There are two ways to create goals: during a dedicated review cycle launched by your HR team, or directly from the Goals tab.

• 1️⃣ Creating a goal
• 2️⃣ Goal information
• 3️⃣ Adding indicators
• 4️⃣ Evaluation of the goal
• 👀 History of objective modifications
• 🙋🏻‍♂️Questions

In both cases, you will be able to complete your goal in the same way:

1️⃣ Creating a goal

Click on Create a new objective:

💡 Note: in the case of a first goal evaluation review cycle, you may not have any goals that come down in the review, you can always carry them over by clicking on Create an objective to be evaluated.

2️⃣ Goal information

Give your goal a title (mandatory), and if you wish a description and a deadline.

If your organization has goal weighting enabled, you will need to give your goal weight.

More information on the weighting of goals in this article.

3️⃣ Adding indicators

Add, if you wish, indicators by clicking on Add a key result: these are "Sub-goals" that will help you meet the overall goal.

At the level of indicators, you can add measurement criteria, which will allow you to directly evaluate the achievement of the goal at the same time as the evaluation. Some goals are not directly measurable.
For those that are, you can click on Measure this KPI:

This will allow you to define a Start value and a Target value. They must be numerical data.

4️⃣ Evaluation of the goal

At the time of the assessment, you have several options:

The goal to be evaluated has no indicators

In this case, you can enter the percentage of achievement directly:

The goal to be evaluated has "non-measurable" indicators

In the case of indicators that are not "measurable", you can either check the notch on the left of the indicator, thus setting the level of achievement to 100%, or directly indicate a percentage of achievement instead of "--%".

The goal to be evaluated has "measurable" indicators

In the case of "measurable" indicators, you will enter the Result, automatically calculating the percentage of achievement of this indicator.

💡 Note: the percentage of achievement of the global goal is calculated automatically (see 85% above). It is nevertheless possible to modify it "by hand" by clicking on it: the system informs you however that the percentage indicated does not correspond to the calculated average.

⚠️ Warning : In some cases, your HR team makes the choice that only your manager can set and evaluate your goals. Your freshly defined goals will be locked with lock and you will also not be able to propose goals in your review.

👀 History of objective modifications

• 🔐 Who has access to an employee's goal history?
• 🎯 What objectives are involved?
• 👀 Where can I find the history?
• 📇 What information is available?

🔐 Who has access to an employee's goal history?

All users with access to the objectives concerned can view the history:

• the employee,
• direct or indirect managers,
• administrators with rights to the employee concerned.

🎯 What objectives are involved?

This new feature is only available for objectives created after the deployment date ➡️ so only objectives already published on or after September 17 are affected.

Draft Objectives

Draft objectives are never included in the history, so that managers can adjust their preparation before publication.

⚠️ Warning : If a manager publishes, unpublishes and then re-publishes an objective, all changes made prior to the last publication will be absent from the history.

👀 Where can I find the history?

The history can be accessed from any tab with published objectives, i.e. from an objective definition and/or reviewee review, or from the employee's profile and the “Objectives” tab by clicking on “View history”.

📇 What information is available?

You'll find a line for each modification with details of the modification in question, such as :

• the date and time the objective was created,
• the date and time the objective was modified,
• the author of the objective creation or modification (employee, manager, admin or Elevo Support),
• the modification in question (title, description, due date, weight, completion or KPI's),
• the before/after comparison for each modification (excluding KPI's).

💡 Note : In a review shared by both parties containing objectives, the history accessible from this review does not show the modifications that have taken place since the sharing (which locked the said objectives). To see the complete history since sharing, it will be necessary to access it from the profile.

🙋🏻‍♂️Questions

➡️ What is the purpose of weighting?

When weighting is enabled, the average completion of all objectives is measured by taking into account the importance of one objective over another, and of indicators over each other. This allows for greater precision in the overall calculation, especially when the achievement of objectives is correlated with a variable salary or a bonus.

More information on the weighting of objectives in this article.

➡️ What is a period?

A period allows you to create/fix goals over a given period of time, which can then be evaluated during a review and then archived by given periods.

➡️ Can we create qualitative objectives in Elevo?

It is completely possible to fill in qualitative objectives for an employee in Elevo.

There are no specific constraints or instructions on the Elevo side for filling in an objective. For example, you can put something unquantified in the title or description of a target.

However, the evaluation of the objective will remain identical to the evaluation of a quantitative objective, by entering a percentage of achievement.

➡️ What are the colored flags to the left of the objective title for?

These flags allow you to color-code the objectives according to, for example, the category they belong to. They are optional.

Example for a manager:

• In red: Objectives related to my management and my communication with my team,
• In green: Objectives related to KPIs,
• In yellow: Objectives related to my skills.