory Training Record

1. log on to MyView (you can use a personal devise, mobile phone or work desktop) and click on 'My form Templates' tab, selecting the correct MCMG form template for you. In this case the MCMG HCS form
2. read the first four sections of the form carefully before you begin. You can use the tabs on the left-hand side of the screen to quickly click between sections of the form
3. if relevant to you, update the 'revalidation/registration log' with your previous and upcoming revalidation/registration dates. If you are not in a role that requires you to do this, you can leave this section blank
4. click on the 'Mandatory training log' tab and from the drop down select the mandatory training that you have completed (make sure it is still in date). You can give a description of mandatory training that has been completed that might not be listed here. Not all options will be applicable to you depending on your role, but this section will help those who have registration or revalidation requirements. Update this section every time you access your form
5. if you are exiting the form before adding your SMART Goals, make sure you press 'Save' and wait for the confirmation pop up to appear. When you next need to find your saved form, you can locate it in the 'My Saved Forms/Form History' tab on MyView

Beginning of year: SMART goals and Development Needs Log

1. define and agree 3 to 8 SMART goals with your line manager. How will you achieve your goals? How will you demonstrate the values in your approach? Discuss any development needs you might have and how you might go about meeting them
2. after or during your meeting, log on to MyView and click on the 'My Form Templates' tab and select the MCMG HCS 2022 form template, or if you have already accessed and saved your form before find the saved form in the 'My Saved Forms/Form History' tab
3. input your agreed goals, completing all fields within the SMART Goals section of the form. If relevant you can align a goal to an area of professional practice using the drop downs available, this is particularly important if you are a nurse of a midwife. You can add or edit goals at any time during the year
4. scroll down or click on the 'Development Needs Log' section of the form, completing all fields within this section. The 'agreed actions' field refers to the actions agreed by both you and your manager that support you in achieving that development need. This might include things like protected time to complete learning. You can add to this section of the form anytime during the year, updating your progress on your development needs before every performance conversation
5. click 'Save' in the bottom left-hand corner of the form and wait for the 'your form has been saved' pop up to appear before exiting the form
6. let your line manager know that you have now updated and saved your form

Please note that once your form has been saved for the first time you will then find it in the 'My Form History/Saved Forms' tab, not in the 'My Form Templates' tab which will always show a blank form. You can continue to update and make changes to your form from the 'My Form History/Saved Forms' tab.

Middle of the Year: Goals Progress Update and Mid-year Review

1. log on to MyView and click on the 'My Form History/Saved Forms' tab
2. find your MCMG form from your list of forms and click on the form title to open it
3. check that your registration and mandatory training logs are still accurate, your goals are still relevant, and update your development needs section if applicable
4. click on the 'Mid-Year Goals Progress Update' tab on the left-hand side and provide a progress update statement for each of your goals. Use the tabs on the left to quickly flick between your SMART goals section and the progress update section
5. save your form, wait for the 'Your form has been saved' pop up to appear, and then notify your manager that your form has been updated and you are ready for your mid-year review
6. your manager will update the 'mid-year review' section of your form and schedule a mid-year review meeting with you

End of the year: Goals Progress Update and End-of-Year Review

1. log on to MyView and find your form in the 'My Form History/Saved Forms' page
2. find your MCMG form from your list of forms and click on the form title to open
3. check that your registration and mandatory training logs are still accurate, your goals are still relevant, and update your development needs section if applicable
4. click on the 'End-of-year Goals Progress Update' tab and provide a progress update statement for each of your goals. Use the tabs on the left to quickly flick between your SMART goals section and the progress update section
5. click on the 'End-of-year review' tab and complete the 'employee comments' section. This should be a reflective summary of your year.
6. save your form, wait for the 'Your form has been saved' pop up to appear, and then notify your manager that your form has been updated and you are ready for your end-of-year review
7. your manager will review your form and update the 'end-of-year review' section, scheduling your end-of-year review meeting with you.

