Management Cloud Oracle Talent · Worker Goal Assignment 2 Goal Plan Sets Goal plan sets are used...

Oracle TalentManagement Cloud

Using Goal Management

20B

Oracle Talent Management CloudUsing Goal Management

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Authors: Sweta Bhagat, Richard Kellam, Megan Wallace, Hema Hardikar, Jeevani Tummala, Gayathri Akkipeddi, Malini Sampathkumar

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Contents

Preface i

1 Worker Goal Assignment 1Overview of Goal Management .................................................................................................................................................. 1

How You Manage Performance Goals for Your Reports ..................................................................................................... 2

How You Make Performance Goals Available to Workers ................................................................................................... 3

FAQs for Establish Worker Goals .............................................................................................................................................. 4

2 Talent Proles 7Overview of Talent Proles ......................................................................................................................................................... 7

Talent Prole Summary ............................................................................................................................................................... 8

Compare Proles and Find the Best Fit ................................................................................................................................... 9

FAQs for Compare Proles and Find the Best Fit ................................................................................................................ 31

Create and Update Proles ....................................................................................................................................................... 32

FAQs for Create and Update Proles ..................................................................................................................................... 41

Modify Talent Proles ............................................................................................................................................................... 44

3 Goal Management 49How You Manage Performance Goals .................................................................................................................................. 49

Manage Your Goals ................................................................................................................................................................... 49

Administer Goals ......................................................................................................................................................................... 51

Performance Goal Measurements .......................................................................................................................................... 53

Goal Actions ................................................................................................................................................................................. 54

Mass Approve Goals .................................................................................................................................................................. 56

FAQs for Goal Management .................................................................................................................................................... 59

4 Review Periods 63Review Periods in Talent Management ................................................................................................................................. 63

5 Organization Goals 65How You Create Organization Goals ...................................................................................................................................... 65

FAQs for Organization Goals ................................................................................................................................................... 65


6 Spreadsheets for Uploading Goals 67Upload Worker Goals, Measurements, and Tasks Using a Spreadsheet ........................................................................ 67

Update Worker Goals Worksheet ............................................................................................................................................ 69

Goals Update Measurements Worksheet .............................................................................................................................. 70

Goals Update Tasks Worksheet ............................................................................................................................................... 71

Assign Organization Goals Using a Spreadsheet ................................................................................................................ 72

Organization Goal Assignment Worksheet ........................................................................................................................... 73

Organization Goals Upload Worksheet .................................................................................................................................. 74

FAQs for Spreadsheets for Uploading Goals ........................................................................................................................ 75

7 Mass Assignment of Goals 77Mass Assignment of Performance Goals .............................................................................................................................. 77

Options for Mass Assignment of Performance Goals ........................................................................................................ 78

8 Goal Library 81Goal Library .................................................................................................................................................................................. 81

9 Goal Plans 85Goal Plans ..................................................................................................................................................................................... 85

Primary Goal Plan ....................................................................................................................................................................... 85

How You Create Goal Plans ..................................................................................................................................................... 86

How You Assign Goal Plans ..................................................................................................................................................... 88

Add Goals to a Goal Plan ......................................................................................................................................................... 90

FAQs for Goal Plans ................................................................................................................................................................... 91

10 Goal Plan Sets 93Goal Plan Sets .............................................................................................................................................................................. 93

Guidelines for Creating Goal Plan Sets .................................................................................................................................. 93

Change the Weight of a Goal Plan in a Goal Plan Set ........................................................................................................ 95

How Eective Dates of Goal Plan Sets Are Assigned ......................................................................................................... 96

Examples of Changing Eective Dates of Goal Plan Sets ................................................................................................. 96

How You Resolve Conict in Dates for Goal Plan Sets Due to Transfer ......................................................................... 98

11 Scheduled Processes for Assigning Goals 99Overview of Performance Goals Scheduled Processes ...................................................................................................... 99

Manage Performance Goals Scheduled Processes ........................................................................................................... 100


12 Eligibility Proles for Assigning Goals 103How You Use Eligibility Proles when Assigning Performance Goals ........................................................................... 103

FAQs for Eligibility Proles for Assigning Goals ................................................................................................................ 104

13 Goal Integrations 105How Goal Management Works with Proles ...................................................................................................................... 105

How Performance Documents Work with Goals ............................................................................................................... 108


Preface

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Chapter 1Worker Goal Assignment

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1 Worker Goal Assignment

Overview of Goal ManagementThe Goals work area enables workers, managers, and organization owners to dene and set goals that support thecommon objectives of an organization. Workers can update goals throughout a goal seing and tracking cycle, andmanagers and organization owners can track the goals as workers progress through them.

The Goals work area supports:

• Specic, measurable, achievable, relevant, and time-based (SMART) goals

• Goal plans

• Goal plan sets

• Review periods

Note: Availability of these features of goal management depends on application seings dened by yourorganization.

SMART GoalsUse performance goals that are specic, measurable, achievable, relevant, and time-based (SMART) to measure theperformance of workers, help them improve productivity, and achieve career objectives. Performance goals are results-oriented, measure work-related performance, and often use specic targets to assess the level of workers' achievement.For example, the performance goals can specify how workers measure achievement of objectives and include targetdates.

Use performance goals in performance documents as part of the evaluation process. Workers and managers can createperformance goals. HR specialists can create organization goals. Organization goals are performance goals that youcreate, or those from the goal library, to set the business direction and targets for your organization. Managers who arealso organization owners can add existing performance goals as organization goals. They can then assign them to anylevel of the manager assignment hierarchy to support the organization's overall business objectives. Workers' can aligntheir own goals to the organization goals to achieve the same objective.

Depending on your application seings, your role, and security privileges, you can add tasks and target out comes toyour goal. Tasks are specic actions you add to a goal that a worker undertakes to achieve the goal. Goal tasks havevarious types, including mentoring, researching, and coaching. Target outcomes enable the linking of a goal to specicskills or qualications such as competencies, languages, and licenses and certications. Use target outcomes to increasea worker's prociency for current or future job requirements, or to add to the worker's set of skills.

Workers can mark the performance goals that they create and not linked to any performance documents as private.Private performance goals aren't visible to others, including managers.

Goal PlansGoal plans are used to manage a collection of performance goals for a specic period. You can roll out goal plans toindividuals, a selected hierarchy, or a wider population within the organization. You can add goals for a worker onlywhen the worker is assigned goal plans. You must associate each goal with a goal plan. Therefore, to add goals to aworker, you must ensure that goal plans are already assigned to the worker. You can associate a worker goal only withone goal plan at a time. Each goal plan is associated with a review period.



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Goal Plan SetsGoal plan sets are used to group and assign performance goal plans to a population set. Each goal plan set is associatedwith a review period.

Review PeriodsReview periods enable you to organize your processes around goal management and performance evaluations intotime-bound business cycles. Review period is a common component that ties to goal plans and performance documentperiods. For example, you create review periods to associate with goal plans and performance documents that fallwithin the same time frame.

Related Topics

• How Performance Documents Work with Goals

• How Goal Management Works with Proles

• Goal Plans

• Goal Plan Sets

How You Manage Performance Goals for Your ReportsYou can manage performance goals for your direct and doed-line reports and assign goals to workers.To add performance goals as a manager, use the Goals and Performance Overview page. Go to My Team >Performance Overview.

You can also manage goals for a worker from the Goals tab in the worker's person spotlight, if available to your role.

Depending on your role and security privileges, you can add worker goals using goal plans, the mass assignmentrequest, and data loaders.

As a manager, you can do these tasks:

• Assign a performance goal to your report's goal plan within a review period.

• Add target outcomes, if enabled, to goals and automatically update the person proles of your reports.

• Add and update tasks to provide specic actions that determine how your reports can achieve their goals.

• Align the goals of your reports to other goals.

• Approve goals submied by direct reports.

• Cancel or delete goals for your reports.

• Copy a goal for a report and change the goal plan and aributes of the new copied goal as appropriate. Thecopied goal is added to the report's goals list.

• Move a goal to another goal plan. The moved goal is no longer associated with the source goal plan.

• Extend a goal to another goal plan to let the worker continue working on the goal for a period later than thecurrent goal plan. The target goal plan must have an end date later than the end date of the current goal plan.After extending, the goal is associated with both the source and target goal plans. Any subsequent changes tothe goal in the source goal plan are also carried onto the target goal plan after you extend the goal.

• Track measurements added to goals for your reports.



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Related Topics• Person Spotlight

How You Make Performance Goals Available to WorkersHR specialists and managers, if allowed, can assign goals to workers so that they can adapt the assigned goals to theirparticular requirements.

Managers can allocate goals to workers in these ways:

• Add goals to the workers from the Goals tab in the worker's person spotlight.

• Add goals to the selected workers on the Goals and Performance Overview page.

• Mark a goal as a goal that can be shared with the organization while adding or editing a goal on the Goals pageof the manager.

• Share goals with workers and colleagues on the manager's Goals page.

• Add goals in the Performance Goals section of a worker's performance document or import another worker'sgoals to the performance document of a worker.

HR specialists can allocate goals to workers in these ways:

• Add goals in the Goals section while creating or editing a mass assignment process.

• Add goals in the Goals section while creating or editing a goal plan.

• Add a performance goal while conducting a talent review meeting.

Assign Goals to WorkersThis table describes methods that dierent roles use to assign goals to workers.

Role Description

Managers

Managers can assign their own goals, add new ones, or use existing goals from the goal library.They can assign goals to all their direct reports or a specic direct report. When managers assign their own goals to workers, the workers' goals are alignedautomatically to the manager's goal. Managers can cascade goals using goal assignment. Senior managers can assign their goalto other managers who report to them. The line managers can in turn assign the goals totheir direct reports. They can assign the goals exactly as they're, or change them to t thepopulation to which they're assigning the goals.

HR specialists

HR specialists can assign goals to workers by creating a goal plan associated with a reviewperiod for a specic population and adding goals to the plan. The HR specialist can add goalsdirectly to the plan either before or after creating it. Depending upon the goal plan seings, HRspecialists can add additional goals to the plan.

Note: If you have an active primary goal plan, all goals are assigned to the primarygoal plan of the selected review period and worker job assignment.

http://www.oracle.com/pls/topic/lookup?ctx=fa20b&id=FAWHR2309885



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Role Description

HR specialists can use mass assignment requests, application-generated spreadsheets, andother tools such as data loaders to assign goals to workers.

Share Goals with OrganizationGoal administrators or organization owners can share their goals and make them available for workers in theirhierarchy. These goals are labeled as Organization Goal in the Goals page. The people who report to the person sharingthe goal can see the goal in the Goals Shared with Me section of their goal page. The organization goals are groupedunder the sub-heading Organization Goals in this section. The workers can add these organization goals to their owngoals.

Share Goals with OthersManagers can share goals with their direct and indirect reports as an alternative to assigning goals. Workers can sharegoals with their colleagues. Workers can also align their goals to the shared goals of either a manager or a colleague. Agoal that a worker adds from shared goals is automatically aligned to the shared original goal.

Related Topics• How You Share Performance Goals• Performance Goals Alignment• Person Spotlight• How Performance Documents Work with Goals

FAQs for Establish Worker Goals

Why do my direct reports have performance goals assigned tothem before I have added or assigned any?Performance goals may have been assigned by the organization owner or HR specialist before you assigned any goals.Goals might also be present because the workers created the goals themselves, or copied the goals from shared ororganization goals. The HR specialist can assign goals when creating or editing a goal plan.

What happens if I add a goal to my own goals from theorganization or shared performance goals?Performance goals that you add from the organization, your manager, or a colleague's, goals are automatically alignedto the added goal. If the goal creator congures the goal to allow updates, you can edit some aributes of the goal tomake it t your situation. You can select the start and end dates for the goal.

Related Topics• What happens if I align a performance goal




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What's a key performance goal eld?Congure a key goal eld for performance goals to require manager approval when edited.

The key performance goal elds are:

• Goal Name

• Description

• Success Criteria

• Start Date

• Target Completion Date

• Priority

• Category

• Weight

• Measurement Name

• Unit of Measure

• Target Type

• Target Value

• Private

Can I copy performance goals that are pending approval?No, you can't copy performance goals that are pending approval. Goals that are pending approval are read-only untilthey're approved.

What happens if I assign my performance goal to a worker?A copy of the performance goal is added to the worker's list of goals and is associated with the worker goal plan. Yourown goal remains in your list and isn't changed. Workers can begin working on the assigned goal, and if you select theoption to allow workers to update the goal, they can edit key elds, such as goal name, as needed. You assign a goalfrom your Goals page. Go to Me > Career and Performance > Goals.



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Chapter 2Talent Proles

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2 Talent Proles

Overview of Talent ProlesManagers and HR specialists can maintain information within person proles about the skills, qualications,accomplishments, and career preferences of their workers. They can also maintain information in model prolesabout the targeted skills and qualications of the jobs and positions within the company. Workers can manage theirown careers by keeping their talent proles current so that their skills, qualications, accomplishments, and careerpreferences reect their current performance and future career goals.

You manage a worker's talent prole on the worker's person spotlight. Depending on your role, to open a worker'sperson spotlight:

• Select Directory > Directory, search for the worker, and click the worker's name in the search results

• Select My Team > My Team and click the worker's name on the My Team page

• Select My Team > Team Talent and click the worker's name on the Team Talent page

• Select My Team > Team Compensation and click the worker's name on the Team Compensation page

• Open the person smart navigation window from application pages

This table lists the talent prole-related pages in person spotlight and their key features available to managers, HRspecialists, and workers. Workers can open each page from the Me work area in the Navigator.

Pages Features for Managers and HRSpecialists

Features for Workers

Skills and Qualications

• Use the competency gaps chartto compare the competencies ofa worker to that of a job from theworker's interest list, to identify ifthe worker is a suitable candidatefor the job or needs further training.

• Review areas of expertise and otherqualications for workers.

• Use the competency gaps chart tocompare their competencies to thatof a job from their interest list, toidentify whether they are suitablefor a job or to identify trainingneeds.

• Identify areas of expertise, such asa specic software package.

• Maintain competencies, degrees,and other accomplishments.

Career Planning

• Add jobs or positions to the interestlists of their workers.

• Review career preferenceinformation for workers, such asjob or job family of their next careermove.

• Review and edit talent ratings suchas performance and potential ofworkers, and the risk and impact oflosing them.

• Add jobs or positions to theirinterest lists.

• View the suggestions list anddetermine whether to add any ofthe suggested jobs or positions totheir interest list.

• Identify career preferences such asthe job or job family of their nextcareer move.



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Managing talent-prole information in job and position proles includes both creating the job and position prolesbased on prole types, and editing the proles when business requirements change. Job and position proles identifythe required skills, degrees, qualications, and work requirements for each job and position within your enterprise.

Note: You must upgrade to enhanced talent proles prior to HCM Cloud release 20B. In the enhanced talentprole feature, the display of the person prole and talent ratings has a more engaging and responsiveinterface design. The new user experience enables features to be presented on both mobile and web pages.The interfaces are simple, intuitive and are wrien in a more conversational language. The administrationenhancements provide increased product performance and extensibility. The enhanced solution introducescontent templates that represent the talent content (for example, Competencies, Certicates, Skills, andAwards) required to support the Oracle Talent Management Suite. Each content template includes uniqueaributes. These content templates can be used and reused to create the content sections necessary tocapture talent data. The templates can be used to design both person and model talent proles. Any relevanttopics from this chapter have been updated and moved to My Oracle Support: Upgrading Oracle Fusion ProleManagement (Doc ID 2421964.1).

Talent Prole SummaryThe Talent Prole report provides talent-related information for a worker. This topic describes options that you canselect when printing the report. To print the report, select the Manage Talent Prole task in the Person Managementwork area. On the Edit Prole page, select Actions - Print Prole. Talent review meeting participants can also print thereport for one or more workers from the Talent Review dashboard.

Report SectionsThe Talent Prole report can contain a person summary and ve congurable sections. This table describes thecontents of each section.

Report Section Contents

Experience

Current and previous assignments.

Talent Overview

Performance evaluation information for up three years. The section includes the evaluationperiod, overall rating, overall comments, and a bar graph comparing the performance ratings.You can also include talent ratings.

Education and Qualications

Competency ratings and evaluation types, degrees, licenses and certications, honors andawards, and memberships.

Career Options and Interests

Career preference and advancement readiness information, including willingness to travel,relocate, consider part-time employment, or adopt exible work schedules. You can alsoinclude preferred career moves and any jobs in a worker's interest list.

Goals

Development and performance goal information, such as goal names, completion dates,statuses, and descriptions. This section includes a graph of goal achievements for the worker.



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Print FormatsYou can print the Talent Prole Summary in the following formats:

Print Format Description

PDF

Includes a photograph of the worker and all selected graphs.

RTF

Includes a photograph of the worker and all selected graphs.

Microsoft Excel

Includes all selected workers in an Excel workbook, with one prole per worksheet and theworker's name as the tab label. This format doesn't include the photograph, performancehistory, or goals graphs.

HTML

Includes selected graphs but doesn't include the photograph.

Compare Proles and Find the Best Fit

Comparing ItemsUse comparison to quickly identify and evaluate dierences between items. Compare any person, job, and positionitems. For example, you can compare a person with another person or with a job prole. You can compare items in theProles work area and on the talent review dashboard.

Selecting ItemsThe rst item you select is the comparison base, and the items you select subsequently are secondary items. You canchange the comparison base if required. The comparison displays the base item aributes, and indicates the dierencesbetween the aributes of the secondary items and the base items. .

Controlling ResultsData sets control which aributes are displayed for each item in the comparison. For example, you must select theSchool Education data set to display and compare a person's education details.

The information displayed in the comparison results is controlled by security access. For example, line managers cancompare their direct reports and view their performance data in the comparison results. HR specialists can perform thiscomparison only if they have security access to the persons' performance information. You can change the eectivedate of comparison if you're either a line manager or an HR specialist.



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Performance Information in Comparison ResultsThe comparison displays the performance data of only those persons who are evaluated using the enterprise-widedesignated rating model, because you can't compare persons who are evaluated using dierent rating models.

For each person, the comparison displays up to three performance documents. These performance documents includethe latest document using the designated rating model plus the two most recent previous documents that use the sameperformance template as the latest document. However, the performance documents and performance periods for thepersons being compared may be dierent. The comparison indicates the performance aributes' dierences only if theperformance documents are the same for the persons being compared.

Best-Fit AnalysisThe best-t analysis includes the review of all proles of the match type required and calculation of the overall scorecompared to the source prole. The overall score appears in the Overall Fit column in the results section on the FindBest Fit page. Employees, managers, and HR specialists can use the Best-Fit feature to match and compare proles withthe selected match criteria. The Best-Fit feature nds proles that closely match the source prole (person or job).Youcan associate both jobs and positions with the job prole type. Therefore, in a best-t analysis, a job prole can be eithera job or position.

Best-Fit Analyses TypesThe application supports the following four types of best-t analyses:

• Person to Job: Using a person prole as the source prole, you can nd the job that best ts a worker.

Example: As a manager, use this tool to help a worker to identify job proles for which the worker is best suitedand decide the next career move.

• Person to Person: Using a person prole as the source prole, you can nd the worker with skills that matchthat of a particular worker.

Example: Your company is planning to launch new technology. As an HR specialist, you know a worker whohas the required skill to use the new technology. To assess the scope of workers who need development in thisparticular skill, you can select the worker's prole. You can then use the Best-Fit feature to view a list of otherworkers who may come close to the skill requirements.

• Job to Job: Using a job prole as the source prole, you can nd the job prole that closely matches a jobprole.

Example: As an HR specialist, you can use this tool to help locate jobs to identify areas for outplacement,training requirements, or areas of organizational strength.

• Job to Person: Using a job prole as the source prole, you can nd the best-t worker for a job.

Example: As an HR specialist, you can use this tool to help locate the most qualied workers for a job openingwithin your company.

The Best-Fit Feature AccessibilityThe roles, privileges, and application seings determine the ability for a user to perform a type of best-t analysis. Thefollowing table shows the Best-Fit feature accessibility for the most commonly used prole types.



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Role Can Perform Personto Job Analysis?

Can Perform Personto Person Analysis?

Can Perform Job toJob Analysis?

Can Perform Job toPerson Analysis?

