Skip to main content

Objective-Setting Phase

Signify Header.pngPM Phases Step 2.png

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)

PM Performance agreement sections.png

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.

PM - Example of a Performance Agreement.png

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.

For our example, the following review setup settings have been enabled:

PM Example Review Setup - Dual Participation.png

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

PM Objective Setting - Primary Goals overview.png

  • For this tutorial, we will assume you selected Create Blank when creating the performance agreement.

PM Create PM agreement employees – Blank – Start.png

  • The blank performance agreement will be populated with the sections that have been activated in the review setup's configuration. Please note, the red headings in the menu on the left show that information is missing, such as missing perspectives, KPAs, KPIs, or unbalanced weights. The weights of unbalanced sections will also flash red.

PM Create PM agreement employees – Blank – Start.png

  • Click +PERSPECTIVE to add a perspective.

PM Create Blank Agreement - Add Perspective.png

  • Select a perspective, which has been loaded to the Master Data Library.

PM Create Blank Agreement - Perspective Library.png

  • Assign a weight to the perspective, then click SAVE ADD NEW to continue adding more perspectives.

PM Create Blank Agreement - Perspective Menu.png

  • Once you have finished adding all the perspectives, your agreement should look something like this:

PM Create Blank Agreement - Perspectives Added.png

STRETCH GOALS
Overview

PM Objective Setting - Stretch Goals overview.png

 

VALUES AND BEHAVIOURS

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

Link master data values and behaviours to the performance agreement. Click here to find out how to update the Master Data Library.

LEADERSHIP BEHAVIOURS

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

Link master data leadership behaviours to the performance agreement. Click here to find out how to update the Master Data Library.

KEY COMPETENCIES

Link master data key competencies to the performance agreement. Click here to find out how to update the Master Data Library.

Signify Footer.png

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

Back to top