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Oracle® Fusion Applications Workforce Development Implementation Guide
11g Release 1 (11.1.1.5.0)
Part Number E20380-01
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19 Define Worker Performance

This chapter contains the following:

Performance Document Components: How They Work Together

Performance Documents: How They Work with Profiles and Goals

Manage Worker Performance Profile Option Values

Manage Process Flow Definitions

Manage Sections

Manage Performance Templates

Manage Target Ratings Distribution

Manage Matrix Layouts

Performance Document Components: How They Work Together

To create a performance document you need a performance template. The performance template contains a document type, template sections, and a process flow, which you must create before you create the performance template.

Document Types

Document types categorize the types of performance documents that are valid for an organization, such as an annual evaluation, a semiannual evaluation, a project evaluation, and any others you require. You set the dates to determine the time period that a document type is valid.

Performance Template Sections

Sections form the structure of a performance document. In the sections you configure the types of content that can be rated and the processing options for ratings. You also determine the sources of content, and how the performance documents integrate with profiles and Oracle Fusion Goal Management goals. Sections can also contain options for managers and workers to provide final feedback about the evaluation.

You can configure up to five different section types. Your organization may require an annual performance evaluation that includes any or all of these sections:

Each of these requires separate sections that you add to a performance template to support the process flow used by the template.

Process Flows

Create process flows to determine which tasks workers and managers perform as part of the evaluation process. For example, you can include tasks to set goals, managers to evaluate workers, and workers to evaluate themselves. You can create as many process flows as needed to correspond to the different evaluation requirements of your enterprise.

The process flow dictates which sections are required for the performance template. For example, if the process flow includes the task for managers to rate workers, you must set up Profile Content or Goals sections where managers can rate workers on competencies or goals, or an Overall Summary section where managers provide an overall rating.

Performance Templates

Performance templates bring together the information that is used to create performance documents. In the performance template, you select the roles that can access the performance documents created from the template, specify the processing rules for the document, and enter the periods for which the performance documents are valid. You also select the document type, sections, and process flows to use, and any additional content on which to rate workers. You can edit sections as required in the template.

Performance Documents: How They Work with Profiles and Goals

During a performance evaluation, the line manager or worker can update a performance document to include competencies from the worker's job profile and content library, and performance goals. Goals can be created directly in the performance document, or additionally, if Oracle Fusion Goal Management is used, added from the goal library and worker's goals. When the performance document is completed the worker's person profile is updated to reflect competency proficiency levels in the performance document. Workers and managers can maintain goals either in the performance document or using the Goal Management business process, and the goals are updated in both locations.

This figure illustrates the sources of competencies and goals for the performance document, and how profiles and goals are updated from the performance document.

Diagram of how performance documents
work with profiles and goals

Adding and Updating Content in the Performance Document

When created, the performance document may contain competencies and goals that the performance template is configured to provide. These can include competencies from the content library or from the worker's job profile. If Goal Management is used, goals from the template may include the worker's own goals and others selected from the goal library. During the evaluation process workers and managers can add additional competencies from the content library, create new goals, and add goals from the goal library. They can also update the performance document to transfer any changes in job competencies, or goals from the Goal Management pages, to the document to ensure that they have the most recent content. The ability to add and update competencies and goals from these sources depends on the settings for the template used to generate the performance document.

To update the competencies and goals in the performance document, they use the Update Goals and Competencies action on the pages used to evaluate the worker or set document content.

When adding competencies by updating from the job profile, only those that are associated with the job to which the performance document applies are added. Competencies associated with profiles for which the worker has another active performance document are not added. However, managers and workers can add these competencies directly to the performance document by adding them from the content library.

Managing Goals in Two Locations

If Goal Management is enabled, any goals that managers or workers create in the performance document or add from the goal library are also added to the pages used to manage goals when they save the performance document. When goal plans are used, these goals are added to the active performance goal plan that contains the goal start date. If goal plans are not used, the goals are added to the worker's performance goal list.

Goals that they edit in the performance document are updated in Goal Management so that the primary goal information is consistent in both locations. They can update the goal name, description, status, and dates in the performance document, which are captured in the pages used to manage goals when they save the performance document. Weights added to a goal in Goal Management are transferred to the performance document only when the goal is added to the performance document. Changes to the weight in Goal Management after the initial transfer are not reflected in the performance document. Goal weights are never updated from the performance document to Goal Management. Comments added to goals in the My Goals or Goal Details pages appear in the performance document; those made in the performance document do not appear in Goal Management pages. Goal ratings appear only in the performance document, however. Goals can have additional attributes that display in the Goal Management pages but do not appear in the performance document.

When managers or workers edit the worker's existing goals in Goal Management, the changes are reflected in the performance document when it is opened, or when they perform the Update Goals and Competencies action. To copy new goals into the performance document from the goal management business process they must use the Update Goals and Competencies action in the performance document.

Updating Profiles from a Completed Evaluation

When the performance document is completed the application updates the worker's profile to include the changes made in the performance document, if the performance document is configured to do so. Updated content includes the competencies and their rating levels provided by the manager. The ratings provided by the worker are not included. After the performance document is completed, it becomes a static document, and any changes to the job competencies are not reflected in the performance document.

Completing Goals in the Performance Document

When the performance document is completed the goals are updated in Goal Management. After that process concludes, managers and workers can no longer update goals in the performance document either directly, or by using Goal Management. They can continue add or update goals in Goal Management, but those changes are not reflected in the performance document.

FAQs for Define Worker Performance

How can I diagnose any issues with Oracle Fusion Performance Management data?

After populating the Oracle Fusion Performance Management data tables, you can run the Performance Management Integrity Validations test from the Help - Supportability menu. The validations test generates a report that contains details of any rows that are invalid, which you can repair or remove.

For Performance Management, the test validates six categories of data integrity:

Manage Worker Performance Profile Option Values

Oracle Fusion Performance Management Profile Options: Critical Choices

Set the profile option for Oracle Fusion Performance Management to define the rating model that is used in performance documents to provide the overall ratings that display in analytics and comparisons of workers.

Default Rating Model for Performance Management Analytics

Specify the Default Rating Model for the Performance Management Analytics profile value. The worker's overall rating for the latest performance document using the profile value will be displayed on the pages of other business processes and can be used to make comparisons between workers or a worker's past and present ratings.

The ratings and comparisons can appear in the:

Note

The overall ratings that appear in the Performance and Potential box chart, the My Organization Rating Distribution analytic, and the My Organization Performance Summary table on the My Organization tab of the Performance Manager Overview page are those taken from the performance document that the manager selects to view, and may not use the profile option rating model. The Rating History analytic that appears on the performance document pages displays the history for the other performance documents using the same performance template as the performance document.

Manage Process Flow Definitions

Performance Process Flow Setup: Points to Consider

Set up the process flow to include the tasks, and their sequence, used by the performance template for performance evaluations. You can create as many templates as you need, and each template supports an evaluation type, such as annual or semiannual evaluation, project evaluation, and so on. Your decisions determine the:

Tasks and Subtasks

A process flow can contain up to nine tasks. Some of the tasks contain subtasks. The following table shows the tasks, along with whether the task includes a subtask, which roles can perform the tasks, and a description of the task function.


Task

Subtask

Role that Performs Task

Task Function

Set Goals

 

Worker, manager, or both

Add content to rate, such as competencies and performance goals, to the performance document. Include this task to let workers and managers determine the content the worker is evaluated on, and expectations for the worker, for example, at the beginning of an evaluation period. If this task is not included, managers and workers can still add content in the Worker Self-Evaluation and Manager Evaluation of Worker tasks.

This task is required if the Set Next Period Goals task is included in the process flow for the preceding evaluation period.

Worker Self-Evaluation

Subtask 1: Track Worker Self-Evaluation

Subtask 2: Worker Self-Evaluation

Subtask 1: Manager

Subtask 2: Worker

Worker evaluates self. Worker can also add content to be rated to the performance document. The manager can track the worker self-evaluation to view any changes the worker makes to the performance document, but cannot view the ratings and comments the worker provides until the worker completes the subtask.

Manager Evaluation of Worker

 

Manager

Manager evaluates worker. Manager can also add content to be rated to the performance document.

First Approval

 

Manager

Approve the performance document of the worker.

