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Oracle Performance Management Implementation and User Guide
Release 12.1
Part Number E13523-07
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Oracle Performance Management

Oracle Performance Management Overview

Oracle Performance Management (OPM) provides an integrated set of performance management functions that encompass objective setting and management (known as Workforce Performance Management), appraisals, and questionnaire administration.

Using Oracle Performance Management, enterprises can:

Workforce Performance Management

The Workforce Performance Management functions encompass the setting, tracking, and assessment of objectives throughout a performance-management period, such as a calendar year. The entity that defines this period and its conduct is the Performance Management Plan (PMP). For example, when you publish a PMP, the application generates a personal scorecard of objectives for each plan member.

The Workforce Performance Management functions enable you to:

Managers and workers use the self-service Performance Management function to access their Performance Management Task Lists. The list contains tasks, such as Set Objectives and View and Track Objective Progress, that drive the performance-management activity for a single PMP.

When workers create objectives and add objectives' details, their managers can update the objectives and objectives' details. Your enterprise has the flexibility to determine whether managers can update the objectives and objectives' details added by workers using the HR: Allow Updates to Objective Details Added by Appraisee profile option.

Appraisals

The appraisal, during which you can evaluate a worker's current competencies, set or assess objectives, identify training to address deficiencies, and assess a worker's advancement potential, is a key performance-management activity: It provides an up-to-date inventory of worker competencies, and it allows you to specify improvement targets and methods to meet enterprise goals.

You can create the components of the appraisal process, in particular the assessment template, the competency assessment template, and the objective assessment template, and perform related setup tasks. To perform the appraisal itself, you use Oracle Performance Management.

Managers and workers use the self-service Appraisals function to define and conduct the appraisal process. Managers use this function to initiate and manage appraisals of their subordinates. Workers use this function to initiate appraisals of themselves. Both workers and managers use this function to participate in appraisals as appraisers, reviewers, or other participants.

Questionnaire Administration

Oracle Performance Management enables you to create and administer questionnaires for the various potential participants in the appraisal process, the main appraiser, appraisee, reviewers, and other participants.

Integration with Oracle HRMS

Using Oracle HRMS, you can:

Integration with Oracle Self-Service HR (SSHR)

Managers can use the self-service Competency Profile function to update the competency profiles of their subordinates. Employees can use this function to update their own competency profiles. Managers and HR Professionals can use the self-service Suitability Matching function to find a person for a work opportunity or a work opportunity for a person. Both managers and employees can use the self-service Employee Review function to set up review meetings and invite reviewers to attend.

Integration with Oracle Learning Management

You can recommend a learning path for the appraisee using Oracle Learning Management (OLM).

Integration with Oracle Compensation Workbench

Compensation managers can view the completed Performance Management appraisal details from the Compensation Workbench allocation worksheet. Managers can view their employees' latest completed Performance Appraisals from Oracle Compensation Workbench without having to switch responsibilities to access Performance Management.

See: Viewing Appraisal Details in Compensation Workbench, Oracle HRMS Compensation and Benefits Management Guide

Info Online Links to Enwisen

You can configure access between Oracle Performance Management and Enwisen, a third-party information provider to enable end users to access company specific information or any other relevant information hosted on the Enwisen web site. The Info Online content container displays hypertext links to information providers. The Performance Management page available from the Manager Self-Service and Employee Self-Service responsibilities contains the Info Online content container, which is hidden default. This content container includes the Handbook link (default link) to access, for example, your company's information on performance appraisals.

Performance Management Key Concepts

Oracle Performance Management Requirements

Can I create Performance Management Plans (PMP) to suit our business requirements?

Using Oracle Performance Management, you can manage workforce performance for a specified period of time, such as a calendar or financial year, and for a specified workforce, such as all workers in a supervisor hierarchy or in an organization.

To define performance-management activities, you can define Performance Management Plans (PMP). A PMP is a configurable control document that defines:

You select both options in your PMP to take full advantage of the performance-management functions. Alternatively, you can define a PMP to manage objectives only or appraisals only. You can define as many PMPs as the enterprise requires, and a worker can belong to multiple PMPs.

Can I edit performance management plans?

After you publish a performance management plan, you can edit the plan, for example, to change the Appraisal Task start date. However, certain restrictions apply.

See: Updating Performance Management Plans

Can I perform administrative tasks after Performance Management Plans are published?

Using the Performance Management Plan Administration Home Page, performance management plan administrators can perform the following tasks for published performance-management plans:

Additionally, administrators can also roll back published performance management plans.

Can I define objectives once for the enterprise?

Yes. HR Professionals can define reusable objectives in the Objectives Library. Managers and workers can copy objectives from the Objectives Library to workers' personal scorecards of objectives.

What are personal scorecards?

A personal scorecard comprises the objectives of a single worker associated with a single Performance Management Plan (PMP). Workers who belong to more than one PMP have multiple personal scorecards. Also, a worker can have more than one personal scorecard from a single PMP if the worker has multiple assignments and the plan does not apply to primary assignments only.

The application generates a worker's personal scorecard when the HR Professional first publishes the PMP. At that time, the scorecard status is either Not Started: With Manager or Not Started: With Worker, depending on the objective-setting method. In a cascading objective-setting process, managers start the updating process; in a parallel objective-setting process, workers start the objective-setting process.

Can I allocate objectives automatically to my workforce?

Yes. When you create a Performance Management Plan (PMP), you identify the members of the plan (for example, all members of an organization or all workers in a specified supervisor hierarchy) and indicate whether the plan members should automatically receive objectives from the Objectives Library for which they are eligible.

Can I track worker progress with objectives?

Yes. Throughout the performance-management period, managers and workers can both view and update a worker's progress. For example, a worker can indicate that an objective is 50 percent complete and add comments about the objective achievement. The worker's manager can view this information and make changes as required.

To what extent can the appraisee be involved in the appraisal process?

The appraisal is the product of collaboration between the main appraiser and the appraisee. The main appraiser shares the appraisal with the appraisee and specifies which sections of the appraisal the appraisee can view, whether the appraisee can update the appraisal, and whether the appraisee can provide feedback on their final ratings. The appraisee, after making any permitted changes to the appraisal, shares the appraisal with the main appraiser to return it. This sharing of the appraisal between the main appraiser and the appraisee can occur as often as necessary during a single appraisal process.

The sharing functions, combined with the appraisee feedback function, encourage discussion throughout the appraisal process. Nonetheless, the appraisals functions are flexible enough also to support the traditional appraisal model, where dialog between the main appraiser and the appraisee is less important. In allowing the main appraiser to select which information to share and when, Oracle Performance Management gives the main appraiser complete control of the appraisal process.

Can I use appraisal templates throughout the enterprise?

The appraisal template is the design document for an appraisal. Its main function is to configure all sections of the appraisal to suit the appraisal purpose or enterprise requirements: you can use a single appraisal template throughout the enterprise.

HR Professionals can create and maintain appraisal templates, competency-assessment templates, and objective-assessment templates using these functions:

Can I create appraisals efficiently?

Yes. Managers and workers can create individual appraisals using the self-service Appraisals function. Alternatively, the application can create appraisals automatically for all members of a PMP.

Can I complete appraisals offline?

Yes. Main appraisers, appraisees, and other participants can download in-progress appraisals in Microsoft Excel format, update the appraisals without connecting to the application (for example, away from the workplace), and upload them later. They can download sections of the appraisal, such as competencies, objectives, and questionnaires that require time and privacy to complete.

How do I include a questionnaire in an appraisal?

To define a questionnaire, you access the Questionnaire Administration function from the HR Professional menu. When you define an appraisal template, you can select the questionnaire you defined. The questionnaire must have the status Published.

Oracle Performance Management provides the following Questionnaire Administration modules that are available with the HR Professional responsibility by default:

Can I view appraisal ratings in my organization?

Managers can use the Performance Management Plan Appraisal Rating Summary to track progress of appraisals in their hierarchy.

Implementing Performance Management

Oracle Performance Management Licenses

If you purchased a Self-Service HR license prior to June 18th, 2007 and have an Oracle Human Resources (HR) license, you can use Oracle Performance Management. The purchase of a Self-Service HR license on or after June 18th, 2007 does not permit the use of Performance Management. You must purchase a separate Performance Management license in addition to an Oracle Self-Service Human Resources (SSHR) license to use the following features:

Implementing Oracle Performance Management

This topic discusses the steps that you must complete to use Oracle Performance Management.

Prerequisites

Before implementing Oracle Performance Management, you must install Oracle HRMS and Oracle Self-Service HR, which are prerequisites

See: Implementation Checklist for Oracle HRMS, Oracle HRMS Implementation Guide

See: Implementation Steps for Self-Service HR (SSHR), Oracle HRMS Deploy Self-Service Capability Guide

Licensing Information for Oracle Performance Management

If you purchased a Self-Service HR license prior to June 18th, 2007 and have an Oracle Human Resources (HR) license, you can use Oracle Performance Management. The purchase of a Self-Service HR license on or after June 18th, 2007 does not permit the use of Performance Management. You must purchase a separate Performance Management license in addition to an Oracle Self-Service Human Resources (SSHR) license to use the following features:

Set up Talent Management

You must define competencies and qualifications required for Performance Management.

See: Talent Management, Oracle HRMS Implementation Guide

Set up Workforce Performance Management

The Workforce Performance Management functions enable enterprises to set worker objectives that are aligned with the business strategy and goals.

See: Setting Up Workforce Performance Management

Set up Appraisals

During the appraisal process, you can assess a worker's competencies and objectives and identify development opportunities for the next appraisal period.

See: Setting Up the Appraisal Process

Using the Required Questionnaire Administration Module

Oracle Performance Management provides the following Questionnaire Administration modules that are available with HR Professional responsibility by default:

Depending on your business requirements, you can use the relevant Questionnaire Administration module.

Oracle Performance Management Supplied Functions

This topic lists the predefined menus and functions supplied with Oracle Performance Management.

Supplied Menus

Employee Self-Service Responsibility

Using the Employee Self-Service responsibility, workers can access:

Functions available with the Employee Self Service menu
Prompt Function Function Name Web HTML Call Parameters
Performance Management Employee: Performance Management Page HR_EMP_TALMGMT_SS OA.jsp?page=/oracle/apps/per/selfservice/talentmanagement/webui/EmpTalentManagementPG&OAFunc=HR_EMP_TALMGMT_SS&OAHP=HR_EMP_TALMGMT_HMPAGE_SS&OASF=HR_EMP_TALMGMT_SS None
Appraisals Employee: My Appraisals Page HR_EMP_MY_APPR_SS OA.jsp?page=/oracle/apps/per/selfservice/appraisals/webui/EmpMyAppraisalsPG&OAFunc=HR_EMP_MY_APPR_SS&OAHP=HR_EMP_TALMGMT_HMPAGE_SS&OASF=HR_EMP_MY_APPR_SS None

Manager Self-Service Responsibility

Using the Manager Self-Service responsibility, managers can access:

Functions available with the Manager Self-Service menu
Prompt Function Function Name Web HTML Call Parameters
Appraisals Manager: Main Appraiser Page HR_MGR_MN_APPR_SS OA.jsp?page=/oracle/apps/per/selfservice/appraisals/webui/MgrMainAppraiserPG&OAFunc=HR_MGR_MN_APPR_SS&OAHP=HR_MGR_TALMGMT_HMPAGE_SS&OASF=HR_MGR_MN_APPR_SS None
Performance Management Manager: Performance Management Page HR_MGR_TALMGMT_SS OA.jsp?page=/oracle/apps/per/selfservice/talentmanagement/webui/MgrTalentManagementPG&OAFunc=HR_MGR_TALMGMT_SS&OAHP=HR_MGR_TALMGMT_HMPAGE_SS&OASF=HR_MGR_TALMGMT_SS None
  View Appraisals Manager HR_VIEW_APPRAISALS_MGR_SS OA.jsp?page=/oracle/apps/per/selfservice/enterprocess/webui/PersonTreePG&akRegionApplicationId=800&&pPersonID=&pFromMenu=Y&pManagerEnabled=N&pCalledFrom=HR_VIEW_APPRAISALS_PAGE_SS None
  View Appraisals Page HR_VIEW_APPRAISALS_PAGE_SS OA.jsp?page=/oracle/apps/per/selfservice/appraisals/webui/ViewAppraisalsPG&akRegionApplicationId=800&pCalledFrom=HR_VIEW_APPRAISALS_PAGE_SS&pPersonID=&OAFunc=HR_VIEW_APPRAISALS_PAGE_SS None
Appraisal Summary Page Appraisal Summary Page HR_APPR_SUMMARY_SS OA.jsp?page=/oracle/apps/per/wpm/webui/WPMAppraisalSummaryPG&akRegionApplicationId=800 None

HR Professional V4.0 Self-Service Responsibility

Using the HR Professional V4.0 responsibility, HR Professionals can access:

Functions available with the HR Professional menu
Prompt Function Function Name Web HTML Call Parameters
Questionnaire Administration - New Questionnaire Administration - New HR_QUEST_ADMIN_NEW_SS OA.jsp?page=/oracle/apps/per/selfservice/questionnaire/webui/QuestOverviewPG pQuestType=NEW
Questionnaire Administration Questionnaire Administration HR_QUEST_ADMIN_SS OA.jsp?page=/oracle/apps/per/selfservice/questionnaire/webui/QuestOverviewPG None
Appraisals View Appraisals Manager - HR Sys Admin HR_VIEW_SYSAPPR_MGR_SS OA.jsp?akRegionCode=HR_PERSON_SEARCH_TOP_SS&akRegionApplicationId=800 pPersonID=&pFromMenu=Y&pManagerEnabled=N&pCalledFrom=HR_VIEW_SYSAPPR_PAGE_SS&pIsHRProf=Y
Performance Management Hr Manager: Performance Management Page HR_HRMGR_TALMGMT_SS OA.jsp?page=/oracle/apps/per/selfservice/talentmanagement/webui/HrTalentManagementPG&OAFunc=HR_HRMGR_TALMGMT_SS None
Manage Appraisal Templates Manage Appraisal Templates HR_MANAGE_APPR_TEMPLATE_SS OA.jsp?page=/oracle/apps/per/selfservice/apprtemplate/webui/SearchApprTemplatePG&akRegionApplicationId=800 None
Manage Competency Templates Manage Competency Templates HR_MANAGE_ASMNT_TEMPLATE_SS OA.jsp?page=/oracle/apps/per/selfservice/asmnttemplate/webui/SearchAsmnttemplatePG&akRegionApplicationId=800 None
Manage Objective Templates Manage Objective Templates HR_MANAGE_OBJ_TEMPLATE_SS OA.jsp?page=/oracle/apps/per/selfservice/asmnttemplate/webui/SearchObjectiveTemplatePG&akRegionApplicationId=800 None
  WPM: Concurrent Request Log Display Page HR_WPM_CONC_REQ_LOG_PG OA.jsp?page=/oracle/apps/per/wpm/common/webui/HrAdminConcReqLogPG&OAFunc=HR_WPM_CONC_REQ_LOG_PG None
  Appraisal Summary Page HR_APPR_SUMMARY_SS OA.jsp?page=/oracle/apps/per/wpm/webui/WPMAppraisalSummaryPG&akRegionApplicationId=800 None
  Hr Administrator Home page HR_WPM_ADMIN_ACTION_SS OA.jsp?page=/oracle/apps/per/wpm/common/webui/HrAdminHomePG&akRegionApplicationId=800 None
Mass Change Main Appraiser
Use this function to perform mass change of main appraiser of appraisals created using the Appraisals function.
Mass Change Main Appraiser HR_MAIN_APP_CHANGE_SS OA.jsp?page=/oracle/apps/per/selfservice/appraisals/webui/ChangeMainApp&OAFunc=HR_MAIN_APP_CHANGE_SS None

To perform mass change of main appraisers of performance management plan appraisals, administrators must use the Mass Change Main Appraiser link in the Batch Requests region of the Performance Management page.

User Access and Security in Oracle Performance Management

This topic identifies the key concepts relating to Oracle Performance Management user access and security and provides information on how to apply these concepts to address the needs of your enterprise.

Oracle Performance Management uses the same security mechanisms as Oracle HRMS applications. By defining user profiles, security profiles, responsibilities, and menu structures, you can control who uses Oracle Performance Management, which information they can access, and how they access it. See: Security Overview, Oracle HRMS Configuring, Reporting, and System Administration Guide

Responsibilities

For information on responsibilities to use Oracle Performance Management, see: Oracle Performance Management Supplied Functions

Users

You define users for Oracle Performance Management in the same way as you define users for other Oracle HRMS applications. See: Users Window, Oracle E-Business Suite Security Guide. The Person field of the Users window is important for self-service applications as it acts as the link between the professional forms interface and the self-service application. This link enables the application to recognize who is using Oracle Performance Management. For example, if a user's name is entered in the Person field, the user's name is displayed on the homepage.

Security Models

Oracle HRMS provides two different security models which enable you to set up security specifically for your enterprise: Standard HRMS security and Security Groups Enabled security (formerly called Cross Business Group Responsibility Security). Assess the requirements of your enterprise and set up the required security model.

See: Security Models, Oracle HRMS Configuring, Reporting, and System Administration Guide

Security Profiles

By assigning the appropriate security profiles, you can determine the business groups and organizations that plan administrators, managers, and workers can access. Define security profiles based on the requirements of your enterprise.

See: Security Profiles, Oracle HRMS Configuring, Reporting, and System Administration Guide

Identification of Plan Population for Performance Management Plans

You must define supervisor hierarchies to use the performance management plans feature. The supervisor for a worker (employee or contingent worker) is the person identified in the Supervisor field in the Assignment window in Oracle HRMS.

As a plan administrator, when you create plan details, on the Create Plan: Population page, you identify the plan members by selecting part or all of a hierarchy: organization, position, or supervisor. Currently, when you select either the organization or position hierarchy to identify the plan population, the application uses the selected organization or position hierarchy to publish the plan. After the plan is published to the selected population, the application uses supervisory hierarchy for the following tasks:

The following examples explain how the performance management plans feature works.

This example uses Vision Global, a global enterprise that has operations across geographies and countries. The following diagram is a graphical representation of the Vision Global enterprise.

Vision Global

the picture is described in the document text

Let us look at the Americas region, which includes the following countries and business groups. The following diagram is a graphical representation of the Americas region of the Vision Global enterprise.

Americas Region

the picture is described in the document text

Each of the business groups in the Americas region has a plan administrator. To restrict the plan administrator’s access to the appropriate business group, you must set up correct security profiles. You can also enable a super user access to all the business groups in the Americas region, so that the super user can administer plans across business groups.

The following diagram shows the organization hierarchies of the two business groups: Eastern Sales and Western Sales.

Organization Hierarchy

the picture is described in the document text

In this diagram, Sam Taylor manages the Accounts and Presales departments in the Eastern region and the Accounts department in the Western region. Based on the supervisor hierarchy setup, all workers in the Accounts and Presales departments in the Eastern region and the Accounts department in the Western region report to Sam Taylor. Workers in the Presales department and its subordinate teams report to Bob Wright.

Henry Wilson, a super user has access to Eastern Sales and Western Sales business groups and can view data of both the groups.

In the following example, let us look at how a plan population is identified when a plan is published.

Performance Management Plan without the Eligibility Criteria

The requirement is to assess the performance of all workers in Sam’s hierarchy. To meet this requirement, Henry Wilson has to create a performance management plan for the Eastern Sales region.

This example assumes that the following components are available:

Note: In this example, Henry does not use the eligibility profile criteria.

Henry follows these steps to create the PMP for East plan that includes objective setting and appraisals.

  1. Logs in to the HR Professional V4.0 responsibility.

  2. Selects the Performance Management link. The Performance Management home page appears.

  3. Clicks the Performance Management Plans link in the Administration region and then Create Plan.

  4. Enters the following information in the Create Plan: General Information page:

    1. Name of the plan.

    2. Start and end dates.

    3. Selects Henry Wilson as the plan administrator.

    4. Clicks Next.

  5. Enters the following information in the Create Plan: Population page:

    1. Selects Supervisor as the hierarchy type.

    2. Selects Sam Taylor as the Supervisor.

    3. Leaves the Hierarchy Levels field blank to select all levels in Sam’s hierarchy.

    4. Selects Both as the assignment type to include employees and contingent workers.

    5. Selects the Primary Assignments Only check box.

    6. Leaves the Eligibility Profile Name blank.

  6. Enters the following information in the Create Plan: Process page:

    1. Selects the Include Objective Setting in Process check box and provides the start and end dates for objective setting.

    2. Selects Cascading as the method.

    3. Selects the Notify Plan Population check box.

    4. Selects the Automatic Allocation check box.

    5. In the Appraisals region:

      • Selects the Include Appraisals in Process check box and appraisal template.

      • Enters the appraisal start and end dates, appraisal task start and end dates.

      • Leaves the Eligibility Profile field blank in the Appraisals region.

      • Selects main appraiser as the initiator, Standard Appraisal as the appraisal type, and Performance Appraisal as the appraisal purpose.

      • Selects Yes to create appraisals.

When the plan publish process completes successfully, the plan is published to all the workers in Sam’s hierarchy. Sam must first set his objectives to initiate the performance management plan process.

Performance Management Plan with the Eligibility Criteria

In this example, the requirement is to assess the performance of directors who report to Sam Taylor. The plan must be published to directors only. Sam has directors in both the Eastern and Western sales region business groups.

Using the Participation Eligibility Profiles window, Henry defines the following participant eligibility profile:

Field Value
Name Director Eligibility
Assignment Type Employee Assignment
Status Active
Applies To Benefits Profile
Position Director - Sales
Vice President - Eastern Region

To ensure that the plan is published to Sam Taylor so that he can access scorecards and appraisals of his directors, Henry associates Sam Taylor’s position, which is Vice President - Eastern Region with the eligibility profile.

After defining the eligibility profile, Henry creates a plan: PMP for Directors. When he creates this plan, he selects the Directory Eligibility profile in the Eligibility Profile Name field in the Create Plan: Population page. When Henry publishes the plan, the application generates personal scorecards for Sam Taylor and workers who hold the Director-Sales position.

Note that Henry does not select any profile in the Eligibility Profile field in the Appraisals region as the purpose of the eligibility profile is to roll out the plan to sales directors only. You can use this field to roll out different appraisal templates to different sets of the plan population.

Plan Tasks that Managers can Perform

If managers have to set their own objectives using the Employee Self-Service responsibility, then they must be part of the performance management plan population.

Managers who are not eligible for a plan and hence are not a part of the plan population can view the plan tasks displayed on their Performance Management home page. Using the Manager Self-Service responsibility, managers can navigate to their Performance Management home page to set objectives for their subordinate workers, if subordinate workers are eligible for the plan. Managers can set objectives, initiate, and update appraisals of their subordinate workers.

Configuring Appraisals and Questionnaire Administration

Configuring the Appraisals Function

The Appraisals function, accessed using the Employee and Manager responsibilities, manages the structure, content, and distribution of the worker appraisal process. Before creating an appraisal, users must create at least one appraisal template.

Configuring the Appraisal

You can perform most standard configurations of the appraisal in the appraisal template. For example, to include a Competencies section in the appraisal, you create a competency assessment template and include it in the appraisal template. Otherwise, the appraisal contains no Competencies section.

Organizations that run Oracle Learning Management (formerly Oracle Training Administration) may want to include the Learning Path region in appraisals.

To include the Learning Path region, you can:

  1. Personalize the following pages, enabling both to display the item TraActivitiesRN:

  2. Using the page layout tree in the personalization page for the pages listed in Step 1, personalize the region TraActivitiesRN to enable the item Training Courses and remove the item View Competency Gaps.

  3. Personalize relevant pages to show the Learning Path review region.

For standard and 360-degree appraisals, the Add Courses Based on Competency Gaps button can appear only on the main appraiser Give Final Ratings page.

To personalize the Give Final Ratings page:

  1. Click Save as Draft to save the appraisal.

  2. Click Next, then Click Apply.

  3. Click Give Final Ratings.

  4. In the Final Ratings page, select Personalize Page.

  5. Set Rendered to True for the following items:

If you use the Manage Appraisal Templates function to create appraisal templates, you can select Include Learning Path to include this region.

Changing the Initial Values of the Appraisal Sharing Options

When the main appraiser shares the appraisal with the appraisee, the main appraiser specifies which information the appraisee can view and whether the appraisee can update the appraisal. For example, to share competency ratings and comments, the main appraiser selects the Competency Ratings and Comments check box. By default, all options on the Share Appraisal Details with Appraisee page (except Main Appraiser Retains Ownership) are selected.

To change the initial selection setting of any of the sharing options, you personalize the Appraisal Setup Details page. To personalize any attribute other than the initial setting, you personalize the Share Appraisal Details with Appraisee page. For example, to remove the Participant Details checkbox, you personalize the Share Appraisal Details with Appraisee page. To make Participant Details deselected by default, you personalize the Appraisal Setup Details page.

Note: Within a single appraisal, the application sets the default values once only, when you first access the Appraisal Setup Details page. If you change the default values while an appraisal is in progress, those changes are not apparent in the existing appraisal. The changes become apparent only when you start a new appraisal.

To change the initial values of the sharing options, you select Personalize Page from the Appraisal Setup Details page. Alternatively, you can use the Functional Administrator responsibility, select the Personalization tab, and enter the document path: /oracle/apps/per/selfservice/appraisals/webui/SetupDetailsPG. This approach enables you to change initial values without launching the appraisals process flow.

Note: If you use the Manage Appraisal Templates function, you can configure these sharing options interactively for each appraisal template.

Identifying a Default Appraisal Template

To identify a default appraisal template for an appraisal type (for example, for a standard appraisal), you select Personalize Page from the Appraisal Setup Details page. You personalize the field Message Text Input: (ApprTemplateIdTxtInp) and enter the numeric identifier of the appraisal template.

