We don't write our performance goals until June and get management's 'formal goals' (copy of our self-written goals) until July. I've already accomplished 80% of my 'goals' for the year by the time I get them. It's nice to know I'm so successful mid-year, but it doesn't really matter since there's no real compensation either way ;D
Lucky Dilbert. I usually have some vague open target which basically covers everything which has gone bad - even if I wasn't part of that project. Therefore my boss is able to make an even "goal achievement" throughout the whole department because he doesn't want anybody being jealous about somebody else getting a higher bonus.
And it works: now we are just jealous about other people getting the same bonus for less work!