8Employment Information

This chapter contains the following:

Assignments

A work relationship defines how a person and legal employer are related.

The work relationship is created when you use any of these processes:

  • Hire

  • Rehire

  • Global Transfer

  • Global Temporary Assignment

  • Create Work Relationship

You select the worker type and legal employer values when you create the work relationship of a person.

Note: You can't change the worker type or legal employer after you create the work relationship. To change either of these values, you need to cancel the work relationship and repeat the process to create the work relationship. For more information, search for these document IDs on My Oracle Support: 1595810.1 and 1633860.1

Worker Types

Each worker type is denoted by its alphabet value in the ASSIGNMENT_TYPE and PERIOD_TYPE columns of the PER_ALL_ASSIGNMENTS_M and PER_PERIODS_OF_SERVICE tables respectively. For example, pending worker is denoted by P, employee by E, contingent worker by C, nonworker by N, and offer by O.

Worker Type Description

Pending Worker

A person who will be hired as an employee or contingent worker and for whom you create a person record prior to the hire or start date. When the hire is finalized, you convert the pending worker to the proposed worker type.

You can create a pending worker work relationship in these scenarios:

  • For a new worker, as part of their hire.

  • For an ex-worker, as part of their rehire or renew placement.

  • For an existing worker, as part of their new job in a different legal employer or for a different worker type in the same legal employer.

Note: A pending worker work relationship can't be created for an existing worker who has a job offer in Oracle Recruiting Cloud.

Employee

A person who typically has a permanent relationship with the organization.

Contingent Worker

A nonemployee, for example, contract worker or temporary worker.

Nonworker

A person having a nonwork relationship with a legal employer, for example, a volunteer or retiree. The work relationship defines the details of the association.

Offer

A person having an offer assignment in the organization.

Note: This worker type is available only if you're using Oracle Recruiting Cloud and an offer is created for the candidate.

Primary Work Relationship

The primary work relationship and assignment are the most significant for a person in terms of working hours, assignment status, pay, benefits, and many other aspects. When you need information about a person from a single work relationship, you look at the primary work relationship. For example, when you need a single worker type for a person for reporting purposes, the primary work relationship provides it.

Here are some facts about primary work relationships:

  • A person can have only one primary work relationship. All other work relationships are nonprimary.

  • A person's first work relationship is the primary relationship by default. An exception is the pending worker work relationship that's created as nonprimary by default. If you're using Oracle Recruiting Cloud and create job offers for candidates, then the offer work relationship is also created as nonprimary by default.

  • When a person has multiple work relationships, the overall primary assignment is the primary assignment in the primary work relationship.

  • If a person has multiple work relationships, you can't terminate the primary work relationship until you select a different primary relationship. This restriction exists because a person can't be without a primary work relationship at any time.

If a person has two work relationships, you can make their nonprimary work relationship as primary by using the Work Relationship quick action on the My Client Groups tab.

Rehires

When a person leaves the organization, you terminate their work relationship. The work relationship becomes inactive but the person record remains active. So when you rehire the person, the application identifies the person and lets you select the existing person and create a new work relationship (for example, pending worker, employee, or contingent worker).

An assignment provides information about a person's role such as job, position, pay, compensation, managers, working hours, and location.

HR specialists can create and manage assignments using the employment-related quick actions on the My Client Groups tab. Line managers can create and manage assignments for their team members using the employment-related quick actions on the My Team tab. Let's take a look at these aspects of assignments.

Work Relationship

A work relationship must have at least one assignment. Your legal employer may allow multiple assignments in one work relationship.

Worker assignments are secured by assignment-level security. An HR specialist or line manager can access a worker's assignment only if they have access to the assignment. For example, a line manager will only see assignments of workers reporting to them. Similarly, an HR Specialist can access worker assignments only within their area of responsibility.

For more information, see the document Implementing Assignment-Level Security in HCM (Doc ID 2700661.1) on My Oracle Support (https://support.oracle.com).

Primary Assignment

You can access a person's information from a single assignment which is their overall primary assignment. If you need information from a single assignment, you use the overall primary assignment. For example, some government reports are based on one assignment only.

You must identify one assignment as the primary assignment in each work relationship. When a person has multiple work relationships, the overall primary assignment is the primary assignment in the primary work relationship.

All work relationships must have at least one primary assignment. The following work relationship types are created as nonprimary, however, the assignments within these work relationship types are still created as primary.

  • Pending Worker Work Relationship

  • Offer Work Relationship (if you're using Oracle Recruiting Cloud)

In this example, assignment C is the overall primary assignment because it's the primary assignment in the primary work relationship.

Work relationship A contains assignment A. Work relationship
B contains assignment B. Work relationship C, the primary work relationship,
contains assignment C.

Assignment Number

You can assign assignment numbers either manually or automatically. Assignment numbers are automatically generated by prefixing the person number with these characters: E (for employee), C (for contingent worker), N (for nonworker), P (for pending worker). For example, if the person number is 45678 and you hire the person as an employee, their assignment number would be E45678. Subsequent assignments of same type have suffix numbers, for example E45678-2, E45678-3. The suffix-number sequence is global and ensures that assignment numbers are unique in the enterprise. If you assign numbers manually, you must ensure they're unique in the enterprise.

Assignment Status

The status determines whether the assignment is active, inactive, or temporarily suspended. It also controls whether the assignment is eligible for payroll processing.

Some assignment actions you take automatically change the assignment status. For example, when you create an assignment, its status is set automatically to Active - payroll eligible. You can change this status if you want.

Contract and Collective Agreement

Assignments can include contract details for information purposes, which some legal employers require.

You can link a collective agreement with an assignment if the bargaining unit, country, and legal employer of the collective agreement and assignment are same. If you created a collective agreement without a legal employer or bargaining unit, you can link the collective agreement with any assignment within the same country.

Projected Dates

These are the two types of projected dates:

  • Projected Termination Date: This date field is stored in the PROJECTED_TERMINATION_DATE column of the PER_PERIODS_OF_SERVICE table. You can use the field to track the projected termination date of the work relationship. For example, you can use the field to track the projected end date of the global temporary assignment.

  • Projected Assignment End Date: This date field is stored in the PROJECTED_ ASSIGNMENT_END column of the PER_ALL_ASSIGNMENTS_M table (non-terms record). You can use the field to track the projected end date of the assignment. For example, you can use the field to track the projected end date of the temporary assignment.

Note: The projected date details are for information purposes only and have no effect on application processing.

