The supervisor and employee define three to five goals to include within an employee work plan. Goals may be specific to an individual, a work unit, or a classification group and should support the organizational unit’s mission, strategic goals, and priorities. 

Tips for Writing Strong Goals

Make Goals SMART:

  • Specific: Clear about what you'll accomplish
  • Measurable: You can track progress and know when it's done
  • Achievable: Challenging but realistic with available resources
  • Relevant: Aligns with your role and agency priorities
  • Time-bound: Has a deadline or timeframe

Examples of Strong Goals:

Performance Goal Example: Process 95% of permit applications within 10 business days while maintaining 98% accuracy rate. Track weekly and report monthly.

Development Goal Example: Complete Advanced Excel certification by September 30. Apply new skills to automate monthly reporting process, reducing manual work by 4 hours per month.

Weak Goals to Avoid:

  • "Do a good job.” Too vague, not measurable
  • "Help the team.” Not specific about what or how
  • "Attend training.” Activity not outcome, no application of learning
  • "Work on special projects.” Not clear what projects or success criteria

Sample Goal Structure

Use the sample structure below to draft your 3-5 goals before your performance planning meeting with your supervisor. 

Goal 1: Performance Goal

  • What will you accomplish?
  • How will success be measured?
  • How does this align with agency priorities?
  • Target completion date or timeline

Goal 2: Performance Goal

  • What will you accomplish?
  • How will success be measured?
  • How does this align with agency priorities?
  • Target completion date or timeline

Goal 3: Development and Growth Goal

  • What skill or capability will you develop?
  • How will you develop this? (training, practice, coaching, stretch assignment)
  • How will you demonstrate this new skill or knowledge?
  • Target completion date or timeline

Goal 4: Additional Goal (Optional) 

  • What will you accomplish?
  • How will success be measured?
  • How does this align with agency priorities?
  • Target completion date or timeline

Goal 5: Additional Goal (Optional)

  • What will you accomplish?
  • How will success be measured?
  • How does this align with agency priorities?
  • Target completion date or timeline
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