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This guide also applies to on-premise implementations

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3 Define Worker Goal Setting

This chapter contains the following:

Define Worker Goal Setting: Overview

Using Development Goals in Talent Pools: Explained

FAQs for Define Worker Goal Setting

Manage Goal Plans, Goal Mass Assignment, and Administer Goals

FAQs for Manage Goal Plans, Goal Mass Assignment, and Administer Goals

Manage Goal Library

Define Worker Goal Setting: Overview

In the Define Worker Goal Setting activity, human resource (HR) specialists can manage performance and development goal plans, assign goals to workers using a mass process, administer worker goals, and manage the goal library.

For both setup and maintenance tasks, they can:

  • Create performance or development goal plans and assign them to organizations, a manager hierarchy, or individual workers.

  • Add or update an existing goal plan to add workers, goals, or organizations.

  • Populate existing goal plans to add more goals.

  • Assign goals using a mass process that they add or edit, or those from the goal library or organization, to a selected population of workers.

  • Edit, cancel, or delete performance and development goals of workers.

  • Manage goals in the library so that workers can add the goals for their own use, or managers can assign the goals to workers.

For setup tasks only, the HR specialist can also:

  • Set profile options to specify the Oracle Fusion Goal Management features that your organization will use, such as the goal library, and goal plans, and approvals.

  • Manage common lookups and update those that have user or extensible customization levels.

  • Manage e-mail notification settings that are sent to workers and managers reminding them of upcoming events and approvals.

For the setup tasks, use the Setup and Maintenance work area to access the tasks in the Define Worker Goal Setting task list. You can also use the Goal Management work area to access the maintenance tasks.

Using Development Goals in Talent Pools: Explained

By adding development goals to a talent pool, you can ensure that all the members of your talent pool accomplish certain tasks, enabling you to manage and track goals of pool members for current and future jobs. By tracking the progress of your pool members on assigned goals, you can track the readiness of a member to be promoted to a higher position.

Adding Development Goals to a Talent Pool

Only talent pool owners can add development goals to a talent pool. When creating or editing a talent pool, you can add or remove development goals by using the Edit Talent Pool: Manage Development Goals page. You can add development goals to a talent pool only from the goal library. When you assign goals to a worker from a talent pool, these goals are added automatically to the worker's goals list on the My Goals page and My Workers' Goals page, where the worker and manager can edit and update the goal. If a worker inherits a goal from the talent pool that he or she already has, then that goal is not duplicated on the worker's goals list on the My Goals page and My Workers' Goals page.

Note

When you add a worker to a talent pool, the goals already associated with the talent pool are not automatically assigned to the worker. Only those goals that are added later to the talent pool are automatically assigned to the worker.

Removing Development Goals from a Talent Pool

Only talent pool owners can remove development goals from a talent pool. If you remove a development goal from a talent pool, that goal is not automatically removed from the workers' goals list who inherited the goal from the talent pool. If you want to remove a goal from a worker's goals list, then after you remove a goal from the talent pool, you must manually delete it from the worker's goals list.

Removing or Updating Development Goals Contained in a Talent Pool from the Goal Library

If you update in the goal library a development goal that has been added to a talent pool, then the updates to that goal are not reflected in the talent pool. If you want the goal in the talent pool to reflect the changes made to it in the goal library, you must remove that goal from talent pool and add the updated goal to the talent pool.

FAQs for Define Worker Goal Setting

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

After populating the Oracle Fusion Goal Management data tables, you can run the Goal Management Integrity Validations test if you have access to the Diagnostic Dashboard. Select Run Diagnostic Tests from the Setting and Actions menu in the global area. The validations test generates a report that contains details of any rows that are invalid, which you can repair or remove.

For Goal Management, the test validates four categories of data integrity:

  • Business Group Validation: The test checks to ensure that the business group is valid and exists in the Oracle Fusion Global Human Resources business group table.

  • Foreign Key Validation: Foreign key attributes must not be null.

