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Post Install Steps for Release 11.0.1

• Seeding New QuickCodes for BUDGET_MEASUREMENT_TYPE

Using the Application

• Date Tracking Assignment Budget Values

• Implementation Steps, Administration

• Creating or Changing an Appraisal Template

• Setting Up the Cost Allocation Key Flexfield

• Defining Element Links - Costing

• APIs and APIs with User Hooks

• Deleting People from the System (Contacts)

• Ending a Position

• Using HR Direct Access to Advertise Vacancies

• Registering a Function

• Setting Up Length of Service Bands

• The Employee Assignment

• End of Year Reporting

• Salary Administration

• Adding the Performance Window to User Defined Task Flows

• Hiring and Rehiring Applicants and Ex-Employees

• Adjusting a Pay Value

Implementation Steps, Administration

You should, however, run the Grant Permissions to Roles process if any subsequent patch release has introduced new tables or objects.

Creating or Changing an Appraisal Template

There is one additional field on the Appraisal Template window, called Assessment Template. This enables you to include an assessment template in the Appraisal Template, and perform an assessment as part of your appraisal process.

Assessment Template

Select an assessment template only if you want to include assessments as part of the appraisal. Otherwise, leave this field blank

Setting Up the Cost Allocation Key Flexfield

Table 1 - 2 lists the five levels, and the correct order of processing priority. Notice that the Payroll level now has the highest priority, but that the Element Entry is still the lowest level of priority.

Level	Qualifiers for this Level	Typical Segments Displayed at this Level
Payroll	Payroll	company code, set of books
Element Link	Element, Balancing	GL account codes for costing and balancing
Organization	Organization	cost centers
Assignment	Assignment	project or product codes, or cost centers that do not map onto organizations
Element Entry	Element Entry	project or product codes (for employees who submit timesheets)
Table 1 - 2. Choosing Where To Display Segments

It is still the case that a code entered at a lower level can override a code entered at a higher level. This means that if a segment is populated at element entry level, it overrides all other levels.

Defining Element Links - Costing

Instead, Step 1, second bullet for the task to enter costing information for the link should read as follows:

Costable Type

If you want all entries of the element to be allocated to the same account, select Fixed Costed.

Deleting People from the System (Contacts)

It deletes a person set up as a contact when you delete a person from the system only if:

• the contact only has basic details set up

• the contact is not used by another person

If you use the Delete Person window to delete a person set up as a contact, Oracle HRMS removes all records of that contact and any relationships.

Ending a Position

If you amend the end date for a position for which grades are attached, Oracle HRMS checks if any of the valid grade end dates are later than the end date of the position. If they are, it amends the 'valid' grade end date for that position so that it matches the position end date. For example, if the grade is valid from the 01-JAN-1900 until 01-JAN-2000 and you amend the position end date to 01-JAN-1999, the end date of the grade for that position is re-set to 01-JAN-1999.

If you remove the end date of a position, Oracle HRMS finds the valid grades for that position with the same original end dates and removes these dates as well.

Using HR Direct Access to Advertise Vacancies

To enable you to advertise vacancies using self-service access, you first define your enterprise's vacancy categories using the QuickCode Type VACANCY_CATEGORY. Then, when you are entering the vacancy information using the Requisition and Vacancy window, you complete the following new field:

Vacancy Category

Select a vacancy category if you want to advertise the vacancy under a category using HR Direct Access.

Date Tracking Assignment Budget Values

Two new fields have been added to the Assignment Budget Values window:

Effective Date From	This displays the effective dates of the assignment budget value and cannot be amended.
Effective Date To	This displays the effective dates of the assignment budget value and cannot be amended.

Setting Up Length of Service Bands

If you are setting up length of service bands for a PTO plan and the Start Rule for the plan is of the type Six Months After Hire, you need to perform an additional step. After you have completed Step 5, query up the element in the Element window and enter the following value in the Length of Service field:

Length of Service

Six months.

Then, if another user tries to enter vacation or sick leave before the six month criterion has been reached, they receive a warning message.

The Employee Assignment

Default Assignment

Using Multiple Assignments

If you then enter an additional assignment, the Primary box is automatically unchecked for that secondary assignment.

If you created the secondary (or other) assignment first, and you are now entering the primary assignment, check the Primary box. The application automatically changes the previous assignment from primary to secondary.

Query back the assignment details to see the changes.

Entering an Additional Assignment

If you are now entering a secondary assignment for a person, the Primary box is automatically unchecked. If you created the secondary (or other) assignment first, and you are now entering the primary assignment, check the Primary box. The application automatically changes the previous assignment from primary to secondary.

