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Goal Setting

MyHR For Salaried Employees: Professional Development and Performance Management Reference Guide Dec. 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


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


To Select a Library Goal


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


To Use the Goal Wizard


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


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


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.

Goal Setting


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


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


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


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.

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.

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


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


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.

http://www.hii-homeport.com/cjcs/Index.aspx

http://www.hii-homeport.com/cjcs/Index.aspx

Goal Setting


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


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.

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