Specific: a specific goal has a much greater chance of
being accomplished than a general goal. A specific goal answers the following
‘W’ questions:
- Who: who is involved?
- What: what do I want to
accomplish?
- Where: identify a location
(if applicable)
- When: establish a time frame
- Which: identify requirements
and constraints
- Why: specific reasons,
purposes or benefits of accomplishing the goal
Measurable:
establish concrete criteria for measuring progress toward the attainment of
each goal you set. To determine if the goal is measurable ask:
- How much? How many?
- How will I know when it is
accomplished?
Accountable:
the accountability for performance objectives must be crystal clear and must
specifically state who is accountable. The more detail the better. A clear
definition of what he or she is specifically accountable for will help reduce
confusion at performance appraisal time. Defining accountability gives purpose
and a sense of urgency to the performance objective.
Realistic: to
be realistic, an objective must empower the employee to be both willing and able to accomplish it.
Time bound/Trackable: an
objective should be grounded within a time frame. With no time frame tied to it
there is no sense of urgency.
Resources: Creating
SMART Goals: www.topachievement.com/smart.html
The Key to Successful
Performance Objectives by Josh Greenburg:
www.performance-appraisals.org/experts/succobj.htm
