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 details subject area information for Human Capital Management data using 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 24R1_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:
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Description of the subject area.
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Business questions that can be answered by data in the subject area, with a link to more detailed information about each business question.
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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.
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Primary navigation to the work area that is represented by the subject area.
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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.
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The lowest grain of transactional data in a subject area. The lowest transactional data grain determines how data are joined in a report.
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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
This section is applicable for CX Subscription Management Analytics only.
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 24R1_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 workforce 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_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 | HCM - Workforce Absence Management |
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 | HCM - Workforce Rewards - Salary Basis (Preview) | |||
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 | |||
Position Analysis Duty | HCM - Positions | |||
ORA_PER_HUMAN_RESOURCE_MANAGER_JOB | Human Resource Manager | Human Resource Manager | Absence Management Analysis Duty | HCM - Workforce Absence Management |
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 | HCM - Workforce Rewards - Salary Basis (Preview) | |||
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 | |||
Position Analysis Duty | HCM - Positions | |||
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 |
ORA_HNS_ENVIRONMENT_HEALTH_AND_SAFETY_MANAGER_JOB | Environment, Health and Safety Manager | Environment, Health and Safety Manager | Worker Health and Safety Analysis Duty | HCM - Health and Safety Incidents |
ORA_PER_HUMAN_RESOURCE_SPECIALIST_JOB | Human Resource Specialist | Human Resource Specialist | Position Analysis Duty | HCM - Positions |
ORA_PAY_PAYROLL_ADMINISTRATION_JOB | Payroll Administrator | Gets access to Payroll Management Subject Area | Payroll Analysis Duty | HCM - Workforce Rewards - Payroll Balances |
Payroll Costing Analysis Duty | HCM - Workforce Rewards - Payroll Costing | |||
ORA_PAY_PAYROLL_MANAGER_JOB | Payroll Manager | Gets access to Payroll Management Subject Area | Payroll Analysis Duty | HCM - Workforce Rewards - Payroll Balances |
Payroll Costing Analysis Duty | HCM - Workforce Rewards - Payroll Costing |
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_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_COMPENSATION_WORKSHEET_MANAGER_DATA | Compensation Worksheet Manager Data Security | Compensation worksheet manager data security. | Workforce Compensation |
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_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_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_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_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_REC_ALL_APP_DATA | Recruitment Job Application View All Data Security | Recruitment data role to report on all job applications. | 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_REQ_DATA | Recruitment Job Requisition Data Security | Recruitment job requisition data security. | Talent |
OA4F_HCM_VIEW_ALL_DATA | Oracle Fusion Analytics Warehouse View All Data Role | Human Capital Management data security policy to view all data. | Workforce |
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 | HCM - Workforce Absence Management |
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 | HCM - Check-Ins |
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 | HCM- Workforce Rewards- Workforce Compensation |
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_EHS_ANALYSIS_DUTY | Worker Health and Safety Analysis Duty | Provides access to all objects of the HCM - Health and Safety Incidents subject area. | EHS | HCM - Health and Safety Incidents (Preview) |
OA4F_HCM_EHS_DIV_ANALYSIS_DUTY | Worker Health and Safety Diversity Analysis Duty | Provides access to all objects of the HCM - Health and Safety Incidents subject area except the folders related to diversity data. | EHS | HCM - Health and Safety Incidents (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 | HCM - Goals and Career Development |
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 | HCM - Learning (Preview) |
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 |
OA4F_HCM_PAYROLL_COSTING_ANALYSIS_DUTY | Payroll Costing Analysis Duty | Controls presentation catalog access to HCM - Workforce Rewards - Payroll Costing subject area. | Payroll | HCM - Workforce Rewards - Payroll Costing |
OA4F_HCM_PERFORMANCE_ANALYSIS_CONTENT_DUTY | Performance Management Analysis Content Duty | Controls presentation catalog access to Performance Management subject area based DV projects. | Talent | HCM - Performance Management |
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_POSITION_ANALYSIS_DUTY | Position Analysis Duty | Provides access to all objects of the HCM - Positions subject area. | Global HCM | HCM - Positions |
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 | HCM - Talent Profile |
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 | HCM - Talent Acquisition |
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 | HCM - Workforce Rewards - Salary Basis (Preview) |
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 | HCM - Succession Management |
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 | HCM - Succession Management |
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 | HCM - Workforce Core |
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 | HCM - Workforce Core |
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 | HCM - Workforce Gains and Losses |
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 | HCM - Workforce Gains and Losses |
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 |
---|---|
Count of Check-Ins with Development Goals | Count (check-ins) where count (topic name) > zero and topic type = development goal. |
Count of Check-Ins with General Topic | Count (check-ins) where count (topic name) > zero and topic type = general topic. |
Count of Check-Ins with Performance Goals | Count (check-ins) where count (topic name) > zero and topic type = performance goal. |
Managers with Check-ins | Count (Line managers) with count (check in document) >= one. |
Percentage of Check-ins with Development Goals | 100 * (count of check-ins with development goals) / total check-ins. |
Percentage of Check-ins with General Topics | 100 * (count of check-ins with general topic) / total check-ins. |
Percentage of Check-ins with Performance Goals | 100 * (count of check-ins with performance goals) / total check-ins. |
Terminated Workers with Check-ins | Number of workers terminated during the time period with check-ins. |
Total Check-Ins | Count (check-ins). |
Workers with Check-ins | Count (workers) with count (check in document) >= one. |
HCM—Diversity Analysis (Preview)
This tables describes Check-Ins metrics.
Metric | Metric Definition |
---|---|
Applicant Count | Count of job applicants 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 |
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 |
Hire Count | Count of all workers hired during the year |
Involuntary Termination FTE | Sum of fte of all workers terminated involuntarily during the year |
Involuntary Termination Headcount | Sum of headcount of all workers terminated involuntarily during the year |
Not Hired Count | Provides the count of applicants that were not hired during the year |
Period End FTE | Sum of fte of all workers with salary during the year end |
Period End Headcount | Sum of headcount 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 |
Period Start FTE | Sum of fte of all workers at the year start |
Period Start FTE | Sum of fte of all workers at the year start |
Period Start Headcount | Sum of headcount of all workers at the year start |
Period Start Headcount | Sum of headcount of all workers at the year start |
Period Start Primary Assignment Count | Sum of primary assignment count of all workers at the year start |
Period Start Primary Assignment Count | Sum of primary assignment count of all workers at the year start |
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 |
Primary Assignment Involuntary Termination Count | Sum of primary assignment count of all workers terminated involuntarily during the year |
Primary Assignment Promotion Count | Sum of primary assignment count of all workers with promotions during the year |
Primary Assignment Termination Count | Sum of primary assignment count of all workers terminated during the year |
Primary Assignment Voluntary Termination Count | Sum of primary assignment count of all workers terminated voluntarily during the year |
Promotion FTE | Sum of fte of all workers with promotions during the year |
Promotion Headcount | Sum of headcount of all workers with promotions during the year |
Termination FTE | Sum of fte of all workers terminated during the year |
Termination Headcount | Sum of headcount of all workers terminated during the year |
Voluntary Termination FTE | Sum of fte of all workers terminated voluntarily during the year |
Voluntary Termination Headcount | Sum of headcount of all workers terminated voluntarily during the year |
HCM—Goals and Career Development
This tables describes Goals and Career Development metrics.
Metric | Metric Definition |
---|---|
Managers with Incomplete Goals | Distinct count of line managers that have not completed the performance goals. |
Number of Development Goals | Count of development goals. |
Number of Development Goals Completed | Count of development goals completed. |
Number of Development Goals In Progress | Count of development goals created but yet to complete. |
Number of Performance Goals | Count of performance goals. |
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). |
Percent of Workers with Incomplete Development Goals after Target Date | 100 * (workers with incomplete development goals after target date) / workers with development goals. |
Percentage of Workers with Incomplete Goals | 100 * (count of employees that have at least one incomplete performance goal /workers with performance goals). |
Workers with Complete Development Goals | Distinct count of workers that have completed all of their 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. |
Workers with Development Goals | Distinct count of workers that have created development goals. |
Workers with Goals Completed | Distinct count of workers that have all their goals in completed status. |
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. |
Workers with Incomplete Development Goals | Distinct count of workers that have at least one of their development goals incomplete. |
Workers with Incomplete Development Goals after Target Date | Count of workers that have not completed their development goals beyond the target completion date. |
Workers with Incomplete Goals | Distinct count of employees that have at least one incomplete performance goal. |
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 Performance Goals | Distinct count of workers with performance goals. |
HCM—Health and Safety Incidents (Preview)
This tables describes Health and Safety Incident metrics.
