Specific

·       A SMART goal describes a specific, observable action or behavior using action verbs and defines “what has to be done?”

·       Does it relate to my job?

·       What am I going to achieve as a result of this target?

·       Does it relate to the departmental plan?

·       Does it clearly define the function to be performed?

Measurable

·       Outcomes or end results in qualitative or quantitative terms. 

·       Can the result be easily defined or measured? 

·       How can I check/observe progress and verify outcomes?

·       Can the limits and parameters of the goal be defined?

·       How will I know when the target is met?

Attainable

·       Goals are within reach – both realistic and reasonable given the required skills and resources are provided.

·       How difficult will it be to achieve this goal?

·       What would prevent this goal from being achieved?

·       Is it realistic in terms of my knowledge, experience and skills and/or what resources will I need to achieve the goal?

·       Is it within my control?

Relevant

·       A SMART goal is relevant to individual responsibilities, departmental goals and the strategic direction of the organization.

·       Does this goal make sense considering my job description and daily responsibilities?

·       Does this goal address the needs of the organization?

·       Why is this goal important to the organization?

Time-framed

·       SMART goals have specific target dates, frequencies or deadlines.

·       Is there an end date, deadline, and/or milestone for the result?

·       How long will it take to achieve this goal?

·       Are there progress review check points?