Creating employee goals (goal leader)

Typically, employee goals are defined by employees themselves or by their managers. However, circumstances might require a goal leader to perform this task on behalf of the employee or manager. For example, a goal that is required by an organization could be created directly in Active status.

Note: Goal leaders can also mass create goals for multiple employees.

Note: Goal leaders can only create goals for goal categories that have been assigned to them as Primary Person Responsible or Secondary Person Responsible.

Select Goal Leader > Resource Goals.
Locate and select the employee for whom you are creating a goal.
On any of the tabs, click Create Goal.
On the Create Goal form, specify this information:

Goal

Specify the name of the goal.

Type

Select a goal type for the goal. All goal types are selectable, including those that are used for bonus objectives.

Category

This field is required for goal leaders. Select one of the goal categories that you arre responsible for.

Year

A year is required if you have selected a goal type that has the Use Action Plan, Use External Results, or Approve Goals By Year options selected.
The current goal year is used as the default, with the current goal year start and due date. You can select a different year.

Start date

Specify the date on which the employee should begin goal activities. If the year is required, the start date must match the goal year start date and you cannot change it. If the year is not required, you can change the start date.

Due date

Specify the date by which the goal should be completed. If the year is required, the due date must match the goal year end date and you cannot change it. If the year is not required, you can change the due date.

Weight

Assign a weight to the goal. Goal weights can be used in appraisal calculations, in bonus objectives, and in calculations for goals scored with external results.
If you select a category that has a weight range specified for the goal year, the weight must be within that range. If an aggregate limit is specified for the category and goal year, you cannot create the goal if the aggregate limit is exceeded.
Note: The total weight of an employee's goals does not have to equal 100%. However, all goals that are approved by year must equal 100%. All bonus objective goals for an employee for a bonus objective period must also equal 100%. Goal weights can also be assigned by managers at a later date. All rated goals must be assigned weights before the manager can complete a performance appraisal.

% Percent Complete

Use this field to track the employee's progress. If you are creating a goal, you would typically leave this field blank.

Completion Date

Specify the date after the goal is completed.

Public

Select this check box for other employees to view and copy the goal.

Description

Specify an explanation of the goal.

Expected Result

Specify the outcome of the goal.

Specific, Measurable, Attainable, Relevant, Timebound

Select the appropriate boxes to assess how the goal is compliant with SMART objective principles. SMART objectives are:
Specific: The goal is clear and concise, avoids generalities, and defines exactly what it is to be completed and by when.
Measurable: You can determine when the goal is completed and how well it was completed.
Attainable: Goals and tasks are within the control and accountability of the employee.
Relevant: Goals are directly related to the overall strategic objectives of the organization.
Timebound: Goals have specific target dates or time frames for completion.
Note: After you save the goal, a rating of the goal's compliance with SMART objectives principles is displayed.

Align With Organizational Goal

If this is a goal that aligns with an organizational goal, select the organizational goal. The organizational goal must be Active, Finalized, or blank, or have an end date equal or greater than the current date. The organizational goal must have a goal category that matches the goal category that you select in the Category field.
Specify this information in the Results section:

Note: This section is available only if the organization is configured to enable Goal External Results. If this goal does not use external results, the section is not displayed after the goal is created. The goal type that you select determines whether the goal uses external results.

Entered On This Goal

If you select this option, you must also select the employee who can specify the results. The employment ID is the default ID of the employee for whom you are creating the goal.
If the goal is aligned to an organizational goal, and the organizational goal has the Entered On This Goal option selected, you cannot select this option.

Number Of Decimals

You can specify a number of decimals between 0 and 6 for the results.

Better Results Are

This field is required when the goal type has the option for Use External Results selected. Select Higher if the rating for the goal gets higher with higher results. Select Lower if the rating for the goal gets higher with lower results.
For example, if the goal is to reduce turnover rate to 5%, a lower turnover should result in higher ratings. If the goal is to improve customer satisfaction by 10%, a higher customer satisfaction should result in higher ratings.
This field cannot be changed after the goal is created.

Annual Calculation Method

This field is required when the goal type has the option for Use External Results selected. Select the calculation method for the results.
For more information, see External results calculation

Frequency

This field is required when the goal type has the option for Use External Results selected. Select the default frequency for specifying the results.
When you save the goal, the months where results are specified are selected on the calendar. You can change the selected months at any time.
Click Save.
- If the goal uses Approved By Year, the status is Pending and Draft. Depending on who is designated as the initiator on the goal year, the owner is the employee or the manager. If external results are also used, whoever is authorized to initiate Approved By Year goals for the goal year can specify result ranges along with the goal leader.
  For actions that you can perform on pending goals, see Managing pending goals (goal leader)
- If the goal uses External Results but not Approved By Year, the status is Active. Only the administrator can specify result ranges.
- For all other goal types, the status is Active. Only the manager, administrator, or goal leader can make changes on the Details tab. The % Complete and Completion Date fields are always accessible to the employee.
- For rated goals, a rating scale is assigned to a resource goal according to the rating scale logic described in Rating scale defaulting logic on employee goal

Creating employee goals (goal leader)

Actions you can perform on active goals