1. Reference for Fusion HCM Analytics
  2. Subject Areas

7 Subject Areas

Subject Areas

This section contains information about Transactional Business Intelligence subject areas, their associated job and duty roles, and the business questions that they provide answers to.

For your reference:

  • Subject areas are the building blocks of your analytics and reports based upon them. Analytics are built by choosing an appropriate subject area that has information that answers the business question you’re analyzing. Technically, subject areas are a grouping of information pieces called data objects that relate to each other in a particular context.
  • Job roles are associated with duty roles, and together control access to subject areas.

Overview

This section provides information on the subject areas with data you maintain in Oracle Fusion HCM Analytics.

Download this ZIP file that contains available subject areas that apply to the current version of Oracle Fusion HCM Analytics. Once the file downloads, extract the file, open the folder, and then open the release-specific HTML file. For example, click 23.R2_Fusion_HCM_Analytics_SubjectAreas.html.

These subject areas, with their corresponding data, are available for you to use when creating and editing analyses and reports. The information for each subject area includes:

  • Description of the subject area.

  • Business questions that can be answered by data in the subject area, with a link to more detailed information about each business question.

  • Job-specific groups and duty roles that can be used to secure access to the subject area, with a link to more detailed information about each job role and duty role.

  • Primary navigation to the work area that is represented by the subject area.

  • Time reporting considerations in using the subject area, such as whether the subject area reports historical data or only the current data. Historical reporting refers to reporting on historical transactional data in a subject area. With a few exceptions, all dimensional data are current as of the primary transaction dates or system date.

  • The lowest grain of transactional data in a subject area. The lowest transactional data grain determines how data are joined in a report.

  • Special considerations, tips, and things to look out for in using the subject area to create analyses and reports.

Note:

Job roles are the same as job-specific groups.

Data Validation

Description

As a functional administrator, you can validate a library of metrics between your Oracle Fusion Analytics Warehouse instance and the Oracle Transactional Business Intelligence instance. The library of metrics is part of Oracle Fusion Analytics Warehouse. You can validate the data after loading the source data in to your data warehouse. You can schedule the validation of your data using the ready-to-use validation sets or custom validation sets that you create. You can create a validation set and define the subject area, metrics, and columns that you want to validate and schedule the validation frequency and date. You see the validation sets that you create under Custom Validation Sets in the Scheduled Validation tab. Based on the schedule and the validation set, Oracle Fusion Analytics Warehouse validates the data and stores the details in the Data Validation workbook available in the Common folder in Oracle Analytics Cloud. Use the report tabs such as Validate data for ERP Analytics and Validate data for HCM Analytics available in this workbook to view the data validation details.

Business Questions

This subject area can answer the following business questions:

  • Did my data get loaded into Oracle Autonomous Data Warehouse accurately?
  • Can I schedule a regular data validation on a periodic basis?
  • If there is a variance between my Oracle Transactional Business Intelligence source and Oracle Fusion Analytics Warehouse destination data, then how can I pinpoint which data is different?
  • Are there built-in metrics for this data validation?
  • Can I create my own (custom) metrics for specific data to validate?

Duty Roles

The System Administration duty role secures access to this subject area. See Common Duty Roles.

Primary Navigation

Data Validation tile under Application Administration on the Console

Folder: /Shared Folders/Common/Data Validation

Special Considerations

None.

Security Assignment

Description

Using the Security Assignment subject area, you can create reports about the current security assignments. These reports enable you to track the security contexts and the users who have access to the security contexts.

Business Questions

This subject area can answer the following business questions:

  • What is the total number of security contexts?
  • What is the number of users by security context?
  • Which user is assigned to which security context and when was the assignment done?

Duty Roles

The Security Reporting Duty role secures access to this subject area. See Common Duty Roles.

Primary Navigation

Folder: /Shared Folders/Common/Security Assignment

Workbook: Security Audit

Special Considerations

None.

Security Audit History

Description

Using the data in the Security Audit History subject area, you can create reports to track assignment of users to groups, groups to roles, and security context members to users.

Business Questions

This subject area can answer the following business questions:

  • When was a group created?
  • When was a role created?
  • When was a user assigned to or removed from a group?
  • When was a user assigned to or removed from a role?
  • When was a user assigned to or removed from a security context?

Duty Roles

The Security Reporting Duty role secures access to this subject area. See Common Duty Roles.

Primary Navigation

Folder: /Shared Folders/Common/Security Audit History

Workbook: Security Audit

Special Considerations

None.

Usage Tracking

Description

Usage Tracking is a powerful feature that has been available in Oracle Analytics Cloud. In Oracle Fusion Analytics Warehouse you can track usage to determine which user queries are creating performance bottlenecks, based on query frequency and response time. Administrators set up the criteria to track user queries and generate usage reports that you can use in a variety of ways such as reports optimization, user session strategies, or plan usage by users, and departments based on the resources that they consume. When reviewing the business metrics, it is important to keep the usability considerations in mind including trends, slice-and-dice, and drilldowns. Where applicable, benchmark information showcasing performance with the peer group is available. Companies typically set strategic quarterly goals in terms of key metrics; where applicable, the business metrics show progress towards such goals.

Business Questions

This subject area can answer the following business questions:

  • What are the average queries ran by the user by month?
  • How many number of user sessions were created per month?
  • How many distinct queries were run per month?
  • How many distinct users used the system?
  • How many distinct users used the system in a week?
  • What are the average queries ran by the user in a week?
  • How many logical queries ran by the top users?

Duty Roles

The Usage Tracking Analysis Duty role secures access to this subject area. See Common Duty Roles.

Primary Navigation

Folder: /Shared Folders/Common/Usage Tracking

Workbook: Usage Tracking

Special Considerations

None.

Warehouse Refresh Statistics

Description

The Warehouse Refresh Statistics subject area provides valuable information on pipeline activity and performance. You can use this subject area to create analytics on data refreshes, pipeline jobs, job failures, and details on rejected records. Together with data validation, this subject area helps reconcile data between the Oracle Fusion Cloud Applications source module and Oracle Fusion Analytics Warehouse, and improve data quality over time.

Business Questions

This subject area can answer the following business questions:

  • When was the warehouse last refreshed, by each module?
  • Which modules have high percentage of rejected records?
  • What are the specific records that have been rejected for a certain module?
  • What errors did the pipeline encounter, by specific jobs?
  • Which jobs fail most frequently?
  • What are the cascading effects, for example what other related records also fail due to a certain failure of a job?

Duty Roles

The Data Warehouse Refresh Analysis Duty role secures access to this subject area. See Common Duty Roles.

Primary Navigation

Folder: /Shared Folders/Common/Warehouse Refresh Statistics

Workbook: Warehouse Refresh Statistics

Special Considerations

None.

Business Questions

Overview

For each business question in this chapter, links are provided for more detailed information about the subject areas, job-specific groups, and duty roles associated with the business question.

Download this ZIP file that contains available business questions that apply to the current version of Oracle Fusion HCM Analytics. Once the file downloads, extract the file, open the folder, and then open the release-specific HTML file. For example, click 23.R2_Fusion_HCM_Analytics_BusinessQuestions.html.

Note:

Job roles are the same as job-specific groups.

Job-specific Groups

Overview

For each job-specific group in this chapter, links are provided for more detailed information about the duty roles, subject areas, and business questions associated with the job-specific group.

Note:

Job roles are the same as job-specific groups.
Job-Specific Group Code Job-Specific Group Name Description Associated Application Roles Functional Area
ORA_CMP_COMPENSATION_MANAGER_JOB Compensation Manager Gets access to worforce compensation subject area.

Workforce Compensation Analysis Duty

Workforce Compensation Diversity Analysis Duty

Compensation Worksheet Manager Data Security

Workforce Compensation Diversity Analysis Duty

Compensation Worksheet Manager Data Security

 HCM - Workforce Rewards- Workforce Compensation
ORA_PAY_PAYROLL_ADMINISTRATION_JOB Payroll Administrator Gets access to Payroll Management Subject Area

Payroll Analysis Duty

Payroll Costing Analysis Duty

 HCM - Workforce Rewards- Payroll Balances (Preview)
ORA_PAY_PAYROLL_MANAGER_JOB Payroll Manager Gets access to Payroll Management Subject Area

Payroll Analysis Duty

Payroll Costing Analysis Duty

 HCM - Workforce Rewards- Payroll Balances (Preview)
ORA_HXT_TIME_AND_LABOR_ADMINISTRATOR_JOB Time And Labor Administrator Gets Access to Time and Labor Subject Area Time and Labor Analysis Duty HCM - Workforce Time And Labor Management (Preview)
ORA_PER_HUMAN_RESOURCE_ANALYST_JOB Human Resource Analyst Human Resource Analyst Absence Management Analysis Duty OA4F_HCM_VIEW_ALL_DATA
Absence Management Analysis Duty OA4F_HCM_VIEW_ALL_DATA
Check Ins Analysis Duty HCM - Check-Ins
Goal Management Analysis Duty HCM - Goals and Career Development
Journeys Analysis Duty HCM - Journeys
Performance Management Analysis Duty HCM - Performance Management
Profile Management Analysis Duty HCM - Talent Profile
Salary Basis Analysis Duty OA4F_HCM_GOALS_ANALYSIS_DUTY
Succession Management Analysis Duty HCM - Succession Management
Talent Review Management Analysis Duty HCM - Talent Review Meetings
Time and Labor Management Analysis Duty HCM - Workforce Time and Labor Management
Workforce Core Analysis Duty HCM - Workforce Core
Workforce Gains and Losses Transaction Analysis Duty HCM - Workforce Gains and Losses
ORA_PER_HUMAN_RESOURCE_MANAGER_JOB Human Resource Manager Human Resource Manager Absence Management Analysis Duty OA4F_HCM_VIEW_ALL_DATA
Check Ins Analysis Duty HCM - Check-Ins
Goal Management Analysis Duty HCM - Goals and Career Development
Journeys Analysis Duty HCM - Journeys
Performance Management Analysis Duty HCM - Performance Management
Profile Management Analysis Duty HCM - Talent Profile
Salary Basis Analysis Duty OA4F_HCM_GOALS_ANALYSIS_DUTY
Succession Management Analysis Duty HCM - Succession Management
Talent Review Management Analysis Duty HCM - Talent Review Meetings
Time and Labor Management Analysis Duty HCM - Workforce Time and Labor Management
Workforce Core Analysis Duty HCM - Workforce Core
Workforce Gains and Losses Transaction Analysis Duty HCM - Workforce Gains and Losses
ORA_IRC_RECRUITER_JOB Recruiter Recruiter Recruitment Analysis Duty Role HCM - Talent Acquisition
ORA_IRC_RECRUITING_MANAGER_JOB Recruiting Manager Recruiting Manager Recruitment Analysis Duty Role HCM - Talent Acquisition
ORA_IRC_HIRING_MANAGER_ABSTRACT Hiring Manager Hiring Manager Recruitment Analysis Duty Role HCM - Talent Acquisition

Common Job-Specific Groups

The common job-specific groups are applicable across the analytics applications that are part of Oracle Fusion Analytics Warehouse such as Oracle Fusion HCM Analytics and Oracle Fusion ERP Analytics.

Job-Specific Group Code Job-Specific Group Name Description Associated Application Roles Associated Application Role Names Functional Area
ORA_FND_INTEGRATION_SPECIALIST_JOB Integration Specialist Individual responsible for planning, coordinating, and supervising all activities related to the integration of enterprise information systems. Has author privileges.

Author

OA4F_COMMON_DATA_ADMIN_ANALYSIS_DUTY

 Not applicable Common

Data Roles

Overview

For each data role in this section, links are provided for more detailed information about the job-specific groups, subject areas, and business questions associated with the data role.

Table 7-1 Data Roles

Data Role Name Data Role Name Description Functional Area
OA4F_HCM_LINE_MANAGER_DATA Oracle Fusion Analytics Warehouse HR Line Manager Data Role Human Capital Management data security policy for the supervisor hierarchy. Workforce
OA4F_HCM_HR_ANALYST_VIEW_ALL_DATA Oracle Fusion Analytics Warehouse HR Analyst View All Data Role Human Capital Management data security policy to view all data. Workforce
OA4F_HCM_VIEW_ALL_DATA Oracle Fusion Analytics Warehouse View All Data Role Human Capital Management data security policy to view all data. Workforce
OA4F_HCM_COUNTRY_DATA Oracle Fusion Analytics Warehouse HCM Country Data Security Human Capital Management data security policy for the country data security context. Workforce
OA4F_HCM_LEGAL_EMPLOYER_DATA Oracle Fusion Analytics Warehouse HCM Legal Employer Data Role Human Capital Management data security policy for the legal employer data security context. Workforce
OA4F_HCM_DEPARTMENT_DATA Oracle Fusion Analytics Warehouse HCM Department Data Role Human Capital Management data security policy for the department data security context. Workforce
OA4F_HCM_BUSINESS_UNIT_DATA Oracle Fusion Analytics Warehouse HCM Business Unit Data Role Human Capital Management data security policy for the business unit data security context. Workforce
OA4F_HCM_REC_REQ_DATA Recruitment Job Requisition Data Security Recruitment job requisition data security. Talent
OA4F_HCM_REC_ALL_REQ_DATA Recruitment Job Requisition View All Data Security Recruitment job requisition to view all data security. Talent
OA4F_HCM_REC_NON_RESTRICTED_APP_DATA Recruitment Non Restricted Job Application Data Security Recruitment data role to report on non restricted job applications. Talent
OA4F_HCM_REC_ALL_APP_DATA Recruitment Job Application View All Data Security Recruitment data role to report on all job applications. Talent
OA4F_HCM_COMPENSATION_WORKSHEET_MANAGER_DATA Compensation Worksheet Manager Data Security Compensation worksheet manager data security. Workforce Compensation

Duty Roles

Overview

This section provides subject area and content-related duty roles that you can use to secure access to the subject areas and specific content. For each duty role in this section, links are provided for detailed information about the job-specific groups, subject areas, and business questions associated with the duty role.

