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The "Goals" module supports the "Goal agreement and assessment" process, and includes various functions. To get to this tab, you must select an employee from the employee overview and then switch to the "Employee review meeting" tab. The manager’s goals can be derived from the company objectives, and employees can participate in the achievement of their managers’ goals or enter suggestions for additional goals. The goals can be set and the agreed-upon goals can be revised. The goals are assessed at the end of the assessment period.

Goals are agreed upon and assessed for a single planning period (e.g. one year).

Preparing for the goal agreement

In preparation for the goal agreement, the administrator must create a period in the settings and define it as the current period. Company objectives and manager goals can also be created.

Agreeing on goals

In the employee overview, select the person for whom you wish to enter suggested goals. Once a new goal has been created or copied, the status changes to "To be agreed on" (Major Update.gif“Being processed”).

Employees can enter their own suggested goals in the employee view for discussion in the goal agreement meeting. Both employees and managers can mark the goals, tasks etc. that they create as not visible to others. In this way, suggestions can be entered during the preparation phase that are not to be proposed until the meeting.

After the employee review meeting, the "Agree on contents" action (click on "Agree" in the navigation bar on the left) is used to lock the goals and prevent further editing. The employee now has the option to confirm the agreement. The status is modified after each of the steps.

Weighting goals

You can evaluate the created goals with a fixed value, e.g. from 1 to 3. In this case, a goal with a value of 3 would be weighted more heavily in the assessment than a goal with a value of 1. Your umantis solution calculates the combined weight of all the goals in the background, so that the weight of each individual goal can be indicated as a percentage of that combined weight.

The total combined weight is also displayed, along with the weights of the individual goals. The weight of the goal in relation to the total weighting across all areas is also visible as a second percentage value. This value is only displayed if no formula is stored, and the Goals area is one of several weighted areas.

Goal status

The possible goal statuses are:

  • To be agreed on (Major Update.gifBeing processed)
This status is set after the creation of new (or newly copied) goals.
  • Agreed on
The goals have become part of the current goal agreement. They appear in the goals overview and can be evaluated. The expected level of goal achievement (outlook) can also be set.
  • Closed
This status is set after the goal agreement. The goals have been historized and can no longer be evaluated. They appear in the "Goals" and "History" overviews with a status of "Completed".
  • Replaced
This status is set for goals that come from an earlier version of the goal agreement that is no longer valid.

Review and outlook

Through the "Outlook" link, you can access a form in which you enter an estimation of goal achievement during the given period. You can fill out this interim estimate as often as you like, and have reminder emails sent to you on these points.

Assessing goal achievement

At the end of the period, you assess the goals under Actions, using the link for "Assess performance goals".

There you will find a table with all the agreed-upon goals, which you can then select and assess individually. You can do this directly in the table, or by clicking on a goal via Edit.gif and filling out the form.

During this period, you can have regular emails sent to employees, reminding them to evaluate whether and to what extent they expect to achieve their goals.

Expected goal achievement:

Achieved dark green Dot darkgreen.gif
Likely bright green Dot brightgreen.gif
Questionable yellow Dot yellow.gif
Unlikely red Dot red.gif
No response nothing

Excluding a goal from the assessment

When assessing individual goals, if you would like to set a goal aside as not currently assessable so that it is not included in the calculation, then either leave out the assessment for this goal, or create a value in the assessment list such as "not assessable" to which NO weight is assigned (not even 0). In either case, the goal will then be left out of the calculation of the average. Goals that have been weighted at 0 in the agreement from the very beginning will also be left out of the calculation. "Tasks", "Competencies" etc. behave the same way.

Creating company and departmental objectives

Users with the CEO or Admin roles can create company objectives for a selected period. They can specify which company objectives should be displayed to employees. Like employee goals, company objectives can be assessed according to their likelihood of being achieved, and can also be marked as completed.

Another level of goals between company objectives and manager goals are departmental objectives. Organizational units are assigned to which the departmental objectives then apply. Departmental objectives can be created by all internal roles with access to the Goals module, in accordance with organizational units’ access rights. They are visible for everyone in the assigned organizational unit, and in all subordinate organizational units. If multiple blocks of departmental goals exist for each organizational unit, all goals are displayed to employees.

Indicator-based calculation of goal achievement

Goal achievement can be calculated based on indicators in all subareas of the employee review meeting. To do this, a starting value for the indicator, a target value, and the actually achieved value are specified in absolute numbers. In this way, relevant quantitative values can be used to measure goal achievement – e.g. for departmental objectives.

  • The starting value is an initial value for the indicator — for example, revenues of CHF 100,000.
  • The target value is the value that we are trying to achieve, e.g. revenues of CHF 120,000.
  • The actually achieved value is the indicator value that was actually reached, e.g. revenues of CHF 126,000.

When the actual value achieved is entered in absolute numbers in the appropriate field at the end of the period (or for the assessment), the system automatically calculates the degree of goal achievement as a percentage. In the above example, goal achievement is 130%, since the expected revenue increase was CHF 20,000 but the company actually achieved CHF 26,000 (= 130%).

Individual goal achievement – example calculation formula (no calculation of percentage)

Info.gif The following calculation formula for an “individual goal achievement” does not calculate a percentage value below the starting indicator (unlike the default setting):

my $achievement_range = <ItemTargetValue> - <ItemStartValue>;
my $achieved_relative = <ItemAchievedValue> - <ItemStartValue>;
my $achievement = ;

if ( $achievement_range == 0 ) {
           if ( $achieved_value = <ItemTargetValue> ) {
                       $achievement = 100;
           else {
                       $achievement = 0;
else {
           if ( <ItemAchievedValue> < <ItemStartValue> ) {
                       $achievement = 0;
           else {
                       $achievement = (( 100 / (<ItemTargetValue> - <ItemStartValue>) ) * $achieved_relative);


Schloss 16.png Who sees what?

  • Goal agreement
Both employees and managers can suggest goals, and can see the other party’s suggestions. Employees also see their manager’s agreed-upon goals.
  • Assessment
In order for employees to see the assessment, you can activate the display of achievement level and any comments on company or departmental objectives as a column in the list of company objectives.

As an administrator, you can specify in the settings whether all employees are allowed to see the company objectives.

How does communication happen?

The following explains the steps that are followed for an email communication.

Ziele Prozess Kommunikation.png

Process control

As an HR expert, you start the goal agreement process at the beginning of the period by writing an email either to all employees or only to the managers. Use the search function to find all the people to whom you wish to send the email. Select "all" underneath the search in order to select the people found by the search. Using the selection field, select one of the communication options and click "Apply".

You can also use the email notification to request interim and final assessments.

To check the process status, use the search mentioned above and remind people individually by email of what they need to do.

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