Metric | Metric Definition |
---|---|
Incident - Time to Close(days) | Time taken to close an incident |
Incident Action - Time Since Open(days) | Time since the incident action is open |
Incident Event - Time Since Open(days) | Time since the incident event is open |
Incident Event - Time to Close(days) | Time taken to close an incident event |
Incident - Time Since Open(days) | Time since the incident is open |
MTD Incident Actions | Month to Date Incident Actions |
MTD Incident Events | Month to Date Incident Events |
MTD Incidents | Month to Date Incidents |
Number of Closed Incident Actions | Number of Closed Incident Actions |
Number of Closed Incident Events | Number of Closed Safety Incident Events |
Number of Closed Incidents | Number of Closed Safety Incidents |
Number of Due Incident Events | Number of Safety Incident Events Due |
Number of Due Incidents | Number of Safety Incidents Due |
Number of Incident Actions | Number of Incident Actions |
Number of Incident Events | Number of Safety Incident Events |
Number of Incidents | Number of Safety Incidents |
Number of Open Incident Actions | Number of Open Incident Actions |
Number of Open Incident Events | Number of Open Safety Incident Events |
Number of Open Incidents | Number of Open Safety Incidents |
Number of Overdue Incident Events | Number of Overdue Safety Incident Events |
Number of Overdue Incidents | Number of Overdue Safety Incidents |
QTD Incident Actions | Quarter to Date Incident Actions |
QTD Incident Events | Quarter to Date Incident Events |
QTD Incidents | Quarter to Date Incidents |
YTD Incident Actions | Year to Date Incident Actions |
YTD Incident Events | Year to Date Incident Events |
YTD Incidents | Year to Date Incidents |
HCM—Journeys
This tables describes Journeys metrics.
Metric | Metric Definition |
---|---|
Days to Complete the Task - Actual | Actual number of days to complete the task. |
Days to Complete the Task - Planned | Estimated number of days to complete the task. |
Number of Completed Tasks | Total number of tasks completed in allocated journey. |
Number of Journeys | Number of distinct allocated journeys . |
Number of Mandatory Tasks | Total number of mandatory tasks in allocated journey. |
Number of Mandatory Tasks Completed | Total number of mandatory tasks completed in allocated journey. |
Number of Tasks | Total number of tasks in the allocated journey. |
Number of Tasks Completed Beyond Due Date | Total number of tasks completed in allocated journey after the target completion date. |
Number of Workers with Incomplete Journeys - Not Overdue | Number of workers with allocated journeys that are incomplete but not overdue currently. |
Number of Workers with Incomplete Journeys - Overdue | Number of workers with allocated journeys that are incomplete and overdue currently. |
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 Journeys - Completed | Total number of allocated journeys that are completed. |
Number of Journeys - Overdue | Total number of allocated journeys that are overdue. |
Overdue Tasks | Active tasks where the target end date is in the past. |
Tasks - Not AppLicable | Tasks that are marked as not applicable . |
Time to Complete the Journey (Days) | Number of days to complete a journey. |
HCM—Learning (Preview)
This tables describes Journeys metrics.
Metric | Metric Definition |
---|---|
Average Cost per learner | Provides the cost per person incurred across all learnings |
Average Learning Item Rating - Workforce Structures | Provides the average rating of a learning item by various dimensions |
Average Learning Items per learner - Active | Provides the average number of learning item enrolled by all learners |
Average Learning Items per learner Enrollment - Post Active | Provides the average number of learning item enrolled by all learners |
Content Completion Count | Provides the count of enrollments that have completed the learning content but the learning status is not yet completed |
Cost - Bypass Completed Enrollments | Provides the cost incurred on learning assignments that were bypass completed |
Cost - Completed Enrollments | Provides the cost incurred on learning assignments that were completed |
Cost - Deleted Enrollments | Provides the cost incurred on learning assignments that were deleted |
Cost - enrolled but not completed | Provides the cost of incomplete learning incurred by workers |
Cost - Not Passed Enrollments | Provides the cost incurred on learning assignments that were completed but not passed |
Cost - Terminated Learners | Provides the cost of learning incurred by the workers that are currently terminated |
Cost - Withdrawn Enrollments | Provides the cost incurred on learning assignments that were withdrawn |
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 |
Number of Completed Enrollments | Provides the count of learning enrollments that are completed |
Number of Course Enrollments - Active | Provides the count of courses enrolled by the learner |
Number of Courses Enrollment - Post Active | Provides the count of courses enrolled by the learner |
Number of e-learning Enrollment - Post Active | Provides the count of e-learnings enrolled by the learner |
Number of e-learning Enrollments - Active | Provides the count of e-learnings enrolled by the learner |
Number of Enrollments - Active | Provides the count of enrollments across all learning items by workers |
Number of Enrollments - Post Active | Provides the count of enrollments across all learning items by workers |
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 Enrollments Request Rejected | Provides the count of enrollments requests that are in rejected status |
Number of Enrollments Requested | Provides the count of enrollments that are in requested status |
Number of In-Progress Enrollments | Provides the count of learning enrollments that are started but not yet completed |
Number of Learners - Active | Provides the count of all learners |
Number of Learners - Post Active | Provides the count of all learners |
Number of Learners Enrolled to non-catalog items | Provides the count of Learners enrolled to non-catalog items |
Number of Learners enrolled to non-catalog items - Post Active | Provides the count of Learners enrolled to non-catalog items |
Number of Non-Catalog Items Enrollment | Provides the count of enrollments by learners to non-catalog items |
Number of Non-Catalog Items Enrollment - Post Active | Provides the count of enrollments by learners to non-catalog items |
Number of Not Started Enrollments | Provides the count of learning enrollments that have been assigned but not started |
Number of Overdue Enrollments | Provides the count of learning enrollments that are past the due date |
Number of Renewed Learning Assignments - Active | Provides the count of enrollments that are renewed |
Number of Required Enrollments - Active | Provides the count of required learning enrollments |
Number of Required enrollments Enrollment - Post Active | Provides the count of required learning enrollments |
Number of Specialization Enrollments - Active | Provides the count of specializations enrolled by the learner |
Number of Specializations Enrollment - Post Active | Provides the count of specializations enrolled by the learner |
Number of Voluntary Enrollments - Active | Provides the count of voluntary learning enrollments |
Number of Voluntary Enrollments - Post Active | Provides the count of voluntary learning enrollments |
Number of Withdrawn Enrollments | Provides the count of learning enrollments that are withdrawn by the learner |
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 Competency | Provides the count of Workers who added new competencies to their profile |
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 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 memberships | Provides the count of Workers who added additional memberships to their talent profile after completing the learning assignment |
Overall Learning Item Rating | Provides the average overall rating of a learning item |
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 |
Top Rated Courses | Provides the count of courses that have ratings >= 4 |
Total Cost | Provides the cost of all trainings enrolled by the learners |
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 |
HCM—Performance Management
This tables describes Performance Management metrics.