Table 7-2 HCM Duty Roles

Duty Role Code Duty Role Name Details Functional Area Gets access to Subject Area Display Name OR Associated Role
OA4F_HCM_ABSENCE_ANALYSIS_CONTENT_DUTY Absence Management Analysis Content Duty Controls presentation catalog access to Workforce Absence Management subject area based DV projects. Absence Management NA
OA4F_HCM_ABSENCE_ANALYSIS_DUTY Absence Management Analysis Duty Controls presentation catalog access to Workforce Absence Management subject area. Absence Management HCM - Workforce Absence Management
OA4F_HCM_ABSENCE_DIV_ANALYSIS_DUTY Absence Management Diversity Analysis Duty Prevents access to Diversity related folders from Workforce Absence Management subject area. It can't be used in conjunction with Absence Management Analysis Duty. Absence Management HCM - Workforce Absence Management
OA4F_HCM_CHECK_INS_ANALYSIS_CONTENT_DUTY Checkins Management Analysis Content Duty Controls presentation catalog access to Check-Ins subject area based DV projects. Talent NA
OA4F_HCM_CHECK_INS_ANALYSIS_DIV_DUTY Checkins Diversity Analysis Duty Prevents access to Diversity related folders from Check-Ins subject area. It can't be used in conjunction with Checkins Analysis Duty. Talent HCM - Check-Ins
OA4F_HCM_CHECK_INS_ANALYSIS_DUTY Checkins Management Analysis Duty Controls presentation catalog access to Check-Ins subject area. Talent HCM - Check-Ins
OA4F_HCM_COMPENSATION_ANALYSIS_CONTENT_DUTY Workforce Compensation Analysis Content Duty Controls presentation catalog access to Compensation subject area based DV projects. Workforce Compensation NA
OA4F_HCM_COMPENSATION_ANALYSIS_DUTY Workforce Compensation Analysis Duty Controls presentation catalog access to Workforce Rewards - Workforce Compensation subject area. Workforce Compensation HCM- Workforce Rewards- Workforce Compensation
OA4F_HCM_COMPENSATION_DIV_ANALYSIS_DUTY Workforce Compensation Diversity Analysis Duty Prevents access to Diversity related folders from Workforce Rewards - Workforce Compensation subject area. It can't be used in conjunction with Workforce Compensation Analysis Duty. Workforce Compensation HCM- Workforce Rewards- Workforce Compensation
OA4F_HCM_DIVERSITY_ANALYSIS_DUTY Diversity Analysis Duty Controls presentation catalog access to HCM - Diversity Analysis (Preview) subject area. Talent HCM - Diversity Analysis (Preview)
OA4F_HCM_GAINS_LOSS_TRANSACTION_DIV_ANALYSIS_DUTY Workforce Gains and Losses Diversity Transaction Analysis Duty Provides access to all objects of the HCM - Workforce Gains and Losses subject area except the folders related to diversity data. Global HCM HCM - Workforce Gains and Losses
OA4F_HCM_GOALS_ANALYSIS_CONTENT_DUTY Goal Management Analysis Content Duty Controls presentation catalog access to Goals and Career Development subject area based DV projects. Talent NA
OA4F_HCM_GOALS_ANALYSIS_DIV_DUTY Goal Management Diversity Analysis Duty Prevents access to Diversity related folders from Goals and Career Development subject area. It can't be used in conjunction with Goal Management Analysis Duty. Talent HCM - Goals and Career Development
OA4F_HCM_GOALS_ANALYSIS_DUTY Goal Management Analysis Duty Controls presentation catalog access to Goals and Career Development subject area. Talent HCM - Goals and Career Development
OA4F_HCM_JOURNEYS_ANALYSIS_DUTY Journeys Analysis Duty Controls presentation catalog access to HCM-Journeys subject area. Global HCM HCM - Journeys
OA4F_HCM_JOURNEYS_DIV_ANALYSIS_DUTY Journeys Diversity Analysis Duty Prevents access to Diversity related folders from HCM-Journeys subject area. It can't be used in conjunction with Journeys Analysis Duty. Global HCM HCM - Journeys
OA4F_HCM_LEARNING_ANALYSIS_CONTENT_DUTY Learning Analysis Content Duty Controls presentation catalog access to Learning subject area based DV projects. Talent NA
OA4F_HCM_LEARNING_ANALYSIS_DUTY Learning Analysis Duty Controls presentation catalog access to HCM - Learning (Preview) subject area. Talent HCM - Learning (Preview)
OA4F_HCM_LEARNING_DIV_ANALYSIS_DUTY Learning Diversity Analysis Duty Prevents access to Diversity related folders from HCM - Learning (Preview) subject area. It can't be used in conjunction with Learning Analysis Duty. Talent HCM - Learning (Preview)
OA4F_HCM_PAYROLL_ANALYSIS_DUTY Payroll Analysis Duty Controls presentation catalog access to HCM - Workforce Rewards - Payroll Balances subject area. Payroll HCM - Workforce Rewards - Payrolll Balances (Preview)
OA4F_HCM_PAYROLL_COSTING_ANALYSIS_DUTY Payroll Costing Analysis Duty Controls presentation catalog access to HCM - Workforce Rewards - Payroll Costing (Preview) subject area. Payroll HCM - Workforce Rewards - Payroll Costing (Preview)
OA4F_HCM_PERFORMANCE_ANALYSIS_CONTENT_DUTY Performance Management Analysis Content Duty Controls presentation catalog access to Performance Management subject area based DV projects. Talent NA
OA4F_HCM_PERFORMANCE_ANALYSIS_DIV_DUTY Performance Management Diversity Analysis Duty Prevents access to Diversity related folders from Performance Management subject area. It can't be used in conjunction with Performance Management Analysis Duty. Talent HCM - Performance Management
OA4F_HCM_PERFORMANCE_ANALYSIS_DUTY Performance Management Analysis Duty Controls presentation catalog access to Performance Management subject area. Talent HCM - Performance Management
OA4F_HCM_PROFILE_ANALYSIS_CONTENT_DUTY Profile Management Analysis Content Duty Controls presentation catalog access to Talent Profile subject area based DV projects. Profile Management NA
OA4F_HCM_PROFILE_ANALYSIS_DUTY Profile Management Analysis Duty Controls presentation catalog access to Talent Profile subject area. Profile Management HCM - Talent Profile
OA4F_HCM_PROFILE_DIV_ANALYSIS_DUTY Profile Management Diversity Analysis Duty Prevents access to Diversity related folders from Talent Profile subject area. It can't be used in conjunction with Profile Management Analysis Duty. Profile Management HCM - Talent Profile
OA4F_HCM_PROFILE_MATCHING_ANALYSIS_DUTY Profile Matching Analysis Duty Controls presentation catalog access to HCM-Profile Matching (Preview) subject area. Talent HCM-Profile Matching (Preview)
OA4F_HCM_PROFILE_MATCHING_DIV_ANALYSIS_DUTY Profile Matching Diversity Analysis Duty Prevents access to Diversity related folders from HCM-Profile Matching (Preview) subject area. It can't be used in conjunction with Profile Matching Analysis Duty. Talent HCM-Profile Matching (Preview)
OA4F_HCM_REC_ANALYSIS_CONTENT_DUTY Recruitment Analysis Content Duty Controls presentation catalog access to Talent Acquisition subject area based DV projects. Talent NA
OA4F_HCM_REC_ANALYSIS_DUTY Recruitment Analysis Duty Controls presentation catalog access to HCM - Talent Acquisition subject area. Talent HCM - Talent Acquisition
OA4F_HCM_SALARY_BASIS_ANALYSIS_CONTENT_DUTY Salary Basis Analysis Content Duty Controls presentation catalog access to Workforce Rewards - Salary Basis subject area based DV projects. Workforce Compensation NA
OA4F_HCM_SALARY_BASIS_ANALYSIS_DUTY Salary Basis Analysis Duty Controls presentation catalog access to Workforce Rewards - Salary Basis subject area. Workforce Compensation HCM - Workforce Rewards - Salary Basis (Preview)
OA4F_HCM_SALARY_BASIS_DIV_ANALYSIS_DUTY Salary Basis Diversity Analysis Duty Prevents access to Diversity related folders from Workforce Rewards - Salary Basis subject area. It can't be used in conjunction with Salary Basis Analysis Duty. Workforce Compensation HCM - Workforce Rewards - Salary Basis (Preview)
OA4F_HCM_SUCCESSION_ANALYSIS_CONTENT_DUTY Succession Management Analysis Content Duty Controls presentation catalog access to Succession Management subject area based DV projects. Talent NA
OA4F_HCM_SUCCESSION_ANALYSIS_DUTY Succession Management Analysis Duty Controls presentation catalog access to HCM-Succession Management subject area. Talent HCM - Succession Management
OA4F_HCM_SUCCESSION_DIV_ANALYSIS_DUTY Succession Management Diversity Analysis Duty Prevents access to Diversity related folders from HCM-Succession Management subject area. It can't be used in conjunction with Succession Management Analysis Duty. Talent HCM - Succession Management
OA4F_HCM_TALENT_REVIEW_ANALYSIS_CONTENT_DUTY Talent Review Management Analysis Content Duty Controls presentation catalog access to Talent Review Meetings subject area based DV projects. Talent NA
OA4F_HCM_TALENT_REVIEW_ANALYSIS_DUTY Talent Review Management Analysis Duty Controls presentation catalog access to HCM - Talent Review Meetings subject area. Talent HCM - Talent Review Meetings
OA4F_HCM_TALENT_REVIEW_DIV_ANALYSIS_DUTY Talent Review Management Diversity Analysis Duty Prevents access to Diversity related folders from HCM - Talent Review Meetings subject area. It can't be used in conjunction with Talent Review Management Analysis Duty. Talent HCM - Talent Review Meetings
OA4F_HCM_TL_ANALYSIS_DUTY Time And Labor Analysis Duty Controls presentation catalog access to HCM - Workforce Time and Labor Management (Preview) Subject area. Time And Labor HCM - Workforce Time and Labor Management (Preview)
OA4F_HCM_WORKER_SENIORITY_ANALYSIS_DUTY Worker Seniority Analysis Duty Controls presentation catalog access to HCM - Worker Seniority (Preview) subject area. Global HCM HCM - Worker Seniority (Preview)
OA4F_HCM_WORKER_SENIORITY_DIV_ANALYSIS_DUTY Worker Seniority Diversity Analysis Duty Prevents access to Diversity related folders from HCM - Worker Seniority (Preview) subject area. It can't be used in conjunction with Worker Seniority Analysis Duty. Global HCM HCM - Worker Seniority (Preview)
OA4F_HCM_WORKFORCE_CORE_ANALYSIS_CONTENT_DUTY Workforce Core Analysis Content Duty Controls presentation catalog access to workforce core subject area based DV projects . Global HCM NA
OA4F_HCM_WORKFORCE_CORE_ANALYSIS_DUTY Workforce Core Analysis Duty Controls presentation catalog access to Workforce Core subject area. Global HCM HCM - Workforce Core
OA4F_HCM_WORKFORCE_CORE_DIV_ANALYSIS_CONTENT_DUTY Workforce Core Diversity Analysis Content Duty Controls presentation catalog access to workforce core subject area based DV projects without the diversity related information. Global HCM NA
OA4F_HCM_WORKFORCE_CORE_DIV_ANALYSIS_DUTY Workforce Core Diversity Analysis Duty Provides access to all objects of the workforce core subject area except the folders related to diversity data. Global HCM HCM - Workforce Core
OAF_HCM_GAINS_LOSS_TRANSACTION_ANALYSIS_CONTENT_DUTY Workforce Gains and Losses Transaction Analysis Content Duty Controls presentation catalog access to Gains and Losses subject area based DV projects. Global HCM NA
OAF_HCM_GAINS_LOSS_TRANSACTION_ANALYSIS_DUTY Workforce Gains and Losses Transaction Analysis Duty Controls presentation catalog access to HCM - Workforce Gains and Losses subject area. Global HCM HCM - Workforce Gains and Losses
OAF_HCM_GAINS_LOSS_TRANSACTION_DIV_ANALYSIS_CONTENT_DUTY Workforce Gains and Losses Transaction Diversity Analysis Content Duty Controls presentation catalog access to Gains and Losses subject area based DV projects without the diversity related information. Global HCM NA

Common Duty Roles

You can select the subject area for each of the Oracle Fusion Analytics Warehouse products and review the data lineage details. This enables you to understand the column and table lineage from the presentation layer to the physical layer.

Duty Role Code Duty Role Name Details Functional Area Gets access to Subject Area Display Name OR Associated Role
OA4F_COMMON_DATA_ADMIN_ANALYSIS_DUTY Data Warehouse Refresh Analysis Duty Object security role to control presentation catalog access to Common - Warehouse Refresh Statistics subject area. Common Common - Warehouse Refresh Statistics
OA4F_COMMON_USAGE_TRACKING_DUTY Usage Tracking Analysis Duty Object security role to control presentation catalog access to Common - Usage Tracking subject area. Common Common - Usage Tracking
OA4F_SECURITY_REPORTING_DUTY Security Reporting Duty Object security role to control presentation catalog access to Security Assignment and Security Audit History subject areas. Common

Common - Security Assignment

Common - Security Audit History

Subject Area Metrics Details

Overview

Metric details provide a brief description about metrics in a user-friendly way and contains formula wherever needed.

HCM—Check-Ins

This tables describes Check-Ins metrics.