Employment Primary Status Attributes

You can set the primary status for work relationships, work terms, and assignments by setting their status in the PER_PERIODS_OF_SERVICE and PER_ALL_ASSIGNMENTS_M tables.

This table describes the primary status attribute available on the PER_PERIODS_OF_SERVICE table.

Primary Status Attribute Name Description

PRIMARY_FLAG

A worker can have multiple work relationships, but only one must be identified as primary. If you want to make the work relationship as primary, then set this attribute to Y. If there's only one work relationship, then it will be primary by default.

The PER_PERIODS_OF_SERVICE table is not effective dated. Therefore, when there is a primary status change in the work relationship, the value of the PRIMARY_FLAG is updated to reflect the latest primary status. If you want to track the history of the primary status change at the work relationship level, see the PRIMARY_WORK_RELATION_FLAG in the PER_ALL_ASSIGNMENTS_M table.

This table describes the four primary status attributes available on the PER_ALL_ASSIGNMENTS_M table.

Primary Status Attribute Name Description

PRIMARY_WORK_RELATION_FLAG

A worker can have multiple work relationships, but only one must be identified as primary. If you want to make the work relationship as primary, then set this attribute to Y at the work relationship level. If there's only one work relationship, then it will be primary by default and the primary status is set in the work terms and assignment also.

PRIMARY_WORK_TERMS_FLAG

For two-tier employment models, you don't have to identify the primary set of work terms as long as you can identify the primary assignment. In two-tier employment models, this attribute is set to Y in the employment terms record for the corresponding primary assignment. This primary status is only set in the work terms.

PRIMARY_ASSIGNMENT_FLAG

A worker can have multiple assignments, but only one must be identified as primary. If you want to make the worker assignment as primary, then set this attribute to Y at the assignment level. If there's only one assignment, then it will be primary by default and the primary status is set in the assignment also.

PRIMARY_FLAG

This overall primary attribute is an application controlled attribute and is set to Y for the primary assignment of the worker's primary work relationship. This primary status is set at the assignment.

Let's take a look at an example to understand how the primary status options work.

Vijay Singh is hired on 1-Jan-2010 and he has only one work relationship and assignment record. Therefore, all the primary attributes are set to Y at the respective levels.

Note: In the table, the prefix E denotes employee assignment and ET denotes employee work terms.
Start Date Work Relationship Assignment Number Primary Work Relationship Primary Work Terms Primary Assignment Primary

1-Jan-2010

WR1

E100

Y

N

Y

Y

1-Jan-2010

WR1

ET100

Y

Y

N

N

An additional nonprimary assignment is added on 1-Jan-2011. The additional assignment is added to the same work relationship, therefore, the work relationship will continue to be primary for the newly added assignment. The PRIMARY_FLAG, PRIMARY_WORK_TERMS_FLAG, and PRIMARY_ASSIGNMENT_FLAG flags will be set to N because the newly added assignment is nonprimary and the employment model is two-tier.

Start Date Work Relationship Assignment Number Primary Work Relationship Primary Work Terms Primary Assignment Primary

1-Jan-2010

WR1

E100

Y

N

Y

Y

1-Jan-2010

WR1

ET100

Y

Y

N

N

1-Jan-2011

WR1

E100-2

Y

N

N

N

1-Jan-2011

WR1

ET100-2

Y

N

N

N

A nonprimary work relationship is added on 1-Jan-2012. Therefore, the PRIMARY_WORK_RELATION_FLAG will be set to N because of the newly added nonprimary work relationship. The PRIMARY_ASSIGNMENT_FLAG and PRIMARY_WORK_TERMS_FLAG will be set to Y because there's only one assignment for the newly added work relationship. The PRIMARY_FLAG will be set to N as the assignment is part of the nonprimary work relationship.

Start Date Work Relationship Assignment Number Primary Work Relationship Primary Work Terms Primary Assignment Primary

1-Jan-2010

WR1

E100

Y

N

Y

Y

1-Jan-2010

WR1

ET100

Y

Y

N

N

1-Jan-2011

WR1

E100-2

Y

N

N

N

1-Jan-2011

WR1

ET100-2

Y

N

N

N

1-Jan-2012

WR2

E100-3

N

N

Y

N

1-Jan-2012

WR2

ET100-3

N

Y

N

N

Change Indicator for Primary Attributes in Employment

You can change the primary indicator to make a nonprimary work relationship or assignment as primary in the responsive Change Assignment flow.

Primary Work Relationship

Here are some points to consider when you change the primary indicator for the work relationship:

  • You can make a nonprimary work relationship as primary by changing the primary indicator value from No to Yes. However, you can't change the primary indicator value from Yes to No to make a primary work relationship as nonprimary.

  • You can't change the primary indicator value when there is a future change in the primary work relationship status for a person.

Primary Assignment

Note: The Primary Assignment field is hidden out-of-the-box on the responsive Change Assignment page. You must use the HCM Experience Design Studio to enable this field.

Here are some points to consider when you change the primary indicator for the assignment:

  • You can't correct the primary indicator, you can only update the indicator with a date effective update.

  • You can make a nonprimary assignment as primary by changing the primary indicator value from No to Yes. However, you can't change the primary indicator value from Yes to No to make a primary assignment as nonprimary.

  • You can change the primary indicator value from No to Yes, but after having changed the value, you can't revert back to the No value. If you want to revert to the earlier value, you need to cancel and restart the Change Assignment flow.

  • You can't change the primary indicator value when future employment changes exist for the selected nonprimary assignment or the current primary assignment.

  • You can't change the primary indicator value when you perform the End Assignment and End Temporary Assignment actions.

  • You can't change the primary indicator value of an inactive assignment.

When you create a person record, you also create that person's first work relationship. Once a person record exists, you can create additional work relationships with the same or different legal employers. You manage work relationships using the Work Relationship quick action on the My Client Groups or My Team tab. Let's look at some valid combinations of work relationships.

Multiple Work Relationships of Different Types with a Single Legal Employer

These work relationships can exist at the same time with the same legal employer because they're of different types.

Work Relationship Type Legal Employer Start Date End Date

Employee

Corporation A

17 November, 2010

None

Contingent Worker

Corporation A

4 August, 2010

12 January, 2012

Nonworker

Corporation A

4 August, 2010

None

Multiple Work Relationships of the Same Type with Multiple Legal Employers

These work relationships can exist at the same time, even though they're all of the same type, because each is with a different legal employer.

