Performance Development is a process that allows for personal and company goals to be added and tracked throughout the year - rather than just relying solely on periodic backward-looking performance assessments (i.e. annual Performance Reviews). This allows for regular feedback, tracking of the status of the goal, and communication between the employee and the manager. This article guides users through the creation and maintenance of goals.
Goal Setup
Goal Categories
Goal Categories allow you to classify goals by different types.
- Go to Settings > HR Setup > Performance Review > Goal Categories
- Click 'Add New'
to create a new category
- Enter the Name of the category, a description (optional), and select whether or not it's Active, then click 'Save'
.
Goal Statuses
Goal Statuses allow you to track the progress of a goal using percentages.
- Go to Settings > HR Setup > Performance Review > Goal Statuses.
- The following goal statuses are defaulted in the system and cannot be edited or disabled:
- New
- In Progress
- Completed
- Finalized
- To create a new status, click 'Add New'
- Enter the Name, a Description (optional), Color, and Percentage.
Please note: The percentage must be unique and may not replicate the percentage of another goal status. - Once the information has been added, click 'Save'.
Goal Types
There are two goal types in the system:
- Company Goals - Fixed goals that cannot be adjusted or tailored to the employee.
- Personal Goals - Custom goals that are personalized per employee.
Company Goals must first be created in the system before they can be assigned:
- Go to Settings > HR Setup > Performance Review > Goals.
- Click 'Add New'
- a. Goal: Select the name of the goal.
- b. Active: Check this box to make the goal active.
- c. Description: Description of the goal.
- d. Company Goal Effective From Date & Effective To Date: Select the date range the goal should be available (can also be left blank if it is an ongoing goal).
- The goal will be part of a review in the following cases:
- Both dates are blank
- TO date is populated and TO date is within the review period
- The goal will be part of a review in the following cases:
- e. Category: Select from the available categories, if applicable.
- f. Add to Performance Development: Check this box if you would like to the goal to be assigned through the Performance Development functionality.
- g. Add to Performance Review: Check this box if you would like to the option of adding this to a Performance Review.
- h. Goal spans multiple review periods: Check this box if you would like the goal to be applied to more than one review period. If selected, additional fields become available:
- i. Finalize and recreate: If selected, the goal will close and finalize when the review is finalized and will automatically recreate for future review periods until its due date. The Info icon says 'Applies only when the goal is added directly to a Performance Review profile. Not applicable to goals assigned manually in Performance Development.
- j. Carry Forward: If selected, the goal will stay active and continue into future performance reviews until the due date. An additional option becomes available:
- k. Finalize goal sooner than due date?: If checked, the goal will finalize automatically upon finalization of the review when the goal is marked 100% complete.
- Once the information has been added, click 'Save'.
Assigning Goals
- To assign a Company or Personal Goal, go to Team > Talent > Performance > Performance Development. This is where you will find all goals in the system.
Company Goal
- Click 'Assign Company Goal'
to add a Company Goal.
- a. Employee: Select how the goal will be assigned:
- Single - The goal will be assigned to a single employee.
- Shared - The goal can be assigned to multiple employees. Progress adjustments will be applied to all employees who share the goal.
- Multiple - will assign the same goal to multiple individuals.
- b. Choose Employee: Select the employee(s) being assigned the goal.
- c. Goal: Select the goal you would like to apply.
- d. Access - Public & Private: Public Goals are allowed to be Aligned to or Cascaded where Private Goals are not (see the section on Goal Trees for more information on Aligning and Cascading goals)
- e. Start Date & Due Date: Select the period of time the goal should be active (can also be left blank if it is an ongoing goal)
- Note for Performance Reviews - If the Due Date of the goal is outside of the review period, the goal will not be able to be chosen.
- Note for Performance Reviews - If the Start Date of the goal is after the review end date, the goal will not be able to be chosen.
- f. Percentage Complete % & Status: Select the status of the goal. The percentage will automatically populate based on the status that is selected.
- g. Criteria for Achievement: Information that includes simple details of how an employee affects the assigned goal.
- Once the information has been added, click 'Save'
Personal Goal
- Click 'Assign Personal Goal'
to add a Personal Goal.
- a. Name: Add the name of the goal being assigned.
- b. Active: Check the box to make the goal Active.
- c. Enable for Performance Reviews: Check this box if you would like to the option of adding this to a Performance Review.
