MyHR Goals

© 2015 1 © 2015 25 August 2015 MyHR Quick
Reference Guide Goals

© 2015 2 What’s in this Quick Reference Guide? 1.
Overview of Goals 2. Creating a Goal 4. Updating a Goal Goals 5. Tracking of Goals 6. Support 3. Cascading a Goal

© 2015 3 What do I need to focus on
1. Overview of Goals 2. Creating a Goal 4. Updating a Goal Goals 5. Tracking of Goals 6. Support 3. Cascading a Goal LEGEND: All Employees Managers Only This gives you a view of the areas to focus on

© 2015 4 25 August 2015 1. Overview of Goals
-‐ All Employees -‐

© 2015 5 Overview of Goals All Employees What is
a Goal? “The object of a person’s ambition, an aim or a desired result.” By setting goals we give directionto our actions and behaviours. Our goals are aligned to the company’s vision and strategy and ensure that we know what we should do by when! Our goals are defined according to the below criteria:

© 2015 6 Overview of Goals – KPAs and KPIs
All Employees Britehouse has identified four Key Performance Areas (KPAs). Your goals will be aligned to these KPAs and will be a mixture of cascadedand personalgoals. Your goals effectively become your Key Performance Indicators (KPIs) which will be used to measure progress against a Goal. Customer Learning, Growth and Innovation Financial Business Process Financial GOAL: “the object of a person's ambition; an aim or desired result.” Goals will be aligned to the four KPAs. They need to be S.M.A.R.T. They will either be Cascadedor Personal. CASCADED GOAL: A goal that has been assigned to you by your direct manager. PERSONAL GOAL: A goal that you have set for yourself OR A goal that has been set for you but has not been cascaded 4 Key Performance Areas(KPAs)

© 2015 7 Overview of Goals -‐ Goal Template <insert
business area e.g. Division> KPA KPI Specific Description How will it be Measured Is it Attainable (Y/N) Is it Realistic (Y/N) What are the Timelines (start and end) KPA linked to goal: C(ustomer) F(inancial) B(usiness Process) I(nnovation, learning and growth) How will it it be tracked (same as how it will be measured) All Employees The below goal template was used by Executives in creating the very first goals on the system. Going forward you will have to consider each of these aspects when creating a new goal –this ensures that goals are S.M.A.R.T. and linked to the organisation’s KPAs.

© 2015 8 Overview of Goals – Cascading of Goals
All Employees The key premise around goals is that they enable the alignment of all employees efforts toward achieving the organisational goals. The system will enable this in two ways: 1. Visibility of goals and the ability to update progress at an employee level. 2. In the case of cascaded goals the progress against a goal at the cascaded level “bubbles” up to the manager/cascader level Group Divisions Departments Employees •SMART Goals •KPA Aligned Achievement of goal •SMART Goals •KPA Aligned •SMART Goals •KPA Aligned Achievement of goal Achievement of goal

© 2015 9 1. Have Goal 1.1 Responsible (Do)
1.1.1 Cascaded Goal 1.1.2 Personal Goal 1.2 Accountable (Owner) Note: Not Cascaded 1.2,1 Cascade 100% of goal to subordinates Employees who goal has been cascaded to… 1.3 Responsible (Do) and Accountable (Own) 1.3.1 is it a Cascaded Goal Create Personal Goal for Portion that needs to be cascaded go to 1.3.2 1.3.2 Is it Personal Goal 1.3.2.2 Cascade Accountable portion Update progress against cascaded goal Employees who goal has been cascaded to… Overview of Goals – Goal flow Update Actual Progress All Employees NOTE: • DO NOT cascade cascaded goals • Goals roll/bubble up one level only • Supplements business tracking • One remains responsible for updating a cascaded goal

© 2015 10 Overview of Goals – Who does what?
Create Update Track Report Employee Manager • Cascade • Track • Employee • Cascaded 1 2 3 4 All Employees Create Update Track Report

© 2015 12 Creating a Goal Enter your Username, Password
and click on the “Log In” button. Click on “Home” at the top left of your landing page and then click on “Goals”. 1 1 2 2 All Employees