Second Approval

 

Manager

Approve the performance document of the worker.

Share Performance Document

Subtask 1: Share Performance Document

Subtask 2: Acknowledge Document

Subtask 1: Manager

Subtask 2: Worker

The manager shares the document so that the worker can view the manager's ratings, and the worker acknowledges viewing the ratings.

The setting to determine whether the worker can view the manager ratings is made when defining the performance template sections.

Confirm Review Meeting Held

Subtask 1: Conduct Meeting

Subtask 2: Acknowledge Review Meeting

Subtask 1: Manager

Subtask 2: Worker

After the worker and manager meet to discuss the evaluation, the manager indicates that the meeting was conducted, then the worker acknowledges that the meeting took place.

Provide Final Feedback

Subtask 1: Worker Provides Final Feedback

Subtask 2: Manager Provides Final Feedback

Subtask 1: Worker

Subtask 2: Manager

Worker and manager can provide final comments about the evaluation.

Set Next Period Goals

 

Manager, worker, or both

The roles are those specified for the Set Goals task for the performance document for the subsequent period.

Set goals for the period following the active performance document.

Task Sequence

After you select the tasks to include as part of the process flow, you can change the task sequence. Some tasks are logical in sequence. For example, it is likely that you would place the Set Goals task before the Worker Self-Evaluation and Manager Evaluation of Worker tasks, and those before the First Approval task. However, you may choose not to use all of those tasks. Your enterprise may not require the Set Goals task, and let workers and managers add goals and competencies to the performance document as part of the evaluation tasks.

Other tasks have more flexibility. For example, you may want to schedule the Share Document task either before, or after, the First Approval task, depending on when you prefer to let workers see the manager ratings.

During the performance evaluation, all tasks, with the exception of Set Next Period Goals, must be completed by the role that performs the task before the next task can be started, even if the same role performs both tasks. The Set Next Period Goals task can also be performed at any time, as long as the performance document template for the subsequent period is available and the document can be created.

Task Names

You can configure the task and subtask names for both the manager and worker roles. The names you configure appear on the application pages. You must configure task names separately for each process flow you set up.

Performance Process Flows: Examples

You create process flows that are referenced by performance templates to create specific evaluations. The following examples illustrate how to use process flows for some common review situations.

Creating a Process Flow for an Annual Review

ABC Company has an annual evaluation for all employees. The company policy requires that the employees and managers collaborate on adding content to the performance document. Both workers and managers also are required to rate the worker, after which the manager must seek approval for the completed performance document. Once the document is approved, managers must conduct a formal meeting with the worker to discuss the evaluation, which the worker must acknowledge. After the meeting, the worker can comment on the performance evaluation or the process, which the manager can then rebut, if necessary. Finally, workers and managers can begin to set the content for the following period's evaluation. ABC will change the default names of the tasks and subtasks to reflect the company nomenclature.

The tasks and subtasks in the following table constitute the process flow you create to include in the performance template used to create the performance documents for the evaluation.


Task Order

Default Task Name

New Task Name

Default Subtask Name

New Subtask Name

Roles

10

Set Goals

Set Competencies and Goals

 

 

Worker

Manager

20

Worker Self-Evaluation

 

Subtask 1: Track Worker Self-Evaluation

Subtask 2: Worker Self-Evaluation

Subtask 1: Track Employee Evaluation

Subtask 2: Evaluate Yourself

Subtask 1: Manager

Subtask 2: Worker

30

Manager Evaluates Worker

Evaluate Employee

 

 

Manager

40

First Approval

Approve Evaluation

 

 

Manager

50

Confirm Review Meeting Held

 

Subtask 1: Conduct Meeting

Subtask 2: Worker Acknowledges Review Meeting

Subtask 1: Confirm Meeting

Subtask 2: Acknowledge Meeting

Subtask 1: Manager

Subtask 2: Worker

60

Provide Final Feedback

 

Subtask 1: Worker Provides Final Feedback

Subtask 2: Manager Provides Final Feedback

Subtask 1: Provide Feedback to Manager

Subtask 2: Provide Final Feedback

Subtask 1: Worker

Subtask 2: Manager

70

Set Next Period Goals

Set Next Period Competencies and Goals

 

 

Worker

Manager

Creating a Process Flow for a Project Review

The company has a special project for a group of workers to deliver a new module within six months for their existing mobile application to beat a competitor. ABC Company wants to perform a simplified review of the workers who worked on this important project. The workers will also be subject to the annual performance evaluation in a few months.

For the project review, the managers will provide all the goals and the reviews as part of the Manager Evaluates Worker task. The workers will not provide any goals or perform a self-evaluation on the project so they can continue to concentrate on their work responsibilities. The manager evaluations must be approved, after which the managers must share the documents with the workers because the workers are required to acknowledge that they reviewed the manager ratings. No meetings are required, since those can be combined with the meetings following the annual review. ABC will use the default names of the tasks and subtasks.

The following table shows the tasks, along with who performs them, and their order that are required to create the process flow.


Task Order

Task

Subtask

Roles

10

Manager Evaluates Worker

 

Manager

20

First Approval

 

Manager

30

Share Performance Document

Subtask 1: Share Performance Document

Subtask 2: Worker Acknowledges Document

Subtask 1: Manager

Subtask 2: Worker

Performance Document Completion Status: How It Is Determined

You define the tasks and subtasks that are included in a performance document in the process flow. The process flow is used by a performance template to create performance documents. The status of tasks and subtasks determines the completion status of the entire performance document.

Settings That Affect Performance Document Completion Status

Each task and subtask has a status. For example, the Set Goals task can be not started, in progress, or completed. When a task has subtasks, its status derives from the status of its subtasks. The status of a performance document derives from the status of all tasks in the document's process flow.

The following table shows the task statuses.


Task

Roles

Valid Statuses

Has Subtasks?

Set Goals

Worker

Manager

Not started

In progress

Completed

No

Worker Self-Evaluation

Worker

Not started

In progress

Completed

No

Manager Evaluation of Worker

Manager

Not started

In progress

Completed

No

First Approval

Manager as Requester

Not started

Approved

No

Second Approval

Manager as Requester

Not started

Approved

No

Share Performance Document

Worker

Manager

Not started

In progress

Completed

Yes

Conduct Meeting

Worker

Manager

Not started

In progress (visible only to the manager after sharing the document with the worker, before the worker acknowledges the meeting)

Completed

Yes

Final Feedback

Worker

Manager

Not started

In progress

Completed

Yes

Set Next Period Goals

Worker

Manager

Not started

In progress

Completed

No

For subtasks, the status changes from Not started to In progress when the person performing the subtask saves a performance document. When that person submits the performance document, or uses an equivalent action, such as sharing or acknowledging the performance document, the subtask status changes to Completed. The following table shows a summary of the possible subtask statuses:


Task

Subtask

Roles

Valid Statuses

Share Performance Document

Share Performance Document with Worker

Manager

Not started

In progress

Completed

Share Performance Document

Acknowledge Performance Document

Worker

Not started

Completed

Conduct Meeting

Indicate Meeting Held

Manager

Not started

Completed

Conduct Meeting

Acknowledge Meeting

Worker

Not started

Completed

Final Feedback

Provide Final Feedback

Worker

Not started

In progress

Completed

Final Feedback

Provide Final Feedback

Manager

Not started

In progress

Completed

How Completion Status Is Calculated

The performance document status is derived from the task status, which is derived from the status of any subtasks within the task. For tasks that have subtasks, the status is Completed when all the subtasks within the task are completed.

The performance document statuses and the condition leading to each status for all available tasks are shown in the following table.


Document Status

What the Status Means

Not started

No tasks are started

In progress

At least one of the following tasks are in progress or completed: Set Goals, Worker Self-Evaluation, Manager Evaluation of Worker

Submitted

Manager submitted the performance document for approval

Approved

Approver approved the performance document

Document shared with worker

Manager completed the Share Performance Document subtask

Document acknowledged

Worker completed the Acknowledge Document subtask

Review meeting held

Manager completed the Conduct Meeting subtask

Review meeting acknowledged

Worker completed the Acknowledge Review Meeting subtask

Worker final feedback provided

Worker submitted final feedback

Manager final feedback provided

Manager submitted final feedback

Completed

All tasks and subtasks are completed, excluding Set Next Period Goals

Canceled

Human Resources (HR) specialist or the manager canceled the performance document

On the Performance Manager Overview page, you can see the number of documents where a task (for example, Set Goals) is in a particular status (for example, Completed) expressed as a percentage of the number of performance documents for a population.

