🎯 Scoring Options When Creating a Goal Management Period

When setting up a Business Goals period, the system offers several scoring methods you can choose from.
Let’s go through them step by step 👇

1️⃣ Creating a New Period

Path: Administration > Period Management

Click the green “New Period” button in the top-right corner, then click “Save and Continue” to move to the Goal Period Settings screen.
To access this screen, the period you create must be of the Business Goals type.

2️⃣ Selecting the Scoring Type

In the Scoring tab, click the “+” icon and choose one of the following scoring methods:

a. No Scoring

Goals are not scored — they are only defined, and their progress is tracked.

b. Score Based on Progress

As employees make Check-Ins, the system automatically calculates scores based on progress.
You can choose between a 100-point or 5-point scoring scale.
👉 For details on how progress-based scoring is calculated, see the related article on scoring formulas.

c. Manager Evaluation

At the end of the period, managers score each goal according to a defined scoring scale.
Regardless of the Check-In values entered by the employee, the final score is determined by the manager’s evaluation.

The scale used here can be updated by the System Administrator — both descriptions and values can be customized.
Scoring will be applied according to the scale defined in the period settings.

📌 Example Scoring Scale:

• Far Below Expectations – 20 points
  
  

• Below Expectations – 40 points
  
  

• Meets Expectations – 60 points
  
  

• Exceeds Expectations – 80 points
  
  

• Outstanding – 100 points
  
  

Each goal is scored individually.
For example, if an employee has two goals and their manager gives:

• Goal 1 → 20 points (“Far Below Expectations”)
  
  

• Goal 2 → 40 points (“Below Expectations”)
  
  

The final score is calculated using the formula:
(Goal 1 + Goal 2) / Number of Goals = (20 + 40) / 2 = 30 points

⚠️ Scoring Responsibility:

• Individual Goals: Scored by the employee’s direct manager
  
  

• Group Goals: Scored by the group manager’s manager
  
  

• Company Goals: Scored by the company’s top manager
  
  

d. Use a Scoring Formula

You can define your own Excel-style formula for advanced scoring calculations (see below).

3️⃣ Role-Based Goal Type Weighting

Each employee’s final goal score is a weighted combination of their individual, group, and company goals.

• Using the “Other” option, you can apply a single weighting for all job titles.
  
  

• Alternatively, you can define custom weightings for specific roles.
  
  

Example:

• Company Goals Weight: 30%
  
  

• Group Goals Weight: 40%
  
  

• Individual Goals Weight: 30%
  
  

Total Score = (80 × 30%) + (72 × 40%) + (60 × 30%) = 70.8 points

🧠 Tip:
If you only work with individual goals, set this weighting to 100%.

4️⃣ Scoring Settings

When defining goals, you can:

• Assign a percentage weight to each goal,
  
  

• Set minimum and maximum weight criteria,
  
  

• Require each success criterion to have its own weight.
  
  

⚠️ Warning:
These options add flexibility but also complexity to the goal creation process.
Consider the system’s usability before enabling them.

5️⃣ Progress-Based Scoring (Check-In Driven)

The system automatically calculates real-time scores whenever a success criterion is updated through a Check-In, based on assigned weights.

📊 Example Calculation:

Goal 1 (80% weight):

• Success Criterion 1 – 40% weight, 30% progress
  
  

• Success Criterion 2 – 60% weight, 60% progress
  → 30×40% + 60×60% = 12 + 36 = 72
  
  

Goal 2 (20% weight):

• Success Criterion 1 – 20% weight, 50% progress
  
  

• Success Criterion 2 – 80% weight, 50% progress
  → 50×20% + 50×80% = 10 + 40 = 50
  
  

Total Goal Score = 72×80% + 50×20% = 67.6

6️⃣ Using a Custom Formula

For more flexible or enterprise-level scoring, you can define your own Excel-style formula.

📄 Example Formula:

=IF([G]<[H],0,IF([G]>[H],100))

Where:

• [G] = Check-In value
  
  

• [H] = Target value
  
  

• [BH] = Lower limit
  
  

• [MH] = Upper limit
  
  

Example Logic:

• If the Check-In value is below the target → 0 points
  
  

• If it’s above the target → 100 points
  
  

You can test the formula by clicking the test icon next to the field and entering sample values.

🧠 7️⃣ Using Code Blocks

If the built-in scoring options don’t fully meet your company’s custom goal evaluation logic, you can use a Code Block! ⚙️

In this area, you can define C#-based macros to calculate scores dynamically for each success criterion.

💡 How It Works:

• The code runs automatically for each Check-In based on actual and target values.
  
  

• The system generates a custom score for that specific success criterion.
  
  

• This allows you to design your own scoring logic without being limited to standard formulas.
  
  

⚠️ Important Notes:

• Using the code block requires at least basic programming knowledge.
  
  

• We recommend consulting your IT team before implementation.