SEVEN RULES FOR DEVELOPING GOAL STATEMENTS

1
SEVEN RULES FOR DEVELOPING GOAL STATEMENTS

• Master effective performance management by
  setting specific, attainable and measurable
  goals.

2
GOALS

• Goals are set. . .

• So that it is clear what needs to be done.

• To identify whether its being done.

• So that everyone knows when correction action
  will take place.

• To eliminate the I didnt know defense for bad
  performance.

• To set the stage for good performance.

3
SAM RULE

• This is the planning stage of performance
  management to give direction and lay track
  toward excellent performance.

• When writing goals, remember the rule of SAM,
  meaning goals are to be
• SPECIFIC
• ATTAINABLE
• MEASURABLE.

4
SPECIFIC

• The goal can be clearly understood by the
  employee and the supervisor.

Consider these questions

• Can a neutral third-party read the goal and
  clearly understand what is to be done, and by
  whom?

• Have generalized words like often, sometimes,
  occasionally, etc. been avoided in writing the
  goal statements?

• Does the goal statement reflect the language of
  the job (without being wordy)?

• Are numbers, percentages, weights, days, etc.
  used?

5
ATTAINABLE

• The goal can be achieved by the employee.

The goal statement should not include the
following

• Dependence on the actions of other employees,
  work units, or outside parties.

• Approval of a project, budget, or anything else
  out of the control of the employee.

• The decision-making of more than one supervisor.

• A constantly changing work environment. (i.e.
  procedure, regulations, work flow)

6
MEASURABLE

• The goal has a quantified, easy-to-determine
  accomplishment.

The following quantity measures should be
considered

• The goal allows the employee to periodically
  self-measure their progress.

• The goal is stated as a percentage, number, time,
  quantity, etc.

• Achievement of the goal can be answered in yes
  or no terms.

• A neutral third-party can measure the
  accomplishment after reading the goal statement.

7
SEVEN GUIDELINES
Making a goal statement SAM can be done by
following these 7 guidelines.

• 1. Begin each goal statement with the word To,

2. Follow the work To with an action verb,
3. Identify what you want the employee to
accomplish or the problem area to be corrected
the what,
4. Identify how the goal will be measured,
5. Set a target date for completion of the goal
the when,
6. Outline the consequences,
7. Be sure to specify the what and when, but
dont specify the why or how.
8
AN EXAMPLE OF 7 GUIDELINES
Situation

• An employee has been counseled about tardiness.
  Arriving to work late is clearly a negative
  performance factor in the last review period. The
  supervisor would set the following work goal.

Goal
To arrive at the assigned worksite no later than
800 a.m. each workday, not less than on 95 of
scheduled workdays in the next evaluation period,
to avoid disciplinary action.
9
EXPLAINATION OF THE SEVEN GUIDELINES
1. Used to.

• To arrive at the assigned worksite no later than
  800 a.m. each workday, not less than on 95 of
  scheduled workdays in the next evaluation period,
  to avoid disciplinary action.

3. Specified What (8 a.m. each workday!)
2. Action word! (Arrive)
10
GUIDELINES(Continued)
5. When was specified! (By next evaluation
period)

• 4. Measurement of the goal was established! (95)

To arrive at the assigned worksite no later than
800 a.m. each workday, not less than on 95 of
scheduled workdays in the next evaluation period,
to avoid disciplinary action.
6. Consequence of failing to meet the goal was
specified! (Disciplinary Action)
7. What (arriving on time) when (by next
evaluation period) were specified. Why and how
are not!
11
REMEMBER SAM

• Remember that this goal is

• SPECIFIC It describes what is desired, how it
  is measured, and what the consequence of failure
  will be.

• ATTAINABLE It does not require effort from
  others, it does not depend upon a particular
  alignment of the planets, and it does not rest
  upon approval of a proposed budget.

• MEASURABLE The number of workdays in which the
  employee failed to be at their assigned work
  station by 800 a.m., divided by total workdays,
  will determine whether or not the goal was met.

This goal is SAM
12
By clicking on the check mark, I acknowledge
that I have reviewed and understand this training
presentation. And, I am responsible for complying
with the policies and procedures it outlines. To
receive credit for viewing this training click
the check mark.
Questions? Need more information? Please
contact Human Resource Office Community Colleges
of Spokane Email hro_at_ccs.spokane.edu