Describing Development Goal Management

Users can access their development goals by navigating to Goals using the Main Menu, then Development Goals, or by selecting the My Goals tile on the home page. The images below show the different navigation options and actions when accessing the Development Goal Plan.

1. Users can toggle between Performance Goals and Development Goals, if a Development Plan is available for them. That way, from the same menu, employees and managers can easily review Performance and Development Goals.
2. In this section we can display the total goal count, and the goal count by status. Each status can be selected to filter and see only those goals in the Goal Plan. Additionally, an "i" icon displays if there are any warnings from the min-goals, max-goals, min-weight, and max-weight.
3. The introduction text is available here. Select the "i" icon to display the text.
4. Goal Categories: Organize Goals into different Categories.
5. Goal Cards: Each Goal created has its own Goal Card with the details of the Goal.
6. Goal Actions. Depending on the permissions, users can:
   • Create Personal Goals, either manually or with help from AI
   • Copy Goals from another Goal Plan
   • Print Goals to PDF
7. User Search: It searches for users and navigates to their Goal Plan. Access to the actual goal plan might be restricted if the user is not in the target population. Inactive users can be included in the search by enabling the Administrator Permission Manage Hires > Include Inactive Employee in the search.
8. People Selector. It displays self, manager, direct reports, and matrix reports (if any).

In Latest Goal Management, each goal is presented as a Goal Card, where end users can easily see their details and take actions on the goal.

1. Goal plan name, effective dates of plan, and the option to expand a dropdown list and access all of the available goal plans. Those goal plans that are still not converted to the latest version, but accessible to the employee, will be read-only and the Legacy View option is available to see goals from previous goal plans.
2. Goal name, due date, status, and the number of attributes (competencies or skills) assigned to the goal.
3. Goal actions depending on the permissions: Edit Goal, Delete Goal, Create Activity (requires Continuous Performance Management permissions).
4. Change goal status.

Select the goal card to drill down into the details of the goal and further actions.

1. Goal name, visibility (Public/Private) and the date when it was last updated are displayed here.
2. Status of the goal: The status can be changed from this option. Percent complete and the number of attributes (competencies or skills) attached to the goal are also listed.
3. Goal actions: Edit Goal, Delete Goal.
4. Create and display activities and achievements (completed activities) in Continuous Performance Management.
5. Goal Description: This section displays the goal description. Items in the right panel can be expanded and collapsed using the arrows.
6. Attributes: competencies and/or skills assigned to the goal.
7. More info: displays details of additional goal fields.
8. Comments on goals: The employee/manager can add comments to the goal, and they will be notified via Goal Comment Notification.

Not shown on the screen:

• Linked Assignments: Users can link assignments to development goals. Once linked, assignments appear in the Linked Assignments section. Users have the option to print linked assignments along with development goals.
• Opportunities to Grow: If users have selected skills or attributes for a development goal that match those required by assignments or learning, the assignments and learning are recommended in the Opportunities to Grow section on the goal details page. A Go to Opportunity Marketplace link is available for them to explore more opportunities in Opportunity Marketplace.
• Goal Audit/View Audit History: The history displays the changes made to the goals when a goal is created, modified, deleted, assigned, copied, or replaced. A list of records showing what changes were made, by whom and when, including a comparison between previous and new values of the changed fields if a goal was modified or replaced.