Understanding ePerformance and Career and Succession Planning Integration
The integration of ePerformance and Career and Succession Planning brings the performance management, Plan Careers and Plan Successions business processes closer together and provides improved user experience for managers and administrators who are involved in these processes. The solution enables managers who are working on employee evaluations to view employees’ career plan data directly from the evaluation documents and edit the information with one simple click. From succession planning components, managers have easy access to employees’ performance ratings and documents to help them make candidate recommendations and succession decisions. They can also view how candidates are compared against each other by performance and career potential ratings in ratings box charts.
Display of Career Plan Summary in ePerformance Documents
ePerformance delivers a new section definition for career plan summary, which can be added to both performance and development document templates. At runtime, this section (called Career Plan Summary) displays high-level career planning data of an employee for the manager while he or she is working on the employee’s review. The system displays the most current data based on the ePerformance period end date. For example, if the document end date is December 31, 2011, and two career plan effective dated rows are present in the system, one with the date of October 25, 2011 and the other July 8, 2012, data from the October 25, 2011 date row is displayed. This section also includes a link to access the Manage Career Plans component in Manager Self Service should the manager need to update this information. Changes are reflected in the
Career Plan Summary section in real time as the manager returns to the ePerformance document. Career plan summary is not available to employees who are working on their own documents.
Access to Performance Rating and Document in Succession Planning
The integration provides administrators and managers, who are working on employees’ succession planning, easy access to performance ratings and document information of employees as well as their succession candidates. From the Manage Succession Plans (for manager) and Maintain Succession Plans component (for administrator), they can view the most current overall performance rating of an employee and click the rating link to review the corresponding performance document in a modal window. In addition to individual employees, the same functionality is also extended to managing talent pool members using the Manage Talent Pools component.
Managers have access to the performance ratings and documents of their direct and indirect reports only.
See Creating Succession Plans, Succession Planning Self-Service.
Display of Performance and Career Potential Ratings in Ratings Box Charts
The Ratings Box functionality in Succession Planning is used to give a visual picture of how employees are rated against each other in a box rating chart. With the integration, administrators can set up ratings boxes to map to rating models used in performance documents and map the career potentials defined at the translate tables. When either type of rating is selected in an axis setup in the ratings box definition, a mapping page is available for administrators to map an axis rating (for example, High, Medium, and Low) defined in the definition to each of the rating values that exist in the selected rating integration (performance rating or career potential rating). The system delivers translate values for career potential ratings; for performance ratings, select a rating model for the mapping.
When either performance or career potential rating is selected in the rating box definition, the Auto Load Ratings option becomes available and is selected by default. When users access the rating box page and this option is enabled, the system displays the chart and pre-populates the Box Ratings grid with employee ratings used in the chart. If the option is disabled, the Box Rating chart appears without any data; users need to manually enter the ratings in the Box Ratings grid for the data to show up in the chart.
Suppose that the Auto Load Ratings option is enabled. To determine where an employee is displayed on a ratings box at runtime, the system first looks up the document type that is selected in the Document Type field on the Succession Planning Setup page. Then, it finds the most current, completed document (matching the document type in succession planning setup) for the employee based upon the succession plan’s effective date, and captures the overall rating of that document. Using the information of the mapping page, the system is able to identify the corresponding axis rating that the employee is in and places the employee in the appropriate box in the chart. If the system cannot find the overall rating for the employee, the employee is not displayed in the ratings box chart.
See Setting Up Succession Planning, Succession Planning Self-Service.