DAP Goal Review — Structural Integrity Checklist

Use this after the end-to-end example. Your job is to stress-test the goal structure, not brainstorm new initiatives. Provide one strength and one highest-leverage revision suggestion.

Mode Goal Review
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Setup

Who and What You Are Reviewing

Keep this focused. If the goal is structurally weak, do not jump ahead to objectives.

Start Here
Optional, but helpful for saved reviews.
Example: Student Success & Advising.
Tip: If you cannot read the goal out loud without explaining it, clarity is likely a problem.
Reviewer mindset: You are not judging the person. You are stress-testing the structure. Your feedback should point to a rewrite, not a new project list.
Section 1

Alignment and Intent

Anchor the goal to the institutional framework in one sentence. This prevents “mission drift.”

Alignment
Pick the primary institutional goal this contributes to.
Write what you think the goal contributes. If you can’t do it cleanly, mark alignment as ‘Somewhat clear’ or ‘Unclear"

A) Institutional alignment clarity

Would an outside reader understand how this goal supports the institutional goal without extra explanation?

Rate
Tip: “Aligned” does not mean “restated.” A good division goal is a contribution, not a copy of the institutional goal.
Section 2

Goal Structural Integrity

Rate the goal against core integrity lenses. Keep feedback structural, not tactical.

Core

B) Outcome anchoring

If this goal were achieved, what would students experience or do differently?

Rate
Scaffold: Replace “we will implement” with “students will experience.”

C) Within influence

Are the levers implied by this goal consistently within the division’s influence?

Rate
Scaffold: Use “strengthen” / “improve” rather than “ensure” / “guarantee.”

D) Change, not activity

Does this describe a change in condition/experience, rather than a task or event?

Rate
Scaffold: Ask, “If the initiative changes, does the goal still hold?”

E) Scope calibration

Is this the right level for a division/department DAP (not too broad, not too narrow)?

Rate
Scaffold: If it’s one event, it’s too narrow. If it’s the whole college, it’s too broad.

F) Systemic positioning

Does this goal contribute to the broader student success ecosystem, not a siloed function?

Rate
Scaffold: If achieved, would broader student experience patterns shift?
Reminder: Goals should be metric-free. Numbers belong in metrics later. Today you’re judging whether the goal is structurally ready to become objectives.
Section 3

Stress Test: The Rewrite Check

This forces clarity. If you can’t summarize it tightly, it’s probably not tight.

Stress Test
You are not writing a new goal. You’re extracting what matters.
Tip: If the rewrite drifts into tactics (“launch”, “create”, “run”), the original goal is probably activity-based.
Section 4

Highest-Leverage Feedback

Provide feedback the goal owner can use immediately.

Required
Example: “The goal is bounded to early engagement levers the division controls.”
Example: “Rewrite to remove the activity and name the student-facing change.”
Keep it metric-free and directional.
Feedback rule: “Mostly” should come with a tightening suggestion. “Not yet” should come with a rewrite proposal.
Section 5

Scoring Summary and Overall Structural Readiness

This summary helps the group decide whether the goal is ready to convert into objectives.

Summary
Scoring logic
  • Yes/Clear = 2 points
  • Mostly/Somewhat clear = 1 point
  • Not yet/Unclear = 0 points
Critical flags: If Outcome Anchoring or Within Influence is “Not yet,” the goal is not ready.
Overall structural readiness
Needs input
Complete the ratings above to generate readiness guidance.
A) Alignment clarity—
B) Outcome anchoring—
C) Within influence—
D) Change, not activity—
E) Scope calibration—
F) Systemic positioning—
Total score (max 12) —
Next step guidance: If “Ready for objectives,” proceed to objective drafting (Result/Behavior/Condition) and keep objectives number-free. If “Needs tightening,” revise the goal before writing objectives. If “Rewrite required,” pause and rebuild the goal using Outcome → Influence → Goal.