Work Relationship Type Legal Employer Start Date End Date

Employee

Corporation A

1 January, 2011

None

Employee

Corporation B

3 April, 2011

None

Employee

Corporation C

17 June, 2012

None

Multiple Work Relationships of the Same Type with a Single Legal Employer

These work relationships can exist with the same legal employer, even though they're of the same type, because they're sequential. If you create the second work relationship before the first is terminated, it will fail.

Work Relationship Type Legal Employer Start Date End Date

Employee

Corporation C

11 October, 2010

17 March, 2011

Employee

Corporation C

19 July, 2011

None

Multiple Work Relationships of Different Types with Multiple Legal Employers

These work relationships can exist at the same time because relationships with a single legal employer are of different types.

Work Relationship Type Legal Employer Start Date End Date

Employee

Corporation A

12 December, 2010

None

Nonworker

Corporation A

12 December, 2010

31 December, 2011

Contingent Worker

Corporation B

14 September, 2010

None

Employee

Corporation C

10 May, 2011

None

Nonworker

Corporation C

15 February, 2011

None

Worker Numbers

A worker number is an optional identifier for employee and contingent worker work relationships. A person with more than one such relationship may therefore have multiple worker numbers.

Human resource (HR) specialists can enable worker numbers at the enterprise and legal employer levels, using the Manage Enterprise HCM Information and Manage Legal Entity HCM Information tasks.

When You Enable Worker Numbers

Worker numbers become mandatory in all employee and contingent worker work relationships. If you enable the worker number at both the enterprise and legal employer levels, then the setting at the legal employer takes precedence.

Ways to Allocate Worker Numbers

You can allocate worker numbers in these ways:

  • Manually

  • Automatically from a global sequence

  • Automatically from a legal-employer sequence

You can select different number allocation methods for different legal employers. If you use a legal employer sequence, worker numbers may not be unique in the enterprise. You can't change an automatically allocated worker number.

Worker Numbers for Rehires

If you use a global sequence, the worker number doesn't change when you do these actions.

  • Rehire in the same legal employer.

  • Rehire in a different legal employer.

  • Globally transfer to a different legal employer.

If you use a legal employer sequence, the worker number doesn't change when you rehire in the same legal employer. However, the worker number changes when you rehire in a different legal employer or globally transfer to a different legal employer.

Work measures are ways of accounting for a worker's time on an assignment. Work measures are of two types: FTE and Headcount.

Standard Working Hours

Standard working hours are usually those of a full-time worker. You define them for the enterprise, the legal employer, the department, or the position. Working hours, which are the same as standard working hours by default, are defined for the assignment.

If you define standard working hours for more than one work structure, the application uses this hierarchy to derive standard working hours: Position > Department > Legal Employer > Enterprise

Note: For the Great Britain (GB) legislation, if you enter a standard working hours override, this hierarchy is used to derive the standard working hours: Standard Working Hours Override > Position > Department > Legal Employer > Enterprise. The standard working hours override frequency is considered to be the same as the assignment working hours frequency.

Working hours and standard working hours may remain the same. For example, if an employee is working the department's standard working hours, standard working hours and working hours are the same. For part-time workers, there is usually a difference between standard working hours and working hours. Where there is a difference, you update the working hours for the assignment.

You can specify the assignment working hours these ways:

  • Fixed hours: Enter the total hours for a week in the Working Hours field.

  • Variable hours: In the Assignment Hours Details window, enter the worker's availability for each day. For example, you can specify the start and end time of the worker's shift or the number of hours in the shift.

FTE

The FTE for a worker is calculated by dividing the assignment working hours by standard working hours. For example, if the assignment working hours are 20 and the standard working hours are 40, the FTE for the assignment is 0.5. If there are no standard working hours for the enterprise, legal employer, position, or department, then an assignment has no FTE.

If you change standard working hours at the position level and have position synchronization configured, the application recalculates FTE for the impacted assignments. If you change standard working hours at the department, legal employer, or enterprise level, the application doesn't recalculate FTE for the impacted assignments. You have to change the worker assignments manually, or by using HCM Data Loader.

Note: When you're editing the FTE value, it's rounded off to 10 decimal points, for example 0.1254677897. However, when you're viewing it as a read-only field, it appears rounded off to 2 decimal points, for example 0.13. Any customizations you make to the FTE field doesn't affect this behavior. The FTE value stored in the database uses a rounded decimal precision of 10 decimals.

Headcount

The headcount value of a primary assignment in a primary work relationship is 1 and 0 for all other assignments.

When You Edit Work Measures

In general, you don't need to edit work measures. However, you may want to enter a FTE value if no default value appears.

Automatic Calculation of Work Measures

By default, work measures are calculated automatically for the worker when there's a change in the standard working hours. The change in standard working hours can happen because of a change in position, department, or legal employer.

In certain cases, you may not want the work measures to be automatically calculated. For example, you override the FTE value of a contingent worker to zero. However, you don't want this manual override to be automatically recalculated when there's a change in the worker's department. To retain the overridden value, you must clear the Calculate FTE and headcount automatically check box on the worker's assignment.

This check box is hidden out-of-the-box for all flows except the Change Working Hours flow. By default, the value of the Auto Calculate Work Measures attribute is Y. When the attribute value is Y or Null, the application automatically calculates work measures. If you change this value to N by clearing the check box, the application doesn't automatically calculate work measures and retains the user entered value.

Note: The value of the attribute is stored in the CALCULATE_WORKMEASURE_FLAG column of the PER_ASSIGN_WORK_MEASURES_F table against the FTE row. For example, the table stores these values when the value of FTE and Headcount is 1 and the Calculate FTE and headcount automatically check box is selected:
Assignment Number Unit Value CALCULATE_WORKMEASURE_FLAG

Assignment 1

FTE

1

Y

Assignment 1

Headcount

1

Null

Conversion of Working Hours to Calculate FTE

If the frequency of standard working hours and assignment working hours are different, they're converted to the lowest denominator frequency of hours in a day. This table shows you how the conversion is done to calculate FTE:

Frequency How working hours are converted Assumption

Weekly

Standard working hours * 0.2

Assignment working hours * 0.2

40 working hours

Biweekly

Standard working hours * 0.1

Assignment working hours * 0.1

80 working hours

Semi-monthly

Standard working hours * 0.093023256

Assignment working hours * 0.093023256

88 working hours

Monthly

Standard working hours * 0.046511628

Assignment working hours * 0.046511628

176 working hours

Yearly

Standard working hours * 0.003875969

Assignment working hours * 0.003875969

2080 working hours

Weekly Working Hours for Assignments

You can manage the weekly working hours for a worker's assignment from your employment flows. For example, you can manage the weekly working hours in flows, such as Add Pending Worker, Transfer, and Change Working Hours.

