While creating the performance template, if you want each goal or action to receive a score based on its actual value, you should select the option by Action Target / Realized Values in Step 3 under Scoring Settings.
Now let’s talk about how the score is calculated after this option is selected:
By Action Target / Realized Values method automatically calculates both progress and score based on how much of a goal the employee has achieved. This option is suitable for users who want to manage goals with the OKR system.
For example, if a goal has a weight of 100% and the only action under this goal is to achieve 10 sales, the employee will automatically receive a score of 80 when they achieve 8 sales. This method ensures that performance is evaluated in full alignment with goal progress.
Employees may also define their goals on a project basis.
For instance, working with an advertising agency may be defined as a goal. This type of goal is either completed or not completed. However, it is difficult to measure such a goal because it may not always be supported by a measurable metric. Therefore, the manager’s evaluation is needed to determine whether the goal has been achieved. To do this, the manager selects one of the predefined criteria. For example, if the manager selects Meets Expectations, this may correspond to a score of 60 in the system.
These criteria are configured in the Evaluation & Score Calculation section of the performance template.
If you select by Action Target / Realized Values, the flow proceeds as follows:
1. Starting the performance process
For the Goal Entry Mode: If you start the performance cycle gradually, managers at the top of the organization chart first enter their own goals. As managers submit their goals, the performance screens of their direct reports are opened, and employees can pull their goals from their managers and then submit their own.
On the other hand, if you select Simultaneously for All Employees, employees can enter their goals without waiting for their managers to submit theirs.
You can also choose to upload employees’ goals to the system via Excel as another goal-entry method. For more detailed information on how to upload goals from Excel, you can review the article below:
2. Entering, approving, and progressing the goals
The employee can either enter their own goals manually, or the goals may already be uploaded via Excel.
If the employee enters the goals themselves, they are submitted to the manager for approval.
If you upload the goals via Excel, you can customize the approval options.
Manager can review the employee’s goals and either approve or decline them.
After the goals are approved, employees can update the progress on their goals/actions.
3. Mid-Term Evaluation
If you want evaluations to be carried out during the performance period, you can select the periods in which the evaluation will take place from the Evaluation & Score Formulas section after starting the performance cycle.
You should also define the evaluation criteria for project-based goals/actions in this section. It is important to assign a score that corresponds to each level of the evaluation scale you specify.
When you select all performance periods in this field, the employee goals are sent to the manager for evaluation at the end of each period.
For example, let’s assume Q1 has ended. The employee will see the notification and, by clicking the Send for Manager Approval button, will submit their evaluation for the manager to review and save.
(Even if the employee’s goal ends at the end of Q2, since you selected Q1 and Q2 as the performance review periods, this goal still needs to be submitted for the manager’s evaluation.)
When an employee submits their goal for managerial review, the manager receives a notification and can review the goal under the My Team’s Goals section.
After clicking the Performance Review button, managers can approve or reject the goal by writing their feedback in the review field.
(There are no scores in interim evaluations. In these evaluations, managers only write their comments about the goal. The score is generated once the performance period has fully ended.)
4. Final Performance Evaluation
When the final performance period is completed, the “Send for Manager Approval” button appears again, just like in the interim period. The employee writes their comments about the final performance status and sends them to their manager for review.
Once the employee completes their self-evaluation, the manager receives a notification stating that “your employee is waiting for your approval of their performance evaluation.”
In the Action Target / Realized Values setup, the manager only writes comments about the goals and actions. No score is given at this stage.
Only in project-typed actions, since there is no numerical value, the manager is expected to select a rating from the scale. For example, in the project action titled “Hold one strategic meeting per week with the Sales team…”, the manager selected the rating “Exceeds Expectations.”