Metric Metric Definition
Total Check-Ins Count (check-ins).
Workers with Check-ins Count (workers) with count (check in document) >= one.
Managers with Check-ins Count (Line managers) with count (check in document) >= one.
Count of Check-Ins with Performance Goals Count (check-ins) where count (topic name) > zero and topic type = performance goal.
Percentage of Check-ins with Performance Goals 100 * (count of check-ins with performance goals) / total check-ins.
Count of Check-Ins with Development Goals Count (check-ins) where count (topic name) > zero and topic type = development goal.
Percentage of Check-ins with Development Goals 100 * (count of check-ins with development goals) / total check-ins.
Count of Check-Ins with General Topic Count (check-ins) where count (topic name) > zero and topic type = general topic.
Percentage of Check-ins with General Topics 100 * (count of check-ins with general topic) / total check-ins.
Terminated Workers with Check-ins Number of workers terminated during the time period with check-ins.

HCM—Diversity Analysis

This tables describes Check-Ins metrics.

Metric Metric Definition
Hire Count Count of all workers hired during the year
Applicant Count Count of job applicants during the year
Not Hired Count Provides the count of applicants that were not hired during the year
Promotion Headcount Sum of headcount of all workers with promotions during the year
Promotion FTE Sum of fte of all workers with promotions during the year
Primary Assignment Promotion Count Sum of primary assignment count of all workers with promotions during the year
Period Start Headcount Sum of headcount of all workers  at the year start
Period Start FTE Sum of fte of all workers  at the year start
Period Start Primary Assignment Count Sum of primary assignment count of all workers  at the year start
   
Termination Headcount Sum of headcount of all workers terminated during the year
Termination FTE Sum of fte of all workers terminated during the year
Primary Assignment Termination Count Sum of primary assignment count of all workers terminated during the year
Period Start Headcount Sum of headcount of all workers  at the year start
Period Start FTE Sum of fte of all workers  at the year start
Period Start Primary Assignment Count Sum of primary assignment count of all workers  at the year start
   
Voluntary Termination Headcount Sum of headcount of all workers terminated voluntarily during the year
Voluntary Termination FTE Sum of fte of all workers terminated voluntarily during the year
Primary Assignment Voluntary Termination Count Sum of primary assignment count of all workers terminated voluntarily during the year
   
Involuntary Termination Headcount Sum of headcount of all workers terminated involuntarily during the year
Involuntary Termination FTE Sum of fte of all workers terminated involuntarily during the year
Primary Assignment Involuntary Termination Count Sum of primary assignment count of all workers terminated involuntarily during the year
   
Period End Headcount Sum of headcount of all workers with salary during the year end
Period End FTE Sum of fte of all workers with salary during the year end
Period End Primary Assignment Count Sum of primary assignment count of all workers with salary during the year end
Headcount with Global Annual Salary above Median Sum of headcount of all workers with Global Annual Salary above Median during the year
Headcount with Global Annual Salary below Median Sum of headcount of all workers with Global Annual Salary below Median during the year
FTE with Global Annual Salary above Median Sum of fte of all workers with Global Annual Salary above Median during the year
FTE with Global Annual Salary below Median Sum of fte of all workers with Global Annual Salary below Median during the year
Primary Assignment Count with Global Annual Salary above Median Sum of primary assignment count of all workers in the age with Global Annual Salary above Median of the Employees in the Legislative_Job_Category_Code at the end of the year
Primary Assignment Count with Global Annual Salary below Median Sum of primary assignment count of all workers in the age with Global Annual Salary below Median of the Employees in the Legislative_Job_Category_Code at the end of the year

HCM—Goals and Career Development

This tables describes Goals and Career Development metrics.

Metric Metric Definition
Number of Performance Goals Count of performance goals.
Workers with Performance Goals Distinct count of workers with performance goals.
Workers with Goals Completed Distinct count of workers that have all their goals in completed status.
Percent of Workers with Complete Goals 100 * (count of workers that have all their goals in completed status / count of all workers with performance goals).
Workers with Incomplete Goals Distinct count of employees that have at least one incomplete performance goal.
Percentage of Workers with Incomplete Goals 100 * (count of employees that have at least one incomplete performance goal /workers with performance goals).
Managers with Incomplete Goals Distinct count of line managers that have not completed the performance goals.
Workers with Incomplete Goals Beyond Target Completion Date Distinct count of workers that have not completed the performance goals beyond the target completion date.
Workers with Goals Not Started Beyond Target Completion Date Distinct count of workers that have not started the performance goals beyond the target completion date.
Number of Development Goals Count of development goals.
Number of Development Goals In Progress Count of development goals created but yet to complete.
Number of Development Goals Completed Count of development goals completed.
Workers with Development Goals Distinct count of workers that have created development goals.
Workers with Incomplete Development Goals Distinct count of workers that have at least one of their development goals incomplete.
Workers with Complete Development Goals Distinct count of workers that have completed all of their development goals.
Workers with Incomplete Development Goals after Target Date Count of workers that have not completed their development goals beyond the target completion date.
Percent of Workers with Incomplete Development Goals after Target Date 100 * (workers with incomplete development goals after target date) / workers with development goals.
Workers with Complete Development Goals after Target Date Distinct count of workers that have completed their development goals beyond the target completion date.

HCM—Journeys

This tables describes Journeys metrics.

Metric Metric Definition
Number of Workers with Journeys Number of workers with allocated journeys.
Number of Workers with Journeys - Active Number of workers with allocated journeys that are active currently.
Number of Workers with Incomplete Journeys -  Overdue Number of workers with allocated journeys that are incomplete and overdue currently.
Number of Workers with Incomplete Journeys - Not Overdue Number of workers with allocated journeys that are incomplete but not overdue currently.
Number of Journeys  Number of distinct allocated journeys .
Number of  Journeys - Completed Total number of  allocated journeys that are completed.
Number of  Journeys - Overdue Total number of  allocated journeys that are  overdue.
Time to Complete the Journey (Days) Number of days to complete a journey.
Number of Tasks Total number of tasks in the allocated journey.
Number of Mandatory Tasks Total number of mandatory tasks in allocated journey.
Number of Completed Tasks Total number of tasks completed in allocated journey.
Number of Mandatory Tasks Completed Total number of mandatory tasks completed in allocated journey.
Days to Complete the Task - Planned Estimated number of days to complete the task.
Days to Complete the Task - Actual Actual number of days to complete the task.
Tasks - Not AppLicable Tasks that are marked as not applicable .
Overdue Tasks Active tasks where the target end date is in the past.
Number of Tasks Completed Beyond Due Date Total number of tasks completed in allocated journey after the target completion date.

HCM—Learning (Preview)

This tables describes Journeys metrics.

Metric Metric Definition
Number of Enrollments Requested Provides the count of enrollments that are in requested status
Number of Enrollments Request Rejected Provides the count of enrollments requests that are in rejected status
Number of Enrollments Pending Fulfilment  Provides the count of enrollments that are in pending fulfillment status
Number of Enrollments Pending Prerequisite  Provides the count of enrollments that are pending due to missing pre-requisite by the learner
Number of Non-Catalog Items Enrollment Provides the count of enrollments by learners to non-catalog items
Number of Learners Enrolled to non-catalog items Provides the count of Learners enrolled to non-catalog items
Number of Learners - Active Provides the count of all learners
Number of Enrollments - Active Provides the count of enrollments across all learning items by workers
Number of Course Enrollments - Active Provides the count of courses enrolled by the learner
Number of Specialization Enrollments - Active Provides the count of specializations enrolled by the learner
Number of e-learning Enrollments - Active Provides the count of e-learnings enrolled by the learner
Average Learning Items per learner - Active Provides the average number of learning item enrolled by all learners
Number of Voluntary Enrollments - Active Provides the count of voluntary learning enrollments
Number of Required Enrollments - Active Provides the count of required learning enrollments
Number of Overdue Enrollments  Provides the count of learning enrollments that are past the due date
Number of Not Started Enrollments  Provides the count of learning enrollments that have been assigned but not started
Number of In-Progress Enrollments  Provides the count of learning enrollments that are started but not yet completed
Number of Renewed Learning Assignments - Active Provides the count of enrollments that are renewed
Number of Learners - Post Active Provides the count of all learners
Number of Enrollments - Post Active Provides the count of enrollments across all learning items by workers
Number of Courses Enrollment - Post Active Provides the count of courses enrolled by the learner
Number of Specializations Enrollment - Post Active Provides the count of specializations enrolled by the learner
Number of e-learning Enrollment - Post Active Provides the count of e-learnings enrolled by the learner
Number of Non-Catalog Items  Enrollment - Post Active Provides the count of enrollments by learners to non-catalog items
Number of Learners enrolled to non-catalog items - Post Active  Provides the count of Learners enrolled to non-catalog items
Average Learning Items per learner Enrollment - Post Active Provides the average number of learning item enrolled by all learners
Number of Voluntary Enrollments  - Post Active Provides the count of voluntary learning enrollments
Number of Required enrollments  Enrollment - Post Active Provides the count of required learning enrollments
Number of Completed Enrollments  Provides the count of learning enrollments that are completed
Number of Withdrawn Enrollments  Provides the count of learning enrollments that are withdrawn by the learner
Voluntary Learning Completion count  Provides the count of voluntary learning enrollments that are completed
Voluntary Learning Enrollments Completion Rate  Provides the percentage of completed voluntary enrollments against the total voluntary enrollments
Required Learning Completion count  Provides the count of required learning enrollments that are completed
Required Learning Enrollments Completion Rate  Provides the percentage of completed required assignments against the total required enrollments
Content Completion Count  Provides the count of enrollments that have completed the learning content but the learning status is not yet completed
Number of Workers with New Competency  Provides the count  of Workers who added new competencies to their profile 
Number of Workers with Improved Competency Ratings Provides the count  of Workers whose competency ratings Improved after completing the learning assignment
Number of Workers with New language  Provides the count  of Workers who added new languages to their profile after completing the learning assignment
Number of Workers with new license and certification Provides the count  of Workers who added additional license and certification to their talent profile  after completing the learning assignment
Number of Workers with new honors and awards Provides the count  of Workers who added additional honors and awards to their talent profile  after completing the learning assignment
Number of Workers with new memberships Provides the count  of Workers who added additional memberships to their talent profile  after completing the learning assignment
Total Cost Provides the cost of all trainings enrolled by the learners
Cost - Withdrawn Enrollments Provides the cost incurred on learning assignments that were withdrawn
Cost - Completed Enrollments Provides the cost incurred on learning assignments that were completed
Cost - Bypass Completed Enrollments Provides the cost incurred on learning assignments that were bypass completed
Cost - Not Passed Enrollments Provides the cost incurred on learning assignments that were  completed but not passed
Cost - Deleted Enrollments Provides the cost incurred on learning assignments that were  deleted
Average Cost per learner Provides the cost per person incurred across all learnings
Cost - Terminated Learners Provides the cost of learning incurred by the workers that are currently terminated
Cost - enrolled but not completed Provides the cost of incomplete learning incurred by workers 
Overall Learning Item Rating Provides the average overall rating of a learning item
Average Learning Item Rating - Workforce Structures Provides the average rating of a learning item by various dimensions
High Satisfaction Learners  Provides the count of learners that rated a learning item with score = 5
Low Satisfaction Learners  Provides the count of learners that rated a learning item with score = 1
Top Rated Courses Provides the count of courses that have ratings >= 4

HCM—Performance Management

This tables describes Performance Management metrics.

Metric Metric Definition
Number of Performance Documents Created Number of performance documents created.
Number of Workers with Performance documents Count (distinct workers) with performance document created.
Performance Document In-ProgRess Count (performance documents) where performance document status = in progress.
Performance Document Completed Count (performance documents) where performance document status = completed.
Performance Document Submitted Count (performance documents) where performance document status = submitted.
Workers with Incomplete Appraisal Count of workers that have created but not completed the performance appraisal.
Managers with Incomplete Appraisal Count (managers) with performance document status <> completed.
Managers with Pending Appraisals of Workers Count (managers) where workers with performance document status <> completed.
Pending Document with an Inactive Manager Count of performance document in-progress and assigned to an inactive manager.
High Potential Count Count of workers with potential category = high.
Medium Potential Count Count of workers with potential category = medium.
Low Potential Count Count of workers with potential category = low.
Pending Tasks Count (performance tasks) where status <> completed.
Completed Tasks Count (performance tasks) where status = completed.
Tasks Completed Beyond Due Date Count (performance tasks) where status = completed and due date < completion date.
Pending Tasks Beyond Due Date Count (performance tasks) where status <> completed and due date < completion date.
Overall Manager Rating Overall rating provided by the manager for the performance document.
Overall Worker Rating Overall rating provided by the worker for the performance document.
Overall Participant Rating Overall rating provided by participants other than manager and worker.
Calculated Overall Rating Average of the overall ratings provided by all participants.
Workers with Performance Rating Count (workers) where overall manager rating is not null.
Percentage of Workers with Performance Rating 100 * (count of workers with overall manager rating) /number of workers with performance documents.
Performance Appraisal - High Performers Count Count of workers with performance category = high.
Performance Appraisal - Medium Performers Count Count of workers with performance category = medium.
Performance Appraisal - Low Performers Count Count of workers with performance category = low.
Performance Appraisal - Percentage of High Performers 100 * (count of workers with performance category = high) /workers with performance rating.
Performance Appraisal - Percentage of Medium Performers 100 * (count of workers with performance category = medium) / workers with performance rating.
Performance Appraisal - Percentage of Low Performers 100 * (count of workers with performance category = low) / workers with performance rating.
Manager Section Rating Manager section rating - to be used with the attributes section type and section name.
Worker Section Rating Worker section rating - to be used with the attributes section type and section name.
Calculated Section Rating Average of the overall ratings provided by all participants - to be used with the attributes section type and section name.
Manager Item Rating Item ratings provided by the manager - to be used with the attributes Item type and Item name.
Worker Item Rating Item ratings provided by the worker - to be used with the attributes Item type and Item name.
Manager Rated Proficiency Level Proficiency rating provided by the manager - to be used with the attributes Item type and Item name.
Worker Rated Proficiency Level Proficiency rating provided by the worker - to be used with the attributes Item type and Item name.
Manager Goals Rating Manager rating where performance document section = goals.
Worker Goals Rating Worker rating where performance document section = goals.

