Best Practices for Goal Planning

Provides best practices and general guidelines when configuring and using Goal Planning as part of your goal and performance management process.

Best Practices for Goal Planning

Best Practices for Goal Planning

General guidelines and best practices have been established to assist when configuring and using Goal Planning as part of your goal and performance management process.

Best Practices for Goal Planning: Web Access Rights

Review best practices and general guidelines for configuring web access rights when using the Goal Planning feature.

To ensure that web access rights are configured optimally for goal planning, the Add/Change Goals page must be disabled. During the goal planning process, employees use the Goal Planning page, instead of the Add/Change Goals page. To keep both the Add/Change Goals and Goal Planning pages enabled is redundant, creates confusion, and disrupts the collaborative process. In addition, the Add/Change Goals page provides an employee with access to edit a goal that is already approved in their goal plan.

  • Ensure that goals are created from within the Goal Planning feature by disabling the Add/Change Goals page. This is done by accessing the Web Access Rights page (System Configuration > Role Administration > select role link > Web Access Rights) and removing any boxes selected for the Add/Change Goals page for employees and managers:
    • Employees (Myself > Career & Education > Add/Change Goals)
    • Managers (My Team > My Employees > My Employees List > My Team > Career & Education > Add/Change Goals)
  • Should you choose to keep the Goals page enabled for ease of access to Goal Notes, it is recommended that you only provide view-only access to the page to avoid the ability to add or edit goals already in a goal plan.
Note
  • Managers can edit, approve, and re-edit goals as part of the Goal Planning feature.
  • Managers should not have access to configure the Goal Plans page (Menu > My Team > Talent Management > Goal Planning), unless they are going to be part of the goal management process. Goal plan management is a function best maintained by an Administrator.

Best Practices for Goal Planning: Business Process Approvals

Review best practices and general guidelines for configuring business process approvals when using the Goal Planning feature.

Navigation:Menu > System Configuration > Workflow Administration > Business Processes > Add/Change Employees > select goal link (for each role) > Edit > Add/Change Employee Goals Approvers

  1. From the Add/Change Employee Goals Approvers page, disable workflow approvals for the Add/Change Employee Goals business process for all roles using the Goal Planning feature. Using approvals for Goals is contradictory to the purpose of goal collaboration, and therefore interferes with the collaborative nature of the Goal Planning feature.
  2. From the Add/Change Employee Goals Settings page (Menu > System Configuration > Workflow Administration > Business Processes > select Add/Change Employees goal link (for each role) > select Edit > Add/Change Employee Goals Settings), ensure the ‘Allow Initiator Comments’ box is not checked. If checked, an additional page similar to the approvals page appears when saving a goal.

Best Practices for Goal Planning: Review Periods

Review best practices and general guidelines for using review periods during goal planning.

To facilitate the creation of Review Periods:

  • In the Review Period Title, include or reference the dates or time frame for when the goals apply.
  • The Review Period Type is system deliverable and cannot be configured. There is no functional significance or impact when selecting a type.
  • In the Review Period Start and Due Dates (which are used as a reference), make sure to reflect the time period the employee is working to accomplish the goals (for example, 1/1/2018 – 12/31/2018).

    Review periods can be:

  • Assigned to multiple goal plans.
  • Used to incorporate only the goals tied to the review period. This is done during review distribution.
Note

You can create goals for subsequent review periods, even if you haven’t distributed reviews for the current period. For example, in the Fall of 2018 you can create goals for 2019. In the Spring of 2019, you can still distribute a review for 2018 and include goals from the 2018 goal review period.

Best Practices for Goal Planning: Assignable Goals

Review best practices and general guidelines for using assignable goals during goal planning.

When including Assignable Goals in a plan, if the employee already has goals assigned to them, these goals are automatically included in their goal plan.

  • Editable assignable goals appear with a ‘Private Draft’ status. Employees can edit these goals and mark them ‘Ready for Review’.
  • Non-editable assignable goals appear with a ‘Ready for Review’ status. Employees cannot edit these goals.
  • If an assignable goal is assigned after the goal plan is in progress, it will not automatically be included in the goal plan. If you want to include assignable goals in a goal plan, they should be assigned to an employee before goal plan progress begins. You can still include them later (if needed) by adding an ‘Existing Goal’ to the goal plan.

Best Practices for Goal Planning: Recommended Goals

Review best practices and general guidelines for using recommended goals during goal planning.

  • When Recommended Goals are disabled using Role Administration, the Recommended Goal button is still available during goal planning and can be used to add goals to a plan.

Best Practices for Goal Planning: View Goal Plans

Review best practices and general guidelines for viewing goal plans.

  • A goal plan is viewable to a user, when no employees are assigned to the plan or when at least one employee the user is qualified to see is assigned to the plan. If employees are assigned to the plan, but none of them are qualified to be viewed by the user, the plan is not visible to the user.
  • If an administrator is qualified to see an employee's goal plan, they have view only access to the goal plan.

Best Practices for Goal Planning: Manage Employee Assignments

Review best practices and general guidelines for managing employee assignments in a goal plan.

  • Once a goal plan is in progress, the employee qualifiers initially established cannot be changed. You can add or remove employee assignments for the goal plan by using the Employees link in the Assignments column of the Goal Planning page.
  • When adding employees to a goal plan, only employees that are not already assigned to the goal plan appear in the selection list.

Best Practices for Goal Planning: Goal Plan Status

Review best practices and general guidelines for the status of goal plans.

Administrators can change the status of an employee's goal plan. This includes the ability to:

  • Reopen an approved goal plan to allow for edits.
  • Approve goal plans, which can be done individually or as a mass update by using the Employees link in the Assignments column of the Goal Planning page.

Best Practices for Goal Planning: Close Goal Plans

Review best practices and general guidelines for closing goal plans.

  • Administrators can close goal plans.
  • Closing a goal plan closes all employee plans and prevents further edits to the goal plan. Goals in a closed goal plan cannot be used as part of a performance review when including a specific review period during review distribution.

Best Practices for Goal Planning: Delete Goal Plans

Review best practices and general guidelines for deleting goal plans.

  • Administrators can delete goal plans.
  • Goal plans can only be deleted if there are no employees assigned to the plan.

Best Practices for Goal Planning: Close Review Periods

Review best practices and general guidelines for closing review periods.

  • Administrators can close a review period.
  • Closing a review period closes all goal plans assigned to the review period.
  • Closing a review period is an easy way to close multiple goal plans at once (since they share the review period), instead of closing each goal plan individually.

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