  • Field Level Validation: Field level attributes must match the business rules set up in Goal Management.

  • Row Count Validation: The row count on the setup tables must be greater than 0.

Can I copy goals from an external database?

You can copy the details of the existing goals of an external database into a spreadsheet template to upload them to the Oracle Fusion database.

Manage Goal Plans, Goal Mass Assignment, and Administer Goals

Goal Plans: Explained

Goal plans are a collection of performance or development goals that are grouped by common characteristics, such as a specified time frame and a particular department that must work on them. Goal plans are optional for tracking goals.

Using goal plans, you can:

  • Group goals to track them easily for a specific population and time period

  • Assign goals to a specific population

  • Associate goals to existing goal plans

  • Add goals to goal plans from other sources

Grouping and Tracking Goals for a Specific Period

Create performance and development goal plans to contain goals for a group of individuals, to track worker performance and development for the period of the goal plan. Managers, workers, and organization owners can use goal plans to help them sort and track their individual and organization goals and ensure that they have appropriate goals for the goal plan period.

Assigning Goals to a Specific Population

When creating a goal plan, you can assign goals that are specific to the hierarchical structure of one or more managers, and individuals as well. Organization owners assign goals to the goal plans for their organizations on the My Organization Goals page. After creating a goal plan, you can use the Populate feature to add goals to the goal plan at any time within the time period that the goal plan is active. When you use the Mass Assign Goals feature, the assigned goals are added to any plan that has start and end dates that include the start, target completion, or actual completion dates of the goals. Workers and managers can edit goals to accommodate their specific circumstances after the goals are assigned.

Associating Goals to Existing Goal Plans

Workers, managers and organization owners can associate goals to goal plans once the plan is created. When workers or managers add goals to the worker goals, the goals are associated with goal plans that have start and end dates that encompass the start date, target completion date, or actual completion date of the goal. If those dates belong to different goal plans, the goal is associated with all goal plans for those dates. Goals with no dates are not associated to any plans.

Adding Goals to Goal Plans from Other Sources

Goals added in performance documents or talent reviews are added to goal plans if the start date, target completion date, or actual completion dates of the goals lie between the start and end dates of a goal plan. If no goal plans exist for the dates of the goal, the goal is added to the worker goals on the My Goals page, but not to a plan. If a plan is created later that spans the goal dates, workers and managers can associate the goal with the plan by navigating to the pages where they edit goals and selecting a plan.

Creating Goal Plans: Points to Consider

You can create goal plans to aid your workers and managers in tracking and sorting goals. Goal plans are optional. To use goal plans, you must decide:

  • The goal plan type

  • Dates that a goal plan is active

  • Which manager hierarchies, individuals, or organizations to assign the goal plan to

  • Whether to add goals to the plan now or later

  • Whether to add eligibility profiles to the plan now or later

Selecting the Goal Plan Type

Create a performance goal plan for performance goals, or a development goal plan to contain development goals. A specific goal can belong to one goal plan type or the other, but not both.

Workers and managers can add goals from the performance goal plan to performance documents to be rated as part of worker evaluations. You can assign performance goal plans to organizations. The organization owner can add goals to a performance goal plan, and use analytics to track how many goals workers have aligned to the organization goals, and the progress they are making toward completing the goals.

Workers can use development goal plans to track development goals to increase their competencies or add to their skill set.

Selecting Goal Plan Active Dates

You must select start and end dates for the plan. For example, it is good practice to select dates to correspond to performance evaluation periods. Dates are used to determine which goals are eligible to belong to a plan. Goals with any or all of the start dates, target completion dates, or actual completion dates, that fall within the start and end dates of a goal plan can belong to the plan.

Assigning the Plan

You can assign performance and development goal plans to a manager hierarchy, or individuals. You can also assign performance goal plans to one or more organizations to make the plans visible to managers on the My Organizational Goals page. On that page, managers can view and assign goals to the plan and use analytics to track the goals.

