Setting SMART Objectives

Transcription

1 Setting SMART Objectives Whilst line managers are responsible for ensuring that objectives are set it is important that, wherever possible, objectives are jointly agreed, between staff and line manager, as not only will this give staff greater ownership, making it more likely that the objectives will be met but it will help to make sure that the objectives are clearly understood. Line managers should arrange individual meetings with their staff to discuss and agree performance objectives. When discussing objectives, and when planning objective setting meetings, line managers should remember to include key questions: Why? What? How? When? To what effect? Where a number of similar job roles exist in the same area generic objectives can be useful. This helps ensure that everyone is contributing to the same goals. However, the objectives should still be tailored to individuals to ensure they are achievable and realistic. It is also helpful if each member of staff has their own specifically tailored development objective. Objectives should be SMART: Measurable Having SMART objectives will help define what is expected and will also provide a benchmark to assess performance against. Objectives should: CORP EMP 32 v 3 1 of 5

2 State What' needs to achieved, and How Allow for performance to be monitored and for performance appraisals to take place, Show a clear link between the staff member s objectives and how their contribution supports the wider team DBH. Aligning objectives with those of DBH Objectives should set out the staff members contribution to supporting the strategic direction of DBH. There needs to be a link between the objectives of every member of team DBH and the overarching aims of our organisation. CORP EMP 32 v 3 2 of 5

3 SMART in detail Objectives should not be written in vague terms. They need to define What, the required outcome, needs to be achieved and, equally importantly, How the outcome should be delivered. Measurable Objectives must be as quantifiable as possible and should include mechanisms to allow managers and staff to know when and how they have been achieved. These mechanisms include quality and time together with measures such as patient satisfaction and feedback. Both the line manager and member of staff must both accept that the objective is something which is achievable. It is therefore important that both the objective and the individual s `capability need to be considered. Objectives should stretch and challenge the staff member. Objectives should be designed to help to deliver both DBH Strategic priorities and Care/Corporate Group objectives. Whilst some objectives may be around personal development they should ultimately seek to benefit DBH. One of the key ways of making an objective measurable is to give it a specific date or deadline. Drafting SMART objectives What are the tasks which need to be completed? What are the key outcomes and priorities of the role? What behaviour and values are required to deliver to DBH standards? What does success look like? CORP EMP 32 v 3 3 of 5

4 Measurable How will achievement be measured? What are the deadlines? How will we measure quality? Is there a need for patient/service user feedback? The objective is appropriate to the job? The objectives match the employee s capability? The objective is sufficiently stretching without being too demanding? The objective is deliverable? The objectives reflect DBH strategic direction and care/corporate group objectives? The objective includes and reflects DBH vales and behaviours? The objectives are still relevant? What is the timescale of each objective? The individual objective is capable of being delivered in that timescale. All of the staff members the objectives are capable of being delivered in the proposed timescales? Making Objective writing easier Key points: Objective setting involves a structured conversation between line manager and staff member, A good objective usually has a beginning, a middle and an end, Training for managers in objective setting/appraisals is available, The wording for an objective should be as simple and to the point as possible, For an objective to be effective it must be able to answer all the questions around what, when, how and who, break the objective into small manageable steps, build those small manageable steps into the overall plan for achieving the objective which should be delivered in an agreed and realistic timeframe, When setting an objective, always try to start each sentence with an active verb and end with some form of measure. CORP EMP 32 v 3 4 of 5

5 Active verb examples Action words Try to avoid using phrases such as responsible for or duties include, and replace them with more positive and powerful statements. Words to use include: Identify Implement Initiate Assess Review Evaluate Produce Conduct Complete Prepare Create Monitor Determine Define Discuss Seek Modify Develop Undertake Gather Lead Provide Promote Schedule CORP EMP 32 v 3 5 of 5