HR specialist

Yes

Yes

Yes

Yes

Manager

Yes (Limited to directand doed-linereports)

Yes

No

Yes

Worker

Yes

Yes (Limited toworker's own prole)

No

No

Filtering Best-Fit ResultsBy default, the best-t analysis results show all proles that have 90% match or greater than the selected sourceprole. You can further lter the results to show by overall t or by number of proles. The results section of the best-tanalysis also has the Show Fit by Criteria option. Use this option to view which content types displayed in results meetor exceed the specied criteria percentage.

Access the Best-Fit Feature as an HR SpecialistDepending on the privileges associated with the HR specialist role, an HR specialist can nd:

• The best-t job or person for a person prole.

• The best-t job or person for a job prole.

Finding the Best-t Job or Person for a PersonHR specialists can nd the best-t job or person for a person by using one of the following navigation paths:

• From the Person Proles page:

a. Select Navigator > My Client Groups > Proles.b. Click the Person Proles tab, if not already selected, and search for the person prole.c. Select the prole in the Results section.d. From the Actions menu, click the corresponding link to nd the best-t job or person for the selected

prole.

• From the Skills and Qualications page:

a. Select Navigator > My Client Groups > Proles.b. Click the Person Proles tab, if not already selected, and search for the person prole.c. Click the prole in the Results section to open the Skills and Qualications page.d. In the Related Links panel, click the corresponding link to nd the best-t job or person for the selected

prole.

• From the person smart navigation window:

a. Click the More icon for a person on application pages to open the person smart navigation window.



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b. Select Talent Management and click the corresponding link to nd the best-t job or person for yourreport

Finding the Best-t Job or Person for a Job ProleHR specialists can nd the best-t job or person for a job prole by using the Model Proles page. This page includes alljobs and positions proles associated with the job prole type.

To nd the best-t job or person for a job prole:

• From the Proles page:

a. Select My Client Groups > Proles.b. Click the Model Proles tab, search for the job name.c. Select the prole in the Results section.d. From the Actions menu, click the corresponding link to nd the best-t job or person for the selected

prole.

• From the Select Candidates page when creating or editing a succession plan:

a. Select Navigator > My Client Groups > Succession Plans.b. Click the Succession Plans tab, if not already selected.c. Click Create to create a plan, or select an existing plan and click Edit from the tab toolbar.d. Enter or edit the necessary details and click Next to open the Select Candidates page for the succession

plan.e. On the page toolbar, click Find Best Fit to nd the best t person for a model prole and add the person

as a candidate.

• From the Select Members page when creating or editing a talent pool:

a. Select Navigator > My Client Groups > Succession Plans.b. Click the Talent Pools tab.c. Click Create to create a talent pool, or select an existing pool and click Edit from the tab toolbar.d. Enter or edit the necessary details and click Next to open the Select Members page for the succession

plan.e. On the page toolbar, click Find Best Fit to nd the best t person for a job prole and add the person as a

member.

Access the Best-Fit Feature as a ManagerDepending on the privileges assigned to the manager role, managers can nd the best-t job or person for a person.

Finding the Best-t Job or Person for a PersonManagers can nd the best-t job or person for a person by using one of the following navigation paths:

• From the Team Talent page:

a. Select Navigator > My Team > Team Talent.b. Click the link to a report. The Skills and Qualications page of the report opens.c. In the Related Links panel, click the corresponding link to nd the best-t job or person for your report.



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• From the My Team page:

a. Select Navigator > My Team > My Team.b. Click the link to a report. The Employment Information page of the report opens.c. Select Actions > Talent Management and then select the corresponding link to nd the best-t job or

person for the selected prole.


a. Click the More icon for a report on application pages to open the person smart navigation window.b. Select Talent Management and click the corresponding link to nd the best-t job or person for your

report

Access the Best-Fit Feature as a WorkerDepending on the privileges assigned to the employee role, workers can:

• Find the best-t job prole for their person prole.

• Add the job prole to their careers of interest list.

Note: As a worker, if you nd the person best suited to your prole, by default, the search results display yourprole.

Finding the Best-t JobWorkers can use one of the following navigation paths to access the best-t job feature:

• From the Skills and Qualications page:

a. Select Navigator > Me > Skills and Qualications.b. In the Related Links panel, click Find Best Fit Job.


a. Click the More icon for your name on application pages to open the person smart navigation window.b. Select Talent Management and click Find Best Fit Job.

By default, the Find Best Fit Job page displays results for job with overall t greater than or equal to 90% criteria. Youcan modify the criteria to nd the best-t job for your role.

How Best-Fit is CalculatedThe Best-Fit feature compares the selected prole content with that of target proles to nd a list of proles that are theclosest match. You nd the best t job or person using the best-t feature accessible from application pages.

Example: As an HR specialist, you can use the Best-Fit feature to nd the person best suited for a job. The initial best-tanalysis results include a list of the proles with the highest percentage of matching qualities. You can further narrowdown the results by changing the priority of content types or individual content items. You can then view the percentagematch for each content type.



14

Considerations for How Best-Fit Is CalculatedThe best-t analysis considers content items of only these predened content types:

• Competencies

• Honors and awards

• Work requirements

Note: The work requirements content type does not have content items.

• Languages

Note: For languages, only the item Reading is considered in best-t calculations.

• Degrees

• Memberships

• Licenses and certications

You can use the Best-Fit feature to calculate the overall score for a target prole. The application calculates the overallbest-t score of the target prole with respect to the selected source prole based. The overall score is based on theindividual score of each matching content item of the selected prole.

How the Overall Score in a Best-Fit Analysis is CalculatedThe Best-Fit feature calculates the overall score for a target prole using an algorithm rule. The overall score appearsin the Overall Fit column in the results section on the Find Best Fit page. The algorithm for the best-t analysis isautomatically processed by the application.



15

The following image shows the best-t algorithm rule.

Best-Fit Calculation

Selected ProfileTarget ProfileContent

Item AContent Item A

Content Item C

Content Item B

Content Item C

Have Matching Content Items? Ignore Target Profile

Calculates Individual Score of Matching

Content Item A

Calculates Individual Score of Matching

Content Item C

Calculates Overall Best-Fit Score of Target Profile

NoYes

∑

Selected ProleThe selected prole for which you want to nd the prole that is the best-t is source prole.

Target ProleThe target prole is the prole for which the overall score is calculated. The application compares the content items ofthe target prole with those of the source prole.

Individual ScoreThe individual score is the number assigned to each matching content item of the content types for which you specifythe priority or importance. The individual score calculation algorithm depends on the best-t analysis type.

Overall Score Calculation RuleThe overall score is the total of all individual scores of all matching content items. If the total of all individual scoresincludes decimals, then the application rounds o the total score to derive the overall score. The application roundsdown the score if the decimal digit is less than 5. However, it increases the score by 1 if the decimal digit is 5 or more.



16

Examples:

• If the total score is 56.4, the overall score is 56.

• If the total score is 56.7, the overall score is 57.

How the Individual Score for Person to Person, Job to Person, andJob to Job Analyses is CalculatedIn the following best-t analyses, each content item of the selected prole must match the target proles:

• Person to person

• Job to person

• Job to job

The individual score of each content item of the target prole is based on the priority set at the content type or contentitem level.



17

The following graphic shows how the individual score is calculated for each content of the selected prole that matchwith the target prole. The graphic is applicable for only person to person, job to person, and job to job analyses.

Individual Score Calculation for Person to Person, Job to Person, and Job to Job Analyses

Content Item of Selected Profile

Has Rating?

Calculates Individual ScoreRating of the

Matching Content Item of the Target

Profile

Calculates Relative Rating

Calculates Relative Weight

Content Type Has Priority?

Yes

No Ignores the Content Item

Is Target Rating

< Source Rating?

Yes

Yes

No

Deciding the PriorityThe best-t algorithm uses the priority assigned to the content type or content item of the selected prole. The priorityis used to decide the overall score of the target prole. Depending on the analysis type, you select the priority on theFind Best Fit Person or on the Find Best Fit Job page. You can either select a common priority value for all content itemswithin a content type or specify priority using details.

To specify priority using details:

1. Select the Priority Using Details option on the Find Best Fit Person or Find Best Fit Job page.2. Click the Details icon. The Best Fit Criteria page opens.3. Specify the Match option for each content item within a content type. The value you select for the Match

option is the priority value allocated at the content item level. The application calculates the individual score ofeach content item by considering the match value as the priority value for the content item.



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Note: You can't use the Priority Using Details option for the Work Requirements content type. The priorityfor this content type is always specied at the content type level. The application considers only the TravelDomestically and Travel Internationally work requirements for best-t calculations. The application calculatesthe individual score of the Work Requirements content type for a target prole as follows:

• If both travel requirements of the source and target proles match, then the Individual Score = RelativeWeight * 100.

• If only one travel requirement of the source and target proles match, then the Individual Score = 0.5 *Relative Weight * 100.

• If none of the travel requirements of the source and target proles match, then work requirements areignored in best-t calculations.

The priority of a content type is populated using the HRT_MATCH_IMPORTANCE lookup type values. Depending on theMatch option value, the application calculates the score for each content item within a content type.

The following table illustrates the value of each priority level. These values are application-dened and can't bemodied.

Priority Level Value

None

0

Low

1

Medium

2

High

3

Important

4

Very Important

5

Priority Using Details

Match of content item

Prole Ratings in Best-Fit CalculationsThe overall score of a target prole also includes any ratings entered for the content items of the Competencies andLanguages content types.

The Competencies content type uses the Prociency rating model. The following table illustrates the default ratinglevels of the Prociency Rating Model and corresponding value that application assigns to the rating level.

Rating Level Value

Foundation

1



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Rating Level Value

Intermediate

2

Skilled

3

Advanced

4

Expert

5

The Languages content type uses the Language Rating Model. The following table illustrates the default rating levels ofthe Language Rating Model and corresponding value that application assigns to the rating level.

Rating Level Value

Low

1

Moderate

2

High

3

Relative WeightThe application calculates the relative weight of the content item for which you specify the priority at the contentitem or content type level. You specify the priority for the content types on the Best-Fit UI. The relative weight is theimportance of a content item with respect to all the other content items in the source prole. The relative weight inthe person to person, job to person, and job to job analyses is calculated only for the source prole content items. Therelative weight is calculated using the following equation:

Relative Weight = Content item priority / Sum of all content items priorities

Example: The source prole content type has six content items for the Competencies content type and one content itemfor the Degrees content type. The priority is set at content type level. For the Competencies content type, the priority isset to Medium (2) and for the Degrees content type, it's set to Low (1). The relative weight for each content item:

• In the Competencies content type = 2 / (2 + 2 + 2 + 2 + 2 + 2 + 1) = 2 / 13 = 0.153846

• In the Degrees content type = 1 / (2 + 2 + 2 + 2 + 2 + 2 + 1) = 1 / 13 = 0.076923

Relative RatingIf the content type with priority also has rating, the application calculates the relative rating of the content itemassociated with the content type. The relative rating is the rating of the content item in the target prole with respect tothe source prole. The relative rating in the person to person, job to person, and job to job analyses is calculated usingthe following equation:

Relative Rating = Target Rating / Source Rating



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Example: The rating level of a content item associated with the source and target proles is 4 and 2 respectively. In thiscase, the relative rating for the content item in the target prole = 2 / 4 = 0.5.

Note: The relative rating is considered in the individual score calculation only when the source rating isgreater than or equal to the target rating.

Individual Score of a Content ItemThe individual score of a content item is calculated according to the criteria and the corresponding equation discussedin the following table. The table is applicable for person to person, job to person, and job to job analyses only.

Content Type Has Rating? Criteria Equation

No

Not applicable

Individual score = Relative Weight * 100

Yes

Target Rating > or = Source Rating


Yes

Target Rating < Source Rating

Individual score = Relative Rating *Relative Weight * 100

In the earlier table:

• Target Rating is the rating level associated with a content item of the target prole

• Source Rating is the rating level associated with a content item of the source prole

• Relative Weight = Content item priority / Sum of all content items priorities

• Relative Rating = Target Rating / Source Rating

Related Topics

• Rating Models

How the Individual Score for Person to Job Analysis is CalculatedIn the person to job analysis, each content item of the target job prole must match the selected person prole. Theindividual score of each content item of the target job prole is based on the importance of the content item.

http://www.oracle.com/pls/topic/lookup?ctx=fa20b&id=FAUPM117192



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The following graphic shows how the individual score is calculated for each content item of the target job prole. Thecontent item must match with the corresponding content item in the selected person prole. The graphic is applicableonly for the person to job analysis.

Individual Score Calculation for Person to Job Analysis

Content Item of Target Job

Profile

Has Rating?

Calculates Individual ScoreRating of the

Matching Content Item of the Selected

Person Profile

Calculates Relative Rating

Calculates Relative Weight

Content Type Has Importance?

Yes

No Ignores the Content Item

Is Source Rating

<Target Rating?

Yes

Yes

No

Verifying the ImportanceWhen you do a person to job analysis, the best-t algorithm utilizes the importance of all content associated with atarget job to nd the best-t job for the selected person prole. The option to enter the priority for a person prole typeis disabled on the UI.



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Note: The importance for the Work Requirements content type is always specied at the content type level.The application considers only the work requirement properties Travel Domestically and Travel Internationallyfor best-t calculations. The application calculates the individual score of the Work Requirements content typeas follows:

• If both travel requirements of the source and target proles match, then the Individual Score = RelativeWeight * 100.

• If only one travel requirement of the source and target proles match, then the Individual Score = 0.5 *Relative Weight * 100.

• If none of the travel requirements of the source and target proles match, then work requirements areignored in best-t calculations.

The importance of a content type is populated using the HRT_MATCH_IMPORTANCE lookup type values.

Prole Ratings in Best-Fit CalculationsAny ratings entered for the content items of the content type competencies and languages are also used in thecalculation of the overall score of a target prole.

The Competencies content type uses the Prociency rating model. The following table illustrates the default ratinglevels of the Prociency Rating Model and corresponding value that application assigns to the rating level.

Rating Level Value

Foundation

1

Intermediate

2

Skilled

3

Advanced

4

Expert

5

The Languages content type uses the Language Rating Model. The following table illustrates the default rating levels ofthe Language Rating Model and corresponding value that application assigns to the rating level.

Rating Level Value

Low

1

Moderate

2

High

3



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Relative WeightThe application calculates the relative weight of the content item for which the importance is specied at the contentitem or content type level. The relative weight is the importance of a content item of the job prole with respect to allthe other content items in the job prole. The relative weight in the person to job analysis is calculated only for thetarget prole content items using the following equation:

Relative Weight = Content item priority / Sum of importance for all content items

Example: The target job prole has in all three content types Competencies, Degrees, and Languages. TheCompetencies content type has in all six content items, the Degrees content type has one content item, and theLanguages content type has one content item. The target importance already specied for each content item inCompetencies and Degrees is Medium (2) and for Languages is Low (1). The relative weight for each content item:

• In the Competencies content type = 2 / (2 + 2 + 2 + 2 + 2 + 2 + 2 + 1) = 2 / 15 = 0.133333

• In the Degrees content type = 1 / (2 + 2 + 2 + 2 + 2 + 2 + 2 + 1) = 2 / 15 = 0.133333

• In the Languages content type = 1 / (2 + 2 + 2 + 2 + 2 + 2 + 2 + 1) = 1 / 15 = 0.066667

Relative RatingIf the content type for which the importance is specied has a rating, the application calculates the relative rating ofthe content item associated with the content type. The relative rating is the rating of the content item in the sourceprole with respect to the target prole The relative rating in the person to job analysis is calculated using the followingequation:

Relative Rating = Source Rating / Target Rating.

Example: The rating level of a content item associated with the source and target proles is 2 and 4 respectively. In thiscase, the relative rating for the content item = 2 / 4 = 0.5.

Note: The relative rating is considered in the individual score calculation only when the target rating is greaterthan or equal to the source rating.

Individual Score of a Content ItemThe individual score of a content item is calculated according to the criteria and the corresponding equation discussedin the following table. The table is applicable for a person to job analysis only.

Content Type Has Rating? Criteria Equation

No

Not applicable


Yes

Target Rating < Source Rating


Yes

Target Rating > or = Source Rating

Individual score = Relative Rating *Relative Weight * 100

In the earlier table:

• Target Rating is the rating level associated with the content item of the target job prole

• Source Rating is the rating level associated with the content item of the source person prole



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• Relative Weight = Content item priority / Sum of all content items priorities

• Relative Rating = Source Rating / Target Rating

Related Topics

• Rating Models

Examples of Best-Fit AnalysisUse the best-t analysis to nd the proles that most closely match a selected prole. You select a person or job prole(job or position) as a source prole and use the Best-Fit feature to nd proles that best match the source prole. Thebest-t analysis results are based on how well the content items of a target prole match content items of the sourceprole.

Best-Fit Person ProleAs an HR specialist, you want to nd the best-t person prole for John.

John's person prole has the following content:

• Competencies as shown in the following table.

Competencies (Content Item) Prociency Numeric Value of Rating

Action Oriented

Expert

5

Adapt Productively

Advanced

4

Communication

Expert

5

• Degrees:

◦ Bachelor of Engineering

◦ Master of Business Administration

• Language with details as shown in the following table.

Languages (Content Item) Reading (Rating Value) Writing (Rating Value) Speaking (Rating Value)

English

Moderate (2)

Low (1)

High (3)

• Work Requirements:

◦ Travel Domestically: No

◦ Travel Internationally: No




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You set the priority for the John's prole content on the best-t person UI as illustrated in the following table andperform the Find Best Fit Person action on John's person prole.

Content Priority (Numeric Value of the priority)

Competencies

Medium (2)

Honors and Awards

Medium (2)

Work Requirements

Medium (2)

Languages

Medium (2)

Degrees

Medium (2)

Licenses and Certications

Medium (2)

In the results section, for an overall t greater than 50%, the application displays the target person prole Alex.

Alex's person prole has the following content details:


Competencies (Content Item) Prociency Numeric Value of Rating

Communication

Advanced

4

Problem Solving

Skilled

3

• Degrees:

◦ Bachelor of Engineering

◦ Diploma

• Languages as shown in the following table.

Languages (Content Item) Reading (Rating Value) Writing (Rating Value) Speaking (Rating Value)

English

High (3)

Moderate (2)

Low (1)

French

Low (1)

Low (1)

Low (1)



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◦ Travel Domestically: No

◦ Travel Internationally: No

For the best-t calculation, the application considers the individual score of the following four content items of Alex'sperson prole that match with the content items of John's person prole:

• Competencies: Communication

• Degrees: Bachelor of Engineering

• Languages: English

• Work Requirements: Travel Domestically and Travel Internationally

The following table illustrates the overall score calculation of Alex's person prole.

Content Source Priority Source Rating Target Rating Relative Weight Individual Score

Competencies(Communication)

2

5

4

0.1428571

11.428568

Degrees (Bachelorof Engineering)

2

Not applicable

Not applicable

0.1428571

14.28571

Languages(English)

2

2

3

0.1428571

14.28571

WorkRequirements

2

Not applicable

Not applicable

0.1428571

14.28571

Total Score

54.285698

Overall Score

54

The overall score is calculated as follows:

• The source prole John has in all seven content items with the priority for all content items set to Medium (2)at the content type level. Therefore, the relative weight for each content item = (2 / 14) = 0.1428571 (where,Relative Weight= Content item priority/Sum of all content item priorities).

• The application calculates the individual score of the matching content using the appropriate equation asdisplayed in the following table.

Content Criteria Relative Rating Individual ScoreEquation

Individual Score


Target Rating < SourceRating

Target Rating / SourceRating = 4 / 5

Individual Score =Relative Rating *Relative Weight *100

(4 / 5) * 0.1428571 *100 = 11.428568



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Individual Score

Degrees (Bachelor ofEngineering)

Not applicable

Not applicable

Individual Score =Relative Weight * 100

0.1428571 * 100 =14.28571

Languages (English)

Target Rating > SourceRating

Not applicable


0.1428571 * 100 =14.28571

Work Requirements

Both travelrequirements, TravelDomestically andTravel Internationally,of source and targetproles matches.

Not applicable


0.1428571 * 100 =14.28571

• The total score is the sum of all individual scores. Therefore, total score = 54.285698.

• The application rounds o the total score to the nearest whole number. Therefore, the overall score of thetarget prole is displayed as 54.

Best-Fit Job ProleAs an HR specialist, you want to nd the best-t job prole for the person prole for Beth.