Relationship of Subtask Status to Task Status for One Subtask

If the process flow includes a task that has subtasks but only one subtask is configured, then the task status is the same as the subtask status.

Relationship of Subtask Status to Task Status for Two Subtasks

The process flow definition includes the Final Feedback task. Both subtasks are configured: Worker Final Feedback and Manager Final Feedback. The Manager Final Feedback subtask cannot begin until the Worker Final Feedback task is completed.


Subtask Status: Worker Final Feedback

Subtask Status: Manager Final Feedback

Task Status: Final Feedback

Not started

Not started

Not started

In progress

Not started

In progress

Completed

Not started

In progress

Completed

In progress

In progress

Completed

Completed

Completed

Manage Sections

Performance Template Section: Critical Choices

You must create a section for each task that requires a section used in the process flow.

To create a section, you must specify the section type, and depending on the section type, also specify:

Once created, the sections are available for you to use in the performance template. In the performance template, you can edit the processing options you select for a section.

Section Types

The section types are:

You must define a section for the tasks that appear in the process flow that require a section. Each section appears as a tabbed page in the performance document. Only one section of each type can appear in a performance document. The tasks that require a section, and the sections they require, appear in the following table.


Task

Required Section

Set Goals

Set Next Period Goals

At least one of:

  • Profile Content

  • Goals

Worker Self-Evaluation

Manager Evaluations of Workers

At least one of:

  • Profile Content

  • Goals

  • Overall Summary

Worker Provides Final Feedback

Worker Final Feedback

Manager Provides Final Feedback

Manager Final Feedback

Section Ratings and Weighting

For the Profile Content, Goals, and Overall Summary sections, you can select whether to enable section ratings. When you enable section ratings, managers and workers can select a rating for the section. For the Profile Content and Goals sections, they can rate the section separately from the individual evaluation items contained within the section. For the Profile Content section, the evaluation items include competency type content items. The Goals section contains goal items.

The rate section setting also enables the application to calculate a rating for the section. Managers and workers can use the calculated ratings as a guide to manually select their ratings. For Profile Content and Goals sections, the application calculates ratings based on worker and manager ratings on individual items in the section. For the Overall Summary section, the application calculates ratings using the Profile Content and Goals section ratings.

You can select to weight a section, or items, in a section to place more or less importance on the section or item. The application uses the weights to calculate section and overall ratings.

Calculation Rules

In the Overall Summary, Profile Content, and Goals sections, you can have the application calculate the employee's performance rating in addition to having workers and managers manually enter ratings. For the Overall Summary section, the calculation rule you select is used to determine overall ratings for performance based on the calculations for the Profile Content and Goals sections. Select one of the following calculation methods:

Rating Models

In the Overall Summary, Profile Content, and Goals sections, you use rating models to rate the workers. Rating models are determined in Profile Management. If you use a particular rating model to rate the items in a section, you can use the same rating model to rate the section itself, or you can select a different model to rate the section.

Important

For the Overall Summary section, you must select the default Profile Option rating model for the overall ratings to appear where performance ratings are compared between workers, or between a worker's past and present ratings. These include the Performance and Potential graph and the My Organization Performance Summary on the Performance Manager Overview page.

Content Item Processing

For the Profile Content and Goals sections, you select the ratings and calculation rules to use to determine rating scores for the evaluation items, if your organization uses calculated ratings. If you use performance rating models for the items--either because you selected the Proficiency and performance, or Performance, rating type for the Profile Content section, or it is a Goals section--you can select different rating models to rate individual items separately from the rest of the items in the section. The calculation rules will be applied to each item, then combined using the calculation rule you selected for the section to determine the section rating.

Important

For the Profile Content section, you must select a rating type of either Proficiency or Proficiency and performance to use a proficiency rating model so the rating (proficiency level) results from the performance evaluation can be updated to the worker's person profile.

Section Content Items

In the Profile Content and Goals sections, you can specify the source of evaluation items that appear in the section. You can also designate additional items to appear in the section.

For the Profile Content section, you can specify competencies to be delivered from the profile related to the worker's job data, or another specific profile that you select. Profiles are maintained in Oracle Fusion Profile Management. When you create the performance template, you can pull the items from the selected profile into it. Workers and managers can also pull updated profile content into the performance document by using the update action to receive any content changes made between the time the performance document was created or last updated and rating the content.

For the Goals section, you can specify whether to use goals from Oracle Fusion Goal Management. Performance goals that workers or managers add to the Goal Management pages that are configured to included in performance documents are added to the document when they:

The specific evaluation items you add to the section can be pulled into the performance template when you add the section to it, and into the performance document when it is created.

Performance Template Section Calculation Rules:Critical Choices

To use calculated ratings, you must select the type of calculation rules to use for rating Profile Content, Goals, and Overall Summary sections of a performance template section. The options are:

You can change the calculation rule for the section selected in the performance template where the section is used.

Average Method

To use this method, the rating models that are associated with the section and its content items must define numeric ratings that correspond to the rating descriptions. The application calculates the average of the item ratings to determine the section rating, and then the application calculates the average of the section ratings to determine the overall rating. The application uses the numeric ratings to calculate a weighted average if weights exist; otherwise, it calculates a straight average. It then converts this average back to a performance document rating, using the rating model.

Sum Method

To use this method, the rating models that are associated with the section and its items must define review points. The rating model for the section must also define point ranges (from points and to points). The application converts ratings to review points as defined in the rating model, calculates the total review points, and converts this total into the corresponding review rating for the section by using the point range on the rating model. Weights, and any items without ratings, are ignored.

When using the sum method for the overall rating, section rating calculation rules can be sum or average only.

Band Method

This method is similar to the sum method, but is available only for the Overall Summary section of a performance document. The Profile Content and Goals sections, however, use the average or sum method. To use the band method, the rating model that is associated with the Overall Summary section must include a performance document band and define review points as well as point ranges (from points and to points). During the calculation process, the application computes the total review points across all sections and converts this total into the equivalent rating on the document band.

Item Processing: Critical Choices

When you enable content items for a section, you specify the:

Rating Type

Rating types determine the rating models that are available for workers and managers to use to select the content item ratings in the performance document and to calculate the item ratings.

For Profile Content sections, the available rating types are:

For Goals sections, only the Performance rating type is available.

When you select either Performance or Proficiency and Performance rating types, you can use the same rating model for content items that the section uses, or select another. You can also select different performance rating models for individual content items. This enables your organization to rate some goals that may be specific to a department using a different rating model than that used for organization-wide goals, for example.

Proficiency levels are published to Oracle Fusion Profile Management when the performance document is completed. Performance ratings for competencies and goals are not published to Profile Management.

Item Calculation

The item calculation method determines how the item is rated.

When the rating type is Proficiency and Performance, you can select:

When the rating type is either Proficiency or Performance, the default values for the item calculation method are the same and cannot be changed.

Properties

You can select the attributes that you want to make available for items.

The effects of selecting the properties are shown in the table.


Property

Effect

Target Proficiency Level

Target proficiency levels appear for the items in the performance document. The target proficiency level that appears is the target proficiency level for the item from the most specific profile type used for the section, if one exists. For example, if you select job profile as the profile type used by the section, the target proficiency levels in the performance document are those for the competencies belonging to the worker's job profile.

Target Performance Rating

You can select target performance ratings for the items you add to the section or the performance template. In the performance document, workers can select target performance ratings for the items that they add to the document, and managers can select target performance ratings for the items that they, or the workers, add to the document.

Weight

You can enter weights for items in the section and the performance template to determine the relative importance of the items within the section. In the performance document, managers and workers can change weights for the items they add to the document, or goals added from Oracle Fusion Goal Management. When using calculated ratings, this is available only when you select the Average calculation rule for the section.

Minimum Weight

You can enter minimum weights for items in the performance template. In the performance document, managers can edit the minimum weights.

