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Goal Setting
MyHR For Managers: Professional Development and Performance Management Reference Guide December 2016 © Copyright 2016 Huntington Ingalls Industries. All Rights Reserved. Page 7
Performance Goals
In MyHR, a Goal Plan (online worksheet) is used by you and your manager to create performance goals and track progress throughout the year.
Opening Your Goal Plan…
1. Select Goals on the dropdown navigation menu; your goal plan will appear.
Your performance goals should align with your organization and business unit’s strategic goals to ensure delivery of business results.
Therefore, your goal plan may include goals that were cascaded to you by your manager. Look for the Alert that lists who cascaded the goals and when.
Creating a goal…
There are several ways to add new goals to your goal plan:
To Create a Personal Goal
1. Click on the Add New button.
2. Select the Create a New Goal option.
3. Select the Personal Goal option.
4. Fill out all required fields (marked with a red asterisk).
Goal Setting
MyHR For Managers: Professional Development and Performance Management Reference Guide December 2016 © Copyright 2016 Huntington Ingalls Industries. All Rights Reserved. Page 8
5. Complete other fields as desired.
Click on the “spell check…” or “language scan” links to check for misspelled words or inappropriate language (e.g., UNNPI, derogatory terms) in the Comments field.
6. Click on the Save Changes button to save.
Field Descriptions:
Visibility – Public or private. Public goals
are viewable (goal statement only) by others
in the organization.
Statement of Goal (required) –
Statement of what you plan to accomplish.
Your goal should be SMART:
• Specific and well defined ideas.
• Measurable – a quantity, quality, or
improvement measure can be used to
determine that goal is met.
• Achievable – challenging, but not too
easy.
• Relevant/Results-Oriented – aligned with
the organization’s core purpose and is a
priority.
• Time-bound – there’s a deadline.
Actions or Activities that Drive
Goals (required): Description of how you’re
going to accomplish the goal.
Weight – Percentage to indicate the goal’s
relative importance in the plan. (TIP! Goals
change throughout the year, so it may be
best to hold off on completing this field.)
Start Date (required) – Defaults to the
beginning of the calendar year.
End Date (required): Defaults to the end
of the calendar year.
% Complete – Percentage to indicate how
close you are to goal completion.
Status (required) – Indication of the goal’s
status. Options: Not started/New, On Track,
Behind, Completed, and Job Change.
Comments – Additional information or
clarifying statements.
Goal Setting
MyHR For Managers: Professional Development and Performance Management Reference Guide December 2016 © Copyright 2016 Huntington Ingalls Industries. All Rights Reserved. Page 9
To Select a Library Goal
1. Click on the Add New button.
2. Select the Create a New Goal option.
3. Select the Library Goal option.
4. Click on the icon to expand the categories.
5. Click on the icon to expand the sub categories.
6. Select the goal that’s closest to your need.
If none fit, choose a different category or select the Cancel button to discontinue.
7. Click on the Add Selected Goal button.
8. Modify the text in the required fields, as desired.
9. Complete other fields as desired.
10. Click on the Save Changes button to complete the process.
The goal library is a catalog of pre-written
goals organized by discipline. You can use
these goals as written or as a template that
can be modified for your use.
Goal Setting
MyHR For Managers: Professional Development and Performance Management Reference Guide December 2016 © Copyright 2016 Huntington Ingalls Industries. All Rights Reserved. Page 10
To Use the Goal Wizard
1. Click on the Add New button.
2. Select the Goal Wizard option.
3. Enter a statement that describes what you want to accomplish.
For help, start typing actions or key words in the “What is Your Goal?” field and then scroll through the choices to find something close to your goal.
4. Click the Next button to advance to the Measurable tab.
5. Enter your measures into the “How will you measure this Goal?” field, and then click Next to advance.
6. Select Yes or No to indicate whether your goal is attainable and then click Next to advance.
You will not be able to move forward if you select No. Go back and adjust your goal/measure so that the goal is attainable.
7. Select Yes or No to indicate whether your goal is relevant and then click NEXT to advance.
You will not be able to move forward if you select No. Go back and adjust your goal/measure so that the goal is relevant.
8. Enter start and end dates, and then click Next to advance.
9. As desired, click the Add more details link to add comments or additional information.
Goal Setting
MyHR For Managers: Professional Development and Performance Management Reference Guide December 2016 © Copyright 2016 Huntington Ingalls Industries. All Rights Reserved. Page 11
10. Click on the Save & Close button to complete the process.
11. Fill out all required fields (marked with a red asterisk) and other fields as desired.
Example Goal Plan…
Creating a Sub-Goal…
1. Click on the button in the Action column (far right) beside the goal you want to change.
2. Choose Indent Goal to demote the goal to a sub-goal status.
Select Outdent Goal to return to return the goal to “full” status.
