GOALS.8:1 - Problem frame

Use this when goal information will support help, reflection, recognition or a decision about a person. The object is that receiving use of evidence and the interaction through which it affects work or the person. The result is useful feedback or recognition, or a properly grounded return to the actual personnel decision.

A routine factual update with an understood use need not become a formal assessment. When the question is already a personnel selection, promotion or pay decision, use HRM’s full method; this pattern supplies the goal evidence and the distinctions needed at that connection.