Departmental Goals and Metrics

SMART goals are Specific, Measurable, Achievable, Results-focused, and Time-bound

• Specific — A specific goal has a much greater chance of being accomplished than a general goal. It specifies who (who will do it, who will benefit), what (what will be done), how (using clearly defined processes and guidelines), and why (what are the benefits). ​
• Measurable — Establish concrete criteria for measuring progress toward the attainment of each goal you set. To determine if your goal is measurable, ask questions such as How much? How many? How will I know when it is accomplished?
• Achievable — As we discussed, goals should stretch us slightly so we feel challenged, but well-enough defined so we can achieve them. You also need to make sure you have necessary approval to make these goals happen. 
• Results-focused — Goals should measure outcomes, not the activities necessary to achieve the goal. What is the reason, purpose, or benefit of accomplishing the goal?
• Time-bound — A goal must have a target date. If you desire to make a million dollars, but don’t set the timeline for it, it won’t be motivating. A deadline too far in the future is too easily put off. A goal that’s set too close is not only unrealistic, it’s discouraging.

Indicators

  Green: The goal/initiative is on target and can be delivered as per schedule, within agreed cost and quality.

 Yellow: The goal/initiative is being completed but has some problems with schedule, cost or quality. However there are high chances to bring the goal/initiative under control by re-planning.

 Red: The goal/initiative is not being completed. There are serious problems with schedule, cost or quality. Immediate attention needed from higher management to bring the goal/initiative under control if possible.