Metric | Metric Definition |
---|---|
Calculated Overall Rating | Average of the overall ratings provided by all participants. |
Calculated Section Rating | Average of the overall ratings provided by all participants - to be used with the attributes section type and section name. |
Completed Tasks | Count (performance tasks) where status = completed. |
High Potential Count | Count of workers with potential category = high. |
Low Potential Count | Count of workers with potential category = low. |
Manager Goals Rating | Manager rating where performance document section = goals. |
Manager Item Rating | Item ratings provided by the manager - 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. |
Manager Section Rating | Manager section rating - to be used with the attributes section type and section name. |
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. |
Medium Potential Count | Count of workers with potential category = medium. |
Number of Performance Documents Created | Number of performance documents created. |
Number of Workers with Performance documents | Count (distinct workers) with performance document created. |
Overall Manager Rating | Overall rating provided by the manager for the performance document. |
Overall Participant Rating | Overall rating provided by participants other than manager and worker. |
Overall Worker Rating | Overall rating provided by the worker for the performance document. |
Pending Document with an Inactive Manager | Count of performance document in-progress and assigned to an inactive manager. |
Pending Tasks | Count (performance tasks) where status <> completed. |
Pending Tasks Beyond Due Date | Count (performance tasks) where status <> completed and due date < completion date. |
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 - Low Performers Count | Count of workers with performance category = low. |
Performance Appraisal - Medium Performers Count | Count of workers with performance category = medium. |
Performance Appraisal - Percentage of High Performers | 100 * (count of workers with performance category = high) /workers with performance rating. |
Performance Appraisal - Percentage of Low Performers | 100 * (count of workers with performance category = low) / workers with performance rating. |
Performance Appraisal - Percentage of Medium Performers | 100 * (count of workers with performance category = medium) / workers with performance rating. |
Performance Document Completed | Count (performance documents) where performance document status = completed. |
Performance Document In-ProgRess | Count (performance documents) where performance document status = in progress. |
Performance Document Submitted | Count (performance documents) where performance document status = submitted. |
Tasks Completed Beyond Due Date | Count (performance tasks) where status = completed and due date < completion date. |
Worker Goals Rating | Worker rating where performance document section = goals. |
Worker Item Rating | Item ratings provided by the worker - 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. |
Worker Section Rating | Worker section rating - to be used with the attributes section type and section name. |
Workers with Incomplete Appraisal | Count of workers that have created but not completed the performance appraisal. |
Workers with Performance Rating | Count (workers) where overall manager rating is not null. |
HCM—Positions
This tables describes Positions metrics.
Metric | Metric Definition |
---|---|
Number of Positions without Incumbents | Provides the count of distinct active positions that have no incumbents on them |
Position Count | Provides the count of distinct positions |
Position FTE | Provides the budgeted FTE of the position |
Position Headcount | Provides the budgeted headcount of the position |
Position Incumbent Count | Provides the incumbent count of the position |
Position Incumbent FTE | Provides the incumbent FTE of the position |
Position Incumbent Headcount | Provides the incumbent headcount of the position |
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 |
---|---|
Active Candidate Count | Count (distinct candidates) where candidates current status on the succession plan = active. |
Active Plan Count | Count (distinct succession plan) where status = active. |
Active Plans without Candidate | Count (distinct succession plan) where status = active and candidate count = zero. |
Candidate Active Plan Count | Count (distinct plan) where plan status = active . |
Candidate Matching - Incumbent Job | Count (distinct candidates) where candidate job ID = incumbent job id. |
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. |
Candidate Since (Days) | Time (in days) between the date candidate added to a plan till current date . |
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. |
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). |
External Candidate Count | Count (distinct external candidate ID) where candidate = external candidate. |
High Impact of Loss Candidates | Count (distinct candidates) where impact of loss band = high. |
High Impact of Loss Incumbents without Candidates | Count (distinct incumbent) where impact of loss category = high and candidate count is zero. |
High Performance Candidates | Count (distinct candidates) where performance category band = high. |
High Performance High Risk of Loss Candidates | Count (distinct candidates) where performance category band= high and risk of loss band= high. |
High Potential Candidates | Count (distinct candidates) where potential category band = high. |
High Potential High Risk of Loss Candidates | Count (distinct candidates) where potential category band = high and risk of loss band = high. |
High Risk of Loss Candidates | Count (distinct candidates) where risk of loss band = high. |
High Risk of Loss Incumbents without Candidates | Count (distinct incumbent) where risk of loss category = high and candidate count is zero. |
Inactive Candidate Count | Count (distinct candidates) where candidates current status on the succession plan= inactive. |
Inactive Plan Count | Count (distinct succession plan) = inactive. |
Incumbent Count - Incumbent Plan | Count (distinct incumbent) from all active incumbent plans. |
Incumbent Departed Count | Count (distinct incumbent) who are terminated. |
Incumbent Plan Count | Count (distinct succession plan) where plan type = incumbent. |
Incumbent with High Impact of Loss | Count (distinct incumbent) where impact of loss category = high. |
Incumbent with High Risk of Loss | Count (distinct incumbent) where risk of loss category = high. |
InferRed Incumbent Count | Count (distinct incumbent) from all active succession plans where plan type in (job, position). |
Interim Candidates | Count (distinct candidates) where interim flag = Y. |
Internal Candidate Count | Count (distinct candidates) where candidate <> external candidate. |
Job Plan Count | Count (distinct succession plan) where plan type = job. |
Jobs with Plan without Incumbents | Count (distinct succession plan) where plan type = job and inferred incumbent count = zero. |
Low Performance Candidates | Count (distinct candidates) where performance category band = low. |
Low Potential Candidates | Count (distinct candidates) where potential category band= low. |
Medium Performance Candidates | Count (distinct candidates) where performance category band = medium. |
Medium Potential Candidates | Count (distinct candidates) where potential category band = medium. |
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 . |
Number of Candidates | Count (distinct internal candidates + external candidate). |
Number of Private Plans | Count (distinct succession plan) where plan privacy = private. |
Number of Succession Plans | Count (distinct succession plan). |
Percentage of External Candidates | (Number of external candidates/Total candidates) * one00. |
Percentage of Incumbents with High Impact of Loss | (Count (distinct incumbent) where impact of loss category = high * one00) /incumbent count - incumbent plan. |
Percentage of Incumbents with High Risk of Loss | (Count (distinct incumbent) where risk of loss category = high * one00) /incumbent count - incumbent plan. |
Percentage of Internal Candidates | (Number of internal candidates/Total candidates) * one00. |
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. |
Plans with Inactive Owner | Count (distinct succession plan) where owners assignment status = inactive. |
Plans with Single Owner | Count (distinct succession plan) where count (distinct owner id) = one. |
Position Plan Count | Count (distinct succession plan) where plan type = position. |
Position with Plan without Incumbents | Count (distinct succession plan) where plan type = position and inferred incumbent count = zero. |
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. |
Ready Now Count | Count (distinct candidates) where readiness band = ready now. |
Successful Plans | Count (distinct succession plans) where candidate succession status = ORA_HRM_SUCCESSOR for the plan. |
Successful Plans with High Risk Candidate | Count (distinct succession plan) where candidate succession status = ORA_HRM_SUCCESSOR and candidate 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. |
Succession Plan - Candidate Matching Incumbent Job | Count (distinct plan_ID) where candidate job ID = incumbent job 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. |
Succession Plans with Candidates | Count (distinct succession plan) where candidate count > zero. |
Succession Plans without Candidates | Count (distinct succession plan) where candidate count = zero. |
Total Incumbents | (incumbent count - incumbent plan + inferred incumbent count). |
Willing to Relocate Candidates | Count (distinct candidates) where willing to relocate flag = Y. |
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. |
Number of Job Applications moved to Offer Phase | Number of Job Applications moved to Offer Phase |
Number of Job Applications in Offer Phase moved to Pending Approval State | Number of Job Applications in Offer Phase moved to Pending Approval State |
Number of Job Applications in Offer Phase moved to Approval Rejected State | Number of Job Applications in Offer Phase moved to Approval Rejected State |
Number of Job Applications in HR Phase moved to Processed State | Number of Job Applications in HR Phase moved to Processed State |
Number of Job Applications in HR Phase moved to Rejected by Employer State | Number of Job Applications in HR Phase moved to Rejected by Employer State |
Number of Job Applications in HR Phase moved to Withdrawn by Candidate State | Number of Job Applications in HR Phase moved to Withdrawn by Candidate State |
Number of Job Applications with Active Job Offers (On Event) | Number of Job Applications with Active Job Offers (On Event) |
Number of Job Applications with Active Job Offers | Number of Job Applications with Active Job Offers |
Suspended Duration (Seconds) | Requisition Suspended Duration in seconds |
Suspended Duration (Hours) | Requisition Suspended Duration in hours |
Suspended Duration (Days) | Requisition Suspended Duration in days |
Latest Time to Fill (Days) | Number of days between the latest open date of a job requisition to when it is filled. |
Latest Time to Fill (Minus Suspended Duration (Days) | Number of days between the latest open date of a job requisition minus the requisition suspended duration |
Facts - Job Requisition Progress - Phase Completion Duration (in Seconds) | Provides the time taken in seconds to complete a requisition phase. |
Facts - Job Requisition Progress - Phase Completion Duration (in Hours) | Provides the time taken in Hours to complete a requisition phase. |
Facts - Job Requisition Progress - Phase Completion Duration (in Days) | Provides the time taken in days to complete a requisition phase. |
Facts - Job Requisition Progress - State Completion Duration (in Seconds) | Provides the time taken in seconds to complete a requisition state. |
Facts - Job Requisition Progress - State Completion Duration (in Hours) | Provides the time taken in Hours to complete a requisition state. |
Facts - Job Requisition Progress - State Completion Duration (in Days) | Provides the time taken in days to complete a requisition state. |
Facts - Job Application Progress - Phase Completion Duration (in Seconds) | Provides the time taken in seconds to complete a job application phase. |
Facts - Job Application Progress - Phase Completion Duration (in Hours) | Provides the time taken in Hours to complete a job application phase. |
Facts - Job Application Progress - Phase Completion Duration (in Days) | Provides the time taken in days to complete a job application phase. |
Facts - Job Application Progress - State Completion Duration (in Seconds) | Provides the time taken in seconds to complete a job application state. |
Facts - Job Application Progress - State Completion Duration (in Hours) | Provides the time taken in Hours to complete a job application state. |
Facts - Job Application Progress - State Completion Duration (in Days) | Provides the time taken in days to complete a job application state. |
HCM—Talent Profile
This table describes Talent Profile metrics.
