Oracle Talent Management Cloud
Oracle Talent Management Cloud
Oracle Talent Management Cloud
Management Cloud
Implementing Performance
Management
19D
Oracle Talent Management Cloud
Implementing Performance Management
19D
Part Number F22483-01
Copyright © 2011, 2019, Oracle and/or its aliates. All rights reserved.
Authors: Richard Kellam, Sweta Bhagat, Megan Wallace, Michael Laverty, Gayathri Akkipeddi
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Oracle Talent Management Cloud
Implementing Performance Management
Contents
Preface i
1 Introduction 1
Overview of Implementing Performance Management ........................................................................................................ 1
Guide Structure .............................................................................................................................................................................. 2
3 Questionnaires 17
Questionnaires ............................................................................................................................................................................. 17
How You Congure Questionnaire Templates ..................................................................................................................... 18
Questionnaire Questions and Responses .............................................................................................................................. 21
Create a Questionnaire .............................................................................................................................................................. 22
How to Use Translation Editor with Questionnaires and Questions ............................................................................... 23
How to Use Questionnaires in Performance Documents .................................................................................................. 24
How Performance Documents Work with Questionnaires ................................................................................................ 25
FAQs for Questionnaires ........................................................................................................................................................... 27
4 Descriptive Flexelds 29
Descriptive Flexelds for Oracle Fusion Performance Management .............................................................................. 29
5 Prole Options 31
Oracle Fusion Performance Management Prole Options ................................................................................................. 31
Contextual Notes in Application Pages .................................................................................................................................. 33
FAQs for Prole Options ........................................................................................................................................................... 34
Oracle Talent Management Cloud
Implementing Performance Management
6 Performance Roles 35
Performance Roles: Explained ................................................................................................................................................. 35
Participant Feedback .................................................................................................................................................................. 36
7 Matrix Management 41
How You Use Matrix Management with Performance Evaluations ................................................................................. 41
Congure Matrix Management for Performance Documents ........................................................................................... 41
8 Eligibility Proles 47
How You Use Eligibility Proles with Performance Documents ....................................................................................... 47
Examples of Using Eligibility Proles with Performance Documents ............................................................................. 49
Eligibility Proles and Performance Analytics ...................................................................................................................... 50
Preface
This preface introduces information sources that can help you use the application.
Help
Use help icons to access help in the application. If you don't see any help icons on your page, click your user image
or name in the global header and select Show Help Icons. Not all pages have help icons. You can also access the Oracle
Help Center to nd guides and videos.
Watch: This video tutorial shows you how to nd and use help.
You can also read about it instead.
Additional Resources
• Community: Use Oracle Cloud Customer Connect to get information from experts at Oracle, the partner
community, and other users.
Conventions
The following table explains the text conventions used in this guide.
Convention Meaning
boldface Boldface type indicates user interface elements, navigation paths, or values you enter or select.
monospace Monospace type indicates le, folder, and directory names, code examples, commands, and URLs.
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Oracle Talent Management Cloud Preface
Implementing Performance Management
Documentation Accessibility
For information about Oracle's commitment to accessibility, visit the Oracle Accessibility Program website.
Videos included in this guide are provided as a media alternative for text-based help topics also available in this guide.
Contacting Oracle
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Implementing Performance Management Introduction
1 Introduction
Oracle Fusion Performance Management Cloud Service is part of the Workforce Development oering of Oracle Human
Capital Management Cloud. To start an implementation of Oracle Human Capital Management Cloud, a user with the
Application Implementation Consultant role (ORA_ASM_APPLICATION_IMPLEMENTATION_CONSULTANT_JOB) must
opt into the oerings applicable to your business requirements. Refer to the Oracle Applications Cloud Using Functional
Setup Manager guide to manage the opt-in and setup of your oerings. This topic:
• Lists where to nd information about prerequisite tasks and pertinent information about implementing Oracle
Fusion Performance Management
• Describes the Worker Performance functional area of the Workforce Development oering
Prerequisites
Before seing up Performance Management you must implement either:
• HCM Base
• Talent Management Base
You are also required to congure other applications and elements. The table lists sources of information, including
guides and help topics, and a description of what they contain, to help you set up the conguration that ts your
business needs and processes.
Source Contents
Oracle HCM Cloud Geing Started Provides an overview of Talent Management Cloud options, purchasing and activation options,
with Oracle Talent Management basic information for implementing Talent Management applications, and describes work
Cloud areas.
Oracle Talent Management Cloud Describes user and role synchronization, implementation user setup, enterprise and workforce
Implementing Talent Management structures, workforce proles, approvals, help conguration, and more.
Base
Oracle Global Human Resources Describes user and role synchronization, implementation user setup, enterprise and workforce
Cloud Implementing Global Human structures, workforce proles, approvals, help conguration, and more.
Resources
Human Capital Management Cloud Describes integration types, how to use le-based and spreadsheet loaders, integrations with
Integrating with Oracle HCM Cloud Oracle Taleo Recruiting Cloud Service, web services, and coexistence.
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Source Contents
Human Capital Management Cloud Describes Oracle Human Management Cloud security, types of roles and how to create them,
Securing Oracle HCM Cloud managing user accounts, types of security proles and managing them and Oracle Fusion
Transactional Business Intelligence and Business Intelligence Publisher security.
Worker Performance Use this functional area to congure worker performance seings such as value sets, lookups,
prole options, notications, performance roles, Talent eligibility proles, scheduled processes,
document types, templates, target ratings distribution, performance and potential box chart
labels.
Related Topics
• Oracle Applications Cloud Using Functional Setup Manager
• Plan Your Implementation
Guide Structure
This topic includes the guide structure, summary of each chapter, and describes where to nd additional information
for the tasks in the Worker Performance functional area.
The primary features of the Workforce Development oering are explained in this guide. For the full list of
functional areas and features in this oering, use the Associated Features report that you review when you plan the
implementation of your oering. This topic describes the contents of each chapter included in the following sections of
the guide:
• Introduction
• Questionnaires
• Performance Management Seings
• Performance Management Application Implementation
Introduction
The following table provides the chapter number, chapter name, and chapter contents.
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Questionnaires
The following table provides the chapter number, chapter name, and chapter contents.
In addition, this guide includes the Manage Questionnaires setup tasks from the Dene Workforce Proles task list so
you can use questionnaires as part of a performance evaluation.
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18 Performance and Potential Box Chart Conguring the box labels for the
Labels Performance and Potential box chart by
selecting the performance rating model to
associate with the box chart and entering
labels for each box.
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• Create document types, sections, process ows, and roles to use in performance document templates.
• Create performance document templates to determine the structure and task ow of performance documents.
• Create default content and target ratings within performance templates and sections.
• Create and edit rating distributions to set the target percentages for worker overall performance ratings for
each rating level.
• Create and edit box labels for the Performance and Potential matrix.
• Manage talent eligibility proles and eligibility batch processes to specify eligibility for performance documents.
• Manage seings for email notications that the application sends to workers and managers to remind them of
upcoming events and tasks.
◦ Default rating model for Oracle Fusion Performance Management analytics and HR comparisons
◦ Number of years in the past and the future for which to display performance documents to managers
and workers based on the document end date
◦ Autosave interval to specify the number of minutes before the performance document saves
automatically
• Manage descriptive exelds to add company-dened aributes to entities, and dene validation and display
properties for them.
• Manage performance value sets for descriptive exelds.
• Manage performance lookups, the lists of values that appear in Performance Management pages.
Use the Setup and Maintenance work area to access the tasks in the Dene Worker Performance task list. You can also
use the Performance Management work area to access the maintenance tasks.
Related Topics
• Options for Performance Process Flow Setup
• Considerations for Creating Performance Template Sections
• Guidelines for Seing Up Performance Templates
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Document Types
Document types categorize the types of performance documents that are valid for an organization, such as annual
evaluation or semiannual evaluations, a project evaluation, and so on. You set the dates to determine the time period
that a document type is valid.
In the sections you congure the types of content that can be rated and the processing options for ratings. You also
determine the sources of content, and how the performance documents integrate with:
• Proles from the prole management business process
• Performance goals from the goal management business process
• Development goals from the career development business process
Sections can also contain options for managers and workers to provide nal feedback about the evaluation.
The process ow dictates which sections are required for the performance template. For example, if the process ow
includes the task for managers to rate workers, you must set up Prole Content, Performance Goals, or Development
Goals sections where managers can rate workers on competencies or goals, or an Overall Summary section where
managers provide an overall rating.
Performance Templates
Performance templates bring together the information that is used to create performance documents. In the
performance template, you:
• Select the roles that can access the performance documents created from the template.
• Select existing eligibility proles to restrict the performance documents to qualied workers.
• Specify the processing rules for the document.
• Enter the periods for which the performance documents are valid.
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• Select the document type, sections, and process ows to use, and any additional content on which to rate
workers. You can edit sections as required in the template.
Related Topics
• Examples of Performance Process Flows
• Considerations for Creating Performance Template Sections
• Guidelines for Seing Up Performance Templates
• Options for Creating Performance Documents
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This gure illustrates the sources of competencies for the performance document, and how proles are updated from
the performance document.
Performance
Template
Performance
Document
Worker Profile
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exist in the performance document. In the performance document, the manager can edit the minimum weight, and
both the manager and worker can edit the weight. The ability to add and update competencies from model proles and
the content library depends on the seings for the template used to generate the performance document.
To update competencies in the performance document, workers and managers use the Update Goals and
Competencies action on the pages used to evaluate the worker or set document content. However, they must remove
previously-added competencies manually from the performance document.
When adding competencies by updating from a model prole, only those that are associated with the model prole to
which the performance document applies are added. Competencies associated with proles for which the worker has
another active performance document aren't added. However, managers and workers can add these competencies
directly to the performance document by adding them from the content library.
Related Topics
• Guidelines for Seing Up Performance Templates
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The gure shows how performance documents integrate with the goal management and career development business
processes, and how goals update the worker prole.
Performance
Template
Worker
Performance
Performance Goals
Document
Worker Profile
Worker
Development
Goals
Goal Library
• The performance template can include performance and development goals that are added directly to the
performance 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 performance
documents
• Workers' performance goals from Goal Management populate the performance document.
• Workers' development goals from Career Development populate the performance document.
When created, the performance document may contain goals that the performance template is congured to provide. If
Goal Management is used, the goals in the Performance Goals section may include the worker's own performance goals
and others selected from the goal library. If Career Development is used, the goals in the Development Goals section
may include the worker's own development goals or others added from the goal library. Only approved performance
and development goals populate the performance document, if approvals are used in the goal management and career
development business processes.
