Monday, 9 October 2017

FUSION HCM : PERFORMANCE MANAGEMENT

FUSION HCM PERFORMANCE MANAGEMENT :

Oracle Fusion Performance Management Overview
Worker Performance :
Performance documents are used to evaluate workers on their competencies and performance goals
Performance template can contain competencies from the content library and goals from the goal library
Performance documents can contain competencies from the worker job profile and content library
Performance documents can contain goals from the worker’s My Goals page and goal library
Worker job profile can be updated with results of competency ratings in performance document
Performance ratings can be viewed by managers in a talent review, on the worker Portrait, and in Oracle Fusion Compensation Management
During a performance evaluation, the line manager or worker can prompt the application to update a performance document 
to include updated competencies from the worker's job profile and content library, as well as new and revised 
performance goals. Also, the content can populate the performance document automatically when it is created if the 
performance template has been configured that way.
Worker Performance Setup and Maintenance Tasks :
Setup tasks in FSM under Define Worker Performance:
Manage Value Sets
Manage Worker Performance Lookups
Manage Worker Performance Descriptive Flexfields 
Manage Worker Performance Profile Option Values
The ongoing maintenance tasks are:
Manage Performance Roles
Manage Process Flows Definitions
Manage Performance Document Types
Manage Performance Template Sections 
Manage Performance Templates
Manage Eligibility Profiles
Manage Eligibility Batch Process 
Manage Rating Model Distribution
Manage Worker Performance Notification Settings

Performance Management Considerations :
Implementation Key Considerations:

How many performance templates need to be set up? - Types and variations
How many types of evaluations are there? 
- Annual evaluation
- Project evaluation
Are there variations for evaluations across the organization?
Are the evaluation tasks always the same?
Are the evaluation periods always the same?
Are all employees evaluated on the same content? - Will there be multi-participant evaluations?
Will notifications be activated?
Which of the delivered notifications will be activated?
What functionality should be included in the performance template? - Which process flow and tasks need to be included?
- Does the process flow include approvals? - What content will be evaluated?
--- Options: competencies, performance goals - Will sections and/or content be rated?
- Will sections and/or content be weighted?
- If including ratings, will calculated ratings be used?
- If including ratings, which rating models will be used?
- Will participant feedback be used, and if so, how many questionnaires are required?
- Will eligibility profiles be used?
Configuring Performance Setup Options:
Key Setups:
Manage performance lookups
Manage value sets and descriptive flexfields  Define performance profile option values
Manage performance notification settings
Configure Performance Management Lookups Lookups
You can set the lookups in the Setup and Maintenance work area using the Manage Common Lookups task or the Manage Worker Goal Setting Lookups task.
Some Performance Management lookups have extensible customization levels. These are:
HRA_DOCS_TASK_BACK_REASON: Reason for moving back in a performance document from one task to another, such as Administrator error or Task owner request.
HRA_DOCS_TASK_FWD_REASON: Reason for moving forward in a performance document from one task to another, such as Task owner on leave/not available or Task not completed by due date.
Other Performance Management lookups do not have extensible customization levels and cannot be edited or deleted. These are:
HRA_EVAL_STEP_STATUS: Status of tasks in the performance document, such as Not started or Completed.

HRA_PARTICIPATION_STATUS: Participant status for 360 feedback evaluation of worker, such as Not started, Request not sent, or Locked out.
HRA_PERF_CALC_RULE_TYPE: Calculation rule used for overall ratings in template, including Average, Sum, and Band.
HRA_PERF_COLLAB_STATUS: User who has control of the performance document, including Worker and Manager.
HRA_PERF_DOC_CONTROLLER: Role of user who has control of the performance document, including Worker and Manager.
HRA_PERF_DOC_OPEN_STATUS: Overall Status of an open performance document, such as In progress, Approved, or Approval not required.
HRA_PERF_DOC_STATUS: Overall Status of a performance document, such as Approved, Rejected, and Document shared worker.
HRA_PERF_EMAIL_TYPE: Type of e-mail generated by the HR specialist, such as a general notification or reminder of a missing or late performance document.
HRA_PERF_ITEM_CALC_TYPE: Calculations rules for an item, including Performance, Proficiency, and Proficiency multiplied by performance.
HRA_PERF_ITEM_RATING_TYPE: Types of ratings that are used for an item, including Performance, Proficiency, and Proficiency and performance.
HRA_PERF_MAPPING_METHOD: Mapping method available for rating calculations, including Nearest, Highest, and Lowest.
HRA_PERF_OWNED_BY: Owner of an item in the performance document, including Worker and Manager.
HRA_PERF_ROUNDING_RULE_CODE: Rounding method used in rating calculations, including Standard, Up and Down.
HRA_PROCESS_TASK_CODE: Tasks available in the process flow, such as Worker self-evaluation and Manager evaluation of workers.
HRA_ROLE_TYPE: Role of the user in the performance document, including Worker, Manager, and Participant.
HRA_SECTION_TYPE: Type of section in the performance template, such as Profile content, Goals, or Overall summary
HRA_ELIGIBILITY_STATUS: Eligibility status of worker for performance documents, such as Eligible, Forced eligible, and Forced ineligible.
HRA_RELATION_TO_WORKER: Relation of performance document participants to worker, including All internal and Peer.
Configure Performance Profile Settings :
Performance Management has three profile options:
Default Rating Model for Performance Management Analytics: Specify the Default Rating Model for the Performance Management Analytics profile value. The ratings and comparisons can appear in the:

- Performance tab on the line manager dashboard
- Performance and Potential box chart on the line manager dashboard, the Human Resource Specialist dashboard, and the Promotion business process
- My Organization Rating Distribution analytic on the line manager dashboard - Rating History analytic on the Experience and Qualifications profile card
- Comparison feature in the Oracle Fusion Workforce Deployment business process
Number of future years from the current date for which to display performance documents as determined by the performance document end date: Specify how many years ahead of the current date to display performance documents, which will include all performance documents with end dates that lie within the range of the future date. For example, if the value is 2, and the current date is January 1, 2013, documents with an end date equal to or before January 1, 2015, can appear on the list.
Number of past years from the current date for which to display performance documents as determined by the performance document end date: Specify how many years ahead of the current date to display performance documents, which will include all performance documents with end dates that lie within the range of the past date. For example, if the value is 3, and the current date is January 1, 2013, documents with an end date equal to or after January 1, 2010, can appear on the list.
Displaying Performance Ratings Based on the Rating Model
Set the profile option for Oracle Fusion Performance Management to define the rating model that is used in performance documents to provide the overall ratings that display in analytics and comparisons of workers. The worker's overall rating for the latest performance document using the profile value will be displayed on the pages of other business processes and can be used to make comparisons between workers or a worker's past and present ratings.
Accessing Performance Profile Options:
All three of the Performance Management profile options can be accessed in FSM using the Manage Profile Options task, which can be used to access profile options for all
Fusion applications. The profile options can also be accessed in FSM using the Manage Worker Performance Profile Option Values task in the Workforce Development offering.
Manage Performance Management Descriptive Flexfields
Performance Management Descriptive Flexfields:

These are the descriptive flexfields available for Performance Management and where they are used:
HRA_DOC_TYPES_B: Fields for document type displayed on the Create and Edit Performance Document Type pages.
HRA_SECTION_DEFNS_B: Fields for section details displayed in the Details region of the Create and Edit Performance Template Section pages.
HRA_TMPL_DEFNS_B: Fields for performance template details displayed on the General tab of the Create and Edit Performance Template pages.
HRA_TMPL_SECTIONS: Fields for performance template section details displayed on the Structure tab in the Additional Information region of the Create and Edit Performance Template pages.
HRA_EVALUATIONS: Fields for evaluation details used in a performance evaluation displayed in the Additional Information region of a performance document.

NOTE: Two additional flexfields, HRA_EVAL_ITEMS and HRA_EVAL_RATINGS, are not currently used.

Manage Performance Document Types
Define Performance Document Types Key Concepts:
Document types categorize the types of performance documents that are valid for an organization.

Document types are defined based on your organization's requirements. 
 Examples: Annual evaluation, semiannual evaluation, or a project evaluation.
Manage Performance Templates
Define Performance Templates Key Concepts:
Performance template required to create performance documents 
Participant roles required to access performance documents
Configure the template on a series of tabs -General
-Process -Structure -Content
-Document Periods -Summary
Define Questionnaires:
Describe questionnaires

Identify questionnaire lookups 
Manage questions
Manage questionnaires and templates
Using Templates to Maintain Consistency and Configuring for Specific Uses
Gather feedback from questionnaires from respondents 
Target specific audiences

You can create questionnaires to:
Add to performance documents to gather feedback from participants, other than direct managers, who are requested to provide feedback about workers.
Calculate worker potential rating during the content preparation stage before a talent review meeting.

Manage Questions :
Key Concepts:
  • A repository of questions for questionnaires 
  • Question types
  • Responses associated with question 
  • Rating models used in responses
Question Library:
Configuring Questions and Responses in the Question Library
You configure questions and responses in the question library to add to the questionnaire. You can create four types of questions and for each question type you also configure specific responses and select the presentation method to determine how the response appears. For example, for the single select question type, you can specify either that the possible responses appear in a single select choice list or as radio buttons.

