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 24R2_Fusion_HCM_Analytics_SubjectAreas.html.

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

• Description of the subject area.

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

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

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

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

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

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

Note:

Job roles are the same as job-specific groups.

Data Validation

Description

As a functional administrator, you can validate a library of metrics between your Oracle Fusion Data Intelligence instance and the Oracle Transactional Business Intelligence instance. The library of metrics is part of Oracle Fusion Data Intelligence. 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 prebuilt 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 Data Intelligence 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 Data Intelligence 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 Data Intelligence 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.

This subject area includes details of logical queries that provide insights on the types of queries generated and their performance. Along with it, the Common - Usage Tracking - Physical Query subject area provides details of physical queries sent to the database. These details can help you understand query execution plans in Autonomous Data Warehouse to identify areas of improvement in report creation. Both subject areas have the Logical query folder with a common set of attributes, that you can use to join a logical or semantic query to its physical database queries. Together, they provide valuable insights to track performance of the Oracle Analytics platform and help you design reports and visualizations that can perform optimally.

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?
• What are the top 10 logical and physical queries by execution time?
• Which dashboards and visualizations are the slowest performing?

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 Data Intelligence, 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 24R2_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_SVC_HUMAN_RESOURCE_HELP_DESK_ADMINISTRATOR_NG_JOB	Next Gen Human Resource Help Desk Administrator	Next Gen Human Resource Help Desk Administrator	HR Help Desk Analysis Duty	HCM - HR Helpdesk Requests Overview (Preview)
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 Data Intelligence 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_HRHD_VIEW_ALL_DATA	HRHD Admin View All Data Role	HRHD Admin View All Data Role	HR Help Desk
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_HRHD_ANALYSIS_DUTY	HR Help Desk Analysis Duty	Controls presentation catalog access to HCM - HR Helpdesk Requests Overview subject area.	HR Help Desk	HCM - HR Helpdesk Requests Overview (Preview)
OA4F_HCM_HRHD_DIV_ANALYSIS_DUTY	HR Help Desk Diversity Analysis Duty	Controls presentation catalog access to HCM - HR Helpdesk Requests Overview subject area without the diversity related information.	HR Help Desk	HCM - HR Helpdesk Requests Overview (Preview)
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
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
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
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

The common duty roles are applicable across the analytics applications that are part of the application such as Oracle Fusion CX Analytics, Oracle Fusion HCM Analytics, and Oracle Fusion ERP Analytics.

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
Number of Performance Goals	Count of performance goals.
Workers with Performance Goals	Distinct count of workers with performance goals.
Workers with Goals Completed	Distinct count of workers that have all their goals in completed status.
Percent of Workers with Complete Goals	100 * (count of workers that have all their goals in completed status / count of all workers with performance goals).
Workers with Incomplete Goals	Distinct count of employees that have at least one incomplete performance goal.
Percentage of Workers with Incomplete Goals	100 * (count of employees that have at least one incomplete performance goal /workers with performance goals).
Managers with Incomplete Goals	Distinct count of line managers that have not completed the performance goals.
Workers with Incomplete Goals Beyond Target Completion Date	Distinct count of workers that have not completed the performance goals beyond the target completion date.
Workers with Goals Not Started Beyond Target Completion Date	Distinct count of workers that have not started the performance goals beyond the target completion date.
Number of Development Goals	Count of development goals.
Number of Development Goals In Progress	Count of development goals created but yet to complete.
Number of Development Goals Completed	Count of development goals completed.
Workers with Development Goals	Distinct count of workers that have created development goals.
Workers with Incomplete Development Goals	Distinct count of workers that have at least one of their development goals incomplete.
Workers with Complete Development Goals	Distinct count of workers that have completed all of their development goals.
Workers with Incomplete Development Goals after Target Date	Count of workers that have not completed their development goals beyond the target completion date.
Percent of Workers with Incomplete Development Goals after Target Date	100 * (workers with incomplete development goals after target date) / workers with development goals.
Workers with Complete Development Goals after Target Date	Distinct count of workers that have completed their development goals beyond the target completion date.
Number of Unique Goal Plans Assigned	Provides the count of unique goal plans assigned to the workers
Number of Goal Plans Assigned	Provides the count of goal plans assigned to the workers
Goal Plan Assignments without Goals	Provides the count of goal plans assigned without goals
Goal Plan Assignments with Goals	Provides the unique count of goal plans assigned with goals.
Number of Goal Plans Approved	Provides the count of assigned goal plans approved, excluding goal plan approvals initiated through Auto Approval or Bypass Approval.
Number of Goal Plans Pending Approval	Provides the count of assigned goal plans submitted for approval, excluding goal plan approvals initiated through Auto Approval or Bypass Approval.
Number of Goal Plans Rejected	Provides the count of assigned goal plans rejected by the approver, excluding goal plan approvals initiated through Auto Approval or Bypass Approval.
Number of Goal Plans in Draft	Provides the count of assigned goal plans which contains goals yet to be submitted for approval, excluding goal plan approvals initiated through Auto Approval or Bypass Approval.

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—HR Helpdesk Requests Overview (Preview)

This tables describes HR Helpdesk Requests metrics.

