How You Remove Goals Contained in a Performance Document

The role of a person who added a performance or development goal to a performance document, and where they added it, determine who can remove the goal, and from where.

Only managers and workers can remove goals from performance documents. They must remove goals manually directly from a performance document. No process exists to remove goals automatically from performance documents when updating either the documents or worker goals in the goal management or career development business processes.

The following table describes scenarios in which either a performance or development goal is added to a performance document and who can remove that goal from the performance document, and the goal management, and career development business processes.

Scenario	Description (who can remove the goal)
The manager rates a worker on the goal in the worker's performance document.	The worker can't remove the goal from the performance document.
The worker added the goal to the performance document, or his goal list in either the goal management or career development business processes.	The worker can remove the goal from the performance document and also delete it from the worker's goals lists in the goal management and career development business processes. Removing the goal from the performance document doesn't remove it automatically from the worker's goal lists. The manager can remove the goal from the performance document but can't delete it from the worker's goals lists in either the goal management or career development business processes.
The worker's manager added the goal to the performance document or the worker's goal lists in the goal management or career development business processes	The worker can't remove the goal from the performance document. The manager can remove the goal from the performance document and also delete it from the worker's goals list in the goal management or career development business processes. Removing the goal from the performance document doesn't remove it automatically from the worker's goal lists.
The HR specialist added the goal as a specific content item to a performance template and didn't mark it as required in the performance template.	The worker can't remove the goal from the performance document. The manager can remove the goal from the performance document and also delete it from the worker's goals lists in the goal management or career development business processes. Removing the goal from the performance document doesn't remove it automatically from the worker's goal lists.
The HR specialist added the goal as a specific content item to a performance template and marked it as required in the performance template.	Neither the manager nor the worker can remove the goal from the performance document.
Someone other than the worker's manager added the goal to the worker's goal lists in the goal management or career development business processes and included the goal in the worker's performance document based on performance template settings.	Neither the manager nor the worker can remove the goal from the performance document.