1. Select Goals on the dropdown navigation menu; your goal plan will appear.

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1 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). Copyright 2016 Huntington Ingalls Industries. All Rights Reserved. Page 7

2 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. 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. 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. Copyright 2016 Huntington Ingalls Industries. All Rights Reserved. Page 8

3 To Select a Library Goal 1. Click on the Add New button. 2. Select the Create a New Goal option. 3. Select the Library Goal option. 4. Click on the icon to expand the categories. 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. 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. Copyright 2016 Huntington Ingalls Industries. All Rights Reserved. Page 9

4 To Use the Goal Wizard 1. Click on the Add New button. 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. Copyright 2016 Huntington Ingalls Industries. All Rights Reserved. Page 10

5 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. Copyright 2016 Huntington Ingalls Industries. All Rights Reserved. Page 11

6 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. Cascading goals (Managers only) 1. Select the checkbox next to the goal(s) in your plan that you want to cascade. 2. Click the Cascade button (top right); the dialog box will appear. Copyright 2016 Huntington Ingalls Industries. All Rights Reserved. Page 12

7 3. Use one of the following methods to select the recipients: Select the checkbox next to employee s name(s). Select the checkbox in the column header to select all employees. Use the Find Other Employees link to find/select employees who are not in your chain of command (e.g., on special assignment). 4. Click the Next button; the Edit Goal dialog will appear. 5. Edit the fields to customize the goals for the recipients. In the comment field, explain why the goal was cascaded. 6. Click Cascade button to complete the transaction. Recipients will be notified (alerted) by that the goal was added to their goal plan. Recipients will also be notified whenever the goal is modified or deleted. Copyright 2016 Huntington Ingalls Industries. All Rights Reserved. Page 13

8 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. 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. 3. Complete the required fields. 4. Complete the optional fields as desired. 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. Copyright 2016 Huntington Ingalls Industries. All Rights Reserved. Page 14

9 5. Select the Add Learning Activity link; the Add Learning Activity dialog box will appear. 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. 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. Status (required) Indication of the plan s status. Options: Planned, In Progress, Incomplete, Successfully Completed, and Canceled. 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. Copyright 2016 Huntington Ingalls Industries. All Rights Reserved. Page 15

10 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. Copyright 2016 Huntington Ingalls Industries. All Rights Reserved. Page 16

11 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. 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 and those of your team (managers only). 2. Click on your PDPA in the Form Title column; the PDPA will open. Managers, the PDPAs of your direct reports will also be listed. 3. Review and complete PDPA: a. Employee Information Review to ensure that information is correct. If not, notify your HR business partner or supervisor. 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. Copyright 2016 Huntington Ingalls Industries. All Rights Reserved. Page 17

12 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. Copyright 2016 Huntington Ingalls Industries. All Rights Reserved. Page 18

13 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. Copyright 2016 Huntington Ingalls Industries. All Rights Reserved. Page 19

14 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. 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. 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). Users cannot add new words to the dictionary. Copyright 2016 Huntington Ingalls Industries. All Rights Reserved. Page 20

15 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. Copyright 2016 Huntington Ingalls Industries. All Rights Reserved. Page 21

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