During the evaluation process the worker and manager can create goals, and add goals from the goal library, if it's
enabled. If they add a goal to the Performance Goals section, it becomes a performance goal. If they add a goal to the
Development Goals section, it becomes a development goal. The worker and manager can also use the Import Goals
and Competencies action to copy the worker's goals (but not ratings or evaluation comments) from another of the
worker's performance documents. The Import Goals and Competencies action creates a new goal, but copies its key
aributes from an existing goal in another performance document. The action is found on the pages used to evaluate
the worker or set document content.
Performance and development goals created in a performance document aren't added to the goal library and aren't
visible there. The performance goal can be viewed from the worker's person spotlight and on all other pages where the
goal is included except in the library. Development goals can be viewed only on the Career Development pages.
The goal details held in performance documents and the goal management or career development business processes
have some dierences:
• Goal ratings that the worker or manager provides in the performance document aren't available on the Goal
Management or Career Development pages.
• Performance goal weights added on the Goal Management pages are added to the performance document
when the goal is initially added to the document. Afterward, the weights from Goal Management update in
the performance document, if congured to do so, when the manager or worker uses the Update Goals and
Competencies action in the performance document.
• Evaluation comments added to the performance document don't show on the Goal Management or Career
Development pages. However comments from the Goal Management and Career Development pages appear in
the performance document.
Workers and managers can add performance goals on the Goal Management pages and the goals are pulled into
the workers' performance documents when the documents are created. Goal plans are required to manage goals in
Goal Management. The goals in a goal plan associated with the review period and document type selected for the
performance document appear in the document when it's created.
Development goals from Career Development populate the performance document when the dates of the development
goal overlap any portion of the performance document dates. For example, a development goal with a start date before
the 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 document
concludes and those that are inactive can also populate the performance document, if congured to do so.
When managers or workers edit the worker's existing goals in Goal Management or Career Development, the changes
are reected in the performance document when it's opened. To copy new goals into the performance document from
the goal management or career development business processes they must use the Update Goals and Competencies
action in the performance document. Goals aren't automatically removed from the performance document and must be
manually removed.
When a worker or manager adds a performance goal to the performance document, they can select the goal plan
to which to add the goal. The selected goal plan must be one of those that were used to populate the performance
document.
• Create a Performance Goals performance template section to manage performance goals and add it to the
performance template.
• Create a Development Goals performance template section to manage development goals and add it to the
performance template.
To use Goal Management and the goal library with performance documents, they must also:
• Enable the Goal Management Business Process Enabled (HRG_USE_GOAL_MANAGEMENT) prole option
using the Manage Administrator Prole Values task.
• Enable the Goal Library Enabled (HRG_ENABLE_GOAL_LIBRARY) prole option.
• Select the Populate with worker goals check box in the Performance Goals performance template section
• Optionally, select the Allow update goals action to update goal weights from goal management business
process 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 the
performance template period.
To use Career Development and the goal library with performance documents, implementors must:
• Enable the Goal Library feature choice in the Workforce Development oering.
• Select the Populate with workers development goals covering any part of evaluation period check box in
the Development Goals performance template section.
• Optionally select the Include future development goals starting after evaluation period and Exclude
inactive development goals check boxes in the Development Goals performance template section.
Related Topics
• Guidelines for Seing Up Performance Templates
• How You Remove Goals Contained in a Performance Document
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Implementing Performance Management Questionnaires
3 Questionnaires
Questionnaires
You can create questionnaires to gather information in applications that support them. For example, you can use
questionnaires to collect feedback in a performance evaluation. This topic describes aspects of questionnaire creation
and maintenance. Use the Manage Questionnaire Templates, Manage Questionnaires, and Manage Question Library
tasks in the Setup and Maintenance work area.
Subscriber Applications
Applications which are eligible to use questionnaires are called subscriber applications. You must select the subscriber
application for each questionnaire. When you select the subscriber on the Manage Questionnaires page, you can create
questionnaires for the selected subscriber only. In addition, the subscriber lters your search results to display only
questionnaires created for that subscriber.
Note: Some subscriber applications use Setup and Maintenance tasks to manage questionnaire components
while others provide their own tasks or don't allow modication of questionnaires. See the documentation for
the subscriber applications for more information.
Folders
You maintain folders to store questionnaires. For each subscriber application, you can create as many folders as
required to dierentiate or identify the questionnaires.
Questionnaire Templates
All questionnaires are based on templates, which promote consistency. When creating a questionnaire, you must
select a template on which to base the questionnaire. The template can provide default seings or enforce mandatory
requirements such as specic sections and questions that must be in all questionnaires created using the template. You
can congure templates for:
• Specic applications
• General audiences, such as an entire organization or all internal customers
• Targeted audiences, such as particular roles (managers, for example)
• Specic purposes, such as providing feedback for performance evaluation periods or rate worker potential in an
assessment for a talent review
You can create questionnaires only from templates that were created for the same subscriber as the questionnaire.
Questionnaire Presentation
You can specify how the questionnaire appears in the subscriber application. For example, you can:
• Make the questionnaire single- or multiple-paged.
• Add sections to group questions by type or other classication.
• Mark questions as required.
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For each question type, you also congure responses and select a presentation method. For example, for single-choice
questions, you can specify that the possible responses appear either in a list or as radio buons.
For the Single-Choice and Multiple-Choice question types, you can create conditional questions by selecting Display
the question conditionally check box. You need to specify the controlling question code and response. Based on the
respondent's answer to a previous question, you can display a question. The conditional question and the controlling
question must both exist in the questionnaire to display the conditional question.
For example, for a controlling question such as, Did you receive assistance with this form? If the controlling response
is Yes, then you can display the conditional question, Which type of assistance did you receive?
You can also add response feedback visible to respondents to display a targeted message to their response, if the
subscribing application uses response feedback.
Tip: You can assign your own response codes to the responses that you create in choice-based questions.
The application provides the response code by default. But you can remove the response code and enter a
code of your choice so that it is meaningful and helpful in organizing your setup.
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based on a scored template doesn't have to be scored. To score a questionnaire, you must also select the overall score
calculation rule that species the formula used to calculate scores.
Note: Scoring only applies to subscriber applications that allow scoring.
If you edit the template and deselect Score Questionnaire, existing questionnaires made from the template aren't
aected. Only questionnaires made in the future from the template aren't scored.
Value Description
Stack Regions Multiple sections appear as specied on the Section Order option.
The Section Order option controls section order. This table describes the Section Order values.
Value Description
Each respondent views the sections in a dierent order. Reviewers view the sections in
Random sequential order to provide consistency when reviewing responses.
You can specify whether questionnaires based on this template can override these values.
Value Description
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Value Description
Each respondent views the questions in a dierent order. Reviewers view the questions in
Random sequential order to provide consistency when reviewing responses.
You can override the default values of these options for individual sections. You can also specify whether
questionnaires based on this template can override these values.
• If you select neither Single Choice from List nor Radio Buon List, then you can't include single-choice
questions.
• If you select both Radio Buon List and Check Multiple Choices, then you can include both single-choice and
multiple-choice questions. However, each can use only the selected response type.
Section Format
The Allow Additional Questions option controls whether authorized users can add questions in the subscriber
application. For example, for performance documents, that could be managers or workers.
If you select the Required option, then respondents must answer all questions in the section.
If you select New Page option, the section starts a new page. A section may ll more than one page, depending on the
number of questions specied in the Maximum Number of Questions per Page eld.
If the section itself isn't required, then you can mark individual questions as required. Otherwise, respondents must
answer all questions.
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Preview
You can use the Preview action to review sections, questions, responses, response feedback, and test scoring.
Subscriber Applications
When creating a question, you must select a subscriber application for the question and a folder in which to include it.
You can create folders for each subscriber application to store questions for the subscriber. A question is only available
to questionnaires with the same subscriber.
Text Questions
Respondents enter their responses in a text eld. For the response, you can specify:
• Both a minimum and a maximum number of characters.
• Either plain text or rich text. Select rich text to let respondents use formaing, such as bold and underline.
Single-Choice Questions
Respondents select one response from several. You specify whether the responses appear in a list or as radio buons.
You can select a rating model to quickly provide consistent responses. When you select a rating model, the rating levels
appear as responses. You can add, remove, or edit the responses. If you change the rating model, the question doesn't
update to reect the changes. For example, if the rating model contains ve rating levels, the short descriptions for each
level appear as responses from which the respondent can select.
You can add feedback to display messages to respondents for responses. The response feedback appears when the
respondent submits the questionnaire.
When you congure a single-choice question as a radio buon and specify that it isn't required, the No opinion
response appears automatically as a response. This option allows respondents to change their responses to no opinion
if they already selected a response that they can't deselect.
Multiple-Choice Questions
Respondents can provide one or more answers. Specify whether the responses are presented as check boxes or a
choice list. You can set both a minimum and maximum number of required responses. As with single-choice questions,
you can associate a rating model with the response type. You can add response feedback to multiple-choice questions,
as with single-choice questions.
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No-Response Questions
Use this question type when no response is required. You can use it to add instructions or information to the section.
Response Scoring
You can congure single- and multiple-choice questions to score the responses. To score responses, you can either set
them up to use user-dened scoring or select a rating model to use the predened numeric rating. Responses using
rating models are only scored when the question is congured for scoring. The application uses the score from the
responses to calculate the score of questionnaires that are congured to be scored. With the rating models, you can edit
the short description and score.
Note: The Potential Assessment, a specic questionnaire type, calculates potential ratings. The potential
assessment is available only in the talent review business process. Set up the potential assessment using the
Manage Potential Assessment task in the Setup and Maintenance work area.
Aachments
For all types of questions, including no-response questions, specify whether respondents can add aachments.
Create a Questionnaire
This topic summarizes how to create a questionnaire. Use the Manage Questionnaires task in the Setup and
Maintenance work area. Select Navigator > Setup and Maintenance.
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7. Add le or URL aachments, if appropriate. Links appear at the top of the questionnaire and beneath any
instruction text.
8. Click Next. The Create Questionnaire Contents page opens.
Eligible Languages
The languages that you can translate are those that are that are installed and active in the application. The translated
text appears in the application for the respective language a user selects when signing in.
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Translation Inheritance
Questionnaires inherit translations from the template. You can edit the translations to change them. Question
translations that you congure are also inherited by that question if it's used later in another questionnaire or template.
