Set and weight performance goals

Open the goals list

Open Performance, then Goals. The page lists each goal with its employee, section, status, target and actual values and the self and manager ratings. Filter by cycle, employee, department or section.

Create goals

Select Individual Goal for one employee, or Assign Team Goal to cascade a goal to a department or to chosen subordinates. A goal has a title, a type (OKR, KPI, KRA or Behavioral), a target, a weight, and optionally a section such as "Team Objectives" or "Individual Objectives".

Weights

Each goal has a weight. The weights of one employee's goals in a cycle must not add up to more than 100. The weighted goal score uses the manager's rating on each goal that has a weight above zero and is not cancelled:

weighted score = sum of (manager rating x weight) divided by the total weight of the rated goals

so goals with a higher weight count more. A goal the manager has not rated yet is left out until it is. The cycle's scoring template can change how the final score is built from this.

Employees setting their own goals

If the cycle has Employee Goal Setting turned on, employees can add goals in the Employee Portal. If it is off, only HR and managers can add them. The goal setting deadline, if set, closes the window.

Unlock goals

If an employee submitted their goals too early or needs a change, HR selects Unlock Goals and picks the employee and cycle. The employee can edit and submit again. Each unlock is written to the audit log with who did it.

Ratings

During the appraisal, the employee gives a self rating and the manager gives a rating on each goal. See How a performance appraisal moves from self-assessment to approval.