Metric | Metric Definition |
---|---|
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 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 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 Relocation | Count (distinct profile ID) associated with a model profile where profile type = job AND work requirements.willing to relocate = Y. |
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 - Person Profile-Number of Active Profiles | Count (distinct profile code) where status = active. |
Facts - Person Profile-Number of Profiles | Count (distinct profile code). |
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-Number of Workers with Profiles | Count (distinct person ID) where profile code is not null. |
Facts - Person Profile-Percentage of Active Profiles | 100 * (count (distinct profile code) where status = active) / Count (distinct profile code). |
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 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 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 - 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 - 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 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 - Skills and Qualifications-Number of Workers Willing to Relocate | Count (distinct person ID) where willing to relocate = 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 High Potential | Count (distinct person ID) where potential category = high. |
Facts - Talent Ratings-Number of Low Performers | Count (distinct person ID) where performance category = low. |
Facts - Talent Ratings-Number of Low Potential | Count (distinct person ID) where potential category = low. |
Facts - Talent Ratings-Number of Medium Performers | Count (distinct person ID) where performance category = medium. |
Facts - Talent Ratings-Number of Medium Potential | Count (distinct person ID) where potential category = medium. |
Facts - Talent Ratings-Number of Workers with Impact of Loss | Count (distinct person ID) where impact of loss rating is not null. |
Facts - Talent Ratings-Number of Workers with Potential Rating | Count (distinct person ID) where potential rating is not null. |
Facts - Talent Ratings-Number of Workers with Risk of Loss | Count (distinct person ID) where risk 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 High Impact of Loss | Number of workers rated as high impact of loss. |
Number of High Impact of Loss | Number of workers rated as high impact of loss. |
Number of High Performers | Number of workers rated as high performers . |
Number of High Performers | Number of workers rated as high performers . |
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 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 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 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 High Potential | Number of workers rated as high potential. |
Number of High Potential | Number of workers rated as high potential. |
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 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 High Risk of Loss | Number of workers rated as high risk of loss. |
Number of High Risk of Loss | Number of workers rated as high 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 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 Impact of Loss | Number of workers rated as low impact of loss. |
Number of Low Impact of Loss | Number of workers rated as low impact of loss. |
Number of Low Performers | Number of workers rated as low performers. |
Number of Low Performers | Number of workers rated as low performers. |
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 Low Potential | Number of workers rated as low potential. |
Number of Low Potential | Number of workers rated as low potential. |
Number of Low Risk of Loss | Number of workers rated as low risk of loss. |
Number of Low Risk of Loss | Number of workers rated as low 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 Low Talent | Number of workers rated as low performers and low potential. |
Number of Low Talent | Number of workers rated as low performers and low potential. |
Number of Medium Impact of Loss | Number of workers rated as medium impact of loss. |
Number of Medium Impact of Loss | Number of workers rated as medium impact of loss. |
Number of Medium Performers | Number of workers rated as medium performers. |
Number of Medium Performers | Number of workers rated as medium performers. |
Number of Medium Potential | Number of workers rated as medium potential. |
Number of Medium Potential | Number of workers rated as medium potential. |
Number of Medium Risk of Loss | Number of workers rated as medium risk of loss. |
Number of Medium Risk of Loss | Number of workers rated as medium risk of loss. |
Number of Meetings | Number of talent review meetings. |
Number of Participants | Number of participants in the talent review meeting. |
Number of Reviewees | Number of reviewees in the talent review meeting. |
Number of Top Talent | Number of workers rated as high performers and high potential. |
Number of Top Talent | Number of workers rated as high performers and high potential. |
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 High Risk of Loss | Provides the count of workers rated high in performance and potential that are rated high risk 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 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 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 - 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 - 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 - 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 - Increased Risk of Loss | Provides the count of workers whose risk of loss band changed from low to medium, high or medium to high. |
HCM—Worker Seniority (Preview)
This table describes Worker Seniority metrics.
Metric | Metric Definition |
---|---|
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 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 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) |
Person Count(A) | Number of Workers with the seniority data, can include active and inactive |
Person Count(P) | Number of Workers with the seniority data, can include active and inactive |
Person Count(WR) | Number of Workers with the seniority data, can include active and inactive |
Seniority Days(A) | seniority days This leverages the existing total seniority days column from the db |
Seniority Days(P) | seniority days This leverages the existing total seniority days column from the db |
Seniority Days(WR) | seniority days This leverages the existing total seniority days column from the db |
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 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 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) |
HCM—Workforce Absence Management
This table describes Workforce Absence Management metrics.
Metric | Metric Definition |
---|---|
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. |
Accrual Balance | End accrual balance as on balance run date. |
Accrual Plan Absences Duration | Sum of duration of approved absences of accrual plans. |
Accrual Value | Plan accrual value. |
Annual Accrual | Front Loaded calculated accrual. |
Approved Absence Transactions | Count of distinct absences transaction with approval status as approved. |
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. |
Compensatory Plan Absences Duration | Sum of duration of approved absences of compensatory plans. |
Compensatory Plan Balance | Begin compensatory plan balance as on last balance run date. |
Compensatory Time | Compensatory time accrued. |
Completed Absence Transactions | Count of distinct approved absence transactions with past dated absence end date. |
Donations | Donations. |
Draft Absence Transactions | Count of distinct absences transaction with absence status as saved. |
Expiration Disbursement (Compensatory Plan) | Disbursement of balance to payroll upon expiration. |
Female Gender Ratio (Approved Absences) | Female gender ratio with approved absences. |
Female Gender Ratio (Rejected Absences) | Female gender ratio with rejected absences. |
Late Notified Absences | Count of late notified absences. |
Male Gender Ratio (Approved Absences) | Male gender ratio with approved absences. |
Male Gender Ratio (Rejected Absences) | Female gender ratio with rejected absences. |
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. |
Number of QuaLification Plan Absences | Count of distinct approved absences of qualification plans. |
Number of Accrual Plan Absences | Count of distinct approved absences of accrual plan . |
Number of Compensatory Plan Absences | Count of distinct approved absences of compensatory plans. |
Other Adjustments | Other balance adjustment transactions. |
Other Adjustments (Compensatory Plan) | Other balance adjustment transactions. |
Pending Approval Absences Transactions | Count of distinct absences transaction with approval status as awaiting approval. |
Periodic Accrual | Calculated incremental accrual plan value, as of the last accrual run date. |
Prior Accrual Balance | Begin accrual balance as on balance run date. |
Prior Compensatory Plan Balance | End compensatory plan balance as on last balance run date. |
Processed Absences | Total processed absences as of latest balance calculation date. |
QuaLification Plan Absences Duration | Sum of duration of approved absences of qualification plans. |
Rejected Absence Transactions | Count of distinct absences transaction with approval status as denied. |
Scheduled Absence Transactions | Count of distinct approved absence transactions with future absence start date. |
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. |
Transferred Balance | Balance value transferred to and from other accrual plans. |
Transferred Balance (Compensatory Plan) | Balance value transferred to and from other accrual plans. |
Unprocessed Absences | Balance value used by absences scheduled. |
Unprocessed Adjustment (Compensatory Plan) | Total of all unprocessed adjustments for the latest balance calculation date. |
Unprocessed Adjustments | Total of all unprocessed adjustments for the latest balance calculation date. |
Unvested Accrual | Accrued balance value but subject to a waiting period set. |
Vested Accrual | Accrued balance value subject to a waiting period that has subsequently passed. |
Withdrawn Absence Transactions | Count of distinct absences transaction with absence status as withdrawn. |
Worker Count (Approved Absences) | Count distinct worker with absences transactions with approval status as approved. |
Worker Count (Draft Absences) | Count distinct worker with absences transactions with absence status as saved. |
Worker Count (Enrolled in a Plan) | Count of workers enrolled in an absence plan. |
Worker Count (Pending Absences) | Count distinct worker with absence transactions with approval status as awaiting approval. |
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. |
HCM—Workforce Core
This table describes Workforce Core metrics.
