GOAL SETTING -Setting SMARTER Objectives - College … 6/6.… · GOAL SETTING -Setting SMARTER Objectives What is Performance planning? Performance Planning is key to successful

GOAL SETTING -Setting SMARTER Objectives

PMS@CMI July, 2016


Why is Planning important? Planning is the most important management function. Old saying, “ If you fail to plan, you plan to fail.”

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What is Performance planning? Performance Planning is key to successful Performance Management.

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Training Outcomes:

1. Know the difference between goals and objectives;

2. Understand the importance of setting objectives to achieve

CMI and Department goals;

3. Understand SMART objectives;

4. Know the difference between SMART and SMARTER

objectives

5. Know how to write your own SMARTER objectives.

Video

Goals vs Objectives

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Although the terms “goals” and “objectives” are often used interchangeably, there is a difference between them: Goals

General Intangible Broad Abstract Strategic—long-range direction, set by senior management

Objectives • Specific • Measurable • Narrow • Concrete • Tactical—short-range, set by

managers to support the accomplishment of goals

SHRM – Setting SMART objectives Training

Goals vs Objectives

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1. Provide high quality student success programs.

2. Establish a Marshallese Translation Unit within the

College by the end of 2017.

3. Provide quality student-centered educational

services.

4. Supervisors to submit timesheets to Payroll by

Friday one week before next Pay Day. SHRM – Setting SMART objectives Training

Importance of setting Goals and Objectives

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Planning is the most important management function.

•As the old quote goes, “Failing to plan is planning to fail.”

Setting goals and objectives is important because it is the first and most critical step in the College’s planning process. Goals are forward-facing and provide the College with the direction in which it will move. Objectives can be mile markers along the road indicating progress and maintaining motivation.

How we set Goals and Objectives

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At CMI, Administrators and IPC refines our goals for the next 3-5 years on an annual basis as part of the CMI’s strategic plan. Under our Performance Management process, individual managers use these goals to set their departmental objectives and their own objectives, and collaborate with employees to help develop employees’ individual objectives. Using our Performance Management System, we evaluate the performance of managers and employees based primarily on their accomplishment of these objectives.

SMART Objectives

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At CMI, we set SMART Objectives:

S Specific M Measurable A Achievable R Relevant T Time-bound

Specific Objectives

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Specific Objectives are:

•Concrete

•Detailed

•Focused

•Well defined

•Straightforward

•Action-oriented

Specific Objectives (cont.d)

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When setting objectives that are specific, ask the following questions:

What am I going to do? Use action verbs such as

develop, execute, conduct, build.

Why is it important to do this task?

Who is going to be involved?

When do I want this task to be completed?

How am I going to do this task?

Measurable Objectives

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Measurements for objectives help you know you are making progress toward completing the objectives. Progress measurements also allow for course corrections along the way for both direction and pace. If you set an objective that is measurable, you will have tangible evidence of completion of the objective.

Measurable Objectives (cont.d)

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When setting objectives that are measurable, ask the following questions: How will I know when this objective has been achieved?

What measurements can I use?

What milestones can I use to track progress toward completion?

-Must be ‘Yes’ or ‘No’ -True or False -Number

Achievable Objectives

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Achievable objectives are those that you can actually accomplish (something you can realistically do within the time frame set)—not an aspiration or vision. Achievable objectives need to challenge you but not so much so as to be unattainable or to cause frustration in being unable to complete them. You need to fully commit to achieving the objectives

Achievable Objectives (cont.d)

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Achievable objectives are those that you have the resources to accomplish, including:

•Skills

•Funding

•Equipment

•Time

•Staff

Achievable Objectives (cont.d)

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When setting objectives that are achievable, ask the following questions:

Do I have the resources to accomplish this objective? Do I have the necessary skills and training to achieve this objective? Do I need to collaborate with others in my department or outside my department to achieve this objective?

Do I need to rearrange my priorities to accomplish this objective?

Is it possible to complete this objective?

Relevant Objectives

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Relevant objectives are those that align with your overall goals or Essential functions/Responsibilities of your role. They relate to the question of ‘Why is it important to this objective?’