Weekly Working Hours Section

You can use the Weekly Working Hours section to define the hours per day of the week for an employee according to the requirements of their assignment. You can select the section along with other sections from the questionnaire page of the flow you want to run.

The weekly working hours information is displayed in all relevant BIP and post approval notifications for each employment flow. In case there are no weekly working hours defined, the notification won't display the weekly working hours attributes.

Note: The section is hidden out-of-the-box. You can enable the section in the responsive flow by using HCM Experience Design Studio. For more information, see this Transaction Design Studio - What It Is and How It Works (Document ID 2504404.1)

Work Shift Type

There are two work shift types that you can select in the Weekly Working Hours section:

  • Elapsed: When you select this type, you can record the hours for each working day.

  • Time: When you select this type, you can record the start and end times for each working day.

The total working hours for each work shift type indicates if the working hours you entered is less or greater than the designated assignment working hours for each week.

Points to Consider

  • The Work Day Definition and Day Start Time fields are hidden out-of-the-box in the Weekly Working Hours section. You can enable these fields using HCM Experience Design Studio.

  • On the Employment Info page, the Weekly Working Hours section is collapsed by default, and will be displayed only if the worker has weekly working hours data.

  • When you delete the assignment, the weekly working hours data will also be deleted.

  • When you delete the date effective assignment split, the corresponding date effective split of the weekly working hours will also be deleted.

  • The REST service doesn't support managing weekly working hours.

  • The Weekly Working Hours section doesn't support flexfields.

  • When you change the weekly working hours for any day in the responsive UI, the change doesn't affect the Working Hours attribute. Therefore, the FTE doesn't change and remains the same.

  • The Working Hours Type (Work Day or Frequency) field isn't available in the responsive UI. This field has been removed from the Weekly Working Hours section in the responsive UI. This is because you can directly change the Working Hours attribute in the Assignment section of the responsive UI for implementing working hours type as frequency.

Assignment Attributes Based on Change Assignment Action

Some assignment attributes are displayed or hidden based on the action you select for the Change Assignment flow. This table shows you the attributes:

Action Displayed Attributes Hidden Attributes
  • SUSP_ASSIGN (Suspend Assignment)

  • END_ASG (End Assignment)

  • END_TEMP_ASG (End Temporary Assignment)

Assignment Status

Job

Assignment Name

Department

Location

Business Unit

  • PROBATION (Start Probation Period)

  • END_PROBATION (End Probation Period)

Probation Period

Probation End Date

Job

Assignment Name

Department

Location

Business Unit

EXTEND_TEMP_ASG (Extend Temporary Assignment)

Projected End Date

Job

Assignment Name

Department

Location

Business Unit

DEMOTION (Demotion)

Job

Business Title

Grade

Department

Location

Business Unit

Business Title Defaulting for Assignment in Employment Flows

The assignment is identified with the business title and the title is defaulted from the job or position in responsive employment flows using the ORA_PER_EMPL_DEFAULT_BUSINESS_TITLE_FROM profile option.

Note:
  • The business title for the Mass Legal Employer Change flow is defaulted from the source assignment irrespective of the profile option.

  • The business title for the Convert Pending Worker flows (Convert, Quick Convert, and ESS process) is defaulted from the source pending worker assignment irrespective of the profile option.

This table shows how the business title is defaulted based on the profile option:

Profile Option Defaulting Behavior

Retain User Changes

This is the current application behavior where the business title is populated based on the worker's job and the title changes automatically if there is a job change on the worker's assignment. However, if the user manually updates the business title on the worker's assignment, the updated value is retained even if there is a job change on the worker's assignment.

Automatically Update Based on Job Change

The business title is populated based on the worker's job and the title changes automatically if there is a job change on the worker's assignment. Even if the user manually updates the business title on the worker's assignment, the changes are replaced with the new job value if there is a job change on the worker's assignment.

Automatically Update Based on Position Change

The business title is populated based on the position on the worker's assignment and the title changes automatically if there is a position change on the worker's assignment. Even if the user manually updates the business title on the worker's assignment, the changes are replaced with the new position value if there is a position change on the worker's assignment.

The user can select the assignment based on the business title mapped to it on the Employment Info page. The HR status is also displayed with the business title for suspended and inactive assignments. For example, a worker may have two assignments, one active and the other inactive. In this case, the business title of the active assignment is displayed as Manager Information Systems and the inactive assignment as Management Consultant - Inactive.

This table shows the application behavior in the responsive employment flows based on the value configured for the profile option:

Responsive Employment Flow Behavior for Profile Option: Automatically Update Based on Position Change Behavior for Profile Option: Automatically Update Based on Job Change Behavior for Profile Option: Retain User Changes

Add flows, such as Hire an Employee.

  • The Business Title field is blank initially and defaults to the position based on the value selected in the Position field.

  • If no value is selected for the Position field, the business title is defaulted to the assignment number at the time of submit.

  • The Business Title field is blank initially and defaults to the job based on the value selected in the Job field.

  • If no value is selected for the Job field, the business title is defaulted to the assignment number at the time of submit.

  • The Business Title field is blank initially and defaults to the job based on the value selected in the Job field.

  • If no value is selected for the Job field, the business title is defaulted to the assignment number at the time of submit.

Update flows, such as Promote and Transfer.

  • If the position is changed, the business title is defaulted to the new position value.

  • If the position isn't changed, the previous business title value is retained.

  • If the job is changed, the business title is defaulted to the new job value.

  • If the job isn't changed, the previous business title value is retained.

  • If the job is changed, these things happen:

    • The business title is defaulted to the new job value if the user hasn't overridden the business title manually.

    • If the user has manually overridden the business title, the previous value of the business title is retained.

  • If the job isn't changed, the previous business title value is retained.

Correction flow, such as Employment Details.

  • If the position is changed, the business title is defaulted to the new position value.

  • If the position isn't changed, the previous business title value is retained.

  • If the job is changed, the business title is defaulted to the new job value.

  • If the job isn't changed, the previous business title value is retained.

  • If the job is changed, these things happen:

    • The business title is defaulted to the new job value if the user hasn't overridden the business title manually.

    • If the user has manually overridden the business title, the previous value of the business title is retained.

  • If the job isn't changed, the previous business title value is retained.

Add Assignment (Permanent and Temporary)

  • The business title is defaulted from the source assignment. If the position is changed, the business title is defaulted to the new position value.