Workers, managers, and organizations can have more than one goal plan assigned to them. For example, you can create a current goal plan for the direct and indirect reports of a manager so that the workers have one plan that is active now, and another with a start date in the future. The future goal plan can be used to hold goals that will be addressed later, or current goals that span a longer period than does the current goal plan.

You can assign a goal plan to additional organizations, manager hierarchies, or individuals after the plan was created and submitted by using the Assign feature. Goals that are already part of the plan will be assigned to the new people to whom the goal plan is assigned.

Adding Goals to a Plan

You can add goals either that you create, or existing goals that you select, to the goal plan when creating it at a later time. If your enterprise uses tasks and target outcomes, you can add those to the goals you add to the plan. If you have goals that apply to a wide population, it you may prefer to assign these to the plan directly. If goals are generally supplied by managers and workers, you may prefer to assign one goal plan to a wide population without goals. The workers and managers can add the goals to the plan after you submit the plan.

You can add goals only to plans that are assigned to a manager hierarchy or individuals. You cannot add goals to a performance plan that you assign to an organization. If you create a goal plan and assign it both to individuals and an organization, any goals that you add to the plan will be assigned to the individuals, but not to the organization. Organization owners add goals to goal plans using the My Organization Goals page. Goals that you add to a worker's goal plan are added to all that worker's goal plans that have start and end dates that encompass the start, target completion, or actual completion dates, of the goals.

Goals that you add to the goal plan are available to the workers and managers after the plan is submitted. They can edit the goals to suit the needs of the worker or enterprise.

You can add additional goals to an existing plan by using the Populate or Mass Assign Goals features. For example, if a senior manager needs to roll out a new goal late in the goal plan period, you can add it directly to the plan using the Populate feature, submit the plan, and the new goal is added for everyone who is assigned the goal plan. To add goals to the plan using the Mass Assign Goals feature, you can select the population to whom you want to mass assign the goal. The goal is added to the active goals plans of workers who have goal plans that have start and end dates that span the start, target completion, or actual completion dates of the goal.

Adding Eligibility Profiles to a Plan

You can add eligibility profiles to goal plans to restrict goals added to this plan to individuals who meet the criteria of all required profiles. You can restrict goals to workers who meet eligibility requirements by job, job role, location, age, or other criteria. For example, you can add a location eligibility profile to a goal plan if you want to restrict goals to individuals who are located in certain place. You can further refine eligibility by adding length of service criteria to restrict workers by location and length of service.

Goal Plans: Examples

There are two types of goal plans available to assign to workers or organizations: performance and development. The following examples illustrate how human resource (HR) specialists and managers can use goal plans to track worker goals.

Adding Additional Goals to Performance Goal Plans with Existing Goals

Your company uses goal plans to manage worker performance goals. The company requires that the entire staff must complete at least one goal: Complete Ethics Course. Barbara Richardson, a manager, wants to add additional goals to the goal plan for all of her direct reports.

The human resources (HR) specialist creates a goal plan for all the workers in the company for the appropriate goal plan period and includes the Complete Ethics Course goal. Barbara uses the My Workers' Goals: Direct Reports page to select the goal plan, and adds additional goals to the goal plan for each of her direct reports.

When application settings specify that performance goals must be in a goal plan, all performance goals that the worker or manager add for the worker, or that are assigned, become part of the goal plan, or another goal plan with start and end dates that encompass the goal start date, target completion date, or actual completion date. When application settings permit, the worker or manager can add performance goals to the worker's goals outside of a goal plan.

Adding Development Goals to Plans

The HR specialist creates the development goal plan for all of Barbara's direct and indirect reports. Barbara wants to assign development goals to a direct report to help the worker prepare for a possible promotion. From the My Workers' Goals: Direct Reports page, Barbara navigates to the worker's My Goals page, and on the Development Goals tab, she selects goals to assign to the worker to help the worker achieve the promotion.

