Goal Setting Tip Sheet for Managers
(adapted from: Office of Human resources at Dartmouth College.
http://www.dartmouth.edu/~hrs/profldev/performance_management/goal_setting_tip_sheet.html)
Participating in goal-setting helps to increase an employee’s motivation to achieve his or her goals.
When possible, rather than providing a finalized list of goals “to” an employee, ask the individual to
create a draft of the goals that are important to them and then work with the employee to more
clearly define them.
Assemble your thoughts in preparation for the goal-setting meeting with the employee. You may
find it helpful to write them down in advance but, if you do, avoid sending the message that these
are "the goals" and that they are not negotiable. It is best to actively involve the employee in the
process of setting goals. As you work through the process with the employee, consider the
following:

Goals. Draft goals that reflect the objectives of the team, department, division and
organization as well as the individual. Think about how this employee can contribute to the
organization’s success. Consider not only their existing position, but, if appropriate, how
they might begin to be developed to enhance their effectiveness for future position(s). Make
sure the goals are challenging and will stretch the individual, yet are feasible.

Measures. Start with measures that are readily accessible, as long as they are relevant.
Consider information that is collected by the team, the department, the division, and the
organization. Make sure existing measures are relevant.

Deadlines. In establishing deadlines, your role as manager is to ensure that the timing
reflects the priorities and needs of the department/division/organization.

Obstacles. This is one area that is often overlooked in goal setting. It may be difficult for
the individual to identify potential obstacles. To help identify obstacles, ask, "So, what might
prevent you from being able to accomplish this goal?" Be prepared to offer assistance in
removing the identified obstacles to help the employee attain her goals.

Review the overall list of goals, timing, etc. Once you and the employee have worked
together to establish an initial draft, be sure to review the overall list to determine that the set
of goals and timing are sufficiently challenging yet realistic; that there is sufficient support
available to overcome obstacles; and that the set of goals is aligned with the organization's
and person's needs (e.g., no key areas are neglected). Work to modify the list as needed.

Monitor progress/set goals. Establish a time frame for reviewing progress on the goals. A
regular review (e.g., quarterly or semi-annually) allows the individual to make adjustments as
necessary. Even if measures aren't available at that time, you can still ask the individual how
they perceive their performance on each goal.

Celebrate successes in accomplishing goals. Revise/add/delete goals as necessary to
reflect team/department/division/organization priorities.
This job aid accompanies Performance Management for Health Logistics Workers: An Online Tool for Managers,
created by the USAID | DELIVER PROJECT, Task Order 4, for the U.S. Agency for International Development