Fusion HCM Talent Management Student Guide

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Student Guide
D75501GC30
Edition 3.0
February 2014
D84789
Oracle University and ORACLE CORPORATION use only
Fusion Applications: HCM

Talent Management Ed 3
Copyright 2014, Oracle and/or its affiliates. All rights reserved.
Richard Kellam
Sweta Bhagat
Disclaimer
Technical Contributors
and Reviewers
Lynn Raiser
Hema Hardikar
Jyothi Meruva
Megan Wallace
Lakshmi Venkat
Claudia Roberts-Hawkins
Andrew Gillibrand
Nancy Lang
Eric Tomanek
Kris Van der Ploeg
Kati Robison
Surlina Yin
Amy Kust
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Authors
Lesson 1:
Talent Management Course Overview .........................1
Lesson Objectives ...................................................................................... 1

Course Objectives ...................................................................................... 2
Course Schedule ........................................................................................ 3
Outline of Course Hands-On Activities ........................................................... 4
Oracle Fusion Resources ............................................................................. 5
Lesson 2:
Introducing Oracle Fusion Applications and Talent
Management .................................................................................. 7
CONTENTS
Lesson Objectives ...................................................................................... 7

User Interface Shell .................................................................................... 8
User Interface Shell Details ....................................................................... 9
Simplified User Experience Overview .......................................................... 10
Simplified User Experience Features ......................................................... 11
Home Page .............................................................................................. 12
Home Page Details ................................................................................. 13
Work Areas and Dashboards ...................................................................... 15
Work Areas and Dashboard Details........................................................... 16
Oracle Fusion Talent Management Overview ................................................ 17
Oracle Fusion Human Capital Management (HCM) Overview ........................ 18
Oracle Fusion HCM Talent Management .................................................... 19
Workforce Development Main Business Activities.......................................... 21
Workforce Development Main Business Activity Details ............................... 22
Demonstration Introduction: Exploring Oracle Fusion Applications Help ........... 25
Demonstration: Exploring Oracle Fusion Applications Help ............................. 26
Lesson Highlights ..................................................................................... 28
Lesson 3:
Define Common Applications Configuration for Human
Capital Management ..................................................................... 29
Define Common Applications Configuration Objectives ..................................
Common Applications Configuration Overview ..............................................
Define Workforce Profiles ..........................................................................
Oracle Fusion Profile Management ..............................................................
Oracle Fusion Profile Management Example ...............................................
Profile Management Terminology .............................................................
Describe Oracle Fusion Profile Management Integrations ...............................
Describe Oracle Fusion Profile Management Integrations Examples ..............
Profile Management Considerations ............................................................
Profile Management Setup .........................................................................
Configure Talent Profile Settings ................................................................
Profile Management Lookups .....................................................................
Profile Management Notifications................................................................
Profile Management Notifications Details .....................................................
Profile Management Descriptive Flexfields ...................................................
Set Up Talent Profile Content .....................................................................
Content Library ........................................................................................
Content Library Details ...........................................................................
Content Types .........................................................................................
Content Types and Content Library ..........................................................
Demonstration: Creating an Implementation Project.....................................
Demonstration: Assigning Implementation Tasks .........................................
Demonstration: Content Types ..................................................................
Free-Form Content Types ..........................................................................
Content Type Properties ............................................................................
Content Type Properties Details ...............................................................
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Lesson 4:
56
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Manage Goals and Define Worker Goal Setting..........99
Manage Goals and Define Worker Goal Setting Objectives ............................. 99

Oracle Fusion Goal Management Overview ................................................. 100
Goal Management Support Details .......................................................... 101
Demonstration: Goal Management ............................................................ 102
Goal Management Concepts...................................................................... 106
Goal Management Actions ...................................................................... 107
Goal Types ........................................................................................... 109
Goal Management Setup .......................................................................... 110
Goal Management Setup and Maintenance Tasks ...................................... 111
Goal Management Setup Considerations..................................................... 112
Configuring Goal Setup Options ................................................................ 113
Manage Worker Goal Setting Lookups ...................................................... 114
Goal Management Lookups Example ........................................................ 116
Manage Value Sets and Worker Goal Descriptive Flexfields ......................... 117
Goal Management Descriptive Flexfields Details ........................................ 118
Demonstration: Create Goal Descriptive Flexfield ...................................... 119
Manage Worker Goal Setting Profile Option Values .................................... 122
ii
Content Subscribers .................................................................................

Content Items .........................................................................................
Demonstration: Content Items...................................................................
Educational Establishments .......................................................................
Demonstration: Educational Establishments ................................................
Rating Models ..........................................................................................
Demonstration: Rating Models ...................................................................
Rating Model Components .........................................................................
Rating Model Components Details ............................................................
Rating Models and Model Profiles................................................................
Set Up Talent Profiles ...............................................................................
Profile Types ............................................................................................
Profile Types Details ...............................................................................
Profile Type Components ...........................................................................
Content Section Properties ......................................................................
Content Section Properties Details ...........................................................
Demonstration: Profile Types .....................................................................
Summary Text .........................................................................................
Instance Qualifier .....................................................................................
Instance Qualifier Sets ..............................................................................
Instance Qualifier Sets Details .................................................................
Demonstration: Instance Qualifier Set ........................................................
Settings for Qualifier Sets .........................................................................
Settings for Qualifier Sets Details .............................................................
Demonstration: Where Instance Qualifier Sets Are Used ...............................
Using Profile Management .........................................................................
Model Profiles ........................................................................................
Person and Job Profiles ...........................................................................
Performance Information in Comparison Results ........................................
Review Question 1....................................................................................
Review Question 2....................................................................................
Review Question 3....................................................................................
Review Question 4....................................................................................
All Questions and Answers.........................................................................
Define Workforce Profiles Highlights ...........................................................
Talent Actions Using the Simplified User Interface ........................................
Team Talent Pages .................................................................................
Performance and Career Pages ................................................................
Demonstration: Using the Simplified Interface for Career Planning ...............
Define Common Applications Configuration Highlights ...................................
Lesson 5:
Demonstration: Goals Profile Options ...................................................... 123

Manage Goal Management Notification Settings ........................................ 124
Goal Management Notification Settings Details ......................................... 125
Oracle Social Network for Goals ................................................................ 126
Manage Oracle Social Network Objects for Goals ....................................... 127
Talent Actions Using the Simplified User Interface ....................................... 128
Team Talent Pages ................................................................................ 129
Performance and Career Pages ............................................................... 130
Demonstration: Using the Simplified Interface for Goals ............................ 131
Managing the Goal Library ........................................................................ 133
Goal Library Overview ........................................................................... 134
Goals................................................................................................... 135
Target Outcomes Example ..................................................................... 137
Tasks Example ..................................................................................... 138
Managing Goal Plans................................................................................ 139
Goal Plan Overview ............................................................................... 140
Goal Plan Actions .................................................................................... 141
Goal Plan Actions Details........................................................................ 142
Goal Eligibility ......................................................................................... 143
Goal Eligibility Details ............................................................................ 144
Goal Management Maintenance ................................................................. 145
Mass Assign Goals ................................................................................... 146
Mass Assign Goals Details ...................................................................... 147
Administer Goals ..................................................................................... 148
Administer Goals Details ........................................................................ 149
Uploading Goals Using Application-Generated Spreadsheets ......................... 150
Uploading Goals Using Application-Generated Spreadsheets Details............. 151
Managing Worker and Organization Goals................................................... 152
My Goals Page Overview .......................................................................... 154
My Goals Page Example ......................................................................... 155
My Goals Page ...................................................................................... 156
Goals Page ............................................................................................. 157
Goals Page Details ................................................................................ 158
Manage My Directs Goals Page Overview ................................................... 159
Manage My Directs Goals Page Example .................................................. 160
Manage My Directs Goals Page ............................................................... 161
My Organization Goals Page Overview ....................................................... 162
My Organization Goals Page ................................................................... 163
Review Question 1................................................................................... 165
Review Question 2................................................................................... 166
Review Question 3................................................................................... 167
Review Question 4................................................................................... 168
All Questions and Answers........................................................................ 169
Manage Goals and Define Worker Goal Setting Highlights ............................. 170
Define Questionnaires ............................................. 171
Define Questionnaires Objectives .............................................................. 171

Oracle Fusion Questionnaires Concepts ...................................................... 172
Demonstration: Questionnaire Lookups ...................................................... 173
Manage Questions ................................................................................... 174
Question Library ................................................................................... 175
Demonstration: Questions ........................................................................ 176
Questionnaire Question and Response Types .............................................. 177
Questionnaire Question and Response Types Details ................................. 178
Rating Models ......................................................................................... 179
Manage Questionnaires and Templates ...................................................... 180
Questionnaire Template Overview ............................................................. 181
Questionnaire Considerations.................................................................... 182
Questionnaire Considerations Details ....................................................... 183
iii
Lesson 6:
Manage and Define Worker Performance ................ 191
Manage and Define Worker Performance Objectives .................................... 191

Oracle Fusion Performance Management Overview ...................................... 192
Demonstration: Performance Document .................................................... 194
Performance Manager Work Area Example ................................................. 198
Worker Evaluation Example ...................................................................... 199
Worker Performance Setup and Maintenance .............................................. 200
Worker Performance Setup and Maintenance Tasks ................................... 201
Performance Management Considerations .................................................. 202
Configuring Performance Setup Options ..................................................... 203
Configure Performance Management Lookups ........................................... 204
Configure Performance Profile Settings .................................................... 206
Performance Management Notifications Details ......................................... 208
Manage Performance Management Descriptive Flexfields ........................... 209
Oracle Social Network for Performance ...................................................... 210
Manage Oracle Social Network Objects for Performance Details .................. 211
Manage Performance Roles ....................................................................... 212
Manage Performance Roles for Participant Feedback .................................. 213
Worker Eligibility for Performance Documents ............................................. 214
Worker Eligibility for Performance Documents Details ................................ 215
Worker Eligibility Process Flow ................................................................ 216
Manage Talent Eligibility Profiles ............................................................. 217
Demonstration: Create Talent Eligibility Profiles ......................................... 218
Manage Eligibility Batch Process ................................................................ 220
Manage Eligibility Batch Process Example ................................................. 221
Manage Eligibility Batch Process Details ................................................... 222
Manage Process Flow Definitions ............................................................... 223
Tasks and Subtasks............................................................................... 224
Process Flow Definition Example ............................................................. 225
Task Sequence and Names ..................................................................... 226
Manage Performance Template Sections .................................................... 227
Section Types ....................................................................................... 228
Section Ratings and Weighting................................................................ 230
Manage Performance Document Types ....................................................... 231
Manage Performance Templates ................................................................ 232
Performance Document Components ......................................................... 233
Create Performance Template General Tab ................................................. 234
Associating Eligibility Profiles with Performance Templates ......................... 235
Performance Template General Tab Example ............................................ 236
Create Performance Template Process Tab ................................................. 237
Performance Template Process Tab Example ............................................ 239
Manage Performance Template Structure Tab ............................................. 240
Performance Template Structure Tab Example .......................................... 241
Structure Tab Processing by Role Settings................................................ 242
Processing by Role Settings Example ....................................................... 243
Manage Performance Templates Content Tab .............................................. 244
Performance Template Content Tab Example ............................................ 245
Manage Performance Templates Document Periods Tab ............................... 246
Performance Template Document Periods Tab Example ............................. 247
Manage Performance Template Summary Tab............................................. 248
Manage Performance and Potential Box Chart Labels ................................... 249
iv
Questionnaire Controls............................................................................. 184

Review Question 1................................................................................... 185
Review Question 2................................................................................... 186
Review Question 3................................................................................... 187
Review Question 4................................................................................... 188
Define Questionnaires Highlights ............................................................... 190
Lesson 7:
Demonstration: Performance and Potential Box Chart Labels ..................... 250

Performance and Potential Box Chart Labels Details .................................. 251
Manage Target Ratings Distribution ........................................................... 252
Manage Target Ratings Distribution Details .............................................. 253
Evaluate Worker Performance ................................................................... 254
Talent Actions Using the Simplified User Interface ....................................... 255
Team Talent Pages ................................................................................ 256
Performance and Career Pages ............................................................... 257
Demonstration: Using the Simplified Interface for Performance Management 258
Performance Management Work Area for Workers ....................................... 260
Performance Management Work Area for Workers Details .......................... 261
Performance Management Work Area for Workers Example ........................ 262
Performance Management Work Area for Managers ..................................... 263
Performance Management Work Area for Managers Details ........................ 264
Performance Management Work Area for Managers Example ...................... 265
My Organization Page .............................................................................. 266
My Organization Tab Example................................................................. 267
My Organization Tab Analytics ................................................................ 268
Performance Document Overview .............................................................. 269
Competencies and Goals Tabs ................................................................ 270
Overall Summary Tab ............................................................................ 272
Pages for Tasks Not Requiring Ratings ..................................................... 273
Oracle Social Network in Performance Documents ..................................... 274
Participant Feedback................................................................................ 275
Worker Performance Administration and Monitoring ..................................... 276
Administration and Monitoring Tasks Performed by HR Specialist .................. 277
HR Specialist Administration and Monitoring Tasks Details.......................... 278
Administration Tasks Performed by Both HR Specialist and Manager .............. 280
Administration Tasks Performed by HR Specialist and Manager Details ........ 281
Administration Tasks Performed by Manager............................................... 282
Administration Tasks Performed by Manager Details .................................. 283
Performance Document Creation ............................................................... 284
Performance Document Creation Details .................................................. 285
Manage Worker Eligibility ......................................................................... 286
Changing Eligibility Details ..................................................................... 287
Review Question 1................................................................................... 288
Review Question 2................................................................................... 289
Review Question 3................................................................................... 290
Review Question 4................................................................................... 291
Manage and Define Worker Performance Highlights ..................................... 293
Manage Succession Plans and Talent Pools ............. 295
Objectives .............................................................................................. 295

Oracle Fusion Succession Management Overview ........................................ 296
Describe Succession Management Integrations ........................................... 297
Succession Management Setup ................................................................. 298
Succession Management Lookups ........................................................... 299
Readiness Category Lookup Details ......................................................... 300
Demonstration: Adding Readiness Category Lookups ................................. 301
Succession Plans Overview Page ............................................................... 302
Succession Plans Overview Page Details .................................................. 303
Succession Plans Overview Page Example ................................................ 304
Demonstration: Succession Management ................................................... 305
Create and Manage Succession Plans ......................................................... 308
Creating a Succession Plan Example ........................................................ 309
Succession Plan Types ............................................................................. 310
Plan Type Details .................................................................................. 311
Add Candidates to Plans ........................................................................... 313
Lesson 8:
Review Talent and Define Talent Review ................. 343
Review Talent and Define Talent Review Objectives ..................................... 343

Oracle Fusion Talent Review Overview ....................................................... 344
Talent Review Life Cycle ........................................................................... 345
Oracle Fusion Talent Review Integrations ................................................... 346
Demonstration: A Talent Review ............................................................... 347
Talent Review Setup and Maintenance ....................................................... 353
Talent Review Setup and Maintenance Tasks ............................................ 354
Manage Talent Review Setup Options ........................................................ 355
Manage Talent Review Setup Options Defined........................................... 356
Manage Talent Review Notifications Details .............................................. 357
Demonstration: Talent Review Setup ......................................................... 358
Manage Talent Review Note Types............................................................. 359
Talent Review Note Types Details............................................................ 360
Oracle Social Network for Talent Review .................................................... 361
Manage Oracle Social Network Objects for Talent Review Details ................ 362
Configure Talent Review Dashboard Options ............................................... 363
Configure Talent Review Dashboard Options Details .................................. 364
Creating Templates for Specific Requirements .......................................... 365
Talent Review Template Example ............................................................ 366
Configure General Template Settings ....................................................... 367
Determine Design and Layout of the Box Chart ......................................... 368
Box Chart Layout Details........................................................................ 369
Select the Data Options ......................................................................... 371
Managing Talent Review Meetings ............................................................. 372
Talent Review Overview Page ................................................................... 373
Talent Review Overview Page Details....................................................... 374
Create Talent Review Meetings ................................................................. 375
Talent Review Meetings Key Actions ........................................................ 376
Create Talent Review Meeting Pages .......................................................... 378
Create Talent Review Meeting Pages Overview ......................................... 379
Prepare Data Content Before a Talent Review Meeting ................................. 380
vi
Add Candidates to Plans Example............................................................ 314

Specify Candidate Readiness .................................................................... 315
Associate Talent Pools with Succession Plans .............................................. 316
Details Page ........................................................................................... 317
Details Page Example ............................................................................ 318
Access Succession Plans ........................................................................... 319
Talent Pools Overview .............................................................................. 320
Describe Talent Pools Integrations ............................................................. 321
Talent Pools Setup................................................................................... 322
Manage Talent Pools Page ........................................................................ 323
Demonstration: Talent Pools ..................................................................... 324
Create and Manage Talent Pools................................................................ 327
Create and Manage Talent Pools Details ................................................... 328
Create and Manage Talent Pools Details Example ...................................... 329
Specify Job and Position Information ......................................................... 330
Add Members to a Talent Pool ................................................................... 331
Add Members to Talent Pools Example ..................................................... 332
Associate Talent Pools with Succession Plans .............................................. 333
Add Goals to Talent Pool .......................................................................... 334
Add Goals to Talent Pools Details ............................................................ 335
Access Talent Pools ................................................................................. 336
Review Question 1................................................................................... 337
Review Question 2................................................................................... 338
Review Question 3................................................................................... 339
Review Question 4................................................................................... 340
Lesson 9:
Prepare Review Content Page ................................................................. 381

Potential Assessment ............................................................................... 382
Potential Assessment Example ................................................................ 383
Potential Assessment Details .................................................................. 384
Review Content Submission Progress ......................................................... 386
Conduct Talent Review Meetings ............................................................... 387
Compare and Rate Worker Performance and Potential, and Talent Scores .... 388
Filter Population .................................................................................... 389
Viewing by Color Code ........................................................................... 390
Creating Succession Plans and Talent Pools and Adding Workers to Them .... 391
Viewing Information Analytic Options ...................................................... 392
Perform Actions .................................................................................... 393
Showing Worker Information Details ....................................................... 394
Submitting Meetings.............................................................................. 395
Review Action Plan .................................................................................. 396
Review Question 1................................................................................... 397
Review Question 2................................................................................... 398
Review Question 3................................................................................... 399
Review Question 4................................................................................... 400
Review Talent and Define Talent Review Highlights...................................... 402
HCM Talent Management Course Summary ............. 403
HCM Talent Management Course Summary Highlights ................................. 403
Lesson 10:
Appendix ................................................................ 405
Oracle Fusion HCM Cloud Service .............................................................. 405

Key Differences between Cloud Deployment and On-premise ........................ 406
Oracle Cloud Security Practices and Policy Documents ................................. 407
Fusion Applications Cloud Service Options .................................................. 408
Oracle Cloud Change Management ............................................................ 409
Oracle Fusion HCM Cloud Service Patching and Upgrades ............................. 410
Upgrades ............................................................................................. 412
Customer Benefits of Oracles Cloud Upgrade Solution ............................... 414
Special Upgrade Considerations .............................................................. 415
Recommended Customer Upgrade Validation Procedures ........................... 416
Oracle Cloud Environment Management ..................................................... 418
Available Environments.......................................................................... 419
Environment Management Services and Tools .......................................... 420
Content Migration Solutions.................................................................... 421
Test-to-Production Migration ................................................................ 422
Production-to-Test Migration ................................................................ 423
Setup Migration through FSM ................................................................. 424
HCM Setup Migration........................................................................... 425
Extensibility Migration ........................................................................... 426
Oracle Cloud Backup Policies .................................................................... 427
Oracle Cloud Disaster Recovery Objectives ................................................. 428
Know How to Work with Oracle SaaS ......................................................... 429
vii
Lesson 1: Talent Management Course Overview

Lesson Objectives
After completing this lesson, you should be able to:
Identify the purpose of this course

Describe the course training approach
Course Objectives
After completing this course, you should be able to:
Use Oracle Fusion Workforce Development to perform functional or

transactional Talent Management tasks
Identify the key concepts of Talent Management that determine a
successful implementation
Use Oracle Fusion Functional Setup Manager (FSM) to implement
Workforce Development
Test your setup by entering data and performing common Talent
Management processes
Course Schedule
This course is designed to generally follow this agenda:
Day One:
Course Overview
Introduction to Oracle Fusion Applications and Talent Management
Common Applications Configuration for HCM
Goal Management Setup and Administration
Day Two:
Using Goal Management

Managing Questionnaires
Performance Management Setup
Day Three:
Performance Management Setup (continued)

Managing Performance Documents
Day Four:
Performance Management Administration Manage Succession Plans

Manage Talent Pools
Talent Review Setup
Managing Talent Reviews
Outline of Course Hands-On Activities

Perform setup activities as well as recurring and on-going functional activities in a
training instance of Oracle Fusion Workforce Deployment.
To set up Talent Management, you create:
Content type and new content items contained within the content types
Goals in the Goal Library
Performance goal plans
Questionnaire templates, and questionnaires made from the templates
Questions used in the questionnaires
Performance roles used in performance evaluations
Process flow definitions, and Profile Content and Goals sections used in a
performance template
Performance templates used to create performance documents
Rating model distributions
Readiness category lookups for succession plans
Talent review templates used to create talent review meetings
Talent review meetings
You perform these functional tasks:
Find Best Fit of a worker to a job

Manage organization goals
Manage goals for direct reports
Manage workers own goals
Perform a Worker Evaluation
Create and manage succession plans
Create and manage talent pools
Conduct a talent review meeting
Review a talent review action plan
Oracle Fusion Resources

Classroom Resources
Oracle Fusion [Your Offering] Implementation Student Guide (this guide)

Oracle Fusion Applications Help
Related Resources
Oracle Fusion Applications Workforce Development Implementation Guide

Oracle Fusion Applications Workforce Development Guide
Oracle Fusion Applications Information Technology Management,
Implementation Applications Guide
Recommended Resources
Oracle Fusion Applications Documentation Information Center [ID 1382875.2]

Oracle Fusion Applications Administrator and Implementer Roadmap
Oracle Fusion Technology Library on OTN
(http://www.oracle.com/technetwork/documentation/index.html#fusion_applicatio
ns)
Fusion Oracle Enterprise Repository
(https://fusionappsoer.oracle.com/oer/)
Oracle Product Features: You can use the Oracle Product Features tool to
compare release features prior to an upgrade.
(https://apex.oracle.com/pls/apex/f?p=24153:100:100491633520435)
Lesson 2: Introducing Oracle Fusion Applications and

Talent Management
Lesson Objectives
Lesson 2: Introducing Oracle Fusion Applications and Talent Management
Differentiate between Oracle Cloud and on-premise deployments

Understand and use basic user interface terminology
Identify the key processes and concepts of Talent Management
User Interface Shell

Oracle Fusion Applications user interfaces are divided into areas, as illustrated
by this figure.
User Interface Shell Details

Global Area
Spans the full width at the top of the user interface shell and is stable, consistent,
and persistent for all users
Contains controls that, in general, drive the contents of the other three areas
(regional, local, and contextual)
Regional Area
Is in the left pane of the user interface shell

Has controls and content that, in general, drive the content of the local and
contextual areas
Local Area
Is in the center of the user interface shell

Is the main work area and typically contains the transaction form with the menus
and controls that enable users to be productive
Has controls and content that, in general, drive the contents of the contextual
area
Contextual Area
Is in the right pane of the user interface shell

In specific cases, the contextual area can also drive the contents of the local area
(causing a local-area reload)
Simplified User Experience Overview

A simplified user interface (UI) is available in addition to the Fusion Desktop UI, which
operates on many devices (such as tablets, iPads, and others), and facilitates easy
access to simple common tasks. The simplified UI has reduced features and is focused
on the most common tasks. The data and data model are the same as in Fusion, but
the presentation has changed.
10
Simplified User Experience Features
Note: The More Details icon usually takes you to the Fusion pages to perform detailed
tasks; you can return to the simplified user interface any time by clicking the Home link.
11
Home Page
12
Home Page Details

The Oracle Fusion Applications suite uses a default starting page called the Oracle
Fusion home page that is composed of a collection of tabs that appear based on the
roles assigned to users. These tabs include:
The Welcome dashboard

A set of transaction dashboards
Business intelligence dashboards built with the OBIEE application
The Spaces tab (WebCenter)
Welcome Dashboard
The Welcome dashboard is the first and default tab on the Oracle Fusion home page
and includes these dashboard regions:
Watchlist: Presents a list of shortcuts to work areas through saved searches

Worklist: Presents application-generated human tasks (actionable and
informational) managed by workflows
People Connection: Lets users establish links to one another, to include internal
persons (such as fellow employees) and external persons (such as partners,
resources), and to follow updates about each other
Activity Stream: Displays the updates from and about a user's social network
(which includes user entered updates through the Publisher task flow) and
events automatically generated from Oracle Fusion Applications (such as who
has connected to whom and changes to a business object)
Users can further customize the Welcome dashboard to include:
Person Gallery: A collection of portraits that incorporates three primary

functions: person search, worker self-service, and line manager self-service.
A portrait comprises personal and employment information about a person; the
type and quantity of information in the portrait depend on the security access of
the person viewing the portrait.
Content such as graphs and tables from the business intelligence catalog
External HTML content, such as Google Gadgets or an inline frame with an
external URL
Transaction and business intelligence dashboards appear after the Welcome tab based
on users' roles. These dashboards enable users to monitor the status of underlying
applications and act as launch points into relevant work areas. Business intelligence
dashboards are also role based and can appear under an Oracle Fusion home tab. You
13
create this type of dashboard by using the OBIEE tool, and development embeds them
in an Oracle Fusion home tab.
Spaces Tab
The Spaces tab appears last, if the users' implementation enables WebCenter services,
and displays the list of available spaces. When users open a space, its contents appear
on the Spaces tab.
For example, a general accounting manager may see the following tabs:
Welcome
General Accounting (a transaction dashboard for the accounting manager role)
Manager Resources (a transaction dashboard for the group manager role)
Employee Resources (a transaction dashboard for the employee role)
Profitability (a business intelligence dashboard for the accounting manger role)
Spaces (if WebCenter services is enabled)
Not all roles have a dashboard assigned to them. Therefore, some users see only the
Welcome tab. If users have access to a large number of dashboards, some of them
may appear in an overflow menu.
14
Work Areas and Dashboards
Navigator > Career > Performance
15
Work Areas and Dashboard Details

Work Areas
Work areas are grouping of tasks that enable users to complete transactions. The
Performance work area includes tasks for creating and managing performance
documents, performance templates, performance roles, eligibility profiles, and so on.
Dashboards
Dashboards enable users to monitor information to prioritize which transactions to
complete first.
Transactional
Built using Oracle Transactional Business Intelligence (OTBI), transaction dashboards
are core to the business process, and provide centralized launching pads into key tasks
and a way to monitor the status of the underlying transactions
Per business domain (such as Sales, Finance, CRM, Projects, Supply Chain,
and Manufacturing)
Per corporate function (such as employee, manager, and executive)
Business Intelligence
Built using Oracle Business Intelligence Enterprise Edition (OBIEE), business
intelligence dashboards are complimentary to the business process, and answer
fundamental questions about the health of the business: financial, operational, or
comparative in nature. Although transaction dashboards can also contain analytics,
business intelligence dashboards contain more robust intelligence and are built on the
OBIEE technical stack.
16
An analytic dashboard displays a quantitative measure of what's going on. It

supports interactions with the data (such as drilling into underlying details within
reports and key performance indicators [KPIs]) to enable exploration for a user to
make sense of the data by examining the causes.
A strategic business intelligence dashboard (such as balanced scorecard)
provides a quick overview that decision-makers use to monitor the health and
opportunities of an organization. It focuses on high-level measures of
performance, including forecasts and serves a strategy-focused organization.
Oracle Fusion Talent Management Overview

This section provides a high-level introduction to Oracle Fusion Workforce
Development Talent Management:
Integrations of Talent Management with other applications that you may

need to consider
Activities in the Talent Management business processes that can be
performed when the setup is complete
Any "Big Picture" key concepts that must be considered before you begin
17
Oracle Fusion Human Capital Management (HCM)

Overview
Oracle Fusion Human Capital Management covers the three primary business
processes of managing human capital.
This course focuses on the Workforce Development business process, which consists
of four business processes that can be performed when setup is complete:
Talent Review
Performance Management
Goal Management
Succession Management
In addition, this course discusses Profile Management and Questionnaires, HCM

common applications that are used extensively by Talent Management applications.
18
Oracle Fusion HCM Talent Management
The Oracle Fusion HCM Talent Management functionality enables you to define all the
components of a talent management system and perform the functional tasks to meet
your enterprise requirements. The Oracle Fusion Talent Management functions
include:
Profile Management: Set profile options and define common objects and
defaults that your organization will use across Talent Management. Track various
worker attributes such as education and skills, together with requirements for
jobs, business entities, and roles in the organization.
Goal Management: Manage performance and development goals and goal
plans, add and update, and assign goals to workers, administer worker goals,
and manage the goal library.
Performance Management: Manage performance templates from which
performance documents are created to rate workers. Set goals and
competencies in a performance document, then evaluate them according to your
organization's scoring system.
Talent Review: Manage templates used to create talent review meetings.
Conduct talent review meetings to evaluate organizational trends, assess
strengths, and address areas of risk for an entire organization.
Succession Management: Develop and maintain succession plans to track
people who will eventually replace personnel currently in key positions. Track
19
and manage employees in talent pools to maintain a steady stream of qualified

succession candidates.
20
Workforce Development Main Business Activities

This figure introduces the main business activities for the Workforce
Development business process based on assigned job roles. These are the Talent
Management tasks that functional users perform after setup is complete.
21
Workforce Development Main Business Activity

Details
Set Up Workforce Development
These are the tasks to set up workforce development. Define setup and configuration
for management of workforce profiles and worker performance.
Define Workforce Business Processes and Events

- Configure business processes to better meet working practices of the
enterprise.
- Use the events infrastructure to raise events when processes reach key points.
- Configure checklists to manage processes that use standard tasks.
Define Worker Performance
- Define document types, sections, processes, and profile options to use in
performance templates.
- Create performance templates to select the structure, layout and flow, content,
and target ratings to use in the documents.
Define Worker Goal Setting
- Configure how you manage goals and goal plans to support your organization's
business objectives and the development of your workforce.
Define Workforce Profiles
- Set up and maintain content types, properties, and values, as well as profile
types, which can be associated with person profiles and model profiles.
Define Questionnaires
- Define questionnaires for use in performance documents, for example.
Plan Organizational Development Needs
22
Define Organizational Goals and Measurements

- Add new organization goals to support the company's business objectives.
- Update and cancel organization goals.
- Align an organization goal to another organization goal.
- Publish organization goals to everyone in the organization.
- Assign organization goals to everyone, or to selected people in the
organization.
Review Talent
- Calibrate worker performance and potential ratings and talent scores.
- Assess risk and impact of losing workers.
- Review compensation.
- Create development and performance goals.
Define Talent Review
- Configure talent reviews to review, evaluate, and calibrate performance and
potential ratings, assess areas of risk, create development and performance
goals, and review compensation plans.
Plan Successions
- Identify succession candidates to fill key positions.
- Identify talent pool members to maintain bench strength of succession
candidates, and assign goals to them to promote their growth.
Manage Workforce Profiles
Manage Talent Profiles

- Maintain talent-related information, such as skills, qualifications,
accomplishments, and career preferences, for yourself or workers who report to
you.
- View competency gaps related to job requirements.
- Rate worker's potential, risk of loss, and impact of loss, and identify career
progression possibilities.
- Find suitable workers for a job, or suitable jobs for a worker.
- View a side-by-side comparison of workers and jobs.
- Maintain talent-related requirements for jobs, positions, and other workforce
structures, such as departments or organizations.
Manage Worker Performance
Establish Worker Goals

- Add and assign goals for direct reports, and update goals for direct and indirect
reports throughout the review cycle.
- Align goals for direct and indirect reports to support your company's stated
business objectives.
Manage Goals
- Manage workers performance, development, and personal goals.
- Workers add, update, delete, and print goals, and share their goals with others.
- Workers align their goals to those of managers, colleagues, or their
organization.
- Add tasks to goals to document progress toward completing the goals.
- Add target outcomes to update profile items such as languages or
competencies.
Evaluate Worker Performance
- Create performance documents to evaluate workers.
- Set goals and competencies in a performance document, then evaluate and
rate them according to the organization's scoring system.
- Share documents to enhance workflow between workers and managers.
- Conduct and track review meetings, and process approvals.
- Maintain worker performance documents to maximize efficiency and prevent
bottlenecks, for example, by canceling or reopening documents, or transferring a
document between the worker and manager.
Manage Individual Development Plan
- Add development goals for individuals to enable them to close skill gaps, and
update the goals throughout the review cycle.
23
- Add and update tasks to provide workers with specific actions that determine
how they can achieve their goals.
- Update worker's person profiles by adding target outcomes to goals.
- Share an individual's development goals with direct reports or others to make
the goals accessible to copy.
- Assign a manager's development goals to direct reports.
Analyze Workforce Development
24
Analyze Workforce Development Performance

- Review completed performance documents and analyze the ratings of workers.
- Compare the potential of workers to their peers to determine those with the
highest value.
- Monitor the progress of performance documents and tasks to maintain
schedules and address any problem points. Identify individuals who are missing
performance documents.
Demonstration Introduction: Exploring Oracle Fusion

Applications Help
Demonstration Background
You can access all user assistance documentation for Oracle Fusion Applications from
the application. User assistance includes:
Contextual assistance on applications pages, which you access by hovering over

an icon or field, or clicking in a field.
The Oracle Fusion Applications Help system, which contains several browsing
and search tools to assist you in finding relevant topics as well as functional and
implementation guides.
Think of these two approaches to user assistance as embedded learning tools.

