Introducing the SMART method to implement goal writing. Participants will gain an understanding of the S.M.A.R.T. method for goal writing and utilized this knowledge to develop goals for their Professional Development plans. At the end of this session, participants were be able to: 1) Identify what a SMART goal is 2) Understand how SMART goals are used and their relevance 3) Write a SMART goal

1. SMART Goals
An Introduction to Setting SMART Goals
For TRIS Team Members Utilizing
the New EKU HR Professional Development System
By Katie Ryan Fotiadis

2. What is a SMART Goal?
Specific
Measurable
Achievable
Realistic
Time-Bound

3. W.I.I.F.M.?
Clarity &Direction
Contributing with Solutions
Job Challenges
Training Needs
Opportunities
Communication

4. Identify Job Challenges
• Start Large: What’s the “Big Picture”?
• University and/or department challenges or initiatives
• Job challenges or frustrations
• Break it Down: Smaller Targets
• How do I/my role contribute?
• What is needed or how can I contribute to the solution?

5. Discover Training Gaps
• In order to do my best job, do I need further
direction, training, or guidance in relation to:
• Knowledge?
• Skills?
• Abilities?

6. Take Advantage of Opportunities
• What do you want to accomplish in your career or personal
development?
• Are there any future roles or positions you want to qualify for?
• What knowledge, education, skills, etc. will you need to advance?

7. Communication Tool
• Clarity
• What challenges hinder my department? My team? My ability to do my best performance in my position?
• Does my supervisor realize the challenges that hold me back?
• Direction
• What knowledge/skills/abilities do I possess or need in order to move through the challenges?
• What guides my work?
• Contribution
• What can I do?
• How can I make a difference in improving myself, the organization, and ultimately the university as a
whole?
• Solution Focused
• Get out of the problem and into the solution
• How can my supervisor and I work together towards completing goals? Do we need to revisit/revise the
goals?

8. Performance Management Annual Cycle
• Goals set now are for the next 6
months
• Then, new goals will be set in July
for the upcoming fiscal year July 1-
June 30, after review of goals,
progress made, and employee
evaluations
Employee
Set Goals
Manager &
Employee
finalize goals
Perform Job
Functions
Complete
Performance
Review

9. Goal Setting Timeline
Date Event Comments
Early January 2015 Online System available for goal-entry
The system will be “opened” so employees may begin
entering goals. An email with a tutorial will be sent out
1/8/2015 through 1/30/2015 System trainings offered
Trainings on how to use the system, for those who need it
(supervisors and employees). Dates and locations TBD
Friday, February 6, 2014 Deadline for employee goal-setting
All employees must have their goals entered into the
system
Wednesday, February 25, 2015 Deadline for Supervisor/Employee meeting
Supervisors should have met with their employees, face-
to-face, by this date and discussed finalized goals
Monday, March 2, 2015 Goal-setting process is complete Employees should have completed the final sign-off
3/2/2015 – 6/30/2015 Employee performs their job Employees should be attempting to complete their goals
Tuesday, June 30, 2015 End of goal-setting/review period Employees should have completed/met their goals
Wednesday, July 1, 2015 Beginning of evaluation period Review process to start

10. Now What?
1) Review available resources on the next page
2) Begin to formulate your goals. Try working with a partner
3) Utilize the website to enter your draft
4) Meet with your supervisor to review, make adjustments, and agree on
finalized goals
5) Make adjustments in the website and complete the employee sign off

11. Resources
• EKU HR Resources
• How to Set SMART Goals
• Writing SMART Goals & Worksheet
• SMART Goal Template
• A Step Further
• Targeting Your Work Plan
• Strategies for Achieving Your Goals

12. Get S.M.A.R.T.