Objectives for next year

Think about the areas of work you will be focussing on in the coming year.

Use the SMART framework to set objectives to ensure that they are as stretching and meaningful.

SMART objectives
Specific	Is it clear what the employee will do?
Measurable	Is it defined and understood how success will be measured?
Achievable / attainable	Realistic to expect completion?
Results-oriented / realistic / relevant	Does the objective support the goals of the department and is it in the scope of the role?
Time-bound	Specific date(s) for completion

Ask your reviewer whether they want you to prepare draft SMART objectives ahead of the review meeting. They may prefer you to capture more general areas of work, that can can be worked into SMART objectives in the review meeting.

Individuals in more senior roles are encouraged to operate on a longer-term forward planning cycle (many favour a three year timeframe). This comprises of a set of broader longer-term goals from which you draw down a set of SMART objectives for the next 12 months.

Support staff working to short-term objectives

Your reviewer will set new targets, standards and behavioural expectations during the review meeting. Ahead of the meeting, think about whether there are additional areas that you would like to contribute to. Be prepared to discuss these with your reviewer so that they agree whether or not to include these additional areas of interest in your targets and standards for the coming year.