Rearranging your goals…
1. Click on the button in the Action column (far right).
2. Select “Move Goal up” or “Move Goal down” to rearrange the line-up.
Goal Setting
MyHR For Managers: Professional Development and Performance Management Reference Guide December 2016 © Copyright 2016 Huntington Ingalls Industries. All Rights Reserved. Page 12
Editing a goal…
1. Click on the Edit link beside the goal you want to edit; the Edit goal dialog will open.
2. Make desired adjustments and then click on the Save Changes button.
Your manager will be notified if you modify a goal.
Duplicating a goal…
1. Click on the Edit link beside the goal you want to duplicate; the Edit goal dialog will open.
2. Click on the Save as New button. The dialog window will close and the goal will be added to the bottom of your goals list.
3. Click on the Edit link to customize the new goal as desired.
Deleting a goal…
1. Click on the button in the Action column (far right), beside the goal you want to delete.
2. Select Delete Goal from the pop-up menu.
3. Select OK when prompted “Are you sure you want to delete this goal?”
Deleted goals cannot be recovered.
Your manager will be notified if you delete a goal.
If the deleted goal was cascaded to others, they’ll receive notification that it was deleted, but the goal will remain in their plans.
Cascading goals (Managers only)…
1. Select the checkbox next to the goal(s) in your plan that you want to cascade.
2. Click the Cascade button (top right); the dialog box will appear.
Goal Setting
MyHR For Managers: Professional Development and Performance Management Reference Guide December 2016 © Copyright 2016 Huntington Ingalls Industries. All Rights Reserved. Page 13
3. Use one of the following methods to select the recipients:
Select the checkbox next to employee’s name(s).
Select the checkbox in the column header to select all employees.
Use the Find Other Employees link to find/select employees who are not in your chain of command (e.g., on special assignment).
4. Click the Next button; the Edit Goal dialog will appear.
5. Edit the fields to customize the goals for the recipients.
In the comment field, explain why the goal was cascaded.
6. Click Cascade button to complete the transaction.
Recipients will be notified (alerted) by email that the goal was added to their goal plan. Recipients will also be notified whenever the goal is modified or deleted.
Goal Setting
MyHR For Managers: Professional Development and Performance Management Reference Guide December 2016 © Copyright 2016 Huntington Ingalls Industries. All Rights Reserved. Page 14
Professional Development Plans
Development planning provides an opportunity for you and your manager to create professional development plans that will enhance your performance for your current role and/or help you prepare for a future role.
Adding a new Development Plan…
1. Select MyDevelopment on the dropdown navigation menu.
2. Click the Create a New Development Plan button; the Add
Development Plan dialog box will open.
3. Complete the required fields.
4. Complete the optional fields as desired.
Field Descriptions:
Development Plan (required) –
Statement of what you plan to accomplish.
Development Action or Activity
(required) – Description of how you’re
going to accomplish the plan.
Related Competencies – Which of
the listed competencies are correlated with
the plan.
Start Date (required) – Defaults to the
beginning of the calendar year.
End Date (required) – Defaults to the
end of the calendar year.
Status (required) – Indication of the
plan’s status. Options: Not started, Behind
Schedule, In Progress, and Completed.
Focus – Indication of whether the plan is
intended for current job and/or future
growth. Options: Current Job, Future Job,
and Both Current Job and Future Growth.
Learning Activities – Activities
planned to acquire desired knowledge.
Goal Setting
MyHR For Managers: Professional Development and Performance Management Reference Guide December 2016 © Copyright 2016 Huntington Ingalls Industries. All Rights Reserved. Page 15
5. Select the Add Learning Activity link; the Add Learning Activity dialog box will appear.
a. Complete the required fields; add a description
(as desired).
b. Click the Save and Close button to add the activity to professional development plan.
c. The Add Learning Activity dialog box will close.
6. Click the Save & Close button to exit.
Editing your Professional Development Plan…
1. From within your Development Plan, click the Edit link beside the development plan you want to edit.
The Edit Development Plan dialog box will appear.
2. Modify the fields as desired.
3. Save and close to return to the professional development plan view.
Field Descriptions:
Learning Activity (required) –
Statement of what action you plan to take
to accomplish your goal plan. NOTE: You
may need more than one learning activity
for a given goal plan.
Description – Additional/expanded
details on learning activities.
Type (required) – Method used to achieve
growth. Options: None, Mentoring, Online
Training, On the Job Training, Stretch
Assignment, Independent Learning, Training
Session, and Degree Program.
Status (required) – Indication of the
plan’s status. Options: Planned, In
Progress, Incomplete, Successfully
Completed, and Canceled.
Goal Setting
MyHR For Managers: Professional Development and Performance Management Reference Guide December 2016 © Copyright 2016 Huntington Ingalls Industries. All Rights Reserved. Page 16
Modifying an Existing Learning Activity…
1. From within your Professional Development Plan, select appropriate icon in the learning activity you
need to modify:
Select the icon to edit the activity.
