├── CITATION.cff ├── CODE_OF_CONDUCT.md └── README.md /CITATION.cff: -------------------------------------------------------------------------------- 1 | cff-version: 1.2.0 2 | title: SMART criteria 3 | message: >- 4 | If you use this work and you want to cite it, 5 | then you can use the metadata from this file. 6 | type: software 7 | authors: 8 | - given-names: Joel Parker 9 | family-names: Henderson 10 | email: joel@joelparkerhenderson.com 11 | affiliation: joelparkerhenderson.com 12 | orcid: 'https://orcid.org/0009-0000-4681-282X' 13 | identifiers: 14 | - type: url 15 | value: 'https://github.com/joelparkerhenderson/smart-criteria/' 16 | description: SMART criteria 17 | repository-code: 'https://github.com/joelparkerhenderson/smart-criteria/' 18 | abstract: >- 19 | SMART criteria 20 | license: See license file 21 | -------------------------------------------------------------------------------- /CODE_OF_CONDUCT.md: -------------------------------------------------------------------------------- 1 | 2 | # Contributor Covenant Code of Conduct 3 | 4 | ## Our Pledge 5 | 6 | We as members, contributors, and leaders pledge to make participation in our 7 | community a harassment-free experience for everyone, regardless of age, body 8 | size, visible or invisible disability, ethnicity, sex characteristics, gender 9 | identity and expression, level of experience, education, socio-economic status, 10 | nationality, personal appearance, race, caste, color, religion, or sexual 11 | identity and orientation. 12 | 13 | We pledge to act and interact in ways that contribute to an open, welcoming, 14 | diverse, inclusive, and healthy community. 15 | 16 | ## Our Standards 17 | 18 | Examples of behavior that contributes to a positive environment for our 19 | community include: 20 | 21 | * Demonstrating empathy and kindness toward other people 22 | * Being respectful of differing opinions, viewpoints, and experiences 23 | * Giving and gracefully accepting constructive feedback 24 | * Accepting responsibility and apologizing to those affected by our mistakes, 25 | and learning from the experience 26 | * Focusing on what is best not just for us as individuals, but for the overall 27 | community 28 | 29 | Examples of unacceptable behavior include: 30 | 31 | * The use of sexualized language or imagery, and sexual attention or advances of 32 | any kind 33 | * Trolling, insulting or derogatory comments, and personal or political attacks 34 | * Public or private harassment 35 | * Publishing others' private information, such as a physical or email address, 36 | without their explicit permission 37 | * Other conduct which could reasonably be considered inappropriate in a 38 | professional setting 39 | 40 | ## Enforcement Responsibilities 41 | 42 | Community leaders are responsible for clarifying and enforcing our standards of 43 | acceptable behavior and will take appropriate and fair corrective action in 44 | response to any behavior that they deem inappropriate, threatening, offensive, 45 | or harmful. 46 | 47 | Community leaders have the right and responsibility to remove, edit, or reject 48 | comments, commits, code, wiki edits, issues, and other contributions that are 49 | not aligned to this Code of Conduct, and will communicate reasons for moderation 50 | decisions when appropriate. 51 | 52 | ## Scope 53 | 54 | This Code of Conduct applies within all community spaces, and also applies when 55 | an individual is officially representing the community in public spaces. 56 | Examples of representing our community include using an official e-mail address, 57 | posting via an official social media account, or acting as an appointed 58 | representative at an online or offline event. 59 | 60 | ## Enforcement 61 | 62 | Instances of abusive, harassing, or otherwise unacceptable behavior may be 63 | reported to the community leaders responsible for enforcement at 64 | [INSERT CONTACT METHOD]. 65 | All complaints will be reviewed and investigated promptly and fairly. 66 | 67 | All community leaders are obligated to respect the privacy and security of the 68 | reporter of any incident. 69 | 70 | ## Enforcement Guidelines 71 | 72 | Community leaders will follow these Community Impact Guidelines in determining 73 | the consequences for any action they deem in violation of this Code of Conduct: 74 | 75 | ### 1. Correction 76 | 77 | **Community Impact**: Use of inappropriate language or other behavior deemed 78 | unprofessional or unwelcome in the community. 