How to write SMART objectives

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An objective is a clear statement of something that needs to be accomplished over a period of time. Before formulating a SMART objective it may help to begin by considering these 3 questions: • • • Where are you right now? Where do you want to be? What do you need to reach that point?

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! Here are some tips for ensuring that your objectives are SMART: ! SPECIFIC

Specific – states exactly what you need to achieve Measurable – includes a quality or quantity measure Achievable – You have the resources, time, opportunity and support to succeed Realistic – can be challenging but must be achievable and relevant to your role Time bound – with a clear end date or timescale

Objectives should clearly state what you are expected to achieve, using action verbs to describe what has to be done. For example: • Not specific: Encourage more people to join the Sports Centre • Specific: Increase membership of the Sports Centre • Not specific: Conduct research • Specific: Formulate plans for research on topic X

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MEASURABLE Objectives should include a quality and/or quantity reference so that you can measure whether or not you have achieved them. For example: • Not measurable: Increase membership of the Sports Centre • Measurable: Increase membership of the Sports Centre by 10% • Not measurable: Formulate plans for research on topic X • Measurable: Formulate plans for research on topic X and submit grant application to X Research Council. Where there are not identifiable quality/quantity references, eg. for objectives addressing behaviour, then it must be decided how progress towards outcome is to be determined. ACHIEVABLE The resources, time, opportunity and support to successfully complete the objective must be considered and potential blocks to success dealt with as far as possible. • Not achievable: Learn about the background to my subject during the near future • Achievable: Produce a 5,000 word literature review on X in two weeks' time

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REALISTIC

Objectives should be challenging but achievable i.e. they should not be unrealistic. Objectives should also take account of the skills, knowledge and resources needed to achieve them. You may need to consider whether you need any training or development (or other support) in order to achieve the objective. • Not realistic: lose 10 pounds in one week • Realistic: lose 10 pounds in one month

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TIMEBOUND Objectives should include a time reference, such as a specific deadline. For example: • Not time bound: Increase membership of the Sports Centre by 10% • Time bound: Increase membership of the Sports Centre by 10% over the next six months • Not Time bound: Formulate plans for research on topic X and submit grant application to X Research Council • Time bound: Formulate plans for research on topic X and submit grant application to X Research Council by 1 June 2013. The time reference for other objectives might be in terms of frequency or turnaround time. For example: • Time bound: Once a month, update all library web pages and printed guides • Time bound: Circulate minutes of Committee Y within five days of the meeting. If there is a particularly long timescale involved, you may need to break the objective down, identify the steps you need to take to achieve the overall objective and work out how long each step is likely to take so that you can agree a target date.

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Adapted from – Heriot Watt University, Performance and Development Review Handbook Version 1.0 August 2008 Heriot Watt University