Viewing and Updating Appraisals of Ex-Employees and Ex-Contingent Workers

Managers and HR Professionals can view and update appraisals of terminated workers.

To enable ex-employee and ex-contingent worker support in the search, you change the value of the pEnableTerms parameter value to Y for the Appraisals functions.

Setting the parameter for the HR Professionals Function

To enable HR Professionals to view and update appraisals of terminated workers, set the pEnableTerms parameter to Y for the function: View Appraisals Manager - HR Sys Admin (HR_VIEW_SYSAPPR_MGR_SS).

Note: If you are using a custom version of the HR_VIEW_SYSAPPR_MGR_SS function, you must set the pIsHRProf parameter to Y.

The following table explains how HR Professionals can view and update appraisals of terminated workers:

Task Performance-Management Plan Appraisals Appraisals created using the Appraisals Function
View appraisals Use the Switch as Manager function. Use Advanced Search available in the Appraisals: People page from the Appraisals function.
Update appraisals Use the Update Appraisals of Terminated Workers option available in the Performance Management Plan Administration Tasks page.
See: Performance-Management Plan Administration Tasks
Use Advanced Search available in the Appraisals: People page from the Appraisals function.

Note: As HR Professionals are super users, they can update appraisals if the parameter value is set to Yes. The appraisal template permissions that apply to main appraisers do not apply to HR Professionals. See: Update Appraisals - Main Appraiser

Setting the parameter for the Manager functions

By default, the pEnableTerms parameter is set to Y for these functions:

The following table explains how managers can view and update appraisals of terminated workers:

Task Performance-Management Plan Appraisals Appraisals created using the Appraisals Function
View appraisals For direct reports, view appraisals in the Performance Management Plan Appraisals In Progress table of the Appraisals as Main Appraiser page.
To view appraisals of indirect reports use the View Appraisals page. This page appears when you click the View Appraisals in People Hierarchy button.
For direct reports, view appraisals in the Appraisals In Progress table of the Appraisals As Main Appraiser page.
To view the appraisals of indirect reports use the View Appraisals page. This page appears when you click the View Appraisals in People Hierarchy button.
Update appraisals

Note: To enable main appraisers to update appraisals of terminated workers , in addition to setting the pEnableTerms parameter to Y for the manager functions, the appropriate options in the appraisal template must be configured. For more information on enabling main appraisers to update appraisals of terminated workers, see: The Appraisal Template

For direct reports, update appraisals from the Performance Management Plan Appraisals In Progress table of the Appraisals as Main Appraiser page.
For indirect reports, use the Switch as Manager feature to update appraisals.
For direct reports, update appraisals from the Appraisals In Progress table of the Appraisals As Main Appraiser page.
To update the appraisals of indirect reports use the View Appraisals page. This page appears when you click the View Appraisals in People Hierarchy button.

Menu and Function Names

The following table describes the menu and function names.

Menu and Function Names
User Menu Name Function Name
Employee Self-Service Appraisals (HR_EMP_MY_APPR_SS)
Employee Self-Service Performance Management (HR_EMP_TALMGMT_HMPAGE_SS)
Contingent Worker Self-Service Appraisals (HR_EMP_MY_APPR_SS)
Contingent Worker Self-Service Performance Management (HR_EMP_TALMGMT_HMPAGE_SS)
Manager Self-Service Appraisals (HR_MGR_MN_APPR_SS)
Manager Self-Service Performance Management (HR_MGR_TALMGMT_HMPAGE_SS)
HR Professional View Appraisals Manager - HR Sys Admin (HR_VIEW_SYSAPPR_MGR_SS)

Workflow

Workflow Process Display Name: Appraisal Details Process

Workflow triggers multiple events, usually notifications to participants. Completion of a standard or 360-Degree appraisal automatically updates the appraisee's competency profile (unless the system profile is disabled), creates or updates the appraisee's learning path, and creates a Performance Review event, which in turn can transfer the overall rating and other data to other modules such as Compensation Workbench.

If you define or configure new functions, you can enable or disable approvals by adding one of the following values to the parameter "pApprovalReqd":

YD is the default value. You cannot enable approvals for self appraisals.

The table below lists the workflow notifications that are specific to appraisals.

Workflow Notifications
Message Source Message Name Subject Body
SYSADMIN HR_APPRAISAL_COMMAPPLERR_MSG An application error has occurred in your process &PROCESS_DISPLAY_NAME performed on &CURRENT_PERSON_DISPLAY_NAME Your &PROCESS_DISPLAY_NAME performed on &CURRENT_PERSON_DISPLAY_NAME has encountered the following application error: &ERROR_MESSAGE_TEXT Please click the link below to view the changes. The HR Rep/System Administrator has been notified. For further action on this failed transaction, please contact your HR Rep/System Administrator &APPROVAL_HISTORY
SYSADMIN HR_APPRAISAL_COMMIT_APPERR_MSG An application error has occurred in your &PROCESS_DISPLAY_NAME process Your process &PROCESS_DISPLAY_NAME has encountered the following application error: &ERROR_MESSAGE_TEXT This process has been cancelled without any changes being made. After correcting the issue, click Retry to complete the transaction.
Main Appraiser User Name HR_APPRAISAL_OTHER_PARTIC_MSG The appraisal of &REVIEWEE needs your attention as other participant &FORWARDER has requested that you participate in the appraisal (dated &APPRAISAL_DATE) of &REVIEWEE Comments: &WF_NOTE Please click &OBJECT_URL to view the details.
Main Appraiser User Name HR_APPRAISAL_REVIEWER_MSG The appraisal of &REVIEWEE needs your attention as reviewer &FORWARDER has requested that you review the appriaisal (dated &APPRAISAL_DATE) of &REVIEWEE Comments: &WF_NOTE Please click &OBJECT_URL to view the details.
Main Appraiser User Name HR_APPRAISER_MSG The appraisal of &REVIEWEE needs your attention as appraiser &FORWARDER has requested that you act as appraiser for the appraisal (dated &APPRAISAL_DATE) of &REVIEWEE Comments: &WF_NOTE Please click &OBJECT_URL to view the details.
Main Appraiser User Name HR_APPRAISAL_COM_APPRAISEE_MSG Your appraisal has been completed &FORWARDER has completed your appraisal. Please click &OBJECT_URL to view the appraisal details.
Main Appraiser User Name HR_TRANSFER_TO_APPRAISEE_MSG Your appraisal has been transferred to you &FORWARDER has requested that you modify the details of your appraisal dated &APPRAISAL_DATE Comments : &WF_NOTE Please click &OBJECT_URL to view the appraisal details.
Main Appraiser User Name HR_EMBED_SHARE_LATEST_MSG View latest details of your appraisal Links to appraisal details
SYSADMIN HR_NTFY_MA_COMPLETE_MSG &PROCESS_DISPLAY_NAME for &CURRENT_PERSON_DISPLAY_NAME has been approved Final Approver: &FORWARD_TO_DISPLAY_NAME User Name: &FORWARD_TO_USERNAME Comment: &APPROVAL_COMMENT &PROCESS_DISPLAY_NAME changes for &CURRENT_PERSON_DISPLAY_NAME have been approved and completed. View the status below, and verify the successful completion of the appraisal. This notification requires no action.
Main Appraiser User Name HR_MAIN_APPRAISER_MSG The appraisal of &REVIEWEE needs your attention as main appraiser The appraisal (dated &APPRAISAL_DATE) of &REVIEWEE requires your attention as the main appraiser. Comments : &WF_NOTE Please click &OBJECT_URL to view the details.
Main Appraiser User Name HR_PART_TO_MAIN_APPRAISER_MSG &FORWARDER has completed their appraisal of &REVIEWEE &FORWARDER has completed their appraisal (dated &APPRAISAL_DATE) of &REVIEWEE Comments : &WF_NOTE Please click &OBJECT_URL to view the details.
Main Appraiser User Name HR_NEW_MAIN_APPRAISER_MSG You have been selected as main appraiser for the appraisal of &REVIEWEE &FORWARDER has requested that you take over for &MAIN_APPRAISER as the main appraiser in the appraisal (dated &APPRAISAL_DATE) of &REVIEWEE Comments : &WF_NOTE Please click &OBJECT_URL to view the details.
SYSTEM HR_NTFY_MA_PENDAPPR_MSG &PROCESS_DISPLAY_NAME for &CURRENT_PERSON_DISPLAY_NAME has been approved and is pending appraisee feedback Final Approver: &FORWARD_TO_DISPLAY_NAME User Name: &FORWARD_TO_USERNAME Comment: &APPROVAL_COMMENT
&PROCESS_DISPLAY_NAME changes for &CURRENT_PERSON_DISPLAY_NAME have been approved. The appraisal requires appraisee feedback.
View the status below, and verify the successful completion of the appraisal &HR_APPRAISAL_COMMIT_LOG This notification required no action.
Participant HR_EMBED_PART_TO_MA_MSG Appraisee &CURRENT_PERSON_DISPLAY_NAME has provided feedback on &PROCESS_DISPLAY_NAME &CURRENT_PERSON_DISPLAY_NAME has provided feedback on &PROCESS_DISPLAY_NAME This notification requires no action.
SYSTEM HR_EMBED_APPRAISEE_FBCK_MSG Your appraisal has been completed. Please review and provide feedback.  

Configuring Text

You can configure most text (including tips, instructions, and messages) on the Appraisals pages using the Personalize Page function.

Editing Page Titles

To change an Appraisals page title, you edit both the title message and either the Employee Appraisals menu or the Manager Appraisals menu.

To change the title message, you log in to HRMS using the Application Developer responsibility and navigate to the Messages window.

The title messages you can edit for the Create Appraisal pages are:

Appraisals Page Message Default Message Text
Setup Details HR_INST_APPR_CREATE_SETUP_SS Create &1: Setup Details
Overview HR_INST_APPR_CREATE_OVIEW_SS Create &1: Overview
Review HR_INST_APPR_CREATE_REVIEW_SS Create &1: Review

The title messages you can edit for the Update Appraisal pages are:

Appraisals Page Message Default Message Text
Setup Details HR_INST_APPR_UPDATE_SETUP_SS Update &1: Setup Details
Overview HR_INST_APPR_UPDATE_OVIEW_SS Update &1: Overview
Review HR_INST_APPR_UPDATE_REVIEW_SS Update &1: Review

The "&1" value in the default message text resolves to the appraisal type value (for example, "Standard Appraisal") from the Employee Appraisals menu or the Manager Appraisals menu, as appropriate. The menus and their default prompts are as follows:

User Menu Name Menu Default Prompts
Employee Appraisals HR_EMPLOYEE_APPRAISALS_MENU Self Appraisal
Standard Appraisal
360-Degree Appraisal
Manager Appraisals HR_MANAGER_APPRAISALS_MENU Standard Appraisal
360-Degree Appraisal

To change the appraisal type value, navigate to the Menus window and modify the prompt in the relevant menu.

For example, to change the page title "Update Standard Appraisal: Setup Details" to "Modify Annual Appraisal Setup Information" for an employee, you:

Configurable Flexfields

If the FND: Diagnostic profile option is enabled, you can click About this Page on any appraisal page to display a list of the flexfields on the page.

Profile Options

The following profile options affect the Appraisals function:

See: User Profiles, Oracle HRMS Configuring, Reporting, and System Administration Guide

Note: Apply Assessment Competencies to Person applies at the site level. As an alternative, you can select Update Competency Profile in the appraisal template, which sets this feature at template level.

You can set the HR: Appraisee Can Add Participants option to No and select Add Participant in the Appraisee Permissions region of the appraisal template, which sets this feature at the template level.

The following table describes the profile options.

Profile Options
Profile Configurable Level Values (default value in boldface) Value Required?
HR: Appraisee Can Add Participants All Yes, No No
HR: Worker Appraisals Menu Site Employee Appraisals Menu Yes
HR: Manager Appraisals Menu Site Manager Appraisals Menu Yes
Apply Assessment Competencies to Person Site Yes, No No
Performance Management Source Type Site [PROFICIENCY_SOURCE lookup value] No
HR: Save and Stay in Appraisals Page User, Site Yes, No No
HR: Allow Updates to Objective Details Added by Appraisee All Yes, No No
HR: Display Completed Appraisal from Other Business Groups All Yes, No No
HR: Update PMP Appraisals After the Appraisal Period Responsibility, User Yes, No No
HR: View Historical Plans (YYYY/MM/DD) Site, Application, Responsibility, User - No

Displaying the Terminated Workers Tab

On the Appraisals as Main Appraiser page (MgrMainAppraiserPG), you can display the Terminated Workers tab using the Personalization function. This tabbed region, which shows completed appraisals of ex-employees and ex-contingent workers is hidden by default.

Downloading and Uploading Appraisals

Using the Download and Upload Appraisals functionality, main appraisers, appraisees, and other participants can complete certain sections of the appraisal offline.

See: Downloading and Uploading Appraisals

If your enterprise does not use the Downloading and Uploading Appraisals functionality, then you can hide this feature for managers, employees, and participants, using the Personalization function. Complete the following steps:

Configuring the Publish to Catalog Feature

When managers or workers create or update objectives or give final appraisal ratings, they can add attachments and make the attachments available globally in Oracle E-Business Suite of applications using the Publish to Catalog feature.

Attachments published to catalog are available to other users if:

If you do not want managers or workers to use the Publish to Catalog feature for attachments, then you can hide the Publish to Catalog column on the following pages using Personalization:

You must personalize the following pages in Employee and Manager Self Service responsibilities:

To render off the Publish to Catalog column, navigate to the respective personalization page and click the Personalize link for Attachment Table: Objective Attachments. In the Personalization Properties page, set the Enable Document Catalog property to False at the required personalization level.

See: Publish to catalog option in Appraisals on My Oracle Support Note ID:730074.1

Displaying the Save Attachments Check box on the Give Final Ratings: Review Page

When main appraisers give final ratings, they can select the Save Attachments check box to save attachments to the self-service transaction and view them in the Oracle HRMS People window. The Save Attachments check box on the Give Final Ratings: Review page is hidden by default. Enterprises can decide whether to display the check box on the Give Final Ratings: Review page using the Personalization feature.

Personalizing Pop-up windows on the Performance Management Pages

To personalize the contents in the popup windows, set the FND: Personalization Region Link Enabled profile option to Yes

Personalizing the Latest Appraisal Information Pop-up Window

On the Appraisals: People in Hierarchy page, when a manager places the mouse over the Details icon, the Latest Appraisal Information pop-up window appears. By default, this window displays the following fields for an appraisal:

If required, you can display the following fields on the pop-up window that are hidden by default:

Personalizing the Quick Update Pop-up Window on the Update Appraisal Page

When creating or updating appraisals, managers and workers can make quick updates to objectives using the pop-up window that appears when they click the Quick Update icon. The Quick Update icon column is available on the following pages, by default:

You can hide the Quick Update column using personalization, if required.

Displaying the Print or Print All Column in the Main Appraiser and My Appraisals Pages

The Appraisals In Progress and Complete Appraisals tables in the Main Appraiser (MgrMainAppraiserPG) and My Appraisals (EmpMyAppraisalsPG) pages display the Print column, by default. When users click the Print icon, the Configure Print Options for Printable Page appears where the user can select either form or table layout and the required appraisal sections to print. See: Printing Appraisals

The application provides a Print All column in both the tables and the column is hidden by default. The Print All column allows managers and workers to print the entire appraisal based on the permissions defined in the appraisal template. This column, which is hidden by default must be displayed, if required, using the Oracle Framework Personalization feature. If the Print All column is displayed, then the Print column that provides the configurable print options must be hidden.

As an example, the following steps explain how to display the Print All column and hide the Print column in the Main Appraiser (MgrMainAppraiserPG) page:

Personalization in the Appraisals In Progress Table

To display the Print All column:

  1. Set the Personalize Self–Service Defn and Disable Self–Service Personal personalization options to Yes.

  2. Navigate to the Manager Self-Service responsibility.

  3. Navigate to the Main Appraiser (MgrMainAppraiserPG) page.

  4. Click the Personalize "Appraisals In Progress" link in the Appraisals In Progress section. The Personalize Region: Appraisals In Progress page appears.

  5. Click Complete View and Expand All in the Personalization Structure section.

  6. Navigate to the Image: Print All row.

  7. Click the Personalize pencil icon. The Personalize Image : Print All page appears.

  8. Scroll to the Rendered row. The default value is false.

  9. Select True at the required level.

  10. Click Apply.

  11. Click Return to Application.

To hide the Print column:

  1. Navigate to the Personalize Region: Appraisals In Progress page.

  2. Click the Personalize icon in the Image: Print row. The Personalize Image : Print appears.

  3. Scroll to the Rendered row. The default value is true.

  4. Select false at the required level.

  5. Click Apply.

  6. Click Return to Application.

Personalization in the Completed Appraisals Table

To display the Print All column:

  1. Navigate to the Main Appraiser (MgrMainAppraiserPG) page.

  2. Click the Personalize "Personalize Appraisal Results" link in the Completed Appraisals section. The Personalize Region: Appraisal Results page appears.

  3. Click Complete View and Expand All in the Personalization Structure section.

  4. Navigate to the Image: Print All row.

  5. Click the Personalize pencil icon. The Personalize Image : Print All page appears.

  6. Scroll to the Rendered row. The default value is false.

  7. Select True at the required level.

  8. Click Apply.

  9. Click Return to Application.

To hide the Print column:

  1. Navigate to the Personalize Region: Appraisal Results page.

  2. Click the Personalize icon in the Image: Print row. The Personalize Image : Print appears.

  3. Scroll to the Rendered row. The default value is true.

  4. Select false at the required level.

  5. Click Apply.

  6. Click Return to Application.

Perform similar steps to display the Print All column and hide the Print column in the My Appraisals (EmpMyAppraisalsPG) page.

Configure the Printable Template, if Required

Using the Configure Print Options for Printable page managers and workers can print appraisals in the Adobe Acrobat PDF format. They have the flexibility to select the required print layout and the appraisal sections that they want to print. See: Printing Appraisals

Oracle Performance Management provides a predefined 'Appraisal Printable Template', which is an Oracle XML Publisher RTF template to print appraisals in the PDF format. Enterprises can use the predefined template or create their own RTF template to meet their business requirements.

The following steps explain how to create and use a custom template:

  1. Create a copy of the predefined 'Appraisal Printable Template'.

  2. Make the required changes in the custom RTF template.

  3. Name the custom RTF template in the ‘PERAPPRCUSTPRINT_Appraisal ID’ (Appraisal_ID is a number) format, so that the application identifies and uses the custom RTF template instead of the predefined RTF template.

  4. Deploy the custom template using the XML Publisher Administrator responsibility.

For information how to create XML Publisher templates and deploy them, refer to the Oracle XML Publisher Administration and Developer's Guide and Oracle XML Publisher Report Designer's Guide.

Configuring Questionnaire Administration

This topic provides details about the Questionnaire Administration module.

Menu and Function Names

You can access the Questionnaire Administration module from the menus and functions in the table below.

Menu and Function Names
User Menu Name Function Name
HR Professional Questionnaire Administration (HR_QUEST_ADMIN_SS)
Questionnaire Functions Menu HR_QUEST_ADMIN_SS (Questionnaire Administration) HR_QUEST_DEFINE_SS (Create Questionnaire)HR_QUEST_PREVIEW_SS (Preview Questionnaire)HR_QUEST_VIEW_SS (Preview Questionnaire)HR_QUEST_UPD_PREVIEW_SS (Preview Questionnaire)HR_QUEST_UPDATE_SS (Update Questionnaire)

Note: Questionnaire Functions Menu is a submenu of Questionnaire Administration. To include the Questionnaire Administration function in a custom menu, include HR_QUEST_ADMIN_SS with a prompt and Questionnaire Functions Menu as a submenu without a prompt. Do not include prompts for the functions in the submenu.

Workflow

Questionnaire Administration uses no configurable workflow processes.

Tips, Instructions, and Messages

You can configure all the following tips, instructions, and messages directly from the Questionnaire Administration pages, using the "Personalize..." links.

Tips and Instructions
Page Region Attribute Name Message Name
QuestCreatePG Create Questionnaire Instruction HR_QUEST_DEFINE_INSTR_SS
QuestCreatePG Required Field Description longMessage HR_QUEST_HTML_FIELD_INSTR
QuestPreviewPG Required Field Description Instruction HR_QUEST_REVIEW_INSTR_SS
QuestOverviewPG Search Instruction HR_QUEST_ADMIN_INSTR_SS
QuestOverviewPG Search Instruction HR_QUEST_SRCH_INSTR_SS
QuestOverviewPG Results: Questionnaires Instruction HR_QUEST_RESULTS_INSTR_SS
QuestUpdatePG Questionnaire Update Region Instruction HR_QUEST_UPDATE_INSTR_SS
QuestUpdatePG Required Field Description longMessage HR_QUEST_HTML_FIELD_INSTR
QuestUpdPreviewPG Required Field Description Instruction HR_QUEST_REVIEW_INSTR_SS
Confirmation Messages
Message Name Message Meaning
HR_SAVE_FOR_LATER_NO_CHANGE No changes have been made in the Update Questionnaire Page
HR_QUESTIONNAIRE_UPDATE_CONF Questionnaire create/update/publish/unpublish Confirmation
Instructions in Dialog Pages
Instruction Name Instruction Meaning
HR_QUESTIONNAIRE_DELETE_WARN Warning displayed for Delete Questionnaire

Flexfields

Questionnaire Administration uses no configurable flexfields.

Profile Options

Questionnaire Administration uses no unique configurable profile options.

Configuring Questionnaire Administration - New

This topic provides details about the Questionnaire Administration – New module.

Menu and Function Names

You can access the Questionnaire Administration module from the menus and functions in the table below.

Menu and Function Names
User Menu Name Function Name
HR Professional Questionnaire Administration - New (HR_QUEST_ADMIN_NEW_SS)
Questionnaire Functions Menu HR_QUEST_ADMIN_SS (Questionnaire Administration) HR_QUEST_DEFINE_SS (Create Questionnaire)HR_QUEST_PREVIEW_SS (Preview Questionnaire)HR_QUEST_VIEW_SS (Preview Questionnaire)HR_QUEST_UPD_PREVIEW_SS (Preview Questionnaire)HR_QUEST_UPDATE_SS (Update Questionnaire)

Note: Questionnaire Functions Menu is a submenu of Questionnaire Administration. To include the Questionnaire Administration function in a custom menu, include HR_QUEST_ADMIN_SS with a prompt and Questionnaire Functions Menu as a submenu without a prompt. Do not include prompts for the functions in the submenu.

Workflow

Questionnaire Administration uses no configurable workflow processes.

Tips, Instructions, and Messages

You can configure all the following tips, instructions, and messages directly from the Questionnaire Administration pages, using the "Personalize..." links.

Tips and Instructions
Page Region Attribute Name Message Name
QuestCreatePG Create Questionnaire Instruction HR_QUEST_DEFINE_INSTR_SS
QuestOverviewPG Questionnaire Administration - New Instruction HR_QUEST_ADMIN_INSTR_SS
QuestOverviewPG Search Instruction HR_QUEST_SRCH_INSTR_SS
QuestCreatePG Create Questionnaire Instruction HR_QUEST_DEFINE_INSTR_SS
QuestCreatePG Create Questionnaire Instruction HR_QUEST_NEW_INSTR_SS
QuestUpdatePG Update Questionnaire Instruction HR_QUEST_UPDATE_INSTR_SS
QuestUpdatePG Update Questionnaire Instruction HR_QUEST_NEW_INSTR_SS
Confirmation Messages
Message Name Message Meaning
HR_SAVE_FOR_LATER_NO_CHANGE No changes have been made in the Update Questionnaire Page
HR_QUESTIONNAIRE_UPDATE_CONF Questionnaire create/update/publish/unpublish Confirmation
Instructions in Dialog Pages
Instruction Name Instruction Meaning
HR_QUESTIONNAIRE_DELETE_WARN Warning displayed for Delete Questionnaire

Flexfields

Questionnaire Administration - New uses no configurable flexfields.

Profile Options

Questionnaire Administration - New uses no unique configurable profile options.

Info Online Links to Information Provider Websites

Info Online Links to Information Provider Web Sites

Info Online is a generic framework to integrate Oracle Applications with partner applications. Info Online enables users to access information from third-party providers and integrations. Once the links have been enabled, users can access an information provider web site directly from a button or link on an Oracle HRMS window or self-service web page. Depending on the level of configuration available, the link can lead directly to a page relevant to the window or even the record on which the user is working.

For example, someone entering tax information might access a web site providing up-to-date information on tax regulations, or an administrator looking at benefit details for an employee could open a web page providing documentation for that employee's benefit plan.

Note: Info Online was previously known as the Knowledge Integrator.

See: Accessing Information Provider Web Sites

See: Integration between Oracle HRMS Products and Information Providers

Accessing Information Provider Web Sites

Oracle HRMS supports two versions of Info Online. The HR: KI Framework Version profile option value identifies the Info Online version.

Info Online Version 1

If the system administrator sets the profile to Version 1, users can access:

Info Online Version 2

If the system administrator sets the profile to Version 2, users can access:

Accessing Information Providers from Oracle HRMS Interface

Info Online Button on Oracle HRMS Windows

Once the system administrator enables the links between Oracle HRMS and the information provider pages, users access information provider web sites from the user interface by clicking the Info Online button on the Oracle HRMS toolbar, or by selecting Tools > Info Online from the menu (Shift+Control+F7). This button is enabled in windows for which information provider links have been configured and enabled.

Note: Shift+Control+F7 is the key sequence currently mapped to Function 7. Choose Help -> Keyboard on the menu to determine the actual key combination. The Oracle Forms Deployment Guide explains how to change this key assignment in the Oracle Terminal resource file fmrweb.res.