You can edit the translation either in the Question Library, or in the questionnaire or template in which it's used.
Related Topics
• Enter or Edit Translated Text
You create questionnaires using the Manage Questionnaires task in the Setup and Maintenance and Performance
Management work areas. You can also use the Manage Questions, Manage Questionnaire Templates, and Manage
Questionnaire tasks in the Performance Management work area.
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Respondents access questionnaires in the performance documents. Managers, workers, or both, manage participant
feedback to select participants, and assign them roles to determine which questionnaires they respond to.
Related Topics
• Participant Feedback
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This gure illustrates the steps required to add questionnaires to performance documents and track feedback.
Create Manage
Performance Participant
Document Feedback
You manage questionnaire templates and questionnaires, questions, roles, process ow performance template sections
and performance templates in the Setup and Maintenance and Performance Management work areas. You manage
participant feedback in performance documents in the Performance Management work area.
Questionnaire Template
Create a questionnaire template from which to create a questionnaire and assign Performance 360 as a subscriber
application to make it available in performance documents. In the template, you can format the layout and questions to
include in the questionnaires made from it. You can create as many questionnaire templates as needed.
Questionnaire
Create the questionnaire from an available template. Create as many questionnaires as required for your business
process. For example, if your organization requires feedback from multiple roles, such as other managers, peers, or
internal customers, you may need a dierent questionnaire for each role. You may also require dierent questionnaires
for each performance evaluation period, or that cover all periods. You can edit questionnaires created from the
template as required.
Roles
You must create all the roles that will access questionnaires in a performance document, with the exception of manager
and worker, which are default roles. You associate roles with the questionnaire in the performance template to make
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them available to the role. Managers, workers, or both, select the roles that apply to each participant when managing
participant feedback to determine which questionnaire a participant uses.
Section
Create a Questionnaire section to include in the performance document. The Questionnaire section is the only section
type that can contain questionnaires. The questionnaire appears as a tab in the performance document. Add all the
roles that will access the questionnaire to the section.
Process Flow
To make participant feedback available in a performance document, you must create a process ow that includes the
Manage Participant Feedback task. Specify whether managers, workers or both, can manage and track participant
feedback.
Performance Template
In the performance template you add the roles, process ow, and Questionnaire section that you created for the
questionnaire. To the document periods you add the roles that you want to be able to access the questionnaire,
and specify the questionnaire to associate with each role. Managers and workers can also be requested to answer
questionnaires. To do so, you must add them to the document period.
In the template, you can also specify the minimum number of participants required to answer the questionnaire for
each role, and a total minimum number of participants for each document. These seings are guidelines and aren't
enforced.
Participants, other than workers and managers, can access the Questionnaire section of the performance document.
Depending on how the performance template and process ow are congured:
• Participants can provide comments that appear in the Overall Summary section for managers and workers to
review
• Workers and managers can access the Questionnaire section to view participant feedback
When the manager submits the performance document, the participant feedback is locked and participants can't
add or edit feedback. Any feedback participants didn't submit before the document is locked won't be included in the
performance document.
Related Topics
• Participant Feedback
If you create a new version, the previous version isn't aected. The status of the new version is set to Draft and the
questionnaire version number increases by one. The In Use status is set to Prior Version. When a questionnaire is
completed using this version, the In Use status changes to Yes. The changes take eect when you set the status to
Active and save the questionnaire. Respondents see the new version when they start a new response or open a saved
response. Completed questionnaires display the questionnaire version under which it was completed. If respondents
answered questions and saved the questionnaire prior to the new version, their saved responses don't appear when
they reopen the new version.
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4 Descriptive Flexelds
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.
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Related Topics
• Overview of Descriptive Flexelds
• Overview of Flexelds
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Oracle Talent Management Cloud Chapter 5
Implementing Performance Management Prole Options
5 Prole Options
To manage prole options, use these tasks in the Setup and Management work area:
• Manage Administrator Prole Values
• Manage Worker Performance Prole Option Values
Note: Dierent versions of some of these analytics appear on the My Organization page in the Performance
work area. They use ratings taken from the performance documents the manager selects to view rather than
the default rating model. These analytics include:
• Rating Distribution
• My Organization Performance Summary
• Performance and Potential
These overall ratings may not use the prole option rating model. The Rating History analytic that appears on
the performance document pages displays the history for the other performance documents using the same
performance template as the performance document.
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You specify two dierent prole options to determine the number of years of performance documents to display. The
table shows the two seings and the eects of specifying the values.
HRA_ PD_ DISPLAY_ Number of future years from Determines how many years 2
FUTURE_YRS the current date ahead of the current date
to display performance
documents. This includes all
performance documents with
an end date that's within the
range of the future date. For
example, if the value is 2, and
the current date is January
1, 2017, documents with an
end date equal to or before
January 1, 2019 can appear on
the list.
HRA_ PD_ DISPLAY_ Number of past years from the Determines how many 3
PAST_YRS current date years before the current
date to display performance
documents. This includes all
performance documents with
an end date that's within the
range of the past date. For
example, if the value is 3, and
the current date is January 1,
2017, documents with an end
date equal to or after January
1, 2014 can appear on the list.
The value you select aects the range in years of documents on choice lists that appear on the following pages:
Regardless of the prole option seings, in progress documents always appear in the performance document choice
lists.
Managers and HR specialists can still use search to nd and view performance documents that fall outside the specied
number of years.
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Related Topics
• Autosave Performance Documents
• Rating Models
• Performance Information in Comparison Results: Explained
• Overview of Prole Options
The following image shows the person notes embedded in the Goal Details page:
You can create and share notes about employees by conguring the Notes resource catalog component in the following
Talent Management scenarios:
• Notes for an employee in the context of an employee's performance goal
• Notes for an employee in the context of a performance goal plan
• Notes for an employee in the context of a performance review period
• Notes for an employee in the context of an employee's development goal
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You can create and share object notes by conguring the Notes resource catalog component in the following Talent
Management scenarios:
Related Topics
• For more information, see Implementing Contextual Notes in Oracle HCM Cloud Talent Management
(2375556.1) on My Oracle Support at hps://support.oracle.com
• Contextual Notes
• Performance and Potential box chart on the My Organization page in the Performance Management work area
• My Organization Performance Summary on the My Organization page in the Performance Management work
area
• Box charts that use performance ratings on the Oracle Fusion Talent Review meeting dashboard
The ratings must be provided in performance documents created from performance templates using the default
rating model to appear on the Performance Manager Overview page. The ratings can be provided in the performance
document, or during a talent review, to appear on the Talent Review meeting dashboard.
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6 Performance Roles
You also have to set the From Date and To Date. These dates have to overlap with the template dates to be valid for
use in that template. For example, the role From Date can be before the template date, as long as the role To Date isn't
before the template From Date. The role To Date can also be after the template To Date, as long as the role From Date
isn't after the template To Date.
The manager and worker roles are required; you can't delete or edit them. You can, however, create performance
templates that don't require either the manager or worker role to answer a questionnaire or rate workers. In this case,
you must add the role names to the template to permit the manager or worker to view feedback.
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Participant Feedback
The Manage Participant Feedback task enables individuals other than the line manager and worker to provide
direct feedback into the worker's performance document. Additional roles providing feedback might include peers,
mentors, customers, and other managers, such as matrix managers. The additional roles providing feedback are
called participants. Participants can evaluate workers on content items by providing ratings, comments, or both, and
respond to a questionnaire to provide a 360-degree evaluation. Participant feedback is recorded as part of the ocial
performance evaluation. By including a variety of participants who have worked to some capacity with the worker, the
manager can obtain a broader view of the worker's performance to assist in the evaluation.
The Participant Feedback process provides the ability to:
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The following gure shows the steps for gathering participant feedback.
HR Specialist
Performance Questionnaire
Process Flow Required?
Yes
No
Performance
Create Performance
Document
Questionnaire Template
Line Manager,
Worker
Select Track
Send Feedback
Feedback Participant
Requests
Participants Feedback Status
Line Manager,
Worker,
Participants
Completed
Provide Participant
Feedback Feedback
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Managers and workers can track participant feedback to monitor its status to see whether it's started, in progress, or
completed. Depending on conguration, workers can also see the feedback itself and the names of the participants who
provided the feedback.
Managers and workers can remove a participant from a performance evaluation, or change the role (for example,
change a mentor to a peer), provided the participant hasn't yet provided feedback.
Participants can't add or edit content, such as competencies or goals in the performance document, unlike managers
and workers.
The HR specialist creates questionnaires using the Manage Questionnaire Templates and Manage Questionnaires tasks
in the Setup and Maintenance work area.
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Printing Feedback
Managers and workers can print participant feedback, as they can with other performance document content. They can,
however, only print the content which their role is congured to see. For example, if the performance process ow is
congured so the worker can't view participant feedback, the worker can't print it.
Related Topics
• How Performance Documents Work with Questionnaires
• How to Use Questionnaires in Performance Documents
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Oracle Talent Management Cloud Chapter 7
Implementing Performance Management Matrix Management
7 Matrix Management
Matrix Managers
A matrix manager is a manager of a type other than line manager (for example, project manager, team manager,
functional manager). You add manager types to workers using the Manage Employment task in the Person
Management work area.
Note: In some cases, the line manager might not be the manager who controls the performance document. In
this topic, the line manager is assumed to be the performance document manager.
In a performance evaluation, matrix managers are participants with a specic congured role that gives them the
added ability to view ratings and comments submied by others. You create the performance role using the Manage
Performance Roles task in the Setup and Maintenance work area.
Tasks
During a performance evaluation, matrix managers can:
Matrix managers can only provide and view ratings and comments in sections to which they are granted access in the
performance template. They can't add or remove content items, such as competencies or goals, from a performance
document.
On the Manage Participant Feedback page, line managers (and workers, if congured to do so), can view the names of
the matrix managers.
They can add matrix managers as participants to evaluation on the same page. Line managers can also remove matrix
managers, even if they were automatically assigned. If the line manager or worker adds a matrix manager as a reviewer,
they must send a notication to alert the matrix manager that the document is available for review.
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Prerequisites
Create the sections required by the process ow, including:
• Prole Content (Competencies)
• Performance Goals
• Development Goals
• Questionnaire
• Overall Summary
• (Optional) Worker Final Feedback
• (Optional) Manager Final Feedback
Creating a Role
You can create participant roles that can access:
• Performance documents to review workers and view the ratings, comments
• Questionnaires submied by workers and other managers and participants
Use the Manage Performance Roles task in the Setup and Maintenance work area (Navigator > Setup and
Maintenance).
