Results-Focused: Goals should measure outcomes, not activities.
Example:
By August 1, 2015 implement a new performance management system for Classified Staff, A&P Faculty, and University Staff using clearly defined processes and guidelines so employees and managers can more competently evaluate performance and develop their careers.
Explanation of Example:
The result of this goal is a process that allows employees and managers to more competently evaluate performance and develop their careers, not the individual activities and actions that occur in order to make the goal a reality.
Time-Bound: Goals should be linked to a time frame that creates a practical sense of urgency, or results in tension between the current reality and the vision of the goal. Without such tension, the goal is unlikely to produce a relevant outcome.
Example:
By August 1, 2015 implement a new performance management system for Classified Staff, A&P Faculty, and University Staff using clearly defined processes and guidelines so employees and managers can more competently evaluate performance and develop their careers.
Explanation of Example:
August 1, 2015 provides you with a time-bound deadline.
The concept of writing S.M.A.R.T. goals is very important for accomplishing the individual goals, which in turn are linked to department, division, and University goals. It is also critical for ensuring good communication between employees and supervisors so there are no surprises during annual performance evaluations.
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