Team goals

Your reports set their own goals at the start of each performance cycle, and you approve them. During the cycle you keep an eye on their progress. At the end, you comment on their scorecards.

Who can approve their team's goals: Owner, HR admin, Manager.

Open the menu and select Work → Performance. As a manager you have extra tabs, including Approvals, Team goals, Scorecards and Plans. For how goals, KPIs and weights work, see Your goals.

What is waiting for you

The Approvals tab lists, for the cycle you choose:

Goals to approve: goal sets your reports have submitted.
Goal changes to decide: changes they have asked for after their goals were approved.
Updates to confirm: progress updates waiting for you, when your organisation asks managers to confirm them.

If nothing is waiting, it says Nothing is waiting for you in this cycle.

Approve a report’s goals

In Goals to approve, select Review beside the person.
Read their goals, KPIs, targets and weights.
Select Approve. Or select Return with a comment, say What should change?, and select Return.

A returned goal set goes back to the employee, who sees your comment on their goals page. The email only says the goals were returned.

You can also add or change a report’s goals yourself, and submit them, at any time while the cycle is open.

Goals and KPIs you add for a report are marked Set by your organisation on their goals page. They can’t change or remove them, and are told to ask you. Their own goals stay theirs. You can change either kind. See Who set a goal.

Only approved goals count when scores are worked out.

Decide a change

After goal setting has closed, a report asks for a change instead of editing their goals. Goal changes to decide shows each change and why it was asked for.

Select the tick to approve it, and the change is applied. Select the cross to reject it, and give a reason. Rejecting changes nothing.

Confirm progress updates

If your organisation asks managers to confirm progress, a report’s update doesn’t count until you act on it. Updates to confirm shows each update’s figure and what it is (This week’s figure, or Figure as it stands), the period it is for, and the person’s total before and after you confirm it. An update marked Changed since sent was changed by the person after you were told about it: you always see their latest figure, with the one they first sent.

In Updates to confirm:

Select the tick to confirm it, and it counts.
Select the pencil to adjust it: enter Your figure and a Reason, then select Adjust. Your figure counts. Theirs is kept beside it.
Select the cross to reject it, with a Reason.

The employee sees your reason on the KPI’s timeline.

Until you confirm or adjust an update, the person can change or withdraw it themselves. Once you have, only you can adjust it.

If updates count straight away, you can still confirm or adjust them from the KPI’s Timeline.

Follow your team’s progress

The Team goals tab shows each report in the cycle: whether their goals are approved, their last update and when the next one is due, how many updates are Overdue or waiting To confirm, and their Progress so far. Select Open to see a person’s goals.

Cadre also sends you a reminder listing reports whose updates are overdue.

Your team’s targets

A team KPI can add up or average your reports’ KPIs, so the team’s figure is worked out from theirs. The Targets tab shows your own department’s team goals.

Choose the Cycle, the team, and Weekly or Monthly for the trend.
You see the team’s overall % of target, its trend, a card for each KPI with the total so far against its target, and Who is contributing.
Who is contributing shows only your direct reports’ rows. The totals are the whole team’s.

Each team KPI’s card says who carries it among your reports, and how the first few are doing against their share or target. Click Show people, Add people or Open for the KPI’s panel:

How it adds up: choose whether the team’s figure is your reports’ figures shared out and added up, averaged, averaged by size, or entered by hand. The rule that suits the KPI is marked Picked for you. Saving can change your reports’ targets, so it follows the goal-setting rules: an approved person’s goals may go back to draft for you to approve again.
People: each report carrying it, their share or target, their figure so far and where their goals stand. Change share gives one person a different share; the rest are split again.
Add people: put the KPI on your reports’ goals in one go. Choose A manager’s team (your own) or your department, untick anyone to leave out, check each person’s share, and click Add to … people’s goals. Each report gets the KPI on a goal aligned to the team goal, in Draft, and you approve their goals when they submit them. A new goal takes what each person has left of their scorecard unless you type a share for everyone. If that would take a report over 100%, Cadre scales their other goals down to make room, unless you choose Leave their other goals as they are. When all of a goal’s KPIs come from the team goal, their weights follow the team goal’s. If the KPI is an amount entered by hand, Cadre warns that each report would get the whole target, and offers to share it out instead. Below, Link a KPI someone already has links a report’s existing KPI.

You can act only on your direct reports’ KPIs and your own department’s. See The KPI’s panel.

For the rules, shares and what counts, see Roll up to organisation and team targets.

Scorecards

When HR moves a cycle to scoring, each report gets a scorecard with their score and grade. Scores and grades are worked out by Cadre from the progress recorded against each KPI.

On the Scorecards tab, open a report’s scorecard to see each KPI’s target, actual and credit. While the cycle is being scored or calibrated, you can add a manager’s comment. Your report sees it on their scorecard. You can’t comment on your own scorecard.

Coaching and improvement plans

When HR locks a cycle, a grade that calls for it starts a draft coaching plan or improvement plan for the person, with you as their manager. Find them on the Plans tab.

Coaching plans. Add focus areas, check-in dates and notes, then select Start. When it is finished, select Complete. You can Cancel plan with a reason.
Improvement plans. Set the dates and objectives and select Save terms, then Issue to employee. It becomes active once the employee acknowledges it. Select Add check-in as you go, and Record outcome at the end.

Nobody manages their own plan.