Mass Assignment of Goals: Explained

Mass assign goals is a feature for assigning goals to a number of people at the same time. Using this feature, human resource (HR) specialists create a mass assignment request, select goals from the goal library or create and add goals to the request, and submit the request to assign the selected goals to a selected population of workers. As a requester for a manager, HR specialists can use this feature to assign the performance and development goals of that manager.

HR specialists use the Mass Assign Goals page to create or search for mass assignment requests. To access the Mass Assign Goals page:

  1. Select Navigator - Career - Goals.

  2. In the Tasks pane, click Mass Assign Goals. The Mass Assign Goals page is displayed.

On the Mass Assign Goals page, HR specialists create a mass assignment request, select goals, specify start and target completion dates of the goals, and select the population of workers to whom the goals will be assigned. HR specialists can select workers by name, department, job, and e-mail. HR specialists can also search for and update an existing mass assignment requests to suit business needs.

Through the mass assign goals feature, HR specialists can assign goals to managers and all of their reports or to their direct reports only, exclude specific individuals from a manager's direct or all reports lists, and assign a manager's individual goals to the manager's reports for managers who have not created organization goals.

Goal Plans for Mass Assigned Goals

When HR specialists mass assign goals, they can assign performance or development goals to workers without specifying a goal plan for goals. If goal plans are used, goals with either a start date or target completion date that is contained within the start and end dates of a goal plan of the same type as the goal (either performance or development) are added to the plan. HR specialists can also mass assign goals when workers are not using goals plans.

Eligibility Profiles for Mass Assigned Goals

When HR specialists mass assign goals, they can select eligibility profiles to restrict the performance or development goals to workers who meet the profile criteria.

Using Eligibility Profiles for Goal Assignment: Explained

An eligibility profile in goal management defines criteria used to determine whether an individual qualifies for a goal. Human resource (HR) specialists can use eligibility profiles to establish eligibility for goals when creating a goal plan or creating a mass assignment request for goals.

Assignment of Goals According to Eligibility

If eligibility profiles are selected in a goal plan or in a mass assignment request for goals, the application assigns goals as follows:

  • If all eligibility profiles are marked as required, then an individual must meet criteria of all the eligibility profiles.

  • If no eligibility profile is marked as required, then an individual must meet criteria of at least one eligibility profile.

  • If some eligibility profiles are marked as required and some are not, then an individual must meet criteria of all the required profiles and at least one nonrequired profile.

  • If only one eligibility profile is marked as required, then an individual must meet criteria of that eligibility profile.

Restricting Goal Availability

You can restrict goals to individuals who meet eligibility requirements by job, job role, location, age, or other criteria. You must select eligibility profiles with profile usage marked as Goals Management. You can also select whether an eligibility profile is required for goals. For example, you can add the following eligibility profiles to a goal:

  • Location is France

  • Designation is Marketing Manager

  • Designation is Product Manager

When mass-assigning goals or creating a goal plan, you select Location is France as the required eligibility profile and leave the other two eligibility profiles as not required. In this case, the application assigns goals to all individuals whose location is France and designation is Marketing Manager or Product Manager.

Eligibility Profiles and Goal Plans

You can select eligibility profiles to restrict the goals added to a goal plan to workers who meet the profile criteria. You can also edit an existing goal plan to add a new set of eligibility profiles to goals.

Eligibility Profiles and Mass Assignment of Goals

You can select eligibility profiles to restrict the goals during mass assignment of goals to individuals who meet the criteria of all required profiles and at least one nonrequired profile, if any.

Eligibility Profiles and Goals Accessibility

You can use eligibility profiles only when you mass assign goals or create and assign goal plans to a target population. Applying eligibility profiles does not control a person's accessibility to goals. You can assign a goal to a worker later from the goal library or from other Oracle Fusion business processes, such as during a talent review meeting, talent pools, or during a performance evaluation. Workers might also inherit a goal as a member of a talent pool.

Scheduling a Process to Update the Status of Incomplete Goals: Explained

An administrator can change the status of incomplete performance or development goals to Overdue by using the Update Goal Status to Overdue process.

