Get S.M.A.R.T: Goal Setting and Measurement

for Institutional Effectiveness Timothy S. Brophy, Ph.D.

Director, Institutional EffectivenessUniversity of Florida Office of the Provost

Today’s GoalsIntroduce the S.M.A.R.T. goal setting process

Identify and apply steps for developing S.M.A.R.T goals

Review the components of the 2013-14 Effectiveness Documentation Reports

Institutional EffectivenessCore Requirement 2.5:The institution engages in ongoing, integrated,

and institution-wide research-based planning and evaluation processes that

(1) incorporate a systematic review of institutional mission, goals, and outcomes;

(2) result in continuing improvement in institutional quality; and

(3) demonstrate the institution is effectively accomplishing its mission

Institutional EffectivenessCS 3.3.1: The institution identifies expected outcomes,

assesses the extent to which it achieves these outcomes, and provides evidence of improvement based on analysis of the results in each of the following areas: (Institutional effectiveness)

3.3.1.1. educational programs, to include student learning outcomes

3.3.1.2. administrative support services3.3.1.3. academic and student support services3.3.1.4. research within its mission, if appropriate3.3.1.5. community/public service within its mission, if

appropriate

Planning and Reporting

Establish Mission,

Goals, and Outcomes

Assessment Planning

Implement the Plan

and Gather Data

Interpret and

Evaluate the Data

Modify and Improve

May –

Assessm

ent Plans and

Effectiveness

Docum

entation R

eports subm

itted for the next AY

October - Assessment

Data, results, and use of results for

previous AY entered into Compliance

Assist!

Assessment and Institutional Effectiveness

Data Reporting

Documenting Effectiveness: GoalsAnnual unit reports on goals, action items,

measures, and timelines for completion

Academic corollary: Academic Assessment Plans

Goals are critical to effectiveness

One approach: S.M.A.R.T goal setting

What does S.M.A.R.T. stand for?

S = Specific

M = Measurable

A = Attainable

R = Relevant

T = Time-limited or time-sensitive

Goals must be SpecificWhat:

What do we want to accomplish?Why:

Specific reasons, purpose or benefits of accomplishing the goal

Who: Who is involved?

Where: Identify a location

Which: Identify requirements (essential attributes) and

constraints

Specific vs. NonspecificNonspecific goals Specific GoalsWe will grow our

division.

We want good customer reviews.

We will communicate more with our stakeholders.

We will increase our personnel by 10% to manage our increased workload.

We will increase our customer satisfaction ratings by 5 points.

We will send a monthly newsletter to our constituents.

Goals must be measurableNeed to establish concrete criteria for

measuring progress toward the attainment of the goal

If a goal is not measurable, it is not possible to know whether a team is making progress toward successful completion

Measuring progress helps you to stay on track, reach target dates, and experience the success of achievement

Setting measurable goals

How much? How many?

How will I know when

it is accomplishe

d?

Some terms that complicate measurability Understand

An internal process that is indicated by demonstrated behaviors

Appreciate; value Internal processes that are indicated by demonstrated

behaviors closely tied to personal choice Become familiar with

Focuses assessment on “becoming familiar,” not familiarity Learn about, think about

Not observable; demonstrable through communication or other demonstration of learning

Become aware of, gain an awareness of Focuses assessment on becoming and/or gaining – not actual

awareness Demonstrate the ability to

Focuses assessment on ability, not achievement

Measurable vs. Not measurableNot measurable MeasurableWe want to understand

our stakeholders more fully.

We will improve our Ph.D. programs.

We want to plan more efficiently.

We will hold monthly meetings with selected stakeholders to discuss their needs.

Our Ph.D. students will write at least one paper worthy of publication in a tier one journal.

We will develop a strategic plan for our college by June 2013.

Goals must be attainableGoals must be realistic and attainableAttainable goals may stretch a team in order to achieve it,

the goal is not extremeGoals are neither out of reach nor below standard

performance, as these may be considered meaninglessWhen you identify goals that are most important to you,

you begin to figure out ways you can make them come true. You develop the attitudes, abilities, skills, and financial capacity to reach them

According to theory, an attainable goal may cause goal-setters to identify previously overlooked opportunities to bring themselves closer to the achievement of their goals.

Attainable goals

How can the goal be

accomplished?

Does the goal

represent an objective

toward which you are both

willing and able to work?

Is the goal both high

and realistic?

Does the goal

represent substantial progress?

Attainable vs. UnattainableUnattainable/Unrealistic Attainable/Realistic In our unit of 50 employees,

we will double our personnel by June 2013.

We will evaluate and make recommended changes to the Florida Greek Standards and to the Student Code of Conduct from February 14-28, 2013.

In our unit of 50 employees, we will hire 3 new employees by June 2013.

We will evaluate and make recommended changes to the Florida Greek Standards and to the Student Code of Conduct by May 2013.

Goals must be relevantChoose goals that matter.

Many times you will need support to accomplish a goal: resources, a champion voice, someone to knock down

obstacles. Goals that are relevant to your leadership, your division or

college, and your organization will receive that needed support.

Relevant goals (when met) drive the, department, division, and organization forward

A goal that supports or is in alignment with other goals would be considered a relevant goal

Relevant goals:Are worthwhile

Are set at the right time

Match other efforts/needsAre assigned to the right person/area/groupCan be modified as needed

Goals must be time-limitedGoals must be grounded within a time frame,

giving them a target date A commitment to a deadline helps a team

focus their efforts on completion of the goal on or before the due date

This part of the S.M.A.R.T. goal criteria is intended to prevent goals from being overtaken by the day-to-day crises that invariably arise in an organization

A time-bound goal is intended to establish a sense of urgency.

Time-limited goalsProvide a timeframe for the completion of the

goal

Describe what can be done in 6 months,

6 weeks, or

today

Set a sequence of activities that will serve as benchmarks for achieving the goal

What’s Coming Up – 2013-14Effectiveness

Documentation Report templates for 2013-14 will be issued in mid-

March 2013

Due May 15, 2013

What’s new: Template for

Goals

Thank you