Query back the assignment details to see the changes.

Changing Assignment Information

The application automatically changes the previous assignment from primary to secondary.

Query back the assignment details to see the changes.

End of Year Reporting

• That the Employee Run Results report is available to all legislations.

It isn't, it is only available in the United States.

• The Gross to Net Summary report has been rewritten to create two new reports: the Gross to Net Summary report and the Payments Summary report.

This is incorrect, the two new reports are called: the Gross to Net Summary report GB and the Payments Summary report.

APIs, and APIs With User Hooks

Business Process APIs

Flexfield APIs

• PER_APPLICATIONS

• PER_PAY_PROPOSALS

• PER_PAY_PROPOSALS_COMPONENTS

• PER_PERFORMANCE_REVIEWS

• PER_PERIODS_OF_SERVICE

For all other APIs, you must consider what validation each flexfield segment requires and write your own code to maintain flexfield information. 'Skeleton' packages (filename *****fli.pkh, *****fli.pkb) have been provided to hold such code. They will raise an error if any flex segments containing data are passed to the APIs.

Missing APIs

File Name	Package Name	Business Process	Comments
peperapi.pkh/pkb	hr_person_api	update_person
pecrlapi.pkh/pkb	hr_contact_rel_api	create_contract
peprvapi.pkh	hr_perf_review_api	create_perf_review
peprvapi.pkh	hr_perf_review_api	update_perf_review
peprvapi.pkh	hr_perf_review_api	delete_perf_review
pepypapi.pkh	hr_maintain_proposal_api	insert_salary_proposal
pepypapi.pkh	hr_maintain_proposal_api	update_salary_proposal
pepypapi.pkh	hr_maintain_proposal_api	approve_salary_proposal
pepypapi.pkh	hr_maintain_proposal_api	delete_salary_proposal
pepypapi.pkh	hr_maintain_proposal_api	insert_proposal_component
pepypapi.pkh	hr_maintain_proposal_api	update_proposal_component
pepypapi.pkh	hr_maintain_proposal_api	delete_proposal_component

Missing Row Handlers

• PER_PAY_PROPOSALS_COMPONENTS

• PER_PERFORMANCE_REVIEWS

• PER_PHONES

Salary Administration

See the following:

• Using the Salary Administration Window - Changes

• Using the Salary Basis Window - Changes

• Viewing Salary History - Changes

• Performance Ratings - Changes

See: Adding the Performance Window to User Defined Task Flows

Using the Salary Administration Window - Changes

• More information is displayed. For example, minimum or maximum salary information for a grade, the currency in which the salary is paid, greater salary and pay basis information and annual salary details.

• More information can be entered. For example, you can rank the employee at the time of the proposal and track them later on.

• You no longer have to delete each component individually. They are deleted when you delete the proposal.

• The Performance window is now available from both the Salary Administration and Assignments window. (From the Assignments window, select Others then Performance).

To enter a salary for a new employee (or one assigned to a new salary basis):

1. Enter the start date for the salary in the Change Date field (in the Salary Proposal region). For a new hire, this is usually the hire date.

Note: The employee must have an active assignment on this date.

2. Enter the amount of the salary in either the Change Value or the New Value field.

3. Select a reason for the salary, if required.

4. Rank the employee if required. For example, you might want to rank the employee at the time of the proposal and track them later on. If you do rank the salary, enter a value greater than zero.

5. Enter or change the Next Review date, if required.

6. Select a performance review to associate with the salary review, if required. This is a performance review you previously created using the Performance window.

Saving the Salary

7. Save the new salary.

Note: You do not have to approve the new salary, Oracle HRMS approves it automatically.

To propose a salary change for a current employee:

1. Enter the date when the new salary comes into effect in the Change Date field in the Salary Proposal region.

Note: If you are changing the salary basis, you must enter the exact date it changes.

2. Enter a salary proposal as one of the following:

• a new amount

• a single change amount or percentage

• multiple change amounts or percentages

Reflecting different reasons, such as a merit award and a cost of living component.

Entering a New Amount or the Amount of Percentage Change

3. Enter a new salary amount, or the amount or percentage of the proposed change in the Salary Proposal region.

4. You can select a reason for the overall salary change.

5. You can approve the proposal, by checking the Approved box, if you have the authority.

Entering Multiple Components

6. Select the reason for each component of the proposal

7. Select either the amount or percentage of each proposed change.

Each percentage is applied to the last approved salary. For example, if the last approved salary is 3000 and there are two components of 10% and 5%, the new amount is 3000 + 300 + 150.

