Performance Dashboard: Managing Performance Goals

Company Goals:  These will truly represent company-level goals.  These goals are not achievable by a single employee or group, but rather they are supported by more specific group goals which are supported by more specific employee goals.  Employees are not rated on company goals.

Example:  Increase revenue from $100M to $200M in the next year.

Cascading Supervisor Goals:  Supervisors may cascade one or more of their won goals to their subordinates to ensure that all employee goals ultimately align upstream to a company goal.

Example:  Achieve $10M in Sales on the US Product Team.

Employee Goals:  These are the goals for which the specific front-line employee will beheld accountable, and on which they are reviewed/rated (if applicable).  They can be (but aren't required to be) linked to an upstream goal.

Example:  Achieve $2M in service enterprise quota.

Administrators are able to manage any company-level goals that your organization as whole would like to meet in the respective year.  When company goals are defined, a clearer direction and vision is set, which in turn helps ensure that any cascading group and employee goals align with the overall focus for the year.  More can be learned about journal management on the Managing Company-Level Goals page.

During a performance review year, it may be desirable to have set goals for which employees should try an accomplish.  These employee-level goals can be defined by the management team (and provided to the employee) or they can be self-determined by the employee (presented to the management team for approval).  More can be learned about journal management on the Managing Employee-Level Goals page.

Performance journals can be created to capture highlights, observations, and progress made by the employee throughout the performance review year.  More can be learned about journal management on the Managing Performance Journals page.

Employees have the option to propose a self-assigned goal for the performance review year.  Once proposed, the manager responsible for creating the respective employee's review will receive a notification and have the opportunity to approve or deny the use of the suggested goal.

To approve the submitted goal, click on the Approve button while viewing the details of the goal.  To approve multiple goals simultaneously, check the boxes next to all the goals that you would like to approve and select the Approve Goal(s) option in the Actions button drop-down list.  Upon management approval, an approval notification will automatically be sent to the employee.

Employees have the option to propose a self-assigned goal for the performance review year.  Once proposed, the manager responsible for creating the respective employee's review will receive a notification and have the opportunity to approve or deny the use of the suggested goal.

To reject the submitted goal, click on the Reject button while viewing the details of the goal.  To reject multiple goals simultaneously, check the boxes next to all the goals that you would like to reject and select the Reject Goal(s) option in the Actions button drop-down list.  Upon management denial, an rejection notification will automatically be sent to the employee.

Once it is determined that an employee has completed an active goal, the status of the goal can be marked as complete.  This can be done to an individual goal by clicking the Completed check box while viewing the details of the goal.  To simultaneously mark multiple goals as complete, check the boxes next to all the goals that you would like to complete and select the Complete Goal(s) option in the Actions button drop-down list.  Upon marking a goal complete, a notification will automatically be sent to the employee and performance reviewer.

If it is determined that a created goal is no longer needed and/or applicable, it can be deleted or cancelled.  This can be done to an individual goal by clicking the Delete button while viewing the details of the goal.  To cancel multiple goals simultaneously, check the boxes next to all the respective goals and select the Delete/Cancel Goal(s) option in the Actions button drop-down list.  Upon cancelling a goal, a cancellation notification will automatically be sent to the employee.

For some performance goals, it may be desirable to continue its use in a subsequent review year.  Rather than recreating the goal identically in the new review year, you can use the Copy button when viewing the details of a specific goal or simultaneously copy multiple goals by checking the boxes next to all the respective goals and select the Copy to Next Year option in the Actions button drop-down list.  Upon applying a past/existing goal to a subsequent year, a notification will automatically be sent to the employee.

When an employee goal is deemed applicable to other employees within the organization, you have the option to conveniently copy for each selected employee.  This can be done to a single goal by clicking the Copy button when viewing the details of a specific goal.  To copy multiple goals to employees simultaneously, check the boxes next to all the respective goals and select the Copy to Other Employee(s) option in the Actions button drop-down list.  Upon applying a  goal to other employee(s), a notification will automatically be sent to each employee who is receiving the new goal.