79 | 80 | **Consequence**: A private, written warning from community leaders, providing 81 | clarity around the nature of the violation and an explanation of why the 82 | behavior was inappropriate. A public apology may be requested. 83 | 84 | ### 2. Warning 85 | 86 | **Community Impact**: A violation through a single incident or series of 87 | actions. 88 | 89 | **Consequence**: A warning with consequences for continued behavior. No 90 | interaction with the people involved, including unsolicited interaction with 91 | those enforcing the Code of Conduct, for a specified period of time. This 92 | includes avoiding interactions in community spaces as well as external channels 93 | like social media. Violating these terms may lead to a temporary or permanent 94 | ban. 95 | 96 | ### 3. Temporary Ban 97 | 98 | **Community Impact**: A serious violation of community standards, including 99 | sustained inappropriate behavior. 100 | 101 | **Consequence**: A temporary ban from any sort of interaction or public 102 | communication with the community for a specified period of time. No public or 103 | private interaction with the people involved, including unsolicited interaction 104 | with those enforcing the Code of Conduct, is allowed during this period. 105 | Violating these terms may lead to a permanent ban. 106 | 107 | ### 4. Permanent Ban 108 | 109 | **Community Impact**: Demonstrating a pattern of violation of community 110 | standards, including sustained inappropriate behavior, harassment of an 111 | individual, or aggression toward or disparagement of classes of individuals. 112 | 113 | **Consequence**: A permanent ban from any sort of public interaction within the 114 | community. 115 | 116 | ## Attribution 117 | 118 | This Code of Conduct is adapted from the [Contributor Covenant][homepage], 119 | version 2.1, available at 120 | [https://www.contributor-covenant.org/version/2/1/code_of_conduct.html][v2.1]. 121 | 122 | Community Impact Guidelines were inspired by 123 | [Mozilla's code of conduct enforcement ladder][Mozilla CoC]. 124 | 125 | For answers to common questions about this code of conduct, see the FAQ at 126 | [https://www.contributor-covenant.org/faq][FAQ]. Translations are available at 127 | [https://www.contributor-covenant.org/translations][translations]. 128 | 129 | [homepage]: https://www.contributor-covenant.org 130 | [v2.1]: https://www.contributor-covenant.org/version/2/1/code_of_conduct.html 131 | [Mozilla CoC]: https://github.com/mozilla/diversity 132 | [FAQ]: https://www.contributor-covenant.org/faq 133 | [translations]: https://www.contributor-covenant.org/translations 134 | 135 | -------------------------------------------------------------------------------- /README.md: -------------------------------------------------------------------------------- 1 | 9 | 10 | # SMART criteria 11 | 12 | SMART criteria for goals, objectives, plans, tasks, etc.: 13 | 14 | * Specific: target one area clearly and precisely. 15 | * Measurable: quantify progress toward success by using metrics. 16 | * Achievable: able to start, able to continue, and able to accomplish. 17 | * Relevant: closely connected to what's happening and being considered. 18 | * Timely: occurring at a favorable or useful time and opportune. 19 | 20 | Wikipedia: [SMART critera](https://en.wikipedia.org/wiki/SMART_criteria) 21 | 22 | SMARTER criteria adds two letters: 23 | 24 | * Evaluate: examine the work in progress and after, to adjust as needed. 25 | * Reward: Recognize success, acknowledge achievements. 26 | 27 | Related FAST criteria: 28 | 29 | * Frequently discussed: shape the key discussions for getting work done. 30 | * Ambitious: intended to satisfy high aspirations and challenging to achieve. 31 | * Specific: target one area clearly and precisely. 32 | * Transparent: open, clear, and shared with the team and organization. 33 | 34 | 35 | ## Specific 36 | 37 | Target one area clearly and precisely. 38 | 39 | Questions that may help: 40 | 41 | * Scope: What is in scope versus out of scope? 42 | * Functionality: What are the inputs, processes, and outputs? 43 | * Understanding: What is the terminology, ubiquitous language, etc.? 44 | * Results: What are any objectives, outcomes, impacts? 45 | * Phrasing: Can you use positive phrases and action verbs? 