  • If the user doesn't change the defaulted business title, then -<number> will be appended after the business title at the time of submit. For example, if the source assignment business title is Sales Manager, and the user didn't make any changes to the business title for the new assignment, then the new business title will be Sales Manager -2 after the user submits the transaction. However, if the business title already contains a hyphen (-), for example, Sales - Manager, then the number won't be appended after the business title.

  • If no value is selected for the Position field, then the business title will be defaulted to the assignment number.

  • The business title is defaulted from the source assignment. If the job is changed, the business title is defaulted to the new job value.

  • If the user doesn't change the defaulted business title, then -<number> will be appended after the business title at the time of submit. For example, if the source assignment business title is Sales Manager, and the user didn't make any changes to the business title for the new assignment, then the new business title will be Sales Manager -2 after the user submits the transaction. However, if the business title already contains a hyphen (-), for example, Sales - Manager, then the number won't be appended after the business title.

  • If no value is selected for the Job field, the business title is defaulted to the assignment number.

  • The business title is defaulted from the source assignment.

  • If job is changed on the new assignment being added and the business title value wasn't overridden by the user in the source assignment, the business title is updated to the new job value.

  • If the user doesn't change the defaulted business title, then -<number> will be appended after the business title at the time of submit. For example, if the source assignment business title is Sales Manager, and the user didn't make any changes to the business title for the new assignment, then the new business title will be Sales Manager -2 after the user submits the transaction. However, if the business title already contains a hyphen (-), for example, Sales - Manager, then the number won't be appended after the business title.

  • The Business Title field is blank initially and defaults to the job based on the value selected in the Job field.

  • If no value is selected for the Job field, the business title is defaulted to the assignment number.

Local and Global Transfer (Global Transfer and Global Temporary Assignment)

  • The business title is defaulted from the source assignment. If the position is changed, the business title is defaulted to the new position value.

  • If the position in the newly added assignment and the source assignment aren't the same, the new assignment position value is defaulted in the business title.

  • If no value is selected for the Position field, the business title is defaulted to the assignment number.

  • The business title is defaulted from the source assignment.

  • If the job is different for the newly added assignment, the new job value is defaulted in the business title.

  • If no value is selected for the Job field, the business title is defaulted to the assignment number.

  • The business title is defaulted from the source assignment.

  • If the job is changed on the new assignment being added and the business title value wasn't overridden by the user in the source assignment, the business title will be updated to the new job value.

  • If the job is different for the newly added assignment, these things happen:

    • The business title is defaulted to the new job value if the user hasn't overridden the business title manually.

    • If the user has manually overridden the business title, the previous value of the business title is retained.

  • If no value is selected for the Job field, the business title is defaulted to the assignment number.

An eligible job is an additional job for which the worker is eligible in addition to the worker's current job.

You can use this feature to track the additional jobs. The additional jobs can also be used to report time on the time sheet. Use the value set ORA_PER_EMPL_ELIG_JOBS when configuring the time sheet to display eligible jobs.

Relief Type

The relief type governs the job filtering and rate override options for the additional jobs. By default, when you add a new eligible job, the relief type is Derived.

  • Derived - You need to set the start date, end date and select a job that's mapped to the job family of the assignment job.

  • Manual - You can attach any job even outside the job family of the assignment job. If you add a job under this relief type then you need to enter the rate and frequency along with start date and end date. If you want to use this relief type you need to un-hide these fields- Relief Type, Manual Rate, Currency, and Frequency.

However, a point to note is that when you enter the eligible job, an element entry or time card entry isn't automatically created. You need to refer the overridden rate and frequency in your payroll fast formula to calculate the pay difference for a worker if you're using the Manual relief type.

Eligible Jobs Example

Let's see how you can track additional jobs based on the relief type from these scenarios.

Scenario Action

Bob Price is Supervisor at Acme Inc. He is being given an additional responsibility of Manager, a position in the same job family for a period of two months till a new person is hired.

  • Select relief type as Derived.

  • Enter the start and end dates for the additional job

Jenna Markum is the Vice President of the Sales division. She is asked to head the Marketing division for a period of one year. Since there is no fixed job rate for the Sales division, her payroll for the additional job must be calculated based on what's defined at the eligible job level.

  • Select relief type as Manual

  • Enter the start and end dates for the additional job

  • Enter the manual rate as per the industry standards

  • Select the frequency as Weekly

You can add additional jobs for which a worker is eligible. You must consider the following points when adding eligible jobs for a worker.

Job

You can't add an eligible job same as the one in the worker's current assignment. You can't add the same eligible jobs twice for the same period. The start date of an eligible job must be after the start date of the worker's current assignment.

Job Set and Job Family

The jobs that you see are dependent on the job family and the relief type selected. For example, when you select the relief type as Derived for a worker whose current assignment is Consultant, then the jobs displayed are based on the job family and job set to which this job belongs.

Relief Type

The relief type mode can be either Manual or Derived. You need to map jobs to the appropriate job families if you want to use the Derived relief type mode. This is because the application will only display jobs that are from the same job family as the assignment job. You must specify the manual rate and frequency when the relief type model is Manual. You can add a job from the same job set as the worker's current assignment when the relief type is Manual. You can't select the frequency as Periodically.

Matrix Manager for an Assignment

An assignment can have a matrix manager or a dotted line manager in addition to a line manager. For example, an employee may have an additional project or a separate compensation manager. Matrix managers can use the matrix management functionality to view and track their employee's assignments similar to a line manager.

How You Assign a Matrix Manager

To assign a matrix manager to an employee, do these steps:

  1. On the home page, click the My Client Groups tab, and then click the Employment Info quick action in the Employment section.

  2. Search and click the person name for whom you want to assign the matrix manager.

  3. Click the Actions drop-down list, and then select Change Manager.

  4. Click Continue on the questionnaire page.

  5. Enter the details in the When and Why section, and then click Continue.

  6. In the Maintain Managers section, click Add.

  7. Search and select the matrix manager in the Name field.

  8. Select the manager type from the Type field, and then click OK.

    Note: You need to select a type other than line manager.
  9. Repeat step 8 if you need to add another matrix manager.

  10. Click Submit.

How You Can See the Employee in the Matrix Manager Hierarchy

Matrix managers don't see their matrix reports in the My Team work area because by default, only their direct reports are displayed. To see their matrix reports, they need to use the search filters and filter by the manager type relationship they have with the employee.

How You Can Add Custom Roles for Matrix Managers

The default line manager abstract role (with data role) provides access to all line managers and matrix managers. You can also use a custom role to only provide access to a specific type of matrix manager. For example, you can have a custom role to restrict a manager's access to only those direct reports under the project manager hierarchy. By having separate roles for each matrix manager, you can control how different matrix managers access employee data. For example, a compensation manager should be able to see the salary of an employee, and not the project manager. Similarly, a project manager should be able to transfer an employee from one location to another, and not the compensation manager.