Line manager guidance

Beginning of the year

1. at the beginning of the academic (for schools) or annual year, you should meet with your direct reports to discuss and agree their annual SMART goals. During this meeting you should talk about how they might achieve these goals, how the values can be demonstrated, and discuss any development needs they might have along with support they might need to successfully achieve their goals
2. the direct report then needs to capture this conversation with the SMART Goals and Development Needs log on their MCMG form. The form allows individuals and managers to be flexible in their approach to this, you might choose to update the form together during your meeting, you might cascade objectives to your team and ask them to fill in their MCMG form before they meet you, you might meet before and after they have filled in the form, or you might have the conversation, then encourage them to fill in the form, then checking the form to make sure the information is accurate. Whichever works best for you and your team.
3. once the direct report has updated and saved their form, you should log on to MyView, locating their form and checking that the information is accurate. If you make any changes, be sure to let your direct report know.
   

Middle of the year

1. remind your direct reports that their mid-year review is approaching and that they need to update their goal progress in their MCMG form. You could schedule their mid-year review meeting and let them know that their form needs to be updated in advance.
2. before the mid-year review meeting, review your direct reports goal updates in the mid-year goal updates section of their form, also checking their progress in their development needs log, and then write your mid-year review statement in the mid-year review section.
3. meet your direct report to discuss their mid-year review, providing praise and feedback on how they are getting on. You should agree on the mid-year rating scales during this meeting, inputting these in to the form and saving the form.

End of the year

1. remind your direct reports that their end-of-year review is approaching and that they need to update their goal progress, and end-of-year summary statement in their MCMG form.
2. schedule their end-of-year review meeting and let them know that their form needs to be updated in advance.
3. before the end-of-year meeting, review your direct report's goal updates in the end-of-year section of the form, also checking their progress in their development needs log.
   Then add your end-of-year review statement to the end-of-year review section of the form.
4. meet your direct report to discuss their end-of-year review, providing praise and feedback on all of their achievements that year. You should agree the end-of-year rating scales during this meeting, inputting these into the form and saving, and submitting the form during the meeting.

Forms can't be edited once they have been submitted, but you can still view the form via the 'form history tab' for up to five year, until you no longer manage that individual.

Managers will only be able to view and access direct reports MCMG forms once it has initially been saved, therefore your direct report needs to begin the MCMG form process by adding their goals and saving their form. Once they have saved their updates, the record will appear in their 'form history' tab. You can review, update and edit the content of their form by following these steps.

Step by step guide

1. log on to 'MyView'
2. click the 'My People' tab on the top left-hand side of the page
3. click 'Select' to the right-hand side of their name
4. select their 'form history' tab from the options on the left-hand side of the screen
5. all previously saved 'My Conversation, My Goals' forms will appear on the screen. You might need to scroll down or wait a moment for them to appear
6. click on the 'My Conversation, My Goals' form you want to view. Once open you can continue to make edits and updates here, saving the form once you are done. When saving, make sure you wait for the pop up 'your form has been saved' before exiting the screen

Please note, neither you or your direct report will receive a notification when the form is updated. You should therefore make sure you let each other know if you have made any changes to the form

My direct reports form isn't in their form history tab

This could be because:

• they haven't completed stage one or they haven't saved their form properly
• they are a temp/agency employee without access to MyView

If the direct report isn't a temp or agency employee and they aren't showing as a direct report, you should contact your HR business partner and Peoplelink@gov.je to ensure the organisational structure is correct.

I am a line manager, but I don't have access to MyView

You won't automatically have access to MyView if you are a temp or agency employee. If this applies to you and you directly line manage GoJ please email odteam@gov.je confirming your situation and requesting access.

I am a line managing a new team, how do I get access to their previous MCMG forms

If you are line managing someone new, or you have just become a line manager, you will not be able to see the MCMG forms that your direct reports had previously been working on with their last line manager. Your direct report can start a brand-new form with brand new goals, or if needed they can copy and paste the content from their previous form across to the new form. You should give direct reports the option to choose which parts of the form they want to copy across – it's ok for this to be an opportunity for them to start from scratch, but similarly if they want their previous achievements to be recognised in their ongoing form, they may choose to copy the whole lot across.

Giving difficult or negative feedback

Providing your team members with constructive feedback is an important part of your role as a manager. We provide training to support you in giving feedback and having crucial conversations at work. This is part of the leadership sessions within the Team Jersey programme and the managers' Espresso sessions launching in 2021. We would also encourage you to enrol on the World Class Manager programme which is available to all employees by contacting ODteam@Gov.je, or checking out the available manager Espresso courses available on Virtual College. There are also other useful management training resources available on My Development Portal.

