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SMART GOALS

UMR...2012
by

Jessica Peterson

on 23 June 2014

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Transcript of SMART GOALS

Creating SMART Goals
That Meet the Organization's & Your Needs

These are your goals too
Objectives
Identify the the parts of a SMART Goal
Differentiate between a "Goal" and a SMART Goal
Discuss how SMART Goals can improve nursing practice and meet your organization's mission
Recognize how SMART Goals hold leadership accountable
SMART is an acronym for characteristics of goals
Criteria:
Develop a continuing education plan for nurses that
promotes evidence based practices and is approved by the KSBN
by June 2014.
Still With Me?!?!?
How does this help performance?
Presented by:
Jessica T. Peterson MSN, BSN, RN
How are you helping?
What is your expectation?
Is your staff moving closer to the target
Identify targets
Professional standards
Professional Development
Position descriptions
Creating Your SMART Goal
Performance:
Develop a continuing education plan for nurses
that promotes evidence based practices and is approved by the KSBN by June 2014.
Condition:
Develop a continuing education plan for nurses that promotes evidence based practices and is approved by the KSBN by
June 2014
.
American Organization of Nurse Executives
Serve as contact person/coordinator for the department with regard to state, professional, and accrediting groups, the community, and other external contacts.
Nurse Executive Job Description
Duty
Mission
How does this help Us?
NOW WHAT?
3
2
1
What you need to make SMART work for you.
This is a joint effort
Feedback, follow up, & support
Thank you for your
thoughtful attention today!

Types
Where I do I start?
Nurse Educator
Represent best practices
Helps take the subjectivity out of the expectation
Establish shared accountability
It describes the "who, what, when, where, and why"
Purpose is to help you and the organization meet the standard and exceed expectations
"What do I need to you to do, When, Why, and to What Standard
This takes time and practice
Should align with department and organizational mission and vision
The goal should tell you what to do and how to get there
NEED TO BE realistic
Your goals should answer.......
SMART Goals

Goals connected to your job performance
Actions
Setting Goals for Functional Competencies
Performance:
What you are expected to do
Steps or measurements need to meet or clarify goal
Components
Specific: What needs to be done
Measurable: Is it measurable
Achievable: Can you accomplish in the proposed time frame
Realistic & Relevant: Will this goal lead to the desired result
Timely/Time Bound: Deadlines...are they achievable and realistic
NEED TO HAVE
Questions!
Leadership...
holding you accountable
Building buy-in through modeling and coaching
Staff
This is your professional responsibility
Resources Utilized...
Goal
as in you and leadership
Used to write performance expectations
Used to evaluate the effectiveness of work and behaviors
What is the big deal ...
Remember....
Your job duty and responsibilities are not goals. They are the "WHAT" to your standard! As in your nursing standards.
Process Objectives
What employees are expected to do and how (not exceeds)
Describe interaction and activities
Outcome Objectives
Describes an expected outcome as a result of your work
Harder to measure; many influences
Setting Goals for Behavioral Competencies
Behavior as a professional
ANA Standards of Professional Performance
Impact Objectives

Expected changes in attitudes, knowledge, and behavior
To what degree of change
Criteria
Quality or level of performance
Speed, accuracy, quality (time frames)
Conditions
What conditions are your expectations to occur
Performance: What you are expected to do

The employee
will write reports for the department at the end of each week
while the legislature is in session.
The employee will write reports for the department
at the end of each week
while the legislature is in session.
Criteria Quality: quality, level, and timeliness standard
Condition: Situation, outcome, time frames, and environment
The employee will write reports for the department at the end of each week
while the legislature is in session.
Do This _______________ How_____________ Within What Time_________________ With what outcome?_________________.
Increase the number of people who visit our newsletter on our website by the end of February.
Customer Service
Work Coordination:
A master calendar for the upcoming year's events is submitted for approval by August.
Planning and Organizing
Share projects with customers through weekly/monthly meetings to determine that expectations are clear to all parties.
(University of North Carolina at Charlotte University, 2010)
(College of Nurses of Ontario, 2012)
(University of North Carolina at Charlotte University, 2010)
(University of North Carolina at Charlotte University, 2010)
Assess, document, coach
Know your mission & Standards
It is okay to ask questions
Discuss expectations for you and your supervisor
Document your performance...throughout the year
Make changes to your practice
GROW
(Viterbo University, 2013)
Academy of Medical Surgical Nurses. (2012). Scope and Standards for
Medical Surgical Nurses 5th ed. Retrieved from http://
www.amsn.org/sites/default/files/documents/practice-resources/scope-
and-standards/AMSN-Scope-Standards-MS-Nursing.pdf