Demonstration Scope
Using Oracle Fusion Applications Help, you can find more information about the setup
tasks covered in this course.
Go to the Manage Performance Templates page and review the contextual help.
Identify and use the primary ways to access Oracle Fusion Applications Help.
Use the Search by Functional Setup navigator to find Workforce Development.
Search for goal plans and view the retrieved topics.
Use the Guides link to identify what guides are available.
25
Demonstration: Exploring Oracle Fusion Applications

Help
Go to the Manage Performance Templates page and review contextual help. Then, go
to Oracle Fusion Applications Help and review the broader user assistance tools
available there.
Demonstration Steps
Sign in as Your.Implementer.
Start Here
Home work area, Welcome tab
1. In the global area Administration menu, click Setup and Maintenance to open
the Setup and Maintenance work area, Overview page, All Tasks tab.
2. In the Search: Tasks pane Name field, enter define worker perf.
3. Press Enter.
4. Expand Define Worker Performance.
5. In the Manage Performance Templates row, click Go to Task to open the
Manage Performance Templates page.
6. Click Search.
7. In the Search Results section, click the performance template to open the
Performance Template: <Performance Template Name> page.
8. In the Eligibility Profile section, in the Required column header, point to ?.
This type of help provides a definition of the prompt or label for the user interface
component.
9. Hover over the Set the minimum number for each participant role check box.
This type of help clarifies the information that you should enter into editable fields
or informs you about how data will be used or the downstream effect of data
entered.
10. In the Performance Template: <Performance Template Name> region header,
click Help.
This type of help provides optional:
- Brief, contextual help for a page or section
- Links to nonembedded help related to that page or region.
This is an example of the latter.
Pointing to a link will provide a brief summary of the topic. Clicking one of the
links opens the topic in Oracle Fusion Applications Help.
Point to and then, click Setting Up the Performance Template: Critical
Choices.
26
You are taken to Oracle Fusion Applications Help, with your help topic
displayed.
11. Close the browser tab, which causes the Performance Template: <Performance
Template Name> page to open.
If none of the topic links seem to answer your question, you can click More Help.
12. Click More Help.
Again, you are taken to Oracle Fusion Applications Help, with topics related to
the relevant business process listed.
13. Close the browser tab, which causes the Performance Template: <Performance
Template Name> page to open.
14. Close this contextual help, as you will use the remaining method to open Oracle
Fusion Applications Help.
15. In the global area Help menu, click Applications Help.
In Oracle Fusion Applications Help, you can read more about the setup tasks
covered in this course.
There are several Search by... navigator panels. In this course we are most
interested in the Search by Functional Setup navigator.
16. Click Offerings.
17. To drill into the offering on which this course is based, click Workforce
Development.
All of help topics related to Workforce Development appear. You can reduce
the number of topics by:
- Searching for a term
- Selecting a task group in the navigator
18. In the Search field, enter goal plans.
19. Press Enter.
You now have a set of help topics related to the goal plans key words. You can
also select a task group from the navigator that would include all topics.
20. To clear the Search field, press Backspace.
21. On the left, click Define Worker Goal Setting.
This provides a few more topics on Define Worker Goal Setting in a different sort
sequence, so a more generic approach. You can also access the guides related
to this offering from here.
22. Click Guides.
Contextual page-level and Oracle Fusion Applications Help user assistance
supports your learning, and is never more than a few clicks away!
27
Lesson Highlights
In this lesson, you should have learned how to:
28
Understand and use basic user interface terminology

Identify the key processes and concepts of Talent Management
Lesson 3: Define Common Applications Configuration

for Human Capital Management
Define Common Applications Configuration
Objectives
Lesson 3: Define Common Applications Configuration for Human Capital Management
Understand the purpose of the common applications configurations

Describe the key concepts of common configurations for Oracle Fusion
Talent Management
Perform the setup of required common configurations for Oracle Fusion
Talent Management
Manage model profiles
Update profiles in the Portrait Gallery
29
Common Applications Configuration Overview

Common Applications Configuration
Key Concepts:
30
Involves accessing tasks that are available in multiple offerings, or that

apply to multiple products and product families
The Define Common Applications Configuration task list include these
common setup and implementation tasks
Most Oracle Fusion Functional Setup Manager offerings include the Define
Common Applications Configuration task list
Common implementation includes such tasks as:
- Setting up security
- Defining enterprise structures
- Configuring Oracle Fusion Applications Help
- Setting profile options
Other common implementation tasks involve:
- Configuring reference objects provided by Oracle Fusion Middleware
Extensions for Applications
- Features provided by Oracle Application Toolkit
- Oracle Fusion Applications products such as Oracle Fusion Workforce
Development
Define Common Applications Configuration task list in Oracle Fusion Functional Setup
Manager
NOTE: In this course, only the common configuration tasks that are specifically relevant
to Talent Management will be discussed.
31
Define Workforce Profiles

After completing this section, you should be able to:
32
Describe Oracle Fusion Profile Management

Configure talent profile settings
Set up talent profile content
Set up talent profiles
Use Profile Management
Oracle Fusion Profile Management

Workforce Profiles enable you to:
Track workers' skills, competencies, language skills, and accomplishments

Define the required or desired skills, degrees, and other qualifications of
jobs and positions
Manage talent-related activities, such as career planning, identifying
training needs, and performance management
_______________________________________________________
Profile Management provides a framework for developing and managing talent profiles
that meet your industry or organizational requirements. Profiles summarize the
qualifications and skills of a person or a workforce structure such as a job, position,
organization, or job family.
33
Oracle Fusion Profile Management Example
Profiles > Person Profiles, Edit Profile
34
Profile Management Terminology
Content library: The content library provides the foundation for profiles as it
stores both content types and content items.
Content type: An attribute such as a skill, competency, or qualification that is
added to a profile.
Content item: An individual competency, skill, or qualification within a content
type that you track in profiles.
Content subscriber: Applications external to Oracle Fusion Profile Management
that use content types.
Educational establishment: A school, college, university, and so on that
workers use when they add education information, such as degrees, to their
profile.
Person profile: A collection of a worker's skills, qualifications, education
background, and so on.
Model profile: A collection of the work requirements and required skills and
qualifications of a workforce structure, such as a job or position.
Profile type: A template for person or model (job) profiles that is built using
content types.
Rating model: A scale used to measure the performance and proficiency of
workers.
35

Integrations
Oracle Fusion Profile Management supports talent management business
processes in these products:
36
Oracle Fusion Performance Management

Oracle Fusion Goal Management
Oracle Fusion Talent Review
Oracle Fusion Person Gallery
Oracle Fusion Succession Management

Integrations Examples
Oracle Fusion Performance Management
Uses the rating models that you define in Profile Management to rate workers on their
performance and proficiency. When you define a performance document template, you
can specify whether the ratings from managers are uploaded automatically to workers'
profiles when the performance document is finalized. Instance qualifier sets distinguish
the manager ratings from the workers' self ratings. Performance Management also uses
competencies from the content library in performance documents.
Oracle Fusion Goal Management
You can set up a content type relationship between the Goals content type and other
content types, such as the Competencies content type and the Memberships content
type. Using these relationships, you can then set up target outcomes for goals. Target
outcomes are the content items within the content type that is related to the Goals
content type. For example, if you set up a relationship between the Goals content type
and the Competencies content type, workers can add a target outcome of a specific
competency to their goals. In this case, the specific competency is the content item
within the Competencies content type. When workers complete the goal, their profiles
are updated to include the competency.
Oracle Fusion Talent Review
Uses information like the performance, potential, and risk of loss ratings stored on the
worker's profile record and displays these details on the box chart analytic delivered
with the Fusion Talent Review solution. Talent ratings are part of the predefined
content delivered with the Profile Management solution. When a talent review is
complete, workers' profiles are updated automatically with the calibrated performance
and potential rating given during calibration discussions. Instance qualifier sets enable
you to distinguish the talent review rating from ratings given by the worker's manager or
perhaps the worker's self-evaluation.
Oracle Fusion Person Gallery
Uses information from Profile Management for the Experience and Qualifications,
Career Planning, and Development and Growth cards.
Oracle Fusion Succession Management
You can update risk of loss and impact of loss ratings for an employee in Succession
Management. These ratings are displayed in the employee's profile in Profile
Management. You can also use talent pools in Profile Management with succession
plans in situations where you want to track development progress of workers as
potential candidates for a specific job, position, or incumbent.
37
Profile Management Considerations

Implementation Considerations
38
What content types will be used?

- Competencies, Licenses and Certifications, Honors and
Awards
What rating models are required?
- Where applicable, modify the existing rating models
provided, for example for performance or proficiency ratings.
Do you need to modify the lookups?
- Review the lookups provided and modify the meanings of
lookup values, which appear to end users.
Can your enterprise benefit from summary text for portrait cards?
- Enhance the workers UI experience by providing guidance or comments
above certain talent regions on the portrait cards.
Which roles require access to various contents?
- Content section visibility settings
Profile Management Setup

Setup is performed within the Functional Setup Manager using the Define
Common Applications Configuration Setup Offering: Define Workforce Profiles
task group.
Define Workforce Profiles Tasks
Oracle Fusion Profile Management is a foundational component in Oracle Fusion

Applications, and therefore the setup tasks are part of the Common Applications
Configuration within Functional Setup Manager (FSM).
39
Configure Talent Profile Settings

Profile Management
Key Settings:
40
Profile Management lookups

Profile Management notifications
Profile Management descriptive flexfields
Profile Management Lookups

Lookups
A partial list of the lookup types for Profile Management:
HRT_CONTENT_SUPP_CODE: Codes to identify where the

content type originated, such as from the customer or from a third
party. HR specialists assign supplier codes when setting up new
content types. (extensible)
HRT_COMPETENCY_EVAL_TYPE: Types of competency
ratings, such as self, supervisor, and peer. Evaluation types are
used in instance qualifier sets to identify the role of the person who provided a
competency rating for a worker. (user)
HRT_RISK_REASON: Reasons for why a worker is at risk for leaving the
company. Managers and HR specialists use risk reasons when editing the talent
ratings information on workers' career planning cards. (user)
HRT_WORK_HOURS: Work hours for a job or position, such as 9:00 a.m. to
5:00 p.m. Managers and HR specialists specify the expected work hours on job
and position profiles. (user)
HRT_WORK_DAYS: Work days for a job or position, such as Monday through
Friday. Managers and HR specialists specify the expected work days on job and
position profiles. (user)
_______________________________________________________
Lookups are lists of values in applications. Profile Management includes several lookup
types that have user or extensible customization levels. You should review these
lookups, and update them as appropriate to suit your enterprise requirements.
For more information about Profile Management lookups, click Help. In the Workforce
Development offering, search for the following: profile management lookup types.
41
Profile Management Notifications

Use the Manage Talent Notifications task to enable notifications for Profile
Management, as well as Performance Management, Goal Management, and Talent
Review. Examples include:
Manager is notified when a worker changes his profile

Worker is notified when a job profile in his interest list changes
_______________________________________________________
Profile Management contains several notifications that inform both managers

and workers when changes are made to the person profile.
Using this task, you can only specify whether to send the notifications; you cannot
change the text of the notifications.
42
Profile Management Notifications Details
43
Profile Management Descriptive Flexfields

List of descriptive flexfields included in Profile Management and the associated
tasks:
44
HRT_CONTENT_ITEMS_B: Manage Content Items

HRT_ESTABLISHMENTS_B: Manage Educational
Establishments
HRT_PROFILE_ITEMS: Manage Model Profiles
HRT_RATING_MODELS_B: Manage Rating Models
HRT_RATING_LEVELS_B: Manage Rating Models, Rating Levels tab
Set Up Talent Profile Content

Profile Content
Key Concepts:
Content Library
Content Types
Content Items
Educational Establishments
Rating Models
45
Content Library
The foundation of Oracle Fusion Profile Management is the content library.
The content library contains content types and content items

Several content types are predefined
You can add content types and items for those types to suit your
enterprise
This figure illustrates how the content library, content types, and content items fit
together.
46
Content Library Details

Predefined Non-Free-Form Content Types
The predefined non-free-form content types are:
DEGREE
GOAL
LANGUAGE
CATEGORY
COMPETENCY
MEMBERSHIP
EDUCATION_LEVEL
HONOR
PRODUCT
PRODUCT_PROBLEM_CODE
PROBLEM_CODE
PLATFORM
COMPONENT
Predefined Free-Form Content Types

The predefined free-form Content Types are:
PERFORMANCE_RATING
WORK_REQUIREMENTS
CAREER_STATEMENT
RISK
ADVANCEMENT_READINESS
POTENTIAL
CAREER_PREFERENCES
SPECIAL_PROJECT
TALENT_SCORE
ACCOMPLISHMENT
AREA_OF_STUDY
47
Content Types
Content types that you want to track in talent profiles are:
Skills
Qualities
Qualifications
Manage Profile Content Types, Edit Content Type
48
Content Types and Content Library

Content Library
The content library contains predefined content types such as competencies,
languages, and degrees, but you can create new content types as needed.
Content Type Attributes
Content types have:
Properties: Fields to be displayed when setting up the content items and the
attributes of those fields
Relationships: Associations between content types, where one content type is
a parent of another, or where one content type supports another
Subscribers: Other Oracle Fusion applications that use content types
49
Demonstration: Creating an Implementation Project

Demonstration Scope
Go to the Manage Implementation Project page and create your implementation
project. Remember: You must have the Application Implementation Manager or
Application Implementation Consultant role to create an implementation project.
Demonstration Steps
Start Here
Setup and Maintenance work area
1. In the Tasks page, click Configure Offerings to open the Configure Offerings
page.
2. Expand Workforce Development.
3. In the Workforce Development, Worker Performance, Worker Goal Setting,
Talent Review, Succession Management, and Questionnaire rows, select
Enable for Implementation.
4. Click Save and Close to open the Setup and Maintenance work area, Overview
page, All Tasks tab.
5. In the Tasks pane, click Manage Implementation Projects.
6. In the Search Results section, click the Create icon to open the Create
Implementation Project: Enter Basic Information page.
7. In the Name field, enter Demo Workforce Development.
8. Press Tab.
Note that the project is automatically assigned to Your.UserID.
9. Click Next to open the Create Implementation Project: Select Offerings to
Implement page.
10. In the Workforce Development row, select Include.
11. Expand the icon next to Workforce Development, if not already expanded.
12. In the Worker Performance, Worker Goal Setting, Talent Review,
Succession Management, Questionnaires, and Human Resources Business
Intelligence Analytics rows, select Include.
13. Click Save and Open Project to open the Implementation Project: Demo
Workforce Development page.
14. Expand the Workforce Development folder.
Discuss the key concepts for understanding implementation projects.
50
Demonstration: Assigning Implementation Tasks

Demonstration Scope
For the tasks in this implementation project to appear in your Assigned
Implementation Tasks tab, you assign the tasks to yourself. Then, go to the Overview
page and discuss the key concepts for accessing implementation projects and tasks.
Demonstration Steps
Start Here
Setup and Maintenance work area, Implementation Project: Demo Workforce
Development page
1.
2.
3.
4.
5.
6.
7.
8.
9.
In the Task Lists and Tasks section, select the Workforce Development row.
Click Assign Tasks to open the Assign Tasks dialog box.
Click the Select and Add icon to open the Select and Add: Users dialog box.
In the User ID field, enter Your.UserID.
Click Search.
Click the Your.UserID row.
Click Apply.
Click Done to return to the Assign Tasks dialog box.
Click Save and Close to return to the Implementation Project: Demo Workforce
Development page.
10. Click Done to return to the Manage Implementation Projects page.
11. Click Done to return to the Setup and Maintenance work area, Overview page,
All Tasks tab.
Discuss the key concepts for accessing implementation projects and tasks while
you navigate through the relevant tabs.
12. Click Assigned Implementation Tasks tab.
13. In the Task List column, click Sort Ascending.
14. Click the Implementation Projects tab.
15. Click Demo Workforce Development.
The Implementation Project: Demo Workforce Development page is the main
page from which we will work through the tasks in this course, as our course
closely follows this flow, with some variation.
51
Demonstration: Content Types

Demonstration Scope
Show the predefined content types, and discuss the attributes for each
property.
Demonstration Steps
Start Here
Setup and Maintenance work area, Implementation Project: XX Talent page
These task lists are expanded: Workforce Development - Define Common
Applications Configuration for Human Capital Management - Define Workforce
Profiles - Define Talent Profile Content
1. In the Manage Profile Content Types task row, click Go to Task to open the
Manage Content Types page.
2. In the Search Results section, review the predefined content types.
3. Select the Competencies row.
4. On the Search Results section toolbar, click Edit.
5.
6.
7.
8.
52
Some of the properties and attributes for predefined content types cannot be
changed.
Click the Relationships tab.
Click the Subscribers tab.
Click Cancel to return to the Manage Content Types page.
Click Done to return to the Implementation Project: XX Talent page.
Free-Form Content Types

Key Concepts:
Definition: A free-form content type contains only a code, name, and a

description, and does not have any properties defined for it until you add it to a
profile type.
Content: Free-form content types do not include any content items.
Usage: Free-form content types enable you to capture information in a profile
that you do not need to store in the content library. For example, you can set up
a free-form content type to store information about the previous employment
information for your workers.
53
Content Type Properties

These are the attributes that you can set for each field that you want to include
for each content type:
Label: Label for the field.

Default Value: Value that appears by default.
Required: Is the user required to populate the field?
Display: Is the field editable, hidden, or display only?
Source: Name of the lookup type that provides values for the field. This attribute
is specified for fields ITEM_TEXT_1 to ITEM_TEXT_ 10.
_______________________________________________________
Content type properties represent the information that you want to capture for the
content type. They are the attributes that are used to define the content items for a
content type.
54
Content Type Properties Details

Fields (content type properties) that appear on the pages with the content item are:
COUNTRY_ID: Field for storing the country ID.

DATE_FROM: Field for storing the start date information of a content item.
DATE_TO: Field for storing the end date information of a content item.
ITEM_DATE_1 to ITEM_DATE_10: Fields for storing any dates.
ITEM_NUMBER_1 to ITEM_NUMBER_7: Fields for storing any numeric data.
ITEM_TEXT_1 to ITEM_TEXT_10: Fields for storing data that requires selecting
values from a list. Each field can store up to 30 characters of data. Ensure that
the value of the Source field is a lookup type.
ITEM_TEXT_11 to ITEM_TEXT_ 30: Fields for storing nontranslatable data, such
as a code or serial ID. Each field can store up to 30 characters of data.
ITEM_TEXT_TL_1 to ITEM_TEXT_TL_5: Fields for storing translatable data.
Each field can store up to 240 characters of data.
RATING_MODEL_ID: Field for storing rating model information.
STATE_PROVINCE_ID: Field for storing the state ID. This field is used in
conjunction with the field COUNTRY_ID.
55
Content Subscribers
Content subscribers are codes that represent other Oracle Fusion products or
applications that use content types. Examples of predefined subscriber codes
are:
HRMS: Human Resources

HRTR: Talent Review
HRA: Performance Management
_______________________________________________________
For example, you can include competencies in performance documents in Performance

Management so that you can rate workers on the competencies. To be able to include
competencies in a performance document, the Competencies content type must include
HRA as one of the subscriber codes.
When you edit predefined content subscribers, you can associate additional content
types, but you cannot remove any of the existing content types. You should not remove
predefined content subscribers.
56
Content Items
Manage Profile Content Items, Edit Content Item
Definition:
Content items are the individual skills, qualities, and qualifications within the content
types in the content library. For example, within the Competencies content type,
communication is a content item. You can create content items to meet your business
needs.
Content items contain:
Properties: Content items inherit the fields and field properties that you define
for the content type to which the item belongs. For example, one of the fields
57
defined for the Memberships content type is ITEM_DESCRIPTION field. The

attributes of this field are set up so that the label is Description, the field is
editable, and the field does not require an entry. When you set up a content item
for the Memberships content type, you will see a field labeled Description, in
which you can enter text to describe the agency, but the field will not be required.
Another example is the field ITEM_TEXT_2 field defined for the content type
Competencies. The attributes for this field is set up so that the label is Evaluation
Method, as shown in the image above, the field is a list of values. The
ITEM_TEXT_2 field includes the lookup HRT_COMPETENCY_EVAL_TYPE that
includes a list of competency evaluation types.
Related content items: If the content type for which you are creating an item
has related content types, then you can enter the related content items for the
item. For example, if you have a content type relationship where the
Competencies content type is supported by the Goals content type, then on the
content items for competencies, you can enter the related goals.
Proficiency descriptions: If the content item belongs to a content type that has
a rating model defined for it, then you can either use the existing descriptions for
the ratings within the model, or define descriptions for the ratings that are specific
to the content item. When ratings are given for the content item, the descriptions
defined for the item are used instead of those on the rating model.
58
Demonstration: Content Items

Demonstration Scope
Go to the Manage Profile Content Items task and show how the
properties defined in the content type determine the fields for the content
items for that type, and the attributes of those fields.
Demonstration Steps
Start Here
1. In the Manage Profile Content Items task row, click Go to Task to open the
Manage Content Items page.
2. In the Search Results section, review the predefined content items for the
Competencies content type.
3. Select one of the content items.
4. Click Edit to open the Edit Content Item page.
5. Show the fields and their attributes.
6. Click Cancel to return to the Manage Content Items page.
7. Click Done to return to the Implementation Project: XX Talent page.
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Educational Establishments
Key Concepts:
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Definition: Educational establishments include schools, universities, and

colleges.
Usage: Define educational establishments for workers to use when they add
education information to their profile.
Demonstration: Educational Establishments

Demonstration Scope
View the Profile Educational Establishments and show how to add the
college, university, or other schools content type.
Demonstration Steps
Start Here
1. In the Manage Educational Establishments task row, click Go to Task to open
the Manage Educational Establishments page.
2. On the Search Results section toolbar, click Create to open the Create
Educational Establishment page.
3. Review the required fields.
4. Click Cancel, which causes the Warning dialog box.
5. Click Yes to open the Manage Educational Establishments page.
61
Rating Models
Key Concepts:
62
Use rating models to rate workers on their performance and level of proficiency in
the skills and qualifications that are set up on the person profile.
You can also use rating models to specify target proficiency levels for items on a
model profile, so that the model profile can be compared to workers' profiles.
To rate workers on their performance and proficiency, you attach rating models
to the content types that are included in the person profile, and then workers can
be rated on the items within the type. For example, you can rate workers on the
Communication content item within the Competencies content type.
Rating models that measure workers' potential and the impact and risk of loss
are also available.
Demonstration: Rating Models

Demonstration Scope
Go to the Manage Profile Rating Models task and compare the
predefined rating models.
Demonstration Steps
Start Here
1. In the Manage Profile Rating Models task row, click Go to Task to open the
Manage Profile Rating Models page.
2. In the Search Results section, review the predefined models.
3. Select the Performance Rating Model row.
4. On the Search Results section toolbar, click Edit to open the Edit Rating Model
page.
5. On the Rating Levels tab, review the available fields and their attributes.
6. Click the Review Points, Rating Categories, and Distributions tabs, reviewing
the fields and attributes for each in turn.
7. Click Cancel to return to the Manage Profile Rating Models page.
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Rating Model Components

Rating models can include some or all of the following components, depending
on the use for the model:
Rating levels
Review Points
Rating categories
Distributions
Manage Rating Models > Edit Rating Model
64
Rating Model Components Details

Rating levels
Rating levels identify the qualitative values, such as 1, 2, 3, or 4, that you use to rate or
score a worker's performance (1 being the lowest). Define numeric ratings for rating
models that you use with performance documents that use the average calculation
method.
Review Points
Define review points for rating models that you use with performance documents that
use the sum or band calculation method. The review points and point ranges that you
define for the rating model are used to calculate ratings.
Rating categories
Rating categories enable you to group rating levels together for analysis tools used in
the talent review process, such as the box chart that is used in the talent review
process, and on the nine-box chart matrix that appears on the My Organization tab on
the Performance Manager Overview page. You should not change rating categories
after setting them up, as the changes could affect the analytic.
Distributions
Oracle Fusion Compensation Management uses rating model distributions to determine
the targeted minimum and maximum percentage of workers that should be given each
rating level. Compensation Management uses the distribution values that you set up
directly on rating models. However, you can set up distributions at the performance
template level on the Rating Model Distribution page for rating models that are used in
Performance Management. Compensation Management uses the distribution values
that you set up directly on rating models. However, you can set up distributions at the
performance template level on the Rating Model Distribution page for rating models that
are used in Performance Management.
65
Rating Models and Model Profiles

Key Concepts:
66
Proficiency Level: For model profiles, you can specify target proficiency levels
for items on the profile, so that the model profile can be compared to workers'
profiles.
Usage: Using the ratings, managers can compare a model profile to workers'
profiles to determine the best person suited to fill a position. Workers can
compare their profile to model profiles to identify other positions within the
organization that they are suited for, or to identify gaps in skills that they need to
fill before applying for other positions.
Set Up Talent Profiles

This section describes the following:
Profile types
Instance qualifiers
67
Profile Types
Profile types include:
Person profile types

Model profile types
Manage Profile Types > Edit Profile Type
68
Profile Types Details

Person Profile Type
The person profile type:
Provides a template that you use to create profiles of your workers

Contains the skills, qualities, and qualifications that you want to track for your
workers
The person profile type is predefined, and you can have only one
Model Profile Types

Model profile types are templates for workforce structures such as jobs and positions.
Model profiles identify:
Targeted and required skills and qualifications for a job or position

Work requirements, such as work schedule and travel frequency
Multiple model profile types can be set up
69
Profile Type Components

Profile types comprise multiple content types. When adding and deleting content
sections, be aware of the following:
70
Sections: Content types are referred to in profile types as content sections, and
you can include content types from the content library and free-form ones.
Section Properties: Content section properties are attributes that are used to
define data included in a person profile and displayed in the portrait.
Predefined Sections: Do not delete the Career Potential, Performance Rating,
and Risk of Loss, and Talent Score sections, as these sections are the source for
the Talent Ratings region of the Career Planning card, and are used by
Performance Management and Talent Review.
Section Visibility: Content sections that you add to the person profile type
appear only on the Experience and Qualifications card; you cannot specify where
you want them to appear.
Section Role Access: For workers to be able to add a content section to their
profiles, you must set up role access for employees to be able to edit the content
section.
Content Section Properties

These are the attributes that you can set for each content section property that
you want to include for a content section:
Label: Label for the field.

Default Value: Value that appears by default.
Display: Is the field displayed on the content section UI? If yes, then whether the
field must be displayed on the content section summary table, content section
details area, or both.
Required: Is the user required to populate the field?
Searchable: Is the field included in profile searches?
Value Set Name: Name of the lookup type that provides values for the field. This
attribute is specified for fields ITEM_TEXT30_6 to ITEM_TEXT30_15.
Note: Source and View Attribute attributes are not used and can be ignored.
71
Content Section Properties Details

Fields (content section properties) that appear on the pages with the profile item are :
COUNTRY_ID: Field for storing the country ID.
STATE_PROVINCE_ID: Field for storing the state ID. This field is used in
conjunction with the field COUNTRY_ID.
DATE_FROM: Field for storing the start date information of a content section.
This field is used for maintaining the history of profile items.
DATE_TO: Field for storing the end date information of a content section. This
field is used for maintaining the history of profile items.
ITEM_DATE_1 to ITEM_DATE_10: Fields for storing dates.
ITEM_TEXT30_1 to ITEM_TEXT30_5: Fields for storing data that requires
selecting values from a check box.
ITEM_TEXT30_6 to ITEM_TEXT30_15: Fields for storing data that requires
selecting values from a list. Ensure that the value of the Value Set Name field is
a lookup type. For example, HRT_RISK_REASON is a lookup type for selecting
risk of loss reasons.
ITEM_TEXT_240_1 to ITEM_TEXT_240_15: Fields for a simple text, such as a
name. Each field can store up to 240 characters of data.
Note: For a free-form content type, the ITEM_TEXT240_1 field is used to

display as title of the profile item in the Experience and Qualifications card.
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ITEM_DECIMAL_1 to ITEM_DECIMAL_5: Fields for storing numeric data that

include decimals. For example, price USD 2.99.
ITEM_NUMBER_1 to ITEM_NUMBER_10: Fields for storing any numeric data
that does not includes decimals. For example, age 29 years.
ITEM_TEXT2000_1 to ITEM_TEXT2000_5: Fields for storing text data, such as
a comment. Each field can store up to 2000 characters of data.
RATING_MODEL_ID1 to RATING_MODEL_ID3: Fields for storing rating model
information of a profile content section.
RATING_LEVEL_ID1 to RATING_LEVEL_ID3: Fields for storing rating level
information of a profile content section.
QUALIFIER_ID1 to QUALIFIER_ID2: Fields for storing instance qualifier
information assigned to the profile content section.
Demonstration: Profile Types

Demonstration Scope
Go to the Edit Profile Type page and discuss the key concepts for these
areas:
Content sections
Summary text
Demonstration Steps
Start Here
Profiles - Define Talent Profiles
1. In the Manage Profile Types task row, click Go to Task to open the Manage
Profile Types page.
2. From the Search Results section, select the PERSON row.
3. On the Search Results section toolbar, click Edit to open the Edit Profile Type
page.
4. On the Content Sections tab, click Competencies.
5. In the Content Sections section, click the Competencies link to access the
section properties on the Content Section page.
6. Review the properties and section access options.
7. Click Cancel to return to the Edit Profile Type page.
8. Click the Summary tab.
9. Review the predefined text and the locations on which each text block appears.
10. Click Cancel to return to the Manage Profile Types page.
73
Summary Text
Person Profile Text
Key Concepts:
74
Text Display: For the person profile type, many of the content sections have
summary text that appears on regions of the profile cards.
Text Usage: You can use the existing text, or change it to suit your business
needs. For example, you might want to update the text that appears on the Skills
and Qualifications card before an annual performance review period to remind
workers to update their skills so that they are current for the performance review.
Instance Qualifier
Key Concepts:
Definition: An instance qualifier set is a group of codes that you use to uniquely
identify different occurrences of the same profile item, such as a competency, or
a performance rating.
Usage: Instance qualifiers typically identify the role of the person who edited a
profile item. For example, if a worker, the worker's peer, and the worker's
manager all enter a rating for a competency on the worker's profile, instance
qualifier sets uniquely identify each instance, or the rating given by each different
role.
75
Instance Qualifier Sets

The following qualifier sets are available:
76
EVAL_TYPE
POTENTIAL
RISK
PERFORMANCE_RATING
TALENTSCORE
Instance Qualifier Sets Details

EVAL_TYPE
These are used with the Competencies content type and identify the role of the person
who rated a particular competency for a worker.
POTENTIAL
These are used with the Career Potential content type and identifies whether the rating
was updated in a talent review meeting or on the worker's profile.
RISK:
These are used with the Risk of Loss content type and identifies whether the rating was
updated in the profile or in a talent review meeting.
PERFORMANCE_RATING
These are used with the Performance Rating content type and identifies whether the
rating is the compensation, performance, profile, or talent review rating.
TALENTSCORE
These are used with the Talent Score content type and identifies whether the talent
score was updated on the profile or in a talent review meeting.
_______________________________________________________
Depending on the Oracle Fusion applications that you have implemented, your
managers and HR specialists may be able to provide ratings for workers in multiple
locations in addition to the workers' profiles. For example, if you are using Oracle Fusion
Talent Review, the rating given for a worker on his profile can be changed during a
talent review meeting. Instance qualifier sets are groups of codes that you set up for
content types, and they enable you to uniquely identify the origin of the rating.
NOTE: In Oracle Fusion V1, you should not create new instance qualifier sets or
change the settings for the predefined sets.
77
Demonstration: Instance Qualifier Set

Demonstration Scope
Go to the Edit Instance Qualifier Set page for the Potential instance
qualifier set and review the settings.
Demonstration Steps
Start Here
Profiles - Define Talent Profiles
1. In the Manage Instance Qualifiers task row, click Go to Task to open the
Manage Instance Qualifiers page.
2. Search for the Potential qualifier set.
3. From the Search Results section, select the POTENTIAL qualifier set row.
4. On the Search Results section toolbar, click Edit to open the Edit Instance
Qualifier Set page.
5. Review the following columns:
- Employee View
- Manager View
- Searchable
- Employee Default
- Manager Default
6. Click Cancel, which causes the Warning dialog box to open.
7. Click Yes to return to the Manage Instance Qualifiers page.
78
Settings for Qualifier Sets

For each code in an instance qualifier set, you can specify:
Priority
Employer and Manager Views
Search Ability
Default Instance Qualifier for Employee and Manager
79
Settings for Qualifier Sets Details

Priority
Determines the order in which different instances of a competency are displayed, and
also determines which instance to use when searching and comparing profiles. The
lowest number indicates the highest priority.
Employer and Manager Views
Determine which instances are visible to employees and to managers.
Search Ability
You can specify whether items that have been assigned the instance qualifier code
should be included in profile searches. For example, you might not want the ratings for
competencies given by peers to display when other workers are searching person
profiles.
Default Instance Qualifier for Employee and Manager
You can specify the default instance qualifier to use when managers and employees
update a competency. Each time an employee or manager updates a competency, the
record is assigned the instance qualifier code that is identified as the employee or
manager default code.
80
Demonstration: Where Instance Qualifier Sets Are

Used
Demonstration Scope
Viewing instance qualifiers in use within the application
Scope
Sign in as linda.swift and go to the portrait of one of her direct reports, Jack Fisher in
the Person Gallery. Show how to view and edit a worker's ratings for:
Performance
Potential
Risk and Impact of Loss
Demonstration Steps
Start Here
Home work area, Welcome tab (default view after sign in)
1. On the global area Navigator menu, select Person Gallery to open the Person
Gallery page.
2. In the Keywords field, enter Jack Fisher.
3. Click the Search icon.
4. On the Search Results section, click Fisher, Jack to open the Jack Fisher
portrait page.
5. Click the Career Planning card for Jack Fisher.
6. On the Talent Ratings section, click the Edit icon button to open the Edit Talent
Ratings page.
7. Review the scores and ratings that you can edit for:
- Performance
- Potential
- Risk of loss and impact of loss
- Advancement readiness
8. Sign out.
Managers and HR specialists can enter ratings for workers directly on this portrait card,
but these ratings can also be changed during a talent review meeting and on a
performance document. Instance qualifier sets are used to identify where the rating was
given.
81
Using Profile Management

Key Actions:
82
Manage Model Profiles

Access Person Profiles and Portrait Cards
Find Best Fit
Compare Items
Model Profiles
Manage Model Profiles
HR specialists only can create and edit model profiles for workforce structures, such as
Organization, Job Family, Job, and Position.
You can associate model profiles with jobs and positions. This association enables you
to define the work requirements and the required competencies, degrees, and other
skills for the job or position. This association also enables you to compare profiles and
use the best-fit analysis for tasks such as finding the worker best-suited for a job or for
helping workers identify their next career moves.
83
Person and Job Profiles

HR specialists and managers can access the Profile work area to perform key tasks.
Access Portrait Cards
Managers and HR specialists have access to three portrait cards in Profiles:
Development and Growth: Displays current worker data. On this card you can
review and edit goals, and analyze competency gaps.
Experience and Qualifications: Displays historical talent data about a worker.
Access specific performance reviews, identify and review areas of expertise, and
maintain competencies, degrees and other accomplishments.
Career Planning: Displays information about a workers future plans. Add jobs to
the workers interest list, review and edit talent ratings and risk of loss, and
identify and review information about career preferences.
Find Best Fit

Use the best-fit analysis to find the profiles that most closely match a selected profile.
You select a person or model profile as a source profile, and then the analysis finds the
profiles that best match the source profile. The best-fit analysis is based on how well the
profile items (content items) within the content types match that in the source profile.
Compare Items
Compare any person, job, and position items to quickly identify and evaluate differences
between items. For example, you can compare a person with another person or with a
job profile. The first item you select is the comparison base, and the items you select
84
subsequently are secondary items. The comparison displays the base item attributes,
and indicates the differences between the attributes of the secondary items and the
base items.
The information displayed in the comparison results is controlled by security access. For
example, line managers can compare their direct reports and view their performance
data in the comparison results. Human resource (HR) specialists can perform this
comparison only if they have security access to the persons' performance information.
85
Performance Information in Comparison Results

The comparison displays performance data of only those persons who are evaluated
using the enterprise-wide designated rating model, as defined in the Performance
Management profile options, because you cannot compare persons who are evaluated
using different rating models.
For each person, the comparison displays up to three performance documents. These
performance documents include the latest document using the designated rating model
plus the two most recent previous documents that use the same performance template
as the latest document. The comparison indicates the performance attributes'
differences only if the performance documents and performance periods are the same
for the persons being compared.
86
Review Question 1
You add properties for free-form content types when you:
1.
2.
3.
4.
Add the content type to a profile type.