This topic explains:

  • Why you run the Update Goal Status to Overdue process

  • How to schedule the Update Goal Status to Overdue process

  • Conditions when a goal status is set to Overdue

Why You Run the Update Goal Status to Overdue Process

When the target completion date of a performance or development goal is reached and it is not completed, the goal status does not automatically update to Overdue. To track these incomplete goals, administrators can change the status of the goals to Overdue by running the Update Goal Status to Overdue process. HR specialists can then manually copy these overdue goals to a new goal plan so that these goals can be tracked again. After an overdue goal is copied to a new goal plan, its status is set to Not Started in the new goal plan.

How to Schedule the Update Goal Status to Overdue Process

You can run the Update Goal Status to Overdue process manually or schedule it to run at regular intervals (for example, weekly at a specified time.) When you run the Update Goal Status To Overdue process, the HRG_GOALS table is refreshed.

When a Goal Status Is Set to Overdue

The Update Goal Status to Overdue process sets the status of a performance or development goal to Overdue in the following conditions:

  • The Target Completion Date of the goal is less than the current date and the goal status is In Progress, Not Started, or Pending Approval.

  • The goal has no Target Completion Date, but the end date of the associated goal plan is earlier than the current date and the goal status is In Progress, Not Started, or Pending Approval.

Managing Scheduled Processes for Assigning Goals: Explained

The mass assign goals process is an Enterprise Scheduler Service (ESS) process. The human resource (HR) specialist can schedule and run the process on the Manage Goal Scheduled Process page to assign goals through goal plans or mass assignment requests. On the Manage Goal Scheduled Process page, you submit a mass assign goals process.

When you submit a goal plan from the Manage Goal Plans page or a mass assignment request from the Mass Assign Goals page, the Manage Goal Scheduled Process page appears automatically. To access the Manage Goal Scheduled Process page from the Tasks pane:

  1. Select Navigator - Career - Goals.

  2. In the Tasks pane, click Manage Goal Scheduled Process. The Manage Goal Scheduled Process page appears.

Process Parameters on the Manage Goal Scheduled Process Page

The table shows the process parameters available on the Manage Goal Scheduled Process page.


Parameters

Description

Process Type

Identifies whether the process is related to a goal plan or a mass goals assignment request. Select:

  • Mass assign goals to submit a process related to a mass assignment request for goals.

  • Assign goal plans to submit a process related to goal plans.

Process Name

Displays the process name that identifies the specific goal plan or mass assign request being processed.

On the Manage Goal Scheduled Process page, you can search for and select a process name. You can run the process as soon as possible or at a scheduled time. By default, the process is run as soon as possible if you submit the process without selecting a schedule. You can click Advanced and select Using a schedule to specify a date and time when you want the process to run, or to set up a recurring schedule for the process to run at the selected frequency. After the process is completed, the goals and goal plans as included in the request are assigned to all workers that you selected in the request.

Creating a Request for Mass Assignment of Goals: Points to Consider

As a human resource (HR) specialist, you use the Mass Assign Goals task in the Goal Management work area to create mass assignment requests for goals. You can create mass assignment requests to assign goals to workers on behalf of their managers. When creating a request, you must decide:

  • Which goals to select in a mass assignment request

  • Which manager hierarchies or individuals to assign the goals to

  • Whether to add eligibility profiles to the request now or later

  • When to schedule a mass assignment request

Selecting Goals Using a Mass Assignment Request

You must add goals when you create a mass assignment request. These goals are available to the workers after the service process for the request is completed.

Assigning Goals to Manager Hierarchies and Individuals

You can assign performance and development goals on the behalf of a manager, or to selected individuals by creating and submitting a mass assignment request on the Mass Assign Goals page. If you select a manager as a requestor, then only those goals that are visible to the selected manager are available for the assignment. You can mass assign the selected goals to the manager's direct, indirect, or selected reports.

