Creating a SMART Goal Improvement Plan
To implement an improvement plan based on SMART goals, first you must identify areas where the employee needs to improve or become further educated on skills or needs additional training. To aid you in preparing an improvement plan, download the free SMART goal improvement plan from our Media Gallery.
Once you’ve downloaded the template you can see how SMART goals can effectively be used in pointing out weak areas and devising a plan for improvement.
In our sample template, the employee never completes assigned tasks on time and is continually late to work (see screenshot to right—click to enlarge).
Using this SMART goal template an HR manager or supervisor will take actions that are:
Specific – State the specific problem area – in this case two line items are completed, one for time management and one for tardiness. Each area where the employee requires improvement should be identified on one line.
Measured – This line item shows how the problem area was discovered (or measured). For instance, the supervisor notices the employee over a three month period is unable to finish work on time and is consistently late. This section should be used as a way to show the employee how problematic areas were identified.
Agreed Upon – Our next line item shows the employee is offered up a three month assessment by the supervisor showing the inability to complete tasks on time along with time cards showing tardiness levels. With documentation, the employee can agree the area is problematic.
Realistic – Here, identify how the problem area will be improved. In our case, the help of a mentor will teach the employee effective time management skills. For the tardiness problem, the supervisor and employee engage in a conversation on possible reasons and solutions to the continual lateness.
Time – Under the time action item, place a time limit on how long you feel it should take the employee to improve—in our case, the employee will be reassessed in one month on both time management and tardiness.