Select the icon to delete the activity, and then select OK, when the “Are you sure…?” dialog box appears.
Select the icon to send the activity to your Outlook calendar.
2. Save and close to return to the professional development plan view.
Adding Learning Activities to an Existing Professional Development Plan…
1. From within your Professional Development Plan, click on the Add Learning Activity link.
2. Complete the fields in the Add Learning Activity dialog box.
3. Save and close to exit.
Goal Setting
MyHR For Managers: Professional Development and Performance Management Reference Guide December 2016 © Copyright 2016 Huntington Ingalls Industries. All Rights Reserved. Page 17
Professional Development and Performance Agreement
The Professional Development and Performance Agreement (PDPA) will be used to document and evaluate your development/job performance. However, unlike a paper-based system, MyHR will manage the interactions, automatically route forms, and notify you when your input is required.
Completing Your PDPA…
1. Select Performance on the dropdown navigation menu; the My Forms window will appear.
2. Click on your PDPA in the Form Title column; the PDPA will open.
Managers, the PDPAs of your direct reports will also be listed.
3. Review and complete PDPA:
a. Employee Information – Review to ensure that information is correct. If not,
notify your HR business partner or supervisor.
Descriptions:
Display Options –
select/deselect options to
show/hide columns in
table. Options: Form Title,
Employee, Step, Step Due
Date, Form Start Date,
Form End Date, Last
Modified, Sent From
Forms Table – Lists
your current PDPA and
those of your team
(managers only).
In Progress Mail
Boxes – used to select
which data displays in
forms table. Options:
Inbox: Forms that are available for your action.
En Route: Forms that are in someone else’s Inbox. You may view a read only copy.
Completed Mail
Boxes – archived PDPA
forms.
Goal Setting
MyHR For Managers: Professional Development and Performance Management Reference Guide December 2016 © Copyright 2016 Huntington Ingalls Industries. All Rights Reserved. Page 18
b. Section I - High Ethics & Values and Company Values – Review criteria and add comments as desired.
You may note specific examples of how these might be demonstrated in the comments field. Comments
can be added throughout the year.
Use the text formatting tools ( ) to change the color, size, formatting of your text. Click on the spell check and language scan icons ( ) to check for misspellings or inappropriate language.
Goal Setting
MyHR For Managers: Professional Development and Performance Management Reference Guide December 2016 © Copyright 2016 Huntington Ingalls Industries. All Rights Reserved. Page 19
c. Section II - Job Responsibilities – Start with the common job classification system description for your job and then
supplement or tailor with specific responsibilities
to be performed in the role.
This section may be used to outline other specific knowledge, skill, or ability expectations in job, which
may not be included in Section IV.
d. Section III - Professional Development Plan – Your PDPA will be pre-populated with the information entered on
the Development Plan. However, you may add and/or revise development plans and learning activities, as
necessary.
e. Section IV – Goals – Your PDPA will be pre-populated with the information entered on the Goal Plan. You may add
and/or revise performance goals as necessary.
Goal Setting
MyHR For Managers: Professional Development and Performance Management Reference Guide December 2016 © Copyright 2016 Huntington Ingalls Industries. All Rights Reserved. Page 20
4. Once the form is completed you’re ready to send your PDPA to your manager for review.
If more work is needed, click on the Save and Close button. You’ll be able to edit your form again before sending.
Routing your PDPA for Manager Review…
1. From within the PDPA, scroll down to the bottom and click on the Send Goals for Review button. The Scan the Form dialog will appear.
Select the Save and Close button if you want to exit the form and work on it later.
2. By default, a spell check and language check will be performed. Deselect any option(s) you desire to skip and then click the Next button to proceed.
a. If selected, the Spell Checker will scan your PDPA and flag misspelled/unknown words.
b. If selected, the Language Scan will check for inappropriate language, such as profanity, derogatory words, or terms that may indicate the presence of Controlled Unclassified Information (CUI).
Clicking on the Finish button will close the spell checker
and cancel the Send Goals for Review process.
Users cannot add new words to the dictionary.
Users cannot add new
words to the dictionary.
Goal Setting
MyHR For Managers: Professional Development and Performance Management Reference Guide December 2016 © Copyright 2016 Huntington Ingalls Industries. All Rights Reserved. Page 21
3. The Send Goals for Review dialog box will appear. Add comments and then click on the Send Goals for Review button.
Select the Cancel & Return to Form button if you want to continue editing the form.
4. The form has been forwarded to your supervisor for review and is locked for editing.
The form has moved from your Inbox to the En Route box.
5. During the review process:
You should meet with your manager to discuss your performance goals and professional development plans.
Your PDPA may be returned to you for further refinement (additions and/or changes).
6. Once approved, your PDPA will be routed back to your Inbox.
Goal Setting
MyHR For Managers: Professional Development and Performance Management Reference Guide December 2016 © Copyright 2016 Huntington Ingalls Industries. All Rights Reserved. Page 22
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