Adding Eligibility Profiles to a Mass Assignment Request

You can add eligibility profiles to a mass assignment request to restrict goals included in the request to individuals who meet the criteria of all required profiles. You can restrict goals to workers who meet eligibility requirements by job, job role, location, age, or other criteria. For example, you can add a location eligibility profile to a request if you want to restrict goals to individuals who are located in certain place. You can further refine eligibility by adding length of service criteria to restrict workers by location and length of service.

Scheduling Mass Assignment Requests

After you submit a request on the Mass Assign Goal page, the Manage Goal Scheduled Process page automatically appears. You can run the process as soon as possible or at a scheduled time (once or at recurring intervals.) After the process is completed, the goals included in the request are assigned to all workers that were selected in the request. You can view the result of a process from the Mass Assign Goals page. To view the result, click the Assignment Results button in the page.

FAQs for Manage Goal Plans, Goal Mass Assignment, and Administer Goals

What's the difference between creating a goal plan and creating the mass assignment request for goals?

When you create and assign a goal plan to workers you assign them a collection of performance or development goals that are grouped by common characteristics, such as a specified time frame or a particular department. You can assign goals to the workers when creating a goal plan, but you can also create goal plans that do not include any specific goals.

When you create and submit a mass assignment request for goals you assign performance or development goals to workers without specifying a goal plan in which to include the goals. If goal plans are used, goals with either a start date or target completion date that is contained within the start and end dates of a goal plan of the same type as the goal (either performance or development) are added to the plan. You can also create a mass assignment request for goals when you are not using goals plans.

How can I create goal plans for people who are new to the organization?

You can either use the Assign feature to add the individuals to an existing goal plan, or create a new goal plan and assign it to the individuals who are new to the organization. If you add new goals to an existing plan, the new goals are assigned to everyone to whom the goal plan is assigned.

What happens if I create a goal plan that includes goals from a previous goal plan?

When you create a goal plan containing goals from a previous goal plan, all incomplete goals for each worker from the previous plan are included in the new plan with the current status intact. Incomplete goals include those with the status of Not started and In progress. If a worker completes a goal in the period after you create the new goal plan and before the new plan takes effect, the worker or manager must change the goal status manually.

What's a key goal field?

Primary attribute for performance and development goals that can be configured to require manager approval when workers edit it.

The key goal fields are:

  • Goal Name

  • Description

  • Success Criteria

  • Start Date

  • Target Completion Date

  • Priority

  • Category

  • Weight

  • Measurement Name

  • Measure Type

  • Unit of Measure

  • Target Type

  • Target Value

  • Private

Note

The Weight and Priority fields are associated with a goal only when it is included in a goal plan.

How can I transfer organization goals from one organization owner to another?

The HR specialist can transfer organization goals from one organization owner to another on the Administer Goals page by selecting organization goals and clicking Transfer.

How can I customize fields included in the Add Goal dialog box?

The human resource analyst can navigate to the Customize Global Management Page option from the Administration menu in the global area to customize the dialog box that appears when you click the Add Goal button on the goal management pages. For more information about editing component properties, see Oracle Fusion Applications Extensibility Guide for Business Analysts and Oracle Fusion Applications Extensibility Guide for Developers.

Manage Goal Library

Goal Library: Explained

The goal library is a repository of reusable goals that you create and maintain to manage the enterprise goal-setting process efficiently.

Organization owners, managers, and workers can search the goal library to copy the goals. Managers and HR specialists can assign the goals, either in goal plans, or individually, to a selected population. Using the goal library enables you to define goals consistently and reduce the effort of creating a new goal if similar goals have been previously defined. When adding goals from the goal library, organization owners, managers, and workers can search for goals using different criteria such as category, level, goal type, business unit, and author.

The goal library is maintained as part of the content library in Oracle Fusion Profile Management.

In the goal library, you can:

  • Add goals

  • Edit goals

  • Set the status of goals

Adding Goals

You can add goals to the library, specify their goal type and category, and determine their attributes, including: name, description, success criteria, target completion date, and more. You can also add target outcomes, if available, to the goal. When managers or workers copy a goal, they can change the goal attributes as appropriate.