Clicking the Info Online button first opens a list of values, displaying a list of links to any information provider web sites that are enabled for the current window. When the user selects a value from the list, a browser window opens at the appropriate page.

If the user chooses the Info Online button from a window for which no links to information provider web sites are enabled, no list of values appears.

Users can control the behavior of the Info Online button using the Open in New Window option on the Tools menu. When this option is checked, each new search opens in a new browser window. This option allows users to compare results from different queries side by side, but the windows remain open until the user specifically closes them. When this option is unchecked, the page appears in the last browser window opened.

Info Online Content Container on the Oracle HRMS Products' Pages

Users access information provider web sites from the self-service web pages either through links on Benefits pages or through the Info Online content container. The list of applicable topics and providers appear alphabetically in the content container. See: Info Online Content Container

Integration between Oracle HRMS Products and Information Providers

Information Providers

Integration is available between Oracle HRMS and the following information providers:

My Oracle Support

My Oracle Support web site provides access to the latest product information, discussion forums, bug fixes, and patch information for Oracle HRMS, as well as enabling users to contact Oracle Support. Integration is available for all Oracle HRMS windows in the user interface in KI Framework Version 1 and for self-service web pages which include the content container in KI Framework Version 2. This integration is available for all legislations.

See My Oracle Support Note 229585.1 for details of how to set up links from Oracle HRMS to My Oracle Support pages.

Authoria HR

Integration is available between a number of Oracle Advanced Benefits windows and self-service pages and the third-party product Authoria HR in KI Framework Version 1. This integration is available for UK and US legislations. See: Links to Authoria HR, Oracle HRMS Configuring, Reporting, and System Administration Guide

Also see My Oracle Support Note 215637.1 for details of how to set up links from Oracle HRMS to Authoria HR pages.

RIA PCP on Checkpoint

Integration is available between Oracle HRMS US tax windows and third-party information provider RIA's Payroll Compliance Pro on Checkpoint in KI Framework Version 1. This integration is available for US legislations.

See My Oracle Support Note 148468.1 for further details of how to set up links from Oracle HRMS to RIA PCP on Checkpoint.

Transcentive

Integration is available between Oracle HRMS windows and Transcentive, a third-party compensation management solutions provider, in KI Framework Version 2. This integration is available for all legislations.

See My Oracle Support Note 294453.1 for further details of how to set up links from Oracle HRMS to Transcentive.

iLearning

Oracle iLearning is an enterprise learning management system that prescribes, delivers and tracks learning, and monitors and manages the learning process. Integration is available between the Rapid Implementation Workbench web pages and Oracle iLearning in KI Framework Version 2.

See My Oracle Support Note 294453.1 for further details of how to set up links from the Rapid Implementation Workbench web pages to Oracle iLearning.

Enwisen

Integration is available between Oracle HRMS products and Enwisen, a third-party information provider.

See: Info Online Links to Enwisen from Oracle iRecruitment Pages, Oracle iRecruitment Implementation and User Guide

See: Info Online Links to Enwisen from Oracle Performance Management Pages

See: Info Online Links to Enwisen from Oracle SSHR Pages, Oracle Self-Service Human Resources Deploy Self-Service Capability Guide

See: Info Online Links to Enwisen from Oracle Time and Labor Pages, Oracle Time and Labor Implementation and User Guide

See: Configuring Links between HRMS Products and Enwisen

See: Oracle white paper Integrating Oracle Applications with Partner Applications on Oracle My Oracle Support Note 294453.1 for further details of how to set up links from Oracle HRMS to Enwisen.

Info Online Content Container

The Info Online content container is an ancillary region that appears on self-service web pages. Topics and providers appear as an alphabetical list of links in the content container.

On clicking a topic, the list of providers who provide content for the topic appears in a new web page. If only one provider exists for the selected topic, the single provider's page opens immediately.

Users can also select a provider from the list in the content container, and view a list of topics offered by that provider.

The More link appears when the number of topics or providers exceeds a predefined limit. The limit of topics or providers is set in the HR: KI Maximum Topics and Integrations profile. If no limit is set, the More link appears when the number of topics or providers exceeds 3. On clicking the More link from the topics or providers region, the complete set of topics or providers appears in a new page.

Configuring Links between Oracle HRMS Products and Information Providers

You can configure links between Oracle HRMS products and information providers to enable users to access content on information provider web sites.

Note: The information that your workforce can access on the information provider web site depends on the agreement with the information provider.

To configure links between Oracle HRMS products and information providers

  1. Setting Profiles Options

    Set the following profile options to set up links between Oracle HRMS and any information provider web sites:

    Setting the following additional profile options is optional if you are setting up links between Oracle HRMS and any information provider web sites:

    Additional required and optional profile options exist for individual information providers. See: User Profiles, Oracle HRMS Configuring, Reporting, and System Administration Guide

  2. Configure links to information providers

    After you configure Info Online, you can access configured partners in self service pages through the Info Online content container and in forms through the Info Online icon. You can also access configured partners as a menu link.

    For more information on configuring links to information providers, see: Oracle white paper Integrating Oracle Applications with Partner Applications on My Oracle Support Note 294453.1

  3. Display the Info Online content container, if hidden by default

    The links to information providers are available in the Info Online content container on the Oracle HRMS products' pages. If the content container is hidden by default, then use the Personalization Framework functionality to display the content container on the appropriate applications pages.

Info Online Links to Enwisen

Info Online Links to Enwisen from Oracle Performance Management Pages

You can configure access between Oracle Performance Management and Enwisen, a third-party information provider to enable end users to access company specific information or any other relevant information hosted on the Enwisen web site. The Info Online content container on the self-service pages displays hypertext links to information providers.

The Performance Management page available from the Manager Self-Service and Employee Self-Service responsibilities contains the Info Online content container, which is hidden by default. This content container includes the Handbook link (default link) to access, for example, your company's information on performance appraisals.

To enable users to access Enwisen, complete the following steps. Using the Personalization Framework function:

See: Configuring Links between HRMS Products and Enwisen

Configuring Links between HRMS Products and Enwisen

If your enterprise has an agreement with Enwisen, a third-party information provider to enable your workforce access company specific information or any other relevant information hosted on the Enwisen web site, then you can configure links to Enwisen.

Note: The company information that your workforce can access on Enwisen depends on your agreement with Enwisen.

See: Info Online Links to Enwisen from Oracle iRecruitment Pages, Oracle iRecruitment Implementation and User Guide

See: Info Online Links to Enwisen from Oracle Performance Management Pages

See: Info Online Links to Enwisen from Oracle SSHR Pages, Deploy Oracle SSHR Self-Service Capability Guide

See: Info Online Links to Enwisen from Oracle Time and Labor Pages, Oracle Time and Labor Implementation and User Guide

To configure links between HRMS products and Enwisen

The following section lists the basic implementation steps that are required to configure links between Oracle HRMS products and Enwisen.

  1. Set the HR: Extension Agent profile option to enable the Info Online functionality.

    See: User Profiles, Oracle HRMS Configuring, Reporting, and System Administration Guide

  2. Set the HR: Enwisen Login URL profile option.

    See: User Profiles, Oracle HRMS Configuring, Reporting, and System Administration Guide

  3. Enable the Info Online content container and Topics region by setting an applicable value for the HR: KI Topics Enabled profile option.

    See: User Profiles, Oracle HRMS Configuring, Reporting, and System Administration Guide

    See: Info Online Content Container

  4. Use the Personalization Framework function to display the Info Online content container on the product pages that support Enwisen integration. The content container is hidden by default on the following pages:

  5. Enter the login and authentication details that you receive from Enwisen for Enwisen:Provider integration option on the Integration Options page.

    To provide the details:

    Mandatory Details

    Provide the following mandatory information:

    Enwisen Secret Key

    In the Enwisen Secret Key field enter the Enwisen authentication key.

Additional Implementation Steps

After you implement the basic steps, you can carry out the following steps to define user specific additional security to access Enwisen. For example, depending on your business requirements, you can:

To define additional security when accessing Enwisen:

  1. Enwisen requires users to log in to access the provider's site for information. To define additional security depending on your business requirements, you must create a Java class that implements Oracle's predefined Java interface: oracle.apps.per.ki.kiserver.KIDataFetcher. The Java class contains the method to retrieve login values when end users access Enwisen from Oracle HRMS product pages.

    For technical details of creating a Java class, see: Oracle white paper Integrating Oracle Applications with Partner Applications on My Oracle Support Note 294453.1

  2. Provide the Java class value in the HR: Class Name to Fetch KI Data profile option to enable users to launch Enwisen from Oracle HRMS product pages that support Enwisen integration.

    See: User Profiles, Oracle HRMS Configuring, Reporting, and System Administration Guide

Workforce Performance Management Overview

Workforce Performance Management Overview

Successful enterprises set objectives for their workers that are consistent with the enterprise strategy and that contribute to business goals. To support enterprise-directed objective setting, management, and assessment, Performance Management provides an integrated set of Workforce Performance Management functions. Enterprises can:

Workers can participate in the objective-setting process and understand how their performance contributes to business outcomes.

The Performance-Management Process

Using Oracle Performance Management, you manage workforce performance for a specified period of time, such as a calendar or financial year, and for a specified workforce, such as all workers in a supervisor hierarchy or in an organization. To define performance-management activities, the HR Professional creates a Performance Management Plan (PMP), a configurable control document that can define:

You select both options in your PMP to take full advantage of the performance-management functions. Alternatively, you can define a PMP to manage objectives only or appraisals only. You can define as many PMPs as the enterprise requires, and a worker can belong to multiple PMPs. For more information, see Performance Management Plans

To start the performance-management process, the HR Professional publishes the PMP. At this point, the application:

The Objective-Setting Process

During this process, which lasts for the period specified in the PMP, worker and manager update the worker's personal scorecard by adding, updating, or removing objectives. The personal scorecard transfers between worker and manager until the objective-setting process is complete. The manager then approves the worker's personal scorecard to change its status to Published.

The Objective-Tracking Process

During this process, worker and manager can:

Workers and managers can update objectives during a specific stage of the performance process, even though the View and Track Objective Progress task is enabled throughout the performance-management period.

The Appraisal Process

During this process, which can occur multiple times during the performance-management period:

The following figure summarizes the performance-management process:

the picture is described in the document text

When you publish a PMP, the application generates tasks for workers and managers and a personal scorecard of objectives for each plan member. The application can copy to each personal scorecard:

Workers and managers complete worker scorecards during the objective-setting process and appraise performance during the appraisal process. Workers and managers can view personal scorecards and track progress throughout the performance-management period.

Key Functions of Workforce Performance Management

Oracle Performance Management provides a rich set of functions to support workforce-performance management and appraisal.

The Objectives Library

HR Professionals can create a library of standard, reusable objective definitions for the enterprise to promote efficiency and consistency. Workers and managers can search this library for objectives to copy to personal scorecards, and the application can automatically allocate objectives from the library to eligible workers.

To populate the library, HR Professionals can either create individual objective definitions or import them from other sources using Oracle Web ADI.

See: The Objectives Library

Automatic Allocation of Objectives

Performance Management can automatically allocate objectives from the Objectives Library to workers based on eligibility rules that you define in eligibility profiles. This function enables you to allocate some or all objectives efficiently throughout the enterprise.

See: Allocating Objectives to Workers Automatically

Objective Definition

The objective-definition functions support the creation of specific, measurable, achievable, relevant, and time-based (SMART) objectives. For example, you can specify how you will measure achievement of objectives, include target dates, and mark objectives for inclusion in appraisals. You can also include links to attachments and provide supporting descriptions. Managers can define objectives for workers, and workers can define objectives for themselves, subject to management approval.

See: Creating Objectives

Cascade Objectives Through the Enterprise Hierarchy

Managers can cascade their own objectives to workers reporting directly to them, either by duplicating their own objectives or by creating new, related objectives. Those workers can repeat the process for workers reporting to them, and so on throughout the enterprise hierarchy. Cascaded objectives constitute an objectives hierarchy, with each objective supporting an objective above it in the hierarchy.

See: Cascading Objectives

Define Relationships Between Objectives

Workers can align their objectives with objectives that other workers have shared with them as a way of establishing a network of relationships between objectives.

See: Sharing and Aligning Objectives

Automatic Creation of Appraisals

You can generate appraisals automatically from the PMP. Performance Management creates appraisals on a specified date for all members of the PMP using the appraisal template that you select. The application also assigns the appraisal to the initiator that you identify and automatically includes each worker's personal scorecard of objectives in the Objectives section of the appraisal. This approach is highly efficient, as individuals do not have to create appraisals or populate the Objectives section. It also enables you to enforce both the timing and the format of the appraisal. This function is completely integrated with and enhances the appraisal process.

See: The Appraisal Process

Using the Switch as Manager and Switch as Employee Functions

Switch as Manager

The Switch as Manager function appears by default on the Performance Management home page of the Manager Self-Service and HR Professional responsibilities. Using the Switch as Manager function:

Switch as Employee

The Switch as Employee function appears by default on the Performance Management home page of the HR Professional responsibility. This function enables an HR Professional to work as another employee and access that employee's performance-management tasks.

Note: The Switch as Manager and Switch as Employee functions are available only for the objective setting and tracking tasks in a PMP.

Key Concepts

The following topics explain the PMP tasks for managers, workers, and HR Professionals.

See: Manager Performance-Management Tasks

See: Worker Performance-Management Tasks

See: HR Professional Performance Management Tasks

See: Performance-Management Plan Administration Tasks

Setting Up Workforce Performance Management

Before you can use the Workforce Performance Management functions, some setup steps are required.

To set up Workforce Performance Management:

  1. Add the Objectives Library function to appropriate HR Professional menus. This function appears on Performance Management home page for HR Professionals and HRMS Manager Career Management menus by default.

    As access to the function enables users to perform all objectives-library tasks, do not allow general access to this function.

    See: Defining Menus, Oracle HRMS Configuring, Reporting, and System Administration Guide

  2. Add the Performance Management Plans function to appropriate menus. This function appears on Performance Management home page for HR Professionals and HRMS Manager Career Management menus by default. Access to this function enables users to create new plans and query plans to which they have access. Users can access plans that they administer and plans administered by people to whom they have access.

    See: Defining Menus, Oracle HRMS Configuring, Reporting, and System Administration Guide

  3. The Manage Appraisal Templates, Manage Objective Assessment Templates, and Manage Competency Assessment Templates functions appear by default on the HR Professional Responsibility menu. Add these functions to other menus, if appropriate.

    See: Defining Menus, Oracle HRMS Configuring, Reporting, and System Administration Guide

  4. HR Professionals can import objectives to the Objectives Library using Oracle Web ADI. Ensure that relevant users have access to Web ADI and that you have configured Web ADI correctly.

    See: Implementing Web ADI for Use with Oracle HRMS, Oracle HRMS Configuring, Reporting, and System Administration Guide

  5. Populate the following lookups:

    See: Adding Lookup Types and Values, Oracle HRMS Configuring, Reporting, and System Administration Guide

  6. You can use eligibility profiles to:

    To use these functions, you must create eligibility profiles before creating performance management plans.

    See: Defining an Eligibility Profile, Oracle HRMS Compensation and Benefits Management Guide

    The following section provides an example of how you can use eligibility profiles to define the plan population for your performance management plans:

    This example uses Vision Corporation business group that has locations in San Francisco, San Jose, and San Diego. William Tucker holds the Vice President-North America Sales position and wants to review scorecards and appraisals of all workers who hold the Senior Sales Manager position, placed on Grade 4, and located in San Diego, San Francisco, and San Jose offices.

    To meet this requirement:

    1. Navigate to the Participation Eligibility Profiles window. Select the Vision Corporation business group. Enter the name of the eligibility profile, select the Employee Assignment Only assignment type, Active as the status, and Benefits as the applies to.

      Click the Employment tab.

      Select Position and then select senior sales manager value.

      Select Grade, and then select 4 as the grade value.

      Select Work Location, and then select San Diego, San Francisco, and San Jose as the location values.

      Save your work.

    2. Create a performance management plan and associate the eligibility profile created in Step 1 to the performance management plan.

    See: Performance Management Plans

    When you publish the plan, the plan tasks automatically appear on the Performance Management page of workers who meet the eligibility criteria.

  7. When employees create objectives and add objectives' details, their managers can update the objectives and objectives' details. Your enterprise has the flexibility to determine whether managers can update the objectives and objectives' details added by employees using the HR: Allow Updates to Objective Details Added by Appraisee profile option. See: Profile Options

  8. Managers and workers can view performance management plans that are historical (plans with start and end dates earlier than the system date) on their home page. In the HR: View Historical Plans (YYYY/MM/DD) profile option, enter the effective date from when you want to display historical plans. For example, if you enter 2005/01/01 as the profile option value, then the application displays plans with the start date on or after 2005/01/01.

    You can set this profile option at the Site, Application, Responsibility, or User level.

    If you leave the profile option blank, then the application displays active plans with a start date earlier than the system date and an end date later than the system date.

  9. On the Performance Management home page for managers, the Switch Manager function appears by default. This function enables a manager to work as another manager (typically one lower in the management hierarchy) and access that manager's performance-management tasks. To disable this function, personalize the Performance Management home page to remove the Switch Manager button.

  10. When the application creates appraisals automatically from a Performance Management Plan or you run the Mass Appraisal Creation for WPM program, some errors are likely to occur and are to be expected. Therefore, you must set the action parameter Maximum Errors Allowed (MAX_ERRORS_ALLOWED) to a value that is realistic for the volume of data. Otherwise, the appraisal-creation process may fail.

    Note: If your enterprise also runs payroll processes, Maximum Errors Allowed may already be set to an appropriate value.

    To access the Action Parameters window, select Action Parameters from the Other Definitions menu.

  11. Managers and workers can view the alignment of their objectives with that of their manager, reports, or peers on the Line of Sight page. The Line of Sight page displays the alignment of objectives in the following regions:

    Depending on your business requirements, you can hide appropriate regions using the Personalization function

  12. When HR Professionals create or update performance management plans they can add attachments to plans and make the attachments globally available in Oracle E-Business Suite of applications using the Publish to Catalog feature.

    Performance management plan attachments that are published to catalog are available to other users if:

    If you do not want HR Professionals to use the Publish to Catalog feature for attachments in plans, then you can hide the Publish to Catalog column on the Create Plan: General Information and Update Plan: General Information pages using Personalization.

  13. Performance Management Plan (PMP) administrators can send notifications to all members of a plan or to a specific set of the plan population using the Run Mass Notification programs. For more information, see: Running the Mass Notifications Program

    When running the program, plan administrators can select messages that Oracle delivers or custom messages. To enable plan administrators to select custom messages, you must create them using the Messages window. For more information on creating messages, see: Messages Window, Oracle E-Business Suite Developer's Guide

Performance Management Plans

Performance Management Plans

The Performance Management Plan (PMP) defines the performance-management process for a specified period, such as a calendar year. It identifies:

HR Professionals create and manage the PMP using the Performance Management Plans function.

Specifying General Information

On the Create Plan: General Information page, you specify the:

You can also identify attachments to appear in each personal scorecard. For example, you could include information about defining SMART (specific, measurable, achievable, relevant, and time-based) objectives or a document about the enterprise goals.

An Add Attachment pop-up window appears when you move the mouse over the Add Attachment button. You can use this window to add your attachments.

Publish to Catalog Feature

If the Publish to Catalog column is available, then when you add attachments to a plan, and use the Publish to Catalog feature, the attachments are available globally in Oracle E-Business Suite of applications. Performance management plan attachments that are published to catalog are available to other users if:

Therefore, you must exercise caution when you use the Publish to Catalog feature.

Selecting the Plan Population

On the Create Plan: Population page, you identify the plan members by selecting part or all of a hierarchy: organization, position, or supervisor. For workers belonging to a hierarchy, Performance Management automatically generates personal scorecards of objectives when you publish the plan.

See: Personal Scorecards

Note: Your enterprise must define a supervisor hierarchy to use Performance Management Plans. Currently, when you select either the organization or position hierarchy to identify the plan population, the application uses the selected hierarchy to publish the plan. After the plan is published to the selected population, the application uses supervisory hierarchy for the following tasks:

When you choose to publish a plan for contingent workers or employees only, then the topmost supervisor of the plan must be of contingent worker type or employee type as appropriate. One of the basic rules of the population definition is that a plan that includes only contingent workers cannot have the employee worker type as the supervisor. In such cases, the plan population must include both contingent workers and employees. The application first evaluates the population definition and then applies the eligibility profile criteria.

Select an eligibility profile to further define the set of workers who will be the plan members within the identified plan population. You can publish a PMP to members who meet the eligibility profile criteria. For example, using an eligibility profile, you can publish a performance management plan to workers on a specific grade or position.

Specifying the Plan Process

On the Create Plan: Process page, you tailor the performance-management process to suit enterprise requirements. Briefly, you can:

Including both Objective Setting and Appraisal Creation

For the objective-setting process, you can specify:

When you publish the plan, the application generates objective-setting and objective-tracking tasks for plan members.

If you select Include Appraisals in Process, the application can create appraisals automatically for plan members. In a single PMP, you can define multiple appraisal tasks. For example, you can define midyear and full-year appraisals. For each appraisal task, you can:

For each appraisal, the task start date must be after the appraisal-period start date.

The application automatically configures the Objectives section of the appraisal using the objective-assessment template identified in the appraisal template, and populates the Objectives section with the worker's personal scorecard.

When you publish the PMP, the application generates appraisal-process tasks for plan members and schedules a concurrent process to create appraisals on the specified dates, if appropriate.

If you set Create Appraisals to No, the application does not create appraisals automatically for this plan. Instead, you can run the Mass Appraisal Creation program at a convenient time.

See: Running the Mass Appraisal Creation Program

Excluding Objective Setting

If you do not include objective setting in your PMP, when you publish the plan the application:

Excluding Appraisal Creation

If you do not include appraisal creation in your PMP, when you publish the plan the application:

If you create appraisals individually using the Appraisals function, the configuration of the Objectives section depends on the appraisal template you select. The application does not copy a worker's personal scorecard to the Objectives section as there is no link between personal scorecards and appraisals created outside the PMP.

Selecting Appraisal Templates

Appraisal templates that you include in a PMP must:

Use the eligibility profile criteria to roll out different appraisal templates to different sets of the plan population. When you identify an appraisal template for the plan population, you can associate an eligibility profile with the appraisal template. Performance Management uses the eligibility profile criteria to roll out the appraisal to a specific set of workers within the plan population. For example, for workers on grade M, you can roll out the Manager appraisal template that includes a questionnaire for managers, and for workers on Grade E, you can roll out the Executive appraisal template that includes a questionnaire for executives.

See: The Appraisal Template

Reviewing the Plan

The Create Plan: Review page shows the tasks Performance Management will generate for workers and managers when you publish the plan. The list of tasks varies according to configuration options selected on the Create Plan: Process page. For example, if you do not include objective setting in your performance-management process, the application does not generate objective-setting tasks.

Publishing the Plan

A Performance Management Plan has no effect until you publish it. When you publish the plan, the application automatically generates personal scorecards for all plan members and a list of tasks to guide plan members through the performance-management process.

See: Personal Scorecards

See: Manager Performance-Management Tasks and Worker Performance-Management Tasks

Note: You can only inactivate the plan. For more information, see: Inactivating Published Performance Management Plans

Although you can update some parts of a published plan, you cannot make major revisions. Therefore, ensure your Performance Management Plan is complete and correct before you publish it.

When you search for plans at the Published status on the Performance Management Plans page and click the Publish icon for a published plan, the application displays the Update Plan: Review page. For information on updating the plan and using the republish options, see: Updating Performance Management Plans

Monitoring the Plan

Once a plan is published, you can use the Performance Management Plans function to monitor plans to view scorecard and appraisal details.

See: Monitoring and Rolling Back Published Plans

Updating the Published Plan

You can update a published plan, though there are significant restrictions on the changes you can make.

See: Updating Performance Management Plans

Rolling Back Published Plans

If required, HR Professionals can roll back published plans. However, they cannot roll back completed plans or plans that are inactive.

See: Monitoring and Rolling Back Published Plans

Viewing Appraisal Summary

The Performance Management Plan Appraisal Rating Summary provides managers information on progress of appraisals in their hierarchy.

See: Viewing Performance Management Plan Appraisal Rating Summary

Inactivating Published Performance Management Plans

After you publish a performance management plan, you can inactivate a plan so that the plan is not displayed to the concerned population on their Performance Management Home page. For example, you have published a plan for the next annual year and you do not want managers to start their performance management plan tasks, then you can inactivate the plan. Click the Inactivate/Publish icon to inactivate a plan. To make an inactive plan visible, search for the plan using the Inactive status and then click the Inactivate/Publish icon.

Performance-Management Plan Administrator Tasks

Using the Performance Management Plan Administration Home Page, HR Professionals can perform the following tasks for published performance-management plans:

The application sends notifications when plan administrators perform these tasks.

See: Performance-Management Plan Administrator Tasks

Duplicating Plans

Using the Performance Management Plans page, you can search for existing plans and duplicate a required plan. When you duplicate a plan, you can change the general information, select different population, and change the objective setting and appraisal process. When you duplicate a plan, the combination of name and validity dates must be unique. Note that, when you duplicate a plan, the application does not duplicate attachments.

Updating Performance Management Plans

You can update a published Performance Management Plan (PMP) and republish it to disseminate relevant changes to plan members. For example, if you update a published plan to include objective setting, the application generates personal scorecards and objectives-related tasks when you republish the plan. However, some restrictions apply to the changes that you can make.

Items You Can Change in a Published PMP

On the Update Plan: General Information page, you can change the plan end date.