1. In the Setup and Maintenance work area, select the Manage Performance Roles task.
2. In the Search Results section of the Manage Performance Roles page, click Create. The Create Performance
Role page opens.
3. Enter a role. The role can be that of additional managers who are expected to review workers, or any other
name. The role is eligible to select for inclusion in the performance template.
4. Enter a description. Descriptions appear on the Manage Participant Feedback pages to assist users in
determining which role to assign to each participant.
5. Enter the From Date and To Date. These dates must be the same as or extend beyond the date range of the
performance templates in which they're used.
6. Set the Status value set to Inactive until the role is ready.
7. Select Allow role to view worker and manager evaluations so the matrix manager role is eligible to view
evaluations performed by the worker and other managers.
8. Click Save and Close.
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Use the Manage Performance Process Flows task in the Setup and Maintenance work area (Navigator > Setup and
Maintenance).
1. In the Setup and Maintenance work area, select the Manage Performance Process Flows task.
2. In the Search Results section of the Manage Performance Process Flows page, click Create. The Create
Performance Process Flow page opens.
3. Enter a name and optionally, a description.
4. Enter the From Date and To Date. These dates must be the same as or extend beyond the date range of the
performance templates in which they're used.
5. Set the Status value set to Inactive until the process ow is ready.
6. Optionally, in the Set Goals section, select the Set Goals options to include the task in the process ow.
7. In the Manage Worker Self-Evaluation and Manager Evaluation section, select Include worker self-evaluation
task so workers can evaluate themselves.
8. Select Include manager evaluation of worker task so line managers can evaluate their direct reports.
9. Select Evaluation tasks can be performed concurrently to let workers and managers evaluate the worker at
the same time.
10. In the Participant Feedback section, select Include manage participant feedback task to make participants
eligible to access the performance document.
11. Select other options as required by your business process.
12. In the Approval, Review and Meetings, and Set Next Period Goals sections, select the options required for your
business process.
13. Click the Task Names tab.
14. Enter the sequence numbers and names for the tasks.
15. Click Save and Close.
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9. In the Total minimum number of participants required in the document eld, enter the minimum
participant number for the entire performance document.
10. In the Participation section, click the Add icon.
11. In the Role column, select the Manager role.
12. Repeat steps 10 and 11, for the Worker role, the roles you created for matrix managers, and any other
participants who use performance documents created from the template.
13. For each participant role, enter the minimum number of participants required per role if you specied that
participant feedback is required.
14. Click the Process tab.
Note: The options in the table are available only if you add a matrix manager role to the
Participation section of the General tab.
Option Impact
Participant feedback is required Requires managers to send at least one feedback request to a participant.
Worker can view the participants Workers can see participants' names in the performance document, if congured on the
added by manager Structure tab of the template.
Auto-populate matrix managers of Matrix managers appear automatically on the participant list in the Manage Participant
the worker as participants Feedback task, and line managers don't have to manually select matrix managers as
participants.
Default participant role Assigns the selected role to auto-populated matrix managers.
Allow matrix managers to access Matrix managers can access the document as soon as it's created. If this option is not
worker document automatically selected, then the line manager must send a notication manually on the Manage
Participant Feedback page.
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Role Share Ratings Share Comments Participant Name Participant Role Can
Can Be Viewed by the Be Viewed by the
Role Role
Worker
Yes to share Yes to let worker view Yes to let worker view
comments with worker participant name, No participant name, No
to display participants to display participants
only as Participant only as Participant
Note: The worker's line manager can select a dierent questionnaire for the role in the
Manage Participant Feedback task.
9. Repeat steps 6 through 8 to add additional roles and questionnaires.
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Related Topics
• Create a Performance Template
• Performance Roles
• Options for Performance Process Flow Setup
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Implementing Performance Management Eligibility Proles
8 Eligibility Proles
Create
Eligibility Profile
Associate Eligibility
Profiles to
Performance
Template
Run Individual
Run Eligibility
Worker Eligibility
Batch Process
Process
Create
Performance
Document
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Eligibility proles can either be required, or not required, and can be used in combination so that workers must match
some, or all criteria.
To run the batch process, use the Manage Eligibility Batch Process task in the Setup and Maintenance and Performance
Management work areas. Process eligibility for a worker using the Determine Worker Eligibility for Performance
Documents task in the Performance Management work area.
However, if the worker didn't create the performance document and the eligibility process is run again, making the
worker no longer eligible for the document, that document disappears from the My Evaluations page for that worker.
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Neither the worker nor the manager can access that document for the worker. If other direct reports of that worker's
manager are still eligible for the document, it remains available on the My Manager Evaluations page for those workers.
Related Topics
• Guidelines for Processing Performance Document Eligibility for a Single Worker
• Performance Document Eligibility Batch Process
• Eligibility Proles
1. Creates a performance template, with a performance document period for the current evaluation period named
US Sales Annual Evaluation.
2. Adds the US Sales Team eligibility prole to the document period.
3. Runs the eligibility batch process to nd all eligible salespeople to make the US Sales Annual Evaluation
performance document available to them and their managers to start the evaluations.
You run the eligibility batch process using the Manage Eligibility Batch Process task in the Setup and Maintenance and
Performance Management work areas.
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Annual Evaluation period document, but should be, since she joined Sales midway through the evaluation period. The
HR administrator completes these steps:
1. Navigates to the Determine Worker Eligibility for Performance Documents page in the Performance
Management work area, and selects Lee Smith.
2. On the Manage Performance Document Eligibility page, selects US Sales Annual Evaluation as the single
document to process for Lee.
Lee and John can then access the performance document to begin the evaluation at the appropriate time.
Related Topics
• Eligibility Proles
Rating Distribution Calculates values only for workers who are eligible for the selected performance document.
Task Completion Status
Performance and Potential Displays only the ratings for workers who are eligible for the selected performance document,
and who have both performance and potential ratings.
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My Organization Performance Displays all managers and workers who are direct and indirect reports of the person accessing
Summary the tables; an icon appears next to the names of managers who have no direct reports who are
eligible for the selected performance document.
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Oracle Talent Management Cloud Chapter 9
Implementing Performance Management Eligibility Batch Process
• Performance documents that fall between the specied performance document start and end dates
• Specic performance documents
• All documents of a selected type that are active on the selected date
This table describes the parameter options available for the batch process.
Parameter Description
Eective as of Date
This required date determines:
For scheduled processes, select Current Date to use the system date every time the process
runs.
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Parameter Description
Document Type Select a document type in this optional eld to restrict the performance documents that
appear in the Performance Document Name list to those of the selected document type.
The documents in this list have eligibility proles associated with them, and t within the date
range in these Oracle Fusion Performance Management prole options:
For example, if the prole options specify a range of three years--one past and two future--
you see only documents ranging from the previous year to two in the future.
Performance Document Start Date If you don't specify a performance document, you must enter a start date. The process
will include all performance documents that have a start date on or after the performance
documents start date that's entered.
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 specied dates.
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You manage process ows using the Manage Performance Process Flows task in the:
• Setup and Maintenance work area, Workforce Development oering, Worker Performance functional area.
• Performance Management work area
Set Goals N/A Worker, manager, or both Add content to rate, such as
competencies, performance
goals, and development
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 isn't included, managers
and workers can still add
content in the Worker Self-
Evaluation and Manager
Evaluation of Worker tasks.
You can select whether to
allow workers, managers, or
both, to complete the task.
When they complete the
task, they can use the Share
action to allow the other role
to review the new content.
This task is required if the
Set Next Period Goals task is
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Manage Participant Feedback N/A Manager, worker, or both Select participants to provide
360-degree feedback in a
performance evaluation by
providing ratings, comments,
or both and completing
questionnaires. Send requests
to the participants, add
questions to questionnaires,
and track participant feedback
to monitor the status of the
request and feedback.
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Conrm Review Meeting Held Subtask 1: Conduct Meeting Subtask 1: Manager After the worker and
manager meet to discuss
Subtask 2: Acknowledge Subtask 2: Worker the evaluation, the manager
Review Meeting indicates that the meeting
was conducted, then the
worker acknowledges that the
meeting took place.
Provide Final Feedback Subtask 1: Worker Provides Subtask 1: Worker The worker, but not the
Final Feedback manager, can provide
Subtask 2: Manager nal comments about the
Subtask 2: Manager Provides evaluation in the Worker
Final Feedback Provides Final Feedback
subtask. The manager, but not
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Set Next Period Goals N/A Manager, worker, or both Create the performance
document for the period
The roles are those specied following the active
for the Set Goals task for the performance document
performance document for and add content to it, for
the subsequent period. example performance and
development goals, and
competencies. This task is the
same as the Set Goals task
for the active performance
document. This task is only
available for standard, and
not anytime performance
templates.
Task Sequence
After you select the tasks to include as part of the process ow, you can change the task sequence. Some tasks are
logical in sequence. For example, it's likely that you would place the Set Goals task before the Worker Self-Evaluation
and Manager Evaluation of Worker tasks, and those before the First Approval task. However, you may decide not to use
all of those tasks. Your enterprise may not require the Set Goals task, and lets workers and managers add performance
goals, development goals, and competencies to the performance document as part of the evaluation tasks.
Other tasks have more exibility. For example, you may want to schedule 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 must be completed by the role that performs the task before the next task
can be started, even if the same role performs both tasks.
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• Evaluate Worker
The Set Goals task can be performed at the same times as the Manage Participant Feedback task, but must be
completed before other tasks. The Set Next Period Goals task can also be performed at any time, as long as the
performance document template for the subsequent period is available and the document can be created.
You can congure the process ow to allow workers to perform the Worker Self-Evaluation and managers the Evaluate
Worker tasks concurrently. When you do so, managers and workers can perform their respective worker evaluation
tasks simultaneously or at dierent times. To use concurrent Worker Self-Evaluation and Evaluate Worker tasks, select
Evaluation tasks can be performed concurrently and consider the following:
• With the exception of two tasks, you must also specify the two tasks to be consecutive in the process ow so
there are no tasks between them.
• The two tasks that can appear between the Worker Self-Evaluation and Evaluate Worker tasks are Manage
Participant Feedback and Set Next Period Goals.
• When you congure the sequence, you must specify that one task or the other is completed rst.
• No maer which task is designated as the rst, either task can be started rst.
• Managers and workers can provide ratings and comments, and add additional content to the performance
document concurrently until they complete and submit the document.
• The task that is designated as the rst must be completed rst.