HCM—Profile Matching (Preview)

This tables describes Profile Matching metrics.

Metric Metric Definition
Number of Active Person Profiles Number of active person profiles.

HCM—Succession Management

This tables describes Succession Management metrics.

Metric Metric Definition
Number of Succession Plans Count (distinct succession plan).
Active Plan Count Count (distinct succession plan) where status = active.
Inactive Plan Count Count (distinct succession plan)  = inactive.
Incumbent Plan Count Count (distinct succession plan)  where plan type = incumbent.
Job Plan Count Count (distinct succession plan)  where plan type = job.
Position Plan Count Count (distinct succession plan)  where plan type = position.
Number of Private Plans Count (distinct succession plan)  where plan privacy = private.
Succession Plans with Candidates Count (distinct succession plan)  where candidate count > zero.
Succession Plans without Candidates Count (distinct succession plan)  where candidate count = zero.
Active Plans without Candidate Count (distinct succession plan)  where status = active and candidate count = zero.
Jobs with Plan without Incumbents Count (distinct succession plan)  where plan type = job and inferred incumbent count = zero.
Position with Plan without Incumbents Count (distinct succession plan)  where plan type = position and inferred incumbent count = zero.
Plans with Single Owner Count (distinct succession plan) where count (distinct owner id) = one.
Plans with Inactive Owner Count (distinct succession plan) where owners assignment status = inactive.
Successful Plans with High Risk Candidate Count (distinct succession plan)  where candidate succession status = ORA_HRM_SUCCESSOR  and candidate risk of loss = high.
Incumbent Count - Incumbent Plan Count (distinct incumbent) from all active incumbent plans.
InferRed Incumbent Count  Count (distinct incumbent) from all active succession plans where plan type in (job, position).
Total Incumbents (incumbent count - incumbent plan + inferred incumbent count).
Incumbent Departed Count Count (distinct incumbent) who are terminated.
Incumbent with High Risk of Loss Count (distinct incumbent) where risk of loss category = high.
Percentage of Incumbents with High Risk of Loss (Count (distinct incumbent) where risk of loss category = high * one00) /incumbent count - incumbent plan.
Incumbent with High Impact of Loss Count (distinct incumbent) where impact of loss category = high.
Percentage of Incumbents with High Impact of Loss (Count (distinct incumbent) where impact of loss category = high * one00) /incumbent count - incumbent plan.
High Risk of Loss Incumbents without Candidates Count (distinct incumbent) where risk of loss category = high and candidate count is zero.
High Impact of Loss Incumbents without Candidates Count (distinct incumbent) where impact of loss category = high and candidate count is zero.
Plans with High Risk Incumbents and No Candidates Count (distinct succession plan)  where candidate count = zero and incumbent risk of loss = high.
Plans with High Risk Incumbents and No Ready Now Candidates Count (distinct succession plan)  where ready now candidate count = zero and incumbent risk of loss = high.
Successful Plans with High Risk Incumbents Count (distinct succession plan)  where candidate succession status = ORA_HRM_SUCCESSOR and incumbent risk of loss = high.
Number of Candidates Count (distinct internal candidates + external candidate).
Active Candidate Count Count (distinct candidates) where candidates current status on the succession plan = active.
Inactive Candidate Count Count (distinct candidates) where candidates current status on the succession plan= inactive.
Interim Candidates Count (distinct candidates) where interim flag = Y.
Candidates with Succession Plans Count (distinct candidates) where candidate IN (Select incumbent from active succession plans). Note: The candidate could be a direct incumbent or an inferred incumbent in any other plan.
Candidates without Succession Plans Count (distinct candidates) where candidate NOT IN (select incumbent from active succession plans).
Candidate Active Plan Count  Count (distinct plan) where plan status = active .
Ready Now Count  Count (distinct candidates) where readiness band = ready now.
Ready in 1 Year Count  Count (distinct candidates) where readiness band = ready in < one year.
Ready in 2 Years Count  Count (distinct candidates) where readiness band = ready in one - 2 years.
Ready in 3 Years Count  Count (distinct candidates) where readiness band = ready in 3 - 4 years.
High Risk of Loss Candidates Count (distinct candidates) where risk of loss band = high.
High Impact of Loss Candidates Count (distinct candidates) where impact of loss band = high.
Willing to Relocate Candidates Count (distinct candidates) where willing to relocate flag = Y.
Candidates Success Count - Incumbent Plan Count (distinct candidates)  where candidate succession status = ORA_HRM_SUCCESSOR for the plan.
Candidates Success Count - Job Plan Count (distinct candidates)  where candidate succession status = ORA_HRM_SUCCESSOR for the plan.
Candidates Success Count - Position Plan Count (distinct candidates)  where candidate succession status = ORA_HRM_SUCCESSOR for the plan.
Internal Candidate Count Count (distinct candidates) where candidate <> external candidate.
External Candidate Count Count (distinct external candidate ID) where candidate = external candidate.
Candidate Since (Days) Time (in days) between the date candidate added to a plan till current date .
New Role Candidates - Incumbent Plan Count (distinct candidates)  where candidate succession status = ORA_HRM_MOVED_TO_DIFF_ROLE .
New Role Candidates - Job Plan Count (distinct candidates)  where candidate succession status = ORA_HRM_MOVED_TO_DIFF_ROLE .
New Role Candidates - Position Plan Count (distinct candidates)  where candidate succession status = ORA_HRM_MOVED_TO_DIFF_ROLE .
High Performance Candidates Count (distinct candidates) where performance category band = high.
Medium Performance Candidates Count (distinct candidates) where performance category band = medium.
Low Performance Candidates Count (distinct candidates) where performance category band = low.
High Potential Candidates Count (distinct candidates) where potential category band = high.
Medium Potential Candidates Count (distinct candidates) where potential category band = medium.
Low Potential Candidates Count (distinct candidates) where potential category band= low.
High Performance High Risk of Loss Candidates Count (distinct candidates) where performance category band= high and risk of loss band= high.
High Potential High Risk of Loss Candidates Count (distinct candidates) where potential category band = high and risk of loss band = high.
Percentage of External Candidates (Number of external candidates/Total candidates) * one00.
Percentage of Internal Candidates (Number of internal candidates/Total candidates) * one00.
Candidate Matching - Succession Plan Job Count (distinct candidates)  where candidate job ID = plan job id.
Candidate Matching - Succession Plan Position Count (distinct candidates)  where candidate position ID = plan position ID AND business unit ID = plan business unit ID.
Succession Plan - Matching Candidate Job Count (distinct plan_ID)  where candidate job ID = plan job id.
Succession Plan - Matching Candidate Position Count (distinct plan_ID)  where candidate position ID = plan position ID AND business unit ID = plan business unit ID.
Successful Plans Count (distinct succession plans)  where candidate succession status = ORA_HRM_SUCCESSOR for the plan.
Candidate Matching - Incumbent Job Count (distinct candidates)  where candidate job ID = incumbent job id.
Succession Plan - Candidate Matching Incumbent Job Count (distinct plan_ID)  where candidate job ID = incumbent job id.

HCM—Talent Acquisition

This table describes Talent Acquisition metrics.

Metric Metric Definition
Job Requisitions by Recruiter Average number of job requisitions by recruiters.
Job Requisitions in Approval Phase (Period End) Number of job requisitions in approval phase.
Job Requisitions in Draft Phase (Period End) Number of job requisitions in draft phase.
Job Requisitions in Formatting Phase (Period End) Number of job requisitions in job formatting phase.
Job Requisitions in Posting Phase (Period End) Number of job requisitions in posting phase.
Job Requisitions Not in Open Phase (Period End) Number of job requisitions created but not yet open.
Job Requisitions in Open Phase (Period Begin) Number of job requisitions opened at the beginning of the time period.
Job Requisitions Open Phase (Period End) Number of job requisitions opened at the end of the time period.
Percentage of Job Requisitions Not Open Percentage of job requisitions created but not yet open.
Recruiter Count Distinct count of workers identified as recruiters.
Total Job Requisitions Total number of requisitions in all phases and states except in the filled state.
Total Openings Number of total openings specified for a job requisition when it is opened.
Vacancy Fill Rate Percentage of open requisitions that have been filled in a time period.
Number of Job Requisition Events Number of job requisition events.
Number of Job Requisitions Moved to Approval Phase Number of job requisitions in approval phase at the time of the requisition event.
Number of Job Requisitions Moved to Cancelled State Number of job requisitions in cancelled state at the time of the requisition event.
Number of Job Requisitions Moved to Draft Phase Number of job requisitions in draft phase at the time of the requisition event.
Number of Job Requisitions Moved to Filled State Number of job requisitions in filled state at the time of the requisition event.
Number of Job Requisitions Moved to Job Formatting Phase Number of job requisitions in job formatting phase at the time of the requisition event.
Number of Job Requisitions Moved to Open Phase Number of job requisitions in open phase at the time of the requisition event.
Number of Job Requisitions Moved to Rejected State Number of job requisitions in rejected state at the time of the requisition event.
Number of Job Requisitions Moved to Suspended State Number of job requisitions in suspended state at the time of the requisition event.
Total Job Requisitions (on Event) Number of job requisitions at the time of the requisition event.
Time To Fill Number of days between when a job requisition is opened to when it is filled.
Number of Job Requisitions Moved to Posting Phase Number of job requisitions in posting phase on the time of the requisition event.
Number of Job Requisitions Moved to Deleted State Number of job requisitions in deleted state at the time of the requisition event.
Time Elapsed (Days) From Draft Phase to Approval Phase Time duration between the earliest start of the draft phase and the latest start of the approval phase.
Time Elapsed (Days) From Approval Phase to Job Formatting Phase Time duration between the earliest start of the approval phase and the latest start of the job Formatting phase.
Time Elapsed (Days) From Job Formatting Phase to Posting Phase Time duration between the earliest start of the job Formatting phase and the latest start of the posting phase.
Time Elapsed (Days) From Posting Phase to Open Phase Time duration between the earliest start of the posting phase and the latest start of the open phase.
Total Job Applications (on Event) Number of job applications at the time of the application event.
Job Applications Rejected Number of applications rejected by the employer.
Job Applications Withdrawn Number of applications withdrawn by the applicant.
Number of Job Applications in Offer Phase Moved to Draft State Number of job applications in offer phase moved to draft state.
Number of Job Applications in Offer Phase Moved to Approved State Number of job applications in offer phase moved to approved state.
Number of Job Applications in Offer Phase Moved to Extended State Number of job applications in offer phase moved to extended state.
Number of Job Applications in Offer Phase Moved to Rejected State Number of job applications in offer phase moved to rejected state.
Number of Job Applications in Offer Phase Moved to Accepted State Number of job applications in offer phase moved to accepted state.
Number of Job Applications in Offer Phase Moved to Withdrawn State Number of job applications in offer phase moved to withdrawn state.
Number of Candidates with Job Application Distinct count of candidates that have submitted job application.
Number of Job Applications Moved to HR Phase Number of job applications moved to HR phase.
New Hires Number of candidates that have been hired for the first time in the organization.
Employee Hires Number of hires that are already employees in the organization with a different job.
Contingent Worker Hires Number of hires that are already contingent workers in the organization with a different job.
Internal Hires Number of hires that already have an active work relationship in the organization.
External Hires Number of hires that are external candidates.
Referral Hires Number of hires that were referral candidates.
Number of Referred Applications Number of job applications that came as referrals.
Total Requisitions with Applicants Number of job requisitions that have applicants on them.
Requisition with No Internal Applicants Number of job requisitions that do not have any internal applicants on them.
Hire Rate The percentage of candidates that have been hired including internal and external candidates based on the job application.
External Hire Rate The percentage of external candidates that have been hired.
Internal Hire Rate The percentage of internal candidates that have been hired.
Job Applications - Offer Acceptance Rate Job offers accepted as a percentage of offers extended.
Referral Hire Rate The percentage of referral candidates that have been hired.
Referral Success rate The percentage of candidate referrals that resulted as hires.
Rehires Number of hires where the candidate was an ex worker of the organization.
Rehire Rate Number of rehires as a percentage of total hires.
Drop Off Rate Percentage of applications that were either withdrawn or rejected out of the total applications.
Job Requisitions with No Internal Applicant Percentage Percentage of job requisitions that have no internal applicants.
Job Offer Extended to Hired Percentage Percentage of candidates that moved to HR phase of the total offers extended.
Job Offers to openings Percentage Percentage of offers extended against total job openings.
Hires to Goal Rate Percentage of hires against total job openings.
Total Job Applications Total active job applications.
Applicant Count Distinct count of workers with active job application.
Employee Job Applications Count of active job applications from internal employees.
Contingent Job Applications Count of active job applications from internal contingent workers.
External Job Applications Count of active job applications from external candidates.
Job Applications in Offer - Pending Approval Count of active job applications that are in pending approval state of the offer phase.
Job Applications in HR - Pending Processing Count of active job applications in HR phase that are pending processing, both manual and automated.
Job Applications - Willing to Domestic Travel Count of active applications that have a ready to domestic travel flag = Y.
Job Applications - Willing to International Travel Count of active applications that have a ready to international travel flag = Y.
Job Applications - Willing to Relocate Count of active applications that have ready to relocate flag = Y.
Job Applications - Female Number of active job applications created by women.
Job Applications - Male Number of active job applications created by men.
Job Applications - Gender undisclosed Number of active job applications with gender not disclosed.
Job Applications - Veterans Number of active job applications created by veterans.
Job Applications - Non Veterans Number of active job applications created by non veterans.
Job Applications - Disability Number of active job applications created by candidates with disability.
Hires Total hires.
Time Elapsed (Days) From Submission Confirmed Date to Offer Extended State Number of days taken for a job application from the confirmation date till it entered the offer extended state.
Time Elapsed (Days) From Submission Confirmed Date to Offer Accepted State Number of days taken for a job application from the confirmation date till it entered the offer accepted state.
Time Elapsed (Days) From Submission Confirmed Date to Offer Rejected State Number of days taken for a job application from the confirmation date till it entered the offer rejected state.
Time Elapsed (Days) From Submission Confirmed Date to Offer Withdrawn State Number of days taken for a job application from the confirmation date till it entered the offer withdrawn state.
Time Elapsed (Days) From Submission Confirmed Date to Hire Processed State Number of days taken for a job application from the confirmation date till it entered the hire (HR) processed state.
Time to Hire (Days) Number of days taken from the job requisition open date till the latest date when an application entered the hire (HR) processed state as part of this requisition.
Number of Referral Applications Number of applications referred by internal workers.
Number of Campaign Applications Number of applications received through campaigns.
Nunber of Career Sites Applications Number of applications through career sites.
Number of Applications added to Job Requisition Number of applications added to job requisition by recruiters.
Number of Applications from Intelligent matching Number of applications created as a result of the intelligent matching feature.
Number of Applications from Referral Websites Number of applications through referral websites.
Number of Social Media Applications Number of applications through social media.
Number of Search Engine Applications Number of applications created as a result of search engine findings.
Number of Job Board Applications Number of applications through job boards.
Number of Job Aggregator Applications Number of applications through job aggregators.
Number of Applications Created manually Number of applications created by recruiters manually.
Number of Third Party Applications Number of applications through third party codes.
Number of Applications through Shared Job Postings Number of applications through shared job postings.