On the Update Plan: Process page, you can:

On the Update Plan: General Information page, you can update the flexfield and any attachments. If the Publish to Catalog feature is available when you update any attachments, exercise caution while using this feature. For more information, see: Publish to Catalog

You cannot update the Create Plan: Population page in a published plan.

When you republish the plan, the application can include additional objectives in personal scorecards for which workers have become eligible since you last published the plan.

See: Updating Objectives

Changing the Objective-Setting Deadline

When you change the objective-setting deadline date in a published PMP, the application needs to determine whether you are simply extending the current deadline or specifying a new objective-setting period.

If your new objective-setting deadline is before the first appraisal-task period following the previous objective-setting deadline, the application assumes that you are extending the current objective-setting period. In this case:

If your new objective-setting deadline is after the first appraisal task period following the previous objective-setting deadline (and that appraisal task is complete), the application assumes you are specifying a new objective-setting period for a subsequent appraisal task. In this case, the application automatically selects Reset Scorecard Statuses and resets the status of all personal scorecards to With Worker or With Manager when you republish the plan. Workers can then set objectives for the next appraisal task.

Note: You cannot change the objective-setting deadline to a date that is after a future appraisal task.

For example, assume your published PMP is as follows:

Activity Date
Objective-Setting Start Date 01 January 2007
Objective-Setting Deadline 31 January 2007
Midyear Appraisal Task Start Date 15 June 2007
Midyear Appraisal Task End Date 30 June 2007
Full-Year Appraisal Task Start Date 15 December 2007
Full-Year Appraisal Task End Date 31 December 2007

If you change the objective-setting deadline on 7th February, 2007 to 31 March, 2007, then, as the new deadline is still before the midyear appraisal (15 June through 30 June), Performance Management assumes you are extending the objective-setting period for the midyear appraisal. If you also select Reset Scorecard Statuses, the application extends the objective-setting period for all plan members when you republish the plan. Otherwise, the new deadline applies only to workers who have not yet completed setting their objectives.

If you change the objective-setting deadline on 2 July, 2007 to 31 July, 2007, then, as the new deadline is after the completed midyear appraisal, Performance Management assumes you are specifying a new objective-setting period for the next appraisal in this plan (the full-year appraisal). The application automatically resets scorecard statuses to With Worker or With Manager when you republish the plan so that all workers can set objectives for the next appraisal task.

Using the Plan Republishing Options

As an HR Professional or a plan administrator, when you update and republish a plan, you can select a specific republish option, a combination of options, or all of the republish options. The Republish Options are available in the Update Plan: Review page.

See: Using the Performance Management Plan Republishing Options

Status Values of Performance Management Plans

The following figure summarizes the Performance Management Plan's status values:

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Draft

When you create a PMP, its status is Draft. You can update a plan in draft status as often as necessary. You can also delete a draft plan.

Submitted

When you first publish a draft plan, its status changes immediately to Submitted. A concurrent program performs the publication process, and the plan status remains Submitted until the program completes.

Published

When the publication process completes successfully, the plan status changes to Published. At this point, the plan takes effect. You cannot delete a published plan.

Failed

When the publication process is unsuccessful, the plan status is Failed. After updating the plan to correct any errors, you can submit it for publication again. However, you cannot delete a plan in Failed status.

Updated

If you update a published or failed plan, its status changes to Updated. The status remains Updated until you publish the plan again.

Resubmitted

When you publish an updated plan, its status changes to Resubmitted. When the republication process completes, the plan status changes to Published.

Transferred from Plan

When the plan administrator republishes a performance management plan, the application does not delete appraisals and scorecards of workers if they are no longer part of the published plan population, for example, because of termination or transfer to another plan. The application changes the status of these appraisals and scorecards to Transferred from Plan. This status is displayed for all scorecards and appraisals of workers who are either terminated or transferred from the published plans. You can view the scorecards and appraisals with the Transferred from Plan status on the Monitor Plan page using the HR Professional or HRMS Manager responsibilities. You cannot view or access the scorecards or appraisals with Transferred from Plan status using Employee or Manager Self-Service responsibilities.

Using the Performance Management Plan Republishing Options

This topic provides information on using the Update: Plan Review page when you update and republish a plan.

Viewing General Plan Details

View plan details such as the plan name, plan administrator, and start and end dates of the plan.

Selecting the Republish Options

Select any one of the republish options, combination of options, or all of the following options when you update and republish a plan:

Republishing Rules

Impact of the Republishing Options on PMP Tasks of Managers and Workers

The following table explains the impact of each of the republish options on PMP tasks of managers and workers:

Republish Option Impact of the Action
Reallocate Objectives Original objectives from the Objectives Library appear in the scorecards of plan members.
Scorecards will be with the relevant owners depending on the objective setting cycle phase. For a cascading plan, managers have to set objectives and cascade them to workers in their hierarchy.
Reevaluate Plan Population New workers who are enrolled in the plan receive FYI notifications. The PMP with its tasks list appears on the home page of newly enrolled workers.
Workers who become ineligible because of transfer or termination are marked as Transferred Out.
Workers who are no longer part of the plan population cannot view the plan on their home page.
Refresh Scorecards Objectives are added to the worker's scorecard based on the plan eligibility criteria.
Reset Scorecard Status The application resets the status of all personal scorecards to either With Worker or With Manager when you republish the plan so that all plan members can resume objective setting.

Viewing Manager and Worker Tasks

The Update Plan: Review page shows the tasks Performance Management will generate for workers and managers when you republish the plan. You can view the manager and worker tasks with start and end dates for each of the tasks. The tasks depend on the plan type: whether the plan includes objective setting alone, appraisals alone or both objective setting and appraisals.

Performance Management Plan Administration Notifications

This topic lists the performance management plan administration notifications.

The following notifications are delivered in the HR WPM Plan (hrwpm.wft) workflow process.

Mass Notification

The following notification is sent when the plan administrator runs the Mass Notification program from the Performance Management page.

Message Name Message Internal Name Description
Mass Notification Message MASS_NTF_GENERIC_NTF_MESSAGE Used in the Mass Notification process

Notifications Related to the Performance Management Plan (PMP Administration Tasks

HR Professionals or plan administrators can perform tasks using the Performance Management Plan Administration Home Page. See: Performance Management Plan Administration Tasks

The following table lists the notifications for PMP administration tasks

Message Name Message Internal Name Description
Enroll Workers to plan message for Manager WPM_AP_ENROLL_MSG Manager receives this FYI notification when workers are enrolled in a plan.
Refresh Scorecard Notification to Manager WPM_SC_REFRESH_MGR Manager receives this FYI notification when a worker's scorecard is refreshed.
Refresh Scorecard Notification for worker WPM_SC_REFRESH_WKR Worker receives this FYI notification when scorecard is refreshed.
Reopen Appraisal notification for manager WPM_APPRAISAL_REOPEN_MGR_MSG Manager receives this FYI notification when a worker's appraisal is reopened.
Remove Worker Score Cards. WPM_SC_REMOVE_MSG Worker receives this FYI message if the worker is unenrolled from the plan and can no longer access plan from the Performance Management home page.
Reopen Score Card Notification for worker WPM_SC_REOPEN_WKR_MSG Worker receives this FYI notification when the worker's scorecard is reopened.
Reopen ScoreCard Notification for Manager WPM_SC_REOPEN_MGR_MSG Manager receives this FYI notification when a worker's scorecard is reopened. The status of the scorecard changes to With Manager and is available for the manager to edit.
Extend Objective Setting Deadline for Worker WPM_SC_EXTND_DEADLINE_WKR Worker receives this FYI notification when the objective setting deadline date is extended.
Extend Objective Setting Deadline for Manager WPM_SC_EXTND_DEADLINE_MGR Manager receives this FYI notification when the objective setting deadline date of worker is extended.
Transfer Scorecard with Objectives and Appraisal for Manager WPM_SC_TRNF_WITH_APPR_MGR Manager receives this FYI notification when a worker's both scorecard and appraisal of the source plan are transferred to the destination plan.
Transfer Scorecard with Objectives and Appraisal for worker WPM_SC_TRNF_WITH_APPR_WKR Worker receives this FYI notification when the scorecard and appraisal of the source plan is transferred to the destination plan.
Transfer Scorecard with Objectives for Manager WPM_SC_TRNF_WITH_OBJ_MGR Manager receives this FYI notification when a worker's scorecard of previous plan is transferred to the destination plan.
Transfer Scorecard with Objectives for worker WPM_SC_TRNF_WITH_OBJ_WKR Worker receives this FYI notification when the scorecard of the source plan is transferred to the destination plan.
Transfer Worker only for Manager WPM_SC_TRNF_ONLY_MGR Manager receives this FYI notification when a worker is unenrolled from the source plan and enrolled in the destination plan.
Transfer Worker only for worker WPM_SC_TRNF_ONLY_WKR Worker receives this FYI notification when the worker is unenrolled from the source plan and enrolled in the destination plan.

Notifications for Republish Options

HR Professionals or plan administrators can select a specific republish option, a combination of options, or all of the republish options when they update and republish plans.

For more information, see: Using the Performance Management Plan Republishing Options

The following table lists the notifications that are sent when republish options are used:

Message Name Message Internal Name Description
Refresh Scorecard Notification to Manager WPM_SC_REFRESH_MGR Manager receives this FYI notification when a worker's scorecard is refreshed.
Refresh Scorecard Notification for worker WPM_SC_REFRESH_WKR Worker receives this FYI notification when the worker's scorecard is refreshed.
Reallocate Objectives from Library for worker WPM_SC_REALLOCATE_OBJ_WKR Worker receives this FYI notification when the allocated objectives in the worker's scorecard are replaced by objectives from the Objectives Library.
Enroll Workers to plan message for Manager WPM_AP_ENROLL_MSG Manager receives this FYI notification when workers are enrolled in a plan.

Monitoring and Rolling Back Performance Management Plans

When HR Professionals search for performance management plans, they can monitor the plans and roll back plans, if required.

Monitoring Plans

On the Monitor Plans page, you can monitor plans to view scorecard and appraisal details.

Scorecard Summary

View scorecard summary of plans at different statuses such as Published, Not Yet Started With Worker, and Not Yet Started With Manager. You can search for scorecards using criteria such as organization, position, and job and select the status for which you want to view the scorecard summary. You can view details of scorecards such as scorecard owner, status, and assignment details. If you do not select a status, then the application displays scorecards of all statuses.

Appraisal summary

View appraisal summary of plans at different statuses such as Published, Not Yet Started With Worker, and Not Yet Started With Manager. If a plan has more than one appraisal period, then select the appraisal period for which you want to view the details. You use criteria such as organization, position, and job and select the status for which you want to view the appraisal summary. If you do not select a status, then the application displays appraisal summary of all statuses.

Rolling Back Performance Management Plans

You can roll back plans from the Performance Management Plans page. You may accidentally publish a plan with incorrect dates or details, or to the wrong population. You can take a corrective action by rolling back such a plan. You can roll back plans that are at any status except at the Draft status. However, you cannot roll back completed plans.

Rolling back a plan is an irreversible action. When you click the Roll Back icon for a performance management plan, the application displays the Monitor Plan page with a warning message.

Note: You must monitor the scorecard and appraisals details before you choose to roll back a plan.

When you roll back a plan, the application removes all the transactional data related to the plan including scorecards, objectives, appraisals, and sets the plan status to the Draft status. A notification is sent to all members of the plan population when the performance management plan is rolled back.

Viewing Performance Management Plan Appraisal Rating Summary

The Performance Management Plan Appraisal Rating Summary provides managers information on progress of appraisals in their hierarchy.

Using the Performance Management Plan Appraisal Rating Summary, HR professionals and managers can:

Note: The Performance Management Plan Appraisal Rating Summary report supports a maximum of 20 rating levels.

Prerequisites

To view the latest appraisal rating summary for any plan, the performance management plan must be published. The HR administrator must run the Refresh Appraisal Summary concurrent program after managers rate the appraisals. This concurrent program populates the latest ratings in the Appraisal Summary table. For more information, see: Running the Refresh Appraisal Summary Program

If you want the Performance Management Plan Appraisal Rating Summary to display information based on HR changes such as new hires, transfers, and terminations, then your plan administration must use the Reevaluate Plan Population republish option and republish a plan. This option rebuilds supervisor hierarchy based on HR changes, if any, so that the Performance Management Plan Appraisal Rating Summary displays information based on the changes made in the supervisor hierarchy. See: Using the Performance Management Plan Republishing Options

Appraisal Summary

Select a plan and a corresponding appraisal period (if the plan includes more than one appraisal period), to view the rating distribution of the appraisals in your hierarchy.

Managers can view the summary of appraisals of their direct reports and indirect reports in their reporting line. The Appraisal Summary displays the name of each of your direct reports, along with the levels defined for the rating scale, and the Not Appraised and Total columns.

When you log in as a manager, you can:

The number in each of the rating level columns represents the number of workers who have obtained the same overall rating. The Not Appraised column displays the total number of appraisals that are not given an Overall Rating.

The following section explains the information that the Appraisal Summary table displays using Sam Taylor's hierarchy as an example.

the picture is described in the document text

This example uses the following rating scales:

The Appraisal Summary table for Sam displays the name of each manager along with the levels defined for the rating scale. Sam can view the ratings of all workers in his hierarchy. The table also displays the number of workers not appraised and total number of workers reporting to his directs.

Appraisal Summary
Manager Overall Rating 1 Overall Rating 2 Overall Rating 3 Overall Rating 4 Overall Rating 5 Not Appraised Total
Sam Taylor 0 0 2 0 1 0 3
Sally Jones 1 1 3 0 0 1 6
Ric Stone 0 0 0 1 0 1 2
Maria Lopez 0 1 1 1 1 1 5
Total 1 2 6 2 2 3 16

To view appraisal summary of workers who report to Sally, Ric, or Maria, Sam must click the number in the Total column of his direct reports. In this example, the rating columns, not appraised and total columns include workers in the direct reports' hierarchy. The summary for Sally Jones includes information of her directs' Daniel Bird and Alicia Smith and their direct and indirect reports.

Note: The data that the Appraisal Rating Summary displays is based on the effective date when the Refresh Appraisal Summary concurrent program is run.

Rating Distribution Percentage

You can view a graphical representation of the rating summary, which is represented by a pie chart. The pie chart shows the percentage distribution of workers for different rating levels. The application calculates rating distribution percentage as:

(Total number of appraisals for a rating) / (Total number of appraisals) * 100

For example, the application calculates the rating distribution percentage in Sam's hierarchy as:

Rating Distribution by Manager

You can view a graphical representation for rating by manager, which is represented by a bar graph. The bar graph shows the number of workers for each rating level for a particular manager.

For example, in Sam's hierarchy, the Rating Distribution by Manager for Ric displays a bar graph for the overall rating 4 for one of his workers (Athena) and another bar graph for Not Appraised (Karen Wills).

Running the Publish Performance Management Plan Program

A Performance Management Plan has no effect until you publish it. When you publish the plan, the process automatically generates personal scorecards for all plan members and a list of tasks to guide plan members through the performance-management process.

See: Personal Scorecards

See: Manager Performance-Management Tasks and Worker Performance-Management Tasks

You can publish PMPs from the Performance Management Plans page as well as using the Submit Request window. Typically, when you publish the plan for the first time, you publish from the Performance Management Plans page. After you publish a PMP, you can republish it, for example, to include new hires into the PMP. You can schedule this program to run automatically based on your enterprise requirements to update the plan population periodically.

Note: During the plan publish process, the application evaluates population eligibility and creates scorecards for eligible workers only. If a worker becomes ineligible after the scorecard is created, then the application does not remove the scorecard that is already created for the worker when the plan is republished.

To run the Publish Performance Management Plan program

  1. In the Name field, select Publish Performance Management Plan.

    The Parameters window opens.

  2. In the Effective Date field, enter the date on which the application is to publish the plan.

  3. Select the plan that you want to publish.

  4. The Reverse parameter is no longer supported. You can roll back performance management plans.

    See: Monitoring and Rolling Back Published Plans

  5. The What if parameter is no longer supported.

  6. In the Log Output field, select Yes to create a debug log file of the Publish Performance Management Plan program.

  7. In the Action parameter group field, set the maximum errors value allowed for the process. This is defined using the Payroll Action Groups window.

    See: Setting Up Workforce Performance Management

  8. In the Workflow Item type field, if you are using a custom workflow item type, then enter that value. Otherwise, the program uses the predefined HRWPM workflow item type.

  9. Enter the workflow process that the application must use to notify the plan population. The default workflow process is HR_NOTIFY_WPM_PLAN_POP_PRC.

  10. Click OK, and then Submit.

When you republish a performance management plan, the application does not delete appraisals and scorecards of workers if they are no longer part of the published plan population, for example, because of termination or transfer to another plan. The application changes the status of these appraisals and scorecards to Transferred from Plan. This status is displayed for all scorecards and appraisals of workers who are either terminated or transferred from the published plans. You can view the scorecards and appraisals with the Transferred from Plan status on the Monitor Plan page using the HR Professional or HRMS Manager responsibilities. You cannot view or access the scorecards or appraisals with Transferred from Plan status using Employee or Manager Self-Service responsibilities.

Using the Transfer Objectives option on the Performance Management Plan Administration Home Page, you can copy objectives and competencies from a worker's source plan to the worker's new plan or destination plan. You can use this option for workers who cannot access objectives or appraisals of the source plan as they are no longer part of the source plan population because of transfer. For information on the details that are copied from the source plan to the destination plan and the tasks for the supervisor of the destination plan see: Performance-Management Plan Administration Tasks

Running the Mass Appraisal Creation Program

Performance Management can automatically create appraisals for all members of a Performance Management Plan (PMP) on the date specified in the plan. You can create appraisals for new hires and employees who have transferred-in to your organization and are part of the performance-management plan population, even if their employment start date is later than the appraisal task start date. When you run the Mass Appraisal Creation program to republish the performance management plan, the process creates appraisals for new joinees and transfers-in.

Alternatively, you can run the appraisal-creation process independently of the PMP.

As an HR Professional, you can run this program from the Batch Requests region of the Performance Management page.

See: HR Professional Performance Management Tasks

To run the Mass Appraisal Creation program

  1. In the Name field, select Mass Appraisal Creation.

    The Parameters window opens.

  2. In the Effective Date field, enter the date on which the application is to create appraisals.

  3. In the Performance Plan field, select the plan for which you are creating appraisals.

  4. In the Appraisal Template field, select the relevant appraisal template. If the plan includes only one combination of appraisal template and appraisal period, the appraisal template name appears here automatically.

  5. In the Log Output field, select Yes to create a log file of the appraisal-creation process.

  6. Setting the Delete Pending Transactions parameter:

    The default value of this parameter is No. If this parameter is set to No, the application prevents the creation of scorecards by deleting all the pending transactions when the Mass Appraisal Creation program is scheduled to run automatically. If any pending transactions exist, then the Mass Appraisal Creation program does not run and the application displays the following error: 'The Mass Appraisal Creation process has failed because pending transactions exist for this performance management plan'.

    If required, to meet certain business requirements, HR administrators can set this parameter to Yes, in which case the application deletes all the pending transactions prior to the running of the Mass Appraisal Creation program. For example, a Performance Management Plan is published to a population of 20,000 employees. If objective setting has not been completed for about 100 employees, then HR administrators can choose to set this parameter to ‘Yes’ and run the Mass Appraisal Creation program.

The program creates appraisals for all plan members and allocates them to the initiator identified in the PMP.

The Mass Appraisal Creation process checks for workers in the plan population who have future dated termination. If the Allow Updates to Appraisals of Workers Terminated at a Future Date check box is selected for an appraisal template, then the program creates appraisals for workers whose termination date is set at a future date. Otherwise, the program does not create appraisals for such workers and their immediate direct reports. For more information, see: Enabling Update of Appraisals of Workers with Future-Dated Termination

You can view the Error Report on the Monitor Concurrent Program page. For information, see: Monitoring Reports and Processes

Running the Mass Notifications Program

Performance Management Plan (PMP) administrators can send notifications to all members of a plan or to a specific set of the plan population using the Run Mass Notification link on the Performance Management page. As a plan administrator, when you click the link, the Schedule Request: Parameter page appears.

Prerequisite: You can send a predefined message or custom message. To send a custom message, plan administrators must create the message using the Messages window. For more information, see: Setting Up Workforce Performance Management

To run the Mass Notification program

  1. Select the plan and enter the effective date.

  2. Enter the appropriate message subject.

  3. Select the message that you want to send to the plan members. You can select either a predefined message or custom message.

  4. Select the target population to send the notification.

    Depending on your requirement and the notification subject, you can select a specific set of target population from a wide range that Performance Management offers. For example, you can select:

  5. Select the worker if you want to send the notification to a specific person.

  6. Click Continue and review the details.

  7. Click Submit.

    Plan administrators can monitor the program on the Monitor Concurrent Programs page. The program sends notifications to the relevant recipients and recipients can view notifications on their Performance Management home page.

Running the Refresh Appraisal Summary Program

The Refresh Appraisal Summary program updates the performance management plan appraisal data. This process enables managers to view the most up-to-date information on the Performance Management Plan Appraisal Rating Summary. For more information, see: Viewing Performance Management Plan Appraisal Rating Summary

You can run this program from the Performance Management Plan Administration page. This program is also available from the Submit Request window.

You can schedule this process to run based on the appraisal cycle in your enterprise. Alternatively, you can run this program, whenever workforce complete their appraisals.

To run the Refresh Appraisal Summary program

  1. In the Name field, select Refresh Appraisal Summary.

    The Parameters window opens.

  2. In the Plan Name field, select the plan for which the application must refresh appraisal summary data for reporting purposes.

    Note: This process does not update any information related to appraisals, rather populates the rating summary information for managers in a separate summary table.

  3. In the Appraisal Period field, if a performance management plan has multiple appraisals, select the specific appraisal period to view the corresponding appraisal summary.

    If the plan includes only one appraisal period, then the appraisal period appears here automatically.

  4. Click OK, and then Submit.

To monitor the process, click the Process Monitor and Reports link on the Performance Management Home page for HR Professionals and navigate to the Monitor Concurrent Programs page.

Objectives

The Objectives Library

The Objectives Library is a collection of reusable objectives that you create and maintain using the Objectives Library function. This function enables you to manage the enterprise objective-setting process efficiently. For example, you can:

HR Professionals can define reusable objectives in the Objectives Library. Managers and workers can copy objectives from the Objectives Library to workers' personal scorecards of objectives. Managers and workers can search the library for objectives to include in personal scorecards.

Creating and Updating Objectives

Using the Objectives Library function, you can create objectives to include in the library. You can identify objectives in the library for automatic allocation to eligible workers.

See: Creating Objectives

Some values that you define for objectives in the library, such as the target completion date and the weighting value, are default values only. Workers and managers can update such values when the objective appears in a worker's personal scorecard.

See: Updating Objectives

Duplicating Objectives

You can make a copy of an objective already in the library to provide multiple versions of the same objective, perhaps with different validity dates or measures. However, for any objective in the library, the combination of name and validity dates must be unique. The application does not duplicate objective attachments.

Deleting Objectives

You can delete an objective from the objectives library, even if Performance Management has allocated the objective automatically to eligible workers. The deletion has no effect on the objective's inclusion in existing personal scorecards.

Importing Objectives

Instead of creating objectives individually, you can import them to the Objectives Library from a spreadsheet using Oracle Web ADI. This function enables you to import objectives definitions from other performance-management processes, for example. You can also update such objectives as a group (for example, you can set all validity dates at once) before uploading them to the application.

Copying Objectives

Creating Objectives

Performance Management supports the following ways of creating objectives:

Creating Objectives in the Objectives Library

To create objectives in the Objectives Library, you use the Objectives Library function. When you define the objective, you can specify the following values:

Value Description
Validity Dates Outside these dates, you cannot allocate the objective to a worker. You can use these dates to tie an objective to a particular performance-management period (for example, a calendar year). You must specify validity dates if you intend to allocate the objective to workers automatically. If you specify no Valid To date, the objective is available until you delete it.
Next Review Date You can trigger alerts using this date to remind workers and managers that an objective needs review. This date is a default value that you can change for individual workers.
Target Date Workers must achieve the objective by this date. This date is a default value that you can change for individual workers.
Group You can use this value to group objectives into types (for example, Communication, Management, and Team Leading). Users can search the Objectives Library for objectives in a particular group.
Priority You can assign a relative priority to an objective (for example, low, medium, or high). Users can specify a priority value when searching the Objectives Library.
Include in Appraisals If you select this value and Performance Management creates appraisals automatically, the objective appears by default in the Objectives section of the appraisal of any worker who has the objective. You can update this selection for individual workers.
Weighting The weighting value is an integer from a locally defined scale (for example, 1 through 5). It specifies the importance of this objective to the enterprise relative to other objectives. The application uses this value when calculating objective scores during appraisals. You can update this value for individual workers.

For information about the Measurement tab, see Measuring Objectives.

For information about the Eligibility tab, see Allocating Objectives to Workers Automatically

You can identify attachments for objectives. Note that, if you duplicate an objective, the application does not duplicate the objective's attachments.

Publish to Catalog Feature

If the Publish to Catalog column is available, then when you add attachments to an objective, and use the Publish to Catalog feature, the attachments are available globally in Oracle E-Business Suite of applications. Attachments that are published to catalog are available to other users if:

Therefore, you must exercise caution when you use the Publish to Catalog feature.

Creating Individual Objectives

If you are a manager, you create individual objectives for workers using the Cascade or Set Objectives task. If you are a worker, you create individual objectives for yourself using the Set Objectives task. Managers and workers can also create individual objectives in the Objectives section of the appraisal.

The definition of an individual objective is the same as the definition of an objective in the Objectives Library, except that an individual objective:

Updating Objectives

You can update both individual objectives and objectives in the Objectives Library.