Questionnaire Question and Response Types :
You can create questions from any of four question types to add to the question library, and ultimately, to questionnaires.
The available question types are:
Text
Single choice
Multiple choice 
No response
Questionnaire Question and Response Types Details :
Text :
For the text question type, a respondent enters a response in a text field. Answers can be any text, such as single words or sentences, or characters. You specify a maximum number of characters the response can contain, and you can optionally specify a minimum number the respondent must enter.
For the response text field, you specify to utilize either plain text, or rich text, to let respondents format their responses using bold, underline, and other characteristics.
Single Choice :
With the single choice question type, you create a question and respondents select one response from a list you provide. You select whether to display the responses as either a single select choice list, or radio buttons.
Respondents can select from either responses that you create, or from a rating model. When you associate a rating model with the response type, the possible responses are drawn automatically from the values of the rating model. For example, if the rating model contains five rating levels, the short description and the name associated with the level for all levels, are added directly as responses from which the respondent can choose.
Multiple Choice :
Use the multiple choice question type to create a question and permit respondents to provide one or more answers. Create the responses and specify whether the responses are presented as check boxes or a choice list. You can optionally set both a minimum and maximum number of required responses.
No Response :
Use the no response question type to add a question with no accompanying responses. You can use it to add additional instructions or information in the section, or let respondents add attachments as a response.
Responses :
Along with the questions, you also specify the responses and how the responses are presented in the questionnaire. You can also specify whether to allow respondents to add attachments to the response.
Rating Models :
Rating models are generally used to rate workers on their performance and level of proficiency in the skills and qualities, along with potential, impact of loss, and risk of loss, talent score, and other attributes.
Rating models can appear in questionnaires for:
Performance evaluations: The rating level is used as a guideline in questionnaires, and is not used to rate workers.

Potential Assessment: In a talent review, the potential rating model is used to calculate worker potential based on responses to the questions.

Rating models for questionnaires include the following component:
Rating Levels: Rating levels identify the qualitative values, such as 1, 2, 3, or 4, that you use to rate or score a worker's performance
Manage Questionnaires and Templates :
Key Concepts:
Template required to create questionnaires 
Questionnaire presentation
Access control 
Sections
Questions
To create a questionnaire, you must first create the template. You can then edit the configuration settings in the questionnaire that were inherited from the template.
Questionnaire Considerations
When creating a questionnaire template or questionnaire:
Determine the intended participant for the questionnaire 
Format basic information
Add and format content
Questionnaire Considerations Details :
Determining the Intended Audience for the Questionnaire
You can set up questionnaires to apply for general purposes and a widespread audience, or to specific audiences. For example, you can create questionnaires for:

All participants who provide feedback for all performance documents, or to all performance documents for a specific evaluation period.
A more targeted audience, such as for a specific role like manager, peer, or internal customer
An even more specific audience, such as for "Peers for the Q2 performance document for 2013"
Formatting Basic Information
Specify the basic information for the questionnaire template or questionnaire, to make searching and categorization easier and control access.
Adding and Formatting Content
You control how the various sections in the template appear by specifying sequence, appearance, and formatting for questions and responses.
Questionnaire Controls:
ID and Folder :
An ID containing only numbers is generated automatically for each questionnaire template and questionnaire.
You can change it to any combination of numbers or characters you need to make it easier to search for or identify.
Owner Name :
The Privacy setting controls access to the questionnaire or template.
Private: Only the owner can then edit the questionnaire or template.
Public: Anyone with permission to access the questionnaire or template can edit it.
Worker Performance Manage and Worker Performance Objectives :
CONCEPTS :
Describe Oracle Fusion Performance Management 
Configure performance setup options
Create and manage performance documents 
Perform an evaluation
Administer and monitor worker performance documents