Add the content type to a worker's profile.
Add a content item for the content type.
All statements are correct.
87
Review Question 2
Which of the following components of the person profile type can be changed:
1.
2.
3.
4.
88
The content sections contained in the profile type.

Summary text for content sections.
Attributes of fields that are inherited from the content type.
All statements are correct.
Review Question 3
Which of the following statements is true regarding rating models:
1. A rating model typically contains rating levels, review points, rating
categories, and distributions.
2. Rating categories determine the labels for analytics such as those used in
the talent review process.
3. Distributions are used only in Oracle Fusion Performance Management.
4. You attach rating models to content items.
89
Review Question 4
You can create a new person profile type.
1. True
2. False
90
All Questions and Answers

Questions and answers:
Review Question 1:You add properties for free-form content types when you:
1. Add the content type to a profile type.
Review Question 2: Which of the following components of the person profile type
can be changed:
4. All statements are correct
Review Question 3: Which of the following statements is true regarding rating
models:
2. Rating categories determine the labels for analytics such as those used in the talent
review process.
Review Question 4: You can create a new person profile type.
2. False
91
Define Workforce Profiles Highlights

In this section, you should have learned how to:
92
Configure talent profile settings

Set up talent profile content
Set up talent profiles
Talent Actions Using the Simplified User Interface

Key Concepts:
Managers use the Team Talent pages to monitor their direct reports
Workers and managers use the Performance and Career pages to view
their personal talent information
93
Team Talent Pages

Managers can use the Team Talent pages to
94
View talent ratings of direct reports: View performance and potential ratings,
impact of loss and risk of loss ratings.
View and edit data career statement and career preferences: You can click a
job profile to view required skills and qualification for that job profile.
View top career that matches your direct's skills: You can click a career to
view required skills and qualification for that career. You can also add a career to
Careers of Interest.
Access full Fusion pages: From the Talent page there are links to the full
Fusion Talent pages where you can view all data and perform all functions.
Performance and Career Pages

Managers and workers can use the Performance and Career pages to:
View careers of interest: You can click a job profile to view required skills and
qualifications for that job profile.
View and edit data career statement and career preferences: You can click a
job profile to view required skills and qualifications for that job profiles.
View top career that matches your skills: You can click a career to view
required skills and qualification for that career. You can also add a career to
Careers of Interest.
95
Demonstration: Using the Simplified Interface for

Career Planning
Demonstration Scope
Show how to use the simplified user interface to access Talent Management tasks.
Demonstration Steps
Sign in as linda.swift (Your.Worker).
Start Here
1. In the Simplified User Interface, click Team Talent to open the Team Talent
page.
2. In Adele Stephenson's card, click the More icon to see more information about
Adele.
3. In Adele Stephenson's card, click Adele Stephenson to open the Adele
Stephenson: Career Planning page.
4. Here you can view and edit data career statement and career preferences of
Adele Stephenson.
5. Click the Performance and Career icon to open the Career Planning page.
Here you can view and edit data career statement and career preferences.
6. Click Edit to edit career statement and career preferences.
7. Click Save and Close to save any changes.
8. Click a Senior Director to open the Senior Director page and view more
information about the job role.
You can click any job role to view more information about that job role.
9. Click Done.
10. Click See All in the Top Career That Matches Your Skills region to view all
jobs that matches Linda's skills.
11. Click Add against Analyst to add the job in the Careers of Interest list.
12. Click anywhere in the left side of the page to return to the Career Planning page.
96
Define Common Applications Configuration Highlights

In this lesson, you should have learned how to:
Describe the common applications configurations

List the key concepts of common configurations for Talent Management
Set up the required common configurations for Talent Management
Use Profile components
97
98
Lesson 4: Manage Goals and Define Worker Goal

Setting
Manage Goals and Define Worker Goal Setting
Objectives
Lesson 4: Manage Goals and Define Worker Goal Setting
Describe Oracle Fusion Goal Management

Configure goal setup options
Manage the goal library
Manage goal plans
Manage worker goals and organization goals
Mass assign goals
99
Oracle Fusion Goal Management Overview

Goal Management supports:
100
Goal Types
Target Outcomes
Tasks
SMART Goals
Goal Plans
Goal Management Support Details

Goal Types
Workers and managers can create three types of goals: performance, development,
and personal.
Target Outcomes
Target outcomes enable the linking of a goal to specific skills or qualifications such as
competencies, degrees, certifications, and others.
Tasks
Tasks are specific actions added to a goal that a worker undertakes in order to achieve
the goal.
SMART Goals
To measure the performance of workers, help them improve productivity, and achieve
career objectives, Goal Management supports goals that are: specific, measurable,
achievable, relevant, and time-based (SMART).
Goal Plans
Goal plans are used to manage a collection of performance or development goals for a
specific period. Goal plans can be rolled out to individuals, a selected hierarchy, or a
wider population within the organization.
_______________________________________________________
Oracle Fusion Goal Management provides the ability for workers, managers, and
organization owners to set and define goals that support the common objectives of your
organization. Using Goal Management, you can grow your organization's talent by
creating development goals that capture the growth and career aspirations of the entire
workforce. Workers can update goals throughout a goal setting and tracking cycle, and
managers and organization owners can track the goals as workers progress through
them.
101
Demonstration: Goal Management

Demonstration Scope
Describe or demonstrate the sharing, adding, assigning, and publishing
goal functionalities of Goal Management.
Sign in as linda.swift.
Start Here
Home work area, Welcome tab (default view after sign in)
1. In the global area Navigator menu, under Career, click Goals to open the Goal
Management work area.
2. In the Tasks pane, click My Goals to open the My Goals page.
My Goals page is the home page for managing goals for both workers and
managers. The Performance Goals tab is defaulted. The manager or worker
can view performance goals, development goals, or personal goals be selecting
the appropriate tab. The View menu allows workers and managers to filter the
view of available goals. Discuss how the view can be changed to the current
goals, completed goals, goals at risk, high priority goals, open goals, or goal
plans.
3. In the View field, select 2013 Performance Goals.
The goals that appear on the goals list are all those that are in the 2013
Performance Goals goal plan. Workers and managers can add goals to their
own list of goals. They can share their performance and development goals with
managers or colleagues. They can also align their performance goals to
published organization goals, or goals shared by managers and colleagues.
Managers can assign their goals to direct reports to work on their versions of the
goal as well. The direct reports can edit the goal to suit their particular business
needs. In the Contextual Area, they can view the goals that are shared with them
by the organization, managers, or colleagues. They can select a goal in the
Contextual Area to add it to their own goals, or align one of their existing goals to
it.
4. In the Organization Goals region, click the goal Increase Shareholder Value to
open the Goal Details dialog box.
Linda can add the goal Increase Shareholder Value as either a performance or
development goal.
5. In the Add to My Goals field, select Performance to open the Add Performance
Goal dialog box.
6. Click OK.
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Note: If a Confirmation dialog box appears suggesting that the goal requires
approval, click OK. To see the goal in the goals list, in the View field, select
Current Goals.
The goal is added to Lindas list of performance goals after it is approved by her
manager, if approval is required by the Profile Option setting for approvals. Linda
wants to share one of her goals with a colleague, Fiona Arrington. When she
shares goals, the people with whom she shares a goal can copy the goal and
use is it as their own. Linda can select her goal and click the Share button to
share it directly. But she wants to confirm the goal details before she shares it.
7. In the table, click the Bring Customer Satisfaction Levels to 90% goal to open
the Edit Performance Goals page.
On the Edit Performance Goals page Linda can view details of the goal on the
Goal Details tab to see if it is suitable for Fiona. She wants to confirm that the
goal has a task.
8. Click the Tasks tab.
On the Tasks tab, Linda can see details of the task. You can use tasks to add
actions that can be performed toward completion of the goal. Linda decides it is
okay for Fiona and decides to share the goal.
9. Click the Goal Details tab.
10. Scroll down the Goal Details tab to the Share region.
Linda can share the goal with all of her direct reports, or other people in the
organization. Since Fiona is a peer, and not a direct report, she clicks the Search
and Select button.
11. Click Search and Select to open the Search and Select: Person page.
12. In the Name field, enter Fiona Arrington.
13. Click Search.
14. Select Arrington, Fiona.
15. Click Done.
16. In the Share sectopm, in the Share tasks column of the table, Linda selects Yes.
17. Click Submit to save the changes and add the goal to the Shared Goals region
of Fionas My Goals page. It also causes the Confirmation dialog box to open.
18. Click OK.
Linda can assign a goal to any of her direct reports and allow them to update the
goal. Linda wants to assign a goal to Elizabeth Mavery. She can assign one of
her existing goals to a direct report on the My Goals page. If she does so, then
the goals she assigns will be aligned with Lindas goal. But she decides instead
to add another goal for Elizabeth using the My Directs Goals page.
19. Select the My Directs' Goals link to open the Manage My Directs' Goals page.
You can add goals directly for her direct reports, or align their goals to other
103
goals. Linda can use the Group By filter to view all of her direct reports, and all
of their goals either by worker name, or goal.
20. In the Group By field, select Worker.
21. In the View menu, select Current Goals.
22. In the Workers Goals column of the table, expand the icon for Mavery,
Elizabeth.
Linda can see Elizabeths goals. She decides to add another.
23. Click Add Goal to open the Add Performance Goal dialog box.
24. Select Add from goal library.
25. In the Goal Name field, select Become an Agent of Change.
26. Accept the default values.
27. In the Assignees field, select Mavery, Elizabeth.
28. Click Save and Close to return to the My Goals page.
Linda wants to ensure that the goal was added to Elizabeths 2013 Performance
Goals goal plan.
29. In the Workers Goals column under Mavery, Elizabeth, click the Become an
Agent of Change goal to open the Edit Performance Goals page.
On the Edit Performance Goals page, Linda can view and edit goal details. In
the Include in Goal Plan region, Linda can see that the 2013 Performance
Goals goal plan is checked, so it is in the correct goal plan. Linda can also view
and edit other details of the goal, and add Target Outcomes and Tasks, if
required.
30. Linda wants to add a competency target outcome to add to Elizabeths profile
when the goal is successfully completed. Select the Target Outcomes tab.
31. In the Add field, select Competencies to open the Search and Select:
Competencies dialog box.
32. In the Source field, select My Job Competencies.
33. Click the Search arrow icon.
34. In the table, select Problem Solving and click OK.
35. Select the Tasks tab.
Linda wants to add a task to give Elizabeth actions that she can perform to
progress to goal completion.
36. Click Add.
37. In the Name field, enter Reorganize Team Delivery Processes.
38. In the Type field, select Project.
39. Click Save and Close, which causes the Warning dialog box to open.
40. Click Yes to return to the Edit Performance Goals page.
Linda will enter a rating in the Target Proficiency Level field for the competency
target outcome when Elizabeth has completed the goal, which will update
Elizabeths worker profile. As a manager, Linda is also an organization owner.
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She can publish goals to make them available to all of the people in her
organization and track progress on the goals.
41. In the Tasks pane, select My Organization Goals to open the Organization
Goals page.
On the Organization Goals page, the organization owner can view current,
open, and completed organization goals that can exist either in a goal plan, or as
a current goal, open goal, or completed goal and not part of a goal plan. The
owner can also add organization goals, and publish, assign, and align the goals.
42. Linda wants to see the progress that her direct reports are making toward the
goals. Scroll down to the Goal Alignment Summary graphic. She can view the
percentage of her reports who have aligned their goals to the organization goals.
43. Review the Goal Progress Summary graphic to see the progress Lindas
reports are making on their goals that are aligned to the organization goals.
44. Linda wants to add another goal to the current goal plan and publish it. On the
Organization Goals page, in the View field, select 2013 Performance Goals.
45. Click Add Goal to open the Add Organization Goals dialog box.
46. Select New goal.
47. In the Name field, enter Increase Productivity by 10 Percent.
48. In the Description field, enter Resolve 10 percent more customer calls.
49. Click Save and Close, which causes the Confirmation dialog box to open.
50. Click OK to return to the Organization Goals page.
51. Linda wants to publish the goal. In the Organization Goals table, select the
Increase Productivity by 10 Percent goal.
52. Click Publish, which causes the Confirmation dialog box to open.
53. Click OK.
54. Linda wants to view the goals that Elizabeth already has, and those that are
shared with her. In the My Organization pane, click Mavery, Elizabeth to open
Elizabeths Goals page.
Linda can see the same view of Elizabeths page that Elizabeth sees. However,
Linda cannot see Elizabeths personal goals. In the goals table, Linda can see
the Become an Agent of Change goal she added for Elizabeth. In the Contextual
Area, Linda can see the Increase Productivity by 10 Percent organization goal
that she published.
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Goal Management Concepts

Goal Management
Key Concepts:
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Managing goals for workers by the workers and managers

Managing organization goals
Aligning goals
Adding tasks to goals to help workers achieve the goals
Goal Management Actions

Key Goal Management Actions
Managing Worker Goals
Workers can create and update goals to track throughout a review cycle or
longer.
Assigning Goals to Workers
Managers can assign performance goals or development goals to their direct

reports. They can assign their own goals, add new ones, or use existing goals
from the goal library.
Managers can assign goals to all their direct reports or a specific direct report.
When managers assign their own goals to workers, the workers' goals are
aligned automatically to the manager's goal.
Publishing Goals to the Entire Organization
Organization owners can publish goals to make them available for workers in the
supervisor hierarchy to add to their list of goals.
Workers and their managers can align the workers' individual goals to published
organization goals.
When workers add an organization goal to their own goals, that new goal is
automatically aligned to the published organization goal.
Aligning Goals
By aligning performance goals, you create a relationship between a worker's goal and
another goal, usually a higher-level organization or manager goal, so that the worker's
goal supports and contributes to achieving the higher-level goal. Goal alignment
provides the flexibility to:
Align goals automatically

Modify supporting goals
Remove alignment
Sharing Goals
Managers and workers can share goals so that others can add a copy of the goal or
align their own goals to it. Managers can share goals with both their direct and indirect
reports. Workers can share their goals with the colleagues whom they select. Tasks that
are associated with goals can also be shared. An e-mail notification is sent to the
people with whom the goal is shared.
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Approving Goals
Goal Management profile options can be configured to require manager approval when
the worker:
Adds a new performance or development goal

Edits a key goal field, including goal name, description, success criteria, start and
target completion dates, priority, category, weight, measurement-related
attributes, and private. The weight and priority fields are associated with a goal
only when the goal is included in a goal plan.
Completes a goal: The status is changed to Completed upon manager approval
Cancels or deletes a goal
The manager receives worklist and e-mail notification of pending approvals and
responds using the notification request.
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Goal Types
Goal Type Key Concepts
Performance Goals
Performance goals are results-oriented, measure work-related performance, and often
use specific targets to assess the level of workers' achievement. Performance goals can
be used in performance documents as part of the evaluation process. Organization
goals are performance goals.
Development Goals
Development goals facilitate the career growth of individuals so that they can perform
better in their current jobs or prepare themselves for advancement.
Personal Goals
Personal goals are available only to the worker. Workers can use personal goals to
stretch their capabilities to increase their skills, for example, or as draft goals that they
can copy to their performance or development goals.
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Goal Management Setup
Initial setup for this activity is performed using Functional Setup Manager
- Workforce Development Setup Offering: Define Worker Goal Setting
Ongoing maintenance is performed from the Goals work area
Define Worker Goal Setting Tasks
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Goal Management Setup and Maintenance Tasks

Setup Tasks
Setup tasks in FSM under Define Worker Goal Settings:
Manage Worker Goal Setting Lookups

Manage Goal Value Sets
Manage Worker Goal Descriptive Flexfields
Manage Worker Goal Setting Profile Option Values
Manage Goal Management Notification Settings
Maintenance Tasks
The ongoing maintenance tasks are:
Manage Goal Library

Manage Goal Plans
Mass Assign Goals
Administer Goals
Manage Completion Engine Process
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Goal Management Setup Considerations

Implementation Key Considerations:
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What business outcomes you are supporting?

- Performance goals
- Development goals
- Personal goals
How are goals integrated into the organization?
- Goal Plans
- Organization goals
- Cascading / Sharing / Aligning
What level approvals will be enabled?
- Require approval to create goals
- Require approval to edit key data
- Require approval to mark as complete
What notifications will be activated?
- Identify delivered notifications that will enhance processes
Leveraging tasks and target outcomes.
- Allow employees and managers ability to add tasks to performance,
development and or personal goals
- Update profile items such as languages or competencies based on outcomes of
specific goals
Enable goal weighting?
- Allow employees and managers to set relative weights
Enable Group Spaces?
- Allow workers to share goals with Group Space members
Configuring Goal Setup Options

Key Setups:
Worker goal setting lookups

Worker goal value sets and worker goal descriptive flexfields
Worker goal setting profile option values
Goal Management notification settings
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Manage Worker Goal Setting Lookups

Lookups
You can set the lookups in the Setup and Maintenance work area using
the Manage Common Lookups task or the Manage Worker Goal Setting
Lookups task.
Some Goal Management lookups have extensible customization levels.
These are:
HRG_DEV_GOAL_CATEGORY: Categories of development goals, such as

short-term, medium-term, and long-term.
HRG_GOAL_MEASUREMENT_LEVEL: Levels of goals, such as target, and
stretch.
HRG_GOAL_QUANTITATIVE_UOM: Units of quantitative measurement for
goals, such as currency, number, and percentage.
HRG_GOAL_SOURCE: The source from which the goal was added, such as
goal library, worker goals, or organization goals.
HRG_GOAL_TASK_TYPE: Categories of task types for goals, such as
coaching, project, and research.
HRG_PERCENT_COMPLETE: The completion percentage of a goal, such as 0,
25, 50, 75 and 100.
HRG_PERF_GOAL_CATEGORY: Categories of performance and personal
goals, such as career, education, and skill.
HRG_PRIORITY: Priorities of goals, such as high, medium, and low.
Other Goal Management lookups do not have extensible customization levels and
cannot be edited or deleted. These are:
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HRG_APPROVAL_STATUS: Goal approval status, such as Pending Approval,

Approved, or Rejected.
HRG_ASSIGNMENT_SEARCH_OPTION: Options for searching selected
persons, such as a report or direct report of a manager.
HRG_GOAL_ASGN_SOURCE_TYPE: The source of a goal assignment, such
as HR specialist or manager.
HRG_GOAL_MEASUREMENT_TYPE: Categories used for goal measurement,
including Qualitative and Quantitative.
HRG_GOAL_OBJECT_TYPE: Types of goal plans, such as Performance or
Development.
HRG_GOAL_QUANT_MEASURE_TYPE: Categories for quantitative
measurement of goal, such as Maximum or Minimum.
HRG_GOAL_STATUS: Status of a goal, such as Not started, In progress, or
Completed.
HRG_GOAL_TASK_STATUS: Status of a goal task, such as Not started, In

progress, or Completed.
HRG_GOAL_TYPE: Types of goals, including Performance, Development, and
Personal.
HRG_GOAL_VERSION_TYPE: Goal version types, including Active, Frozen,
and Mass request.
HRG_MANAGER_HIERARCHY_OPTION: Options for assigning goals to a
manager hierarchy, including All direct reports, All direct reports and indirect
reports, and Selected persons only.
HRG_MASS_REQUEST_RESULT: Status of a mass request, such as In
progress, Success, or Failure.
HRG_MASS_REQUEST_TYPE: Type of mass process request, such as Goal
ass assignment or Goal plan generation.
HRG_TARGET_OUTCOME_SOURCE: The source of a target outcome,
including My person profile, My job profile, and Content library.
HRG_ALIGNMENT_TYPE: Goal alignment types, such as Direct or Indirect.
HRG_GOAL_ATTAIN_PERIOD: Goal attainment period types, such as Year,
Quarter, or Month.
HRG_ENABLE_BY_GOAL_TYPE: Attributes for goals enabled by a goal type,
such as Development Goal, Performance Goal, Both Performance and
Development Goals, or None.
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Goal Management Lookups Example
116
Manage Value Sets and Worker Goal Descriptive

Flexfields
Goal Management Descriptive Flexfields
There are three descriptive flexfields available for Goal
Management:
HRG_GOALS: Fields for goal information displayed on the

My Goals page.
HRG_GOAL_ACCESS: Fields for goal sharing details
displayed in the Share region of the Goal Details page after a
goal is shared from the Goal Management pages.
HRG_GOAL_PLANS_B: Fields for goal plan details displayed on the Create and
Edit Performance Goal Plan and Create and Edit Development Goal Plan pages.
117
Goal Management Descriptive Flexfields Details
118
Demonstration: Create Goal Descriptive Flexfield

Demonstration Scope
Create a descriptive flexfield that will be added to all goals to distinguish
between goals that are for projects, or those for a half year or full year.
The descriptive flexfield requires a lookup type and value sets along with
the descriptive flexfield to activate the descriptive flexfield.
Demonstration Steps
Start Here
Setup and Maintenance work area, All Tasks tab
1. In the Name field, enter Manage Standard Lookups and click Search.
2. In the Manage Standard Lookups row, click Go to Task to open the Manage
Standard Lookups page.
3. On the Search Results section toolbar, click the New icon.
4. In the Lookup Type field, enter HRG_GOAL_DURATION.
5. In the Meaning field, enter Duration for goal.
6. In the Description field, enter Duration for goal.
7. In the Module field, select the down arrow and select Search to open the Search
and Select: Module dialog box.
8. In the User Module Name field, enter Application Common.
9. Click Search.
10. Select the Application Common row and click OK.
11. Click the page Save button.
12. In the HRG_GOAL_DURATION: Lookup Codes region, click the New icon.
13. In the Lookup Code field, enter DURATION_FULL.
14. In the Display Sequence field, enter 1.
15. In the Meaning field, enter Full year.
This value appears in the drop-down list on the Goals page.
16. In the HRG_GOAL_DURATION: Lookup Codes region, click the New icon
again.
17. In the Lookup Code field, enter DURATION_HALF.
19. In the Meaning field, enter Half year.
20. In the HRG_GOAL_DURATION: Lookup Codes region, click the New icon
again.
21. In the Lookup Code field, enter DURATION_PROJ.
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23. In the Meaning field, enter Project.

24. Click Save and Close to return to the Setup and Maintenance work area, All
Tasks tab.
Next you must create a value set that uses the HRG_GOAL_DURATION
standard lookup you created.
25. Search for the Manage Value Sets task and in the Manage Value Sets row,
click Go to Task to open the Manage Value Sets page.
26. On the Search Results section toolbar, click the Create icon to open the
Create Value Set page.
27. In the Value Set Code field, enter HRG_DURATION_VAL_SET.
28. In the Description field, enter Goal duration value set for Goal Management.
29. In the Module field, select the down arrow and select Search to open the Search
and Select: Module dialog box.
30. In the User Module Name field, enter Oracle Middleware Extensions.
31. Click Search.
32. Select the Oracle Middleware Extensions for Applications row and click OK
to return to the Create Value Set page.
33. In the Validation Type field, select Table.
The Definition section appears.
34. In the Value Data Type field, select Character.
35. In the FROM Clause field, enter FND_LOOKUPS.
The FND_LOOKUPS table contains the lookups.
36. In the Value Column Name field, enter MEANING.
The Value Column Name is the attribute name that holds the description of the
lookup values.
37. In the ID Column Name field, enter LOOKUP_CODE.
LOOKUP_CODE is the code that will be stored in the database.
38. In both the Start Date Column Name and End Date Column Name fields, enter
TO_DATE(NULL).
39. In the WHERE Clause field, enter
FND_LOOKUPS.LOOKUP_TYPE='HRG_GOAL_DURATION'.
The lookup type to use to populate the values.
40. Click Save and Close to return to the Manage Value Sets page.
41. Click Done to return to the Setup and Maintenance work area, All Tasks tab.
Next you must create a descriptive flexfield that uses the
HRG_GOAL_DURATION standard lookup you created.
42. Search for the Manage Descriptive Flexfields task.
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43. In the Manage Descriptive Flexfields row, click Go to Task to open the
Manage Descriptive Flexfields page.
44. In the Flexfield Code field, enter HRG.
45. Click Search.
46. Select the HRG_GOALS row.
47. Click the Edit icon.
You must create a Global Segments object that always appears in the descriptive
flexfield region.
48. In the Global Segments region, click Create to open the Create Segment page.
49. In the Name field, enter Duration.
50. In the Code field, enter DURATION.
51. In the Description field, enter Determines whether the goal is for a full year,
half year, or project.
52. In the Column Assignment section, in the Data Type field, select Character.
53. In the Table Column field, select ATTRIBUTE2.
54. In the Value Set field, select Search to open the Search and Select: Value Set
dialog box.
55. In the Search field, enter HRG_DURATION_VAL_SET and click Search.
56. Select the HRG_DURATION_VAL_SET row and click OK to return to the Create
Segment page.
57. In the Display Properties section, in the Prompt field, enter Goal Duration.
58. In the Display Type field, select Drop-down List.
59. In the Display Size field, enter 20.
60. In the Display Height field, enter 1.
61. Select BI Enabled to enable the flexfield to be used in reports.
62. Click Save and Close to return to the Edit Descriptive Flexfield page.
63. Click Save and Close to return to the Manage Descriptive Flexfields page.
64. In the Search Results field, select the HRG_GOALS row.
65. Click Deploy Flexfield to open the HRG_GOALS : Confirmation dialog box.
66. Click OK.
67. Sign out.
68. Sign in as linda.swift.
69. On the global area Navigator menu under Career, select Goals to open the
Goals work area.
70. In the Tasks pane, select My Goals to open the Goals page, Performance Goals
tab.
71. Click a goal in the table.
72. In the Success Criteria and Additional Details section, the Goal Duration
descriptive flexfield appears below the Comments text box.
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Manage Worker Goal Setting Profile Option Values

Oracle Fusion Goal Management Profile Options
Set profile options to specify the Oracle Fusion Goal Management features that you will
use, such as the goal library and goal plans, and to set the online processing threshold.
You determine whether to enable the following features:
The Goal Management business process and goal library

Performance, development, and personal goal types
Goal plans
Goal sharing and goal alignment
Manager approval for changes to goals
Other features: goal tasks, target outcomes, goal weights, associating goals to
spaces, and excluding goals from performance documents
You can set the profile option in the Setup and Maintenance work area using the
Manage Worker Goal Setting Profile Option Values task or the Manage Administrator
Profile Values task.
Note: Only the Organization Goals Enabled profile option is available from the Manage
Administrator Profile Values task. Remaining profile options for Oracle Fusion Goal
Management are available from the Manage Worker Goal Setting Profile Option Values
task.
_______________________________________________________
For more detailed information on Goal Management profile options click Help, select the
Workforce Development offering in Functional Setup, then select Define Worker Goal
Setting. In the Search box enter profile options.
122
Demonstration: Goals Profile Options

Demonstration Scope
Review Profile Options for Goal Management
Demonstration Steps
Start Here
These task lists are expanded Workforce Development - Define Worker Goal Setting
1. In the Manage Worker Goal Setting Profile Option Values row, click Go to
Task to open the Manage Worker Goal Setting Profile Option Values page.
2. Review the profile options.
3. Click on several of the linked profile options to view their attributes. For example,
HRG_ENABLE_DEVELOPMENT_GOAL.
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Manage Goal Management Notification Settings

Goal Management Notifications
124
Most notifications are configured to No by default

Update these configurations based on the process decisions
discussed earlier
The biggest consideration will be determining the users need
and appetite for ongoing communication
Goal Management Notification Settings Details
125
Oracle Social Network for Goals

Key Concepts:
Enable Oracle Social Network (OSN) to enhance collaboration with key

individuals about goals
Set up using the Manage Oracle Social Network Objects page
Determine the goal attributes to use with OSN
Setup and Administration > Manage Oracle Social Network Objects
126
Manage Oracle Social Network Objects for Goals

Enable Oracle Social Network to Enhance Collaboration
You can set up Oracle Social Network to work with goal so key individuals can share
critical information with each other and enhance the goal management process. On the
goal management pages you click Social to access Oracle Social Network and start a
conversation about the goal.
Setting Up Oracle Social Network Objects
Use the Manage Oracle Social Network Objects page, which you can access by starting
in the Setup and Maintenance Overview page and searching for the task Manage
Oracle Social Network Objects. You can set up Oracle Social Network to be either:
Manual: Recommended; the object is enabled for manual sharing with Oracle
Social Network, where the social network user decides whether or not to share
each instance of the object with Oracle Social Network. Once shared, all updates
to enabled attributes of the object instance, and deletes, are sent to Oracle
Social Network. Updates to attributes that are not enabled are not sent.
Automatic: Automatically sends new object instances and updates to Oracle
Social Network. All object instances are automatically shared with Oracle Social
Network upon creation and all subsequent updates to enabled attributes of the
object instances, and deletes, are automatically sent to Oracle Social Network.
Determine the Goal Attributes to Use with OSN

You can determine attributes that display with each conversation related to the goal.
You can enable any, or all of these attributes for goals in Oracle Social Network:
Goal Name (the page where the object was initiated)

Target Completion Date
Worker Name
Goal Type
Status
Priority
Completion Percentage
Organization
Context Value (descriptive flexfields associated with goals)
127

Key Concepts:
128
Managers use the Team Talent pages to monitor goals of their direct
reports
Workers and managers use the Performance and Career pages to view and
add information related to their performance, development, and personal
goals
Team Talent Pages

Managers can use the Team Talent pages to view and add goals for direct
reports:
View and add performance and development goals for direct reports.
Performance goals will be added to the performance document, if
configured to do so.
Click a goal to view and edit information about that goal.
129

Managers and workers can use the Performance and Career pages to view and
add goals:
130
Add performance, development, and personal goals. Performance goals

will be added to the performance document, if configured to do so.
Click a goal to view and edit information about that goal.