Updating Objectives in the Objectives Library

You can update objectives in the Objectives Library at any time, regardless of whether the application has allocated them to workers automatically. Changes that you make to objectives in the Objectives Library do not affect objectives already copied to personal scorecards, as there is no link between the two versions of the objective.

For example, if you change the validity dates of an objective in the Objectives Library, the validity dates of the same objective in existing personal scorecards are unaffected. Similarly, if you delete an objective from the Objectives Library or change its eligibility criteria, it remains in existing personal scorecards.

Creating New Objectives in the Objectives Library

If you create a new objective with eligibility criteria in the Objectives Library after publishing your Performance Management Plan (PMP), the application allocates the objective automatically to eligible workers if you republish the PMP.

Updating Individual Objectives

Individual objectives are outside the Objectives Library and apply to individual workers. During an objective-setting period, you can update these objectives freely. Outside objective-setting periods, you can update individual objectives only if permitted. (The HR Professional must select Allow Changes Outside This Period in the PMP to allow you to update objectives outside objective-setting periods.) In this case, objective-setting tasks in worker and manager task lists remain enabled outside objective-setting periods.

Updating Tracking Information

Tracking information (such as Complete % and Achievement Date) is not part of an objective's definition. You can update tracking information throughout the performance-management period.

See: Tracking Objectives

Measuring Objectives

When you define an objective, you can identify a measurement style. This value enables you to judge whether a worker has achieved an objective.

Performance Management defines two measurement styles for objectives: quantitative and qualitative.

Quantitative Measurement

You select a quantitative measurement style for objectives with outcomes that you can measure in numerical terms. For these objectives, you specify a target value, a unit of measure (UOM), and a type. To set precise targets for objectives, you can enter decimal values in the Target and Actual value fields. You can provide decimal values for the number, percentage, and currency unit of measurements.

These example objectives have quantitative measurement styles:

Objective Target UOM Type
Increase sales revenue 10 Percent MIN
Reduce department costs 10,000 U.S. Dollars MAX
Sell and install complete kitchens 30 Number MIN

Qualitative Measurement

You select a qualitative measurement style for objectives with outcomes that you cannot assess in numerical terms. For example, objectives related to skill development or improvement of worker morale would require a qualitative measurement style. Achievement of this type of objective needs assessment and verification by a worker's manager, for example. For these objectives, managers can indicate, using the View and Track Objective Progress task, that they have verified achievement of the objective. These example objectives require a quantitative measurement style:

Tracking and Assessment of Objectives

Having defined a measurement style for an objective and allocated the objective to a worker, you can track the worker's progress throughout the performance-management period. For example, if a retail manager's objective is to train team members in merchandise display and the target value is 100 percent, after three months the actual value may be 15 percent, after six months 25 percent, after nine months 40 percent, and after 12 months 70 percent. The worker's manager can review progress at any time and take remedial action, if appropriate.

See: Tracking Objectives

During a worker's appraisal, appraisers can assess a worker's performance in the delivery of his or her objectives. Assessment is a separate activity from tracking, and while failure to achieve objectives may also indicate poor performance, the relationship is not fixed.

See: Assessing Competencies and Objectives

Cascading Objectives

The HR Professional identifies the population of a Performance Management Plan (PMP) by selecting part or all of a hierarchy structure. For example, all workers in an organization hierarchy or all workers in two levels of a five-level supervisor hierarchy could be the members of a particular PMP. The following figure shows an example supervisor hierarchy whose workers belong to the PMP Southern Area Sales 2008.

the picture is described in the document text

To allocate the enterprise objectives in some form to all enterprise workers, you can use the cascading-objectives process. The top manager in the plan hierarchy (the sales manager, in our example), prompted by the PMP task Cascade or Set Objectives, begins the process by setting his or her own objectives using Employee Self-Service. Typically, the manager bases these objectives on the enterprise objectives. In this example, the sales manager has the following objectives:

Objective Target Unit of Measure Type
Increase sales revenue 500,000 USD Minimum
Develop customer awareness N/A N/A N/A

To cascade these objectives to the store managers, the sales manager can:

The store managers repeat this process for their department managers, who repeat it in turn for their sales assistants. For example, store manager A can cascade the objective Conduct Customer Survey to the three department managers by defining three new objectives:

  1. Devise customer questionnaire.

  2. Plan customer reward event.

  3. Conduct in-store poll.

Once the store manager has set these supporting objectives for the department managers, they can, in turn, cascade their objectives to the sales assistants who report to them.

The effect of the cascading process is to define a hierarchy of objectives, where each level comprises supporting objectives for the objectives at the next level.

The following figure shows the objectives hierarchy from our example:

the picture is described in the document text

The supporting objectives are automatically aligned with the objectives above them in the hierarchy.

Note that, for each worker in the hierarchy, the cascading process is just one way of setting objectives. Managers can also set nonsupporting objectives for workers, and workers can set their own objectives. You can use all methods in a single PMP.

Task Flow in a Cascading Process

In the PMP, the HR Professional can select either cascading or parallel objective setting. In a cascading process, managers start objective setting; in a parallel process, workers start objective setting.

The following figure summarizes the flow of control between managers and workers in a cascading process. The process starts with the manager task Cascade or Set Objectives.

the picture is described in the document text

Note: After managers cascade their objectives to their subordinate workers and an objectives hierarchy is created, then the managers cannot change or delete cascaded objectives from the scorecards of their subordinate workers. To delete the cascaded objective, subordinate workers must first delete the supporting objective associated with the cascaded objective from their scorecard.

For information about the tasks shown in this figure, see Manager Performance-Management Tasks and Worker Performance-Management Tasks

For information about the parallel process, see Setting Objectives in Parallel

Setting Objectives in Parallel

If the HR Professional selects the parallel objective-setting process in the Performance Management Plan (PMP), workers start the objective-setting process. By contrast, in the cascading process, managers start the objective-setting process.

When the application generates personal scorecards, they contain objectives automatically allocated to workers or copied from their previous appraisals or personal scorecards. In the parallel process, workers, prompted by the PMP task Set Objectives, update their personal scorecards before passing control of the scorecards to their managers. The managers can then review their workers' personal scorecards before making any additional changes.

Although the flow of control between managers and workers varies with the process (cascading or parallel), the tasks that managers and workers can perform are the same. For example, even when using the parallel objective-setting process, managers can still cascade objectives to workers. Similarly, when using the cascading process, managers do not have to cascade objectives to their workers.

Task Flow in a Parallel Process

The following figure summarizes the flow of control between managers and workers in a parallel objective-setting process. The process starts with the worker task Set Objectives.

the picture is described in the document text

For information about the tasks shown in this figure, see Manager Performance-Management Tasks and Worker Performance-Management Tasks

For information about the cascading process, see Cascading Objectives

Allocating Objectives to Workers Automatically

When you create an objective in the Objectives Library, you can specify who will receive the objective automatically by associating the objective with an eligibility profile. To create the eligibility profile, you use the Eligibility Profiles function.

When you publish a Performance Management Plan (PMP), members of the plan population automatically receive the objective in their personal scorecards if:

Creating New Objectives After Plan Publication

In some circumstances, Performance Management can allocate objectives to eligible workers after you first publish a plan. That is, if you define an objective with eligibility criteria and the objective's dates are the same as or wholly within those of a published, ongoing plan, the application assesses the eligibility of the plan population for the new objective and automatically adds it to the personal scorecards of eligible workers if you republish the plan.

Allocating a Single Objective to Workers in Multiple Business Groups

If you have access to the Objectives Library function, you can:

As eligibility profiles are business-group specific, an eligibility profile you define in one business group is unavailable for use in other enterprise business groups. Therefore, when you associate an objective with an eligibility profile, you effectively restrict automatic allocation of that objective to a single business group.

To allocate an objective automatically to workers in multiple business groups, you create a version of the objective for each business group by duplicating the objective in the Objectives Library. In each version of the objective, identify an appropriate eligibility profile. Remember also to ensure that each combination of objective name and validity dates is unique in the Objectives Library. As you can see all objectives in the Objectives Library and all enterprise eligibility profiles, you can perform this task without switching responsibilities.

The following figure shows the relationship between business-group-specific eligibility profiles and objectives in the Objectives Library.

the picture is described in the document text

An Automatic-Allocation Example

Automatic allocation results for this objective appear in the following table:

Employee Job PMP Plan Start Plan End Receives Objective?
A Department Manager Performance Plan 2007 01/01/2007 12/31/2007 Yes
B Supervisor Performance Plan 2007 01/01/2007 12/31/2007 No
C Department Manager Objectives Plan 2006 - 2008 09/01/2006 03/31/2008 Yes
D Department Manager Objectives Plan 2006 - 2007 06/01/2006 05/31/2007 No

Sharing and Aligning Objectives

You can build hierarchies of objectives, with objectives at lower levels in the hierarchies supporting those immediately above them. Objectives at lower levels, known as supporting objectives, are said to be aligned with those objectives that they support. Supporting objectives:

Not all objectives need to belong to an objectives hierarchy. Typically, personal objectives remain outside hierarchies. You can delete objectives that belong to objectives hierarchies without causing errors.

The following figure shows objectives inside and outside a hierarchy:

the picture is described in the document text

In this figure, the objectives at the first two levels of the hierarchy are identical; at the third level, objectives are different from the objective that they support. The sales manager has two objectives, but only one, Review Pricing Policy, aligned with Increase License Sales, belongs to an objectives hierarchy. The sales manager is unaware of the objective Perform Competitive Analysis.

Ways of Constructing an Objectives Hierarchy

When managers cascade objectives to workers who report to them, they create supporting objectives that are automatically aligned with the cascaded objective. Workers and managers can also create relationships between objectives manually. Before you can align an objective with a different objective:

Sharing Your Objectives

You can share any of your objectives with other members of the PMP. If you allow others to view an objective, they can view its detail but not align their objectives with it. If you allow others both to view and to align, they can define supporting objectives for the shared objective.

For example, if you share the objective Improve Supplier Relationships with four coworkers, each coworker can define a supporting objective and align it with your objective. You can view those supporting objectives only if security permissions give you access to your coworkers' personal scorecards.

Managers typically share objectives by cascading them, in which case sharing and alignment are automatic. Alternatively, managers can share objectives if they use Employee Self Service to perform the Share Objectives task.

Aligning Your Objectives

When you align an objective, you define a relationship between your objective and an objective that another member of the PMP has shared with you. The Align Objectives page, accessed from the Align Objectives task, displays a list of people who have shared objectives with you; you can view details of each shared objective. Note that you can align an objective with only one other objective.

Aligning Worker Objectives

When sharing and alignment are enabled, managers receive the Align Objectives task. This optional task enables you to align the objectives of workers who report to you with your own objectives. In the Alignment column, you can align each objective in a worker's personal scorecard with one of your own objectives. As you own these objectives, you do not have to share them with the worker first. You may want to perform Align Worker Objectives when workers have initiated the objective-setting process and have no access to shared objectives.

Tracking Objectives

When the HR Professional publishes a Performance Management Plan (PMP), managers and workers who belong to the plan each receive the View and Track Objective Progress task. The task appears in the Performance Management Task List at the start of the performance-management period and is enabled throughout.

Recording Progress

Workers can complete the following fields for each objective:

Workers can add comments about their objective achievement.

Managers can view a worker's reported progress using View and Track Objective Progress from the Performance Management Task List. They can also:

See: Measuring Objectives

Workers and managers can update progress as often as required throughout the performance-management period. Enterprises can require workers to update progress at regular intervals (for example, monthly) to maintain focus on objectives.

If the application creates appraisals automatically from the PMP, achievement dates recorded during the objective-tracking process appear automatically in the Objectives section of the appraisal.

When updating appraisals, workers and managers can use the Quick Update feature to change the objective details. The fields that are available for update depend on the measurement style of the objective: qualitative, quantitative, or none.

Viewing Alignment of Objectives Using Line of Sight

Managers and workers can view the alignment of their objectives with reference to other objectives in a hierarchy using the Employee Self-Service responsibility. On the Track Objectives Progress page, workers can click the Line of Sight icon for their objectives to view the alignment of their objectives (either by cascading or aligning) in their enterprise.

You cannot view the alignment of an objective if the objective is not cascaded. or aligned. The Line of Sight icon for that objective is grayed out.

Viewing Alignment of Objectives

Viewing Alignment of Objectives

The Line of Sight page displays the alignment of objectives in the following regions:

Note: These regions appear only if your system administrator has enabled them for you.

In a PMP, the HR Professional can select either cascading or parallel objective setting. In a cascading process, managers start objective setting; in a parallel process, workers start objective setting.

The Line of Sight page displays objectives in a hierarchy regardless of the objective setting approach (cascading or parallel).

The following example illustrates the Line of Sight feature:

Vision Corporation consists of two departments:

The Corporate Sales and Marketing department has set the Increase Sales Revenue to 500,000 USD objective in the financial year. Paul Smith manages the Corporate Sales and Marketing department and has cascaded this objective to his direct reports, Dan Bird and Tracy Price. He also shares this objective with Alison Faith.

The objective of the Product Sales department is to Increase Product Sales and generate a revenue of 250,000 USD. Alison Faith manages the Product Sales department and has cascaded this objective to her direct reports, John Taylor and Anna Harold. Alison Faith aligns her objective with Paul Smith’s objective Increase Sales Revenue to 500,000 USD.

When these employees navigate to the Line of Sight page (from the Employee Self-Service responsibility), they can view the alignment of their objectives in a hierarchy:

Personal Scorecards

A personal scorecard comprises the objectives of a single worker associated with a single Performance Management Plan (PMP). Workers who belong to more than one PMP have multiple personal scorecards. Also, a worker can have more than one personal scorecard from a single PMP if the worker has multiple assignments and the plan does not apply to primary assignments only.

The application generates a worker's personal scorecard when the HR Professional first publishes the PMP. At that time, the scorecard status is either Not Started: With Manager or Not Started: With Worker, depending on the objective-setting method. In a cascading objective-setting process, managers start the updating process; in a parallel objective-setting process, workers start the objective-setting process.

See: Cascading Objectives and Setting Objectives in Parallel

Populating Personal Scorecards

When the application generates a personal scorecard, it can include:

During an objective-setting period, both managers and workers can update workers' personal scorecards.

Ways of populating a personal scorecard during an objective-setting period include:

You can also update and delete objectives in the personal scorecard. An objective's Created By field indicates who created the objective. The value Eligibility Criteria means that the application allocated the objective to you automatically.

The objective-setting process itself is task driven. Personal scorecards can transfer between managers and workers as often as necessary during an objective-setting period. At the end of an objective-setting period, managers publish the personal scorecards of workers who report directly to them.

See: Manager Performance-Management Tasks and Worker Performance-Management Tasks

Monitoring Scorecard Status

The HR Professional can monitor personal scorecards from creation to publication using the Performance Management Plans function. On the Monitor Plans page, you can monitor plans to view scorecard and appraisal details. You can view scorecard summary of plans at different statuses such as Published, Not Yet Started With Worker, and Not Yet Started With Manager. You can view appraisal summary of plans at different statuses such as Published, Not Yet Started With Worker, and Not Yet Started With Manager. If a plan has more than one appraisal period, then select the appraisal period for which you want to view the details.

See: Monitoring and Rolling Back Performance Management Plans

Viewing and Tracking Personal Scorecards

Workers and managers can perform the View and Track Objective Progress task to view personal scorecards and record progress against individual objectives. They can update objectives during a specific stage of the performance process, even though the View and Track Objective Progress task is enabled throughout the performance-management period.

See: Tracking Objectives

Personal Scorecards After an Objective-Setting Period

After the end of an objective-setting period, you cannot alter the contents of the scorecard by updating, deleting, or adding objectives unless:

If the HR Professional creates a new objective in the Objectives Library for which you are eligible, the application adds that objective automatically to your personal scorecard if the HR Professional republishes the PMP.

See: Updating Objectives

Personal Scorecards in the Appraisal

Personal scorecards appear automatically in the Objectives sections of appraisals if:

Objectives appear in the Objectives section only if the Appraise option in the objective definition is selected; any objective for which Appraise is deselected does not appear.

During the appraisal, workers and managers can add, update, and delete objectives in the Objectives section of the appraisal.

Note: If the application does not create appraisals automatically, there is no automatic connection between the personal scorecard and the appraisal. In this case, you can transfer your objectives manually to the Objectives section of the appraisal, if appropriate.

Personal Scorecards After Appraisals

The application automatically updates personal scorecards to match the Objectives sections of completed appraisals. For example, if you include an additional objective in the Objectives section during the appraisal, then the application copies the new objective to your personal scorecard when the appraisal is complete. You can record tracking information for this new objective after the appraisal, and the objective appears in the Objectives section of subsequent appraisals during this performance-management period. At the end of this period, the application can copy incomplete objectives to future personal scorecards.

See: Performance Management Plans

Deletion of Personal Scorecards

When a plan is republished, the application deletes scorecards and appraisals of all those employees who are no longer part of the plan population as of the system date, for reasons such as termination or transfer or change of assignment data (supervisor or position).

Using the Performance Management Plan Administration Home Page, HR Professionals can remove scorecards from published performance management plans. See: Performance-Management Plan Administration Tasks

Workforce Performance Management Task Lists

Manager Performance-Management Tasks

Your Performance Management Task List includes an entry for each Performance Management Plan (PMP) to which you belong. Under each PMP entry appears a list of tasks that the application generates when the HR Professional publishes the PMP. The application enables these tasks at appropriate times during the performance-management period.

The tasks that you see and the order in which you perform them depend on configuration choices made in the PMP. For example, if the PMP includes appraisal creation, the application generates the Manage Appraisals task and allocates it to you. Otherwise, the task does not appear. Similarly, if the PMP uses the parallel objective-setting process, your first task is likely to be Review Worker Changes (as the worker starts the objective-setting process). If the PMP uses the cascading objective-setting process, your first task is likely to be Cascade or Set Objectives (as you start the objective-setting process).

This topic describes the manager performance-management tasks, the associated notification messages, and the Switch Manager function. The first five tasks described (Cascade or Set Objectives, Align Objectives, Transfer Scorecards to Workers for Action, Review Worker Changes, and Finish Objective Setting) are the objective-setting tasks and are enabled during objective-setting periods. (They are enabled outside objective-setting periods only if the HR Professional has explicitly allowed you, in the PMP, to make changes outside the objective-setting period.)

Cascade or Set Objectives

The Cascade or Set Objectives task enables you to set objectives for workers who report to you directly. You can:

After managers cascade their objectives to their subordinate workers and an objectives hierarchy is created, then the managers cannot change or delete cascaded objectives from the scorecards of their subordinate workers. To delete the cascaded objective, subordinate workers must first delete the supporting objective associated with the cascaded objective from their scorecard.

You can use either or both of these approaches to update a single personal scorecard. Note also that you do not have to set objectives for workers, even though this task appears in your task list. A worker's personal scorecard may already include objectives that the application allocated automatically or copied from the previous personal scorecard or appraisal. You can simply transfer the scorecard to the worker without making further changes, if appropriate. You can also update or delete objectives already in a worker's personal scorecard.

You can perform this task only when the scorecard status is Not Yet Started: With Manager or With Worker. Changes that you make to personal scorecards are not visible to their owners until you perform the Transfer Scorecards to Workers for Action task.

Align Objectives

The Align Objectives task enables you to define relationships between your workers' objectives and your own objectives. You may want to perform this task if you have already shared some of your objectives (using Employee Self-Service) with one or more of your team members and added supporting objectives to those workers' personal scorecards.

See: Sharing and Aligning Objectives

This task appears in your task list only if the plan administrator enables sharing and alignment in the PMP. You do not have to perform this task, even though it appears in your task list. Not all objectives must be aligned with other objectives. Also, this task is not relevant for objectives that you have allocated using the cascading process, as these objectives are automatically aligned with the objectives that you cascade.

Transfer Scorecards to Workers for Action

When you have finished updating a worker's personal scorecard, you perform this task to transfer the scorecard to its owner. In the notification message, you can specify changes that the worker can make to the scorecard. When you perform this task, the scorecard status changes to With Worker.

You must perform this task if you have updated the worker's personal scorecard. You cannot perform the Finish Objective Setting task (which publishes the scorecard) if you have not first transferred the updated scorecard to its owner.

Review Worker Changes

You perform the Review Worker Changes task as workers return their reviewed or updated personal scorecards to you for approval. This task lists all personal scorecards with changes that you have not yet reviewed and with a status of Approval Requested. You can:

Note: To publish the worker's scorecard, you must perform the Finish Objective Setting task. When you click Approve and Finish, the application takes you directly to that task.

Finish Objective Setting

You perform this task once for each worker when you have finished the objective-setting and review processes. You can perform this task only if the scorecard status is With Manager. You cannot perform this task (the task is disabled) if the scorecard contains changes that you have not transferred to the worker using the Transfer Scorecards to Workers for Action task. When you perform the Finish Objective Setting task, the scorecard status changes to Published.

Note: If you do not perform this task and appraisals are included in the PMP, any changes that you make to scorecards during the objective-setting process are lost when the application generates appraisals for the first appraisal period.

View and Track Objective Progress

This task is enabled throughout the performance-management period. All personal scorecards, regardless of their statuses, are accessible from this task. You can:

You can update objectives during a specific stage of the performance process, even though the View and Track Objective Progress task is enabled throughout the performance-management period.

The ability to update the objectives and objectives' details added by workers depends on the setting of the HR: Allow Updates To Objective Details Added By Appraisee profile option.

See: Measuring Objectives and Tracking Objectives

Manage Appraisals

The Manage Appraisals task appears in your task list only if the PMP includes appraisals. It occurs once for each appraisal task (each combination of appraisal template and appraisal period) identified in the PMP. For example, if the PMP identifies a midyear appraisal and a full-year appraisal, two Manage Appraisals tasks appear in the task list for that PMP.

The application enables this task on the appraisal-task start date specified in the PMP and disables it on the appraisal task end date. You can complete PMP appraisals after the appraisal task end date and before the plan period end date, if your enterprise sets the HR: Update PMP Appraisals After the Appraisal Period profile option to Yes.

Note: If you do not perform the Finish Objective Setting task before the appraisal-generation date specified in the PMP, the application discards all changes made to personal scorecards during the objective-setting period before changing the scorecard status to Published.

While this task is enabled, the application disables the objective-setting tasks. To manage objectives during an appraisal-task period, you use the Objectives section of the appraisal.

When you select this task, your Appraisals home page lists appraisals for PMP members for whom you are main appraiser. If the PMP identifies you as the appraisal initiator, you have ownership of the appraisal. If the appraisee is the initiator, you cannot update the appraisal until the appraisee first shares it with you.

See: The Appraisal Process

Notification Messages

You receive notification messages when:

You issue notification messages when:

Using the Switch Manager Function

You can access only PMPs to which you belong. If a worker who reports to you belongs to a PMP of which you are not a member, you can use the Switch Manager function to access that worker's personal scorecard.

Note that the Switch Manager function is enabled by default, but may be disabled in your enterprise.

Changes Due to Performance Management Plan Administrative Tasks

Enroll Workers in a Plan

When performance management plan administrators enroll workers in a plan, managers can complete the following tasks in the performance management plan (PMP) cycle:

Reopen Scorecards

When performance management plan administrators reopen a scorecard, the scorecard status changes to ‘With Manager’ for both cascading and parallel plans.

The scorecard is available to the manager in the Set Worker page to add new objectives and cascade own objectives.

Access Enwisen from Info Online

If your enterprise enables the Info Online content container, then you access the web site of Enwisen, a third-party information provider. Click the Handbook link to access information, for example, your company's information on performance appraisals.

HR Professional Performance Management Tasks

Using the Performance Management page, HR Professionals can perform the following tasks:

Set up Performance Management Information

HR Professionals can:

Administer Performance Management Plans

HR Professional can:

Monitor Processes and Reports

Using the Process Monitor and Reports link in the Batch Requests region, HR Professionals can navigate to the Monitor Concurrent Programs page to view logs, summary, and error reports of Oracle Performance Management processes.

See: Monitoring Processes and Reports

Running Requests

HR Professionals can run the following requests from the Batch Requests region:

To view logs, summary, and error reports of these process, see: Monitoring Processes and Reports

Switch as Manager and Switch as Employee Functions

Switch as Manager

An HR professional can work as another manager including the top manager in the plan hierarchy. This function enables an HR Professional to access Performance Management Plans of the switched manager and work on the performance-management tasks.

Switch as Employee

This function enables an HR Professional to work as another employee and access that employee's performance-management tasks.

Note: The Switch as Manager and Switch as Employee functions are available only for the objective setting and tracking tasks in a PMP.

The Manage Appraisal task is not available to HR Professionals when they switch as employees or managers.

Viewing and Updating Appraisals of Terminated Workers

The following table explains how HR Professionals can view and update appraisals of terminated workers:

Task Performance-Management Plan Appraisals Appraisals created using the Appraisals Function
View appraisals Use the Switch as Manager function. Use Advanced Search available in the Appraisals: People page from the Appraisals function.
Update appraisals Use the Update Appraisals of Terminated Workers option available in the Performance Management Plan Administration Tasks page.
See: Performance-Management Plan Administration Tasks
Use Advanced Search available in the Appraisals: People page from the Appraisals function.

When updating appraisals, HR Professionals can change the main appraiser, and enter overall rating and comments for standard and performance-management appraisals.

Note: To enable HR Professionals to view and update appraisals of terminated workers the pEnableTerms parameter value must be set to Y for the View Appraisals Manager - HR Sys Admin (HR_VIEW_SYSAPPR_MGR_SS) function. For more information, see: Configuring the Appraisals Function

Performing Mass Change of Main Appraiser

Oracle Performance Management enables administrators to perform a mass change of main appraiser of appraisals in a single transaction using the Mass Change Main Appraiser request.