For more information about role-based security, see the Oracle Human Capital Management Cloud Securing HCM guide on the Oracle Help Center (https://docs.oracle.com/en/cloud/saas/index.html)

You must define at least one line manager for an assignment. Optionally, you can add other manager types. Line managers see the line-manager version of a person's spotlight and other restricted worker information. Other manager types can also see restricted worker information if their roles have the required security access.

Let's see some examples of assignments that need multiple managers.

Matrix Management in an Engineering Company

An engineering company uses a matrix management structure. An engineer reports to the lead engineer for everyday functional guidance and to the operational manager for project assignment and tracking.

In this example, you define the lead engineer as the line manager and the operational manager as the project manager. This is because the lead engineer interacts with the team members every day and evaluates their progress. The project manager's role is restricted to assigning projects and tracking project completion.

Temporary Project Managers in a Service Company

A service company assigns workers to third parties to deliver contracted services. Each worker has a manager whose primary task is to help the worker find their next assignment. The manager is common for all of the worker's assignments. You define this manager as a line manager.

The worker also has a temporary project manager who manages a particular assignment but may not manage all of the worker's assignments. You define the project manager as an additional manager (for example, as a project manager) in relevant assignments.

Managers in a Global Company

A global company is organized functionally and workers report to a functional manager who may be in a different time zone. You define the functional manager as the line manager for the assignment.

For day-to-day administrative purposes, such as approving leave or absence, each worker also has an administrative manager. You define this administrative manager as an additional manager for the assignment.

You can enable position synchronization for the enterprise or legal entity, and synchronize the line manager value in the assignment with the position. You can synchronize using either the position tree or the HCM position hierarchy. Let's look at how line managers are synchronized using the HCM position hierarchy.

Synchronize Line Manager for New Assignments

You create a new assignment and specify the position when you do any of these actions:

  • Hire

  • Add Assignment

  • Temporary Assignment

  • Change Legal Employer

  • Create Work Relationship

  • Global Transfer

  • Global Temporary Assignment

  • Local and Global Transfer

The line manager for the new assignment is synchronized based on the position hierarchy. Direct reports are also assigned using synchronization, and displayed in the Add Direct Reports section. Here's how the synchronization happens:

  • The incumbent in the parent position is assigned as the line manager for the new assignment.

  • If there are any incumbents in the child positions, the incumbents are added as direct reports of the line manager. If there is already an existing manager in the child position, this value is ignored and replaced with the new manager.

  • If the new manager is hired for the same position as the existing manager, then the current manager will remain.

Synchronize Line Manager for Existing Assignments

When you change the position in an existing assignment, the line manager is synchronized based on the position hierarchy. Direct reports are reassigned based on the synchronization, and displayed in the Reassign Directs section. Here's how the synchronization happens:

The figure illustrates how line manager synchronization
happens for existing assignments.
Note: If a parent position doesn't exist or there are no incumbents in all the parent positions in the hierarchy, then you can manually reassign the direct reports to other managers.

Retain Your Employment Changes While Changing the Effective Date

When you change the effective date of a transaction in employment flows, by default, all your employment-related changes are reset as of the new effective date. However, if you want to retain the changes even after you change the effective date, you need to enable the ORA_PER_EMP_RETAIN_CHANGES profile option. The changes are retained when you use these flows:

  • Local and Global Transfer

  • Create Work Relationship

  • Convert Pending Worker

  • Add Assignment

  • Change Location

  • Promote

  • Transfer

  • Change Assignment

Note: Person changes will also be retained, but only in the Local and Global Transfer flow.

The changes are also retained when the transaction approver changes the transaction date in the employment flows as part of Edit the Transaction feature.

Points to Consider

  • Retaining your employment changes while changing the effective date is an opt-in feature that can be controlled by using the ORA_PER_EMP_RETAIN_CHANGES profile option.

  • If you change the transaction date, and the date is earlier than the previous assignment record or later than the future assignment record, your employment changes won't be retained. In this case, the current application behavior of resetting your employment changes will continue.

  • If you are using the AutoComplete feature in responsive Employment flows where employment changes are retained, you need to check your AutoComplete rules. The AutoComplete rules related to defaulting are not impacted. However, the AutoComplete rules related to validation may be impacted and must be checked again.

Examples of Retaining Your Employment Changes While Changing the Effective Date

Here's an example of how your employment changes are retained in employment flows when you change the effective date.

New Effective Date Needs to be Between the Previous and Next Record's Effective Date

If you added the assignment row having effective date of 01-Mar-2019, the changes will be retained only when the date is changed between 01-Feb-2019 and 01-Jun-2019.

Date Action Business Unit Location Job Department Grade Additional Information

01-Jan-2019

Hire

Business Unit 1

Location 1

Job 1

Department 1

Grade 1

Historical record

01-Feb-2019

Transfer

Business Unit 1

Location 1

Job 1

Department 2

Grade 1

Historical record

01-Mar-2019

Change Location

Business Unit 1

Location 2

Job 1

Department 2

Grade 1

Newly added record

01-Jun-2019

Promotion

Business Unit 1

Location 1

Job 1

Department 2

Grade 1

Future record

Value Becomes Invalid When You Change Effective Date

If you enter a value that's not valid as of the newly changed date, the value will be reverted to the old value. Let's have a look at how this works by using this example:

Grade 1 is active from 01-Jan-1951 and Grade 11 is active from 01-Jun-2019.

Date Action Business Unit Location Job Department Grade Additional Information

01-Jan-2019

Hire

Business Unit 1

Location 1

Job 1

Department 1

Grade 1

N/A

01-Jun-2019

Promotion

Business Unit 1

Location 1

Job 1

Department 2

Grade 11

Newly added record

If you change the date of the newly added record from 1-Jun-2019 to 1-May-2019, the grade value will be reverted back to Grade1 as Grade11 isn't valid as of the new date.

Control Default of Effective Start Date in Employment Flows

You can control the defaulting of the effective start date in these responsive employment flows using the ORA_PER_EMPL_DEFAULT_EFFECTIVE_DATE profile option:

  • Add Assignment

  • Add Contingent Worker

  • Add Nonworker

  • Add Pending Worker

  • Change Assignment

  • Change Location

  • Change Manager

  • Change Working Hours

  • Create Work Relationship

  • Direct Reports

  • Hire an Employee

  • Local and Global Transfer

  • Promote

  • Termination

  • Transfer

Here are some points to consider when you use the profile option:

  • If you have selected not to default the effective start date in the responsive employment flow, you need to first enter the effective start date in the flow. The other fields in the flow will be enabled for changes only after you enter the effective start date.

