Effective Goal Setting

SMART Goals

Setting performance goals and success measures is the first step in the FOCUS Performance Management cycle. To make this process more manageable, because it may seem difficult at first, use the SMART acronym as you develop your goal statement. SMART stands for specific, measurable, achievable, relevant, and time framed. SMART goals (see below) contain all these elements. Be sure to share your ideas with your supervisor.

Remember, goals are not what you do, but the results you wish to achieve.

SPECIFIC	• Easy to understand • Specifies desired future results • Identifies actions to be taken or results to be achieved that will contribute to the achievement of a larger objective within a specified period of time • Uses concrete action verbs
MEASURABLE	• Describes how each goal will be measured (numeric or descriptive) • Answers the questions: - How will I know when the result has been achieved? -How will I verify the achievement/performance of this goal? -To what level do we need to achieve this result? • Identifies the qualitative factors involved and sets measures for them
ACHIEVABLE	• The individual has the capabilities (skills, knowledge), tools, or resources to accomplish this goal • It is appropriate in scope • The goal is realistic even with all the other commitments within the unit • The goal is within the individual’s/unit’s/team’s control and influence
RELEVANT	• The goal is in alignment with the mission of your department, unit, or work group • The goal relates to broader objectives that your department wishes to achieve
TIME FRAMED	• There is a specific time frame to achieve this goal (beginning and end date) • May include interim steps and a plan to monitor progress • May establish a time frame for short and long-term goals