Goals
Demonstration Scope
Show how to use the simplified user interface to access Goal Management tasks.
Demonstration Steps
Sign in as Your.Worker.
Start Here
1. In the Simplified User Interface, click Team Talent to open the Team Talent
page.
2. In Adele Stephenson's card, click the More icon to see more information about
Adele.
3. In Adele Stephenson's card, click Adele Stephenson to open the Adele
Stephenson: Career Planning page.
4. Click the Goals icon to the left of the page to open the Adele Stephenson: Goals
page.
The Goals page has tabs to display Performance and Development goals of
Adele Stephenson.
6. Click the Goals icon to the left of the page to open the Goals page.
The Goals page has tabs to display Performance, Development, and Personal
goals.
7. Select the Development tab.
You can add goals of the same type as the tab where you are located.
8. On the Development tab, click Add Goal to open the Add Goal page.
9. Leave New goal selected.
10. In the Goal Name field, enter Increase paper sales by 25 percent.
11. In the Description field, enter Devise sales strategies and complete sales by
Q1.
12. In the Measurement field, enter Sales of paper products.
13. In the Target Type field, enter Minimum.
14. In the Unit of Measure field, enter Percent.
15. Leave the Measure Type as Quantitative.
16. In the Target Value field, enter 25.
18. Click OK.
131
Note: If you click the More Goals link, you will open the Goal Management
work area.
19. Click goal Increase Shareholder Value to open the Goal: Increase Shareholder
Value page where you can view and edit information about the goal.
20. Click Edit and edit any data for the goal.
Note: If you click the More Details link, you open the Goal Management
work area.
21. Click Submit, which causes the Confirmation dialog box to open.
22. Click OK to return to the Goal: Increase Shareholder Value page.
23. Click Done to return to the Goals page.
132
Managing the Goal Library

Goal Library
Key Concepts:
Adding and maintaining goals to use throughout Talent Management

Using status to control goal availability
133
Goal Library Overview
134
A repository of reusable goals that you create and maintain to manage the
enterprise goal-setting process efficiently
Organization owners, managers, and workers can search the goal library to
copy the goals
Managers and HR specialists can assign the goals, either in goal plans, or
individually, to a selected population
The goal library enables you to define goals consistently and reduce the
effort of creating a new goal if similar goals have been previously defined
The goal library is maintained as part of the content library in Oracle
Fusion Profile Management
New goals can be uploaded into the goal library using an applicationgenerated spreadsheet
Goals
Manage Goal Library > Edit Goal

_______________________________________________________
Adding Goals
You can add goals to the library and determine their attributes, including: name,
description, success criteria, target completion date, and more. You can also add target
outcomes, if available, to the goal. When managers or workers copy a goal, they can
change the goal attributes as appropriate.
Goals created in a performance document, talent review, or anywhere except the goal
library are not added to the goal library. The goal can be viewed from the workers'
portrait and on all other pages where the goal is included except in the goal library.
Editing Goals
You can edit a goal in the goal library at any time, regardless of whether people have
already copied the goal. Changes that you make to goals in the library do not affect
those that have been copied and are in current use, because there is no link between
the two versions of the goal.
135
Setting Goal Status

By default, the status of a goal you create is set to Active to make it available to copy.
You can set the status of a goal to Inactive, even if the goal has been copied and is
currently being used by workers. When you make a goal inactive, it is no longer
available to be copied. You can make the goal inactive, for example, to edit it, then
restore it to active status to make the edited goal available again.
Uploading Goals into the Goal Library
You can upload goals from an existing external database to the goal library. Once
uploaded into Oracle Fusion, you can maintain the goals there and use the goals in
Fusion applications. You upload the goals using an application-generate spreadsheet.
To use this process, you must first download the installation files for Oracle Application
Development Framework (ADF) Desktop Integration from Navigator > Tools >
Download Desktop Integrator Installer.
In the Goal Library work area, you select Upload to Goal Library to download the
application-generated spreadsheet. You add the goals and the required fields for the
goals, then click Upload to upload the goals to the goal library.
136
Target Outcomes Example
137
Tasks Example
138
Managing Goal Plans

Goal Plans
Key Concepts:
Creating performance versus development goal plans

Assigning to workers or organizations
Describing differences between assigning goal plans, assigning goals by a
manager, or assigning goals using a mass assign process
Assigning existing goal plans
Populating goal plans with goals
Carrying goals over from previous goal plan
Adding goals to a plan from a performance document or talent review
Using eligibility profiles to assign goals only to eligible workers
139
Goal Plan Overview
Manage Goal Plans > Create Goal Plan

_______________________________________________________
Goal plans are a collection of performance or development goals that are grouped by
common characteristics, such as a specified time frame and a particular department
that must work on them. Goal plans are optional for tracking goals.
140
Goal Plan Actions

Goal Plans
Key Actions:
Grouping and tracking goals for a specific period

Assigning goals to a specific population
Associating goals with existing goal plans
Adding goals to goal plans from other sources
141
Goal Plan Actions Details

Grouping and Tracking Goals for a Specific Period
Create performance and development goal plans to contain goals for a group of
individuals, to track worker performance and development for the period of the goal
plan. Managers, workers, and organization owners can use goal plans to help them sort
and track their individual and organization goals and ensure that they have appropriate
goals for the goal plan period.
Assigning Goals to a Specific Population
When creating a goal plan, you can assign goals that are specific to the hierarchical
structure of one or more managers, and individuals as well. Organization owners assign
goals to the goal plans for their organizations on the My Organization Goals page. After
creating a goal plan, you can use the Populate feature to add goals to the goal plan.
When you use the Mass Assign Goals feature, the assigned goals are added to any
plan that has start and end dates that include the start, target completion, or actual
completion dates of the goals. Workers and managers can edit goals to accommodate
their specific circumstances after the goals are assigned.
Associating Goals with Existing Goal Plans
Workers, managers and organization owners can associate goals with goal plans once
the plan is created. When workers or managers add goals to the worker goals, the goals
are associated with goal plans that have start and end dates that encompass the start
date, target completion date, or actual completion date of the goal. If those dates belong
to different goal plans, the goal is associated with all goal plans for those dates. Goals
with no dates are not associated with any plans.
Adding Goals to Goal Plans from Other Sources
Goals added in performance documents or talent reviews are added to goal plans if the
start date, target completion date, or actual completion dates of the goals lie between
the start and end dates of a goal plan. If no goal plans exist for the dates of the goal, the
goal is added to the worker goals on the My Goals page, but not to a plan. If a plan is
created later that spans the goal dates, workers and managers can associate the goal
with the plan by navigating to the pages where they edit goals and selecting a plan.
142
Goal Eligibility
Key Actions:
Assigning goals to a specific population

Defining eligibility requirements by criteria you select
Defining eligibility for goal plans and mass assignment
Specifying required eligibility profiles
Creating eligibility profiles
Benefits > Plan Configuration > Eligibility Profiles > Create Participant Eligibility Profile
143
Goal Eligibility Details

Assigning Goals to a Specific Population
You can use eligibility profiles to restrict assigned goals to only the individuals who meet
the criteria of the required profiles.
Defining Eligibility Requirements by Criteria You Select
You can restrict goals to workers who meet eligibility requirements by job, job role,
location, age, or other criteria. For example, you can add a location eligibility profile to a
goal plan if you want to restrict goals to individuals in a specific location. You can further
refine eligibility by adding length of service criteria to restrict workers by both location
and length of service.
Defining Eligibility for Goal Plans and Mass Assignment
Eligibility profiles can be used in goal plans to restrict goals added to the plan to
individuals who meet the criteria of all required profiles, or when mass assigning goals.
If you include eligibility profiles in goals or goal plans and select to assign goals
immediately, the application runs the mass assign goals process as a service process.
In this case, the goals are assigned to individuals once the service process is complete.
However, if you select to assign goals at a scheduled time, the goals are assigned to
individuals at the scheduled time.
Specifying Required Eligibility Profiles
You can specify which eligibility profiles, and leave others as not required. Eligibility
profiles are processed according to the following behavior:
If all eligibility profiles are marked as required, then an individual must meet the
criteria of all the eligibility profiles.
If no eligibility profile is marked as required, then an individual must meet the
criteria of at least one eligibility profile.
If some eligibility profiles are marked as required and some are not, then an
individual must meet criteria of all the required profiles and at least one
nonrequired profile.
If only one eligibility profile is marked as required, then an individual must meet
criteria of that eligibility profile.
Creating Eligibility Profiles

You create and manage eligibility profiles by using the Manage Eligibility Profiles task.
144
Goal Management Maintenance

Ongoing maintenance is performed from the Goals work area by the HR
specialist.
Manage Goal Library

Manage Goal Plans
Mass Assign Goals
Administer Goals
145
Mass Assign Goals

Key Actions:
Assign existing goals to multiple workers

Create goals to assign
Use eligibility profiles
Add goals to goal plans automatically
Goals > Mass Assign Goals
146
Mass Assign Goals Details

Assign Existing Goals to Multiple Workers
Add organization goals or goals from the goal library to assign to selected workers.
Create Goals to Assign
Create new goals to assign to the selected population.
Use Eligibility Profiles
Select eligibility profiles to limit the goal assignment to those workers who fit the
eligibility profile.
Add Goals to Goal Plans Automatically
Goals are automatically assigned to existing worker goal plans when the start, target
completion, or actual completion date of the goals are between the start and end dates
of the goal plans.
147
Administer Goals
Key Actions:
148
Updating existing goals

Transferring organization goals
Uploading and assigning, organization goals using a spreadsheet
Uploading, assigning, and updating worker goals using a spreadsheet
Administer Goals Details

Updating Existing Goals
Edit, cancel, or delete performance or development goals for individuals, or the
performance goals of an organization.
Transferring Organization Goals
Transfer organization goals from one organization owner to another.
Uploading and Assigning, Organization Goals Using a Spreadsheet
Upload new organization goals using an application-generated spreadsheet and assign
the goals to workers.
Uploading, Assigning, and Updating Worker Goals Using a Spreadsheet
Upload and assign new performance and development goals to workers using an
application-generated spreadsheet.
149
Uploading Goals Using Application-Generated

Spreadsheets
Key Actions:
150
Uploading and assigning organization goals using a spreadsheet

Uploading, assigning, and updating worker goals using a spreadsheet
Uploading Goals Using Application-Generated

Spreadsheets Details
HR specialists can upload and assign organization goals and worker goals using an
application-generated spreadsheet to Oracle Fusion from the Administer Goals page.
To use these processes, you must first install the ADFdi (Application Development
Framework Desktop Integration) plug-in on your local machine.
Uploading and Assigning Organization Goals Using a Spreadsheet
You upload the goals using an application-generated spreadsheet after selecting the
Organization Goals option on the Administer Goals page and clicking the Upload button.
The spreadsheet for uploading organization goals contains two worksheets:
Organization Goals Upload - Use this worksheet to upload new organization

goals.
Organization Goal Assignment - Use this worksheet to assign the new uploaded
organization goals to workers.
First, you download the Organization Goals Upload worksheet, and copy the existing
goals to it, ensuring that the required fields are entered. You upload this spreadsheet to
commit the organization goals to the Oracle Fusion database.
Then, you download the Organization Goals Upload worksheet to populate the
Organization Goal Assignment worksheet with available goals with the correct IDs.
Then you can complete the Organization Goal Assignment worksheet to map goal
assignments to workers, and upload the worksheet.
Uploading, Assigning, and Updating Worker Goals Using a Spreadsheet
You can generate the spreadsheet to upload and assign new performance and
development goals to workers after selecting the Workers Goals option on the
Administer Goals page and clicking the Upload button. The spreadsheet contains a
single worksheet that you use to upload new worker goals or update existing worker
goals: Worker Goals Upload.
First, you download the Worker Goals Upload worksheet. To upload a new goal for a
worker, specify all the required columns in the Worker Goals Upload worksheet and
upload and save it to commit the new goals into the Fusion HCM database. The new
goal is displayed on the worker's My Goals page.
To update an existing goal assigned to a worker, specify goal attributes in the Search
region of the Worker Goals Upload worksheet and download the goal into the
spreadsheet. You can then update the goal and upload and save it to commit the
updated goals into the Fusion HCM database. The updated goal is displayed on the
worker's My Goals page.
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Managing Worker and Organization Goals

Managers, workers, and organization owners manage goals from the Goal
The Manage Goals tasks are:
Add Performance Goals

Add Goal Tasks
Add Target Outcomes for Goals
Align Performance Goal to Other Goals
Assign Managers Performance Goals to Direct Reports
Cancel Existing Performance Goals
Copy Existing Goals to Own Performance Goals
Delete Existing Performance Goals
Manage Performance Goals
Print Existing Performance Goals
Share Goals With Other People
Track Target Outcomes Progress
Track Task Progress
The tasks for the Establish Worker Goals activity are:
Add Goals for Direct Reports

Align Goals to Other Goals
Approve Goals Submitted by Directs
Assign Goals to Direct Reports
Cancel Goals for Direct Reports
Delete Goals for Direct Reports
Manage Directs' Goals
Review Goal Attainment Analytic
The tasks for the Manage Individual Plan activity are:
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Add Development Goals

Add Goal Tasks
Add Target Outcomes for Goals
Assign Managers Development Goals to Direct Reports
Cancel Existing Development Goals
Copy Existing Goals to Own Development Goals
Delete Existing Development Goals
Print Development Goals
Share Goals With Other People
Track Development Goal Progress
Track Target Outcomes Progress
Track Task Progress
The tasks in the Define Organizational Goals and Measurements activity are:
Add Organization Goals

Assign Organization Goals
Cancel Existing Organization Goals
Copy Existing Goals
Delete Existing Organization Goals
Manage Organization Goals
Monitor Assigned or Published Goal Progress
Publish Organization Goals
Review Goal Alignment Summary
Review Goal Progress Summary
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My Goals Page Overview

Key Goal Actions:
Workers and managers use the My Goals page to:
Add goals: Add goals from the library and create new performance,
development, and personal goals.
Update goals: Access goals to edit attributes, add tasks and target outcomes,
and update completion status.
Share goals: Share with peers or managers so others can copy the goal.
Align goals: Align your goal to another goal to support the goal of your manager,
another person in the organization, or the organization itself.
Add shared or organization goals: Add goals from these other sources to your
list of goals and edit and update them as required to fit your needs.
Filter goals: Use the selector to see all goals, those in goal plans, or other
selected views.
Managers can also:
154
Assign their own goals to workers: Any goal assigned by the manager is
automatically aligned to the managers goal.
Goals > My Goals
My Goals Page Example
155
My Goals Page
The My Goals page is where all workers manage their own goals. Managers have the
added ability to assign goals to workers on this page. Managers can access the My
Goals page of a worker by selecting the worker name on the My Directs page.
Adding and Aligning Organization or Shared Goals
Organization goals and shared goals appear on the Contextual Area of the page. You
can select the organization or shared goal to add it to your own goals, or align one of
your goals to it. If more goals are shared than can appear in the Contextual Area, you
can select the All Organization Goals or More link to access the rest. You can hide
colleagues goals if you do not need to access them.
Adding Goals to Goal Plans
When a worker adds a performance or development goal, or the manager assigns a
goal, it is automatically added to any worker goal plan with start and end dates that
span the start, target completion, or actual completion dates of the goals. When goal
plans are created after adding goals, you can add goals to the goal plan by selecting the
goal plan name on the on the Create or Edit Organization Goals page. There, you can
also remove goals from a goal plan by deselecting the goal plan.
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Goals Page
Goals Page Key Actions
Workers, managers, and organization owners access individual goal pages to:
Update the goal

Add or edit success criteria
Add to or remove from goal plans
Share the goal
Align the goal
Define measurement attributes
Add tasks and target outcomes
Link goals to spaces
Organization owners can also:
Publish goals
Assign goals
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Goals Page Details

Update the Goal
Edit attributes such as goal name, description, start and completion dates as required.
Add or Edit Success Criteria
Use success criteria to determine what constitutes completion of the goal.
Add to or Remove Goals from Goal Plans
When goal plans are available, you can manually add a goal to or remove it from an
existing plan.
Share the Goal
Share the goal and its associated tasks with colleagues or managers so they can add it
to their own goals; managers can share the goal with all direct reports.
Align the Goal
Add or remove alignment of performance goals to another goal.
Define Measurement Attributes
Select and define qualitative or quantitative measure levels.
Add Tasks and Target Outcomes
Add tasks to support completion of the goal, and target outcomes to link the goal to
specific skills or qualifications.
Link Goals to Spaces
Link goals to spaces so you can encourage information exchange with others to help
achieve the goals. Add or invite members to join the space as participants or
moderators to share information pertaining to the goal and add comments, links, and
graphics. The space appears on the Activities and Interest portrait card for members.
Publish goals
Organization owners can make goals available to their entire organization.
Assign goals
Organization owners can assign goals to their direct reports, all reports, or selected
workers.
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Manage My Directs Goals Page Overview

Key Goal Actions
Managers use the My Directs Goals page to:
View workers and goals: Filter by worker or goal to quickly view the goals that
each direct report is assigned.
Add goals: Add goals that you either create or select from the goal library to
individuals or multiple direct reports, or cancel or delete goals.
Align goals: Align the workers goal to an organization, managers, or
colleagues goal.
Track worker goals: Select a goal to view the workers progress on it, and
update it as required.
Access worker Goals page: Select a worker name to access the workers
Goals page to see the same view as the worker for performance and
development goals. Personal goals can be viewed only by the worker.
View goal attainment history: The goal attainment history analytic displays a
history of the achievement on goals over time. Using this analytic, managers and
workers compare target values to actual values of all quantitative goals that have
the same goal category and unit of measure over a period by month, quarter, or
year.
159
Manage My Directs Goals Page Example
Goals > Manage My Directs Goals
160
Manage My Directs Goals Page

The Manage My Directs Goals page is where managers add, cancel, or delete worker
goals and track the performance of their direct reports. Managers can update worker
goals to edit attributes or completion status.
Adding Goals
Managers can add goals for workers on the Manage My Directs Goals page. They can
also add goals directly to a workers Goals page by accessing it from the Manage My
Direct Goals page, or by adding goal. Goals that the manager adds appear directly in
the list of workers goals. The worker cannot delete goals added by the manager.
Adding Tasks
You can add tasks to goals you specify.
When you add a goal for a worker, it is automatically added to any worker goal plan with
start and end dates that span the start, target completion, or actual completion dates of
the goals. You can also remove goals from a goal plan by deselecting the goal plan on
the Create or Edit Organization Goals page. Managers do not create goal plans: these
are created by the HR specialist as a maintenance task in the Goals work area or as
part of setup.
161
My Organization Goals Page Overview

Key Goal Actions
All managers are organization owners. Organization owners use the My Organization
Goals page to:
162
Add goals: Add organization goals that you either create or select from the goal
library, or cancel or delete goals.
Publish Goals: Publish goals so that they are available to everyone in your
organization without assigning the goals directly.
Assign goals: Assign goals to selected workers, or all direct or indirect reports.
Align goals: Align organization goals to another organization goal.
Track goal alignment: Use the Goal Alignment Summary analytic to quickly
determine how many workers in your organization have aligned their goals to
your organization goals.
Track goal progress: Use the Goal Alignment Summary analytic to determine
how workers are progressing toward achieving goals that are aligned to your
organization goals.
My Organization Goals Page
Goals > My Organization Goals

Managing Organization Goals
In addition to creating new goals or adding them from the goal library, you can cancel or
delete organization goals. Workers cannot delete organization goals that are assigned
to them.
Organization owners do not create goal plans: these are created by the HR specialist as
a maintenance task in the Goals work area or as part of setup. Only organization
owners can add goals to organization goal plans. When you add goals for workers, the
goals are automatically added to any organization goal plan with start and end dates
that span the start, target completion, or actual completion dates of the goals. If an
organization goal plan is created after goals are assigned, the worker or manager can
add a goal to a by selecting the plan name on the Create or Edit Goals pages. You can
also remove goals from a goal plan by deselecting the goal plan on the Create or Edit
Organization Goals pages.
Publishing Goals
You can publish goals to make them available to the organization if they are not
required for all workers. When you publish goals, the goals appear in the Organization
Goals region in the Contextual pane on the My Goals page that all workers use. From
there, workers can add the goals to their own list of goals.
163
Assigning Goals
You can assign existing organization assign goals from the My Organization Goals
page, or assign goals as you create them. Goals appear in the goal lists on the My
Goals page of the people to whom they are assigned.
164
Review Question 1
You can turn the ability for workers and managers to access development goals
on and off in the Profile Options.
1. True
2. False
165
Review Question 2
Target outcomes that you add to goals are profile content items that are updated
in the worker profile when the worker successfully completes the goal.
1. True
2. False
166
Review Question 3
You can add goals to a workers existing goal plan by:
1.
2.
3.
4.
Adding performance goals to a performance document

Adding a performance or development goal in talent review meeting
Adding goals for the worker using the Mass Assign Goal process
All statements are correct
167
Review Question 4
Workers can align their goals to those of:
1.
2.
3.
4.
168
Managers
Organizations
Colleagues
All answers are correct

Review Question 1: You can turn the ability for workers and managers to access
development goal on and off in the Profile Options.
1. True
Review Question 2: Target outcomes that you add to goals are profile content
items that are updated in the worker profile when the worker successfully
completes the goal.
1. True
Review Question 3: You can add goals to a workers existing goal plan by:
Review Question 4: Workers can align their goals to the goals of:
4. All answers are correct
169
Manage Goals and Define Worker Goal Setting

Highlights
In this lesson, you should have learned to:
170
Describe Oracle Fusion Goal Management

Configure goal profile settings
Manage the goal library
Create and populate a goal plan
Mass assign goals
Manage worker goals and organization goals
Lesson 5: Define Questionnaires

Define Questionnaires Objectives
Describe questionnaires
Identify questionnaire lookups
Manage questions
Manage questionnaires and templates
171
Oracle Fusion Questionnaires Concepts

Using Templates to Maintain Consistency and Configuring for Specific Uses
Gather feedback from questionnaires from respondents

Target specific audiences
_______________________________________________________
You can create questionnaires to:
172
Add to performance documents to gather feedback from participants, other than

direct managers, who are requested to provide feedback about workers.
Calculate worker potential rating during the content preparation stage before a
talent review meeting.
Demonstration: Questionnaire Lookups

Demonstration Scope
Review lookups for Manage Questionnaires
Demonstration Steps
Start Here
Setup and Maintenance work area, Implementation Project: XX Talent
Implementation page
These task lists are expanded Workforce Development - Define Questionnaires
1. In the Manage Questionnaire Lookups row, click Go to Task to open the
Manage Questionnaire Lookups page.
2. Review the lookups.
3. Click on several of the linked lookups to view their attributes. For example,
HRQ_QUESTIONNAIRE_STATUS.
173
Manage Questions
Questions
Key Concepts:
174
A repository of questions for questionnaires

Question types
Responses associated with question
Rating models used in responses
Question Library
Configuring Questions and Responses in the Question Library
You configure questions and responses in the question library to add to the
questionnaire. You can create four types of questions and for each question type you
also configure specific responses and select the presentation method to determine how
the response appears. For example, for the single select question type, you can specify
either that the possible responses appear in a single select choice list or as radio
buttons.
175
Demonstration: Questions
Demonstration Scope
Review questions of more than one type, with responses, including a
rating model as a response type.
Demonstration Steps
Sign is as linda.swift.
Start Here
Performance work area, Performance Management page
1. From the Setup Maintenance task list, click the Manage Questions link to open
the Manage Questions page.
2. In the Folders section, select Question Library.
3. In the Folder: Question Library section, in the Keyword field, enter Desc%.
4. Click Search.
5. Select a question.
6. Click Edit to open the Edit Question dialog box.
7. Select Update existing question.
8. Click OK.
9. Review the predefined question.
10. Click Cancel to return to the Manage Questions page.
11. Repeat steps 5 thru 9 to review other questions and their attributes.
176
Questionnaire Question and Response Types

You can create questions from any of four question types to add to the question
library, and ultimately, to questionnaires.
The available question types are:
Text
Single choice
Multiple choice
No response
177
Questionnaire Question and Response Types Details

Text
For the text question type, a respondent enters a response in a text field. Answers can
be any text, such as single words or sentences, or characters. You specify a maximum
number of characters the response can contain, and you can optionally specify a
minimum number the respondent must enter.
For the response text field, you specify to utilize either plain text, or rich text, to let
respondents format their responses using bold, underline, and other characteristics.
Single Choice
With the single choice question type, you create a question and respondents select one
response from a list you provide. You select whether to display the responses as either
a single select choice list, or radio buttons.
Respondents can select from either responses that you create, or from a rating model.
When you associate a rating model with the response type, the possible responses are
drawn automatically from the values of the rating model. For example, if the rating
model contains five rating levels, the short description and the name associated with the
level for all levels, are added directly as responses from which the respondent can
choose.
Multiple Choice
Use the multiple choice question type to create a question and permit respondents to
provide one or more answers. Create the responses and specify whether the responses
are presented as check boxes or a choice list. You can optionally set both a minimum
and maximum number of required responses.
No Response
Use the no response question type to add a question with no accompanying responses.
You can use it to add additional instructions or information in the section, or let
respondents add attachments as a response.
Responses
Along with the questions, you also specify the responses and how the responses are
presented in the questionnaire. You can also specify whether to allow respondents to
add attachments to the response.
178
Rating Models
Rating models are generally used to rate workers on their performance and level
of proficiency in the skills and qualities, along with potential, impact of loss, and
risk of loss, talent score, and other attributes.
Rating models can appear in questionnaires for:
Performance evaluations: The rating level is used as a guideline in

questionnaires, and is not used to rate workers.
Potential Assessment: In a talent review, the potential rating model is used to
calculate worker potential based on responses to the questions.
Rating models for questionnaires include the following component:
Rating Levels: Rating levels identify the qualitative values, such as 1, 2, 3, or 4,

that you use to rate or score a worker's performance.
179
Manage Questionnaires and Templates

Key Concepts:
180
Template required to create questionnaires

Questionnaire presentation
Access control
Sections
Questions
Questionnaire Template Overview
Manage Questionnaires > Create Questionnaire Template

_______________________________________________________
To create a questionnaire, you must first create the template. You can then edit the
configuration settings in the questionnaire that were inherited from the template.
181
Questionnaire Considerations
When creating a questionnaire template or questionnaire:
182
Determine the intended participant for the questionnaire

Format basic information
Add and format content
Questionnaire Considerations Details

Determining the Intended Audience for the Questionnaire
You can set up questionnaires to apply for general purposes and a widespread
audience, or to specific audiences. For example, you can create questionnaires for:
All participants who provide feedback for all performance documents, or to all
performance documents for a specific evaluation period
A more targeted audience, such as for a specific role like manager, peer, or
internal customer
An even more specific audience, such as for "Peers for the Q2 performance
document for 2013"
Formatting Basic Information

Specify the basic information for the questionnaire template or questionnaire, to make
searching and categorization easier and control access.
Adding and Formatting Content
You control how the various sections in the template appear by specifying sequence,
appearance, and formatting for questions and responses.
183
Questionnaire Controls
ID and Folder
An ID containing only numbers is generated automatically for each questionnaire

template and questionnaire.
You can change it to any combination of numbers or characters you need to
make it easier to search for or identify.
Owner Name
The Privacy setting controls access to the questionnaire or template.
184
Private: Only the owner can then edit the questionnaire or template.
Public: Anyone with permission to access the questionnaire or template can edit
it.
Review Question 1
Rating models in performance document questionnaires can be used in
performance evaluations to directly rate workers.
1. True
2. False
185
Review Question 2
The available question types you can create include:
1.
2.
3.
4.
186
Text
Multiple choice
No response
All answers are correct
Review Question 3
You can create a questionnaire without first creating a template.
1. True
2. False
187
Review Question 4
Questionnaires and templates have generated IDs that you cannot change.
1. True
2. False
188

Review Question 1: Rating models in performance document questionnaires can
be used in performance evaluations to provide worker ratings.
2. False
Review Question 2: The available question types you can create include:
4. All answers are correct
Review Question 3: You can create a questionnaire without first creating a
template.
2. False
Review Question 4: Questionnaires and templates have generated IDs that you
cannot change.
2. False
189
Define Questionnaires Highlights

190
Describe questionnaires
Identify questionnaire lookups
Manage questions
Manage questionnaires and templates
Lesson 6: Manage and Define Worker Performance

Manage and Define Worker Performance Objectives
Describe Oracle Fusion Performance Management

Configure performance setup options
Create and manage performance documents
Perform an evaluation
Administer and monitor worker performance documents
191
Oracle Fusion Performance Management Overview

Worker Performance
Key Concepts:
192
Performance documents are used to evaluate workers on their

competencies and performance goals
Performance template can contain competencies from the content library
and goals from the goal library
Performance documents can contain competencies from the worker job
profile and content library
Performance documents can contain goals from the workers My Goals
page and goal library
Worker job profile can be updated with results of competency ratings in
performance document
Performance ratings can be viewed by managers in a talent review, on the
worker Portrait, and in Oracle Fusion Compensation Management
During a performance evaluation, the line manager or worker can prompt the application
to update a performance document to include updated competencies from the worker's
job profile and content library, as well as new and revised performance goals. Also, the
content can populate the performance document automatically when it is created if the
performance template has been configured that way.
193
Demonstration: Performance Document

Demonstration Scope
Show a completed performance document. Show how managers can
process and monitor Performance Documents assigned to workers in
their hierarchy.
Demonstration Steps
Start Here
Simplified User Interface, Performance work area
1. Review Linda's the ratings and comments from her most recent performance
document. In the Performance Rating History graph, scroll over the bars to see
ratings and additional information for her three most recent performance
evaluations.
2. Click More Performance Documents to open the Performance Management
work area, My Evaluations tab.
Workers and managers can see a list of their most recent personal performance
documents and access them on the My Evaluations tab.
3. Expand the 2012 Annual Evaluation with Approval and Feedback
performance document, or any other.
4. View the tasks that are available to perform in the performance document.
5. Click the Restore Pane icon on the left side of the work area.
In the regional area, you can search for a performance document to directly
access it and use the My Performance Document History links to open the
most recent completed performance documents. The regional area also contains
a list of all Performance Management setup, administration, and monitoring tasks
available to the role of the person who is signed in. You can create and view
reports here as well.
6. Click the Collapse Pane icon.
7. Select the My Manager Evaluations tab.
On the My Manager Evaluations tab, managers view the progress their team
has made for each performance document, and overall progress for all
performance documents. They can view the performance documents for the
workers whose documents they manage. For each document, the next available
task is displayed.
8. Scroll down to view the list of workers.
194
9. Return to Jack Fisher.

If the Manager Evaluation of Workers task for Jack is not available, select
another worker for whom the task status is either View, Begin, or Continue.
10. Expand the 2012 Annual Evaluation performance document.
Note the tasks that are completed and those that remain.
11. For the Manager Evaluation of Workers task, click Continue to open the
Manager Evaluation of Workers: 2012 Annual Evaluation page,
Competencies tab.
Continue indicates that the task was started, but not completed.
12. Point to the Competencies tab.
Here the manager can see how the worker has rated themselves and add or
view their own ratings and comments.
13. Take a look at Target Rating for the competency.
14. In the Targets field, click the Expand Targets icon.
15. The Target Rating is also shown in the contextual pane along with a description
for each rating.
Point to the Proficiency Level Descriptions section.
16. Click the next Competency link.
The same detailed information is available for each competency.
17. Select the Goals tab.
The Goals tab contains information allowing the manager to track and rate
progress towards goal achievement.
18. Success criteria and progress towards goal completion can be checked. In the
Success Criteria and Additional Details field, click the Expand Success
Criteria and Additional Details icon.
19. Select the Overall Summary tab.
The Overall Summary tab shows all ratings and comments in one view.
20. In any Worker column, click the Comments icon to see if there are any to open
the Comments dialog box.
The manager can view the workers comments for each competency or goal.
21. Click Done.
22. Scroll down the page.
Press the left mouse button on the Scrollbar and drag.
23. Point to the Copy Worker Comments button.
The manager can copy the worker's comments to quick start adding their own
195
comments.
Note: The Copy Worker Comments button is only available if the comment
were not already completed.
24. Click Cancel or Done to return to the My Manager Evaluations tab.
25. Click the My Organization tab to review the Manager's Organization view.
The current performance document is defaulted in the Performance Document
field. The data in the analytics that appears on this tab is for the selected
performance document.
26. In the Performance Document field, select 2012 Performance Evaluation.
Discuss how you can change the document in the Performance Document field
to view data for other documents.
27. In the Rating Distribution section Manager field, search for and select a
manager and note how the data in the chart changes automatically.
The Rating Distribution chart shows rating information for the current manager.
You can switch to one of the manager's subordinate managers.
28. In the Task Completion Status section Task field, select Share Performance
Document or another task.
The manager can take a look at the completion status of all of the tasks in the
29. Drag the scrollbar to move down the page. Press the left mouse button on the
Scrollbar and drag.
30. The manager can examine the My Organization Performance Summary for the
organization.
Click the Expand icon for Swift, Linda.
31. Further expand the Performance Summary using the same sub-manager as
used previously.
Click the Expand Icon.
32. Look at the Manager Comments for a worker for whom Linda Swift has provided
ratings and comments.
Click the View Manager Comments icon to open the Manager Comments dialog
box.
33. Click Done.
Selecting a worker and clicking on the Printable Page from the My
Organization Performance Summary section toolbar will generate a printable
version of the performance document for that worker as a pdf. Discuss but do not
click. Point to the Printable Page link.
196
34. The manager can take a look at how their sub-managers are doing with their
tasks. Click the Expand icon on the Task Completion Summary per Manager
section.
35. Move further down the page. Press the left mouse button on the Scrollbar and
drag.
36. On the Performance and Potential section, the manager gets a graphical 9-box
representation comparing workers in the organization in the Potential versus
Performance analytic.
37. The manager can choose to see direct reports only. In the Performance and
Potential section, click Directs only.
38. View the Performance Document Approvals section to see a list of manager
tasks, including approvals.
39. Return to the top of the page. Press the left mouse button on the Scrollbar and
drag.
40. Click the My Feedback Requests tab, If available.
Discuss how any performance documents for which the manager was asked to
provide feedback appear on this tab.
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Performance Manager Work Area Example
Performance > Performance Manager work area
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Worker Evaluation Example
Performance > Manager Evaluation of Workers Page
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Worker Performance Setup and Maintenance
- Workforce Development Setup Offering: Define Worker Performance
Ongoing maintenance is performed from the Performance work area
Define Worker Performance Tasks
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Worker Performance Setup and Maintenance Tasks

Setup tasks in FSM under Define Worker Performance:
Manage Value Sets

Manage Worker Performance Lookups
Manage Worker Performance Descriptive Flexfields
Manage Worker Performance Profile Option Values
Manage Performance Roles

Manage Process Flows Definitions
Manage Performance Document Types
Manage Performance Template Sections
Manage Performance Templates
Manage Eligibility Profiles
Manage Eligibility Batch Process
Manage Rating Model Distribution
Manage Worker Performance Notification Settings
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Performance Management Considerations

Implementation Key Considerations:
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How many performance templates need to be set up?

