Performance Appraisal Planning


Performance Appraisal Planning 2016-2017 SMART Goals: A How to Guide
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SMART Goals:
A How to Guide
Performance Appraisal Planning 2016-2017 SMART Goals: A How to Guide
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Table of Contents
What are SMART Goals? ……………………………………………………………………………………………………..3
What is the SMART criteria?…………………………………………………………………………………………………3
How do I decide the right scope for my SMART Goals? (How big? How many?)………………………………3
Where to start?……………………………………………………………………………………………………………………….. 3
How to write your S-M-A-R-T goal …………………………………………………………………………………………4
Examples of Creating a SMART Goal ………………………………………………………………………………………7
Goal: I want to complete a project …………………………………………………………………………………………….. 7
Goal: I want to improve my performance …………………………………………………………………………………… 8
Appendix………………………………………………………………………………………………………………………..10
Template for writing a S.M.A.R.T. Goal…………………………………………………………………………………11
More SMART Goal Examples ………………………………………………………………………………………………12
Ongoing…………………………………………………………………………………………………………………………………12
New Project/Performance Cycle-Specific …………………………………………………………………………………..12
Development Goals…………………………………………………………………………………………………………………13
Performance Appraisal Planning 2016-2017 SMART Goals: A How to Guide
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How to Write SMART Goals:
A Guide for Managers and Employees
What are SMART Goals?


Statements of the important results you are working to accomplish
Designed in a way to foster clear and mutual understanding of what constitutes
expected levels of performance and successful professional development

What is the SMART criteria?

S Specific What will be accomplished? What actions will you
take?
M Measurable What data will measure the goal? (How much? How
well?
A Achievable Is the goal doable? Do you have the necessary skills
and resources?
R Relevant How does the goal align with broader goals? Why is
the result important?
T Time-Bound What is the time frame for accomplishing the goal?

How do I decide the right scope for my SMART Goals? (How big? How many?)
SMART goals are meant to address all of your major job responsibilities.
Remember, goals are intended to focus attention and resources on what is most important
so that you can be successful in achieving your priorities. SMART Goals are goals for your
day-to-day job.
 Common types of goals are to:
o Increase something
o Make something
o Improve something
o Reduce something
o Save something
o Develop someone (yourself!)
Where to start?
1. Start by thinking about your whole job and the broad areas (or “buckets”) of
responsibility and results for which you are accountable.
2. Develop a goal statement for each bucket. To get the scope right, remember to
focus on end results not tasks.
Performance Appraisal Planning 2016-2017 SMART Goals: A How to Guide
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3. Goals should be high level enough to encompass the core outcomes for which you
are responsible, but specific and clear enough so you will be able to measure
success.
4. Goals should be on-going job responsibilities and any new projects, assignments,
priorities, or initiatives that are specific to this performance cycle.
5. Having too many goals can be an indicator that your goals are scoped at too low a
level and are focused more on tasks than on end results.
6. If it seems that your goals are becoming too numerous and task-oriented, it may be
helpful to consider combining several goal statements into a broader outcome area.
How to write your S-M-A-R-T goal
S – Specific
When setting a goal, be specific about what you want to accomplish. Think about this as the
mission statement for your goal. This isn’t a detailed list of how you’re going to meet a goal, but
it should include an answer to the popular ‘w’ questions:

Who – Consider who needs to be involved to achieve the goal (this is especially
important when you’re working on a group project).
What – Think about exactly what you are trying to accomplish and don’t be afraid to get
very detailed.
When – You’ll get more specific about this question under the “time-bound” section of
defining S.M.A.R.T. goals, but you should at least set a time frame.
Where – This question may not always apply, especially if you’re setting personal goals,
but if there’s a location or relevant event, identify it here.

