To start, you should know that the HR admin has the possibility to customize the fields that will appear when creating a goal (priority, weighting etc...) and the possibility to define a rule of creation "hierarchical" (Managers will be able to create goals only to their L-1 and the employee only to himself) or "free" (Each employee can set goals to the person desired)
If you want the goals to go up in the interviews, they must be created before launching your campaign
As part of a "free" creation rule, the user can create a goal in the Dashboard with New goal.
You can then configure your lens from the creation window:
The HR admin can massively create goals for a group of users via import or on the platform.
For managers under a "hierarchical" creation rule, the manager can create a goal from the "My Team" menu by clicking on the "New goal" button in the "Goals" tab:
The different fields when creating a goal
Title: Formulate a clear and understandable title. Add a description to specify the purpose.
Owner(s): Select the owner of the lens. If the goal is created from a user's profile page, the user will be populated by default.
Add a parent goal: Click on "Add a parent goal" button if you want to turn the goal into a sub-goal.
To assess: Indicates that the goal created is to be evaluated during the next interview campaign and will therefore automatically go up in the interview of the employee concerned.
Goal type: Specify if you want your goal to be qualitative or quantitative.
Target: Define the target value to be achieved and its unit:
If the goal is qualitative: use scale from 0 to 100% or binary mode 0/1#
If the goal is quantitative: define the target to be achieved and its unit of measure (percentage, cash, monetary...)
If the starting value of the goal is different from zero, you can enter it in Start value field
The starting value of a goal is the value at which you start your goal, for example 0 if the goal has just been created because you will start from 0 in order to reach 100% (Target)
The current value will be the value to enter in the progress bar when evaluating the goal, i.e. the progress of this goal, (Ex / Half the goal has been reached, so I enter 50% in current value)
Dates: Select the period (year) from the dropdown. You can also specify the exact start & end date.
Additional information
Priority: Indicate the priority level of the goal (from P1 to P4, P1 being the highest priority). Priority is indicative and does not count towards the average achievement of the goal.
Weight: For information, you can manually set the goal's weight. Weight on each goal allows their proportional importance to be taken into account in calculating the average overall achievement of the goals.
For example:
The first goal has a weight of 40.
The second goal has a weight of 90.
The third goal has a weight of 25.
The fourth goal has a weight of 60.
The total weigh of the goals in this example is 54%. The Javelo platform recalculates by cross product from the total weights. This results in an overall average achievement taking into account the actual weight of each goal.
Updating the goals
At any time, during or outside the interview, it is possible for the manager and the employee to update the goals.
An update history allows you to track what was changed, when and by which actor.
Different statuses are available, from “Not started” to “Achieved”. For quantitative goals, these statutes have indicative values. For qualitative goals, the “Achieved” and “Exceeded” statuses result in a 100% advancement calculated in the overall average, while the "Partially achieved" results in a 50% advancement. The other statutes maintain the advancement at 0%.
Goals in review
To ensure goals appear in the review:
Enable the "To assess" option: This must be selected during goal creation for the goal to be evaluable during the interview.
Add the "Review goals" module: Ensure your review form template includes this specific module.
Check the dates: Verify that the goal period aligns with the selected review period.
Confirm assignment: Verify that the goals are correctly assigned to the intended user.