Note: To effect a salary decrease, enter a negative number in the Change Amount or Change Percent field.

8. You can approve each component, by checking the Approved box independently. However, none of the approvals go into effect until you approve the overall proposal.

Changing Other Information

9. Enter or change the Next Review date, if required. (If you entered a time period for regular salary reviews in the Salary Information region of the Assignment window, the date of the next review appears automatically.)

Saving Your Proposal

10. Save your proposal.

To approve a salary change:

1. Query the proposal.

2. Check the Approved box in the Salary Proposal region, and save.

If some individual components were not already approved, you are warned and they are automatically approved if you continue.

Using the Salary Basis Window - Changes

To define a salary basis:

1. Enter a an appropriate name for the salary basis.

2. Select a pay basis, for example, Annual or Hourly.

If you selected Annual or Monthly, Oracle HRMS identifies the number of payments and enters 1 or 12 in the Pay Annualization Factor field. You can change this value, if required.

If you selected Hourly or Period, the Pay Annualization Factor field is blank. Enter your own values, if required.

Note: This is for information only. For example, to enable you to compare salaries.

3. Select the name of the salary element and input value associated with this salary basis.

4. Optionally, select a grade rate to associate with the salary basis.

Oracle HRMS uses the grade rate to validate your salary proposals. You receive a warning if the salary you enter for an employee is not within the grade rate range defined for the employee's grade.

In doing this check, the system takes account of the hours in the employee's standard work week. It compares the hours on the employee's assignment with those entered for his or her organization.

If the employee works fewer than the standard hours per week for the organization, the system prorates the permissible minimum and maximum grade rate values before validating the salary.

5. Select the grade rate basis (Hourly, Monthly, Annual, or Period) for the rate if you selected a grade rate. For example, if your grade rate specifies the valid monthly salary ranges for each grade, select Monthly Salary in the Grade Rate Basis field.

If you selected Annual or Monthly, Oracle HRMS identifies the number of payments and enters 1 or 12 in the Grade Annualization Factor field. You can change this value, if required.

If you selected Hourly or Period, the Grade Annualization Factor field is blank. Enter your own values, if required.

Note: This is for information only. For example, to enable you to compare salaries within grades.

6. Save your changes.

Viewing Salary History - Changes

• Currency Code which shows the currency in which the salary was paid

• Ranking which shows the employee's rank

Performance Ratings - Changes

Note: You cannot use a performance review entered through the self-service HR Direct Access interface.

To enter a performance rating for an existing review:

1. Select an existing review by one or all the following.

• date

• location

• type

2. Select a performance rating.

3. Enter the next performance review date, if required. (If you entered a time period for regular performance reviews in the Salary Information region of the Assignment window, the date of the next review appears automatically).

To enter a new review and performance rating:

1. Enter the new review date.

2. Select a performance rating, if required.

3. Enter the next performance review date, if required. (If you entered a time period for regular performance reviews in the Salary Information region of the Assignment window, the date of the next review appears automatically)

Adding the Performance Window to User Defined Task Flows

If you want to see the Performance window in your user defined task flows created before Release 11, you must add the Performance window. A new node, PERFREV, has been created for the Performance window, this requires the Assignment (employee) context. Add the PERFREV node to your task flow and amend the navigation path of the task flow to include it.

To add a new form to an existing task flow

1. Enter the task flow you want to amend in the Name field.

2. In the Node block, enter the form's node name.

You must include the new node in the set of nodes you can use in the task flow.

3. Save your changes.

You must now include the node in the navigation path for the task flow.

4. Enter the existing node you want the new node to be accessed from in the Node block.

5. Enter the new node`s details in the Navigation Options region, and edit the existing navigation path as required.

To amend the navigation of a task flow

1. Enter the task flow for which you want to amend the navigation in the Name field.

2. Enter the node name in the Node block.

3. Edit the existing navigation path in the Navigation Options region, as required.

Hiring and Rehiring Applicants and Ex-Employees

Hire Date Rules for Applicants and Ex-Employees

Hiring an Applicant
		Minimum Hire Date:
Either:		1 day after the application has been accepted
Or:		The day after the last of any future-dated changes
Rehiring an Ex-Employee
		Minimum Hire Date:
Either:		1 day after the final process date of the previous employment
Or:		The day after the last of any future-dated changes
Rehiring an Ex-Employee (Back-to-Back Employment)
		Hire Date Must Be:
		The day after the final process date (the final process date must also be the same as the actual termination date)
And:		No future-dated changes can exist

Setting Hire Dates and Future-Dated Changes

For example, if you received an application on January 10th and you changed the applicant's details using future-dates, say on January 22nd and February 10th and you subsequently hire the applicant, the earliest hire date you can enter is February 11th (the date of the last change plus one day).