Beth's person prole has the following content:


Competency (Content Item) Prociency Numeric Value of Rating

Action Oriented

Intermediate

2

Communication

Intermediate

2

Leading People

Foundation

1

Working Globally

Intermediate

2

• Degrees: Technical Diploma

• Language as shown in the following table.

Language (Content Item) Reading (Rating Value) Writing (Rating Value) Speaking (Rating Value)

English

Low (1)

Moderate (2)

Low (1)



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• Memberships: ICAS

You perform the Find Best Job action on Beth's person prole. In the results section, for an overall t greater than 40%,the application displays the job prole Accountant.

Note: In the person to job best-t analysis, you can't set the priority on the best-t job UI. Instead, theapplication considers the importance of the content items of the target job prole for best-t calculations.

The target job prole Accountant has the following content types with the importance already specied for eachcontent item or content type:


Competency (Content Item) Prociency (Numeric Value) Importance (Numeric Value)

Action Oriented

Intermediate (2)

Medium (2)

Communication

Intermediate (2)

Medium (2)

Leading People

Intermediate (2)

Medium (2)

Working Globally

Intermediate (2)

Medium (2)

Analytical Skills

Intermediate (2)

Medium (2)

Embrace Change

Intermediate (2)

Medium (2)

Manage Risk

Intermediate (2)

Medium (2)

Market and Industry Knowledge

Intermediate (2)

Medium (2)

Resource Management

Intermediate (2)

Medium (2)

• Degrees as shown in the following table.

Content Item Importance (Numeric Value)

Technical Diploma

Medium (2)

• Languages as shown in the following table.



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Language (ContentItem)

Reading (RatingValue)

Writing (RatingValue)

Speaking (RatingValue)

Importance

English

Low (1)

Low (1)

Medium (2)

Medium (2)

• Memberships

Content Item Importance (Numeric Value)

ICAS

Medium (2)

CIMA

Medium (2)

ACCA

Medium (2)


Requirements Importance (Numeric Value)

Travel Domestically: No

Medium (2)

Travel Internationally: No

Medium (2)

For the best-t calculation, the application considers the individual score of the following 7 content items of the jobprole Accountant that match with the content items of Beth:

• Competencies: Action Oriented, Communication, Leading People, Working Globally

• Degrees: Technical Diploma

• Languages: English

• Memberships: ICAS

The following table illustrates the overall score calculation of the target job prole Accountant.

Content TargetImportance

Source Rating Target Rating Relative Weight Individual Score

Competencies(Action Oriented)

2

2

2

0.066667

6.6667


2

2

2

0.066667

6.6667



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Content TargetImportance

Source Rating Target Rating Relative Weight Individual Score

Competencies(Leading People)

2

1

2

0.066667

3.33335

Competencies(Working Globally)

2

2

2

0.066667

6.6667

Degrees(TechnicalDiploma)

2

Not applicable

Not applicable

0.066667

6.6667

Languages(English)

2

1

2

0.066667

6.6667

Memberships(ICAS)

2

Not applicable

Not applicable

0.066667

6.6667

Total Score

43.3335

Overall Score

43

The overall score is calculated as follows:

• The target job prole Accountant has in all 15 content items with the importance (or priority) for all contentitems at the content type level set to 2. Therefore, the relative weight for each content item = 2 / 30 = 0.066667(where, Relative Weight = Content item importance / Sum of all content item importance).

• The application calculates the individual score of the matching content using the appropriate equation asdisplayed in the following table.


Individual Score

Competencies (ActionOriented)

Target Rating = SourceRating

Source Rating / TargetRating = 2 / 2

Individual Score =Relative Rating *Relative Weight * 100

(2 / 2) * 0.066667 *100 = 6.6667





(2 / 2) * 0.066667 *100 = 6.6667

Competencies(Leading People)

Target Rating > SourceRating

Source Rating / TargetRating = 1/ 2


(1 / 2) * 0.066667 *100 = 3.33335



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Individual Score

Competencies(Working Globally)




(2 / 2) * 0.066667 *100 = 6.6667

Degrees (TechnicalDiploma)

Not applicable

Not applicable


0.066667 * 100 =6.6667

Languages (English)

Not applicable

Not applicable


0.066667 * 100 =6.6667

Memberships (ICAS)

Not applicable

Not applicable


0.066667 * 100 =6.6667

• The total score is the sum of all individual scores. Therefore, total score = 43.3335.

• The application rounds o the total score to the nearest whole number. Therefore, the overall score of thetarget prole is displayed as 43.

Related Topics

• Rating Models

FAQs for Compare Proles and Find the Best Fit

How are the dierences between comparison aributes identied?The dierences are calculated between the aributes of the secondary items and the base item. Dierences betweennumeric values are calculated and displayed; character dierences are indicated using an icon..

When the data includes a range (competency ratings, for example), the comparison displays the dierences fromeach end of the range. The comparison, however, doesn't display the dierences for values that lie within the range.For example, consider that you're comparing the competency requirements of two job proles. The competencyrequirement of the base job is between 2 and 4 and the secondary job is between 1 and 3. The comparison displaysthe dierence between the minimum competency requirement of the secondary job (1) and the base job (2) as -1.The comparison doesn't display the dierence between the maximum values because the maximum competencyrequirement of the secondary job (3) lies within the competency requirement of the base job (between 2 and 4).

How is risk of loss assessed?Line managers and human resource specialists enter the risk of loss information in a person's prole manually;, thereis no automated risk assessment process. They evaluate the risk of workers changing jobs or leaving the enterprise andselect the ratings .




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Can I add additional data sets to the comparison?No, you can only select from the list of data sets available for an item type.

What happens if I remove the comparison base?The next item in the comparison is automatically designated as the comparison base and the dierences from the newbase item are indicated. Note that the comparison must always include a base item.

What's the dierence between performing a best-t analysis andcomparing proles?Perform a best-t analysis to nd matching proles for a specied prole using a wide variety of criteria. For example,use best-t analysis to nd the top ve person proles matching a job prole, based on competency requirements,language skills, and certications.Compare proles to evaluate the similarities and dierences between known proles and identify the most suitableproles. For example, compare the ve person proles identied by the best-t analysis and identify the person mostsuited to the job.

To compare or perform a best-t analysis, use the Compare action in the smart navigation.

Create and Update Proles

Model ProlesModel proles identify the competencies, qualications, skills, and experience required for a workforce structure, suchas a job or position. Use the Manage Model Proles task in the Proles work area to create a model prole.

You must use the job prole type to create model proles. Jobs and positions are workforce structures optionallyincluded in a prole. A job or position prole can exist as an abstract prole that just groups requirements and doesn'treference an existing or planned job or position.

Note: You must use the Job prole type to create model proles.

Workforce StructureYou can optionally associate the model prole with a workforce structure. The available workforce structures depend onhow the prole type is dened. The workforce structures are limited to jobs, positions, organizations, and job families.However, to create a model prole you must use the Job prole type as the template.



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You can associate:

• A model prole with more than one workforce structure. Associating model proles with jobs and positionsenables you to dene for the job or position the competencies, educational qualications, and other skills thatare required.

• Multiple model proles with a workforce structure. However, only one prole can be in eect at a time for theworkforce structure. Therefore, the eective start and end dates of multiple proles associated with a workforcestructure must not overlap.

When you associate jobs and positions with a model prole, you can compare proles and use the best-t analysis fortasks such as nding the worker best-suited for a job or for helping workers identify their next career moves.

RequirementsIdentify requirements for the model prole by selecting from the content types. For example, the job prole typemight contain these content types: competencies, degrees, honors and awards, languages, licenses and certications,memberships, and work requirements. If you create a model prole, you can dene the requirements for the job usingcontent items in those content types. To add other content types, you must rst add them to the job prole type.

Note: A free-form content type contains only a code, name, and a description, and doesn't have anyproperties until you add it to a prole type. Free-form content types don't include any content items.

Performance Document InformationYou can congure a performance template section to populate competencies dened for a model prole in theperformance document. Weights and minimum weights associated with competencies from a model prole are alsopopulated in the performance document when:

• The performance document is created.

• New competencies are added to the model prole and the performance document is updated.

Related Topics

• Prole Types

• Considerations for Creating Performance Template Sections

How Jobs and Positions Work with Model ProlesYou can associate a model prole with a job or a position. This association enables you to dene the work requirementsand the required competencies, degrees, and other skills for the job or position. This association also enables you tocompare proles and use the best-t analysis for tasks such as nding the worker best-suited for a job or for helpingworkers identify their next career moves.

http://www.oracle.com/pls/topic/lookup?ctx=fa20b&id=FAITM120893




34

This gure illustrates the information that is contained in a model prole versus that contained in a job.

Job: Senior Network AnalystJob Profile: Senior Network Analyst

Competencies:Problem Solving

Planning and OrganizingResults Orientation

Coaching

Status: Active

Full Time or Part Time: Full Time

Regular or Temporary: Regular

Management Level: None

Languages:EnglishSpanish

Degrees:Master of Business

AdministrationMaster of Information

Technology

Associating a Model Prole with a Job or PositionYou must use the Job prole type to create model proles and associate them with a job or position. You can have onlyone association with a model prole active at one time.

Editing a ProleYou can associate a model prole with multiple jobs and positions. Use the Manage Model Proles task in the Proleswork area to:

• Create or edit model proles by using the Job prole type

• Associate model proles with jobs and positions

• Remove associations between a model prole and jobs or positions

Related Topics• Considerations for Using Jobs and Positions• Prole Types

Create Job ProlesYou can associate a job prole with a job to dene the work requirements and the required competencies, degrees, andother skills for the job. Using this association, you can compare job proles and use the best-t analysis to:

• Find the worker best-suited for a job.





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• Help workers identify their next career moves.

You must use the Job prole type to create proles for jobs. To create a job prole:

1. Sign in as an HR specialist.2. Select Navigator > My Client Groups > Proles. The Search Proles page opens.3. On the Tasks tab in the right panel, click Manage Model Proles to open the Manage Model Proles page.4. On the Search Results section toolbar, click Create to open the Create Model Prole dialog box.5. From the Prole Type list, select Job.6. Enter values for the elds shown in the following table.

Fields Description

CodeEnter a unique code for the prole.

NameEnter a unique name for the prole.

DescriptionEnter a description for the prole.

7. Click OK to open the Job Prole page.8. Expand Workforce Structures.9. On the Workforce Structures section toolbar, click Add.

10. From the Workforce Structure list, select Job.11. From the Name list, search for and select the job with which you want to associate the prole.12. In the Eective Start Date eld, enter the date from which you want to associate the prole with the job. At a

time, you can associate only one active prole with a job. If multiple proles exists for a job, ensure that theirdates in the Eective Start Date and Eective End Date elds don't overlap.

13. Optional: In the Eective End Date eld, enter the date until when you want to associate the prole with thejob.

14. In the Requirements section, add required content types.15. Click Submit. An active job prole for the selected job was created using the Job prole type.

Related Topics

• Prole Types

• Content Types

• Content Section Properties

Create Position ProlesYou can associate a position prole with position to dene the work requirements and the required competencies,degrees, and other skills for the position. Using this association, you can compare position proles and use the best-tanalysis to:

• Find the worker best-suited for a position.

• Help workers identify their next career moves.






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You must use the Job prole type to create proles for positions. To create a position prole:

1. Sign in the application as an HR specialist.2. Select Navigator > My Client Groups > Proles. The Search Proles page opens.3. On the Tasks tab in the right panel, click Manage Model Proles to open the Manage Model Proles page.4. On the Search Results section toolbar, click Create to open the Create Model Prole dialog box.5. From the Prole Type list, select Job.6. Enter values for the elds shown in the following table.

Fields Description

CodeEnter a unique code for the prole.

NameEnter a unique name for the prole.

DescriptionEnter a description for the prole.

7. Click OK to open the Job Prole page.8. Expand Workforce Structures.9. On the Workforce Structures section toolbar, click Add.

10. From the Workforce Structure list, select Position.11. From the Name list, search for and select the position with which you want to associate the prole.12. In the Eective Start Date eld, enter the date from which you want to associate the prole with the position.

At a time, you can associate only one active prole with a position. If multiple proles exists for a position,ensure that their dates in the Eective Start Date and Eective End Date elds don't overlap.

13. Optional: In the Eective End Date eld, enter the date until when you want to associate the prole with theposition.

14. In the Requirements section, add required content types.15. Click Submit. An active model prole for the selected position was created using the Job prole type.

Related Topics

• Prole Types

• Content Types


How You Identify Job and Position RiskUse the Job or Position Risk content section within a model prole to identify the level of risk if the job or position isvacant. This content section is available on the job and position model prole types. Use the Manage Prole Types taskin the Proles work area to manage job and position prole types.

Risk Level and ReasonYou can enter a level of risk and the reasons for the level of risk, such as skills gaps, future business leadership, marketvolatility, and organization hierarchy. You can select up to ve reasons for risk.






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Succession PlanningThe Job or Position Risk content section also includes an option to indicate whether the job or position must beincluded in a succession plan.

Note: The Requires Succession Plan option is for informational purposes only.

How You Create Person ProlesThe person prole is a prole type you create for individual workers. Person prole data, such as the skills, qualications,accomplishments, and career preferences of a person, is displayed on Skills and Qualications and Career Planningpages on a worker's person prole. HR specialists or implementors can create person proles from the application, orimplementors can upload them using tools such as HCM Data Loader.

The application provides the functionality to automatically create person proles for person records. You can enable ordisable this functionality using the Autocreate Person Proles check box. By default, this check box is already selected.The Autocreate Person Proles check box is available on the Edit Prole Type page of the person prole type. Use theManage Prole Types task in the Proles or Setup and Maintenance work area to edit the person prole type.

When the Autocreate Person Proles check box is selected:

• The application automatically creates the person prole for that person when someone accesses the Skills andQualications page for a person.

• The person prole added for a pending worker is activated on the eective hire date for an employee or theeective placement date for a contingent worker.

If you choose to deselect the Autocreate Person Proles check box for the person prole type and no prole existsfor a person, the application displays an error message to create or upload prole when you access that person's Skillsand Qualications page. However, when uploading talent prole data from external sources, you must deselect theAutocreate Person Proles check box to avoid duplication of person proles.

Related Topics

• Person Records

Add Content to a Worker's ProleDepending on the content section access seings for HR specialists and managers, they can edit content or add it to aworker's prole. To view, add, or edit content of a worker's prole, they must use the worker's Skills and Qualicationspage.

As an HR specialist, follow these steps to either edit the content or add it to the worker's prole:

1. Click My Client Groups > Proles to open the Search: Proles page.2. Click the name of the worker in the Results section to open the Skills and Qualications page of that worker.

Tip: Alternatively, use the Manage Talent Prole task in the Person Management work areato open a person's Skills and Qualications page.

3. Click Edit on the Skills and Qualications page to either edit the content, or add it to the worker's prole.




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As a manager, follow these steps to either edit the content or add it to a report's prole:

1. Click My Team > Team Talent.2. Click a report's person card to open the Skills and Qualications page for the report.3. Click Edit on the Skills and Qualications page to either edit the content, or add it to the report's prole.

How You Upload Talent Prole DataTalent prole data is the person and job proles data displayed on Skills and Qualications and Career Planning pages.You access these pages for a worker in the worker's person spotlight. Examples of talent prole data include ratingsand corresponding rating models, content items, and educational establishments. You can upload talent prole data forinitial migration or mass data entry.

The following tools support upload of talent prole data:

• Oracle ADF Desktop Integration (ADFdi) workbook

• Oracle Fusion HCM Data Loader

• Oracle Fusion HCM Spreadsheet Data Loader

Note: The tools available to you for uploading talent prole data depend on the seing of the HCM DataLoader Scope parameter. The ADFdi workbook isn't aected by the HCM Data Loader Scope parameter. Youcan continue to upload competencies using the ADFdi workbook regardless of the parameter seing.

For more information about:

• Uploading content items using an ADFdi workbook, see Uploading Competencies and Content Items intoOracle Fusion Prole Management (1453118.1) on My Oracle Support at hps://support.oracle.com.

• All data loaders mentioned earlier, see Oracle Human Capital Management Cloud Integrating with Oracle HCMCloud Guide.

Uploading ActionsThe following table displays the type of talent prole data you typically upload and the actions you perform to load thatdata.

Note: Use the Open Competency Excel Template option to generate the ADFdi workbook for uploadingcompetencies. The option is available on the Manage Content Items page in the Proles work area.

Uploading Tool Talent Prole Data Type Actions

ADFdi workbook

• Content item (only Competency) • Create• Update

HCM Data Loader

• Educational establishment• Talent prole rating model• Talent prole type (only Person and

Job)• Talent prole content item• Talent prole content item

relationship

• Create• Update• Delete

HCM Spreadsheet Data Loader • Educational establishment • Create



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Uploading Tool Talent Prole Data Type Actions

• Talent prole rating model• Talent prole type (only Person and

Job)• Talent prole content item• Talent prole content item

relationship

• Update

Related Topics

• Guidelines for Using Desktop Integrated Excel Workbooks

How You Update Talent RatingsTalent ratings are ratings that are used to evaluate a worker, including performance, potential, prociency, readiness,and impact. Ratings are used in multiple products within the HCM product family such as Oracle Fusion ProleManagement, Oracle Fusion Performance Management, and Oracle Fusion Talent Review.

Talent Rating TypesThe following table displays the talent ratings and their description. Depending on application seings and rolesassigned, you can view, add, and update these talent ratings across multiple products within the HCM product family.

Talent Ratings Description

Talent score

Evaluate a person's overall value to the organization using a rating model your organizationdenes.

Performance rating

Evaluate an item, section, or overall performance document.

Potential level

Evaluate a person based on the execution of the person's work.

Potential score

Evaluate a person's aainable level of excellence or ability to achieve success.

N box cell assignment

Evaluate a person's current contribution and potential contribution to the organization on abox chart matrix with N boxes. N represents the number of boxes in the grid.

Advancement readiness

Evaluate a person's readiness for the next position in their career development.

Risk of loss

Evaluate the likelihood of a person leaving the company.

Impact of loss

Evaluate the real or perceived eects on an organization when the person leaves.

Prociency Evaluate a person's skill level for a competency.

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Talent Ratings Description

Behavior ratings

Evaluate a person's actions for a behavior associated with a competency.

Updating Talent RatingsYou can update talent ratings depending on application seings and roles assigned to you. The following table showswhere talent ratings can be updated.

Talent Ratings Can Be Updated onthe Career Planningpage?

Can Be Updated inTalent Review?

Can Be Updatedin PerformanceManagement?

Can Be Updatedin SuccessionManagement?

Talent score

Yes

Yes

No

No

Performance rating

Yes

Yes

Yes

No

Potential level

Yes

Yes

No

No

Potential score

Yes

Yes

No

No

N box cell assignment

No

Yes

No

No

Advancementreadiness

Yes

No

No

No

Risk of loss

Yes

Yes

No

Yes

Impact of loss

Yes

Yes

No

Yes

Prociency

Yes

No

Yes

No

Note: You can update Behavior ratings under Competencies on the Edit Skills and Qualications page for aperson.

When you update talent ratings:

• The performance rating on a performance document is always the one entered by the manager during aworker's performance evaluation. The performance rating from the worker's performance document is thendisplayed on the worker's prole when congured to do so in the performance template.

• In Oracle Fusion Compensation Management, if congured, you can also update the performance,performance goals section, and competencies section ratings, which appear in performance documents.



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• The talent review process uses talent ratings on the worker's prole to build talent review information. Whena talent review meeting concludes, a worker's prole is automatically updated with the calibrated ratings.Therefore, the performance rating displayed in a worker's performance document might be dierent from theone displayed in the worker's prole.

Related Topics

• How You Congure Performance Ratings in Compensation

• Rating Models

FAQs for Create and Update Proles

What happens if I change the status of a model prole to inactive?If you change the status of a model prole associated with a job or position to inactive, the model prole is no longeravailable. The prole is visible only to an administrator. The prole isn't available when you perform a best-t analysis ora comparison of proles, or when you search for model proles. Any workforce structures that were associated with theinactive model prole are made available to associate with another active model prole.

The prole is also removed from workers' interest lists. A notication is sent to HR specialists and managers, and tothose workers who have the prole in their interest list.

