Update Type: Select either Daily, Weekly, or Monthly to specify how frequently progress reports must be submitted for the goal. This ensures regular tracking of goal progress based on the selected update frequency.

Result Calculation: Choose either Sum or Average to determine how the goal target is calculated.

• Sum Example: If Quarter 1 to 4 values are 10, 15, 20, and 25, the system will add them (10 + 15 + 20 + 25 = 70) and display 70 in the Target (in Units) field.
• Average Example: If Quarter 1 to 4 values are 10, 15, 20, and 25, the system will calculate the average ((10 + 15 + 20 + 25) ÷ 4 = 17.5) and display 17.5 in the Target (in Units) field.

Quarter 1 to 4: Enter the value of the Goal target by quarter.

Results 1 to 4: These fields are automatically populated when employees submit progress reports via Home >> My Profile >> My Goals. They cannot be manually edited.

Points 1 to 4: These fields are populated when Reward Points are assigned to employees (Goals >> Company Goals >> Goal Grid >> [expand Goal record] >> Rewards). Points are linked to the Appraisals module and will appear on the employee’s appraisal form if applicable.

Target (in Units): This is an auto-calculated field based on the sum or average of the values entered in the Quarter 1 to 4 fields.

Measure: Enter the user-defined KPI (Key Performance Indicator), such as a 20% increase in sales revenue, production of 500 additional units, or gaining 10 new customers per month. This defines the specific metric for tracking goal achievement.

Goal Plan: This section outlines the strategic approach for achieving the goal. It includes the steps, resources, timelines, and milestones required to meet the target. The Goal Plan serves as a road map for both employees and managers to ensure alignment and track progress throughout the goal's life cycle.

Reporting Requirements: Specify the frequency and format for progress updates related to the goal. This includes details such as whether reports are submitted daily, weekly, or monthly, and any specific information or metrics that should be included in each report. Clear reporting requirements help ensure consistent tracking and timely feedback on goal progress.

Inverse: Inverse: Check this box for goals where lower values indicate better performance (e.g., attendance and punctuality). For instance, an employee with fewer days late or absent will score better. Other examples include reducing error rates, minimizing customer complaints, or decreasing production downtime. In such cases, the bar chart will display green for employees with lower scores. The colors and corresponding percentages will visually indicate performance levels based on the goal target.