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PROCESS
Goal Setting At Quest:
Your Journey to Role Clarity, Performance & Growth
Goal Setting At Quest:
Your Journey to Role Clarity, Performance & Growth
Goal Setting is stage of the Reach for the Stars (RFS) journey. It is a collaborative process between employees and managers to build clarity on role expectations, align individual contributions with Organizational, Team, and State priorities, and identify meaningful development goals for the year ahead.
This year, Goal Setting includes revised Job Descriptions (JDs), Organizational/Team/State OKRs, Performance Goals, Development Goals, and the Core Competency Framework (CCF), creating a stronger connection between Role, Performance, Growth, and Impact.
Goal Setting is conducted annually. It provides employees and managers with an opportunity to align on role expectations, priorities, Performance Goals, and Development Goals for the year ahead.
For the current Goal Setting cycle, the timelines are:
All employees (except Youth Programme): 7 July – 2 August
Youth Programme Teams: 15 July – 7 August
Some key aspects to keep in mind when setting your annual goals:
Build a shared understanding of role expectations and responsibilities.
Align individual work with Organizational, Team, and State OKRs.
Define meaningful Performance Goals for the year.
Identify Development Goals that support professional growth.
Create clarity on priorities and expected outcomes.
Enable better performance conversations throughout the year.
Strengthen the connection between individual contribution and Quest’s mission.
Process Flow
Here is a simple step-by-step for the goal setting process.
➀ Review and Finalize Your Job Description (JD)
The draft JD shared by the People Team is the starting point. Employees should review it with their manager and Dotted line manager/Skip Manager (As applicable) and update it to reflect their current role, responsibilities, and priorities before writing goals.
What to do:
Review the draft JD carefully.
Discuss responsibilities and expectations with your managerand Dotted line manager/Skip Manager (As applicable).
Update responsibilities where required.
Finalize the JD before proceeding to Goal Setting.
➁ Understand Your Applicable OKRs
Employees will be able to view:
Organizational OKRs
Team OKRs (for Function Teams) or
State OKRs (for Programme Teams)
Discuss with your manager and Dotted line manager/Skip Manager (As applicable) which Team or State OKRs are most relevant to your role.
Important:
You are not required to create a goal for every available OKR.
Add only one Goal under the applicable OKRs.
➂ Create Your Performance Goals
Write one meaningful Performance Goal under each OKR that is relevant to your role.
Good goals should be:
Clear and specific
Outcome-focused
Aligned to your responsibilities
Linked to relevant OKRs
Remember:
Focus on your contribution, not simply repeating the wording of the OKR.
➃ Identify Your Development Goal(s)
Development Goals focus on your learning and growth.
Use the Core Competency Framework (CCF) as a guiding framework to identify competencies you would like to strengthen during the year.
Ask yourself:
What capability will help me perform my role better?
What skill or behaviour do I want to strengthen?
What competency will support my future growth?
➄ Complete Goal Setting in Zoho
Once your JD is finalized and your goals are ready, complete the Goal Setting process in Zoho People.
Navigation Path:
Zoho People > Performance > KRA vs Goal> Add all Applicable OKRs
Review your goals with your manager before submission.
Need Help?
If your question is about ---- Reach out to
Your role or Job Description ---- Your Manager
Team or State OKRs ---- Manager / Team Lead / State Lead
Writing Performance Goals ---- Your Manager
Development Goals ---- Your Manager
Goal Setting process ---- RFS Champion
Zoho navigation or technical support ---- RFS Champions/ People Team
General questions ---- Join an Open Hour
Resources
Use the following resources throughout your Goal Setting journey:
Remember
- Finalize your JD before writing goals.
- Create goals only for the OKRs relevant to your role.
- Performance Goals and Development Goals are equally important.
- Use the CCF as a guiding framework for your development.
- Goal Setting is a conversation with your manager—not just a submission in Zoho.
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