Goal Types are exactly that….the types of Goals that you want to create for your Performance Review. They serve two purposes in your performance review: they organize your goals into different groups (i.e. Performance Factors and Developmental Goals) and they act as templates for goals.
The Goal Type can control what fields show up on a goal, what kinds of actions can be performed on the goal such as cascading or commenting, and more.
For every Performance Review, you will need to determine what Goal Types should on the performance review and/or what metrics will be evaluated. There is a lot of customization and flexibility that comes with setting up goal types, with opportunity to support users with attaining business competencies as well as personal development.
Add a Goal Type
Setting up a Goal Type creates a place for similar goals, such as those for personal development, to appear together within the Performance Review. To create a new Goal Type, go to the HR menu tab and select Goal Types. Then click the green Add New button.
Next, fill out the settings you want to use.
If you are making a new goal type based off of a previous one (for example, using Business Performance Goals 2020 to create your Business Performance Goals 2021), reference the old settings and use those as the basis for the new one.
Goal Type Settings
There are several ways that you can set up your Goal Type, each way dictating how the Goals within that Goal Type appear. This ensures the Goals are all formatted consistently and have the same options. The various options provide copious amounts of flexibility – but you can make your Goal Type as simple or as complex as your needs!
Information
These fields will help you define the specific settings of your Goal Type.
Field Name | Description |
|---|---|
Code | Internal code for organization; only seen by administrators. |
Name | The name that will show as the section title on the Performance Review. |
Measurement | This controls whether or not the measurement fields are shown and/or are required to be filled out by the associate. Measurement fields can be used to better define and measure whether or not a goal was met by allowing a place where metrics can be set. They can be set either by the associate when creating their own goal or by an administrator when creating a shared goal for the Goal Library. If you are using measurements, there are additional options to be completed. Example of measurement fields in a goal:  Measurement [Disabled/Optional/Required] – This controls whether or not the measurement fields are shown and/or are required to be filled out by the associate. The measurement field allows the associate to put in what they want to use to measure whether or not the goal was successful and what it means to “Meet” or “Exceed” the expectations of the goal. Measurement Label –This is the label that will show above the first measurement field. It will default to “Meets Expectations” if left blank and the Measurement setting is enabled. Measurement Info – Enter in any help text that will appear to the associate if they hover over the blue info-bubble. If left blank, the info bubble will not show. Exceeds Expectations [Disabled/Optional/Required] – This controls whether or not an additional measurement field will show for the associate to enter in how they would measure if they had exceeded expectations for the goal. Exceeds Expectations Label – This is the label that will show above the second measurement field. It defaults to “Exceeds Expectations” if left blank. Exceeds Expectations Info – Enter in any help text that will appear to the associate if they hover over the blue info-bubble. If left blank, the info bubble will not show. Actual Results [Disabled/Optional/Required] – This controls whether or not the actual results measurement section is shown and/or is required to be filled out by the associate. The actual results field lets the associate note what the actual results that they achieved at the end of the performance period were. Results Label –This is the label that will show above the actual results field. It will default to “Actual Results” if left blank. Results Info – Enter in any help text that will appear to the associate if they hover over the blue info-bubble. If left blank, the info bubble will not show. |
Due Date | Allows a due date to be set for the goal and determines whether a goal is required to have a due date. |
Actions | Enabling allows users to create an action plan with smaller steps inside of the goal.  Examples of Actions in a Goal |
Comments | Enabling allows associate and their supervisor to leave comments on the goal. This might be used for check-ins or to record progress during the year before the evaluation.  Examples of Comments in a Goal Evaluation comments are not controlled through this setting |
Cascading | Enabling allows supervisors to cascade a goal to someone else in the organization. This can be set to either just individuals in the supervisor’s report pyramid or anyone within the organization regardless of pyramid hierarchy. |
Goals Added By | This field determines if an Associate or their Supervisor/HR can add goals on an Associate’s goals page for this Goal Type. This will disable adding goals to this goal type by anyone not included in the list you select. Options include:
Goal types set to Auto-assign will only allow goals to be assigned by the administrator from the Goal Library. |
Auto-Assign Cut-Off Date | You can auto-assign Goals in the Goal Library to positions of users. If you do that, Goals will be automatically added and removed as users fall in and out of the position. Once the Auto-Assign Cut-Off Date is reached, the Goals are no longer dynamically added/removed. |
Evaluation Box Label | The label that appears on the goal’s evaluation box during a performance review. It will default to “Evaluation.”  Example of Evaluation Box label inside of a goal |
Requires Approval | If enabled, any goals that an associate adds to this Goal Type will require a supervisor’s approval. This should be used in conjunction with the Goals Workflow. |
Is Active | If checked, this Goal Type is active and can be used in a performance evaluation. If unchecked, the Goal Type will not be able to be used and will be marked inactive. |
Instructions
Use these fields to provide your associates with specific instructions at the various stages of the Performance Review process. The default instructions can be overridden at the Performance Review level to allow for customization per review/evaluation form.
Field Name | Description |
|---|---|
Goal Setting Instructions | The instructions for the associate and supervisor/HR that will show during goal setting. This text shows for the following statuses:
|
Goals Approved Instructions | These instructions for the associate and for the supervisor/HR will show after a goal has been approved. This text shows for the following statuses:
Only use if you checked the Requires Approval setting. |
Performance Review Instructions | These instructions show while the performance review is in progress before the Performance Meeting. They are broken out by each reviewer role and should instruct each person on what they need to do while evaluating this goal type. For example:
This text shows for the following statuses:
If a reviewer group, such as Level 2 Review, is not going to be included in the Workflow of the Performance Review, you don’t need to add instructions for them. |
PDF Download | This text shows on the PDF Download of an associate’s Performance Review, above the Goals for this Goal Type. |
Adding Goal Types to a Performance Review
The final step is to tie your Goal Types to your Performance Review - this will populate the goals for each user in the HR Group assigned to that specific Performance Review.
Go to the HR menu tab and select Performance Reviews. You’ll see a list of all performance reviews. Click on Edit of the Performance Review you would like to add Goal Types to.
Click on the Goal Types.
To add a Goal Type, search for it in the Selection Box and then click Add.
There are some additional settings that control how each Goal Type is evaluated.
Field Name | Description |
|---|---|
Minimum/Maximum Goals | If you are using Goals Workflow, this is where you can set the minimum and maximum number of goals that the associate is suggested to set for themselves. If you are not using the Goals Workflow or don’t want suggestions on how many goals should be set, skip this settings. |
Weight | If your review will be auto calculating evaluation scores, use this to determine the different weights of each Goal Type. The weight must add up to 100. |
Auto-Weight Goals | This applies to Goal Types which are weighted. When Auto-Weight Goals is checked, then the goals for a Goal Type have an equal weight. When Auto-Weight Goal is unchecked, then associates and managers will have to manually set their weight during Goal Setting and/or Performance Review. |
Evaluation | Determine if the goal will be Evaluated during the review process and if Associate and/or Supervisor comments will be required. Check the corresponding boxes. |
Be sure to click the Updated Properties button before making edits.