This article explains how to open a new goal period on Growth and hiring > Goals and what each field of the period affects. Users with Performance Management Administrator Permission do this.
Before you start
You have Performance Management Administrator Permission (Responsibility management).
Employees' managers are defined (Overview).
You have decided on the period dates, the goal entry window and the scoring scale.
Step by step
Go to Growth and hiring > Goals in the left menu.
Click the New Period chip at the end of the period strip (or Create the first period in the middle of the page if there are no periods). The Create Period window opens.
Fill in the Period Information section:
Period Name: For example "2027 H1". It must be unique in the company; goals are linked to the period by this name.
Start Date and End Date: The time the period covers. The period becomes Active on the start date, stays active through the end date and becomes Completed the day after.
Target Entry Start and Target Entry End: The window in which goals are entered and approved. It must be inside the period dates. The Target Entry End day is part of the window; the window closes at the end of that day.
When all four dates are selected, the Period Timeline appears: check how many days the Goal Entry Period and the Evaluation Period last. Day counts include the first and the last day (for example 01/10 - 31/10 is 31 days). The evaluation period starts the day after the target entry end and runs to the period end.
Fill in the Period Settings section:
Goal Entry: Decides who enters goals.
Employee — Who enters their own goals: Everyone · Who enters goals for their team: Nobody (except the admin)
Manager — Who enters their own goals: Only managers who have employees under them · Who enters goals for their team: Managers
Both Employee and Manager — Who enters their own goals: Everyone · Who enters goals for their team: Managers
The admin can enter goals for themselves and for anyone with every option. If Manager is selected, employees who are not managers do not see the Add Goal button; goals the manager (or the admin) enters for an employee start as Approved and do not need to be sent to approval.
Success Criteria Entry: Decides who enters the actual value at the end of the period.
Employee (default): The employee enters their own actual value, and the manager also enters theirs. The manager cannot change the employee's value. This is the recommended option for most companies.
Manager: The employee cannot enter a value. The manager enters the employee's value with Enter Result and their own value in the manager actual value column.
With both options, the score is calculated from the manager's value. An employee without a manager always enters their own value.
Minimum Goal Count: The minimum number of goals an employee must enter (1–100, default 3). Until this number is reached, the Next button in the goal window stays disabled.
Development Goal: When on, the Other criterion can be selected while entering goals. Non-numeric development goals (for example "I will learn English") are entered this way. These goals get no weight and do not count in the score.
Check the Target Evaluation Scale section. The default scale has five rows. Their default names are Turkish (Çok Kötü, Kötü, Orta, İyi, Mükemmel); rename them with the pencil icon if you like.
Çok Kötü — Performance Metric Value: 1 · Percentage range: 0% – 20%
Kötü — Performance Metric Value: 2 · Percentage range: 21% – 40%
Orta — Performance Metric Value: 3 · Percentage range: 41% – 60%
İyi — Performance Metric Value: 4 · Percentage range: 61% – 80%
Mükemmel — Performance Metric Value: 5 · Percentage range: 81% – 100%
Use the pencil icon to change a row and the bin icon to delete it. For a new row click Add Scale and fill in Scale Name, Performance Metric Value (0–100), Min. Percentage and Max. Percentage. Enter the ranges back to back. A percentage between two ranges (for example 20.5%) gets the score of the lower range; achievement above 100% gets the highest score. The scale must have at least one row.
Click Create. The Confirm Period Creation window reminds you that settings cannot be changed once the period starts. Click Confirm.
Result
The period is added as a chip to the period strip under the title; the coloured dot on the chip shows its status. It shows Draft if the start date has not come, otherwise Active. From the chip's three-dot menu:
A Draft period can be changed with Edit and deleted directly with Delete.
An Active period can only be opened with View. Delete requires the SMS code sent to your phone.
A Completed period cannot be deleted.
Deleting a period also permanently deletes all goals and period scores linked to it.
When the goal entry window opens, the card shows Target entry open and authorized users see the Add Goal button.
Common problems
Symptom: I click Create and the window does not close.
Cause: A required field (the period name or one of the four dates) is empty, or the scale has no rows. With an empty scale the screen warns "Add at least one evaluation scale row to save the period."
Solution: Fill in the fields marked in red and add at least one row with Add Scale.
Symptom: I get an error when saving.
Cause: Another period has the same name, or the start date is after the end date.
Solution: Enter a different period name and check the dates.
Symptom: I cannot edit the period; the menu shows only View.
Cause: The period has started (Active). The settings of a started period cannot be changed.
Solution: If the period has not been used yet, delete it and create it again (SMS verification is required).
Symptom: Goal entry has closed and goals are still Waiting Approval.
Cause: The window closes at the end of the Target Entry End day. Overnight the goals move to evaluation: approved goals become Evaluation Pending, unapproved goals Not Included.
Solution: A manager or the admin who still wants to evaluate an unapproved goal approves it with Respond.