Employee goal quality check

Purpose

Find goals that cannot support a fair end-of-cycle assessment. The check tests whether each goal states an outcome, measurable evidence, a time boundary, an accountable owner, and a credible connection to team work.

Scope

Review active employee goals against the supplied goal rubric, role expectations, team priorities, and cycle dates. Classify defects and propose precise edits without changing the employee record.

Excluded: rating employee performance, ranking employees, deciding compensation, and inferring ability from poorly written goals.

Data basis

• Goal table columns employee_id, goal_id, title, description, metric, baseline, target, due_date, owner, and status.
• Role expectations, team priorities, and performance-cycle calendar.
• Goal-writing rubric defining measurable, outcome, stretch, and dependency rules.
• Prior-cycle goals and calibration notes where available.

Result

A goal-quality scorecard with one row per goal and a manager-facing correction memo.

Quality criteria

• Every goal receives a pass or named defect for each rubric criterion.
• A measurable target includes a unit, baseline or rationale, due date, and evidence source.
• Alignment findings cite the relevant team priority or role expectation.
• Suggested wording preserves the goal’s intent and never invents a target.
• Employee identifiers are minimized in aggregate reporting.

Instructions

Apply the rubric in its published order. Distinguish a missing value from a weak value: not stated is not the same as not measurable. Treat shared work as valid only when the individual contribution and evidence owner are explicit. Flag dependencies separately from goal defects. Use the cycle calendar for due-date checks and do not create dates.

Adapt before use

• Add the goal-writing rubric and current cycle calendar.
• Map goal and employee fields to the HR tables.
• Define alignment evidence and measurable-target rules.
• Set privacy and manager-access requirements.