How will this meet my job, department and CMI goal? How will pursuing this objective affect my other objectives?

Time-bound Objectives

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Time-bound objectives are those that have deadlines for completion. The time frames create a sense of urgency and lead to action.

The deadlines, just as with overall objectives, must be achievable and relevant.

For a complex objective, break it into small parts and set a deadline for completion of each phase

Time-bound Objectives (cont.d)

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When setting objectives that are time-bound, ask the following questions:

What is the earliest—yet achievable and realistic—date for this objective to be started and to be completed? Have I included these dates in the statement of the objective? Are there other projects/objectives that must be completed first, or are there others that are reliant upon the completion of this objective?

SMARTER Objectives

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http://www.ucl.ac.uk/hr/docs/appraisal_smarter.php

SMARTER Objectives: Are about pushing yourself to do better than your last review period. Challenge the way things are normally done with the purpose of making them better. Focus on exceeding performance standards

Extending Objectives

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When setting objectives that are extended or stretched, ask the following questions:

Does this stretch my capabilities? What kind of impact does it make on improving the way things are normally done? Does this objective make a significant contribution to the improvement of services for the department? Does it link to CMI’s strategic goals and objectives?

Rewarding Objectives

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When setting objectives that are rewarding, ask the following questions:

What's in it for you the employee as well as for CMI? What motivates you to want to complete this objective? Is it something you can get passionate about and fully engaged?

SMARTER Objectives

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Avoid phrases starting with: •Liaise with… •Coordinate… •Develop a relationship with…

Ask yourself why you are doing that activity and what it is you want to want to achieve. Use phrases like:

• Develop new ways… • Reduce processing time for… • Review internal procedures…

SMARTER Objectives (cont.d)

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Example 1 You and your supervisor agree you should improve provision of HR advice to Academic Departments. This will improve service to faculty. This is a simple and clear objective, but it may not be very SMART. There are many things which can go wrong with this performance achievement, as there are several things which may be outside of your control and provision of HR advice is not a very specific goal. A SMARTER performance Objective would be to segment the activity into a series of time bound objectives, for example: 1. Examine nature of faculty enquiries by 30 June 2016. 2. Develop new ways of provision of information on the two

most common types of enquiries by 31 December, 2016.


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Example 1 Step 1: Task Improve recruitment services to the CMI community by Human Resources. Step 2: Why Time taken to fill positions takes longer than necessary. Step 3: Outcome

Improved efficiency in the recruitment process leads to vacancies being filled in a timely manner and improved departmental performance.

Step 4: SMARTER objective Review Internal procedures of the recruitment process with a view to reducing the time taken from when posts close to when offers are made to potential hires by at least 10 days.


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Example 2 Step 1:TASK Raise students reading level higher than their entry level. Step 2: WHY Students with low elementary reading level find academic work challenging which leads to poor academic performance. Step 3: OUTCOME Raised/ improved reading levels builds confidence and self esteem which leads to better academic performance. Step 4: Smarter Objective 80-100% of the class will be able to raise their reading levels 6-8 levels higher than their entry level by the end of the semester


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Use these steps to write an objective for your work Step 1: Task

Describe a task Step 2: Why

Reason for doing it. Step 3: Outcome

What do you intend to achieve as an outcome?

Step 4: SMARTER objective Write it is as a SMARTER Objective.

Setting SMART Objectives

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Training Outcomes 1. Know the difference between goals and

objectives; 2. Understand the importance of setting

objectives to achieve CMI and Department goals;

3. Understand SMART objectives; 4. Know the difference between SMART and

SMARTER objectives 5. Know how to write your own SMARTER

objectives.


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Questions?


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Kommool tata for your attention and interest!


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References:

SHRM: Setting Smart Goals Training, 2008 CMI PMS Guide, June, 2016 http://www.ucl.ac.uk/hr/docs/appraisal_smarter.php

http://www.ucl.ac.uk/hr/docs/appraisal_smarter.php�

Documents

GOAL SETTING -Setting SMARTER Objectives - College … 6/6.… · GOAL SETTING -Setting SMARTER Objectives What is Performance planning? Performance Planning is key to successful