 Which – Determine any related obstacles or requirements. This question can be
beneficial in deciding if your goal is realistic. For example, if the goal is to open a baking
business, but you’ve never baked anything before, that might be an issue. As a result,
you may refine the specifics of the goal to be “Learn how to bake in order to open a
baking business.”
 Why – What is the reason for the goal? When it comes to using this method for
employees, the answer will likely be along the lines of company advancement or career
development.
Performance Appraisal Planning 2016-2017 SMART Goals: A How to Guide
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 “S” actions may include:

Oversee Update Write
Coordinate Upgrade Process
Supervise Develop Provide
Manage Create Maintain
Plan Implement Reconcile
Support Evaluate Direct
Transition Produce Administer

 Note that this list does not include verbs like “improve,” “reduce,” or “increase” (e.g.
“Improve customer service” or “reduce cost.” These imply the direction that you want a
result to move in, but don’t do much to explain the role or specific action that you will
take to accomplish this change.
M – Measurable
What metrics are you going to use to determine if you meet the goal? This makes a goal more
tangible because it provides a way to measure progress. If it’s a project that’s going to take a
few months to complete, then set some milestones by considering specific tasks to accomplish.
Milestones are a series of steps along the way that when added up will result in the completion
of your main goal.

As the “M” in SMART states, there should be a source of information to measure or
determine whether a goal has been achieved.
The M is a direct (or possibly indirect) indicator of what success for a particular goal will
look like.
Sometimes measurement is difficult and managers and employees will need to work
together to identify the most relevant and feasible data sources and collection methods.
Data collection efforts needed to measure a goal can be included in that goal’s action
plan.
Even if a perfect, direct measurement source is not immediately feasible for a given

goal, the discussion about the desired end result (why this goal is important) and what
the measurement options are (what success might look like) is an important and
valuable part of performance planning.

Measurement methods can be both quantitative (productivity results, money saved or
earned, etc.) and qualitative (client testimonials, surveys, etc.).

Performance Appraisal Planning 2016-2017 SMART Goals: A How to Guide
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 Some typical data types and data collection methods may include:

DATA TYPES DATA COLLECTION METHODS
Quality/accuracy rates Automated reports
Amounts produced Audits, tests
Revenue generated Surveys
Productivity rates Work products, samples
Customer Satisfaction Other documents

A – Achievable
This focuses on how important a goal is to you and what you can do to make it attainable and
may require developing new skills and changing attitudes. The goal is meant to inspire
motivation, not discouragement. Think about:



how to accomplish the goal,
if you have the tools/skills needed,
if not, consider what it would take to attain them.

R – Relevant
Relevance refers focusing on something that makes sense with the broader business goals. For
example, if the goal is to launch a new program or service, it should be something that’s in
alignment with the overall business/department objectives. Your team may be able to launch a
new program, but if your division is not prioritizing launching that type of new programs, then
the goal wouldn’t be relevant.
T – Time-Bound
Anyone can set goals, but if it lacks realistic timing, chances are you’re not going to succeed.
Providing a target date for deliverables is imperative. Ask specific questions about the goal
deadline and what can be accomplished within that time period. If the goal will take three
months to complete, it’s useful to define what should be achieved half-way through the
process. Providing time constraints also creates a sense of urgency.
The Easiest Way to Write S.M.A.R.T. Goals
When it comes to writing S.M.A.R.T. goals, ask yourself and other team members a lot of
questions. The answers will help fine-tune your strategy, ensuring the goals are something
that’s actually attainable. Utilize the template provided in the appendix as a guide.
Performance Appraisal Planning 2016-2017 SMART Goals: A How to Guide
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This doesn’t have to be a daunting experience; in fact, it should be quite illuminating. Below we
demonstrate how to write S.M.A.R.T. goals for two typical business scenarios: completing a
project and improving personal performance. We’ve also created an easy-to-use S.M.A.R.T.
goals template and worksheet to help you get started.
Examples of Creating a SMART Goal
Here are two examples of initial goals we’ll use to walk through this process:
1. I want to complete a project
2. I want to improve my performance
This is a typical approach to creating goals, but both of these are very vague. With the current
wording, the goals probably aren’t going to be attainable. The statements lack specifics,
timelines, motivation, and a reality check.
Now, let’s use the S.M.A.R.T. goals formula to clarify both and create new and improved goals.
Goal: I want to complete a project