© 2015 13 Creating a Goal On the Goals page,
you will find that some goals have already been cascaded to you by your manager. Review these goals to determine whether you want to add any other goals. 3 3 All Employees

© 2015 14 Creating a Goal – Goal Wizard To
ADD a NEW Goal, click on the “Goal Wizard” button. 4 4 All Employees

© 2015 15 Creating a Goal – Goal Wizard On
the pop-‐up box that opens, select the category(Key Performance Area) of your Goal. Next you will begin typing your actual goal (Key Performance Indicator) –the system will suggest goals that are already in the library or you can type in your own. Select the “Next” button. 5 5 5 Specific 5 NOTE: You should have at least one goal for each Key Performance Area! All Employees

© 2015 16 Creating a Goal – Goal Wizard Next,
enter HOW you will MEASURE this goal. Be specific, include target numbers and as much detail as possible. Select the “Next” button. 6 6 6 Measurable All Employees

© 2015 17 Creating a Goal – Goal Wizard Consider
whether the goal is attainable and select “Yes” if applicable. Select the “Next” button. 7 7 Attainable 7 Relevant Consider whether the goal is relevant and select “Yes” if applicable. Select the “Next” button. 8 8 8 Tip: Should you answer “No” to any of these questions, you will not be permitted to continue. All Employees

© 2015 18 Creating a Goal – Goal Wizard Next,
enter the Start Date and End Date for your goal. Note that goals can be set for any length of time in the financial year. Select the “Next” button. 9 9 9 Time bound 9 All Employees

© 2015 19 Creating a Goal – Goal Wizard A
new box will now appear. Select “Add More Details”. Please note that you should NOT select “Confirm and Save” or “Save & Close” as this will cause the below error message to appear. 10 10 All Employees

© 2015 20 Creating a Goal – Goal Wizard In
the new box, review and complete the: • Goal Category (this is one of the four Britehouse KPAs) • Goal Name (this is the actual goal) • Measurement method (how will the goal be measured) • Weight (this is a % out of 100% which indicates how important the goal is to you) • Start Date and Due Date (when should you start working on the goal and when should it be completed) • % Complete (what is your current progress against the goal) • Status (what is the status of the goal – i.e. you haven’t started on it, behind, completed) • Tasks (you can break the goal down even further by adding specific tasks that make up the goal, with their due date and progress %) 11 Fields marked with a * are mandatory. 11 11 All Employees

© 2015 21 Creating a Goal – Goal Wizard •
Milestones (you can add milestones for the specific goal, including their target date and actual achievement date) • % Actual (this is the actual progress you have made against the goal) • % Target (this is the progress you are aiming to make against the goal in the specified period) • Probability of Success (how probable is it that you will achieve this goal. Note that the options are RAG colour coded) • Strategic/Non-‐strategic goal (is this a strategic / organisational goal or not) Select the “Save & Close” button. 11 Fields marked with a * are mandatory. 11 11 All Employees

© 2015 22 25 August 2015 3. Cascading a Goal
-‐ Managers Only -‐

© 2015 23 Cascading a Goal On the Goals page,
review the goals to determine which goals you wish to cascade . 1 1 Managers Only

© 2015 24 Cascading a Goal Select the goal you
wish to cascade by clicking in the box to the left. Click on the “Cascade Selected” button. 2 2 2 NOTE: Do not cascade goals that have been cascaded to you. Goals only bubble up one level. Rather create a new similar goal and cascade that to your direct reports. Managers Only

© 2015 25 Cascading a Goal A new box will
open. Select the employees to whom you want to cascade the goal by clicking in the box to the left. Click on the “Next” button. You will now also have the option to edit the goal before cascading it. Review and/or edit the goal criteria and click on the “Cascade” button. 3 3 4 5 3 4 Managers Only

© 2015 27 Updating a Goal – Goal Plan In
the Goal Plan, click on the goal which you wish to update. 1 1 NOTE: Goals have to be updated in both the Goal Plan and the Status Report. All Employees

© 2015 28 Updating a Goal – Goal Plan In
the box that opens, you will be able to update the required fields. These are: • % Completion • Status • % Actual • % Target • Probability of Success Select the “Save & Close” button. . 2 2 2 All Employees

