1. Performance Management Goal Setting Development Plan Goals
Organizational Goal
Strategic Goals
Individual Goals
Development Plan Goals
Organizational Goals should be financial in nature and tie everyone to the Corporation or Business Unit goal financial goal.
Examples: “Contribute to the overall delivery of the EBITDA target of x, by doing x, y, and z.”
Strategic goals should be more specific to your business unit or function.
Examples: “Ensure no less than 100% compliance with all regulatory and/or mandated requirements and processes.”
Individual goals should be very specific to the individual position.
Examples: “Decrease voluntary turnover by 20% year over year.”
One development plan goal aligned with current role.
One-two designed for future opportunities.

2. Challenging yet attainable. Time-bound When should it be complete?
Specific
What will be achieved? What actions will be taken to produce the specific output or desired results? M
Measurable
Answers “How much?”, “How many?”, “How will I know?”. Allows for qualitative or quantitative measurement. A
Accepted
Accepted objectives need to be agreed upon by the employee and manager. R
Realistic
Challenging yet attainable. T
Time-bound
When should it be complete?