Our organization is changing their performance management system to be link to compensation. Right, wrong or indifferent, "exceeds" will be defined as the "goals" for the next year. We are looking for ways to define SMART goals for the corporate project manager, who is responsible for the Project Portfolio Management methodology, project management methodology, and management of corporate / strategic projects.
We don't want to limit the PM to "successful delivery of projects" because success may mean a recommendation of cancelling a project. We would like to figure out a way to attach a SMART goal to influencing or coaching at a variety of levels (staff, project, strategic, etc), or a SMART goal about involvement in culture change or setting up culture change, but are not sure how to word it. How can measurements be set outside of "on time, on scope, on budget"?