The Content Library (Customize Goals & Competencies for future review cycles)

Via the left navigation, go to Settings> Performance Settings> Goals and Competencies

Blueprints for Business Values

One of the most pivotal elements of the PiiQ Performance Framework is the Content Library, a collection of customizable goals and competencies that PiiQ uses to create your review forms whenever a performance review cycle is created. These goals and competencies will always exist apart from your ongoing and historical reviews, allowing you to continually update this information without worrying that your data might be harmed. Use this area of PiiQ to define what matters most to your organization, outlining the objectives that they will pursue and the values they should exhibit while doing so. Let's go over some basic information about goals and competencies before we dig into how they can be edited. 

  1. What are goals and competencies?
  2. Accessing the Content Library
  3. How to create a goal
  4. How to edit a goal
  5. How to create a competency
  6. How to edit a competency

What are goals and competencies?

Goals are the objectives that help managers set clear expectations and evaluate what the employee accomplished as part of the performance review. These form the "What" of an employee's achievements and let them know what is required to be successful in their job role. Goals in PiiQ are comprised of two parts: goal categories and sub-goals. Goal categories are set by the administrator ahead of time, and define the type of goal that will be set (e.g. Customer Service, Sales, Personal Development). Sub-goals are typically set by the manager and employee. They exist within categories and act as the actual objective. For example, the Customer Service goal category could have a sub-goal of, "Increase NPS score by 10 in Q1 of 2020."

Note that the sub-goal is written to clearly explain what is necessary for success. We recommend using the SMART (Specific, Measurable, Actionable, Realistic, and Time-Bound) framework to align your employees with organizational and personal achievement expectations. Properly set goals leave no doubt as to what matters most. 

While there is no limit to the number of goal categories you can set up for your teams, it's important to remember that every category must have at least one sub-goal. Check out our Best Practices for Goal Setting to help avoid situations where employees are left with unused goal categories, a problem which can keep them from completing their reviews!

Competencies capture the culture and core values that drive enhanced performance and organizational success. This combination of knowledge, skills, and personal behaviors are "How" an employee will reach and exceed performance standards. Unlike goals, competencies are not measured in numbers and graphs, but are no less important for establishing a strong sense of organizational cohesion and setting your teams apart. These are set up solely by the administrator and cannot be changed by managers and employees during the review.

Like goals, competencies are split into two parts: competency categories and sub-competencies. Categories will describe the type of behavior or knowledge being rated on, such as Acting with Empathy and Compassion. Sub-competencies can be either a Question or a Textbox. Question sub-competencies are dimensions of the category that are rated to indicate how well the employee exhibited that dimension. For example, a question for the Acting with Empathy and Compassion category is, "Acknowledges the merit of others’ point of view, which may be different from one’s own." Textbox sub-competencies are open text responses that do not influence scoring, and are often used to ask open-ended questions or add comments regarding the competency category. 

Since competencies are not measured the same ways goals are, PiiQ allows for full customization of the number and text of ratings used in sub-competency questions. We'll get into details on that later!

One part of Content Library setup that is mentioned here is assigning roles to goals and competencies. Roles, when aligned to content, will control what an employee sees on their review form. Further detail on Roles can be found in this article: Assigning Roles & How They Work.


Accessing the Content Library

Now that you're familiar with the basics of the Content Library, let's talk about how to edit those goals and competencies. The first step will be to access the Content Library. Use the side navigation menu to head to SettingsPerformance Settings, and then Goals & Competencies.




How to create a goal

1. Click Create Goal to start a new goal category.


2. Enter Goal Title. A goal can be used for organizational goals or grouping of individual performance goals.


3. Enter a Description for your goal category.

  1. Click Add Roles to align roles to your goal category. Start typing role name, then select one from the drop-down list.

Adding a sub-goal

A minimum of one sub-goal is required for each goal.

Managers and employees can only make changes to sub-goals. They cannot modify or delete the high-level category referred to as the goal.

1. Click Create Subgoal.


2. Enter Subgoal Title. Subgoals are used for individual performance goals. Managers and employees can modify the subgoals including their title, description, weight, etc.


3. Click the confirm icon to save your updates.

4. Click Save at the top of the screen to finalize changes.


How to edit a goal

1. Next to the Goal you'd like to edit, click Edit icon.


2. Next to the Subgoal you'd like to edit, click Edit icon.


3. Edit the required fields.


4. Click the confirm icon to save your updates.

5. Click Save at the top of the screen to finalize changes.


How to create a competency

1. Click Create Competency to create a competency category.


2. Enter Competency Title.


3. Enter Description.


4. Click Add Roles, start typing role name, then select one from drop-down list.


5. Click the confirm icon to save your updates.

6. Click Save at the top of the screen to finalize changes.


Add Question

1. Click Create Question. Questions are sub-competencies used for evaluating individual competencies. Managers or employees cannot modify this.


2. Enter Question. 


3. Enter Answers with the lowest ranking to the highest ranking. The answer to the left will be worth the lowest score, while answers to the right are worth the highest. Press enter to complete an Answer. A minimum of 2 and a maximum of 8 answers are required for each sub-competency question. Answers will appear under each the rating scale on the rating slider. 


4. Click the confirm icon to save your updates.



5. Click Save at the top of the screen to finalize changes.


Add TextBox

A common use of TextBox is to capture "Comments and Evidence" for the competency.

1. Create Text Box Title.


2. Enter Default Text. This displays as a prompt and can be used to indicate how the Text Box should be filled.


3. Click Confirm icon.


4. Click Save.


How to edit a competency

 1. Next to the Competency you'd like to edit, click Edit icon.


2. Next to the Competency Question or TextBox you'd like to edit, click Edit icon.


3. Edit the required fields.


4. Click the confirm icon to save your updates.

5. Click Save at the top of the screen to finalize changes.


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