- d. Description: Description of the goal.
- e. Category: Select from the available categories, if applicable
- f. Employee: Select how the goal will be assigned:
- Single - The goal will be assigned to a single employee.
- Shared - The goal can be assigned to multiple employees. Progress adjustments will be applied to all employees who share the goal.
- Multiple - will assign the same goal to multiple individuals
- g. Choose Employee: Select the employee(s) being assigned the goal
- h. Access - Public & Private: Public Goals are allowed to be Aligned to or Cascaded where Private Goals are not (see the section on Goal Trees for more information on Aligning and Cascading goals)
- i. Start Date & Due Date: Select the period of time the goal should be active
- Note for Performance Reviews - If the Due Date of the goal is outside of the review period, the goal will not be able to be chosen.
- Note for Performance Reviews - If the Start Date of the goal is after the review end date, the goal will not be able to be chosen.
- j. Percentage Complete % & Status: Select the status of the goal. The percentage will automatically populate based on the status that is selected.
- k. Criteria for Achievement: Information that includes simple details of how an employee affects the assigned goal.
- Once the information has been added, click 'Save'
Copying A Goal
- Go to the Goals page, then click the pencil icon
of the goal that will be copied
- Click 'Copy Goal'
- Select the employee(s) you would like assigned the goal, then click 'Apply'
.
- You can also select the 'Copy Goal' icon
for the goal that should be duplicated
- Please note: The 'Copy Goal' functionality will not carry over the Status, Percentage Complete, Audit History, or any Private Notes from the original goal.
Goal Trees
Goal Trees allow you to view the relationship between linked goals. Goals can be linked in two ways:
- Cascade: Uses the concepts of Copy, but also links the goals together so they can be seen as impacting each other. Cascading can only happen if you have subordinate employees.
- Align: This is the same as Cascade, except it is associated up to a manager's goal.
To Link a Goal
- Click the View Goal Tree
icon
- The 'Choose Employee' window will also allow you to select an employee's goal to align/cascade.
- From the goal window, click the ellipses:
Select the appropriate option:- Align Goal - Select which manager goal you would like to link.
- Cascade Goal - Select from a list of employees subordinate to the goal assigner to assign and link the goal.
- Notes - Takes you to the Notes section of the Goal.
- Review Audit - Takes you to the Audit section of the goal.
- Once the goal is linked, it will appear in the Goal Tree.
- Links can be removed by clicking the ellipses (...) and selecting 'Remove Linked Goals'.
Managing Goals
- To manage the goal, go to Settings > HR Setup > Performance Review > Goals and click the pencil icon
of the appropriate goal.
-
Under 'Goal Assignment,' information associated with the goal can be viewed, including Access, Linked Information, Start Date, and Due Date.
- Goal Statuses can also be updated here.
-
Notes can be added to track progress by clicking the ellipses (...):
- Notes-Shared - Visible to anyone with access to the goal.
- Notes-Private - Will only be visible to the individual who created the note.
-
Audit - Allows you to view the history of changes associated with the goal.
-
Once the goal status is updated to 'Completed' and saved, a new button will appear to 'Finalize'
the goal.
- Finalizing the goal will grey out the fields and you will no longer be able to make edits to the goal.
- You can 'Unfinalize' the goal, if edits need to be made.
Goals and Performance Reviews
In order for Goals to be brought into the Performance Review, the functionality must be enabled.
- To add the goal to a Performance Review, go to Team > Talent > Performance > Performance Reviews.
- Click the pencil icon
-
On the Entry tab, scroll down to the Goals section
- Select '+Add Goal'
-
You have the option of creating a new goal by clicking 'Add New,' or bringing in a previously created goal by clicking 'Add Goal From Performance Development.'
- Only goals that fall within the review period will have the option of being added.
- Goals that fall within the review period and were created prior to the review being scheduled will automatically be pulled into the Review.
-
If Weights are being used in the review, the weight of the goal will need to be updated to equal 100% by clicking the "Weighting"
hyperlink.
- A window will pop up that allows you to determine what weights should be used.
-
Click 'Save'
-
When all of the applicable goals have been brought into the review, click 'Save'
-
You may now initiate the Performance Review.
- Goals that are brought into the Performance Review will be finalized with the review, with the exception of Shared goals.
Additional Resources
UKG Performance Review Legacy Configuration Guide