Required

In the performance template section or the performance template, select the Required check box to prevent workers and managers from editing or deleting the item in the performance document. You can use the Required setting to create a performance template that contains standard competencies and goals, for example, that can be used to rate workers on the competencies for a particular job profile type.

Performance Ratings Using the Average Method: How They Are Calculated

The application can calculate ratings for each section and the overall rating using the average calculation rule. The average rule can be used to calculate ratings using various rating models and apply weighting, when weighting is implemented.

Settings That Affect Average Rating Calculations

The factors that determine average rating calculations are the:

How Performance Ratings Are Calculated

In the average method, the application calculates the average of the content item ratings to work out the section rating, and then calculates the average of the section ratings to determine the overall rating. The application calculates ratings using precise values throughout the calculation process, and applies rounding at the end. Rounded values can appear in the performance document for the sections and overall ratings. The number of decimals displayed is determined in the performance template.

Average Method Without Weighting

ABC Company uses the same rating model for the Competencies, Goals, and Overall Summary sections, with no weighting. The rating model has five points in the scale, and the numeric values are 1, 2, 3, 4 and 5. Assume that all content items use the same rating model. The performance template is set up to use the standard rounding rule, and the overall rating is set to display to two decimal places.

The following table shows the ratings for the Competencies section.


Competency

Item Rating

Maximum Rating from Rating Model

Decimal Score (Item Rating/Maximum Rating)

Teamwork

4

5

0.8

Leadership

3

5

0.6

Communication

2

5

0.4

Analytical Skills

4

5

0.8

Ethics

5

5

1.0

Conceptual Thinking

4

5

0.8

The sum of the decimal scores is 4.4, from a possible maximum of 6.0. The 4.4 must be converted to a value on the rating model for the section. The section maximum rating is 5, so the formula to calculate the section rating is:

(Total Decimal Score) / (Total Maximum Decimal Score) x (Maximum Rating from Section Rating Model), or in this example: (4.4 / 6) x 5 = 3.67.

In this example the section rating for competencies is 3.67 out of 5.

The following table shows the ratings for the Goals section.


Goal

Item Rating

Maximum Rating from Rating Model

Decimal Score (Item Rating / Maximum Rating)

Increase sales revenue

5

5

1.0

Cut expenses

3

5

0.6

Grow business in Asia

5

5

1.0

Participate in mentoring

5

5

1.0

The sum of the decimal scores is 3.6, from a possible maximum of 4.0. The 3.6 must be converted to a value on the rating model for the section, just as for the Competencies section. The section maximum rating is 5, so using the same formula to calculate the section rating as for competencies, the section rating is: (3.6 / 4) x 5 = 4.5.

In this example the section rating for goals is 4.5 out of 5.

To determine the overall rating, the application calculates the average of the two sections. The overall rating calculation is: (3.67 + 4.5) / 2 = 4.085. When the rounding rules and decimal settings are applied, the final overall rating is 4.09.

Average Method with Weighting

The following year, ABC Company uses the same rating model for the Competencies, Goals, and Overall Summary sections as in the previous example, but applies weights to the sections and individual content items. The weights determine the relative value of one section compared to another section, or content items to one another. Any content items that do not have weights are ignored in the calculations. The application validates that the sum of the weights for content items within a section is 100, and the sum of the sections that contain content items (that is, the Competencies and Goals sections) within a performance document is also 100. No rounding rules are applied in the performance template, but the ratings are set to display to two decimal places.

The following table shows the ratings for the Competencies section.


Competency

Item Rating

Maximum Rating from Rating Model

Decimal Score (Item Rating / Maximum Rating)

Weight

Weighted Score (Decimal Score x Weight)

Teamwork

4

5

0.8

35

28.0

Leadership

3

5

0.6

5

3.0

Communication

2

5

0.4

10

4.0

Analytical Skills

4

5

0.8

20

16.0

Ethics

5

5

1.0

10

10.0

Conceptual Thinking

4

5

0.8

20

16.0

The sum of the weighted scores is 77.0, from a possible maximum of 100.0. The 77.0 must be converted to a value on the rating model for the section. The section maximum rating is 5, so the formula to calculate the section rating is:

(Weighted Score) / (Total Maximum Weighted Score) x (Maximum Rating from Section Rating Model), or in this example: (77.0 / 100.0) x 5 = 3.85.

In this example the section rating for competencies is 3.85 out of 5.

The following table shows the ratings for the Goals section.


Goal

Item Rating

Maximum Rating from Rating Model

Decimal Score (Item Rating / Maximum Rating)

Weight

Weighted Score (Decimal Score x Weight)

Increase sales revenue

5

5

1.0

30

30.0

Cut expenses

3

5

0.6

30

18.0

Grow business in Asia

5

5

1.0

25

25.0

Participate in mentoring

5

5

1.0

15

15.0

The sum of the weighted scores is 88.0, from a possible maximum of 100.0. The 88.0 must be converted to a value on the rating model for the section, just as for the Competencies section. The section maximum rating is 5, so using the same formula to calculate the section rating as for competencies, the section rating is: (88.0 / 100.0) x 5 = 4.40.

In this example the section rating for goals is 4.40 out of 5.

To determine the overall rating, the application calculates the sum of the two weighted sections, then converts the score to the rating model scale. ABC sets the Competencies section weight to 40, and the Goals section weight to 60. First, the application calculates the decimal scores of the weighted sections:

The application then calculates the weighted scores for each section, then adds them together. The total weighted scores is out of a possible 100.0 points:

The application converts the scores to the rating model scale to determine the overall rating: (83.6 / 100.0) x 5 = 4.18.

Average Method with Weighting and Rating Model Variations

For a performance evaluation for a specific project, ABC Company uses various rating models for the Competencies, Goals, and Overall Summary sections. The application applies the maximum rating from each rating model to calculate the scores. Different weights are also applied to the content items. Section weights are also applied. The performance template is set up to use the standard rounding rule, and the overall rating is set to display to two decimal places.

The following table shows the ratings for the Competencies section, which uses different rating models with different maximum ratings for the individual competencies. The section rating model differs from the those used for the individual competencies, and the rating model maximum rating is 7.


Competency

Item Rating

Maximum Rating from Rating Model

Decimal Score (Item Rating / Maximum Rating)

Weight

Weighted Score (Decimal Score x Weight)

Teamwork

4

5

0.8

35

28.0

Leadership

3

3

0.6

5

5.0

Communication

2

4

0.5

10

5.0

Analytical Skills

4

5

0.8

20

16.0

Ethics

5

5

1.0

10

10.0

Conceptual Thinking

4

4

1.0

20

16.0

The sum of the weighted scores is 84.0, from a possible maximum of 100.0. The 84.0 must be converted to a value on the rating model for the section. The section maximum rating is 7, so the formula to calculate the section rating is:

(Weighted Score) / (Total Maximum Weighted Score) x (Maximum Rating from Section Rating Model), or in this example: (84.0 / 100.0) x 7 = 5.88.

In this example the section rating for competencies is 5.88 out of 7.

The following table shows the ratings for the Goals section. As with the Competencies section, the individual goals use different rating models with different maximum ratings. The Goals section itself uses a rating model with a maximum rating of 6.


Goal

Item Rating

Maximum Rating from Rating Model

Decimal Score (Item Rating / Maximum Rating)

Weight

Weighted Score (Decimal Score x Weight)

Increase sales revenue

5

5

1.00

30

30.0

Cut expenses

3

4

0.75

30

22.5

Grow business in Asia

4

5

0.80

25

20.0

Participate in mentoring

4

6

0.67

15

10.0

The sum of the weighted scores is 82.5, from a possible maximum of 100.0. Because the maximum for the section rating model is 6, the section rating is: (82.5 / 100.0) x 6 = 4.95.

To determine the overall rating, the application calculates the sum of the two weighted sections, then converts the score to the rating model scale. ABC sets the Competencies section weight to 40, and the Goals section weight to 60. The overall summary section uses a rating model with a maximum score of 9.

First, the application calculates the decimal scores of the weighted sections:

The application then calculates the weighted scores for each section, then adds them together. The section weight for the Competencies section is 40, and for the Goals section it is 60. The total weighted scores is out of a possible 100.0 points:

The application converts the scores to the rating model scale to determine the overall rating: (83.1 / 100.0) x 9 = 7.479. When the rounding rules and decimal places are applied, overall rating is 7.48.

