Overview of Goal Management

The Goals work area enables workers, managers, and organization owners to define and set goals that support the common objectives of an organization.

Workers can update goals throughout a goal setting and tracking cycle, and managers and organization owners can track the goals as workers progress through them.

The Goals work area supports these entities:

• Specific, measurable, achievable, relevant, and time-based (SMART) goals

• Goal plans

• Goal plan sets

• Review periods

Note: Availability of these features of goal management depends on application settings defined by your organization.

SMART Goals

Use performance goals that are specific, measurable, achievable, relevant, and time-based (SMART) to measure the performance of workers, help them improve productivity, and achieve career objectives. Performance goals are results-oriented, measure work-related performance, and often use specific targets to assess the level of workers' achievement. For example, the performance goals can specify how workers measure achievement of objectives and include target dates.

Use performance goals in performance documents as part of the evaluation process. Workers and managers can create performance goals. HR specialists can create organization goals. Organization goals are performance goals that you create, or those from the goal library, to set the business direction and targets for your organization. Managers who are also organization owners can add existing performance goals as organization goals. They can then assign them to any level of the manager assignment hierarchy to support the organization's overall business objectives. Workers' can align their own goals to the organization goals to achieve the same objective.

Depending on your application settings, your role, and security privileges, you can add tasks and target out comes to your goal. Tasks are specific actions you add to a goal that a worker undertakes to achieve the goal. Goal tasks have various types, including mentoring, researching, and coaching. Target outcomes enable the linking of a goal to specific skills or qualifications such as competencies, languages, and licenses and certifications. Use target outcomes to increase a worker's proficiency for current or future job requirements, or to add to the worker's set of skills.

Workers can mark the performance goals that they create and not linked to any performance documents as private. Private performance goals aren't visible to others, including managers.

Goal Plans

Goal plans are used to manage a collection of performance goals for a specific period. You can roll out goal plans to individuals, a selected hierarchy, or a wider population within the organization. You can add goals for a worker only when the worker is assigned goal plans. You must associate each goal with a goal plan. Therefore, to add goals to a worker, you must ensure that goal plans are already assigned to the worker. You can associate a worker goal only with one goal plan at a time. Each goal plan is associated with a review period.

Goal Plan Sets

Goal plan sets are used to group and assign performance goal plans to a population set. Each goal plan set is associated with a review period.

Review Periods

Review periods enable you to organize your processes around goal management and performance evaluations into time-bound business cycles. Review period is a common component that ties to goal plans and performance document periods. For example, you create review periods to associate with goal plans and performance documents that fall within the same time frame.

Deep Links

You can use deep links to navigate directly to the Goal Management pages indicated in this table.

Deep Link	Navigates To
Manage Goals	Manager's Goals page that shows the direct and indirect reports
My Goals	Employee Goals page