Implementing Oracle Self Service Human Resources · ii Implementing Oracle Self–Service Human Resources (SSHR) ... It also provides information to help you build your custom Developer/2000

ImplementingOracle�Self–ServiceHuman Resources(SSHR)RELEASE 11i

December 1999

Implementing Oracle� Self–Service Human Resources (SSHR) Release 11i

The part number for this book is A73299–01.Copyright � 1996, 2000 Oracle Corporation. All rights reserved.

Primary Author: Andrew Moran.

Contributors: Juliette Fleming, Michael O’Shea, Janet McCandless.

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iContents

Contents

Preface Preface v. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Audience for This Guide vi. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . How To Use This Guide vi. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Finding Out What’s New vii. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Other Information Sources vii. . . . . . . . . . . . . . . . . . . . . . . . . . . . . Do Not Use Database Tools to Modify Oracle Applications Data xii. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . About Oracle xiii. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Your Feedback xiv. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

Chapter 1 Business Requirements, Solutions and Procedures 1 – 1. . . . . . . . . . Oracle Self–Service Human Resources 1 – 2. . . . . . . . . . . . . . . . . . . . . . Oracle Self–Service Human Resources Overview 1 – 6. . . . . . . . . . . . .

Functions (SSHR) 1 – 9. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Workflow (SSHR) 1 – 12. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Appraisals 1 – 13. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Apply for a Job Workflow Approvals Process (SSHR) 1 – 17. . . . . Enroll in a Class Workflow Approvals Process (SSHR) 1 – 18. . . . . Predefined Self–Service Responsibilities (SSHR) 1 – 20. . . . . . . . . . Candidate Offers (SSHR) 1 – 23. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Candidate Offers Workflow Approvals Process (SSHR) 1 – 26. . . . Setting Up Appraisals and Questionnaires (SSHR) 1 – 30. . . . . . . . Setting Up Apply for a Job (SSHR) 1 – 32. . . . . . . . . . . . . . . . . . . . . . Setting Up Enroll in a Class (SSHR) 1 – 33. . . . . . . . . . . . . . . . . . . . . Setting Up Suitability Matching (SSHR) 1 – 34. . . . . . . . . . . . . . . . .

ii Implementing Oracle Self–Service Human Resources (SSHR)

Setting Up User Assistance Components (SSHR) 1 – 35. . . . . . . . . Setting Up Personal and Professional Information (SSHR) 1 – 36. Setting Up Succession Planning (SSHR) 1 – 37. . . . . . . . . . . . . . . . . Setting Up Searches (SSHR) 1 – 38. . . . . . . . . . . . . . . . . . . . . . . . . . . . Setting Up Employee Histories (SSHR) 1 – 40. . . . . . . . . . . . . . . . . . Setting Up Candidate Offers (SSHR) 1 – 41. . . . . . . . . . . . . . . . . . . . SSHR Canvas, Page and Source File Names (SSHR) 1 – 42. . . . . . . Displaying a New Logo (SSHR) 1 – 47. . . . . . . . . . . . . . . . . . . . . . . . Configuring Workflow Error Processes (SSHR) 1 – 48. . . . . . . . . . . Collecting Information From a User in SSHR with HTML Forms (SSHR) 1 – 49. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Editing and Locating User Assistance Components (SSHR) 1 – 51Copying the Original Workflow Item Type (SSHR) 1 – 53. . . . . . . . Configuring the Enroll in a Class Enrollment Process (SSHR) 1 – 54. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Loading User Assistance Components into the Database (SSHR) 1 – 55. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Configuring SSHR Reminders (SSHR) 1 – 57. . . . . . . . . . . . . . . . . . . Configuring Approvals Processes (SSHR) 1 – 60. . . . . . . . . . . . . . . . Defining Your Enterprise’s Email Addresses (SSHR) 1 – 64. . . . . . Configuring Display Values (SSHR) 1 – 65. . . . . . . . . . . . . . . . . . . . . Configuring DOB and National Identifier Workflow Attributes (SSHR) 1 – 67. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Creating Questionnaires (SSHR) 1 – 68. . . . . . . . . . . . . . . . . . . . . . . . Configuring Candidate Offer Approval Processes (SSHR) 1 – 69. . Setting Up Candidate Offer Letters (SSHR) 1 – 71. . . . . . . . . . . . . . Setting Up the Candidate Offer Background Workflow Engine (SSHR) 1 – 73. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Defining and Modifying a New Offer Profile (SSHR) 1 – 74. . . . . . Setting Up a Candidate Offer Profile (SSHR) 1 – 75. . . . . . . . . . . . . Defining and Maintaining New Offer Profile Question Categories (SSHR) 1 – 76. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Adding an Offer Letter Paragraph (SSHR) 1 – 77. . . . . . . . . . . . . . . Modifying an Offer Letter Paragraph (SSHR) 1 – 78. . . . . . . . . . . . Deleting an Offer Letter Paragraph (SSHR) 1 – 79. . . . . . . . . . . . . . Customizing the Candidate Offer Letter Program (SSHR) 1 – 80. . Defining New Questions for an Offer Profile (SSHR) 1 – 86. . . . . . Modifying Questions for an Offer Profile (SSHR) 1 – 88. . . . . . . . . Deleting Questions from an Offer Profile (SSHR) 1 – 89. . . . . . . . . Deleting Offer Profile Question Categories (SSHR) 1 – 90. . . . . . . .

iiiContents

Chapter 2 Implementation Checklist and Steps 2 – 1. . . . . . . . . . . . . . . . . . . . . . Implementation Steps 2 – 2. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Implementation Checklist (SSHR) 2 – 5. . . . . . . . . . . . . . . . . . . . . . . . . . Implementation Flowcharts (SSHR) 2 – 6. . . . . . . . . . . . . . . . . . . . . . . .

Basic Set Up (SSHR) 2 – 9. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Security (SSHR) 2 – 11. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Functions Set Up (SSHR) 2 – 14. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . User Assistance (SSHR) 2 – 24. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Candidate Offers (SSHR) 2 – 25. . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

Appendix A Windows and Reports A – 1. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Windows and their Navigation Paths A – 2. . . . . . . . . . . . . . . . . . . . . . . Reports and Processes in Oracle HRMS A – 49. . . . . . . . . . . . . . . . . . . . .

Glossary

Index

iv Implementing Oracle Self–Service Human Resources (SSHR)

vPreface

Preface

vi Implementing Oracle Self–Service Human Resources (SSHR)

Audience for This Guide

Welcome to Release 11i of the Implementing Oracle Self–Service Human Resources(SSHR) implementation guide.

This guide assumes you have a working knowledge of the following:

• The principles and customary practices of your business area

• Oracle� HRMS

If you have never used Oracle� HRMS, we suggest you attendone or more of the Oracle� HRMS training classes availablethrough Oracle University.

• The Oracle Applications graphical user interface

To learn more about the Oracle Applications graphical userinterface, read the Oracle Applications User Guide.

See Other Information Sources for more information about OracleApplications product information.

How To Use This Guide

This guide contains the information you need to implement andconfigure Oracle� Self–Service Human Resources (SSHR).

This preface explains how this guide is organized and introduces othersources of information that can help you. This guide contains thefollowing chapters:

• Chapter 1 provides the main body of information you need tounderstand before you implement Oracle� Self–Service HumanResources (SSHR)

• Chapter 2 provides a checklist of the major stages ofimplementation and a summary of the steps you must take toimplement SSHR

• Appendix A lists the default navigation paths for all windows inOracle HRMS and a list of all reports and processes

viiPreface

Finding Out What’s New

From the HTML help window for Oracle� HRMS choose the sectionthat describes new features or what’s new from the expandable menu.This section describes:

• New features in 11i. This information is updated for each newrelease of Oracle� HRMS.

• Information about any features that were not yet available whenthis user guide was printed. For example, if your systemadministrator has installed software from a mini pack as anupgrade, this document describes the new features.

Other Information Sources

You can choose from many sources of information, including onlinedocumentation, training, and support services, to increase yourknowledge and understanding of Oracle� Self–Service HumanResources (SSHR).

If this guide refers you to other Oracle Applications documentation,use only the Release 11i versions of those guides unless we specifyotherwise.

Online Documentation

All Oracle Applications documentation is available online (HTML andPDF). The technical reference guides, are available in PDF format only.Note that the HTML documentation is translated into over twentylanguages.

The HTML version of this guide is optimized for onscreen reading, andyou can use it to follow hypertext links for easy access to other HTMLguides in the library. When you have an HTML window open, you canuse the features on the left side of the window to navigate freelythroughout all Oracle Applications documentation.

• You can use the Search feature to search by words or phrases.

• You can use the expandable menu to search for topics in themenu structure we provide. The Library option on the menuexpands to show all Oracle Applications HTML documentation.

viii Implementing Oracle Self–Service Human Resources (SSHR)

You can view HTML help in the following ways:

• From an application window, use the help icon or the help menuto open a new Web browser and display help about that window.

• Use the documentation CD.

• Use a URL provided by your system administrator.

Your HTML help may contain information that was not available whenthis guide was printed.

Related User Guides

Oracle� Self–Service Human Resources (SSHR) shares business andsetup information with other Oracle Applications products. Therefore,you may want to refer to other user guides when you set up and useOracle� Self–Service Human Resources (SSHR).

If you do not have the hardcopy versions of these guides, you can readthem online by choosing Library from the expandable menu on yourHTML help window, by reading from the Oracle ApplicationsDocument Library CD, or by using a Web browser with a URL thatyour system administrator provides.

User Guides Related to All Products

Oracle Applications User Guide

This guide explains how to navigate the system, enter data, and queryinformation, and introduces other basic features of the GUI availablewith this release of Oracle� HRMS (and any other Oracle Applicationsproduct).

You can also access this user guide online by choosing ”Getting Startedand Using Oracle Applications” from the Oracle Applications helpsystem.

Oracle Applications Flexfields Guide

This guide provides flexfields planning, setup, and referenceinformation for the Oracle� Self–Service Human Resources (SSHR)implementation team, as well as for users responsible for the ongoingmaintenance of Oracle Applications product data. This guide alsoprovides information on creating custom reports on flexfields data.

ixPreface

Oracle Alert User Guide

Use this guide to define periodic and event alerts that monitor thestatus of your Oracle Applications data.

Oracle Applications Implementation Wizard User Guide

If you are implementing more than one Oracle product, you can use theOracle Applications Implementation Wizard to coordinate your setupactivities. This guide describes how to use the wizard.

Oracle Applications Developer’s Guide

This guide contains the coding standards followed by the OracleApplications development staff. It describes the Oracle ApplicationObject Library components needed to implement the OracleApplications user interface described in the Oracle Applications UserInterface Standards. It also provides information to help you build yourcustom Developer/2000 forms so that they integrate with OracleApplications.

Oracle Applications User Interface Standards

This guide contains the user interface (UI) standards followed by theOracle Applications development staff. It describes the UI for theOracle Applications products and how to apply this UI to the design ofan application built by using Oracle Forms.

User Guides Related to This Product

Using Oracle HRMS – The Fundamentals

This user guide explains how to setup and use enterprise modeling,organization management, and cost analysis. It also includesinformation about defining payrolls.

Managing People Using Oracle HRMS

Use this guide to find out about using employee management,recruitment activities, career management, and budgeting.

Running Your Payroll Using Oracle HRMS

This user guide provides information about wage attachments, taxesand social insurance, the payroll run, and other processes.

x Implementing Oracle Self–Service Human Resources (SSHR)

Managing Compensation and Benefits Using Oracle HRMS

Use this guide to learn about compensation setup, entry and analysis,setting up basic, standard and advanced benefits, salaryadministration, and absence management and PTO accruals.

Customizing, Reporting and System Administration in Oracle HRMS

This guide provides information about extending and customizingOracle HRMS, managing security, auditing, information access, andletter generation.

Using Oracle Training Administration (OTA)

This guide provides information about how to set up and use OracleTraining Administration to facilitate your training and certificationbusiness.

Installation and System Administration Guides

Oracle Applications Concepts

This guide provides an introduction to the concepts, features,technology stack, architecture, and terminology for Oracle ApplicationsRelease 11i. It provides a useful first book to read before an installationof Oracle Applications. This guide also introduces the concepts behind,and major issues, for Applications–wide features such as BusinessIntelligence (BIS), languages and character sets, and self–serviceapplications.

Installing Oracle Applications

This guide provides instructions for managing the installation of OracleApplications products. In Release 11i, much of the installation processis handled using Oracle One–Hour Install, which minimizes the time ittakes to install Oracle Applications and the Oracle 8i Server technologystack by automating many of the required steps. This guide containsinstructions for using Oracle One–Hour Install and lists the tasks youneed to perform to finish your installation. You should use this guidein conjunction with individual product user guides andimplementation guides.

xiPreface

Upgrading Oracle Applications

Refer to this guide if you are upgrading your Oracle ApplicationsRelease 10.7 or Release 11.0 products to Release 11i. This guidedescribes the upgrade process in general and lists database upgradeand product–specific upgrade tasks. You must be at either Release 10.7(NCA, SmartClient, or character mode) or Release 11.0 to upgrade toRelease 11i. You cannot upgrade to Release 11i directly from releasesprior to 10.7.

Oracle Applications Product Update Notes

Use this guide as a reference if you are responsible for upgrading aninstallation of Oracle Applications. It provides a history of the changesto individual Oracle Applications products between Release 11.0 andRelease 11i. It includes new features and enhancements and changesmade to database objects, profile options, and seed data for thisinterval.

Oracle Applications System Administrator’s Guide

This guide provides planning and reference information for the OracleApplications System Administrator. It contains information on how todefine security, customize menus and online help, and manageprocessing.

Oracle HRMS Applications Technical Reference Guide

This reference guide contains database diagrams and a detaileddescription of database tables, forms, reports, and programs for OracleHRMS, including Oracle� Self–Service Human Resources (SSHR) andrelated applications. This information helps you convert data fromyour existing applications, with non–Oracle applications, and writecustom reports for.

You can order a technical reference guide for any product you havelicensed. Technical reference guides are available in paper format only.

Oracle Workflow Guide

This guide explains how to define new workflow business processes aswell as customize existing Oracle Applications–embedded workflowprocesses. You also use this guide to complete the setup stepsnecessary for any Oracle Applications product that includesworkflow–enabled processes.

xii Implementing Oracle Self–Service Human Resources (SSHR)

Training and Support

Training

We offer a complete set of training courses to help you and your staffmaster Oracle Applications. We can help you develop a training planthat provides thorough training for both your project team and yourend users. We will work with you to organize courses appropriate toyour job or area of responsibility.

Training professionals can show you how to plan your trainingthroughout the implementation process so that the right amount ofinformation is delivered to key people when they need it the most. Youcan attend courses at any one of our many Educational Centers, or youcan arrange for our trainers to teach at your facility. We also offer Netclasses, where training is delivered over the Internet, and many CDmultimedia–based courses. In addition, we can tailor standard coursesor develop custom courses to meet your needs.

Support

From on–site support to central support, our team of experiencedprofessionals provides the help and information you need to keepOracle� Self–Service Human Resources (SSHR) working for you. Thisteam includes your Technical Representative, Account Manager, andOracle’s large staff of consultants and support specialists with expertisein your business area, managing an Oracle server, and your hardwareand software environment.

Do Not Use Database Tools to Modify Oracle Applications Data

We STRONGLY RECOMMEND that you never use SQL*Plus, OracleData Browser, database triggers, or any other tool to modify OracleApplications tables, unless we tell you to do so in our guides.

Oracle provides powerful tools you can use to create, store, change,retrieve, and maintain information in an Oracle database. But if youuse Oracle tools such as SQL*Plus to modify Oracle Applications data,you risk destroying the integrity of your data and you lose the ability toaudit changes to your data.

xiiiPreface

Because Oracle Applications tables are interrelated, any change youmake using an Oracle Applications form can update many tables atonce. But when you modify Oracle Applications data using anythingother than Oracle Applications forms, you might change a row in onetable without making corresponding changes in related tables. If yourtables get out of synchronization with each other, you risk retrievingerroneous information and you risk unpredictable results throughoutOracle Applications.

When you use Oracle Applications forms to modify your data, OracleApplications automatically checks that your changes are valid. OracleApplications also keeps track of who changes information. But, if youenter information into database tables using database tools, you maystore invalid information. You also lose the ability to track who haschanged your information because SQL*Plus and other database toolsdo not keep a record of changes.

About Oracle

Oracle Corporation develops and markets an integrated line ofsoftware products for database management, applicationsdevelopment, decision support and office automation, as well as OracleApplications, an integrated suite of more than 45 software modules forfinancial management, supply chain management, manufacturing,project systems, human resources and sales and service management.

Oracle products are available for mainframes, minicomputers, personalcomputers, network computers, and personal digital assistants,enabling organizations to integrate different computers, differentoperating systems, different networks, and even different databasemanagement systems, into a single, unified computing and informationresource.

Oracle is the world’s leading supplier of software for informationmanagement, and the world’s second largest independent softwarecompany. Oracle offers its database, tools, and application products,along with related consulting, education and support services, in over145 countries around the world.

xiv Implementing Oracle Self–Service Human Resources (SSHR)

Your Feedback

Thank you for using Oracle� Self–Service Human Resources (SSHR)and this implementation guide.

We value your comments and feedback. At the back of this guide is aReader’s Comment Form you can use to explain what you like ordislike about Oracle� Self–Service Human Resources (SSHR) or thisimplementation guide. Mail your comments to the following addressor call us directly at (650) 506–7000.

Oracle Applications Documentation ManagerOracle Corporation500 Oracle ParkwayRedwood Shores, CA 94065U.S.A.

Or, send electronic mail to [email protected].

C H A P T E R

1

1 – 1Business Requirements, Solutions and Procedures

Business Requirements,Solutions andProcedures

1 – 2 Implementing Oracle Self–Service Human Resources (SSHR)

Oracle Self–Service Human Resources

What are the advantages of a web based HR system?

Employees and managers have all the advantages of an HRMS systembut with reduced overheads and administration costs for the HRdepartment. Self–Service Human Resources (SSHR) is designed to beintuitive, easy to use, and easily accessible. With only a web browserand an internet connection employees and a managers can manage HRinformation.

How can I encourage HR decision making by line managers?

Line managers have direct contact with employees and customers andcan therefore make informed, expert, decisions. Using SSHR a linemanager can now implement rapid HR decision making.

They can actively reduce the number of rejected offers caused by delaysin the recruitment process, and minimize the number of unfilled,non–productive vacancies. They can search for people with the rightskills if they have an unfilled vacancy or find new work for anemployee.

I need to reduce administration costs, how can a web based HR system help me?

Many day–to–day activities carried out by the HR department delayinformation from reaching the right person at the right time. Often HRactivities involve copying information directly from documents ore–mails, or providing basic information to inquirers without analysis orinterpretation. Many activities are simple data entry tasks like updatingpersonal and educational details. Or informing employees of theircurrent vacation allowance and providing policy advice.

Self–service can put this type of activity back where it belongs – withthe person making the inquiry, or the person wanting to notify a changein their personal details. Self–service is most effective when it targetsthese common repetitive activities. A corporate intranet gives peopleaccess to these activities at little maintenance cost to the HRdepartment.

How can I control who makes HR decisions?

Oracle Workflow is embedded in SSHR. You use Workflow to managethe flow of information between the HR professional, the line managerand employee or applicant.


The participants in the workflow process receive messages, via the webor e–mail. The messages may form part of an approval process or caninform a user of the progress of their request or update of information.Workflow ensures that you always inform and alert the right people atthe right time.

A web interface combined with the proactive messaging of OracleWorkflow mean you can automate many processes between users. As aresult you will reduce administration costs and speed informationretrieval.

For which functions can I configure an approvals process?

You can configure approvals processes for:

• Appraisals

• Apply for a Job

• Enroll in a Class

• Personal Information

• Professional Information

• Candidate Offers

How can I encourage employees to manage their own careers?

SSHR gives HR managers the opportunity to publish information onjob opportunities, on company policies, and legislation advice to allemployees. A new dialogue can be created between management andemployees which result in increased employee applications for jobs ortraining and increased accuracy of personal information held onemployees. HR management can now be so easily accessible that avirtual HR manager is always at hand.

By encouraging employees to manage their own careers you recognizeemployee choice and career ownership as powerful motivators. Theresult, improved management efficiency.


What functionality does SSHR provide?

Oracle SSHR enables managers to perform a number of HRmanagement activities. Employees can also manage their own basicpersonal and professional information, search and enroll in Classes,apply for jobs and initiate Self–Appraisals.

• Appraisals

• Applications for a Jobs

• Enrollments into Classes

• Suitability Matching

• Succession Planning

• Management of Personal and Professional Information

• Employee Histories

• Candidate Offer hire processes

Who can use SSHR?

Typically there are four types of user for SSHR. They are:

• Employees

• Line Managers

• Approvers

• HR Professionals

Employees can only access and change their own personal information.They may, for example, change their address if they have moved home,update their resume, apply for a job or enroll in a class.

A line manager can view and change their own personal informationand the information of the people they manage. Line managers alsohave access to additional management tools. A manager can forexample, conduct an appraisal on one of their employees or plan asuccessor to a position whose incumbent is about to retire.

Another typical user is an Approver. This person is often a managerwho needs to be informed of any changes to a person’s records. Theyare notified by email and may either approve or reject a request, forexample to attend a Class. Often they do not initiate or maintain anapproval process but simply participate.


The last member of a typical SSHR user group is an HR professional.This person will typically set up and maintain appraisal andassessment templates. To do this they must be familiar with OracleHRMS, SSHR and, perhaps Oracle Training Administration for classenrollments.

How can I adapt SSHR to my enterprise?

You can configure the web pages supplied with SSHR and you caninclude your own pages alongside the supplied pages. You can changethe appearance of the supplied web pages by adding your own logo’sand changing field and radio button names. On some pages, you canchoose which sections are displayed. You can also set up appropriatereminder lists and messages to be displayed to your users. Where youwant to highlight procedures that are specific to your enterprise, youcan customize the instructions and tips that provide online help forusers.


Oracle Self–Service Human Resources Overview

Implementing SSHR

The information provided to a user by SSHR is taken directly fromOracle Applications database tables. And any information updated isstored in the Oracle Applications database tables using standard APIs.To implement SSHR you therefore need to match your current businessset up in Oracle HRMS for self–service use. You do this with OracleHRMS, Oracle Workflow and Oracle Training Administration, as wellas the native features of SSHR.

SSHR Users

There are two predefined views of information accessed via SSHR, anEmployee Responsibilityand a Manager Responsibility. The two viewsare designed to be starting points for the configuration of SSHR.

The Employee Responsibility is used by an employee to access andmanage information about themselves. They may also apply for aninternally advertised jobs or apply to enroll in a class.

Employees can have configurable access to the following functions:

• Apply for a Job




• Self Appraisals

• Absence History

• Training History

• Salary History

• Job Application History

• Employment History

Note: Employees can participate in appraisals as reviewers.You must however attach the View Notification Function totheir responsibility to do this.

Most of these functions can be configured, with Oracle Workflow, to behidden, view only or updateable only with managerial approval. Linemanagers can also have their access to functions limited in the sameway.


The Manager Responsibility includes all the functions available for anemployee plus some career management tools. Another key differencefrom the Employee Responsibility is that a manager has a person searchoption and a work list of people who work for them.

Extra tools available for career management by a manager are:

• Appraisals

• Questionnaire Administration



User Assistance

SSHR has been carefully designed to be easy to use. User assistancecomponents are used extensively and you can configure and changeany of these components to reflect your needs. You can configure:

• Instructions, which explain how to use the web page

• Tips, which provide further information about individual fields

Note: You can also configure Ticklers or Reminders as they areknown in SSHR. Reminders are workflow driven processesused to link SSHR to other web pages.

Displaying Enterprise logos

You can replace the default logo, which appears in the upper left cornerof SSHR, with your own logo.

Changing Field and Radio Button Text Names

You can change field and radio button text names, which appear onweb pages.

SSHR For Oracle US Federal Users

Oracle Federal Human Resource users can take advantage of the SSHRfunctionality. However, changes to personal information, such as aName Change personnel action, require a Request for Personnel Action(RPA). For these personnel actions, use the RPA as you normally wouldand not SSHR.

Here’s a list of SSHR functions that duplicate RPA functionality.

Module Function

Employee Direct Access Personal Information

Some personnel actions don’t require an RPA such as a change ofaddress, class registration, or employee assessment. For these actions,you can use the SSHR functionality.


SSHR functionality uses workflow. If the action requires a supervisor’sapproval, you can route the action and obtain approvals. Although theSSHR and Oracle Federal Human Resouces use the same workflowInbox, SSHR doesn’t use the OFHR defined workflow process. Forexample, you can’t route an SSHR action using the workflow routinglists, routing groupboxes, or approval process that you set up to routean RPA.

Instead, the SSHR approval process uses the Supervisor field on anemployee assignment to appropriately route the request. To takeadvantage of the SSHR approval process, complete the Supervisor’sfield on the Assignment window for all employees who initiate,process, and approve actions. When routing an action, you canoverride the supervisor destination by choosing the Reassign button.

SSHR and Workflow

SSHR uses Workflow to manage the flow of information betweenemployees and management. The participants in a workflow processreceive messages via, in most cases, email. The messages a userreceives typically form part of an approvals process or can simplyinform them of the progress of their request. For example, an employeemay apply for a job using the Apply for a Job function and through amanagement approvals process be informed and accepted into a job.

You can also use to configure user display messages and theappearance of defined web page sections.

SSHR and Candidate Offers

Candidate Offers enables web based recruitment. Managers can seekapproval for an appointment then advise job applicants, by letter, thatthey have been successful. This function is offered with its ownresponsibilities.


Functions (SSHR)

You will find below all the functions available in SSHR and adescription of their functionality.

Appraisals

An appraisal enables a manager and an employee to evaluate employeeperformance, competencies, and set objectives and actions. You canalso store and record additional information about an employee using aquestionnaire attached to an appraisal. A questionnaire can also beused to conduct employee surveys.

Apply for a Job

The Apply for a Job function enables employees to:

• Apply for an internally advertised vacancy

• Search for a job

• View job details

• View or modify their resume

• Prepare an application

This function is integrated within Oracle Workflow. You can set up anapproval process, so that the submitted application must be approvedby a manager before it can be forwarded to a recruiter.

Enroll in a Class

The Enroll in a Class function enables your employees to take an activepart in their training and helps them to keep their competenciesup–to–date. This function also helps you phase in the delivery ofcompetencies through training activities.

Personal and Professional Information

The Personal Information function enables employees to update andmaintain their personal records. The Professional Information functionenables employees to maintain their own professional details, andenables line managers to maintain professional details for a selectedemployee.


This function is integrated within Oracle Workflow. Using Workflowyou can design a process to control what personal details an employeecan change or see. You can also design an approval process for anychange an employee makes.

The professional details maintained by the professional informationfunction are:

• Education, qualifications, licenses and other professional awards

• Competence profiles

• Work preferences

• Resumes

The Professional Information function is used by both employees andtheir managers. Certain functions can be restricted, with OracleWorkflow, for manager access only.

Person Search

Person search enables a manager to search for a person. On opening thePerson Search web page a manager will see a list of all the people theymanage directly and any people their managers manage. This means amanager can see a list of all the people in their supervisor chain. Theycan also create a work list. A work list is a list of people created andsaved from a previous search.

With an Advanced Search a manager can search for a person or personswho answer particular criteria. For example, you could find salesrepresentatives who work in a particular office location. You can searchon personal, assignment or skills criteria.

You can also search for the dates an applicant applied for a job and thedates an applicant enrolled on a course.

Employee Histories

An employee can view his or her personal records. They can findinformation about their:


• Job Application History


• Absence History

• Salary History


A manager can view his or her own records and any records ofemployees they manage.

Suitability Matching and Succession Planning

The suitability matching function compares and ranks a person’scompetencies against a job or position.

The succession planning function enables you to prepare an employeefor a position and to plan a successor to a position.

See: Career and Succession Planning, Managing People Using OracleHRMS

Candidate Offers

The candidate offers function is used by line managers to seek approvalfor a job offer, send it to the successful applicant, and track theapplicant’s response.


Workflow (SSHR)

Oracle Workflow is embedded in SSHR and is used to manage the flowof information between the HR professional, the line manager andemployee and applicant. By configuring an approvals process you cancontrol who has access and who can change or update information.

Workflow is also used to configure display messages and to suggestlinks a user might need as part of an approvals process. It also providesthe mechanism for configuring how certain sections of a web page aredisplayed. For example, a section could be view–only, hidden, orupdate only with an approval process.

SSHR has seeded approvals processes, you must configure, for thefollowing functions:

• Appraisals

• Apply for a Job





Appraisals

The type of appraisal available to a user depends on where you selectthe appraisal function. If you log into SSHR as an employee (EmployeeAccess) and select an appraisal you will open a self appraisal function.However, if you log into SSHR as a manager (Line Manager Access)select an employee name from the People List and choose to conduct anappraisal on that employee you open a Manager–Employee appraisal.

Note: A manager can select their own name from the PeopleList in Line Manager Access. If they do so the manager willopen a self appraisal.

The types of appraisal available in SSHR are:

• Manager–Employee Appraisal

• 360 Degree Appraisal (Manager–Employee)

• Self–Appraisal

• 360 Degree Self Appraisal

See: Appraisal Types, Managing People Using Oracle HRMS

An appraisal is complete when the appraising manager sets thepublished flag. Once published no updates can be made.

Employee Appraisals

An employee can create a Self–Appraisal, a 360 Degree Self Appraisalor view an appraisal they have created. In most cases the results of aself appraisal are private to the appraisee until published. In a selfappraisal the appraisee can see all the appraisal information.

To publish a self appraisal an employee selects Publish from thePublication Status drop down list in the Appraisal Overview page.Once published an appraisal cannot be updated.

To publish a 360 Degree Self Appraisal an employee selects Publishfrom the Publication Status drop down list in the Appraisal Overviewpage.

Note: In a 360 Degree Self Appraisal you can set a profileoption that enables managers (and anyone with secure accessto the persons record’s) to view an unpublished 360 Degreeself–appraisal. This profile option does not apply to Selfappraisals.


Manager–Employee Appraisals

There are two types of manager employee appraisal a:manager–employee appraisal and a 360 Degree appraisal. A managerwho creates an appraisal, the appraising manager, can always see thedetails of the appraisal. The employee being appraised has no access, tothe appraisal, until the appraising manager publishes the appraisal.Any other managers (i.e. not the appraising manager) of the employeecan’t see the appraisal information either, until the appraisal ispublished. When an appraisal is published the employee has access toall the contents except any reviewer comments.

Note: A manager can choose to create a Self Appraisal (if theyselect their own name from the People List), a ManagerEmployee Appraisal or a 360 Degree Appraisal.

The person who creates an appraisal (the appraising manager) canassign people to review appraisals in Manager–Employer and 360Degree Appraisals. Reviewers are selected by an appraising managerand are notified of their participation. A reviewer can access theappraisal by selecting the appraisal name from the Workflow Inbox.

A reviewer of a Manager–Employee appraisal has view only access tothe appraisal header, objectives, questionnaire and reviewer namessections of the appraisal. They cannot see any summary performance orcomments from other reviewers. A reviewer can only add reviewcomments.

Note: Access to the review worksheet is only available if theappraisal is still open.

A 360 Degree appraisal reviewer has view only access to the appraisalheader, questionnaires and reviewer names. They have no access tosummary performance or comments from other reviewers.

Note: The published flag has no affect on what a reviewer cansee.

Note: You must ensure all participants in a review process canaccess the View Notification process.

You can also add appraisers to an appraisal by using the UpdateAppraiser web page. An appraiser can answer and completequestionnaires and surveys for example.


Updating Reviewers

An appraising manager can add reviewers to an appraisal by using theReviewers web page. This page is also used to manage and record thestatus of the review process. For example, a manager can:

• Add a reviewer

• Notify a reviewer

• Re–notify (remind) a reviewer

• Send a notification message

• Find the date a reviewer was last notified

• Find the date the reviewer completed the review

• Prevent a reviewers access to an appraisal

Updating Appraisers

An appraising manager can add an appraiser to an appraisal using theUpdate Appraiser web page. This page is also used to manage andrecord the status of the appraisers process. For example, a managercan:

• Add an appraiser

• Notify an appraiser

• Re–notify (remind) an appraiser

• Send a notification message

• Find the date an appraiser was last notified

• Find the date the appraiser completed the review

• Prevent an appraisers access to an appraisal

Changing an appraising manager

A user can change their appraising manager in several ways. Anemployee can change a self appraisal to a Manager–Employee byselecting Change Appraising manager link. Or, a manager may reassigna Manager–Employee appraisal to another member of theirdepartment.


However, the appraising manager link cannot be selected in thefollowing circumstances, if:

• A questionnaire has been saved

• An appraisal is published

• The appraisal template has an assessment attached

• An employee has opened a 360 Degree appraisal for themselves

• Reviewers comments exist

Questionnaires

A questionnaire is used to collect survey type information from a user.You create a questionnaire using the SSHR create questionnaire webpage and attaching the questionnaire to an Appraisal template.

Note: Questionnaires can only be used in 360 Degree typeAppraisals.


Apply for a Job Workflow Approvals Process (SSHR)

The seeded workflow process starts when a person applies for a job.The workflow then notifies the applicants manager that an applicationhas been made and includes any attached resume’s or covering letters.After the manager has received a job application notification they caneither reject or approve the job applicants submission.

If the manager approves the application it can be forwarded through anapprovals chain, if one has been defined. Or, if the application isrejected by the manager, a rejection notification can be sent. Therejection notification can include a rejection message or a description ofwhy the applicant was unsuccessful.

When a job application has been approved and has moved through anyapproval chain a notification is sent to a recruiter. If the recruiteraccepts the job application, it is saved to the database and anacceptance notification sent to the applicant and to the applicantsimmediate supervisor. If the recruiter rejects the job application arejection notification is sent to the applicant and the applicantsimmediate immediate supervisor.

Note: A recruiter must be defined and be an applications userto take part in the Apply for Job workflow process.


Enroll in a Class Workflow Approvals Process (SSHR)

The seeded Enroll in a Class approvals process is used to manage anapplicants enrollment into a class. There are four predefined workflowattributes to control a candidates enrollment:

• Managerial approval required

A Manager has to approve a candidate onto a course and thesystem will enroll the candidate.

• No Managerial approval required

A candidate can enroll directly onto a course.

• Training Administrator approval required

A Training Administrator has to enroll a candidate on a course.

• Managerial and Training Administrator approval required

A Manager and a Training Administrator has to enroll acandidate on a course.

If you set the workflow attribute to Managerial approval required, thesystem saves the enrollment with the system status Requested via theweb. When the workflow is activated the manager is notified and isasked to approve an employee’s nomination on the course.

If the manager approves the nomination, a notification is sent to theTraining Administrator to enroll the employee onto the course. If themanager doesn’t approve the nomination, a notification is sent to theemployee informing them that the nomination was rejected. Themanager may also include a reason why the course wasn’t approved.The system status of the enrollment is then changed to Cancelled Viathe web.

If you set the workflow attribute to No Managerial Approval required,the system saves the enrollment with a status of Placed or Waitlisted.The workflow is activated and the manager and the trainingadministrator are notified that the employee has been enrolled on acourse. The workflow also keeps them informed of the status of theenrollment.


If you set the workflow attribute to Training Administrator approvalrequired, the system will save the enrollment with the status,Requested– via the web. The workflow is activated, and the manager isnotified that the employee would like to enroll on a course. Thetraining administrator is then notified by the workflow and can acceptor reject the enrollment. If the training administrator rejects theenrollment they can change the enrollment status to Cancelled,Cancelled via the web or any other cancelled status. A notification willthen be sent to the employee saying they have not been enrolled on acourse; a reason for the rejection may also be included by trainingadministrator.

If the training administrator receives a nomination, they must changethe status to one of the following:

• PLANNED

• CANCELLED

• WAITLISTED

• PLACED

• FULL

If an event status is Planned or Full the enrollment status can only bechanged to Requested via the Web or Waitlisted. A notification is thensent to the employee.

If you set the workflow attribute to Managerial and TrainingAdministrator approval required, the system saves the enrollment witha status Requested via the web. Once the training administratorreceives a nomination to enroll an employee on a course, you canassume that a manager’s approval was obtained or a manager’sapproval wasn’t required.


Predefined Self–Service Responsibilities (SSHR)

SSHR has two predefined responsibilities, Employee and LineManager. Each gives you a starting point to configure user access to theapplications functionality.

Employee Responsibilities

Employees can access and view their own personal information. Forexample, they can update an online resume or change their workchoices to include overtime or international travel. The Employee SelfService responsibility delivers configurable update and view processes.

The employee responsibility includes processes for an employee to:


Update personal details, such as marital status or newparenthood

Update telephone details for home and work

• Apply for a Job

Search for and apply for internal vacancies

Update an online resume and attach it as part of a job application

• Enroll In A Class

Search for training classes (with Oracle Training Administrationinstalled), self nominate to enroll in a class, and request managerapproval

• Professional Details

Update qualifications, education, licenses and awards

Update skills or competence profiles and work choices

• Self Appraisal

Perform self–appraisals

• View Notification

View Notifications



View a record of employment

• Application History

View a record of job applications

• Salary History

View a record of salaries

• Absence History

View a record of absences from work


View a record of classes attended

Manager Responsibilities

Managers have access to all the functions of an employee plusadditional update functions to manage their group. Another keydifference of this responsibility is that the user sees a list of people theymanage and can use the person search function.

The person search function can create simple or advanced searches. Asimple search can find a person by all or part of name and by persontype, employee, employee/applicant, or applicant. An advanced searchcan find one or more employees or applicants by employee type,employee number, hire date, employment category, national identifier,competence and assignment.

Update functions enable a manager to:

• Enter and review qualifications, licenses, education and awards

• Create and review appraisals and competence assessments, andtransfer them to other participants using Oracle Workflow

• Approve or reject an employee self–nominated training classrequest

• Approve or reject an internal job application made by anemployee


• Enter succession plan options for a person

• Perform suitability matching

• Complete skills profiling

• Manage deployment constraints and requests expressed byemployees, such as requests to relocate, or travel internationally

• Manage candidate applications through the complete hiringcycle

When you generate a person list from the search you can graphicallycompare peoples skills, create a group rank, or undertake appraisalsand assessments. You can also answer an ad hoc inquiry or save anenquiry across sessions. Your managers always have a fast way to findinformation on the people they manage.

Managers can only view or update the information of the group ofpeople they manage. This security mechanism shares information withthe client server HRMS Application, and includes organization,position and payroll based security.

The predefined Manager responsibility has the following functions:



• Application History

• Salary History

• Absence History





• Professional Details

• Appraisal

• Questionnaire Administration


• View Notification


Candidate Offers (SSHR)

Candidate Offers enables you to record job offers using web basedquestionnaires, route them for approval, and issue offer letters tocandidates.

To create a job offer offer using Candidate Offers a user must firstcomplete a candidates application information, in a predefinedtemplate. A template is a combination of predefined informationsupplied with Candidate Offers and user defined page information.Any number of different templates can be created by animplementation team and these can be designed to suit the specificprocedures that exist in your organization. For example, clerical hiringmay differ from technical hiring and the information will need to berecorded differently. A candidate offer profile enables you to recruitpeople to your organization. You can design a profile to reflect yourorganization, the job or position or the department recruiting thecandidate. The offer profiles you design display Web questionnairesthat record candidate information through the whole hiring cycle.

Designing Offer Profiles

You can also create headers for the hiring questionnaire template,including “Terms and Conditions” and subheadings like “Salary”.Within each subheading, you can create a number of statements orquestions, and specify how you want the user to complete thequestions. You can design answers to be single line text fields, checkboxes or text boxes of many fields to accommodate the different typesof answers you expect for each question. You can create list of valuesfor the user to select an answer and you can specify default values inthe template design.

You can even re–use template questions and as you create and amendtemplates you only need to make changes once for the new versions tobe instantly accessible to everyone with permission to use them. Toensure a user completes a template in a particular way or prevent auser from modifying the templates you can assign configurable rules toa template.

Generic Questions and Categories

Before you set up an offer profile, you must first create the genericquestions and categories required for the profile. You then define theprofile by assigning generic offer questions and categories. Thequestions and categories you create can then be modified to createcustom questions and categories for the profile.


As well as specifying all the individual questions and categories of theoffer profile, you must specify how the questions are grouped intocategories and the order in which they are displayed on the candidateoffer questionnaire.

Seeded Sample Profile

Although the installation of Candidate Offers has no specific offerprofiles, sample data is provided for demonstration purposes. Theprofile supplied is the Generic Proposal Profile. It includes a set ofgeneric offer questions and categories that you can use as a startingpoint for the set up of custom offer profiles using the Web pagessupplied for the HR Offer Administrator responsibility.

Offer Letter Generation

The seeded generic offer questions and categories are your startingpoint to set up all the text paragraphs required to generate the offerletters for your profiles. You can create text paragraphs for your offerletters by simply changing the text for these paragraphs, but you canalso:

• Add new paragraphs

• Modify existing paragraphs by changing the substitutionvariables

• Delete paragraphs that are not required

Where you create, delete or modify text paragraphs or questions youmust edit the Offer Letter program code, appropriately.

Approvals

Use Oracle Workflow to set up an approvals chain. In this chain youcan identify which member of the HR staff performs actions, such asissuing the offer letter. You might also want to add notificationmessages to remind key players of the actions they must take at eachstage of the recruitment process.


Candidate Offers Responsibility

Candidate Offers is offered with its own responsibility. A manager withthis responsibility can manage the complete job offer process; he or shecan:

• Enter details of the candidate they want to hire

• Review the workflow enabled notification processes

• Maintain job offer profiles

• Create job offer letters and templates


Candidate Offers Workflow Approvals Process (SSHR)

In Candidate Offers, the workflow is initiated when you submit acandidate offer for approval using the Candidate Offers page.

The supplied workflow will need to be configured so that it reflects theHR procedures and structures in your enterprise. You may want tochange, for example, the text of notification messages and the timeoutperiod for an administrator’s response to a problem with the approvalchain.

The supplied workflow:

• Automatically routes the candidate offer information to theappropriate people for approval

• Notifies the hiring manager of its current approval status

• Allows approvers and the HR Department to request moreinformation from the hiring manager

• Provides a “fast path” to bypass approvers in the chain whenverbal authority has been given (and notifies the bypassedapprovers, as a safeguard)

• Notifies the HR department to issue the offer letter when an offeris approved

• Tracks the applicant’s response to the offer letter

• Automatically notifies the hiring manager if the candidate doesnot respond to the offer letter within a given time

• Keeps the applicant status up–to–date on the HRMS database

There are three possible outcomes to the workflow:

• Offer not approved

• Offer issued and accepted

• Offer issued and rejected by candidate

There are three subprocesses in this workflow:

• Initialize Offer

• Obtain Offer Approval

• Process Offer


Initialize Offer Process

The activities in this process provide values for attributes of the offerletter item type. Attributes act as global variables throughout theworkflow. For example, these activities load the candidate name, username, and ID into attributes. They also identify the URLs of the offerpage, summary, and letter.

There is no result from this process. It is followed by the Obtain OfferApproval process.

Obtain Offer Approval

This process contains the activities required to handle the offer throughthe approval chain.

If there is a problem in identifying the next approver in the chain, theprocess notifies a person you specify when you set up the workflow.

If an approver rejects the offer, the process notifies the hiring managerwho can select one of the following options:

• Resubmit: The offer, with modifications made by the hiringmanager, is resubmitted to the approval chain.

• Terminate: The HR Department is notified to terminate theapplicant.

In responding to the offer, an approver can specify that the nextapprover in the chain has already given verbal approval. The processthen skips this approver in the chain, but notifies the approver that heor she has been bypassed.

The outcome of the process is either to notify the hiring manager offinal approval or to notify the HR Department to terminate theapplicant. If the outcome is approval of the offer, this process isfollowed by the Process Offer process.

Process Offer

This process contains the activities required to process an offer to anapproved candidate. This includes:

• Collecting any additional information required to issue the offerletter

• Updating the applicant status on the HRMS database

• Tracking the candidate’s response to the offer letter

If the candidate does not respond to the offer letter within 30 days, theprocess notifies the hiring manager.


The outcome of the process depends on the candidate’s response:Accepted or Declined.

Attributes of the Offer Letter Item Type

Every process (or workflow) is associated with one item type. For theOffer Letter Generation workflow, the item type is called Offer Letter.

Attributes are variables whose values can be looked up and set byactivities throughout the workflow. The offer letter item type has thefollowing attributes:

• Candidate details: Name, Applicant Number, Assignment ID,and Person ID

• Approver details: Name, Username, and ID of the previous andnext people in the approval chain

• Hiring manager details: Name, Username, and ID of themanager who initiates the offer letter

• Offer details: Position/Title, Relocation, Salary Amount, Sign–onBonus Amount, Stock Option Shares, and CostCenter/Organization

• HR personnel details: Name, Username, and ID of three HRpersonnel that perform the following functions:

– Handle the New Hire Process and maintain theorganizational hierarchy

– Terminate applicants and mail out offer letters

– Fix problems in identifying the end of the approval chain (asystem administrator function)

• URLs for the candidate offer page, candidate offer letter, andcandidate offer highlights

• Text information entered during the approval process:

– Notes regarding the offer from the hiring manager

– Request from approvers or the HR department for moreinformation from the hiring manager before approving orissuing an offer

– Response to this request from the hiring manager

– Candidate’s comments when contacted about his or her lackof response to the offer letter

• Bypass the Next Approver: A flag to signal that the nextapprover has given verbal approval and can be skipped in theapproval chain


• Resubmit Offer Savepoint: The savepoint to return to when thehiring manager resubmits an offer for approval while the originaloffer is still in the approval chain. This situation arises where theterms of the offer must be changed and the hiring managersubmits a new offer with the new terms. This action removesnotifications in the approval process and deletes all workflowactivities for the original offer.


Setting Up Appraisals and Questionnaires (SSHR)

This process, for setting up appraisals, assumes you have already setup career management functionality within Oracle HRMS. Thisincludes creating rating scales, competencies and assessment templates,(if you are including competence evaluation in the appraisal).

See: Career and Succession Management, Managing People Using OracleHRMS

� To set up self–service appraisals:

1. Create one or more appraisal templates to define and structure theinformation required in various types of appraisal. See: Creating orChanging an Appraisal Template, Managing People Using OracleHRMS

2. Configure the Appraisal approvals process. See: ConfiguringApprovals Processes (SSHR): page 1 – 60

3. Decide if you want your managers (or anyone else with secureaccess to an employee’s records) to view unpublished selfappraisals by setting a profile option. See: User Profiles,Customizing, Reporting and System Administration in Oracle HRMS

The profile option is called:

• View Unpublished 360 Degree Self Appraisal

See: System Profiles Values Window, Customizing, Reporting and SystemAdministration in Oracle HRMS

4. Set the following Workflow option to Yes or No:

• Approve Employee Selection of Appraisers (360 Self Appraisal)

You do this by opening the Appraisal Process Properties Tab inWorkflow Builder and setting the Workflow option to Yes or No.

See: Configuring Approvals Processes (SSHR): page 1 – 60

5. Decide if you want to include a questionnaire in a 360 Degreeappraisal.

See: Creating Questionnaires (SSHR): page 1 – 68

See: Creating or Changing an Appraisal Template, Managing PeopleUsing Oracle HRMS

Note: Questionnaires should only be used in 360 DegreeAppraisals.

6. Review the user assistance components supplied and make anychanges appropriate to your implementation. See: Setting Up UserAssistance Components (SSHR): page 1 – 35


7. Decide which of these web page sections are displayed to a user:

• PERFORMANCE_DETAILS

• OBJECTIVE_DETAILS

• ASSESSMENT_DETAILS

• QUESTIONNAIRE_DETAILS

• GROUP_APPRAISAL_DETAILS

See: Configuring Display Values (SSHR): page 1 – 65

8. Review web page prompts and make any changes, in the DefineRegions Window, to the names in, the following regions:

• PER_APPRAISALS_COMMON_R

• PER_ASSESSMENT_REGION

• PER_CM_PROMPTS

• PER_PARTICIPANTS_PAR

• PER_PARTICIPANTS_GPAPR

• PER_QUESTIONNAIRES_PROMPTS

See: Web Applications Dictionary, Oracle Self–Service Web ApplicationsImplementation Manual, Release 11

9. Consider whether Appraisal web pages need links or messages,and if so, set up reminders: See: Configuring SSHR Reminders(SSHR): page 1 – 57

10. Decide what you want to appear in the appraisal list by altering theLookup code meanings:

• Self

• Manager

• 360

See: Adding Lookup Types and Values, Customizing, Reporting andSystem Administration in Oracle HRMS


Setting Up Apply for a Job (SSHR)

� To set up self–service job applications:

1. You can configure the range of dates a user sees by changing thevalues for the Lookup Type, HR_JOB_POSTED_DATE. See: SettingUp Searches (SSHR): page 1 – 38


3. Review web page prompts and make any changes, in the DefineRegions Window, to the HR_APPLY_FOR_JOB_WEB region fields.See: Web Applications Dictionary, Oracle Self–Service WebApplications Implementation Manual, Release 11

4. If you have not implemented competence management you shouldset the HR:Display Skills/Competencies profile option to No. See: User Profiles, Customizing, Reporting and System Administration inOracle HRMS. If you have set up a competence approach youshould set the profile option to Yes and configure who has access tothis option by Responsibility or Application.

See: System Profile Values, Oracle Applications User’s Guide

5. To not display attachments you should set the HR: USESTANDARD ATTACHMENTS profile option to No. If you decideto configure attachments you can select by Responsibility,Application or User who can see them.

See: System Profile Values Window, Oracle Applications User’s Guide

6. Consider whether Apply for a Job web pages need links ormessages, and if so, set up reminders. See: Configuring SSHRReminders (SSHR): page 1 – 57

7. Configure the Apply for a Job approvals process. See: ConfiguringApprovals Processes (SSHR): page 1 – 60

8. By default a job application is routed first for approval to anemployee’s supervisor (as entered in the Supervisor region of theAssignment window for the employee’s primary assignment).

To configure the seeded supervisor settings modify theSET_SUPERVISOR_ID in the hrcustwf.pkb (HR_OFFER_CUSTOM)package. The value is set in the Set Supervisor ID activity in theApply for a Job workflow.

9. Create an opening or vacancy using the Requisition and VacancyWindow. See: Raising a Requisition for a Vacancy, Managing PeopleUsing Oracle HRMS


Setting Up Enroll in a Class (SSHR)

� To set up self–service class enrollments:

1. Create web based enrollment statuses in OTA so you can see whichclasses were created or approved through SSHR. You need to entera status name of W:Requested and a type of, Requested, orCancelled.

See: Creating Enrollment Statuses, Using Oracle TrainingAdministration

2. You can configure the range of dates a user sees by changing thevalues for the Lookup Type, OTA_ENROLL_CLASS_DATE. See:Setting Up Searches (SSHR): page 1 – 38


4. Review web page prompts and make any changes, in the DefineRegions Window, to the fields in the OTA_ENROLL_CLASS_DATEregion. See: Web Applications Dictionary, Oracle Self–Service WebApplications Implementation Manual, Release 11

5. If you have not implemented competence management you shouldset the HR:Display Skills/Competencies profile option to No. See: .User Profiles, Customizing, Reporting and System Administration inOracle HRMSIf you have set up a competence approach you shouldset the profile option to Yes and configure who has access to thisoption by Responsibility or Application.

See: System Profile Values, Oracle Applications User’s Guide

6. Consider whether Enroll in a Class web pages need links ormessages, and if so, set up reminders. See:Configuring SSHRReminders (SSHR): page 1 – 57

7. Decide how users must enroll into a Class: Configuring the Enrollin a Class Enrollment Process (SSHR): page 1 – 54

8. Configure the Enroll in a Class approvals process. See: ConfiguringApprovals Processes (SSHR): page 1 – 60

9. Change the predefined training administrator settings bymodifying the set_training_admin_person in the hrcustwf.pkb(HR_OFFER_CUSTOM) package. The value is set in the SetTraining Administrator activity in the Enroll in a Class workflow.


Setting Up Suitability Matching (SSHR)

� To set up self–service suitability matching:

1. You can configure the range of dates a user sees by changing thevalues for the Lookup Type, PER_TIME_SCALES. See: Setting UpSearches (SSHR): page 1 – 38


3. Review web page prompts and make any changes, in the DefineWindow, to the HR_SUITABILITY_MATCH% region fields. See:Web Applications Dictionary, Oracle Self–Service Web ApplicationsImplementation Manual, Release 11


Setting Up User Assistance Components (SSHR)

� To set up self–service user assistance components:

1. Locate and edit any tips and instructions you need to support theuser. See:Editing and Locating User Assistance Components(SSHR): page 1 – 51

2. To see your edited tips and instructions in your SSHR web pages,load them into the database. See:Loading User AssistanceComponents into the Database (SSHR): page 1 – 55


Setting Up Personal and Professional Information (SSHR)

� To set up self–service personal and professional information:

1. Decide which of these web page sections are displayed to a user,whether they are updateable and whether updates need approval.

Personal Information:

• Basic_Details

• Main_Address

• Phone_Number

• Second_Address

• Contacts

Professional Information:

• Education

• Competence profiles

• Work preferences

• Resumes

See:Configuring Display Values (SSHR): page 1 – 65

2. You can control whether date of birth and national identifier fieldsare displayed in Personal Information by configuringNATIONAL_IDENTIFIER and DATE_OF_BIRTH workflowattributes. See:Configuring DOB and National Identifier WorkflowAttributes (SSHR): page 1 – 67

3. Configure the various address styles you may need for yourimplementation. See: Descriptive Flexfields and Address Styles,Customizing, Reporting and System Administration in Oracle HRMS,


5. Review web page prompts and make any changes, in the DefineRegions Window, to the HR_PERSONAL_INFORMATION regionfields and HR_PROFESSIONAL_INFORMATION region fields.See: Web Applications Dictionary, Oracle Self–Service WebApplications Implementation Manual, Release 11

6. Consider whether web pages need links or messages, and if so, setup reminders. See:Configuring SSHR Reminders (SSHR): page1 – 57


Setting Up Succession Planning (SSHR)

� To set up self–service succession planning:


2. Review web page prompts and make any changes, in the DefineRegions Window, to the HR_SUCCESSION_PLANNING regionfields. See: Web Applications Dictionary, Oracle Self–Service WebApplications Implementation Manual, Release 11


Setting Up Searches (SSHR)

� To set up self–service person search:

1. Choose which two segments in the Job, Position and Grade keyflexfields you want to appear in a list of values. Use the followinguser profile options:

• HR:Grade Key Flex–Identify 1st Segment

• HR:Grade Key Flex–Identify 2nd Segment

• HR:Job Key Flex–Identify 1st Segment

• HR:Job Key Flex–Identify 2nd Segment

• HR: Position Key Flex–Identify 1st Segment

• HR: Position Key Flex–Identify 2nd Segment

See: System Profile Values, Oracle Application User’s Guide

2. You can configure the range of dates users see by changing thevalues of the Lookup Types:

• HR_APPLICATION_DATE

• HR_HIRE_DATE

• PER_TIME_SCALES

• HR_JOB_POSTED_DATE

• OTA_ENROLL_CLASS_DATE

The Lookup code value have the format, 001–WL–001–D. The foursections comprise:

• A numeric sort value

• An English language text fragment to connote a date range

• A numeric value to connote a length of time

• An English language text fragment to connote a unit of time

The numeric value is used to sort the Lookup code into anascending order, with values from 000 to 999.

The text fragment can have the following text:

• WL

Within the Last, and specifies a date range from a calculated dateto an effective date.


• WN

Within the Next, and specifies a date range from today’s date, orsome effective date, to a calculated date.

• MP

More than a specified time in the Past, and can be days, weeks,months or years.

The third section is a numeric value that can have a value from001 to 999.

The last section can have the following character value text:

• D

for Day

• W

for Week

• M

for Month

• Y

for Year

See:Adding Lookup Types and Values, Customizing, Reporting andSystem Administration in Oracle HRMS

3. If you have not implemented a competence approach you shouldset the HR: Display Skills Competencies profile option to No. See:User Profiles, Customizing, Reporting and System Administration inOracle HRMS . If you have set up a competence approach you canconfigure by Responsibility, Application or Site who has access.

See: System Profile Values, Oracle Application User’s Guide


Setting Up Employee Histories (SSHR)

� To set up self–service employee histories:


2. Review web page prompts and make any changes, in the DefineRegions Window, to the HR_VIEWS region fields. See: WebApplications Dictionary, Oracle Self–Service Web ApplicationsImplementation Manual, Release 11


Setting Up Candidate Offers (SSHR)

The first step in configuring Candidate Offers is to review andconfigure the Candidate Offers Approvals process and set up thebackground workflow engine. You can then customize the offer lettersa candidate will receive by configuring the Offer letter Program.

You must now define an offer profile with a unique name anddescription. You then create categories for the offer profile by assigninggeneric question categories and modifying them. You must also specifythe order they are displayed on the candidate offer questionnaire.

The next step is to create questions for the offer profile by assigninggeneric offer questions and modifying them. You must assign them tospecific profile categories and specify the order they appear in eachcategory. You can also define advanced options for the questionsincluded. These options specify the data type for individual questions,whether a question is required or not and the relationships betweenquestions. You can define relationships between questions as either’exclusive’ or ’required’.

� To set up self–service candidate offers:

1. Review the predefined workflow and configure an approvalsprocess and any necessary reminders and notifications. See:Configuring Candidate Offer Approval Processes (SSHR): page1 – 69

2. Set up the background workflow engine. See: Setting Up theCandidate Offers Background Workflow Engine (SSHR): page1 – 73

3. You should now set up and customize the different offer letters thata candidate may receive with the Offer Letter program. See: SettingUp Candidate Offer Letters (SSHR): page 1 – 71

4. Consider the predefined candidate offer profile categories forhiring candidates and configure. See:

• Setting Up a Candidate Offer Profile (SSHR): page 1 – 75

• Defining and Modifying a New Offer Profile (SSHR): page 1 – 74

5. Define offer profile categories. See:

• Defining and Maintaining New Offer Profile Question Categories(SSHR): page 1 – 76

• Deleting Offer Profile Question Categories (SSHR): page 1 – 90

6. Define offer profile questions. See: Defining New Questions for anOffer Profile (SSHR): page 1 – 86


SSHR Canvas, Page and Source File Names (SSHR)

You can enhance the following SSHR web pages with reminders andticklers and user assistants.

Source File: Canvas Name: Page Name:

hrt00000.htm display_advanced_search_appl Advanced Search – Applicant

hrt00001.htm display_advanced_search_emp Advanced Search – Employee

hrt00002.htm display_person_search_results Person Search – Results

hrt00003.htm display_simple_search Simple Person Search

hrt00004.htm PERINFO_BASIC_DETAILS_TOC Personal Information BasicDetails Screen

hrt00005.htm PERINFO_CONTACTS_FORM Personal InformationContacts Screen

hrt00006.htm PERINFO_CONTACTS_REVIEW Personal Information ReviewContacts Screen

hrt00007.htm PERINFO_MAIN_ADDRESS_TOC Personal Information MainAddress Screen

hrt00008.htm PERINFO_SECONDARY_ADDRESS_TOC Personal InformationSecondary Address Screen

hrt00009.htm PERINFO_MADDR_CORRECTION_FORM Personal Information CorrectMain Address Screen

hrt00010.htm PERINFO_SADDR_CORRECTION_FORM Personal Information CorrectSecondary Address Screen

hrt00011.htm PERINFO_PHONES_FORM Personal Information Tele-phone

hrt00012.htm PERINFO_MADDR_CHANGE_FORM Personal Information ChangeMain Address Screen

hrt00013.htm PERINFO_SADDR_CHANGE_FORM Personal Information ChangeSecondary Address

hrt00014.htm PERINFO_OVERVIEW Personal Information Over-view Screen

hrt00015.htm PERINFO_BASIC_DETAILS_REVIEW Personal Information ReviewBasic Details Screen

hrt00016.htm PERINFO_BASIC_DETAILS_REVIEW Personal Information ReviewBasic Details Screen


Page Name:Canvas Name:Source File:

hrt00017.htm PERINFO_BASIC_DETAILS_FORM Personal Information BasicDetails Screen

hrt00018.htm PERINFO_ADD_CONTACTS_FORM Personal Information AddContacts Screen

hrt00019.htm PERINFO_ADDRESS_REVIEW Personal Information ReviewAddress Screen

hrt00020.htm PERSON_SEARCH_TREE_FORM Personal Information SearchScreen

hrt00021.htm person_search_work_list Work List For Person Search

hrt00022.htm SHOW_Details_Page_CF Show Details Screen

hrt00023.htm SHOW_Search_Page_CF Show Search Screen

hrt00024.htm HR_PROF_OVERVIEW_QUA_INS Education and Qualifications– Overview Screen

hrt00025.htm HR_PROF_OVERVIEW_AWARD_INS Other Professional Awards –Overview Screen

hrt00026.htm HR_PROF_ADD_QUA_INS Education and Qualifications– Add Qualifications Screen

hrt00027.htm HR_PROF_ADD_AWARD_INS Other Professional Awards –Add Awards Screen

hrt00028.htm HR_PROF_UPDATE_QUA_INS Education and Qualifications– Update QualificationsScreen

hrt00029.htm HR_PROF_UPDATE_AWARD_INS Other Professional Awards –Update Awards Screen

hrt00030.htm HR_PROF_QUALIFICATION_WEB Field Tip

hrt00031.htm RESUME_FORM Resume Screen

hrt00032.htm VIEW_RESUME View Resume Screen

hrt00033.htm HR_PROF_REVIEW_QUA_INS Education and QualificationsReview Qualifications Screen

hrt00034.htm HR_PROF_REVIEW_AWARD_INS Other Professional AwardsReview Awards Screen

hrt00035.htm HR_PROF_QUA_ADD_SUB_INS Education and QualificationAdd Qualification SubjectScreen



hrt00036.htm HR_PROF_AWARD_ADD_SUB_INS Other Professional AwardsAdd Awards Subject Screen

hrt00037.htm HR_PROF_QUA_UPDATE_SUB_INS Education and QualificationsUpdate Qualifications Screen

hrt00038.htm HR_PROF_AWARD_UPDATE_SUB_INS Other Professional AwardsUpdate Awards SubjectScreen

hrt00039.htm HR_PROF_QUALIFICATION_WEB Field Tip

hrt00040.htm HR_PROF_VIEW_QUA_INS Education and QualificationsView Qualifications Screen

hrt00041.htm HR_PROF_VIEW_AWARD_INS Other Professional AwardsView Awards Screen

hrt00042.htm HR_PROF_VIEW_PENDING_QUA_INS Education and QualificationsView Awards PendingApproval Screen

hrt00043.htm HR_PROF_VIEW_PENDING_AWARD_INS Other Professional AwardsView Awards Screen

hrt00044.htm WORK_PREFERENCES_FORM Work Preferences Screen

hrt00045.htm VIEW_WORK_PREFERENCES View Work Preferences

hrt00046.htm update_competence_form Update an ExistingCompetence

hrt00047.htm upgrade_competence_form Upgrade an ExistingCompetence

hrt00048.htm add_competence_form Add a new Competence

hrt00049.htm competence_pending_aprv_form View Pending Approval

hrt00050.htm display_competence_upd_option Update Option for changingan existing Competence

hrt00051.htm competence_overview_form Competence ProfileOverview

hrt00052.htm review_competence_change_form Review Changes

hrt00053.htm HR_VIEW_COMPETENCE_ONLY_FORM View Only Competence Form

hrt00054.htm HR_EXPIRED_COMPETENCE_FORM View Expired Competencies



hrt00055.htm PRFINFO_MENU Professional InformationMenu

hrt00056.htm HR_SUIT_MATCH_RANK_PEOPLE_FORM Suitability Matching PeopleRank Screen

hrt00057.htm FATAL_ERROR Fatal Error Screen

hrt00058.htm PERINFO_VIEW_FUTURE_CHANGES Personal Information ViewFuture Changes Screen

hrt00059.htm PERINFO_VIEW_PENDING_APPROVAL Personal Information ViewPending Approval Screen

hrt00060.htm UPDATE_PERSON_SUCCESSION_POSI-TION

Update Succession Screen

hrt00061.htm UPDATE_POSITION_SUCCESSOR Update Successor Screen

hrt00062.htm hr_util_skill_web_inst Skill Instruction

hrt00063.htm hr_util_skill_web_tip Skill Tip

hrt00064.htm hr_apply_for_job_search_tip Apply for Job Search Tip

hrt00065.htm hr_apply_for_job_update_tip Apply for Job Update Tip

hrt00066.htm hr_apply_for_job_app_tip Apply for Job Approval Tip

hrt00067.htm hr_util_skill_web_inst Skill Instruction

hrt00068.htm UPDATE_PERSON_SUCCESSION_POSI-TION

Update Person SuccessionPosition

hrt00069.htm UPDATE_POSITION_SUCCESSOR Update Successor Position

hrt00070.htm HR_SUCC_PLAN_SUB_MENU Succession Plan Menu

hrt00071.htm DISP_POSITION_SUCCESSORS Display Successor Positions

hrt00072.htm DISP_PERSON_SUCCESSION_POSITIONS Display Succession Positions

hrt00073.htm VIEW_PERSON_SUCCESSION_POSITIONS View Succession Positions

hrt00074.htm VIEW_POSITION_SUCCESSORS View Successor Positions

hrt00075.htm wsqst00 QuestionnaireAdministration – Submenuscreen

hrt00076.htm wsqst01 QuestionnaireAdministration – HTMLEntry screen



hrt00077.htm wsqst02 QuestionnaireAdministration – Previewscreen

hrt00078.htm wsqst03 QuestionnaireAdministration –Confirmation screen

hrt00079.htm wsqst04 QuestionnaireAdministration – List screen


Displaying a New Logo (SSHR)

You can replace the default logo, which appears in the upper left cornerof SSHR, with your own. The new logo will then appear on each webpage.

� To display a new logo:

1. Create a logo for your enterprise.

2. Save the logo as a .gif and name it FNDLOGHR.gif.

3. Place the file in the directory OA_MEDIA/<Language>.

Note: If you have a multilingual install, you must also copythis file to the other language locations.


Configuring Workflow Error Processes (SSHR)

Every workflow enabled function has an error process. The process willrun when a system error occurs and will send a notification, and adescription, to the System Adminstrator’s, ID.

� To configure a Workflow Error Process:

1. Edit the workflow error process:

• HR_STANDARD_ERROR_PRC

2. Change the text of the error message by editing the Self–Service HRSystem Error Message:

• HR_SYSTEM_ERROR_MSG

�

�


Collecting Information From a User in SSHR with HTML Forms (SSHR)

Use the Questionnaire Administration web page to create aquestionnaire. A questionnaire is used to collect information from yourusers.

Attention: You will need to use a query tool to generate anyreports based on information gathered by a Questionnaire.

To create a working questionnaire you must include at least one<FORM> field in the HTML source. (The <FORM> tag declares that theHTML page contains a form).

Attention: You must ensure that all your HTML tags used tocollect information from a user are between the open and close<FORM> tag. Any HTML form tags outside the open and close<FORM> tag will cause SSHR to reject the HTMLquestionnaire code.

The questionnaire HTML source file must also include the followingtags, as a minimum:

<HTML>

<HEAD>

<TITLE> ”Questionnaire” </TITLE></HEAD>

<BODY>

<FORM ACTION=”” METHOD=”POST”>

</FORM>

</BODY>

</HTML>

Note: Javascript is not supported in a SSHR Questionnaires.

Collecting Information from Users

There are many ways to collect information from your users. Theseinclude:

• Text entry areas

• Check boxes and radio buttons

• Pull–down menus and scroll boxes

Text Entry Areas

The simplest way to get information from your users is to use a blankfill–in form. Use the TEXT attribute to create a blank fill–in form. Use aTEXT attribute and the following markup:

<INPUT TYPE=”TEXT” SIZE=24 NAME=”Additional Information”>


This HTML fragment will create a simple one–line box, 24 characterswide with a text prompt saying “Additional Information”.

Check boxes and Radio Buttons

A check box allows a user to select one or more options from aselection of choices. A radio button allows a user to select only oneoption from a selection of choices.

Here is the mark up for a radio button which is unchecked:

<INPUT TYPE=”RADIO” NAME=”Good” VALUE=”5”>

Here is the markup for a check box which has a default selection ofchecked:

<INPUT TYPE=”CHECKBOX” NAME=”Improvement over 3 months?”VALUE=”4”

CHECKED>

Pull–down Menus or Scroll boxes

The <SELECT> tag is used to provide a user with pull–down menusand scroll boxes with multiple choices. A user can select only oneoption from a selection in the pull–down menu:

<SELECT><OPTION SELECTED>Excellent<OPTION>Good</SELECT>


Editing and Locating User Assistance Components (SSHR)

To edit user assistance components you need to locate them in a webpage and then change the text within the user assistance tags using anHTML authoring tool or text editor. You then load the edited userassistance components into the SSHR user assistance table.

Editing Instructions

You can identify instructions in an HTML source file by looking for thefollowing tags:

• [INSTRUCTIONS]”Instruction Text”[/INSTRUCTIONS]

To change the text of the instruction on the web page you change thetext within the tag pair.

Note: Pages with more than one instruction each instructionnumbered.

Editing Tips

You can identify tips by finding the name of the field and their tag pair.For example:

• [Startdate]”Tip Text”[/Startdate]

To change the text of the tip, which is displayed to the user within ajavascript non modal window, you change the text within the tag pair.

Including images in Tips and Instructions

You can also include images in your tips and instructions by includinga relative or absolute path to your image between the user assistanttags.

Locating User Assistance Components

The filename of every user assistance component is stored in the UserAssistance table. You can also find the name of the file, in a commentsection, in the web page. This means you can find, on each page, thefile name of the user assistant.

The loader ensures that no user assistant 32K. The loader will skip auser assistant that exceeds the 32K limit and continue processing thenext file and log an error.

You can choose to update user assistance components at any time youneed. You can also choose how to update. For example, you may wantto update all your new user assistance components or update them oneat a time.


Locating User Assistant File Names

To locate the file name of a user assistant follow the procedure below.

� To get the file name of the user assistant you want to change

� Do one of the following:

• Refer to the user assistant name table, HR_TIPS.

• Locate the user assistant on the web page and look at the HTMLsource. You will find the HTML file name located in the webpage.

For a list of canvas, page and source file names see:SSHR Canvas, Pageand Source File Names (SSHR): page 1 – 42


Copying the Original Workflow Item Type (SSHR)

You must never work with the original predefined workflow process.The original should only be used for reference and as a basis for futureupgrades. You must copy and then rename the original workflowprocess.

� To copy the original workflow item type:

1. Open WorkFlow Builder.

2. Copy the Human Resources Self Service Application Item Typefrom the Object Navigator.

3. Paste the Human Resources Self Service Application Item Typeback into the Object Navigator.

When you paste you will be asked to change the properties of theItem type.

4. Change the Item Type:

• Internal Name

• Display Name

• Description

5. Click OK, and cancel any messages that may appear.


Configuring the Enroll in a Class Enrollment Process (SSHR)

You need to configure an enrollment process with one of four seededapproval modes.

� To configure the Enroll in a Class Approvals process:

1. Open Workflow Builder.

2. Open your configured HRSSA item type.

3. Select Attributes.

4. Select the Enroll in a Class Delegate Enrollment Status attribute toopen the Oracle Workflow Navigator Control Properties form.

5. Select the Attribute tab and in the Default Value region and selectone of the four approval modes:

• Managerial Approval

• Managerial Approval with Training Administrator

• Self Booking

• Training Administrator

6. Select OK.


Loading User Assistance Components into the Database (SSHR)

To upload user assistance components to the database use the JAVAbased loader utility. You need to run this utility, in a character modeinterface, and control the loader by using mandatory and optionalparameters. The utility you need to use is:

oracle.apps.per.htmlLoad

The syntax for the command is:

java oracle.apps.per.htmlLoad–username username –password password–database database –file filename –batch directory –mode mode–language language –bg business group –logfilename

The parameters for this program are shown in the table below:

Parameter Description and Notes to consider

–username username

Username of the database account

–password password

Password for the database account

–database database

Connect string for the database (optional)If this parameter is omitted the default isused

–file filename

Name of the file to load into the databaseUse either the –file filename or the –batchdirectory parameters, but not both. Use the–file when you need to upload only one fileat a time.

–batch directory

Directory to batch upload filesUse either the –file filename or the –batchdirectory parameters, but not both. Toupload several files at once, place them all ina single directory ad use the –batch parame-ter followed by the name of the directory.

–mode mode

Upload mode (UPDATE, NOUPDATE, orDELETE)The mode parameter controls what happens toexisting tips when new files are uploaded.

–language language

Language of the tip file


Description and Notes to considerParameter

–bg business group

Business group of the data (optional)

If no business group is specified, the parame-ter is set to NULL. In this case, the tip is usedas the default. If no tip for a specific businessgroup is defined, this default tip is shown.

–log logfilename

Log file (optional)

If no logfile parameter is specified, outputfrom the loader program is sent to the screen.

Note: Tip files are stored in the $APPL_TOP/java directory. Ifyou plan to modify tip files, copy the original files to anotherdirectory protected from upgrade. Future upgrades or patcheswill delete and replace the tips stored in the original directory.


Configuring SSHR Reminders (SSHR)

You can create Ticklers, or Reminders as they are called in SSHR.Reminders add hypertext links to a web page, or PL/SQL functions, ordisplay messages. For example, a message that might say:

• “Your application has been forwarded to a manager forapproval”.

You may also use Reminders to add different activity completionmessages to a Display Message activity. Each Reminder could contain amessage and hyperlink to a different location or function.

� To add a reminder to a Workflow process:


2. Open your configured Human Resources Self Service ApplicationItem Type.

3. Select Processes.

4. Select the function name process activity and double click todisplay the diagram in the Processes window.

5. Place your cursor in the Processes window and double click on theTickler icon.

Note: You may have to drag a Tickler into the Processeswindow from the Functions component in the Navigator tree.

6. A Control Properties dialog will open where you can choose toinclude a hypertext link or a Workflow process.

7. Select one of the following values in the Value Field:

• Tickler Type Value

For a Workflow process the value must be an Internal processname and defined as “Runnable”. For a URL you must enter aURL HREF string.

• Tickler Display Text

You must include a $$TICKLER_VALUE$$ token. You can alsoadd HTML tags. The token sets the position of buttons andhypertext links.

• Tickler Value Text

The $$TICKLER_VALUE$$ token specifies the display text.

• Tickler Value Display Type

You can choose how the $$TICKLER_VALUE$$ token isdisplayed. Specify a hypertext link or a button.


Example Add Tickler Activity Attribute

The table below shows an example of how an Add Tickler ActivityAttribute could be set for a URL.

Activity Attribute: Value:

TICKLER_TYPE URL

TICKLER_TYPE_VALUE http://www.your_enterprise.com/index.html

DISPLAY_SEQUENCE 1

TICKLER_DISPLAY_TEXT Click $$TICKLER_VALUE$$ to return to the HR home-page

TICKLER_VALUE_TEXT here

TICKLER_VALUE_DISPLAY_TYPE

Hyper Link

These values will create an Item Attribute:

• TICKLER_actid_1

This Item Attribute will generate the following HTML as the ItemAttribute Value:

• Click<AHREF=”http://www.your_enterprise.com/index.html”target=_top>here</A> to return to the HR homepage

The table below shows an example of how an Add Tickler ActivityAttribute could be set for a button.

Activity Attribute: Value:

TICKLER_TYPE URL

TICKLER_TYPE_VALUE http://www.your_enterprise.com/index.html

DISPLAY_SEQUENCE 2

TICKLER_DISPLAY_TEXT Click $$TICKLER_VALUE$$ to return to the HR home-page

TICKLER_VALUE_TEXT here

TICKLER_VALUE_DISPLAY_TYPE

Button


Displaying Ticklers on a web page

� To display Ticklers on a web page:

You must select the Display Tickler list workflow attribute, if you wantto see Reminders on your web pages.

Choose one of the values below:

• None

• Final Sequence number ascending

• Final Sequence number descending

• Final Sequence number undefined

Note: You can specify a display sequence number from 0 to999.


Configuring Approvals Processes (SSHR)

Configuring approval processes enables you to control who can access,who can change and who can update HR information. SSHR hasconfigurable approvals processes for the following functions:

• Appraisals

• Apply for a Job




When you set a workflow display attribute to Update for Approval youwill send that transaction through an approvals process. The processwill find the first approver, send them a notification and end in one oftwo ways: Approved or Rejected.

You can also set a workflow attribute to control whether a user canselect an appraiser, without approval, in a 360 Degree Self Appraisal.The attribute is called, Approve Employee Selection of Appraisers (360Degree Self Appraisal). By setting the attribute to Yes you enable a userto select an appraiser, without having to go through an approvalsprocess. If you select No you enable an approvals process. Anyappraiser selected by a user must be approved in an approvals process.

The diagram below illustrates the Personal Information sample processwith an approvals process.

Figure 1 – 1Personal Information Sample Process and Approvals Process


The Approvals Process has two functions, it must:

• Initialize variables

• Control the approvals chain and its results

The Approval Process can have one of two statuses:

• Approved

• Rejected

The Approved process commits an approval to the database andcontrols any processing required. Extra processing may includenotifications to say that an Approval has been accepted and saved tothe database.

The Rejected process controls how an Approval is rejected and controlsany processing required. Extra processing may include a notification tosay an Approval has been rejected.

Figure 1 – 2Default Approvals Process

You need to configure Approvals Processes to:

• Initialize routing of notifications

• Notify specific approvers

• Embed URLs in a notification

• Modify final and next approvers


Initializing Routing of Notifications

The Approvals process calls the Approval Initialization subprocess toinitialize routing and URL details for notification messages. Eachfunction activity inside this process calls, using theHR_APPROVAL_WF PL/SQL package, theHR_APPROVAL_CUSTOM PL/SQL package. You can insert yourcustom logic into the PL/SQL package HR_APPROVAL_CUSTOM todetermine URLs and routing information for notifications.

Figure 1 – 3Default Approval Initialization Process

Notifying Specific Approvers

To send notifications to specific approvers you need enter the personsID in the get_routing_detailsn workflow function activity. Theresulting ID is used by these attributes when sending notifications:

• APPROVAL_ROUTING_PERSON_IDn

• APPROVAL_ROUTING_USERNAMEn

• APPROVAL_ROUTING_DISPLAY_NAMEn

Embedding URLs in Notifications

You can embed dynamic URLs into a notification message body byadding an ”&” before the APPROVAL_URLn item attribute. Entercustom code into the get_URL1 to get_URL5 functions that return a validURL

Modifying Next and Final Approvers

The check final approver PL/SQL function(hr_approval_custom.check_final_approver )can be customized.However, you must ensure that the function returns a Y if a person isthe highest approver, N if not, and E if the function cannot find thehighest approver.


The get next approver PL/SQL function(hr_approval_custom.get_next_approver) can be customized. You can setthis function to return the person ID of the next approver or supervisor.If no approver is found, this function must return NULL.


Defining Your Enterprise’s Email Addresses (SSHR)

You must set up your enterprise’s email addresses.

� To change your SSHR email address:

1. Open the Oracle Workflow Builder.

2. Open your configured Human Resources Self Service ApplicationItem Type.

3. Select Attributes.

4. Select each of the following, in turn, and enter the appropriateemail address in the Default Value field:

• HR Dept Email ID

• Training Administrator

• Recruitment Supervisor

5. Save your work.


Configuring Display Values (SSHR)

You can configure how and if a web page region appears to your usersby configuring display values. For example, you could hide theCompetence Profile region in the Personal Information function or youcould configure this region to display but only save informationentered subject to management approval.

� To configure display values:


2. Open Human Resources Self Service Application Item Type.

3. Double click the chosen workflow process in the workflowNavigator.

4. Double click the function activity from the workflow diagrammer.

5. Select sections you want to configure from the Attribute Values tab.

6. Select one of the following values for the selected informationsections:

• View

defines what information can be seen

• Update

defines whether this information can be updated

• Hidden

defines what information can be seen

• Update for approval (for Personal and Professional Informationonly)

defines whether an approval process is required before update.

7. If you choose the Update for approval value you must alsoconfigure the message text to say an approval is pending. Forexample, you can configure the following message for the user“Your changes are awaiting approval”. Enable a display messageactivity for the following result calls in Personal and ProfessionalInformation:

• Education, Qualifications, licenses and other professional awards

• Competence Profile

Note: You must not enable a display message activity orTickler for, Work Preferences or Resume.

Note: You can choose to define a Tickler for any of theinformation attributes in personal information.


8. Edit the Default Value field.

9. Save your work.


Configuring DOB and National Identifier Workflow Attributes (SSHR)

You can configure the display of date of birth and national identifierwith Workflow.

� To configure display of date of birth or national identifier fields:


2. Open Human Resources Self Service Application Item Type.

3. Double click the Personal information workflow process in theworkflow Navigator.

4. Double click Maintain Personal Information function activity fromthe workflow diagrammer.

5. Select the information sections you want to configure from theAttribute Values tab:

• NATIONAL_IDENTIFIER

• DATE_OF_ BIRTH

6. Select one of the display item attributes for the personalinformation sections:

• Yes

• No

7. Save your work.


Creating Questionnaires (SSHR)

To create a questionnaire in SSHR, use the Create Questionnaire webpage. This SSHR web page provides full instructions.

First design and plan your questionnaire on paper. Then create theHTML questionnaire and paste the HTML source file into the SSHRCreate Questionnaire web page.

Note: Use an HTML editor to create the questionnaire HTMLsource file. This will save you time.

An ideal use for a questionnaire is for employee surveys. To create asurvey you would create an appraisal and then hide all other appraisalsections.

Note: To access information you collect with a questionnaireuse a tool such as Developer 2000.

See: Collecting Information From a User in SSHR with HTML Forms(SSHR): page 1 – 49


Configuring Candidate Offer Approval Processes (SSHR)

To ensure the supplied Candidate Offers approval process is right forthe HR procedures and structures in your enterprise modify thisPL/SQL module:

$PER_TOP/patchsc/106/admin/sql/hrcustwf.pkb

This module defines the URL for the Web Listener, which is used toaccess the Candidate Offers approval process. Find the following datain the file and change the URL string to point to your server and portnumber:

g_host2 varchar2(1000) := ‘http://<web server host

name.com>:<listener port num>’;

This file also specifies how the Workflow identifies the appropriateapprovers for an offer. Modify this code to describe your businesspractices. You can modify these functions contained in thehr_offer_custom Package:

• get_hr_routing1

This function returns the ID of an HR representative whohandles the New Hire Process and maintains the organizationhierarchy.

• get_hr_routing2

This function returns the ID of an HR representative whoterminates applicants and mails out offer letters.

• get_hr_routing3

This function returns the ID of a technical HR representativewho can check the approval chain for errors.

• get_hr_manager_details

This function returns the ID of the HR manager the candidatecan contact for more information.

• get_next_approver

This function moves through the approval chain and determinesthe next manager to approve the offer. As supplied, this functionreturns the supervisor of the primary assignment of the currentapprover.

• get_vp_name

This function finds the name of the Vice President that thecandidate would report to if their application is successful.


• check_final_approver

This function determines whether the Workflow has reached theend of the approval chain. If it has, an offer letter will be sent viaHR to the candidate. Without customization, the workflow willpass the offer to the supervisor of each approver until it reachesthe top of your reporting hierarchy.

• check_if_in_approval_chain

This function determines whether a person trying see acandidate’s details is able to see them.

• get_signatories_details

This function determines the signatures required on the offerletter.

• set_status_to_offer

When an offer is approved by the final approver, the applicantstatus is set to Offer. Customize this function to set this status tothe status type–id used in your implementation.

• set_status_to_sent

When the offer letter is sent to the candidate, his or her applicantstatus is set to Offer Sent. Customize this function to set thisstatus to the status type–id used in your implementation.


Setting Up Candidate Offer Letters (SSHR)

The text in an offer letter is controlled by the Offer Letter program. APL/SQL script generates the offer letters for candidate applicationsentered in Candidate Offers.

Each candidate offer profile usually requires several different offerletters. The text printed is determined by the outcome of thecandidate’s application as well as the responses to individual profilequestions.

Although the installation of Candidate Offers does not supply specificoffer letters, sample text paragraphs are provided for demonstration.The text paragraphs supplied are for the Generic Proposal Profile andyou can use these paragraphs as the starting point for setting up offerletters for custom offer profiles.

Note: The Candidate Offers package hrletter.pkb is coded toread specific text paragraphs relating to the Generic ProposalProfile. If you do not import the seed data supplied with WebOffers, or you do and then change the questions or textparagraphs (particularly the substitution variables), you willneed to make corresponding changes to the hrletter.pkbpackage.

The text paragraphs supplied with Candidate Offers generate offerletters for the Generic Proposal Profile. These paragraphs are thestarting point for setting up all the text paragraphs required to generateoffer letters for custom offer profiles.

New paragraphs are created by adding them or modifying the existingones. To do this change the text or substitution variables. However, ifyou change any of the substitution values you must also modify theOffer letter program code.

� To set up the offer letters:

1. Define all the text paragraphs required for the offer letters.

Enter your text using the Update Letter Text Web page in the HROffer Administrator responsibility. In each paragraph you caninclude a number of substitution variables, where the exact textinserted is determined by the Offer Letter program when the offerletter is generated. See:

• Modifying an Offer Letter Paragraph (SSHR): page 1 – 78

• Adding an Offer Letter Paragraph (SSHR): page 1 – 77

• Deleting an Offer Letter Paragraph (SSHR): page 1 – 79


2. Customize the Offer Letter program.

For each text paragraph defined for an offer letter a correspondingreference must be made to the Offer Letter program code. Eachparagraph printed to the letter can be determined by the responseto one or a number of profile questions. There may be a number oftext paragraphs to provide alternative paragraphs, for example,where there are a number of different responses to a profilequestion. Some text paragraphs are not dependent on the answersto any profile question. See: Customizing the Candidate OfferLetter Program (SSHR): page 1 – 80


Setting Up the Candidate Offer Background Workflow Engine (SSHR)

Use the WF.ENGINE.BACKGROUND command to start a background engine.For example:

WF.ENGINE.BACKGROUND(

itemtype in varchar2,

run_mins in number default 1,

sleep_secs in number default 10,

minthreshold in number default 0,

maxthreshold in number default 100,

process_deferred in boolean default TRUE,

process_timeout in boolean default TRUE;

Set the parameter process_timeout to TRUE. This will ensure that theengine checks for timed out activities. Set process_deferred to TRUEand define a minthreshold and maxthreshold, if you want the engine toprocess costly activities that have been deferred by the main WorkflowEngine.


Defining and Modifying a New Offer Profile (SSHR)

Before defining a new offer profile, check you have created all the newoffer question categories and questions you want to use.

Use the Update Profiles page.

� To define a new offer profile:

1. Click the New icon to display the Profiles table used for defining anew offer profile.

2. Enter a unique profile name for the profile.

3. Enter a description of the profile.

4. Save your work.

� To modify an offer profile:

1. Click the New icon to display the Profiles table used create,maintain and delete offer profiles.

2. Find the profile you want to modify and complete any of thefollowing fields:

• Profile name

• Description

• Detail

• Delete

Note: If you change the profile name you are creating a newprofile and removing the current profile, which may causeinconsistencies in your data.

3. Save your changes.


Setting Up a Candidate Offer Profile (SSHR)

Use the following procedures to set up all the candidate offer profilesrequired by your organization.

� To set up a new candidate offer profile:

1. Define the offer profile and assign a unique name and description.

2. Create categories for the offer profile by assigning generic questioncategories and modifying them, if required. You must also specifythe order in which they are displayed on the candidate offerquestionnaire.

3. Create questions for the offer profile by assigning generic offerquestions and modifying them, if required. You must assign themto specific profile categories and specify the order they appear ineach category. Optionally, you can define advanced options for thequestions included in the offer profile. These options specify thedata type for individual questions, whether a question is requiredor not and the relationships between questions. You can definerelationships between questions as either ’exclusive’ or ’required’.


Defining and Maintaining New Offer Profile Question Categories (SSHR)

Use the Update Profile Categories page to create and maintain offerquestion categories. Categories define groups of questions that appeartogether under a suitable heading on the questionnaire. For example,you may have a category called ‘Terms and Conditions’ that includesall questions relating to the terms and conditions of employment inyour organization.

Use the Update Profile Categories page.

� To modify or define new question categories for a profile:

1. Select the offer profile where you want to include the newcategories from the Profiles box.

2. Click the New button to display the Profile Categories table youuse to create new categories for a profile.

3. You can specify other details for the category to define where thecategory appears on the questionnaire and whether the categoryheader text is displayed.

Note: If you modify categories you may cause inconsistencesin your data. You should only change non–essential fields.

4. Specify any further categories you want to include in the profile.You can add up to three new categories at a time.

5. Save your work.

� To delete generic question categories:

1. Click the New button to display the Offer Categories table. Clickthe corresponding Delete box for each category you want to delete.

Note: You cannot delete categories for a profile that iscurrently in use and has linked answers. You must deletelinked questions before you delete the correspondingcategories.

2. When you have finished, click the Save button to delete thecategories you have marked.


Adding an Offer Letter Paragraph (SSHR)

Use the Update Letter Text page to add an offer letter paragraph.

� To add an offer letter paragraph:

1. Click the New button to display the Offer Letter Text table forcreating new text paragraphs.

2. Enter a unique number for the text paragraph.

3. Enter the paragraph text. You can include any number ofsubstitution variables in each text paragraph, for example (HRManager) or (Amount). The variable must be embedded in the textin parentheses where each variable is defined in the Offer LetterProgram.

Note: Remember you must modify the Offer Letter program codefor the paragraph to be displayed in the offer letter.

4. Save your work.


Modifying an Offer Letter Paragraph (SSHR)

Use the Update Letter Text page to modify an offer letter paragraph.

� To modify an offer letter paragraph:

1. Find the text paragraph you want to modify.

2. Modify the text and the substitution variables. You can include anynumber of substitution variables in each text paragraph, forexample (HR Manager) or (Amount). The variables must beembedded in the text in parentheses where each variable is definedin the Offer Letter Program.

• If you change the substitution variables you must also changethe corresponding references in the Offer Letter program code.

• You cannot change the paragraph number that identifies theparagraph.



Deleting an Offer Letter Paragraph (SSHR)

Use the Update Offer Letter page to delete an offer letter paragraph.

� To delete an offer letter paragraph:

1. Find the question you want to delete.

2. Click the Delete box at the end of the fields that define theparagraph. The paragraph is marked for deletion.

3. Click the Save button to delete the paragraph.

Note: If you delete an offer question you may want to delete orcomment out references to it in the Offer Letter program.


Customizing the Candidate Offer Letter Program (SSHR)The Offer Letter program comprises two files that are located in$PER_TOP/admin/sql/:

HRLETTER.PKH (header file)

HRLETTER.PKB (source file)

The underlying structure of the Offer Letter program code comprisesfour PL/SQL tables that are coded as one dimensional arrays:

QUESTION

ANSWERS

PARA_NO

BODY_TEXT

Two of these tables store PROPOSAL_QUESTION_NAME andANSWER_VALUE from the PER_ASSIGN_PROPOSAL_ANSWERStable. The other two tables store PARAGRAPH_NO and BODY_TEXTfrom PER_PROPOSAL_OFFER_PARAGRAPHS.

Typically, the ANSWER_VALUE is examined for a particularPROPOSAL_QUESTION_NAME and then the BODY_TEXT isretrieved using the PARAGRAPH_NO as the unique identifier.

Types of Paragraphs Generated by the Offer Letter

The types of paragraphs generated by the Offer Letter program includethe following, where corresponding examples are taken from the OfferLetter program supplied with Candidate Offers:

• Paragraphs that are not dependent on any profile questionanswer.

• Paragraphs that are dependent on one specific answer for acorresponding profile question. If the specific answer required togenerate the paragraph is not entered, a paragraph is notprinted.

• Paragraphs that are dependent on two possible answers for aspecific profile question. Two different paragraphs are printeddepending on the question answer.

• Paragraphs that are dependent on answers to two or moreprofile questions. Different paragraphs can be printed for thepermutations of answers to multiple questions.

Generating a Non Dependent Single Paragraph

The example below shows how a paragraph that is not dependent onthe profile question answers is generated. The contents of BODY_TEXTare printed using the PARAGRAPH_NO as the unique identifier.


In this example, the code will print the second to last paragraph for theoffer letter. A cursor loops through the PARA_NO table to find theidentifying paragraph number for the second to last paragraph – ’LP’.This number is used to call the text from the associated BODY_TEXTtable. ‘Assistant HR Manager’ is a substitution variable that is replacedin the text by the contents of the predefined variableHR_ASSISTANT_NAME. Substitution variables can be inserted as anyunique text string, in brackets, within a text paragraph.

Example:

/****************** PLACE SECOND TO LAST PARAGRAPH HERE

for j in 1..count2 loop

if para_no(j) = ’2LP’ then

htp.nl;

htp.nl;

text := replace(body_text(j), ’(Assistant HRManager)’,HR_ASSISTANT_NAME);

htp.p(text);

exit;

end if;

end loop;

Generating a Dependent Single Paragraph

The processing in the example below is similar to the processing forgenerating a non dependent single paragraph, except that an IFstatement encloses the code that checks that the answer for theSPECIAL_VACATION_ACCRUAL question is ’Yes’. If it is, theparagraph identified by identifier ’25’ is printed.

Example:

/***** PLACE PARAGRAPH 25 IF THERE IS SPECIAL ACCRUAL OFHOLIDAYS ******/

for i in 1..count1 loop

if question(i) = ’SPECIAL_VACATION_ACCRUAL’ and answers(i) =’Yes’ then


if para_no(j) = ’25’ then

htp.p(body_text(j));


exit;

end if;

end loop;

exit;

end if;

end loop;

Generating a Dependent Either/Or Paragraph

The example below shows an example of a single dependent paragraphwith two possible answers. An ELSEIF statement generates analternative paragraph.

Example:

/*** PLACE EITHER PARA 16A OR 16B DEPENDING ON WHAT ISCHOSEN **************/


if question(i) = ’CAR_PLAN’ and

answers(i) = ’Standard Car Plan – $5400 yearly/$450 monthly’ then


if para_no(j) = ’16A’ then

htp.nl;

htp.nl;

htp.p((body_text(j)));

exit;

end if;

end loop;

elsif question(i) = ’CAR_PLAN’ and

answers(i) = ’Standard Car Plan – $7200 yearly/$600 monthly’ then


if para_no(j) = ’16B’ then

htp.nl;

htp.nl;

htp.p((body_text(j)));

exit;


end if;

end loop;

exit;

end if;

end loop;

Generating Dependent Multiple Paragraphs

Dependent multiple paragraphs are permutations of paragraphs orsentences dependent on answers to one or more questions. Theanswers are read into variables the procedure examines to determinewhat paragraphs need to be inserted in the offer letter. The examplebelow shows answer values being read into local variables.

Sub procedures are used to validate the amount values before thevalues are assigned to the variables.

Example:

/******* TO WORK THE DRAW FIRST READ ALL THE ANSWERS INTO VARIABLES ******/


if question(i) = ’NON_RECOVERABLE_DRAW’ then

NON_RECOVERABLE_DRAW := answers(i);

elsif question(i) = ’NON_RECOVERABLE_DRAW_MONTHS’ then

NON_RECOVERABLE_DRAW_MONTHS := answers(i);

elsif question(i) = ’NON_RECOVERABLE_DRAW_AMOUNT’ then

––

begin

l_sub_str1 := replace(answers(i),’,’,’’);

l_sub_str1 := replace(l_sub_str1,’$’,’’);

l_sub_str1 := to_char(to_number(l_sub_str1),’FML999,999,999.00’);

exception

when others then

l_sub_str1 := ’IMPROPER FORMAT’;

end;

––

NON_RECOVERABLE_DRAW_AMOUNT := l_sub_str1;


elsif question(i) = ’RECOVERABLE_DRAW’ then

RECOVERABLE_DRAW := answers(i);

elsif question(i) = ’RECOVERABLE_DRAW_MONTHS’ then

RECOVERABLE_DRAW_MONTHS := answers(i);

elsif question(i) = ’RECOVERABLE_DRAW_AMOUNT’ then

––

begin

l_sub_str1 := replace(answers(i),’,’,’’);

l_sub_str1 := replace(l_sub_str1,’$’,’’);

l_sub_str1 := to_char(to_number(l_sub_str1),’FML999,999,999.00’);

exception

when others then

l_sub_str1 := ’IMPROPER FORMAT’;

end;

––

RECOVERABLE_DRAW_AMOUNT := l_sub_str1;

end if;

end loop;

––

Limitations to Changing Text Paragraphs

The text paragraphs supplied with Candidate Offers relate to theseeded Generic Offer Proposal Profile. You can modify the textparagraphs to create new text paragraphs for your own offer letters bychanging the text or the substitution variables. If you change thesubstitution variables you must also modify the Offer Letter programcode accordingly.

You can delete any text paragraphs that are not required, but youshould also delete or comment out references to them in the OfferLetter program code. In addition, some text paragraphs are linked tospecific questions in the Generic Offer Proposal Profile. If you modifythese profile questions to include them in your own profiles, you mustmodify the Letter Program code. If you do not want to include them inyour profiles, you can delete them and delete or comment outreferences to them in the Letter Program code.


The following text paragraphs are linked to specific questions in theGeneric Offer Proposal Profile:

Questions 8, 9, 9A,10, 11, 12, 12A, 13, 14 are related to the followingquestions in the Generic Offer Proposal Profile:

RELOCATION_TEMPORARY_HOUSING

RELOCATION_HOUSE_HUNTING_TRIP

RELOCATION_SELLING_OR_BUYING_RESIDENCE

Questions 17, 18, 19, 20, 21, 22, 23, 24 are related to the followingquestions in the Generic Offer Proposal Profile:

NON_RECOVERABLE_DRAW

NON_RECOVERABLE_DRAW_MONTHS

NON_RECOVERABLE_DRAW_AMOUNTS

RECOVERABLE_DRAW

RECOVERABLE_DRAW_MONTHS

RECOVERABLE_DRAW_AMOUNTS


Defining New Questions for an Offer Profile (SSHR)

Use the Update Profile Categories page to define new questions for anoffer profile.

� To define new questions for an offer profile:

1. Select a profile from the Profiles box.

2. Click the Show Categories button to display the Profile Categoriestable. This shows all the question categories for the selected profile.

3. Find the question category to which you want to add the newquestions.

4. Click on Questions in the Details column to display the UpdateProfile Questions page.

5. Click the New icon to display the Profile Questions table you use toadd new questions to a profile.

6. For each new question you want to add:

• Select a Question Name. The details displayed for the questionare specified using the Update Questions page.

• Enter a numeric value to indicate the display order for thequestion within the category.

• Select an option to specify how the question field appears on thequestionnaire.

• Select an option in the Approval Display Status field, to indicatewhether an approver can see the question displayed on theHighlights and Details pages of the Offer Details form.

• In the Text field enter the text for the question.

• In the Alignment field specify the alignment of the question.

• In the Default Value field enter a value if the question has adefault value that is not from a list of values.

• In the Default value field select a default value type or entry forthe question. This can be either Value or SQL. Value uses thevalue entered in the Default Value Field. SQL uses the valuedefaulted from a list of values; enter a Select statement to selectthe value in the Find Filter Column.

• In the Header field enter any text you might want.

• In the Field Level Help field enter text if you want to define helpfor a question.


• In the SQL Text field enter a Select statement to retrieve values ifthe HTML type is Option and it does not use a lookup table todisplay a list of values.

• In the Lookup Type field enter the name of the lookup if theHTML type is Option and uses a lookup table to display a list ofvalues.

• In the Find field enter YES or NO to define whether a lookuptable is used to create a list of values. NO, specifies that a lookuptable is used. YES, specifies that a list of values is used and asearch icon is displayed next to a question. A Select statementselects values that match a value or partial value entered by auser. The user then selects a value from a list. The Selectstatement that displays the values is entered in the Find SelectSQL field.

• Modify any of the other details specified for the question tocreate a new question for the profile.

• In the Find Filter Column, enter the Select statement thatcompares the value or partial value entered by the user withvalues in the LOV.

• In the Find Select SQL field, enter the Select statement thatdisplays the list of values.

You can add up to three new questions at a time to a questioncategory .

7. Save your work.

8. To create new questions for another question category, navigateback to the Update Profile Categories page and retrieve thecategory. Create new questions for the category.


Modifying Questions for an Offer Profile (SSHR)

Use the Update Profile Categories page to modify questions for an offerprofile.

� To modify questions for an offer profile:

1. Select the profile that includes the question(s) you want to modify.

2. Find the question category that includes the question(s) you wantto modify.

3. Click on Questions in the Detail column to display the UpdateProfile Questions page.

4. Locate the question(s) you want to update and amend the details tomodify them.

Note: If you modify questions for a profile you may causeinconsistencies in your data. You should only changenon–essential fields.


6. To modify questions for another category, navigate back to theUpdate Profile Categories page, select another category, thenmodify the questions for that category.


Deleting Questions from an Offer Profile (SSHR)

Use the Update Profile Categories page to delete questions from anoffer profile.

� To delete questions from an offer profile:

1. Select the profile you want to delete questions from in the Profilesbox.

2. Find the question category that includes the question(s) you wantto delete.

3. Click on Questions in the Detail column to display the UpdateProfile Questions page.

4. Click the corresponding Delete box for each question you want todelete. This marks the question for deletion.

5. Click the Save icon to delete the questions you have marked.

6. To delete questions from another category, navigate back to theUpdate Profile Categories page, select another category then deletethe questions.


Deleting Offer Profile Question Categories (SSHR)

Use the Update Profile Categories page to delete generic offer profilequestion categories.

� To delete generic question categories:

1. Click the corresponding Delete box for each category you want todelete. This marks the categories for deletion.

2. Click the Save button to delete the categories you have marked.

C H A P T E R

2

2 – 1Implementation Checklist and Steps

ImplementationChecklist and Steps


Implementation StepsImplementation steps are usually completed by a SystemAdministrator after the successful installation and set up of OracleHRMS, Oracle Workflow and, if necessary, Oracle TrainingAdministration (OTA).

SSHR is supplied with pre–defined data and functionality. You mustconfigure this pre–defined data and functionality for your ownimplementation of SSHR.

If you want to use the Enroll in a Class and the Training Historyfunction, you must install Oracle Training Administration.

If you want to use the Appraisal function you must set up appraisaland assessment templates and, if you use competencies, a rating scale,in Oracle HRMS.

If you want to use the Enroll in a Class function you must set up OTA.Remove the seeded Enroll in a Class menu if OTA is not installed.

If you want to use Apply for a Job you must specify a vacancy categorybefore a vacancy can be seen in SSHR.

Note: If you try to configure functionality before you arefamiliar with Oracle HRMS and Oracle Workflow you maymake mistakes. Before you complete any step read anyreferenced topic information.

Note: It is your responsibility to populate data fields.

SSHR and Workflow

SSHR is shipped with seeded workflow processes. These processes arefor demonstration purposes only and you must configure them to meetyour enterprise needs.

SSHR Responsibilities and Security

SSHR is supplied with seeded responsibilities. These responsibilitiesare, again, for demonstration purposes only. They are:

• Employee Self Service

• Manager Self Service

• HR Web Administrator

You must create your own responsibilities. In this way you can controlaccess to functions.

See: Setting Up Security, Customizing, Reporting and SystemAdministration in Oracle HRMS


SSHR Functions

SSHR is shipped with seeded functions attached to seededresponsibilities. These functions are for demonstration purposes only.You must configure each for your own implementation of SSHR.

Typical Set Up Steps

The typical set up tasks you implement are:

• Adding your own Logo to SSHR

• Creating Responsibilities and Menus

• Creating SSHR functions

• Setting email addresses and IDs

• Setting background cleanup processes

• Configuring display of fields and regions

• Configuring update status of fields and regions

• Enabling approvals processes

• Setting display messages

• Creating Reminders

• Defining Field Prompts

• Setting Profile options for Skill Categories

• Configuring Lookups

Web Browsers

We recommend you install the Netscape Navigator browser fromversion 3.04 and higher or use Microsoft Internet Explorer from version4.08.

Make sure your users do not use the Forward and Back options. This isavailable by right clicking in the browser window. You should alsoensure that your browser does not cache web pages.

Managing Future Dated Changes

If there are future dated changes pending for an employee or applicant,you will not be able to update any information until the future datedchange comes into effect or is rescinded. A series of error processes andmessages will inform you of any changes being attempted.


The process will start with the user trying to update information with afuture dated change pending. The user will be sent a message tocontact their support representative and will be prevented from makingany changes. The workflow error process will then send a message,with a description, to the Sysadmin ID informing them that an attemptwas made by a user to update information with a future dated changepending. You can then decide how to manage the update requested bythe user.

For example, to make changes and update information requested by auser you could cancel the future dated change, implement therequested change to information and then implement the futureupdated change again. Or send a notification explaining that theupdate will be made at some point in the future.


Implementation Checklist (SSHR)

The following checklists record the steps you must complete toimplement SSHR.

❑ Basic Set Up: page 2 – 9 (Required)

Includes logos, workflow item types, background workflowcleanup process, workflow error processes.

❑ Security: page 2 – 11 (Required)

Includes employee and line manager functions, menus,responsibilities, users, profile options,

❑ Functions Set Up: page 2 – 14 (Required)

Includes access to fields, access to regions, field and radio buttonsnames, lookups, enrollment statuses, email addresses, supervisorsettings, training administrator settings, national address style,appraisal templates, assessment and rating scales, questionnaires,approvals processes, enrollment process, workflow reminders,

❑ User Assistance: page 2 – 24 (Optional)

Includes instructions, tips, loading user assistance components.

❑ Candidate Offers: page 2 – 25 (Required)

Includes background workflow engine, approvals process, offerletters, letter program, offer profile, questions, question categories,offer profile.


Implementation Flowcharts (SSHR)

The flowcharts provide you with a summary of the logical sequenceyou might follow in any implementation of SSHR. It is not the onlysequence you could follow but one we recommend.

The functional areas of the system you configure your specific businessneeds. Steps that are required for all implementations are marked asrequired.

Some functions have been seeded with default data. The steps whereyou can use data supplied with the system are marked as seeded.

Decision making is an important part of any configuration process.Before you begin to customize SSHR, you must decide how you wantto use it alongside your other Oracle HRMS applications.

Adopting a staged, or incremental, approach to configuration lets youfocus on those processes you want to use.


Figure 2 – 1Implementation Flowchart for Oracle SSHR 1


Figure 2 – 2Implementation Flowchart for Oracle SSHR 2

Step 1

Step 2

Step 3


Basic Set Up (SSHR)

Display Your Enterprise Logo

SSHR is delivered with a default Oracle logo in the upper left handcorner of the application. You can replace this logo with your own.

Place the Logo in the OA_MEDIA/<Language> directory.

See: Displaying a New Logo (SSHR): page 1 – 47

Copy the Predefined Workflow Item Type

The seeded workflow item type is used as a basis for all futureupgrades. To ensure you have an upgrade path never work with thisseeded workflow. Instead create your own workflow item type. Theeasiest way to do this is to copy the item type and rename it.

The seeded workflow item type is called Human ResourcesSelf–Service Applications (HRSSA). Copy the item type, enter a newname, a new display name, and a description of the new item type.

Use Workflow.

See: Copying the Original Workflow Item Type (SSHR): page 1 – 53

Create an SSHR Background Workflow Cleanup Process

Most processes are designed to support web transactions. For theseprocesses you should remove transaction information from thetemporary tables. To do this you must include the Remove Transactionactivity after the user cancels or successfully commits the transaction.

The Approvals process checks that a transaction exists by comparingItem Attributes. If the comparison is true, the Approval Initializationsub process is run and the approval loop started.

To remove workflow processes left running after a system crash orsession ID is disabled or removed set up a concurrent program to runregularly.

The program you need to set up is a SQL*Plus executable called:

• HRWFDFCT

Note: You must create a request set that runs the ICDLTMP(Delete data from temporary table) program before theHRWFDFCT program.

Enter Oracle Self–Service Web Applications, in the Application field.

Use the Concurrent Programs Window.

See: Concurrent Programs, Oracle Applications System Adminstrator’sGuide

Step 4


Configuring Workflow Error Processes

Every workflow enabled function has an error process that will runwhen a system error occurs. The error process will send a notification,and a description of the error, to the Sysadmin ID.

Use Workflow.

See: Configuring Workflow Error Processes (SSHR): page 1 – 48

Step 5

Step 6

�


Security (SSHR)

Create Employee and Line Manager Self–Service Functions

Link your new workflow item type processes to functions and then toMenus.

To create an employee function enter, in the Form Functions WindowType field, WWW. In the Parameters field enter the following string:

• P_PROCESS_NAME=<processname>&P_ITEM_TYPE=HRSSA&P_PERSON_ID=

where <process name> is the internal name of the workflowprocess.

In the HTML call field enter the following string:

• hr_workflow_service.create_process

This will specify the HR workflow service.

To create a line manager function you need to enter, in the FunctionWindow Type field, WWK. In the Parameters field enter the followingstring:

• p_called_from=<function name>

where <function name> is the internal name of the line managerfunction.

In the HTML call field enter the following string:

• hr_person_search_tree_web.setup

This will specify the People List function.

Use the Form Functions Window.

See: Form Functions Window, Oracle Applications System Administrator’sGuide

Create Menus

Now you have created all your SSHR workflow functions you need toattach them to a menu so a user may access them. A menu groupstogether a number of functions. A users access to a menu depends onthe responsibility you assign him or her.

Attention: Remember to add the View Notification functionto a menu if you want to give your user’s access to Workflownotifications.

Step 7

Step 8

Step 9


Use the Menu Window.

See: User’s Menu, Oracle Applications System Administrator’s Guide

Create Employee and Manager Self Service Responsibilities

Create your Employee and Manager responsibilities and assign a menuto them.

To create SSHR Responsibilities you should select the OracleSelf–Service Web Applications radio button in the Available Fromregion.

Use the Responsibilities Window.

See: Responsibilities Window, Oracle Applications System Administrator’sGuide

Create Users

You will need to define the people you want to use SSHR. You need tofollow the typical steps for defining new users and then assign them,with the SSHR responsibilities you have created, to SSHR.

Use the User Window.

See: Users Window, Oracle Applications System Administrator’s Guide

Set User Profile Options

You will need to set User Profile Options to control the display andsecure access to information. See: User Profiles, Customizing,Reporting and System Administration in Oracle HRMS

Note: You must only set Security Profile options for linemanager responsibilities. This means that an employeeresponsibility can remain unchanged even if the persons linemanager responsibility changes.

You can control the display of competencies in the Apply for Job, Enrollin a Class and Person Search functions by setting the HR:DisplaySkills/Competencies profile option to Yes or No. This profile option isset at the Responsibility level.


You can also configure which two segments of the Job, Position andGrade key flexfields appear in the Person Search function. Select thename of the segment for each of the following profile options:

• HR: Grade Key Flex– Identify 1st Segment

• HR: Grade Key Flex– Identify 2nd Segment

• HR: Job Key Flex– Identify 1st Segment

• HR: Job Key Flex– Identify 2nd Segment

• HR: Position Key Flex– Identify 1st Segment

• HR Position Key Flex– Identify 2nd Segment

You should also configure whether attachments are displayed in theApply for a Job function by setting the profile option to Yes or No. Thisprofile is used to control by Responsibility or User the display ofattachments:

• HR:USE STANDARD ATTACHMENTS

Note: If you select Yes, the text in the attachment is saved inthe Attachments table. If you select No, the text in theattachment is saved in the Comments column.

You should configure whether managers (and anyone with secureaccess to an employees record’s) have access to employee’sunpublished 360 Degree Self Appraisals. You do this by setting thefollowing profile option to Yes or No:

• View Unpublished 360 Self Appraisal

Use the System Profile Values Window.

See: System Profile Values Window, Oracle Applications User’s Guide

Step 10

Step 11


Functions Set Up (SSHR)

Once you have created your own version of the original workflow itemtype you can start to configure SSHR functions.

Configure User Access to Fields in the Personal InformationFunction

You should configure the display of date of birth and national identifierfields in the Personal Information function. You can set the workflowattribute to Yes or No. If set to Yes all user’s can see these fields. If setto No an employee can only see their own records.

Use the Workflow Attributes Value Tab.

See:Configuring DOB and National Identifier Workflow Attributes(SSHR): page 1 – 67

Configure User Access to Web Page Regions

You can configure, using a workflow attribute, how a region of a webpage is displayed.

The typical display values you can assign are:

• View

Users can view information but not update this information.

• Hidden

Users have no viewable access to information.

• Update

Users can view information, make changes and submit thechanges to the database without any approvals process.

• Update for approval

Users can view information, make changes and submit thechanges but the changes must be approved before saving to thedatabase.

Note: If you set a web page region for Update for approvalyou must configure an approvals process. See: ConfiguringApprovals Processes (SSHR): page 1 – 60


The following functions have web page sections you can configure:

• Appraisals



You can configure the following a web page sections:

• Performance Details

• Objective Details

• Assessment Details

• Questionnaire Details

• Reviewer Details

• Group Appraisal Details

• Basic Details

• Main Address

• Phone Numbers

• Secondary Address

• Contacts

• National Identifier

• Date of Birth

• Education, Qualifications, licenses and other professional awards

• Competence Profile

• Work Preferences

• Resume

Use the Workflow Attributes Value Tab.

See: Configuring Display Values (SSHR): page 1 – 65

Step 12


Configure Field and Radio Button Names

You can change the names of the field and radio buttons that appear inSSHR. The prompt regions you can configure are:

• PER_APPRAISALS_COMMON_R

• PER_ASSESSMENT_REGION

• PER_CM_PROMPTS

• PER_PARTICIPANTS_PAR

• PER_PARTICIPANTS_GPAPR

• PER_QUESTIONNAIRES_PROMPTS

• HR_APPLY_FOR_JOB_WEB

• OTA_ENROLL_IN_CLASS

• HR_PERSONAL_INFORMATION

• HR_PROFESSIONAL_INFORMATION

• HR_SUIT_MATCH%

• HR_SUCCESSION_PLANNING

• HR_PERSON_SEARCH

• HR_VIEWS

Use the Define Regions Window.

See: Web Applications Dictionary, Oracle Self–Service Web ApplicationsImplementation Manual, Release 11

Step 13


Configure Lookups

Lookups supply many of the lists of values your users will need.

You need to set up the following Lookups:

• Appraisal Status

APPRAISAL_ASSESSMENT_STATUS

• Appraisal Type

APPRAISAL_TYPE

• Job posted date range

HR_JOB_POSTED_DATE

• Enroll in a Class date range

OTA_ENROLL_CLASS_DATE

• Succession Plan date ranges

PER_TIME_SCALES

• Hire date ranges

HR_HIRE_DATE

• Application date ranges

HR_APPLICATION_DATE

You can also change the following Lookup codes for Appraisals:

• Self

• Manager

• 360

The Lookup Code values for the Search by Date function has theformat 001–WL–001–D. The four sections comprise:

• A numeric sort value

• An English language text fragment to connote a date range

• A numeric value to connote a length of time

• An English language text fragment to connote a unit of time

The numeric value is used to sort the Lookup code into an ascendingorder, with values from 000 to 999.


The English Language text fragment can have the following text:

• WL

Within the Last, and specifies a date range from a calculated dateto an effective date.

• WN

Within the Next, and specifies a date range from today’s date, orsome effective date, to a calculated date.

• MP

More than a specified time in the Past, and can be days, weeks,months or years.

• MF

More than a specified time in the Future, and can be days,weeks, months or years.

The third section is a numeric value that can have a value from 001 to999.

The last section can have the following character value text:

• D

for Day

• W

for Week

• M

for Month

• Y

for Year

Use the Lookup Types Window.

See: Use the Lookup Types Window, Customizing, Reporting and SystemAdministration in Oracle HRMS

Step 14

Step 15

Step 16


Create Enroll in a Class Enrollment Statuses

If you use Oracle Training Administration and want to implement theSelf–Service Enroll in a Class function, you might want to createenrollment statuses. This enables you to track new enrollments madeusing Self–Service.

Suggestion: Use a naming convention, such as a W prefix, todistinguish the statuses created for Self–service.

If you intend to use a training administrator approval chain you shouldalso define an SSHR specific enrollment status. The trainingadministrator will then know that the enrollment request was madeand receive a notification email and be instructed not to process anynomination until a notification has been received. Use the cancelledstatus if either the manager or the training administrator rejects thenomination.

Use the Enrollment Statuses Window.

See: Creating Enrollment Statuses, Using Oracle Training Administration

Define Email Addresses

You should now set up your enterprise’s:

• HR Email address

• Training Administrator Email Address

• Recruitment Supervisor Email Address

Use the Attributes Value Tab in Workflow.

See: Defining Your Enterprise’s Email Addresses (SSHR): page 1 – 64

Configure Supervisor Settings

You should now set up your Apply for a Job supervisor settings. Theseeded Apply for a Job approval process notifies an applicantssupervisor of their interest in a job. The supervisor ID is the supervisorof the primary assignment of the applicant. If you want to notify adifferent manager, you must modify the following package:

• hrcustwf.pkb

See: Setting Up Apply for a Job (SSHR): page 1 – 32

Step 17

Step 18

Step 19


Configure Training Administrator Settings

You should now set up your Enroll in a Class training administratorsettings. The seeded Enroll in a Class process notifies the trainingadministrator of an applicants interest in a course. If you want to notifya different manager, you must modify the following package:

• hrcustwf.pkb

See: Setting Up Enroll in a Class (SSHR): page 1 – 33

Configure Your National Address Style

Address styles vary between different countries. You can ensure yourcountry’s address style is used in the application by selecting any oneof the predefined address styles.

The default national address style is the United States. The default isset by the legislation of the Business Group. If the legislation of theBusiness Group were French for example, then the default nationaladdress style would also be French.

Note: You must define an Instruction to explain to your usersthat they must use the list of values to select valid addresses.For example, if a user doesn’t know their county in the UnitedStates they can use the City field list of values to find a list ofvalid counties and zip codes.

Use the Descriptive Flexfield Segments Window.

See: Descriptive Flexfields and Address Styles, Customizing, Reportingand System Administration in Oracle HRMS

Create a series of Appraisal Templates

You must set up appraisal templates for your users to choose in theAppraisal function.

An appraisal template holds and controls what can be seen in anappraisal. An appraisal template may have the following parts:

• Header Details

• Performance Details

• Objective Details

• Assessment Templates

• Reviewer Details

• Questionnaires

Step 20

Step 21


An appraisal must include, at a minimum, the header details section.The header details section includes the name of the appraiser, the nameof the appraisee and all relevant dates. All the other sections can be beconfigured to view or hide.

Use the Appraisal Template Window.


Attach an Assessment Template and Rating Scale to the AppraisalTemplate

To rate an employees performance you need to attach an assessmenttemplate and a performance rating scale to the appraisal template. Arating scale is used to rate an employees competencies. When you dothis you will see a performance details section displayed in theappraisal.



Create Questionnaires

To create a questionnaire use the SSHR Create Questionnaire function.

Questionnaires, questionnaire form fields, and questionnaire answersare managed by the following tables:

• HR_QUESTIONNAIRES

Contains questionnaire identifying information

• HR_QUEST_FIELDS

Contains the specifications of form fields, such as radio–buttonsand text boxes, on templates

• HR_QUEST_ANSWERS

Indicates which answers link to which fields in whichquestionnaire

• HR_QUEST_ANSWER_VALUES

Contains the values entered by users on questionnaires

Suggestion: To access information held in questionnaires, usea tool such as Oracle Discoverer.

Use the SSHR Create Questionnaire Web page.

See: Creating Questionnaires (SSHR): page 1 – 68

Step 22

Step 23

Step 24


Attach a Questionnaire to an Appraisal template

If you have have created a questionnaire you need to attach it to anappraisal template.



Configure Approvals Processes

Review the seeded approvals processes, then configure your own.

The following functions have configurable approvals processes:

• Apply for a Job


• Appraisals



You can configure an approvals process to add:

• Custom notification URLs

• Custom routing details

• Extra notifications

Use Workflow.

See: Configuring Approvals Processes (SSHR): page 1 – 60

Configure an Enroll in a Class Enrollment Process

There are four types of enrollment into a Class. Decide how anemployee can enroll into a Class. The options are:

• Managerial Approval

• No Managerial Approval (Self Booking)

• Training Administrator Approval

• Manager and Training Administrator Approval

Use Workflow.

Configuring the Enroll in a Class Enrollment Process (SSHR): page1 – 54

Step 25


Configure Workflow Reminders

Reminders add hypertext links to a web page and are also used todisplay messages to a user. For example:

• ”Your request to attend a Class has been forwarded to a managerfor approval.”

Reminders can be configured in any workflow enabled function.

Use Workflow and the Tickler icon in the Workflow Diagrammer.

See: Configuring SSHR Reminders (SSHR): page 1 – 57

Step 26

Step 27

Step 28


User Assistance (SSHR)

SSHR has been carefully designed to be easy to use. You can configureand change user assistance components to reflect your enterpriseneeds. There are two different types of user assistance:

• Instructions

• Tips

Note: There are also configurable workflow drive processescalled Reminders.

Configure Instructions

Instructions are displayed at the top of each page and describe a pagesfunctionality. Each instruction is delivered with sample text.

You can configure instructions to include links to external web sites orto launch a secondary window containing helpful information for yourusers. You could include your HR policies or any HR contacts a usermay need to know.

Note: Not all pages have the facility to include Instructions.For example the Personal Information Overview page does not.

Note: Instructions are also available in Approvals andCompetence evaluation templates.

See: Setting Up User Assistance Components (SSHR): page 1 – 35

Configure Tips

Tips are displayed next to a field and give guidance to a user on whatinformation they should enter in a field. A tip is represented on screenby an icon.

You can configure the text within the window and define your own tip.

See: Setting Up User Assistance Components (SSHR): page 1 – 35

Load User Assistance Components Into the Database

Load user assistance components into the Database.

Use the Loader Utility.

See: Loading User Assistance Components into the Database (SSHR):page 1 – 55

Step 29


Candidate Offers (SSHR)

Candidate Offers is offered with these responsibilities:

• Candidate Offers

• HR Web Administrator

The Candidate Offers responsibility provides functions for managers toenter details of the candidates they want to hire, and review theirworkflow notifications. The HR Web Administrator provides functionsfor HR administrators to maintain offer profiles and offer letters usedin the offer process.

Candidate Offers can only be installed on Oracle HRMS Release 11.0.1or later.

Note: Candidate Offers enables you to display candidateresumes. The resumes are held as image files on a predefinedpath that is visible to the Web Server. If you plan to use thisfacility, you need to be able to upload images to a directory onthe Web Server. This procedure is not included in theconfiguration steps for Candidate Offers and it is yourresponsibility to find a way to upload resume images.

Although the installation of Candidate Offers has no specific offerprofiles, sample data is provided for demonstration purposes. Theprofile supplied is the Generic Proposal Profile. It includes a set ofgeneric offer questions and categories that you can use as a startingpoint for the set up of custom offer profiles using the Web pagessupplied for the HR Web Administrator responsibility.

Set up the Background Workflow Engine

You now need to set up the background workflow engine.

In the supplied Candidate Offers Workflow, if a candidate does notrespond to an offer letter within 30 days, the hiring manager isautomatically informed. To identify that an activity has timed out inthis way, you need to set up one or more background Workflowengines. The background engine is set periodically and checks fortimed out activities.

See: Setting Up the Candidate Offer Background Workflow Engine(SSHR): page 1 – 73

Step 30

Step 31

Step 32

Step 33

Step 34


Configure the Candidate Offers Approvals Process

You need to edit a PL/SQL package (HR_OFFER_CUSTOM) to set upthe Candidate Offers approvals process for your enterprise. You canalso change the approval chain, determine the signatories required onthe offer letter, and specify the applicant statuses to use at each stage ofthe process. You can identify which member of the HR staff performsactions, such as issuing the offer letter.

You might also want to add notification messages to remindparticipants of the actions they must take at each stage of therecruitment process.

See: Configuring Candidate Offer Approvals Processes (SSHR): page1 – 69

Set up Offer Letters

Enter your text using the Update Letter Text Web page supplied for theHR Offer Administrator responsibility.

In each paragraph you can include a number of substitution variables,where the exact text inserted is determined by the Offer Letter programwhen the offer letter is generated.

Use the Update Letter Text page to define, modify and delete OfferLetters. .

See: Setting Up Candidate Offer Letters (SSHR): page 1 – 71

Customize the Letter Program

Once you have defined offer letter paragraphs you must reference themusing the Offer Letter Program.

See: Customizing the Candidate Offer Letter Program (SSHR): page1 – 80

Set up Offer Profile

The offer profiles you design display questionnaires that recordcandidate information through the hiring cycle.

See: Setting Up a Candidate Offer Profile (SSHR): page 1 – 75

Define New Questions

Define new questions.

Use the Update Profile Categories page.

See: Defining New Questions for an Offer Profile (SSHR): page 1 – 86

Step 35

Step 36


Define and Maintain Question Categories

Define new question categories.

Use Update Profile Categories page.

See: Defining and Maintaining New Offer Profile Question Categories(SSHR): page 1 – 76

Define and Modify New Offer Profile

Define a new offer profile.

Use the Update Profiles page.

See: Defining and Modifying a New Offer Profile (SSHR): page 1 – 74


A P P E N D I X

A

A – 1Windows and Reports

Windows and Reports

A – 2 Implementing Oracle Self–Service Human Resources (SSHR)

Windows and their Navigation Paths

The following list shows the default navigation paths for all thewindows in Oracle HRMS, as they are supplied. You can use taskflowwindowsNo directly from the menu, or from the People andAssignment windows.

The responsibility that you use determines which of these windows youcan use and how you access them. Your system administrator sets upnavigation menus and task flows for your responsibility. They may alsocreate customized versions of some of these windows using differentwindow titles.

Absence Detail

Do one of the following:

1. Choose People –> Enter and Maintain in the Navigator.

2. Choose the Others button and select Absence.

Or:

1. Choose Fastpath –> Absence in the Navigator.

2. In the resulting Find window, query the person.

Absence Attendance Type

� Choose Total Compensation –> Basic –> Absence Types in theNavigator.

Accrual Bands

1. Choose Total Compensation –> Basic –> Accrual Plans in theNavigator.

2. Enter or query an accrual plan name.

3. Choose the Accrual Bands button.

Accrual Plans

� Choose Total Compensation –> Basic –> Accrual Plans in theNavigator.

Accruals


1. Choose View –> Employee Accruals in the Navigator.

2. Run a query in the Assignments Folder window.


3. Select an employee assignment and choose the Accruals button.

Or:

1. Choose Fastpath –> Accruals in the Navigator.


Action Types

1. Choose Total Compensation –> Programs and Plans –> PlanEnrollment Requirements in the Navigator.

2. Query or enter a plan.

3. Choose the Actions button.

Activity Rate

1. Choose Total Compensation –> Rates/Coverage Definitions –> FlexCredits in the Navigator.

2. Query a compensation object.

3. Choose the Activity Rate button.

Activity Variable Rates and Rules



3. Choose the Variable Rates button.

Actual Premiums

� Choose Total Compensation –> Rates/Coverage Definitions –>Actual Premiums in the Navigator.

Address



2. Enter or query a person.

3. Choose the Address button.

Or:

1. Choose Fastpath –> Address in the Navigator.



Adjust Balamce (Payroll only)



2. Enter or query an employee.

3. Choose the Assignment button.

4. Choose the Others button and select Adjust Balance.

Or:

1. Choose Fastpath –> Adjust Balances in the Navigator.


Advanced Criteria

1. Choose Benefits Extract –> Criteria Definition in the Navigator.

2. Query or enter a criteria definition and choose the Advanced tab.

3. Select a Criteria Type and choose the Details button.

Alter Effective Date

� Choose Tools –> Alter Effective Date from the Tools menu.

Applicant Entry

� Choose Recruitment –> Applicant Quick Entry in the Navigator.

Applicant Interview


2. Enter or query an applicant.

3. Choose the Others button and select Application.

4. Choose the Interview button.

Application



2. Enter or query an applicant.

3. Choose the Others button and select Application.


Or:

1. Choose Fastpath –> Application in the Navigator.


Application Utilities Lookups

1. Choose Other Definitions –> Lookup Tables in the Navigator.

2. Enter or query a user–defined Type.

Appraisal Template

� Choose Career Management –> Appraisal Template in theNavigator.

Assessment Template

� Choose Career Management –> Assessment Template in theNavigator.

Assign Security Profiles

� Choose Security –> Assign Security Profiles in the Navigator.

Assignment





Or:

1. Choose Fastpath –> Assignment in the Navigator.


Assignment Budget Values



2. Enter or query an applicant or an employee.


3. Do one of the following:

For an applicant:

• Choose the Others button and select Application.

• Choose the Budgets button.

For an employee:

• Choose the Assignment button.

• Choose the Others button and select Budget Values.

Or:

1. Choose Fastpath –> Assignment Budget in the Navigator.


Assignment Criteria

1. Choose Payroll –> Assignment Set in the Navigator.

2. Enter or query an assignment set.

3. Choose the Criteria button.

Assignment History

� Choose View –> Histories –> Employee Assignment in theNavigator.

Assignment Processes

1. Choose View –> Payroll Process Results in the Navigator.

2. Enter or query a payroll process.

3. Choose the Assignment Process button.

Assignment Set

� Choose Payroll –> Assignment Set in the Navigator.

Assignment Statuses

� Choose Work Structures –> Status in the Navigator.

Assignment Folder

� Choose View –> Lists –> Assignment Folder in the Navigator.


Authentication Activities (Advanced Benefits Only)

� Choose Total Compensation –> General Definitions –>Authentication Activities in the Navigator.

Balance (Payroll only)

� Choose Total Compensation –> Basic –> Balance in the Navigator.

Balance Classifications (Payroll only)

1. Choose Total Compensation –> Basic –> Balance in the Navigator.

2. Enter or query a balance.

3. Choose the Classifications button.

Balance Dimensions (Payroll only)

1. Choose Total Compensation –> Basic –> Balance in the Navigator.

2. Enter or query a balance.

3. Choose the Dimensions button.

Balance Feed Control

1. Choose Total Compensation –> Basic –> Element Description in theNavigator.

2. Enter or query an element.

3. Choose the Balance Feed Control button.

Balance Feeds

Note: This instance of the Balance Feeds window lets you selectmore than one balance for the element to feed.



3. Choose the Balance Feeds button.

Batch Assignment Entry

1. Choose Mass Information eXchange: MIX –> Batch Element Entry inthe Navigator.

2. Enter or query a batch header.

3. Choose the Assignment Lines button.


Batch Header

� Choose Mass Information eXchange: MIX –> Batch Element Entry inthe Navigator.


Batch Lines



3. Choose the Element Lines button.

Batch Process Parameters (Advanced Benefits Only)

� Choose Processes and Reports –> Batch Process Parameters in theNavigator.

Batch Summary

� Choose Mass Information eXchange: MIX –> BEE Summary in theNavigator.

Beneficiary Certifications


2. Query a plan.

3. Choose the Designations tab.

4. Choose the Beneficiary tab.

5. Choose the Certifications button.

Benefits Balances

� Choose Total Compensation –> General Definitions –> AdditionalSetup –> Benefits Balances in the Navigator.

Benefits Group

� Choose Total Compensation –> General Definitions –>Eligibility/Rate Factors –> Benefits Group in the Navigator.

Benefits Pools (Advanced Benefits Only)

� Choose Total Compensation –> General Definitions –>Rate/Coverage Definitions –> Benefits Pools in the Navigator.

Benefits Service Center (Advanced Benefits Only)

� Choose People –> Benefits Service Center in the Navigator.


Book Events


2. Enter or query an employee or applicant.

3. Choose the Others button and select Bookings.

Budget

� Choose Work Structures –> Budget in the Navigator.

Budget Value Defaults

1. Choose Work Structures –> Organization –> Description in theNavigator.

2. Enter or query a Business Group.

3. Choose the Others button and select Budget Value Defaults.

Budgetary Calendar

� Choose Work Structures –> Budget Calendar in the Navigator.

Business Group Information


2. Enter or query a Business Group.

3. Choose the Others button and select Business Group Information.

Career Path Names

� Choose Work Structures –> Job –> Path Name in the Navigator.

Certifications



3. Choose the General tab.

4. Choose the Plan or Option tab.


Change Event Log

� Choose Mass Information eXchange –> System Extract –> ChangeEvent Log in the Navigator.


Collapse Life Events

� Choose Total Compensation –> General Definitions –>AdditionalSetup –> Collapse Life Events in the Navigator.

Collective Agreements

� Choose Work Structures –> Collective Agreements in the Navigator.

Columns

1. Choose Other Definitions –> Table Structure in the Navigator.

2. Enter or query a table.

3. Choose the Columns button.

Communication Delivery Methods

� Choose Fastpath –> Personal Delivery Method in the Navigator.

Communication Types

� Choose Total Compensation –> General Definitions –> AdditionalSetup –> Communication Types in the Navigator.

Communication Type Children

1. Choose Total Compensation –> General Definitions –> AdditionalSetup –> Communication Types in the Navigator.

2. Query a communication type kit.

3. Choose the View Children button.

Communication Type Delivery Methods


2. Query or enter a communication type.

3. Choose the Delivery button.

Communication Type Triggers



3. Choose the Triggers button.


Communication Type Usages



3. Choose the Usages button.

Competence Profile



3. Choose the Others button and select Competence Profile.

Or:

1. Choose Fastpath –> Competence Profile in the Navigator.

Competence Requirements

� Choose Career Management –> Competence Requirements in theNavigator.

Competence Types

� Choose Career Management –> Competence Types in the Navigator.

Competencies

� Choose Career Management –> Competencies in the Navigator.

Consolidation Sets (Payroll)

� Choose Payroll –> Consolidation in the Navigator.

Contact




3. Choose the Others button and select Contact.

Or:

1. Choose Fastpath –> Contact in the Navigator.



Contract




3. Choose the Others button.

4. Choose Contracts.

Or:

1. Choose Fastpath –> Contracts in the Navigator.


Control Totals


2. Choose the Totals button.

Conversion Rate Types

� Choose Payroll –> Currency Types in the Navigator.

Costing





4. Choose the Others button and select Costing.

Or:

1. Choose Fastpath –> Costing in the Navigator.


Costing Information


2. Enter or query an organization.

3. Choose the Others button and select Costing.


Court Orders

� Choose People –> Total Comp Enrollment –> Court Orders in theNavigator.

Coverage Across Plan Types

� Choose Total Compensation –> Rates/Coverage Definitions –>Coverage Across Plan Types in the Navigator.

Coverage Calculations

� Choose Total Compensation –> General Definitions –>Rate/Coverage Definitions –> Coverage Calculations in theNavigator.

Create Batch Lines



3. Choose the Assignment Set button.

Criteria Definition

� Choose Benefits Extract –> Criteria Definition in the Navigator.

Custom Reports

� Choose Processes and Reports –> Submit Custom Reports in theNavigator.

Database Items

1. Choose Total Compensation –> Basic –> Write Formulas in theNavigator.

2. Enter or query a formula.

3. Choose the Show Items button.

DateTrack History Change Field Summary

� Choose Tools –> Datetrack History from the Tools menu.

Define Combinations

� Choose Total Compensation –> Programs and Plans –>Combinations in the Navigator.


Define Extract

� Choose Benefits Extract –> Extract Definition in the Navigator.

Define Function

� Choose Other Definitions –> Formula Functions in the Navigator.

Define QuickPaint Report

� Choose Processes and Reports –> Define a QuickPaint Report in theNavigator.

Define Task Flow

� Choose Security –> Task Flow Definitions in the Navigator.

Define Task Flow Nodes

� Choose Security –> Task Flow Nodes in the Navigator.

Delete Person

� Choose People –> Delete Personal Records in the Navigator.

Dependent/Beneficiary Designation


� Choose People –> Total Comp Enrollment –>Dependent/Beneficiary Designation in the Navigator.

Or:

1. Choose People –> Total Comp Enrollment –> Flex Program in theNavigator.

2. Query a person.

3. Choose the Designees button.

Dependent Certifications


1. Choose Total Compensation –> Programs and Plans –> ProgramEnrollment Requirements in the Navigator.

2. Query a program.

3. Choose the Dependent Coverage tabbed region


Or:



2. Query a plan.

3. Choose the Designations tab.

4. Choose the Dependent tab.


Dependent Change of Life Event


1. Choose Choose Total Compensation –> Programs and Plans –>Program Enrollment Requirements in the Navigator.

2. Query a program and choose the Dependent Coverage tabbedregion.

3. Choose the Dependent Change of Life Event button.

Or:

1. Choose Choose Total Compensation –> Programs and Plans –> PlanEnrollment Requirements in the Navigator.

2. Query a plan and choose the Designations tabbed region.



Dependent Change of Life Event Certification





4. Select a life event and choose the Dependent Change of Life EventCertifications button.


Or:





5. Select a life event and choose the Dependent Change of Life EventCertifications button.

Dependent Coverage Eligibility Profiles

� Choose Total Compensation –> General Definitions –> EligibilityProfiles –> Dependent Coverage Eligibility Profiles in the Navigator.

Dependent Eligibility Profiles




3. Choose the Eligibility Profiles button.

Or:




4. Choose the Eligibility Profiles button.

Derived Factors

� Choose Total Compensation –> General Definitions –>Eligibility/Rate Factors –> Derived Factors in the Navigator.

Designation Requirements


1. Choose Total Compensation –> Programs and Plans –> Options inthe Navigator.

2. Query or enter an option.


3. Choose the Designation Requirements button.

Or:


2. Query a plan.



5. Choose the Designations button.

Edit Formula

1. Choose Total Compensation –> Basic –> Write Formulas in theNavigator.

2. Enter or query a formula.

3. Choose the Edit button.

Electable Choices

1. Choose People –> Total Comp Participation

2. Choose the Enrollment Opportunities button

3. Choose the Electable Choices button.

Element

� Choose Total Compensation –> Basic –> Element Description in theNavigator.

Element and Distribution Set

� Choose Payroll –> Element Set in the Navigator.

Element Classifications (Payroll)

� Choose Total Compensation –> Classification in the Navigator.

Element Entries





4. Choose the Entries button.


Or:

1. Choose Fastpath –> Entries in the Navigator.


Element Link

� Choose Total Compensation –> Basic –> Link in the Navigator.

Eligibility


1. Choose Total Compensation –> Programs and Plans –> Plans in theNavigator.


3. Choose the Plan Eligibility button.

4. Choose the Eligibility button.

Or:



3. Choose the Options button.

4. Choose the Option Eligibility button.


Or:

1. Choose Total Compensation –> Programs and Plans –> Programs inthe Navigator.

2. Query or enter a program.

3. Choose the Plans and Plan Types button.

4. Choose the Plans tab or the Plan Types tab.

5. Choose the Participation Eligibility button.


Or:






Employee Assignment Processes (Payroll only)

� Choose View –> Assignment Process Results in the Navigator.

Employee Review





4. Choose the Others button and select Reviews.

Or:

1. Choose Fastpath –> Employee Review in the Navigator.


Employee Run Result History (Payroll only)

� Choose View –> Histories –> Run Results in the Navigator.

End Application



3. Choose the Others button and select End Application.

Or:

1. Choose Fastpath –> End Application in the Navigator.


End Employment




3. Choose the Others button and select End Employment.


Or:

1. Choose Fastpath –> End Employment in the Navigator.


Enrollment Action (Advanced Benefits only)

� Choose Total Compensation –> General Definitions –> AdditionalSetup –> Enrollment Action in the Navigator.

Enrollment Opportunities


2. Choose the Enrollment Opportunities button.

Enrollment Override

� Choose People –> Total Comp Enrollment –> Enrollment Overridein the Navigator.

Enrollment Rules



3. Choose the Timing tab.

4. Choose the Scheduled tab or the Life Event tab.

5. Choose the Enrollment Rules button.

Entry Values




4. Choose the Entries button.

5. Select an entry and choose the Entry Values button.

Event Bookings


� Choose People –> Events and Bookings in the Navigator.

Or:

1. Choose Fastpath –> Event in the Navigator.



External/Manual Payments (Payroll only)





4. Choose the Others button and select External Pay.

Or:

1. Choose Fastpath –> External/Manual Payments in the Navigator.


Extract Results

� Choose Benefits Extract –> Extract Results in the Navigator.

Extract Results Errors

1. Choose Benefits Extract –> Extract Results in the Navigator.

2. Query an extract run result and choose the Errors and Warningsbutton.

Extract Results Details


2. Query an extract run result and choose the Details button.

Extract Results Header and Trailer


2. Query an extract run result and choose the Header and Trailerbutton.

File Layout Include Conditions

1. Choose Benefits Extract –> Layout Definition in the Navigator.

2. Choose the File Layout tab and query or enter a file layout.

3. Select a record and choose the Include Conditions button.


Flex Credits (Advanced Benefits only)

� Choose Total Compensation –> General Definitions –>Rate/Coverage Definitions –> Flex Credits in the Navigator.

Flex Program (Advance Benefits only)

� Choose People –> Total Comp Enrollment –> Flex Program in theNavigator.

Form Customization

� Choose Security –> CustomForm in the Navigator.

Formula

� Choose Total Compensation –> Basic –> Write Formulas in theNavigator.

Formula Result Rules (Payroll only)

� Choose Total Compensation –> Basic –> Formula Results in theNavigator.

Frequency Rules (Payroll only)



3. Choose the Frequency Rules button.

GL Map (Payroll only)

� Choose Payroll –> GL Flexfield Map in the Navigator.

Globals

� Choose Total Compensation –> Basic –> Global Values in theNavigator.

GL Daily Rates

� Choose Total Compensation –> Basic –> Global Values in theNavigator.

Goods and Services

� Choose Total Compensation –> General Definitions –> AdditionalSetup –> Goods and Services in the Navigator.


Grade Rate

� Choose Work Structures –> Grade –> Grade Rate in the Navigator.

Grade Scale

� Choose Work Structures –> Grade –> Grade Steps and Points in theNavigator.

Grade Step Placement





4. Choose the Others button and select Grade Step.

Or:

1. Choose Fastpath –> Grade Step in the Navigator.


Grades

� Choose Work Structures –> Grade –> Description in the Navigator.

Imputed Income

� Choose Total Compensation –> General Definitions –>Rate/Coverage Definitions –> Inputed Income in the Navigator.

Input Values



3. Choose the Input Values button.

Investment Options

1. Choose People –> Total Comp Enrollment –> Savings Plan in theNavigator.

2. Query a person.

3. Choose the Investment Options button.


Job

� Choose Work Structures –> Job –> Description in the Navigator.

Job Evaluation

1. Choose Work Structures –> Job –> Description in the Navigator.

2. Enter or query a job.

3. Choose the Evaluation button.

Job Requirements

1. Choose Work Structures –> Job –> Description in the Navigator.

2. Enter or query a job.

3. Choose the Requirements button.

Layout Definition

� Choose Benefits Extract –> Layout Definition in the Navigator.

Life Event




3. Choose the Plan and Plan Types button.

4. Choose the Plans tab or the Plan Types tab.

5. Choose the Life Event button.

Or:



3. Choose the Life Event button.

Life Event Certifications






5. Choose the Life Event Certifications button.

Life Event Reason Impact on Eligibility (Advanced Benefits)




4. Choose the Life Event Eligibility button.

Life Event Reasons (Advanced Benefits)

� Choose Total Compensation –> General Definitions –> AdditionalSetup –> Life Event Reasons in the Navigator.

Link Input Values

1. Choose Total Compensation –> Basic –> Link in the Navigator.


3. Choose the Input Values button.

List Assignments

� Choose View –> Lists –> Assignments in the Navigator.

List Budget Variance by Organization

� Choose View –> Organization Budgets in the Navigator.

List Employees by Absence Type

� Choose View –> Lists –> Employees by Absence Type in theNavigator.

List Employees by Element

� Choose View –> Lists –> Employees by Element in the Navigator.

List Employees by Organization

� Choose View –> Lists –> Employees by Organization in theNavigator.

List Employees by Position

� Choose View –> Lists –> Employees by Position in the Navigator.


List Employees by Position Hierarchy

� Choose View –> Lists –> Emps by Position Hierarchy in theNavigator.

List People by Assignment

� Choose View –> Lists –> People by Assignment in the Navigator.

List People by Special Information

� Choose View –> Lists –> People by Special Information in theNavigator.

List Position Budget Variance

� Choose View –> Position Budgets in the Navigator.

Location

� Choose Work Structures –> Location in the Navigator.

Lookups

� Choose Other Definitions –> Lookup Tables in the Navigator.

Maintain On Line Activities (Advanced Benefits)

� Choose Total Compensation –> General Definitions –> On–lineActivities for Authentication in the Navigator.

Maintain Options Eligibility




4. Choose the Option Eligibility button.

Maintain Plan Eligibility



3. Choose the Plan Eligibility button.


Maintain Plan Options




Maintain Plan Related Details



3. Choose the Details button.

Maintain Pop Up Messages (Advanced Benefits)

� Choose Total Compensation –> General Definitions –> MessageConfiguration in the Navigator.

Manual Payments

� Choose People –> Total Comp Contribution –> Manual Payments inthe Navigator.

Map Career Path

� Choose Work Structures –> Job –> Career Path in the Navigator.

Mass Move

� Choose Work Structures –> Position –> Mass Move in the Navigator.

Mass Move – Assignments

1. Choose Work Structures –> Position –> Mass Move in the Navigator.

2. Complete the Mass Move window and save your work.

3. Choose the Positions button.

4. Complete the Find Positions window.

5. Choose the Find button.

6. Complete the Mass Move – Positions window.

7. Choose the Assignments button.


Mass Move – Messages




4. Complete the Find Positions window and choose the Find button.

5. Complete the Mass Move – Positions window and choose theAssignments button.

6. Complete the Mass Move – Assignments window and close it.

7. From the Mass Move – Positions window, choose the Valid Gradesbutton.

8. Complete the Valid Grades window and close it.

9. Close the Mass Move – Positions window.

10. From the Mass Move window, choose the Execute button.

11. If the Status field shows In Error or Complete with Warnings, aMessage button appears.

12. If the Message button appears, choose it to view messages in theMass Move – Messages window.

Note: Alternatively, you can view messages for saved (but not yetsuccessfully executed) mass moves as follows:


2. Enter the name of the saved mass move in the Description field.

3. When the Mass Move window is populated with data and theMessage button appears, choose the Message button .

Mass Move – Positions


2. Complete the Mass Move window.

3. Save your work.


5. In the resulting Find Positions window, select or enter a Source Joband Source Position.



Mass Move – Valid Grades




4. Complete the Find Positions window.


6. Complete the Mass Move – Positions window.

7. Choose the Valid Grades button.

Mass Update of Applicants

� Choose Recruitment –> Mass Update of Applicants in theNavigator.

Messages


2. Choose the Messages button.

Message Configuration (Advanced Benefits only)

� Choose Total Compensation –> General Definitions –> MessageConfiguration in the Navigator.

Miscellaneous Plan

� Choose People –> Total Comp Enrollment –> Miscellaneous Plan inthe Navigator.

MIX Batch Header

� Choose Mass Information eXchange: MIX –> Batch Element Entry inthe Navigator.

Monitor Batch Processes (Advanced Benefits only)

� Choose Processes and Reports –> Monitor Batch Processes in theNavigator.

Monthly Participant Premium

� Choose People –> Enrollment Process –> Monthly ParticipantPremium in the Navigator.


Monthly Plan or Option Premium

� Choose Total Compensation –> Monthly Premium in the Navigator.

Net Calculation Rules

1. Choose Total Compensation –> Basic –> Accrual Plans in theNavigator.

2. Enter or query an accrual plan name.

3. Choose the Net Calculation Rules button.

Non–Flex Program

� Choose People –> Total Comp Enrollment –> Non–Flex Program inthe Navigator.

Options

� Choose Total Compensation –> Programs and Plans –> Options inthe Navigator.

Organization

� Choose Work Structures –> Organization –> Description in theNavigator.

Organization Hierarchy

� Choose Work Structures –> Organization –> Hierarchy in theNavigator.

Organizational Payment Method

� Choose Payroll –> Payment Methods in the Navigator.

Other Rates

1. Choose People –> Total Comp Enrollment –> Non–Flex Program inthe Navigator.

2. Query a person.

3. Choose the Others button and select Other Rates.

Participant

� Choose Total Compensation –> General Definitions –> EligibilityProfiles –> Participant in the Navigator.


Participation Eligibility Profiles

� Choose Total Compensation –> General Definitions –> EligibilityProfiles –> Participation Eligibility Profiles

Participation Overrides (Advanced Benefits only)

� Choose People –> Total Comp Participation –> ParticipationOverrides in the Navigator.

Parent Organization



3. Choose the Others button and select Parent Organization.

Payment Schedule


2. Query or enter a flex credit definition and choose the Processingtabbed region.

3. Choose the Payment Schedule button.

Payments

1. Choose People –> Total Comp Contribution –> Record Contributionor Distribution

2. Choose the View Payments window.

Payroll

� Choose Payroll –> Description in the Navigator.

Payroll Processes (Payroll only)

� Choose View –> Payroll Process Results in the Navigator.

Pay Scale

� Choose Work Structures –> Grade –> Pay Scale in the Navigator.

People

� Choose People –> Enter and Maintain in the Navigator.


People Folder

� Choose View –> Lists –> People Folder in the Navigator.

Performance


2. Enter or query an employee, and choose the Assignment button.

3. Choose the Salary button.

4. Choose the Performance button.

Or:


2. Enter or query an employee, and choose the Assignment button.

3. Choose the Others button and select Performance.

Period Dates

1. Choose Payroll –> Description in the Navigator.

2. Enter or query a payroll.

3. Choose the Period Dates button.

Period–to–Date Limits


� Choose Total Compensation –> General Definitions –>Rate/Coverage Definitions –> Period–to–Date Limits in theNavigator.

Or:



3. Choose the Activity Rate button.

4. Choose the Period to Date Limit button.

Period Types

� Choose Other Definitions –> Time Periods in the Navigator.


Person Benefits Assignment

� Choose People –> Total Comp Participation –> Person BenefitsAssignment

Person Benefits Balances

� Choose People –> Total Comp Participation –> Person BenefitsBalances in the Navigator.

Person Changes (Advanced Benefits only)

1. Choose Total Compensation –> General Definitions –> AdditionalSetup –> Life Event Reasons in the Navigator.

2. Query or enter a life event.

3. Choose the Person Changes button.

4. Choose the Add Person Change button.

Person Changes Cause Life Events (Advanced Benefits only)



3. Choose the Person Changes button.

Person Communications (Advanced Benefits only)

� Choose People –> Enrollment Process –> Person Communicationsin the Navigator.

Person Enrollment Action Items


� Choose People –> Enrollment Process –> Person Enrollment ActionItems in the Navigator.

Or:


2. Query a person.

3. Choose the Action Items button.

Person Enrollment Certifications (Advanced Benefits only)



� Choose People –> Enrollment Process –> Person EnrollmentCertificates in the Navigator.


Or:


2. Query a person.


Person Primary Care Provider

� Choose People –> Total Comp Enrollment –> Person Primary CareProvider in the Navigator.

Person Types

� Choose Other Definitions –> Person Types in the Navigator.

Person Type Usage

� Choose Fastpath –> Person Type Usage in the Navigator.

Personal Payment Method





4. Choose the Pay Method button, or choose the Others button andselect Pay Method.

Or:

1. Choose Fastpath –> Pay Method in the Navigator.


Phone Numbers




3. Choose the Others button.

4. Choose Phones.

Or:

1. Choose Fastpath –> Phones in the Navigator.



Picture


1. Choose People –> Enter and Maintain in the Navigator


3. Choose the Picture button.

Or:

1. Choose Fastpath –> Picture in the Navigator.


Plan and Plan Type




Plan Enrollment Requirements

� Choose Total Compensation –> Programs and Plans –> PlanEnrollment Requirements in the Navigator.

Plan in Program Participation Eligibility




4. Choose the Plans tab.


Plan Reimbursement

� Choose Total Compensation –> General Definitions –> Programsand Plans –> Plan Reimbursement in the Navigator.

Plans

� Choose Total Compensation –> Programs and Plans –> Plans in theNavigator.


Plan Type Participation Eligibility




4. Choose the Plan Type tab.


Plan Types

� Choose Total Compensation –> Programs and Plans –> Plan Typesin the Navigator.

Position

� Choose Work Structures –> Position –> Description in theNavigator.

Position Evaluation

1. Choose Work Structures –> Position –> Description in theNavigator.

2. Enter or query a position.

3. Choose the Evaluation button.

Position Hierarchy

� Choose Work Structures –> Position –> Hierarchy in the Navigator.

Position Occupancy Folder


2. Query a position.

3. Choose the Occupancy button.

Position Reporting To



3. Choose the Reporting To button.


Position Requirements



3. Choose the Requirements button.

Postal/Zip

� Choose Total Compensation –> General Definitions –>Eligibility/Rate Factors –> Postal/Zip in the Navigator.

Possible Certifications


2. Choose the Enrollment Opportunities button.

3. Choose the Electable Choices button

4. Choose the Possible Certifications button

Primary Care Providers


� Choose People –> Total Comp Enrollment –> Person Primary CareProvider

Or:


2. Query a person.

3. Choose the Care Providers button.

Program/Plan Years

� Choose Total Compensation –> General Definitions –> AdditionalSetup –> Program/Plan Years in the Navigator.

Programs

� Choose Total Compensation –> Programs and Plans –> Programs inthe Navigator.

Program Enrollment Requirements

� Choose Total Compensation –> General Definitions –> Programsand Plans –> Program Enrollment Requirements in the Navigator.


Program Participation Eligibility




Program Waive Certifications




4. Choose the Plan Types tab.

5. Choose the Waive button.

6. Choose the Waive Certification button.

Program Waive Reasons




4. Choose the Plan Types tab.

5. Choose the Waive button.

Qualifications



3. Choose the Others button and select Qualifications.

Or:

1. Choose Fastpath –> Qualifications in the Navigator.

Qualification Types

� Choose Career Management –> Qualification Types in theNavigator.


QuickPaint Inquiry

1. Choose Processes and Reports –> Run a QuickPaint Report in theNavigator.

2. Query a report that has been run.

3. Choose the View Report button.

QuickPay (Payroll only)





4. Choose the Others button and select QuickPay.

Or:

1. Choose Fastpath –> QuickPay in the Navigator.


Rating Scales

� Choose Career Management –> Rating Scales in the Navigator.

Record Continuing Benefits Payments

� Choose People –> Total Comp Contribution –> Record ContinuingBenefits Payments in the Navigator.

Record Layout Include Conditions


2. Choose the Record Layout tab and query or enter a record layout.

3. Select a Data Element and choose the Include Conditions button.

Recruiting For

1. Choose Recruitment –> Recruitment Activity in the Navigator.

2. Enter or query a recruitment activity.

3. Choose the Recruiting For button.

Recruitment Activity

� Choose Recruitment –> Recruitment Activity in the Navigator.


Regulations

� Choose Total Compensation –> General Definitions –> AdditionalSetup –> Regulations in the Navigator.

Regulatory Bodies and Regulations

1. Choose Total Compensation –> General Definitions –> AdditionalSetup –> Reporting Groups in the Navigator.

2. Query or enter a reporting group.

3. Choose the Plan Regulatory Bodies and Regulations button.

Reimbursements Requests (Advanced Benefits only)

� Choose People –> Total Comp Distribution –> ReimbursementsRequests in the Navigator.

Related Person Changes (Advanced Benefits only)



3. Choose the Related Person Changes button.

4. Choose the Add Related Person Change button.

Related Person Changes Cause Life Events (Advanced Benefits only)



3. Choose the Related Person Changes button.

Reporting Groups

� Choose Total Compensation –> General Definitions –> AdditionalSetup –> Reporting Groups in the Navigator.

Request Letter

� Choose Recruitment –> Request Recruitment Letter in theNavigator.

Request Set

� Choose Security –> Report Sets in the Navigator.


Requisition and Vacancy

� Choose Recruitment –> Requisition and Vacancy in the Navigator.

RetroPay Set (Payroll only)

� Choose Payroll –> RetroPay Set in the Navigator.

Reverse Payroll Run (Payroll only)





4. Choose the Others button and select Reverse Run.

Or:

1. Choose Fastpath –> Reverse Payroll Run in the Navigator.


Rows

1. Choose Other Definitions –> Table Structure in the Navigator.

2. Enter or query a table.

3. Choose the Rows button.

Run QuickPaint Report

� Choose Processes and Reports –> Run a QuickPaint Report in theNavigator.

Salary Administration





4. Choose the Salary button.

Or:

1. Choose Fastpath –> Salary in the Navigator.



Salary Basis

� Choose Total Compensation –> Basic –> Salary Basis in theNavigator.

Salary History


1. Choose View –> Histories –> Salary in the Navigator.


3. Select an employee assignment and choose the Salary Historybutton.

Or:

1. Choose Fastpath –> Salary History in the Navigator.


Salary Management Folder

� Choose People –> Salary Management in the Navigator.

Salary Surveys

� Choose Total Compensation –> Basic –> Salary Survey in theNavigator.

Saving Plan

� Choose People –> Total Comp Enrollment –> Savings Plan in theNavigator.

Scale Rate

� Choose Work Structures –> Grade –> Point Values in the Navigator.

Schools and Colleges

� Choose Career Management –> Schools and Colleges in theNavigator.

Schools and Colleges Attended



3. Choose the Others button and select Schools/Colleges.


Secondary Statuses



2. Enter or query an applicant or employee.

3. Do one of the following:

For an applicant:

• Choose the Others button and select Application.

• Choose the Secondary Status button.

For an employee:

• Choose the Assignment button.

• Choose the Others button and select Secondary Status.

Or:

1. Choose Fastpath –> Secondary Status in the Navigator.


Security Profile

� Choose Security –> Profile in the Navigator.

Service Areas

� Choose Total Compensation –> General Definitions –>Eligibility/Rate Factors –> Service Areas in the Navigator.

Sort


2. Choose the File Layout tab and select a Record Name.

3. Choose the Sort button.

Special Information




3. Choose the Special Info button.

Or:


1. Choose Fastpath –> Special Information in the Navigator.


Special Information Types

� Choose Other Definitions –> Special Information Types in theNavigator.

Special Rates


2. Query a person.

3. Choose the Special Rates button.

Standard Rates

� Choose Total Compensation –> General Definitions –>Rate/Coverage Definitions –> Standard Rates in the Navigator.

Submit a New Request

1. Choose Processes and Reports –> Submit Processes and Reports inthe Navigator.

2. Select Single Request or a Request Set.

Table Structure

� Choose Other Definitions –> Table Structure in the Navigator.

Table Values

� Choose Other Definitions –> Table Values in the Navigator.

Update Payroll Run (Payroll only)

� Choose Payroll –> Update Payroll Run in the Navigator.

Valid Grades (for jobs)

1. Choose Work Structures in the Navigator.

2. Choose either Job –> Description or Position –> Description.

3. Enter or query a job or position.

4. Choose the Valid Grades button.


User Types and Statuses

� Choose Other Definitions –>User Types and Statuses

Valid Payment Methods

1. Choose Payroll –> Description in the Navigator.

2. Enter or query a payroll.

3. Choose the Valid Payment Methods button.

Variable Rate Profiles

� Choose Total Compensation –> General Definitions –>Rate/Coverage Definitions –> Variable Rate Profiles in theNavigator.

View Absence History

� Choose View –> Histories –> Absence in the Navigator.

View Element Entry History for Employee

1. Choose View –> Histories –> Entries in the Navigator.


3. Select an employee assignment and choose the Entry Historybutton.

View Employee Grade Comparatio

� Choose View –> Grade Comparatio in the Navigator.

View Enrollment Results

� Choose People –> Total Comp Enrollment –> View EnrollmentResults in the Navigator.

View Participation Information (Advanced Benefits only)

� Choose People –> Total Comp Participation –> View ParticipationInfomation in the Navigator.

View Program Structure

� Choose Total Compensation –> Programs and Plans –> ViewProgram Structure in the Navigator.

View Run Messages (Payroll only)

� Choose View –> System Messages in the Navigator.


View Vacancies

� Choose View –> Vacancies in the Navigator.

Waive Participation (Advanced Benefits only)

� Choose People –> Total Comp Participation –> Waive Participationin the Navigator.

Waiving



3. Choose the Waiving button.

What–if Eligibility (Advanced Benefits only)

� Choose People –> Total Comp Participation –> What–if Eligibility inthe Navigator.

Work Choices (Job and Position)

1. Choose Work Structures –> Job or Position –> Description in theNavigator.

2. Enter or query a job or position.

3. Choose the Work Choices button.

Work Choices (Person)



3. Choose the Others button and select Work Choices.

Work Day Information



3. Choose the Others button and select Work Day Information.


Reports and Processes in Oracle HRMS

Absence Report

� Absence details for an employee or organization, for some or allabsence types.

See: Managing Compensation and Benefits Using Oracle HRMS.

Assignment Status Report

� All employees, applicants or both assigned to selected workstructures.

See: Managing People Using Oracle HRMS.

Audit Report (Payroll only)

� Selects person, employee or applicant, assignment, element,recurring or non–recurring status. Shows Business Group, GRE,assignment details, person entering data (responsibility), inputdate, effective change date, details of person affected. Lists allfields changed, with input date and effective date, old value andnew value, responsibility, workstation address.

See: Customizing, Reporting and System Administration in Oracle HRMS.

Cost Breakdown Report (Payroll only)

� Summarized costing totals for a specified costing process andsummarized costing totals for a particular consolidation set orpayroll over a specified interval.

See: Using Oracle HRMS – The Fundamentals.

Current and Projected Progression Point Values Report

� The expected results of running the Increment Progression Pointsprocess, that is the projected point and value changes for a group ofemployees.


Element Link Details Report

� The eligibility criteria for an element or group of elements.



Element Result Listing

� Run results processed for a particular element over a definedperiod, and run results for selected input values of each employee’slast assignment process.

See: Running Your Payroll Using Oracle HRMS.

Employee Increment Results Report

� The actual results of running the Increment Progression Pointsprocess, that is progression point and value changes for a group ofemployees.


Employee Organization Movement Report

� New hires, terminations, transfers in and transfer out of a selectedorganization, or organization hierarchy.


Employee Payroll Movement Report (Payroll only)

� New hires, terminations, transfers in and transfer out of a selectedpayroll.


Employee Summary Report

� Addresses, contacts, periods of service, assignments, specialinformation, personal payment methods and element entries for aselected employee.


Full Personal Details Report Set

� Person details, applicant details, assignment details and workdetails for one employee.


Job and Position Skills Matching Report

� Lists of employees, applicants or both that meet some or all skillrequirements of a job or position.



Organization Hierarchy Report

� The organizations and optionally their managers below a selectedposition in a particular hierarchy.


Payroll Message Report (Payroll only)

� Display messages for processes connected to specified payrolls.


Position Hierarchy Report

� The positions and optionally their holders below a selected positionin a particular hierarchy.


Requisition Summary Report

� Applicants and their interview schedules for a selection ofvacancies.


Salary Review Report

� Current, past and proposed salaries for a selected list of employees.


Staffing Budget Details Report

� Actual staffing level with budgeted levels over a specified period.


Terminations Report

� The number of employees from selected organizations leaving yourenterprise within a particular period, and the reason for leaving.


Void Payments Report (Payroll only)

� Details of cancelled cheque payments



Processes

Audit Trail Update Tables Process

� This process is used to set up audit trail on selected tables.


Audit Trail Update Datetracked Tables Process

� This process is used to set up audit trail on selected datetrackedtables.


Bee Batch Process (Purge)

� This process is used to delete a batch from the BEE tables oncompletion of the concurrent request.


Bee Batch Process (Validate)

� This process is used to test each batch line against predefined rulesabout element entries, and against any additional validationprocedures that you have created.


BEE Batch Process (Transfer)

� This process is used to create element entries in the Oracle HRMSEntries table from the existing entries in the BEE temporary tables.


BEE Batch Process (Rollback)

� This process is used to completely remove a BEE transfer, providedyou have not purged the batch from the BEE tables


Bulk Compile Formulas

� Run this process to compile all of your formulas.

See, Using Oracle FastFormula.


Cheque Writer Process (Payroll only)

� This process is used to write sequences of cheques for your payrollrun.


Close Action Items Process (Advanced Benefits Only)

� Run this process before the Close Enrollments Process to close anyopen action items that are required or optional for the persons youselect.


Close Enrollments Process (Advanced Benefits Only)

� Run this process to close a person’s enrollment after elections havebeen made.


Communications Triggers Process (Advanced Benefits)

� Use the communications triggers process to generatecommunications for persons who meet the selection criteria thatyou specify.


Costing Process (Payroll only)

� Generates journal entries for your ledgers and costing informationrelating to labor costs.


Default Enrollment Processs (Advanced Benefits Only)

� Run this process to enroll participants into the default benefit planwhen participants have not made an election.


Dependent Eligibility Process (Advanced Benefits Only)

� Run this process for those benefit plans that include an age factor indetermining dependent eligibility.



Extract Process (Advanced Benefits Only)

� Run the extract process to save the output of your system extract tothe directory and file that you specified in your extract definition.


Enable Multiple Security Groups Process

� Run this process when you first set up single responsibility security.


Grant Permissions to Roles Process (ROLEGEN)

� Dynamically grants select permissions on Oracle HRMS tables andviews to the HR_REPORTING_USER role.


Generate Secure User Proces (SECGEN)

� Run this process when you create a new security profile thatreferences a reporting user.


Participation Batch Process: Life Event (Advanced Benefits only)

� Run this process to determine eligibility and electable choices forbenefits participants based on a life event you select.


Participation Batch Process: Scheduled (Advanced Benefits only)

� Run this process to determine eligibility and electable choices forbenefits participants based on a scheduled enrollment event.


Participation Batch Process: Selection (Advanced Benefits only)

� Run this process to determine eligibility for benefits participants.This process does not create electable choices.


PrePayments Process (Payroll only)

� Use this process to distribute employee pay over more than onepayment method using either a percentage or monetary split.



Retry Payroll Process

� Retry a payroll process again.


RetroPay Process

� Enables you to make back pay adjustments.


Security List Maintenance Process (LISTGEN)

� This process is usually run every night to maintain the lists oforganizations, positions, payrolls, employees, and applicants thatsecurity profile holders can access.


Synchronise Positions Process

� This process updates the non–datetracked Positions table(PER_ALL_POSITIONS_F) with changes made to the datetrackedtable (HR_ALL_POSITIONS_F). When you run the process, anydatetracked changes with an effective date on or before today areapplied to the non–datetracked table.

Transfer to GL Process

� Transfers the results of the costing process to the Accountingflexfield of Oracle General Ledger.



Glossary – 1

Glossary

360 Degree Appraisal Part of the SSHRAppraisal function and also known as aGroup Appraisal. This is an employeeappraisal undertaken by managers withparticipation by reviewers.

360 Degree Self Appraisal Part of the SSHRAppraisal function and also known as aGroup Appraisal. This is a 360 Degreeappraisal initiated by an employee. Theemployee (initiator) can add managers andreviewers to the appraisal.

AAbsence Types Categories of absence, such as

medical leave or vacation leave, that youdefine for use in absence windows.

Accrual Band A range of values thatdetermines how much paid time off anemployee accrues. The values may be yearsof service, grades, hours worked, or anyother factor.

Accrual Plan See: PTO Accrual Plan

Accrual Period The unit of time, within anaccrual term, in which PTO is accrued. Inmany plans, the same amount of time isaccrued in each accrual period, such as twodays per month. In other plans, the amountaccrued varies from period to period, or theentitlement for the full accrual term is givenas an up front amount at the beginning ofthe accrual term.

Accrual Term The period, such as one year,for which accruals are calculated. In mostaccrual plans, unused PTO accruals mustbe carried over or lost at the end of theaccrual term. Other plans have a rollingaccrual term which is of a certain durationbut has no fixed start and end dates.

Activity Rate The monetary amount orpercentage associated with an activity, suchas $12.35 per pay period as an employeepayroll contribution for medical coverage.Activity rates can apply to participation,eligibility, coverages, contributions, anddistributions.

Glossary – 2 Implementing Oracle Self–Service Human Resources (SSHR)

Actual Premium The per–participantpremium an insurance carrier charges theplan sponsor for a given benefit.

Administrative Enrollment A type ofscheduled enrollment caused by a changein plan terms or conditions and resulting ina re–enrollment.

Applicant A candidate for employment in aBusiness Group.

Appraisee A person being appraised by anappraiser..

Appraiser A person, usually a manager, whoappraises an employee.

Appraisal An appraisal is a process where anemployee’s work performance is rated andfuture objectives set. See also: Assessment.

Appraising Manager The person who initiatesand performs an Employee–Manager or 360Degree Appraisal. An appraising managercan create appraisal objectives.

Apply for a Job An SSHR function thatenables an employee to, apply, search andprepare applications for an internallyadvertised vacancy.

Arrestment Scottish court order made out forunpaid debts or maintenance payments.See also: Court Order

Assessment An information gatheringexercise, from one or many sources, toevaluate a person’s ability to do a job. Seealso: Appraisal.

Assignment An employee’s assignmentidentifies his or her role and payroll withina Business Group. The assignment is madeup of a number of assignment components.Of these, organization is mandatory, andpayroll is a required component forpayment purposes.

Assignment Number A number that uniquelyidentifies an employee’s assignment. Anemployee with multiple assignments hasmultiple assignment numbers.

Assignment Set A grouping of employeesand/or applicants that you define forrunning QuickPaint reports and processingpayrolls. See also: QuickPaint Report

Assignment Status For employees, used totrack their permanent or temporarydepartures from your enterprise, and tocontrol the remuneration they receive. Forapplicants, used to track the progress oftheir applications.

BACS Banks Automated Clearing System.This is the UK system for making directdeposit payments to employees.

Balances Positive or negative accumulationsof values over periods of time normallygenerated by payroll runs. A balance cansum pay values, time periods or numbers.See also: Predefined Components

Balance Adjustment A correction you maketo a balance. You can adjust user balancesand assignment level predefined balancesonly.

Balance Dimension The period for which abalance sums its balance feeds, or the set ofassignments/transactions for which it sumsthem. There are five time dimensions: Run,Period, Quarter, Year and User. You canchoose any reset point for user balances.

Balance Feeds These are the input values ofmatching units of measure of any elementsdefined to feed the balance.

Bargaining Unit A bargaining unit is a legallyorganized group of people which have theright to negotiate on all aspects of termsand conditions with employers or employerfederations. A bargaining unit is generally atrade union or a branch of a trade union.

Glossary – 3

Base Currency The currency in which OraclePayroll performs all payroll calculations foryour Business Group. If you payemployees in different currencies to this,Oracle Payroll calculates the amounts basedon exchange rates defined in the system.

Behavioral Indicators Characteristics thatidentify how a competence is exhibited inthe work context. See also: Proficiency Level

Benefit Any part of an employee’sremuneration package that is not pay.Vacation time, employer–paid medicalinsurance and stock options are allexamples of benefits. See also: Elements

Block The largest subordinate unit of awindow, containing information for aspecific business function or entity. Everywindow consists of at least one block.Blocks contain fields and, optionally,regions. They are delineated by a bevellededge. You must save your entries in oneblock before navigating to the next. Seealso: Region, Field

Budget Value In Oracle Human Resourcesyou can enter staffing budget values andactual values for each assignment tomeasure variances between actual andplanned staffing levels in an organization orhierarchy.

Business Group The highest levelorganization in the Oracle HRMS system.A Business Group may correspond to thewhole of your enterprise or to a majorgrouping such as a subsidiary or operatingdivision. Each Business Group mustcorrespond to a separate implementation ofOracle HRMS.

Business Number (BN) In Canada, this is theemployer’s account number with RevenueCanada. Consisting of 15 digits, the first 9identify the employer, the next 2 identifythe type of tax account involved (payroll vs.corporate tax), and the last 4 identify theparticular account for that tax.

CCafeteria Benefits Plan See: Flexible Benefits

ProgramCalendars In Oracle Human Resources you

define calendars that determine the startand end dates for budgetary years, quartersand periods. For each calendar you select abasic period type. In Oracle SSP/SMP youdefine calendars to determine the start dateand time for SSP qualifying patterns.

Calendar Exceptions In Oracle SSP/SMP youdefine calendar exceptions for an SSPqualifying pattern, to override the patternon given days. Each calendar exception isanother pattern which overrides the usualpattern.

Canada/Quebec Pension Plan (CPP/QPP)Contributions Contributions paid byemployers and employees to each of theseplans provide income benefits uponretirement.

Candidate Offers An SSHR function used by aline manager to offer a job to a candidate.This function is supplied with its ownresponsibility.


Career Path This shows a possible progressionfrom one job or position from any numberof other jobs or positions within theBusiness Group. A career path must bebased on either job progression or positionprogression; you cannot mix the two.

Carry Over The amount of unused paid timeoff entitlement an employee brings forwardfrom one accrual term to the next. It may besubject to an expiry date i.e. a date bywhich it must be used or lost. See also:Residual

Cash Analysis A specification of the differentcurrency denominations required forpaying your employees in cash. Unioncontracts may require you to follow certaincash analysis rules.

Certification Documentation required toenroll or change elections in a benefits planas the result of a life event, to waiveparticipation in a plan, to designatedependents for coverage, or to receivereimbursement for goods or services underan FSA.

Ceiling The maximum amount of unusedpaid time off an employee can have in anaccrual plan. When an employee reachesthis maximum, he or she must use someaccrued time before any more time willaccrue.

Child/Family Support payments In Canada,these are payments withheld from anemployee’s compensation to satisfy a childor family support order from a ProvincialCourt. The employer is responsible forwithholding and remitting the payments tothe court named in the order.

Collective Agreement A collective agreement isa form of contract between an employer oremployer representative, for example, anemployer federation, and a bargaining unitfor example, a union or a union branch.

Communications Benefits plan informationthat is presented in some form toparticipants. Examples include apre–enrollment package, an enrollmentconfirmation statement, or a notice ofdefault enrollment.

Compensation The pay you give toemployees, including wages or salary, andbonuses. See also: Elements

Competence Any measurable behaviorrequired by an organization, job or positionthat a person may demonstrate in the workcontext. A competence can be a piece ofknowledge, a skill, an attitude or anattribute.

Competence Evaluation A method used tomeasure an employees ability to do adefined job.

Competence Profile Where you recordapplicant and employee accomplishments,for example, proficiency in a competence.

Competence Requirements Competenciesrequired by an organization, job or position.See also: Competence, Core Competencies

Competence Type A group of relatedcompetencies.

Consolidation Set A grouping of payroll runswithin the same time period for which youcan schedule reporting, costing, andpost–run processing.

Glossary – 5

Contact A person who has a relationship to anemployee that you want to record.Contacts can be dependents, relatives,partners or persons to contact in anemergency.

Contract A contract of employment is anagreement between an employer andemployee or potential employee thatdefines the fundamental legal relationshipbetween an employing organization and aperson who offers his or her services forhire. The employment contract defines theterms and conditions to which both partiesagree and those that are covered by locallaws.

Contribution An employer’s or employee’smonetary or other contribution to a benefitsplan.

Core Competencies Also known as LeadershipCompetencies or Management Competencies.The competencies required by every personto enable the enterprise to meet its goals.See also: Competence

Costable Type A feature that determines theprocessing an element receives foraccounting and costing purposes. There arefour costable types in Oracle HRMS:costed, distributed costing, fixed costing,and not costed.

Costing Recording the costs of an assignmentfor accounting or reporting purposes.Using Oracle Payroll, you can calculate andtransfer costing information to your generalledger and into systems for projectmanagement or labor distribution.

Court Order A ruling from a court thatrequires an employer to make deductionsfrom an employee’s salary for maintenancepayments or debts, and to pay the sumsdeducted to a court or local authority. Seealso: Arrestment

Cross Business Group ResponsibilitySecurity This security model uses securitygroups and enables you to link oneresponsibility to many Business Groups.

Customizable Forms Forms that your systemadministrator can modify for ease of use orsecurity purposes by means of CustomForm restrictions. The Form Customizationwindow lists the forms and their methodsof customization.

DDatabase Item An item of information in

Oracle HRMS that has specialprogramming attached, enabling OracleFastFormula to locate and retrieve it for usein formulas.

Date To and Date From These fields are usedin windows not subject to DateTrack. Theperiod you enter in these fields remainsfixed until you change the values in eitherfield. See also: DateTrack, Effective Date

DateTrack When you change your effectivedate (either to past or future), DateTrackenables you to enter information that takeseffect on your new effective date, and toreview information as of the new date. Seealso: Effective Date

Deployment Factors See: Work ChoicesDerived Factor A factor (such as age, percent

of fulltime employment, length of service,compensation level, or the number of hoursworked per period) that is used incalculations to determine ParticipationEligibility or Activity Rates for one or morebenefits.


Descriptive Flexfield A field that yourorganization can customize to captureadditional information required by yourbusiness but not otherwise tracked byOracle Applications. See also: Key Flexfield

Developer Descriptive Flexfield A flexfielddefined by your localization team to meetthe specific legislative and reporting needsof your country. See also: Extra InformationTypes

Direct Deposit The electronic transfer of anemployee’s net pay directly into theaccount(s) designated by the employee.

Distribution Monetary payments made from,or hours off from work as allowed by, acompensation or benefits plan.

EEffective Date The date for which you are

entering and viewing information. You setyour effective date in the Alter EffectiveDate window. See also: DateTrack

EIT See: Extra Information TypeElements Components in the calculation of

employee pay. Each element represents acompensation or benefit type, such assalary, wages, stock purchase plans, andpension contributions.

Element Classifications These control theorder in which elements are processed andthe balances they feed. Primary elementclassifications and some secondaryclassifications are predefined by OraclePayroll. Other secondary classifications canbe created by users.

Element Entry The record controlling anemployee’s receipt of an element, includingthe period of time for which the employeereceives the element and its value. See also:Recurring Elements, Nonrecurring Elements

Element Link The association of an element toone or more components of an employeeassignment. The link establishes employeeeligibility for that element. Employeeswhose assignment components match thecomponents of the link are eligible for theelement. See also: Standard Link

Element Set A group of elements that youdefine to process in a payroll run, or tocontrol access to compensation informationfrom a customized form, or for distributingcosts.

Employee Histories An SSHR function for anemployee to view their, Training History, Job Application History, EmploymentHistory, Absence History, or Salary History.A manager can also use this function toview information on their direct reports.

Employment Category A component of theemployee assignment. Four categories aredefined: Full Time – Regular, Full Time –Temporary, Part Time – Regular, and PartTime – Temporary.

Employment Insurance (EI) Benefit plan runby the federal government to which themajority of Canadian employers andemployees must contribute.

Employment Insurance Rate In Canada, this isthe rate at which the employer contributesto the EI fund. The rate is expressed as apercentage of the employee’s contribution.If the employer maintains an approvedwage loss replacement program, they canreduce their share of EI premiums byobtaining a reduced contribution rate.Employers would remit payroll deductionsunder a different employer account numberfor employees covered by the plan.

Glossary – 7

Employment Equity Occupational Groups(EEOG) In Canada, the Employment EquityOccupational Groups (EEOG) consist of 14classifications of work used in theEmployment Equity Report. The EEOGswere derived from the NationalOccupational Classification system.

Enroll in a Class An SSHR function whichenables an employee to search and enroll inan internally published class. An employeecan also use this function to maintain theircompetencies.

Enrollment Action Type Any action requiredto complete enrollment or de–enrollment ina benefit.

ESS Employee Self Service. A predefinedSSHR responsibility.

Event An activity such as a training day,review, or meeting, for employees orapplicants.

Expected Week of Confinement (EWC) Inthe UK, this is the week in which anemployee’s baby is due. The Sunday of theexpected week of confinement is used inthe calculations for Statutory Maternity Pay(SMP).

Extra Information Type (EIT) A type ofdeveloper descriptive flexfield that enablesyou to create an unlimited number ofinformation types for six key areas inOracle HRMS. Localization teams may alsopredefine some EITs to meet the specificlegislative requirements of your country.See also: Developer Descriptive Flexfield

FField A view or entry area in a window where

you enter, view, update, or deleteinformation. See also: Block, Region

Flex Credit A unit of ”purchasing power” in aflexible benefits program. An employeeuses flex credits, typically expressed inmonetary terms, to ”purchase” benefitsplans and/or levels of coverage withinthese plans.

Flexible Benefits Program A benefitsprogram that offers employees choicesamong benefits plans and/or levels ofcoverage. Typically, employees are given acertain amount of flex credits or moneyswith which to ”purchase” these benefitsplans and/or coverage levels.

Flexible Spending Account (FSA) Under USInternal Revenue Code Section 125,employees can set aside money on a pretaxbasis to pay for eligible unreimbursedhealth and dependent care expenses.Annual monetary limits and use–it–or–loseit provisions exist. Accounts are subject toannual maximums and forfeiture rules.

Form A predefined grouping of functions,called from a menu and displayed, ifnecessary, on several windows. Formshave blocks, regions and fields as theircomponents. See also: Block, Region, Field

GGlobal Value A value you define for any

formula to use. Global values can be dates,numbers or text.

Goods or Service Type A list of goods orservices a benefit plan sponsor hasapproved for reimbursement.

Grade A component of an employee’sassignment that defines their level and canbe used to control the value of their salaryand other compensation elements.


Grade Comparatio A comparison of theamount of compensation an employeereceives with the mid–point of the validvalues defined for his or her grade.

Grade Rate A value or range of valuesdefined as valid for a given grade. Usedfor validating employee compensationentries.

Grade Scale A sequence of steps valid for agrade, where each step corresponds to onepoint on a pay scale. You can place eachemployee on a point of their grade scaleand automatically increment all placementseach year, or as required. See also: Pay Scale

Grade Step An increment on a grade scale.Each grade step corresponds to one pointon a pay scale. See also: Grade Scale

Grandfathered A term used in BenefitsAdministration. A person’s benefits aresaid to be grandfathered when a planchanges but they retain the benefitsaccrued.

Group A component that you define, usingthe People Group key flexfield, to assignemployees to special groups such aspension plans or unions. You can usegroups to determine employees’ eligibilityfor certain elements, and to regulate accessto payrolls.

HHierarchy An organization or position

structure showing reporting lines or otherrelationships. You can use hierarchies forreporting and for controlling access toOracle HRMS information.

I

Imputed Income Certain forms of indirectcompensation that US Internal RevenueService Section 79 defines as fringe benefitsand taxes the recipient accordingly.Examples include employer payment ofgroup term life insurance premiums over acertain monetary amount, personal use of acompany car, and other non–cash awards.

Initiator In SSHR a person who starts a 360Degree appraisal (Employee or Self) on anindividual. An initiator and the appraiseeare the only people who can see allappraisal information.

Input Values Values you define to holdinformation about elements. In OraclePayroll, input values are processed byformulas to calculate the element’s runresult. You can define up to fifteen inputvalues for an element.

Instructions An SSHR user assistancecomponent displayed on a web page todescribe page functionality.

KKey Flexfield A flexible data field made up of

segments. Each segment has a name youdefine and a set of valid values you specify.Used as the key to uniquely identify anentity, such as jobs, positions, grades, costcodes, and employee groups. See also:Descriptive Flexfield

Glossary – 9

Leaver’s Statement In the UK, this Recordsdetails of Statutory Sick Pay (SSP) paidduring a previous employment (issued asform SSP1L) which is used to calculate anew employee’s entitlement to SSP. If anew employee falls sick, and the last datethat SSP was paid for under the previousemployment is less than eight calendarweeks before the first day of the PIW forthe current sickness, the maximum liabilityfor SSP is reduced by the number of weeksof SSP shown on the statement.

Life Event A significant change in a person’slife that results in a change in eligibility orineligibility for a benefit.

Life Event Collision A situation in which theimpacts from multiple life events onparticipation eligibility, enrollability, level ofcoverage or activity rates conflict with eachother.

Life Event Enrollment A benefits planenrollment that is prompted by a life eventoccurring at any time during the plan year.

Linking Interval In the UK, this is the numberof days that separate two periods ofincapacity for work. If a period ofincapacity for work (PIW) is separated froma previous PIW by less than the linkinginterval, they are treated as one PIWaccording to the legislation for entitlementto Statutory Sick Pay (SSP). An employeecan only receive SSP for the maximumnumber of weeks defined in the legislationfor one PIW.

Linked PIWs In the UK, these are linkedperiods of incapacity for work that aretreated as one to calculate an employee’sentitlement to Statutory Sick Pay (SSP). Aperiod of incapacity for work (PIW) links toan earlier PIW if it is separated by less thanthe linking interval. A linked PIW can beup to three years long.

LMSS Line Manager Self Service. Apredefined SSHR responsibility.

Lookup Types Categories of information,such as nationality, address type and taxtype, that have a limited list of valid values.You can define your own Lookup Types,and you can add values to some predefinedLookup Types.

Lower Earnings Limit (LEL) In the UK, this isthe minimum average weekly amount anemployee must earn to pay NationalInsurance contributions. Employees whodo not earn enough to pay NationalInsurance cannot receive Statutory Sick Pay(SSP) or Statutory Maternity Pay (SMP).

MManager–Employee Appraisal Part of the

SSHR Appraisal function. A managerappraisal of an employee. However, anappraising manager does not have to be amanager.

Maternity Pay Period In the UK, this is theperiod for which Statutory Maternity Pay(SMP) is paid. It may start at any time fromthe start of the 11th week before theexpected week of confinement and cancontinue for up to 18 weeks. The start dateis usually agreed with the employee, butcan start at any time up to the birth. Anemployee is not eligible to SMP for anyweek in which she works or for any otherreason for ineligibility, defined by thelegislation for SMP.

Menus You set up your own navigationmenus, to suit the needs of different users.


NNACHA National Automated Clearing House

Association. This is the US system formaking direct deposit payments toemployees.

Net Accrual Calculation The rule that defineswhich element entries add to or subtractfrom a plan’s accrual amount to give netentitlement.

Net Entitlement The amount of unused paidtime off an employee has available in anaccrual plan at any given point in time.

Nonrecurring Elements Elements that processfor one payroll period only unless youmake a new entry for an employee. Seealso: Recurring Elements

North American Industrial Classification(NAIC) code The North AmericanIndustrial Classification system (NAICs)was developed jointly by the US, Canadaand Mexico to provide comparability instatistics regarding business activity acrossNorth America. The NAIC replaces the USStandard Industrial Classification (SIC)system, and is used in the EmploymentEquity Report.

National Occupational Classification (NOC)code In Canada, the National OccupationalClassification (NOC) System wasdeveloped to best reflect the type of workperformed by employees. Occupations aregrouped in terms of particular tasks, dutiesand responsibilities. The use of thisstandardized system ensures consistency ofdata from year to year within the samecompany as well as between companies.These codes are used in the EmploymentEquity Report.

Not in Program Plan A benefit plan that youdefine outside of a program.

OOpen Enrollment A type of scheduled

enrollment in which participants can enrollin or alter elections in one or more benefitsplans.

Oracle FastFormula An Oracle tool thatallows you to write Oracle HRMS formulaswithout using a programming language.

Organization A required component ofemployee assignments. You can define asmany organizations as you want withinyour Business Group. Organizations can beinternal, such as departments, or external,such as recruitment agencies. You canstructure your organizations intoorganizational hierarchies for reportingpurposes and for system access control.

OSSWA Oracle Self Service Web Applications.OTM Oracle Training Management.

PPattern A pattern comprises a sequence of

time units that are repeated at a specifiedfrequency. Oracle SSP/SMP uses SSPqualifying patterns to determine employeesentitlement to Statutory Sick Pay (SSP).

Pattern Time Units A sequence of time unitsspecifies a repeating pattern. Each timeunit specifies a time period of hours, daysor weeks.

Pay Scale A set of progression points that canbe related to one or more rates of pay.Employee’s are placed on a particular pointon the scale according to their grade and,usually, work experience. See also: GradeScale

Glossary – 11

Payment Type There are three standardpayment types for paying employees:check, cash and direct deposit. You candefine your own payment methodscorresponding to these types.

Payroll A group of employees that OraclePayroll processes together with the sameprocessing frequency, for example, weekly,monthly or bimonthly. Within a BusinessGroup, you can set up as many payrolls asyou need.

People List An SSHR line manager utility usedto locate an employee.

Performance (within Assessment) Anexpectation of ”normal” performance of acompetence over a given period. Forexample, a person may exceed performanceexpectation in the communicationcompetence. See also: Proficiency (withinAssessment), Competence, Assessment

Period of Incapacity for Work (PIW) In theUK, this is a period of sickness that lastsfour or more days in a row, and is theminimum amount of sickness for whichStatutory Sick Pay can be paid. If a PIW isseparated by less then the linking interval, alinked PIW is formed and the two PIWs aretreated as one.

Period Type A time division in a budgetarycalendar, such as week, month, or quarter.

Person Search An SSHR function whichenables a manager to search for a person.There are two types of search, Simple andAdvanced.

Person Type There are eight system persontypes in Oracle HRMS. Seven of these arecombinations of employees, ex–employees,applicants, and ex–applicants. The eighthcategory is ’External’. You can create yourown user person types based on the eightsystem types.

Personal Tax Credits Return (TD1) A RevenueCanada form which each employee mustcomplete. Used by the employee to reducehis or her taxable income at source byclaiming eligible credits and also providespayroll with such important information ascurrent address, birth date, and SIN. Thesecredits determine the amount to withholdfrom the employee’s wages forfederal/provincial taxes.

Plan Design The functional area that allowsyou to set up your benefits programs andplans. This process involves defining therules which govern eligibility, availableoptions, pricing, plan years, third partyadministrators, tax impacts, plan assets,distribution options, required reporting,and communications.

Plan Sponsor The legal entity or businessresponsible for funding and administering abenefits plan. Generally synonymous withemployer.

Position A specific role within the BusinessGroup derived from an organization and ajob. For example, you may have a positionof Shipping Clerk associated with theorganization Shipping and the job Clerk.


Predefined Components Some elements andbalances, all primary element classificationsand some secondary classifications aredefined by Oracle Payroll to meetlegislative requirements, and are suppliedto users with the product. You cannotdelete these predefined components.

Professional Information An SSHR functionwhich allows an employee to maintain theirown professional details or a line managerto maintain their direct reports professionaldetails.

Proficiency (within Assessment) Theperceived level of expertise of a person in acompetence, in the opinion of the assessor,over a given period. For example, a personmay demonstrate the communicationcompetence at Expert level. See also:Performance (within Assessment), Competence,Assessment

Proficiency Level A system for expressing andmeasuring how a competence is exhibitedin the work context. See also: BehavioralIndicators.

Progression Point A pay scale is calibrated inprogression points, which form a sequencefor the progression of employees up the payscale. See also: Pay Scale

Provincial/Territorial Employment StandardsActs In Canada, these are laws coveringminimum wages, hours of work, overtime,child labour, maternity, vacation,public/general holidays, parental andadoption leave, etc., for employeesregulated by provincial/territoriallegislation.

Provincial Health Number In Canada, this isthe account number of the provinciallyadministered health care plan that theemployer would use to make remittances.There would be a unique number for eachof the provincially controlled plans i.e.EHT, Quebec HSF, etc.

PTO Accrual Plan A benefit in whichemployees enroll to entitle them to accrueand take paid time off. The purpose ofabsences allowed under the plan, who canenroll, how much time accrues, when thetime must be used, and other rules aredefined for the plan.

Glossary – 13

QQPP (See Canada/Quebec Pension Plan)Qualification Type An identified

qualification method of achievingproficiency in a competence, such as anaward, educational qualification, a licenseor a test. See also: Competence

Qualifying Days In the UK, these are days onwhich Statutory Sick Pay (SSP) can be paid,and the only days that count as waitingdays. Qualifying days are normally workdays, but other days may be agreed.

Qualifying Pattern See: SSP Qualifying PatternQualifying Week In the UK, this is the week

during pregnancy that is used as the basisfor the qualifying rules for StatutoryMaternity Pay (SMP). The date of thequalifying week is fifteen weeks before theexpected week of confinement and anemployee must have been continuouslyemployed for at least 26 weeks continuinginto the qualifying week to be entitled toSMP.

Quebec Business Number In Canada, this isthe employer’s account number with theMinistere du Revenu du Quebec, alsoknown as the Quebec Identificationnumber. It consists of 15 digits, the first 9identify the employer, the next 2 identifythe type of tax account involved (payroll vs.corporate tax), and the last 4 identify theparticular account for that tax.

Questionnaire An SSHR function whichrecords the results of an appraisal.

QuickPaint Report A method of reporting onemployee and applicant assignmentinformation. You can select items ofinformation, paint them on a report layout,add explanatory text, and save the reportdefinition to run whenever you want. Seealso: Assignment Set

RRates A set of values for employee grades or

progression points. For example, you candefine salary rates and overtime rates.

Rating Scale Used to describe an enterprise’scompetencies in a general way. You do nothold the proficiency level at the competencelevel. See also: Proficiency Level

Record of Employment (ROE) A HumanResources Development Canada form thatmust be completed by an employerwhenever an interruption of earningsoccurs for any employee. This form isnecessary to claim Employment Insurancebenefits.

Recruitment Activity An event or program toattract applications for employment.Newspaper advertisements, career fairsand recruitment evenings are all examplesof recruitment activities. You can groupseveral recruitment activities togetherwithin an overall activity.

Recurring Elements Elements that processregularly at a predefined frequency.Recurring element entries exist from thetime you create them until you delete them,or the employee ceases to be eligible for theelement. Recurring elements can havestandard links. See also: NonrecurringElements, Standard Link

Region A collection of logically related fieldsin a window, set apart from other fields bya rectangular box or a horizontal line acrossthe window. See also: Block, Field

Registered Pension Plan (RPP) This is apension plan that has been registered withRevenue Canada. It is a plan where fundsare set aside by an employer, an employee,or both to provide a pension to employeeswhen they retire. Employee contributionsare generally exempt from tax.


Registered Retirement Savings Plan (RRSP)This is an individual retirement savingsplan that has been registered with RevenueCanada. Usually, contributions to theRRSP, and any income earned within theRRSP, is exempt from tax.

Report Parameters Inputs you make whensubmitting a report to control the sorting,formatting, selection, and summarizing ofinformation in the report.

Report Set A group of reports and concurrentprocesses that you specify to run together.

Requisition The statement of a requirementfor a vacancy or group of vacancies.

Request Groups A list of reports andprocesses that can be submitted by holdersof a particular responsibility. See also:Responsibility

Residual The amount of unused paid time offentitlement an employee loses at the end ofan accrual term. Typically employees cancarry over unused time, up to a maximum,but they lose any residual time that exceedsthis limit. See also: Carry Over

Responsibility A level of authority in anapplication. Each responsibility lets youaccess a specific set of Oracle Applicationsforms, menus, reports, and data to fulfillyour business role. Several users can sharea responsibility, and a single user can havemultiple responsibilities. See also: SecurityProfile, User Profile Options, Request Groups,Security Groups

Retry Method of correcting a payroll run orother process before any post–runprocessing takes place. The original runresults are deleted and the process is runagain.

Revenue Canada Department of theGovernment of Canada which, amongstother responsibilities, administers,adjudicates, and receives remittances for alltaxation in Canada including income tax,Employment Insurance premiums, CanadaPension Plan contributions, and the Goodsand Services Tax (legislation is currentlyproposed to revise the name to the CanadaCustoms and Revenue Agency). In theprovince of Quebec the equivalent is theMinistere du Revenu du Quebec.

Reviewer (SSHR) A person invited by anappraising manager to add reviewcomments to an appraisal.

Reversal Method of correcting payroll runs orQuickPay runs after post–run processinghas taken place. The system replacespositive run result values with negativeones, and negative run result values withpositive ones. Both old and new valuesremain on the database.

Rollback Method of removing a payroll runor other process before any post–runprocessing takes place. All assignmentsand run results are deleted.

SSearch by Date An SSHR sub–function used

to search for a Person by Hire date,Application date, Job posting date or searchby a Training event date.

Salary Basis The period of time for which anemployee’s salary is quoted, such as hourlyor annually. Defines a group of employeesassigned to the same salary basis andreceiving the same salary element.

Glossary – 15

Scheduled Enrollment A benefits planenrollment that takes place during apredefined enrollment period, such as anopen enrollment. Scheduled enrollmentscan be administrative, open, orunrestricted.

Security Group Security groups enable HRMSusers to partition data by Business Group.Only used for Cross Business GroupResponsibility security. See also:Responsibility, Security Profile, User ProfileOptions

Security Profile Security profiles controlaccess to organizations, positions andemployee and applicant records within theBusiness Group. System administrators usethem in defining users’ responsibilities. Seealso: Responsibility

Self Appraisal Part of the SSHR Appraisalfunction. This is an appraisal undertaken byan employee to rate their own performanceand competencies.

SMP See: Statutory Maternity Pay Social Insurance Number (SIN) A unique

number provided by Human ResourcesDevelopment Canada (HRDC) to eachperson commencing employment inCanada. The number consists of 9 digits inthe following format (###–###–###).

Source Deductions Return (TP 1015.3) AMinistere du Revenu du Quebec formwhich each employee must complete. Thisform is used by the employee to reduce hisor her taxable income at source by claimingeligible credits and also provides payrollwith such important information as currentaddress, birth date, and SIN. These creditsdetermine the amount of provincial tax towithhold from the employee’s wages.

Special Information Types Categories ofpersonal information, such as skills, thatyou define in the Personal Analysis keyflexfield.

SSHR Oracle Self–Service Human Resources.An HR management system using anintranet and web browser to deliverfunctionality to employees and theirmanagers.

SSP See: Statutory Sick Pay SSP Qualifying Pattern In the UK, an SSP

qualifying pattern is a series of qualifyingdays that may be repeated weekly, monthlyor some other frequency. Each week in apattern must include at least one qualifyingday. Qualifying days are the only days forwhich Statutory Sick Pay (SSP) can be paid,and you define SSP qualifying patterns forall the employees in your organization sothat their entitlement to SSP can becalculated.

Standard Link Recurring elements withstandard links have their element entriesautomatically created for all employeeswhose assignment components match thelink. See also: Element Link, RecurringElements

Statement of Commissions and Expenses forSource Deduction Purposes (TP1015.R.13.1) A Ministere du Revenu duQuebec form which allows an employeewho is paid partly or entirely bycommissions to pay a constant percentageof income tax based on his or her estimatedcommissions for the year, less allowablebusiness expenses.


Statement of Remuneration and Expenses(TD1X) In Canada, the Statement ofRemuneration and Expenses allows anemployee who is paid partly or entirely bycommission to pay a constant percentage ofincome tax, based on his or her estimatedincome for the year, less business-relatedexpenses.

Statutory Maternity Pay In the UK, you payStatutory Maternity Pay (SMP) to femaleemployees who take time off work to havea baby, providing they meet the statutoryrequirements set out in the legislation forSMP.

Standard HRMS Security The standardsecurity model. Using this security modelyou must log on as a different user to see adifferent Business Group. See: MultipleResponsibility Security

Statutory Sick Pay In the UK, you payStatutory Sick Pay (SSP) to employees whoare off work for four or more days becausethey are sick, providing they meet thestatutory requirements set out in thelegislation for SSP.

Succession Planning An SSHR function whichenables a manager to prepare a successionplan.

Suitability Matching An SSHR function whichenables a manager to compare and rank apersons competencies.

TTabbed Regions Parts of a window that

appear in a stack so that only one is visibleat any time. You click on the tab of therequired region to bring it to the top of thestack.

Task Flows A sequence of windows linked bybuttons to take you through the stepsrequired to complete a task, such as hiring anew recruit. System administrators cancreate task flows to meet the needs ofgroups of users.

Terminating Employees You terminate anemployee when he or she leaves yourorganization. Information about theemployee remains on the system but allcurrent assignments are ended.

Termination Rule Specifies when entries of anelement should close down for an employeewho leaves your enterprise. You can definethat entries end on the employee’s actualtermination date or remain open until afinal processing date.

Tips An SSHR user assistance component thatprovides information about a field.

UUser Assistance Components SSHR online

help comprising tips and instructions.User Balances Users can create, update and

delete their own balances, includingdimensions and balance feeds. See also:Balances

User Profile Options Features that allowsystem administrators and users to tailorOracle HRMS to their exact requirements.See also: Responsibility, Security Profile

Glossary – 17

VViewer (SSHR) A person with view only

access to an appraisal. An appraisingmanager or an employee in a 360 DegreeSelf appraisal can appoint view only accessto an appraisal.

WCB Account Number In Canada, this is theaccount number of the provinciallyadministered Worker’s CompensationBoard that the employer would use to makeremittances. There would be a uniquenumber for each of the provinciallycontrolled boards i.e. Workplace Safety &Insurance Board of Ontario, CSST, etc.

Waiting Days In the UK, statutory Sick Pay isnot payable for the first three qualifyingdays in period of incapacity for work(PIW), which are called waiting days. Theyare not necessarily the same as the firstthree days of sickness, as waiting days canbe carried forward from a previous PIW ifthe linking interval between the two PIWsis less than 56 days.

Work Choices Also known as WorkPreferences, Deployment Factors, or WorkFactors. These can affect a person’s capacityto be deployed within an enterprise, suchwillingness to travel or relocate. You canhold work choices at both job and positionlevel, or at person level.

Worker’s Compensation Board In Canada,this is a provincially governed legislativebody which provides benefits to employeesupon injury, disability, or death whileperforming the duties of the employer.Worker’s Compensation Board premiumsare paid entirely by the employer.

Workflow An Oracle application which usescharts to manage approval processes and inaddition is used in SSHR to configuredisplay values of sections within a webpage and instructions.

Work Structures The fundamental definitionsof organizations, jobs, positions, grades,payrolls and other employee groups withinyour enterprise that provide the frameworkfor defining the work assignments of youremployees.


Index – 1

Index

Aadd a reminder, 1 – 57add a reminder to a Workflow process, 1 – 57Adding an Offer Letter Paragraph, 1 – 77Apply for a Job, 1 – 60Apply for a Job Workflow, 1 – 17Appraisals, 1 – 60Approval Process, 1 – 3Approvers, 1 – 4

CCandidate Offer approval processes, 1 – 69Candidate Offer offer letters, 1 – 71Candidate Offer profile, 1 – 75candidate offer profile, 1 – 75Candidate Offers (SSHR), 1 – 23Candidate Offers Workflow Approvals

Process, 1 – 26Check boxes and Radio Buttons, 1 – 50Collecting information, 1 – 49Configuring a Workflow Error Process, 1 – 48Configuring approvals processes, 1 – 60Configuring Candidate Offer approval

processes, 1 – 69Configuring date of birth and national

identifier workflow attributes, 1 – 67

Configuring display values, 1 – 65Copying the original workflow item type,

1 – 53Customizing the Candidate Offer Letter

Program, 1 – 80

Ddate of birth and national identifier workflow

attributes, 1 – 67Defining , Logos, 1 – 7, 1 – 47Defining and Maintaining Generic Offer Profile

Categories, 1 – 76Defining and Maintaining Questions for an

Offer Profile, 1 – 86Defining and Modifying a New Offer Profile,

1 – 74Defining your email address, 1 – 64Deleting an Offer Letter Paragraph, 1 – 79Deleting Generic Offer Profile Categories,

1 – 90Deleting Questions from an Offer Profile,

1 – 89display Ticklers on a web page, 1 – 59Displaying Ticklers on a web page, 1 – 59

Index – 2 Implementing Oracle Self–Service (SSHR)

EEditing and locating User Assistants, 1 – 51Editing Instructions, 1 – 51Editing Tips, 1 – 51Email address, 1 – 64Embedding URL’s in Notifications, 1 – 62Employees, 1 – 4Enroll in a Class, 1 – 60Enroll in a Class approvals process, 1 – 54Enroll in a Class Workflow, 1 – 18Enrollment Statuses

Cancelled, 1 – 19FULL, 1 – 19PLACED, 1 – 19PLANNED, 1 – 19WAITLISTED, 1 – 19

FField and Radio Button Text Names, 1 – 7Functions (SSHR), 1 – 9

HHR Professionals, 1 – 4HR_APPLY _FOR_JOB_WEB, 2 – 16HR_PERSON_SEARCH, 2 – 16HR_PERSONAL_INFORMATION, 2 – 16HR_SUIT_MATCH, 2 – 16HR_VIEWS, 2 – 16HTML Forms, 1 – 49

IImplementing Oracle HRMS, setup steps, 2 – 2

to 2 – 4Including images in Tips and Instructions,

1 – 51Initializing Routing of Notifications , 1 – 62

LLine Managers, 1 – 4Locating User Assistants, 1 – 51Logo, 1 – 47

MManagerial Approval, 1 – 18Managing Future Dated Changes and the

Approvals Process, 2 – 3Messaging, 1 – 3Modifying an Offer Letter Paragraph, 1 – 78Modifying Next and Final Approvers , 1 – 62Modifying Questions for an Offer Profile,

1 – 88

NNational Address Style, 2 – 20New Offer Profile, 1 – 74Notifying Specific Approvers, 1 – 62

OOracle Self–Service Human Resources

Overview, 1 – 6Oracle Workflow, 1 – 2Oracle Workflow Attributes, Apply for a Job ,

2 – 22OTA_ENROLL_IN_CLASS, 2 – 16Overview, 1 – 6

PPER_APPRAISALS_COMMON_R, 2 – 16PER_ASSESSMENT_REGION, 2 – 16PER_CM_PROMPTS, 2 – 16PER_PARTICIPANTS_GPAPR, 2 – 16

Index – 3

PER_PARTICIPANTS_PAR, 2 – 16PER_QUESTIONNAIRES_PROMPTS, 2 – 16Personal Information, 1 – 60Professional Information, 1 – 60Pull–down Menus, 1 – 50

QQuestionnaires, 1 – 68

RReminders, 1 – 57

SScrollboxes, 1 – 50Seeded Self Service Responsibilities, 1 – 20Setting Up Apply for a Job, 1 – 32Setting Up Appraisals and Questionnaires,

1 – 30Setting up Candidate Offer offer letters, 1 – 71Setting Up Candidate Offers, 1 – 41Setting Up Employee Histories, 1 – 40Setting Up Enroll in a Class, 1 – 33Setting Up Personal and Professional

Information, 1 – 36Setting Up SSHR Searches, 1 – 38Setting Up Succession Planning, 1 – 37

Setting Up Suitability Matching, 1 – 34Setting Up the Candidate Offer background

workflow, 1 – 73Setting Up User Assistants, 1 – 35SSHR canvas, page and source file names,

1 – 42SSHR For Oracle US Federal Users, 1 – 7Supervisor Settings, 1 – 32

TText Entry Areas, 1 – 49Ticklers, 1 – 57

Configuring display on a Web page, 1 – 59Training Administrator Approval, 1 – 19

UUpdate functions

Employee, 1 – 20line manager, 1 – 21

User Assistance Components, Loading , 1 – 55User assistant table:, 1 – 42

WWindows, default navigation paths, A – 2Workflow (SSHR), 1 – 12

Index – 4 Implementing Oracle Self–Service (SSHR)

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