Using the Mass Change Main Appraiser: Search page, as a plan administrator, you can change the main appraiser of performance management plan appraisals and appraisals created using the Appraisals function.

To perform mass change of main appraiser of:

Prerequisite: Before you run the concurrent request, you must ensure that the supervisor in the Assignment record of workers is correct. Use the Assignment window in Oracle HRMS to view and correct information, if required.

Changing the Main Appraiser of Appraisals Created Using the Appraisals Function

Plan administrators can use the following search criteria to search for appraisals with incorrect main appraiser and to perform mass change of main appraiser:

The period start and end dates and appraisal template search criteria are mandatory.

Changing the Main Appraiser of Performance Management Plan Appraisals

To perform mass change of main appraisers of performance management plan appraisals, the following search criteria are available:

The Plan and appraisal period search criteria are mandatory.

Submitting the Request

When plan administrator searches either appraisals created using the Appraisals function or performance management plan appraisals, the search results by default display only those records where the main appraiser in the worker's appraisal is different from the supervisor in the worker's assignment record. Administrators can deselect the Search Appraisals with Different Main Appraisers Only check box to view appraisals with correct main appraiser.

In the search results table, select the correct main appraiser and click Continue. Review the changes in the Appraisal Details page and submit the request. The program updates all appraisal records containing incorrect main appraisers to the current supervisors of workers. Navigate to the Monitor Concurrent Program page to view log of the request. See: Monitoring Processes and Reports

If required, you can change the main appraiser for appraisals even if the main appraiser is correct. The program updates all appraisal records and changes the current main appraiser to the selected value. In such a scenario, the previous main appraiser becomes a participant of type 'Appraiser' in the appraisal process.

Monitoring Processes and Reports

The Monitor Concurrent Program page helps HR Professionals to view logs of concurrent processes, view summary reports, and analyze error reports.

Viewing Logs

HR Professionals can view logs of the following processes:

The Summary and Error reports are available for Publish Performance Management Plan and Mass Appraisal Creation processes only.

Viewing a Summary Report

The Summary Report shows the following regions:

Viewing an Error Report

The Detailed Error Report helps you to analyze why a program failed.

This report displays:

If the Mass Appraisal Creation program ends with an error, you can view the report to understand reasons for the failure. There may be multiple reasons such as the absence of main appraiser or the appraisal start period is outside the appraisee's current employment dates.

Worker Performance-Management Tasks

Your Performance Management Task List includes an entry for each Performance Management Plan (PMP) to which you belong. Under each PMP entry appears a list of tasks that the application generates automatically. The tasks are those appropriate to the PMP and can vary from one PMP to another. The application enables these tasks at appropriate times during the performance-management period. For example, you can perform the appraisal-management task during the appraisal-task period only.

If you have multiple personal scorecards for the same PMP (because you have multiple assignments), use the Switch Assignment task in the task list to display the task list for each assignment. You may report to a different manager or supervisor in each assignment.

This topic describes all worker performance-management tasks and their associated notification messages.

Set Objectives

The Set Objectives task enables you to update your personal scorecard of objectives. This task is usually enabled during the objective-setting period only, unless the Allow Changes Outside This Period check box is selected for the performance management plan. If the Allow Changes Outside This Period option is selected, then the Set Objectives task is enabled until the appraisal task begins. If there are no appraisals tasks, then the Set Objectives task is enabled till the plan end-date. The dates of the objective-setting period appear in the task's Start Date and End Date columns in the Performance Management Task List. The scorecard status must be either With Worker or Not Started: With Worker.

You can update your personal scorecard by:

You can also review any objectives that others (typically your manager) have shared with you. Having access to shared objectives enables you to define supporting objectives. For example, if your manager shares the Increase Sales of Electrical Goods objective, you can define an objective that will contribute to the shared objective (but does not have to be identical to it). For example, your objective could be Redesign Sales Area for Electrical Goods. You make the relationship between the two objectives explicit when you perform the Align Objectives task.

Note: Workers can update objectives added by their managers only in the objective-setting period. When the appraisal-task period begins, then workers cannot update objectives created by their managers. They can only add the objective rating, weighting values, or comments.

Align Objectives

The Align Objectives task enables you to define relationships between any of your objectives and objectives that others (such as your manager) have shared with you. For each supporting objective in your personal scorecard, you select the shared objective that it supports in the Aligned To column. If you have defined no supporting objectives, you do not need to perform this task.

If it appears, this task is usually enabled during the objective-setting period only. This task does not appear if sharing and alignment are not required activities.

Share Objectives

The Share Objectives task enables you to give other members of the PMP access to your objectives. You can allow others to:

Enterprise policy determines whether you must perform this task and for which objectives. For example, if you are a manager, you can use Employee Self-Service to share objectives with your team as an alternative to the cascading process.

If it appears, this task is usually enabled during the objective-setting period only. This task does not appear if sharing and alignment are not required activities.

Finish Objective Setting

When you have finished updating your personal scorecard, you perform the Finish Objective Setting task to transfer the scorecard to your manager for approval. In the notification message, you can explain any changes that you have made. The scorecard status changes to With Manager, and you can make no further changes unless your manager returns the scorecard to you. If this happens, you receive a notification message from your manager.

This task is usually enabled during the objective-setting period only.

The ability for managers to update the objectives and objectives' details added by workers depends on the setting of the HR: Allow Updates To Objective Details Added By Appraisee profile option.

View and Track Objective Progress

The View and Track Objective Progress task enables you to view your personal scorecard and record progress against your objectives. For incomplete objectives, you can update the Complete %, Achievement Date, and Actual values. You can enter an achievement date for objectives regardless of whether or not the Complete % value is 100. Your manager can review values that you enter here.

You can update objectives during a specific stage of the performance process, even though the View and Track Objective Progress task is enabled throughout the performance-management period.

Manage Appraisals

The Manage Appraisals task enables you to review and update your own appraisal and is enabled from the start of the appraisal-task period to the appraisal task end date. The dates of the appraisal-task period appear in the task's Start Date and End Date columns in your Performance Management Task List. While this task is enabled, all objective-setting tasks are disabled. (During appraisal activity, you can update your objectives in the appraisal rather than in your personal scorecard.) If multiple appraisals (for example, midyear and full-year appraisals) occur during a single performance-management period, this task appears once in your Performance Management Task List for each appraisal period defined for the PMP.

Note: You can complete PMP appraisals after the appraisal task end date and before the plan period end date, if your enterprise sets the HR: Update PMP Appraisals After the Appraisal Period profile option to Yes.

If you are the appraisal initiator, you see the appraisal on your Appraisals home page with the status of Planned at the start of the appraisal-task period. If your manager is the appraisal initiator, you receive a notification message when your manager shares the appraisal with you.

Workers may no longer be eligible for a plan if they are transferred out of the plan or placed on a new assignment, which is not primary. Then such plans are not visible on the worker’s Performance Management Home page. If a worker is transferred out of a plan, and the appraisal is at the Pending Appraisee Feedback status, then the worker can update and complete the appraisal using the Provide Final Feedback button on the appraisal notification.

Performance-Management Notification Messages

You receive performance-management notification messages when:

You may also receive a notification message when the application generates your task list.

You issue notification messages when:

Changes Due to Performance Management Plan Administrative Tasks

Enroll Workers in a Plan

When performance management plan administrators enroll workers in a plan, workers can complete the following tasks in the performance management plan (PMP) cycle:

Access Enwisen from Info Online

If your enterprise enables the Info Online content container, then you can access the web site of Enwisen, a third-party information provider. Click the Handbook link to access information, for example, your company's information on performance appraisals.

Performance-Management Plan Administration Tasks

Using the Performance Management Plan Administration Home Page, HR Professionals can perform the following tasks for published performance-management plans:

Changing the Top Supervisor for a Plan

Using the Change the Top Supervisor for Plan option, HR Professionals can change the topmost supervisor for a plan, if the topmost supervisor of the plan is transferred out of the plan or terminated.

Note: This option is applicable to plans that use the supervisor hierarchy only.

  1. Select a published plan, then option, and click Continue. The application displays the plan details along with the current supervisor name.

  2. Search for a new supervisor using the search criteria such as worker name, email, or worker number.

  3. Select the new topmost supervisor from the active list of workers displayed in the search results.

  4. Select whether to commit or rollback the results of the task in the Mode field. Select Rollback to review the results in the process log file without committing changes to the database. In Rollback mode, the request runs in the report-only mode and does not update the database. Note down the request ID of the rollback request. After analyzing the results in the log on how changing the topmost supervisor of the plan impacts the plan population, select the Commit mode. Enter the request ID of the rollback action when you select the Commit mode.

  5. Click Submit and the application runs a concurrent request to change the topmost supervisor for the plan.

  6. View your request using the request ID on the Monitor Concurrent Programs page. The log file displays the concurrent request results.

If the process completes successfully, then the application rebuilds the plan population based on the changed topmost supervisor. The log displays the total number of workers in the plan prior to changing the topmost supervisor and the total number of workers in the plan after changing the topmost supervisor.

The new topmost supervisor receives FYI notification after the task is processed.

Enrolling Workers into Published Plans

Using the Enroll Workers option, HR Professionals can include new hires and transferred workers into published performance management plans, if they qualify the criteria defined for the plan population.

  1. Select a published plan, then option, and click Continue. The application displays the plan details.

  2. Select active employees or contingent workers for enrolling into a plan and submit the request. You can enroll 25 workers at a time.

  3. Click Submit and the application runs a concurrent request to enroll selected workers into the plan. The process verifies if the worker is eligible for the plan by checking whether the worker belongs to the hierarchy specified in the plan. You can view your request using the request ID on the Monitor Concurrent Programs page. The log file displays the concurrent request results.

The application displays a warning message if workers cannot be enrolled into the plan. If the process completes successfully, then it:

Extending the Objective Setting Deadline Date for Workers

Using the Extend Objective Setting for Worker option, HR Professionals can extend the objective setting deadline date for a worker or group of workers till the date appraisals start for a plan that includes objective setting and appraisals. Use this option if workers have not completed their objective setting task within their objective setting period.

  1. Select a published plan, then option, and click Continue.

  2. Search for workers using the search criteria such as worker number, name, or email. The search results display the worker name, supervisor name, and the current objective setting date.

  3. Enter the new objective setting date separately in each row for each worker or enter a common objective setting date for selected workers and click Default to All to apply the new date for all the selected workers.

  4. Click Submit and the application runs a concurrent program.

  5. View your request using the request ID on the Monitor Concurrent Programs page. The log file displays the concurrent request results.

If the program runs successfully, then the objective setting date of the selected workers is extended and they receive FYI notifications. From their home page, workers can access their objective setting task and complete their objective setting.

Refreshing Scorecards

Using the Refresh Scorecard option, HR Professionals can refresh scorecards to reevaluate the objective eligibility and include additional objectives, if any, into the scorecard, due to changes in eligibility. For example, because of promotion a worker becomes eligible for more objectives. In this case, the refresh action reevaluates the objective eligibility criteria and adds the additional objectives to the worker's existing scorecard based on the changed eligibility

Important: When you republish a plan using the Refresh Scorecard option, new eligible objectives do not get automatically added to the appraisal of a worker until you run the Mass Appraisal Creation program. See: Running the Mass Appraisal Creation Program

  1. Select a published plan, then option, and click Continue.

  2. Select workers whose scorecards that you want to refresh and submit the request. Search for scorecards using the worker name. The search returns active scorecards available for the plan. You can refresh 25 scorecards at a time.

  3. Click Submit and the application runs a concurrent request to refresh scorecards of the selected workers.

  4. View your request using the request ID on the Monitor Concurrent Programs page. The log file displays the concurrent request results.

Managers and workers receive FYI notifications when scorecards are refreshed.

Removing Scorecards

Using the Remove Scorecard option, HR Professionals can remove scorecards of terminated workers or of workers who are no longer part of the plan population.

  1. Select a published plan, then option, and click Continue.

  2. Select the list of scorecards that you want to remove from the published plan, and submit the task. The application runs a concurrent request to remove the scorecards.

  3. View your request using the request ID on the Monitor Concurrent Programs page. You can view a log file for the request. The log file displays the concurrent request results. You can remove 25 scorecards at a time.

Workers receive FYI notifications when scorecards are removed.

Reopening Appraisals

Using the Reopen Appraisal option, HR Professionals can reopen appraisals that are at the Pending Approval or Completed status. You can reopen 25 appraisals at a time.

  1. Select a published plan, then option, and click Continue.

  2. Select the appraisals that you want to reopen and submit the tasks. The application runs a concurrent request to reopen the appraisals.

  3. View your request using the request ID on the Monitor Concurrent Programs page. The log file displays the concurrent request results.

Once an appraisal is reopened, the appraisal status changes to Ongoing. Managers and workers receive FYI notifications. Managers can access reopened appraisals from the Appraisals In Progress table and edit the appraisals. Managers must share the reopened appraisal with the appraisee, before completing this appraisal again.

Reopening Scorecards

Using the Reopen Scorecard option, HR Professionals can reopen scorecards if the objective setting period is open to enable managers to edit worker scorecards. You can reopen a scorecard if the Allow Changes Outside This Period check box is selected for the plan, and the appraisal period has not started. This feature helps in case a manager completes objective setting for a particular worker and then realizes that some objectives must be added to the worker's scorecard. You can reopen 25 scorecards at a time.

  1. Select a published plan, then option, and click Continue.

  2. Select the list of scorecards that you want to reopen, and submit the task. The application runs a concurrent request to reopen the scorecards.

  3. View your request using the request ID on the Monitor Concurrent Programs page. You can view a log file for the request.

When the process reopens a scorecard, managers and workers receive FYI notifications, and the status of the scorecard changes to With Manager and is available for the manager to edit.

Transferring Objectives of Workers

Using the Transfer Objectives option, HR Professionals can copy objectives and competencies from a worker's source plan to the worker's new plan or destination plan. For information on details that are copied, see, this table. You can use this option for workers who cannot access objectives or appraisals of the source plan as they are no longer part of the source plan population because of the transfer.

You can transfer objectives of single or multiple workers. You can select multiple workers belonging to the same source plan and who are required to be transferred to the same destination plan. The plan details that you view depend on the type of the plan: whether the plan includes only objective setting, only appraisal, or both objective setting and appraisal.

Note: You cannot transfer objectives from the source plan to the destination plan, if the source plan includes only appraisals and the destination plan includes only objective setting.

  1. Select a published plan, then option, and click Continue.

  2. View the plan that includes information such as plan administrator, start and end dates, and previous plan name.

  3. Select the destination plan and then select the details that you want to transfer from the source plan to the destination plan:

    1. Scorecard: Only scorecard is transferred from the source plan to the destination plan.

    2. Scorecard and Appraisal: Both scorecard and appraisal of the source plan are transferred to the destination plan.

    3. Worker: Only worker's details are transferred from the source plan to the destination plan without the scorecard and appraisal details. This option helps to remove workers from the source plan and enroll them into the destination plan.

  4. Click Submit and the application runs a concurrent program.

  5. View your request using the request ID on the Monitor Concurrent Programs page. The log file displays the concurrent request results.

The following table describes the details that are copied from the source plan to the destination plan considering when the transfer happens:

Details Copied from Source Plan to the Destination Plan
Plan Type When Transfer Happens Details Copied Task for the New Supervisor
Objective Setting Plan Worker's transfer happens before the objective setting period starts No plan details are copied.
No objective ratings or comments are copied.
Rate the approved objectives, add, or modify objectives.
Objective Setting Plan Worker's transfer happens when the objective setting period is in progress regardless of the plan being a cascading or parallel plan and whether the scorecard is with worker or with manager Only approved objectives are copied. Rate the approved objectives, add, or modify the objectives.
Objective Setting Plan Worker's transfer happens when the objective setting task is completed. Only approved objectives without any ratings are copied. Rate the approved objectives, add, or modify the objectives.
Appraisal Plan Worker's transfer happens during the appraisal period Completed and approved objectives are copied. Competencies are also copied.
No objective ratings or comments are copied. Participation status in the source plan is closed. Questionnaire details are not copied. Overall rating, comments, and advancement potential details are not copied.
Rate the approved objectives, add or modify the objectives.
Plan includes objective Setting appraisal Worker's transfer happens in the period between objective setting and appraisal. Approved objectives are copied.
No objective ratings or comments are copied.
Rate the approved objectives, add or modify the objectives.
Plan includes objective setting and appraisal Worker's transfer happens during the appraisal period Approved objectives and completed objectives are copied. Competencies are copied.
Participation status in the source plan is closed. Questionnaire details are not copied. Overall rating, comments, and advancement potential details are not copied.
Rate the approved objectives, add, or modify the objectives.

Running the Refresh Appraisal Summary Program

In the Plan Name field, select the plan for which the application must refresh appraisal summary data for reporting purposes. If a performance management plan has multiple appraisals, select the specific appraisal period to view the corresponding appraisal summary. This process does not update any information related to appraisals, rather populates the rating summary information for managers in a separate summary table.

To monitor the program, click the Process Monitor and Reports link on the Performance Management Home page for HR Professionals and navigate to the Monitor Concurrent Programs page.

Updating Appraisals of Ex-Employees or Ex-Contingent Workers

Using the Update Appraisals of Terminated Workers option, an HR Professional can search for a performance-management plan appraisal of a terminated worker, which is at the Ongoing status. The Competencies, Objectives, and Questionnaire regions of the appraisal are read-only.

The HR Professional can update the following fields in an appraisal:

When an appraisal is transferred to an appraisee or pending appraisee feedback and the appraisee is terminated, the HR Professional can enter overall rating and comments and complete the worker's appraisal.

When the HR Professional completes updating an appraisal, Oracle Performance Management notifies appropriate recipients. The main appraiser receives notification when the HR Professional transfers the terminated worker's appraisal or completes the worker's appraisal. If a main appraiser is terminated and the HR Professional changes the main appraiser, the appraisee receives a notification to review the appraisal.

Impact of Plan Administration Tasks

The following table summarizes the changes when the HR Professional performs the plan administration tasks:

Impact of Plan Administration Tasks
Administration Task Impact
Enroll workers in new plans Managers can complete the following tasks in the performance management plan (PMP) cycle:
  • Cascade or set objectives

  • Align objectives

  • Transfer scorecards to workers for action

  • Review worker changes

  • Finish objective setting

  • View and track objective progress

  • Manage appraisals


Workers can complete the following tasks in the PMP cycle:
  • Set objectives

  • Align objectives

  • Share objectives

  • Finish objectives

  • View and track objective progress

  • Manage Appraisals

Reopen scorecards On reopening a scorecard, the scorecard status changes to With Manager for both cascading and parallel plans.
The scorecard is available to the manager in the Set Worker page to add new objectives and cascade own objectives.
Managers can view the alignment of objectives on the Line of Sight page if they log in using the Employee Self-Service responsibility.
Reopen appraisals The appraisal status changes to Ongoing and the ownership moves to the Main Appraiser.
Main appraisers can edit the appraisal and add competencies and objectives. They can share the appraisal with the Appraisee.
Refresh scorecards The process adds objectives to the worker's scorecard based on the plan eligibility criteria.
Remove scorecards After the process removes scorecards, workers no longer appear in the plan population.
Refresh Appraisal Summary Updates the performance management plan appraisal data. This process enables managers to view the most up-to-date information on the Performance Management Plan Appraisal Rating Summary.
Update appraisals of terminated workers
  • When an HR Professional transfers an appraisal to a new main appraiser, the new main appraiser can update the appraisal of a terminated worker.

  • A main appraiser can review a terminated worker's appraisal if the HR Professional completes the appraisal.

  • An appraisee can review the completed appraisal and provide feedback, if a main appraiser is terminated and the HR Professional completes the appraisal.

Extend the objective setting date for workers Workers can navigate to their Performance Management home page to access the objective setting task and complete the task.
Change the topmost supervisor for a plan The new supervisor can view the plan and plan tasks in the Performance Management home page.
Transfer objectives Based on the details transferred from source plan to the destination plan, workers can access objectives or appraisals of source plan in the destination plan.

Loss of objectives when you enroll workers into new plans

You can remove a worker from one performance management plan and enroll the same worker into another performance management plan. When you perform this task, then worker's scorecards of the previous PMP will be lost.

Appraisals

Appraisals Overview

The appraisal process is a key component of the performance management function. During a typical appraisal, you assess a worker's competencies and objectives and identify development opportunities for the next appraisal period. The appraisal provides a snapshot of the worker's achievements and supplies input to related processes, such as training and compensation planning.

Most enterprises conduct appraisals at regular intervals (for example, yearly), primarily to assess competencies and objectives and influence compensation plans. However, you can also use appraisals for other purposes. For example, you can:

The appraisals function can support all such requirements.

A Collaborative Approach to the Appraisal

In a traditional appraisal, the appraisee's ability to contribute to the appraisal is limited. The manager or appraiser completes most of the appraisal and may invite the appraisee to comment at the end of the process.

Performance Management challenges the traditional approach by making the appraisal the product of collaboration between the main appraiser and the appraisee. The main appraiser shares the appraisal with the appraisee to allow the appraisee to view or update the appraisal. If the main appraiser also transfers ownership of the appraisal to the appraisee (which is optional unless the appraisee is to update the appraisal) the appraisee shares the appraisal with the main appraiser to return ownership. This sharing of the appraisal between main appraiser and appraisee can occur as often as necessary during a single appraisal process.

See: The Appraisal Process

Appraisal Participants

Appraisals can involve the following types of participants:

Employees and contingent workers can perform all appraisal roles.

Appraisal Types

Performance Management supports three appraisal types:

Standard Appraisal

As its name suggests, the standard appraisal supports most appraisal requirements. The format of the appraisal depends on configuration choices you make, mostly in the appraisal template.

See: The Appraisal Template

The standard appraisal can include the following sections:

360-Degree Appraisal

The 360-degree appraisal, also known as a group appraisal, is one to which an appraisee's peers, managers, and reporting staff can all contribute. It differs from the standard appraisal in one respect only: other participants can contribute to a 360-degree appraisal, but not to a standard appraisal. Appraisers and other participants can complete the appraisee questionnaire. Alternatively, you can select a different questionnaire when you include each appraiser and other participant in the appraisal.

The 360-degree appraisal can include the same sections as the standard appraisal.

Self Appraisal

Some enterprises encourage their workers to perform regular self appraisals as a way of monitoring their own progress. No one else can view or contribute to a self appraisal. The self appraisal can include the same sections as the standard appraisal, except the Participants section.

Completing the Appraisals Offline

Using the Download or Upload Appraisals functionality, main appraisers, appraisees, and other participants can complete specific sections of the appraisal offline. They can download the contents of an appraisal, update the contents while disconnected from the network, and then later upload their changes when they reconnect to the application.

See: Downloading and Uploading Appraisals

Note: Appraisal participants can download the appraisals only if the Offline Appraisals feature is enabled. To enable the appraisal participants to complete the appraisals offline, the HR Professional must select an offline appraisal template for each appraisal participant type (main appraiser, appraisee, and other participant) in the Offline Appraisal Template Details region.

Updating the Competency Profile

A competency profile is a record of a worker's competencies showing their proficiency level in each competency. You create the competency profile using the forms-based interface, and you can maintain the competency profile using either the forms-based interface or the SSHR Competency Profile function. Alternatively, if you set the profile option Apply Assessment Competencies to Person to Yes, or select Update Competency Profile in the appraisal template, the application automatically updates the appraisee's competency profile to include revised competency levels when the appraisal is complete.

Appraisals of Terminated Workers

HR Professionals and main appraisers can view and update appraisals of ex-employees and ex-contingent workers based on the business requirements of an enterprise.

See: The Appraisals Process

Reporting and Analysis

Discoverer workbooks enable you to analyze appraisal activity for an organization hierarchy or supervisor hierarchy:

The Appraisal Process

This topic describes the standard and 360-degree appraisal process. For:

To participate in an appraisal and view completed appraisals, you use Oracle SSHR.

Initiating the Appraisal

If you use the Performance Management function, you can define a Performance Management Plan (PMP) to create appraisals automatically on a specified date for all members of the plan. Appraisals created in this way identify either the main appraiser or the appraisee as the initiator of the appraisal. Performance Management allocates the appraisal automatically to the specified initiator.

See: Performance Management Plans

Alternatively, either the main appraiser (usually a manager) or the appraisee can initiate a standard or 360-degree appraisal using the self-service Appraisals function.

Whether the application creates appraisals automatically or individuals create them using the Appraisals function, control of the appraisal depends on who is the initiator:

Managers log in as employees to initiate appraisals of themselves (self appraisals).

Ownership of the Appraisal

Either the main appraiser or the appraisee owns the appraisal. The main appraiser transfers ownership by sharing the appraisal with the appraisee and leaving Main Appraiser Retains Ownership deselected. The appraisee transfers ownership by sharing the appraisal with the main appraiser.

When the main appraiser owns the appraisal, the appraisee:

When the appraisee owns the appraisal, the main appraiser:

Ownership can transfer between the main appraiser and the appraisee as often as necessary during a single appraisal.

Note: When a main appraiser shares an appraisal with an appraisee after selecting the Participant Details check box, the participant feedback, if any, is visible to the appraisee only after the main appraiser completes the appraisal and provides the final rating.

Sharing Appraisals Without Transferring Ownership

If the main appraiser deselects Update Appraisal when sharing an appraisal with the appraisee, the appraisee cannot update the appraisal; however, by default, ownership of the appraisal still transfers to the appraisee. The appraisee must share the appraisal with the main appraiser to return ownership.

To enable the appraisee to view the appraisal but not gain ownership of it, the main appraiser selects Main Appraiser Retains Ownership. In this case, the main appraiser can continue to update the appraisal, and the appraisee does not need to share the appraisal in return.

