S.m.a.r.t. Goal Questionnaire Template printable pdf download

Writing S.M.A.R.T. Goals

Developing sound goals is critical to managing your own and your employees’ performance. Each year

you will ask your employees to set goals for the upcoming year/evaluation period. When you ask your employees

to write their goals, teach them to create S.M.A.R.T. goals that support your own goals for the same period.

A S.M.A.R.T. goal is defined as one that is specific, measurable, achievable, results-focused, and time-

bound. Below is a definition of each of the S.M.A.R.T. goal criteria.

Specific:

Goals should be simplistically written and clearly define what you are going to do.

Specific is the What, Why, and How of the S.M.A.R.T. model.

Example:

By August 1, 2009, 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:

“Implement a new performance management system for Classified Staff, A& P

Faculty, and University Staff” = what

“using clearly defined processes and guidelines” = how

“so employees and managers can competently evaluate performance and develop

their careers = why

Measurable:

Goals should be measurable so that you have tangible evidence that you have accomplished the

goal. Usually, the entire goal statement is a measure for the project, but there are usually several

short-term or smaller measurements built into the goal.

Example:

By August 1, 2009, 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 essential metric is whether or not the system is operational by August 1

Achievable:

Goals should be achievable; they should stretch you slightly so you feel challenged, but defined

well enough so that you can achieve them. You must possess the appropriate knowledge, skills,

and abilities needed to achieve the goal.

You can meet most any goal when you plan your steps wisely and establish a timeframe that allows

you to carry out those steps. As you carry out the steps, you can achieve goals that may have

seemed impossible when you started. On the other hand, if a goal is impossible to achieve, you

may not even try to accomplish it. Achievable goals motivate employees. Impossible goals de-

motivate them.

Example:

By August 1, 2009, implement a new performance management system for

Classified Staff, A& P Faculty, and University Staff using clearly defined

UHR, Employee Development

S.m.a.r.t. Goal Questionnaire Template