HCM—Talent Profile

This table describes Talent Profile metrics.

Metric Metric Definition
Facts - Job Model Profile-Number of Job Model Profiles Count (distinct profile ID) where profile status = active and profile type = job.
Facts - Job Model Profile-Number of Jobs With Profiles Count (distinct job code) where profile ID is not null AND profile type = job.
Facts - Job Model Profile- Number of Competencies Count (distinct competency) associated with a model profile where profile type = job.
Facts - Job Model Profile-Number of Degrees Count (distinct degree) associated with a model profile where profile type = job.
Facts - Job Model Profile-Number of Honors and Awards Count (distinct honors and awards) associated with a model profile where profile type = job.
Facts - Job Model Profile-Number of Languages Count (distinct language) associated with a model profile where profile type = job.
Facts - Job Model Profile-Number of License and Certifications Count (distinct license and certificate) associated with a model profile where profile type = job.
Facts - Job Model Profile-Number of Memberships Count (distinct memberships) where associated with a model profile where profile type = job.
Facts - Job Model Profile-Number of Profiles that Requires Travel Count (distinct profile ID) associated with a model profile where profile type = job AND work requirements.travel required = Y.
Facts - Job Model Profile-Number of Profiles that Requires Relocation Count (distinct profile ID) associated with a model profile where profile type = job AND work requirements.willing to relocate = Y.
Facts - Position Model Profile-Number of Position Model Profiles Count (distinct profile ID) where profile status = active and profile type = position.
Facts - Position Model Profile-Number of Positions With Profiles Count (distinct job code) where profile ID is not null AND profile type = position.
Facts - Position Model Profile- Number of Competencies Count (distinct competency) associated with a model profile where profile type = position.
Facts - Position Model Profile-Number of Degrees Count (distinct degree) associated with a model profile where profile type = position.
Facts - Position Model Profile-Number of Honors and Awards Count (distinct honors and awards) associated with a model profile where profile type = position.
Facts - Position Model Profile-Number of Languages Count (distinct language) associated with a model profile where profile type = position.
Facts - Position Model Profile-Number of License and Certifications Count (distinct license and certificate) associated with a model profile where profile type = position.
Facts - Position Model Profile-Number of Memberships Count (distinct memberships) where associated with a model profile where profile type = position.
Facts - Position Model Profile-Number of Profiles that Requires Travel Count (distinct profile ID) associated with a model profile where profile type = position AND work requirements.travel required = Y.
Facts - Position Model Profile-Number of Profiles that Requires Relocation Count (distinct profile ID) associated with a model profile where profile type = position AND work requirements.willing to relocate = Y.
Facts - Person Profile-Number of Profiles Count (distinct profile code).
Facts - Person Profile-Number of Workers with Profiles Count (distinct person ID) where profile code is not null.
Facts - Person Profile-Number of Active Profiles Count (distinct profile code) where status = active.
Facts - Person Profile-Number of Workers with Active Profiles Count (distinct person ID) where profile code is not null and profile status = active.
Facts - Person Profile-Percentage of Active Profiles 100 * (count (distinct profile code) where status = active) / Count (distinct profile code).
Facts - Skills and Qualifications- Number of Competencies Count (distinct competency) associated with a person profile.
Facts - Skills and Qualifications-Number of Degrees Count (distinct degree) associated with a person profile.
Facts - Skills and Qualifications-Number of Honors and Awards Count (distinct honors and awards) associated with a person profile.
Facts - Skills and Qualifications-Number of Languages Count (distinct language) associated with a person profile.
Facts - Skills and Qualifications-Number of License and Certifications Count (distinct license and certificate) associated with a person profile.
Facts - Skills and Qualifications-Number of Workers Willing to Relocate Count (distinct person ID) where willing to relocate = Y.
Facts - Skills and Qualifications-Number of Workers Ready for Domestic Travel Count (distinct person ID) where ready for domestic travel = Y.
Facts - Skills and Qualifications-Number of Workers Ready for International Travel Count (distinct person ID) where ready for international travel = Y.
Facts - Skills and Qualifications-Number of Workers Ready Now for CaReer Move Count (distinct person ID) where ready for career move = Y.
Facts - Talent Ratings - Number of Workers with Performance Rating Count (distinct person ID) where performance rating is not null.
Facts - Talent Ratings-Number of High Performers Count (distinct person ID) where performance category = high.
Facts - Talent Ratings-Number of Medium Performers Count (distinct person ID) where performance category = medium.
Facts - Talent Ratings-Number of Low Performers Count (distinct person ID) where performance category = low.
Facts - Talent Ratings-Number of Workers with Potential Rating Count (distinct person ID) where potential rating is not null.
Facts - Talent Ratings-Number of High Potential Count (distinct person ID) where potential category = high.
Facts - Talent Ratings-Number of Medium Potential Count (distinct person ID) where potential category = medium.
Facts - Talent Ratings-Number of Low Potential Count (distinct person ID) where potential category = low.
Facts - Talent Ratings-Number of Workers with Risk of Loss Count (distinct person ID) where risk of loss rating is not null.
Facts - Talent Ratings-Number of Workers with Impact of Loss Count (distinct person ID) where impact of loss rating is not null.

HCM—Talent Review Meetings

This table describes Talent Review Meetings metrics.

Metric Metric Definition
Number of Facilitators Number of facilitators in the talent review meeting.
Number of Participants Number of participants in the talent review meeting.
Number of Reviewees Number of reviewees in the talent review meeting.
Number of Meetings Number of talent review meetings.
Number of High Performers Number of workers rated as high performers .
Number of Medium Performers Number of workers rated as medium performers.
Number of Low Performers Number of workers rated as low performers.
Number of High Potential Number of workers rated as high potential.
Number of Medium Potential Number of workers rated as medium potential.
Number of Low Potential Number of workers rated as low potential.
Number of High Risk of Loss Number of workers rated as high risk of loss.
Number of Medium Risk of Loss Number of workers rated as medium risk of loss.
Number of Low Risk of Loss Number of workers rated as low risk of loss.
Number of High Impact of Loss Number of workers rated as high impact of loss.
Number of Medium Impact of Loss Number of workers rated as medium impact of loss.
Number of Low Impact of Loss Number of workers rated as low impact of loss.
Number of Top Talent Number of workers rated as high performers and high potential.
Number of Low Talent Number of workers rated as low performers and low potential.
Number of Top Talent at High Risk of Loss Provides the count of workers rated high in performance and potential that are rated high risk of loss.
Number of High Performers at High Risk of Loss Provides the count of workers rated high in performance and potential that are rated high risk of loss.
Number of High Potential at High Risk of Loss Provides the count of workers rated high in potential and potential that are rated high risk of loss.
Number of Top Talent at High Impact of Loss Provides the count of workers rated high in performance and potential that are rated high impact of loss.
Number of Top Talent at Low Impact of Loss Provides the count of workers rated high in performance and potential that are rated low impact of loss.
Number of High Performers at High Impact of Loss Provides the count of workers rated high in performance and potential that are rated high impact of loss.
Number of High Potential at High Impact of Loss Provides the count of workers rated high in potential  that are rated high impact of loss.
Number of High Performers at Low Impact of Loss Provides the count of workers rated high in performance  that are rated low impact of loss.
Number of High Risk of Loss Terminated within 1 Year Provides the count of workers that got terminated within one year of being rated high risk of loss.
Number of Low Risk of Loss Terminated within 1 Year Provides the count of workers that got terminated within one year of being rated low risk of loss.
Number of High Risk of Loss Active Workers after a Year Provides the count of workers that are rated high risk of loss for more than a year but still not terminated.
Number of Workers - Improved Performance Rating Provides the count of workers whose performance band changed from low to medium, high or medium to high.
Number of Workers - Improved Potential Rating Provides the count of workers whose potential band changed from low to medium, high or medium to high.
Number of Workers - Decreased Performance Rating Provides the count of workers whose performance band changed from high to medium, low or medium to low.
Number of Workers - Decreased Potential Rating Provides the count of workers whose potential band changed from high to medium, low or medium to low.
Number of Workers - Increased Risk of Loss Provides the count of workers whose risk of loss band changed from low to medium, high or medium to high.
Number of Workers - Decreased Risk of Loss Provides the count of workers whose risk of loss band changed from high to medium, low or medium to low.
Number of Workers - Increased Impact of Loss Provides the count of workers whose impact of loss band changed from low to medium, high or medium to high.
Number of Workers - Decreased Impact of Loss Provides the count of workers whose impact of loss band changed from high to medium, low or medium to low.
Number of High Performers Terminated within 1 Year Provides the count of workers that got terminated within one year of being rated as high performers in the talent review meeting.
Number of Low Performers Terminated within 1 Year Provides the count of workers that got terminated within one year of being rated as low performers in the talent review meeting.
Number of High Performers Number of workers rated as high performers .
Number of Medium Performers Number of workers rated as medium performers.
Number of Low Performers Number of workers rated as low performers.
Number of High Potential Number of workers rated as high potential.
Number of Medium Potential Number of workers rated as medium potential.
Number of Low Potential Number of workers rated as low potential.
Number of High Risk of Loss Number of workers rated as high risk of loss.
Number of Medium Risk of Loss Number of workers rated as medium risk of loss.
Number of Low Risk of Loss Number of workers rated as low risk of loss.
Number of High Impact of Loss Number of workers rated as high impact of loss.
Number of Medium Impact of Loss Number of workers rated as medium impact of loss.
Number of Low Impact of Loss Number of workers rated as low impact of loss.
Number of Top Talent Number of workers rated as high performers and high potential.
Number of Low Talent Number of workers rated as low performers and low potential.

HCM—Worker Seniority (Preview)

This table describes Worker Seniority metrics.

Metric Metric Definition
Person Count(P) Number of Workers with the seniority data, can include active and inactive
Seniority Years(P) Number of years of seniority, does not consider the seniority months and days (This leverages the existing seniority years column from the db without using the months and days columns)
Seniority Months(P) Number of months of seniority, does not consider the seniority days. (This leverages the existing seniority years and months column from the db without using the days columns)
Seniority Days(P) seniority days This leverages the existing total seniority days column from the db
Person Count(A) Number of Workers with the seniority data, can include active and inactive
Seniority Years(A) Number of years of seniority, does not consider the seniority months and days (This leverages the existing seniority years column from the db without using the months and days columns)
Seniority Months(A) Number of months of seniority, does not consider the seniority days. (This leverages the existing seniority years and months column from the db without using the days columns)
Seniority Days(A) seniority days This leverages the existing total seniority days column from the db
Person Count(WR) Number of Workers with the seniority data, can include active and inactive
Seniority Years(WR) Number of years of seniority, does not consider the seniority months and days (This leverages the existing seniority years column from the db without using the months and days columns)
Seniority Months(WR) Number of months of seniority, does not consider the seniority days. (This leverages the existing seniority years and months column from the db without using the days columns)
Seniority Days(WR) seniority days This leverages the existing total seniority days column from the db

HCM—Workforce Absence Management

This table describes Workforce Absence Management metrics.

