Performance Management and Development System
2013
Phase 2 Changes
Overview of Revised System
Manager’s Guide to
The Goal Setting Conversation
This guidance note explains how to prepare for and conduct Goal Setting meetings with Jobholders. For more information, please see section
3 – “Stage 1: Goal Setting” in this Department’s document Performance Management and Development 2013 Phase 2 Changes Overview of
Revised System.
The purpose of the meeting is to discuss, clarify and agree goals for the year and to ensure their alignment with the goals of the team, the
Division and ultimately to the key priorities set by the MAC/Management Board for the organisation as a whole. Managers are accountable
for ensuring that the goal setting process is completed effectively for their teams.
Preparing for the meeting
Setting SMART Goals
Checklist
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SPECIFIC – comes from asking questions
such as What? How? For /To whom?
1. Are the goals balanced – has
the Jobholder the
appropriate number of goals
and are they spread across
the full range of activities?
2. Do they fit well with my own
goals as Manager?
3. Do they fit well with other
team members’ goals?
4. Are there too many / too few
goals overall?
5. Is there a good spread/span
of activity/focus?
For each goal, ask ...
1. Is it specific? – Do we both
understand exactly what the
goal is about?
2. Is it measurable? – Will we
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Complete your own Goal Setting section of the PMDS form
in line with the Statement of Strategy and / or Business Plan
for the Division and agree it with your Manager
Explain the goal setting process to each Jobholder in your
team
Give each Jobholder a copy of the Business Plan and your
agreed goals so they can draft their own goals that are
aligned to your goals
Request that each Jobholder send their draft PMDS form to
you, so you can review it prior to conducting the goal setting
meeting
Collate all Jobholders’ draft goals to ensure overall
alignment and fit with your own goals
Review each of your Jobholders’ draft goals and ask
yourself:
Are these goals SMART?
How can each goal be improved?
MEASURABLE - the key to setting good
goals is to choose a measure that captures
the exact outcome you seek to achieve
ACHIEVABLE - they should be achievable
yet provide stretch that inspires people to
aim higher
RELEVANT - Objectives should relate
directly to the section / Division goals and
should be in alignment with the
Department’s goals
TIME BOUND - they should answer the
question By When?
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What goals are missing?
Are you clear about what is to be achieved, when and how it
will be achieved and who will be involved?
Think about how you will support the person to achieve the
specific goals
What resources are needed – competency development,
other supports?
Prepare your comments for goal setting meeting
Schedule a goal setting meeting with each Jobholder (allow 1
hour)
The purpose of this meeting is to build understanding,
agreement, to refine goals and to ensure alignment of goals
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At the meeting
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Explain the priorities for your section/Division/Department
Share the overall section/Division goals
Refer to the Jobholders’ draft goals and discuss each goal in
turn to ensure that it is SMART
Complete checklist together
Agree revisions needed to goals/tasks or higher level goals
Discuss any supports or development activity required to
assist the individual in achieving these goals
Set date when the final goals will be submitted to you for
final discussion/approval
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know it has been achieved?
3. Is it ambitious? – Is each goal
stretching enough / or overly
ambitious?
4. Is it relevant? – Does it fit
with our priorities?
5. Is it timely – Is the delivery
time appropriate?