Employee Goal
An employee goal sheet is one person's appraisal for one half: the objectives on his form, the target agreed for each, what he actually achieved, and what that scored. It is generated by the cycle, filled by the employee, and then passed up the chain of evaluators.
What it is for
This is the appraisal, the document everything else in the module exists to produce. Everybody in the population gets one per half, built from the Evaluation Template his position gave him.
A sheet goes through two stages and they are usually months apart. First the targets: the employee opens the sheet inside the target window, finds the company's objectives already on it, adds his own where the template allows, and agrees a target for each. Then the achievement: inside the response window he records what he actually did, and the chain of evaluators scores him in order.
Nobody creates a sheet by hand. Sheets come from Generate Sheets on the Evaluation Cycle, one period line at a time, and each one carries that line's dates and the windows the cycle froze when it was activated.
Reading a sheet without getting the total wrong
A sheet can carry the same measure more than once on purpose. Alongside the line that is scored, a client may want the same measure broken down by quarter, or by principal, or by product, so the detail is visible on the form.
Adding a sheet up flat therefore triples it. The scored line is the one carrying a weightage. The breakdown lines are there to be read, not to be added. If a total looks two or three times too big, count the lines with a weight.
The score on the line, and the score per evaluator
The figure on the goal line is the settled score for that objective: the one score shared by everybody looking at the sheet. Each evaluator's own marking is held separately, so the manager's view and the HOD's view both survive, and the line carries what was agreed between them according to the weights on the cycle's chain.
Every field, in plain words
The sheet
| Field | What it means | What to put in it | Notes |
|---|---|---|---|
| Employee Goal | The sheet's own reference | Fills itself | |
| Legal Entity | The company the employee belongs to | Fills itself | |
| Evaluation Cycle | The appraisal round | Fills itself. CYC-FY26 | |
| Evaluation Period | Which half of the round | Fills itself. January to June 2026 | |
| Employee, Name | Whose sheet it is | Fills itself. 10427, Ahsan Raza | |
| Evaluation Template | The form it was built from | Fills itself. Shop Floor Appraisal | Taken from his position when the sheet was generated |
| Goal Status | Where the sheet has got to | Draft | DRF Draft, with the employee. SUB Submitted, waiting to be approved. APR Approved, the targets stand. REJ Rejected. RTN Returned, sent back for changes. RVW In Review, with an evaluator. CLO Closed |
| Submitted | When the employee sent it in | Fills itself | |
| Approved By, Name, Approved Date | Who approved the targets and when | Fill themselves | |
| Period From, Period To | The stretch of performance the sheet covers | Fill themselves. 01-Jan-2026 to 30-Jun-2026 | Stamped from the cycle's period line |
| Target Date From, Target Date To | The days this person may set his targets between | Fill themselves | Only HR may change these, and only outwards. A deadline can be extended, never brought forward |
| Review Date From, Review Date To | The days the scoring runs between | Fill themselves | |
| Remarks | Anything to record about the sheet as a whole | Joined the shift in February, targets pro rated | |
| Download PDF | Produces the sheet as a document to sign or file |
Objectives
One line per objective. The company lines arrive with the sheet, the employee adds his own where the template allows it.
| Field | What it means | What to put in it | Notes |
|---|---|---|---|
| Line # | Line number | Fills itself | |
| Section No, Section Name | Which part of the form the line sits in | Fills itself. Objectives and KPIs | From the template |
| Evaluation Metric, Name | The measure being appraised | Rejection rate at final inspection | Required. Pick it from the list |
| Weightage | What this objective is worth within its section | 25 | The employee's own objectives have to total the section's self budget exactly. A tracking line has no weight |
| Meet | The target agreed for this person | 2.5 | Locked on company objectives where the template says so |
| Stretch | The figure that counts as full marks | 1.0 | Below the target for a measure where less is better |
| Performance Unit, Name | What the target is counted in | Fills itself. Percent | |
| Achievement | What he actually did | 2.3 | Typed by the employee, or worked out by the system on a computed measure |
| Score | What the achievement scored against the target | Fills itself | Overshoot counts only as far as the template's ceiling, 120 percent where the template does not say otherwise |
| Net Score | The settled score for the line, shared by every evaluator | Fills itself | |
| Tracking Only | The line is measured and reported but carries no marks | Fills itself from the template | Keeps its targets, takes no weight |
| Line Source | Where the line came from | Fills itself | CMP set by the company, from the template. EMP written by the employee. CAS cascaded from a sheet above. SHR shared from another sheet |
| Half | Which half the line belongs to | Fills itself | |
| Period From, Period To | The stretch this particular line is measured over | Fills itself | A breakdown line by quarter carries its own quarter here |
How to configure it
There is nothing to configure on this screen. It is filled in, and this is the order it happens in.
