Goal Setting Guidelines

• Setamanageablenumberofgoals.Between3and8goalsisusuallyagoodnumber

• Goalsshouldbefollowedupregularlythroughouttheyearandmayberevisedifneeded

• Inadditiontoyourgoals,youwillalsocreateanIndividualDevelopmentPlan(IDP).UseyourIDPtoidentifywhatdevelopmentactivitiesyouneedinordertoreachyourgoals

• Greatgoalsfocusontheendresult,notonlyonthestepstogetthere.Alistofactivitiestobe“tickedoff”duringtheyearisusuallynotagreatgoal

At the beginning of each year, managers and staff members work together to identify and agree upon performance goals for the year. This brochure is designed to assist you in setting your goals.S

Specific

AAttainable

MMeasurable

RRelevant

TTime-bound

SMARTSpecific Measurable Attainable Relevant Time-bound

Individual Performance Goal Examples

Sales RepresentativeDeliverXGEVAgrowthindistrictxduringtheyear,bydevelopingandimplementingaccountPlanOfActionachieving6newpatientsonXGEVA.

Administrative CoordinatorCreate,launchandcontinuouslyupdatelocalSharepointsite,achievingausersatisfactionrateofatleast80%intheDecemberusersatisfactionsurvey.

Regional Medical LiaisonAtleast70%ofunpromptedphysicians(AandB)awareofXGEVA1stand2ndlinedataduringtheyear.

Product ManagerAchieveapatientshareofx%forXGEVAduringtheyearbydeveloping,gainingapprovalandexecutingonbrandplanandsalesmaterial.

Line of Sight Example

Country GoalAchievex%ofNordic&BalticXGEVATTMnetsalestargetfortheyear

Nordic and Baltic GoalDriveGrowthandnewproducts–AchieveXGEVATTMnetsalesofxM$duringtheyear

Individual Health Economist Performance GoalSubmitreimbursementdocument,whichhasbeenapprovedbyhead­quarters,attimeofEMApositiveopinion

A Guide to Creating “Line of Sight” Goals

WhenyoucanalignyourindividualperformancewithAmgen’sgoals,wesayyouhaveaclear“lineofsight”.Aclear“lineofsight”aligns:• Functional/countrygoalstocorporategoals• Teamexpectationstofunctional/countrygoals• Individualgoals/jobexpectationstoteamexpectations

Time­boundgoalsincludethespecifictimebywhichresultsmustbeachieved.Theymayalsoincorporateastartingpoint,duration,and/ormilestones.Ifyoudon’tsetatime,thecommitmentistoovague.Anendpointgivesyouacleartargettoworktowards.

Relevantmeansthatgoalsareapplicabletothejobandcontributetothemissionoftheteam/workunit,functionand/oroverallbusinessresults.

Attainablegoalsarepractical,realistic,possible,andfallwithinthestaffmember’sareaofresponsibilityorcontrol.Agoalshouldalsobea“stretch”thatreachesbeyondwhatiseasilyachievable.

Measurablegoalsincludeaclearlydefinedmeansfordeterminingwhetherthegoalhasbeenmet.Thegoalcanbemeasuredinquantityorquality.Ifyoucan’tmeasureit,youcan’tmanageit.

Specificmeansdetailed,particularorfocused.Agoalisspecificwheneveryoneknowsexactlywhatistobeachievedandaccomplished.

SMART Goals Definition

SMART Goals QuestionsUse these questions to make sure your goals are SMART:

•Whendoesthegoalneedtobeaccomplished?•Whatisthestartingpointandduration?•Whatarethemilestones?

•Canyouactuallyachievethisgoal?Isitrealistic?•Doesitallowyouto“stretch”inyourknowledge,skills,andabilities?

•Whatexactperformanceisexpected?Whatshouldultimatelybeaccomplished?

•Howareyougoingtodoit?

•Isthegoalimportant?•Isthegoalinlinewithteam/workunit,function,and/or

businessresults?•Whyisthisimportanttodoatthistime?

•Howmuch?Howmany?Whatquality?•Howwillyouknowwhenitisaccomplished?•Whatisthemeasureofsuccess?•Haveyouestablishedconcretecriteriaformeasuringprogress?

Pull to see Questions