• When the role that performs the rst worker evaluation task (typically the worker) submits the document after
completing the task, the other role can see the ratings and comments provided by the other.
• Workers can perform the Manage Participant Feedback and Worker Self-Evaluation tasks concurrently, but only
after the Set Goals task is complete, if it's part of the process ow.
• 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 congure the task and subtask names for both the manager and worker roles. The names you congure
appear on the application pages. You must congure task names separately for each process ow you set up.
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When the manager and worker completes the evaluation, company policy requires this sequence of events:
1. The manager must seek approval for the completed performance document.
2. Once the document is approved, managers must conduct a formal meeting with the worker to discuss the
evaluation, which the worker must acknowledge.
3. After the meeting, the worker can comment on the performance evaluation or the process, which the manager
can then rebut, if necessary.
4. Workers and managers can begin to set the content for the following period's evaluation.
ABC plans to change the default names of the tasks and subtasks to reect the company nomenclature.
The tasks and subtasks in the following table constitute the process ow ABC Company creates for the performance
template used to create the performance documents for their annual review.
Task Order Default Task New Task Name Default Subtask New Subtask Roles
Name Name Name
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Task Order Default Task New Task Name Default Subtask New Subtask Roles
Name Name Name
• Managers provide all the goals and the reviews as part of the Manager Evaluates Worker task.
• Workers aren't required to provide any goals or perform a self-evaluation on the project so they can continue to
concentrate on their work responsibilities.
• Manager evaluations must be approved.
• Managers must share the documents with the workers because the workers are required to acknowledge that
they reviewed the manager ratings.
• No meetings are required, since those can be combined with the meetings following the annual review.
• ABC keeps the default names of the tasks and subtasks.
The following table shows the tasks, along with who performs them, and the order that is required to create the process
ow.
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• The manager can remove content items during the evaluation, even if the worker has provided ratings or
comments for them.
• Workers are restricted to removing content items that they added, and for which their managers haven't
provided ratings or comments.
• Neither the worker nor the manager can remove content items when they're performing their respective
evaluation tasks at the same time or after the manager submits the document.
For example, if a manager adds a goal to a performance document, the workers sees it when he selects the tab for the
section containing goals. If the worker is already on the goals section, he must select another tab in the document, and
return to the goals section to see the goal.
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Congure process ows using the Manage Performance Process Flows task in the Setup and Maintenance and
Performance Management work areas.
To include participant ratings, you add the participant roles to the Prole Content, Performance Goals, Development
Goals, and Overall Summary sections in the performance template. To gather feedback on a questionnaire, you add the
participant roles to the Questionnaire section. You congure performance templates using the Manage Performance
Templates task in the Setup and Maintenance and Performance Management work areas.
Selecting Participants
You can specify whether managers, workers, or both, can select participants to provide ratings, comments, and
questionnaire feedback. When using questionnaires, managers or workers select the participant role, which determines
which questionnaire is available to the participant. Questionnaires are associated with particular roles in the
performance template.
Requesting Feedback
Managers can always request feedback by sending a request directly to a participant, who's notied by email of the
request. You can also specify whether to permit workers to request feedback directly to a participant without manager
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approval. If you don't select the Worker can request feedback option, the worker can still add a participant to the list of
potential participants. However, when the worker sends the request, the manager receives notication that the worker
has added a participant. The manager can then send the request directly to the participant if the manager supports
the request. You manage participant feedback from the Manage Participant Feedback page, which you open from
performance documents.
Tracking Participants
You can specify whether managers, workers, or both, can track the status of participant feedback to see whether
a request was sent, the participants replied to the request, or they completed the feedback. The Worker can
view feedback before manager evaluation is visible option determines when workers can view feedback in the
performance document. If you don't select the option, a worker can see the participant feedback only after the Manager
Evaluation task is shared with the worker.
• Process ow
• Sections in the performance template
You must include the Manager Evaluation of Workers task to add the sections in which managers can rate and
provide comments on worker performance. Performance ratings and comments are available in four sections in the
performance document: Overall Summary (overall rating) Prole Content (competencies), Performance Goals, and
Development Goals. You congure process ows using the Manage Performance Process Flows task in the Setup and
Maintenance work area.
The table shows when the ratings and comments are available to workers depending on the tasks you added to the
process ow, and the order of the tasks.
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Approval and Manager Evaluation of • If you place the Approval task after the Manager Evaluation of Workers task, workers
Workers tasks are included in process can view performance ratings and comments when the task is completed.
ow; Share Performance Document • If you place the Approval task before the Manager Evaluation of Workers task, workers
task isn't included can view performance ratings and comments when the Manager Evaluation of Workers
task is completed.
Manager Evaluation of Workers Workers can view performance ratings and comments when the Manager Evaluation of
task is included in process ow; Workers task is completed.
Share Performance Document and
Approval tasks aren't included
• You can add any, or all of the sections when the Manager Evaluation of Workers task is included in the process
ow.
• You congure the sections on the Structure tab of the performance template.
• You create and edit performance templates using the Manage Performance Templates task in the Setup and
Maintenance work area.
On the Structure tab, for the section you are conguring, in the Processing by Role section, add a row and select
Manager. In the Manager row, select Yes in the Share Ratings column to share ratings with the worker. Select Yes in
the Share Comments columns to share comments. The default seing for both is No.
To make the section visible to the worker, add another row and select Worker. The Share Ratings and Share
Comments seings refer to the manager being able to view ratings and comments provided by the worker. These are
set to Yes and can't be changed.
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Note: The Manage Participant Feedback Task can be performed concurrently with the Worker Self-Evaluation
and Manager Evaluation of Worker tasks. It's completed when the manager submits the performance
document or locks the feedback to prevent any participants from providing additional feedback. The
application permits the Manage Participation Feedback task to be completed whether or not any participants
submied feedback.
In addition, two statuses appear for tasks in the performance evaluation business process that don't factor in the
completion status calculation:
• Ready indicates that the task is ready to be started and the status of the previous task in the process ow is
Completed. Not Started, by contrast, indicates the task hasn't been started and isn't ready to be started as the
status of the previous status isn't Completed.
• Missing indicates that a performance document hasn't been created. This status doesn't really exist in the same
way as other performance document statuses; it appears in the analytic Task Completion Status.
For subtasks, the status changes from Not started to In progress when the person performing the subtask saves a
performance document. When that person submits the performance document, or uses an equivalent action, such as
sharing or acknowledging the performance document, the subtask status changes to Completed. The following table
shows a summary of the possible subtask statuses.
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Completed
The performance document statuses and the condition leading to each status for all available tasks are shown in the
following table.
In progress At least one of the following tasks are in progress or completed: Set Goals, Worker Self-
Evaluation, Manager Evaluation of Worker, Manage Participant Feedback
Document shared with worker Manager completed the Share Performance Document subtask
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Review meeting held Manager completed the Conrm Review Meeting Held subtask
Review meeting acknowledged Worker completed the Conrm Review Meeting Held subtask
Completed All tasks and subtasks are completed, excluding Set Next Period Goals
Canceled Human Resource (HR) specialist or the manager canceled the performance document
On the My Organization page, you can see the number of documents where a task (for example, Set Goals) is in a
particular status (for example, Completed) expressed as a percentage of the number of performance documents for a
population.
Subtask Status: Worker Final Feedback Subtask Status: Manager Final Task Status: Final Feedback
Feedback
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Subtask Status: Worker Final Feedback Subtask Status: Manager Final Task Status: Final Feedback
Feedback
Notications
When you activate notications, each approver receives worklist and email notication that a document was submied
for approval. The notication contains a link to the performance document so the approver can view it. When all
approvers have approved or rejected the document, the worker's manager receives notication whether the document
was approved or rejected. The approval process is repeated if a manager resubmits a document after rejection, or a
second approval task is congured in the process ow.
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perform other actions, such as requesting more information, or reassigning or delegating the approval to another
manager. Human resource (HR) specialists can bypass the approval task for performance documents.
The locations where approvers can perform approval process actions are shown in the table.
Location Details
Worklist and email notications Use the Actions menu to approve or reject the document, or perform other approval process
actions. Request Information isn't available in email. The notications also contain a link to the
performance document, where you can approve or reject it.
Performance document
Select the Approve or Reject buons on the performance document. No other approval
process actions are available on the performance document.
My Organization page Approvers who are managers can approve, reject, or perform other approval process actions in
the Performance Document Approvals section on the My Organization page.
Bypassing Approvals
The Approval task, along with other tasks, can be bypassed to continue the evaluation process when approvers are
unable to approve the performance document, for example because they are unavailable. The HR specialist can
advance the performance document to the next task using the Update Performance Task page in the Performance
Management work area.
Related Topics
• How You Dene Approvals for Human Capital Management
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• Approval Management Conguration Options for Oracle Fusion Human Capital Management
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To create a section, you must specify the section type, and depending on the section type, also specify:
• Whether the section is rated or weighted
• Which calculation method to use to determine worker ratings, if using calculated ratings
• Which rating model to use to rate workers
• Content item processing options
• Content items to include
Once created, the sections are available for you to use in the performance template. In the performance template, you
can create sections or select and edit previously-created sections.
Section Types
The section types are:
• Prole Content, to rate worker competencies
• Performance Goals, to rate worker performance goals
• Development Goals, to rate worker development goals
• Questionnaire, to allow managers, workers, and participants to provide feedback about the worker
• Overall Summary, to provide the overall rating of the worker
• Worker Final Feedback
• Manager Final Feedback
You must dene a section for the tasks that appear in the process ow 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. The
tasks that require a section, and the sections they require, appear in the following table.
Set Goals
At least one of:
Set Next Period Goals
• Prole Content
• Performance Goals
• Development Goals
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Worker Self-Evaluation
At least one of:
Manager Evaluations of Workers
• Prole Content
• Performance Goals
• Development Goals
• Overall Summary
• Prole Content
• Performance Goals
• Development Goals
• Overall Summary
• Questionnaire
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 can use the weights to calculate section and overall ratings.
Calculation Rules
You can have the application calculate the employee's performance rating in addition to having workers and managers
manually enter ratings in these sections:
• Overall Summary
• Prole Content
• Performance Goals
• Development Goals
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For the Overall Summary section, the calculation rule you select is used to determine overall ratings for performance
based on the calculations for the Prole Content, Performance Goals, and Development Goals sections. Select one of
the following calculation methods for the sections:
• Average
• Sum
• Band
• Fast formula
Rating Models
In the Overall Summary, Prole Content, Performance Goals, and Development Goals sections, you use rating models to
rate the workers. You set up rating models in the prole management business process using the Manage Prole Rating
Models task in the Setup and Maintenance work area. If you use a particular rating model to rate the items in a section,
you can either:
• Use the same rating model to rate the section itself
• Select a dierent model to rate the section
Note: The ratings that appear on the My Organization page are taken from the performance document that
the manager selects to view, and may not use the prole option rating model.