Metric	Metric Definition
Number of Requests	Number of Help Desk Requests created. Includes active and closed requests, excludes deleted requests.
Number of Deleted Requests	Number of Help Desk Requests that are deleted
Number of Active Requests	Number of Help Desk Requests created
Number of New Requests	Number of Help Desk Requests in New Status
Number of In-Progress Requests	Number of Help Desk Requests that are In-Progress Status
Number of Resolved Requests	Number of Help Desk Requests where status is resolved
Number of Unresolved Requests	Number of Help Desk Requests where status is not yet resolved
Number of Waiting Requests	Number of Help Desk Requests where status is Waiting
Number of Re-Opened Requests	Number of Help Desk Requests Which are re-opened at least once
Percentage of Re-Opened Requests	Percentage of Help Desk Requests Which are re-opened at least once
Number of Unassigned Requests	Number of Help Desk Requests Which are not assigned to any agent
Number of Critical Requests	Number of Help Desk Requests which are flagged as critical
Percentage of Critical Requests	Percenatge of Help Desk Requests which are flagged as critical
Number of Requests without Milestones	Number of Help Desk Requests with no milestone
Number of Requests Resolved within 6 Hours	Number of Help Desk Requests that got resolved within 6 hours of first assigning to the resource
Number of Requests Resolved within 12 Hours	Number of Help Desk Requests that got resolved within 12 hours of first assigning to the resource
Number of Requests Resolved within 24 Hours	Number of Help Desk Requests that got resolved within 24 hours of first assigning to the resource
Number of Requests - Processed by multiple Agents	Number of Requests that have been with more than one agent at various point in time
Number of Compliant Requests - Active	Number of Help Desk Requests which are compliant
Percentage of Compliant Requests - Active	Percentage of Help Desk Requests which are compliant
Number of Non-Compliant Requests - Active	Number of Help Desk Requests which are not compliant
Percentage of Non-Compliant Requests - Active	Percentage of Help Desk Requests which are not compliant
Number of Requests with Milestones	Number of Help Desk Requests with milestones
Number of Compliant Requests - Closed	Number of Help Desk Requests that were compliant and closed
Percentage of Compliant Requests -Closed	Percentage of Help Desk Requests that were compliant
Number of Non-Compliant Requests - Closed	Number of Help Desk Requests that were not compliant
Percentage of Non-Compliant Requests - Closed	Percentage of Help Desk Requests that were not compliant
Effectivity Rate of Closed Requests	Percentage of closed compliant requests measured against the total requests
Average Time to Assign to Resource(Minutes)	Average Time to Assign the HR Help Desk Request to a Resource in minutes
Average Time to Assign to Resource(Hours)	Average Time to Assign the HR Help Desk Request to a Resource in hours
Average Time to Assign to Resource(Days)	Average Time to Assign the HR Help Desk Request to a Resource in days
Average Time to Resolve(Minutes)	Average Time to resolve the request in minutes
Average Time to Resolve(Hours)	Average Time to resolve the request in hours
Average Time to Resolve(Days)	Average Time to resolve the request in days
Average Time to Close(Minutes)	Average Time to close the request in minutes
Average Time to Close(Hours)	Average Time to close the request in hours
Average Time to Close(Days)	Average Time to close the request in days
Unassigned Requests - Open Since (Hours)	Provides the time since the request is opened and active and is not assigned to an agent
Number of Closed Requests	Number of Help Desk Requests where status is Closed
Percentage of Closed Requests	Percentage of Help Desk Requests where status is Closed
Number of Re-Opened Requests - Closed	Number of Help Desk Requests Which are re-opened at least once and are closed currently
Percentage of Re-Opened Requests - Closed	Percentage of Help Desk Requests Which are re-opened at least once and are closed currently
Number of Critical Requests - Closed	Number of Help Desk Requests which are flagged as critical and are closed currently
Number of Requests - Processed by multiple Agents - Closed	Number of Requests that have been with more than one agent at various point in time
Number of Requests with Linked Articles	Number of Help Desk Requests with one or more Linked Articles
Percentage of Requests with Linked Articles	Percentage of Help Desk Requests with one or more Linked Articles
Number of Requests with Linked Articles - Resolved	Number of Help Desk Requests with one or more Linked Articles and is resolved
Percentage of Requests with Linked Articles - Resolved	Percentage of Help Desk Requests with one or more Linked Articles and is resolved
Number of Requests with Linked Articles - Reopened	Number of Help Desk Requests with one or more Linked Articles
Percentage of Requests with Linked Articles -  Reopened	Percentage of Help Desk Requests with one or more Linked Articles
Number of Requests - Employee Abandoned	Number of Help Desk Requests that are Abandoned by Employees
Percentage of Requests - Employee Abandoned	Percentage of Help Desk Requests that are Abandoned by Employees
Number of Requests - Issue Resolved	Number of Help Desk Requests where Outcome = Issue Resolved
Percentage of Requests - Issue Resolved	Percentage of Help Desk Requests where Outcome = Issue Resolved
Number of Requests - Question Answered	Number of Help Desk Requests where Outcome = Question Answered
Percentage of Requests - Question Answered	Percentage of Help Desk Requests where Outcome = Question Answered
Number of Requests - Unable to Solve	Number of Help Desk Requests where Outcome = Unable to Solve
Percentage of Requests - Unable to Solve	Percentage of Help Desk Requests where Outcome = Unable to Solve
Number of Assignees	Number of distinct agents to which the request was assigned
Average Number of Assignee Transfers	Number of times the request has been transferred to various agents including the initial assignment of the request
Number of Deleted Requests (Lifecycle)	Number of requests that are deleted
Number of Requests (Lifecycle)	Number of Requests

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

HCM—Workforce Rewards - Salary Basis

This table describes Workforce Rewards Salary Basis metrics.

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

HCM—Workforce Rewards - Workforce Compensation

This table describes Workforce Rewards - Workforce Compensation metrics.

Metric	Metric Definition
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

This table describes Workforce Time and Labor Management metrics.

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

Descriptive Flexfield Details

Overview

Descriptive Flexfields (DFFs) allow you to capture additional information on the Fusion application transactional UI. DFFs provide you the flexibility to configure data that is not available prebuilt in the application. You can report on the configured DFFs through Fusion Data Intelligence 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