- Types and variations
How many types of evaluations are there?
- Annual evaluation
- Project evaluation
Are there variations for evaluations across the
organization?
- Are the evaluation tasks always the same?
- Are the evaluation periods always the same?
- Are all employees evaluated on the same content?
- Will there be multi-participant evaluations?
Will notifications be activated?
Which of the delivered notifications will be activated?
What functionality should be included in the performance template?
- Which process flow and tasks need to be included?
- Does the process flow include approvals?
- What content will be evaluated?
--- Options: competencies, performance goals
- Will sections and/or content be rated?
- Will sections and/or content be weighted?
- If including ratings, will calculated ratings be used?
- If including ratings, which rating models will be used?
- Will participant feedback be used, and if so, how many questionnaires are
required?
- Will eligibility profiles be used?
Configuring Performance Setup Options

Key Setups:
Manage performance lookups

Manage value sets and descriptive flexfields
Define performance profile option values
Manage performance notification settings
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Configure Performance Management Lookups

Lookups
You can set the lookups in the Setup and Maintenance work area using
the Manage Common Lookups task or the Manage Worker Goal Setting
Lookups task.
Some Performance Management lookups have extensible customization
levels. These are:
HRA_DOCS_TASK_BACK_REASON: Reason for moving back in a

performance document from one task to another, such as Administrator error or
Task owner request.
HRA_DOCS_TASK_FWD_REASON: Reason for moving forward in a
performance document from one task to another, such as Task owner on
leave/not available or Task not completed by due date.
Other Performance Management lookups do not have extensible customization levels

and cannot be edited or deleted. These are:
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HRA_EVAL_STEP_STATUS: Status of tasks in the performance document,

such as Not started or Completed.
HRA_PARTICIPATION_STATUS: Participant status for 360 feedback evaluation
of worker, such as Not started, Request not sent, or Locked out.
HRA_PERF_CALC_RULE_TYPE: Calculation rule used for overall ratings in
template, including Average, Sum, and Band.
HRA_PERF_COLLAB_STATUS: User who has control of the performance
document, including Worker and Manager.
HRA_PERF_DOC_CONTROLLER: Role of user who has control of the
performance document, including Worker and Manager.
HRA_PERF_DOC_OPEN_STATUS: Overall Status of an open performance
document, such as In progress, Approved, or Approval not required.
HRA_PERF_DOC_STATUS: Overall Status of a performance document, such
as Approved, Rejected, and Document shared worker.
HRA_PERF_EMAIL_TYPE: Type of e-mail generated by the HR specialist, such
as a general notification or reminder of a missing or late performance document.
HRA_PERF_ITEM_CALC_TYPE: Calculations rules for an item, including
Performance, Proficiency, and Proficiency multiplied by performance.
HRA_PERF_ITEM_RATING_TYPE: Types of ratings that are used for an item,
including Performance, Proficiency, and Proficiency and performance.
HRA_PERF_MAPPING_METHOD: Mapping method available for rating
calculations, including Nearest, Highest, and Lowest.
HRA_PERF_OWNED_BY: Owner of an item in the performance document,
including Worker and Manager.
HRA_PERF_ROUNDING_RULE_CODE: Rounding method used in rating

calculations, including Standard, Up and Down.
HRA_PROCESS_TASK_CODE: Tasks available in the process flow, such as
Worker self-evaluation and Manager evaluation of workers.
HRA_ROLE_TYPE: Role of the user in the performance document, including
Worker, Manager, and Participant.
HRA_SECTION_TYPE: Type of section in the performance template, such as
Profile content, Goals, or Overall summary
HRA_ELIGIBILITY_STATUS: Eligibility status of worker for performance
documents, such as Eligible, Forced eligible, and Forced ineligible.
HRA_RELATION_TO_WORKER: Relation of performance document
participants to worker, including All internal and Peer.
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Configure Performance Profile Settings

Performance Management has three profile options:
Default Rating Model for Performance Management Analytics: Specify the

Default Rating Model for the Performance Management Analytics profile value.
The ratings and comparisons can appear in the:
- Performance tab on the line manager dashboard
- Performance and Potential box chart on the line manager dashboard, the
Human Resource Specialist dashboard, and the Promotion business process
- My Organization Rating Distribution analytic on the line manager dashboard
- Rating History analytic on the Experience and Qualifications profile card
- Comparison feature in the Oracle Fusion Workforce Deployment business
process
Number of future years from the current date for which to display
performance documents as determined by the performance document end
date: Specify how many years ahead of the current date to display performance
documents, which will include all performance documents with end dates that lie
within the range of the future date. For example, if the value is 2, and the current
date is January 1, 2013, documents with an end date equal to or before January
1, 2015, can appear on the list.
Number of past years from the current date for which to display
performance documents as determined by the performance document end
date: Specify how many years ahead of the current date to display performance
documents, which will include all performance documents with end dates that lie
within the range of the past date. For example, if the value is 3, and the current
date is January 1, 2013, documents with an end date equal to or after January 1,
2010, can appear on the list.
_______________________________________________________
Displaying Performance Ratings Based on the Rating Model

Set the profile option for Oracle Fusion Performance Management to define the rating
model that is used in performance documents to provide the overall ratings that display
in analytics and comparisons of workers. The worker's overall rating for the latest
performance document using the profile value will be displayed on the pages of other
business processes and can be used to make comparisons between workers or a
worker's past and present ratings.
Accessing Performance Profile Options
All three of the Performance Management profile options can be accessed in FSM using
the Manage Profile Options task, which can be used to access profile options for all
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Fusion applications. The profile options can also be accessed in FSM using the Manage
Worker Performance Profile Option Values task in the Workforce Development offering.
For more detailed information on Performance Management profile options click Help,
select the Workforce Development offering in Functional Setup, then select Define
Worker Performance. In the Search box enter profile options.
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Performance Management Notifications Details
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Manage Performance Management Descriptive

Flexfields
Performance Management Descriptive Flexfields
These are the descriptive flexfields available for Performance Management and where
they are used:
HRA_DOC_TYPES_B: Fields for document type displayed on the Create and

Edit Performance Document Type pages.
HRA_SECTION_DEFNS_B: Fields for section details displayed in the Details
region of the Create and Edit Performance Template Section pages.
HRA_TMPL_DEFNS_B: Fields for performance template details displayed on
the General tab of the Create and Edit Performance Template pages.
HRA_TMPL_SECTIONS: Fields for performance template section details
displayed on the Structure tab in the Additional Information region of the Create
and Edit Performance Template pages.
HRA_EVALUATIONS: Fields for evaluation details used in a performance
evaluation displayed in the Additional Information region of a performance
document.
NOTE: Two additional flexfields, HRA_EVAL_ITEMS and HRA_EVAL_RATINGS, are

not currently used.
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Oracle Social Network for Performance

Key Concepts:

individuals about performance documents
Determine the Performance attributes to use with
OSN
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Manage Oracle Social Network Objects for

Performance Details
You can set up Oracle Social Network to work with performance documents so key
individuals can share critical information with each other and enhance the performance
evaluation process. On the performance document you click Social to access Oracle
Social Network and start a conversation about the performance document.
Determine the Performance Attributes to Use with OSN

You can attributes that display with each conversation related to the object that identify
the object. You can enable any, or all of these attributes for Performance in Oracle
Social Network:
Social Object Name (the page where the object was initiated)
Performance Document
Evaluated By
Start Date
End Date
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Manage Performance Roles

Performance Roles
Key Concepts:
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Creating roles for participants that are eligible to access the performance
document to provide feedback
Providing description to assist users to determine which role to assign to
each participant
Manage Performance Roles for Participant Feedback

Create roles to expand the scope of the performance evaluation to include 360-degree
feedback from participants other than the worker and the worker's manager. To
implement multi-participant feedback, you must first define the roles that can participate
in the process. Participants can rate workers, and answer questionnaires about the
worker.
To make roles eligible to provide feedback, you must:
Define Performance Roles: You can create as many roles as required for the
evaluation process that your organization employs. For example, you might have
roles such as peer, mentor, or colleague. Every role that you create is classified
as a participant role type. The manager and worker roles are required; you
cannot delete or edit them. You can, however, create performance templates that
do not require either the manager or worker role to answer a questionnaire,
though you must add the role names to the template to permit the manager or
worker to view feedback.
Provide a Role Description: Along with the role name, you can add a
description for the role. The description appears on the Manage Participant
Feedback pages to assist users in determining which role to assign to each
participant.
Make Roles Available to Access the Performance Document: The participant
roles you create, along with the manager and worker roles, are eligible to access
the performance document to provide feedback. You must select the roles in the
general performance template settings and in each section they will access to
make them available to the role in the performance document.
Associating Questionnaires to Roles: Each role is eligible to respond to only
one questionnaire for each performance document within a performance period.
You associate roles to the questionnaires that the role uses in the performance
template.
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Worker Eligibility for Performance Documents

Key Concepts:
Making performance documents available for a specific population

Defining eligibility requirements by criteria you select
Associate eligibility profiles to performance templates
Running a batch process to determine all eligible workers for a document
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Worker Eligibility for Performance Documents Details

Making Performance Documents Available for a Specific Population
You can use eligibility profiles to restrict access to performance documents based on
the workers who meet the eligibility profile criteria.
You can restrict performance documents to workers who meet eligibility requirements
by job, job role, location, age, or other criteria. For example, you can add a location
eligibility profile to a performance document if you want to restrict the document to
individuals in a specific location. You can further refine eligibility by adding length of
service criteria to restrict workers by both location and length of service.
Associate Eligibility Profiles to Performance Templates
You associate eligibility profiles with performance templates and periods to restrict them
to eligible workers.
Running a Batch Process to Determine All Eligible Workers for a Document
The batch process enables you to determine all the workers who are eligible for all
available performance documents for a given period.
_______________________________________________________
Defining Multiple Values for a Criteria Type

If you define multiple values for the same criteria type, such as two jobs, a person
needs to satisfy at least one of the criteria to be considered eligible. For example, a
person with either job is eligible. If you include multiple criteria of different types, such
as job and position, a person must meet at least one criterion defined for each criteria
type.
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Worker Eligibility Process Flow
Process Flow
To use eligibility profiles for performance documents, you must:
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Create the profiles (or use existing ones that qualify for use in Performance)
Add the eligibility profiles to the performance template used for the documents
you need to restrict
Run either or both the eligibility batch process and the individual worker eligibility
process to determine who is eligible for which documents
Create performance documents, which are then available only to qualified
workers
Manage Talent Eligibility Profiles

Key Actions:
You can define eligibility profiles using criteria such as job, job role, location, age, or
many others.
Attributes for Performance Eligibility Profiles
When creating an eligibility profile for performance documents, you can select any
profile usage. However, because eligibility for a performance document is determined
by assignment, you must select Specific assignment as the assignment to use. Specific
assignment is automatically selected if you first select Performance as the profile usage.
Then, when the eligibility process is run, it evaluates every assignment for a worker to
determine which, if any, performance documents the worker is eligible to use for each
assignment.
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Demonstration: Create Talent Eligibility Profiles

Demonstration Scope
Create a job and a location eligibility profile.
Demonstration Steps
Start Here
These task lists are expanded Workforce Development - Define Worker
Performance
1. In the Manage Eligibility Profiles row, click Go to Task to open the Manage
Eligibility Profiles page.
2. On the Search Results section toolbar, click Create and select Create
Participant Profile to open the Create Participant Eligibility Profile page.
3. In the Name field, enter XX HR Generalist Eligibility Profile.
4. In the Description field, enter Eligibility profile for jobs for annual
performance evaluation.
5. In the Profile Usage field, select Performance.
6. In the Status field, select Active.
7. In the Eligibility Criteria section, discuss the various eligibility profiles that are
available.
8. In the Eligibility Criteria section, on the Employment tab, click the Job tab.
9. Click the Create icon.
10. In the Sequence field, enter 1.
11. In the Job Name field, select Search to open the Search and Select: Job Name
dialog box.
12. In the Job Name field, enter Human Resources Generalist and click Search.
13. Select the row for Human Resources Generalist and click OK.
The Start Date and End Date of the eligibility profiles must be outside the dates
of the performance documents for which they are used.
14. Click Save and Close to return to the Manage Eligibility Profiles page.
15. On the Search Results section toolbar, click Create and select Create
Participant Profile to open the Create Participant Eligibility Profile page.
16. In the Name field, enter XX Redwood City Eligibility Profile.
17. In the Description field, enter Eligibility profile for Redwood City location for
annual performance evaluation.
18. In the Profile Usage field, select Performance.
19. In the Status field, select Active.
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20. In the Eligibility Criteria section, on the Employment tab, select the double
arrows to open the choice list.
21. Select Work Location.
22. Click the Create icon.
23. In the Sequence field, enter 1.
24. In the Display Name field, click Search to open the Search and Select: Location
Name dialog box.
25. In the Location Name field, enter Redwood%.
26. Click Search.
27. Select the row for Redwood City.
28. Click OK.
29. Click Save and Close to return to the Manage Eligibility Profiles page.
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Manage Eligibility Batch Process

Key Actions:
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Running a batch process to determine all eligible workers for a document

Select the effective as-of-date
Select performance document name
Select performance document start date
Select performance document end date
Manage Eligibility Batch Process Example
Performance > Manage Eligibility Batch Process
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Manage Eligibility Batch Process Details

Running a Batch Process to Determine All Eligible Workers for a Document
The batch process enables you to determine all the workers who are eligible for all
available performance documents for a given period. Run the batch process after
creating a performance template and adding eligibility profiles to it.
Select the Effective as-of-Date
This required date is used to determine worker assignments on that date, and the date
on which the performance document appears on the list of values on the Worker and
Manager Overview pages.
Select Performance Document Name
Select this optional parameter to specify a specific document to process and match to
all workers who meet the eligibility criteria.
Select Performance Document Start Date
If you do not specify a performance document, you must enter a start date. The batch
process will include all performance documents that have a start date on or after the
start date that is entered.
Select Performance Document End Date
Enter this optional parameter, along with the start date, to process all performance
documents with start and end dates equal to or within the specified dates.
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Manage Process Flow Definitions

Define Process Flow Definitions
Key Concepts:
Process flows include the tasks, and their sequence, used by the
performance template for performance evaluations
Tasks and subtasks
Task sequence
Configurable task names used in performance document
_______________________________________________________
Set up the process flow to include the tasks, and their sequence, used by the
performance template for performance evaluations. You can create as many process
flows as required to support different types of evaluations, such as annual or
semiannual evaluations, project evaluations, and so on. Each template uses only one
process flow.
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Tasks and Subtasks

A process flow can contain up to 10 tasks. Some of the tasks contain subtasks. This is a
list of the tasks with a description of the task function.
Set Goals: Add content to rate, such as competencies and performance goals,
to the performance document. Include this task to let workers and managers
determine the content the worker is evaluated on, and expectations for the
worker, for example, at the beginning of an evaluation period. If this task is not
included, managers and workers can still add content in the Worker SelfEvaluation and Manager Evaluation of Worker tasks.
Note: This task is required if the Set Next Period Goals task is included in the
process flow for the preceding evaluation period.
Worker Self-Evaluation: Worker evaluates self. Worker can also add content to
be rated to the performance document. The manager can track the worker selfevaluation to view any changes to the content that the worker makes to the
performance document, but cannot view the ratings and comments the worker
provides until the worker completes the task.
Manager Evaluation of Worker: Manager evaluates worker. Manager can also
add content to be rated to the performance document.
Manage Participant Feedback: Select participants to gather feedback about
worker performance by rating workers and answering questionnaires. Send
requests to the participants, add questions to questionnaires, and track
participant feedback to monitor the status of the request and feedback.
First & Second Approval: Approve the performance document of the worker.
The first and second approval tasks are performed as separate tasks at different
stages of the evaluation by the manager of the performance document.
Share Performance Document: The manager shares the document so that the
worker can view the manager's ratings, and the worker acknowledges viewing
the ratings.
Confirm Review Meeting Held: After the worker and manager meet to discuss
the evaluation, the manager indicates that the meeting was conducted, then the
worker acknowledges that the meeting took place.
Provide Final Feedback: Worker and manager can provide final comments
about the evaluation. To use digital signatures to require workers to verify that
they are the people submitting the performance document, the Worker Provides
Final Feedback task is required.
Set Next Period Goals: The roles are those specified for the Set Goals task for
the performance document for the subsequent period. Set goals for the period
following the active performance document. The following period must be already
be defined in the template in order for the Set Next Period Goals task to work.
For details on the subtasks and roles that relate to these tasks, Click Help and within
Performance Management enter "performance process flows" to search.
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Process Flow Definition Example
Performance > Create Process Flow
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Task Sequence and Names

Task Sequence
After you select the tasks to include as part of the process flow, you can change
the task sequence. Some tasks are logical in sequence and others may not be
required by your organization.
Some tasks have more flexibility. For example, you may want to arrange the
Share Document task either before, or after, the First Approval task, depending
on when you prefer to let workers see the manager ratings.
During the performance evaluation, all tasks, with the exception of Set Next
Period Goals and Manage Participant Feedback, must be completed before the
next task can be started.
The Set Next Period Goals task can also be performed at any time, as long as
the performance document for the subsequent period is defined in the template
and the document can be created.
Workers can perform the Manage Participant Feedback and Worker SelfEvaluation tasks concurrently, but only after the Set Goals task is complete, if it is
part of the process flow.
Managers can perform the Manage Participant feedback at the same time as the
worker does the self-evaluation, or when performing the Evaluate Worker task.
Task Names
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You can configure the task and subtask names for both the manager and worker
roles. For example, My Self-Evaluation can be entered as the new name for the
Worker Self-Evaluation task.
The names you configure appear on the application pages and action buttons.
You can configure task names separately for each process flow you set up.
Manage Performance Template Sections

Define Performance Template Sections
Key Concepts:
Creating section types

Configuring section ratings to use calculated ratings
Configuring item ratings
Selecting properties
Using weighting
Adding competencies and goals to a section
_______________________________________________________
You must create a section for each task that requires a section used in the process flow.
In the sections, the types of content that can be rated and the processing options for
those ratings are configured.
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Section Types
The section types are:
Profile Content
Goals
Questionnaire
Overall Summary
Worker Final Feedback
Manager Final Feedback
The tasks that require a section, and the sections they require, appear in the following
table.
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You must define a section for the tasks that appear in the process flow that require a
section. Each section appears as a tabbed page in the performance document. Only
one section of each type can appear in a performance document.
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Section Ratings and Weighting
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Enable Ratings: For the Profile Content, Goals, and Overall Summary sections,
you can select whether to enable section ratings.
Rate a Section: When you enable section ratings, managers and workers can
select a rating for the section. When you enable section ratings, the section is
also eligible to use calculated ratings, which are enable on the Process tab of the
performance template.
- For the Profile Content and Goals sections, they can rate the section
separately from the individual evaluation items contained within the section.
- Specify the rating model to use for the section. The section rating model can
differ from the rating model used for individual evaluation items in the section.
- For the Profile Content section, the evaluation items include competency
type content items. The Goals section contains performance goal items.
- You can specify whether to use the Average, Sum, or Band methods to
determine the calculated rating.
Calculated Rating: The Calculate ratings setting on the Process tab of the
performance template enables the application to calculate a rating for the
sections in the template. You can specify whether to allow managers and
workers to view the calculated ratings. Managers and workers can use the
calculated ratings as a guide to manually select their ratings.
- You can specify the calculation rule to use for each individual section.
- For Profile Content and Goals sections, the application calculates ratings
using the ratings from the Profile Content and Goals sections.
- For the Overall Summary section, the application calculates ratings using
the Profile Content and Goals section ratings.
Selecting Properties: Select the properties that are added to the rateable items,
competencies and goals, in the performance document. Select Required to
prevent items from being removed from the performance template.
Weight a Section: You can select to weight a section, or items, in a section to
place more or less importance on the section or item. The application uses the
weights to calculate section and overall ratings.
Add content items to a section: You can configure the Competencies section
to use competencies for a job or position profile, or a specific profile. For the
Goals section, you can specify whether to use goals from the worker's goals in
Goal Management business process. These specific competencies and goals,
based on the worker profile and Goal Management goals, are added to the
performance document for that worker. You can also add competencies or goals
to the respective section that are added to all performance documents created
from the template.
Manage Performance Document Types

Define Performance Document Types
Key Concepts:
Document types categorize the types of performance documents that are

valid for an organization.
Document types are defined based on your organization's requirements.
- Examples: Annual evaluation, semiannual evaluation, or a project evaluation
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Manage Performance Templates

Define Performance Templates
Key Concepts:
Performance template required to create performance documents

Participant roles required to access performance documents
Configure the template on a series of tabs
-General
-Process
-Structure
-Content
-Document Periods
-Summary
_______________________________________________________
On the tabs, you need to determine:
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Document types
Participant roles
Process flow
Calculation rules and processing options
Structure
Content
Periods
Eligibility profiles
Performance Document Components

The graphic illustrates the components used to create a performance template and the
resulting performance document.
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Create Performance Template General Tab

Key Actions:
Enter General Template Information
Enter the name, description, and active dates for the template. The from and to dates of
the template must fit within the from and to dates of the process flow and sections that
are used by the template.
Select a Document Type
Select an available document type to help categorize the template usage.
Add Eligibility Profiles to the Template
Adding eligibility profiles to the General tab makes it a default for the entire template.
These can be overwritten on the Document Periods tab.
Add Participation Roles
Add all the roles that are eligible to access the performance document created from the
template. The roles are added to the sections that are required for the tasks that are
included in the process flow used by the template. Generally, that will include the
predefined manager and worker roles. However, if the Manage Participant Feedback
task is included in the process flow, for example, and a questionnaire section is added
to the template, whatever roles will access the questionnaire must be added to the
Participation section.
You can also select whether to require a minimum number of participants, and how
many are required. This setting is not enforced; managers and workers receive a
warning but are not prevented from completing the evaluation.
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Associating Eligibility Profiles with Performance

Templates
Key Concepts
Select eligibility profiles to associate with performance templates at the

template level and on performance document periods.
When you select eligibility profiles, the performance documents made from
the template are available only to the workers who meet the criteria.
Eligibility profiles can either be required, or not required, and can be used
in combination so that workers must match some, or all criteria.
Associate eligibility profiles to the overall template, or to the document periods, to

restrict the performance documents made from the template to those who meet the
eligibility criteria. Specify required profiles to limit access to the document to workers
who meet all required profiles and one that is not specified as required, if any. Workers
must meet the profile criteria for at least one of the not-required profiles to use the
document.
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Performance Template General Tab Example
Manage Performance Templates > Create Performance Template > General Tab
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Create Performance Template Process Tab

Key Actions:
Specify Alert Days
Enter the number of days before a task must be completed that both a standard and
critical alert are sent to the manager and person performing the task.
Configure Calculation Rules for Performance Document
Select Calculate Ratings to enable the application to calculate a rating for the sections
in the template that have content items that can be rated. You can specify whether to
allow managers and workers to view the calculated ratings. Managers and workers can
use the calculated ratings as a guide to manually select their ratings.
For Profile Content and Goals sections, the application calculates ratings using the
ratings from the Profile Content and Goals sections. For the Overall Summary section,
the application calculates ratings using the Profile Content and Goals section ratings.
The calculated ratings use the calculation rule, Average, Sum, or Band, specified for
each individual section. You can also specify how the ratings appear in the performance
document:
Decimal Places: Select the number of decimal places to display.

Mapping Method: Determines the rating when there is no exact match between
the calculated rating and a rating level from the rating model used in the section
by mapping the calculated rating to a rating level.
Decimal Rounding Rule: Select the rounding that applies to the calculated rating.
Select Processing Options

You can select options for the following:
Display star ratings: Star ratings appear in the performance document to rate
workers, rather than the numerical rating levels.
Include digital signature: Add check box to Worker Final Feedback task that
requires the worker to confirm that the worker is the person submitting the
Display kudos: Feedback from the Portrait appears on the Kudos section of the
Worker can select manager when creating document: Workers can select
different managers than their direct managers to manage the performance
document.
Select Participant Options

When the Manage Participant Feedback task is included in the process flow used by the
template, you can select:
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Participant feedback is required: Alert the manager and worker that they must
select at least the minimum number of participants as determined by
Participation settings on the General tab. This setting is not enforced; managers
and workers receive a warning but are not prevented from completing the
evaluation.
Worker can view the participants added by manager: Select this option to enable
the section settings on the Structure tab to allow workers viewing selected
participants.
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Performance Template Process Tab Example
Manage Performance Templates > Create Performance Template > Process Tab
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Manage Performance Template Structure Tab

Key Actions:
Add Sections
Add or create the sections that are required for the tasks included in the process flow
used by the template. Add one of each section that is required. You can add an existing
section, or create a new one from this tab. The from date of the sections must be equal
to or earlier than the from date of the performance template. The to date of the sections
must be equal to or later than the to date of the template. The sections appear as tabs
in the performance document. Enter the sequence date of the sections to determine the
order that the section tabs appear in the performance document.
Edit Existing Attributes
When you add an existing section, you can edit the item processing, ratings and
calculations, properties, and section content properties as required.
Specify Section Content
You can specify the source of the competencies and goals that appear in the
performance template and document. For competencies, you can specify whether to
use a model profile, and whether to use the job, organization, or position profile of the
worker. Or, you can select another specific profile. For goals, specify whether to use the
worker's goals from Goal Management.
For both competencies and goals, select Use specific content items to add additional
content items on the content tab that will be added to all performance documents made
from the template.
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Performance Template Structure Tab Example
Manage Performance Templates > Create Performance Template > Structure Tab
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Structure Tab Processing by Role Settings

Add and Specify Roles and Processing
You must add all roles to each section that will access the section to provide ratings and
comments or view the section. The roles that are eligible to select are those that you
added on the General tab of the template. Depending on the role and section type, you
need to specify the processing settings:
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Share Ratings and Share Comments: Select Yes to have the role share the
ratings or comments with the worker. The manager can see all ratings and
comments.
Update Profile: For the Competencies and Overall Summary sections, you can
select to have the ratings update in the worker profile.
Instance Qualifier Set and Instance Qualifier: If your organization uses instance
qualifiers, you can specify which set to select, and the specific instance qualifier,
to identify the manager and performance document as the source of the ratings.
Participant Name Can Be Viewed by the Role: Specify whether the role can see
the names of participants invited to provide feedback on the Manage Participant
Feedback page.
Show Role on Feedback Review Page: Specify whether the role of the person
you are setting can see the role of the participant invited to provide feedback on
the Manage Participant Feedback page.
Questionnaire Can Be Viewed by the Role: Specify whether the worker can see
the manager's questionnaire, and the manger the worker's questionnaire. Specify
whether the participant questionnaire can be viewed by the worker or manager.
Participant Role Can Enter Comments Available to Worker: Select Yes to allow
participants with that role to add overall comments to the questionnaire that are
visible to both the manager and worker. The worker cannot view the name of the
participants. This option is only available if participants are not given access to
the Overall Summary section.
Processing by Role Settings Example
Manage Performance Templates > Create Performance Template > Structure Tab
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Manage Performance Templates Content Tab

Key Actions:
Select the Section for Which to Add Content
You can add content items to the Competencies and Goals sections. Select the one for
which you want to add content.
Add Section Items
You can add content items to the selected section. Depending on how the section is set
up you can add content items using the following methods:
Add content items: Add a content item that you select. The available
competencies are available are those stored in Profile Management. You can
search and select goals from the goal library.
Load Items from Section: For both Competencies and Goals sections, you can
load the content items that were added to the section itself.
Copy Content from Profile: For the Competencies section, you can select
additional competencies from a specific profile.
Set Content Item Properties

Select a content item in the Section Items section to set the properties for the item. The
properties that are available are those specified in the section.
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Performance Template Content Tab Example
Manage Performance Templates > Create Performance Template > Content Tab
245
Manage Performance Templates Document Periods

Tab
Key Actions:
Add and Configure Document Periods
Performance documents are created for the document periods you add. The document
period name you create is the name of the corresponding performance document. The
start and end dates you enter correspond to whatever evaluation period you need for
your business process. For example, you may have one annual performance document,
and another for midyear. You can add additional document periods in the future to use
the same template.
Use the Available to Use option to control when performance documents created from
the template are available to managers and workers. When you add a period, Available
to Use is automatically selected and performance documents can then be created for
the period immediately after you save and close the template. Deselect Available to Use
to prevent making the document available. This allows you to delay the document until,
for example, your organization's regular performance evaluation period begins. The
Available to Use setting is superseded by the profile options Number of future years
from the current date for which to display performance documents as determined by the
performance document end date and Number of past years from the current date for
which to display performance documents as determined by the performance document
end date. If the start and end dates of the performance document are outside the range
of the profile options, they will not display in the Performance Management work area.
They can be located by using the Search function, however.
Select Eligibility Profiles
The eligibility profiles that appear on the Document Periods tab are those that are in
effect for the performance document made for the period. If there are eligibility profiles
on the General tab, they appear here as default profiles. You can remove profiles, but if
there is one on the General tab, you must keep at least one in the period, even if it
differs from the default one from General tab. You can add or remove eligibility profiles
for subsequent document periods.
Enter Due Dates
You must enter due dates for each task in the process flow. Workers and managers
receive notification as the due dates approach depending on the Standard and Critical
Alert Days settings on the Process tab.
Add Questionnaires
If you use questionnaires, select and add the roles that are eligible to respond to the
questionnaires. For each role, select the questionnaire that the role will respond to.
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Performance Template Document Periods Tab

Example
Manage Performance Templates > Create Performance Template > Document Periods
Tab
247
Manage Performance Template Summary Tab

The performance template Summary tab displays all the formatting options you added
for the template.
_______________________________________________________
Manage Performance Templates > Create Performance Template
248
Manage Performance and Potential Box Chart Labels

Define Performance and Potential Box Chart Labels
Key Concepts:
Graphical view of the potential and performance ratings of workers for

selected rating model
Sources of performance and potential data
Box cell labels
249
Demonstration: Performance and Potential Box Chart

Labels
Demonstration Scope
Show how the potential and performance layout appears on the analytics
for a selected rating model.
Demonstration Steps
Start Here
These task lists are expanded Workforce Development - Define Worker
Performance
1. In the Manage Performance and Potential Box Chart Labels row, click Go to
Task to open the Manage Performance and Potential Box Chart Labels page.
2. In the Performance Rating Model field, select Performance Rating Model.
3. Click Search.
4. In the Search Results section, click Performance Rating Model to open the
Edit Performance and Potential Box Chart Labels page.
5. Review the labels in the Box Chart Cell Labels field.
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Performance and Potential Box Chart Labels Details

The Performance and Potential box chart analytic gives managers a graphical view of
the potential and performance ratings for their workers, enabling them to compare the
workers they manage, and distinguish high and low performers.
Rating Models
To create the box labels for the Performance and Potential box chart, you must first
select the performance rating model to associate with the box chart. Select the rating
model specified in the performance templates for the overall rating of the Overall
Summary section to ensure that the box chart displays the data from the performance
documents created from the templates. The default performance rating model is the one
selected in the Default Rating Model for Performance Management Analytics profile
option. Use this rating model to ensure that the data appears in the analytic on the
manager dashboard.
Performance and Potential Data Sources
Performance ratings are collected from performance documents. The performance
rating is the overall rating supplied by the manager in the Overall Summary section of
the most recently completed performance document. Potential ratings are taken from
the workers profile. Managers rate worker potential ratings using the Career Planning
portrait card and during a talent review. Performance and potential ratings are
maintained in Oracle Fusion Profile Management.
Box Cell Labels
You can optionally label each cell in the grid with names that describe the level. For
example, if the performance and potential rating models used for the graphic display low
ratings in the lower left of the grid, you could name the lower left cell Novice.
Manager Viewing Options
On the manager dashboard, managers will see the performance and potential ratings
for all workers for the most recently completed performance documents that used the
performance rating model selected in the Profile Options.
251
Manage Target Ratings Distribution

Define Target Rating Model Distribution
Key Concepts:
252
Setting target percentages for worker overall performance ratings for each
rating level of a rating model
Associating a performance template with the rating model distribution
Manage Target Ratings Distribution Details

Create a rating model distribution to set target percentages for worker overall
performance ratings that your organization prefers for each rating level of a rating
model. The comparison of the target rating model distribution to the actual distribution of
overall ratings managers give their workers on completed performance documents
appears in the Rating Distribution analytic that appears on the Performance Manager
Overview page.
Defining Percentages for Each Rating Level
Define the distribution percentage of performance documents that your organization
targets to achieve each overall rating level for the rating model used by the performance
template. The total percentage must be 100.
Associating a Performance Template to the Rating Model Distribution
You select a performance template to associate the rating model distribution with that
particular template so managers can compare the overall ratings to the same rating
distribution for all completed performance documents created from the template. The
rating model you use for the rating model distribution is the one used by the Overall
Summary section of the performance template.
253
Evaluate Worker Performance

Managing Performance Evaluations
Key Concepts:
254
Manager or worker can access evaluations and performance data from

either the simplified user interface or using the Navigator to access the full
Performance Management pages
Manager or worker, based on configuration, starts evaluation on the
Performance Management pages by selecting a performance document,
and the first available task for the performance document
Managers use the My Manager Evaluations page, and workers the My
Evaluations page, to access tasks
Managers and workers perform the tasks for the performance document in
the order shown on the My Manager Evaluations and My Evaluations
pages, until completed
Workers and managers rate worker performance and provide comments on
competencies and goals, and select an overall rating, depending on
configuration
Participant feedback can be requested and provided at any time to rate
workers and respond to questionnaires until the manager completes the
performance evaluation
Managers use the My Organizations page to monitor worker performance
and document completion data, and approve documents

Key Concepts:
Managers use the Team Talent pages to monitor their direct reports
Workers and managers use the Performance and Career pages to view
their personal talent information
255
Team Talent Pages

Managers can use the Team Talent pages to:
256
View talent ratings of direct reports: View performance and potential ratings,
impact of loss and risk of loss ratings.
View Compensation data: The salary appears for direct reports.
View Predicted Attrition and Performance View voluntary-termination and
performance predictions that are based on attributes from a worker's personal,
employment, absence, compensation, and talent management information, most
of which are held at the assignment level.
Access full Fusion pages: From the Talent page there are links to the full
Fusion Talent pages where you can view all data and perform all functions.

Managers and workers can use the Performance and Career pages to:
View performance evaluation data: View the overall rating and comments
provided by your manager for your most recent performance document.
View most recent performance documents: View a graph with up to three of
your most recent performance documents, and click the bar representing the
document to get a printable view of it.
257

Demonstration Scope
Show how to use the simplified user interface to access Performance Management
tasks.
Demonstration Steps
Start Here
1. In the simplified user interface click the Team Talent icon to open the Team
Talent page.
2.
3.
4.
5.
6.
Here you can see your reports with performance information.