Metric | Metric Definition |
---|---|
Active Headcount | Active worker headcount as of the time period. |
Active Headcount Ratio | Headcount ratio of active against all workers. |
Active Worker Count | Active worker count as of the time period. |
Active Worker Ratio | Count ratio of active workers against all workers. |
Annualized Voluntary Retention | Percentage of worker annual voluntary retention by Gregorian calendar. |
Assignment Count | Assignment count as of the time period. one for each assignment. |
Assignment Count (Period End) | Assignment count at the period end (year, month, quarter and week). |
Assignment Count (Period Start) | Assignment count at the period start (year, month, quarter and week). |
Assignment Event Count | Assignment event count as of the time period. one for each assignment. |
Assignment Event FTE | FTE value of events during the period. |
Assignment Event Headcount | Headcount value of events during the period. |
Average FTE | Average of FTE (period start + period end FTE) /2. |
Average Headcount | Average of headCount (period start + period end HC) /2. |
Average Service Months | Average of months service. |
Average Service Years | Average years of service across all workers. |
Average Worker Age | Average age of the worker based on their date of birth. |
Average Worker Count | Average of worker count (period start + period end worker count) / 2. |
Compa Ratio | Ratio of the worker salary to the salary mid point defined for the grade. |
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. |
Computed Headcount | Computed Headcount value will be 1 based on primary assignment of the worker's primary work relationship, if not it will be null. Note: This will help if the headcount column is not updated by the customers |
Contingent Count | Count of active and suspended contingent workers. |
Contingent Headcount | Headcount of active and suspended contingent workers. |
Contingent Headcount Ratio | Ratio of the contingent headcount vs total headcount. |
Contingent Ratio | Ratio of the contingent count vs total worker count. |
Contingent Worker FTE | FTE of active and suspended contingent workers. |
Contingent Worker FTE Ratio | Ratio of the contingent FTE vs total FTE. |
CurRency Code | Currency code. |
Distinct Worker Ethnicities | Count of distinct worker ethnicities. |
Distinct Worker Nationalities | Count of distinct worker nationalities. |
Employee Count | Count of active and suspended employees. |
Employee FTE | FTE of active and suspended employees. |
Employee FTE Ratio | Ratio of the employee FTE vs total FTE. |
Employee Headcount | Headcount of active and suspended employees. |
Employee Headcount Ratio | Ratio of the employee headcount vs total headcount. |
Employee Ratio | Ratio of the employee count vs total worker count. |
FTE | FTE of active and suspended worker assignments for all types of worker. |
FTE (Period End) | Total FTE 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 Retention | Percentage of worker FTE retained. |
FTE Turnover | Percentage of the FTE terminations to the total FTE. |
Headcount | Headcount of active and suspended worker assignments for all types of worker. |
Headcount (Period End) | Total headcount at the end of the period, such as year, quarter, month, or week. |
Headcount (Period Start) | Total headcount at the start of the period, such as year, quarter, month, or week. |
Headcount Retention | Percentage of workers retained. |
Headcount Turnover | Percentage of the headcount terminations to the total headcount. |
High Performer FTE Retention | Percentage of FTE retention of workers whose performance rating = high. |
High Performer FTE Turnover | Percentage of FTE terminations of workers whose performance rating = high. |
High Performer Headcount Retention | 100% - high performer headcount turnover. |
High Performer Headcount Turnover | 100% * (high performer termination headcount / average headcount). |
High Performer Retention | 100% - high performer turnover. |
High Performer Retention Percentage | High performer retention percentage. |
High Performer Retention Percentage (Worker Count) | Provides the high performer retention percentage based on worker count. |
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. |
High Performer Termination FTE | Sum (FTE) terminations of workers whose performance rating = high. |
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. |
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. |
High Performer Turnover | 100% * (high performer termination count / average worker count). |
High Potential Headcount | Sum (headcount) of workers whose potential rating = high. |
High Potential Retention Percentage | Percentage of workers with potential rating = high. |
High Potential Retention Percentage (Worker Count) | Provides the high potential retention percentage based on worker count. |
Hire Count | Count of worker assignment hire events. |
Hire FTE | FTE of worker assignment hire events. |
Hire Headcount | Headcount of worker assignment hire events. |
Inactive Contingent FTE | FTE of inactive contingent workers. |
Inactive Contingent Headcount | Headcount of inactive contingent workers. |
Inactive Employee FTE | FTE of inactive employees. |
Inactive Employee Headcount | Headcount of inactive employees. |
Inactive FTE | FTE of inactive worker assignments for all types of worker. |
Inactive Headcount | Headcount of inactive worker assignments for all types of worker. |
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.). |
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.). |
Involuntary FTE Turnover | Percentage of the involuntary FTE terminations to the total FTE. |
Involuntary Headcount Turnover | Percentage of the involuntary headcount terminations to the total headcount. |
Involuntary Termination Count | As voluntary termination count but for an action category of involuntary. |
Involuntary Termination Count (Termination Date) | Count of involuntary terminations as of the termination date. |
Involuntary Termination FTE | FTE of worker assignment terminations with a category of involuntary. |
Involuntary Termination Headcount | Headcount of worker assignment terminations with a category of involuntary. |
Involuntary Termination Person Count | Count of worker assignment terminations with a category of involuntary. |
Involuntary Turnover | Percentage of the involuntary terminations count to the total worker count. |
Low Talent Ratio | Ratio of workers with performance = high and potential rating = low to the total headcount. |
Low Talent Ratio (Worker Count) | Ratio of workers with performance = low and potential rating = low to the total worker count. |
Manager Count | Count of all workers with at least one direct report. |
Months of Service(V1 Enterprise Seniority) | Provides the months of service for the worker based on the V1 Enterprise seniority date |
Months of Service(V1 LE Seniority) | Provides the months of service for the worker based on the V1 Legal Employer seniority date |
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). |
New Hire FTE Retention | Percentage of worker retention who are hired within a year. |
New Hire FTE Turnover | Percentage of FTE terminations where years of service < one year. |
New Hire Headcount | Headcount for all workers with tenure less than or equal to one year for hire action type. |
New Hire Headcount Retention | Percentage of worker retention who are hired within a year. |
New Hire Headcount Turnover | Percentage of workers terminated within a year of hire. |
New Hire Retention | Percentage of worker retention who are hired within a year. |
New Hire Termination Count | Count of worker assignment terminations whose years service is <= one year on their termination date. |
New Hire Termination FTE | FTE of worker assignment terminations whose years service is <= one year on their termination date. |
New Hire Termination Headcount | Headcount of worker assignment terminations whose years service is <= one year on their termination date. |
New Hire Termination Person Count | Count of worker assignment terminations whose years service is <= one year on their termination date. |
New Hire Turnover | Percentage of workers terminated within a year of hire. |
Pending Hire Count | Count of pending hires. |
Pending Hire FTE | FTE of worker assignment pending hires. |
Pending Hire Headcount | Headcount of worker assignment pending hires. |
Percentage Compa Ratio Change | Percentage of change in compa ratio of the worker. |
Percentage of Workers Hired Above 60 | Percentage of hires where worker age >= 60 years. |
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. |
Person Count (Period End) | Total person count 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. |
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. |
Promotion Count | Count of worker assignment promotion events during the period. |
Promotion FTE | FTE of worker assignment promotion events. |
Promotion FTE Rate | Percentage of workers by FTE that have had a promotion. |
Promotion Headcount | Headcount of worker assignment promotion events. |
