SMART GoalsAn Introduction to Setting SMART GoalsFor TRIS Team Members Utilizing the New EKU HR Professional Development SystemBy Katie Ryan Fotiadis1What is a SMART Goal?
SpecificMeasurableAchievableRealisticTime-BoundS: Specific, not vague, to give clarity/guide direction/and communicate effectively. M: Measurable, how will I know when the goal is achieved? A: Achievable, attainable, accomplished. R: Realistic, relevant, and results-oriented. T: Timely, time-bound, deadline. Within what time frame? What is my deadline? Is it one time or recurring? How will I know when it is accomplished?2W.I.I.F.M.?
Clarity &DirectionContributing with SolutionsJob ChallengesTraining NeedsOpportunitiesCommunication
3Identify Job Challenges
Start Large: Whats the Big Picture?University and/or department challenges or initiativesJob challenges or frustrationsBreak it Down: Smaller TargetsHow do I/my role contribute?What is needed or how can I contribute to the solution?4Discover Training Gaps
In order to do my best job, do I need further direction, training, or guidance in relation to:Knowledge?Skills?Abilities?5Take Advantage of Opportunities
What do you want to accomplish in your career or personal development?Are there any future roles or positions you want to qualify for?What knowledge, education, skills, etc. will you need to advance?6Communication Tool
ClarityWhat challenges hinder my department? My team? My ability to do my best performance in my position?Does my supervisor realize the challenges that hold me back?DirectionWhat knowledge/skills/abilities do I possess or need in order to move through the challenges?What guides my work?ContributionWhat can I do?How can I make a difference in improving myself, the organization, and ultimately the university as a whole?Solution FocusedGet out of the problem and into the solutionHow can my supervisor and I work together towards completing goals? Do we need to revisit/revise the goals?7Performance Management Annual CycleGoals set now are for the next 6 monthsThen, new goals will be set in July for the upcoming fiscal year July 1-June 30, after review of goals, progress made, and employee evaluations8Goal Setting TimelineDateEventCommentsEarly January 2015Online System available for goal-entryThe system will be opened so employees may begin entering goals. An email with a tutorial will be sent out1/8/2015 through 1/30/2015System trainings offeredTrainings on how to use the system, for those who need it (supervisors and employees). Dates and locations TBDFriday, February 6, 2014Deadline for employee goal-settingAll employees must have their goals entered into the systemWednesday, February 25, 2015Deadline for Supervisor/Employee meetingSupervisors should have met with their employees, face-to-face, by this date and discussed finalized goalsMonday, March 2, 2015Goal-setting process is complete Employees should have completed the final sign-off3/2/2015 6/30/2015Employee performs their jobEmployees should be attempting to complete their goalsTuesday, June 30, 2015End of goal-setting/review periodEmployees should have completed/met their goalsWednesday, July 1, 2015Beginning of evaluation period Review process to start9Now What?
Review available resources on the next pageBegin to formulate your goals. Try working with a partnerUtilize the website to enter your draftMeet with your supervisor to review, make adjustments, and agree on finalized goalsMake adjustments in the website and complete the employee sign offIts great to have someone to bounce ideas off of or even check in, as an accountability partner. If youre fairly new, consider pairing up with someone who is seasoned 10ResourcesEKU HR ResourcesHow to Set SMART GoalsWriting SMART Goals & WorksheetSMART Goal TemplateA Step FurtherTargeting Your Work PlanStrategies for Achieving Your Goals
Group Activity: Develop a goal to work on between March and June, as a team, to solve an issue that affects all members of each respective team: ECE, FAP, KHB, and Programmers and has parts each member of the group can play in becoming the solution.12