In Adele Stephenson's card, click the More icon to see her progress on
performance goals, and risk of loss, impact of loss, and compensation for about
Adele.
On the upper right of the Team Talent page, note the View Grid and View List
icons.
Click the View List icon.
Demonstrate how in the list view, you can view the same performance and profile
information as the grid view. Click the View Grid icon.
Click the Filters link to open the Filter dialog box.
On the Filter dialog box you can filter by direct and all reports, and by job.
7. In the Job section, select at least one job.
8. Click Apply to return to the Team Talent page.
Note how the number of workers display is reduced.
9. Click the X by each job filter to remove it.
10. Click the Actions icon on Adele Stephenson's card to see what talent,
management actions you can perform for her.
Note: If you click Edit Talent Ratings, you open the portrait for the worker.
If you click the Performance Goals link, you open the Career Planning card.
We will visit that card in a later step.
11. Click the Actions icon to the right of the Team Talent page to see Related
Links to other Talent Management features.
12. Click the Actions icon again to close the section.
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Note: If you click the My Manager Evaluations link, you open the
Performance Management work area.
13. Click the Reports and Analytics icon to the right of the My Team page to view
the Predicted Attrition and Performance analytic.
15. Click the Performance icon to the left of the page to open the Performance
page.
You can view the most recent evaluation ratings and comments provided by your
manager for you and a performance history.
16. Scroll over a bar in the Performance Rating History analytic to see details
about the performance document.
If you click the More Performance Documents link, you open the Performance
259
Performance Management Work Area for Workers

Key Performance Management Actions for Workers
Workers use these pages to:
260
Create and access performance documents

Provide participant feedback
Search performance documents
View performance document history

Details
Create and Access Performance Documents
On the My Evaluations page, select the task name to access the performance
document to perform the task, and create the performance document, if it was not
already created by the manager or HR specialist.
Provide Participant Feedback
On the My Feedback Requests page, select the name of a person for whom you are
requested to provide feedback to access the performance document of that person. You
can evaluate the worker or answer a questionnaire, depending on the request. You can
also view feedback that you have completed.
Search Performance Documents
Search for previous performance documents to view and print them, or current
documents to continue an evaluation.
View Performance Document History
Use the My Performance Documents History region to select and open past
261

Example
Performance > My Evaluations
262
Performance Management Work Area for Managers

Key Performance Management Actions for Managers
Managers use these pages to:
Create and access performance documents

Provide participant feedback
Monitor your organization
Search performance documents
View performance document history
Access Performance Management administrative tasks
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Details
Create and Access Performance Documents
On the My Manager Evaluations page, select the task of a performance document for a
worker to access the document and perform the task. The performance document will
automatically create if it was not already created by the worker or HR specialist.
Provide Participant Feedback
On the My Feedback Requests page, select the name of a person for whom you are
requested to provide feedback to access the performance document of that person. You
can evaluate the worker or answer a questionnaire, depending on the request. You can
also view feedback that you have completed.
Monitor Your Organization
On the My Organization page, you can access analytics about your direct and indirect
reports and approve performance documents.
Search Performance Documents
Search for previous performance documents to view and print them, or current
documents to continue an evaluation.
View Performance Document History
Use the My Performance Documents History region to select and open past
Access Performance Management Administrative Tasks
The list of tasks in the Tasks region has all the manager tasks that you are able to
perform. Click a task link to perform the task.
264

Example
Performance > My Manager Evaluations
265
My Organization Page
The My Organization tab contains these regions:
266
Rating Distribution: Displays the number of worker documents at each overall

rating level to let you determine whether the distribution fits within the target
rating distribution for the rating model used in the performance document.
Task Completion Status: View at a glance the completion status for the
selected task by direct or indirect reports for the manager you select.
My Organization Performance Summary: View manager overall rating and
comments for workers, or print a performance document, without having to open
the document itself.
Task Completion Summary per Manager: Displays completion details for tasks
in the selected performance document for managers whose direct and indirect
reports are eligible to use the document.
Performance and Potential: Compare performance and potential ratings for
direct and indirect reports for a manager you select.
Performance Document Approvals: Select links to approval requests to access
the tasks.
My Organization Tab Example
Performance > Performance Manager Overview > My Organization tab
267
My Organization Tab Analytics

Rating Distribution
The analytic displays data for workers for whom managers have completed the overall
ratings in their performance documents. Only workers who are eligible for the selected
performance document are included in the chart. Managers appear in the Manager list
only if they have direct reports who are eligible for the document. Workers with multiple
assignments are represented for each of their documents.
Performance Document Approvals
You can perform actions such as approve a pending performance document for an
indirect report, or access other tasks created by, or for you. You can create to-do tasks
for yourself or others.
Performance and Potential
Potential scores are based on data from the worker profile and performance documents
ratings come from the selected performance document. The box chart displays only
workers for whom both overall ratings from the completed performance document and
potential data from the worker profile are available.
Eligibility Profiles in the Analytics
Workers who are not eligible for the selected performance document do not appear on
the Rating Distribution, Task Completion Status, and Task Completion Summary per
Manager analytics. Managers who have no direct or indirect reports who are eligible for
the performance documents do not appear on the Manager selection lists or in the
analytics.
268
Performance Document Overview

Performance Documents
Key Concepts:
Contains tabs on which to add competencies and goals, provide ratings,

answer questionnaires, provide final feedback.
Document header name changes to reflect the task that you are
performing.
Kudos appear on the bottom of every tab so you can view positive
feedback the worker received in the Portrait cards and use it as additional
information to help rate the worker. Kudos must be configured in the
Portrait settings and the performance template to be available in the
Additional Information region contains descriptive flexfields.
Create an Oracle Social Network conversation about the performance
document
Managers and workers submit the completed document by clicking the
Submit button at the top of the performance document.
269
Competencies and Goals Tabs

Key Competencies and Goals Tab Actions
The manager and worker use the Competencies and Goals tabs to:
Rate the worker and provide comments: Select the ratings and enter
comments to justify or further explain the rating.
Add competencies and goals: Add competencies from the Content Library, or
create new goals or add them from the Goal Library.
Remove competencies and goals: Remove goals or competencies that are not
required; workers cannot remove assigned goals.
Import competencies and goals: Add content items from other performance
documents.
Update competencies and goals: Add or edit content items in the performance
document to reflect any changes in content sources since the document was
created.
Rating Workers
You can use the proficiency level and performance rating descriptions in the Contextual
Area as a guide to provide ratings. Managers can view the worker ratings and
comments, and copy the comments and use them as a template for their own
comments.
Import Goals and Competencies
You are prompted to select either a past or another current performance document from
which to copy content to the document you are working on. You can import
competencies, goals, or both, depending on how the performance document was
configured, but not ratings.
Update Goals and Competencies
Updated content can include competencies, goals, or both, depending on template
configuration. Competencies are updated from the worker's job profile. Goals are
updated from the workers list of performance goals in Goal Management if the goals
are specified to be included in performance documents.
Removing Competencies and Goals
Workers and managers can remove competencies from the performance document,
unless they are inherited from the performance template and are marked as required.
Whether a manager or a worker can remove a goal from the performance document
depends on how the goal was added. If it is inherited from the performance template
and marked as required, they cannot remove it. If the goal was assigned by the
manager in Goal Management, the worker cannot remove it, but the manager can. If the
270
goal is an organization goal, neither the manager nor worker can remove it. If the
worker added the goal, the worker or manager can remove it.
271
Overall Summary Tab

Key Overall Summary Tab Actions
On the Overall Summary tab, managers and workers can:
On the Overall Summary tab, managers and workers can: Provide the overall
rating for the worker. They provide the rating and comments, and the manager
rating updates the worker profile, if the template is configured to allow them to do
so.
Rate the workers goals and competencies: They can add the ratings and
comments if not already provided, or edit the ratings and comments provided on
the Goals and Competencies tabs.
Rate the sections: They can rate the sections separately from the overall rating,
if the template is configured to allow them to do so.
Calculated Ratings
Calculated ratings can be configured to be used for the overall and section ratings. They
can also be configured to be visible on the performance document, or hidden. When the
calculated ratings appear on the performance document, managers and workers can
use them as a guide to select their ratings. Calculated section ratings are derived from
ratings workers and managers provide for individual content items. The overall
calculated rating is derived from the section ratings in the Profile Contents and Goals
sections.
272
Pages for Tasks Not Requiring Ratings

Performance Document Pages Key Actions
The other pages and tabs that can appear in a performance document include:
Set Goals: Managers and workers, depending on configuration, add the worker
goals and competencies.
Questionnaire: Managers or workers can be assigned questionnaires to answer
to provide feedback, which they do on the Questionnaires tab.
Share Performance Document: The manager can share the document on this
page after submitting it, and either retain control, or transfer control of the
document to the worker. When the manager retains control, the worker can see
the document, but the manager can continue editing it. Workers are notified
when the document is shared.
Confirm Review Meeting Held: After the worker and manager meet to discuss
the evaluation, the manager confirms that the meeting was conducted, then the
worker acknowledges that the meeting took place.
Approval: The manager submits the document for approval.
Final Feedback: Workers and managers can enter final comments on the tabs
which appear on the Final Feedback pages.
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Oracle Social Network in Performance Documents

Managers and workers can click the Social link to access Oracle Social Network
to:
274
Start a conversation about the performance document

Use the additional information you get from conversations to enhance the
evaluation process
Share the conversation with others in the organization they select
Start and share related conversations
Participant Feedback
Key Concepts:
Manage Participant Feedback task enables individuals other than the

manager and worker to provide direct feedback into the worker's
performance document by rating a worker's overall performance,
competencies, and goals, and responding to a questionnaire.
Including a variety of participants who have worked to some capacity with
the worker allows the manager to obtain a broader view of the worker's
performance.
Additional roles providing feedback, called participants, might include
peers, mentors, customers, and other managers.
All roles, including the worker and manager, can respond to questionnaires
associated with the roles in the template.
Each role can use a different questionnaire created for the role and
associated with the performance template.
Managers can use feedback as a guide in worker evaluations, but
managers provide the official overall rating.
Participant feedback is recorded as part of the official performance
evaluation, and participant overall comments appear next to manager's
overall rating on the Overall Summary tab.
Managers, workers, or both, depending on setup configuration, can select
participants and view participant names, and track feedback.
Participant feedback can be requested and provided at any time until the
manager submits the manager evaluation task.
275
Worker Performance Administration and Monitoring

Administration and monitoring is performed from the Performance work area.
Performance Work Area
276
Administration and Monitoring Tasks Performed by

HR Specialist
Some tasks can be performed only by the HR specialist:
Create Performance Documents

Send E-Mail Notification
Transfer Set Goals Collaboration Status
Change Due Date
Update Performance Tasks
Delete Participant Feedback
Acknowledge Performance Document
Acknowledge Review Meeting
Manage Worker Eligibility
Monitor Missing Performance Documents
Monitor Late Tasks in Performance Documents
277
HR Specialist Administration and Monitoring Tasks

Details
Create Performance Documents
The HR specialist can create a performance document for any worker within the
organization for which the HR specialist has access.
Send E-Mail Notification

Send e-mail notifications throughout the selected organization to remind workers and
managers of upcoming events and tasks in the performance management business
process.
Transfer Set Goals Collaboration Status
Change the collaboration status for the Set Goals task by choosing either the manager
or worker, so that the selected role can continue working on the performance document.
Change Due Date

Edit the due date of any task within a performance document that was not completed or
canceled. Edit the due date by which participants provide feedback if it is not completed
and the participants are not locked out from providing feedback. Participants can still
provide feedback after the due date.
Update Performance Tasks

Move tasks in performance documents forward and back to keep an evaluation on
track, or redo past actions. Move performance documents forward from the current
incomplete task to another task to keep an evaluation on track. Move documents back
from tasks in any status to a previously-completed task.
Delete Participant Feedback
Remove a participant, regardless of the participant's feedback status, which also
removes that participant's feedback for that worker.
Acknowledge Performance Document

Provide acknowledgment for the performance document for a worker when the worker
is unable or unwilling to confirm receiving the document.
Acknowledge Review Meeting
Confirm that a review meeting was held for a worker when the worker refuses or is
unable to confirm the meeting.
278

Process or change eligibility for performance documents for a specified worker.
Monitor Missing Performance Documents
Search to find workers and managers who have not started their performance
documents, create the missing performance documents, and send e-mail notifications to
remind them to work on the documents.
Monitor Late Tasks in Performance Documents
Search performance documents for tasks that are late and edit task due dates. Send email notifications to the workers and managers reminding them to work on the
279
Administration Tasks Performed by Both HR

Specialist and Manager
Some tasks can be performed by both the HR specialist and the manager:
280
Transfer Performance Documents

Cancel Performance Documents
Delete Performance Documents
Complete Performance Documents
Reopen Performance Documents
Restore Performance Document
Administration Tasks Performed by HR Specialist and

Manager Details
Some tasks can be performed by both the HR specialist and the manager:
Transfer Performance Documents
Transfer a worker's performance document from one manager to another when, for
example, the worker is assigned to a new manager, or the manager leaves the
organization.
Cancel Performance Documents
Cancel a performance document to remove it from normal processing, but not
permanently delete it. Profile content that changed as a result of updates to the
performance document is restored to its original state before the performance document
was created.
Delete Performance Documents
Delete canceled performance documents permanently to remove documents that are no
longer valid.
Complete Performance Documents
Change a performance document to Completed status when a worker or manager has
not completed all the tasks in a performance document, and has halted the final
processing of the document. Only performance documents for which the manager
evaluation task is completed can be set to Completed status.
Reopen Performance Documents
HR specialists can reopen a completed or canceled performance document so the
manager or worker can continue to evaluate the worker. Managers can reopen a
document so the worker can continue the evaluation.
Restore Performance Documents
Restore a completed performance document that was canceled back to Completed
status. The profile content that changed when the performance document was canceled
is restored.
281
Administration Tasks Performed by Manager

Some tasks are available only to the manager:
Reset Evaluation Status

Change Feedback Due Date
282
Administration Tasks Performed by Manager Details

Reset Evaluation Status
Reset the status of the worker self-evaluation task within a performance document so
the worker can continue to work on the evaluation.
Change Feedback Due Date
Edit the due date by which participants provide feedback if it is not completed and the
participants are not locked out from providing feedback. Participants can still provide
feedback after the due date.
Note: The Change Feedback Due Date task can also be performed by the HR
specialist from the Change Due Date page.
283
Performance Document Creation

Key concepts:
HR specialists can create documents from the Performance work area

Managers create documents by selecting the first task for the performance
document from the My Manager Evaluations page
Workers create documents by selecting the first task for the performance
document from the My Evaluations page
Worker or manager can create documents for the subsequent period when
the Set Next Period Goals task is included in the current performance
document
Performance > Create Performance Documents
284
Performance Document Creation Details

When HR Specialists Create Performance Documents
The HR specialist selects a worker and a performance document name on the Create
Performance Documents page and creates it to make it available to the worker and the
workers manager.
They can also create a performance document on the Monitoring Missing Performance
Documents page after searching to find workers or managers who have not started the
evaluation.
Using either method, HR specialists can only create one performance document for a
worker for each assignment for the period. They can only create performance
documents for anyone to whom they have security access.
When Managers and Workers Create Performance Documents
There is no specific task for creating a performance document by either managers or
workers. Selecting the first task in the document by either the worker or the manager
creates the document and it can be accessed immediately.
The manager receives notification when the worker creates a document, if notifications
are enabled.
285

Key Actions:
286
Processing a Single Worker to Determine Which Documents the Worker is

Eligible For: Use the Determine Worker Eligibility for Performance Documents
task to process eligibility for a single worker to determine which documents the
worker is eligible for. You can use this when a worker is new, for example, to the
organization. Or, process the worker for a selected document.
Change Eligibility: Force eligible, force ineligible, and keep eligible as part of
the administration tasks.
Changing Eligibility Details

Forcing Eligibility
You can make workers eligible for documents for which they do not currently meet the
eligibility profile by forcing eligibility.
Forcing Ineligibility
When a worker is still eligible for a performance document but should not be, you can
prevent the worker from accessing the document by forcing the worker to be ineligible.
Use this feature if the worker's eligibility status has changed since the batch process
was run to prevent the worker from accessing a document for which she should no
longer be eligible. If the performance document was already created for the worker, the
worker will still be able to complete it. To prevent the worker from completing the
document, you must cancel or delete the document.
Keeping Eligibility
If a worker is currently eligible for a performance document, but the eligibility will be
removed by a subsequent batch process, you can maintain the worker's eligibility using
the Keep eligible action. Use this action when a worker should remain eligible for a
document, but due to changes to the worker's status or the eligibility profile associated
with the document, the worker will become ineligible when the batch process is run.
287
Review Question 1
Managers and workers can view participant feedback on questionnaires even
though their role was not added to the Questionnaire section.
1. True
2. False
288
Review Question 2
During a performance evaluation, which of the following tasks does not need to
be completed before the next task can be started?
1.
2.
3.
4.
Set Goals
Manage Participant Feedback
Manager Evaluation of Worker
Share Performance Document
289
Review Question 3
Calculated ratings can be used by managers and workers as a guide when they
select section and overall ratings, and are not used as the final rating.
1. True
2. False
290
Review Question 4
Which of the following elements must you add to a performance template to
create a performance document from the template?
1.
2.
3.
4.
Participant roles for roles that access the document

All sections present in the process flow used for the document
Performance document periods
All statements are correct
291

Review Question 1: Managers and workers can view participant feedback on
questionnaires even though their role was not added to the Questionnaire
section.
2. False
Review Question 2: During a performance evaluation, which of the following
tasks does not need to be completed before the next task can be started?
2. Manage Participant Feedback

Review Question 3: Calculated ratings can be used by managers and workers as
a guide when they select section and overall ratings, and are not used as the final
rating?
1. True
Review Question 4: Which of the following elements must you add to a
performance template to create a performance document from the template?
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Manage and Define Worker Performance Highlights

Describe Oracle Fusion Performance Management

Configure performance setup options
Create and manage performance documents
Perform an evaluation
Administer and monitor worker performance documents
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294
Lesson 7: Manage Succession Plans and Talent Pools

Objectives
Define Oracle Fusion Succession Management

Manage Succession Management Setup Options
Manage Succession Plans
Define Talent Pools
Manage Talent Pools
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Oracle Fusion Succession Management Overview

Plan Succession
Key Activities:
Create the succession plan of the appropriate type

Add candidates to a succession plan
Determine candidate readiness
Associate talent pools with succession plans
Access succession plans according to security and ownership
_______________________________________________________
Succession management enables your organization to develop and maintain

succession plans to determine who will eventually replace personnel currently in key
positions. Using the Oracle Fusion Succession Management business process, you can
determine who is ready to transition to positions before the positions are vacant to
ensure a smooth transition, and provide visibility to the appropriate individuals to
manage the process.
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Describe Succession Management Integrations

Succession Management Integrations
Key Concepts:
Creating succession plans and adding candidates to them in talent review

meetings
Associating talent pools with succession plans to track candidate
development
Viewing candidate data from worker profiles, and editing it and uploading it
back to the worker profiles
Using job profile data to find candidates who are best fit for the succession
plan
Viewing data from performance documents, worker profiles, and
Compensation
Assigning goals directly to workers
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Succession Management Setup

Initial setup is performed in FSM under Define Succession Management.
Manage Succession Management Lookups is the only setup task.
Define Succession Management Task
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Succession Management Lookups

Some Succession Management lookups have extensible customization levels. These
are:
HRM_DEPARTURE_REASON: The reasons a candidate may depart an

organization, such as an assignment or location change, or a promotion.
HRM_EST_DEPARTURE_DATE: The range of the number of months before a
candidate is expected to depart the organization, such as 0-6 months, or 6-12
months.
HRM_READINESS_CATEGORY: The degree of readiness of a candidate to
move into the position for which the succession plan was created, such as ready
now.
Other Succession Management lookups do not have extensible customization levels

and cannot be edited or deleted. These are:
HRM_PLAN_STRENGTH_CRITERIA: A description of succession plans

determined by criteria such as those with a high risk incumbent, or zero or one
ready-now candidates.
HRM_SUCC_CAND_STATUS: Status of a succession candidate, such as Active

or Inactive.
HRM_SUCC_PLAN_STATUS: Status of a succession plan, such as Active or
Inactive.
HRM_SUCC_PLAN_TYPE: The two available types of plan types, including Job
or Position, and Incumbent.
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Readiness Category Lookup Details

The HRM_READINESS_CATEGORY (Readiness Category) contains two predefined
values:
Ready now
No readiness available
Adding Readiness Category Lookups

You can add additional Readiness Category lookups provide more granular information
about when workers can move into a position. The additional values to select in the
Readiness choice list that appears wherever succession plans can be edited.
You can add values such as Ready in 6 months, Ready in 1-2 years, or whatever your
organization requires.
Display Sequence and Colors of Readiness Category Lookups
The display sequence you specify has the following effects:
Determines the order of the readiness categories appear in the Plan Strength
graphic and the Candidate Readiness sunburst graphic on the Succession Plans
Overview page.
Determines the color that displays for each readiness category. The colors are
automatically assigned for each sequence level.
Removing a Readiness Category

If you remove an existing readiness category, any succession candidates with that
value are changed to No readiness available.
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Demonstration: Adding Readiness Category Lookups

Demonstration Scope
Add Readiness Category lookups for Succession Management.
Demonstration Steps
Start Here
These task lists are expanded: Workforce Development - Define Succession
Management - Define Succession Management Settings
1. In the Manage Succession Management Lookups row, click Go to Task to
open the Manage Succession Management Lookups page.
2. Click HRM_READINESS_CATEGORY to open the Manage Succession
Management Lookups page.
3. In the HRM_READINESS_CATEGORY: Lookup Codes section, select the last
row in the table.
4. Click the New icon.
5. In the Lookup Code field for the new row, enter READY_5_6_YEARS.
6. In the Display Sequence field, enter a number one past the current last number.
For example, if the current last number is 4, enter 5.
7. In the Start Date field, enter the current date.
8. In the Meaning field, enter Ready in 5-6 years.
9. Click Save and Close to return to the Manage Succession Management
Lookups page.
10. Click Done to return to the Implementation Project: XX Workforce Development
page.
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Succession Plans Overview Page

Key Succession Overview Page Actions
HR specialists use the Succession Plan Overview page to:
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Manage succession plans

View candidate readiness and plan strength
Review succession plan details
Access candidate detailed information
Access the organization chart
Access talent pools
Succession Plans Overview Page Details

Manage Succession Plans
Create and edit succession plans using a guided process, or disable those that are no
longer needed.
View Candidate Readiness and Plan Strength
View at a glance the number of candidates, the plan strength based on the number of
candidates and their readiness. Use the sunburst to focus on each readiness category
and drill into more details about each candidate, such as the plans they belong to,
performance compensation data, and goals
Review Succession Plan Details
Select a plan to view details, including the names of the candidates and the readiness
level of each, and all the job data connected with the plan. For incumbent plans, you will
see additional key data, such risk of loss and impact of loss ratings, the reason for the
incumbent's departure, if available, and the estimated time in the job.
Access Candidate Detailed Information
Use the sunburst to focus on each readiness category and drill into more details about
each candidate, such as the plans they belong to, performance compensation data, and
goals.
Access the Organization Chart
Use the organization chart for an expandable view of your organization to get
perspective on succession plan needs.
Access Talent Pools
Click the Talent Pools tab to manage talent pools. This will be discussed in detail in a
later section.
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Succession Plans Overview Page Example
Succession Plans Overview
304
Demonstration: Succession Management

Demonstration Scope
In this Demonstration, you create a succession plan for a job, and add candidates to the
plan. Then you describe how to update candidate ratings and readiness. Demonstrate
how to use the Succession Management Overview page to track details of the plan and
candidates.
Demonstration Steps
Start Here
Home work area, Welcome tab (default view after sign in).
1. On the global area Navigator menu under Career, select Succession Plans to
open the Succession Plans work area, Overview page.
2. Click the Succession Plans tab to open the Succession Plans page.
3. Click Create to open the Create Succession Plan dialog box.
4. In the Name field, enter XX Vision Senior Director Succession Plan.
5. In the Plan Type field, enter Job or Position.
6. In the Job field, click the Search: Job icon to open the Search and Select: Job
dialog box.
7. In the Name field, enter Senior.
8. Click Search.
9. In the Name field, select Senior Director.
10. Click OK to return to the Create Succession Plan dialog box.
11. In the Description field, enter XX Succession plan for Senior Director job at
Vision.
12. Click More Details to open the Create Succession Plan: Enter Details page.
13. In the Job Grade field, click the Search: Job Grade icon to open the Search and
Select: Job Grade dialog box.
14. In the Name field, enter Mgmt.
15. Click Search.
16. In the table, select the Mgmt7 row.
17. Click OK to return to the Create Succession Plan: Enter Details page.
18. In the Job Profile field, select the Search: Job Profile icon to open the Search
and Select: Job Profile dialog box.
19. In the Name field, enter Senior Director.
20. Click Search.
21. In the table, select the Senior Director row.
23. In the Business Unit field, select the Search: Business Unit icon to open the
Search and Select: Business Unit dialog box.
24. In the Name field, enter USA.
25. Click Search.
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26. In the Business Unit column, select the USA1 Business Unit row.
28. In the Department field, select the Search: Department icon to open the Search
and Select: Department dialog box.
29. In the Name field, enter US.
30. Click Search.
31. In the table, select the US Sales East row.
32. Click OK to open the Create Succession Plan: Enter Details page.
33. Discuss how you can select existing talent pools to associate with the succession
plan.
34. Click Next to open the Create Succession Plan: Select Candidates page.
35. Click Select and Add to open the Select and Add: Candidates dialog box.
36. In the Location field, enter New York.
37. Click Search.
38. Select at least five candidates.
39. Click OK to return to the Create Succession Plan: Select Candidates page.
40. In the Readiness column, select a value for each candidate. It is recommended
that you select different values for the candidates to demonstrate how they are
distributed in the sunburst graph on the Succession Plans Overview page.
41. In the Risk of Loss and Impact of Loss columns, select or edit values as
desired. Discuss how these values become part of the profile of the worker.
42. Discuss how the Talent Pool button is used to add all the candidates to
associated talent pools.
43. Describe how Find Best Fit can be used to find candidates who closely match
the profile of the job, or for incumbent plans, the profile of the job of the
incumbent.
Discuss how Find Best Fit is only available if there is a profile associated with
the jobs for which the plan was created.
44. Click Find Best Fit to open the Find Best Fit dialog box.
45. In the Criteria section, in the Competencies row, select High for the Priority.
46. Leave Display in Results selected.
47. In the Work Requirement row, select Medium for the Priority.
49. In the Degrees row, select Medium for the Priority.
51. Click Find Best Fit.
52. Review the list of candidates to see how they match the profile of the incumbent's
job. To narrow or extend the list of candidates, in the Criteria section, select or
remove Content types, change the Priority selection, select Find Best Fit again.
53. In the Results section, change the criteria and percentages.
54. Click the Search Results icon.
55. Select additional candidates, if desired.
56. Click OK to open the Create Succession Plan: Select Candidates page.
57. Update the Readiness, Risk of Loss, and Impact of Loss fields for any
candidates you added.
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58. Click Save and Close to return to the Succession Plans Overview page.
59. In the Plan Strength column, hover over the bar graph to demonstrate how the
number of candidates displays for each readiness category.
60. Select the row for the XX Vision Senior Director Succession Plan to see the
plan in the Details: XX Vision Senior Director Succession Plan section.
Note: Do not click the plan name link.
61. In the Candidate Readiness section, discuss how all candidates in the plan
appear on the sunburst graph and are arranged according to readiness category.
62. On the sunburst graph, right click on the name of a candidate and click Show
Details to open the Show Details dialog box, General tab.
63. Review the profile information of the candidate. Discuss how this Details dialog
also is available in Talent Review meetings.
64. Click the Succession tab to open the Show Details dialog, Succession tab.
65. Review the succession plan and talent pool information of the candidate.
Discuss how the Succession Plans and Talent Pools section shows the
succession plans and talent pools the candidate belongs to, and the Worker's
Succession Candidates section displays plans created to find candidates to
replace the worker.
66. Click the other tabs, as desired.
67. Click Cancel to return to the Succession Plans Overview page.
68. Right-click another name, and click Show Details to review succession plan
information for that candidate.
69. Double-click a readiness value to see all the candidates with that value more
easily.
70. Click the Manager link in the breadcrumbs to view the whole sunburst graphic.
71. Discuss how the plan details appear in the Plan Information section.
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Create and Manage Succession Plans

Creating Succession Plans
Key Concepts
308
Create one of two plan types

Add candidates to the plan
Specify candidate readiness
Associate talent pools with succession plans
Creating a Succession Plan Example
Succession Plans Work Area > Create Succession Plan
309
Succession Plan Types

You can create two different plan types:
310
Job or Position: The Job or Position plan type allows you to create plans to
ensure one or more potential candidates have been identified to fill a key role or
position. You can create a plan to cover a particular job in a specific business
unit of department, or throughout an entire organization.
Incumbent: Use the Incumbent plan type to create a plan to replace a particular
individual.
Plan Type Details

Succession Plan Type Considerations
Do you need a plan for a specific job or position that is currently occupied
by one person, such as President, or Chief Financial Officer?
- If so, you can use either the Job or Position, or the Incumbent plan type. In
either case, you may have a limited number of internal candidates.
Does your organization have jobs that have identical or nearly identical
skill sets?
- For example, does your organization have a number of vice presidents with
similar skill requirements? If so, you will use a Job or Position plan type. You may
also consider selecting a large number of candidates to improve plan strength.
How specific should I make the plan?
-You can add key job and position information to associate the plan as closely
as required with the job, department, or other attributes. For example, if you
select a job only, then the plan is associated with all instances of that job title. If
you select a job and a department, the plan is associated only with the instances
of the job title within the selected department.
_______________________________________________________
Additional Attributes for Job or Position Plans

For the Job or Position plan type, the available criteria to add to the plan are:
Job
Job Grade
Job Profile
Job Family
Business Unit
Department
Position
You must provide a value in at least one of these fields: Job, Job Grade, Job Profile,
Job Family, or Position.
Additional Attributes for Incumbent Plans
For the Incumbent plan type, the available criteria to add to the plan are:
Incumbent Name
Department
Job
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In addition, you can also select the following attributes to gauge how critical the need to
plan for succession is:
Risk of Loss
Impact of Loss
Reason for Departure
Estimated Remaining Months
312
Add Candidates to Plans

Selecting Candidates
Succession plan owners can select people from their organization who are
candidates to move into the position for which the succession plan was created
using one of two methods:
Search and select directly: If you have identified suitable candidates for the
position, you can select them directly. You can only add candidates from the
organization to which you have access to the plan.
Best-fit analysis: Use the Find Best Fit feature to determine the workers whose
person profiles most closely match the desired job or position profile.
_______________________________________________________
Find Best Fit is available when a job profile is associated with the succession plan or the
incumbent's job.
Succession plans can have multiple owners from different organizations, so the plan
can be available to and include candidates from several organizations.
When you add candidates, you can update their risk of loss and impact of loss ratings at
the same time. These update the worker profile, and are not limited to the context of the
succession plan.
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Add Candidates to Plans Example
Succession Plans Work Area > Create Succession Plan > Select Candidates
314
Specify Candidate Readiness

Key Concepts
Selecting candidate readiness: You can select the candidate readiness so that
it displays on the succession plan and in the analytics to easily compare
candidates.
Readiness criteria: You can use whatever criteria your organization prefers to
determine candidate readiness for a position, such as experience, grade level,
or number of overseas postings, depending on how your organization determines
candidate readiness.
Plan strength: By selecting candidate readiness, you can determine how strong
and deep the candidate pool (or bench) is for the position and your organization.
You can add additional candidates if you have too narrow a pipeline.
_______________________________________________________
The predefined candidate readiness categories are:
Ready now
No readiness available.
You can add additional readiness categories using the

HRM_READINESS_CATEGORY lookup.
NOTE: The readiness level for succession plans is used only in the context of the
particular succession plan. Candidates can have different readiness level ratings for
every plan on which they are candidates. The readiness level for succession plans is
not the same as the Advancement Readiness selection on the Career Planning portrait
card.
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Associate Talent Pools with Succession Plans

Succession Plans Integrating with Talent Pools
Key Concepts:
Associate talent pools with succession plans: You can select specific talent
pools to associate with a succession plan. More than one talent pool can be
associated with a succession plan.
Track and manage candidates: Use the talent pools to track and manage the
development of candidates. You are not restricted to adding members of a talent
pool to a succession plan only from its associated pools.
Add candidates to a talent pool: You can select candidates in a plan to add to
an existing talent pool. Add candidates in a plan to either associated pools, or
other pools of which you are an owner. You can also select the option to
automatically add new succession plan candidates to the associated pool.
_______________________________________________________
Because you can add development goals to all, or some members, of a talent pool,
associating a talent pool with a succession plan enables you to create goals for the
candidates that will help prepare them for the job or position for which the plan was
created.
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Details Page
Click Show Details for a candidate or incumbent on the sunburst diagram to view
detailed worker information:
General information: View or add Notes and Kudos that pertain to the
candidate or incumbent.
Succession: View the succession plans where the worker was added as a
candidate, and plans created to replace the worker at the appropriate time.
Experience and Qualifications: View skills, competencies, areas of expertise,
degrees, and other qualifications; the same information that appears on the
Experience and Qualifications portrait card.
Performance: Current ratings from the most recent performance document or
updated ratings, and performance history for up to the last three performance
documents that use the same rating model selected for the talent review
meeting.
Goals: View the candidate's current performance and development goals, and
add or create additional goals that workers and managers can manage using the
Goal Management business process
Compensation: Current salary, salary history, compa-ratio, and other
compensation data from Compensation Management.
Note: The Details page is also available from the Talent Review meeting dashboard.
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Details Page Example
Succession Plans Overview > Details
318
Access Succession Plans

Accessing Succession Plans According to Security and Ownership
Key Concepts:
Access to Succession Management Work Area: Access to the Succession Plans
Overview page and the rest of the Succession Plans work area is available for roles that
have the Succession Plan Duty duty role.
Ownership of Succession Plans: Succession plan owners can access and manage
plans they own in the Succession Plans work area, and in the Talent Review business
process.
_______________________________________________________
Succession Plan Owners
Succession plan owners can view only those plans they own. A succession plan can
have multiple owners, but the owners can only view candidates in organizations to
which they have access. To use a succession plan across multiple organizations, you
can create a single plan with multiple owners; each owner will manage the candidates
to whom they have access.
Talent review meeting facilitators who have succession plan access can configure
meetings to enable succession plans to be available in the meeting. All meeting
facilitators, regardless of whether they are plan owners, can see the succession plans
that are included with the meeting on the Talent Review dashboard. In the meeting,
facilitators, taking direction from meeting participants, can create new succession plans,
and view and edit plans to add candidates and determine their readiness. They can also
view talent pools and add pool members to the succession plans.
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Talent Pools Overview

Talent Pools
Key Activities:
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Create and manage pools of workers for resource and management

purposes
Specify key job and position information for the pools to make them as
specific as required
Add members to a talent pool
Associate with succession plans
Add development goals for pool members
Access talent pools according to security and ownership
Describe Talent Pools Integrations