Performance information recorded and saved in the online form

Information generated by the online form is stored securely, with restricted access within the People Services department.

High-level trends are drawn from the data and individual forms are evaluated for quality assurance purposes. Completion rates are determined based on when updates are recorded on the MCMG form. Reports show when forms have been accessed, saved and updated during the year. Completion reports are shared with senior leaders, the States Employment Board, HR reps and MCMG leads within departments. Themes and trends from the development needs section are also shared with those responsible for identifying and establishing learning and development initiatives, both corporately and in departments.

Manager and direct report can access the direct reports MCMG form simultaneously throughout the year via MyView. Direct reports will continue to be able to see their current and previous MCMG forms via MyView regardless of whether they have moved roles or departments, however managers will lose access when they no longer manage that individual. New managers will also not be able to access the direct reports previous forms.

Finding your saved MCMG form

A number of you have been in touch to say that your form isn't saving, or you can't find your saved form. Once you've saved the form for the first time, you'll need to click on the 'My Form History' tab to locate your saved form and make future updates. The 'My Form Templates' tab will always take you to a blank, template version of the form.

When saving your form, make sure you wait for the 'Your form has been saved' pop up to appear before leaving the page to avoid losing your updates.

What the different performance ratings mean

You and your manager should agree on your mid-year and end-of-year ratings for both 'Demonstrating the Values' and 'Delivering on Objectives'.

The mid-year rating is used to help ensure that you and your manager are on the same page, providing an opportunity to discuss focus areas for the rest of the year.

The end of year rating reflects your entire year: your achievements, your contribution, and the difference you have made. Quality assurance sampling will take place to ensure that objectives set are fair and consistent using the SMART framework.

Please note that 'Exceeding Expectations' shouldn't be given as a rating if the employee is not up to date with all of their GoJ and role specific mandatory and statutory training.

Delivering on Goals rating scale

Exceeding expectations

• you achieve all your goals on time, or earlier
• you often go the extra mile to exceed specified criteria
• you work at a consistently high standard
• you show initiative and solution focused when dealing with difficult tasks and tight deadlines
  
• you are proactive, plan ahead and actively take on additional responsibilities when needed
• your contribution results in work being done more efficiently and/or to a higher standard than usual

On target

• you have or are on target to achieving your goals on time
• you consistently achieve your goals on time with minimal supervision
• when asked, you help with additional tasks and take on extra responsibilities contributing towards team goals
• you are a reliable member of the team who meets our performance standards

Progressing

• you are achieving some of your goals but often require additional support or guidance
• you find it difficult to complete all of your work accurately or on time
• you are developing the skills needed to perform in your role and achieve your goals
• you are working towards improving your performance
• you are new to your role and still learning the ropes

Not meeting expectations:

• you are not managing to achieve most of your goals and require regular support and supervision
• there are areas that need significant improvement so that you can meet GoJ performance standards

you need to discuss a plan for improvement with your line manager

Demonstrating the Values rating scale

Consistently observed

• you consistently demonstrate all of the GoJ Values
• you take extra steps to ensure the rights, views and feelings of the people you work with are respected and challenge any instances when this may not be the case
• you act in a professional and polite manner and always strive to exceed expectations
• you value the importance of working for the people of Jersey and understand how your team's work contributes to the Government's purpose and priorities
• you lead by example, actively seek opportunities to grow and develop
• team members look up to you as a role model

Observed

• you demonstrate most of the GoJ Values, most of the time
• you act in a professional manner and are aware of others' views and feelings
• you communicate effectively and work well with others
• you have a go at new tasks and take on new opportunities when asked
• you are aware that it is the public's money we are spending

Rarely observed

• you demonstrate the GoJ Values inconsistently
• there are areas for improvement in your behavioural approach to tasks
• you sometimes find it difficult to work well with your colleagues
• you do not always prioritise your customers
• sometimes you fail to deliver when distracted or unwilling to work on problems with your colleagues

Not observed

• you do not demonstrate the GoJ Values
• you often act in a way that is below GoJ standards
• you do not work well with others and do not communicate with colleagues effectively
  
• you resist change and do not see the point in improving yourself or your work
• you ignore other peoples' needs
• you do not consider whether your work and decisions represent good value for money
• you do not take responsibility for your acts or omissions
• you do not treat people fairly or with respect

How to write SMART goals

What is a SMART goal

Goals form part of our everyday life. They provide a target to aim for as well as a sense of direction, motivation, and a clear focus. Being 'SMART' increase our chances of achieving our goals. SMART stands for Specific, Measurable, Achievable, Relevant and Time-framed.