Promotion Headcount Rate | Percentage of workers by headcount that have had a promotion. |
QTD Voluntary Termination Count | Quarter-to-date voluntary termination count. |
QTD Voluntary Termination Person Count | Quarter-to-date voluntary termination worker count. |
Rehire Count | Count of rehires. |
Rehire FTE | FTE of worker assignment rehire events. |
Rehire Headcount | Headcount of worker assignment rehire events. |
Retention Voluntary | Percentage of voluntary retention of workers. |
Retention Voluntary (Worker Count) | Percentage of voluntary retention of workers. |
Rolling 12 Months Termination Count | Provides the Rolling 12 Months Termination Count. |
Rolling 12 Months Termination Headcount | Provides the Rolling 12 Months Termination Headcount. |
Salary | Annualised salary for the worker assignment in the enterprise currency. |
Salary on Event | Annualised salary for the worker assignment in the enterprise currency on the date of any assignment event. |
Span of Control Workforce Structure | Average nunber of reportees for a manager by workforce structures like business unit, location, job family and so on. |
Talent Retention Percentage | Percentage of workers retained by each combination of performance and potential band ratings related to the 9 box. |
Talent Retention Percentage (Worker Count) | Percentage of workers retained by each combination of performance and potential band ratings related to the 9 box. |
Termination Count | Count of worker assignment terminations. |
Termination Count (Termination Date) | Count of terminations as of the termination date. |
Termination FTE | FTE of worker assignment terminations. |
Termination Headcount | Headcount of worker assignment terminations. |
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. . |
Top Performer Headcount | Sum (headcount) of workers whose performance rating = high. |
Top Talent Headcount | Headcount of workers with performance = high and potential rating = high. |
Top Talent Headcount Turnover | Percentage of headcount terminations of workers whose performance rating and potential rating is high. |
Top Talent Ratio | Ratio of workers with performance = high and potential rating = high to the total headcount. |
Top Talent Ratio (Worker Count) | Ratio of workers with performance = high and potential rating = high to the total worker count. |
Top Talent Retention Percentage | Percentage of workers retained by various combinations of performance and potential ratings. |
Top Talent Retention Percentage (Worker Count) | Percentage of workers retained by various combinations of performance and potential ratings. |
Top Talent Termination Headcount | Headcount of terminated workers with performance and potential rating = high. |
Top Talent Termination Person Count | Count of terminated workers with performance and potential rating = high. |
Top Talent Turnover | Percentage of worker terminations whose performance rating and potential rating is high. |
Top Talent Worker Count | Count of workers with performance = high and potential rating = high. |
Transfer Count | Count of worker assignment transfers. |
Transfer FTE | FTE of worker assignment transfer events. |
Transfer Headcount | Headcount of worker assignment transfer events. |
Voluntary FTE Turnover | Percentage of the voluntary FTE terminations to the total FTE. |
Voluntary Headcount Turnover | Percentage of the voluntary headcount terminations to the total headcount. |
Voluntary Termination Count | Count of worker assignment terminations with an action category of voluntary. |
Voluntary Termination Count (Termination Date) | Count of voluntary terminations as of the termination date. |
Voluntary Termination FTE | FTE of worker assignment terminations with a category of voluntary. |
Voluntary Termination Headcount | Headcount of worker assignment terminations with a category of voluntary. |
Voluntary Termination Person Count | Count of worker assignment terminations with a category of voluntary. |
Voluntary Turnover | Percentage of the voluntary terminations count to the total worker count. |
Worker Count | Count of distinct workers. |
Worker Count | Distinct count of workers. |
Worker Female Gender Ratio | Percentage of female workers. |
Worker Male Gender Ratio | Percentage of male workers. |
Worker Non Gender Ratio | Percentage of workers with no gender specified. |
Worker Retention | Percentage of workers retained. |
Worker Turnover | Percentage of the worker terminations to the total worker count. |
Years of Service(V1 Enterprise Seniority) | Provides the years 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 |
Years Service | Number of years the employee is in the organisation. |
YTD Voluntary Termination Count | Year-to-date voluntary termination count. |
YTD Voluntary Termination Person Count | Year-to-date voluntary termination worker count. |
HCM—Workforce Gains and Losses
This table describes Workforce Gains and Losses metrics.
Metric | Metric Definition |
---|---|
Assignment Count Gain | Assignment count increase compared to prior period. |
Assignment Count Gain Global Transfer | Assignment count increase due to global transfer events. |
Assignment Count Gain Hire | Assignment count increase due to hire or rehire events. |
Assignment Count Gain Others | Assignment count increase due to events other than hire, promotion, global transfer, and transfer. |
Assignment Count Gain Promotion | Assignment count increase due to promotion events. |
Assignment Count Gain Reorganisation Action | Assignment count increase due to the action name where reorganization indicator flag = Y. |
Assignment Count Gain Reorganisation Reason | Assignment count due to the action reason: re-organization data from configuration. |
Assignment Count Gain Transfer | Assignment count increase due to transfer events. |
Assignment Count Loss | Assignment count decrease compared to prior period. |
Assignment Count Loss Global Transfer | Assignment count decrease due to global transfer events. |
Assignment Count Loss Others | Assignment count decrease due to events other than hire, promotion, global transfer, and transfer. |
Assignment Count Loss Promotion | Assignment count decrease due to promotion events. |
Assignment Count Loss Reorganisation Action | Assignment count decrease due to the action name where reorganization indicator flag = Y. |
Assignment Count Loss Reorganisation Reason | Assignment count decrease due to the action reason: re-organization data from configuration. |
Assignment Count Loss Termination | Assignment count decrease due to termination events. |
Assignment Count Loss Transfer | Assignment count decrease due to transfer events. |
Assignment Count Movement | Assignment movement within the managers organization that results in no gain or loss for the respective manager. |
FTE Gain | FTE increase compared to prior period. |
FTE Gain Global Transfer | FTE increase due to global transfer events. |
FTE Gain Hire | FTE increase due to hire or rehire events. |
FTE Gain Others | FTE increase due to events other than hire, promotion, global transfer, and transfer.. |
FTE Gain Promotion | FTE increase due to promotion events. |
FTE Gain Reorganisation Action | FTE increase due to the action name where reorganization indicator flag = Y. |
FTE Gain Reorganisation Reason | FTE increase due to the action reason: re-organization data from configuration. |
FTE Gain Transfer | FTE increase due to transfer events. |
FTE Loss | FTE decrease compared to prior period. |
FTE Loss Global Transfer | FTE decrease due to global transfer events. |
FTE Loss Others | FTE decrease due to events other than hire, promotion, global transfer, and transfer. |
FTE Loss Promotion | FTE decrease due to promotion events. |
FTE Loss Reorganisation Action | FTE decrease due to the action name where reorganization indicator flag = Y. |
FTE Loss Reorganisation Reason | FTE decrease due to the action reason: re-organization data from configuration. |
FTE Loss Termination | FTE decrease due to termination events. |
FTE Loss Transfer | FTE decrease due to transfer events. |
FTE Movement | FTE movement within the managers organization that results in no gain or loss for the respective manager. |
Headcount Gain | Headcount increase compared to the prior period. |
Headcount Gain Global Transfer | Headcount increase due to global transfer events. |
Headcount Gain Hire | Headcount increase due to hire or rehire events. |
Headcount Gain Others | Headcount increase due to events other than hire, promotion, global transfer, and transfer. |
Headcount Gain Promotion | Headcount increase due to promotion events. |
Headcount Gain Reorganisation Action | Headcount increase due to the action name where reorganization indicator flag = Y. |
Headcount Gain Reorganisation Reason | Headcount increase due to the action reason: re-organization data from configuration. |
Headcount Gain Transfer | Headcount increase due to transfer events. |
Headcount Loss | Headcount decrease compared to prior period. |
Headcount Loss Global Transfer | Headcount decrease due to global transfer events. |
