On Javelo, Administrators and Managers can act in different ways on employees' goals.
Administrator
As an administrator, you can set the values needed to set goals, whether or not to allow employees to self-assign goals, and make the evaluation of all new goals mandatory by default.
Goal Management
To do this, go to the Settings > Company > Company settings.
Then in the category Goal you can choose the fields needed to set a goal:
Title: Name given to the goal
Description: Description of what the goal corresponds to.
Owned by: Who will have to accomplish the goal.
Period: The length of time within which the goal must be completed.
Target: The amount needed set by the target if it is quantifiable.
Start value: The amount already accomplished at the time the goal was set.
Start date: The start date of the period within which the target is to be achieved.
End date: The end date of the period within which the target is to be achieved.
Priority: The degree of importance of the goal.
Weight: Weighting is the value of one goal in relation to another. It is a way of giving importance to a goal in relation to one, or more, others.
For example: if 1 goal to 2 weighted and the next two goals are weighted with the value 1, the overall achievement will be 50% for the 2-weighted goal and 25% for the other two.
Sub-goals: Attach the link to other goals with a two-level limit.
Method of assigning goals:
Hierarchy: An employee can create goals freely for themselves and their n-X.
Free: An employee can create goals for themselves and anyone in the company without any limits of hierarchical structure.
Default rating rule: All goals should be evaluated automatically by employees or not.
Manager
When creating your templates, two options related to goals can be activated: the Review goals and Define future goals options.
These options will allow you and your employees to evaluate past goals and set future goals during interviews.
Review goals
The Review goals option automatically bring up employees' goals in the frames. The goals that appear on your employees' profile pages and that correspond to the period you wish to evaluate via your campaign (choice to be set when launching the campaign) can be evaluated during the interview.
Here's how this materializes in the interviews:
1. In the preparation phase: During the preparation phase, the employee and his or her assessor will be able to assign a status to the goal (in progress, at a standstill, completed) but also indicate its level of progress. As with the rest of the framework, the employee and the manager have the same options: the employee can self-evaluate and the manager can evaluate him.
2. Face-to-face phase: The manager validates the evaluation to be kept on each goal.
3. Validation: Once the interview has been validated, the goals are updated on the employee's profile page according to the evaluation defined face-to-face.
Define future goals
The Define future goals option allows your employees to propose goals for the next period,
⚠️ This option is only possible if it has been allowed in Settings by the Administrator.
Here's how this materializes in the interviews:
1. In the preparation phase: The assessees and their assessors will propose a list of goals.
2. Face-to-face phase: These will be reviewed during the exchange phase. It is then that the two parties will choose the goals to be retained for the following period. The manager then validates the goals to be retained.
3. Validation: Once the interview has been validated, the goals are reported on the employees' profile pages (in the "Goals" section).
