Working with Manage Profiles

ePerformance using rating models to rate an employee's performance or level of proficiency. Rating models define the qualitative values, such as A, B, and C, or 1, 2, and 3, that the system uses to rate or score and employee's performance.

Rating models are assigned to the sections that make up performance or development documents. Managers, employees, and peers can then select an appropriate rating that best reflects the employee's performance in that area.

Ratings can have expanded descriptions that can be used to further describe the behavior one exhibits when performing at a specific proficiency level. These expanded descriptions display on the performance or development document.

See Defining Rating Models.

ePerformance uses content types and content items defined in the content catalog to identify the items by which employees are measured. Content types are used as categories for grouping similar content items. Content items are the specific items that you want to measure.

Content types are associated with the sections that form the structure of a document template and performance or development document. ePerformance uses content types to define the category of content items that can be added to document templates and performance documents.

This list includes some of the content types delivered and typically used by ePerformance:

• MISSION

  Mission statements express an organization's purpose and vision. Typically, senior management defines and the board of directors or senior staff approve of an organization's mission statement. Business units might also establish mission statements to help guide the creation of initiatives, goals, and responsibilities. You can include one or more mission statements as items on performance documents, but more often, you'll include this on performance documents for informational purposes only.

• INITIATIVE

  Initiatives are high-level plans, activities, or goals that support an organization's mission statement and define its direction. Initiatives usually guide the creation of goals and responsibilities. An organization may have multiple initiatives at any point in time.

• GOAL

  Goals and objectives are specific results to accomplish. Typically, these statements describe a target that will be met or a condition that will exist when the desired outcome is accomplished.

• RESP (responsibility)

  Responsibilities are usually based on job function. These are often broken down to specific tasks.

• COMPETENCY

  Competencies are directly related to an employee's current role and may encompass skills, abilities, knowledge, or behavior, such as experience with office equipment, knowledge of special manufacturing processes, or a background in financial planning.

Once content types are defined, you can begin to link content items to content types.

This table provides examples of how content types and items in the Content Catalog for ePerformance might be set up:

If you need to create new content types and content items, this table shows field mappings between Manage Profile and ePerformance:

See Defining Content Items.

A profile type is a collection of content items that describe the qualitative attributes of a person or business entity. If a profile type is used to describe a person, it is called a person profile. If a profile type is used to describe a business entity, such as a job, business unit, or job family, it is referred to as a nonperson profile.

You can use profiles in ePerformance in these ways:

• To download content items from a nonperson profile into a document template.

• To download the content items from a nonperson profile into a performance or development document.

• To update or create an employee's person profile (ePerformance supports any person profile type for this purpose).

When items are added to an ePerformance document from a Non-Person Profile, ePerformance downloads these fields from the Profile record:

These fields always come from the Content Catalog:

• JPM_DESC90

• JPM_TEXT_1325_1

• JPM_TEXT_1325_2

See Understanding Profile Management.