---
name: employee-goal-quality-check
description: Checks employee goals for clarity, measurable outcomes, dates, ownership, baseline, and alignment with the approved performance framework, then records rewrite suggestions and missing evidence. Use for goal-setting calibration, performance-cycle quality checks, or manager review preparation.
license: Apache-2.0
metadata:
  adlass.categories: "hr-people/performance-development"
  adlass.industries: ""
  adlass.tags: "goals,okr,performance,measurability,manager-review"
  adlass.adaptation: "reference-doc"
  adlass.source: "original"
  adlass.version: "1"
---

# 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.