Creating and Reviewing Rating Models

To create and review rating models, use the Rating Model (LM_RATINGMDL) component.

This topic provides an overview of rating models, lists a prerequisite, and discusses how to create and review rating models.

Page Used to Create and Review Rating Models

Page Name	Definition Name	Navigation	Usage
Rating Model	LM_RTNG_MDL_TBL	select Set Up ELM, then select Objectives, then select Rating Models, then select Rating Model	Create rating models and review and edit imported rating models.

See the product documentation for PeopleSoft HCM: Human Resources Manage Profiles.

Understanding Rating Models

When a rating model is associated with an objective, users must specify a proficiency level whenever they select the objective. For example, when assigning an objective to a course or to a learner, the user must specify the proficiency level of the objective.

Setting Up Rating Models

If you integrate with a human resources system, import rating models through EIPs. Enterprise Learning Management receives the rating model's effective date, description, review ratings (proficiencies in Enterprise Learning Management), review points, and numeric ratings. Anytime an existing rating model is changed or a new rating model is added in the human resources system, that rating model is imported through the subscription RATING_MODEL EIP.

After you import rating models, use the Rating Model page to verify that the information imported as expected. For imported rating models, you can modify only the rating model description fields in Enterprise Learning Management.

If you don't integrate with a human resources system, you must create new rating models. The system requires that you specify a numeric rating when you create rating models.

Warning! Objective assignments always use the latest effective-dated rating model. Modifying a rating model (other than the description fields) after an objective that uses it is assigned to a learner can compromise data integrity.

Prerequisite

If you integrate with an external human resources system, you must import rating models using the RATING_MODEL_FULLSYNC and RATING_MODEL_SYNC EIPs before you can review rating models.

Rating Model Page

Use the Rating Model page (LM_RTNG_MDL_TBL) to create rating models and review and edit imported rating models.

Navigation

select Set Up ELM, then select Objectives, then select Rating Models, then select Rating Model

Image: Rating Model page

This example illustrates the fields and controls on the Rating Model page.

Note: If you import rating models from a human resources system, you can edit only the description fields for the rating model and proficiency levels. All other fields are display-only.

Effective Date

Enter an effective date. Rating models do not appear in prompts on system pages until the effective date is met.

Status

Select a status of Active or Inactive. Only active rating models appear in prompts on system pages.

Proficiency

Enter an alphabetic or numeric code for the proficiency. The system uses proficiencies for gap analysis.

Enterprise Learning Management proficiencies are equivalent to review ratings in a human resources system. When you import rating models from an external human resources system, the review rating values appear here.

Description

Enter a proficiency description. The proficiency descriptions that you enter here appear as field values whenever a user is required to select a proficiency for an objective in the system that uses this rating model.

Review Points

Enter a whole number from 0 to 999 for the rating.

The system uses review points for gap analysis. A higher review point value equals a higher proficiency. For example, the system interprets a review point value of 3 as a lower proficiency than a review point value of 6.

Numeric Rating

Enter a numeric value for the rating. If you create the rating model in Enterprise Learning Management, the system requires that you enter a numeric rating. You can enter decimals and whole numbers.

The system uses numeric ratings for gap analysis. A higher numeric rating equals a higher proficiency. For example, the system interprets a numeric rating of 3 as a lower proficiency than a numeric rating of 6.