Alternatively, you could hire the applicant (change their person type to Employee), and then make the changes to their details with the status of Employee.

Rehiring an Ex-Employee

You cannot rehire an ex-employee if the final process date for the previous employment is still blank. If you are rehiring an ex-employee, you need to check that the final process date (on the Terminate window) is entered before you rehire the ex-employee.

You can, however, rehire an ex-employee, providing that the hire date is at least 1 day after the final process date of the previous employment, or the day after the last of any future-dated changes.

Back-to-Back Employment

To create back-to-back employment, you terminate an existing period of service and enter a new period of service on the day after. For example, an employee starting new employment on April 1st must have an actual termination date and a final processing date (for payroll processing) for Employment A on March 31st. (If your enterprise does not have Oracle Payroll, the final processing date automatically defaults from the actual termination date for you).

Note: You cannot change the hire date of any back-to-back employment. Instead, you must cancel the hire and re-hire the employee.

Cancelling a Hire

The applicant data history is retained.

Changing the Hire Date

To change the hire date:

1. Query the person in the People window.

2. Change the hire date. The hire date must fall within the general rules:

• It must be within an active period of service

• There must be no actual termination date or final payment date

• It must be between the last change (person type or attribute change) plus a day, and any future-dated changes (person type or attribute change) minus a day

• None of the hire or re-hire rules are broken

3. Save your changes.

Hiring an Applicant

To hire an applicant:

1. Update the applicant assignment status to Accepted in the Application window.

2. Set your effective date to the applicant's hire date.

Note: If future-dated changes exist, the hire date is the date of the last change plus at least one day. If no future-dated changes exist, the minimum hire date is the accepted date, plus one day.

3. Query the applicant in the People window.

4. Select Employee in the Type field. The Hire Date field displays your effective date.

5. Save your work.

Rehiring an Ex-Employee

To rehire an ex-employee:

1. Set your effective date to the new hire date. Ensure that there is at least one day between the previous and new period of service.

2. Query the ex-employee in the People window.

Note: You cannot rehire an ex-employee if the final process date for the previous employment is still blank. Check that the final process date (on the Terminate window) is entered before you rehire.

3. In the Type field, select Employee. The Hire Date field displays your effective date.

4. Save your work.

To rehire an ex-employee (back-to-back contract):

1. Query the person in the People window.

2. Set your effective date to the applicant's required hire date. The hire date must be the final process date (and actual termination date) plus one day.

3. Save your changes.

Registering a Function

Adjusting a Pay Value

In Step 2, in the section Entering Elements, Adjusting a Pay Value, we have now explained how you can select None as an adjustment from the adjustment pop-up list. This removes any existing adjustments.

You can now do either of the following:

• Remove an adjustment that has been incorrectly entered.

• Update an existing adjustment. For example, if you want to update an Add adjustment to a Subtract adjustment it is only possible to do this by firstly removing the Add adjustment and then creating the Subtract adjustment.

Seeding New QuickCodes for BUDGET_MEASUREMENT_TYPE

In the 11.0.1 install, the following values are now seeded for BUDGET_MEASUREMENT_TYPE:

Value	Meaning
FTE	Full Time Equivalent
HEAD	Head Count
MONEY	Money
PFT	Percent Full Time

Implications of the New Seeded Values

• Identical QuickCode values to those seeded, but with different meanings

• Different QuickCode values to those seeded, but with identical meanings

• Identical QuickCode values and meanings to those seeded

• Different (or no) QuickCode values and meanings to those seeded

Note: Once you have run the Release 11.0.1 install, we suggest you use the QuickCodes window to check your existing and new seeded values and meanings.

Scenario 1 - Identical QuickCode Value(s) But Different Meanings

In this instance, Oracle HRMS assumes that you used the QuickCode value in the way the new seeded value is intended for use, irrespective of the meaning, so doesn't seed the new QuickCode value or meaning for HEAD and Number of Employees. It does, however seed the other QuickCode values and meanings.

Your Values and Meanings - Before the installation is performed:

Value	Meaning
HEAD	Number of Employees

Your Values and Meanings - After the installation is performed:

Value	Meaning
FTE	Full Time Equivalent
HEAD	Number of Employees
MONEY	Money
PFT	Percent Full Time

Note: If, for example, a seeded formula to calculate head count is provided by Oracle HRMS in the future, the calculation drives off all assignment budget value records tagged with the QuickCode value HEAD, regardless of the use you made of this value in the past.