Metric Metric Definition
Total Duration of Absences (Days) Sum of duration of all absences.
Total Duration of Absences (Hours) Sum of duration of all absences, for absence type with UOM=Hours.
QuaLification Plan Absences Duration Sum of duration of approved absences of qualification plans.
Number of QuaLification Plan Absences Count of distinct approved absences of qualification plans.
Accrual Plan Absences Duration Sum of duration of approved absences of accrual plans.
Number of Accrual Plan Absences Count of distinct approved absences of accrual plan .
Compensatory Plan Absences Duration Sum of duration of approved absences of compensatory plans.
Number of Compensatory Plan Absences Count of distinct approved absences of compensatory plans.
NoEntitlement Plan Absences Duration Sum of duration of approved absences of NoEntitlement plans.
Number of NoEntitlement Plan Absences Count of distinct approved absences of NoEntitlement plans.
Approved Absence Transactions Count of distinct absences transaction with approval status as approved.
Completed Absence Transactions Count of distinct approved absence transactions with past dated absence end date.
Pending Approval Absences Transactions Count of distinct absences transaction with approval status as awaiting approval.
Scheduled Absence Transactions Count of distinct approved absence transactions with future absence start date.
Worker Count (Approved Absences) Count distinct worker with absences transactions with approval status as approved.
Worker Count (Pending Absences) Count distinct worker with absence transactions with approval status as awaiting approval.
Female Gender Ratio (Approved Absences) Female gender ratio with approved absences.
Male Gender Ratio (Approved Absences) Male gender ratio with approved absences.
Late Notified Absences Count of late notified absences.
Withdrawn Absence Transactions Count of distinct absences transaction with absence status as withdrawn.
Rejected Absence Transactions Count of distinct absences transaction with approval status as denied.
Draft Absence Transactions Count of distinct absences transaction with absence status as saved.
Worker Count (Rejected Absences) Count distinct worker with absences transactions with approval status as denied.
Worker Count (Withdrawn Absences) Count distinct worker with absences transactions with absence status as withdrawn.
Worker Count (Draft Absences) Count distinct worker with absences transactions with absence status as saved.
Female Gender Ratio (Rejected Absences) Female gender ratio with rejected absences.
Male Gender Ratio (Rejected Absences) Female gender ratio with rejected absences.
Absence Approval Rate for High Performer Worker Ratio of approved absence to total absence of a worker with performance rating=high.
Absence Approval Rate for Low Performer Worker Ratio of approved absence to total absence of a worker with performance rating=Low.
Absence Rejection Rate for High Performer Worker Ratio of rejected absence to total absence of a worker with performance rating=high.
Absence Rejection Rate for Low Performer Worker Ratio of rejected absence to total absence of a worker with performance rating=Low.
Worker Count (Enrolled in a Plan) Count of workers enrolled in an absence plan.
Accrual Balance End accrual balance as on balance run date.
Prior Accrual Balance Begin accrual balance as on balance run date.
Compensatory Plan Balance Begin compensatory plan balance as on last balance run date.
Prior Compensatory Plan Balance End compensatory plan balance as on last balance run date.
Accrual Value Plan accrual value.
Annual Accrual Front Loaded calculated accrual.
Periodic Accrual Calculated incremental accrual plan value, as of the last accrual run date.
Carryover Balance value that is carry over as of latest balance calculation date.
Carryover Expiration Carry over balance value that will expire as of latest balance calculation date.
Carryover Forfeiture Carry over balance value to forfeiture due to carryover limits set.
Vested Accrual Accrued balance value subject to a waiting period that has subsequently passed.
Unvested Accrual Accrued balance value but subject to a waiting period set.
Other Adjustments Other balance adjustment transactions.
Unprocessed Adjustments Total of all unprocessed adjustments for the latest balance calculation date.
Transferred Balance Balance value transferred to and from other accrual plans.
Processed Absences Total processed absences as of latest balance calculation date.
Unprocessed Absences Balance value used by absences scheduled.
Compensatory Time Compensatory time accrued.
Expiration Disbursement (Compensatory Plan) Disbursement of balance to payroll upon expiration.
Other Adjustments (Compensatory Plan) Other balance adjustment transactions.
Unprocessed Adjustment (Compensatory Plan) Total of all unprocessed adjustments for the latest balance calculation date.
Transferred Balance (Compensatory Plan) Balance value transferred to and from other accrual plans.
Donations Donations.

HCM—Workforce Core

This table describes Workforce Core metrics.

Metric Metric Definition
Average Headcount Average of headCount (period start + period end HC) /2.
Average FTE Average of FTE (period start + period end FTE) /2.
Worker Count Count of distinct workers.
Employee Headcount Ratio Ratio of the employee headcount vs total headcount.
Contingent Headcount Ratio Ratio of the contingent headcount vs total headcount.
Employee FTE Ratio Ratio of the employee FTE vs total FTE.
Contingent Worker FTE Ratio Ratio of the contingent FTE vs total FTE.
Span of Control Workforce Structure Average nunber of reportees for a manager by workforce structures like business unit, location, job family and so on.
Average Worker Age Average age of the worker based on their date of birth.
Headcount Turnover Percentage of the headcount terminations to the total headcount.
FTE Turnover Percentage of the FTE terminations to the total FTE.
Voluntary FTE Turnover Percentage of the voluntary FTE terminations to the total FTE.
Involuntary FTE Turnover Percentage of the involuntary FTE terminations to the total FTE.
Voluntary Headcount Turnover Percentage of the voluntary headcount terminations to the total headcount.
Involuntary Headcount Turnover Percentage of the involuntary headcount terminations to the total headcount.
New Hire Headcount Turnover Percentage of workers terminated within a year of hire.
Headcount Retention Percentage of workers retained.
New Hire Headcount Retention Percentage of worker retention who are hired within a year.
FTE Retention Percentage of worker FTE retained.
New Hire FTE Retention Percentage of worker retention who are hired within a year.
Assignment Event Headcount Headcount value of events during the period.
Hire Headcount Headcount of worker assignment hire events.
Rehire Headcount Headcount of worker assignment rehire events.
Pending Hire Headcount Headcount of worker assignment pending hires.
Promotion Headcount Headcount of worker assignment promotion events.
Transfer Headcount Headcount of worker assignment transfer events.
Termination Headcount Headcount of worker assignment terminations.
Inactive Headcount Headcount of inactive worker assignments for all types of worker.
Inactive Employee Headcount Headcount of inactive employees.
Inactive Contingent Headcount Headcount of inactive contingent workers.
Assignment Event FTE FTE value of events during the period.
Hire FTE FTE of worker assignment hire events.
Rehire FTE FTE of worker assignment rehire events.
Pending Hire FTE FTE of worker assignment pending hires.
Promotion FTE FTE of worker assignment promotion events.
Transfer FTE FTE of worker assignment transfer events.
Termination FTE FTE of worker assignment terminations.
Inactive FTE FTE of inactive worker assignments for all types of worker.
Inactive Employee FTE FTE of inactive employees.
Inactive Contingent FTE FTE of inactive contingent workers.
Hire Count Count of worker assignment hire events.
Rehire Count Count of rehires.
Pending Hire Count Count of pending hires.
Promotion Count Count of worker assignment promotion events during the period.
Termination Count Count of worker assignment terminations.
Voluntary Termination Headcount Headcount of worker assignment terminations with a category of voluntary.
Involuntary Termination Headcount Headcount of worker assignment terminations with a category of involuntary.
New Hire Termination Headcount Headcount of worker assignment terminations whose years service is <= one year on their termination date.
High Performer Headcount Turnover 100% * (high performer termination headcount / average headcount).
Voluntary Termination FTE FTE of worker assignment terminations with a category of voluntary.
Involuntary Termination FTE FTE of worker assignment terminations with a category of involuntary.
New Hire Termination FTE FTE of worker assignment terminations whose years service is <= one year on their termination date.
Voluntary Termination Count Count of worker assignment terminations with an action category of voluntary.
Involuntary Termination Count As voluntary termination count but for an action category of involuntary.
New Hire Termination Count Count of worker assignment terminations whose years service is <= one year on their termination date.
Time Between Promotion Average number of months between promotions for a worker.
Time Between Promotion on Event Average number of months between promotions for a worker. .
Promotion Headcount Rate Percentage of workers by headcount that have had a promotion.
Promotion FTE Rate Percentage of workers by FTE that have had a promotion.
Worker Male Gender Ratio Percentage of male workers.
Worker Female Gender Ratio Percentage of female workers.
Worker Non Gender Ratio Percentage of workers with no gender specified.
Years Service Number of years the employee is in the organisation.
Average Service Years Average years of service across all workers.
Incumbent Headcount Sum of headcount for all worker assignments with this position. (Sum of filled positions. positions that are vacant are not to be counted.).
Incumbent FTE Sum of FTE for all worker assignments with this position. (Sum of filled positions. positions that are vacant are not to be counted.).
Salary Annualised salary for the worker assignment in the enterprise currency.
Compa Ratio Ratio of the worker salary to the salary mid point defined for the grade.
Salary on Event Annualised salary for the worker assignment in the enterprise currency on the date of any assignment event.
Compa Ratio on Event Ratio of the worker salary to the salary mid point defined for the grade on the date of any assignment event.
Performance Rating Average of the numeric value of the manager performance rating.
Performance Rating (on Assignment Event) Average of the numeric value of the manager performance rating on the date of any assignment event.
Potential Rating Average of the numeric value of the potential rating.
Potential Rating (on Assignment Event) Average of the numeric value of the potential rating on the date of any assignment event.
Headcount (Period Start) Total headcount at the start of the period, such as year, quarter, month, or week.
Headcount (Period End) Total headcount at the end of the period, such as year, quarter, month, or week.
FTE (Period Start) Total FTE at the Start of the period, such as year, quarter, month, or week.
FTE (Period End) Total FTE at the end of the period, such as year, quarter, month, or week.
Person Count (Period Start) Total person count at the start of the period, such as year, quarter, month, or week.
Person Count (Period End) Total person count at the end of the period, such as year, quarter, month, or week.
Headcount Headcount of active and suspended worker assignments for all types of worker.
Employee Headcount Headcount of active and suspended employees.
Contingent Headcount Headcount of active and suspended contingent workers.
Active Headcount Active worker headcount as of the time period.
FTE FTE of active and suspended worker assignments for all types of worker.
Employee FTE FTE of active and suspended employees.
Contingent Worker FTE FTE of active and suspended contingent workers.
Assignment Count Assignment count as of the time period. one for each assignment.
Assignment Event Count Assignment event count as of the time period. one for each assignment.
Top Talent Headcount Turnover Percentage of headcount terminations of workers whose performance rating and potential rating is high.
High Performer Headcount Retention 100% - high performer headcount turnover.
Talent Retention Percentage Percentage of workers retained by each combination of performance and potential band ratings related to the 9 box.
New Hire FTE Turnover Percentage of FTE terminations where years of service < one year.
High Performer FTE Turnover Percentage of FTE terminations of workers whose performance rating = high.
High Performer FTE Retention Percentage of FTE retention of workers whose performance rating = high.
Retention Voluntary Percentage of voluntary retention of workers.
Top Performer Headcount Sum (headcount) of workers whose performance rating = high.
High Potential Headcount Sum (headcount) of workers whose potential rating = high.
Manager Count Count of all workers with at least one direct report.
Active Headcount Ratio Headcount ratio of active against all workers.
Top Talent Ratio Ratio of workers with performance = high and potential rating = high to the total headcount.
Low Talent Ratio Ratio of workers with performance = high and potential rating = low to the total headcount.
Top Talent Headcount Headcount of workers with performance = high and potential rating = high.
Top Talent Retention Percentage Percentage of workers retained by various combinations of performance and potential ratings.
High Performer Retention Percentage High performer retention percentage.
High Potential Retention Percentage Percentage of workers with potential rating = high.
New Hire Headcount Headcount for all workers with tenure less than or equal to one year for hire action type.
Transfer Count Count of worker assignment transfers.
Percentage of Workers Hired Above 60 Percentage of hires where worker age >= 60 years.
High Performer Termination Headcount Headcount of worker assignment terminations where the workers latest performance rating based on the date for both performance and potential prior to the termination was in the high performance band.
Top Talent Termination Headcount Headcount of terminated workers with performance and potential rating = high.
High Performer Termination FTE Sum (FTE) terminations of workers whose performance rating = high.
High Performer Termination Count Count of worker assignment terminations where the workers latest performance rating based on the date for both performance and potential prior to the termination was in the high performance band.
Annualized Voluntary Retention Percentage of worker annual voluntary retention by Gregorian calendar.
YTD Voluntary Termination Count Year-to-date voluntary termination count.
QTD Voluntary Termination Count Quarter-to-date voluntary termination count.
Distinct Worker Nationalities Count of distinct worker nationalities.
Distinct Worker Ethnicities Count of distinct worker ethnicities.
Months Service Number of months the worker is in service from the legal employer seniority date (or legal employer hire date if the seniority date is null) to the termination date (or current date if the termination date is null).
Average Service Months Average of months service.
CurRency Code Currency code.
Percentage Compa Ratio Change Percentage of change in compa ratio of the worker.
Assignment Count (Period Start) Assignment count at the period start (year, month, quarter and week).
Assignment Count (Period End) Assignment count at the period end (year, month, quarter and week).
Worker Count Distinct count of workers.
Employee Count Count of active and suspended employees.
Contingent Count Count of active and suspended contingent workers.
Active Worker Count Active worker count as of the time period.
Active Worker Ratio Count ratio of active workers against all workers.
Average Worker Count Average of worker count (period start + period end worker count) / 2.
Employee Ratio Ratio of the employee count vs total worker count.
Contingent Ratio Ratio of the contingent count vs total worker count.
Worker Turnover Percentage of the worker terminations to the total worker count.
Voluntary Turnover Percentage of the voluntary terminations count to the total worker count.
Involuntary Turnover Percentage of the involuntary terminations count to the total worker count.
New Hire Turnover Percentage of workers terminated within a year of hire.
High Performer Turnover 100% * (high performer termination count / average worker count).
Top Talent Turnover Percentage of worker terminations whose performance rating and potential rating is high.
Worker Retention Percentage of workers retained.
New Hire Retention Percentage of worker retention who are hired within a year.
Retention Voluntary (Worker Count) Percentage of voluntary retention of workers.
High Performer Retention 100% - high performer turnover.
Talent Retention Percentage (Worker Count) Percentage of workers retained by each combination of performance and potential band ratings related to the 9 box.
Top Talent Worker Count Count of workers with performance = high and potential rating = high.
Top Talent Ratio (Worker Count) Ratio of workers with performance = high and potential rating = high to the total worker count.
Low Talent Ratio (Worker Count) Ratio of workers with performance = low and potential rating = low to the total worker count.
High Performer Retention Percentage (Worker Count) Provides the high performer retention percentage based on worker count.
High Potential Retention Percentage (Worker Count) Provides the high potential retention percentage based on worker count.
Top Talent Retention Percentage (Worker Count) Percentage of workers retained by various combinations of performance and potential ratings.
Voluntary Termination Person Count Count of worker assignment terminations with a category of voluntary.
Involuntary Termination Person Count Count of worker assignment terminations with a category of involuntary.
New Hire Termination Person Count Count of worker assignment terminations whose years service is <= one year on their termination date.
High Performer Termination Person Count Count of worker assignment terminations where the workers latest performance rating prior to the termination was in the high performance band.
Top Talent Termination Person Count Count of terminated workers with performance and potential rating = high.
YTD Voluntary Termination Person Count Year-to-date voluntary termination worker count.
QTD Voluntary Termination Person Count Quarter-to-date voluntary termination worker count.
Termination Count (Termination Date) Count of terminations as of the termination date.
Voluntary Termination Count (Termination Date) Count of voluntary terminations as of the termination date.
Involuntary Termination Count (Termination Date) Count of involuntary terminations as of the termination date.
Rolling 12 Months Termination Headcount Provides the Rolling 12 Months Termination Headcount.
Rolling 12 Months Termination Count Provides the Rolling 12 Months Termination Count.
Years of Service(V1 Enterprise Seniority) Provides the years of service for the worker based on the V1 Enterprise seniority date
Months of Service(V1 Enterprise Seniority) Provides the months of service for the worker based on the V1 Enterprise seniority date
Years of Service(V1 LE Seniority) Provides the years of service for the worker based on the V1 Legal Employer seniority date
Months of Service(V1 LE Seniority) Provides the months of service for the worker based on the V1 Legal Employer seniority date

HCM—Workforce Gains and Losses

This table describes Workforce Gains and Losses metrics.

