| |
Effective goals are challenging, not too easy to attain, but not so unrealistic
that they are seen as unattainable. Effective goals are also SPECIFIC,
MEASURABLE and include:
WHAT
A specified, measurable end result that defines what is to be achieved.
The product, service, accomplishment our outcome
WHEN
A specified time frame
The date for completion
A span of time for certain things to happen
HOW
The specific level of performance to be achieved, composed of:
An indicator of satisfactory performance (what you want to
measure), such as quantity, quality, etc.
The method of measurement, such as ratios, feedback from customers,
checklists, etc: Note that sometimes it may not be possible to
include a number in your goal to indicate how well you perform. In
these situations, you will need to describe your level of performance.
|
Goal: |
Effectively Chair A Service Committee |
| WHAT |
Chair A Service Committee |
| WHEN |
During Upcoming Year |
| HOW |
Effectively (In this case you and your supervisor would discuss
what "effectively" means.) |
GOAL SETTING MEETING:
- You will need to meet with your supervisor and get his/her agreement
on your goals.
Prior to the meeting:
- Write out your goals, including their priority ratings (high, medium,
low)
- Make notes of your rationale
- If possible, provide a copy of your goals to your supervisor prior
to the meeting
- Determine your development level for each goal, what action you will
take to meet the goals and what help you will need from the supervisor
or others
During the meeting:
- Discuss each goal, including additional ones which may be suggested
by your supervisor, your development level and help needed, and your
action plans for attaining the goals
- Discuss your goal priorities
- Rewrite your goals and action plans as agreed upon, if necessary,
and provide a copy to your supervisor.
|
 |
