Objective-Setting Phase

When creating a performance agreement, it is important to understand the WHY. Why is it important to set objectives?

The answer is simple: to bring clarity. Having a clearly outlined goal makes it easier to achieve success, for managers and employees alike. For helpful tips on approaching the objective-setting phase, please visit the Before You Start page.

The following guide will help you through setting your objectives, and will assume you are using all of the following sections in a performance agreement:

• Primary Goals
  • Perspectives (optional) 
    • Key Performance Areas
      • Key Performance Indicators
• Stretch Goals (optional)
  • Perspectives (optional) 
    • Key Performance Areas
      • Key Performance Indicators
• Values and Behaviours (optional)
• Leadership Behaviours (optional)
• Key Competencies (optional)

Below is an example of a complete performance agreement that uses all available sections.

• It has been populated with perspectives, KPAs, KPIs, and assigned weights.
• The side menu provides an overview of the performance agreement and allows easy navigation between its sections

Based on your review setup, you may be using some (or all) of the aforementioned performance agreement sections. Not all sections are mandatory. If a section (such as Stretch Goals) or a feature (such as Perspectives) does not apply to your review setup, you are more than welcome to skip its tutorial and proceed to the next step.

The tutorial for each section of the performance agreement will include an overview flowchart of the process, followed by detailed steps showing you how to complete it. Expand the following collapsible blocks to learn more.

PRIMARY GOALS

Overview

 

STRETCH GOALS

Overview

VALUES AND BEHAVIOURS

The objectives in this section are automatically populated when the performance agreement is created.

LEADERSHIP BEHAVIOURS

 

KEY COMPETENCIES