Metric Metric Definition
Headcount Gain Headcount increase compared to the prior period.
Headcount Gain Hire Headcount increase due to hire or rehire events.
Headcount Gain Reorganisation Reason Headcount increase due to the action reason: re-organization data from configuration.
Headcount Gain Reorganisation Action Headcount increase due to the action name where reorganization indicator flag = Y.
Headcount Gain Global Transfer Headcount increase due to global transfer events.
Headcount Gain Transfer Headcount increase due to transfer events.
Headcount Gain Promotion Headcount increase due to promotion events.
Headcount Gain Others Headcount increase due to events other than hire, promotion, global transfer, and transfer.
Implicit Headcount Gain Gain of headcount due to a managers movement along with their reports to other manager.
Headcount Movement Headcount movement within the managers organization that results in no gain or loss for the respective manager.
Headcount Loss Headcount decrease compared to prior period.
Headcount Loss Termination Headcount decrease due to termination events.
Headcount Loss Reorganisation Reason Headcount decrease due to the action reason: re-organization data from configuration.
Headcount Loss Reorganisation Action Headcount decrease due to the action name where reorganization indicator flag = Y.
Headcount Loss Global Transfer Headcount decrease due to global transfer events.
Headcount Loss Transfer Headcount decrease due to transfer events.
Headcount Loss Promotion Headcount decrease due to promotion events.
Headcount Loss Others Headcount decrease due to events other than termination, promotion, global transfer, and transfer.
Implicit Headcount Loss Loss of headcount due to a managers movement along with their reports to other manager.
FTE Gain FTE increase compared to prior period.
FTE Gain Hire FTE increase due to hire or rehire events.
FTE Gain Reorganisation Reason FTE increase due to the action reason: re-organization data from configuration.
FTE Gain Reorganisation Action FTE increase due to the action name where reorganization indicator flag = Y.
FTE Gain Global Transfer FTE increase due to global transfer events.
FTE Gain Transfer FTE increase due to transfer events.
FTE Gain Promotion FTE increase due to promotion events.
FTE Gain Others FTE increase due to events other than hire, promotion, global transfer, and transfer..
Implicit FTE Gain Gain of FTE due to a managers movement along with their reports to other manager.
FTE Movement FTE movement within the managers organization that results in no gain or loss for the respective manager.
FTE Loss FTE decrease compared to prior period.
FTE Loss Termination FTE decrease due to termination events.
FTE Loss Reorganisation Reason FTE decrease due to the action reason: re-organization data from configuration.
FTE Loss Reorganisation Action FTE decrease due to the action name where reorganization indicator flag = Y.
FTE Loss Global Transfer FTE decrease due to global transfer events.
FTE Loss Transfer FTE decrease due to transfer events.
FTE Loss Promotion FTE decrease due to promotion events.
FTE Loss Others FTE decrease due to events other than hire, promotion, global transfer, and transfer.
Implicit FTE Loss Loss of FTE due to a managers movement along with their reports to other manager.
Assignment Count Gain Assignment count increase compared to prior period.
Assignment Count Gain Hire Assignment count increase due to hire or rehire events.
Assignment Count Gain Reorganisation Reason Assignment count due to the action reason: re-organization data from configuration.
Assignment Count Gain Reorganisation Action Assignment count increase due to the action name where reorganization indicator flag = Y.
Assignment Count Gain Global Transfer Assignment count increase due to global transfer events.
Assignment Count Gain Transfer Assignment count increase due to transfer events.
Assignment Count Gain Promotion Assignment count increase due to promotion events.
Assignment Count Gain Others Assignment count increase due to events other than hire, promotion, global transfer, and transfer.
Implicit Assignent Count Gain Gain of assignment due to a managers movement along with their reports to other manager.
Assignment Count Movement Assignment movement within the managers organization that results in no gain or loss for the respective manager.
Assignment Count Loss Assignment count decrease compared to prior period.
Assignment Count Loss Termination Assignment count decrease due to termination events.
Assignment Count Loss Reorganisation Reason Assignment count decrease due to the action reason: re-organization data from configuration.
Assignment Count Loss Reorganisation Action Assignment count decrease due to the action name where reorganization indicator flag = Y.
Assignment Count Loss Global Transfer Assignment count decrease due to global transfer events.
Assignment Count Loss Transfer Assignment count decrease due to transfer events.
Assignment Count Loss Promotion Assignment count decrease due to promotion events.
Assignment Count Loss Others Assignment count decrease due to events other than hire, promotion, global transfer, and transfer.
Implicit Assignment Count Loss Loss of assignment due to a managers movement along with their reports to other manager.
Person Count Gain Person count increase compared to prior period.
Person Count Gain Hire Person count increase due to hire or rehire events.
Person Count Gain Reorganisation Reason Person count increase due to the action reason: re-organization data from configuration.
Person Count Gain Reorganisation Action Person count increase due to the action name where reorganization indicator flag = Y.
Person Count Gain Global Transfer Person count increase due to global transfer events.
Person Count Gain Transfer Person count increase due to transfer events.
Person Count Gain Promotion Person count increase due to promotion events.
Person Count Gain Others Person count increase due to events other than hire, promotion, global transfer, and transfer.
Implicit Person Count Gain Gain of a person due to a managers movement along with their reports to other manager.
Person Count Movement Person movement within the managers organization that results in no gain or loss for the respective manager.
Person Count Loss Person count decrease compared to prior period.
Person Count Loss Termination Person count decrease due to termination events.
Person Count Loss Reorganisation Reason Person count decrease due to the action reason: re-organization data from configuration.
Person Count Loss Reorganisation Action Person count decrease due to the action name where reorganization indicator flag = Y.
Person Count Loss Global Transfer Person count decrease due to global transfer events.
Person Count Loss Transfer Person count decrease due to transfer events.
Person Count Loss Promotion Person count decrease due to promotion events.
Person Count Loss Others Person count decrease due to events other than hire, promotion, global transfer, and transfer.
Implicit Person Count Loss Loss of a person due to a managers movement along with their reports to other manager.

HCM - Workforce Rewards - Payroll Balances (Preview)

This table describes HCM - Workforce Rewards - Payroll Balances metrics.

Metric Metric Definition
Balance Value Balance Value
Supplemental Earnings Sum( Balance Value) where Base Category Name=‘Supplemental Earnings’ and Base Dimension Name='Core Relationship Tax Unit Run' and Country Code='US' and UOM='Money'
Standard Earnings Sum( Balance Value) where Base Category Name=‘Earnings’ and Base Dimension Name='Core Relationship Tax Unit Run' and Country Code='US' and UOM='Money'
Pre-statutory Deductions Sum ( Balance Value) Where Base Category=‘Pre-Statutory Deductions’ and Base Dimension Name='Core Relationship Tax Unit Run' and Country Code='US' and UOM='Money'
Voluntary Deductions Sum ( Balance Value) Where Base Category=‘Voluntary Deductions’ and Base Dimension Name='Core Relationship Tax Unit Run' and Country Code='US' and UOM='Money'
Employee Tax Credit Sum ( Balance Value) Where Base Category=‘Employee Tax Credits’ and Base Dimension Name='Core Relationship Tax Unit Run' and Country Code='US' and UOM='Money'
Miscellaneous Sum ( Balance Value) Where Base Category=‘Miscellaneous’ and Base Dimension Name='Core Relationship Tax Unit Run' and Country Code='US' and UOM='Money'
Involuntary Deductions Sum ( Balance Value) Where Base Category=‘Involuntary Deductions’ and UOM='Money' and Base Dimension Name= (‘Core Relationship Reference Code Run’,‘Core Relationship Tax Unit, Reference Code Run’,‘Core Relationship Tax Unit, Third Party Payee, Reference Code Run’,‘Core Relationship Tax Unit, Third Party Payee Run’,‘Core Relationship Tax Unit, Area1, Reference Code Run’,‘Core Relationship Tax Unit, Reference Code1,2 Run’,‘Core Relationship Tax Unit, Third Party Payee, Reference Code1,2 Run’,‘Core Relationship Third Party Payee, Reference Code Run’,‘Core Relationship Reference Code1,2 Run’,‘Core Relationship Area1, Reference Code Run’,‘Core Relationship Third Party Payee, Reference Code1,2 Run’,‘Core Relationship Tax Unit Run’) and Country Code='US'
Tax Deductions Sum ( Balance Value) Where Base Category=‘Tax Deductions’ and UOM='Money' and Base Dimension Name In (‘Core Relationship Tax Unit,Area1 Run’,‘Core Relationship Tax Unit,Area1,2 Run’,‘Core Relationship Tax Unit,Area1,2,3 Run’,‘Core Relationship Tax Unit Run’,‘Core Relationship Tax Unit,Area1,4 Run’) and Country Code='US'
Employer Charges Sum ( Balance Value) Where Base Category=‘Employer Charges’ and UOM='Money' and Base Dimension Name In (‘Core Relationship Tax Unit,Area1 Run’, ‘Core Relationship Tax Unit,Area1,2 Run’, ‘Core Relationship Tax Unit,Area1,2,3 Run’, ‘Core Relationship Tax Unit Run’, ‘Core Relationship Tax Unit,Area1,4 Run’) and Country Code='US'
Employer Taxes Sum ( Balance Value) Where Base Category=Employer Taxes’ and and UOM='Money' and Base Dimension Name In (‘Core Relationship Tax Unit,Area1 Run’,‘Core Relationship Tax Unit,Area1,2 Run’,‘Core Relationship Tax Unit,Area1,2,3 Run’,‘Core Relationship Tax Unit Run’,‘Core Relationship Tax Unit,Area1,4 Run’) and Country Code='US'
Direct Payments Sum ( Balance Value) Where Base Category=‘Direct Payments’ and Base Dimension Name='Core Relationship Tax Unit Run' and Country Code='US' and and UOM='Money'
Standard Earning (YTD) Year to Date Value of Standard Earning
Supplemental Earnings (YTD) Year to Date Value of Supplemental Earnings
Pre-statutory Deductions (YTD) Year to Date Value of Pre-statutory Deductions
Voluntary Deductions (YTD) Year to Date Value of Voluntary Deductions
Employee Tax Credit (YTD ) Year to Date Value of Employee Tax Credit
Miscellaneous (YTD ) Year to Date Value of Miscellaneous
Involuntary Deductions ( YTD) Year to Date Value of Involuntary Deductions
Tax Deductions ( YTD) Year to Date Value of Tax Deductions
Employer Charges(YTD) Year to Date Value of Employer Charges
Direct Payments (YTD) Year to Date Value of Direct Payments
Standard Earning (QTD) Quarter to Date Value of Standard Earning
Supplemental Earnings (QTD) Quarter to Date Value of Supplemental Earnings
Pre-statutory Deductions (QTD) Quarter to Date Value of Pre-statutory Deductions
Voluntary Deductions (QTD) Quarter to Date Value of Voluntary Deductions
Employee Tax Credit (QTD) Quarter to Date Value of Employee Tax Credit
Miscellaneous (QTD) Quarter to Date Value of Miscellaneous
Involuntary Deductions (QTD) Quarter to Date Value of Involuntary Deductions
Tax Deductions (QTD) Quarter to Date Value of Tax Deductions
Employer Charges(QTD) Quarter to Date Value of Employer Charges
Direct Payments (QTD) Quarter to Date Value of Direct Payments
Standard Earning (MTD) Month To Date Value of Standard Earning
Supplemental Earnings (MTD) Month To Date Value of Supplemental Earning
Pre-statutory Deductions (MTD) Month To Date Value of Pre-statutory Deductions
Voluntary Deductions (MTD) Month To Date Value of Voluntary Deductions
Employee Tax Credit (MTD) Month To Date Value of Employee Tax Credit
Miscellaneous (MTD) Month To Date Value of Miscellaneous
Involuntary Deductions (MTD) Month To Date Value of Involuntary Deductions
Tax Deductions (MTD) Month To Date Value of Tax Deductions
Employer Charges(MTD) Month To Date Value of Employer Charges
Direct Payments (MTD) Month To Date Value of Direct Payments
Balance Value (MTD) Month to Date Balance Value
Balance Value ( QTD) Quarter to Date Balance Value
Balance Value ( YTD) Year to Date Balance Value
Balance Value Period Ago Balance Value Period Ago
Balance Value Variance Balance Value Variance
Balance Value Growth Rate Balance Value Growth Rate
Employer Taxes ( YTD) Year to Date Employer Taxes
Employer Taxes ( QTD) Quarter to Date Employer Taxes
Employer Taxes ( MTD) Month to Date Employer Taxes
Standard Earnings Period Ago Standard Earnings Period Ago
Supplemental Earnings Period Ago Supplemental Earnings Period Ago
Miscellaneous Period Ago Miscellaneous Period Ago
Pre-Statutory Deductions Period Ago Pre-Statutory Deductions Period Ago
Involuntary Deductions Period Ago Involuntary Deductions Period Ago
Voluntary Deductions Period Ago Voluntary Deductions Period Ago
Tax Deductions Period Ago Tax Deductions Period Ago
Employer Taxes Period Ago Employer Taxes Period Ago
Direct Payment Period Ago Direct Payment Period Ago
Employer Charges Period Ago Employer Charges Period Ago
Employee Tax Credits Period Ago Employee Tax Credits Period Ago
Standard Earnings Variance Standard Earnings Variance
Supplemental Earnings Variance Supplemental Earnings Variance
Miscellaneous Variance Miscellaneous Variance
Pre-Statutory Deductions Variance Pre-Statutory Deductions Variance
Involuntary Deductions Variance Involuntary Deductions Variance
Voluntary Deductions Variance Voluntary Deductions Variance
Tax Deductions Variance Tax Deductions Variance
Employer Taxes Variance Employer Taxes Variance
Direct Payment Variance Direct Payment Variance
Employer Charges Variance Employer Charges Variance
Employee Tax Credits Variance Employee Tax Credits Variance
Standard Earnings Growth Rate Standard Earnings Growth Rate
Supplemental Earnings Growth Rate Supplemental Earnings Growth Rate
Miscellaneous Growth Rate Miscellaneous Growth Rate
Pre-Statutory Deductions Growth Rate Pre-Statutory Deductions Growth Rate
Involuntary Deductions Growth Rate Involuntary Deductions Growth Rate
Voluntary Deductions Growth Rate Voluntary Deductions Growth Rate
Tax Deductions Growth Rate Tax Deductions Growth Rate
Employer Taxes Growth Rate Employer Taxes Growth Rate
Direct Payment Growth Rate Direct Payment Growth Rate
Employer Charges Growth Rate Employer Charges Growth Rate
Employee Tax Credits Growth Rate Employee Tax Credits Growth Rate
Worker Count Count of workers processed
Worker Count Variance Variance of worker processed 
Worker Count Period Ago Worker count processed (Period Ago)
Worker Count Growth Rate Worker Count Processed (Growth Rate)