Section Content
In the Section Content section, you specify the source of content items. You can also designate additional items to
appear in the section.
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Proles are maintained in prole management business process. When you create the performance template you can
also add competencies directly to it. Weights and minimum weights associated with competencies from a model prole
are also populated in the performance document.
Workers and managers can also pull updated prole content into the performance document by using the update
action. The document updates to include additional content added to the model proles since the performance
document was created or last updated. The weight and minimum weight are only populated in the performance
document when the competency is added to the performance document. Subsequent changes to the competency
weight and minimum weight in the model prole don't update the weights for competencies that already exist in the
performance document.
Writing Assistant
In the Prole Content section, you can select Enable the writing assistant for manager to assist managers in writing
useful comments about worker competencies in the performance document. The writing assistant feature provides
suggestions for comments that are associated with competencies and their correlated prociency levels.
When managers or workers edit the worker's goals in the goal management business process that already exist in the
performance document, the changes are updated in the document using two methods:
• When the manager or worker opens the performance document, all edits to performance goals, except weights,
are reected in the performance document.
• When the manager or worker uses the Update Goals and Competencies action in the performance document,
goal edits, including weights appear in the document.
To populate the performance document with new performance goals from the goal management business process they
must use the Update Goals and Competencies action.
When managers or workers edit the worker's existing goals in the career development business process, the changes
are reected in the performance document when it's opened. To populate the performance document with new
development goals from the career development business process they must use the Update Goals and Competencies
action in the performance document.
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Content Items
You can add content items to the Prole Content, Performance Goals, and Development Goals sections. In the template,
you have the option to pull these content items into the template when you add the section to it. The content items in
the template appear in the performance documents created from the template.
Related Topics
• Prole Types
Calculated Ratings
You can set up calculated ratings to automatically calculate ratings in performance documents. The application can
calculate the overall performance rating in the Overall Summary section, and section ratings in the Prole Content,
Performance Goals, and Development Goals sections.
The calculated rating derives from a score calculated from ratings provided by workers, managers, and participants
using the calculation rules dened in the sections. The application maps the calculated score to the actual calculated
rating based on the rating model used for the section.
In the performance template and performance template section, you can set up performance documents to:
• Calculate and display the ratings provided by workers, managers, matrix managers, and other participants.
• Display calculated ratings along with, or instead of, manual ratings.
• Use the provided calculation rules or company-dened fast formulas to calculate ratings.
The calculated rating appears as stars when star ratings are congured. The rating level description for the calculated
rating appears when star ratings are not congured. In both cases the calculated score appears in parentheses after the
ratings. The calculated rating is rounded to the closest rating level value as determined by the rounding and mapping
seings.
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• Uses the ratings that managers, workers, and matrix managers and other participants provide on individual
items in the section
• Performs roll-up calculations to determine the rating for the respective section automatically
• Uses the calculated ratings for the Prole Content, Performance Goals, and Development Goals sections to
determine the overall calculated rating in the Overall Summary section
Related Topics
• Create a Performance Template
In the section, you must select the fast formula calculation rule. In addition, you select the fast formula rule. To use
calculated ratings, you must also select the option to use calculated ratings on the Process tab of the performance
template. You also must select which roles can see calculated ratings.
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You congure calculated ratings for the template on the Process and Structure tabs of the performance template. You
manage templates using the Manage Performance Templates task in the Setup and Maintenance work area. You can
also congure sections using the Manage Performance Template Sections task in the Setup and Maintenance work
area.
You select from the following options to display the ratings, which apply to all sections:
• Display calculated ratings to worker
• Display calculated ratings to manager
• Display calculated ratings to participants
• Display calculated ratings to matrix managers
Calculated ratings of matrix managers and other participants display to both managers and workers if they're allowed to
see manually entered ratings.
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You can select dierent calculation rules for each section within a performance template. The application uses the
calculation rules for the Overall Summary section to determine the calculated overall rating.
For the Average, Sum, and Band methods you can weight sections and items within the sections. Weights let you place
more or less importance on particular sections and items.
Decimal Places
You can select the number of decimal places, up to a maximum of two, that appear in the performance document
or Compensation Management pages for the calculated numeric score used to determine the calculated rating. The
default value is 2.
Rounds up when the rounding decimal is If the calculated rating is 3.4867, and
Standard 5 or greater, and down when the rounding the decimal place seing is 2, the nal
decimal is 4 or less. calculated rating is 3.49. If the calculated
rating is 3.4849, and the decimal places
seing is 2, the nal calculated rating is
3.48.
The value always rounds up. If the calculated rating is 3.4940 or 3.4960
Up and the decimal place seing is 2, the nal
calculated rating is 3.50. If the calculated
rating is 3.49 and the decimal place seing
is 2, the nal calculated rating is 3.50
The value always rounds down. If the calculated rating is 3.4940 or 3.4960
Down and the decimal place seing is 2, the nal
calculated rating is 3.49.
Mapping Metric
The mapping metric determines how to map the calculated numeric score to a rating level in the rating model. You can
select either of these aributes of the rating model to map the calculated score of the section to the rating level:
• Numeric rating--Maps the calculated numeric score to the single-value numeric rating, and the corresponding
rating level. Numeric rating is the default for the Average and Fast formula calculation rules for the section.
• Points range--Maps the calculated numeric score to the points range and the corresponding rating level. Points
range is the default for the Band calculation rule for the section.
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Mapping Method
The mapping method determines the rating when no exact match exists between the calculated rating and a rating level
from the rating model used in the section. When rounding rules are used, the calculated rating value is mapped after
the rounding rule is applied.
The table shows the available mapping methods and the eects of selecting each one.
Mapping Method Eect for Numeric Rating Mapping Eect for Points Range Mapping Metric
Metric
Uses the next numeric rating greater than Uses the next review point greater than
Highest the calculated average. the calculated average.
Uses the next numeric rating less than the Uses the next review point less than the
Lowest calculated average. calculated average.
Uses the numeric rating closest to the Uses the review point closest to the
Nearest calculated average. calculated average.
Using the numeric rating for metric mapping, for example, assume the rating model has the following entries for
numeric rating and short description:
• 1-Weak
• 2-Poor
• 3-Average
• 4-Good
• 5-Excellent
If the application calculates a rating of 3.2 (between Good and Average, but closer to Average), the mapping method
determines which entry the application uses:
• Highest yields the next numerically highest rating--in this case 4, or Good.
• Lowest yields the next numerically lowest rating--in this case 3, or Average.
• Nearest yields the numerically closest rating--in this case 3, or Average.
If the calculated rating falls exactly halfway between two ratings in the rating model, the application assigns the
numerically higher of the two ratings.
Related Topics
• Create a Performance Template
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Each of these seings has a default mapping metric to help determine the nal numeric level to assign to the rating.
However, you can change the mapping metric from the default to another. The mapping metric options are:
• Numeric rating
• Points range
To use numeric ratings, the rating model congured to rate the section and items in the section must have the numeric
rating aributes dened for the rating levels. To use the points range, the rating model must have dened review points
as well as point ranges (from points and to points).
Average Method
To use this method, the rating models associated with the section and its content items must dene numeric ratings
that correspond to the rating descriptions. The application rst calculates the average of the item ratings to determine
the section rating. Then the application calculates the average of the section ratings to determine the overall rating. The
application uses the numeric ratings to calculate a weighted average if weights are congured to be used; otherwise,
it calculates a straight average. It then converts this average back to a performance document rating, using the rating
model.
For the points range mapping metric, the application:
• Calculates the total numeric score using the numeric ratings dened in the rating model
• Converts this total into the corresponding review rating for the section by mapping the total numeric score to
the points range
Sum Method
To use this method, the rating models associated with the section and the items in the section must also use numeric
ratings. The application:
• Uses the numeric ratings as dened in the rating model
• Calculates the total numeric score
• Converts this total into the corresponding review rating for the section by mapping the total numeric score to a
rating level
• Ignores items without ratings
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When using the sum method for the overall rating, section rating calculation rules can be sum or average only.
Band Method
This method is similar to the sum method, but is available only for the Overall Summary section of a performance
document. The Prole Content, Performance Goals, and Development Goals sections, however, use the average or sum
method. To use the band method, the rating model that is associated with the Overall Summary section must dene
review points as well as point ranges (from points and to points).
You can't congure weights to be applied to the results of a fast formula. However, you can build weights into the fast
formula.
Related Topics
• Rating Models
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You congure item processing on a section using the Manage Performance Template Sections task in the Setup and
Maintenance or the Performance Management work areas.
Rating Type
Rating types determine the rating models that are available for workers and managers to use to select the content item
ratings in the performance document and to calculate the item ratings.
For the Performance Goals and Development Goals sections, only the Performance rating type is available.
When you select either Performance or Prociency and Performance rating types, you can use the same rating model
for content items that the section uses, or select another. You can also select dierent performance rating models for
individual content items. This enables your organization to rate some performance goals that may be specic to a
department using a dierent rating model than that used for organization-wide goals, for example.
Prociency levels are published to Oracle Fusion Prole Management when the performance document is completed.
Performance ratings for competencies and goals aren't published to Prole Management.
Item Calculation
The item calculation method determines how the item is rated.
When the rating type is Prociency and Performance, you can select:
• Prociency: Prociency ratings are used to calculate the score for a specic item.
• Performance: Performance ratings are used to calculate the score for a specic item.
• Prociency multiplied by performance: The application multiples the prociency point value by the
performance point value to calculate the score for a specic item.
When the rating type is either Prociency or Performance, the default values for the item calculation method are the
same and can't be changed.
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Properties
You can select the aributes that you want to make available for items.
The eects of selecting the properties are shown in the table.
Property Eect
Target prociency levels appear for the items in the performance document. The target
Target Prociency Level prociency level that appears is the target prociency level for the item from the most specic
prole type used for the section, if one exists. For example, assume you select job prole as the
prole type used by the section. The target prociency levels in the performance document are
those for the competencies belonging to the worker's job prole.
You can select target performance ratings for the items you add to the section or the
Target Performance Rating performance template. In the performance document, workers can select target performance
ratings for items they add to the document. Managers can select target performance ratings
for items that they, or the workers, add.