Headcount Loss Others | Headcount decrease due to events other than termination, promotion, global transfer, and transfer. |
Headcount Loss Promotion | Headcount decrease due to promotion events. |
Headcount Loss Reorganisation Action | Headcount decrease due to the action name where reorganization indicator flag = Y. |
Headcount Loss Reorganisation Reason | Headcount decrease due to the action reason: re-organization data from configuration. |
Headcount Loss Termination | Headcount decrease due to termination events. |
Headcount Loss Transfer | Headcount decrease due to transfer events. |
Headcount Movement | Headcount movement within the managers organization that results in no gain or loss for the respective manager. |
Implicit Assignent Count Gain | Gain of assignment due to a managers movement along with their reports to other manager. |
Implicit Assignment Count Loss | Loss of assignment due to a managers movement along with their reports to other manager. |
Implicit FTE Gain | Gain of FTE due to a managers movement along with their reports to other manager. |
Implicit FTE Loss | Loss of FTE due to a managers movement along with their reports to other manager. |
Implicit Headcount Gain | Gain of headcount due to a managers movement along with their reports to other manager. |
Implicit Headcount Loss | Loss of headcount due to a managers movement along with their reports to other manager. |
Implicit Person Count Gain | Gain of a person due to a managers movement along with their reports to other manager. |
Implicit Person Count Loss | Loss of a person 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 Global Transfer | Person count increase due to global transfer events. |
Person Count Gain Hire | Person count increase due to hire or rehire events. |
Person Count Gain Others | Person count increase due to events other than hire, promotion, global transfer, and transfer. |
Person Count Gain Promotion | Person count increase due to promotion events. |
Person Count Gain Reorganisation Action | Person count increase due to the action name where reorganization indicator flag = Y. |
Person Count Gain Reorganisation Reason | Person count increase due to the action reason: re-organization data from configuration. |
Person Count Gain Transfer | Person count increase due to transfer events. |
Person Count Loss | Person count decrease compared to prior period. |
Person Count Loss Global Transfer | Person count decrease due to global transfer events. |
Person Count Loss Others | Person count decrease due to events other than hire, promotion, global transfer, and transfer. |
Person Count Loss Promotion | Person count decrease due to promotion events. |
Person Count Loss Reorganisation Action | Person count decrease due to the action name where reorganization indicator flag = Y. |
Person Count Loss Reorganisation Reason | Person count decrease due to the action reason: re-organization data from configuration. |
Person Count Loss Termination | Person count decrease due to termination events. |
Person Count Loss Transfer | Person count decrease due to transfer events. |
Person Count Movement | Person movement within the managers organization that results in no gain or loss for the respective manager. |
HCM - Workforce Rewards - Payroll Balances
This table describes HCM - Workforce Rewards - Payroll Balances metrics.
Metric | Metric Definition |
---|---|
Balance Value | Balance Value |
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 Growth Rate | Balance Value Growth Rate |
Balance Value Period Ago | Balance Value Period Ago |
Balance Value Variance | Balance Value Variance |
Direct Payment Growth Rate | Direct Payment Growth Rate |
Direct Payment Period Ago | Direct Payment Period Ago |
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' |
Direct Payments (MTD) | Month To Date Value of Direct Payments |
Direct Payments (QTD) | Quarter to Date Value of Direct Payments |
Direct Payments (YTD) | Year to Date Value of Direct Payments |
Direct Payment Variance | Direct Payment Variance |
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' |
Employee Tax Credit (MTD) | Month To Date Value of Employee Tax Credit |
Employee Tax Credit (QTD) | Quarter to Date Value of Employee Tax Credit |
Employee Tax Credit (YTD ) | Year to Date Value of Employee Tax Credit |
Employee Tax Credits Growth Rate | Employee Tax Credits Growth Rate |
Employee Tax Credits Period Ago | Employee Tax Credits Period Ago |
Employee Tax Credits Variance | Employee Tax Credits Variance |
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 Charges(MTD) | Month To Date Value of Employer Charges |
Employer Charges(QTD) | Quarter to Date Value of Employer Charges |
Employer Charges(YTD) | Year to Date Value of Employer Charges |
Employer Charges Growth Rate | Employer Charges Growth Rate |
Employer Charges Period Ago | Employer Charges Period Ago |
Employer Charges Variance | Employer Charges Variance |
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' |
Employer Taxes ( MTD) | Month to Date Employer Taxes |
Employer Taxes ( QTD) | Quarter to Date Employer Taxes |
Employer Taxes ( YTD) | Year to Date Employer Taxes |
Employer Taxes Growth Rate | Employer Taxes Growth Rate |
Employer Taxes Period Ago | Employer Taxes Period Ago |
Employer Taxes Variance | Employer Taxes Variance |
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' |
Involuntary Deductions (MTD) | Month To Date Value of Involuntary Deductions |
Involuntary Deductions (QTD) | Quarter to Date Value of Involuntary Deductions |
Involuntary Deductions ( YTD) | Year to Date Value of Involuntary Deductions |
Involuntary Deductions Growth Rate | Involuntary Deductions Growth Rate |
Involuntary Deductions Period Ago | Involuntary Deductions Period Ago |
Involuntary Deductions Variance | Involuntary Deductions Variance |
Miscellaneous | Sum ( Balance Value) Where Base Category=‘Miscellaneous’ and Base Dimension Name='Core Relationship Tax Unit Run' and Country Code='US' and UOM='Money' |
Miscellaneous (MTD) | Month To Date Value of Miscellaneous |
Miscellaneous (QTD) | Quarter to Date Value of Miscellaneous |
Miscellaneous (YTD ) | Year to Date Value of Miscellaneous |
Miscellaneous Growth Rate | Miscellaneous Growth Rate |
Miscellaneous Period Ago | Miscellaneous Period Ago |
Miscellaneous Variance | Miscellaneous Variance |
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' |
Pre-statutory Deductions (MTD) | Month To Date Value of Pre-statutory Deductions |
Pre-statutory Deductions (QTD) | Quarter to Date Value of Pre-statutory Deductions |
Pre-statutory Deductions (YTD) | Year to Date Value of Pre-statutory Deductions |
Pre-Statutory Deductions Growth Rate | Pre-Statutory Deductions Growth Rate |
Pre-Statutory Deductions Period Ago | Pre-Statutory Deductions Period Ago |
Pre-Statutory Deductions Variance | Pre-Statutory Deductions Variance |
Standard Earning (MTD) | Month To Date Value of Standard Earning |
Standard Earning (QTD) | Quarter to Date Value of Standard Earning |
Standard Earning (YTD) | Year to Date Value of Standard Earning |
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' |
Standard Earnings Growth Rate | Standard Earnings Growth Rate |
Standard Earnings Period Ago | Standard Earnings Period Ago |
Standard Earnings Variance | Standard Earnings Variance |
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' |
Supplemental Earnings (MTD) | Month To Date Value of Supplemental Earning |
Supplemental Earnings (QTD) | Quarter to Date Value of Supplemental Earnings |
Supplemental Earnings (YTD) | Year to Date Value of Supplemental Earnings |
Supplemental Earnings Growth Rate | Supplemental Earnings Growth Rate |
Supplemental Earnings Period Ago | Supplemental Earnings Period Ago |
Supplemental Earnings Variance | Supplemental Earnings Variance |
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' |
Tax Deductions (MTD) | Month To Date Value of Tax Deductions |
Tax Deductions (QTD) | Quarter to Date Value of Tax Deductions |
Tax Deductions ( YTD) | Year to Date Value of Tax Deductions |
Tax Deductions Growth Rate | Tax Deductions Growth Rate |
Tax Deductions Period Ago | Tax Deductions Period Ago |
Tax Deductions Variance | Tax Deductions Variance |
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' |
Voluntary Deductions (MTD) | Month To Date Value of Voluntary Deductions |
Voluntary Deductions (QTD) | Quarter to Date Value of Voluntary Deductions |
Voluntary Deductions (YTD) | Year to Date Value of Voluntary Deductions |
Voluntary Deductions Growth Rate | Voluntary Deductions Growth Rate |
Voluntary Deductions Period Ago | Voluntary Deductions Period Ago |
Voluntary Deductions Variance | Voluntary Deductions Variance |
Worker Count | Count of workers processed |
Worker Count Growth Rate | Worker Count Processed (Growth Rate) |
Worker Count Period Ago | Worker count processed (Period Ago) |
Worker Count Variance | Variance of worker processed |
HCM - Workforce Rewards - Payroll Costing
This table describes HCM - Workforce Rewards - Payroll Costing metrics.