What You Need to Do

To change the meaning of the QuickCode value:

Either:

1. Update the meaning of the value HEAD to Head Count using the QuickCodes window.

2. Create a new QuickCode value and meaning for the QuickCode BUDGET_MEASUREMENT_TYPE.

For example, create a QuickCode value NUMEMPS (number of employees).

3. Transfer the current assignment budget values from HEAD to a new value using the script pepstabv.sql. Enter HEAD as the value from which you want the assignment budget value to be transferred and enter NUMEMPS as the value to which you want the assignment budget value records to be transferred.

See: Running the Script Pepstabv.sql to Transfer Budget Values.

Or:

1. Leave the assignment values as they are. Then, any seeded formula to calculate head count drives off the QuickCode value HEAD, using the assignment budget values.

Note: The meaning of the value 'HEAD' remains as 'Number of Employees' although the seeded meaning would have been 'Head Count' had the value not already existed.

Scenario 2 - Different QuickCode Value(s) But Identical Meaning

In this instance, Oracle HRMS updates the meaning to avoid data integrity problems. However, none of the assignment budget value records that refer to this QuickCode value have been modified, and there are now two QuickCode values for full time equivalent assignment budget values: Full and FTE.

Note: The value changed to have an @ sign at the beginning of the meaning.

Your Values and Meanings - Before the installation is performed:

Value	Meaning
FULL	Full Time Equivalent

Your Values and Meanings - After the installation is performed:

Value	Meaning
FULL	@Full Time Equivalent
FTE	Full Time Equivalent
HEAD	Head Count
MONEY	Money
PFT	Percent Full Time

What You Need to Do

To replace the old QuickCode value with the seeded value.:

1. Run the script Pepstabv.sql to replace the old QuickCode value with the seeded value. Enter FULL as the value from which you want the assignment budget value to be transferred and enter FTE as the value to which you want the assignment budget value to be transferred.

See: Running the Script Pepstabv.sql to Transfer Budget Values.

2. Disable the QuickCode value FULL.

Scenario 3 - Identical QuickCode Value(s) and Meanings

In this instance, Oracle HRMS does not seed the QuickCode values and meanings, and retains your own.

What You Need to Do

Note: We assume that your understanding and use of the QuickCode values and meanings is identical to Oracle HRMS's understanding and use.

Scenario 4 - Different QuickCode Value(s) and Meanings

In this instance, Oracle HRMS retains your own QuickCode values and meanings (for example, EMP and My Head Count), and seeds the new QuickCode values and meanings (HEAD and Head Count).

Your Values and Meanings - Before the installation is performed:

Value	Meaning
EMP	My Head Count

Your Values and Meanings - After the installation is performed:

Value	Meaning
EMP	My Head Count
FTE	Full Time Equivalent
HEAD	Head Count
MONEY	Money
PFT	Percent Full Time

What You Need to Do

To replace the old QuickCode value with the seeded value:

1. Run the script Pepstabv.sql to replace the old QuickCode value with the seeded value. Enter EMP as the value from which you want the assignment budget value to be transferred and enter Head as the value to which you want the assignment budget value to be transferred.

See: Running the Script Pepstabv.sql to Transfer Budget Values.

2. Disable the QuickCode value EMP.

Running the Script Pepstabv.sql to Transfer Budget Values

If you are running pepstabv.sql, you must run it immediately after Release 11.0.1 has been installed. Otherwise, if a single assignment has assignment budget values of both the old and new types before running the script, data problems mat occur.

To run the script pepstabv.sql:

1. Back up your data before before running the script as pepstabv.sql changes the assignment budget values automatically.

2. Run the script pepstabv.sql ($PER_TOP/patch/110/sql/pepstabv.sql)

For example, sqlplus <apps a/c username>/<apps a/c password>@<your database name> @pepstabv.sql

3. Enter the old value (the QuickCode value from which you want the assignment budget value to be transferred).

4. Enter the new value (the QuickCode value to which you want the assignment budget value to be transferred).

Warning: If you have already moved an old value to a new value and you run pepstabv.sql again with a different old value and the same new value, both sets of data refer to the same new value and data problems will occur.

Making Post Script Checks

To make post script checks:

1. Check the assignment budget values for different employees to ensure that the description has changed in the expected manner.

2. Check the organization budget value defaults, and also check the values available on the Value field within the Flexfields window.

3. Check the budgets to ensure the measurement type displayed has been updated.