Goals and performance evaluation are integral components in assessing employee performance. This article explores the relationship between goals and performance reviews in ClearCompany, delving into goal categories and their respective weightings.
In this article:
Overview
Goal Categories in a Performance Review
Goal Weighting in a Performance Review
Role Based Goals
Refreshing Goals
F.A.Q.
Additional Resources
Overview
The connection between goals and performance is extensive. Both serve as metrics to gauge and evaluate employee effectiveness. In Performance Reviews, HR gains the ability to select goal categories and determine when these goals should be reviewed. This empowers individual contributors and managers to ensure that goal weights accurately reflect progress.
Goal Categories & Goal Weightings in a Performance Review
When creating a review template, you possess the flexibility not only to incorporate goals but also to specify the categories you want to include in the review. To create a review template, the Performance Admin user permission is necessary.
- Performance: Goals aligned with an employee's role and responsibilities.
- Onboarding: Goals associated with the transition into a new job, such as learning a new product or completing onboarding training.
- Career Development: Goals focused on advancing within the current role or transitioning to a different role.
- Self-Development: Goals centered on enhancing mental and social skills, which can be work-related or extend beyond.
The weight assigned to goals significantly influences the overall score in a Performance Review. A higher goal weight indicates a greater impact on the final score, ensuring alignment with team and company priorities.
Key considerations:
- Weights represent the percentage of the final score for the goal review section.
- Weights may sum up to more or less than 100%, with automatic adjustments to maintain proportions.
- Unweighted goals distribute the remaining weight equally.
- Goal status doesn't impact scoring in performance reviews.
- Weights can be adjusted during a review by subjects and their managers.
Note: Goals cannot be included in 360 Reviews.
Role Based Goals & Refreshing Goals
When incorporating a Goal Review Section into a Performance Review, all goals linked to the employee are considered. If goals are assigned to a role and pushed to employees, these goals become part of the review.
To add a goal to a role:
- Click on Tools, then Setup.
- Select Click Roles/Departments/Offices.
- Under Roles, choose the relevant role.
- Click on Goals, then Add Goals.
- Fill in goal details (Category, Goal Title, Description).
- Toggle on "Push goal to employees currently in this role upon adding" This will require you to add a due date to this goal. If this is not toggled, it will not push the goal to current employees but will add it to any new hires hired under this role.
- If the due date falls within a Performance Review date range, the goal is included.
You have the ability to add or update the goals of the Review Subject, there will be a goal "Refresh" button available in the first stage of the review.
- When a review subject goes to a review that includes Goal Review, they will see the banner below letting them know to navigate to their goals and update any goals based on the date that was set on the review if they would like it to appear.
- They can navigate back to the review and click "Refresh Goals".
- The review will then be updated to reflect the new goal that was added.
F.A.Q.
Goal weights may depend on individual users because if goals do not have designated weights, they will automatically weigh all goals equally. For example, let’s say two users have the same bulk-assigned goal. If one user has 4 goals pulled with no weights assigned and the other user has 5 goals pulled with no weights assigned, the bulk goal weights are 25% and 20% respectively to accommodate their individual goals.
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