Metric | Metric Definition |
---|---|
Credit | Credit Value |
Credit (MTD) | Month To Date Accumulation for credit Amount |
Credit (QTD) | Quarter To Date Accumulation for credit Amount |
Credit (YTD) | Year To Date Accumulation for credit Amount |
Credit Amount | Credit Amount |
Credit Period Ago | Period Ago Value for Credit Amount |
Credit Variance | Credit Variance |
Debit | Debit Value |
Debit (MTD) | Month To Date Accumulation for debit Amount |
Debit (QTD) | Quarter To Date Accumulation for debit Amount |
Debit (YTD) | Year To Date Accumulation for debit Amount |
Debit Amount | Debit Amount |
Debit Period Ago | Period Ago Value for Debit Amount |
Debit Variance | Debit Variance |
Payment Cost Credit (MTD) | Month To Date Accumulation for credit Amount |
Payment Cost Credit (QTD) | Quarter To Date Accumulation for credit Amount |
Payment Cost Credit (YTD) | Year To Date Accumulation for credit Amount |
Payment Cost Credit Amount | Payment Cost Credit Amount |
Payment Cost Credit Period Ago | Payment Cost Credit Period Ago |
Payment Cost Credit Variance | Payment Cost Credit Variance |
Payment Cost Debit (MTD) | Month To Date Accumulation for debit Amount |
Payment Cost Debit (QTD) | Quarter To Date Accumulation for debit Amount |
Payment Cost Debit (YTD) | Year To Date Accumulation for debit Amount |
Payment Cost Debit Amount | Payment Cost Debit amount |
Payment Cost Debit Period Ago | Payment Cost Debit Period Ago |
Payment Cost Debit Variance | Payment Cost Debit Variance |
Worker Count Costing | Count of workers processed in costing process |
HCM—Workforce Rewards - Salary Basis (Preview)
This table describes Workforce Rewards Salary Basis metrics.
Metric | Metric Definition |
---|---|
Annual Salary | Annual Salary Amount |
Annualized Salary ( FTE) | Full Time Annualized Salary Amount |
Average Annualized Salary | Average Annualized Salary |
Component Adjustment Amount | Salary Component Adjustment Amount |
Component Adjustment Percentage | Salary component percentage |
Headcount ( Above Range ) | Sum of Headcount with with Quartile='Above Range' |
Headcount (Below Range ) | Sum of Headcount with Quartile='Below Range' |
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 ) |
Prior Salary | Prior Salary Amount Of Worker |
Salary Adjustment ( From Compensation Plan) | Sum of Salary basis adjustment amount action codes =" Allocate Workforce Compensation" |
Salary Adjustment (Off Cycle Changes) | Sum of Salary basis adjustment amount for all action codes except " Allocate Workforce Compensation" |
Salary Adjustment Amount | Salary Adjustment Amount |
Salary Adjustment Percentage | Salary Adjustment Percentage |
Salary Amount | Worker's Salary Amount ( Base Pay) |
Time Since Last Salary Change | Time span between current date & salary change date |
Worker Count ( Above Range) | Distinct Worker count with Quartile='Above Range' |
Worker Count ( Below Range) | Distinct Worker count Quartile='Below Range' |
Worker Count ( Quartile =4) | Count Of Worker with quartile value=4 |
Worker Count ( Quartile=2) | Count Of Worker with quartile value=2 |
Worker Count ( Quartile=3) | Count Of Worker with quartile value=3 |
Worker Count ( With Salary Basis) | Count of workers with Salary associated |
Worker Count (Quartile=1) | Count Of Worker with quartile value=1 |
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 |
---|---|
Average Compensation Amount | Average amount allocated to a worker. |
Base Salary | Worker base pay amount, expressed in workers base pay frequency. |
Base Salary Adjustment Amount | Worker base pay amount, expressed in plan frequency. |
Base Salary Change Value | Salary change value. |
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. |
Compensation Variance | Variance between target compensation and actual compensation amount. |
Eligible Salary | Amount calculated to determine workers allocation amount. |
Eligible Workers | Number of all Eligible workers in worksheet. |
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. |
New Adjusted Salary Amount | Proposed salary,expressed in plan frequency. |
Number of Workers | Total number of workers populated in a worksheet. |
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. |
Percentage Budget Utilized | Ratio of budget amount Utilized to overall budget. |
Proposed Salary | New base salary of a worker, expressed in workers base pay frequency. |
Proposed Salary (Average) | Average of proposed salary. |
Target Compensation Amount | Recommended compensation amount. |
Target Compensation Amount (Maximum) | Maximum recommended allocation amount. |
Target Compensation Amount (Minimum) | Minimum recommended allocation amount. |
Total Components For the Plan | Number of component used in a compensation plan. |
Total Eligible Salaries | Sum of Eligible salaries of workers. |
Total Worker Compensated | Total worker count with compensation amount greater than or equal to zero. |
Worker Budget Amount | Amount budgeted for a worker. |
Worker Compensated (Above Target Compensation) | Count of workers compensated above target compensation. |
Worker Compensated (BeLow Target Compensation) | Count of workers compensated below target compensation. |
Worker Compensated with Zero Increase | Worker count with compensation amount equal to zero or not specified. |
Worksheet (Approved) | Approved worksheet. |
Worksheet (Processed) | Worksheets with data posted to HR and payroll (transfer to HR process). |
Worksheet (Rejected) | Worksheets returned for correction. |
Worksheet (Request Information) | Worksheets returned with request for information. |
Worksheet (Submitted) | Worksheets submitted for approval. |
Worksheet (Withdrawn) | Worksheet withdrawn. |
Worksheet (Work In Progress) | Worksheets with some changes saved. |
Worksheets (Budgets Available) | Worksheets without any changes and budget available. |
Worksheets (Budgets Withdrawn) | Worksheets with withdrawn budgets. |
Worksheets (Not Started) | Worksheets without any changes saved. |
HCM—Workforce Time and Labor Management (Preview)
This table describes Workforce Time and Labor Management metrics.
Metric | Metric Definition |
---|---|
Absence Hours | Total Absence Hours |
Absence Hours Approved | Total Absence Hours Approved |
Absence Hours Rejected | Total Absence Hours Rejected |
Labor Hours | Total Labor Hours |
Labor Hours Approved | Total Labor Hours Approved , |
Labor Hours Rejected | Total Labor Hours Rejected |
No. Of Absence Time Entries | Total Number of Absence Time Entries |
No. Of Reported Time Entries | Total Reported Time Entries |
Number Of Time Cards | Total Time Cards |
Processed Hours | Total Processed Hours |
Processed Units | Total Processed Units |
Reported Hours | Total Reported Hours |
Reported Hours Approved | Total Reported Hours Approved |
Reported Hours Rejected | Total Reported Hours Rejected |
Time Cards ( Entered) | Count Of Time Cards With Status As 'ENTERED' |
Time Cards ( Rejected ) | Count Of Time Cards With Status as 'REJECTED' |
Time Cards (Approved) | Count Of Time Cards With Status As 'APPROVED' |
Time Cards (In Error) | Count Of Time Cards With Status as 'IN_ERROR' |
Time Cards (Incomplete) | Count Of Time Cards With Status as 'INCOMPLETE' |
Time Cards (Saved) | Count Of Time Cards With Status as 'SAVED' |
Time Cards (Submitted) | Count Of Time Cards With Status as 'SUBMITTED' |
Worker Count ( Approved Time Cards) | Count of Workers with Time Card Status As 'APPROVED' |
Worker Count ( Entered Time Cards) | Count of Workers with Time Card Status As 'ENTERED' |
Worker Count ( Saved Time Cards) | Count Of Workers with Time Card Status As 'SAVED' |
Worker Count ( Submitted Time Cards) | Count of Workers with Time Card Status As 'SUBMITTED' |
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 |
HCM - Talent Acquisition | Job Attributes |
HCM - Talent Acquisition | Grade Attributes |
HCM - Talent Acquisition | Location Attributes |
HCM - Talent Acquisition | Position Attributes |
HCM - Talent Acquisition | Department Attributes |