Targets

You can use the indicators to measure progress towards the targets you are going to set. When you can measure progress, you can manage progress. If there are no indicators, you will have to measure improvements for yourself.

Make a target for each HES objective.A target sets out a specific task for a particular date.

Some examples of targets from around the world at present that relate to HES include:

Health: Reduce time off for sickness by half in a year (WHO Targets for "Health for All")

Environment: Cut Greenhouse Gas emissions by 2010 according to UN 'Kyoto' Targets.

Safety: Reduce the incidence rate of work-related ill-health by 20% by 2010 (UK Targets for "Revitalising Safety:pdf)

Targets are vital. They encourage you to consider what is really possible, and enable your employees to see what you are trying to do. Short term targets can boost morale, while long term targets can produce real improvements.

Get SMART! This means the target should be:

• Specific: people can better aim for a target that is clear, not muddy
• Measurable: there is no point in setting a target that cannot be measured
• Agreed: if people agree, rather than being told, they are far more likely to participate
• Realistic: targets should take account of what can be achieved through cost-beneficial measures. Hopeful targets are counterproductive - they should be realistic but challenging
• Trackable: you will want to track all that contributes to the target. Who will do what to help meet that target?

Involve as many people as possible, so that you set targets that really are SMART.

©World Health Organisation 2002
Authors: Dr Charlie Clutterbuck & Dr Bogdan Baranski