- HR activates the Evaluation Cycle and presses Generate Sheets for the half. Every member gets a sheet in Draft.
- The employee opens his sheet inside the target window. The company objectives are already there, some with targets he cannot change.
- He adds his own objectives in any section the template allows, until they total that section's self budget exactly.
- He agrees a target and a stretch on each of his own lines, with the unit filled from the measure.
- He submits. The sheet goes to his manager, who approves it, or returns it with a comment for him to change.
- The sheet then sits until the response window opens, which for a half year cycle is months later.
- Inside the response window the employee records his achievement on each line. Computed lines fill themselves.
- Each evaluator in the chain scores the sheet in sequence order and passes it on. Every line has to carry an answer before the sheet can move.
- When the last evaluator is finished the score settles, and the sheet is read by Calibration and the Dashboard.
Scenarios
"We set targets in January and the achievement is only known in July"
That is one half with two windows, set on the Evaluation Cycle. The sheet is issued and approved in January with targets only, and the achievement columns open in July. The sheet does not have to be reissued and the targets are not retyped.
"A man wants to lower a target he was given"
He cannot, if the company locked it. He is told the target is set by the company, what it is, and to raise it with his manager, who can change it during review. That is the designed path, and it keeps a record of who moved it.
"Somebody missed the deadline and wants to add his objectives now"
Once his own step's days have run out his draft is read only to him. HR can extend that one sheet by pushing its target date out, never by pulling it in, and a sheet that was returned to him for changes is not blocked in the first place.
"The same measure is on his sheet three times"
It is probably the scored line plus two breakdowns, by quarter and by principal. Only the line with a weight is scored. The duplicate check refuses two scored lines on the same measure and names both of them, so if it saved, they are not duplicates.
"He joined in March and the half started in January"
He gets the half's sheet with the half's own dates, and HR records the position in the sheet's remarks and in his targets. He is not counted against the overdue figure on the Dashboard for a half that ended before he arrived.
"He disputes his rating"
The sheet is not the place to argue it. Once the score has settled, he raises a Rating Appeal against this cycle and period, and the outcome of that appeal is recorded there. A payout already generated keeps the figures it was paid on.
What it is connected to
- Evaluation Cycle generates the sheet and stamps its dates and windows onto it.
- Evaluation Template decides the sections, the locks and the minimum and maximum number of objectives.
- Evaluation Metric supplies each line, and a computed one fills its own achievement.
- Evaluation Tracker logs progress against a line during the period.
- Calibration compares the settled scores across a team and records a moved figure beside the actual one.
- Rating Appeal is where a disputed score is dealt with.
- Dashboard reads these sheets for every figure it shows, including what has and has not been measured.
- The scoring arithmetic is set out in the maths.
If something looks wrong
- "He cannot submit, it says his objectives do not add up" - his own lines have to total the section's self budget exactly. Each one is a share of that budget, and the section's own weight is applied on top.
- "It says at least three are required" - the template sets a minimum and a maximum per section. Add or combine lines.
- "He cannot add a line to a section" - that section is set by the company. The template does not allow added objectives there.
- "A measure is refused as being on the sheet twice" - two scored lines on the same measure. The message names both lines and the section each sits in.
- "The sheet will not move on and talks about missing answers" - some objectives have no rating yet. The message lists them by name. Every line needs an answer before the sheet passes on.
- "Nothing on the sheet can be changed" - either his own step's days have run out, or the half has been closed for appraisal. A closed half can be read and nothing more.
- "The deadline cannot be brought forward" - it cannot, by design. A deadline on a live sheet is only ever extended.
- "A new measure will not save" - it is not on the measure list. Pick an existing one, or have HR add it on Evaluation Metric. A genuinely new one also needs a unit.
- "His score is lower than we expected on a line he overshot" - overshoot counts only as far as the template's ceiling, 120 percent unless the template says otherwise.
- "The sheet total is far too high" - breakdown lines were added in. Only lines with a weight are scored.