Related Topics

• Prole Types

• Content Types


What's a competency gap chart?A competency gap chart is a graphical representation of how well your competency ratings match the requiredprociency ratings of a job or position prole. The job or position proles to which you can compare your prole includeyour assignments and the proles in your interest list. The application generates competency gap chart using onlythose competencies that appear in both your prole and the selected job or position prole. Select Navigator > Me >Skills and Qualications to view the competency gap chart on the Skills and Qualications page. You can also view thecompetency gap chart for each explored role or roles added as careers of interest in the Career Development work area.

Use the competency gap chart in your career development to determine whether you're already qualied for theselected job or position, or if areas exist where you need further development. If you identify gaps, you or your managercan also add a goal for the competency for which you have lesser ratings in the Career Development work area. Forexample, if your rating for the Leadership competency is 3 and the targeted rating for that competency in the ProductManager job is 4, you might research training classes or ask for projects that would help you improve your leadershipcapabilities. In the Career Development work area, you can also add a goal to the Leadership competency to help youimprove your leadership capabilities.

If the job or position prole contains fewer than three competencies, then the competency gap chart is displayed asa bar chart. Otherwise, the chart is displayed as a radar chart. The compatible percentage for a role is automaticallycalculated using the best-t analysis tool.

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Related Topics

• Career Development Work Area

What's a career statement?A career statement is a summary of your career goals. You can enter your career statement on your Career Planningpage or on the My Career Development page. Anyone who can view your career planning information can viewyour career statement. To open your Career Planning page, select Navigator > Me > Career Planning. In the CareerDevelopment work area, you can view the career statement using the Overview or Career Preferences infotile.

Career statements are for informational purposes only.

Why did the potential level change when I changed the potentialscore?The relationship between the potential score and potential level is dened in the potential rating model. When youchange the potential level, the application updates the potential score with the numeric rating for that level. Whenyou change the potential score, the application updates the potential level with the level in the rating model that hasa numeric rating closest to the potential score. To change a talent rating of your direct report, click the Edit icon in theTalent Ratings section on the Career Planning page of the selected report's person spotlight. To access a direct report'sperson spotlight:

• Select Directory > Directory, search for the worker, and click the worker's name in the search results

• Select My Team > My Team and click the worker's name on the My Team page

• Select My Team > Team Talent and click the worker's name on the Team Talent page

• Select My Team > Team Compensation and click the worker's name on the Team Compensation page

• Open the person smart navigation window from application pages

For example, assume the rst two rating levels in the potential rating model contain numeric ratings 1.5 and 2,respectively. If you assign a potential score of 1.7 to a worker, then the potential level for the worker is updated with therst potential level in the rating model, because 1.7 is closer to the numeric rating of 1.5 than it's to the numeric rating of2.

What happens if I update the talent ratings on the career planningpage?The talent review process uses these ratings on a worker's prole to build talent review information: talent score,performance rating, potential level, risk of loss, and impact of loss.

If you're preparing for a talent review meeting and you update talent ratings, then the changes are reected on thePrepare Content Review page. When the talent review meeting concludes, the application automatically updatesworkers' Career Planning page with the nal ratings for talent score, performance rating, potential level, risk of loss, andimpact of loss. With the exception of the risk and impact of loss, all ratings from the talent review meeting are assigneda unique instance qualier. The instance qualier identies them as those that resulted from the talent review meeting.If you then update these ratings on the Career Planning page, the talent review ratings remain in the database, but you

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can see your updates on the Career Planning page instead of the talent review ratings. You open the Career Planningpage of a worker in the worker's person spotlight.

Updating the career potential information also aects the performance-potential analytic in the performancemanagement business process.

How can I prevent my manager from viewing job or positionproles in my interest list?On your Career Planning page, click Edit, and select the Private check box for the job or position prole. To open yourCareer Planning page, select Navigator > Me > Career Planning.

Only you can view job and position proles that are set to private. Anyone who can view your career planning page canview only those job and position proles that aren't set to private.

What's the dierence between the suggestions list and the interestlist?The suggestions list is automatically generated for you each time you view your Career Planning page. To openyour Career Planning page, select Navigator > Me > Career Planning. This list contains proles of jobs or positionsthat are suitable for you. The suggested proles are based on an analysis of how well your competencies, skills, andqualications match those of the job or position prole.You create the interest list by browsing proles of jobs and positions and adding those that you might like to pursue.Your manager can also add job or position proles to your interest list as suggestions for the next step in your career.You and your manager can also move proles of jobs and positions from the suggestions list to the interest list.

Can I edit skills and qualication data of a person's prole?Yes. Depending on the content section access seings for your role, you can view and edit any of the predened orcustom content of a worker's prole.

How can I add content to my prole?Select Me > Skills and Qualications on the Home page. Click Edit on the Skills and Qualications page to edit or addthe content to your prole. Depending on the content section access seings for your role, you can view and edit any ofthe predened or custom content on your prole.

How can I hide an aribute on the person prole?You must have the HR specialist role to hide an aribute on the person prole.

To hide an aribute on the person prole:

1. Click Manage Prole Types on the Tasks tab in the Proles work area.



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2. Search for the Person prole type and select the row for the prole type in the Search Results section.3. Click Edit in the Search Results section to open the Edit Prole Type page.4. On the Content Sections tab, select the content section that includes the aribute you want to hide.5. In the Content Sections region, click the selected content section link to open the Content Section page.6. In the Content Properties section, select None as the Display value for the aribute you want to hide.

How can I delete an aribute from the person prole?You must have the HR specialist role to delete an aribute from the person prole.

Note: You can hide predened aributes, but you can't delete them.

To delete an aribute that isn't a predened aribute from the person prole:

1. Click Manage Prole Types on the Tasks tab in the Proles work area.2. Search for the Person prole type and select the row for the prole type in the Search Results section.3. Click Edit in the Search Results section to open the Edit Prole Type page.4. On the Content Sections tab, select the content section that includes the aribute you want to delete.5. In the Content Sections region, click the selected content section link to open the Content Section page.6. In the Content Properties section, select the row for the aribute and click Delete.

Modify Talent Proles

How You Modify the Skills and Qualications Page to View TalentRatingsBy default, line managers can view or edit talent ratings for a report on the report's Career Planning page. However,by using Oracle Page Composer, you can modify the Skills and Qualications page of reports to display talent ratingson the Skills and Qualications page and hide talent ratings on the Career Planning page. To change a page, you musthave the privilege to modify pages. After making your changes, depending on their accessibility to a talent rating type,line managers can view or edit the talent rating type on a direct report's Skills and Qualications page. You manage thecontent section access seings of a talent rating type for a user role using the Manage Prole Types task. The task isavailable in the Setup and Maintenance, Proles, or Person Management work area.

Note: You must use an active sandbox to modify the Skills and Qualications page using Page Composer.

To display talent ratings on a direct report's Skills and Qualications page:

1. Sign in as a user who has the privilege to modify the Team Talent page.2. Select My Team > My Team > Talent.3. To open the Skills and Qualications page of a direct report, click the direct report4. Click the user name and from the Seings and Actions menu, select Edit Pages.5. On the Edit Pages dialog box, select the Edit option for the Site layer and click OK.6. Select View > Source at the top-left section of the page to open the Source edit mode.



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Tip: By default, the Source window is collapsed in the boom position. To change the Sourcewindow position to the left, select View > Source Position > Left. To see the source content,you may need to drag the page divider.

7. Click the Skills and Qualications icon on the Skills and Qualications page. The source tree moves to thecorresponding region component.

8. Under the panelGroupLayout: vertical component for the showDetailItem: Skills and Qualications node,select the disabled region component for the location: /oracle/apps/hcm/proles/core/publicUi/fuse/page/SkillsTalentRating.js and click Edit.

Note: The location is displayed when you hover over a region component.

9. In the Component Properties: region dialog box, select the Display Options tab.10. Select the Visible check box.11. Click OK to close the dialog box. The Talent Ratings section appears on the Skills and Qualications page.12. Click Close to close Page Composer.13. Publish your sandbox to make your changes available to users who are line managers.

To adjust the position of sections as they appear on the page, use Page Composer.

Related Topics• Create and Activate Classic Sandboxes

How You Modify the Grid View of the Team Talent Page to DisplayTalent Score and N Box Cell Assignment RatingsBy default, line managers can't view or edit talent score and n box cell assignment ratings for a report on the TeamTalent page in the grid view. However, by using Oracle Page Composer, you can change the Team Talent page todisplay both the ratings in the grid view of the page. To change a page, you must have the privilege to modify pages.After changes have been made, depending on their accessibility to a talent rating type, line managers can view or editthe talent rating in the grid view of the Team Talent page. You can display only two ratings on a person card in the gridview of the Team Talent page. Therefore, to display talent score and n box cell assignment ratings, you must modifythe existing ratings displayed in the grid view. You manage the content section access seings of a talent rating fora role using the Manage Prole Types task. The task is available in the Setup and Maintenance, Proles, or PersonManagement work area.

PrerequisitesActivate a sandbox.

Modifying the Grid ViewIn the following procedure, the Performance rating is replaced with N Box Cell Assignment and the Potential rating withTalent Score.

To enable a line manager to view n box cell assignment and talent score ratings in the grid view of the Team Talentpage:

1. Sign in as a user who has the privilege to access the Team Talent page.

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2. Select Navigator > My Team > Team Talent. The Team Talent page appears in the grid view.

Tip: If the grid view isn't selected, click the View Grid icon.

3. Click your user name in the global area and from the Seings and Actions menu, select Edit Pages.

Note: If the Conrm Task Flow Edit dialog box appears anytime during this procedure, click Edit tocontinue.

4. On the Edit Pages dialog box, select the Edit option for the Site layer and click OK.5. Select View > Source at the top-left section of the page to open the Source edit mode.

Tip: By default, the Dock pane is collapsed in the boom position. To see the source content, youcan drag the page divider to the top.

6. Replace existing labels on the person card of the Team Talent page with N Box Cell Assignment and TalentScore:

a. Click Performance on a person card on the Team Talent page. The source tree moves to thePerformance component.

b. Right-click the component and select Edit. The Component Properties dialog box appears.c. In the Value eld, click the drop-down buon and select Select Text Resource. The Select Text

Resource dialog box appears.d. In the Key eld enter a unique value. For example, NB1. You use this value to reuse the label in other

pagese. In the Display Value eld, enter the label for the n box cell assignment rating. For example, N Box Cell

Assignment.f. Click OK.g. Click Apply and then OK to close the Component Properties dialog box.h. Repeat steps 6.1 through 6.8 to change the label Potential as Talent Score on the person card on the

Team Talent page. For Talent Score, you can enter values for the Key and Display Value elds as shownin the following table.

Field Example

KeyTS1

Display ValueTalent Score

7. Use the expression language (EL) to display the value of the n box cell assignment and talent score ratingsbelow the edited labels:

a. In the source tree, select the outputText node below the outputText: N Box Cell Assignment node.b. Right-click the component and select Edit. The Component Properties dialog box appears.c. In the Value eld, click the Edit icon and select Expression Builder. The Edit dialog box appears.d. In the Type a value or expression eld, enter the #{row.NBoxAssignment} expression.e. Click OK.f. Click Apply and then OK to close the Component Properties dialog box.g. In the source tree, select the outputText node below the outputText: Talent Score node.



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h. Repeat steps 7.2 through 7.6 to enter the #{row.TalentScore} expression for the talent score rating.8. Click Close to close Page Composer.9. Publish your sandbox to make your changes available to users who are line managers.

Related Topics

• Create and Activate Classic Sandboxes

How You Modify the List View of the Team Talent Page to DisplayTalent Score and N Box Cell Assignment RatingsBy default, line managers can't view or edit a report's talent score and n box cell assignment ratings on the Team Talentpage in the list view. However, by using Oracle Page Composer, you can modify the Team Talent page to display boththe ratings in the list view of the page. After you make changes, depending on their accessibility to a talent ratingtype, line managers can view or edit the talent rating in the list view of the Team Talent page. You manage the contentsection access seings of a talent rating for a user role using the Manage Prole Types task. The task is available in theSetup and Maintenance, Proles, or Person Management work area.

PrerequisitesActivate a sandbox.

Modifying the List ViewTo enable line managers to view n box cell assignment and talent score ratings in the list view of the Team Talent page:

1. Sign in as a user who has the privilege to access the Team Talent page.2. Select Navigator > My Team > Team Talent. The Team Talent page appears in the grid view.3. Click the View List icon.4. Click your user name in the global area and from the Seings and Actions menu, select Edit Pages.

Note: If the Conrm Task Flow Edit dialog box appears anytime during this procedure, click Edit tocontinue.

5. On the Edit Pages dialog box, select the Edit option for the Site layer and click OK.6. Select View > Source at the top-left section of the page to open the Source edit mode.

Tip: By default, the Dock pane is collapsed in the boom position. To see the source content, youcan drag the page divider to the top.

7. On the Team Talent page, click Potential or any other talent rating. The source tree moves to thecorresponding rating component.

8. Under the panelGroupLayout: vertical component for the panelStretchLayout node, select the disabled nodepanelLabelAndMessage:N Box Cell Assignment and right-click.

9. Select Edit. The Component Properties: N Box Cell Assignment dialog box appears.10. On the Display Options tab, select the Visible check box and click Apply.11. Click OK to close the dialog box.12. Under the panelGroupLayout: vertical component for the panelStretchLayout node, select the disabled node

panelLabelAndMessage:Talent Score.13. Click Edit. The Component Properties: Talent Score dialog box appears.14. On the Display Options tab, select the Visible check box and click Apply.




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15. Click OK to close the dialog box.16. Click Close to close Page Composer.17. Publish your sandbox to make your changes available to users who are line managers.

Related Topics

• Create and Activate Classic Sandboxes



Chapter 3Goal Management

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3 Goal Management

How You Manage Performance GoalsManagers and workers can manage performance goals. Workers can also mark performance goals that they create asprivate. Private goals aren't visible to others. To manage performance goals, start on the My Goals page in the Goalswork area.Workers and managers can:

• Add performance goals and update them throughout the review cycle.

• Update worker person proles by adding target outcomes to goals.

• Add and update tasks to provide specic actions that determine how workers can achieve their goals.

• Share their performance goals with direct reports or others to make goals available to copy.

• Assign their performance goals to direct reports.

• Align their performance goals to published organization goals in addition to goals shared by managers andcolleagues.

• Copy a goal and change the goal plan and aributes of the new copied goal as appropriate. The copied goal isadded to the worker's goals list.

• Move a goal to another goal plan. The moved goal is no longer associated with the source goal plan.

• Extend a goal to another goal plan to let the worker continue working on the goal for a period later than thecurrent goal plan. The target goal plan must have an end date later than the end date of the current goal plan.After extending, the goal is associated with both the source and target goal plans. Any subsequent changes tothe goal in the source goal plan are also carried onto the target goal plan after you extend the goal.

• Track measurements added to goals.

Related Topics

• Overview of Goal Management

• How You Make Performance Goals Available to Workers

Manage Your Goals

Manage Your GoalsWatch video

This example shows how to track your goals progress, edit details of an existing goal, view goal alignment within yourorganization, and share a goal with your direct reports.

The following table summarizes key decisions for this scenario.





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Decisions to Consider This Example

Which review period is associated with my goals?

2020 Annual Cycle

Which goal plan is associated with the review period that includesmy goals?

2020 Performance Goals

What are the goals assigned to me? The following goals are assigned to you:

• Developing the team• Increase Shareholder Value• Bring Customer Satisfaction Levels to 90%• Complete Business Ethics Course

Is drill-down mode enabled?

Yes

Summary of the TasksDo these tasks to manage your goals:

1. View your goals2. Edit details of an existing goal3. View the goal alignment details4. Share the goal

View Your Goals1. Click Me > Career and Performance > Goals.2. From the review periods list on the Goals page, select 2020 Annual Cycle.3. From the Goal Plan list, select 2020 Performance Goals. On the Goals page, you can view and update the

priority, weight, and your progress for each goal included in the 2020 Performance Goals goal plan.

Edit Your GoalsIn the drill-down mode, click the goal name to edit goals that are assigned to you.

1. To edit your goal Bring Customer Satisfaction Levels to 90%, on the Goals page, click the goal name. On thegoal page, you can view goal details such as its name, start date, description, and success criteria. If enabled,you can also view measurements, target outcomes, and tasks for the goal.

2. In the Basic Info section, click Edit. This table shows the properties of the goal that you need to edit.

Field Value

CategoryCustomer satisfaction

LevelTarget

DescriptionImprove overall customer satisfaction to 90% based on customer surveys during theevaluation period.



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Field Value

3. Click Save to save changes to the goal.

View Goal AlignmentIf a goal is aligned to other goals or other goals aligned to the goal, you can view the goal alignment details for the goalin the Alignment section of the goal page.

1. On the Goals page, click the goal name Developing the team.2. Expand the Alignment section. You can view goals that the Developing the team goal is aligned to and goals

that are aligned to this goal.

Share Your GoalsYou can share your goals.

1. On your Goals page, select the goals that you want to share.2. From the Actions menu, select Share.3. On the Share Goals page, ensure that the Share tasks check box is selected.4. In the Share Goals With section, you can select whom to share the goal with.

◦ As a manager, to share the selected goals with the whole team, select the check box before the AddWorker list.

◦ If you don't want to share with some reports, clear the check box before their names.

◦ To share with specic people, search and select the person from the Add Worker list.

5. Click Save and Close. The goal is shared with selected workers. The workers can view the shared goals in theGoals Shared with Me section of their Goals page.

6. You can view details of whom you have shared the goal with in the Shared With section of the goal page.

Related Topics• Overview of Goal Management

Administer Goals

How You Administer Performance GoalsAs an administrator of performance goals, you can manage these entities on your Goals page:

• Performance goals

• Mass assignment processes

• Goal plans

• Goal library

• Scheduled processes for performance goals

• Goal plan sets

• Review periods

• Eligibility proles



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• Pending goal plans

To manage these entities, go to My Client Groups > Goals.

Administer GoalsThis table lists the links available on the administrator Goals page and the actions that you can do on the pages that younavigate to from the link.

Link on Administrator Goals Page Actions You Can Do Comments

Performance Goals

• Cancel a goal.• Delete a goal.• Transfer an organization goal to

another organization owner.

• You can search for goals byspecifying a search criteria suchas the worker, manager, ordepartment name.

• You can also lter the goals to viewonly organization goals or workergoals.

Setup of Performance Goals MassAssignment

• Create a mass assignment process.• Copy an existing mass assignment

process.• Edit or delete an existing mass

assignment process.

• The review period with the lateststart date is the default reviewperiod.

• You can't schedule massassignment processes from theSetup of Performance GoalsMass Assignment page. UseTools > Scheduled Processesor the Scheduled Process forPerformance Goals link on theadministrator Goals landing pageinstead.

Goal Plans

• Add a goal plan.• Edit a goal plan.• Manage goal plan assignees.

• By default, you can see the goalplans for the review period with thelatest start date.

• You can't schedule goal planassignment processes from theGoals Plans page. Use Tools> Scheduled Processes orthe Scheduled Process forPerformance Goals link on theadministrator Goals landing pageinstead.

Performance Goal Library

• Edit an existing library goal.• Add a library goal.• Edit the translation of a library goal

in any supported language.

Scheduled Processes for PerformanceGoals

Schedule processes for these goal tasks:

• Mass assign goals.• Assign goal plans.• Assign goal plan sets.

Goal Plans Sets

• Create a goal plan set. You can see this link only if you haveenabled the goal plan sets feature.



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Link on Administrator Goals Page Actions You Can Do Comments

• Edit an existing goal plan set.

Review Periods

• Create a review period.• Edit an existing review period.

You can't delete an existing review period.But you can inactivate it.

Eligibility Proles

• Create an eligibility prole.• Edit an existing eligibility prole.• Delete an existing eligibility prole.

Pending Goal Plans

Approve pending goal plans.

• This link is hidden by default. Toshow this link, from Navigator, goto Tools > Structure.

• We recommend to use theTransaction Console to approvepending goal plans.

Related Topics

• Mass Assignment of Performance Goals

• How You Create Goal Plans

• Goal Library

• Guidelines for Creating Goal Plan Sets

Performance Goal MeasurementsWorkers can add measurements to assess the level of success of achieving a goal. Managers can add and assignmeasurements to goals of their reports so that they can assess the success of a worker toward achieving a goal.