Performance Ratings Using the Sum and Band Methods: How They Are Calculated

The application can calculate ratings for each section and the overall rating using the sum calculation rule. The sum method can be used to calculate ratings using any rating model. It can also be used to calculate the overall rating when either the Profile Content or Goals section uses the average method, and the other uses the sum method. Weights, however, are not used in a section, or for calculating the overall rating, when using the sum method.

Settings That Affect Sum and Band Rating Calculations

The factors that determine sum and band rating calculations are the rating models that are selected for each section and content item, and the rating points assigned to each rating level. Items without ratings are not counted when calculating the ratings. For the band method, the rating points must be associated to a band level. The rounding rules and mapping methods must also be set in the performance template for the rating models.

How Performance Ratings Are Calculated

In the sum method, the section rating is the sum of the rating points from the rating level for each content item. The overall rating is the sum of the section ratings.

For the band method, as in the sum method, the application calculates the sum of the section ratings, but for the overall rating, converts the rating point score from the sections to the band associated to that rating point score.

Sum Method with Sum Sections

ABC Company uses the same rating model for the Competencies, Goals, and Overall Summary sections which have five points in the scale, and the numeric values are 1, 2, 3, 4 and 5. Assume that all content items also use the same rating model. The following table shows the rating levels and the rating points assigned to each level.


Rating Level

Rating Points

1--Weak

1

2--Poor

2

3--Average

3

4--Good

4

5--Excellent

5

The following table shows the ratings for the Competencies section.


Competency

Item Rating

Rating Points

Teamwork

4

4

Leadership

3

3

Communication

2

2

Analytical Skills

4

4

Ethics

5

5

Conceptual Thinking

4

4

The score for the Competencies section is: 4 + 3 + 2 + 4 + 5 + 4 = 22.

The following table shows the ratings for the Goals section.


Goal

Item Rating

Rating Points

Increase sales revenue

5

5

Cut expenses

3

3

Grow business in Asia

4

4

Participate in mentoring

4

4

The score for the Goals section is: 5 + 3 + 4 + 4 = 16.

To determine the overall rating, the application adds the Competencies and Goals sections: 22 + 16 = 38.

Sum Method with Sum Sections with Rating Points Variation

The following year, ABC Company uses the same rating model for the Competencies, Goals, and Overall Summary sections as in the previous example, but applies different rating points for each rating level.

Note

The rating model selected for the Overall Summary section must contain all possible expected values for the sum.

The following table shows the rating levels and the new rating points assigned to each level.


Rating Level

Rating Points

1--Weak

1

2--Poor

3

3--Average

5

4--Good

7

5--Excellent

9

The following table shows the ratings for the Competencies section.


Competency

Item Rating

Rating Points

Teamwork

4

7

Leadership

3

5

Communication

2

3

Analytical Skills

4

7

Ethics

5

9

Conceptual Thinking

4

7

The score for the Competencies section is: 7 + 5 + 3 + 7 + 9 + 7 = 38.

The following table shows the ratings for the Goals section.


Goal

Item Rating

Rating Points

Increase sales revenue

5

9

Cut expenses

3

5

Grow business in Asia

4

7

Participate in mentoring

4

7

The score for the Goals section is: 9 + 5 + 7 + 7 = 28.

To determine the overall rating, the application adds the Competencies and Goals sections: 38 + 28 = 66.

Sum Method with Average and Sum Sections

For a performance evaluation for a specific project, ABC Company sets up a performance template that uses the sum method for the Overall Summary and Goals sections, but the Competencies section uses the average method. In the Competencies section, the content items use a rating model with different rating points assigned to each rating level than that of the section itself. The Goals section uses the same rating model for content items as the Competencies section, which assigns the same rating points for each rating level.

The following table shows the rating levels and the rating points assigned to each level for the individual content items in the Competencies section.


Rating Level

Rating Points

1--Weak

1

2--Poor

2

3--Average

3

4--Good

4

5--Excellent

5

The following table shows the rating levels and the rating points assigned to each level for the Competencies section itself.


Rating Level

Rating Points

1--Weak

10

2--Poor

20

3--Average

30

4--Good

40

5--Excellent

50

The following table shows the worker ratings for the Competencies section, which uses different rating models with different maximum ratings for the individual competencies. The section rating model differs from the those used for the individual competencies, and the rating model maximum rating is 7.


Competency

Item Rating

Maximum Rating from Rating Model

Decimal Score (Item Rating / Maximum Rating)

Teamwork

4

5

0.8

Leadership

3

5

0.6

Communication

2

5

0.4

Analytical Skills

4

5

0.8

Ethics

5

5

1.0

Conceptual Thinking

4

5

0.8

The application calculates the average of the item rating scores: (0.8 + 0.6 + 0.4 + 0.8 + 1.0 + 0.8) / 6 = 3.67. To determine the section rating, the application uses the mapping rules for the rating model assigned in the performance template. In this example, the mapping rule is Nearest, which assigns the section a rating level of 4. The application uses the section rating model to determine how many rating points to assign to the section for a rating level of 4. The previous table showed that a rating level of 4 would equate to 40 rating points for the section.

The following table shows the ratings for the Goals section, which uses the sum method, and the rating points for each goal.


Goal

Item Rating

Rating Points

Increase sales revenue

5

5

Cut expenses

3

3

Grow business in Asia

4

4

Participate in mentoring

4

4

The score for the Goals section is: 5 + 3 + 4 + 4 = 16.

To determine the overall rating, the application calculates the sum of the Competencies and Goals sections: 40 + 16 = 56

Band Method

ABC Company sets up a performance template in which the section ratings are calculated using exactly the same parameters as in the previous example, but the band method is used for the Overall Summary section to calculate the overall rating.

The following table shows the rating point ranges set up for the Overall Section rating model to assign the rating level for the overall rating.


Rating Points From

Rating Points To

Rating Level

0

11

E

12

24

D

25

40

C

41

58

B

59

70

A

To determine the overall rating, add the section rating point scores from the previous example. The Competencies section point score is 40; the Goals sections point score is 16. The total is: 40 + 16 = 56. Using the total number of rating points and applying the ranges shown in the table, the total score of 56 for the sections lies in the range of 41 to 58. The worker's overall rating is B.

Creating a Profile Content Performance Template Section: Worked Example

This example demonstrates how to create a Profile Content section that will be used to rate competencies in the performance document and use calculated ratings to determine the overall rating.

The following table summarizes key decisions for this scenario.


Decisions to Consider

In This Example

What type of section is this?

Profile Content section, for competencies

Will the section rating be calculated? What calculation rule will be used?

Yes, the section uses the Average calculation rule

Which section rating model will be used?

Any

Will the section be weighted?

Yes, the weight will complement the Goals section weight so the sum of the sections is 100

Will content items be enabled for the section?

Yes

Will content items be rated?

Yes, using the proficiency rating type, and section rating model

What properties are included with the content items?

Weight, Required, Target Proficiency Level

What is the source of competencies for the content items?

Worker job profile

Do you require any content items to be added to the section?

Yes, one content item is required

Summary of the Tasks

Create a Profile Content performance template section.

  1. Enter the section details.

  2. Enter section processing details.

  3. Enter item processing details.

  4. Enter section content details.

Entering the Section Details

  1. On the Set Up Workforce Development work area, click Manage Performance Template Sections to open the Manage Performance Template Sections page.
  2. Click Create.
  3. On the Create Performance Template Section page, in the Section Details region, complete the fields, as shown in this table.

    Field

    Value

    Name

    Competencies

    Description

    This section is used to rate competencies and calculate section ratings as part of the overall ratings. The section weight section is 40 to complement the Goals section.

    From Date

    01/01/2011

    To Date

    12/31/2015

    Status

    Active


  4. Click Save.

Entering Section Processing Details

  1. In the Section Processing region, complete the fields, as shown in this table.

    Field

    Value

    Section Type

    Profile Content

    Rate Section

    Select

    Calculation Rule for Section

    Average

    Section Rating Model

    Any

    Weight section

    Select

    Item Weight

    40


  2. Click Save.

Entering Item Processing Details

  1. In the Item Processing region, complete the fields, as shown in this table. Use the default values except where indicated.

