Goals show up in two places in Performance: general performance goals tied to an employee, and PIP goals tied specifically to an improvement plan.
PIP goals are the more structured of the two: each goal has a title, an optional target value and current value, a measurement unit, a target date, and a priority/weight. Progress can be tracked either as a percentage against the target value, or by status (not started, in progress, completed, at risk).
General performance goals are simpler: a title, status, and progress, tracked against a due date, usually set alongside a review cycle rather than as their own separate workflow.
Updating progress: whoever owns the goal (employee or manager, depending on how it was set up) updates the current value or status as work happens, rather than waiting until the end of a review period to record it all at once.