46 | 47 | Alternatives: 48 | 49 | * Strategic: relating to the identification of long-term or overall aims and interests and the means of achieving them. 50 | 51 | 52 | ## Measurable 53 | 54 | Quantify progress toward success by using metrics. 55 | 56 | Questions that may help: 57 | 58 | * What metrics are being used and why? 59 | * How do measurements help manage the work and improve it? 60 | * What are the key performance indicators? 61 | * What are any leading indicators and lagging indicators? 62 | * How do various stakeholders access the metrics? 63 | 64 | Alternatives: 65 | 66 | * Motivating: stimulate interest in, or enthusiasm for, doing something. 67 | 68 | 69 | ## Achievable 70 | 71 | Able to start, able to continue, and able to accomplish. 72 | 73 | Questions that may help: 74 | 75 | * Who is working on this? List any roles, responsibilities, participants, etc. 76 | * What resources are needed? List any inputs, dependencies, materials, etc. 77 | * How are the challenges? List any risks, assumptions, constraints, etc. 78 | 79 | Alternatives: 80 | 81 | * Actionable: ready to start and possible to accomplish. 82 | * Accomplishable, Attainable: can be successfully completed. 83 | * Assignable: can be given to a person or team who are responsible. 84 | * Agreed: discussed or negotiated and then accepted by all parties. 85 | * Action-oriented: willing or likely to take practical action to deal with a problem or situation. 86 | * Ambitious: intended to satisfy high aspirations and challenging to achieve. 87 | * Aligned: coming together in agreement or alliance. 88 | 89 | 90 | ## Relevant 91 | 92 | Closely connected to what's happening and being considered. 93 | 94 | Questions that may help: 95 | 96 | * Can you summarize the purpose, rationale, etc.? 97 | * Can you summarize the context, connections, etc.? 98 | * How does this relate to the participants, their roles, and goals? 99 | * How does this interconnect with other work, such as positively or negatively? 100 | 101 | Alternatives: 102 | 103 | * Relatable: able to be shown or established to have a causal or logical connection to something. 104 | * Realistic: having or showing a sensible and practical idea of what can be achieved or expected. 105 | * Resourced: provided with materials, money, staff, and other assets necessary for effective operation. 106 | * Reasonable: sensible, appropriate, and fair. 107 | * Results-based: focused on valuable outcomes. 108 | 109 | 110 | ## Timely 111 | 112 | Occurring at a favorable or useful time and opportune. 113 | 114 | Questions that may help: 115 | 116 | * When is this happening? 117 | * Why is the timing important? 118 | * Where can participants see a timeline, or calendar, or schedule, etc.? 119 | * Is there anything important that happens before this or after this? 120 | 121 | Alternatives: 122 | 123 | * Trackable: can be tracked, or monitored, or analyzed. 124 | * Time-based, time-bound, time-boxed, time-limited: for a specified amount time. 125 | * Time-sensitive: has to be done by a particular time, or in a particular period. 126 | * Timeframe: a period of time, especially a specified period in which something happens. 127 | * Testable: able to be tested or tried. 128 | * Transparent: open, clear, and shared with the team and organization. 129 | 130 | 131 | ## Evaluate 132 | 133 | Examine the work progress, the participants' performance, and changes over time, and adjust as needed. 134 | 135 | Questions that may help: 136 | 137 | * What are lessons learned, both during the work and after it? 138 | * What changes are possible, or recommended, during the work and after it? 139 | * How do the participants update their SMART criteria during work in progress? 140 | 141 | Alternatives: 142 | 143 | * Examine: look at something carefully in order to make judgments. 144 | * Edit: make changes to something in order to improve it. 145 | 146 | 147 | ## Reward 148 | 149 | Recognize success, acknowledge achievements. 150 | 151 | Questions that may help: 152 | 153 | * When milestones are reached, what kinds of rewards will be given? 154 | * Do participants have any ideas for rewards, or preferred rewards? 155 | * What are comparable rewards for similar work at other organizations? 156 | 157 | Alternatives: 158 | 159 | * Reviewed: examined, or inspected, or approved. 160 | * Retrospective: able to be looked back on, such as for lessons learned, or continuous improvement, etc. 161 | 162 | --------------------------------------------------------------------------------