Note

Goals created in a performance document, talent review, or anywhere except the goal library are not added to the goal library. The goal can be viewed from the workers' portrait and on all other pages where the goal is included except in the goal library.

Editing Goals

You can edit a goal in the goal library at any time, regardless of whether people have already copied the goal. Changes that you make to goals in the library do not affect those that have been copied and are in current use, because there is no link between the two versions of the goal.

Setting Goal Status

By default, the status of a goal you create is set to Active to make it available to copy. You can set the status of a goal to Inactive, even if the goal has been copied and is currently being used by workers. When you make a goal inactive, it is no longer available to be copied. You can make the goal inactive, for example, to edit it, then restore it to Active status to make the edited goal available again.

Uploading and Assigning Organization Goals Using a Spreadsheet: Explained

Human resource (HR) specialists can upload and assign new organization goals to workers using an application-generated spreadsheet.

To upload and assign new organization goals to workers, you must generate the spreadsheet using the option provided in the application. The application-generated spreadsheet for uploading organization goals contains the following two worksheets:

  • Organization Goals Upload - Use this worksheet to upload new organization goals.

  • Organization Goal Assignment - Use this worksheet to assign the new uploaded organization goals to workers.

Generating the Spreadsheet

You can generate the spreadsheet to upload and assign organization goals as follows:

  1. In the Goal Management work area, click Administer Goals.

  2. On the Administer Goals page, select Organization Goals to open the Organization Goals section.

  3. Click Upload and select the Upload Organization Goals action. A File Download dialog box appears.

  4. Click Save. Select a destination on your local hard disk to save the OrganizationGoalsWorksheet.xlsx spreadsheet.

Entering Data into the Spreadsheet

To upload a new organization goal, specify all the required columns in the Organization Goals Upload worksheet and click Upload. After you click Upload, click Save to commit the new organization goals into the Fusion HCM database.

Note

Ensure that the spreadsheet is not in the protected state before you enter data. If the spreadsheet is protected, click the Unprotect Sheet button in the Changes group on the Review tab.

Using the Spreadsheet to Assign Goals

After you upload organization goals using the application-generated spreadsheet, you must assign them to workers using the Organization Goal Assignment worksheet. To assign goals to workers:

  1. In the Organization Goals Upload worksheet, click Download to download all the organization goals available in the database to the spreadsheet. The updated spreadsheet now includes the ID for all the uploaded goals.

  2. In the Organization Goal Assignment worksheet, complete all the fields.

    Note

    The ID for a goal is displayed on the Goal ID column of the Organization Goals Upload worksheet.

  3. Click Upload. The data belonging to rows that display the text Row inserted successfully are uploaded into the cache memory.

  4. Click Save to commit the data into the database. The uploaded organization goals are now displayed on the My Goals page of the worker to whom the goal was assigned.

Using the Organization Goals Upload Worksheet

Use the Organization Goals Upload worksheet to upload to the database organization goals that human resource (HR) specialists can then assign to workers. If you do not complete each required column for a goal, then the application either assigns a default value to the column or displays an error message about data missing for a column in the Status column for that goal.

Editing Columns in the Organization Goals Upload Worksheet

The table shows a partial list of columns in the worksheet and corresponding valid values.


Column name

Description

Goal ID

The unique identifier of the goal.

Note

Leave this column blank.

Created By

The person ID of the user who created the goal or assigned the goal, or both. The valid value is the person ID of a line manager who is also the organization owner.

Note

If no data is provided, then the ID of the logged-in user is assigned by default.

Published

The goal is published or not. The valid values are:

  • Y

  • N

Completion Percentage

The percentage completion of the goal. The valid values are:

  • 0

  • 25

  • 50

  • 75

  • 100

Using the Organization Goal Assignment Worksheet

You can use the Organization Goal Assignment worksheet to assign organization goals that you uploaded using the Organization Goals Upload worksheet, thereby enabling workers to access their organization goals.

