S.M.A.R.T Goals

Goals and Objectives should be S.M.A.R.T., which means, goals should be specific, measurable, achievable, results-focused, and time-based. Use this link to obtain definitions of each of the S.M.A.R.T. goal criteria. 

SPECIFIC:

Goals should be well-defined, detailed, focused, straight-forward, and actionable. A specific goal has a much greater chance of being accomplished than a general goal. To set a specific goal you must answer the six “W” questions: 

  • Who: Who is involved?
  • What: What do I want to accomplish?
  • Where: Identify a location.
  • When: Establish a time frame.
  • Which: Identify requirements and constraints.
  • Why: Specific reasons, purpose or benefits of accomplishing the goal. 

ASK: What exactly am I going to do? Why is it important to do this? How am I going to do this? Is it clear who is involved? 

MEASURABLE:

Identify and document ways to measure progress toward the achievement of each established goal. One must be able to recognize tangible evidence that the goal has been accomplished or the progress made towards the completion of the goal. Measurable criteria could be: 

  • Quantity
  • Quality
  • Timeliness
  • Date(s)
  • Cost Effectiveness
  • Percent Changed
  • Tracked

ASK: How will I know when this goal has been achieved? What measurements can I use? When do I want this to be completed? Can these measurements be obtained? 

ATTAINABLE/ACHIEVABLE:

Goals should be achievable and realistic but, should challenge the employee. Most goals could be accomplished when a plan with action steps is put in place, and a time-frame is established for the employee to carry out those steps. Attainable goals: 

  • Can actually be accomplished
  • Can really do within the time frame
  • Detailed
  • Focused
  • Well-defined
  • Straight-forward
  • Action-oriented

ASK: Is this possible? Why is it important to do this? How am I going to do this? Are there factors beyond my control that need to be considered? Has anyone else done this successfully? 

REALISTIC/RELEVANT:

A relevant goal should be consistent with the University’s Mission, Vision, and Strategic Initiatives. Identify goals that are most important and relevant to the School/Department/Unit. A goal must represent an objective that the goal-setter is willing and able to work towards. Where appropriate, link the goal to a higher-level department or organizational goal. A relevant goal will usually answer the following questions: 

  • Do I have the resources (skills, funding, equipment, staff, etc.) to accomplish?
  • Do I need to rearrange my priorities to accomplish?
  • Is it possible to complete this objective? 

TIME-BOUND:

Goals should be linked to a time frame; goals should have a starting point and an ending point. Complex goals should be broken down into smaller pars with dates for completion. 

ASK: What is the earliest, yet achievable and realistic date for this to be completed? Have I included this date in the statement of the objective? When and how often do I need responses, reports, summaries, agendas, schedules, status updates? 

REMINDER: 

  • Department Goals link to University Mission, Vision, Core Values and Key Strategic Initiatives. 
  • Manager and Supervisor Goals support Department Goals 
  • Employee Goals align with Department Goals 
  • Aligned goals help employees see how their day-to-day activities contribute to the success of the University 

✓ Goals should be Specific, Measurable, Attainable/Achievable, Realistic/Relevant, and Time-Bound