Talent Pools Integrations
Key Concepts:
Creating talent pools and adding members to them in talent review

meetings
Associating talent pools with succession plans to track candidate
development
Viewing member data from worker profiles, and editing it and uploading it
back to the worker profiles
Using job profile data to find members who are best fit for the succession
plan
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Talent Pools Setup

Lookups
No setup tasks are required to implement talent pools. However, there are three
common talent pool lookups:
HRT_POOL_ASSOC_TYPE: Codes for the goal types that can be added to a

pool; development is the only type allowed.
HRT_POOL_MEMBER_TYPE: The person type that can be a member of a pool;
HR person is the only type available (that is, not an external person from outside
the organization)
HRT_POOL_TYPE_CODE: The type of pool that is being created; talent pool is
the only type of pool available.
All Talent Pool lookups are System lookups; you cannot add or remove any.
HCM Common lookups are found in the Setup and Maintenance work area using the
following path: Workforce Development > Define Common Applications Configuration
for Human Capital Management > Maintain Common Reference Objects > Define
Lookups > Manage Common Lookups
Manage Common Lookups
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Manage Talent Pools Page

Key Manage Talent Pools Page Actions
HR specialists use the Manage Talent Pools page to:
Manage talent pools

View pool details, such as owners, associated jobs, and number of pool
members, at a glance
The Manage Talent Pools page is accessed from the Succession Plans work area.
Manage Talent Pools
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Demonstration: Talent Pools

Demonstration Scope
In this Demonstration, you create a talent pool for a job, and add members to the pool.
Then you describe how to update pool risk of loss and impact of loss ratings.
Demonstrate how to use the Talent Pools page to track details of the pool and
members.
Sign in as Your.HRSpecialist.
Start Here
1. On the global area Navigator menu under Career, select Succession Plans to
open the Succession Plans work area, Overview page.
2. Click the Talent Pools tab to open the Manage Talent Pools page.
3. Click Create to open the Create Talent Pool dialog box.
4. In the Name field, enter Vision Director Talent Pool.
5. Leave the Status field Active.
6. Leave the Owner field as Your.HRSpecialist sign in.
7. In the Description field, enter Pool of potential directors for Vision.
8. Click More Details to open the Create Talent Pool: Enter Details page.
9. Discuss how you can optionally specify the Key Job and Position Information
to target the pool narrowly, or not specify it and use the pool more open.
10. In the Key Job and Position Information section, in the Job field, click the
down arrow and click Search to open the Search and Select: Job dialog box.
11. In the Name field, enter Director.
12. Click Search.
13. In the table, select the Director row with the code JOB21.
14. Click OK to open the Create Talent Pool: Enter Details page.
15. In the Job Profile field, select Director, if not already selected.
The Job Profile field is automatically populated if the selected job is associated
with a profile.
16. In the Business Unit field, select Search to open the Search and Select:
Business Unit dialog box.
17. In the Business Unit field, enter USA.
18. Click Search.
19. In the Business Unit column, select the USA1 Business Unit row.
20. Click OK to return to the Create Talent Pool: Enter Details page
21. Click Next to open the Create Talent Pool: Select Members page.
22. Click Select and Add to open the Select and Add: Members dialog box.
23. In the Location field, enter New York.
24. Click Search.
25. In the Search Results section, select at least five workers.
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26. Click OK to open the Create Talent Pool: Select Members page.
27. Describe how Find Best Fit can be used to find pool members who closely
match the profile of the job specified for the pool, or another job profile you
select.
Discuss how Find Best Fit for talent pools is different than for succession plans.
For succession plans, Find Best Fit is only available if there is a profile
associated with the job associated with the succession plan, or a profile
associated to the job of an incumbent for an incumbent plan.
28. Click Find Best Fit to open the Find Best Fit dialog box where you find qualified
candidates.
29. In the Job Profile field, leave Manager selected.
30. Click Next to return to the Find Best Fit dialog box.
31. In the Competencies row, in the Priority column, select High.
33. In the Work Requirements row, in the Priority column, select Medium.
35. Click Find Best Fit.
36. Review the list of candidates to see how they match the profile of the incumbent's
job. To narrow or extend the list of candidates, in the Criteria section, select or
remove Content types, change the Priority selection, select Find Best Fit
again.
37. In the Results section, change the criteria and percentages.
38. Click the Search Results icon.
39. Select at least five additional candidates.
40. Click OK to return to the Create Talent Pool: Select Members page.
41. Discuss
42. Update worker Risk of Loss and Impact of Loss ratings as desired. Discuss
how these values become part of the profile of the worker.
43. Click Next to open the Edit Talent Pool: Manage Development Goals page.
44. Click Select and Add to open the Select and Add: Goals dialog box.
45. In the Goal Name field, enter Manage.
46. Click Search.
47. In the Search Results field, select Management and Leadership.
48. Click Done.
50. Click OK to return to the Manage Talent Pools page.
51. If not already signed is as Your.Worker, sign out and sign back in as
Your.Worker.
52. On the global area Navigator menu under Career, select Goals to open the
Goal Management work area.
53. Select My Goals to open the Goals page.
54. Select the Development Goals tab.
55. In the View field, select Current Goals.
325
56. Verify that the Management and Leadership goal was added to your
development goal list.
57. Select the Management and Leadership goal to open the Edit Development
Goal: Management and Leadership page.
58. Edit the goal details as desired.
59. Select the Target Outcomes tab.
60. If there are target outcomes, in the Target Proficiency Level field, enter a value
for each target outcome.
62. Click OK to return to the Goals page, Development Goals tab.
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Create and Manage Talent Pools

Key Concepts:
Create talent pools for multiple resource and management purposes

Track the development of members of the pool
Select owners to create and manage the pools
Update status of the pool
Access through Succession Plans work area
327
Create and Manage Talent Pools Details

Create Talent Pools for Multiple Resource and Management Purposes
Talent pools are used by HR Specialists for multiple resource management and
planning purposes. They are often used to track training, development, and readiness
for a group of workers. For example, you can create a talent pool for high-potential
workers so that you can track their training and assign development goals to them.
Talent pools can also be used with succession plans to prepare members of the pool to
fill a vacancy for a position.
Track the Development of Members of the Pool
Using talent pools, you can track and update risk of loss and impact of loss data for pool
members. When you update the data, the profile of the member is updated in all
locations where it displays. In addition, critical job data and willingness to relocate
information is displayed to monitor the current job details of the members.
Select Owners to Create and Manage the Pools
You select owners who can access the plan.
Update Status of the Pool
Talent pools are set automatically to Active status when you create them. If you no
longer need a talent pool, you can change the status to Inactive. If a talent pool is
inactive, you cannot select it for use in succession plans and talent reviews.
Access Through Succession Plans Work Area
Talent Pools are managed using the Plan Successions business process.
328
Create and Manage Talent Pools Details Example
Succession Plans Work Area > Create Talent Pool
329
Specify Job and Position Information

Key Concepts:
Specify key job and position information: Key job and position information for
a talent pool enables you to identify additional attributes for the talent pool.
Job and position attributes enable the pool to be as specific as required:
Add additional attributes to make the pool as general or specific as required. For
example, if the pool is associated with a succession plan created for a particular
job, the pool may be targeted specifically to supply candidates for that job. If the
pool is for training an entire organization, you can create a plan without
specifying additional job or position information.
The purpose for using these attributes is to help you remember the intent of the talent
pool.
_______________________________________________________
Key Job and Position Information Details

You can define one or more of the following job and position-related attributes
for a talent pool:
Job
Position
Job family
Job profile
Grade
Department
Business unit
When selecting job and position information for the talent pool, the following
applies:
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Initially, the Grade field is disabled.

If you select a business unit, then the available positions are restricted to those in
the selected business unit.
If you select a department before selecting a position, no additional fields are
restricted.
If you select a position without first selecting a department, then the application
populates the Job and Department fields, and disables them.
The Job Family and Job Profile fields are also disabled.
The Grade field remains disabled unless you populate the Job field.
Add Members to a Talent Pool

Selecting Members
Talent pool owners can select people from their organization to become members
of the pool using one of two methods:
Search and select directly: If you have identified suitable members for the pool,
you can select them directly. You can only add members to the pool from the
organization to which you have access.
Best-fit analysis: Use the Find Best Fit feature to determine the workers whose
person profiles most closely match the job or position profile associated with the
job specified for the plan, or any other job profile you select.
_______________________________________________________
Talent pools can have multiple owners from different organizations, so the pool can be
available to and include members from several organizations.
When you add members, you can update their risk of loss and impact of loss ratings at
the same time. These update the worker profile, and are not limited to the context of the
talent pool.
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Add Members to Talent Pools Example
Succession Plans Work Area > Create Succession Plan > Select Members
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Associate Talent Pools with Succession Plans

As discussed earlier, you can:
Associate talent pools with succession plans: You can select specific talent
pools to associate with a succession plan. You can select more than one talent
pool to associate with a succession plan.
Add candidates to a talent pool: You can select candidates in a plan to add to
an existing talent pool.
_______________________________________________________
Because you can add development goals to all, or some members, of a talent pool,
associating a talent pool with a succession plan enables you to create goals for the
succession plan candidates that will help prepare them for the job or position for which
the plan was created.
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Add Goals to Talent Pool

Adding Development Goals to Talent Pools
Key Concepts:
Add development goals from Goal Library so that members of the talent
pool accomplish certain tasks
Manage and track goals of pool members for current and future jobs
Add development goals for all pool members at one time
Update goal details in Goal Management pages
_______________________________________________________
To add goals to talent pools, Oracle Fusion Goal Management must be enabled. If Goal
Management is not available, the Edit Talent Pool: Manage Development Goals page,
where you add goals, is not available.
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Add Goals to Talent Pools Details
Add Development Goals from Goal Library to Accomplish Tasks

By adding development goals to a talent pool, you can ensure that all the members of
your talent pool accomplish certain tasks. You can only add goals that exist in the Goal
Library. When you add a goal to pool members who already have that goal as one of
their existing goals, the goal is not duplicated in their goal list in Goal Management.
Manage and track goals of pool members for current and future jobs
You can assign and track goals designed to update members' skills for their current jobs
or prepare them for future jobs. Adding goals to a talent pool allows you to track the
progress of your pool members on the assigned goals, and monitor the readiness of a
member to be promoted to a higher position.
Add Development Goals for All Pool Members at One Time
When you add a goal to a pool, all members of the pool are assigned the goal (unless
the goal was previously assigned). If a pool member is added after the goal is assigned,
the goal is not automatically assigned to the worker; you must add the goal using the
Goal Management pages.
Update Goal Details in Goal Management Pages
Goals are accessible for managers and workers to track, update and edit on the Goals
and Manage My Directs' Goals pages in the Goal Management business process.
When you add a development goal to the plan, it includes only those default attributes
that exist on the goal in the Goal Library. To add dates, tasks, or target outcomes, you
must update it for the individual pool members or on the My Goals or Manage My
Directs' Goals pages, or for the goal in general on the Administer Goals page. When
you add goals to a talent pool, the source of the goal on the Goal Management pages
appears as HR specialist.
_______________________________________________________
Removing Goals from a Talent Pool
If you remove a development goal from a talent pool, that goal is not automatically
removed from the workers' goals list who inherited the goal from the talent pool. If you
want to remove a goal from a worker's goals list, then after you remove a goal from the
talent pool, you must manually delete it from the worker's goals list.
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Access Talent Pools

Accessing Talent Pools According to Security and Ownership
Key Concepts:
Access to Succession Management Work Area: Access to the Manage Talent Pools
page and the rest of the Succession Plans work area is available for roles that have the
Succession Plan Duty duty role.
Ownership of Talent Pools: Talent pool owners can access and manage pools they
own in the Succession Plans work area, and in the Talent Review business process.
_______________________________________________________
Talent Pool Owners
Talent pool owners can view only those pools they own. A talent pool can have multiple
owners, but the owners can only view members in organizations to which they have
access. To use a talent pool across multiple organizations, you can create a single pool
with multiple owners; each owner will manage the members to whom they have access.
They can associate talent pools to those succession plans for which they are also
owners.
Talent review meeting facilitators who have talent pool access can configure meetings
to enable talent pools to be available in the meeting. All meeting facilitators, regardless
of whether they are pool owners, can see the talent pools that are included with the
meeting on the Talent Review dashboard. In the meeting, facilitators, taking direction
from meeting participants, can create new talent pools, and view and edit pools to add
members and determine their risk and impact of loss.
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Review Question 1
You can create how many types of succession plans?
1.
2.
3.
4.
One
Two
Three
As many as you want
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Review Question 2
You must be a succession plan or talent pool owner to edit them.
1. True
2. False
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Review Question 3
You can create succession plans and talent pools in talent review meetings.
1. True
2. False
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Review Question 4
You can add any type of goal to talent pools.
1. True
2. False
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Review Question 1: You can create how many types of succession plans?
2. Two - Job or Position, or Incumbent
Review Question 2: You must be a succession plan or talent pool owner to edit
them.
1. True
Review Question 3: You can create succession plans and talent pools in talent
review meetings.
1. True
Review Question 4: You can add any type of goal to talent pools.
2. False - You can add only development, not performance or personal goals, to a talent
pool
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Lesson 8: Review Talent and Define Talent Review

Review Talent and Define Talent Review Objectives
Define Oracle Fusion Talent Review

Manage Talent Review Setup Options
Configure Talent Review Dashboard Options
Configure a Talent Review Meeting
Prepare Content Before a Meeting
Conduct a Talent Review Meeting
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Oracle Fusion Talent Review Overview

Talent Review
Key Activities:
View talent across an entire organization or filter to view population

segments
Calibrate performance and potential ratings
Evaluate risk and impact of loss
Create succession plans and talent pools and add workers to them
Evaluate compensation plans
Create goals for workers
Identify, assign, and track actions throughout the review process
Store the results for future comparisons
_______________________________________________________
The talent review process is centered around one or more talent review meetings
intended to evaluate organizational trends, assess strengths, and address areas of risk
for an entire organization. The people invited to participate in the meeting, who are
generally managers within the organization that is being reviewed, can review and
evaluate existing profile, performance, goals, and compensation data for individuals
within the organization and calibrate the data before and during the talent review
meeting.
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Talent Review Life Cycle

The life cycle of a talent review spans tasks from creating the meeting template through
the completion of the meeting, and follow-through tasks after the meeting concludes.
The talent review life cycle includes the following tasks:
Creating the meeting template

Creating and scheduling the talent review meeting
Preparing and submitting content
Conducting the talent review meeting
Reviewing the action plan and working on goals
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Oracle Fusion Talent Review Integrations

Talent Review Integrations
Key Concepts:
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Viewing data from performance documents, worker profiles, and

Compensation
Uploading data to worker profile before and after talent review meetings
Creating succession plans and talent pools and assigning workers to them
Demonstration: A Talent Review

Demonstration Scope
You are a senior manager and human resource specialist at Vision
Corporation. The company has concluded its performance review cycle
and now you want to conduct a talent review meeting with your direct
reports. You will evaluate your organization and calibrate performance
and potential ratings of workers and assess risk areas. You start the meeting on the
Facilitator Overview dashboard.
Demonstration Steps
Start Here
1. In the global area Navigator menu, under Career, click Talent Review to open
the Talent Review work area, Overview page.
2. Discuss this page and show the actions where you create and edit talent review
meetings, start meetings, and perform other actions.
3. Select the 2013 Swift Org Talent Review row and click Edit to open the Edit:
2013 Swift Org Talent Review: Enter Meeting Details page.
4. In the Meeting Date field, select the current date.
5. In the Data Submission Deadline field, delete any dates and ensure that the
field is blank.
6. Click Next to open the Create Talent Review Meeting: Select Review Content
page.
7. Discuss how on this page you confirm the content that will appear in the meeting
and select succession plans and talent pools to add to the meeting.
These succession plans and talent pools appear on the Talent Review
dashboard.
8. In the Include Succession Plans section, click Select and Add to open the
Select and Add: Succession Plans dialog box.
9. Select Vision Senior Director Succession Plan and click OK to return to the
Talent Review dashboard.
10. In the Include Talent Pools section, click Select and Add to open the Select
and Add: Talent Pools dialog box.
11. Select Vision Director Talent Pool and click OK to return to the Talent Review
dashboard.
12. Click Next to open the Create Talent Review Meeting: Select Participants page.
13. Discuss how this is the page where you add the participants who are invited to
attend the meeting.
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14. Click Next to open the Create Talent Review Meeting: Select Review Population
page.
15. Discuss how this is where you add the workers who will be discussed in the
meeting.
17. Click OK to return to the Talent Review work area, Overview page.
18. In the 2013 Swift Org Talent Review row Conduct Meeting column, click Go to
Task to open the Talent Review Meeting dashboard.
On the Talent Review Meeting dashboard you conduct a talent review meeting.
You can view worker performance and potential ratings.
Use the population filters to restrict your view of workers by location, job, or
other categories.
You can highlight workers using the options available in the Information
section. You can use the Actions section to select actions to apply to workers.
19. Click Find.
20. Click Find Worker to open the Find: Worker dialog box.
21. In the Name field, select Doyle, Kristine.
22. Click OK to return to the Talent Review Meeting dashboard.
The workers you find are highlighted on the box chart matrix.
23. Scroll over the highlighted marker for Kristine Doyle.
The performance and potential ratings for Kristine Doyle are displayed.
You can scroll over any individual on the box chart to view their performance and
potential scores. The box the workers are located in is determined by their
scores.
24. In the Filter section you can select filters to narrow your view to a specific
population.
25. Click the Filter icon to open the Filter dialog box.
26. In the Location list, select Atlanta and Redwood City.
27. Click Apply.
The box chart refreshes to display only the workers who are located in Atlanta
and Redwood City.
28. The Holding Area contains workers who have no current ratings, or who were
moved to the Holding Area during the review meeting.
You can also move workers from the box chart to the Holding Area if you decide
not to review them. For example, John Schneider left the organization after the
talent review was scheduled.
29. Select the marker for John Schneider.
30. In the Actions section Move field, click Move to Holding Area.
John Schneider was moved to the Holding Area.
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31. In the Display section Color Code field, select Location.

The markers are distinguished by color according to the location of the workers.
You can use the Color Code options in the Display region to distinguish workers
on the box chart. Since you have filtered workers according to location, you can
use colors to see how workers in Atlanta and Redwood City compare to each
other.
32. Select a value in the legend to display workers only in that location. Select
Redwood City.
33. In the Display region, select the Show average field to view the average
potential and performance ratings for the category used in the color code.
The box chart shows a marker for each location, positioned according to the
average ratings for the workers in the location. The larger the marker, the more
workers it represents.
34. Scroll over the Redwood City marker.
The box chart displays the average ratings for the workers in Redwood City.
35. Deselect Show average to remove the average setting to view other information
about individual workers.
36. You can distinguish workers using the ratings in the Information section of the
dashboard. For example, you can see how likely workers are to leave the
organization.
37. In the Information section, select Risk of Loss.
The box chart refreshes to show the Risk of Loss rating for each worker. The
legend indicates the color used for each rating.
38. The Emerging Leaders box has several workers clustered together. You can
magnify the box chart to view the box more clearly.
39. Click the Zoom In down arrow.
40. Select the square that represents the Emerging Leaders box. Select the middle
rectangle in the column on the far right.
The Emerging Leaders box appears in an expanded view.
41. Click Show Names to view the names of the individuals in the box.
42. Drag the Performance scroll bar to the left.
You can use the Potential and Performance scroll bars on the left and the
bottom of the box chart to view other boxes as well.
43. Continue dragging the Performance scroll bar until the Core Talent box is
visible.
44. Click Zoom Out to view the entire box chart.
45. Click Show Names to remove the names of the workers to make it easier to view
the markers.
46. Select Risk of Loss to remove the risk of loss underlay.
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47. In the Display section Color Code field, select None to remove the Location
view.
48. Remove all the Active Filters so that you can see everyone in the review
population in the box chart or Holding Area.
49. Click the Filters icon to open the Filter dialog box.
50. In the Active Filters region, clear Redwood City and Atlanta.
51. For now, you want to review only the organization of Jack Fisher. In the Team
field, select Fisher, Jack to view only his direct and indirect reports.
You can also select any other team member.
52. Click Apply to open the Talent Review dashboard.
53. The box chart refreshes to display on Jacks reports.

54. You can drag and drop worker markers from one box to another to update their
ratings based on discussions in the talent review.
In the Outstanding Performers box, select Christina Ross. Her current
potential rating is Low.
55. Jack says that as a result of improved performance ratings, Christina has
demonstrated more potential lately. You want to elevate her potential rating. Drag
Christinas marker to the Emerging Leaders box to open the Move Marker
dialog box.
You can see that appears that Christinas potential rating is changed to Medium.
56. Click Save and Close to return to the Talent Review dashboard.
57. You want to see more detailed information about one of your workers.
Select Christina Ross.
58. Click Show Details to open the Details dialog box.
On the Details dialog box, you can view more information about Christina, access
the same information that displays on the Experience and Qualifications
profile, and view performance history and compensation information.
59. You can add a development goal to increase her skills. Select the Goals tab.
On the Goals tab you can add goals for the worker. Christina is already a top
performer, and a good candidate for promotion to manager.
60. You can add a development goal to increase her skills to prepare for a
management position. In the Development Goals section, click Add to open the
Add Development Goal dialog box.
61. Select New Goal to add a new goal.
62. In the Goal Name field, enter Conduct field training for new hires.
Christine or her manager can add additional details to the goal from her My
Goals page.
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64. Click OK to return to the Details dialog box.
The goal is added to the top of the list of development goals.
66. Clear Fisher, Jack to continue the review and return to viewing Lindas entire
organization.
67. Click the Filter icon to open the Filter dialog box.
68. In the Active Filters section, clear Fisher, Jack.
69. Click Apply to return to the Talent Review dashboard.
70. You want to examine the ratings progress that Jack's team has made since last
year's talent review meeting. Select the Prior Meeting slider.
The Prior Meeting slider allows you to select up to two previous meetings to
review.
71. Drag the Prior Meeting slider to -1 to view the worker ratings from the previous
meeting.
The box chart now shows the ratings for Jacks team for the 2010 Swift Org
Talent Review meeting.
72. Select Show progress to view the ratings progress for workers from one
meeting to the next.
The box chart shows markers for workers in color to differentiate them. Each
worker is represented twice, with a line connecting the markers to show the
progress between the current and previous meetings. Workers who do not have
a previous score have only one marker.
73. The legend on the right shows which color represents each worker. You can
locate workers on the box chart by selecting their names in the legend.
Select Aaron, Scott.
74. You select an individual marker to view the ratings for that person. You can
select the marker for the current or previous ratings.
Select Aaron, Scott. The window shows the current ratings for Scott.
75. Deselect Show Progress. Drag the Prior Meeting slider back to 0.
76. Discuss how in the Succession Plans and Talent Pools section, you can add
workers to the plans and pools associated with the meeting, and create
additional plans and pools.
77. In the Succession Plans and Talent Pools section, for the Vision Senior
Director Succession Plan, click the Maximize icon.
78. In the Candidates section, scroll down the list of names to review candidates.
79. Select a worker on the box chart matrix and drag the marker to the Candidates
section. The worker is added to the bottom of the list.
80. In the Readiness column, demonstrate how you can update the readiness of
candidates.
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81. You can add a task and assign it to anyone in the organization to perform. You
want Linda Swift to invite Christina Ross to the implementation planning
meeting with managers in her team. Click Add Task to open the Add Task dialog
box.
82. In the Subject field, enter Invite Christina Ross to implementation meeting.
83. In the Due Date field, enter 1/31/14.
84. In the Description field, enter Invite Christina to the implementation planning
meeting to prepare to manage the project.
85. Now you need to select the person to whom you will assign the task. In the
Assignees field, click the Select Assignees icon to open the Select Assignees
dialog box.
86. In the Name field, click Search to open the Search and Select: Name dialog box.
87. In the Name field, enter Swift.
88. Click Search.
89. Select Swift, Linda.
90. Click OK to open the Select Assignees dialog box.
91. Click OK to open the Add Task dialog box.
The task will be added to Linda Swift's Worklist. You can edit the task or monitor
Linda Swift's progress on the task on the Review Action Plan page, which you
access from the Facilitator Overview page.
93. This concludes the talent review meeting.
Click Submit to save the meeting and retain the ratings. Later, you can monitor
actions assigned during the meeting.
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Talent Review Setup and Maintenance
- Workforce Development Setup Offering: Define Talent Review
Ongoing maintenance is also performed using Functional Setup Manager
Define Talent Review Tasks
353
Talent Review Setup and Maintenance Tasks

The setup tasks in FSM under Define Talent Review are:
Manage Talent Review Lookups

Manage Talent Review Value Sets
Manage Talent Review Descriptive Flexfields
Manage Talent Review Notifications
Talent Review Maintenance Tasks

354

Talent Review Options
Key Concepts:
Talent Review lookups

Value sets and descriptive flexfields
Talent Review notifications
Talent Review notes
355
Manage Talent Review Setup Options Defined

Talent Review Lookups
Talent Review includes a number of specific lookup types when scheduling and
conducting the talent review meeting. All of the lookup values are considered system
lookups and should not be modified.
Talent Review Flexfields
Talent Review provides two descriptive flexfield options, one on the configuration
template and one on the meeting scheduling component. Neither of these is enabled by
default, however, both can be configured via the Manage Talent Review Descriptive
Flexfields task.
Talent Review Notifications
The Manage Talent Review Notifications task allows users to enable and disable
predefined notifications. Since Oracle Fusion Profile Management is a foundation
product that is available in any Oracle Fusion installation, regardless of which other
talent management products are licensed, this setup page is "owned" by the Profile
Management product and may have already been configured.
356
Manage Talent Review Notifications Details
357
Demonstration: Talent Review Setup

Demonstration Scope
Review notification settings for Talent Review.
Demonstration Steps
Start Here
These task lists are expanded: Workforce Development - Define Talent Review Define Talent Review Settings
1. In the Manage Talent Review Notifications row, click Go to Task to open the
Manage Notifications page.
2. Click the Talent Review tab.
3. Note the notifications and whether or not they are enabled.
4. Click Done to return to the Manage Notifications page.
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Manage Talent Review Note Types

Talent Review Notes
Key Concepts:
Using Notes to attach information about a worker during a talent review

Assigning Note types to Notes to categorize them
Values for the note type are stored in the HRT_NOTES_TYPE lookup type
Exporting Notes to a spreadsheet
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Talent Review Note Types Details

Using Notes to Attach Information About a Worker
Notes are visible only within the context of the talent review meeting for which they are
created.
Assigning Note Types to Categorize Notes
Select a note type for the note to categorize it for future reference.
Storing Note Type Lookup Values
Lookup values for the note type are stored in the HRT_NOTES_TYPE lookup type. The
predefined values for note types are External, Internal, and General, but you can add
others to suit business requirements. You can access HRT_NOTES_TYPE lookup
types using the Manage Common Lookups task.
Exporting Notes to a Spreadsheet
You can export all notes for workers across all talent review meetings to review all notes
for a worker one at a time.
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Oracle Social Network for Talent Review

Key Concepts:

individuals about talent review meetings
Determine the Talent Review attributes to use with OSN
361
Manage Oracle Social Network Objects for Talent

Review Details
You can set up Oracle Social Network to work with talent reviews so key individuals can
share critical information with each other and enhance the talent review process. On the
Create Talent Review Meeting guided process pages, you click Social to access Oracle
Social Network and start a conversation about the meeting.
Determine the Talent Review Attributes to Use with OSN

You can add attributes that display with each conversation related to the object that
identify the object. You can enable any, or all of these attributes for Talent Review in
Oracle Social Network:
Talent Review Meeting

Meeting Date
Meeting Purpose
Meeting Status
Context Value
Context Value is used for flexfields, and includes these attributes:
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Flexfield Type: Descriptive Flexfield

Flexfield Name: Dashboard Meetings
Flexfield Code: HRR_MEETINGS
Usage Code: HRR_MEETINGS
Segment Type: Context
Segment Code: None

Key Concepts:
Determining how many templates to make

Configuring general template settings
Specifying box chart options and rating models to configure box chart
Specifying the data options to make available for a meeting
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Configure Talent Review Dashboard Options Details
Talent Review > Facilitator Overview > Talent Review Meeting Dashboard
The talent review configuration template controls the general layout of the box chart
matrix (often simply referred to as the nine-box, or n-box) as well as the data elements
and actions available during the talent review meeting. The template is broken down
into two sections. The first section provides configuration options for the box chart
analytic. The second section defines the data display options for the talent review
meeting dashboard.
364
Creating Templates for Specific Requirements

Use the following questions to determine when more than one template may be
required:
Does your enterprise use a standard set of rating models for performance,
potential, risk of loss, impact of loss, and talent score?
- If so, then a single template may suffice. If different rating models are used
within organizations or geographic regions, then separate templates are required.
Do you use a standard configuration for the box chart throughout the
enterprise?
- If so, you can use one template. When different configurations are required, for
example, by separate organizations or geographic regions, separate templates
are required. This would be the case, for example, if one organization used a
nine-box configuration, while another used a six-box configuration.
Do industry or legislative rules governing the use of data related to age,
gender, ethnicity, or religious affiliation, vary by organization or geographic
region?
- If so, then separate templates are required to cover the rules for each
organization or region.
Does your enterprise review compensation data at certain levels of the
organization or for some talent review meetings, but not at others?
- If so, then separate templates are required.
_______________________________________________________
Creating Templates Targeted for Specific Enterprise Requirements

You can create as many templates as required for your enterprise, or you may find that
the predefined template is sufficient. If your enterprise uses a standardized process for
your talent review meetings across organizations and regions, you may require only one
template that can be used for multiple meetings. If your enterprise employs a
decentralized talent review process, you can configure templates to customize talent
review meetings by industry, region, or organization.
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Talent Review Template Example
Configure Talent Review Dashboard Options > Create Talent Review Template
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Configure General Template Settings

General Template Settings
To create a template, you configure the following general template settings:
Template Name: Enter a template name that is meaningful and easy to identify
when you use it to create meetings.
Set: Select the appropriate set; however, this is deprecated functionality.
Status: Select Active to use the template for meetings, or Inactive to prevent it
being used before it is ready, or if it is no longer required.
Owner: Select the one person who is responsible for maintaining the template.
Maximum Number of Records: Select the number of records that you think the
meeting requires. Each record is equivalent to a worker instance. For example, if
the meeting review population is 300 workers, and you expect to compare them
to two previous meetings, set the number of records to 900 (300 x 3).
Include Succession Plans: Select this option to enable succession plans to be
associated with talent review meetings. Meeting participants can then view the
plans and add candidates to them in the meeting.
Talent Pool Details: Enable talent pools to be associated with talent review
meetings. Meeting participants can then view the pools and add members to
them in the meeting.
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Determine Design and Layout of the Box Chart

Box Chart Layout Options
Key Concepts:
368
Horizontal and vertical axis values determine the data that displays in the
box chart
Rating models determine the values that appear for the axis values you
selected, and the impact of loss and risk of loss ratings
Rating categories determine the box chart dimensions
Talent scores appear on the alternative view of the box chart
Box Chart Layout Details

Horizontal and Vertical Axis Values
The horizontal and vertical axis values you select determine the data that appears in the
box chart on the Talent Review dashboard. You can select two of the following for which
to display the data:
Performance rating: The overall performance rating is provided from the

performance document, or the updates provided in a talent review meeting, or
Compensation.
Potential rating: The rating that is provided from the person's Portrait or another
Overall Goals rating: The rating for the entire Goals section provided from the
performance document or Compensation.
Overall Competencies rating: The rating for the entire Competencies section
provided from the performance document or Compensation.
The ratings that appear in the meeting are the most recent profile ratings for workers
provided at the time the meeting starts, whether these come from the performance
document, another talent review meeting, the Portrait, or Compensation.
Rating Models
Select the rating models to provide the scale for the ratings that correspond to the axis
values you selected. You can then use the ratings to compare workers' scores for
performance, potential, overall goals, or overall competencies ratings. To display the
impact of loss and risk of loss ratings, you will also need to select the rating models to
evaluate those. The rating models you select should be consistent with those used to
rate workers elsewhere. For example, if you use the Overall Competencies rating for
one of the axes, you must select the same rating model used to rate the Competencies
section in the performance document.
Rating Categories Determine the Box Chart Dimension
The rating categories that are associated with the rating models you selected for the
horizontal and vertical axis values determine the box dimension. For example, if the
horizontal axis rating model has three rating categories, and the vertical axis rating also
has three rating categories, the number of boxes that appear in the box chart is nine (3
x 3). You can enter a label for each box in the chart to help distinguish the boxes in the
meeting.
NOTE: The performance and potential box chart labels you added in Performance
Management are not the defaulted values in the Talent Review template. You can add
the same labels, or create different ones.
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Talent Scores Appear on the Alternative View of the Box Chart

If your organization has set up a talent score rating model and uses it to rate workers,
you can also select to include talent scores to compare workers in the meeting. The
Talent Score box chart appears when you select the Talent Score button on the Talent
Review dashboard. The horizontal and vertical axis value box chart (X Versus Y) is the
default view, but you can change that in the template. The number of boxes on the
talent score box chart is determined by the number of rating levels contained in the
rating model. You can select the box chart labels for the talent score from the existing
values provided by the rating level Name field.
NOTE: You can use predefined rating models, or set up additional rating models in
Oracle Fusion Profile Management to make them available for the talent review. You
must use the same rating model throughout Talent Management for the data to flow
correctly through the applications.
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Select the Data Options

When creating the template, you select which data options to make available for a
meeting:
Filters: These data options include filters which can be used to change the
population of workers showing in the meeting box chart according to
characteristics such as job and location, and whether meeting participants can
review workers' performance evaluation, goal, profile, or compensation
information.
Actions: Data options also include which actions can be used in the meeting,
such as adding goals or using the holding area. You can also select to enable the
Potential Assessment, a questionnaire used to calculate the worker potential on
the Prepare Review Content page.
Diversity Data: Data options also include which diversity-related information,
such as ethnicity, gender, and age, can be viewed.
Analytic and Worker Detail Controls: When creating a meeting from the
template, the facilitator can choose to make some of the data options unavailable
for the meeting.
_______________________________________________________
You determine which data and actions to make available to participants in a talent
review meeting by setting it up in the template used to create the meeting. The facilitator
can further restrict some template options when creating and scheduling a meeting.
When you decide which data options and actions to make available in a template,
consider what information you want to expose to the meeting participants. For example,
for a meeting of high-level managers, you may want to show compensation data, but
not in meetings that include lower-level managers. Your organization may also have
policies requiring that certain data, such as age or religion, not be exposed to others.
You must decide the options and actions to include from the following types:
Analytic
Detail-on-demand
Population filters
Action
Color code
371
Managing Talent Review Meetings
Meeting facilitators use the Overview page to access Talent Review tasks
Participants and reviewers access the Talent Review Content Preparation
page
_______________________________________________________
Review Talent tasks include:
372
Conduct Talent Review