Specific

To make your goal specific, answer these five questions:

1. who: Who is involved in this goal?
2. what: What do I want to accomplish?
3. where: Where is this goal to be achieved?
4. when: When do I want to achieve this goal?
5. why: Why do I want to achieve this goal?

For example, a general goal would be "I want to get in shape." A more specific goal would be "I want to obtain a gym membership and work out four days a week to be healthier."

Or

a general goal could be "I want my customers to be satisfied". A more specific goal would be "All employees will complete customer service training to help increase the number of satisfied customers before year end"

Measurable

A SMART goal must have criteria for measuring progress to help check your progress and see if you're on track. To make a goal measurable, ask yourself:

1. how many/much?
2. how do I know if I have reached my goal?
3. how do I know if I'm making progress and how will I measure this success?

For example: I want to obtain a gym membership and work out four days a week to be healthier. Every week, I will aim to lose one pound of body fat.

Or

"I want customer satisfaction ratings to increase from 70% satisfied customers to 90% satisfied customers by year end. To do this, all employees will complete customer service training"

Achievable

A SMART goal must be achievable, but it should also make you feel challenged. You also need to make sure you have the available resources and time to achieve the goal. Ask yourself:

1. do I have the resources and capabilities to achieve the goal? If not, what am I missing?
2. have others done it successfully before?
3. is the goal achievable and within reach given the time and resources?
4. is there anything outside of my control that would stop this goal from being achievable?

Relevant

Your SMART goal must be relevant to your job and to the Government of Jersey's strategic objectives. It should be appropriate for your level within the organisation and relevant to your team and department's goals. Ask yourself:

1. does achieving this goal benefit my organisation?
2. is the goal appropriate for me given my role?
3. does my goal align to the Government of Jersey's strategic objectives and my departments objectives?
   

Timely

A SMART goal must be time-framed, with a start and finish date. If the goal is not time-constrained, there will be no sense of urgency and, therefore, less motivation to achieve the goal. It can also make it difficult to measure your success if you don't have timings to work to. Ask yourself:

1. does my goal have a deadline?
2. by when do you want to achieve your goal?
3. if this is a continuous goal, how frequently should I measure its success?

For example: On 1 August, I will join a gym. To be healthier, I'll work out four days a week. Every week, I will aim to lose one pound of body fat. By the end of August, I will have achieved my goal if I lose four pounds.

Or

"To improve customer satisfaction scores, customer Service training will be rolled out to all staff in a staged approach over 6 months starting in March 2021. By December 2021 results from our annual customer service satisfaction survey will show an increase from 70% of satisfied customers (Dec 2020) to 90% of satisfied customers (Dec 2021)."

Our five core values and behaviour statements

Our values

We are One Government, passionate about delivering public services for Jersey.

Collective values and behaviours illustration

What are our values

Great values are at the heart of every good organisation. Our values and behaviours framework was designed by our people. They shape our culture and drive our behaviour.

Values are more than words. Values are actions. They are evident in everything that we do, as individuals and as an organisation. We bring our values to life through our everyday interactions, as well as through our bigger initiatives.

Our 5 core values as an organisation are :

• we are respectful
• we are better together
• we are always improving
• we are customer focused
• we deliver

Our values are supported by a set of high-level behaviours, which guide us in our individual roles.

We are respectful

We care about people as individual and show respect for their rights, views and feelings.

We are better together

We share knowledge and expertise, valuing the benefits of working together

We are always improving

We're continuously developing ourselves and our services to be the best they can be for Jersey

We are customer focused

We're passionate about making Jersey a better place to live and work for everyone

We deliver

We're proud of Jersey as a place and are passionate about shaping and delivering great public service

Bringing our values to life

By staying true to our values, we can deliver the best possible service for our citizens and create a great work place for ourselves and our colleagues.

We use our values and behaviours to determine how we deliver services to the public. The How is in the way we behave when we carry out a task, how we treated our colleagues and our customers, how we approach a problem or how we design a service.

Ideas of how you can bring the values to life: