PACE | Goal Setting

Guidebook

Client Facing Dirs & Tier II

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Contents

1 PACE | Holistic performance review

2 Process overview and timelines

Client Facing - Directors and Tier II

3 (i) MyFocus – Scorecard, Quantitative section, Goal setting (ii) EDIMAD – Qualitative
section, Goal setting

4 Timelines

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PACE | Holistic performance review
Why What How
To bring in holistic approach A process for establishing a By aligning the Firm's objectives
towards performance, becoming shared understanding about what with the individual's agreed
merit driven and aim for more is to be achieved at a Firm level measures, skills, competency
transparency and objectivity in requirements, development plans,
performance and rewards the delivery of results and getting
rewards that are fair

• Performance – An achievement of an organisation in relation to its set goals accomplished through contribution of
individuals or teams towards the organisation‘s strategic goals

Firm strategic Business Unit Team Individual

goals goals goals goals

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Process overview and timelines
October Ongoing January July

Year-end
Engagement Mid-year
Goal setting review and
Appraisals review
results
1 2 3 4

Ongoing Performance Review Conversation (PRC)

• Sign-off on KPIs • Not applicable • Review of • Overall performance

and Tier II
Directors

against business and performance against assessment

EDIMAD goals MyFocus and
EDIMAD goals

• Sign-off on KPIs against • Evaluation after • Review of KPIs • Overall performance

40 hours on assessment
Tier III

goals mapped to Our Market

engagements and Our People
• Expectations agreed on against KPIs
technical and behavioral mapped to Our
competencies Organisation and
Our Clients and
technical skills

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Client Facing
______________________________

Directors and Tier II

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MyFocus Scorecard
• MyFocus is a measure of quantitative metrics i.e. individual’s performance is assessed on specific
financial measures, against the stated benchmarks.
• The quantitative measures on the scorecard carry an overall 400 points with a greater emphasis on
‘self’ metrics instead of team.
• Higher weightage has been given to KPIs like Quality, Productivity, Finding Impact, Collection days,
etc.
• Increased focus on client satisfaction and employee engagement

Accessing MyFocus scorecard:

• Log in to PACE portal with your existing credentials.
• Follow the path to access the below form: PACE portal > 2021 tab > Click on MyFocus link

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MyFocus Scorecard | Quantitative section

• Performance Indicator
definitions mentions the
details of each performance
indicator being assessed

• Coverage defines whether

the KPI is self (individual) or
group level KPI

• Individual score is
calculated basis
achievement against the
defined KPIs

• Met Expectations indicates

the expected score against
each KPI

• EDIMAD section describes

the stretch goals

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MyFocus Scorecard | Goal setting

• Log in to PACE portal and click on

MyFocus form in 2021 tab.
• Schedule a meeting with your Co-
SuperCoach to discuss and
understand the performance
indicators (metrics), their respective
weightages, coverage and the
expected targets defined in the
scorecard.
• Post discussion, select the check-box
at the bottom of MyFocus scorecard
and submit the goals for FY 2021.
• Co-SuperCoach to access MyFocus
form of the coachee from 2021 tab >
Reviewer task list > click View in
MyFocus column against coachee’s
name.
• Tick the check-box at the end of the
form and click Submit to complete the
goal setting discussion.

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EDIMAD form | Qualitative section
Log in to PACE portal with your existing credentials. Follow the path to access the below
form: PACE portal > 2021 tab > Click on EDIMAD link.
Initiatives can be aligned to any of the 4 strategic priorities: • Assign additional initiative(s)
• Fast and Strategic Growth under the appropriate
• Distinctive Client Service strategic priority
• Efficient Operations
• Success Measure is the
• Best People
target defined to assess the
achievement of the defined
goal
• Due Date is the end date by
which the goal will be
achieved
• Initiatives aligned to the
strategic priorities during
the performance period can
be:
• Self initiatives
• Cascaded
initiatives
• Click Submit to save the
goals entered.

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EDIMAD form | Self initiatives

• Individual enters initiative(s)

in the relevant strategic
priority in discussion with
the Co-SuperCoach
(Reviewer)
• Enter success measure
(target) and due date for the
completion of respective
goals
• Name of the appraiser, for
evaluation of goals, reflects
in the column next to
Cascade button
Note: In case of self-cascade,
assessment of EDIMAD
initiatives is done by the Co-
SuperCoach (Reviewer), whose
name reflects by default
• Click ‘Submit’ to save the
goals

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EDIMAD form | Cascaded initiatives
• Co-SuperCoach to login to own
EDIMAD form on the PACE
portal in 2021 tab
• Prior to cascading the initiative,
it is important to first log it in
one’s own form by the Co-
SuperCoach (Reviewer)
• Individual who cascades the
initiative becomes the
appraiser and assesses the
goals at the end of each
initiative’s due date
• Click cascade button >
Assign to > to select the
name of coachee for
assigning the initiative
• Click Save/Update to cascade
the selected initiative
• Click ‘Submit’ to save the
goals
• Click on Cascaded To >
Tree View on the form to
view how the goals have
been cascaded
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EDIMAD form | Goal setting
• It is a measure of qualitative metrics – individual initiatives (strategic and significant), in addition to the pre-defined
MyFocus metrics
• Each initiative comes with a 'success measure' and 'due date' which form the basis for assessment
• Performance will be evaluated and score is awarded out of 100 points, at the end of the due date to assess
performance against the same
Please note: Co-SuperCoach/SuperCoach must discuss with the coachee (appraisee) prior to both cascading and
assessing an initiative
• Click EDIMAD link in 2021 tab to
view the form
• Assigned initiatives
(self/cascaded) reflect in the
appropriate strategic priority, with
the respective success measure
and due date
Note: Added initiative can be
edited, prior to the due date, basis
discussion with the appraiser

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Timelines
Please take a note of the timelines for completion of the goal-setting exercise on the PACE portal:

1. For staff upto Director level, whose date of joining is on or before 30 September 2020, last
date for goal-setting is 15 November 2020
2. For staff who have joined the Firm on or after 1 October 2020 are advised to connect with their
SuperCoach/Co-SuperCoach for goal setting discussion and complete the exercise on the
PACE portal within 45 days of joining (New)

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Glossary
PACE: Tier I:
Perform Achieve Contribute Excel Partner, Associate Partner, Executive Director
and Director
Co-SuperCoach:
Reporting Partner + Reviewer Tier II:
Associate Director and Manager
SuperCoach:
Reporting Manager + Appraiser Tier III:
Assistant Manager and below
Coachee:
Staff + Appraisee + Team Member KPIs:
Key Performance Indicators
BU:
Business Unit EAF:
Engagement Appraisal Form
SMART goal:
Specific Measureable Attainable Realistic
and Time-bound goal PRC:
Performance Review Conversation

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Questions and support

1. For any queries/technical assistance, please write to pace@in.gt.com.

You may also raise a ticket on HelpDesk under the category ‘PACE’

2. Time spent in goal setting discussions should be charged to the

SuperCoach job code under the activity ‘Goal setting’

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