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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