About Creating Single Measurements for GoalsYou can select and dene a single measurement for a goal. You dene and view a measurement for a goal in theMeasurement section. If you select a unit of measure (UOM), you can include optional data for the measurement, suchas target type, target value, and actual value. To access the section, click the Measurements link on the add or edit goalpages.

About Creating Multiple Measurements for GoalsEnable multiple measurements for goals using a prole option. When the prole option is enabled, you can dene andview multiple measurements for a goal. If you select a UOM, you can include optional data for the measurement, suchas target type, target value, and actual value. In the Measurements section, you can drag and drop measurements tochange their display order in the section and in OTBI reports.



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Calculation Rules for Multiple MeasurementsSelect a calculation rule when multiple measurements have the same UOM on the add or edit goal pages. Thecalculation rule you select is used to determine the over all target and actual values for a goal. The options are:

• Average: The average of the actual and target values is the over all actual and target values for a goal.

• Sum: The sum of the actual and target values is the over all actual and target values for a goal.

Related Topics

• Overview of Goal Management

Goal Actions

Performance Goals AlignmentYou align performance goals to create a relationship between a worker's goal and a higher-level goal, such as anorganization or manager goal. This relationship enables the worker's goal to support and contribute to achieve thehigher-level goal. You can align one of your goals to only one other goal; both goals must be associated with the samereview period.

Goals can also be aligned to those of colleagues to support peers' goals if they are within the same review period. Thisallows workers on informal teams or groups working across dierent reporting groups to show a relationship betweeneach other. For the owner of the goal to which others are aligned, it's a way to determine how many people are workingfor the goal, for example, for a specic project or initiative. You can't align private goals to another goal or have othergoals aligned to them.

Goal alignment provides the exibility to:

• Align goals automatically.

• Modify supporting goals.

• Remove alignment.

Aligning Goals AutomaticallyIf organization owners assign organization goals to workers, or managers assign their own goals to workers, then theassigned goals are copies of the source organization or manager goal. These assigned goals are automatically alignedto the source goal. Goals that workers or managers add from either an organization goal, or a goal shared by a manageror colleague, are also automatically aligned to the organization or shared source goal.

If a goal is aligned to a goal, the goal alignment icon appears next to both the source goal and aligned goal on the Goalspage. You can click this icon to open the Goal Alignment page and view the goal alignment hierarchy of the selectedgoal.

Modifying Supporting GoalsSupporting goals can be identical to the source goal, perhaps with dierent targets, or they can be completely dierent.Worker and managers can modify the aributes of the supporting worker goal.



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Removing AlignmentManagers, workers, and HR specialists can remove alignment from one goal to another. Deleting a goal that is alignedto another goal removes the alignment between the goals. The goal that isn't deleted isn't aected, and you can alignthe remaining goal to another goal. If you cancel an organization goal, its alignment to other goals is also removed.

Related Topics• How You Create Organization Goals

How You Share Performance GoalsManagers and workers can share performance goals so that others can add a copy of the shared goal to their goalslist or align their own goals to the shared goal. For example, a manager might want a worker to know about the goalsfor overseas assignment but would like the worker to decide whether or not to add the goals. You can share goals byselecting the Share action for a goal on your Goals page.

Managers can share their goals with either their direct reports, doed-line reports, or selected persons. Workers canshare their goals with the colleagues they select. Tasks that are associated with goals can also be shared. A noticationis sent to the people with whom the goal is shared.

You can view the goals that are shared with you in the Goals Shared with Me section of your Goals page.

• Those that are shared by managers only with you appear in the Manager Goals section.

• Those that are shared by managers with all in your organization appear in the Organization Goals section.

Shared AributesThe following aributes of the original goal are shared with the recipient:

• Goal name

• Goal details including start date, target completion date, category, level, and description

• Measurement aributes including name, unit of measure, target type, and target value

• Target outcome aributes including name, description, and source

• Tasks aributes including name, type, priority, start date, and related link

Note: Prole options determine if you can add target outcomes and tasks to a goal. You set up prole optionsin the Setup and Maintenance work area. Goal plan seings determine which key goal elds of an added goalyou can change. When you share a goal, you can decide further whether to share tasks, if enabled.

Updating and Aligning Shared GoalsWorkers can update a goal added from a shared goal to change the goal name and dates, and add target outcomes andtasks. If the worker adds a goal shared by a manager, the new goal aligns automatically to the manager's goal, so thatthe added goal supports the original goal. Adding and aligning don't change the original goal.

Sharing Goals when a Worker or Manager TransfersWhen a worker or manager transfers and that worker is no longer a direct report of the manager, the goal is stillavailable to the worker in the Goals Shared with Me section of the worker's Goals page.

Related Topics• How You Make Performance Goals Available to Workers



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• Goal Plans

• Goal Management Prole Options

Mass Approve Goals

Approval Process for Performance GoalsIf Bypass Approvals hasn't been enabled, then goal changes can go for approval. You can nd the deliveredPerformance Goals approval rule set in the Transaction Console. An administrator can congure the goal approval ruleset in Transaction Console.

You can make multiple changes to goals in a goal plan and submit all the changes together for approval. Rememberthat transactions of Performance Goals are evaluated as a single approval transaction. When you submit a goal plan forapproval, all submied actions are evaluated and even if there's one transaction that requires manual approval, all otheractions are also considered for manual approval.

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This image shows the typical approval ow. As you can see in the image an approver can request for more informationbefore approving the goal changes.

Goal Approval Process

Em

plo

yee

Appro

ver

Submits goal changes

Reviews goal changes

Need more Information?

Request Information

Yes

Sends Information

Changes OK?

No

Yes

No

Withdraw approval request?

Withdraw ChangesYes

No

Edit goal plan Edit goals in goal plan

YesNo

Approve Reject

Note: More than one approver can be involved in the goal approval process.

Submit Goal Changes for ApprovalWhen an employee makes some changes to the goals in a goal plan, the goal plan is locked. Other users including theemployee's manager can't modify that goal plan.

All performance goal changes are saved in a transaction cache and not in the Goal Management database. The data ismoved from the cache to the application database only after approval.



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This table denes the rules that apply for the various goal actions that an employee can do before submiing the goalplan for approval.

Action Rules that Apply

Assign

• You can assign only existing and unchanged goals.• You can't assign any goals that you have added for which approval is pending.

Move Cancel Delete

• If the goal plan is congured with 100% weight validation, then the goal's weight isautomatically set to 0.

• When you delete a newly added goal, it's removed from the cache and the goal planpage.

• After you cancel an existing goal, you can only delete that goal. You can't perform anyother action.

• After deleting an existing goal, you can't perform any other action on that goal.

Copy

• You can't copy a newly added goal.• You can copy only existing and unchanged goals.

Note: When the goal plan is submied for approval and if the goal plan is congured with 100% weightvalidation, an error results if the weights of the goals in the goal plan don't add up to 100.

Did you know that while submiing the goal changes the employee can also add comments or some les asaachments? After the goal changes are submied only the employee and the current approver can view the changes.Other users can't see the changes until the changes are approved.

After the employee has submied the changes, the employee can't make any further changes in the goal plan until anyof these conditions is true:

• The employee withdraws the approval request for the goal plan.

• The current approver requests for more information.

• The changes are approved by all approvers.

• An approver rejects the changes.

Review Goal ChangesAfter an employee submits the goal changes, the current approver receives a notication. Approvers can also use theWorklist to check for goal plans that require their approval. They can review the details of the changes made and theapproval history. They can do any of these actions:

• Edit and approve the goal plan.

• Approve or reject the goal changes.

• Request for more information.

Request More InformationThe approver if needed can request for more information from the employee. The approver can add comments oraachments when requesting for information. The approver can't perform any of these actions while waiting for therequested information:

• Make any changes to the goal plan.



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• Select any goal action such as copying or sharing a goal.

Approve or Reject Goal ChangesSee this table to understand what happens when an approver approves or rejects the goal changes.

Approval Action Results

Approve

• All can view the changes in the goal plan including any new goals that were added.• Any added shared goals are removed from the Goals Shared with Me section.• The goal plan is no longer locked and managers can edit the goal plan.• The employee can continue to edit the goal plan.• Any deleted goal is removed from the goal plan.

Reject

• The employee receives a notication. The employee can see the rejection comments ifthere are any on the Worklist.

• The goal plan is no longer locked and managers can edit the goal plan.• All changes made by the employee are reverted.• Any new goals that were added are removed from the goal plan.

Related Topics

• How You Manage HCM Approval Transactions

FAQs for Goal Management

Can I update my performance goal after I have submied it forapproval?All goals submied for approvals are read-only until the related goal plans are approved. When you submit a goal forapproval, you also submit the goal plan to which the goal is added for approval for all goal plan changes. All goals in thegoal plan are read-only until the approval request is completed.

How can I update or track progress toward performance goalcompletion?In the drill-down mode, click the goal name on your Goals page at any time throughout the goal plan period to recordthe completion percentage as you progress toward nishing it, or to make any other updates. Select Edit from theActions menu of the library goal to edit the goal inline and update your completion percentage.




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How can I complete a performance goal?Edit the goal that you want to mark as complete. Then in the Basic Info section, update the status of the goal toCompleted. After you change the status, you can also change the completion percentage to 100 and enter the actualcompletion date of the goal. If you require manager approval, you must gain nal approval for completing the goal.

How can I reopen a completed performance goal?It depends how the feature is congured at your site. You can either click the Reopen buon from the goal page ordirectly edit the completed goal if it's always set to open. You set the conguration using the Completed Goal EditOptions prole option. To edit prole option values for the goal management business process, use the Manage WorkerGoal Seing Prole Option Values task in the Setup and Maintenance work area.

What happens if I align a performance goal?When you align a performance goal to a higher-level source goal, you create a relationship between the two thatindicates that the aligned goal supports the source goal. Source goals are either organization goals or goals assigned orshared by managers or the colleagues of a worker. However, the worker's goal is independent; workers can update ormodify their goals as needed, or remove the alignment.

What happens if I share a performance goal?A shared performance goal is available to others so that they can add it to their own list of goals or align their own goalsto it, when alignment is congured. The goal you share belongs to only you and can't be changed by the people withwhom you shared it.

What's a target outcome?Target outcomes are specic skills, competencies, or certications added to a goal that can be achieved or acquiredby the successful completion of the goal. Target outcomes help workers improve their prociency at their current jobsor develop additional qualications to prepare them for future jobs. The availability of target outcomes for addition togoals depends on the content section access seings for your role.

Why can't I update my goal plan?You can't update goal plans that are pending approval. If approval is required, any goal or goal plan changes you makearen't nal until approval is granted for the associated goal plan.



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Why do I have performance goals assigned to me before I haveadded any?Goals in your list of performance goals may have been assigned by a manager, the organization, or the HR specialist.You can't cancel or delete goals that are assigned to you. Incomplete goals may also have been copied from previousgoal plans when the HR specialist creates your current goal plan. Incomplete goals are those with the status of Notstarted or In progress.



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Chapter 4Review Periods

63

4 Review Periods

Review Periods in Talent ManagementReview periods are business periods that you use to measure performance and achieve results. Review periods enableyou to organize your processes into time bound business cycles. For example, you can create a review period for theFinancial Year 2020 as FY2020.

You can link Talent Management business objects that have the same review period time line. Review period is acommon component that ties to goal plans and performance document periods. For example, you can connect anemployee's performance to business objectives and results by associating goal plans in the Goals work area andperformance documents in the Performance Management work area with business periods using review periods.

Manage Review PeriodsAs an HR specialist or administrator, you manage review periods on the Review Periods page.

• HR specialists can go to My Client Groups > Goals, and then select the Review Periods link.

• HR specialists can go to My Client Groups > Performance, and then select the Review Periods link.

• Administrators can search for and use the Review Periods task in the Setup and Maintenance area.

These considerations apply for review periods:

• You can create review periods whenever you want to, and later associate them with goal plans, goal plan sets (ifenabled), and performance documents.

• Each review period must have a unique name.

• If a review period is in use, then you can't modify its start and end dates.

• You can set the status of a review period to active or inactive any time. The business objects already associatedwith a review period that you make inactive continue to use the review period. But HR specialists can't seean inactive review period when creating a business object, such as a goal plan, goal plan set, or performancedocument.

• You can hide inactive review periods in all employees and managers responsive pages. You need to set theDisplay Inactive Review Periods (ORA_HRT_DISPLAY_INACTIVE_REVIEW_PERIODS) prole option to No. Butremember that HR specialists will continue to see inactive review periods regardless of the prole option value.

• You can also delete review periods that aren't in use.

Review Periods You SeeYou can now only see relevant review periods on the Goal Management and Performance Management responsivepages.

• On the employee Goals spotlight page, you can see only those review periods for which the employee has anassigned goal plan. But if primary goal plan is enabled, you can see all review periods.

• On the employee Performance Spotlight page, you can see only these review periods:

◦ Review periods where the employee has a performance document created for them or an Anytimedocument can be created


Chapter 4Review Periods

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◦ Review periods where the employee has a check-in document created for them or a check-in documentcan be created

• On the Performance spotlight page, an employee can also see review periods where the employee has areceived a request to provide participant feedback for another employee.

• On the Evaluate Performance page, managers can see review periods for which there are created employeeperformance documents (regular or Anytime) where the manager is the performance document manager.

• On the Goals and Performance Overview page, managers can see only these review periods:

◦ Review periods where the employee has an assigned goal plan. But if primary goal plan is enabled, allreview periods are shown.

◦ Review periods where the employee has a performance document created for them or an AnytimeDocument can be created

◦ Review periods where the employee has a check-in document created for them or a check-in documentcan be created

Link Goal Plans and Goal Plan Sets to Performance DocumentsWhen you create performance templates, you select a review period for each document period.

When you create a goal plan, you select a review period and then associate performance document types with the goalplan. If goal plan set is enabled, when you create a goal plan set, you select a review period. All goal plans in the goalplan set have the same review period. The goal plan's review period and the associated performance document typesdetermine the goals that appear in the goal plan when a performance document is created.

Associate Check-In Templates with Review PeriodsYou can associate a check-in template with specic performance review periods or all review periods. By default, check-in templates are associated with all review periods. When you create a check-in document based on the template, thesegoals for the review period are included in the check-in document:

• Performance goals that aren't pending approval, not private, and not canceled

• Active and not private development goals

You can add a discussion topic for a performance goal if you're assigned any goals for the review period.

Note: When you change the review periods associated with a check-in template, the already created check-indocuments aren't aected.

Did you know that you can also specify review periods or change review periods for inactive check-in templates? Thereview periods can control the goals included in the check-in documents, when you later activate the template.

Related Topics

• Goal Plans

• Goal Plan Sets

• How Performance Documents Work with Goals

• Guidelines for Seing Up Performance Document Periods

• Check-In Template Options

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Chapter 5Organization Goals

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5 Organization Goals

How You Create Organization GoalsAn organization goal is a goal that a manager can share with other employees in the manager's organization to meetthe objectives of the organization. For example if the objective of the organization is "To increase market share by 20%by the end of the year", then the sales manager can create an organization goal as "Increase sales by 25% by the end ofthe year".

You can create an organization goal only if these conditions are met:

• Your administrator must have enabled the HRG_ENABLE_ORGANIZATION_GOAL prole option.

• You need to have the Manage Performance Goal for Organization privilege.

To create an organization goal, you create a goal in your Goals page and enable it for sharing with others in theorganization.

Note: You can't share a private goal as an organization goal.

You can easily identify the organization goals on your Goals page by the label Organization Goal below the goal name.

What Happens When You Share a Goal as an Organization GoalThe organization goals that you create are automatically shared with employees who report to you. They can see thisgoal in the in the Goals Shared with Me section of their goal page. The organization goals are grouped under the sub-heading Organization Goals in this section.

What Actions You Can Perform On an Organization GoalDid you know that you can perform the same actions on organization goals as those for regular goals? But, you can'tshare these goals as they're automatically shared.

You can assign an organization goal to employees who report to you. You can align the organization goal to any goalthat's shared with you.

FAQs for Organization Goals

How can I manage organization goals?As an administrator, you manage organization goals just like you manage other performance goals. Navigate to thePerformance Goals page. In the Filters pane, select the Organization goals check box to view only organization goals.


Chapter 5Organization Goals

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How can I prevent line managers from accessing organizationgoals?By default, individuals with the Line Manager role have access to organization goals. To prevent line managers frommanaging organization goals, the IT security manager must remove the Goal Management Organization Owner Dutyrole from the Line Manager role. You can restrict the access to organization goals by assigning the Executive Managerrole to selected line managers and individuals enabling them to manage organization goals.

Can I select individuals to manage organization goals?By default, individuals with the Line Manager role or the Executive Manager role can manage organization goals. Youcan restrict access to organization goals to selected individuals by assigning the Executive Manager role to them.

How can I transfer organization goals from one organizationowner to another?As an HR specialist, you can transfer organization goals from one organization owner to another on the PerformanceGoals page. Select the organization goals that you want to transfer and from the Actions menu select Transfer.

On the Transfer Goals page, specify these values:

• Organization owner to whom you want to transfer

• Review period

• Goal plan

• Start and target completion dates

Can I change an organization goal to a regular goal?Yes, you can. You need to edit the goal and clear the check box that allows sharing of the goal with others in theorganization. Remember that all goal alignments with the organization goal are removed when you change theorganization goal to a regular goal.


Chapter 6Spreadsheets for Uploading Goals

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6 Spreadsheets for Uploading Goals

Upload Worker Goals, Measurements, and Tasks Using aSpreadsheetUsing an application-generated spreadsheet, you can:

• Upload and assign worker performance and development goals.

• Add measurements and tasks to worker goals.

• Update existing goals assigned to workers.

• Update existing measurements and tasks.

Use the Worker Goals option on the Administer Goals page to download the spreadsheet.

The application-generated spreadsheet for worker goals contains the following three worksheets:

• Update Worker Goals: Use this worksheet to upload new or update existing worker performance ordevelopment goals.

Note: Performance goals are updated in Goal Management and development goals are updated inCareer Development.

• Update Measurements: Use this worksheet to upload new or update existing measurements associated withworker goals, performance or development. Measurements associated with performance goals are updated inGoal Management. Measurements associated with development goals are updated in Career Development.

• Update Tasks: Use this worksheet to upload new and update existing tasks associated with worker goals,performance or development. Tasks associated with performance goals are updated in Goal Management.Tasks associated with development goals are updated in Career Development.

Generating the SpreadsheetGenerate the spreadsheet to upload and assign goals to a worker or to update existing goals for a worker:

1. Click Administer Goals in the Related Links panel on the My Goals page in the Goals work area.2. On the Administer Goals page, select Worker Goals to open the Worker Goals section.3. Click Upload and select the Upload Worker Goal Data action. A File Download dialog box appears.4. Click Save. Select a destination on your local hard disk to save the WorkerGoalsWorksheet.xlsx spreadsheet.

Note: Ensure the spreadsheet isn't in the protected state before you enter data.

Uploading a New Goal for a WorkerTo upload a new goal for a worker:

1. Specify all the required columns in the Update Worker Goals worksheet.2. Click Upload to save the new goals into the Oracle Fusion HCM database.



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When you upload a new goal of the goal type:

• Performance, the goal appears on the worker's My Goals page in the Goals work area.

• Development, the goal appears on the worker's My Career Development page in the Career Development workarea.

Updating an Existing Goal Assigned to a WorkerTo update an existing goal assigned to a worker:

1. Specify goal aributes in the Search region of the Update Worker Goals worksheet.2. Click Download to download the goal into the spreadsheet.3. Click Upload to save the updated goals into the Oracle Fusion HCM database.

Updates to goal aributes associated with:

• A performance goal appear on the worker's My Goals page in the Goals work area.

• A development goal appear on the worker's My Career Development page in the Career Development workarea.

Uploading a New Measurement for a Worker GoalTo upload a new measurement for a worker goal:

1. Specify all the required columns in the Update Measurements worksheet.2. Click Upload to save the new measurements associated with worker goals into the Oracle Fusion HCM

database.

New measurements associated with:

• A performance goal appear for the goal on the Goal Management pages.

• A development goal appear for the goal on the Career Development pages.

Updating an Existing Measurement Associated with a Worker GoalTo update an existing measurement for a worker goal:

1. Specify goal aributes in the Search region of the Update Measurements worksheet.2. Click Download to download the goal and associated measurements data into the spreadsheet.3. Update the measurement for a goal and click Upload to save the updated measurements for goals into the

Oracle Fusion HCM database.