    Field

    Value

    Enable items

    Select

    Add and remove items during task to set goals

    Select

    Rate items

    Select

    Rating Type

    Proficiency

    Use section rating model for performance rating

    Select

    Item Calculation

    Proficiency

    Weight

    Select

    Required

    Select

    Target Proficiency Level

    Select


  2. Click Save.

Entering Section Content Details

  1. In the Section Content region, complete the fields, as shown in this table. Use the default values except where indicated.

    Field

    Value

    Use profile related to worker's job data

    Select

    Profile Type

    Job profile type

    Use specific content items

    Select


  2. In the Content Items region, click Add.
  3. In the Content Items region, complete the fields, as shown in this table. Use the default values except where indicated.

    Field

    Value

    Item Name

    Any

    Target Proficiency Level

    Any

    Weight

    Any

    Required

    Select


  4. Click Save.

Creating a Goals Performance Template Section: Worked Example

This example demonstrates how to create a Goals section that will be used to rate goals in the performance document and use calculated ratings to determine the overall rating.

The following table summarizes key decisions for this scenario.


Decisions to Consider

In This Example

What type of section is this?

Goals

Will the section rating be calculated? What calculation rule will be used?

Yes, the section uses the Average calculation rule

Which section rating model will be used?

Any

Will the section be weighted?

Yes, the weight will complement the Competencies section weight so the sum of the sections is 100

Will content items be enabled for the section?

Yes

Will workers and Managers have the opportunity to add goals during the Set Goals task, if that task is included in the process flow?

Yes

Will content items be rated?

Yes, using the Performance rating type, and the same rating model as the section uses

What properties are included with the content items?

Weight, Required, Target Performance Level

What is the source of goals for the content items?

Oracle Fusion Goal Management

Will content items be added to the section?

Yes, one content item will be added

Summary of the Tasks

Create a Goals performance template section.

  1. Enter the section details.

  2. Enter section processing details.

  3. Enter item processing details.

  4. Enter section content details.

Entering the Section Details

  1. On the Set Up Workforce Development work area, click Manage Performance Template Sections to open the Manage Performance Template Sections page.
  2. Click Create.
  3. On the Create Performance Template Section page, in the Section Details region, complete the fields, as shown in this table.

    Field

    Value

    Name

    Goals

    Description

    This section is used to rate goals and calculate section ratings as part of the overall ratings. The section weight section is 60 to complement the Competencies section.

    From Date

    01/01/2011

    To Date

    12/31/2015

    Status

    Active


  4. Click Save.

Entering Section Processing Details

  1. In the Section Processing region, complete the fields, as shown in this table.

    Field

    Value

    Section Type

    Goals

    Rate Section

    Select

    Calculation Rule for Section

    Average

    Section Rating Model

    Any

    Weight section

    Select

    Section Weight

    60


  2. Click Save.

Entering Item Processing Details

  1. In the Item Processing region, complete the fields, as shown in this table. Use the default values except where indicated.

    Field

    Value

    Enable items

    Select

    Add and remove items during task to set goals

    Select

    Rate items

    Select

    Use section rating model for performance rating

    Select

    Target Performance Level

    Select

    Weight

    Select

    Required

    Select

    Description

    Select


  2. Click Save.

Entering Section Content Details

  1. In the Section Content region, complete the fields, as shown in this table. Use the default values except where indicated.

    Field

    Value

    Use worker's goals

    Select

    Use specific content items

    Select


  2. In the Content Items region, click Add.
  3. In the Content Items region, complete the fields, as shown in this table. Use the default values except where indicated.

    Field

    Value

    Item Name

    Any

    Performance Rating Model

    Any

    Target Performance Rating

    Any

    Weight

    Any

    Required

    Select


  4. Click Save.

Manage Performance Templates

Setting Up the Performance Template: Critical Choices

Performance templates are used to create the performance documents that managers and workers use to evaluate workers' performance for a given time period or project. The performance template brings together the process flow definition, the section definitions and the document type. The performance template can also contain static content, such as competencies and goals. When creating the performance template, you need to determine:

Document Types and Performance Template Set

Select a document type to identify the type of evaluation that the performance template supports, such as annual evaluation, or project evaluation.

Specify the performance template set to determine the business unit to which the performance template belongs. Only people from the business unit that controls the performance template set can use the performance template.

Participant Roles

Specify whether managers, workers, or both are able to view and add ratings to the performance document. For example, if you set up the performance template so that only managers rate workers, but workers can see the results, then you must select both roles as participants. If, however, the manager rates workers without the workers participating in the performance evaluation process or viewing results, then you can select only the manager role.

Process Flow

The process flow you select determines which tasks are included in the performance template. The process flow also determines which sections you can add to the performance template. If the performance template is intended to create performance documents used to rate workers, set goals, and let workers and managers provide final feedback on the evaluation, then the process flow you select must include all those tasks.

You can only add sections to the performance template that are required by the process flow. For example, if the process flow does not include the Worker Final Feedback task, you cannot add that section to the performance template.

Calculation Rules and Processing Options

Select whether to calculate ratings and display the calculated ratings for performance template sections. The sections included in the performance template must be set up to use calculated ratings to use this feature.

Use processing options to select the following features:

Structure

Add the previously-defined sections that are required for the process flow selected for the template. You can select any one of each type of your previously-defined sections that are required for this particular template. You can edit the existing section to suit the needs for this particular template, including processing options, properties and content.

For each section, you must select which roles have access to the section in the performance document to view and if applicable, provide ratings.

Content

For each section that contains content that can be rated, you can add content items directly to the performance template so they appear on the performance document. For both Goals and Profile Content sections you can load content that was included in the previously-defined section. For a Profile Content section, such as competencies, you can also copy content from whatever profile the section uses as a source for content items, if profiles are set up to be used as a source.

This lets you target this performance template as broadly or narrowly as you need. You can decide to load content items from the section, for example, that apply to everyone who is rated using the performance document created from this template. But you may decide not to copy content directly from a profile in the template because the population being evaluated has varied profiles. The workers and managers can then copy profile content on the performance document itself (if the process flow is set up to let them). In this case, the profile content is specific to the worker.

Periods

You can create a single, or multiple periods, within a performance template. Adding multiple periods allows you to create performance documents from the same template for different periods that are treated as distinct documents, but contain the same process flows, sections, and processing rules. For example, you can create a template for an annual evaluation to use every year. The content will be updated for each worker because the competencies are pulled from the selected profile type, and goals are pulled from Oracle Fusion Goal Management. Managers and workers can add additional content to the performance document as well. The dates for periods can overlap, but cannot be identical for the same template. Within each period, you need to set the due date for each task that is included in the process flow used by the performance template.

Defining Processing Roles for Performance Template Sections: Points to Consider

You must add roles to performance template sections so that managers and workers can access the sections, and define the processing settings for each role. You must decide:

Adding Roles to Sections

You must add all the roles that need to access the section, whether to provide ratings or feedback, or view the section. For example, if your organization requires only managers to rate goals, but workers can see the goals and ratings, then you must add both the manager and worker roles to the Goals section.

If the section type is used by a specific role to provide ratings or feedback, you must still add that role. For example, workers provide feedback on the Worker Final Feedback section type. However, you must add the worker role to the Worker Final Feedback section so the worker can access it. For the manager to be able to view worker comments on the Worker Final Feedback section, you must also add the manager role.

The roles that are available to add to the section are those you added in the Participation region of the General tab of the performance template.

Sharing Manager Ratings and Comments

After adding the role, specify whether the ratings or comments that managers provided in the Profile Content, Goals, or Overall Summary sections are available to workers. In the Manager Final Feedback and Worker Final Feedback sections, specify whether workers can view the manager comments. Ratings and comments provided by workers are always visible to all managers who have access to the performance documents.

Updating Worker Profiles with Ratings and Content Items

For the Profile Content section type, you can specify whether to update the worker profile with the ratings provided by the manager and worker, and any content items that were added to the performance document that do not already exist in the worker profile. For the Overall Summary section, specify whether to update the worker profile with the overall performance rating. The worker profile is updated when the document is completed. You must select the person profile type to which the information is updated.

If you elect to update profiles, you can also specify the instance qualifier to identify that the source of the ratings and content items is the performance document. Instance qualifiers must be set up and maintained in Oracle Fusion Profile Management to use this feature.