Main Appraiser Retains Ownership appears only for appraisals whose status is Ongoing.

Updating Worker Objectives

When workers create objectives and add objectives' details, their managers can update the objectives and objectives' details. Your enterprise has the flexibility to determine whether managers can update the objectives and objectives' details added by workers using the HR: Allow Updates to Objective Details Added by Appraisee profile option.

How Appraisers, Reviewers, and Other Participants Contribute to the Appraisal

Participants in an appraisal (appraisers, reviewers, and other participants) do not own the appraisal. While the main appraiser owns the appraisal, all participants can update the appraisal. However, while the appraisee owns the appraisal, only other participants can update it; appraisers and reviewers cannot update the appraisal. Appraisers and reviewers automatically regain their access to the appraisal when the appraisee shares it with the main appraiser again.

When the main appraiser requests feedback, participants receive workflow notifications. Each participant makes their contribution to the appraisal independently of the other participants. Participants can see changes made to the sections to which they have access, including those made after the main appraiser requests their feedback, until they apply their contribution. At that point, their view of the appraisal is frozen. They can make further updates only if the main appraiser requests feedback again. Participant feedback is visible to the appraisee only after the main appraiser completes the appraisal and provides the final rating.

Note: When participants complete their contribution to the appraisal, their participation status (as shown in each participant's notification table) is Complete. However, the appraisal remains in their notification tables until the appraisal itself is complete.

Deleting Participants and Changing Participant Roles

You can delete a participant from an appraisal or change their role (for example, you can change an appraiser to a reviewer), provided the participant has not yet given feedback.

Adding Journal Entries

Using the Journal feature, managers and workers can track key accomplishments, performance details, or training requirements as they happen or at the end of an appraisal cycle. They can use the journal information during appraisal creation . Journals are secure and private, and are visible only to people who create them.

When managers or workers click the Journal icon for an appraisal, the Add Attachment page appears. On this page, you can attach a file, provide a text description, or provide the location of the directory in which you saved the journal document.

An Add Attachment window appears when you move the mouse over the Journal icon. You can also add attachments using this window.

Viewing Appraisals

Employees and managers can view the following appraisals:

Managers can view appraisals of workers in their hierarchy. On the Appraisals: People in Hierarchy page, when a manager moves the mouse over the Details icon, the Latest Appraisal Information pop-up window appears. Managers can view appraisal information such as the main appraiser, appraisal date, overall rating, and appraisal status along with employment and contact details. If an appraisee deletes an appraisal, then the appraisal Status that you view on the Latest Appraisal Information pop-up window is Deleted.

When appraisal participants view an appraisal, the initial appraisal page that the application displays is different, for example, the initial page can be either the Appraisal Overview page or Appraisal Review page. This behavior is based on whether a main appraiser is the initiator of an appraisal or the appraisal is initiated by an appraisee or an appraiser.

Viewing Total Competency Scores

Viewing Appraisals of Workers who Transfer into a Manager's Hierarchy

When an employee or a contingent worker is transferred to another business group or is terminated in one business group and rehired in another business group, HR Professionals or main appraisers of the new business group can view the previously completed appraisal of the worker from the earlier business group. For example, John Smith, a manager in Vision Canada business group completes his mid-year appraisal in December 2009 and is rehired as a consultant in Vision Corporation business group in February 2010. Alex James, John's manager and main appraiser in the Vision Corporation business group can view John's mid-year appraisal that he completed when he was in Vision Canada business group. Employees can view their previously completed appraisals after they move in to another business group.

Note: To use this feature, the HR: Display Completed Appraisal from Other Business Groups profile option must be set to Yes.

Viewing Appraisals of Terminated Workers

If the enterprise decides to display appraisals of terminated workers, then main appraisers can view appraisals of ex-employees and ex-contingent workers that are at the Ongoing status. The Appraisals In Progress and Performance Management Plan Appraisals In Progress tables display these appraisals. An icon indicates terminated workers in the Appraisee column to identify terminated workers easily.

Main appraisers can delete appraisals of ex-employees or ex-contingent workers using the Appraisals as Main Appraiser page.

Viewing Completed Appraisals of Terminated Workers

Main appraisers can view the completed appraisals of ex-employees and ex-contingent workers, if the Terminated Workers tab is available on the Appraisals As Main Appraiser page. These appraisals can be either appraisals created using the Appraisals function or performance-management plan appraisals.

Using Employee Self-Service to View Performance Details

Workers can log in to their Employee Self-Service responsibility and view their performance details from the My Information link. The Performance tabbed region displays information about completed performance appraisals such as performance rating, next review date, and main appraiser. The review date that is shown for an appraisal is the date when the appraisal review actually took place and is not the appraisal date.

Updating Appraisals of Ex-Employees or Ex-Contingent Workers

Oracle Performance Management provides a configurable option in the appraisal template that enables main appraisers to update appraisals (appraisals created using the Appraisals function and performance-management plan appraisals) of ex-employees and ex-contingent workers.

Main appraisers can update appraisals of terminated workers only if the last standard process date is available for workers. The appraisal of a terminated worker is open for update to a main appraiser until the worker's final process date and is unavailable after the final process date.

Note: The ability to update and complete appraisals of terminated workers after the final process date is available to an HR Professional only. To meet legislative requirements, an HR Professional can update or complete the appraisal of a terminated worker after the worker's final process date. However, the HR Professional can update the appraisal of a terminated worker after the worker's final process date, only if there is a benefits assignment associated with the worker's record. In such cases, the HR Professional can search for the worker record using the First Name and Last Name fields as there is no assignment number for such an assignment. If the terminated worker has no benefits assignment, then the HR Professional cannot update the appraisal of such a worker beyond the final process date.

If an HR Professional defines the configurable options to enable updates to appraisals of terminated workers, then a main appraiser can:

Updating Appraisals of Workers with Future-Dated Termination

Based on enterprise requirements, appraisees, main appraisers, or HR professionals can access and update appraisals of workers whose termination date is set to a future date. These appraisals can be appraisals created using the Appraisals function or performance-management plan appraisals.

Completing the Appraisals Offline

Using the Download button, main appraisers, appraisees, and other participants can complete specific sections of the appraisal offline. They can download the contents of an appraisal, update the contents while disconnected from the network, and then later upload their changes when they reconnect to the application.

See: Downloading and Uploading Appraisals

Note: Managers and HR Professionals cannot download a terminated appraisee's appraisal and update it offline.

Changing the Main Appraiser

When the main appraiser is the initiator of an appraisal, that person's name appears by default in the Main Appraiser field on the Setup Details page of the appraisal. When the appraisee is the initiator of an appraisal, the name of that person's manager appears by default in the Main Appraiser field. In either case, the appraisal initiator can select a different main appraiser on the Setup Details page.

As main appraiser, you can select a different main appraiser by clicking Change Main Appraiser once the appraisal is in progress. If you do this after entering setup details but before completing other sections of the appraisal, you cease to be a participant in the appraisal and can neither view nor update it unless the new main appraiser explicitly requests your feedback. If you change main appraiser after completing a section of the appraisal (for example, the competency ratings), you remain listed as a participant and your contribution is retained. However, your view of the appraisal as a participant is frozen, and you can make no further changes unless the new main appraiser explicitly requests further feedback.

You can change the main appraiser for:

You can use the change main appraiser feature, for example, when a manager in your hierarchy plans to leave your enterprise during the appraisal cycle and you need to complete appraisals of workers who report to that manager. Click the View Appraisals in People Hierarchy button, select the appraisals of workers, and change the main appraiser.

The Printable Page Function

From the Appraisal Review page, you can click Printable Page to display the complete appraisal, with all sections expanded, in a separate window. You use standard browser functionality to print or save a copy of the appraisal. Alternatively, you can keep this window open for reference while you continue to work on the appraisal.

Note: The view of the appraisal that appears in the Printable Page window depends on your role in the appraisal. For example, the main appraiser sees the complete appraisal, whereas the appraisee's version is likely to exclude some sections.

Printing In Progress and Completed Appraisals

Managers and workers can print in progress or completed appraisals. Depending on business requirements, your system administrator can display either the Print or Print All column. You can view the Print or Print All columns in the Appraisals In Progress and Completed Appraisals tables.

Appraisal Approval

You can implement your enterprise's approval process for appraisals using the standard SSHR approvals functionality.

When main appraisers give final ratings, they can add approvers and specify their position in the approvals chain. They can also attach supporting documents. If the Save Attachments check box is available in the Attachments region, then they can select this option to make these attachments available in the Oracle HRMS People window.

Each approver receives a workflow notification requesting their approval when the previous approver in the chain has approved. When the final approver has approved the appraisal, the main appraiser receives a workflow notification.

Note: Appraisals do not appear in an approver's Appraisals home page unless the approver is also an appraisal participant. Approvers can access the appraisal details from the notification message.

Any approver who disagrees with the appraisal can return it to the main appraiser for correction. The main appraiser can then update the appraisal and resubmit it to all approvers.

When an approver rejects an appraisal, irrespective of whether the appraisal is initiated by the Main Appraiser or the Appraisee, the main appraiser receives the rejected appraisal. The main appraiser can view the rejected notification in the In-Progress table. The application changes the appraisal status to Ongoing and the main appraiser can update the appraisal and must share it with the appraiser to complete the appraisal process.

When you send the appraisal to approvers, you can also request the appraisee's feedback on the overall rating. In this case, the appraisee receives a request for feedback when all approvers have approved the appraisal. At the same time, the main appraiser receives a notification that the appraisee's feedback has been requested. When the appraisee provides feedback, the main appraiser receives a further notification, and the appraisal process is complete.

Accessing Final Ratings

When the appraisal process is complete, the application automatically writes the appraisee's final rating to the Rating field in the Performance window, which you can access from the Assignment window. You can set up Compensation Workbench to access the Rating field value.

See: Setting Up Compensation Workbench Plans, Oracle HRMS Compensation and Benefits Management Guide

Accessing Completed Appraisals

The Appraisals home page lists completed appraisals in which you have participated. For example, for an employee, the My Appraisals tab lists completed appraisals of that employee. For a manager, the Main Appraiser tab lists completed appraisals for which the manager has been main appraiser. You can specify filter values, such as appraisal purpose and appraisee, to locate particular completed appraisals in the list.

Note: When you tab out of a field in the Search region that has an associated Search window, that window does not open automatically. Click the Search icon to display the Search window.

Note that your role determines your view of a completed appraisal. For example, appraisees see only information they have entered and any section shared with them by the main appraiser.

Using the View Appraisals in People Hierarchy function on the Appraisals home page, a main appraiser can also view in-progress and completed appraisals of any appraisee to whom their security profile gives them access. For example, as a manager you can view appraisals of workers who report to you, even if you have not participated in their appraisals in any role.

The Appraisee's View of Appraisals

An appraisal appears in the appraisee's Appraisals home page if:

An appraisal remains in the appraisee's Appraisals home page only until the appraisee next shares the appraisal with the main appraiser.

Note: If the main appraiser has transferred the appraisal to the appraisee without transferring ownership, the appraisal remains visible to the appraisee up to the sharing point; the appraisee does not need to return the appraisal to the main appraiser.

Self Appraisal

To perform a self appraisal, you log into self-service as an employee (even if you are a manager). A self appraisal involves only the employee, and there is no approval process.

When you submit a self appraisal, its status is Completed. If you want to update a self appraisal at intervals (for example, throughout the year), use the Save as Draft function to keep the appraisal in progress rather than submitting the appraisal.

You can delete self appraisals at any time and regardless of their status.

Impact of Plan Administration Tasks

When the performance management plan administrator reopens an appraisal, the following changes occur:

Deleting Appraisals

HR Professionals or managers cannot delete appraisals of terminated employees created using the Appraisal function.

To manage the Appraisal process, enterprises can create performance management plans with the Appraisals feature only. For appraisals created as part of the WPM plans, administrators can remove scorecards of terminated employees from plans. For information on removing scorecards, see: Performance-Management Plan Administration Tasks

Access Enwisen from Info Online

If your enterprise enables the Info Online content container, then you access the web site of Enwisen, a third-party information provider. Click the Handbook link to access information, for example, your company's information on performance appraisals.

Printing Appraisals

This topic explains how to use the Configure Print Options for Printable page. This page appears when managers or workers click the Print column icon in the Appraisals In Progress and Completed Appraisals tables in Main Appraiser and My Appraisals page. Use this page to print appraisals in the Adobe Acrobat PDF format. You have the flexibility to select the required print layout and the appraisal sections that you want to print.

Managers and workers can use this page to select form layout or table layout as print output and select required sections of the appraisal to print. Within the required sections, they have the option to further select specific information to be printed. The application checks whether the Competency Template, Objective Template and Questionnaire Template are attached to the Appraisal Template when loading this page. In case any region is not attached, then that region will not appear in the page Configure Print Options for Printable Page. In addition, while loading the page for a worker, the application checks for the permissions available to the worker and the permitted options will be displayed in the options page. Permissions are granted by the manager for Questionnaire Information, Objective Ratings, Competency Ratings, Participant Ratings, Participant Names and Participant Details while sharing the appraisal with the worker.

Selecting the Print Layout Option

You can select any one of the following layout options:

Printing the Appraisal Sections

The appraisal sections that you can view are based on the appraisal template attached to the appraisal. The following is a list of sections that the application provides by default:

When you select Competency Details, Objective Details, or Include Questionnaire check boxes, you can further select specific details or fields in these regions that you would like to print. You can view the description of each of the selected fields that you would like to print. From the Available Details column move the competency and objective details to the Selected Details column to print in the appraisal.

The application generates a print version of the appraisal in the Adobe Acrobat PDF version when you click Print. You can open the printed appraisal or save it to your local machine.

Downloading and Uploading Appraisals

Oracle Performance Management gives main appraisers, appraisees, and other participants the flexibility to download in-progress appraisals, update appraisals without being connected to the application (away from the workplace, for example), and upload them later. The appraisal participants can benefit from this feature as it gives them time and privacy to complete either their own or other workers' appraisals.

Your role determines the appraisals that you can download and update offline from the following pages:

As main appraisers and appraisees, you must own the appraisals to work on the appraisals offline. Other participants can work on the appraisals offline when their Participation Status is Open.

Note: Of the three appraisal participant types, only other participants can complete the appraisals offline.

Appraisal Sections for Offline Completion

You can download sections of the appraisal that do not require a connection to the application and that require time for completion.

How the Download and the Upload Process Works

Managers, appraisers, and other participants can download more than one appraisal at a time. Employees can download their own current appraisal and any other appraisals for which they are an other participant.

Appraisal participants can select to download a single appraisal by clicking the Download icon. The application downloads the appraisal in a Microsoft Excel file. You can select multiple appraisals and click the Download button to download multiple appraisals. If you select to download more than one appraisal, then the single zip file contains all of the Microsoft Excel appraisal worksheets.

The file name of the appraisal worksheet contains the appraisee's name and the appraisal date. To work on the appraisal, appraisal participants must extract the zip file to their local PC. After they complete the required appraisal they can upload the Excel worksheet. If you are uploading multiple appraisal worksheets, then you upload them one at a time. The application automatically updates the online appraisal with the latest details.

You can update the online appraisal even if you have already downloaded that appraisal. When you try to update an appraisal that you downloaded, the application displays a warning message that you have already downloaded the appraisal. You can either ignore the upload and continue to work on the online appraisal, or you can upload the appraisal and update it online.

An Example Appraisal Process

This example process describes a standard appraisal created automatically from a Performance Management Plan (PMP). The main appraiser is identified as the appraisal initiator. The flow described here is typical; however, the appraisals functionality is flexible enough to accommodate different process flows from the one described here.

Initiating the Appraisal

Performance Management created the appraisal automatically on the date specified in the PMP and allocated it to you as main appraiser. You:

  1. Log in to Manager Self Service and select the Performance Management function.

    Your Performance Management Task List includes the task Manage Appraisals, which is enabled during the appraisal-task period.

  2. You select the Manage Appraisals task, and then select the Appraise action for the first appraisee.

The appraisal template used in this example includes all available sections.

Performing a Standard Appraisal

  1. In the Appraisals Overview page, you complete the following regions:

    You decide not to complete the Participants and Overall Rating and Comments regions at this point and save the appraisal as a draft to review the Competencies and Objectives regions.

  2. When you have time to work on the competencies and objectives, you download the appraisal using the Download button. You update the details of the competencies, add and update the objectives, and then upload the completed appraisal.

  3. You share the appraisal with the appraisee. You decide to share:

    You decide not to share your completed questionnaire. In addition, you do not select Overall Rating and Overall Comments because you have not yet completed these entries. The appraisee can see the Learner Path region by default.

    To allow the appraisee to update the appraisal, you select Update Appraisal in the Appraisee Permissions region. You do not select Participant Details. Provide Feedback on Overall Rating is not selectable because you have not selected Overall Rating.

    While the appraisee owns the appraisal, you can view the appraisal but not update it.

  4. The appraisee adds their own competency and objective ratings, completes the appraisee questionnaire, and then shares the appraisal with you.

  5. You review the appraisee's contributions, amend one of your own competency evaluations, and include an additional objective in the Objectives region. You also add participants to the appraisal.

  6. You share the appraisal with the appraisee again. On this occasion, you select:

    Note: If you deselect Update Appraisal, the appraisee can view the information you are sharing but cannot update it. However, the appraisee can still provide feedback if you select Provide Feedback on Overall Rating.

    You leave Main Appraiser Retains Ownership deselected because, to update the appraisal, the appraisee must own it.

    Note: If you select Main Appraiser Retains Ownership, the appraisee can view any information you share but can neither update the appraisal nor provide feedback on the overall rating.

    As you did not select Objective Ratings and Comments, the appraisee can see the list of objectives, including the objective you added in Step 4, but cannot see any of your objective ratings and comments.

    While the appraisee owns the appraisal, you can view the appraisal but not update it.

  7. The appraisee updates the list of participants and shares the appraisal with you again.

  8. You review the revised list of participants. You remove one of the appraisers and make another a reviewer rather than an appraiser.

  9. You share the appraisal with the appraisee, but this time you select Main Appraiser Retains Ownership so that you can continue to work on the appraisal. The appraisee can view latest changes but cannot make further updates.

  10. You request the participants' feedback.

  11. As you receive notification that participants have contributed to the appraisal, you review their contributions and make any further changes to the appraisal.

  12. When all participants have contributed and you have no further changes to make, you are ready to discuss the appraisal with the appraisee. You use the Employee Review function to schedule a review meeting.

    See: Entering an Employee Review, Oracle HRMS Workforce Sourcing, Deployment, and Talent Management Guide

    You use the appraisals Printable Page function to print the appraisal to take to the meeting.

    Main appraisers and appraisees can print in progress and completed appraisals from the Main Appraiser and My Appraisals pages. See: Printing Appraisals

  13. After the review meeting, you give final ratings and request approval. In the Details to be Shared with Appraisee region of the Final Ratings page, you select:

    You decide not to share participant names and ratings.

  14. Each approver in the approvals chain receives notification when their approval is required. One approver returns the appraisal for correction.

  15. You update the appraisal to address their concerns and send the appraisal to all approvers and recipients again.

    This time, all approvers approve the appraisal.

  16. The appraisee receives a request for feedback on their overall rating. The appraisee reviews the sections of the appraisal you have allowed them to see, including the overall rating and comments, and provides feedback.

    The appraisal process is now complete.

For a summary of the appraisals workflow notification messages, see: Appraisals Workflow Notifications

Appraisals Workflow Notifications

This topic provides a summary of workflow notifications, organized by appraisal role, specific to standard or 360-degree appraisals. For notifications you generate, it identifies the action that generates the notification, who receives it, and how it affects your access to the appraisal. For notifications you receive, it identifies the message subject and any actions you need to take.

Main Appraiser

Notifications the Main Appraiser Generates
Action Notification Sent To Effect on Appraisal Access
Share With Appraisee and Transfer Appraisal Ownership Appraisee You continue to view all parts of the appraisal, but cannot update it until the appraisee shares the appraisal with you again.
Share With Appraisee and Retain Appraisal Ownership Appraisee You can continue to update all sections of the appraisal.
Change Main Appraiser New Main Appraiser If you change main appraiser after entering setup details but before completing other sections of the appraisal, you cease to be a participant in the appraisal and can neither view nor update it. If you change main appraiser after completing some sections of the appraisal, you remain listed as an appraiser, and any information you enter is retained. However, you can make no further changes to the appraisal. In either case, you can view the appraisal if your security profile gives you access to the appraisee.
Request Feedback Participants (Appraisers, Reviewers, Other Participants) Your access to the appraisal is unaffected.
Add Approvers and Recipients Approvers and Recipients You can view but not update the appraisal.
Notifications the Main Appraiser Receives
Notification Message Action
The appraisal of appraisee needs your attention as main appraiser. Review and update the appraisal.
You have been selected as main appraiser for the appraisal of appraisee. Continue the appraisal.
Participant has completed their appraisal of appraisee. Review the participant's contribution.
Appraisal for appraisee has been approved. No action required.
Appraisal for appraisee has been approved and is pending appraisee feedback. No action required.
Appraisee appraisee has provided feedback on appraisal. Review the appraisee feedback.

Appraisee

Note: The main appraiser determines the appraisee's view of an appraisal. For example, if the main appraiser shares competency comments and ratings with the appraisee, the appraisee can view those items. Otherwise, they are not visible to the appraisee.

Notifications the Appraisee Generates
Action Notification Sent To Effect on Appraisal Access
Share with Main Appraiser Main Appraiser You can access your view of the appraisal up to latest the sharing point. You cannot update the appraisal again until the main appraiser shares the appraisal with you and allows you to update it.
Notifications the Appraisee Receives
Notification Message Action
Your appraisal has been transferred to you. Review the appraisal, make any permitted updates, and share the appraisal with the main appraiser.
View latest details of your appraisal. Review the appraisal. You cannot update the appraisal and do not need to share the appraisal with the main appraiser.
Your appraisal has been completed. No action required.
Your appraisal has been completed. Please review and provide feedback Click Details on the Appraisals tab, review the appraisal, then click Share with Main Appraiser. Enter your comments in the Feedback field.

Appraiser

Notifications the Appraiser Generates
Action Notification Sent To Effect on Appraisal Access
Complete Main Appraiser Your access to the appraisal is frozen: you can see anything you could see before you entered your contribution and clicked Complete, but nothing entered after that point. You can make no further updates unless the main appraiser notifies you again.
Notifications the Appraiser Receives
Notification Message Action
The appraisal of appraisee needs your attention as appraiser. Update the appraisal to provide your input. Note that you can update the appraisal only while the main appraiser owns it. While the appraisee owns the appraisal, only other participants can update it.

Reviewer

Notifications the Reviewer Generates
Action Notification Sent To Effect on Appraisal Access
Complete Main Appraiser Your access to the appraisal is frozen: you can see anything you could see before you entered your contribution and clicked Complete, but nothing entered after that point. You can make no further updates unless the main appraiser notifies you again.
Notifications the Reviewer Receives
Notification Message Action
The appraisal of appraisee needs your attention as reviewer. Review the appraisal and enter your comments. Note that you can update the appraisal only while the main appraiser owns it. While the appraisee owns the appraisal, only other participants can update it.

Other Participant

Other participants are involved in 360-degree appraisals only.

Notifications the Other Participant Generates
Action Notification Sent To Effect on Appraisal Access
Complete Main Appraiser Your access to the appraisal is frozen: you can see the questionnaire you completed and the comments you entered, but can make no further updates unless the main appraiser notifies you again.
Notifications the Other Participant Receives
Notification Message Action
The appraisal of appraisee needs your attention as other participant. Complete the questionnaire and provide overall comments.

HR Professional

When the HR Professional completes updating an appraisal, Oracle Performance Management notifies appropriate recipients. The main appraiser receives notification when the HR Professional transfers the terminated worker's appraisal or completes the worker's appraisal. If a main appraiser is terminated and the HR Professional changes the main appraiser, the appraisee receives a notification to review the appraisal.

Notifications the HR Professional Generates
Notification Message Notification Sent To Effect on Appraisal Access
HR_APPRAISAL_COMP_MGR_MSG:&HRPROFNAME has completed &APPRAISEE's appraisal. Review the appraisal. Main Appraiser No action required.
HR_APPRAISAL_COMPLETE_MSG:&HRPROFNAME has completed your appraisal. Review the appraisal. Appraisee No action required.
HR_APPRAISAL_FEEDBACK_MSG:&HRPROFNAME has completed your appraisal. Review the appraisal and provide your feedback. Appraisee Review the appraisal and provide feedback.
HR_APPRAISAL_MACHANGE_MSG: &HRPROFNAME has changed the main appraiser of your appraisal. Review the appraisal. Appraisee Review and update the appraisal.

Setting Up the Appraisal Process

This topic brings together several tasks that affect the appraisal process. You may already have performed some of these tasks during implementation of Oracle Performance Management.

To set up the appraisal process

  1. During an appraisal, Performance Management can allocate a rating to each objective and competency based on standard calculations. Alternatively, you can define your own formulas to calculate objective and competency ratings.

    See: Assessing Competencies and Objectives

  2. To include competencies in an appraisal, create one or more competency assessment templates. HR Professionals and other authorized users create competency assessment templates using the Manage Competency Assessment Templates function.

    See: Assessment Templates

  3. To include objectives in an appraisal, create one or more objective assessment templates. HR Professionals and other authorized users can create objective assessment templates using the Manage Objective Assessment Templates function.

    See: Assessment Templates

  4. For rating overall performance, identify an existing performance rating scale or create a new performance rating scale. You select this rating scale when you define the appraisal template.

    See: Defining Rating Scales, Oracle HRMS Workforce Sourcing, Deployment, and Talent Management Guide

    Alternatively, you can write a formula to calculate a final rating based on a worker's final scores for competencies and objectives. (In this case, you select both a rating scale and a formula when you define the appraisal template.)