Editing Columns in the Organization Goal Assignment Worksheet

The table shows a partial list of columns in the worksheet and corresponding valid values.


Column name

Description

Goal ID

The organization goal ID.

Note

The goal ID is displayed on the Goal ID column of the Organization Goals Upload worksheet.

Allow Workers to Update Goals

Whether the worker must be allowed to edit key fields, including goal name, description, and target completion date. The valid values are:

  • Y

  • N

Key

The goal key.

Note

The goal key is displayed on the Key column of the Organization Goals Upload worksheet.

Uploading and Updating Worker Goals Using a Spreadsheet: Explained

Human resource (HR) specialists can upload and assign new performance and development goals to workers using an application-generated spreadsheet. They can also update existing goals assigned to a worker using this spreadsheet.

To upload new goals or update existing goals, you must generate the spreadsheet using the option provided in the application. The application-generated spreadsheet for worker goals contains a single worksheet: Worker Goals Upload. You can use this spreadsheet to upload new worker goals or update existing worker goals.

Generating the Spreadsheet

You can generate the spreadsheet to upload and assign goals to a worker or to update existing goals for a worker as follows:

  1. In the Goal Management work area, click Administer Goals.

  2. On the Administer Goals page, select Workers' Goals to open the Workers' Goals section.

  3. Click Upload and select the Upload Worker Goal Data action. A File Download dialog box appears.

  4. Click Save. Select a destination on your local hard disk to save the WorkerGoalsWorksheet.xlsx spreadsheet.

Uploading a New Goal for a Worker

To upload a new goal for a worker, specify all the required columns in the Worker Goals Upload worksheet and click Upload. After you click Upload, click Save to commit the new goals into the Fusion HCM database. The new goal is displayed on the worker's My Goals page.

Note

Ensure that the spreadsheet is not in the protected state before you enter data. If the spreadsheet is protected, click the Unprotect Sheet button in the Changes group on the Review tab.

Update an Existing Goal Assigned to a Worker

To update an existing goal assigned to a worker, specify goal attributes in the Search region of the Worker Goals Upload worksheet and click Download to download the goal into the spreadsheet. You can then update the goal and click Upload After you click Upload, click Save to commit the updated goals into the Fusion HCM database. The updated goal is displayed on the worker's My Goals page.

Using the Worker Goals Update Worksheet

Use the Worker Goals Update worksheet to upload new and updated worker goals to the database. If you do not complete each required column for a goal, then the application either assigns a default value to the column or displays an error message about data missing for a column in the Status column for that goal.

Editing Columns in the Worker Goals Update Worksheet

The table shows a partial list of columns in the worksheet and corresponding valid values.


Column name

Description

Completion Percentage

The percentage completion of the goal. The valid values are:

  • 0

  • 25

  • 50

  • 75

  • 100

Descriptive Flexfields

Note

This column is displayed only when descriptive flexfields are already defined and deployed for use in Goal Management from the application.

Descriptive flexfields related to a goal. The valid value for this column is a set of all descriptive flexfields values separated by the application-defined delimiter.

Tip

You can also double click on a cell to enter values for each descriptive flexfield separately in the flexfield picker.

Assigned Goal Plans including Goal Weight and Goal Priority

Includes one or more sets of assigned goal plan data delimited by semicolon. Each set includes the following comma-separated values:

  • Application-generated goal plan ID

  • Goal plan name in double quotation marks

  • Goal weighting in the goal plan

  • Goal priority in the goal plan

For example: 100100006705668,"FY2014 Development Goals",MEDIUM;300100016210020,"FY2012 Dev Goal Plan ",MEDIUM;100100006720603,"FY2015 Development Goals",MEDIUM

To specify or edit a value in this cell, double click a cell and enter or update values for each assigned goal plan in the dialog box that appears. You can also deselect an assigned goal plan. Specifying the goal weighting and goal priority values is optional.