Creating a Performance Template: Worked Example

This example demonstrates how to create a performance template that will be used to create performance documents containing most tasks in a process flow, and rating workers.

The following table summarizes key decisions for this scenario.


Decisions to Consider

In This Example

What type of performance template is this?

This will be used for an annual performance evaluation

Will section ratings and the overall rating be calculated? What calculation rule will be used?

Yes, the sections use the Average calculation rule

Which section rating model will be used?

Any

Will the sections be weighted?

Yes, the Profile Content section weight will be 40, and the Goals section weight will be 60

Will content items be enabled for the section? Will the sections include content added to the performance template?

Yes, content items will be enabled for the Profile Content and Goals sections; a content item will be added to each section in the template

Will managers share ratings with workers?

Yes, managers will share their ratings with workers

Will the ratings be used to update the worker profile?

Yes, manager ratings will be used to update the worker profile

Will the performance template be used for more than one period?

Yes, two performance document periods will be set up

Summary of the Tasks

Create a performance template.

  1. Enter general information.

  2. Enter process details.

  3. Enter structure details.

  4. Load and add content to the Profile Content and Goals sections.

  5. Add two document periods, one for each half of an annual evaluation.

  6. Review template settings.

Prerequisites

  1. Create a document type that can be used for an annual evaluation.
  2. Create a process flow with the following tasks and subtasks, in the following order: Set Goals, Worker Self-Evaluation, Manager Evaluation of Workers, First Approval, Share Documents, Worker Must Acknowledge Document, Conduct Review Meetings, Worker Must Acknowledge Review Meetings, Worker Final Feedback, Manager Final Feedback.
  3. Create the following sections: Profile Content, Goals, Overall Summary, Worker Final Feedback, Manager Final Feedback.

Entering General Information

  1. On the Set Up Workforce Development work area, click Manage Performance Templates to open the Manage Performance Templates page.
  2. Click Create.
  3. On the Create Performance Template page, in the General region, complete the fields, as shown in this table.

    Field

    Value

    Name

    Annual Performance Evaluation

    Comments

    This template is used for an annual performance evaluation.

    Performance Template Set

    Any

    From Date

    01/1/11

    To Date

    12/31/15

    Status

    Active

    Document Type

    Any that can be used for an annual evaluation


  4. In the Participation region, click Add.
  5. Select Manager.
  6. In the Participation region, click Add.
  7. Select Worker.
  8. Click Save.

Entering Process Details

  1. On the Process tab, complete the fields, as shown in this table. Use the default values except where indicated.

    Field

    Value

    Process Flow

    The process flow you created as a prerequisite for this task.

    Calculate ratings

    Select

    Decimal Places

    2

    Rounding Rule

    Any

    Mapping Method

    Any

    Display star ratings

    Select

    Include digital signature

    Select

    Display kudos

    Select


  2. Click Save.

Entering Structure Details

Add an available section of each type to the performance template, edit the existing settings for the sections, and add the manager and worker roles to each section.

  1. Enter structure details for the Profile Content section.
  2. Enter structure details for the Goals section.
  3. Enter structure details for the Overall Summary section.
  4. Enter structure details for the Final Feedback sections.

1. Enter structure details for the Profile Content section

  1. On the Structure tab, in the Sections region, click Add.
  2. In the Section Name region, select the name of the Profile Content section that you created as a prerequisite for this task.
  3. In the Section Processing region, complete the fields as shown in this table. Use the default values except where indicated.

    Field

    Value

    Section Type

    Profile Content

    Rate Section

    Select

    Calculation Rule for Section

    Average

    Section Rating Model

    Any

    Weight section

    Select

    Section Weight

    40


  4. In the Item Processing region, complete the fields as shown in this table. Use the default values except where indicated.

    Field

    Value

    Enable items

    Select

    Add and remove items during task to set goals

    Select

    Enable ratings for items

    Select

    Use section rating model for performance rating

    Select

    Item Calculation

    Any

    Target Performance Rating

    Select

    Weight

    Select

    Required

    Select

    Target Proficiency Level

    Select


  5. In the Processing by Role region, click Add.
  6. In the Processing by Role region, complete the fields as shown in this table.

    Field

    Value

    Role

    Manager

    Share Ratings

    Yes

    Share Comments

    Yes

    Update Profile

    Yes

    Person Profile Type

    Any

    Instance Qualifier Set

    Any

    Instance Qualifier

    Any


  7. In the Processing by Role region, click Add.
  8. In the Processing by Role region, complete the fields as shown in this table. Use the default values except where indicated.

    Field

    Value

    Role

    Worker


  9. Click Save.

2. Enter structure details for the Goals section

  1. On the Structure tab, in the Sections region, click Add.
  2. In the Section Name region, select the name of the Goals section that you created as a prerequisite for this task.
  3. In the Section Processing region, complete the fields as shown in this table. Use the default values except where indicated.

    Field

    Value

    Section Type

    Goals

    Rate Section

    Select

    Calculation Rule for Section

    Average

    Section Rating Model

    Any

    Weight section

    Select

    Section Weight

    60


  4. In the Item Processing region, complete the fields as shown in this table. Use the default values except where indicated.

    Field

    Value

    Enable items

    Select

    Add and remove items during task to set goals

    Select

    Enable ratings for items

    Select

    Use section rating model for performance rating

    Select

    Item Calculation

    Any

    Target Performance Rating

    Select

    Weight

    Select

    Required

    Select


  5. In the Processing by Role region, click Add.
  6. In the Processing by Role region, complete the fields as shown in this table.

    Field

    Value

    Role

    Manager

    Share Ratings

    Yes

    Share Comments

    Yes

    Update Profile

    Yes

    Person Profile Type

    Any

    Instance Qualifier Set

    Any

    Instance Qualifier

    Any


  7. In the Processing by Role region, click Add.
  8. In the Processing by Role region, complete the fields as shown in this table. Use the default values except where indicated.

    Field

    Value

    Role

    Worker


  9. Click Save.

3. Enter structure details for the Overall Summary section

  1. On the Structure tab, in the Sections region, click Add.
  2. In the Section Name region, select the name of the Overall Summary section that you created as a prerequisite for this task.
  3. In the Section Processing region, complete the fields as shown in this table. Use the default values except where indicated.

    Field

    Value

    Section Type

    Overall Summary

    Rate Section

    Select

    Calculation Rule for Section

    Average

    Section Rating Model

    Any


  4. In the Processing by Role region, click Add.
  5. In the Processing by Role region, complete the fields as shown in this table.

    Field

    Value

    Role

    Manager

    Share Ratings

    Yes

    Share Comments

    Yes

    Update Profile

    Yes

    Person Profile Type

    Any

    Instance Qualifier Set

    Any

    Instance Qualifier

    Any


  6. In the Processing by Role region, click Add.
  7. In the Processing by Role region, complete the fields as shown in this table. Use the default values except where indicated.

    Field

    Value

    Role

    Worker


  8. Click Save.

4. Enter structure details for the Final Feedback sections

  1. On the Structure tab, in the Sections region, click Add.
  2. In the Section Name region, select the name of the Worker Final Feedback section that you created as a prerequisite for this task.
  3. In the Section Processing region, complete the fields as shown in this table. Use the default values except where indicated.

    Field

    Value

    Section Type

    Worker Final Feedback


  4. In the Processing by Role region, click Add.
  5. In the Processing by Role region, complete the fields as shown in this table.

    Field

    Value

    Role

    Manager

    Share Comments

    Yes


  6. In the Processing by Role region, click Add.
  7. In the Processing by Role region, complete the fields as shown in this table. Use the default values except where indicated.

    Field

    Value

    Role

    Worker


  8. In the Section Name region, select the name of the Manager Final Feedback section that you created as a prerequisite for this task.
  9. In the Section Processing region, complete the fields as shown in this table.

    Field

    Value

    Section Type

    Manager Final Feedback


  10. In the Processing by Role region, click Add.
  11. In the Processing by Role region, complete the fields as shown in this table.

    Field

    Value

    Role

    Manager


  12. In the Processing by Role region, click Add.
  13. In the Processing by Role region, complete the fields as shown in this table.

