APP Review Meeting

It is recommended that APP plans be completed and reviewed by April 30, and no later than June 30 in a given year, so that there is as much of the year ahead as possible to work on achieving goals.

Employees and supervisors should work together to determine a suitable time frame for goal-setting completion.

Note: The APP form is not submitted until the end of the fiscal year.

Employee

The goal-setting phase of APP development is an important step for employees to identify what matters most for the coming year. Some key ideas to consider prior to the goal-setting meeting with supervisors are: 

You’ll get out of it what you put into it. Setting goals for the year is both an empowering and a challenging experience. It may not always be easy to identify and write goals, and it’s important to recognize that just because it might not be easy, it doesn’t mean that you’re doing it wrong.
Think of goal-writing as writing in pencil, rather than carving in stone. Writing APP goals is an iterative process. Goals and priorities can shift at a moment’s notice. A focus on continuous feedback with your supervisor provides opportunities throughout the year to determine if goals need to be updated, modified or perhaps even re-written as priorities change.
Remain flexible and adaptable. When you meet with your supervisor to review and discuss your APP goals, be prepared to share rationale for the goals you’ve identified and be open and flexible to feedback and suggested changes to ensure alignment with supervisor and/or organizational strategic goals.

Supervisor

The goal-setting phase of APP development is an important step for OOS team members to identify what matters most for the coming year.

Supervisors play a key role in supporting team members to identify and articulate meaningful work and leadership capability goals.

There are fundamental leadership behaviours to demonstrate during goal-setting meetings that will help supervisors contribute in effective ways.
- Curiosity - A curious leader asks open-ended questions about identified goals in order to help team members sharpen their focus and identify goals that are realistic and meaningful.
- Instead of saying, “That goal is no good, it should say this instead . . .” you could try, “Tell me more about why this goal is important to you and how you see it contributing to our larger department goals?” 
- Willingness - Identifying meaningful goals and having opportunities to consistently engage with supervisors about those goals over a period of time are two key contributors to a workplace experience where people feel valued, respected and cared for.
- Are you willing to take the time and make the effort to support team members in the goal-setting process?
- Self-Discipline - In situations where an employee has autonomy to identify and write their own goals for the year, it is okay for the process to be a bit uncomfortable. Self-discipline comes in the form of resisting the temptation to write and/or prescribe goals for employees who are struggling to write meaningful goals themselves. Remain connected and look for opportunities to provide encouragement, advice, input, or even coaching support throughout the goal-setting process.

If you have any questions, email us at SHAOrgDevelopment@saskhealthauthority.ca.

APP Form and Who Needs to Fill it Out

How to Fill Out the APP & Goal Setting