© 2015 29 Updating a Goal -‐ Goal Status Report
At the top of the screen, select “Status Report”. 3 3 This status report screen will appear with a list of all your goals. All Employees

You can update each goal’s status as follows: Enter the “% Actual” Indicate the “Effort Spent” on this goal to achieve the % Actual Change the “Probability of Success” (note, this is a RAG status) Add a comment. a b c a b c d d All Employees

If you wish to add a comment, select the comment button. A pop-‐up box will open. You can add a comment on the Current Statusas well as indicate your planned Next Steps. Select the “Add Comment” button. 4 4 4 4 All Employees

When you scroll down on the Goal Status Report, you can also add in any other work you have completed in the “My Other Accomplishments” text box. You can also indicate the “Effort Spent” on these tasks. 5 5 5 All Employees

6 7 Once you have made all the necessary changes, select “Save”. To submit your Goal Status Report to your manager, select the “Send Status Update” button. 6 7 TIP: Changes will not be saved until you have selected “save” All Employees

© 2015 35 Tracking of Goals -‐ Goal Execution Map
Click on “Home” at the top left of your landing page and then click on “Goals”. On the Goals Page, click on “Execution Map”. 1 2 2 1 Managers Only

This is the Execution Map page. This shows every person in your team’s goals and their status (RAG-‐coloured) at a glance. You can also see which goals are shared or have been cascaded in your team. Managers Only

You can choose which fields you wish to see by clicking on “Display Options” at the bottom left of the page. 3 You can choose which employee’s goals you wish to view my selecting their names from the left of the page. 3 4 4 Managers Only

By clicking on the small down arrow at the top right of each goal, you can perform the following tasks: • Request an update on the goal from the employee • Add or remove the goal to a Meeting Agenda Watch list (to set up a meeting to discuss the goal) • Save the goal as a JPEG or PDF • Print the goal. 5 5 Managers Only

Should you wish to request an update from the specific employee on the specific goal, click on the down arrow and then click on “Request Update”. On the pop-‐up box that opens, you can type a message to the employee to request a status update. Click on the “Request Update” button to send. 6 6 7 7 7 Managers Only

In order to view all employee’s goals that have been added to the meeting agenda watch list, click on “Meeting Agenda” at the top of the page. 8 8 Managers Only

© 2015 41 Tracking of Goals – Meeting Agenda This
is the Meeting Agenda page. This shows all the employee’s goals that you have added to the watch list. You can also add or remove goals from the watch list on this page. Managers Only

© 2015 42 Tracking of Goals – Meeting Agenda 9
You can choose to add more goals to the meeting agenda on the left of the page. Simply select your own, your direct reports and/or THEIR direct reports to include in the watch list. In addition, you can choose to filter goals by probability of success of by when they were last updated. 9 Managers Only

© 2015 43 Tracking of Goals – Meeting Agenda Should
you wish to schedule a meeting to discuss the employee’s goals, click on “Schedule Meeting” at the top of the page. Click “Open” on the pop-‐up box that appears at the bottom of your screen. This will open a new meeting request in your Outlook calendar and automatically attach the Meeting Agenda as a pdf document. To create only the Meeting Agenda pdf, simply click on “Create PDF”. 11 11 12 12 Managers Only

© 2015 45 Support ..EISH I DON’T REMEMBER Read the
fabulous manual…or Quick reference guide (QRC) Sorted AWESOMENESS Not sorted Contact your Divisional MyHR owner Not sorted Contact system admin. Sorted AWESOMENESS Sorted AWESOMENESS I CANT… Do something that the training or QRG said I could Re-‐read the fabulous manual…or Quick reference guide (QRC) Sorted AWESOMENESS Not sorted Contact your system admin Sorted AWESOMENESS THE SYSTEM WON’T …she is broken Contact your system admin Sorted AWESOMENESS All Employees

© 2015 46 For any support related to access, username
or password issues on to SuccessFactors forward a mail to: [email protected] 4. Support Please contact your HR representative for any other issues All Employees

MyHR Goals

MyHR Goals

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