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Goals & OKRs

Performance reviews already carry a lightweight, frozen, free-text goals list inside one review dossier — the right shape for a jaargesprek afspraak, but unable to express a measurable, independently-updatable target tracked between reviews. Goals & OKRs is the cross-review-tracking sibling: an Objective with several measurable KeyResults, each carrying its own numeric start/target/current value, optionally rolled up under a review cycle.

Objectives and key results​

An Objective is owned by an employee or a team, with a simple lifecycle:

concept → actief → afgesloten

A closed objective is never reopened — a correction is a new objective, the same no-resurrection precedent used elsewhere. The scored outcome (behaald/deels-behaald/niet-behaald) is a separate field stamped when the objective closes, kept apart from status exactly as a performance review's rating is kept apart from its own status.

Each KeyResult is a separate object referencing its Objective (not an array embedded inside it), so each one has its own audit trail: a unit (percentage/aantal/euro/boolean), a required targetValue, and startValue/currentValue.

An Objective can run entirely without a review cycle — cycleId is optional.

Progress is writer-maintained, on purpose​

progress on both Objective and KeyResult is a plain stored number, maintained by whoever updates it — not a declarative calculation. The underlying arithmetic (a key result's (current − start) / (target − start) × 100, and an objective's average across its key results) needs division and cross-row aggregation, both outside the declarative calculation vocabulary HRMQ's schema layer supports for same-object arithmetic. The measurable source values (startValue/targetValue/ currentValue) are always stored regardless, so progress never fabricates a number it can't be recomputed from — a server-computed progress rollup is a named fast-follow, not a silent gap.

Where it lives​

No new top-level menu: an employee's personnel dossier gains a "Doelen & OKR's" row, an Objective's detail page lists its own Key Results, and a review cycle's detail page lists the objectives tied to it. Employees also see their own objectives on a MijnDoelen self-service page.

Non-goals​

9-box/kalibratie grids, alignment/cascading objective trees, check-in history, and weighting are explicitly out of scope for this MVP — named fast-follows, tracked as the other half of a broader performance-management-advanced capability.