Oracle Social Network for Performance
Key Concepts:
Enable Oracle Social Network (OSN) to enhance collaboration with key individuals about performance documents
Set up using the Manage Oracle Social Network Objects page 
Determine the Performance attributes to use with OSN
Manage Oracle Social Network Objects for Performance Details
Enable Oracle Social Network to Enhance Collaboration
You can set up Oracle Social Network to work with performance documents so key individuals can share critical information with each other and enhance the performance evaluation process. On the performance document you click Social to access Oracle Social Network and start a conversation about the performance document.
Setting Up Oracle Social Network Objects
Use the Manage Oracle Social Network Objects page, which you can access by starting in the Setup and Maintenance Overview page and searching for the task Manage Oracle Social Network Objects. You can set up Oracle Social Network to be either:
Manual: Recommended; the object is enabled for manual sharing with Oracle Social Network, where the social network user decides whether or not to share each instance of the object with Oracle Social Network. Once shared, all updates to enabled attributes of the object instance, and deletes, are sent to Oracle Social Network. Updates to attributes that are not enabled are not sent.
Automatic: Automatically sends new object instances and updates to Oracle Social Network. All object instances are automatically shared with Oracle Social Network upon creation and all subsequent updates to enabled attributes of the object instances, and deletes, are automatically sent to Oracle Social Network.
Determine the Performance Attributes to Use with OSN
You can attributes that display with each conversation related to the object that identify the object. You can enable any, or all of these attributes for Performance in Oracle Social Network:
Social Object Name (the page where the object was initiated) Performance Document
Evaluated By 
Start Date
End Date
Manage Performance Roles
Performance Roles Key Concepts:
Creating roles for participants that are eligible to access the performance document to provide feedback
Providing description to assist users to determine which role to assign to each participant
Manage Performance Roles for Participant Feedback
Create roles to expand the scope of the performance evaluation to include 360-degree feedback from participants other than the worker and the worker's manager. To implement multi-participant feedback, you must first define the roles that can participate in the process. Participants can rate workers, and answer questionnaires about the worker.
To make roles eligible to provide feedback, you must:
Define Performance Roles: You can create as many roles as required for the evaluation process that your organization employs. For example, you might have roles such as peer, mentor, or colleague. Every role that you create is classified as a participant role type. The manager and worker roles are required; you cannot delete or edit them. You can, however, create performance templates that do not require either the manager or worker role to answer a questionnaire, though you must add the role names to the template to permit the manager or worker to view feedback.