Weight You can enter weights for items in the section and the performance template to determine the
relative importance of the items within the section. In the performance document, managers
and workers can change weights for:
When using calculated ratings, this is available only when you select the Average calculation
rule for the section.
You can enter minimum weights for items in the performance template. In the performance
Minimum Weight document, managers can edit the minimum weights.
Required In the performance template section or the performance template, select the Required check
box to prevent workers and managers from editing or deleting the item in the performance
document. Use the Required seing to create a performance template that contains standard
competencies and goals, for example, to rate workers on the competencies for a particular job
prole type.
Related Topics
• Rating Models
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You select calculation rules for sections using the Manage Performance Template Sections task in the Setup and
Maintenance or Performance Management work areas.
The following table shows the ratings for the Competencies section.
Competency Item Numeric Rating Maximum Numeric Rating Decimal Score (Item Rating/
from Rating Model Maximum Rating)
Teamwork 4 5 0.8
Leadership 3 5 0.6
Communication 2 5 0.4
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Competency Item Numeric Rating Maximum Numeric Rating Decimal Score (Item Rating/
from Rating Model Maximum Rating)
Ethics 5 5 1.0
The sum of the decimal scores is 4.4, from a possible maximum of 6.0. The 4.4 must be converted to a value on the
rating model for the section. The section maximum numeric rating is 5, so the formula to calculate the section rating is:
(Total Decimal Score) / (Total Maximum Decimal Score) x (Maximum Numeric Rating from Section Rating Model), or in
this example: (4.4 / 6) x 5 = 3.67.
In this example the calculated section rating for competencies is 3.67 out of 5, which maps to a numeric rating of 4.
The following table shows the ratings for the Performance Goals section.
Goal Item Numeric Rating Maximum Numeric Rating Decimal Score (Item Rating /
from Rating Model Maximum Rating)
The sum of the decimal scores is 3.6, from a possible maximum of 4.0. The 3.6 must be converted to a value on the
rating model for the section, just as for the Competencies section. The section maximum numeric rating is 5, so using
the same formula to calculate the section rating as for competencies, the section rating is: (3.6 / 4) x 5 = 4.5.
In this example the calculated section rating for goals is 4.5 out of 5, which maps to a numeric rating of 5.
To determine the overall rating, the application calculates the average numeric rating for the two sections. The overall
rating calculation is: (4.0 + 5.0) / 2 = 4.5. The calculated overall rating maps to a numeric rating of 5.
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The following table shows the ratings for the Competencies section.
The sum of the weighted scores is 77.0, from a possible maximum of 100.0. The 77.0 must be converted to a value on
the rating model for the section. The section maximum numeric rating is 5, so the formula to calculate the section rating
is:
(Weighted Score) / (Total Maximum Weighted Score) x (Maximum Numeric Rating from Section Rating Model), or in
this example: (77.0 / 100.0) x 5 = 3.85.
In this example the calculated section rating for competencies is 3.85 out of 5, which maps to a numeric rating of 4.
The following table shows the ratings for the Performance Goals section.
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The sum of the weighted scores is 88.0, from a possible maximum of 100.0. The 88.0 must be converted to a value on
the rating model for the section, just as for the Competencies section. The section maximum numeric rating is 5, so
using the same formula to calculate the section rating as for competencies, the section rating is: (88.0 / 100.0) x 5 =
4.40.
In this example the calculated section rating for performance goals is 4.40 out of 5, which maps to a numeric rating of 4.
To determine the overall rating, the application calculates the sum of the numeric ratings for the two weighted
sections, then converts the score to the rating model scale. ABC sets the Competencies section weight to 40, and the
Performance Goals section weight to 60. First, the application calculates the decimal scores of the weighted sections:
• Competencies: 4 / 5 = 0.8
• Performance Goals: 4 / 5 = 0.8
The application then calculates the weighted scores for each section, and adds them together. The total weighted
scores are out of a possible 100.0 points:
• Competencies: 0.8 x 40 = 32.0
• Performance Goals: 0.8 x 60 = 48.0
• Total Competencies and Performance Goals: 32.0 + 48.0 = 80.0
The application converts the scores to the rating model scale to determine the overall rating: (80.0 / 100.0) x 5 = 4.0,
which maps to a numeric rating of 4.
The following table shows the ratings for the Competencies section, which uses dierent rating models with dierent
maximum ratings for the individual competencies. The section rating model diers from those used for the individual
competencies, and the rating model maximum numeric rating is 7.
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The sum of the weighted scores is 84.0, from a possible maximum of 100.0. The 84.0 must be converted to a value on
the rating model for the section. The section maximum numeric rating is 7, so the formula to calculate the section rating
is:
(Weighted Score) / (Total Maximum Weighted Score) x (Maximum Numeric Rating from Section Rating Model), or in
this example: (84.0 / 100.0) x 7 = 5.88.
In this example the calculated section rating for competencies is 5.88 out of 7, which maps to the numeric rating 6.
The following table shows the ratings for the Performance Goals section. The Performance Goals section itself uses a
rating model with a maximum rating of 6.
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The sum of the weighted scores is 78.0, from a possible maximum of 100.0. Because the maximum for the section
rating model is 6, the section rating is: (78.0 / 100.0) x 6 = 4.68, which maps to the numeric rating of 5.
To determine the overall rating, the application calculates the sum of the numeric ratings for the two weighted
sections, then converts the score to the rating model scale. ABC sets the Competencies section weight to 40, and the
Performance Goals section weight to 60. The overall summary section uses a rating model with a maximum score of 9.
First, the application calculates the decimal scores of the weighted sections:
• Competencies: 6 / 7 = 0.85
• Performance Goals: 5 / 6 = 0.83
The application then calculates the weighted scores for each section, then adds them together. The section weight for
the Competencies section is 40, and for the Performance Goals section it's 60. The total weighted scores are out of a
possible 100.0 points:
The application converts the scores to the rating model scale to determine the overall rating: (83.8 / 100.0) x 9 = 7.542.
When the rounding rules and decimal places are applied, overall rating is 7.54, which maps to the section numeric rating
8.
Related Topics
• Create a Performance Template
• Rating models that are selected for each section and content item
• Numeric ratings and points ranges assigned to each rating level
Items without ratings aren't counted when calculating the ratings. For the band method, the numeric ratings must be
associated with a points range. The rounding rules, mapping metric, and mapping methods must also be set in the
performance template sections.
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For the band method, as in the sum method, the application calculates the sum of the section rating. For the overall
rating, the application converts the numeric rating total from the sections to the points range associated with a rating
level.
1-Weak 1
2-Poor 2
3-Average 3
4-Good 4
5-Excellent 5
The following table shows the rating model used for the Competencies and Performance Goals sections, and the rating
levels and numeric ratings assigned to each level.
1-Weak 5
2-Poor 10
3-Average 15
4-Good 20
5-Excellent 25
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The following table shows the rating model for the Overall Summary section and the rating levels and numeric ratings
assigned to each level.
1-Weak 10
2-Poor 20
3-Average 30
4-Good 40
5-Excellent 50
The following table shows the ratings for the Competencies section.
Teamwork 4
Leadership 3
Communication 2
Analytical Skills 4
Ethics 5
Conceptual Thinking 4
The score for the Competencies section is: 4 + 3 + 2 + 4 + 5 + 4 = 22, which maps to the section numeric rating 4-Good.
The following table shows the ratings for the Performance Goals section.
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Cut expenses 3
Participate in mentoring 4
The score for the Performance Goals section is: 5 + 3 + 4 + 4 = 16, which maps to the section numeric rating 3-Average.
To determine the overall rating, the application adds the Competencies and Performance Goals sections: 22 + 16 = 38,
which maps to the section numeric rating 4-Good.
The following table shows the rating levels and the numeric ratings assigned to each level for the individual content
items in the Competencies section.
1-Weak 1
2-Poor 2
3-Average 3
4-Good 4
5-Excellent 5
The following table shows the rating levels and the numeric rating assigned to each level for the Competencies section
itself.
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1-Weak 10
2-Poor 20
3-Average 30
4-Good 40
5-Excellent 50
The following table shows the worker ratings for the Competencies section.
Teamwork 4
Leadership 3
Communication 2
Analytical Skills 4
Ethics 5
Conceptual Thinking 4
The application calculates the sum of the item rating scores: 4 + 3 + 2 + 4 + 5 + 4 = 22. To determine the section rating,
the application uses the mapping rules for the rating model assigned in the performance template. In this example, the
mapping rule is Nearest, which assigns the section a rating level of 2.
The following table shows the ratings for the Performance Goals section, which uses the average method.
Goal Item Numeric Rating Maximum Rating from Decimal Score (Item Rating /
Rating Model Maximum Rating
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Goal Item Numeric Rating Maximum Rating from Decimal Score (Item Rating /
Rating Model Maximum Rating
The sum of the decimal scores is 2.8, from a possible maximum of 4.0. The 2.8 must be converted to a value on the
rating model for the section. The section maximum numeric rating is 5, so the Performance Goals section calculated
rating is: (2.8 / 4) x 5 = 3.5.
To determine the Performance Goals nal section rating, the application uses the mapping rules for the rating model
assigned in the performance template. In this example, the mapping rule is Nearest and the calculated section rating for
goals is 3.5 out of 5, which maps to a numeric rating of 4.
To determine the overall rating, the application calculates the sum of the numeric ratings for the Competencies and
Performance Goals sections: 20 + 4 = 24, which maps to the section numeric rating 20.
The following table shows the review point ranges set up for the Overall Section rating model to assign the rating level
for the overall rating.
1-Weak 0 5
2-Poor 6 10
3-Average 11 25
4-Good 26 40
5-Excellent 41 50
To determine the overall rating, add the section numeric ratings from the previous example. The Competencies numeric
rating is 20; the Performance Goals section numeric rating is 4. The total is: 20 + 4 = 24. Using the total numeric rating
and applying the point ranges shown in the table, the total score of 24 for the sections lies in the range of 11 to 25. The
worker's overall rating is 3-Average.
Related Topics
• Create a Performance Template
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Writing Assistant
Writing Assistant is a tool that provides suggestions for a manager when writing comments or feedback for a worker's
competency or rating level during performance evaluation. Writing Assistant suggests statements associated with
competencies and prociency levels within those competencies, to help describe a worker's observed and wanted
actions. The Writing Assistant data is displayed in the form of feedback suggestions and development tips. Use the
Export option on the Manage Content Items page in the Proles work area to generate the spreadsheet for uploading
writing assistant data.