Updates to measurements associated with:



Uploading a New Task for a Worker GoalTo upload a new task for a worker goal:

1. Specify all the required columns in the Update Tasks worksheet.2. Click Upload to save the new tasks associated with worker goals into the Oracle Fusion HCM database.



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New tasks associated with:



Updating an Existing Task Associated with a Worker GoalTo update an existing task for a worker goal:

1. Specify goal aributes in the Search region of the Update Tasks worksheet.2. Click Download to download the goal and associated tasks data into the spreadsheet.3. Update the task-related aributes for a goal and click Upload to save the updated tasks into the Oracle Fusion

HCM database.

Updates to tasks associated with:



Related Topics

• Guidelines for Using Desktop Integrated Excel Workbooks

Update Worker Goals WorksheetUse the Update Worker Goals worksheet to upload new and updated worker goals to the database.

If a column header displays:

• An asterisk: The column value is required for a data row. You must enter a value in that column. Else, theapplication displays an error for the column.

• Double asterisks: The column value is required for a data row. However, if you don't complete each columnindicated with double asterisks, the application assigns a default value to the column.

For any missing data, the application displays an error message in the Status column for that goal.

Editing Columns in the Update Worker Goals WorksheetThe table shows a partial list of columns in the worksheet and corresponding valid values.

Column name Description

Completion Percentage The percentage completion of the goal. The valid values are:

• 0• 25• 50• 75




70


• 100

Descriptive Flexelds

Descriptive exelds related to a goal. The valid value for this column is a set of all descriptiveexelds values separated by the application-dened delimiter. You can double-click a cellto enter values for each descriptive exeld separately in the exeld picker. This column isdisplayed only when descriptive exelds are already dened and deployed for use in GoalManagement from the application.

Assigned Goal Plans including GoalWeight and Goal Priority

Includes the details about a goal plan assigned to a worker and the goal weight and prioritywithin the goal plan. This column must be used for performance goals only.

Each set includes the following comma-separated values:

• Application-generated goal plan ID• Goal plan name in double quotation marks• Goal weighting in the goal plan• Goal priority in the goal plan

For example: 105,"FY20018 Performance Goals",25,MEDIUM

To specify or edit a value in this cell, double-click a cell. You can then enter or update valuesfor only one assigned goal plan in the dialog box that appears. Specifying the goal weightingand goal priority values is optional.

Goals Update Measurements WorksheetUse the Update Measurements worksheet to upload new and updated measurements associated with worker goals tothe database.




For any missing data, the application displays an error message in the Status column for that measurement.

To associate multiple measurements with a goal, enable the Multiple Measurements for Goals Enabled prole optionin the application. Set the prole option in the Setup and Maintenance work area. You use the Manage Worker GoalSeing Prole Option Values or Manage Administrator Prole Values task to set prole option values.

If you dene multiple measurements for a goal in the worksheet:

• When the prole option is enabled, you can view all measurements in the Measurements section for the goal.

• When the prole option is disabled, you can view only the measurement with the sequence number 1 in theMeasurements section for the goal.



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Editing Columns in the Update Measurements WorksheetThe table shows a partial list of columns in the worksheet and corresponding valid values.


Sequence Number

Displays the sequence in which a measurement appear on the application pages and in OracleTransactional Business Intelligence (OTBI) reports. Enter a numeric value in this column. Example: 1, 2, 3,4, 5 and so on.

Unit of Measure Specify the unit of measure for a measurement. The values in this column are populated using

the Unit of Measurement for Goal Completion (HRG_GOAL_QUANTITATIVE_ UOM) lookup. Bydefault, the application displays the following units of measures:

• None: Select when no unit of measure is applicable for the measurement.• Currency: Select to use currency as a unit of measure for the measurement.• Number: Select to use number as a unit of measure for the measurement.• Percent: Select to use percent as a unit of measure for the measurement.

Target Value

Specify a numeric value that workers must target for the measurement to complete the goal.You must leave this column blank if you select None in the Unit of Measure column.

Actual Value

Specify a numeric value to measure the actual performance of the worker for the goal. Youmust leave this column blank if you select None in the Unit of Measure column.

Related Topics


• Goal Lookups

Goals Update Tasks WorksheetUse the Update Tasks worksheet to upload new and updated tasks associated with worker goals to the database.




For any missing data, the application displays an error message in the Status column for that task.





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To associate tasks with a goal, enable the Performance Goal Tasks Enabled prole option in the application. Set theprole option in the Setup and Maintenance work area. You use the Manage Worker Goal Seing Prole Option Valuesor Manage Administrator Prole Values task to set prole option values.

If you dene tasks for a goal in the worksheet:

• When the prole option is enabled, you can view all tasks associated with a goal in the Tasks section for thegoal.

• When the prole option is disabled, you can't view any tasks dened for the goal.

Editing Columns in the Update Tasks WorksheetThe table shows a partial list of columns in the worksheet and corresponding valid values.


Type

Specify the task type. The values in this column are populated using the Type of Goal Task(HRG_ GOAL_TASK_ TYPE) lookup.

Completion Percentage The percentage completion of the task. The valid values are:

• 0• 25• 50• 75• 100

Priority The priority of the task. The valid values are:

• High• Medium• Low

Related Topics


• Goal Lookups

Assign Organization Goals Using a SpreadsheetHR specialists can upload and assign new organization goals to workers using an application-generated spreadsheet.The organization goals assigned using the spreadsheet appear in the goals list on the My Goals page of the selectedworkers. By default, these goals aren't aligned to any goals.





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To upload and assign new organization goals to workers, you must generate the spreadsheet using the option providedin the application. The application-generated spreadsheet for uploading organization goals contains the following twoworksheets:

• 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.

Generating the SpreadsheetYou can generate the spreadsheet to upload and assign organization goals as follows:

1. Click Administer Goals in the Related Links panel on the My Goals page in the Goals work area.2. On the Administer Goals page, select Organization Goals to open the Organization Goals section.3. Click Upload and select the Upload Organization Goals action. A dialog box to download the le appears.4. Click Save. Select a destination on your local hard disk to save the OrganizationGoalsWorksheet.xlsx

spreadsheet.

Entering Data into the SpreadsheetTo upload a new organization goal, enter data for all the required columns in the Organization Goals Upload worksheetand click Upload. After you click Upload, click Save to commit the new organization goals into the HCM Clouddatabase.

Note: Ensure that the spreadsheet isn't in the protected state before you enter data.

Using the Spreadsheet to Assign GoalsAfter you upload organization goals using the application-generated spreadsheet, you must assign them to workersusing the Organization Goal Assignment worksheet. To assign goals to workers:

1. In the Organization Goals Upload worksheet, click Download to download all the organization goals available inthe database to the spreadsheet. The updated spreadsheet now includes the ID for all the uploaded goals.

2. In the Organization Goal Assignment worksheet, complete all the elds.

Note: The ID for a goal is displayed on the Goal ID column of the Organization Goals Uploadworksheet.

3. Click Upload. The data belonging to rows that display the text Row inserted successfully are uploaded.4. Click Save to commit the data into the database. The uploaded organization goals are now displayed on the My

Goals page of the worker to whom the goal was assigned.

Related Topics• Guidelines for Using Desktop Integrated Excel Workbooks

Organization Goal Assignment WorksheetUse the Organization Goal Assignment worksheet to assign organization goals that you uploaded using theOrganization Goals Upload worksheet, thereby enabling workers to access their organization goals.




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Editing Columns in the Organization Goal Assignment WorksheetThe table shows a partial list of columns in the worksheet and corresponding valid values.


Goal ID

The organization goal ID. The goal ID is displayed on the Goal ID column of the OrganizationGoals Upload worksheet.

Allow Workers to Update Goals Whether the worker is allowed to edit key elds, including goal name, description, and target

completion date. The valid values are:

• Y• N

Key

The goal key. The goal key appears on the Key column of the Organization Goals Uploadworksheet.

Organization Goals Upload WorksheetUse the Organization Goals Upload worksheet to upload organization goals that HR specialists can then assign toworkers. If you don't complete each required column, then the application assigns a default value to the column ordisplays an error message about data missing in the Status column for that goal.

Editing Columns in the Organization Goals Upload WorksheetThe table shows a partial list of columns in the worksheet and the corresponding valid values.


Goal ID

The unique identier of the goal. Leave this column blank.

Created By

The person ID of the user who created the goal or assigned the goal, or both. The valid value isthe person ID of a line manager who is also the organization owner. If no data exists, the ID ofthe logged-in user is assigned by default.

Published The goal is published or not. The valid values are:

• Y



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• N

Completion Percentage The percentage completion of the goal. The valid values are:

• 0• 25• 50• 75• 100

FAQs for Spreadsheets for Uploading Goals

Can I copy goals from an external database?Yes, you can copy the details of existing goals from an external database into a spreadsheet template to upload them tothe Oracle Fusion database.



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Chapter 7Mass Assignment of Goals

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7 Mass Assignment of Goals

Mass Assignment of Performance GoalsAs an administrator, you may want to assign some performance goals to many employees in your organization at thesame time.

To mass assign goals, do these steps:

1. Congure a mass assignment process.2. Schedule the mass assignment process.

You can also create a mass assignment process for a manager, who's considered to be the requester of the massassignment. After the mass assignment process is complete, the employees to whom you assigned the goals can seethe goals on their Goals page.

Congure Mass Assignment ProcessYou congure the mass assignment process on the Setup of Performance Goals Mass Assignment page. To navigate tothis page, go to My Client Groups > Goals > Setup of Performance Goals Mass Assignment.

Here's how you can create a mass assignment process:

1. Click Add.2. Specify these details:

◦ A unique mass assignment process name

◦ Review period

◦ Goal Plan

Note: If an active primary goal plan exists for the review period, it's selected by default.You can't select another goal plan

◦ The requester name if you're creating the process for a manager. Select the assignees after you specify arequester.

Tip: You can exclude workers who haven't been assigned the goal plan.

3. Add eligibility proles if you want to restrict the goal assignment to employees who conform to the addedeligibility proles.

Note: You can't specify eligibility proles when you select a requester.

4. In the Included Workers section, add employees to who you want to assign goals to.



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Note: You can't see the Included Workers section when you select a requester and specifythat you want the goals to be assigned to only persons who report to the requester.

5. In the Goals section, if you haven't added a requester, add existing library goals or create goals. When you add arequester, you can select and add the requester's goals.

6. Click Save and Close.

Schedule a Mass Assignment RequestTo complete the mass assignment, you need to schedule the mass assignment request.

This table shows the dierent ways that you can use to schedule the mass assignment request and the parameters thatyou need to specify.

Navigation Parameters

Scheduled Processes forPerformance Goals link on theadministrator Goals page

• Process Type: Mass Assign Goals• Process Name: The name of the mass assignment process that you want to schedule

Tools > Scheduled Processes Name: Mass Assign Goals

Related Topics• How You Use Eligibility Proles when Assigning Performance Goals• Overview of Performance Goals Scheduled Processes

Options for Mass Assignment of Performance GoalsAs an administrator, you need to specify these values when creating a mass assignment request:

• Process name

• Review period

• The goal plan to associate with the included goals

• The requester name if you're creating the mass assignment process for a manager

• The employees you want to assign the goals to

• Optionally, the eligibility proles for the assignment

• The goals to assign

Here's what you need to consider while specifying some of these values.

Process NameThe unique name for the mass assignment process helps you to identify the process when you want to copy, edit, orschedule the process.



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Requester NameIf you're creating the request for someone else, for example, a manager, specify the person's name. You can select theassignees as one of these options:

• All employees who report to the manager

• Only the direct reports of the manager

• Only selected people

You can assign only the requester's goals when you specify a requester.

Eligibility ProlesYou can add eligibility proles to restrict goal assignment only to employees who meet the prole criteria that you markas required. You can limit assigning goals to workers who meet eligibility requirements by job, job role, location, age, orother criteria. For example, you can add a location eligibility prole to a request to restrict goals to individuals who arelocated in a certain place. You can further rene eligibility by adding role criteria to restrict workers by location and role.

Employees to IncludeIn the Included Workers section, you can select the employees to be assigned the goal. After selecting the employee,you need to select one of these options to indicate who to assign the goals to:

• Only the selected employee

• Only people who directly report to the selected employee

• All people who report to the selected employee

• Only the selected employee and the people who directly report to the selected employee

• The selected employee and all the people who report to the selected employee

Related Topics

• How You Use Eligibility Proles when Assigning Performance Goals



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Chapter 8Goal Library

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8 Goal Library

Goal LibraryThe goal library is a repository of reusable goals that you create and maintain to manage the enterprise goal-seingprocess eciently. HR specialists create performance goals that are used by Goals, Performance Management, andTalent Review work areas.

Organization owners, managers, and workers can search the goal library to copy the goals. Managers and HR specialistscan assign the goals through goal plans in the Goal Management work area, to a selected population. HR specialistscan also select library goals while mass assigning goals. Use the goal library to dene goals consistently and reducethe eort of creating a new goal if similar goals already exist. To add goals from the goal library, organization owners,managers, and workers can search for goals using dierent criteria such as goal name, and category.

Note: In the drill-down mode, you can also search a library goal by legal entity, business unit, department, jobfamily, and goal subtype if your administrator has congured the search parameters to include these values.An administrator can use these lter aributes to congure the library goal search in the drill-down mode:

• Goal Name: Name• Category: GoalCategory• Subtype: GoalSubType• Legal Entity: GoalLegalEntityName• Business Unit: GoalBusinessUnitName• Department: GoalDepartmentName• Job Family: GoalJobFamilyName

HR specialists and administrators can add a goal to the goal library by using the Performance Goal Library link on theadministrators Goals page.

Caution: To manage the goal library, go to My Client Groups > Goals. Don't use the Goal Library task in theFunctional Setup Manager.

The goal library is maintained as part of the content library in the Prole Management work area.

On the Performance Goal Library page, HR specialists and administrators can do these tasks:

• Add library goals.

• Edit library goals.

• Search for goal libraries by using lters such as Status, Available To, Legal Entity, Business Unit, Department,and Job Family.

Tip: You can add other search lter aributes such as Priority, Level, Subtype, Start Date, TargetCompletion Date, and External ID to your search by using the Personalize Filters icon.

• Edit library goal translations in the supported languages by using the Edit Goal Translation Actions menuitem.

• Delete an existing library goal that hasn't been used anywhere.



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Add Library GoalsUse the Add buon available on the Performance Goal Library page to create a library goal. When you copy a goal fromthe library, you can change the goal aributes as appropriate. The Add Goal page has dierent sections for adding thelibrary information and the goal's basic information.

You can specify these values in the Library Info section:

• Status

Note: The default status is Inactive.

• Business Unit, Department, Legal Entity

• Job Family

Note: You can also assign a weight for the goal. The weight eld is hidden by default.

You can use the External ID aribute to refer to a performance goal in external applications. This aribute value is eitherapplication-generated or user-dened based on the application congurations.

In the Basic Info section, you can specify aributes such as name, description, success criteria, and target completiondate. In addition to the goal category, you can also decide the subtype of a goal. A subtype is a method for furtherclassifying a goal. Subtypes are congured based on business requirements.

If the HRG_ENABLE_TASK prole option is set to Y, you can add tasks to the goal. By default, you can add multiplemeasurements in the Add Goal page. Change the HRG_USE_MEASUREMENTS prole option value to disable this oradd only a single measurement.

You can add target outcomes only if all these conditions are true:

• The HRG_ENABLE_OUTCOMES prole option is set to Y.

• Your organization has migrated to Enhanced Talent Proles.

• The HRG_GOALS_RESPONSIVE_ENABLED prole option is set to Y.

• The HRD_CAREER_DEVELOPMENT_RESPONSIVE_ENABLED prole option is set to Y.

Edit Library GoalsYou can edit a goal in the goal library at any time, regardless of whether people have already copied the goal. Changesthat you make to goals in the library don't aect those that have been copied and are in current use, because there is nolink between the two versions of the goal. You can't edit the external ID for a goal.

You can edit a goal in drill-down mode or inline mode depending on whether you have enabled drill-down mode or not.Click the library goal name to edit the goal in the drill-down mode. You can see the Measurements, Tasks, and TargetOutcomes sections only in the drill-down mode. To edit a goal in the inline mode, select Edit in the Actions menu of thegoal.

Set the Library Goal StatusWhen the status of a goal is set to Active, it's available to copy. You can set the status of a goal to Inactive, even if thegoal has been copied and is currently being used by workers. If you change the status of the goal to inactive, then it's no



83

longer available for copying. You can make the goal inactive, for example, to edit it, then restore it to Active status tomake the edited goal available again.

Decide Who Can Access the Library GoalWhen you edit or add a library goal, you select whether to make the goal available to a role. By default, all roles haveaccess to the goal. You can decide whether to give access to the goal only to HR specialists, or also include managersand workers.

Related Topics

• Overview of Prole Management

• Talent Review


• Modify Pages


http://www.oracle.com/pls/topic/lookup?ctx=fa20b&id=FAUTR141055





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Chapter 9Goal Plans

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9 Goal Plans

Goal PlansGoal plans are a collection of performance goals grouped by common characteristics. For example, a specied timeframe and a particular department that must work on them. Depending on security privileges assigned to your role, youcan create goal plans.

Manage Goal PlansUse the Goal Plans link on the administrator Goals page to view the Goal Plans overview page.

Caution: To manage goal plans, go to My Client Groups > Goals. Don't use the Goal Plans task in theFunctional Setup Manager.

By default, you can see the goal plans for the review period with the latest start date Goal Plans overview page. You cando these actions:

• Edit a goal plan.

• Delete a goal plan.

• Change the status of an existing goal plan to inactive.

Note: Inactive goal plans aren't available for use and don't appear on the application pages.

Primary Goal PlanYou can use the primary goal plan to create a common goal plan for all review periods. The primary goal plan featureis available only if you haven't enabled the goal plan set feature. When you navigate to the Goal Plans page, you cansee the Primary Plan section. The primary goal plan, if available, is displayed in this section. You don't need to assignthe primary goal plan to any worker. When you make a primary goal plan active, it's available to all users in all reviewperiods.

Assign Goal PlansYou need to assign goal plans other than the primary goal plan to an employee before you can you can add or assigngoals to the employee within the goal plan duration. Use the Scheduled Processes for Performance Goals link on theon the administrator Goals page to schedule a process that will assign goal plans.

Related Topics


• Overview of Performance Goals Scheduled Processes


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Primary Goal PlanA primary goal plan is a common goal plan that's available to all users for all review periods. You can have only oneactive primary goal plan for an organization.

• All users can update a primary goal plan.

• Weights are enabled by default for a primary goal plan.

• By default, the enforce sum of goal weights to 100% is disabled. But you can enable this.

• You can select the primary goal plan when using the Add Performance Goal action or mass assigning goals.But you can't add goals to a primary goal plan when you create or edit it.

• You can't specify any eligibility prole for a primary goal plan.

Primary Goal Plan and Goal IntegrationsThese are the ways in which the primary goal plan can be used by other oerings:

• When a primary goal plan is active, performance goals added in a Talent Review meeting are automaticallyadded to the primary goal plan of the selected review period.

• These rules apply for goals included in performance documents available in responsive PerformanceManagement:

◦ If the primary goal plan is associated with the document type used for a performance documenttemplate, then when the administrator creates a responsive performance document based on thattemplate, a primary goal plan is created for that review period. A primary goal plan need not beassociated with the review period of the performance document.

◦ Goals in the performance template of the performance document are added to the primary goal plan.

◦ If the primary goal plan is associated with the document type used for the performance template, thenwhen goals are copied from a performance document, they're added to the primary goal plan.

For more information on responsive Performance Management, see HCM Responsive User Experience SetupInformation- Prole Options and Displayed Fields (Document ID 2399671.1)

How You Create Goal PlansAs an administrator, you create goal plans on the Goal Plans page. Go to My Client Groups > Goals > Goal Plans toview this page.

Note: The instructions in this topic apply only for regular goal plans and not for primary goal plans.

Review Period and Goal Plan Active DatesYou need to associate a review period with a goal plan when creating the goal plan. You also need to specify goal planstart and end dates.