  • You must not use Page Composer or HCM Experience Design Studio to hide the effective start date field when the profile option is set to N. This is because the effective start date is a required field for responsive employment flows.

  • There will be no change to the behavior of the offer conversion flows even if you set the profile option value to N. The effective start date will display the date entered during the job offer creation.

  • There will be no change to the behavior of the Convert Pending Worker flow even if you set the profile option value to N. The effective start date will display the proposed start date entered during the pending worker creation.

FAQs for Assignments

These are the changes that happen.

  • The previous primary work relationship automatically becomes a nonprimary work relationship.

  • The primary assignment in the new primary work relationship becomes the person's overall primary assignment. If the new primary work relationship contains any future-dated assignments, the change in primary status is propagated to the future records.

  • The new primary work relationship and overall primary assignment is the main source of work-related and analytic information and reporting.

  • The person's worker type may change. For example, the person may become an employee from a contingent worker if the new work relationship is an employee one.

The application automatically does these actions:

  • Deletes the work relationship and any associated assignments, and payroll, benefits, and compensation records.

  • Removes Roles allocated to the person for this work relationship, whether manually or automatically.

  • Reinstates the person's status prior to the creation of the work relationship, if the person has other work relationships or contact relationships.

If you cancel a person's only work relationship, the application still retains the person record. Such records are available to be selected during a rehire, but are excluded from general person searches.

If you cancel a worker's only work relationship, the assignment and work relationship data is erased for the worker. Therefore, it's not possible to retrieve the canceled transaction details from the PER_ALL_ASSIGNMENTS_M and PER_PERIODS_OF_SERVICE tables. However, the record of this action is stored in the PER_ACTION_OCCURENCES table. You can search for a person whose work relationship was canceled by querying this table. The PARENT_ENTITY_KEY_ID column in the table stores the person ID of the person whose work relationship was canceled. The ACTION_CODE column in the table has the ORA_EMPL_CANCEL_WR value for the canceled work relationship.

Note:
  • You can't cancel a work relationship that has a current, past, or future-dated termination. If any assignments in a work relationship are included in a payroll run, you can terminate the work relationship but you can't cancel it.

  • You can't cancel a pending worker work relationship after you convert the pending worker to an employee, contingent worker, or nonworker. Also, if a work relationship is canceled after being converted, the corresponding pending worker work relationship won't be reverse terminated.

  • In case of multiple work relationships, you can't cancel the primary work relationship.

Person types, can sometimes be referred to as user person types. They are subcategories of the predefined system person types, such as employee and nonworker. Each system person type has a single person type by default, which has the same name as the system person type. Your enterprise can define additional person types for each system person type. For example, for the system person type nonworker your enterprise could define the person types intern, retiree, volunteer, and counselor.

If the missing person type is valid for the worker type, you must update the list of person types. For example, if the worker type is employee and you want to use the person type trainee, you must update the list of employee person types.

If the missing person type isn't valid for the worker type, you must either create a new work relationship or update an existing work relationship of the relevant type. For example, to use the person type volunteer, you create the assignment in a nonworker work relationship if volunteers are classified as nonworkers.

No, you must terminate the work relationship instead.

Can I end a primary assignment if there are other nonprimary assignments in the same work relationship?

You can end the primary assignment, however, these conditions apply:

  • If there is only one nonprimary assignment in the work relationship, the application automatically makes the nonprimary assignment as primary when ending the primary assignment.

  • If there are more than one nonprimary assignments, the application doesn't allow you to end the primary assignment. You need to first make one of the nonprimary assignments as primary before ending the primary assignment.

Note: These conditions apply when you use the End Assignment and End Temporary Assignment actions.

The new line manager gets control of the assignment.

  • The new line manager gains access to the assignment on the specified date. For example, the new manager sees this assignment in management hierarchies and can see the line manager version of the person's spotlight.

  • From the specified date, the managed person sees the new manager's name in reporting hierarchies and other information about this assignment.

  • If notifications are used at your enterprise, the new line manager, managed person, and you may be notified automatically of this change.

If you use positions, the selected position supplies the following values automatically: job, department, location, grade, ceiling step, payroll, salary basis, probation period, manager, working hours, working-hours frequency, start time, and end time.

If you don't use positions, these things happen:

  • The location is inherited from the department.

  • The standard working hours, working hours, and working-hours frequency are inherited from the department, legal employer, or enterprise. Values specified for the department override those specified for the legal employer, and values specified for the legal employer override those specified for the enterprise.

If you edit the source attributes of inherited values (for example, you update the salary basis of a position), the changes don't copy automatically to the assignments. However, you can edit the inherited values to match the updated source attributes.

If you change the business unit on assignments, the organization, job, position, grade, and job values are automatically set to null.

Switch between active and inactive work relationships and assignments for a person using the Business Title drop-down list on the Employment Info page.

Alternatively, find current inactive assignments for a person by searching for the person. The person search returns all the person's current assignments, regardless of their status.

If the assignments are inactive because of a termination, you must select the option in the advanced search to include terminated work relationships in the search results. Otherwise, inactive assignments in terminated work relationships don't appear in the search results.

How can I correct the start date of an assignment or temporary assignment that I added?

You can't change this date directly on the assignment page. You need to delete the newly created assignment and add the assignment or temporary assignment again on the date you want.

Why doesn't the Change Assignment flow list all actions?

The Change Assignment flow only displays actions configured using these action types:

  • Change Employment

  • Start Probation Period

  • End Probation Period

  • End Assignment

  • End Temporary Assignment

  • Extend Temporary Assignment

  • Demote Employment

  • Suspend Assignment

Note: The actions based on these action types are displayed only if the selected worker has more than one active assignment:
  • End Assignment

  • End Temporary Assignment

  • Extend Temporary Assignment

You can't change the list of action types for the Change Assignment flow. If you want to use another action type not in the list, access that action separately. For example, you can access the Promote action separately. If you want to list all action types for the Change Assignment flow, query the PER_ACTION_TYPES_B table for records where the CHANGE_ASG_VISIBLE_FLAG attribute is set.

Can I use eligible jobs instead of adding an assignment?

Yes you can but it's not a direct replacement. Use eligible jobs in these scenarios.

- The worker is eligible to work on more than one job but may or may not be actually working on that job.

- There's no overlap of jobs or the overlap is for a short period.. For example, providing relief for someone who didn't turn up for work.

Use additional assignment in these scenarios.

- Worker is working on multiple assignments at the same time

- Period of overlap of jobs is long enough to maintain multiple assignments

How can I correct or delete a date-effective assignment record using the responsive UI?

Use the Employment Info quick action under My Client Groups to search for the employee. Select the relevant assignment record from the Employment History section to open the employment details page. You can then correct or delete the selected assignment record from the employment details page.

How can I correct the start dates of assignment-related transactions?

You can't change these dates directly on the Employment Info or Employment Details page. You must first delete the assignment record that was created as part of the transaction (for example, Promote or Transfer). This removes the assignment record. You can then do the transaction again on the date you want.

How can I update the location from the Change Location page when position synchronization is enabled?

You need to first enable the Synchronize from Position field for the Change Location action using HCM Experience Design Studio. Then you can update the location after you clear the Synchronize from Position check box on the Change Location page.

Areas of Responsibility

You can assign a worker a responsibility and identify the scope of the responsibility. For example, you can assign a worker the Human Resources (HR) Representative responsibility and define the scope as people in a specific organization or department hierarchy. The worker then appears as a HR representative in the Work Contacts list of those people. To assign responsibilities, use the Areas of Responsibility quick action on the My Client Groups tab..

Assigning an area of responsibility doesn't affect the person records the representative can see. Access to records is controlled through security. Your security administrator can set up security profiles using areas of responsibility.

What Happens if Scope Overlaps

If you assign the same responsibility to multiple persons, overlap between scopes may occur. For example, you define the scope of the HR Representative responsibility for person A using an organization hierarchy. You define the scope of the HR Representative responsibility for person B using a supervisor hierarchy. The scopes overlap because some workers appear in both hierarchies. These workers then have both A and B as their HR representatives. If this isn't the desired result, you may redefine the scope by specifying a different combination of information.

Integrating with Checklists

You can create and assign responsibilities for use in checklists. You identify the task performers' responsibilities when you create a checklist template. During checklist allocation, the persons with the selected responsibilities are derived and designated as task performers automatically.

Integrating with Sensitive Transactions

Certain future-dated terminations may be identified as sensitive and hidden from everyone until an appropriate time. You can use responsibilities for such terminations to identify who should receive notifications involving the termination. Any conflicts involving sensitive terminations are handled by routing the actions to a person with an HR Representative responsibility.

Note: A nonworker can't be a work contact or representative so you can't assign areas of responsibility to a nonworker.

Let's look at some examples of how you can define the scope of a responsibility.

Based on Assignment Information

Gail Williams is a Human Resources (HR) representative in Vision Corporation, UK. You assign her the HR representative responsibility and set the scope of her responsibility to application developers based in Reading in the UK.

Field Value

Business Unit

Vision Applications Development

Legal Employer

Vision UK

Country

UK

Location

Reading

Job

Applications Developer

Based on Name

Terry Smith is a benefits representative in Vision Corporation, UK. You assign him the benefits representative responsibility and set the scope of his responsibility to workers whose names are within an alphabetic range (A to L).

Field Value

Legal Employer

Vision UK

From Last Name

A

To Last Name

L

Based on Payroll Information

Grace Miller is a payroll representative in Vision Corporation, US. You assign her the payroll representative responsibility and set the scope as external training staff in Vision Corporation, US.

Field Value

Statutory Unit

Vision Training US

Legislative Data Group

External Training

Areas of Responsibility Templates

Templates allow you to create a simple, less-cluttered responsibility description and scope just once, and reuse that same definition multiple times. You can define templates separately from representatives, and can support different scope patterns as your organization requires. Responsibility templates are intended to create areas of responsibility with predefined scope for your representatives. With a responsibility template, you can control and lessen the number of responsibility visible scope items displayed on a worker's responsibility, so you choose only the scope that applies to your organization without using Page Composer. Templates will also default values on the worker responsibility but you can also specify required values for the worker responsibility.

How You Create a Responsibility Template

You can create an area of responsibility template for responsibilities that you frequently need to assign to people. For example, you may have a shared service center with 3 HR representatives covering workers in the same Legal Employer; define a single responsibility template and assign to all 3 HR representatives. You can create areas of responsibility templates from the Workforce Structure quick actions.

You can create a worker's responsibility from active, current, or future-dated templates. Whichever template you choose, the basic responsibility information and the scope are displayed, by default. However, you can change the name, from and to dates, and status. You need to specify a code for area of responsibility template, and can update any of the fields, which are optional in the template. Scope fields will appear as read-only if default value for that field is specified in the template. If a default value isn't provided, then you can choose or specify a value.

How You Delete a Template

Although, you can copy a responsibility template, you can't delete one if there are people associated to it. If you want to display a warning confirmation message to users before deleting a template, you must enable the HCM_SAVE_CHANGES_WARNING_ENABLED profile option.

Note: Details in the template are currently independent of any changes in the worker level area of responsibility. There isn't any synchronization of the start date, end date or status fields between the worker area of responsibility and the template.

How You Assign a Template

You can either create a template and directly assign it to people or select people and associate them to a template. When you associate workers to a template, their area of responsibility is listed in the Directly Assigned section. You can also create different responsibilities from a template and assign it to the same person multiple times. For example, if you configure Country in the template as not required, at the person-level responsibility, you can update each area of responsibility to have different country values unique to the representative's service areas.

FAQs for Areas of Responsibility

The person doesn't appear in the Work Contacts lists of people for whom the person holds an area of responsibility.

The responsibility you reassign is immediately visible in the assignment record of the person to whom it's reassigned. The From Date of the responsibility is the current date, and there's no To Date. Here's what happens in the assignment record of the person from whom the responsibility is being removed. The current date becomes the To Date if there's currently no To Date. Otherwise, the existing To Date remains unchanged.

The scope of the responsibility remains the same. The change is visible in the Work Contacts list of affected people when the records are next viewed.

What's the recruiting responsibility type?

You can assign the recruiting responsibility to a person and define the scope of responsibility to secure job requisitions based on specific recruiting attributes. These attributes include job family, job function, recruiting location hierarchy, recruiting organization hierarchy, and recruiting type.

Note: The recruiting responsibility type and recruiting attributes are for use with a future enhancement.

Why do I see the time stamp in the responsibility name when I create and assign a responsibility from a template?

The new responsibility name is created with the time stamp to maintain a unique responsibility name for a person. You can rename the responsibility to a name of your choice from the Areas of Responsibility page.