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HOW TO ESTABLISH S.M.A.R.T GOALS

HOW TO ESTABLISH S.M.A.R.T GOALS S.M.A.R.T goals don’t just fall from the sky, they are the result of good planning and understanding some basic principles of goalsetting:

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HOW TO ESTABLISH S.M.A.R.T GOALS

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  1. HOW TO ESTABLISH S.M.A.R.T GOALS S.M.A.R.T goals don’t just fall from the sky, they are the result of good planning and understanding some basic principles of goalsetting: 1) Everyone involved in goalsetting must agree on what key words mean in the goal statements. Confusion often results when good operational definitions of terminology are absent. 2) Good goals are measurable, but not everything that is measurable is suitable as a goal. Frequently, measures are used because they are easy to obtain not because they are the best indicators of performance. Make sure the measure accurately reflects the efforts of those performing the activity. 3) Unrealistic goals create demotivation for employees. Setting unattainable targets make supervisors appear either out of touch or ignorant. Setting too many goals often has the same effect. 4) Goals should be aligned to larger organizational objectives. Arbitrary or capricious targets discourage employee buyin. This can usually be overcome by involving those charged with reaching goals in the planning and goalsetting processes. 5) Just about everyone appreciates clear communication regarding the time they are allotted to complete activities, as long as the amount provided seems realistic and doesn’t conflict with other deadlines.

  2. EFFECTIVE GOALS Good Goals are S.M.A.R.T.*: • Specific: Able to be clearly stated and direct • Measurable: Able to tell when completed • Attainable: Appears realistic to the employee • Relevant: Has a bearing on the overall direction of the unit or organization • Time bound: Have a sense of the scope and likely timeframe for completion

  3. GIVING EFFECTIVE FEEDBACK Basic Principles: • Be specific “Thanks for staying late…” • Be as immediate as possible “Thanks for staying late tonight…” • Relate it to a positive result “Thanks for staying late tonight and getting that report out…” • Be sincere and genuine “Thanks for staying late tonight and getting that report out. I really appreciate the extra effort. • State your feelings “Thanks for staying late tonight and getting that report out. I really appreciate the extra effort. It really eased my mind knowing that it would be out on time.” • Praise progress, not just “Your response times are really accomplishments improving. I know you’ve made a real effort to shorten them. I just wanted to let you know I noticed and I feel good about the progress that you’ve made.” • Note: It is JUST as important to give feedback when an employee does something well as it is when you want to correct or modify behavior. Although these examples are for positive and improved performance, the same principles hold true when there is a performance discrepancy.

  4. Completing the Evaluation Document The evaluation document and the appraisal interview are the main components of the yearly review. Completing the evaluation document should be more than just a written exercise for the supervisor. It should be wellthought through, planned in advance, and discussed with and signed by the reviewing officer before the employee is involved. During the interview, the evaluation should be used as a communication tool. Steps In The Preparation For The Interview 1. Gather Essential Information And Documents a. The planning document b. The PD c. All supervisory notes 2. Prepare The Evaluation Document a. Be specific b. Be factual c. Be objective d. Use job related information e. Use behaviors 3. Schedule The Interview a. Allow sufficient time b. Ensure privacy c. Consider possible questions and reactions

  5. EPMS INTERVIEW CHECKLIST Below is a list of items that should be reviewed and discussed with the employee in the performance interview. ____ Position Description ____ Job Functions ____ Job Duties ____ Success Criteria ____ Objectives (optional) ____ Performance Characteristics and Definitions ____ Overall rating ____ Areas that need improvement ____ Major accomplishments ____ Employee’s performance as it relates to the mission/goals of the Agency ____ Training Plan ____ Other Feedback (360 Degrees, Customer, etc.) ____ Career goals/upward mobility (when appropriate) ____ Salary Potential (when appropriate) Be sure to allow and encourage feedback and comments from the employee.

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