College of Nurses of Ontario. (2012). Developing
smart learning goals. Retrieved from http://www.cno.org/Global/docs/
qa/DevelopingSMARTGoals.pdf

Blay, N., Duffield, C., Roche, M., & Stasa, H. (2011). Nursing unit managers, staff retention and the
work enviroment. Journal of Clinical Nursing, 20(1), 23-33.

Merriam-Webster. (2014). Goal. Retrieved from http://www.merriam-
webster.com/dictionary/goal

Rosseter, R. (2014). Nursing Shortage. Retrieved from http://www.aacn.nche.edu/media-
relations/fact-sheets/nursing-shortage

University of North Carolina at Charlotte University. (2010).
Performance management: creating smart goals. Retrieved from https://hr.uncc.edu/sites/hr.uncc.edu/files/Performance

Viterbo University School of Nursing. (2013). Tips for performance
evaluations:what are smart goals. Retrieved from http://www.viterbo.edu/hr/evals/

Watts, P.A., & Zangaro, G.A. (2010). Job satisfaction and retention of military nurses: a review of l
literature. Annual Review of Nursing Research, 2819-41.

Wieck, K.L., Dols, J., & Landrum, P. (2010). Retention priorities for the intergenerational nurse
workforce. Nursing Forum, 45(1), 7-17.
Look Familiar?

Providing quality healthcare and promoting the well-being of those we serve.
Completes assessment and identifies appropriate nursing diagnosis and/or patient care
with assistance. This is completed at least twice per shift, or more often if needed, to maintain and/or improve the patient's health and well being.
Completes assessment and identifies appropriate nursing diagnosis and/or patient care with assistance. This is
completed at least twice per shift, or more often if needed,
to maintain and/or improve the patient's health and well being.
Completes assessment and identifies appropriate nursing diagnosis and/or patient care with assistance. This is completed at least twice per shift, or more often if needed, to
maintain and/or improve the patient's health and well being.
The Big Picture
Expectations:
What does leadership expect from staff?
What does professional organizations expect from staff?
What are staff expectations?
Job Description:
Are job descriptions current?
Do they reflect best practice?
Do they align with professional standards?
Professional Standards
What are your professional standards?
Measuring Goals:
How do you plan to measure goals?
How often will goals be reviewed?
What is your plan for feedback?
SMART Goals
Mission:
What is your hospital mission?
What is your department mission?
The Tip of The Iceberg...
(University of North Carolina at Charlotte University, 2010)
(Academy of Medical Surgical Nurses, 2012)
Providing quality healthcare and promoting the well-being of those we serve.
#1
#2
Standards
The Joint Commission
Remember
Job descriptions should be current
Align with mission
Reflect professional organizations
#3
Job Description
#4 & #5
Expectations
&
Measurement
CEO Expectations
Expects nursing leaders to provide professional development to nursing staff
Professional development will be evidence based and include best practices
Measurement
Nurses will have an CNE program
Use GCH subject matter experts to provide professional development to nurses
Has GCH Director of Nursing:
Met the CEO's expectations?
Met professional organizations standards?
Move nurses towards GCH mission?
"Something" you are trying to achieve.
(Merriam-Webster, 2014)

What is a SMART Goal?
Bureau of Labor Statistics’ Employment Projections 2012-2022 project the nursing profession will need 1.05 million nurses by 2022.

USA has a 20% turnover rate for registered nurses.

It cost you approximately $64,000 to replace a nurse.

Leading causes for turnover autonomy, professional development, and leadership.

Nurses do not have guidance, grow professionally, or know expectations.
(Blay, Duffield, Roche, & Stasa, 2011)
(Rosseter, 2014)
(Wieck, Dols, Landrum, 2010)
(Watts and Zangaro, 2010)
Practice
Full transcript