On Javelo, Administrators and Managers can act in different ways on employees' objectives.
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 objective
Description: Description of what the objective corresponds to.
Owned by: Who will have to accomplish the objective.
Period: The length of time within which the objective 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 objective.
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 objectives:
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 quizzes/grids, two options related to objectives can be activated: the Evaluate objectives and Define objectives options.
These options will allow you and your employees to evaluate past goals and set future goals during interviews.
Evaluate goals
The Evaluate objectives option automatically bring up employees' objectives in the frames. The objectives 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 objective (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 objective
3. Validation: Once the interview has been validated, the objectives 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 objectives.
2. Face-to-face phase: These will be reviewed during the exchange phase. It is then that the two parties will choose the objectives to be retained for the following period. The manager then validates the objectives to be retained.
3. Validation: Once the interview has been validated, the objectives are reported on the employees' profile pages (in the "My objectives" section).