Specific: Many people are accessing our current site from their mobile devices. Since it’s
not a responsive site, it provides a poor experience for customers. I want to launch a

mobile app for my company website by the end of June, which requires involvement
from software development, design, and marketing.
 Measurable: Creating a mobile app for our company site will require a lot of resources.
To make it worthwhile, I’d like to have 50,000 installs of the site within six months of
launch. I’d also like to show a 5% conversion rate from customers using the mobile site.
 Achievable: The departments that will be involved have signed-off on creating a mobile
app. I’ll need to manage the project and set milestones to keep everyone motivated and
on target.

Relevant: Improving the customer experience on mobile devices is a core initiative for
my company this year.

 Time-Bound: In order to achieve 50,000 mobile app installs and a 5% conversion rate by
the end of the fiscal year, the app will need to be launched by Q2 with a robust
marketing campaign that should continue through the end of the year.
Performance Appraisal Planning 2016-2017 SMART Goals: A How to Guide
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Goal: I want to improve my performance
 Specific: I received low marks on my ability to use PowerPoint at my last performance
review. Improving my skills requires that I learn how to use PowerPoint efficiently and
practice using it by creating various presentations. I’d like to be more proficient using
PowerPoint in time for my next review in six months.
 Measurable: By the time of my next review, I should be able to create presentations
that incorporate graphs, images, and other media in a couple of hours. I should also be
able to efficiently use and create templates in PowerPoint that my coworkers can also
use.

Achievable: Improving my PowerPoint skills is instrumental in moving forward in my
career and receiving a better performance review. I can set time aside every week to

watch PowerPoint tutorials and even enroll in an online class that can teach me new
skills. I can also ask coworkers and my manager for PowerPoint tips.
 Relevant: Working with PowerPoint is currently 25% of my job. As I move up in the
company, I’ll need to spend 50% of my time creating PowerPoint presentations. I enjoy
my career and want to continue to grow within this company.

Time-Bound: In six months, I should be proficient in PowerPoint ensuring it only
occupies 25% of my workload instead of the nearly 40% of the time it occupies now.

Once you go through and write your goals according to each S.M.A.R.T. characteristic, you can
then combine and consolidate all the work you’ve done into one S.M.A.R.T. goal.
S.M.A.R.T. goal: I want to complete a project
 Description: Improving the customer experience on mobile devices is a core initiative
for my company this year, so we are going to create a mobile app. By the end of the
fiscal year, there should be 50,000 installs of the mobile app we develop, and it should
produce a 5% conversion rate. We’ll build the mobile app in-house and launch it by the
end of June with an app-related marketing campaign that will continue to the end of the
year.
 Milestone: Mobile app launches end of June.
Performance Appraisal Planning 2016-2017 SMART Goals: A How to Guide
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 Deadline: End of the fiscal year.
S.M.A.R.T. goal: I want to improve my performance
 Description: To grow in my career, I need to improve my PowerPoint skills. By taking
online classes and reviewing tutorials, I’ll improve my PowerPoint skills so that it only
requires 25% of my work time.
 Milestone: Complete an online PowerPoint course in three months.
 Deadline: Next employee review in six months.
Performance Appraisal Planning 2016-2017 SMART Goals: A How to Guide
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Appendix
Performance Appraisal Planning 2016-2017 SMART Goals: A How to Guide
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Template for writing a S.M.A.R.T. Goal
Crafting S.M.A.R.T. Goals are designed to help you identify if what you want to achieve is
realistic and determine a deadline. When writing S.M.A.R.T. Goals use concise language, but
include relevant information. These are designed to help you succeed, so be positive when
answering the questions.
Initial Goal (Write the goal you have in mind):
______________________________________________________________________________
1. Specific (What do you want to accomplish? Who needs to be included? When do you want to
do this? Why is this a goal?)
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
2. Measurable (How can you measure progress and know if you’ve successfully met your goal?):
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
3. Achievable (Do you have the skills required to achieve the goal? If not, can you obtain them?
What is the motivation for this goal? Is the amount of effort required on par with what the goal
will achieve?):
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
4. Relevant (Why am I setting this goal now? Is it aligned with overall objectives?):
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
5. Time-bound (What’s the deadline and is it realistic?):
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
S.M.A.R.T. Goal (Review what you have written, and craft a new goal statement based on what
the answers to the questions above have revealed):
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
Performance Appraisal Planning 2016-2017 SMART Goals: A How to Guide
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More SMART Goal Examples
Ongoing