HCM - Workforce Rewards - Payroll Costing (Preview)

This table describes HCM - Workforce Rewards - Payroll Costing metrics.

Metric Metric Definition
Worker Count Costing  Count of workers processed in costing process
Credit  Credit Value
Debit Debit Value
Credit Amount Credit Amount
Debit Amount Debit Amount
Credit Variance Credit Variance
Debit Variance Debit Variance
Credit Period Ago Period Ago Value for Credit Amount
Debit Period Ago Period Ago Value for Debit Amount
Credit ( MTD ) Month To Date Accumulation for credit Amount
Debit ( MTD ) Month To Date Accumulation for debit  Amount
Credit ( QTD ) Quarter To Date Accumulation for credit  Amount
Debit (QTD) Quarter To Date Accumulation for debit  Amount
Credit ( YTD) Year To Date Accumulation for credit  Amount
Debit ( YTD) Year To Date Accumulation for debit  Amount
Payment Cost Credit Amount  Payment Cost Credit Amount
Payment Cost Debit Amount Payment Cost Debit amount
Payment Cost Credit Variance Payment Cost Credit Variance
Payment Cost Debit Variance Payment Cost Debit Variance
Payment Cost Credit  Period Ago  Payment Cost Credit Period Ago
Payment Cost Debit  Period Ago Payment Cost Debit Period Ago
Payment Cost Credit ( MTD ) Month To Date Accumulation for credit Amount
Payment Cost Debit ( MTD ) Month To Date Accumulation for debit Amount
Payment Cost Credit ( QTD ) Quarter To Date Accumulation for credit Amount
Payment Cost Debit (QTD) Quarter To Date Accumulation for debit Amount
Payment Cost Credit ( YTD) Year To Date Accumulation for credit Amount
Payment Cost Debit ( YTD) Year To Date Accumulation for debit Amount

HCM—Workforce Rewards - Salary Basis (Preview)

This table describes Workforce Rewards Salary Basis metrics.

Metric Metric Definition
Salary Adjustment Percentage Salary Adjustment Percentage
High Performer Salary Change Rate Salary Change Rate for High Performer Workers
Low Performer Salary Change Rate Salary Change Rate for Low Performer Workers
Medium Performer salary Changes Salary Change Rate for Medium Performer Workers
New Hire Salary Sum of salary basis amount of a new hire ( Workers with less than or equal to 12 months of service period )
Salary Adjustment (Off Cycle Changes) Sum of Salary basis adjustment amount for all action codes except " Allocate Workforce Compensation"
Salary Adjustment ( From Compensation Plan) Sum of Salary basis adjustment amount action codes =" Allocate Workforce Compensation"
Salary Amount Worker's Salary Amount ( Base Pay)
Prior Salary Prior Salary Amount Of Worker
Salary Adjustment Amount Salary Adjustment Amount
Average Annualized Salary Average Annualized Salary
Annual Salary Annual Salary Amount
Annualized Salary ( FTE) Full Time Annualized Salary Amount
Worker Count ( Below Range) Distinct Worker count Quartile='Below Range'
Worker Count ( Above Range) Distinct Worker count with Quartile='Above Range'
Headcount (Below Range ) Sum of Headcount with Quartile='Below Range'
Headcount ( Above Range ) Sum of Headcount with with Quartile='Above Range'
Worker Count (Quartile=1) Count Of Worker with quartile value=1
Worker Count ( Quartile=2) Count Of Worker with quartile value=2
Worker Count ( Quartile=3) Count Of Worker with quartile value=3
Worker Count ( Quartile =4) Count Of Worker with quartile value=4
Component Adjustment Percentage Salary component percentage
Component Adjustment Amount Salary Component Adjustment Amount
Worker Count ( With Salary Basis) Count of workers with Salary associated
Time Since Last Salary Change Time span between current date & salary change date
Worker Count (Quintile=1) Count of workers with Quintile=1
Worker Count (Quintile=2) Count of workers with Quintile=2
Worker Count (Quintile=3) Count of workers with Quintile=3
Worker Count (Quintile=4) Count of workers with Quintile=4
Worker Count (Quintile=5) Count of workers with Quintile=5

HCM—Workforce Rewards - Workforce Compensation

This table describes Workforce Rewards - Workforce Compensation metrics.

Metric Metric Definition
Total Components For the Plan Number of component used in a compensation plan.
Worksheets (Not Started) Worksheets without any changes saved.
Worksheet (Withdrawn) Worksheet withdrawn.
Worksheets (Budgets Available) Worksheets without any changes and budget available.
Worksheets (Budgets Withdrawn) Worksheets with withdrawn budgets.
Worksheet (Work In Progress) Worksheets with some changes saved.
Worksheet (Submitted) Worksheets submitted for approval.
Worksheet (Rejected) Worksheets returned for correction.
Worksheet (Request Information) Worksheets returned with request for information.
Worksheet (Approved) Approved worksheet.
Worksheet (Processed) Worksheets with data posted to HR and payroll (transfer to HR process).
Number of Workers Total number of workers populated in a worksheet.
Eligible Workers Number of all Eligible workers in worksheet.
Worker Compensated with Zero Increase Worker count with compensation amount equal to zero or not specified.
Total Worker Compensated Total worker count with compensation amount greater than or equal to zero.
Worker Compensated (BeLow Target Compensation) Count of workers compensated below target compensation.
Worker Compensated (Above Target Compensation) Count of workers compensated above target compensation.
Base Salary Worker base pay amount, expressed in workers base pay frequency.
Base Salary Adjustment Amount Worker base pay amount, expressed in plan frequency.
Proposed Salary New base salary of a worker, expressed in workers base pay frequency.
New Adjusted Salary Amount Proposed salary,expressed in plan frequency.
Eligible Salary Amount calculated to determine workers allocation amount.
Compensation Amount Amount allocated to a worker.
Compensation Amount (Maximum) Maximum amount that can be allocated to a worker.
Compensation Amount (Minimum) Minimum amount that can be allocated to a worker.
Target Compensation Amount Recommended compensation amount.
Target Compensation Amount (Minimum) Minimum recommended allocation amount.
Target Compensation Amount (Maximum) Maximum recommended allocation amount.
Compensation Variance Variance between target compensation and actual compensation amount.
Proposed Salary (Average) Average of proposed salary.
Average Compensation Amount Average amount allocated to a worker.
Worker Budget Amount Amount budgeted for a worker.
Miscellaneous Rate 1 Compensation plan custom column.
Miscellaneous Rate 2 Compensation plan custom column.
Miscellaneous Rate 3 Compensation plan custom column.
Miscellaneous Rate 4 Compensation plan custom column.
Miscellaneous Rate 5 Compensation plan custom column.
Miscellaneous Rate 6 Compensation plan custom column.
Percentage Budget Utilized Ratio of budget amount Utilized to overall budget.
Overall Budget Amount (Allocated) Total budget amount allocated to a worksheet manager.
Overall Budget Amount (Available) Budget amount left to be Utilized by worksheet managers.
Overall Budget Amount (Used) Budget amount used by worksheet managers.
Total Eligible Salaries Sum of Eligible salaries of workers.
Base Salary Change Value Salary change value.

HCM—Workforce Time and Labor Management (Preview)

This table describes Workforce Time and Labor Management metrics.

Metric Metric Definition
Worker Count ( Saved Time Cards) Count Of Workers with Time Card Status As 'SAVED'
Worker Count ( Entered Time Cards) Count of Workers with Time Card Status As 'ENTERED'
Worker Count ( Submitted Time Cards) Count of Workers with Time Card Status As 'SUBMITTED'
Worker Count ( Approved Time Cards) Count of Workers with Time Card Status As 'APPROVED'
Number Of Time Cards Total Time Cards
Time Cards (Approved) Count Of Time Cards With Status As 'APPROVED'
Time Cards ( Entered) Count Of Time Cards With Status As 'ENTERED'
Time Cards (Incomplete) Count Of Time Cards With Status as 'INCOMPLETE'
Time Cards (In Error) Count Of Time Cards With Status as 'IN_ERROR'
Time Cards ( Rejected ) Count Of Time Cards With Status as 'REJECTED'
Time Cards (Saved) Count Of Time Cards With Status as 'SAVED'
Time Cards (Submitted) Count Of Time Cards With Status as 'SUBMITTED'
No. Of Reported Time Entries Total Reported Time Entries
Reported Hours Total Reported Hours
Labor Hours Total Labor Hours
Reported Hours Approved Total Reported Hours Approved
Labor Hours Approved Total Labor Hours Approved , 
Reported Hours Rejected Total Reported Hours Rejected
Labor Hours Rejected Total Labor Hours Rejected
No. Of Absence Time Entries Total Number of Absence Time Entries
Absence Hours Total Absence Hours
Absence Hours Approved Total Absence Hours Approved
Absence Hours Rejected Total Absence Hours Rejected
Processed Hours Total Processed Hours
Processed Units Total Processed Units

Descriptive Flexfield Details

Overview

Descriptive Flexfields (DFFs) allow you to capture additional information on the Fusion application transactional UI. DFFs provide you the flexibility to configure data that is not available ready-to-use in the application. You can report on the configured DFFs through Fusion Analytics Warehouse application for HCM.

Absence

Descriptive Flexfield (DFF)

Subject Area Name Descriptive Flexfield (DFF) Supported
HCM - Workforce Absence Management Absence Categories
HCM - Workforce Absence Management Absence Plan
HCM - Workforce Absence Management Absence Reasons
HCM - Workforce Absence Management Absence Recordings
HCM - Workforce Absence Management Absence Type

Global Human Resources

Descriptive Flexfield (DFF)

Subject Area Name Descriptive Flexfield (DFF) Supported
HCM-Workforce Core Additional HR Action Attributes
HCM-Workforce Core Legislative Action Attributes
HCM-Workforce Core Additional Action Reason Attributes
HCM-Workforce Core Person Additional Attributes
HCM-Workforce Core Assignment Attributes
HCM-Workforce Core Legislative Assignment Attributes
HCM-Workforce Core Citizenship Attributes
HCM-Workforce Core Ethnicity Attributes
HCM-Workforce Core Person Disability Information
HCM-Workforce Core Person Disability Legislative Information
HCM-Workforce Core Person Name Attributes
HCM-Workforce Core Person Type Attributes
HCM-Workforce Core Persons Attributes
HCM-Workforce Core Position Attributes
HCM-Workforce Core Work Relationship Attributes
HCM-Workforce Core Work Relationship Legislative Information
HCM-Workforce Core Department Attributes
HCM-Workforce Core Person Legislative Attributes
HCM-Workforce Core Job Attributes
HCM-Workforce Core Grade Attributes
HCM-Workforce Core Location Attributes

Talent

Descriptive Flexfield (DFF)

Subject Area Name Descriptive Flexfield (DFF) Supported
HCM - Talent Acquisition Requisition DFF
HCM - Talent Acquisition Offer DFF
HCM - Talent Acquisition Offer Assignment DFF