A key piece of a PMP involves developing performance goals and expectations. While goals and objectives are often used interchangeably, they are not synonymous. However, for purposes of this program, we will describe a goal as a written statement that clearly describes certain actions or tasks with a measurable end result. Goals should be well-defined, detailed declarations of specific actions to be taken during the upcoming review period for which measurable outcomes are expected. Goals can be tied to desired productivity, performance of stated tasks or achievement of targeted personal and professional development. Each goal should be specific enough to let the employee know what is expected to be accomplished, why it is to be done, and the target date for accomplishing it. It is important to ensure each goal can be measured to determine if it has been accomplished. Goals should also be realistic, achievable, and firmly within the control of the employee to accomplish. They should be consistent with the overall mission of the department and, ultimately, the practice. Finally, each goal should include a deadline as to when it should be accomplished.
The following acronym is often used to assist supervisors in developing goals for their employees:
Answers what, why and when actions should be accomplished
Clarifies how to determine if the goal has been achieved
Supports the Practice's mission and overall objectives.
Ensures goals are doable but with a stretch challenge
T Time Based
Establishes deadline for completion