Objectives

This function allows you to create and maintain objective information linked to work plans. Work plan objectives are detailed in the lower table of the work plans split screen.  At least one objective must be created for a work plan to be complete.  

Many of the terms referred to on these screens can be customized by the System Administrator or turned off so your screen may not match these Help Pages.

To Add an Objective

1.Add objectives to the work plan by selecting  from the Actions bar in the lower table.

2.The Objective Details Screen will open.

A Business Objective Work Plan

3. Complete the fields in the form. See below for Objective Definitions.

4. to Close.

New Objective Details screen for a Personal Development Plan

Complete your Resource Cost screen.

5. to save and add Resource information to the objective if enabled (see Resources for details) on the add or edit screen.

Note: The number of fields to be completed depends which fields in the Objective Field Configuration screen are marked as Enabled and/or Required at the time the work plan is created.  Some fields may be enabled but not required.  All fields with an asterisk (*) are required.  

Note:  The objective can be saved even if all required fields are not completed; however, the work plan will not pass validation and be approved until all required information has been saved.

Note:  A User who is a Non-Lead Employee will only be able to add their own objectives. Administrators and Users who are Leads will need to select an Employee's work plan in the upper table to add objectives to that plan.

To Edit an Objective

1.Click or double click the objective to open the Objective Details screen.

2.Make any required changes.

3. to close.

Note: Objectives for approved work plans cannot be edited, but can be opened as view-only.   When a work plan has been approved, the edit button () changes to view only () in the Objectives' Actions bar.

To Copy an Objective

1.Select the Objective and click .

2.You will be required to provide a new Objective Title.  

3.Check the box to Copy Resource information or Memo Notes.

Note: Confidential Comments will not copy from one objective to another.

4. to close.

To Delete an Objective

1.Select the Objective that is to be deleted.  Only objectives belonging to un-approved work plans can be deleted.  See To Delete a Work Plan for more information.

2.Select in the Actions bar.

3.Confirm Delete – OK to delete.

4.Cancel to return to previous screen.

To add Resource information to an Objective

•Click  or click within the Objective Details screen.  

•See Resources for more information.

To add Confidential Comments to an Objective

1.Add Confidential Comments by clicking .

2.Add Employee or Lead Comments.

3.Click to save and close.

A note about Confidential Comments:

The Employee and the Lead can add comments to the Work Plans.  These comments are confidential to the User (Employee or Lead).  That is, the Lead cannot see the Employee’s confidential comments and vice versa.  However, the Administrator can view-only both the Employee and the Lead Confidential Comments.

To Print the Objectives list:

Select in the Actions bar in the Lower Table

Note: The print list feature prints the information in the lower table, including any filters which may be set.

Objective Definitions

The following fields are available but will only be visible if included in the Objective Configuration created for your Organization:

•Baseline – This field describes the measured, historical learning and growth that has already been achieved.

•Target – This field describes the measurable, improved level of learning and growth that an employee is expected to achieve.

•Goal - This field describes the level of learning and growth that an employee is striving to attain sometime in the future.

•Actions – Detailed tasks or action items to be completed.  Available in Business work plans only.

•Stretch - This term describes a level of learning and growth that is between the Target and the Goal, yet is achievable within the current Review Period.

•Percentage Weighting - The importance of an objective, given a percentage, in relation to the other objectives in a work plan.  If enabled, the field is required and the weight of all objectives in a work plan must equal 100%.

•Priority – The order in which an objective will print on reports.   If enabled and required, a number must be assigned to the objective to prioritize it.

•Level of Importance - This term identifies the significance (or value) to the Organization that a particular objective represents.   (Note: This field enables standardization of defining “Importance” across the organization.)   An objective can have Some, Moderate, Considerable, High or Extreme importance to the Organization

•Degree of Difficulty - This term denotes the extent to which problems, obstacles and objections will create challenges in accomplishing the expected result for an objective.  (Note: This field enables standardization of defining “Difficulty” across the organization.) An objective can have Some, Moderate, Considerable, High or Extreme Degree of Difficulty.

•Category – This field assigns an objective to a certain category (see Administration > Core Tables > Category for more information) for reporting purposes.

•Resource - Extra resources are sometimes required to enable an employee to accomplish an objective. Resources are grouped into Resource Categories which can be customized in Administration > Reference Files > Core Tables.  

•Due Date - The date when the objective is expected to be completed. 

•Bonus Eligible – This field indicates whether the objective is eligible for a bonus or not, and is for reporting purposes only.

•Competency – This field records the specific competency (or competencies) that the objective relates to, as well as rank the competencies in order of importance.  It is available in Professional Development work plans only.

•Employee Actions - Detailed tasks or action items the employee needs to complete to meet Professional Development objectives can be recorded here.

•Lead Actions - Detailed tasks or action items the lead must complete for the employee to meet Professional Development objectives can be recorded here.