Provide high quality customer service resulting in a 90% customer satisfaction rating from
external customers on accuracy, timeliness and courtesy measures on an ongoing basis.
On an ongoing basis, reconcile the department financial reports by the 15th of every month with
no increase in reconciliation errors.
On an ongoing basis, accurately process and dispatch 95% of high priority calls for police, fire
and medical services.
On an ongoing basis, dispatch 82% of high priority calls for police, fire and medical services
within established timeframes.
Resolve 90% of complaints through a collaborative process without need for formal mediation
on an ongoing basis.
Conduct education, monitoring and enforcement to ensure that 98% of agricultural and pest
control businesses are in compliance with all pesticide regulatory requirements on an ongoing
basis.
Manage and support effective performance resulting in achievement of 75% of program and
individual performance targets by the end of the fiscal year.
Manage the department budget to stay within appropriations and accomplish 85% of service
results by the end of the fiscal year.
Coach and support my direct reports resulting in attainment of 85% of all performance plan

goals and feedback from direct reports that I provided them with clear expectations, meaningful
feedback and fair performance evaluations by the end of the fiscal year.
New Project/Performance Cycle-Specific
 By March 2011, develop and implement a customer service plan that results in department staff
reporting that they are clear about expectations for excellent customer service and have the
skills and support to perform at that level and that results in customers reporting that they
receive excellent customer service.

Transition to a new automated case management system with minimal affects on customer
service by developing a training program that ensures all staff can process 30 cases per day no
later than three months after the end of the training classes.
Reduce overtime in the department from 150 hours per month to 50 hours per month by the
end of the fiscal year with no increase in incident reports.
Develop a quality improvement process for the sanitary sewer system that reduces the failure
rate to 1% by 12/31/11.
Create a partnership with at least 5 local cities to deliver two compliance-related training
workshops resulting in $____ improvement in Net County Cost by 6/30/11.
By 11/30/11, update the employee handbook to include a searchable intranet version that
employees find easy to use and informative.
Complete the Energy Watch Program to reduce countywide carbon emissions by 605 tons by the

end of the fiscal year.
Performance Appraisal Planning 2016-2017 SMART Goals: A How to Guide
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Conduct outreach and education that reduces the amount of illegal dumping into the streets
and drainage channels by __% by June 30, 2011.
Develop and implement vehicle replacement plan to increase the Average Fuel Economy to 30
Miles per Gallon by 2012 for Midsize and Compact Vehicles and to increase the average Miles
per Gallon on the total fleet to 25 MPG by 2016.
Implement Evidence Based Probation Service (EPBS) practices in order to reduce recidivism

among participants by __% by June 30, 2011.
Development Goals

By June 30, 2011, develop and apply upgraded computer skills that enable me to produce
budget reconciliation reports each month in a timely and accurate fashion.
Develop and practice my coaching skills so that my direct reports report that they feel more
satisfied with their work and able to perform at a higher level and such that I achieve a 30/70
split between coaching and doing by June 30, 2011.
By June 30, 2011, complete course work and attain a CSAC credential to enhance my skills as an

effective leader as measured by feedback from my supervisor and the accomplishment of my
performance plan goals.

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