The short answer is "It depends on how you want to track and evaluate progress.".

Performance Objectives are assigned on the employee's review. These are part of their self assessment and are rated by both the employee and the manager. The score for the objectives section of the review is represented on the Y axis of the Performance Values Matrix.

Goals (OKRS) is an independent feature. The goals you set for your employees allow them to provide progress updates, have multiple measurement types and most importantly are usually aligned up to a department goal which is aligned to a company goal. These goals can be weighted but are NOT scored and are NOT included in the performance review automatically.

Note: There is a setting option available to include Goals/OKRs in Performance Reviews if desired.

Goals can be fluid and dynamic where as the performance objectives are constant throughout the review cycle which is why the two (2) are not integrated.

Since the Goals feature is optional, you can choose to enter "goals" as performance objectives on the review to establish clear expectations and make them part of the focus and the review process.

If you are interested in using the Goals feature in addition to performance reviews but are not sure how the two (2) can co-exist consider the following options:

1. Use Goals to create and track SMART or metric based goals which support the organization's goals and use performance objectives to create clear expectations and measure employees on job-related functional areas or specific development.

2. Use Goals as stated above and add the Goal title as a performance objective to be measured along with the other objectives and as part of the review process.

3. Use Goals as stated in #1 and add a generic "Goal Attainment" performance objective to the employee's review to be scored as part of the review process.

4. Consider enabling the setting to pull Goals directly into Performance Reviews for ratings/comments.

If you are using the goal weighting option on your account, Super users and Administrative users have access to a Goal Weighting Report.

Some clients use the weighted completed percentage (%) on the report, the overall performance score, and the overall core values score as factors for determining incentives and compensation.

Here is an example of the Goal Weighting Report for Preston in Sales.

Here is an example of a generic Goal Attainment objective for Allison.

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