    See: Assessing Competencies and Objectives

  5. Identify or create questionnaires to include in the appraisal. If you omit this step, you cannot select questionnaires for the appraisee and main appraiser when you define the appraisal template. For 360-degree appraisals, you must define a questionnaire.

    When you create questionnaires using the Questionnaire Administration - New model, you have the flexibility to create questions where workers can select answers from lookup values or rating scale. Therefore, you must analyze the requirements of your enterprise and create the required lookups and rating scales before you create questionnaires.

    See: The Appraisal Template

  6. Create an appraisal template to configure the appraisal. You must create at least one appraisal template, and you can create several if you want to use a different template for each appraisal type or purpose.

    To create the appraisal template, HR Professionals and other authorized users use the Manage Appraisal Templates function.

    See: The Appraisal Template

  7. Review current settings of the profile options, and update if necessary:

    See: Configuring the Appraisals Function

  8. Edit the APPRAISAL_TYPE lookup to include your enterprise's appraisal types. The values you specify here populate the Appraisal Purpose list on the SSHR Appraisal Setup page.

    See: Adding Lookup Types and Values, Oracle HRMS Configuring, Reporting, and System Administration Guide

  9. If appropriate, edit the APPRAISAL_ASSESSMENT_STATUS lookup to update the appraisal status values.

    See: Adding Lookup Types and Values, Oracle HRMS Configuring, Reporting, and System Administration Guide

  10. When an appraisal is complete, the application automatically updates the following fields in the Performance window:

  11. When you create a new appraisal using the self-service Appraisals function, you select an appraisal template in the Appraisal Setup Details page. You can personalize the Appraisal Setup Details page for each type of appraisal to identify a default appraisal template.

    See: Configuring the Appraisals Function

  12. A manager can view all appraisals for an individual in a people hierarchy. By default, the people hierarchy excludes ex-employees. To include appraisals of ex-employees, you edit the relevant function.

    See: Configuring the Appraisals Function

  13. Configure components of the Appraisals pages, such as flexfields, instruction text, and messages. In addition, you can include or exclude specific regions of the pages.

    See: Configuring the Appraisals Function

    Note: You can use function-level personalization to personalize the entire appraisal process under a single function.

    See: The Personalization Framework, Oracle SSHR Deploy Self-Service Capability Guide

  14. Define your approvals process for appraisals.

    See: The Workflow section in Configuring the Appraisals Function

  15. Display the Print or Print All column as required in the Main Appraiser and My Appraisals pages. When users click the Print icon, the Configure Print Options for Printable Page appears where the user can select either form or table layout and the required appraisal sections to print. The application provides a Print All column in both the tables and the column is hidden by default. The Print All column allows managers and workers to print the entire appraisal based on the permissions defined in the appraisal template. This column, which is hidden by default must be enabled, if required, using the Oracle Framework Personalization feature. If the Print All column is displayed, then the Print column that provides the configurable print options must be hidden.

    See: Configuring the Appraisals Function

  16. Create a custom version of the Appraisal Printable Template, if required. Oracle Performance Management provides a predefined 'Appraisal Printable Template', which is a Oracle XML Publisher RTF template to print appraisals in the PDF format. Enterprises can use the predefined template or use their own RTF template to meet their business requirements.

    See: Configuring the Appraisals Function

You are now ready to perform an appraisal.

See: The Appraisal Process

Appraisal and Assessment Templates

The Appraisal Template

The appraisal template is the design document for an appraisal. Its main function is to configure all sections of the appraisal to suit the appraisal purpose or enterprise requirements: you can use a single appraisal template throughout the enterprise.

Creating an Appraisal Template

To create an appraisal template, you use the Manage Appraisal Templates function. You can access this function from the HR Professional menu, where it appears by default.

You can define as many appraisal templates as you need to meet enterprise requirements. For example, you could define a different template for each Performance Management Plan or different templates for each appraisal purpose (such as annual appraisal, exit appraisal, or benchmarking appraisal). Alternatively, you can use a single appraisal template for all appraisals.

Note: You can continue to use appraisal templates created in the Appraisal Template window of the forms-based interface. However, their scope is local only. To update or delete these templates, use the Manage Appraisal Templates function.

In the Search region of the Manage Appraisal Templates function, you can search for existing templates created using either this function or the Appraisal Template window. When you tab out of a field in the Search region that has an associated Search window, that window does not open automatically. Click the Search icon to display the Search window.

Configuring the Appraisal

When you create an appraisal template, you can:

Assessing Competencies and Objectives

To assess competencies during an appraisal, you must select or create a competency assessment template in the appraisal template. Otherwise, the Competencies region does not appear in appraisals. The Update Competency Profile option, which determines whether the application updates competency profiles automatically after the appraisal, appears after you identify a competency assessment template.

To assess objectives during an appraisal, you must select or create an objective assessment template in the appraisal template. Otherwise, the Objectives region does not appear in appraisals.

See: Assessment Templates

To allocate a final rating to the appraisee, you select a performance-rating scale. In addition, you can select an Appraisal Total Score Formula to identify the appropriate final rating from the selected performance-rating scale. The formula, which you write, can base any calculations on the worker's total scores for competencies and objectives. The rating identified by the formula appears as the worker's Suggested Overall Rating on the Final Ratings page of the appraisal. HRMS supplies some example formulas for calculating the appraisal total score.

See: Assessing Competencies and Objectives

See: Writing Formulas for Rating Competencies and Objectives, Oracle HRMS FastFormula User Guide

Including the Learning Path Region

In the Learning Path region of an appraisal, you can identify training courses for the appraisee. You select the Include Learning Path option to include the region in appraisals.

Setting the Appraisal Sharing Options

When main appraisers share appraisals with appraisees, they specify which information the appraisee can view and whether the appraisee can update the appraisal. For example, to share competency ratings and comments, the main appraiser selects the Competency Ratings and Comments check box. By default, no sharing option is selected, but you can change this initial setting for appraisals that use this template. The main appraiser can override these initial appraisal-sharing options in appraisals that use the template.

Including Questionnaires

You can attach appraisee and main appraiser questionnaires to the appraisal template.

The appraisee questionnaire is available to the appraisee, appraisers, and other participants. When you add appraisers and other participants to an appraisal, you can select either Default Questionnaire (which is the appraisee questionnaire) or a different questionnaire.

The main appraiser has no default questionnaire. If you want the main appraiser to complete a questionnaire, you must select it explicitly. You can select the same questionnaire for both the main appraiser and the appraisee.

To create a questionnaire, you use the Questionnaire Administration function.

Questionnaire Scope

To include the same questionnaire in all appraisals in enterprises that use multiple business groups, define the questionnaire with global scope. Otherwise, questionnaires are available only in the business group in which you create them.

Publication Status of Questionnaires

Any questionnaire that you attach to an appraisal template must have the status Published. You can publish a questionnaire either when you create it or at a later date (after review of the questionnaire, for example).

You can change the status of a questionnaire from Published to Unpublished at any time, even if the questionnaire is currently in use in appraisals or simply attached to an appraisal template. This feature enables you to prevent future use of a questionnaire. For example, if you create a different questionnaire for each year's appraisals, you can prevent next year's appraisals from using this year's questionnaire by setting its status to Unpublished.

Enabling Main Appraisers to Update Appraisals of Terminated Workers

Prerequisite: Before you configure the steps on enabling main appraisers to update appraisals of terminated workers, ensure that the pEnableTerms parameter value is set to Y for the following Appraisals functions. By default, the parameter value is set to Y.

The application checks for the parameter settings and then applies the configuration options to enable main appraisers to update appraisals of terminated workers.

When creating an appraisal template, you can define whether main appraisers can update appraisals of terminated workers.

When you select the Allow Updates to Appraisals of Terminated Workers check box, the View and Update Appraisals of Terminated Workers region appears. To enable main appraisers to update appraisals of ex-employees or ex-contingent workers, select the relevant check box. You can enter the number of days from when main appraisers can view completed appraisals of terminated workers in the Terminated Workers tab of the Appraisals As Main Appraiser page. The Number of Days field is based on the appraisal period end date. For example, if you enter 365 in the Number of Days field, the application displays all such terminated worker appraisals that have their appraisal period end date within the last 365 days.

The ability to update ongoing appraisals is controlled by the setting of the Display and update appraisals of employees and Display and update appraisals of contingent workers check boxes.

The following section explains the changes if you select the Display and update appraisals of employees and Display and update appraisals of contingent workers check boxes.

A main appraiser can update the appraisals of terminated workers that are at the Ongoing status in the Appraisals as Main Appraiser page regions: Appraisals In Progress and Performance Management Plan Appraisals In Progress. The main appraiser can update and complete all sections of an ex-employee's or ex-contingent worker's appraisal. An icon to indicate terminated workers is available in the Appraisee columns of the tables to identify terminated workers easily. Note that only the HR Professional can view and update appraisals of terminated workers that are at the Pending Approval status.

Enabling Update of Appraisals of Workers with Future-Dated Termination

Select the Allow Updates to Appraisals of Workers Terminated at a Future Date check box to enable workers and main appraisers, to access and update appraisals of workers whose termination date is set to a future date.

If you do not select this check box, then in a supervisor hierarchy, the Mass Appraisal Creation process fails for a manager with future dated termination and the manager's immediate direct reports. However, the process creates appraisals for the manager's indirect reports.

This example explains how the Mass Appraisal Creation process works if the check box is not selected.

the picture is described in the document text

Ric Stone who reports to Jo Woodworth has decided to leave the enterprise and Ric's employee record has a termination date set at a future date. If you do not select the check box, then when the Mass Appraisal Creation process runs, the process:

Selecting the Offline Appraisal Templates for the Appraisal Participants

To enable the appraisal participants to complete the appraisals offline, you must select an offline appraisal template for each appraisal participant type (main appraiser, appraisee, and other participant) in the Offline Appraisal Template Details region.

Note: If your enterprise does not use this feature, then you can hide the Offline Appraisal Template Details region using personalization.

Updating an Appraisal Template

This topic discusses information related to updating appraisal templates.

After publishing a performance-management plan, can I make changes to the appraisal template, for example, add or change the Objectives and Competencies Templates?

You can update an appraisal template included in a performance-management plan, provided that the appraisal cycle has not started in your enterprise. You can modify the appraisal template and republish the performance management plan for the changes to take effect. If your plan includes appraisals, ensure you run the Mass Appraisal Creation concurrent process so that the latest appraisal template is available

When can I delete or update an appraisal template?

It is advisable to update or delete an appraisal template ideally before the appraisal cycle begins in your enterprise. If you make any changes to the template after even one appraisal is created, the evaluation process that your enterprise follows will be impacted. For example, you use an appraisal template 'Annual Appraisal Template-2010' to assess the competency and objective ratings of workers. Later, you change the Competency template in the appraisal template: Annual Appraisal Template-2010'. You will find that the competencies in the completed appraisals of workers who used the appraisal template 'Annual Appraisal Template-2010' , are impacted.

I have created an appraisal template and the template is associated with the appraisal process. Can I delete the appraisal template?

You cannot delete an appraisal template that is associated with the appraisal process. The Delete button appears as read-only.

Can I update an appraisal template that is associated with an appraisal process?

You can update an appraisal template that is associated with an appraisal process. However, certain restrictions apply to the changes that you can make to the template. If an appraisal template is used to create at least one appraisal and then if you change either appraisee or main appraiser questionnaire template, then all the appraisals that are created become incomplete. The questionnaires section will be missing in the appraisals. So, you cannot change the questionnaire template after appraisal template is used to create an appraisal. It is advisable to update an appraisal template ideally before the appraisal cycle begins in your enterprise. If you make any changes to the template after even one appraisal is created, the appraisal process that your enterprise follows may be impacted.

Assessment Templates

To assess competencies and objectives during an appraisal, you must include a competency assessment template and an objective assessment template in the appraisal template. You design competency assessment templates and objective assessment templates to meet enterprise requirements.

Competency Assessment Templates

The competency assessment template specifies how to assess competencies in appraisals. When you create a competency assessment template, you can:

Selecting a Rating Scale Type for Competencies

To specify how HRMS will calculate scores for individual competencies, you select a rating scale type. HRMS can calculate scores based on performance, proficiency, or both. In addition, HRMS can apply a weighting value to either performance or proficiency.

Alternatively, you can select Fast-Formula-Based Line Scoring and enter a formula name. The selected formula calculates a score for each competency using specified performance, proficiency, and weighting values. HRMS supplies sample formulas for calculating competency scores; you can also define your own.

See: Assessing Competencies and Objectives

See: Writing Formulas for Rating Competencies and Objectives, Oracle HRMS FastFormula User Guide

Whether you use a formula or one of the standard HRMS calculation methods, you specify whether the total competency score is the average or the sum of all competency ratings.

The score for each competency (the line score) and the total competency score appear in the Final Ratings page of the appraisal.

Creating Competency Assessment Templates

To create a competency assessment template, you use the Manage Competency Templates function. You can access this function from:

You define as many competency assessment templates as you need to meet enterprise requirements. For example, you could tailor competency assessment templates to jobs, positions, or even individuals. Alternatively, you could define an assessment template for your enterprise's core competencies, and the main appraiser or appraisee can include additional competencies, such as those appropriate to a job or an individual, during the appraisal. You can even define a competency assessment template that contains no competencies; in this case, the main appraiser or appraisee includes all relevant competencies during the appraisal.

Note: You can continue to use competency assessment templates created in the Assessment Template window of the forms-based interface. However, their scope is local only. To update or delete these templates, use the Manage Competency Templates function.

Objective Assessment Templates

The objective assessment template specifies how to assess objectives in appraisals. When you create an objective assessment template, you can:

For appraisals created automatically, the application copies the worker's personal scorecard of objectives to the Objectives region of the appraisal. Otherwise, the main appraiser and appraisee populate the Objectives region during the appraisal.

Selecting a Rating Scale Type for Objectives

To specify how HRMS will calculate scores for objectives, you select a rating scale type. You can select a performance scale, from which users select a rating for each objective. If the objective's definition includes a weighting value, HRMS multiplies performance by weighting to give a score for each objective. Otherwise the performance rating is the objective score.

Alternatively, you can select Fast-Formula-Based Line Scoring and enter the name of a formula to calculate a score for each objective. HRMS supplies sample formulas for calculating objective scores; you can also define your own.

See: Assessing Competencies and Objectives

See: Writing Formulas for Rating Competencies and Objectives, Oracle HRMS FastFormula User Guide

Whether you use a formula or select a performance scale, you specify whether the total objectives score is the average or the sum of all objective ratings.

The score for each objective (the line score) and the total objective score appear in the Final Ratings page of the appraisal.

Creating Objective Assessment Templates

To create an objective assessment template, you use the Manage Objective Templates function. You can access this function from:

You define as many objective assessment templates as you need to meet enterprise requirements. For example, if you use a different formula to calculate objective scores for each job or position, you define multiple objective assessment templates. You may also want to define a different objective assessment template for each performance-management period.

Managing Existing Templates

In the Search region of the Manage Competency Templates and Manage Objective Templates pages, you can search for existing templates created using either these functions or the Assessment Template window. When you tab out of a field in the Search region that has an associated Search window, that window does not open automatically. Click the Search icon to display the Search window.

Assessing Competencies and Objectives

During an appraisal, each participant can allocate ratings to individual competencies and objectives to indicate a worker's level of achievement. The main appraiser can also allocate an overall rating to a worker's performance for the appraisal period.

Assessing Competencies

When you define a competency, you specify how you will measure a worker's proficiency in that competency. You can:

See: Competency Measurement, Oracle HRMS Workforce Sourcing, Deployment, and Talent Management Guide

The competency assessment template defines how you will assess a worker's competencies during an appraisal. You can assess:

You can also apply a weighting value to either proficiency or performance. The competency assessment template identifies any performance and weighting scales you will use.

The application calculates a score for each competency (a competency line score) and a total score for all competencies. These scores appear in the Competency Ratings region of the Final Ratings page of the appraisal.

To calculate competency line scores, the application can use one of the following standard calculations:

Rating-Scale Type Score Derived From:
Performance Performance
Proficiency Proficiency
Performance and Proficiency Proficiency multiplied by Performance
Performance and Proficiency, Weighting for Performance Performance multiplied by Weighting
Performance and Proficiency, Weighting for Proficiency Proficiency multiplied by Weighting
Performance with Weighting Performance multiplied by Weighting
Proficiency with Weighting Proficiency multiplied by Weighting

For example, if you select the rating-scale type "Performance and Proficiency, Weighting for Performance," the application multiplies performance by weighting to produce the competency line score.

As an alternative to the standard calculations, you can select Fast-Formula-Based Line Scoring and identify a formula in the competency assessment template to calculate competency line scores.

See: Writing Formulas for Rating Competencies and Objectives, Oracle HRMS FastFormula User Guide

See: Assessment Templates

The total score for all competencies can be either the average or the sum of the competency line scores. For the following example, the total score can be either 18 (if you select Sum) or 6 (if you select Average).

Competency Competency Line Score
Competency 1 4
Competency 2 4
Competency 3 10

Competency Ratings in an Appraisal

To rate competencies, enterprises can use a performance rating scale or a combination of Performance, Proficiency and Weighting rating scales. When enterprises use the delivered Appraisal function, main appraisers can rate the performance of a worker for specific competencies in the Competencies region of the Appraisals Overview page. On the Give Final Ratings page, managers can rate workers' new proficiency levels for their competencies based on their performance.

Competency Line Scores Calculation

If you select the rating-scale type Fast-Formula-Based Line Scoring and select one of the supplied sample formulas (such as PERF_X_WEIGHTING), the calculation that the application performs to produce a competency line score differs from the calculation it performs when you select one of the standard rating-scale types (for example, Performance with Weighting). In some cases, this variation in the calculation may produce slightly different results for identical data.

To illustrate the differences that the calculation method can produce, consider the example competency Develop Leadership Skills. For this competency, the participants' ratings are as follows:

Participant Proficiency Performance Weighting
1 4 3 3
2 4 4 3
3 3 2 2

If You Select Fast-Formula-Based Line Scoring

If you select the rating-scale type Fast-Formula-Based Line Scoring and the formula PERF_X_WEIGHTING in the Competency Assessment Template, the application:

  1. Calculates the average weighting for the competency by dividing the total of the weighting values (8, in this example) by the number of participants (3).

  2. Calculates the average performance rating for the competency by dividing the total of the performance scores (9, in this example) by the number of participants (3).

  3. Multiplies the average weighting by the average performance rating (for example, (8 / 3) * 3 = 8). The result of this calculation (8, in this example) is the competency line score (the appraisee's rating) for the competency Develop Leadership Skills.

If You Do Not Select Fast-Formula-Based Line Scoring

If you select a rating-scale type other than Fast-Formula-Based Line Scoring (for this example, Performance with Weighting) in the Competency Assessment Template, the application:

  1. Multiplies performance by weighting to produce each participant's competency line score. For the example competency Develop Leadership Skills, the results are:

  2. Sums the participants' competency line scores to produce a total score for the competency (for example, 9 + 12 + 4 = 25).

  3. Divides the total score by the number of participants to produce the average score (for example, 25 / 3 = 8.33). The result of this calculation (8.33) is the competency line score (the appraisee's rating) for the competency Develop Leadership Skills.

As you can see from these examples, the results produced by each approach may not be identical, even though the assessment data is identical and the type of calculation (performance multiplied by weighting) is the same in both cases. Therefore, to ensure consistent results, you are recommended to use only one of these two approaches for any group of employees whose results you need to compare.

Assessing Objectives

During an appraisal, the application calculates a score for each objective and a total score for all objectives. These scores appear in the Objective Ratings region of the Final Ratings page of the appraisal.

How Performance Management produces the objective line score (the score for an individual objective) depends on the rating-scale type you select in the objective-assessment template. If you select Performance and identify a performance scale, the application calculates the average of all participants' performance ratings for the objective to produce the objective line score. If you select Fast-Formula-Based Line Scoring, how the application calculates the objective line score depends on the formula you select. Possible inputs to the formula are each participant's performance rating and any weighting value included in the objective's definition. HRMS supplies two sample formulas, and you can also provide your own.

See: Writing Formulas for Rating Competencies and Objectives, Oracle HRMS FastFormula User Guide

See: Assessment Templates

The total score for all objectives can be either the average or the sum of the individual scores. For the following example, the total score can be either 12 (if you select Sum) or 3 (if you select Average).

Objective Objective Line Score
Objective 1 4
Objective 2 3
Objective 3 3
Objective 4 2

Producing a Combined Score for Objectives and Competencies

In the appraisal template, you can select a formula for calculating a combined score for competencies and objectives. Inputs to the formula are the total scores for objectives and competencies. The output from the formula is a rating level ID that identifies a rating level in the final-rating scale named in the appraisal template. The application displays the associated rating level as the appraisee's suggested overall rating in the Overall Rating and Comments region of the appraisal Final Ratings page.

See: Writing Formulas for Rating Competencies and Objectives, Oracle HRMS FastFormula User Guide

See: The Appraisal Template

Viewing Appraisal Templates

Note: You cannot use the Appraisal Template window to create new appraisal templates or update existing appraisal templates. Instead, you use the Manage Appraisal Templates function.

See: The Appraisal Template

You can view appraisal templates in the Appraisal Template window, provided that you created them in this window. You cannot use this window to view templates created using the Manage Appraisal Templates function.

To view an appraisal template

  1. From the View menu, select Query By Example, then select Enter.

  2. Enter search values, such as the complete or partial name of an appraisal template.

  3. From the View menu, select Query By Example, then select Run. Scroll through the results if the search returns multiple appraisal templates.

Viewing Competency Assessment Templates

Note: You cannot use the Assessment Template window to create new assessment templates or update existing assessment templates. Instead, you use the Manage Competency Templates and Manage Objective Templates functions.

See: Assessment Templates

You can view competency assessment templates in the Assessment Template window, provided that you created them in this window. You cannot use this window to view templates created using the Manage Competency Templates or Manage Objective Templates function.

To view an assessment template

  1. From the View menu, select Query By Example, then select Enter.

  2. Enter search values, such as the complete or partial name of an assessment template.

  3. From the View menu, select Query By Example, then select Run. Scroll through the results if the search returns multiple assessment templates. For any assessment template, the Performance Scale, Weighting Scale, and Competencies buttons are enabled only if the template includes such information. Otherwise, these buttons are disabled.

Questionnaires

Questionnaire Administration

The Questionnaire Administration function available with Oracle Performance Management helps to automate the creation of questionnaires for use in appraisals or surveys. You can use Questionnaires to collect additional information for Talent Management and Performance Management functions, such as competencies. By default, the Questionnaire Administration function is available with the HR Professional responsibility.

Using the Questionnaire Administration page, as an HR Professional, you can:

Users can generate the HTML content of the questionnaires with any external HTML editor.

Creating a Questionnaire

A questionnaire is a set of user defined questions with the ability to record the answers for future analysis. An example of a questionnaire is an employee survey.

On the Create Questionnaire page:

Publishing a Questionnaire

When you publish a questionnaire, it is available to other users. You can set the Publication Status to Published when you create or update a questionnaire.

Updating or Deleting a Questionnaire

You can update a questionnaire that is not in use. For example, you cannot update a questionnaire that is already attached to an appraisal template. You cannot delete or update a questionnaire that is in use.

Unpublishing a Questionnaire

You can change the status from Published to Unpublished, even if the questionnaire is currently in use in appraisals or simply attached to an appraisal template to prevent future use of a questionnaire.

Using the Questionnaire Administration - New Functionality

The Questionnaire Administration - New function available with Oracle Performance Management helps create questionnaires for use in appraisals. By default, the Questionnaire Administration - New function is available with the HR Professional responsibility.

For information on how to use the Questionnaire Administration functionality, see: Questionnaire Administration

Using the Questionnaire Administration page, as an HR Professional, you can:

Creating a Questionnaire

A questionnaire is a set of user defined questions with the ability to record the answers for future analysis.

Prerequisite: The Questionnaire Administration – New model enables administrators to create questions that are free text or long text based. Administrators can also create questions where workers can select answers for these questions from lookup values or rating scale. Before creating questionnaires, analyze the requirements of your enterprise and create appropriate lookups and rating scales for questionnaires.

On the Create Questionnaire page:

Publishing a Questionnaire

When you publish a questionnaire, it is available to other users. You can set the Publication Status to Published when you create or update a questionnaire.

Updating or Deleting a Questionnaire

You can update a questionnaire that is not in use. You cannot update a questionnaire that is already attached to an appraisal template. You cannot delete or update a questionnaire that is in use.

Unpublishing a Questionnaire

You can change the status from Published to Unpublished, even if the questionnaire is currently in use in appraisals or simply attached to an appraisal template to prevent future use of a questionnaire.

Workforce Intelligence for Performance Management

Appraisal Detail Workbook

This workbook provides the details of a range of appraisals, enabling you to view the participants, dates, and outcomes of multiple appraisals in one place. You can view all appraisals within your business group, target a specific subset of one supervisor's ongoing appraisals, or specify other combinations.

Worksheets

This workbook contains two worksheets:

Appraisal Detail by Organization Hierarchy Worksheet

This worksheet gives details of completed or ongoing appraisals performed on workers in a given organization. Data includes appraisee and appraiser names, dates, durations, and final ratings.

Business Question

What are the details of appraisals performed in my department?

Parameters

You must enter values for five parameters:

Appraisal Detail by Supervisor Hierarchy Worksheet

This worksheet gives details of completed or ongoing appraisals performed on workers under a specified supervisor. Data includes appraisee and appraiser names, dates, durations, and final ratings.

Business Question

What are the details of appraisals performed on my direct and indirect reports?

Parameters

You must enter values for three parameters: