1. Implementing Performance Management
  2. Populate Performance Documents With Person Profile Competencies

Populate Performance Documents With Person Profile Competencies

You can configure a competencies section in a performance template so that it populates the competencies from the employee's Talent person profiles in their performance documents.

This gives employees the opportunity to be evaluated on other individual competencies that aren't populated based on their job, position, or organization.

Before you start

  • Set the ORA_HRA_PERSON_PROFILE_COMP_SECTION_ENABLED profile option to Yes.

Here's what to do

  1. Navigate to My Client Groups > Performance Templates.
  2. Create a performance template.
  3. In the Structure tab, create a section to include a Competencies section type.
  4. Select the competencies section type from the Section Name drop-down list. This lists the competency sections defined in Profile Management.
    1. The competency section defined in Profile Management must be associated with an Item Value Set and have at least one Evaluator Type configured that is visible to both employees and managers.
    2. The competency section defined in Profile Management must be associated with an Item Value Set and have at least one Evaluator Type configured that is visible to both employees and managers.
  5. In the Section Content, select Populate with competencies using profile and then select Person as the Profile Type.
    This validates if the Competencies Section Name defined in Profile Management has at least one Evaluator Type configured that's visible to both employees and managers.
  6. Complete details in the Processing By Role section.
  7. Save the performance template.

    Here are some things to consider when adding or removing competencies:

    • When you add or remove a competency from an employee's person profile, any in progress performance documents are automatically updated. There's no need to manually update the performance document.
    • You can exclude competencies that don’t need evaluating by marking them as not ready to evaluate, rather than removing them from the performance document.
    • If a competency is removed from an employee’s Talent person profile but has been evaluated in a performance document and has ratings or comments from a contributor (worker, manager, or participant) then it won’t be removed from the performance document. If the ratings or comments are removed and the performance document is updated, then the competency is removed from the performance document.