Performance needs to be specific, measurable, agreed, realistic and timely (SMART). Performance should align to higher government objectives and be outcome oriented beyond simply outputs or activities. Figure 3 outlines how the SMART tool can be applied to a specific performance goal within a performance plan.
Figure 1: Applying the SMART tool to specific performance goals.
| Key result area | Performance expectation | Measures | Targets | Performance |
| Strategic planning and implementation | Develop and implement the strategic plan successfully |
Plan approved 5 projects and 6 programs delivered |
By CEO by Feb ’20 100% completion, with $5m budget and meeting success criteria |
By Jan ’20 100% completion, +0.5% over budget and meeting success criteria |
Expectations must be clear and precise to everyone responsible for meeting them. An example of how to apply the four key result areas against performance expectations is shown below in Figure 4.
Figure 4: Applying the key results areas against performance expectations
| Key result area | Performance expectations |
| Strategic planning and implementation (includes operational deliverables) |
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| Stakeholder management |
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| People management and capability development |
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| Resource management and compliance |
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The four key result areas assist with measuring performance. Figure 5 outlines an example of key result areas and performance measures that can be incorporated in a plan.
Figure 5: Incorporating key results areas into a performance plan
| Key result area | Performance measures |
| Strategic planning and implementation (includes operational deliverables) |
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| Stakeholder management |
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| People management and capability development |
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| Resource management and compliance |
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