Developing SMART-ER Goals

Often, I see program goals such as “Spinal cord injury (SCI) garden program participants will learn more about gardening from the class.”

While this is ultimately what the program hopes to achieve, it is hard to measure achievement as written. How will we know if and how many participants learned about gardening? What aspects of gardening are we most interested in and why? How does it relate to what we’re trying to do as an organization? How does it address issues of equity and ensure cultural responsiveness?

A better way to craft this goal is by “December 31^st, 2022, 70% of SCI garden program participants will demonstrate increased knowledge of how to plant, maintain and harvest a garden in ways that are accessible and doable for them.”

This goal is SMART-ER – specific, measurable, achievable, relevant and time-bound and includes a focus on equity and is responsive to the needs of the population (that it is accessible/doable for participants). To develop SMART-ER goals and objectives, follow the steps below.

Specific – What exactly are we going to do for whom?

The “specific” part of an objective tells us what will change for whom in concrete terms. It identifies the population or setting, and specific actions that will result. In some cases, it is appropriate to indicate how the change will be implemented (e.g., through training). Use verbs such as provide, train, deliver, increase, decrease, or develop to indicate what will be done.

Measurable – Is it quantifiable and can WE measure it?

Measurable implies the ability to count or otherwise quantify an activity or its results. It also means that the source of and mechanism for collecting measurement data are identified, and that collection of these data is feasible for your program or partners.

Achievable – Can we get it done in the proposed time frame with the resources and support we have available?

The objective must be feasible with the available resources, appropriately limited in scope, and within the program’s control and influence. Sometimes, specifying an expected level of change can be tricky. To help identify a target, talk with an expert in the field or your key stakeholders, look at historical trends, read reports or articles published in the literature, look at national expectations for change, and look at programs with similar objectives. Often, talking to others who have implemented similar programs can provide you with information about expected change.

Relevant – Will this objective have an effect on the desired goal or strategy?

Relevant relates to the relationship between the objective and the overall goals of the program or purpose of the intervention. Evidence of relevancy can come from a literature review, best practices, or your theory of change.

Time bound – When will this objective be accomplished?

A specified and reasonable time frame is incorporated into the objective statement. This takes into consideration the environment in which the change must be achieved, the scope of the change expected, and how it fits into the overall work plan.

Equity-focused – How does the objective address disparities and ensure representation?  

The objective should include a description of how traditionally excluded and marginalized individuals and groups and their needs will be included in the program and evaluation designs and how they will be empowered to make decisions and participate in a meaningful way.

Responsive – How does the objective incorporate unique cultural strengths, challenges and values?

The objective should incorporate the cultural context in which the program takes place by bringing needed, shared life experiences and understandings to the goals and including diverse voices and perspectives.

 If you need assistance developing SMART-ER goals and objectives, feel free to contact me at jenn@highlandnonprofitconsulting.com. Together we can craft goals that will best reflect your efforts and achievements!  

*Adapted from materials developed by the Institute of Medicine and Centers for Disease Control