Provide a Role Description: Along with the role name, you can add a description for the role. The description appears on the Manage Participant Feedback pages to assist users in determining which role to assign to each participant.
Make Roles Available to Access the Performance Document: The participant roles you create, along with the manager and worker roles, are eligible to access the performance document to provide feedback. You must select the roles in the general performance template settings and in each section they will access to make them available to the role in the performance document.
Associating Questionnaires to Roles: Each role is eligible to respond to only one questionnaire for each performance document within a performance period. You associate roles to the questionnaires that the role uses in the performance template.
Worker Eligibility for Performance Documents
Key Concepts:
Making performance documents available for a specific population 
Defining eligibility requirements by criteria you select
Associate eligibility profiles to performance templates
Running a batch process to determine all eligible workers for a document
Worker Eligibility for Performance Documents Details
Making Performance Documents Available for a Specific Population
You can use eligibility profiles to restrict access to performance documents based on the workers who meet the eligibility profile criteria.
Defining Eligibility Requirements by Criteria You Select
You can restrict performance documents to workers who meet eligibility requirements by job, job role, location, age, or other criteria. For example, you can add a location eligibility profile to a performance document if you want to restrict the document to individuals in a specific location. You can further refine eligibility by adding length of service criteria to restrict workers by both location and length of service.
Associate Eligibility Profiles to Performance Templates
You associate eligibility profiles with performance templates and periods to restrict them to eligible workers.
Running a Batch Process to Determine All Eligible Workers for a Document The batch process enables you to determine all the workers who are eligible for all available performance documents for a given period.
Defining Multiple Values for a Criteria Type
If you define multiple values for the same criteria type, such as two jobs, a person needs to satisfy at least one of the criteria to be considered eligible. For example, a person with either job is eligible. If you include multiple criteria of different types, such as job and position, a person must meet at least one criterion defined for each criteria type.
Worker Eligibility Process Flow :
Process Flow
To use eligibility profiles for performance documents, you must:
Create the profiles (or use existing ones that qualify for use in Performance)
Add the eligibility profiles to the performance template used for the documents you need to restrict
Run either or both the eligibility batch process and the individual worker eligibility process to determine who is eligible for which documents
Create performance documents, which are then available only to qualified workers
Manage Talent Eligibility Profiles
Key Actions:
Defining Eligibility Requirements by Criteria You Select
You can define eligibility profiles using criteria such as job, job role, location, age, or many others.
Attributes for Performance Eligibility Profiles
When creating an eligibility profile for performance documents, you can select any profile usage. However, because eligibility for a performance document is determined by assignment, you must select Specific assignment as the assignment to use. Specific assignment is automatically selected if you first select Performance as the profile usage. Then, when the eligibility process is run, it evaluates every assignment for a worker to determine which, if any, performance documents the worker is eligible to use for each assignment.
Manage Eligibility Batch Process
Key Actions:
Running a batch process to determine all eligible workers for a document 
Select the effective as-of-date
Select performance document name
Select performance document start date 
Select performance document end date
Manage Eligibility Batch Process Details
Running a Batch Process to Determine All Eligible Workers for a Document The batch process enables you to determine all the workers who are eligible for all available performance documents for a given period. Run the batch process after creating a performance template and adding eligibility profiles to it.
Select the Effective as-of-Date
This required date is used to determine worker assignments on that date, and the date on which the performance document appears on the list of values on the Worker and Manager Overview pages.
Select Performance Document Name
Select this optional parameter to specify a specific document to process and match to all workers who meet the eligibility criteria.
Select Performance Document Start Date
If you do not specify a performance document, you must enter a start date. The batch process will include all performance documents that have a start date on or after the start date that is entered.
Select Performance Document End Date
Enter this optional parameter, along with the start date, to process all performance documents with start and end dates equal to or within the specified dates.
Manage Process Flow Definitions
Define Process Flow Definitions Key Concepts:
Process flows include the tasks, and their sequence, used by the performance template for performance evaluations
Tasks and subtasks 
Task sequence
Configurable task names used in performance document
Set up the process flow to include the tasks, and their sequence, used by the performance template for performance evaluations. You can create as many process flows as required to support different types of evaluations, such as annual or semiannual evaluations, project evaluations, and so on. Each template uses only one process flow
Tasks and Subtasks
A process flow can contain up to 10 tasks. Some of the tasks contain subtasks. This is a list of the tasks with a description of the task function.
Set Goals: Add content to rate, such as competencies and performance goals, to the performance document. Include this task to let workers and managers determine the content the worker is evaluated on, and expectations for the worker, for example, at the beginning of an evaluation period. If this task is not included, managers and workers can still add content in the Worker Self-Evaluation and Manager Evaluation of Worker tasks.
Note: This task is required if the Set Next Period Goals task is included in the process flow for the preceding evaluation period.
Worker Self-Evaluation: Worker evaluates self. Worker can also add content to be rated to the performance document. The manager can track the worker self-evaluation to view any changes to the content that the worker makes to the performance document, but cannot view the ratings and comments the worker provides until the worker completes the task.
Manager Evaluation of Worker: Manager evaluates worker. Manager can also add content to be rated to the performance document.
Manage Participant Feedback: Select participants to gather feedback about worker performance by rating workers and answering questionnaires. Send requests to the participants, add questions to questionnaires, and track participant feedback to monitor the status of the request and feedback.
First & Second Approval: Approve the performance document of the worker. The first and second approval tasks are performed as separate tasks at different stages of the evaluation by the manager of the performance document.
Share Performance Document: The manager shares the document so that the worker can view the manager's ratings, and the worker acknowledges viewing the ratings.
Confirm Review Meeting Held: After the worker and manager meet to discuss the evaluation, the manager indicates that the meeting was conducted, then the worker acknowledges that the meeting took place.
Provide Final Feedback: Worker and manager can provide final comments about the evaluation. To use digital signatures to require workers to verify that they are the people submitting the performance document, the Worker Provides Final Feedback task is required.
Set Next Period Goals: The roles are those specified for the Set Goals task for the performance document for the subsequent period. Set goals for the period following the active performance document. The following period must be already be defined in the template in order for the Set Next Period Goals task to work.
For details on the subtasks and roles that relate to these tasks, Click Help and within Performance Management enter "performance process flows" to search.
Task Sequence and Names
Task Sequence
After you select the tasks to include as part of the process flow, you can change the task sequence. Some tasks are logical in sequence and others may not be required by your organization.
Some tasks have more flexibility. For example, you may want to arrange the Share Document task either before, or after, the First Approval task, depending on when you prefer to let workers see the manager ratings.
During the performance evaluation, all tasks, with the exception of Set Next Period Goals and Manage Participant Feedback, must be completed before the next task can be started.
The Set Next Period Goals task can also be performed at any time, as long as the performance document for the subsequent period is defined in the template and the document can be created.
Workers can perform the Manage Participant Feedback and Worker Self-Evaluation tasks concurrently, but only after the Set Goals task is complete, if it is part of the process flow.
Managers can perform the Manage Participant feedback at the same time as the worker does the self-evaluation, or when performing the Evaluate Worker task.
Task Names
You can configure the task and subtask names for both the manager and worker roles. For example, My Self-Evaluation can be entered as the new name for the Worker Self-Evaluation task.

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













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