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Goal WeightsA goal weight indicates the relative importance of each goal in the goal plan. When creating a goal plan, you can enableentering weights for the goals in the plan. You can further ensure that the sum of all goal weights in the goal plan is100%. You can assign a weight to each goal included in the goal plan. Managers and workers can later modify theweight for each goal for a goal plan.

Employees Who Can Update GoalsSelect one of these options to indicate who can update the goals in the goal plan:

• Only the HR specialist

• HR specialist and manager

• HR specialist, manager, and worker

You can also indicate what actions managers and workers can perform on goals assigned by the HR specialist.

Performance Document TypesSelect document types to associate with the goal plan. Goals from the goal plan are included in performance documentsthat use the selected document types and have the same review period.

You can associate a performance document type with a goal plan only if these conditions are true:

• The From Date of the performance document type needs to be the same as or before the start date of the goalplan. For example if the start date of the goal plan is April 15, 2020, then the From Date of the performancedocument type must be April 15, 2020 or earlier, such as January 1, 2020.

• The To Date of the performance document type needs to be the same as or later than the end date of the goalplan. For example if the end date of the goal plan is December 30, 2020, then the To Date of the performancedocument type must be December 30, 2020 or later, such as January 15, 2021.

• The status of the performance document type needs to be Active.

Note: After a performance document type is used by a performance template or a goal plan, youcan't set it to Inactive.

Add GoalsYou can create goals or select goals from a goal library and add them to the goal plan. Goals added to the plan areassigned to the people to whom the plan is assigned.

Workers to AssignYou can add eligibility proles to goal plans to assign goals included in the plan to individuals who meet the criteria ofall proles that you indicate are required proles. You can restrict goals to workers who meet eligibility requirementsby job, job role, location, age, or other criteria. For example, you can add a location eligibility prole to a goal plan if youwant to restrict goals to individuals who are located in a certain place. You can further rene eligibility by adding lengthof service criteria to restrict workers by location and length of service.


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In the Included Workers section, you can select the employees for assigning goals in the goal plan. After selecting theemployee, you can assign the goals to any of these people:

• Only the selected employee

• Only people who directly report to the selected employee

• All people who report to the selected employee

• Only the selected employee and the people who directly report to the selected employee

• The selected employee and all the people who report to the selected employee

In the Excluded Workers section, you can select the employees who won't be assigned the goals in the goal plan.

Related Topics• Eligibility Proles

How You Assign Goal PlansWhen you create a normal goal plan, the goals in the goal plan aren't automatically assigned to the workers included inthe goal plan. You need to run a scheduled process to assign the goals.

How to Assign Goal PlansHere's how you assign goal plans:

1. Use the Scheduled Processes for Performance Goals link available in the administrator's Goals landing page.2. Select the Assign goal plans process type.3. Select the goal plan name as the process name.4. Submit the process.

What Happens When Multithreaded Batch processing Is EnabledIf the prole options for multithreaded batch processing of goal plans have been set up, multiple child processes arecreated to assign loose goal plans. The parent process remains in the paused state until the child processes complete.The number of child processes (or threads) created and the assignees in each process depends on the values that arespecied for these prole options:

• HRG_GP_MAX_THREADS

• HRG_GP_MINCOUNT_EACHTHREAD

• HRG_GP_MINCOUNT_LASTTHREAD

This table indicates the default value of these prole options and what you need to remember when you specify a valuefor these prole options.

Prole Option Description Default Value Points to Remember

HRG_ GP_ MAX_THREADS

Species the maximumnumber of threads for eachbatch process that assignsgoals of a goal plan.

4

• If the value of thisprole option is set to0 or 1, only a single-threaded process iscreated.



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Prole Option Description Default Value Points to Remember

• This prole option valuecan't exceed 8. If itexceeds 8, the proleoption value is reset tothe default value 4.

HRG_ GP_ MINCOUNT_EACHTHREAD

Species the minimumnumber of assignmentsrequired for each thread of themultithreaded batch process.

5000

We recommend not to changethe default value.

HRG_ GP_ MINCOUNT_LASTTHREAD

Species the minimumnumber of assignmentsrequired for the last threadof the multithreaded batchprocess.

1000

We recommend not to changethe default value.

The value set for the HRG_GP_MAX_THREADS prole option only species the maximum number ofthreads. The actual number of threads to create is dynamically determined based on the values set forHRG_GP_MINCOUNT_EACHTHREAD and HRG_GP_MINCOUNT_LASTTHREAD prole options.

The assignments in each thread other than the last thread = Total number of goal plan assignees/Total number ofthreads

For example, let's assume that these values are assigned to the three prole options.

• HRG_GP_MAX_THREADS: 5

• HRG_GP_MINCOUNT_EACHTHREAD: 5000

• HRG_GP_MINCOUNT_LASTTHREAD: 1000

Let's also assume that the number of people to whom the goal plans must be assigned is 20500. In this case, 4 childprocesses are created. The assignments done in each child process other than the last one is 5000. The last childprocess assigns goals in the goal plan for the remaining 5500 people.

What Happens After the Scheduled Process CompletesHere's what happens when you run the process for a new goal plan, rerun the scheduled process for an existing goalplan, or edit a goal plan and then rerun the process:

• Any new workers selected in the goal plan are assigned the included goals.

• Any new goals included in the goal plan are assigned to the selected workers.

• Any goals included in the goal plan, but already assigned to the selected workers remain assigned. There are nochanges to such goals for the selected workers.

• Any goals included in the goal plan assigned earlier to any workers excluded later from the goal plan remainassigned to them. There are no changes to such goals or goal plans for the excluded workers. You mustmanually remove the goal from the goal plan for any workers included in any earlier submissions.

Related Topics




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Add Goals to a Goal PlanDepending on your security privileges and role, you can add performance goals to goal plans on any of these pages:

• A goal plan page

• A worker's Goals page

• A report's Goals page

• Goal and Performance Overview page

• Mass assignment process page

How You Add GoalsThis table describes how you can add goals to a goal plan from various Goal Management pages.

Page Steps to Add a Goal Comments

A goal plan page

1. Click My Client Groups > Goals >Goal Plans.

2. Search for goal plans by selectingthe review period and a worker's ormanager's name.

3. Click the name of a goal plan to editit or add a goal plan.

4. In the Goals section, add a librarygoal or create a goal.

You need to run the Assign goal plansscheduled process to assign the goalsadded.

A worker's Goals page

1. Click Me > Career andPerformance > Goals.

2. Select a review period.3. Select a goal plan set if you have

enabled it.4. Select a goal plan.5. Click Add.6. On the Add Goal page, select a

library goal or enter the goal nameto create a goal.

7. Enter goal details and save the goal.

You can add goals only to those goal plansthat are assigned to you.

A report's Goals page

1. Click My Team My Team. Searchand click a person's name. On theperson's person spotlight page,click the Goals tab.

2. Select a review period.3. Select a goal plan set if you have

enabled it.4. Select a goal plan.5. Click Add.6. On the Add Goal page, select a

library goal or enter the goal nameto create a goal.

• On the Goals page, you can addgoals to only those goal plans thatare assigned to your report

• You need to run the Assign goalplans scheduled process to assignthe goals added.


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Page Steps to Add a Goal Comments


Goal and Performance Overview page

1. Click My Team > PerformanceOverview.

2. Select a review period.3. Select the persons to whom you

want to add a performance goal.4. Click Add Performance Goal.5. For each employee, select the goal

plan to which you want to add agoal.

6. To allow the employee to updatethe key aributes, select the checkbox.

7. Select a library goal or enter thegoal name to create a goal.


You can add goals only if a goal plan isassigned to the persons selected for thereview period.

Mass assignment process page

1. Click My Client Groups > Goals >Setup of Performance Goals MassAssignment.

2. Edit or add a mass assignmentprocess.

3. Select review period and goal plan.4. If you're creating the process

for another manager, select therequester's name.

5. Select the employees to assign thegoals to.

6. In the Goals section, if you haven'tadded a requester, add existinglibrary goals or create goals. Whenyou add a requester, you can selectand add the requester's goals.

7. Click Save and Close.

You need to run the Mass Assign Goalsscheduled process to assign the goals tothe workers selected.

FAQs for Goal Plans

How can I create goal plans for people who are new to theorganization?Depending on your role and security privileges, you can either add individuals to an existing goal plan, or create a newgoal plan and assign it to individuals who are new to the organization. If you add new performance goals to an existinggoal plan, the new goals are assigned to everyone to whom the goal plan is assigned. However, any goals includedearlier in an existing goal plan but already assigned to any selected workers remain assigned. There are no changes tosuch goals for the selected workers. Similarly, if you remove any workers included earlier in the goal plan and resubmitthe process to assign the goal plan, the goal and the goal plan remain assigned to the excluded workers.


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How can I delete a goal plan?You can delete a goal plan that isn't assigned to any workers. However, you can't delete an assigned goal plan, workeror organization. You can only change the status of an assigned goal plan to either active or inactive. Inactive goal plansaren't available for use and don't appear on the application pages.

What's the dierence between extending a goal and moving a goalto another goal plan?When you move a goal to another goal plan, the goal is no longer associated with the source goal plan. For example,you move a goal to another goal plan when you want to associate the goal with a dierent performance document.When you extend a goal to another goal plan, the goal is associated with both source and target goal plans. Except forthe goal weight, any changes to the goal are visible in both the source and target goal plans after you extend the goal.For example, if you couldn't complete a goal before the end date of the source goal plan, you extend the goal to anothergoal plan to continue working on the goal for an extended duration.

How can I extend a goal to another goal plan?On the Goals page, select the review period and the goal plan the goal is associated with. Then select the Extend actionfor the goal. You can see the Extend Goals page. Select the review period and the goal plan to which you want to extendthe goal. Click Save and Close to save your changes.

How can I move a goal to another goal plan?To move a goal on your Goals page or your report's Goal page, select the review period and the associated goal plan.Then select the Move action for the goal. You can see the Move Goals page. Select the review period and the goal planto which you want to move the goal. Click Save and Close to save your changes.


Chapter 10Goal Plan Sets

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10 Goal Plan Sets

Goal Plan SetsGoal plan sets are one or more goal plans that you assign as a group to a population set. For example, group all goalplans intended for an upcoming salary review period in a goal plan set and assign the set to workers involved in thereview. The goal plans and the goal plan set must be associated with the same review period. Depending on your roleand security privileges, you can create goal plan sets. Use the Manage Goal Plan Sets link in the Related Links panel onthe Tasks tab in the Goals work area to create goal plan sets. You can enable goal plan sets through a prole option.

Using goal plan sets, you can:

• Group goal plans for evaluating the overall progress and performance of a worker

• Assign specic goal plans with relative weights to a specic population

Goal Plan Grouping and Tracking for Specic PeriodsHR specialists create goal plan sets for a review period to:

• Group goal plans within the same review period to assign them to a group of individuals

• Track worker performance for the period of the goal plan set

Associate goal plans with a goal plan set before submiing a goal plan set for assignment. The start and end dates ofthe review period associated with goal plans must fall between the dates that the goal plan set is active. In the Goal Planlist displayed on Goal Management pages, goal plans are sorted alphabetically by name.

Relative Weights for Goal Plans for Specic PopulationsWhen creating a goal plan set, you can allocate weight to each goal plan so the sum of weights of all goal plans is 100,if enabled. You can assign goal plans to individuals, a selected hierarchy, or a wider population within the organization.You can select eligibility proles at any time. Use eligibility proles to ensure that the goal plan set is assigned to allindividuals who meet the eligibility criteria. You must add goal plans to the goal plan set before you submit the goal planset for the goals assignment. You can select existing goal plans or create a goal plan.

After you submit and assign a goal plan set, you:

• Can't remove or add goal plans to the goal plan set.

• Can remove or add individuals and eligibility proles to the goal plan set at any time.

Note: You can't delete an assigned goal plan set. However, you can delete an unassigned goal plan set.

Related Topics





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Guidelines for Creating Goal Plan SetsYou can use goal plan sets to group performance goal plans for evaluating the overall progress and performance of aworker. Assign specic goal plans with relative weights to a specic population. Depending on your role and securityprivileges, you can create goal plan sets. Use the Manage Goal Plan Sets link in the Related Links panel on the Tasks tabin the Goals work area to create goal plan sets.

Note: The Manage Goal Plan Sets link is displayed only when the Goal Plan Sets Enabled prole option is setto Y. You can set the value of the prole option using the Manage Worker Goal Seing Prole Option Valuestask in the Setup and Maintenance work area.

A goal plan can be associated with multiple goal plan sets if a goal plan set and the goal plan are associated with thesame review period.

To create goal plan sets, you must decide:

• Dates that a goal plan set is active

• The individuals to whom to assign the goal plan set and whether to add eligibility proles

• Which goal plans to add to the goal plan set

• How much weight to allocate to the included goal plans

• When to schedule the assignment of the goal plan set

Selecting Review Period and Goal Plan Set Active DatesYou must select a review period such that the start and end dates for the goal plan set fall within the review period. Usereview periods to determine which goal plans are eligible to belong to a goal plan set. Active goal plans associated with areview period that fall within the start and end dates of a goal plan set can belong to the set.

Assigning the Goal Plan SetYou assign goal plan sets to a selected hierarchy or individuals when creating the goal plan set or at a later time.You can also exclude specic assignees reporting to a manager. When assigning more than one goal plan set to anindividual, ensure that the dates on which sets are active don't overlap with each other. For example, create a currentgoal plan set for a manager's direct and indirect reports so that workers have one goal plan set that is active now, andanother with a future start date. You can use the future goal plan set to hold goal plans that will be addressed later,or current goal plans that span a longer period than the current goal plan set. After you submit a goal plan set forassignment, you can add or remove individuals, and then resubmit the set for assignment.

Add eligibility proles to a goal plan set to ensure goal plans added to the goal plan set are assigned to individuals whomeet the criteria of all required proles. For example, you can add a location eligibility prole to a goal plan set to assigngoal plans to individuals who are located in certain place. You can further rene eligibility by adding length of servicecriteria to restrict workers by location and length of service.

Adding Goal Plans to the Goal Plan SetWhen creating a goal plan set, you can create a goal plan or search and select from existing goal plans to add them tothe set. You can only add active goal plans that have start and end dates within the start and end dates of the set andare within the same review period. After you add a goal plan, goal plans appear alphabetically sorted in the Goal Planlist displayed on Goal Management pages.



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Allocating Weights to the Goal PlansAllocate weight to each goal plan included in the goal plan set so the sum of weights of all goal plans is 100, if enabled.A goal plan weight indicates the relative importance of each goal plan. Other Oracle Fusion Applications products canconsume these weights in their processes. For example, the incentive compensation plan can use these weights and theworker's actual achievement of the goal objectives, to calculate the worker's incentive pay.

Scheduling the Assignment of the Goal Plan SetAfter you save and close a new goal plan set on the Manage Goal Plan Sets page, you must submit the goal plan setfor assignment. To submit a goal plan set for assignment, search for and select the goal plan set on the Manage GoalPlan Sets page and click Manage Scheduled Process. On the manage Goal Scheduled Process page that appears,you can run the process as soon as possible or at a scheduled time (once or at recurring intervals.) After the process iscompleted, the goal plans included in the goal plan set are assigned to all individuals who were selected in the goal planset. The population seings selected at the individual goal plan level isn't used during the assignment of goal plan sets.

Tip: You can also use the Goals work area to open the Manage Goal Scheduled Process task in the RelatedLinks panel on the Tasks tab.

If you rerun the process for an existing goal plan set, edit a goal plan set and then rerun the process, or submit a newgoal plan set:

• New workers selected in the goal plan set are assigned the included goal plans and associated goals within thegoal plan.

• New goal plans included in the goal plan set are assigned to the selected workers.

• Goal plans included in the goal plan set, but already assigned to the selected workers remain assigned. Thereare no changes to such goal plans for the selected workers.

• Goal plans included in the goal plan set and assigned earlier to any workers excluded later from the goal planset remain assigned to them. There are no changes to such goals or goal plans for the excluded workers. Youmust manually remove the goal from the goal plan for any workers included in any earlier submissions. Youcan't delete a goal plan assigned to a worker.

Related Topics• How You Use Eligibility Proles when Assigning Performance Goals• Goal Management Prole Options• Manage Performance Goals Scheduled Processes

Change the Weight of a Goal Plan in a Goal Plan SetHR specialists can change the weights of goal plans included in a goal plan set for a worker.

To change the weight of a performance goal plan included in a goal plan set for a worker, follow these steps:

1. In the Goals work area, in the Related Links panel on the Tasks tab, click Administer Goals. The AdministerGoals page appears.

2. Select the Worker Goal Plan Sets option.3. Search for the goal plan set associated with the worker.4. Click the link to the goal plan set in the Search Results table. The page with the name of the goal plan set for the

worker appears.5. Select the row for the goal plan set from the page table.




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6. On the Actions menu, select Change Goal Plans Weight. The dialog box with the name of the goal plan setappears.

7. Update the weight for the goal plan and click OK to close the dialog box. The updated weight of the goal planappears in the page table.

Note: The goal plan set enforces the sum of weights of the included goal plans to total 100.Therefore, adjust the weight of remaining goal plans in the set such that their sum is 100. Ifthere is only one goal plan in the set, the weight of that goal plan must be 100.

8. Click Done to return to the Administer Goals page.

Related Topics

• Goal Plans

How Eective Dates of Goal Plan Sets Are AssignedThe application-assigned eective date of a goal plan set for a worker is decided by the scenario in which the set wasassigned to the worker. The eective dates of the goal plans included in the goal plan set are automatically updated tothe application-assigned goal plan set eective dates.

The following table describes scenarios in which a goal plan set is assigned to a worker and the application-assignedeective dates of the goal plan set.

Scenario Eective Dates of the Goal Plan Set for the Worker Is

The goal plan set is assigned to theworker prior to the beginning of thegoal plan set duration.

As included in the goal plan set.

The goal plan set is assigned to theworker because of worker's transfer.

Derived from the date on which the worker becomes eligible for the goal plan set after theworker's transfer. A conict might occur between the active dates of goal plan sets because of a worker'stransfer. You must manually change the eective dates of goal plan sets for the worker andresolve the conict. Use the Administer Goals page in the Goals work area to change the dates.Depending on your role and security privileges, you can access the Administer Goals page.

The goal plan set is assigned to theworker because the worker is a newhire and is hired in the middle of thegoal plan set duration.

Derived from the date on which the newly hired worker becomes eligible for the goal plan set.The eective start date of the goal plan set for the worker is later than the start date of the goalplan set.



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Examples of Changing Eective Dates of Goal Plan SetsDepending on your role and security privileges, you can change the dates of goal plan sets for a worker on theAdminister Goals page in the Goals work area. These scenarios illustrate typical reasons for changing eective dates ofthe goal plan sets for a worker.

Changing Eective Dates of a Goal Plan Set for a WorkerDaniel Grayson, a worker in ABC Corporation, has the goal plan set assigned.

Goal Plan Set Start Date End Date

FY2015 Finance-UK

April 01, 2015

March 31, 2016

John Gorman, Daniel's line manager, wants to extend the duration of the goal plan set for Daniel until December 31,2016. Ellis Gibson is an HR specialist who has security privileges to manage goal plan sets. John sends directions to EllisGibson to change the eective end date of the goal plan set to December 31, 2016. Ellis uses the Change Dates optionfrom the Actions menu on the Administer Goals page with Worker Goal Plan Sets selected to change the dates.

Changing Eective Dates of Goal Plan Sets Because of a Worker'sTransferSonia Jalla, a worker from the US division of ABC Corporation, has the following goal plan set assigned to her.


FY2015 Annual-US

April 01, 2015

March 31, 2016

She is scheduled to transfer to the UK division on October 9, 2015. The workers included in the UK division areautomatically assigned the following goal plan set.


FY2015 Annual-UK

April 01, 2015

March 31, 2016

Post transfer, Sonia is eligible for the goal plan set FY2015 Annual-UK. The end date of the before transfer goal plan set,FY2015 Annual-US, and the start date of the post transfer goal plan set, FY2015 Annual-UK, conict with each other. The



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application sets the status of the goal plan set FY2015 Annual-UK to pending and sends the notication about the dateconict to Ellis. Ellis uses the Change Dates option from the Actions menu on the Administer Goals page with WorkerGoal Plan Sets selected. Ellis changes the start and end date of the goal plan set assignment to the desired dates andassigns both the goal plan sets with the updated eective dates.

How You Resolve Conict in Dates for Goal Plan Sets Dueto TransferA conict can occur between the dates of the goal plan sets because of a worker's transfer.

When the conict occurs, the dates of the existing goal plan sets remain same as they were dened. However, the goalplan set that is assigned to a worker post transfer is set to the pending status. The goals and goal plans included in thepending goal plan set are not assigned to the worker until the goal plan set status is set to active.

HR specialists can change the eective dates of the pending goal plan set for the worker and resolve the conict.

With Worker Goal Plan Sets selected on the Administer Goals page, select the Change Dates option from the Actionsmenu to change the dates of goal plan sets.


Chapter 11Scheduled Processes for Assigning Goals

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11 Scheduled Processes for Assigning Goals

Overview of Performance Goals Scheduled ProcessesAs an HR specialist or goals administrator, you can schedule and run the processes in Goal Management to assignperformance goals through goal plans, goal plan sets, or assign goals to multiple workers. Use Tools > ScheduledProcesses or the Scheduled Process for Performance Goals link on the administrator Goals landing page to scheduleprocesses for Goal Management.

Process Name Description Parameters

Mass Assign Goals

Assigns goals to multiple workers orcreates goal plans for multiple workers atone go.

Process Name: You must select a namefor mass assign goals that was created forworker assignment and goals.

Assign Goal Plan

Assigns goal plan to the workers. Process Name: When you select the goal

plan to be processed, the start and enddates of the goal plan appear.

You can specify Eective Date to includeworkers in the goal plan having a hireor start date same as or earlier than thespecied eective date.

If you don't specify Eective Date, theapplication uses the current date as theeective date. For scheduled processes,the date when the process is run is used asthe eective date every time the processruns.

Assign Goal Plan Set

Assigns goal plan set to the workers Process Name: When you select the goal

plan set to be processed, the start and enddates of the goal plan set appear.

You can specify Eective Date to includeworkers in the goal plan having a hireor start date same as or earlier than thespecied eective date.

If you don't specify Eective Date, theapplication uses the current date as theeective date. For scheduled processes,the date when the process is run is used asthe eective date every time the processruns.

Purge Goal Temporary Records

Deletes temporary records of goalsassigned to employees as per thespecied number of days.

Purge Start Days: Indicates the numberof days from the current day to remove



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Process Name Description Parameters

the transient data in the application. Bydefault, the number of days is set to 15.The transient data earlier to 15 days fromthe current date is removed by runningthis process. If you expect more data topurge, you can set Purge Start Days to aminimum of 3 days so that data prior to 3days from the current date is purged.

Depending on the frequency of runningthe Goal processes such as Mass AssignGoals, Assign Goal Plans, or Assign GoalPlan Sets, data gets accumulated indatabase storage and the applicationcan become slow. You can schedule thisprocess for the required duration to purgethe data.

Related Topics

• Overview of Scheduled Processes

• Examples of Process Options

• Statuses of Scheduled Processes

• Options for Mass Assignment of Performance Goals

Manage Performance Goals Scheduled ProcessesThe process of assigning performance goals using goal plan sets, goal plans, and mass assignment requests is anEnterprise Scheduler Service process. HR specialists submit and run the process on the Manage Goal Scheduled Processpage in the Goals work area.

Managing Scheduled ProcessesFollow these steps:

1. In the Goals work area, in the Related Links panel on the Tasks tab, click Manage Goal Scheduled Process. TheManage Goal Scheduled Process page appears.

2. Search for and select a process name.3. Run the process as soon as possible or at a scheduled time.

Note: By default, the process runs as soon as possible if you submit the process withoutselecting a schedule.

4. Click Advanced and on the Scheduled tab, select Using a schedule to specify a date and time when you wantthe process to run. Or set up a recurring schedule for the process to run at the selected frequency.

After the process completes, the application assigns performance goals, goal plans, and goal plan sets as included inthe request to all workers selected in the request.






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Related Topics

• Goal Plans

• Goal Plan Sets




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Chapter 12Eligibility Proles for Assigning Goals

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12 Eligibility Proles for Assigning Goals

How You Use Eligibility Proles when AssigningPerformance GoalsAn eligibility prole in Goal Management denes criteria used to determine whether an individual qualies for aperformance goal.

HR specialists can use eligibility proles to establish eligibility for performance goals when creating:

• A goal plan set for performance goal plans only

• A goal plan

• A mass assignment request for performance goals

Assignment of Goals According to EligibilityIf you select eligibility proles in a goal plan set, goal plan, or in a mass assignment request for performance goals, theapplication assigns goals as follows:

• If all eligibility proles are marked as required, then an individual must meet criteria of all the eligibility proles.

• If no eligibility prole is marked as required, then an individual must meet criteria of at least one eligibilityprole.

• If some eligibility proles are marked as required and some are not, then an individual must meet criteria of allthe required proles and at least one nonrequired prole.

• If only one eligibility prole is marked as required, then an individual must meet criteria of that eligibility prole.

Restricting Goal AvailabilityYou can restrict performance goals to individuals who meet eligibility requirements by job, job role, location, age, orother criteria. You must select eligibility proles with prole usage marked as Goals Management. You can also selectwhether an eligibility prole is required for goals. For example, you can add the following eligibility proles to a goal:

• Location is France

• Designation is Marketing Manager

• Designation is Product Manager

When mass assigning goals or creating and assigning a goal plan or goal plan set, you select Location is France as therequired eligibility prole and leave the other two eligibility proles as not required. In this case, the application assignsgoals to all individuals whose location is France and designation is Marketing Manager or Product Manager.

Eligibility Proles and Goal Plan SetsSelect eligibility proles to restrict the goal plans added to a goal plan set to workers who meet the prole criteria. Youcan edit an existing goal plan set to add a new set of eligibility proles to the goal plan set. The performance goals


Chapter 12Eligibility Proles for Assigning Goals

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included in the goal plan are assigned to eligible workers. Eligibility proles you add to a goal plan set supersedes anyeligibility proles added at the goal plan level.

Eligibility Proles and Goal PlansSelect eligibility proles to restrict the performance goals added to a goal plan to workers who meet the prole criteria.You can edit an existing goal plan to add a new set of eligibility proles to goal plans.

Eligibility Proles and Mass Assignment of GoalsSelect eligibility proles to restrict the performance goals during mass assignment of goals to individuals who meet thecriteria of all required proles and at least one nonrequired prole. You can edit an existing mass assignment request toadd a new set of eligibility proles.

Eligibility Proles and Goals AccessibilityUse eligibility proles when you mass assign performance goals or create and assign goal plans and goal plan sets toa target population. However, using eligibility proles in these Goal Management processes doesn't control a person'saccessibility to performance goals from other sources. You might assign a performance goal to a worker from the goallibrary or from other Oracle Fusion business processes, such as during a talent review meeting, or during a performanceevaluation.

Related Topics

• Eligibility Proles

• Goal Plans

• Goal Plan Sets


FAQs for Eligibility Proles for Assigning Goals

Can I verify a person's eligibility to assign a goal plan or goal planset?Yes. Use the Check Person Eligibility buon in the goal plan or goal plan set. In the Check Person Eligibility window,search for the person and then click Review. The application validates the person for the specied eligibility proles. Ifmultiple eligibility proles exist, then you can get an overall eligibility of the person.

If the goal plan or goal plan set doesn't have an eligibility prole, the Check Person Eligibility buon is dimmed.



Chapter 13Goal Integrations

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13 Goal Integrations

How Goal Management Works with ProlesUsing Prole Management, you can congure and maintain employee skills, competencies, and accomplishments. Youcan congure this content to support requirements for goal target outcomes. These target outcomes enable employeesto enhance or improve their skill sets.

After an employee completes a performance goal, the employee's person prole is updated to include the content itemthat the target outcome addresses.

This image shows how Goal Management works with Prole Management. As you can see in the image, somecompetencies are dened in the content library of Prole Management. These are available for you to add as targetoutcomes of performance goals for an employee. In the image, the Adapting to Change target outcome is added



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to James Ng's Increase Team Eciency by 20 percent performance goal. When James Ng completes this goal, theratings assigned for the Adapting to Change target outcome is updated in James Ng's Talent prole.

Content Library

Content Templates

Content Sections Item Catalogs

James Ng's Performance GoalIncrease Team Efficiency by 20 percent

Target Outcome

James Ng's Talent Profile

Interpersonal Skills - 4

Decision Making Skills - 2

Adapting to Change - 3

Leadership Competencies

Competencies

Leadership Competencies

Job Competencies

Interpersonal SkillsDecision Making SkillsAdapting to Change

InnovationAnalytical Skills

Adapting To Change Rating 3

What You Need to Do to Add Target OutcomesThese conditions must be met to add target outcomes to a goal:

• Relevant content sections must be congured in Prole Management where administrators can dene goaltarget outcomes using the GOAL subscriber code. This establishes a relationship between the goal targetoutcomes and the content maintained on the talent prole.



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• The HRG_ENABLE_OUTCOMES prole option must be enabled.

• Your role must be granted access to the content section. To set content section access for a job or abstract role,use the Prole Content Section Access task in the Setup and Maintenance work area.

Which Content Templates You Can Use for Target Outcomes ofPerformance GoalsWhile conguring sections for target outcomes of performance goals, you can use only these content templates:

• Accomplishments

• Certications

• Competencies

• Education

• Honors

• Languages

• Memberships

• Special Projects

• Skills

Remember that you can't use these content templates:

• Area of Study

• Career Preferences

• Career Statement

• Education Level

• Highest Education Level

• Technical Post Details

• Work History

• Work Preferences

When You Can Add Target Outcomes to Performance GoalsYou can add target outcomes to performance goals when performing these actions:

• Add goals to the goal library.

• Add goals to a goal plan when creating or populating the plan.

• Mass assign goals.

• Administer goals.

How Employee Proles is UpdatedWhen a performance goal that has target outcomes is completed, the employee's talent prole is updated to include thetarget outcomes.



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Target outcomes can be dened to include ratings. For example, the completion of a goal like certication can includea rating for competency such as such as junior associate, associate, professional, master, specialist, and expert. Thisallows the employee or the manager to evaluate the employee's performance.

• When performance goals approvals is enabled, the manager can set the rating of a target outcome before it'sadded to the employee's talent prole.

• When performance goals approvals is bypassed, the employee is allowed to set the rating that's added to thetalent prole.

Note: If you delete a goal, the ratings associated with a competency aren't deleted from the employee'sprole. Depending upon the evaluation type, the user who rated the employees competency can delete orupdate the rating on the employee's person prole even after the goal is deleted.

Related Topics


How Performance Documents Work with GoalsDuring a performance evaluation, the line manager or worker can update a performance document to includeperformance goals and development goals. Workers and managers can create goals directly in the performancedocument. If Oracle Fusion Goal Management or Oracle Fusion Career Development are used, workers and managerscan add goals from the goal library and the worker's goals from those business processes. Workers and managers canmaintain goals either in the performance document or using the goal management and career development businessprocesses, and the goals are updated in the respective business process.

In the performance document:

• Performance goals are maintained in the Performance Goals section

• Development goals are maintained in the Development Goals section




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The gure shows how performance documents integrate with the goal management and career development businessprocesses, and how goals update the worker prole.

Performance Document

Worker Profile

Goal Library

Worker Performance

Goals

Performance Template

Worker Development

Goals

Manager Record RequirementsTo use the performance management business process to manage performance documents, workers must have both ajob and a line manager on their assignment record.

Adding Goals to the Performance DocumentDepending on conguration, goals can be added to performance documents in these ways:

• The performance template can include performance and development goals that are added directly to theperformance document.



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• Workers and managers can add performance and development goals directly to a performance document.

• Workers and managers can import performance and development goals from the workers' other performancedocuments

• Workers' performance goals from Goal Management populate the performance document.

• Workers' development goals from Career Development populate the performance document.

When created, the performance document may contain goals that the performance template is congured to provide. IfGoal Management is used, the goals in the Performance Goals section may include the worker's own performance goalsand others selected from the goal library. If Career Development is used, the goals in the Development Goals sectionmay include the worker's own development goals or others added from the goal library. Only approved performanceand development goals populate the performance document, if approvals are used in the goal management and careerdevelopment business processes.

During the evaluation process the worker and manager can create goals, and add goals from the goal library, if it'senabled. If they add a goal to the Performance Goals section, it becomes a performance goal. If they add a goal to theDevelopment Goals section, it becomes a development goal. The worker and manager can also use the Import Goalsand Competencies action to copy the worker's goals (but not ratings or evaluation comments) from another of theworker's performance documents. The Import Goals and Competencies action creates a new goal, but copies its keyaributes from an existing goal in another performance document. The action is found on the pages used to evaluatethe worker or set document content.

Performance and development goals created in a performance document aren't added to the goal library and aren'tvisible there. The performance goal can be viewed from the worker's person spotlight and on all other pages where thegoal is included except in the library. Development goals can be viewed only on the Career Development pages.

Updating Performance Documents from Goal ManagementPerformance and development goals that workers or managers add or edit in Goal Management, Career Development,or in performance documents are maintained such that they are consistent in their respective applications. For example,primary goal characteristics, such as the goal name, description, success criteria, and completion date, are kept identicalin both locations. Any aachments to goals are also displayed in the performance document.

The goal details held in performance documents and the goal management or career development business processeshave some dierences:

• Goal ratings that the worker or manager provides in the performance document aren't available on the GoalManagement or Career Development pages.

• Performance goal weights added on the Goal Management pages are added to the performance documentwhen the goal is initially added to the document. Afterward, the weights from Goal Management update inthe performance document, if congured to do so, when the manager or worker uses the Update Goals andCompetencies action in the performance document.

• Evaluation comments added to the performance document don't show on the Goal Management or CareerDevelopment pages. However comments from the Goal Management and Career Development pages appear inthe performance document.

Workers and managers can add performance goals on the Goal Management pages and the goals are pulled intothe workers' performance documents when the documents are created. Goal plans are required to manage goals inGoal Management. The goals in a goal plan associated with the review period and document type selected for theperformance document appear in the document when it's created.

Development goals from Career Development populate the performance document when the dates of the developmentgoal overlap any portion of the performance document dates. For example, a development goal with a start date beforethe performance document start date and either an end date after the performance document end date, or no end



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date, is pulled into the performance document. Future development goals that start after the performance documentconcludes and those that are inactive can also populate the performance document, if congured to do so.

When managers or workers edit the worker's existing goals in Goal Management or Career Development, the changesare reected in the performance document when it's opened. To copy new goals into the performance document fromthe goal management or career development business processes they must use the Update Goals and Competenciesaction in the performance document. Goals aren't automatically removed from the performance document and must bemanually removed.

Updating Goal Management from Performance DocumentsUpdates made to the performance document are displayed in Goal Management and Career Development when theperformance document is saved or submied.

When a worker or manager adds a performance goal to the performance document, they can select the goal planto which to add the goal. The selected goal plan must be one of those that were used to populate the performancedocument.

Updating Proles from a Completed EvaluationWhen the performance document is completed the application updates the worker's prole to include the goals sectionratings for both the Performance Goals and Development Goals sections. Ratings for individual goals are maintained inthe performance document only.

Completing Goals in the Performance DocumentWhen the performance document is completed the performance goals are updated in Goal Management anddevelopment goals are updated in Career Development. After that process concludes, managers and workers can'tupdate goals in the performance document either directly, or by using Goal Management or Career Development. Theycan continue to add or update goals in Goal Management or Career Development, but those changes aren't reected inthe performance document.

Seing Up the Performance Template to Use GoalsTo manage goals in performance documents, implementors must:

• Create a Performance Goals performance template section to manage performance goals and add it to theperformance template.

• Create a Development Goals performance template section to manage development goals and add it to theperformance template.

To use Goal Management and the goal library with performance documents, they must also:

• Enable the Goal Management Business Process Enabled (HRG_USE_GOAL_MANAGEMENT) prole optionusing the Manage Administrator Prole Values task.

• Enable the Goal Library Enabled (HRG_ENABLE_GOAL_LIBRARY) prole option.

• Select the Populate with worker goals check box in the Performance Goals performance template section

• Optionally, select the Allow update goals action to update goal weights from goal management businessprocess check box in the Performance Goals performance template section.



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• Select a review period and performance document type for the template associated with a goal plan for theperformance template period.

To use Career Development and the goal library with performance documents, implementors must:

• Enable the Goal Library feature choice in the Workforce Development oering.

• Select the Populate with workers development goals covering any part of evaluation period check box inthe Development Goals performance template section.

• Optionally select the Include future development goals starting after evaluation period and Excludeinactive development goals check boxes in the Development Goals performance template section.

Related Topics

• Guidelines for Seing Up Performance Templates

• How You Remove Goals Contained in a Performance Document

• How Performance Documents Work with Proles

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Glossary

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Glossary

aligned goals

Two goals that have a relationship with each other where one goal supports the other. It is not necessarily a parent-childrelationship although aligning a goal typically means aligning up to an organizational or manager goal.

best-fit analysis

A calculation of the best possible matches for a selected person or model profile.

competency

Any measurable behavior required by an organization, job, or position that a person may demonstrate in the workcontext. A competency can be a piece of knowledge, a skill, an attitude, or an attribute.

content item

An individual quality, skill, or qualification within a content type that you track in profiles.

content library

A repository of the content types and individual content items that can be associated with person profiles and profilesfor workforce structures such as jobs and positions.

content type

An attribute such as a skill, quality, or qualification that is added to a profile.

development goal

A goal that is geared toward facilitating the career growth of individuals so that they can perform better in their currentjob or prepare themselves for advancement.

eligibility profile

A user-defined set of criteria used to determine whether a person qualifies for a benefits offering, variable rate orcoverage, compensation plan, checklist task, or other object for which eligibility must be established.

goal library

A central repository of reusable goals maintained by the human resource specialist that managers and workers cancopy to use for their own goals.

goal plan

A collection of performance goals that are grouped by common characteristics, such as a specified time frame or aparticular department that must work on them.


Glossary

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goal plan set

One or more performance goal plans that you assign as a group to a population set.

HR

Abbreviation for human resource.

impact of loss

A value assigned to a worker to rate the effect on the enterprise when the worker leaves.

individual score

The number assigned to each matching content item of the content types for which you specify the priority orimportance.

job

A generic role that's independent of any single department or location. For example, the jobs Manager and Consultantcan occur in many departments.

job role

A role, such as an accounts payable manager or application implementation consultant, that usually identifies andaggregates the duties or responsibilities that make up the job.

model profile

A collection of the work requirements and required skills and qualifications of a workforce structure, such as a job orposition.

organization goal

A performance goal that specifies the overall objectives of the organization.

organization owner

Manager of an organization who adds and manages goals for the organization to support objectives and strategy of theenterprise.

overall score

The total of all individual scores of all matching content items in a best-fit analysis.

performance document

Online document used to evaluate a worker for a specific time period. The document contains the content on which theworker is evaluated, which could include goals, competencies, and questionnaires.


Glossary

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performance goal

A results-oriented goal, often using specific targets, to assess the level of a worker's achievement.

person profile

A collection of skills, experience, qualifications, work preferences, and career planning information for a worker.

position

A specific occurrence of one job that's fixed within a department. It's also often restricted to one location. For example,the position Finance Manager is an instance of the job Manager in the Finance Department.

profile type

A template that defines the content sections of a profile, role access for each section, and whether the profile is for aperson, or for a workforce structure such as a job or position.

rating model

A scale used to measure the performance and proficiency of workers.

risk of loss

A value assigned to a worker to rate the likelihood of the worker leaving the enterprise.

sandbox

A testing environment that isolates untested code changes from the mainline environment so that these changes don'taffect the mainline metadata or other sandboxes.

source rating

The rating level associated with a content item of the source profile in the best-fit analysis.

talent review

A series of meetings where organization managers evaluate trends, assess strengths, and address areas of risk for theorganization.

talent score

An assessment of a worker's overall value to the enterprise using a company-defined rating model.

target outcome

A specific skill, competency, or certification added to a goal that can be achieved or acquired by the successfulcompletion of the goal.


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target rating

The rating level associated with a content item of the target profile in the best-fit analysis.

task

An action added to a goal that a worker plans to undertake to help achieve the goal.

Management Cloud Oracle Talent · Worker Goal Assignment 2 Goal Plan Sets Goal plan sets are used...

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