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Mr. Kevin O'Rourke Page 3 <br />The values of an organization drive the goals created and the process of implementation. Values <br />provide the basis for how the organization and its members will work to achieve the mission <br />and vision. Examples include professional excellence, innovation, responsiveness, leadership, <br />teamwork and integrity. <br />Goals set the framework that guides the direction and focus of the organization, budget <br />decisions and allocation of other resources, such as staff time. They are "up on the balcony" <br />wide views of opportunities for change and improvement and state the desired future. Goals or <br />strategic priorities provide the "why" (larger meaning and context) of the specific actions the <br />agency takes. They help the executive team decide which of the many worthy projects should <br />be done and when, within available resources. Goals must be meaningful and attainable. <br />Objectives are the means to achieve the goals. They describe an approach or method and begin <br />to answer the question: How will we go about accomplishing the goal? They may include broad <br />areas to pursue, rather than individual projects. To assure that the goal is achieved, later in the <br />process each objective must be assigned to an individual, with resources identified, and <br />incorporated into a work plan. <br />Goal <br />Goal <br />Goal <br />Goal <br />Goal <br />• Objective <br />• Objective <br />Objective <br />• Objective <br />• Objective <br />• Objective <br />• Objective <br />Objective <br />• Objective <br />Objective <br />• Objective <br />• Objective <br />Objective <br />Objective <br />Objective <br />Performance or success indicators express the final result that is desired. Indicators (often called <br />metrics) should answer the question: How will we know if we are successful at achieving what we set <br />out to do? <br />An implementation action plan is the blueprint for carrying out the strategic plan. It contains <br />the detailed steps that must be taken to assure that the goals and strategies are achieved. Action <br />plans provide a framework for determining specific timelines, assignments, and resource <br />allocations. They are designed to be a management tool to help the organization assure that <br />goals are attained and are well- suited to periodic check -in about progress, changes or <br />challenges. An example of an implementation action plan template is shown in the following <br />graphic. <br />W'M�� <br />25C -14 <br />