Goals

When the Evaluation is initiated the Goals are inferred based on configurations for an employee, under the Goals step. Goals can be defined at various levels like Department wide, Unit specific or job specific. The Source field describes at which level these Goals are defined.
A manager can use the Copy from Previous action from the grid level menu, this will copy from the most recent evaluation of the same performance type of the employee where the Evaluation status is either Evaluation Complete or Assessment in Progress.
A manager can use the Reload Goals action from the grid level menu, this action will reload the goals as per the configuration set up based on Department, Unit, Union Local, Performance Type and current Performance Policy of the employee.
A manager can make edits to the inferred goals, if any of the information is changed then the Source field will be updated to Manager. This flexibility is configurable at sites.
A manager can add new goals, applicable for the Employee role, either from Goals Library or specific ones that are not present in the library by clicking on the + icon and adding a new row to the goals. When adding a goal, which is individual specific (ad hoc goals), the user must enter values for the following fields:
Goal (up to 5 characters)
The Short Description field defaults to value entered on the Goal field.
Description - Describes the goal.
Definition of Measurement - How the goal achievement will be measured.
Goal Category - Pick list should be used to select applicable Goal category.
Ad Hoc Goals - Goals not added from the goal library will have the Ad Hoc Goals field defaulted to Yes.
Weightage can be associated with ad hoc goals as configured in the system. The sum of weightage should be equal to or less than the configured threshold value for weightage.
Source - Goals which are added by the manager will have Source field set to Manager. The feature to add goals can be turned off via configuration.
Include in Score - This field defines if a goal is eligible for scoring or not. The default value for this field is inferred from the Mapping page. If Include in Scoring is marked as No, this field is non-editable for the Manager.
Goals sign off is a required process. Manager can click on Release to Employee for signing and acceptance. The Evaluation Status changes to Goals Pending Employee Review.
The employee can access this evaluation via wizard only after the evaluation status changes to Goals Pending Employee Review.
The employee can view the information on the Goals Step.
The employee can also make edits to the inferred goals, if any of the information is changed then the Source field will be updated to Employee. This flexibility is configurable.
The employee can add more goals either from Goals library or specific ones which are not present in the library by clicking on the + icon and add a new row to the goals. Such goals which are added by the employee will have Source field set to Employee. This flexibility is configurable at sites.
When employees add ad hoc goals that are individual specific and not present in the library, the manager will have to adjust weightage as needed. Goals that are marked as Include in Score, must have the weightage associated. The Weightage field can be edited only by the manager. This step mandates a real time connect between employee and manager to agree on any new goals added by the employee. Once the manager agrees that the goal is included in the scoring, they can adjust weightage or they can mark the goals as not to be included in the scoring.
The manager can view the changes being made by the employee on the Goals Step at any point in time.
The managers and employees can have a connect outside the application to agree on the goals added, the manager can adjust weightage to all the goals that are added for the employee. Goals that are marked as Eligible for Score, need to have weightage associated. The Weightage field can be edited only by the manager.
The employee now can accept the Goal Plan by clicking on Sign and Accept button. Signature Panel will get updated with Employee Name, Date and time stamp of signature when the employee clicks on Sign and Accept. The evaluation status changes to Goals Pending Manager Approval.
The manager has two options here,

Click on Sign and finalize Goal Plan and training and Competencies required for an employee. The Signature Panel will get updated with Manager Name, Date and time stamp of Signature when the manager clicks on Sign, and evaluation status will change to Assessment In Progress after the Manager Sign off.
If the manager needs to make some other changes on goals after the employee has already signed, then they can click Modify Expectations, after this Goals can be modified and again Released to Employee and evaluation status changes from Goals Pending Manager Approval to Goals Pending Employee Review; the Signature panel is refreshed and employee signatures is required to be redone and the above cycle will repeat where the employee needs to sign followed by the manager signature.