Goals should define priorities and be measurable and achievable.They must be monitored
regularly for potential barriers and to assess if they still reflect external conditions. Objectives focus on activities while
initiatives are projects to support these activities. Goals, objectives and initiatives should
address the full range of what the agency wants to accomplish. To the extent possible, agencies
should move forward incrementally, starting with two or three workforce goals that can be realized
to gain a sense of competence and or credibility. Additional goals can be phased in as original
benchmarks are achieved.
Example: The agency may set a goal of decreasing worker isolation when they are providing inhomes
services in order to increase their safety and to improve service delivery by enabling
consultation with supervisors. A possible initiative to support this goal would be to provide all
workers with a cell phone.
Impact on the workforce should be considered as each agency goal is set. However, some goals that
impact the workforce significantly are due to federal, state and local regulations or mandates. In
these situations, the impact on the workforce can be realistically assessed and even minimized by
communicating and consulting with affected staff and including them in planning for
implementation of the mandate prior to leadership directives for execution.
Example: There is a federal requirement for caseworker visitation with children in outofhome
placements every calendar month. If workers are included in the planning process for goal
setting and understand the potential fiscal consequences of not achieving this goal, there is a
greater likelihood that they will adapt their schedules to make the visits within the guidelines
and document them in the agency’s information system so that the reporting data are accurate