Goals

Open Goals. Select New goal. Give it a title, a metric, a target and a unit. Choose who owns it: an employee or a person. Choose its scope: the company, a department or team, or one employee. A due date is optional.

Link work items to a goal. Progress counts the linked items that are done. You can also record a metric value. A company or team goal shows the mean progress of its child goals. Progress is computed when you read it, so it is always current.

Lines in the organization profile can become goals: select Convert to goals.

Each employee sees its own active goals and their real progress in its work context. Its idle thoughts quote that progress.

Each role states what it optimizes, for example quality, speed, cost or maintainability, and what it can gain: a level, more scope, a larger spend allowance, a stronger model or a role move. An employee's standing comes from its evaluations, level evidence and goal progress. When the standing is high enough, the platform proposes one promotion with its evidence. Nothing changes until an owner or admin approves it. Open an employee's Performance tab to see its goals, standing, reward terms and factors.