    Field

    Value

    Role

    Worker


  14. Click Save.

Loading and Adding Content to Sections

  1. On the Content tab, complete the fields as shown in this table.

    Field

    Value

    Section Name

    The name of the Profile Content section you created as a prerequisite for this task.


  2. In the Section Items region, click Load Items from Section.
  3. In the Section Items region, click Add, then complete the fields as shown in this table.

    Field

    Value

    Item Name

    Any


  4. In the Details region, complete the fields as shown in this table. Use the default values except where indicated.

    Field

    Value

    Target Proficiency Level

    Any

    Performance Rating Model

    Any

    Required

    Select


  5. On the Content tab, complete the fields as shown in this table.

    Field

    Value

    Section Name

    The name of the Goals section you created as a prerequisite for this task.


  6. In the Section Items region, click Load Items from Section.
  7. In the Section Items region, click Add, then complete the fields as shown in this table.

    Field

    Value

    Item Name

    Any


  8. In the Details region, complete the fields as shown in this table. Use the default values except where indicated.

    Field

    Value

    Performance Rating Model

    Any

    Target Performance Rating

    Any

    Required

    Select


  9. Click Save.

Adding Document Periods

  1. On the Document Periods tab, in the Document Periods region, click Add.
  2. In the Document Periods region, complete the fields as shown in this table.

    Field

    Value

    Name

    2011 Performance Evaluation First Half

    From Date

    1/1/11

    To Date

    6/30/11

    Short Name

    Any


  3. In the Due Dates region, complete the due date for each task as shown in this table.

    Task

    Due Date

    Set Goals

    6/24/11

    Worker Self-Evaluation

    7/1/11

    Manager Evaluation of Workers

    7/8/11

    First Approval

    7/15/11

    Share Performance Documents

    7/20/11

    Conduct Meetings

    7/25/11

    Provide Final Feedback

    7/30/11

    Set Next Period Goals

    8/30/11


  4. On the Document Periods tab, in the Document Periods region, click Add.
  5. In the Document Periods region, complete the fields as shown in this table.

    Field

    Value

    Name

    2011 Performance Evaluation Second Half

    From Date

    7/1/11

    To Date

    12/31/11

    Short Name

    Any


  6. In the Due Dates region, complete the due date for each task as shown in this table.

    Task

    Due Date

    Set Goals

    12/23/11

    Worker Self-Evaluation

    1/8/11

    Manager Evaluation of Workers

    1/15/11

    First Approval

    1/18/11

    Share Performance Documents

    1/21/11

    Conduct Meetings

    1/24/11

    Provide Final Feedback

    1/31/11

    Set Next Period Goals

    12/31/11


  7. Click Save.

Reviewing Template Settings

  1. On the Summary tab, review the settings you entered for the template.
  2. Click Save.

FAQs for Manage Performance Templates

What's a participation role in the performance template?

A role that can access the performance document created from the performance template. You must add to the template every role that is required to participate in viewing or providing ratings in the performance document. For example, if the process flow used by the template requires that managers rate workers and share the performance document, but workers do not provide ratings, you must add both the manager and worker roles.

Manage Target Ratings Distribution

Rating Model Distributions: Explained

Create a rating model distribution to set target percentages for worker overall performance ratings that your organization prefers for each rating level of a rating model. The comparison of the target rating model distribution to the actual distribution of overall ratings managers give their workers on completed performance documents appears in the Rating Distribution analytic that appears on the Performance Manager Overview page. The analytic displays the number of performance documents for each overall rating provided by the manager next to the number targeted by the rating model distribution. If you do not create a rating model distribution, the Rating Distribution analytic appears only with the number of performance documents for each overall rating the managers provide.

When creating a rating model distribution, you specify the:

Associating a Performance Template to the Rating Model Distribution

You select a performance template set, then a specific performance template from the set, to associate the rating model distribution with a particular performance template, so managers can compare the overall ratings to the same rating distribution for all completed performance documents created from the template. The rating model you use for the rating model distribution is the one used by the Overall Summary section of the performance template. You can associate the rating distribution with multiple performance templates.

Important

Before creating the rating model distribution, you must create a rating model and a performance template to associate with the rating model distribution.

Defining Percentages for Each Rating Level

Define the distribution percentage of performance documents that your organization targets to achieve each overall rating level for the rating model used by the performance template. The total percentage must be 100. The table shows an example of a rating model distribution for a rating model with five levels.


Rating Level

Distribution Percentage

1

5

2

24

3

41

4

24

5

5

The application calculates the percentage of documents for the direct and indirect reports of the manager that would be expected for each rating level. Using the figures in the table as an example, consider an organization in which manager Chris Black has 200 direct and indirect reports. The table shows the overall ratings Chris awarded the reports, and the targeted number of performance documents with those rating levels according to the rating model distribution. These are the figures that are represented in the Rating Distribution analytic.


Rating Level

Number of Performance Documents with Manager Ratings at Each Level

Target Number of Performance Documents for Each Rating Level

1

8

20

2

28

48

3

104

82

4

32

48

5

28

20

In this example, Chris has a lower number of performance documents than targeted for rating levels 1, 2, and 4, and a higher number of performance documents for rating levels 3 and 5.

Specifying Date Limits

Select the From Date to determine when the rating model distribution becomes available. You can optionally select a To Date to set an expiration date for the model if you want to replace it with another or discontinue using a rating model distribution. To replace it with another, select a From Date for the new rating model distribution later than the To Date of the one that expired. If you do not replace an expired rating model distribution with another, the rating model distribution does not appear in the Rating Distribution analytic, although the overall ratings the manager provides do appear.

Manage Matrix Layouts

Performance and Potential Box Chart: Explained

The Performance and Potential box chart analytic gives managers a graphical view of the potential and performance ratings for their workers, enabling them to compare the workers they manage, and distinguish high and low performers. The analytic appears on both the manager dashboard and the Performance Manager Overview page.

This topic discusses describes the key points of the box chart:

Rating Models

To create the box labels for the Performance and Potential box chart, you must first select the performance rating model to associate with the box chart. Select the rating model specified in the performance templates for the overall rating of the Overall Summary section to ensure that the box chart displays the data from the performance documents created from the templates. The default performance rating model is the one selected in the Default Rating Model for Performance Management Analytics profile option. Use this rating model to ensure that the data appears in the analytic on the manager dashboard.

If you create a performance template that uses another rating model for the Overall Summary section, you must associate another box chart to that rating model, and create labels for that box chart, to ensure that the data appears in the analytic on the Performance Manager Overview page.

The performance rating model you select is used along the x-axis to plot performance ratings. The analytic graph uses the potential rating model defined in Oracle Fusion Profile Management for the y-axis to plot potential ratings.

The number of cells that appear on the analytic depends on the rating categories defined for the rating models you use in the analytic. The number of cells is calculated by multiplying the number of rating categories defined for the potential rating model by the number of rating categories for the performance rating model. For example, if each rating model has three rating categories, the total number of cells is: 3 x 3, or 9. If the potential rating model has four rating categories and the performance rating model has three, the total of cells is: 4 x 3, or 12.

Performance and Potential Data Sources

Performance ratings are collected from performance documents. The performance rating is the overall rating supplied by the manager in the Overall Summary section of the most recently completed performance document.

Managers rate worker potential ratings using the Career Planning portrait card and during a talent review, which could be the most recent potential rating in the worker's profile. Performance and potential ratings are maintained in Oracle Fusion Profile Management.

Box Cell Labels

You can optionally label each cell in the grid with names that describe the level. For example, if the performance and potential rating models used for the graphic display low ratings in the lower left of the grid, you could name the lower left cell Novice. The upper right cell that contains highest performers, on the other hand, could be called Top Talent.

Manager Viewing Options

On the manager dashboard, managers will see the performance and potential ratings for all workers for the most recent completed performance documents that used the performance rating model selected in the Profile Options. If a worker completed a performance document for 2010, for example, but not in 2011, the 2010 ratings appear in the analytic. If the same worker completed a performance document in 2011 that used a different rating model than the Profile Options rating model, the 2010 ratings appear in the analytic.

On the Performance Manager Overview page, managers can select the performance document for which they want to view the ratings in the analytic.

Managers can filter the view to display the data for all their reports or just their direct reports.