Understanding the Default Organizational Structure

As you work with job competency information, you might create several organizational structures for job competencies. Some of these structures might be draft structures that you have either decided not to use or are planning to use at some time in the future. For example, if the organization plans to acquire an additional company, you might create a draft structure that you use to incorporate jobs from the new company into the existing organizational structure. You might also have some historical organizational structures. Historical structures are those that the organization used at one time but is no longer using. A historical structure remains active, but you cannot use it as the default structure.

The default organizational structure is the structure that the organization currently uses to track job competency information. When managers and employees use self service to review job competency information, they can access only the information for the default structure. For security purposes, only human resources administrators can access draft and inactive structures.

Occasionally, you might need to change the default organizational structure for job competencies. For example, you might have mistakenly activated a draft structure that should not have been activated for another month.