Manage Talent Review Data
Create Talent Review Meeting
Talent Review Overview Page

Key Talent Review Overview Page Actions
HR specialists use the Talent Review Overview page to access pages where they:
Create talent review meetings

Review content submission progress
Conduct the meeting
Review action plan
373
Talent Review Overview Page Details

Create Talent Review Meetings
Schedule talent review meetings and determine the organization being reviewed, along
with the participants who attend and update data beforehand.
Review Content Submission Progress
Track the progress of reviewers who are responsible for submitting updated profile data
for the persons being reviewed in the meeting.
Conduct the Meeting
Start the meeting and access the Talent Review dashboard where the meeting is
conducted.
Review Action Plan
Review and manage tasks created in the meeting and create additional ones.
374
Create Talent Review Meetings

Key Actions
Select a template
Specify the business leader
Select a facilitator
Schedule the meeting
Set the data submission deadline
Select content
Select prior meeting
Include succession plans and talent pools
Select participants
Select the review population
Notify reviewers to update worker profile data
Create a conversation using Oracle Social Network
375
Talent Review Meetings Key Actions

Select a Template
Select an existing talent review meeting template that contains the rating models that
will be used, and available content that can be rated.
Specify the Business Leader
The business leader is the senior manager for the organization under review. It can be a
manager at any level of an organization.
Select a Facilitator
The facilitator is the person who is responsible for scheduling and running the meeting.
You can have more than one; any facilitator can manage the meeting.
Schedule the Meeting
Select the meeting start date. Meetings can be saved and concluded at a later date.
Set the Data Submission Deadline
Date by which reviewers must submit updated profile data.
Select Content
You can determine what content types are available to view and calibrate in the meeting
reviewed. Performance, potential, and talent score ratings can be calibrated before or
during the meeting. Risk of loss and impact of loss can be updated before the meeting
by reviewers. Mobility cannot be changed.
Select Prior Meetings
You can include ratings from up to two prior talent review meetings to compare the
progress of workers between the previous and current meetings. You can select from
non-canceled meetings that use the same ratings models for the horizontal, vertical,
and talent score ratings, and that are associated with the same organization of the
business leader specified for the meeting you are creating.
Include Succession Plans and Talent Pools
You can select succession plans and talent pools to appear in the talent review
meeting. The plans and pools appear on the dashboard, and the facilitator can drag
workers to them. The plans and pools that are eligible to be included are those owned
by the facilitator creating or editing the meeting. You may want to include only
succession plans and talent pools that are most relevant to the review population to be
discussed during the meeting.
Select Participants
Select the managers whose direct and indirect reports are being reviewed.
376
Select the Review Population

Select the workers to be reviewed during the meeting.
Notify Reviewers to Update Worker Profile Data
Reviewers are notified automatically when the meeting schedule is submitted and
provided a link to update data before the meeting.
Create a Conversation Using Oracle Social Network
Click the Social link on any of the Create Talent Review Meeting pages to access
Oracle Social Network to start a conversation about the meeting. Share the
conversation with others in the organization you select to gather their feedback and
ideas. Use the additional information you get from conversations enhance the talent
review business process.
377
Create Talent Review Meeting Pages
Talent Review > Talent Review Overview > Create Talent Review Meeting
378
Create Talent Review Meeting Pages Overview

Talent Review Template
The talent review template, created in FSM, contains the rating models used to
compare worker profile data, along with data options and population filters that can be
included in the meeting.
Participants
You can select managers from the management hierarchy of the leader whose
organization is scheduled for review, or additional managers, to participate in the
meeting. You also determine the level of participation by selecting whether the manager
is a reviewer, who is responsible for ensuring that content is entered by the data
submission deadline, or a participant who can attend the meeting, but does not submit
data.
Review Population
As facilitator, you can select direct and indirect reports of the reviewers and
participants, or anyone else in the organization you have permission to access.
379
Prepare Data Content Before a Talent Review Meeting

Prepare Data Content
Key Actions:
380
Reviewers review and update ratings for the horizontal and vertical axis
values chosen (performance, potential, goals section, or competencies
section), talent score, risk of loss, and impact of loss for direct and indirect
reports
Answer questions in the Potential Assessment to calculate a potential
rating
Ratings appear in the talent review meeting and in the worker profiles
Reviewers can grant access to their direct reports who are managers to
prepare content for their own direct reports
Reviewers can create notes for a person whose ratings they are updating
that can be accessed in the meeting, or access notes that were created in
the meeting
Reviewers can preview how the data they have added appears on the
meeting box chart
Prepare Review Content Page

Accessing the Prepare Review Content Page
The Prepare Review Content page is available to reviewers after the talent review
meeting is scheduled. Reviewers receive notification to prepare content data for the
meeting and can access the Prepare Data Content page at that point. They can access
the page either by clicking a link in the notification, or using the Navigator, by selecting
the Career down arrow in the Manager Resources section, then selecting Talent
Review. On the Overview page, they can click the links to prepare review content, or
grant access to another manager to prepare the content.
On the Prepare Review Content page, reviewers can update performance, potential,
risk of loss, impact of loss, and talent score ratings. To view a preview of how the data
will appear in the meeting box chart, they can click the View button.
_______________________________________________________
Manager Resources > Career >Talent Review > Prepare Review Content
381
Potential Assessment
Key Concepts:
382
Complete the potential assessment questionnaire to rate worker potential

Access on the Prepare Review Content page
Use Potential rating model to rate workers
Add and edit questions to accurately rate workers
Potential Assessment Example
383
Potential Assessment Details

Complete the Potential Assessment to Rate Worker Potential
The potential assessment is a predefined questionnaire that allows managers to rate
worker potential by answering a series of eight questions rather than just selecting a
rating. You respond by selecting a response for each question using either a radio
button or a choice list. A rating is calculated based on the values for the selected
responses. The manager can select a different rating than the calculated value, if
desired.
Potential Assessment Access
Managers access the potential assessment on the Prepare Review Content page by
clicking the Potential Assessment button that appears in the column next to the
Potential Rating column. Potential assessment is available when potential rating is used
as an axis value in the talent review.
Note: The Potential Rating column name may vary, depending on configuration.
Use Potential Assessment Rating Model to Rate Workers
The potential assessment uses the values associated with the short descriptions in the
Potential Assessment rating model to calculate the rating. The predefined Potential
Assessment rating model has three rating levels, with the accompanying short
descriptions. The Potential Assessment rating is converted to the Potential rating model
used to actually update the worker profile. The table compares the rating levels and
short descriptions of the Potential Assessment and Potential rating models.
Add and Edit Questions to Accurately Rate Workers
384
You can add or remove questions in the potential assessment, or edit existing questions
to accurately reflect your business process. You can also edit some general attributes of
the potential assessment, such as the name and instruction text. However, you cannot
replace the potential assessment questionnaire with another questionnaire. When you
add questions, you can select a response type of either Radio Button List or Single
Choice from List. You can also edit the short description. To edit the potential
assessment, click the Manage Potential Assessment link on the Talent Review
dashboard.
385

Key Concepts:
386
Facilitator can determine at a glance which reviewers have submitted

content rating updates before the meeting
Facilitator can send reminder to reviewers who have not submitted their
updated content
Conduct Talent Review Meetings

Conduct Talent Review Meetings
Key Concepts:
Comparing and rating worker performance and potential, and talent scores
Filtering population to view according to job, location, or other categories
Selecting color codes to highlight workers
Create succession plans and talent pools and add workers to associated
plans and pools
Assigning tasks to participants, the review population or others in the
organization
Viewing performance, compensation, and other detailed worker information
Printing worker profiles
Submitting completed talent review meetings
387
Compare and Rate Worker Performance and Potential,

and Talent Scores
You can compare and rate workers by:
Scrolling over worker names to view current ratings: Review population

workers appear as markers on the box chart matrix.
Moving markers from one box to another: You can either use the Move
Marker option, or drag one or multiple markers to another box, to update worker
performance and potential ratings. The markers move to the boxes that map to
the ratings. On the Talent Score box chart matrix, you can also move workers by
updating talent scores or dragging them to another box.
Moving markers to and from the Holding Area: You can use the Move Marker
option to move selected workers to the Holding Area if you do not need to review
them, or move them from the Holding Area back to the box chart by providing
performance and potential ratings. On the Talent Score box chart matrix, you can
also move workers to and from the Holding Area by dragging or updating the
talent score.
Showing progress between meetings: Select the Show progress option and
move the slider back to the previous meetings selected when the facilitator
created the meeting to compare worker ratings between the current meeting and
previous meetings.
_______________________________________________________
Talent Score Box Chart Matrix

The Talent Review Meeting dashboard provides a box chart matrix to rate and view
talent scores, in addition to the box chart matrix for Performance and Potential. Click the
Plot Talent Score button to view the Talent Score box chart matrix.
Holding Area
The Holding Area contains workers who do not have ratings, either because no ratings
were provided, or they were rated using rating models different from those used during
the meeting. When you move workers to the Holding Area during the meeting, their
ratings are removed in the meeting. However, their original ratings are retained in the
profile; null values from being moved to the Holding Area do not update to the profile
when the meeting is submitted.
388
Filter Population
Use the population filters to restrict the view according to:
Subordinate Level: Select values to view only the review population for those
levels. Level 1 is the direct reports of the business leader, level 2 represents the
indirect reports, and so on. People in the review population who are not part of
the business leader's organization are not filtered using the subordinate level
filter.
Team: Select participant names to compare the direct or indirect reports of those
participants.
Job or Location: Select particular jobs or locations to view only the workers who
match those criteria.
Grade: Specify grades to view only workers in the selected grades.
Competency or Proficiency: View only the workers who possess the
competencies you select, or have achieved the proficiency levels.
You can filter to fine detail by selecting additional filters. For example, you can select a
particular job and location to view only those workers with that job from that location. If
you select multiple locations, then youll see all workers with that job in all the selected
locations.
389
Viewing by Color Code

Select color codes to:
390
Distinguish markers by color code: Select a category, such as job or location,

to view the markers by color code to easily distinguish them.
Highlight workers: The category details, such as the different jobs represented
by the workers, appear in the legend. Scroll over the category in the legend to
move the non-selected level to the background and view the workers in the
selected category more clearly.
Show average: Select the Show Average option to view the average
performance and potential ratings of all the workers for each category selected in
the Color Code. The larger the marker representing the category, the higher the
performance and potential averages.
Creating Succession Plans and Talent Pools and

Adding Workers to Them
Use the Succession Plans and Talent Pools region to:
View succession plans and talent pools that were associated with the
meeting when it was created.
Drag workers from the box chart to the succession plans and talent pools.
Create new succession plans and talent pools.
_______________________________________________________
When you create new succession plans and talent pools, you cannot immediately add
workers to them in the meeting. To add workers to the plans and pools you created, you
must save and close the meeting, edit the meeting to include the plans and pools you
created, then restart the meeting. The new plans and pools appear in the Succession
Plans and Talent Pools region, and you can drag workers to them.
391
Viewing Information Analytic Options

Use the information analytic options to:
View Risk of Loss, Impact of Loss, and Mobility: Select the categories to
distinguish the workers according to their ratings using shapes.
View Names: Select this show names option to see the names of the workers in
the box chart, or hide the names if the chart is too crowded to clearly see the
worker markers.
_______________________________________________________
You can use up to two of the Risk of Loss, Impact of Loss, and Mobility analytic options
at one time. When you select the options, a legend appears with the analytic options
that appear on the box chart. Scroll over the category in the legend to move the nonselected level to the background and view the workers in the selected category more
clearly.
392
Perform Actions
You can perform these additional tasks on the dashboard:
Add tasks: Assign tasks to one or more individuals in the organization, and
manage the tasks as part of the action plan later.
Move workers: Move selected workers within the box chart matrix or to the
Holding Area.
Assign goals directly to workers: Assign performance or development goals to
a worker you select in the box chart matrix.
Add notes: Add notes about the meeting.

Find and select workers: Use the Find action to find and automatically workers
on the box chart by either their name, or by their manager's names. You can also
select all workers on the box chart.
Print Profile: Print profiles for all, or selected workers in the meeting.
Compare: Compare the selected person to another person or a job profile.
Zoom In or Out: You can select particular boxes in the box chart matrix to view
in greater detail and more easily distinguish workers.
_______________________________________________________
Assigning Goals
To assign goals to workers, Oracle Fusion Goal Management must be enabled. You
can create new performance and development goals, or add goals from the goal library.
The goals are added to the goal list of workers which they and their managers can
access to view and update using the Goal Management business process.
Printing Profiles
When printing profiles, you can select the information to print, including whether to
include performance information, goals, career options and interests, and education and
qualifications details.
393
Showing Worker Information Details

Click the Show Details button for a marker you select to view detailed worker
information:
394
General information: View or add Notes and Kudos that pertain to the worker.
Succession: View the succession plans where the worker was added as a
candidate, and plans created to replace the worker at the appropriate time.
Experience and Qualifications: View skills, competencies, areas of expertise,
degrees, and other qualifications; the same information that appears on the
Experience and Qualifications portrait card.
Performance: Current ratings from the most recent performance document or
updated ratings, and performance history for up to the last three performance
documents that use the same rating model selected for the talent review
meeting.
Goals: View the workers current performance and development goals, and add
or create additional goals that workers and managers can manage using the
Goal Management business process
Compensation: Current salary, salary history, compa-ratio, and other
compensation data from Compensation Management.
Submitting Meetings
When you submit the completed talent review meeting:
The calibrated ratings are written to worker profiles.

You cannot calibrate ratings or move workers on the box chart.
You can still perform actions such as adding tasks and notes, printing the profile,
and adding workers to succession plans and talent pools.
395
Review Action Plan

Review Action Plan
Key Concepts:
396
Facilitator reviews tasks from meeting

Add more tasks or edit tasks as required
Review Question 1
If your enterprise uses multiple rating models to measure performance ratings for
workers, you should use the same talent review template for all the different
rating models.
1. True
2. False
397
Review Question 2
To configure the talent review box chart, you must select both performance and
potential rating models.
1. True
2. False
398
Review Question 3
Which of the following ratings models are available for a talent review?
1.
2.
3.
4.
Performance and potential

Talent score
Risk of loss and impact of loss
All of the above
399
Review Question 4
Only the data and actions you specify in the template are available to use in a
1. True
2. False
400

Review Question 1: If your enterprise uses multiple rating models to measure
performance ratings for workers, you should use the same talent review template
all the different rating models?
2. False
Review Question 2: To configure the talent review box chart, you must select
both a performance and potential rating model.
2. False - You can select additional rating models, depending on what data you want to
appear in the box chart
Review Question 3: Which of the following ratings models are available for a
talent review?
4. All of the above
Review Question 4: Only the data and actions you specify in the template are
available to use in a talent review meeting.
1. True
401
Review Talent and Define Talent Review Highlights

402
Define Oracle Fusion Talent Review

Configure a Talent Review Meeting
Prepare Content Before a Meeting
Conduct a Talent Review Meeting
Lesson 9: HCM Talent Management Course Summary

HCM Talent Management Course Summary Highlights
In this course, you should have learned to:
Describe the key concepts of Oracle Fusion Talent Management that

determine a successful implementation
Discuss the key integrations of Oracle Fusion Talent Management with
other HCM products
Master Oracle Functional Setup Manager (FSM) for implementing Oracle
Fusion Talent Management
Use the Oracle Fusion Talent Management products to manage goals,
questionnaires, performance evaluations, succession plans, talent pools,
and talent review meetings
403
404
Lesson 10: Appendix

Oracle Fusion HCM Cloud Service
Lesson 10: Appendix
The Oracle Fusion HCM Cloud Service delivers a complete HCM solution which
includes the following:
Global HR
Payroll
Compensation
Benefits (included with a subscription to Global HR)
Workforce Predictions
Workforce Lifecycle Manager
Succession and Talent Review
Goal Management
Taleo Recruiting
Taleo Learn
This service helps drive better resource plans, employee alignment, and regulatory
compliance with integrated enterprise social networking tools, business intelligence, and
mobile data access.
405
Key Differences between Cloud Deployment and Onpremise
406
No access to database to run SQL or any other db commands

No access to JDev or the Skin Editor
Cannot perform Application Development Framework (ADF) customizations
No direct access to Enterprise Manager and Application Server
No ability to develop and deploy custom Java or PL/SQL code
No access to Service-Oriented Architecture (SOA) Suite - ability to develop
/deploy Custom Composite Applications
No access to Oracle Business Intelligence Applications (OBIA) and Data
warehousing; however, users can use Business Intelligence Publisher (BIP) and
Oracle Transactional Business Intelligence (OTBI) for reporting
Cloud customers will not be able to configure new Data Sources and will not get
BI Administrator access
Cloud customers are provisioned two environments (Test and Production).
Additional Test environments can be purchased.
For Public Cloud, services are available to the general public and offered on a
subscription basis, with no requirements to buy additional licenses or support.
For Private Cloud, services are offered for Oracle software and hardware and are
available internally, behind a firewall.
Lesson 10: Appendix
Oracle Cloud Security Practices and Policy

Documents
Oracle Cloud Hosting and Delivery Policies
Oracle Cloud-SaaS Hosting and Delivery Policies

(http://www.oracle.com/us/corporate/contracts/cloud-hosting-delivery-policies1881437.pdf) (PDF)
Oracle Cloud-SaaS Enterprise Hosting and Delivery Policies
(http://www.oracle.com/us/corporate/contracts/cloud-ent-hosting-del-policies1881438.pdf) (PDF)
Data Processing Service Agreement
Data Processing Agreement

(http://www.oracle.com/us/corporate/contracts/cloud-processing-agreement1880936.pdf) (PDF)
Oracle Fusion Cloud Service Descriptions
Oracle Fusion Cloud Service Descriptions

(http://www.oracle.com/us/corporate/contracts/oracle-fusion-cloud-service-desc1843611.pdf) (PDF)
All documents are available on Oracle.com/Contracts.
Select Oracle Cloud Services

(http://www.oracle.com/us/corporate/contracts/cloud-services/index.html).
Review cloud specific documents as listed.
Direct questions regarding cloud policies to the global business practices team
for guidance.
407
Lesson 10: Appendix
Fusion Applications Cloud Service Options

Requested through My Oracle Support (MOS) as Service Requests (SRs)
Lesson 10: Appendix
For details about Fusion Cloud Service options and procedures, see MOS article
#1534683.1.
408
Oracle Cloud Change Management

Regular Maintenance
Oracle Cloud Operations reserves the following regular maintenance windows targeted
to occur during the statistically lightest utilization period for that deployment region.
Mandatory monthly application patching cycle (For example, Patch Bundles)

cadence is Test environment first followed by production two weeks later
Optional weekly as-needed one-off patching
Optional weekly accumulated one-off patching
4-6 month application upgrade cycle
1 year tech stack and infrastructure upgrade cycle (For example, Exadata,
Exalogic, OS, firmware, switches, load balancers, firewalls, hypervisor, database)
Most maintenance is applied Friday evening through Saturday morning (for each
time zone)
For more information on HCM patch bundles, see MOS article # 1554838.1.
Planned Maintenance
Schedules for planned maintenance may be viewed on the Oracle Cloud Customer
Portal. Oracle will endeavor to provide customers with five business-day advance notice
if a different maintenance window is required. Maintenance extension alerts will also be
posted on the Customer Cloud Portal.
Emergency Maintenance
Oracle will apply emergency maintenance as required to maintain the operation,
security, and performance of the Oracle Cloud services. Emergency maintenance may
include, but is not limited to, the application of patches, configuration changes,
hardware repair, or other required activities.
409
Lesson 10: Appendix
Oracle Fusion HCM Cloud Service Patching and

Upgrades
Patching
Patch Bundles are applied monthly: 1st Friday on Test and 3rd Friday on
Production
If necessary, technology stack fixes will be applied on the 2nd and 4th Friday of
the month
Oracle offers standard patching and release cycle for SaaS customers. First, patch
bundles are applied to Test environments on the 1st Friday of the month. Then on the
3rd Friday of the month, the same patch bundle is applied to Production instances.
There could be times (for a few weeks) when your Test instance and Production
instance will not be identical from a patch-level standpoint. Functional fixes are applied
during these patch windows.
Remember, though, that Oracle proactively patches. Sometimes the functional patch
window does not afford the opportunity to make non-functional fixes to the tech stack.
To avoid problems across the fleet, Oracle sometimes has to introduce patches to the
tech stack on the 2nd and 4th weeks of the month. We give notice, but the trade off
here is that you will have more reliable, stable environment, but may experience
additional planned outages. This is only done when technical patching cannot fit in the
functional patch windows shown on the slide.
In addition to the monthly patches, we may also have one-off weekly patches consisting
of fixes addressing your critical features, capabilities that impact your project timeline
drastically. We can work with you to identify the one-off patches you need to apply
based on your project needs and plan. If you choose to take up these aggregated oneoff patches, there will be downtime on Wednesday/Thursday to apply these patches in
your Staging environment.
Patching Guidance for Implementation Planning
410
Lesson 10: Appendix
Plan Go-Lives 1 2 weeks after Monthly Patch Bundle is applied to Production

- Latest fixes applied before Go-Live
- Sync up Prod and Test
Production to Test (P2T) refresh requires same patch level in Prod and Test
- Perform P2T after Monthly Patch Bundle
- Schedule, plan for P2T well in advance
Lesson 10: Appendix
411
Upgrades
Typically two upgrades are provided each year.

Cloud Fusion Applications release numbers are the same as on-premise.
A Cloud upgrade may include multiple releases.
Oracle communicates logistics and whats new before, during, and after the
upgrade in many forms.
Upgrading HCM Cloud customers occurs over several months:
- Oracle accommodates customers schedules and implementation status
when scheduling an upgrade.
- Customers may defer an upgrade, but must eventually accept it.
Upgrades are applied to Test environments first and, after customer validation, to
Production environments:
- Test environments are upgraded throughout the week.
- Production environments are upgraded during weekends
412
Customers must plan for and execute upgrade validation.
Lesson 10: Appendix
Lesson 10: Appendix
413
Customer Benefits of Oracles Cloud Upgrade

Solution
Provides return on customers investments in the HCM Cloud Service

Provides functional and technical enhancements and fixes
- Feature/function improvements
- Usability enhancements
- Technical updates
414
Re-establishes the baseline for future updates

Eliminates the conventional problem of being stuck with an obsolete software
version
Lesson 10: Appendix
Special Upgrade Considerations

Production-to-Test (P2T) Content Migration
If requested, a copy of Production will be taken and placed on the Test environment first
to simulate future Production upgrade. This will add an estimated 24 hours to the
downtime in Test, depending on the volume of data. Any data in Test will be overwritten.
Customers in production should always migrate their Production environment to the
Test environment as part of the upgrade, unless they have recently done this migration
and are confident that the two environments are closely aligned.
Language Packs
If more than one language pack is currently installed, customers must provide
authorization to apply any additional language packs at the time of the upgrade. There
will be an additional 3-hour outage required for each language pack for both Test and
Production.
Coexistence through HR2HR (for customers subscribing prior to April 2013)
If requesting a P2T as part of customers' Test upgrade, customers will need to
coordinate a copy of their E-business Suite/People Soft (EBS/PS) database as well and
change necessary configurations in the source system before resuming HR2HR use in
Test.
Patching During the Upgrade Window
Prior to starting upgrades for the HCM Cloud Fleet, restrictions will be put in place to
limit patching, to ensure consistency across all customer environments that are being
upgraded.
415
Lesson 10: Appendix
Recommended Customer Upgrade Validation

Procedures
Develop Upgrade Validation Plan
Review testing plans and scripts originally prepared for the implementation
project to test the same scenarios in the newly upgraded environment.
Review any communications or training materials and guides for feature/function
changes due to the upgrade, to incorporate them into the customer's validation
strategy.
Perform Post-upgrade Validation
Configuration: Review the setup for primary code values, such as Departments,
Locations, Jobs and confirm that all appear to be the same as they were prior to
the upgrade.
Employee Data: Create and run a few simple reports on employees showing
their personnel and assignment information prior to the upgrade. Then run the
same reports again after the upgrade to verify that the information appears the
same as prior to the upgrade.
Reports: Run a few regular reports and confirm they are working correctly.
Integrations: Run a test of each of the customer's integrations to confirm that
they are all working properly.
Security: Sign on to OIM and verify that you can query all of the customers
organizations. Create a new user and assign roles.
Special Considerations
Single sign-on: Verify that you are still able to sign in successfully using
Lightweight Directory Access Protocol (LDAP) accounts.
E-mail notifications: If you previously had e-mail notifications turned off in Test,
you can control this as part of the customers user account settings. Make sure
that you have selected the Suppress User Account and e-mail Notifications
option in the Manage Enterprise HCM Information task.
Multiple languages: Verify that each of the language packs is still available and
working properly.
Upgrade Problem Reporting
416
Log a Service Request (SR) through My Oracle Support (MOS), providing as

much documentation as possible including pre-upgrade and post-upgrade
behaviors.
Oracle will provide problem reporting guidelines for each upgrade (For example,
SR naming conventions, problem categorization types to use).
Lesson 10: Appendix
Note: You can use the Oracle Product Features

(https://apex.oracle.com/pls/apex/f?p=24153:100:100491633520435) tool to compare
release features prior to an upgrade.
Lesson 10: Appendix
417
Oracle Cloud Environment Management

Cloud customers need to know the recommended approach to using the environments
provided to them.
Several factors contribute to recommending a strategy:
Cloud Service Level Objectives and Service Entitlements

Current Service capabilities
Customer project lifecycle: initial implementation versus subsequent
implementation
Customer size and complexity
The guidance will evolve as additional capabilities roll out.
418
Lesson 10: Appendix
Available Environments
A standard Fusion HCM Cloud Service subscription provides two environments Production environment and Test environment.
Production Environment: The production environment is intended to support

the ongoing management of your Fusion HCM Cloud Service applications in
production. Content should not be created in the production environment prior to
going live unless absolutely necessary. Use should be restricted to only
production.
Test Environment: The test environment supports all non-production related

activities for managing the HCM implementation lifecycle. Focus should be on
applying and testing implementation activities prior to putting them into
production. An exception to this is Conference Room Pilot(s).
Customers may purchase additional Test environments for other purposes (For
example, Payroll parallel runs, feature development, familiarization/training, and internal
demos).
419
Lesson 10: Appendix
Environment Management Services and Tools
420
P2T Content Migration Utility: Copies Production data to Test

Setup migration through Functional Setup Manager (FSM)
Flexfield Metadata Migration through FSM
Page Composer UI Extensions Migration through Fusion Middleware (FMW)
and/or CSM (Customization Set Migration, new with Release 7)
BI/Reporting Migration through Oracle Transactional Business Intelligence
(OTBI)/ Business Intelligence Publisher (BIP)
Refresh of Test environment: Provides the customer with a new Test
environment
Data load Delete Scripts: Removes bad/incomplete data from tables during initial
implementation (through Oracle Support)
Lesson 10: Appendix
Content Migration Solutions

During your implementation lifecycle, you will migrate content between the Production
and Test environments.
The Content Migration Solutions between Fusion HCM Cloud Service environments are
classified in terms of the direction from which content is migrated.
Test-to-Production (T2P) - Migrations occur for one type of content, such as

business intelligence or functional setup, at a time
Production-to-Test (P2T) - Typically migrates an entire production environment
to test and, in doing so, overlays the entire contents of the test environment
421
Lesson 10: Appendix
Test-to-Production Migration
The Fusion HCM Cloud Service supports migration of several of the most common
customer configurations from the test environment to the production environment. The
typical use case for such configurations is performing your configurations in the test
environment, validating that you configured them correctly, and migrating them to the
production environment.
Test-to-Production Solutions for Common Configurations
422
Lesson 10: Appendix
Production-to-Test Migration
Migrates database content from Production to Test

Overwrites Test environment which is unavailable for 1 day
Both environments must be at the same patch level
- Recommendation: Time the P2T right after monthly Production patch bundle
Service is on request
- Recommendation: Get on the P2T schedule well in advance
Production user definitions are migrated
- Typically, Production users should not access Test
- Test users must be recreated
Content Migrated
1. All transaction data and functional setup data in the Fusion Applications schema
2. File attachments (for example, agreements, orders) stored in Universal Content
Management (UCM)
3. Flexfield customizations
4. Metadata Services (MDS) customizations (for example, Oracle Composer
changes)
5. BI Web Catalog and Repository Definition (RPD)
6. Oracle Data Integrator (ODI) repository
7. WebCenter contents
423
Lesson 10: Appendix
Setup Migration through FSM
Migrates setup from one environment to another

- Typical use case is migration from Test to Production
Migrates all setup for a Logical Business Object (LBO)
- Scope, an FSM concept, allows row-level migration but is not enabled for many
HCM LBOs
Target to Source migration rules:
- Setup from target will be inserted into source if it does not exist in the source
- Setup rows from target that exist in the source will be updated with changes
from the source
- General Rule: Effective Start Dates must be the same to be considered as a
match
For more information, see FSM Help: Manage Export and Import Processes.
424
Lesson 10: Appendix
HCM Setup Migration

The following table identifies the Logical Business Objects (LBOs) for which FSM
migration is supported with Release 7.
Also Supported:
FSM Migration for Common and Shared LBOs (for example, Common Look-ups,
Flexfield Definitions, Business Unit)
Comp Plan Migration via XML Export/Import function on the Comp Plan Setup UI
425
Lesson 10: Appendix
Extensibility Migration
The following table identifies key enablers for migration extensibility configurations from
one environment to another.
Lesson 10: Appendix
For more information, see the white paper Managing Fusion HCM Cloud Service
Environments (MOS article # 1537461.1).
426
Oracle Cloud Backup Policies
Online backup of the database, code tree, and archive logs are performed by
Oracle for Production environments.
Backup is for Oracle's sole use in the event of a disaster.
Backup is made to disk daily and copied to tape twice a week.
Backup is maintained at an offsite storage facility for 5 weeks.
The offsite tape storage vendor (PCI certified for tape vault mgmt) takes the
tapes offsite on a daily basis.
Data stored in the backup tapes for the service is encrypted using strong
cryptography (AES-256 bit) and a True Random Number Generator (TRNG) for
the generation of strong keys.
Restoration of data from the stored backup tapes is tested twice annually.
427
Lesson 10: Appendix
Oracle Cloud Disaster Recovery Objectives
428
Oracle provides a service option for customers requiring faster recovery

responsiveness than that Oracle already provides to its Cloud customers through
its business continuity plan and service level objective of 99.5% uptime.
The enhanced service provides contractual confirmation of DR efforts recovery
point of no more than one hour and a faster recovery time objective (no more
than 12 hours).
Lesson 10: Appendix
Know How to Work with Oracle SaaS
Understand key differences between On-premise, SaaS by other providers, and Oracle
SaaS.
Oracle SaaS offers several services and resources to help you perform successful
customer engagements.
First, understand how to work effectively with Oracle Support. They are the
primary team you should be contacting for any issues or guidance you might
need during implementation. There are few best practices to triage and escalate
the issues. Be aware of those and apply whenever situation arises.
Oracle Operations team is like the IT team performing technical operations on

your Cloud services. Be aware of how the team performs certain routine proactive tasks such as patching. Also know what specific cloud service-related
requests the Oracle Ops team will be performing on your behalf. Understand how
you, as an implementer need to request for these.
Oracle COE is available to assist and guide you during implementation.

Understand its function and leverage Oracle COE appropriately during or after
the implementation.
429
Lesson 10: Appendix
Lesson 10: Appendix
430

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THESE eKIT MATERIALS ARE FOR YOUR USE IN THIS CLASSROOM ONLY.

COPYING eKIT MATERIALS FROM THIS COMPUTER IS STRICTLY PROHIBITED

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Fusion Applications: HCM

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This document contains proprietary information and is protected by copyright and

Restricted Rights Notice

U.S. GOVERNMENT RIGHTS

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Talent Management Course Overview .........................1

Lesson Objectives ...................................................................................... 1

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Lesson Objectives ...................................................................................... 7

Manage Goals and Define Worker Goal Setting..........99

Manage Goals and Define Worker Goal Setting Objectives ............................. 99

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Content Subscribers .................................................................................

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Demonstration: Goals Profile Options ...................................................... 123

Define Questionnaires ............................................. 171

Define Questionnaires Objectives .............................................................. 171

Manage and Define Worker Performance ................ 191

Manage and Define Worker Performance Objectives .................................... 191

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Questionnaire Controls............................................................................. 184

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Demonstration: Performance and Potential Box Chart Labels ..................... 250

Manage Succession Plans and Talent Pools ............. 295

Objectives .............................................................................................. 295

Review Talent and Define Talent Review ................. 343

Review Talent and Define Talent Review Objectives ..................................... 343

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Add Candidates to Plans Example............................................................ 314

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Prepare Review Content Page ................................................................. 381

HCM Talent Management Course Summary ............. 403

HCM Talent Management Course Summary Highlights ................................. 403

Appendix ................................................................ 405

Oracle Fusion HCM Cloud Service .............................................................. 405

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Lesson 1: Talent Management Course Overview

Identify the purpose of this course

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Lesson 1: Talent Management Course Overview

Use Oracle Fusion Workforce Development to perform functional or

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Lesson 1: Talent Management Course Overview

Using Goal Management

Performance Management Setup (continued)

Performance Management Administration Manage Succession Plans

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Outline of Course Hands-On Activities

You perform these functional tasks:

Find Best Fit of a worker to a job

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Lesson 1: Talent Management Course Overview

Oracle Fusion Resources

Oracle Fusion [Your Offering] Implementation Student Guide (this guide)

Oracle Fusion Applications Workforce Development Implementation Guide