Your policy drives your system and outlines the goals, or objectives. Targets are the means of achieving these objectives. You will need to quantify your targets, set realistic timescales, and consider a method for tracking the progress and reviewing the targets. Careful thoughts needs to go into what you are promising to deliver - you will be judged on your achievements.
Before setting targets managers will need to consider several factors:
- What are the needs and aspirations of your employees, customers and other stakeholders?
Refer to the analysis of the survey carried out during the review by skilled workers.
- Are there any financial implications or constraints, do you have the budget you need?
Budget requirements are part of top management commitment.
- Have you agreed who will be responsible for different or new tasks?
Plan with skilled workers who will need to carry out specific tasks
Employees at all levels across the organisation need to know what the targts are, and their roles, in order to participate in their achievement. Make sure you have efficient two-way communication. Mangers need to develop and agree targets with the help of those skilled workers who are going to carry them out.
Example Targets
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Targets: set against
policy objective
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Responsibilities: Managers/Skilled workers
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Timescales: feasible agreed deadlines
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| Feasibility study with all suppliers for seasonal availability, costs, quality, range, of organic fruit & vegetables |
J. Smith (buyer) consult with: P. Jones (chef)
F. Green (accounts) |
Complete report with recommendations by Nov 2003 |
| 5% of menu ordered & served organic fruit & vegetables |
as above |
end Jan 2004 |
| Survey customers opinion of changes to fruit & vegetables |
C. Buck (restaurant manager)
& R. Starr (sec) |
end March 2004 |
Tasks:
- Managers & Skilled workers together agree targets & timescales.
- Write your specific, measurable, realistic, trackable targets.
- Agree responsibilities for carrying out different targets.
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