Developing Action Plans (or Work Plans) 1. Actions plans specify the actions needed to address each of the top organizational issues and to reach each of the associated goals, who will complete each action and according to what timeline. 2. Develop an overall, top-level action plan that depicts how each strategic goal will be reached. 3. Develop an action plan for each major function in the organization, e.g., marketing, development, finance, personnel, and for each program/service, etc. These plans, in total, should depict how the overall action plan will be implemented. In each action plan, specify the relationship of the action plan to the organization's overall, top-level action plan. 4. Ensure each manager (and, ideally each employee) has an action plan that contributes to the overall. These plans, in total, should depict how the action plans of the major functions will be implemented. Again, specify the relationship of these action plans to the organization's overall, top-level action plan. 5. The format of the action plan depends on the nature and needs of the organization. The plan for the organization, each major function, each manager and each employee, might specify: a) The goal(s) that are to be accomplished b) How each goal contributes to the organization's overall strategic goals c) What specific results (or objectives) must be accomplished that, in total, reach the goal of the organization d) How those results will be achieved e) When the results will be achieved (or timelines for each objective) Developing Objectives and Timelines 1. Objectives are specific, measurable results produced while implementing strategies. 2. While identifying objectives, keep asking you sure you can do this?” “Are 3. Integrate the current year’s objectives as performance criteria in each “implementer’s” job description and performance review. 4. Remember that objectives and their timelines are only guidelines, not rules set in stone. They can be deviated from, but deviations should be understood and explained. 5. Consider the following example format for action your plan. Program Plan Review Questions: Is there a current Special Education Program Plan in place? Does the current plan reflect the data gathered in this review? If not, explain:
Developing Action Plans (or Work Plans) 1. Actions plans specify the actions needed to address each of the top organizational issues and to reach each of the associated goals, who will complete each action and according to what timeline. 2. Develop an overall, top-level action plan that depicts how each strategic goal will be reached. 3. Develop an action plan for each major function in the organization, e.g., marketing, development, finance, personnel, and for each program/service, etc. These plans, in total, should depict how the overall action plan will be implemented. In each action plan, specify the relationship of the action plan to the organization's overall, top-level action plan. 4. Ensure each manager (and, ideally each employee) has an action plan that contributes to the overall. These plans, in total, should depict how the action plans of the major functions will be implemented. Again, specify the relationship of these action plans to the organization's overall, top-level action plan. 5. The format of the action plan depends on the nature and needs of the organization. The plan for the organization, each major function, each manager and each employee, might specify: a) The goal(s) that are to be accomplished b) How each goal contributes to the organization's overall strategic goals c) What specific results (or objectives) must be accomplished that, in total, reach the goal of the organization d) How those results will be achieved e) When the results will be achieved (or timelines for each objective) Developing Objectives and Timelines 1. Objectives are specific, measurable results produced while implementing strategies. 2. While identifying objectives, keep asking “Are you sure you can do this?” 3. Integrate the current year’s objectives as performance criteria in each “implementer’s” job description and performance review. 4. Remember that objectives and their timelines are only guidelines, not rules set in stone. They can be deviated from, but deviations should be understood and explained. 5. Consider the following example format for action your plan. Program Plan Review Questions: Is there a current Special Education Program Plan in place? Does the current plan reflect the data gathered in this review? If not, explain: