Management Cloud Oracle Talent€¦ · Oracle Talent Management Cloud Using Goal Management Chapter 1 Overview of Goal Management 1 1 Overview of Goal Management Overview of Goal

Oracle TalentManagement Cloud

Using Goal Management

20C

Oracle Talent Management CloudUsing Goal Management

20CPart Number F31613-03Copyright © 2011, 2020, Oracle and/or its affiliates.

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

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Contents

Preface i

1 Overview of Goal Management 1Overview of Goal Management .................................................................................................................................................. 1

Performance Goal Measurements ............................................................................................................................................. 2

FAQs for Overview of Goal Managenment ............................................................................................................................. 3

2 Talent Profiles 5Overview of Talent Profiles ......................................................................................................................................................... 5

Talent Profile Summary ............................................................................................................................................................... 6

Create and Update Profiles ......................................................................................................................................................... 7

FAQs for Create and Update Profiles ...................................................................................................................................... 16

Modify Talent Profiles ................................................................................................................................................................. 19

3 Review Periods 25Review Periods in Talent Management .................................................................................................................................. 25

4 Goal Assignment 27How You Manage Performance Goals for Your Team Members ...................................................................................... 27

How You Make Performance Goals Available to Workers .................................................................................................. 27

FAQs for Goal Assignment ....................................................................................................................................................... 29

5 Goal Management 31Manage Your Goals ..................................................................................................................................................................... 31

FAQs for Goal Management ..................................................................................................................................................... 34

Goal Actions ................................................................................................................................................................................. 35

FAQs for Goal Actions ............................................................................................................................................................... 42

6 Organization Goals 43How You Create Organization Goals ...................................................................................................................................... 43

FAQs for Organization Goals .................................................................................................................................................... 43


7 Goal Administration 45Administer Goals ........................................................................................................................................................................ 45

Approve Goals ............................................................................................................................................................................. 46

FAQ for Approve Goals ............................................................................................................................................................. 50

8 Mass Assignment of Goals 51Mass Assignment of Performance Goals ............................................................................................................................... 51

Options for Mass Assignment of Performance Goals ........................................................................................................ 52

9 Goal Plans 55Goal Plans ..................................................................................................................................................................................... 55

Primary Goal Plan ....................................................................................................................................................................... 55

How You Create Goal Plans ...................................................................................................................................................... 56

How You Assign Goal Plans ..................................................................................................................................................... 58

Add Goals to a Goal Plan ......................................................................................................................................................... 60

FAQs for Goal Plans .................................................................................................................................................................... 61

10 Goal Plan Sets 65Goal Plan Sets ............................................................................................................................................................................. 65

Guidelines for Creating Goal Plan Sets .................................................................................................................................. 65

Change the Weight of a Goal Plan in a Goal Plan Set ........................................................................................................ 67

How Effective Dates of Goal Plan Sets Are Assigned ........................................................................................................ 68

How You Resolve Conflict in Dates for Goal Plan Sets Due to Transfer .......................................................................... 68

Examples of Changing Effective Dates of Goal Plan Sets ................................................................................................. 69

11 Goal Library 71Goal Library ................................................................................................................................................................................... 71

12 Scheduled Processes for Assigning Goals 75Overview of Performance Goals Scheduled Processes ...................................................................................................... 75

Manage Performance Goals Scheduled Processes ............................................................................................................. 76

13 Eligibility Profiles for Assigning Goals 79How You Use Eligibility Profiles when Assigning Performance Goals ............................................................................. 79

FAQs for Eligibility Profiles for Assigning Goals .................................................................................................................. 80


14 Goal Integrations 81How Goal Management Works with Profiles ......................................................................................................................... 81

How Performance Documents Work with Goals ................................................................................................................. 84



Preface

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PrefaceThis preface introduces information sources that can help you use the application.

Using Oracle Applications

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Chapter 1Overview of Goal Management

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1 Overview of Goal Management

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

The Goals work area supports:

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

• Goal plans

• Goal plan sets

• Review periods

Note: Availability of these features of goal management depends on application settings defined by yourorganization.

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

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

Depending on your application settings, your role, and security privileges, you can add tasks and target out comesto your goal. Tasks are specific actions you add to a goal that a worker undertakes to achieve the goal. Goal taskshave various types, including mentoring, researching, and coaching. Target outcomes enable the linking of a goal tospecific skills or qualifications such as competencies, languages, and licenses and certifications. Use target outcomes toincrease a worker's proficiency for current or future job requirements, or to add to the worker's set of skills.

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

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



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

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

Deep LinksYou can use deep links to navigate directly to the Goal Management pages indicated in this table.

Deep Link Navigates To

Manage Goals

Manager's Goals page that shows the direct and indirect reports

My Goals

Employee Goals page

Related Topics

• How Performance Documents Work with Goals

• How Goal Management Works with Profiles

• Goal Plans

• Goal Plan Sets

• For more information on loading goals, goal plans, and goal plan sets using HCM Data Loader, see the whitepaper Loading Goal Data (Doc ID 2094398.1) on My Oracle Support

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

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

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

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

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

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

FAQs for Overview of Goal Managenment

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

The key performance goal fields are:

• Goal Name

• Description

• Success Criteria

• Start Date

• Target Completion Date

• Priority

• Category

• Weight

• Measurement Name

• Unit of Measure

• Target Type

• Target Value

• Private

What's a target outcome?Target outcomes are specific skills, competencies, or certifications added to a goal that can be achieved or acquiredby the successful completion of the goal. Target outcomes help workers improve their proficiency at their current jobs



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or develop additional qualifications to prepare them for future jobs. The availability of target outcomes for addition togoals depends on the content section access settings for your role.


Chapter 2Talent Profiles

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2 Talent Profiles

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

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

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

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

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

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

• Open the person smart navigation window from application pages

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

Pages Features for Managers and HRSpecialists

Features for Workers

Skills and Qualifications

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

• Review areas of expertise and otherqualifications for workers.

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

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

• Maintain competencies, degrees,and other accomplishments.

Career Planning

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

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

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

• Add jobs or positions to theirinterest lists.

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

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



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

Note: You must upgrade to enhanced talent profiles prior to HCM Cloud release 20B. In the enhanced talent profilefeature, the display of the person profile and talent ratings has a more engaging and responsive interface design.The new user experience enables features to be presented on both mobile and web pages. The interfaces are simple,intuitive and are written in a more conversational language. The administration enhancements provide increasedproduct performance and extensibility. The enhanced solution introduces content templates that represent thetalent content (for example, Competencies, Certificates, Skills, and Awards) required to support the Oracle TalentManagement Suite. Each content template includes unique attributes. These content templates can be used andreused to create the content sections necessary to capture talent data. The templates can be used to design bothperson and model talent profiles. Any relevant topics from this chapter have been updated and moved to My OracleSupport: Upgrading Oracle Fusion Profile Management (Doc ID 2421964.1).

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

Report SectionsThe Talent Profile report can contain a person summary and five configurable sections. This table describes thecontents of each section.

Report Section Contents

Experience

Current and previous assignments.

Talent Overview

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

Education and Qualifications

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

Career Options and Interests

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

Goals

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



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

Print Format Description

PDF

Includes a photograph of the worker and all selected graphs.

RTF

Includes a photograph of the worker and all selected graphs.

Microsoft Excel

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

HTML

Includes selected graphs but doesn't include the photograph.

Create and Update Profiles

Model ProfilesModel profiles identify the competencies, qualifications, skills, and experience required for a workforce structure, suchas a job or position. Use the Manage Model Profiles task in the Profiles work area to create a model profile.

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

Note: You must use the Job profile type to create model profiles.

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

You can associate:

• A model profile with more than one workforce structure. Associating model profiles with jobs and positionsenables you to define for the job or position the competencies, educational qualifications, and other skills thatare required.

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



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

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

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

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

• The performance document is created.

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

Related Topics

• Profile Types

• Considerations for Creating Performance Template Sections

How Jobs and Positions Work with Model ProfilesYou can associate a model profile with a job or a position. This association enables you to define the work requirementsand the required competencies, degrees, and other skills for the job or position. This association also enables you tocompare profiles and use the best-fit analysis for tasks such as finding the worker best-suited for a job or for helpingworkers identify their next career moves.

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This figure illustrates the information that is contained in a model profile versus that contained in a job.

Job: Senior Network AnalystJob Profile: Senior Network Analyst

Competencies:Problem Solving

Planning and OrganizingResults Orientation

Coaching

Status: Active

Full Time or Part Time: Full Time

Regular or Temporary: Regular

Management Level: None

Languages:EnglishSpanish

Degrees:Master of Business

AdministrationMaster of Information

Technology

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

Editing a ProfileYou can associate a model profile with multiple jobs and positions. Use the Manage Model Profiles task in the Profileswork area to:

• Create or edit model profiles by using the Job profile type

• Associate model profiles with jobs and positions

• Remove associations between a model profile and jobs or positions

Related Topics

• Considerations for Using Jobs and Positions

• Comparing Items

• Examples of Best-Fit Analysis

• Profile Types


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Create Job ProfilesYou can associate a job profile with a job to define the work requirements and the required competencies, degrees, andother skills for the job. Using this association, you can compare job profiles and use the best-fit analysis to:

• Find the worker best-suited for a job.

• Help workers identify their next career moves.

You must use the Job profile type to create profiles for jobs. To create a job profile:

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

Fields Description

CodeEnter a unique code for the profile.

NameEnter a unique name for the profile.

DescriptionEnter a description for the profile.

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

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

time, you can associate only one active profile with a job. If multiple profiles exists for a job, ensure that theirdates in the Effective Start Date and Effective End Date fields don't overlap.

13. Optional: In the Effective End Date field, enter the date until when you want to associate the profile with thejob.

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

Related Topics

• Profile Types

• Content Types

• Content Section Properties

• Best-Fit Analysis







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Create Position ProfilesYou can associate a position profile with position to define the work requirements and the required competencies,degrees, and other skills for the position. Using this association, you can compare position profiles and use the best-fitanalysis to:

• Find the worker best-suited for a position.

• Help workers identify their next career moves.

You must use the Job profile type to create profiles for positions. To create a position profile:

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

Fields Description

CodeEnter a unique code for the profile.

NameEnter a unique name for the profile.

DescriptionEnter a description for the profile.

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

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

At a time, you can associate only one active profile with a position. If multiple profiles exists for a position,ensure that their dates in the Effective Start Date and Effective End Date fields don't overlap.

13. Optional: In the Effective End Date field, enter the date until when you want to associate the profile with theposition.

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

Related Topics

• Profile Types

• Content Types

• Content Section Properties

• Best-Fit Analysis




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

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

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

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

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

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

When the Autocreate Person Profiles check box is selected:

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

• The person profile added for a pending worker is activated on the effective hire date for an employee or theeffective placement date for a contingent worker.

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

Related Topics

• Person Records

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

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

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

Tip: Alternatively, use the Manage Talent Profile task in the Person Management work area to opena person's Skills and Qualifications page.

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

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

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

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

The following tools support upload of talent profile data:

• Oracle ADF Desktop Integration (ADFdi) workbook (only for Classic Talent Profiles).

• Oracle Fusion HCM Data Loader (for Classic Talent Profiles and Enhanced Talent Profiles).

• Oracle Fusion HCM Spreadsheet Data Loader (for Classic Talent Profiles and Enhanced Talent Profiles).

Note: The tools available to you for uploading talent profile data depend on the setting of the HCM Data LoaderScope parameter. The ADFdi workbook isn't affected by the HCM Data Loader Scope parameter. You can continueto upload competencies using the ADFdi workbook regardless of the parameter setting. The ADFdi workbook is onlyavailable for classic Talent Profiles. To load content items in Enhanced Talent Profiles, use HCM Data Loader or theHCM Spreadsheet Data Loader.

For more information about:

• Uploading content items using an ADFdi workbook, see Uploading Competencies and Content Items into OracleFusion Profile Management (1453118.1) on My Oracle Support at https://support.oracle.com.

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



14

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

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

Uploading Tool Talent Profile Data Type Actions

ADFdi workbook

• Content item (only Competency) • Create• Update

HCM Data Loader

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

Job)• Talent profile content item• Talent profile content item

relationship

• Create• Update• Delete

HCM Spreadsheet Data Loader

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

Job)• Talent profile content item• Talent profile content item

relationship

• Create• Update

Related Topics

• Guidelines for Using Desktop Integrated Excel Workbooks

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

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

Talent Ratings Description

Talent score

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

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Talent Ratings Description

Performance rating

Evaluate an item, section, or overall performance document.

Potential level

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

Potential score

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

N box cell assignment

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

Advancement readiness

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

Risk of loss

Evaluate the likelihood of a person leaving the company.

Impact of loss

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

Proficiency

Evaluate a person's skill level for a competency.

Behavior ratings

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

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

Talent Ratings Can Be Updated onthe Career Planningpage?

Can Be Updated inTalent Review?

Can Be Updatedin PerformanceManagement?

Can Be Updatedin SuccessionManagement?

Talent score

Yes

Yes

No

No

Performance rating

Yes

Yes

Yes

No

Potential level

Yes

Yes

No

No

Potential score

Yes

Yes

No

No

N box cell assignment

No

Yes

No

No

Advancementreadiness

Yes

No

No

No



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Talent Ratings Can Be Updated onthe Career Planningpage?

Can Be Updated inTalent Review?

Can Be Updatedin PerformanceManagement?

Can Be Updatedin SuccessionManagement?

Risk of loss

Yes

Yes

No

Yes

Impact of loss

Yes

Yes

No

Yes

Proficiency

Yes

No

Yes

No

Note: You can update Behavior ratings under Competencies on the Edit Skills and Qualifications page for a person.

When you update talent ratings:

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

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

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

Related Topics• How You Configure Performance Ratings in Compensation• Rating Models

FAQs for Create and Update Profiles

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

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

Related Topics• Profile Types• Content Types• Content Section Properties

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

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

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

Related Topics• Best-Fit Analysis• Career Development Work Area

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

Career statements are for informational purposes only.

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

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

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

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

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

• Open the person smart navigation window from application pages

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

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

If you're preparing for a talent review meeting and you update talent ratings, then the changes are reflected on thePrepare Content Review page. When the talent review meeting concludes, the application automatically updatesworkers' Career Planning page with the final ratings for talent score, performance rating, potential level, risk of loss, andimpact of loss. With the exception of the risk and impact of loss, all ratings from the talent review meeting are assigneda unique instance qualifier. The instance qualifier identifies them as those that resulted from the talent review meeting.If you then update these ratings on the Career Planning page, the talent review ratings remain in the database, but youcan see your updates on the Career Planning page instead of the talent review ratings. You open the Career Planningpage of a worker in the worker's person spotlight.

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

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

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

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



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Can I edit skills and qualification data of a person's profile?Yes. Depending on the content section access settings for your role, you can view and edit any of the predefined orcustom content of a worker's profile.

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

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

To hide an attribute on the person profile:

1. Click Manage Profile Types on the Tasks tab in the Profiles work area.2. Search for the Person profile type and select the row for the profile type in the Search Results section.3. Click Edit in the Search Results section to open the Edit Profile Type page.4. On the Content Sections tab, select the content section that includes the attribute you want to hide.5. In the Content Sections region, click the selected content section link to open the Content Section page.6. In the Content Properties section, select None as the Display value for the attribute you want to hide.

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

Note: You can hide predefined attributes, but you can't delete them.

To delete an attribute that isn't a predefined attribute from the person profile:

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

Modify Talent Profiles



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

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

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

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

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

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

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

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

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

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

Related Topics

• Create and Activate Classic Sandboxes

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

PrerequisitesActivate a sandbox.

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

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

1. Sign in as a user who has the privilege to access the Team Talent page.2. Select Navigator > My Team > Team Talent. The Team Talent page appears in the grid view.

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

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

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

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

Tip: By default, the Dock pane is collapsed in the bottom position. To see the source content, you can dragthe page divider to the top.

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

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

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

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

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

Assignment.



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

Talent page. For Talent Score, you can enter values for the Key and Display Value fields as shown in thefollowing table.

Field Example

KeyTS1

Display ValueTalent Score

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

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

g. In the source tree, select the outputText node below the outputText: Talent Score node.h. Repeat steps 7.2 through 7.6 to enter the #{row.TalentScore} expression for the talent score rating.

8. Click Close to close Page Composer.9. Publish your sandbox to make your changes available to users who are line managers.

Related Topics


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

PrerequisitesActivate a sandbox.




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

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

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

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

Tip: By default, the Dock pane is collapsed in the bottom position. To see the source content, you can dragthe page divider to the top.

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

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

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

panelLabelAndMessage:Talent Score.13. Click Edit. The Component Properties: Talent Score dialog box appears.14. On the Display Options tab, select the Visible check box and click Apply.15. Click OK to close the dialog box.16. Click Close to close Page Composer.17. Publish your sandbox to make your changes available to users who are line managers.

Related Topics





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Chapter 3Review Periods

25

3 Review Periods

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

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

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

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

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

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

These considerations apply for review periods:

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

• Each review period must have a unique name.

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

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

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

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

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

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

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

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


Chapter 3Review Periods

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

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

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

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

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

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

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

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

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

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

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

• Active and not private development goals

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

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

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

Related Topics

• Goal Plans

• Goal Plan Sets


• Guidelines for Setting Up Performance Document Periods

• Check-In Template Options

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Chapter 4Goal Assignment

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4 Goal Assignment

How You Manage Performance Goals for Your TeamMembersYou can manage performance goals for your team members and assign goals to them.To add performance goals as a manager, use the Goals and Performance Overview page. Go to My Team >Performance Overview.

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

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

As a manager, you can do these tasks:

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

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

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

• Align the goals of your reports to other goals.

• Approve goals submitted by direct reports.

• Cancel or delete goals for your reports.

Note: You can also cancel or delete goals assigned by HR specialists if this has been enabled in thegoal plan. When you cancel or delete a goal assigned by an HR specialist, both the HR specialist and theemployee whose goal was canceled or deleted receive notifications if the appropriate notifications havebeen enabled.

• Share your performance goals with your team members or others.

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

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

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

• Track measurements added to goals for your reports.

Related Topics

• Person Spotlight

• How You Share Performance Goals

• Goal Notifications


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

Managers can allocate goals to workers in these ways:

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

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

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

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

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

HR specialists can allocate goals to workers in these ways:

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

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

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

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

Role Description

Managers

Managers can assign their own goals, add new ones, or use existing goals from the goal library.They can assign goals to all their direct reports or a specific direct report. When managers assign their own goals to workers, the workers' goals are alignedautomatically to the manager's goal. Managers can cascade goals using goal assignment. Senior managers can assign their goalto other managers who report to them. The line managers can in turn assign the goals totheir direct reports. They can assign the goals exactly as they're, or change them to fit thepopulation to which they're assigning the goals.

HR specialists

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

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

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



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Share Goals with OrganizationGoal administrators or organization owners can share their goals and make them available for workers in their hierarchy.These goals are labeled as Organization Goal in the Goals page. The people who report to the person sharing the goalcan see the goal in the Goals Shared with Me section of their goal page. The organization goals are grouped under thesub-heading Organization Goals in this section. The workers can add these organization goals to their own goals.

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

Related Topics

• How You Share Performance Goals

• Performance Goals Alignment

• Person Spotlight


FAQs for Goal Assignment

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

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




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Chapter 5Goal Management

31

5 Goal Management

Manage Your Goals

How You Manage Your Performance GoalsYou manage your performance goals on your Goals page. To open this page, go to Me > Career and Performance >Goals. You can also mark performance goals that you create as private. Private goals aren't visible to others.

Manage Your GoalsYou can manage performance goals in these ways:

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

• Update your person profile by adding target outcomes to goals, if this is enabled.

• Add and update tasks to provide specific actions that determine how you can achieve your goals.

• Share your performance goals with others.

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

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

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

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

• Add measurements to goals provided measurements are enabled.

• Cancel or delete goals assigned by HR specialists if this option has been enabled in the goal plan.

Notifications GeneratedIf enabled, notifications are generated when you perform actions on performance goals.

This table lists the notifications that your administrator must enable for notifications to be sent for various actions thatyou perform on performance goals.

Notification to Enable Action Who Receives the Notification

Worker shares a goal

Share your performance goal.

Employees with who you share your goalsand their managers

Worker updates a completed goal

Edit a completed goal.

Your managers



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Notification to Enable Action Who Receives the Notification

Worker cancels a goal assigned by HR

Cancel a performance goal that wasassigned to you by your HR specialist.

The HR specialist who assigned the goal

Worker deletes a goal assigned by HR

Delete a performance goal that wasassigned to you by your HR specialist.

The HR specialist who assigned the goal

Related Topics• Overview of Goal Management• How You Make Performance Goals Available to Workers• Goal Notifications

Manage Your GoalsWatch video

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

The following table summarizes key decisions for this scenario.

Decisions to Consider This Example

Which review period is associated with my goals?

2020 Annual Cycle

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

2020 Performance Goals

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

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

Is drill-down mode enabled?

Yes

Summary of the TasksDo these tasks to manage your goals:

1. View your goals2. Edit details of an existing goal

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3. View the goal alignment details4. Share the goal

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

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

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

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

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

Field Value

CategoryCustomer satisfaction

LevelTarget

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

3. Click Save to save changes to the goal.

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

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

that are aligned to this goal.

Share Your GoalsYou can share your goals.

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

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

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

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

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



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

Related Topics

• Overview of Goal Management

FAQs for Goal Management

What happens if I add a goal to my own goals from theorganization or shared performance goals?Performance goals that you add from the organization, your manager, or a colleague's, goals are automatically alignedto the added goal. If the goal creator configures the goal to allow updates, you can edit some attributes of the goal tomake it fit your situation. You can select the start and end dates for the goal.

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

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

Can I delete performance goals?You can delete performance goals that you created if they aren't included in any performance or check-in documents.

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



35

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

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

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

Goal Actions

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

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

Goal alignment provides the flexibility to:

• Align goals automatically.

• Modify supporting goals.

• Remove alignment.



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

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

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

Removing AlignmentManagers, workers, and HR specialists can remove alignment from one goal to another. Deleting a goal that's aligned toanother goal removes the alignment between the goals. The goal that isn't deleted isn't affected, and you can align theremaining goal to another goal. If you cancel an organization goal, its alignment to other goals is also removed.

Related Topics

• How You Create Organization Goals

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

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

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

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

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

Shared AttributesThe following attributes of the original goal are shared with the recipient:

• Goal name

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

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

• Target outcome attributes including name, description, and source

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



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Note: Profile options determine if you can add target outcomes and tasks to a goal. You set up profile options inthe Setup and Maintenance work area. Goal plan settings determine which key goal fields of an added goal you canchange. When you share a goal, you can decide further whether to share tasks, if enabled.

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

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

Related Topics• How You Make Performance Goals Available to Workers• Goal Plans• Goal Management Profile Options

How Goal Management Settings Control Goal ActionsThe settings you specify when you create a goal or a goal plan determine if managers or employees can access thegoals or goal plans and the actions they can perform.

Goal Management SettingsThis table lists the different settings and describes their impact.

Setting Where You Set Type Who Sets This When is theSetting Specified

Impact

Allow Updates toGoals By

Goal Plan A list with these

options:

• HRspecialist

• HRspecialistandmanager

• HRspecialist,managerand worker

HR specialist

When creating orediting a goal plan

This controls whocan update thegoals in the goalplan.

Actions forWorkers andManagers on HR-Assigned Goals

Goal Plan A list with these

options:

• Cancel anddelete

HR specialist

When creating orediting a goal plan

This determinesif managers andemployees cancancel or deletegoals that have

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38


Impact

• Cancel only• Delete only

been assigned byHR specialists.

Note: Thissetting isenabledonly if thevalue ofthe AllowUpdatesto GoalsBy settingis HRspecialist,managerandworker.

Allow workerto update keyattributes

Goal

A check box whichcan be enabled ordisabled.

• HRspecialist

• Manager

When assigning agoal

This determinesif the employeeswho are assignedthe goal canupdate the keyattributes of thegoal or not.

If you clear thecheck box, theemployees whoare assigned thegoal can updateonly non-keyattributes suchas status anddescription.

Note: You canselect thischeck boxonly if thevalue ofthe AllowUpdatesto GoalsBy settingis HRspecialist,managerandworker.



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Impact

Source

Goal A system

generated valuewhich can be oneof these:

• HRspecialist

• Manager• HR

specialistandmanager

• Worker

System The values are

set based onwho created orassigned the goal.

• HRspecialist:Whenan HRspecialistassigns agoal to anemployee

• Manager:When amanagerassigns agoal to anemployee

• HRspecialistandmanager:When auser who'sboth themanagerand HRspecialistassigns agoal to anemployee

• Worker:Whenemployeescreate agoal forthemselves

• If a goal'ssourceis HRspecialist,then any HRspecialistwho hasaccess tothe goal candelete orcancel thegoal.

• If the goalsource isManager,thenonly themanagerwhoassignedthe goaland the HRspecialistsof theemployeewho wasassignedthe goal candelete orcancel it.

• If the goalsourceis HRspecialistandmanager,then theuser who'sboth themanagerand HRspecialistwhoassignedthe goaland the HRspecialistsof theemployeewho wasassignedthe goal candelete orcancel it.

• If the goalsource isWorker,thenonly the



40


Impact

employeeswho createdthe goal ortheir HRspecialistscan deleteor cancel it.

How Goal Management Settings Work TogetherThis table describes the impact for different combinations of the Allow Updates to Goals By and Allow worker toupdate key attributes Goal Management settings.

Allow Updates to Goals ByGoal Plan Setting

Allow worker to update keyattributes Goal Setting

What Managers Can Do What Employees Can Do

HR specialist

No

• Can't add goals• Can't update goals


HR specialist and manager

No

• Can add goals to a teammember's goal plan

• Can update goals in ateam member's goalplan


HR specialist, manager andworker

No

Note: Managers can updatethis setting only for goalsassigned to a team memberby the manager or HRspecialists.



• Can update onlyprogress attributes forassigned goals

• Can add and updateown goals without anyrestrictions

HR specialist, manager andworker

Yes

Note: Managers can updatethis setting only for goalsassigned to a team memberby the manager or HRspecialists.



• Can update assignedgoals without anyrestrictions

• Can add and updateown goals without anyrestrictions

Related Topics

• What's a key performance goal field



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Validations for Goal ActionsYou may have noticed that some goal actions are disabled for the goals you select in a goal plan. The applicationperforms validations that determine whether certain goal actions are disabled. If any of these validations fail, then thegoal actions are disabled.

When Edit Weight Goal Action is EnabledEnabling the Edit Weight action for performance goals doesn’t depend on the goal selected. It depends on the valueof the Enable inline weight update profile option. If the value of this profile option is No, then you can select the EditWeight action. Also note that this action is disabled for goal plans that are pending approval except for these cases:

• The approver sends the goal plan back to the employee with a request for more information.

• The current approver edits the goal plan when approving the plan.

When Other Goal Actions Are EnabledThis table shows when goal actions are enabled and when they're disabled. The first column in the table lists the goalactions. The other columns indicate if the action is enabled or not for various use cases.

Note: The goal action is disabled even if the validation fails for a single use case. For example, if the user isan HR specialist but the goal is added to a performance document, then the delete action is disabled.

Action Goaladdedto aPerformanceorCheck-InDocument

Userisn’taGoalOwner

Useris HRSpecialist

SelectedGoalisCanceled

SelectedGoalisComplete

Non-ZeroWeightGoalwithWeightValidationEnabled

NewGoalinDraftApprovalsState

UpdatedGoalinDraftApprovalsState

DeletedGoalinDraftApprovalsState

CanceledGoalinDraftApprovalsState

PrivateGoal

OrganizationGoal

Delete

Disabled

Disabled

Enabled

Enabled

Disabled

Disabled

Disabled

Enabled

Disabled

Enabled

Enabled

Enabled

Cancel

Disabled

Disabled

Enabled

Disabled

Disabled

Disabled

Disabled

Enabled

Disabled

Disabled

Enabled

Enabled

Move

Enabled

Enabled

Enabled

Disabled

Disabled

Disabled

Disabled

Enabled

Disabled

Enabled

Enabled

Enabled

Copy

Enabled

Enabled

Enabled

Disabled

Enabled

Enabled

Disabled

Disabled

Disabled

Disabled

Enabled

Enabled

Extend

Enabled

Enabled

Enabled

Disabled

Disabled

Enabled

Disabled

Enabled

Disabled

Enabled

Enabled

Enabled

Share

Enabled

Enabled

Enabled

Disabled

Enabled

Enabled

Enabled

Enabled

Disabled

Enabled

Disabled

Disabled

Align Enabled Enabled Enabled Disabled Disabled Enabled Enabled Enabled Disabled Enabled Disabled Enabled



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Action Goaladdedto aPerformanceorCheck-InDocument

Userisn’taGoalOwner

Useris HRSpecialist

SelectedGoalisCanceled

SelectedGoalisComplete

Non-ZeroWeightGoalwithWeightValidationEnabled

NewGoalinDraftApprovalsState

UpdatedGoalinDraftApprovalsState

DeletedGoalinDraftApprovalsState

CanceledGoalinDraftApprovalsState

PrivateGoal

OrganizationGoal

Assign

Enabled

Enabled

Disabled

Disabled

Enabled

Enabled

Disabled

Disabled

Disabled

Disabled

Disabled

Enabled

Print

Enabled

Enabled

Enabled

Enabled

Enabled

Enabled

Enabled

Enabled

Enabled

Enabled

Enabled

Enabled

Also remember that all goal actions are disabled for these use cases:

• An employee selects a goal in a goal plan that can be updated only by an HR specialist or manager.

• A manager selects a goal in a goal plan that can be updated only by an HR specialist.

• Approvals are pending for the goal plan.

• No goals are selected in the goal plan.

FAQs for Goal Actions

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

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


Chapter 6Organization Goals

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6 Organization Goals

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

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

• Your administrator must have enabled the HRG_ENABLE_ORGANIZATION_GOAL profile option.

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

To create an organization goal, you create a goal in your Goals page, and then select the Share this goal with yourorganization check box.

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

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

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

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

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

FAQs for Organization Goals

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


Chapter 6Organization Goals

44

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

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

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

On the Transfer Goals page, specify these values:

• Organization owner to whom you want to transfer

• Review period

• Goal plan

• Start and target completion dates

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


Chapter 7Goal Administration

45

7 Goal Administration

Administer Goals

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

• Performance goals

• Mass assignment processes

• Goal plans

• Goal library

• Scheduled processes for performance goals

• Goal plan sets

• Review periods

• Eligibility profiles

• Pending goal plans

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

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

Link on Administrator Goals Page Actions You Can Do Comments

Performance Goals

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

another organization owner.

• You can search for goals byspecifying a search criteriasuch as the worker, manager, ordepartment name.

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

Setup of Performance Goals MassAssignment

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

process.• Edit or delete an existing mass

assignment process.

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

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



46

Link on Administrator Goals Page Actions You Can Do Comments

administrator Goals landing pageinstead.

Goal Plans

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

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

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

Performance Goal Library

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

in any supported language.

Scheduled Processes for PerformanceGoals

Schedule processes for these goal tasks:

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

Goal Plans Sets

• Create a goal plan set.• Edit an existing goal plan set.

You can see this link only if you haveenabled the goal plan sets feature.

Review Periods

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

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

Eligibility Profiles

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

Pending Goal Plans

Approve pending goal plans.

• This link is hidden by default. Toshow this link, from Navigator, go toTools > Structure.

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

Related Topics

• Mass Assignment of Performance Goals

• How You Create Goal Plans

• Goal Library

• Guidelines for Creating Goal Plan Sets



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Approve Goals

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

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



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

Goal Approval Process

Em

plo

yee

Appro

ver

Submits goal changes

Reviews goal changes

Need more Information?

Request Information

Yes

Sends Information

Changes OK?

No

Yes

No

Withdraw approval request?

Withdraw ChangesYes

No

Edit goal plan Edit goals in goal plan

YesNo

Approve Reject

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

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

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



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

Action Rules that Apply

Assign

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

Move Cancel Delete

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

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

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

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

Copy

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

Note: When the goal plan is submitted for approval and if the goal plan is configured with 100% weight validation, anerror results if the weights of the goals in the goal plan don't add up to 100.

Did you know that while submitting the goal changes the employee can also add comments or some files asattachments? After the goal changes are submitted only the employee and the current approver can view the changes.Other users can't see the changes until the changes are approved.

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

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

• The current approver requests for more information.

• The changes are approved by all approvers.

• An approver rejects the changes.

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

• Edit and approve the goal plan.

• Approve or reject the goal changes.

• Request for more information.

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

• Make any changes to the goal plan.



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

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

Approval Action Results

Approve

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

Reject

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

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

Related Topics

• How You Manage HCM Approval Transactions

FAQ for Approve Goals

As an administrator or HR specialist, can I approve performancegoal plan transactions?Yes. Use the Transaction Manager: Transactions page in the Transaction Console work area to approve goal plans.

1. Click Navigator > Tools > Transaction Console.2. Make sure you're on the Transaction Summary tab.3. Filter for Approve Performance Goal processes.4. Click the goal plan that you want to approve.5. From the Actions menu of the Approve Performance Goal page, select Force Approval.



Chapter 8Mass Assignment of Goals

51

8 Mass Assignment of Goals

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

To mass assign goals, do these steps:

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

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

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

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

1. Click Add.2. Specify these details:

◦ A unique mass assignment process name

◦ Review period

◦ Goal Plan

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

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

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

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

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

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

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



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

6. Click Save and Close.

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

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

Navigation Parameters

Scheduled Processes forPerformance Goals link on theadministrator Goals page

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

Tools > Scheduled Processes Name: Mass Assign Goals

Related Topics

• How You Use Eligibility Profiles when Assigning Performance Goals

• Overview of Performance Goals Scheduled Processes

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

• Process name

• Review period

• The goal plan to associate with the included goals

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

• The employees you want to assign the goals to

• Optionally, the eligibility profiles for the assignment

• The goals to assign

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

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



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

• All employees who report to the manager

• Only the direct reports of the manager

• Only selected people

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

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

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

• Only the selected employee

• Only people who directly report to the selected employee

• All people who report to the selected employee

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

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

Related Topics

• How You Use Eligibility Profiles when Assigning Performance Goals



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Chapter 9Goal Plans

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9 Goal Plans

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

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

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

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

• Edit a goal plan.

• Delete a goal plan.

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

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

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

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

Related Topics


• Overview of Performance Goals Scheduled Processes

• Guidelines for Loading Goal Plans

http://www.oracle.com/pls/topic/lookup?ctx=fa20c&id=45AAA27191653529E05362C3F00AF0B9


Chapter 9Goal Plans

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

• All users can update a primary goal plan.

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

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

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

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

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

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

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

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

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

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

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

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

Note: The instructions in this topic apply only for regular goal plans and not for primary goal plans. You create aprimary goal plan in the Primary Plan section of the Goal Plans page. You can see this section only if the goal plan setfeature isn't enabled.

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


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

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

• Only the HR specialist

• HR specialist and manager

• HR specialist, manager, and worker

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

Permissible Actions for Workers and Managers on Assigned GoalsYou can determine if managers and employees can cancel or delete goals that have been assigned by HR specialists.You can allow managers and employees to do one of these actions on goals assigned by an HR specialist:

• Only cancel

• Only delete

• Both cancel and delete

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

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

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

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

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

Note: After a performance document type is used by a performance template or a goal plan, you can't setit to Inactive.

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


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

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

• Only the selected employee

• Only people who directly report to the selected employee

• All people who report to the selected employee

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

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

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

Related Topics

• Eligibility Profiles

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

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

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

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

• HRG_GP_MAX_THREADS

• HRG_GP_MINCOUNT_EACHTHREAD

• HRG_GP_MINCOUNT_LASTTHREAD



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

Profile Option Description Default Value Points to Remember

HRG_ GP_ MAX_THREADS

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

4

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

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

HRG_ GP_ MINCOUNT_EACHTHREAD

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

5000

We recommend not to changethe default value.

HRG_ GP_ MINCOUNT_LASTTHREAD

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

1000

We recommend not to changethe default value.

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

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

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

• HRG_GP_MAX_THREADS: 5

• HRG_GP_MINCOUNT_EACHTHREAD: 5000

• HRG_GP_MINCOUNT_LASTTHREAD: 1000

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

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

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

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


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

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

Related Topics

• Goal Management Profile Options

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

• A goal plan page

• A worker's Goals page

• A report's Goals page

• Goal and Performance Overview page

• Mass assignment process page

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

Page Steps to Add a Goal Comments

A goal plan page

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

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

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

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

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

A worker's Goals page

1. Click Me > Career andPerformance > Goals.

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

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

library goal or enter the goal nameto create a goal.

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



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Page Steps to Add a Goal Comments

7. Enter goal details and save the goal.

A report's Goals page

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

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

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

library goal or enter the goal nameto create a goal.


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

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

Goal and Performance Overview page

1. Click My Team > PerformanceOverview.

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

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

plan to which you want to add agoal.

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

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


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

Mass assignment process page

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

2. Edit or add a mass assignmentprocess.

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

for another manager, select therequester's name.

5. Select the employees to assign thegoals to.

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

7. Click Save and Close.

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


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FAQs for Goal Plans

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

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

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

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

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


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


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Chapter 10Goal Plan Sets

65

10 Goal Plan Sets

Goal Plan SetsGoal plan sets are one or more goal plans that you assign as a group to a population set. For example, group all goalplans intended for an upcoming salary review period in a goal plan set and assign the set to workers involved in thereview. The goal plans and the goal plan set must be associated with the same review period. Depending on your roleand security privileges, you can create goal plan sets. Use the Goal Plan Sets link on the administrator Goals page tocreate goal plan sets. You can enable goal plan sets using the Goal Plan Sets Enabled profile option.

These are the advantages of using goal plan sets:

• You can group goal plans to evaluate the overall progress and performance of a worker.

• You can assign specific goal plans with relative weights to a specific population.

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

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

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

Associate goal plans with a goal plan set before submitting a goal plan set for assignment. The start and end dates ofthe review period associated with goal plans must fall between the dates that the goal plan set is active.

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

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

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

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

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

Related Topics





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Guidelines for Creating Goal Plan SetsYou can use goal plan sets to group performance goal plans for evaluating the overall progress and performance of aworker. Assign specific goal plans with relative weights to a specific population. Depending on your role and securityprivileges, you can create goal plan sets. Use the Goal Plan Sets link on the administrator Goals page to create goal plansets.

Note: The Goal Plan Sets link is displayed only when the Goal Plan Sets Enabled profile option is set to Y. To set thevalue of the profile option, use the Worker Goal Setting Profile Option Values task in the Setup and Maintenance workarea.

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

To create goal plan sets, you must decide:

• Dates that a goal plan set is active

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

• Which goal plans to add to the goal plan set

• How much weight to allocate to the included goal plans

• When to schedule the assignment of the goal plan set

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

Add Goal Plans to the Goal Plan SetWhen creating a goal plan set, you can create a goal plan and add it to the set. Or you can search for and select fromexisting active goal plans that have the same review period and add them to the set.

Allocate Weights to the Goal PlansAllocate weight to each goal plan included in the goal plan set so the sum of weights of all goal plans is 100, if enabled.A goal plan weight indicates the relative importance of each goal plan. Other Oracle Fusion Applications products canconsume these weights in their processes. For example, the incentive compensation plan can use these weights and theworker's actual achievement of the goal objectives, to calculate the worker's incentive pay.

Assign the Goal Plan SetYou assign goal plan sets to a selected hierarchy or individuals when creating the goal plan set or at a later time. You canalso exclude specific assignees reporting to a manager. When assigning more than one goal plan set to an individual,if the review periods overlap, then the newly assigned goal plan set is set to the pending status. The goals and goalplans included in the pending goal plan set aren't assigned to the worker until the goal plan set status is set to active.After you submit a goal plan set for assignment, you can add or remove individuals, and then resubmit the set forassignment.



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

Schedule the Assignment of the Goal Plan SetAfter you save and close a new goal plan set on the Goal Plan Sets page, you must submit the goal plan set forassignment. You submit a goal plan set for assignment on the Scheduled Processes for Performance Goals page.

1. Select Assign goal plan sets as the Process Type.2. Select the goal plan set you want to assign as the Process Name.3. In the Advanced Options, you can select if you want to run the process as soon as possible or use a schedule.4. Submit the process.

After the process is complete, the goal plans included in the goal plan set are assigned to all individuals who wereselected in the goal plan set. The population settings selected at the individual goal plan level aren't used during theassignment of goal plan sets.

If you rerun the process for an existing goal plan set, edit a goal plan set and then rerun the process, or submit a newgoal plan set:

• New workers selected in the goal plan set are assigned the included goal plans and associated goals within thegoal plan.

• New goal plans included in the goal plan set are assigned to the selected workers.

• Goal plans included in the goal plan set, but already assigned to the selected workers remain assigned. Thereare no changes to such goal plans for the selected workers.

• Goal plans included in the goal plan set and assigned earlier to any workers excluded later from the goal planset remain assigned to them. There are no changes to such goals or goal plans for the excluded workers. Youmust manually remove the goal from the goal plan for any workers included in any earlier submissions. Youcan't delete a goal plan assigned to a worker.

Related Topics• How You Use Eligibility Profiles when Assigning Performance Goals• Goal Management Profile Options• Manage Performance Goals Scheduled Processes

Change the Weight of a Goal Plan in a Goal Plan SetHR specialists can change the weights of goal plans included in a goal plan set for a worker.

To change the weight of a performance goal plan included in a goal plan set for a worker, follow these steps:

1. Go to My Client Groups > Goals. The administrator Goals page appears.2. Select the Worker Goal Plan Sets link.3. Search for the goal plan set associated with the worker.4. Click the link to the goal plan set in the Search Results table.5. Select the row for the goal plan set in the workers goal plan set page.6. From the Actions menu, select Change Goal Plans Weight. The dialog box with the name of the goal plan set

appears.




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7. Update the weight for the goal plan and click OK to close the dialog box. The updated weight of the goal planappears in the page table.

Note: The goal plan set enforces the sum of weights of the included goal plans to total 100.Therefore, adjust the weight of remaining goal plans in the set such that their sum is 100. If there isonly one goal plan in the set, the weight of that goal plan must be 100.

8. Click Done to return to the administrator Goals page.

Related Topics

• Goal Plans

How Effective Dates of Goal Plan Sets Are AssignedThe application-assigned effective date of a goal plan set for a worker is decided by the scenario in which the set wasassigned to the worker. The effective dates of the goal plans included in the goal plan set are automatically updated tothe application-assigned goal plan set effective dates.

The following table describes scenarios in which a goal plan set is assigned to a worker and the application-assignedeffective dates of the goal plan set.

Scenario Effective Dates of the Goal Plan Set for the Worker Is

The goal plan set is assigned to theworker prior to the beginning of thegoal plan set duration.

As included in the goal plan set.

The goal plan set is assigned to theworker because of worker's transfer.

Derived from the date on which the worker becomes eligible for the goal plan set after theworker's transfer. A conflict might occur between the active dates of goal plan sets because of a worker'stransfer. You must manually change the effective dates of goal plan sets for the worker andresolve the conflict. Use the Administer Goals page in the Goals work area to change the dates.Depending on your role and security privileges, you can access the Administer Goals page.

The goal plan set is assigned to theworker because the worker is a newhire and is hired in the middle of thegoal plan set duration.

Derived from the date on which the newly hired worker becomes eligible for the goal plan set.The effective start date of the goal plan set for the worker is later than the start date of the goalplan set.



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How You Resolve Conflict in Dates for Goal Plan Sets Dueto TransferA conflict can occur between the dates of the goal plan sets because of a worker's transfer.

When the conflict occurs, the dates of the existing goal plan sets remain same as they were defined. However, the goalplan set that's assigned to a worker post transfer is set to the pending status. The goals and goal plans included in thepending goal plan set aren't assigned to the worker until the goal plan set status is set to active.

HR specialists can change the effective dates of the pending goal plan set for the worker and resolve the conflict.

Select the Worker Goal Plan Sets link on the administrator Goals page. Then search for the goal plan set and thenselect the Change Dates option from the Actions menu to change the date of a goal plan set.

Examples of Changing Effective Dates of Goal Plan SetsDepending on your role and security privileges, you can change the dates of goal plan sets for a worker on the WorkerGoal Plan Sets page. These scenarios illustrate typical reasons for changing effective dates of the goal plan sets for aworker.

Change Effective Dates of a Goal Plan Set for a WorkerDaniel Grayson, a worker in ABC Corporation, has this goal plan set assigned.

Goal Plan Set Start Date End Date

FY2020 Finance-UK

April 01, 2020

March 31, 2021

John Gorman, Daniel's line manager, wants to extend the duration of the goal plan set for Daniel until December 31,2021. Ellis Gibson is an HR specialist who has security privileges to manage goal plan sets. John asks Ellis Gibson tochange the effective end date of the goal plan set to December 31, 2021. Ellis searches for and then selects the FY2020Finance-UK goal plan set on the Worker Goal Plan Sets page. Ellis then uses the Change Dates option from theActions menu to change the dates.

Change Effective Dates of Goal Plan Sets After a Worker's TransferSonia Jalla, a worker from the US division of ABC Corporation, has this goal plan set assigned to her.



70


FY2020 Annual-US

April 01, 2020

March 31, 2021

She is scheduled to transfer to the UK division on October 9, 2020. The workers included in the UK division areautomatically assigned the following goal plan set.


FY2020 Annual-UK

April 01, 2020

March 31, 2021

Post transfer, Sonia is eligible for the goal plan set FY2020 Annual-UK. There's a conflict between the end date of thebefore transfer goal plan set, FY2020 Annual-US, and the start date of the post transfer goal plan set, FY2020 Annual-UK. The application sets the status of the goal plan set FY2020 Annual-UK to pending and sends the notification aboutthe date conflict to Ellis. Ellis uses the Change Dates option from the Actions menu on the Worker Goal Plan Setspage. Ellis changes the start and end date of the goal plan set assignment to the desired dates and assigns both thegoal plan sets with the updated effective dates.


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11 Goal Library

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

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

Note: In the drill-down mode, you can also search a library goal by legal entity, business unit, department, jobfamily, and goal subtype if your administrator has configured the search parameters to include these values. Anadministrator can use these filter attributes to configure the library goal search in the drill-down mode:

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

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

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

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

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

• Add library goals.

• Edit library goals.

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

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

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

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



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

You can specify these values in the Library Info section:

• Status

Note: The default status is Inactive.

• Business Unit, Department, Legal Entity

• Job Family

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

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

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

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

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

• The HRG_ENABLE_OUTCOMES profile option is set to Yes.

• The HRG_ENABLE_GOAL_DRILLDOWN_VIEW profile option is set to Yes.

• Your organization has migrated to Enhanced Talent Profiles.

• The HRG_GOALS_RESPONSIVE_ENABLED profile option is set to Y.

• The HRD_CAREER_DEVELOPMENT_RESPONSIVE_ENABLED profile option is set to Y.

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

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

Set the Library Goal StatusWhen the status of a goal is set to Active, it's available to copy. You can set the status of a goal to Inactive, even if thegoal has been copied and is currently being used by workers. If you change the status of the goal to inactive, then it's



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no longer available for copying. You can make the goal inactive, for example, to edit it, then restore it to Active status tomake the edited goal available again.

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

Related Topics

• Overview of Profile Management

• Talent Review


• Modify Pages Using Page Composer


http://www.oracle.com/pls/topic/lookup?ctx=fa20c&id=FAUTR141055





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Chapter 12Scheduled Processes for Assigning Goals

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12 Scheduled Processes for Assigning Goals

Overview of Performance Goals Scheduled ProcessesAs an HR specialist or goals administrator, you can schedule and run the processes in Goal Management to assignperformance goals through goal plans, goal plan sets, or assign goals to multiple workers. Use Tools > ScheduledProcesses or the Scheduled Process for Performance Goals link on the administrator Goals landing page to scheduleprocesses for Goal Management.

Process Name Description Parameters

Mass Assign Goals

Assigns goals to multiple workers orcreates goal plans for multiple workers atone go.

Process Name: You must select a namefor mass assign goals that was created forworker assignment and goals.

Assign Goal Plan

Assigns goal plan to the workers. Process Name: When you select the goal

plan to be processed, the start and enddates of the goal plan appear.

You can specify Effective Date to includeworkers in the goal plan having a hireor start date same as or earlier than thespecified effective date.

If you don't specify Effective Date, theapplication uses the current date as theeffective date. For scheduled processes,the date when the process is run is used asthe effective date every time the processruns.

Assign Goal Plan Set

Assigns goal plan set to the workers Process Name: When you select the goal

plan set to be processed, the start and enddates of the goal plan set appear.

You can specify Effective Date to includeworkers in the goal plan having a hireor start date same as or earlier than thespecified effective date.

If you don't specify Effective Date, theapplication uses the current date as theeffective date. For scheduled processes,the date when the process is run is used asthe effective date every time the processruns.

Purge Goal Temporary Records

Deletes temporary records of goalsassigned to employees as per thespecified number of days.

Purge Start Days: Indicates the numberof days from the current day to remove



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Process Name Description Parameters

the transient data in the application. Bydefault, the number of days is set to 15.The transient data earlier to 15 days fromthe current date is removed by runningthis process. If you expect more data topurge, you can set Purge Start Days to aminimum of 3 days so that data prior to 3days from the current date is purged.

Depending on the frequency of runningthe Goal processes such as Mass AssignGoals, Assign Goal Plans, or Assign GoalPlan Sets, data gets accumulated indatabase storage and the applicationcan become slow. You can schedule thisprocess for the required duration to purgethe data.

Related Topics

• Overview of Scheduled Processes

• Examples of Process Options

• Statuses of Scheduled Processes

• Options for Mass Assignment of Performance Goals

Manage Performance Goals Scheduled ProcessesThe process of assigning performance goals using goal plan sets, goal plans, and mass assignment requests is anEnterprise Scheduler Service process. HR specialists submit and run the process on the Manage Goal Scheduled Processpage in the Goals work area.

Managing Scheduled ProcessesFollow these steps:

1. In the Goals work area, in the Related Links panel on the Tasks tab, click Manage Goal Scheduled Process. TheManage Goal Scheduled Process page appears.

2. Search for and select a process name.3. Run the process as soon as possible or at a scheduled time.

Note: By default, the process runs as soon as possible if you submit the process without selecting aschedule.

4. Click Advanced and on the Scheduled tab, select Using a schedule to specify a date and time when you wantthe process to run. Or set up a recurring schedule for the process to run at the selected frequency.

After the process completes, the application assigns performance goals, goal plans, and goal plan sets as included in therequest to all workers selected in the request.






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Related Topics

• Goal Plans

• Goal Plan Sets




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Chapter 13Eligibility Profiles for Assigning Goals

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13 Eligibility Profiles for Assigning Goals

How You Use Eligibility Profiles when AssigningPerformance GoalsAn eligibility profile in Goal Management defines criteria used to determine whether an individual qualifies for aperformance goal.

HR specialists can use eligibility profiles to establish eligibility for performance goals when creating:

• A goal plan set for performance goal plans only

• A goal plan

• A mass assignment request for performance goals

Assignment of Goals According to EligibilityIf you select eligibility profiles in a goal plan set, goal plan, or in a mass assignment request for performance goals, theapplication assigns goals as follows:

• If all eligibility profiles are marked as required, then an individual must meet criteria of all the eligibility profiles.

• If no eligibility profile is marked as required, then an individual must meet criteria of at least one eligibilityprofile.

• If some eligibility profiles are marked as required and some aren't, then an individual must meet criteria of allthe required profiles and at least one nonrequired profile.

• If only one eligibility profile is marked as required, then an individual must meet criteria of that eligibility profile.

Restricting Goal AvailabilityYou can restrict performance goals to individuals who meet eligibility requirements by job, job role, location, age, orother criteria. You must select eligibility profiles with profile usage marked as Goals Management. You can also selectwhether an eligibility profile is required for goals. For example, you can add the following eligibility profiles to a goal:

• Location is France

• Designation is Marketing Manager

• Designation is Product Manager

When mass assigning goals or creating and assigning a goal plan or goal plan set, you select Location is France as therequired eligibility profile and leave the other two eligibility profiles as not required. In this case, the application assignsgoals to all individuals whose location is France and designation is Marketing Manager or Product Manager.

Eligibility Profiles and Goal Plan SetsSelect eligibility profiles to restrict the goal plans added to a goal plan set to workers who meet the profile criteria. Youcan edit an existing goal plan set to add a new set of eligibility profiles to the goal plan set. The performance goals


Chapter 13Eligibility Profiles for Assigning Goals

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included in the goal plan are assigned to eligible workers. Eligibility profiles you add to a goal plan set supersedes anyeligibility profiles added at the goal plan level.

Eligibility Profiles and Goal PlansSelect eligibility profiles to restrict the performance goals added to a goal plan to workers who meet the profile criteria.You can edit an existing goal plan to add a new set of eligibility profiles to goal plans.

Eligibility Profiles and Mass Assignment of GoalsSelect eligibility profiles to restrict the performance goals during mass assignment of goals to individuals who meet thecriteria of all required profiles and at least one nonrequired profile. You can edit an existing mass assignment request toadd a new set of eligibility profiles.

Eligibility Profiles and Goals AccessibilityUse eligibility profiles when you mass assign performance goals or create and assign goal plans and goal plan sets toa target population. However, using eligibility profiles in these Goal Management processes doesn't control a person'saccessibility to performance goals from other sources. You might assign a performance goal to a worker from the goallibrary or from other Oracle Fusion business processes, such as during a talent review meeting, or during a performanceevaluation.

Related Topics

• Eligibility Profiles

• Goal Plans

• Goal Plan Sets


FAQs for Eligibility Profiles for Assigning Goals

Can I verify a person's eligibility to assign a goal plan or goal planset?Yes. Use the Check Person Eligibility button in the Selected Eligibility Profiles section of the goal plan. For goal plansets, the Check Person Eligibility button is available in the Population page.

• For goal plans, in the Check Person Eligibility page, search for the person and then click Check Eligibility.

• For goal plan sets, in the Check Person Eligibility window, search for the person and then click Review.

The application validates the person for the specified eligibility profiles. If multiple eligibility profiles exist, then you canget an overall eligibility of the person.



Chapter 14Goal Integrations

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14 Goal Integrations

How Goal Management Works with ProfilesUsing Profile Management, you can configure and maintain employee skills, competencies, and accomplishments. Youcan configure this content to support requirements for goal target outcomes. These target outcomes enable employeesto enhance or improve their skill sets.

After an employee completes a performance goal, the employee's person profile is updated to include the content itemthat the target outcome addresses.

This image shows how Goal Management works with Profile Management. As you can see in the image, somecompetencies are defined in the content library of Profile Management. These are available for you to add as targetoutcomes of performance goals for an employee. In the image, the Adapting to Change target outcome is added to



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James Ng's Increase Team Efficiency by 20 percent performance goal. When James Ng completes this goal, theratings assigned for the Adapting to Change target outcome is updated in James Ng's Talent profile.

Content Library

Content Templates

Content Sections Item Catalogs

James Ng's Performance GoalIncrease Team Efficiency by 20 percent

Target Outcome

James Ng's Talent Profile

Interpersonal Skills - 4

Decision Making Skills - 2

Adapting to Change - 3

Leadership Competencies

Competencies

Leadership Competencies

Job Competencies

Interpersonal SkillsDecision Making SkillsAdapting to Change

InnovationAnalytical Skills

Adapting To Change Rating 3

What You Need to Do to Add Target OutcomesThese conditions must be met to add target outcomes to a goal:

• Relevant content sections must be configured in Profile Management where administrators can define goaltarget outcomes using the GOAL subscriber code. This establishes a relationship between the goal targetoutcomes and the content maintained on the talent profile.



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• The HRG_ENABLE_OUTCOMES profile option must be enabled.

• Your role must be granted access to the content section. To set content section access for a job or abstract role,use the Profile Content Section Access task in the Setup and Maintenance work area.

Which Content Templates You Can Use for Target Outcomes ofPerformance GoalsWhile configuring sections for target outcomes of performance goals, you can use only these content templates:

• Accomplishments

• Certifications

• Competencies

• Education

• Honors

• Languages

• Memberships

• Special Projects

• Skills

Remember that you can't use these content templates:

• Area of Study

• Career Preferences

• Career Statement

• Education Level

• Highest Education Level

• Technical Post Details

• Work History

• Work Preferences

When You Can Add Target Outcomes to Performance GoalsYou can add target outcomes to performance goals when performing these actions:

• Add goals to the goal library.

• Add goals to a goal plan when creating or populating the plan.

• Mass assign goals.

• Administer goals.

How Employee Profiles are UpdatedWhen a performance goal that has target outcomes is completed, the employee's talent profile is updated to include thetarget outcomes.



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Target outcomes can be defined to include ratings. For example, the completion of a goal like certification can includea rating for competency such as such as junior associate, associate, professional, specialist, and expert. This allows theemployee or the manager to evaluate the employee's performance.

• When performance goals approvals are enabled, the manager can set the rating of a target outcome before it'sadded to the employee's talent profile.

• When performance goals approval are bypassed, the employee is allowed to set the rating that's added to thetalent profile.

Note: If you delete a goal, the ratings associated with a competency aren't deleted from the employee's profile.Depending upon the evaluation type, the user who rated the employees competency can delete or update the ratingon the employee's person profile even after the goal is deleted.

Related Topics


How Performance Documents Work with GoalsDuring a performance evaluation, the line manager or worker can update a performance document to includeperformance goals and development goals. Workers and managers can create goals directly in the performancedocument. If Oracle Fusion Goal Management or Oracle Fusion Career Development are used, workers and managerscan add goals from the goal library and the worker's goals from those business processes. Workers and managers canmaintain goals either in the performance document or using the goal management and career development businessprocesses, and the goals are updated in the respective business process.

In the performance document:

• Performance goals are maintained in the Performance Goals section

• Development goals are maintained in the Development Goals section




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The figure shows how performance documents integrate with the goal management and career development businessprocesses, and how goals update the worker profile.

Performance Document

Worker Profile

Goal Library

Worker Performance

Goals

Performance Template

Worker Development

Goals

Manager Record RequirementsTo use the performance management business process to manage performance documents, workers must have both ajob and a line manager on their assignment record.

Adding Goals to the Performance DocumentDepending on configuration, goals can be added to performance documents in these ways:

• The performance template can include performance and development goals that are added directly to theperformance document.



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• Workers and managers can add performance and development goals directly to a performance document.

• Workers and managers can import performance and development goals from the workers' other performancedocuments

• Workers' performance goals from Goal Management populate the performance document.

• Workers' development goals from Career Development populate the performance document.

When created, the performance document may contain goals that the performance template is configured to provide. IfGoal Management is used, the goals in the Performance Goals section may include the worker's own performance goalsand others selected from the goal library. If Career Development is used, the goals in the Development Goals sectionmay include the worker's own development goals or others added from the goal library. Only approved performanceand development goals populate the performance document, if approvals are used in the goal management and careerdevelopment business processes.

During the evaluation process the worker and manager can create goals, and add goals from the goal library, if it'senabled. If they add a goal to the Performance Goals section, it becomes a performance goal. If they add a goal to theDevelopment Goals section, it becomes a development goal. The worker and manager can also use the Import Goalsand Competencies action to copy the worker's goals (but not ratings or evaluation comments) from another of theworker's performance documents. The Import Goals and Competencies action creates a new goal, but copies its keyattributes from an existing goal in another performance document. The action is found on the pages used to evaluatethe worker or set document content.

Performance and development goals created in a performance document aren't added to the goal library and aren'tvisible there. The performance goal can be viewed from the worker's person spotlight and on all other pages where thegoal is included except in the library. Development goals can be viewed only on the Career Development pages.

Updating Performance Documents from Goal ManagementPerformance and development goals that workers or managers add or edit in Goal Management, Career Development,or in performance documents are maintained such that they are consistent in their respective applications. For example,primary goal characteristics, such as the goal name, description, success criteria, and completion date, are kept identicalin both locations. Any attachments to goals are also displayed in the performance document.

The goal details held in performance documents and the goal management or career development business processeshave some differences:

• Goal ratings that the worker or manager provides in the performance document aren't available on the GoalManagement or Career Development pages.

• Performance goal weights added on the Goal Management pages are added to the performance documentwhen the goal is initially added to the document. Afterward, the weights from Goal Management update inthe performance document, if configured to do so, when the manager or worker uses the Update Goals andCompetencies action in the performance document.

• Evaluation comments added to the performance document don't show on the Goal Management or CareerDevelopment pages. However comments from the Goal Management and Career Development pages appear inthe performance document.

Workers and managers can add performance goals on the Goal Management pages and the goals are pulled intothe workers' performance documents when the documents are created. Goal plans are required to manage goals inGoal Management. The goals in a goal plan associated with the review period and document type selected for theperformance document appear in the document when it's created.

Development goals from Career Development populate the performance document when the dates of the developmentgoal overlap any portion of the performance document dates. For example, a development goal with a start date beforethe performance document start date and either an end date after the performance document end date, or no end



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date, is pulled into the performance document. Future development goals that start after the performance documentconcludes and those that are inactive can also populate the performance document, if configured to do so.

When managers or workers edit the worker's existing goals in Goal Management or Career Development, the changesare reflected in the performance document when it's opened. To copy new goals into the performance document fromthe goal management or career development business processes they must use the Update Goals and Competenciesaction in the performance document. Goals aren't automatically removed from the performance document and must bemanually removed.

Updating Goal Management from Performance DocumentsUpdates made to the performance document are displayed in Goal Management and Career Development when theperformance document is saved or submitted.

When a worker or manager adds a performance goal to the performance document, they can select the goal planto which to add the goal. The selected goal plan must be one of those that were used to populate the performancedocument.

Updating Profiles from a Completed EvaluationWhen the performance document is completed the application updates the worker's profile to include the goals sectionratings for both the Performance Goals and Development Goals sections. Ratings for individual goals are maintained inthe performance document only.

Completing Goals in the Performance DocumentWhen the performance document is completed the performance goals are updated in Goal Management anddevelopment goals are updated in Career Development. After that process concludes, managers and workers can'tupdate goals in the performance document either directly, or by using Goal Management or Career Development. Theycan continue to add or update goals in Goal Management or Career Development, but those changes aren't reflected inthe performance document.

Setting Up the Performance Template to Use GoalsTo manage goals in performance documents, implementors must:

• Create a Performance Goals performance template section to manage performance goals and add it to theperformance template.

• Create a Development Goals performance template section to manage development goals and add it to theperformance template.

To use Goal Management and the goal library with performance documents, they must also:

• Enable the Goal Management Business Process Enabled (HRG_USE_GOAL_MANAGEMENT) profile optionusing the Manage Administrator Profile Values task.

• Enable the Goal Library Enabled (HRG_ENABLE_GOAL_LIBRARY) profile option.

• Select the Populate with worker goals check box in the Performance Goals performance template section

• Optionally, select the Allow update goals action to update goal weights from goal management businessprocess check box in the Performance Goals performance template section.



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• Select a review period and performance document type for the template associated with a goal plan for theperformance template period.

To use Career Development and the goal library with performance documents, implementors must:

• Enable the Goal Library feature choice in the Workforce Development offering.

• Select the Populate with workers development goals covering any part of evaluation period check box inthe Development Goals performance template section.

• Optionally select the Include future development goals starting after evaluation period and Excludeinactive development goals check boxes in the Development Goals performance template section.

Related Topics

• Guidelines for Setting Up Performance Templates

• How You Remove Goals Contained in a Performance Document

• How Performance Documents Work with Profiles

http://www.oracle.com/pls/topic/lookup?ctx=fa20c&id=FAIPM128818




Glossary

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Glossary

aligned goals

Two goals that have a relationship with each other where one goal supports the other. It is not necessarily a parent-childrelationship although aligning a goal typically means aligning up to an organizational or manager goal.

best-fit analysis

A calculation of the best possible matches for a selected person or model profile.

competency

Any measurable behavior required by an organization, job, or position that a person may demonstrate in the workcontext. A competency can be a piece of knowledge, a skill, an attitude, or an attribute.

content item

An individual quality, skill, or qualification within a content type that you track in profiles.

content library

A repository of the content types and individual content items that can be associated with person profiles and profilesfor workforce structures such as jobs and positions.

content type

An attribute such as a skill, quality, or qualification that is added to a profile.

development goal

A goal that is geared toward facilitating the career growth of individuals so that they can perform better in their currentjob or prepare themselves for advancement.

eligibility profile

A user-defined set of criteria used to determine whether a person qualifies for a benefits offering, variable rate orcoverage, compensation plan, checklist task, or other object for which eligibility must be established.

goal library

A central repository of reusable goals maintained by the human resource specialist that managers and workers can copyto use for their own goals.

goal plan

A collection of performance goals that are grouped by common characteristics, such as a specified time frame or aparticular department that must work on them.


Glossary

90

goal plan set

One or more performance goal plans that you assign as a group to a population set.

HR

Abbreviation for human resource.

impact of loss

A value assigned to a worker to rate the effect on the enterprise when the worker leaves.

job

A generic role that's independent of any single department or location. For example, the jobs Manager and Consultantcan occur in many departments.

job role

A role, such as an accounts payable manager or application implementation consultant, that usually identifies andaggregates the duties or responsibilities that make up the job.

model profile

A collection of the work requirements and required skills and qualifications of a workforce structure, such as a job orposition.

organization goal

A performance goal that specifies the overall objectives of the organization.

organization owner

Manager of an organization who adds and manages goals for the organization to support objectives and strategy of theenterprise.

performance document

Online document used to evaluate a worker for a specific time period. The document contains the content on which theworker is evaluated, which could include goals, competencies, and questionnaires.

performance goal

A results-oriented goal, often using specific targets, to assess the level of a worker's achievement.

person profile

A collection of skills, experience, qualifications, work preferences, and career planning information for a worker.

position

A specific occurrence of one job that's fixed within a department. It's also often restricted to one location. For example,the position Finance Manager is an instance of the job Manager in the Finance Department.


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91

profile type

A template that defines the content sections of a profile, role access for each section, and whether the profile is for aperson, or for a workforce structure such as a job or position.

rating model

A scale used to measure the performance and proficiency of workers.

risk of loss

A value assigned to a worker to rate the likelihood of the worker leaving the enterprise.

sandbox

A testing environment that isolates untested code changes from the mainline environment so that these changes don'taffect the mainline metadata or other sandboxes.

talent review

A series of meetings where organization managers evaluate trends, assess strengths, and address areas of risk for theorganization.

talent score

An assessment of a worker's overall value to the enterprise using a company-defined rating model.

target outcome

A specific skill, competency, or certification added to a goal that can be achieved or acquired by the successfulcompletion of the goal.

task

An action added to a goal that a worker plans to undertake to help achieve the goal.


Glossary

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