Related Topics
• How Writing Assistant Works with Performance Documents
• Guidelines for Seing Up Performance Templates
• Feedback Suggestions - Upload feedback suggestions for each prociency level for each competency.
• Development Tips - Upload development tips associated for each competency.
Spreadsheet Generation
You can generate the spreadsheet to upload and associate Writing Assistant data with competencies as follows:
1. Navigate to the Manage Content Items page from the Setup and Maintenance work area by querying on the
Manage Prole Content Items task and selecting Go to Task.
2. In the Search Results region, click the Export icon and select the Writing Assistant Excel Template action. A
File Download dialog box appears.
3. Click Save. Select a destination on your local hard disk to save the CompetencyFeedbackSuggestion.xlsx
spreadsheet.
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To update an existing feedback suggestion, click Download to download all feedback suggestions for competencies
into the spreadsheet. You can then update the suggested text and click Upload. After you click Upload, click Save to
commit the feedback suggestions for prociency levels for associated competencies into the application database.
Note: You can enter the same suggestion text for multiple competencies and for multiple prociency levels.
To update an existing development tip, click Download to download all development tips for competencies into the
spreadsheet. You can then update the suggested text and click Upload. After you click Upload, click Save to commit the
updated development tips for associated competencies into the application database.
Note: You can enter the same suggestion text for multiple competencies.
Related Topics
• How Writing Assistant Works with Performance Documents
• Guidelines for Using Desktop Integrated Excel Workbooks
Writing Assistant is available only for the Prole Content section type you congure for competencies.
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The Writing Assistant provides suggestions only for competencies and their respective prociency levels. If you set
up the competencies section to use both prociency levels and performance ratings, the Writing Assistant provides
suggestions only for the selected prociency levels. If you set up the section to use only performance ratings, Writing
Assistant displays only development tips associated with the selected competency.
The Copy Worker Comments feature is available in the performance document when the Writing Assistant isn't
congured, or when the competencies section is congured to use only performance ratings. The feature is also
available on the Performance Goals, Development Goals, and Overall Summary section types.
Related Topics
• How Writing Assistant Works with Performance Documents
Calculate section ratings? With which Yes, the section uses the Average calculation rule
calculation rule?
Weight the section? Yes, the weight complements the Performance Goals and Development Goals section weights
so the sum of the sections is 100
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Rate content items? Yes, using the prociency rating type, and section rating model
Do you require any content items to Yes, one content item is required
be added to the section?
Field Value
Competencies
Name
This section is used to rate competencies and calculate section ratings as part of the overall
Description ratings. The section weight section is 40 to complement the Performance Goals section.
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Field Value
01/01/2017
From Date
12/31/2021
To Date
Active
Status
4. Click Save.
Field Value
Prole Content
Section Type
Select
Rate Section
Average
Calculation Rule for Section
Decimal Places 2
Any
Section Rating Model
Select
Weight section
40
Item Weight
2. Click Save.
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Field Value
Select
Enable items
Select
Add and remove items during task
to set goals
Select
Rate items
Prociency
Rating Type
Select
Use section rating model for
performance rating
Prociency
Item Calculation
Select
Weight
Select
Required
Select
Target Prociency Level
2. Click Save.
Field Value
Select
Use prole related to worker's job
data
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Field Value
Select
Use specic content items
Select
Enable writing assistant for
manager
Field Value
Any
Item Name
Any
Target Prociency Level
Any
Weight
Select
Required
4. Click Save.
Calculate the section rating? With Yes, the section uses the Average calculation rule
which calculation rule?
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Weight the section? Yes, the weight should complement the Competencies section weights so the sum of the
sections is 100
Rate content items? Yes, using the Performance rating type, and the same rating model as the section uses
What properties are included with the Weight, Required, Target Performance Level
content items?
Add content items to the section? Yes, add one content item.
Field Value
Performance Goals
Name
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Field Value
This section is used to rate performance goals and calculate section ratings as part of the
Description overall ratings. The section weight section is 60 to complement the Competencies section.
01/01/2017
From Date
12/31/2021
To Date
Active
Status
4. Click Save.
Field Value
Performance Goals
Section Type
Select
Rate Section
Average
Calculation Rule for Section
2
Decimal Places
Standard
Decimal Rounding Rule
Numeric Rating
Mapping Metric
Nearest
Mapping Method
Any
Section Rating Model
Select
Weight section
60
Section Weight
2. Click Save.
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Field Value
Select
Enable items
Select
Add and remove items during task
to set goals
Select
Rate items
Select
Use section rating model for
performance rating
Select
Target Performance Level
Select
Weight
Select
Required
Select
Description
2. Click Save.
Field Value
Select
Populate with Worker Goals
Select
Allow update goals action to
update goal weights from goal
management business process
Select
Use specic content items
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Field Value
Field Value
Any
Item Name
Any
Performance Rating Model
Any
Target Performance Rating
Any
Weight
Select
Required
4. Click Save.
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12 Review Periods
Each review period must have a unique name. You can create review periods any time, and later associate them with
goal plans, goal plan sets (if enabled), and performance documents. If a review period is in use by a business object,
then you can't modify the start and end dates of the review period. The application also adds the tag In Use to the
review period next to the Status aribute on the Edit Review Period page. If the review period isn't used by any business
objects, the application adds the tag Not in Use.
You can set the review period status to active or inactive any time. The business objects already associated with an
inactive review period will still use the review period. Inactive review periods are no longer visible to HR specialists when
creating a business object, such as a goal plan, goal plan set, or performance document. Workers can't view inactive
review periods on the application pages.
Associating Goal Plans, Goal Plan Sets, and Performance Documents with
Review Periods
You create review periods to associate with goal plans and performance documents that fall within the review period
dates. In the performance template, you select the review period to associate with a performance period from which
the performance document is created. This enables you to connect an employee's performance evaluation with the
progress on a performance goal in a goal plan within a business cycle. If goal plan sets are enabled, you must also
associate review period with sets within the review period time frame, thereby, associating all goal plans within a goal
plan set with the selected review period.
Related Topics
• Goal Plans
• Goal Plan Sets
• How Performance Documents Work with Goals
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This topic describes the aributes of performance document types and how document types are used by performance
templates and performance goal plans. Use the Manage Performance Document Types task in the Setup and
Maintenance work area.
Aributes
Along with the name and optional description, you congure the following aributes:
• From Date and To Date: For the document type to be valid in the template, the following must be true:
◦ The from date must be the same as or before the performance template from date
◦ The to date must be the same as or later than the performance template to date
• Status: Set the status to Active to make it available for performance templates and performance goals plans.
Once it's used by a template or goal plan, you can't set it to Inactive.
• Worker can select manager when creating document: When selected, the worker can search and select a
dierent manager than the direct manager on the Create Performance Document dialog box. The selected
manager becomes the manager of the performance document. You can override this seing by selecting or
deselecting the Worker can select manager when creating document check box on the Processing tab of the
performance template that uses the document type.
In addition, if you congure the performance template to use interim evaluations, you must select at least one
document type to associate with the document period. The document types and review periods you select on the
Document Periods tab determine which interim ratings and comments appear in the later performance document.
The ratings, comments, or both (depending on conguration) from performance documents associated with those
document types appear in the document.
You can use the same document types, or create unique ones for the interim and nal performance documents.
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For example:
When a worker or manager adds a performance goal to Performance Document D, the goals are automatically added to
Goal Plan A.
Related Topics
• Interim Evaluations in Performance Documents
• Goal Plans
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14 Performance Templates
• Standard, for typical performance documents, such as annual or project or company-wide evaluations
• Anytime, for performance documents that managers and workers can create at any time to evaluate the
worker.
To create performance templates, use the Manage Performance Templates task in the Setup and Maintenance work
area.
Participation Roles
Specify the roles that are eligible to access the performance document. You can select Manager, Worker, or any
participant roles created in the Manage Performance Roles task. On the Structure tab, you select which roles can access
the individual section in the performance document to provide ratings and comments, questionnaire feedback, and
perform other actions. For example, if you set up the performance template so that only managers rate workers, but
workers can see the results, then you must select both roles as participants. If, however, the manager rates workers
without the workers participating in the performance evaluation process or viewing results, then you can select only the
manager role.
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In the Participation section, you also determine the minimum number of participants required for participant feedback,
and the minimum for each role. These seings aren't enforced but serve as a guideline for managers and workers when
they request participant feedback.
Process Flow
The process ow determines which tasks are included in the performance template. You can select a previously-dened
process ow or create one as you create the template.
The process ow also determines which sections you can add to the performance template. If the performance template
is used to rate workers, set goals, and let workers and managers provide nal feedback, the process ow you select
must include all those tasks. You can only add sections to the performance template that are required by the process
ow. For example, if the process ow doesn't include the Worker Final Feedback task, you can't add that section to the
performance template. If you are creating an Anytime performance template, you can only select a process that doesn't
include the Set Next Period Goals task.
You can enter the number of days before the tasks are due that an email alert is sent for both standard and critical
alerts. You enter the task due dates on the Document Periods tab. Alerts aren't available for Anytime performance
templates.
Participant options let you determine whether participant feedback is required for the performance document, which
isn't enforced but serves as a guideline for managers and workers. You also specify:
• Whether to let workers view participants selected by the manager to provide feedback. When you choose this
option, it overrides other role options that you have set to allow workers to see participant feedback names or
roles, for example, in the Processing by Role section of the Structure tab.
• Whether to auto-populate matrix managers of a worker as participants to avoid manually adding them as
participants.
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Structure
Add previously-dened sections or create ones that are required for the process ow selected for the template. You
must select or create one of each type of the sections that are required for this particular template. You can edit
previously-dened sections to suit the template requirements, including processing options, properties and content.
For each section, you must select which roles have access to the section in the performance document to view and
if applicable, provide ratings, comments, and questionnaire feedback. For the Prole Content, Goals, and Overall
Summary sections, you can select whether to require ratings and comments for the content items in the section. If you
enable section ratings for the Prole Content and Goals sections and select the option to require section ratings, the
process ow must include an Overall Summary section. For the Questionnaire section, you can select whether to require
comments only. If you require comments for the Questionnaire section, then you must also select the Participant Role
Can Enter Comments Visible to Worker for the section. If you give participants the option to provide comments on the
Questionnaire section, they can't provide comments on the Overall Summary section. Only one set of overall comments
can be provided.
Content
For each section that contains content that can be rated, you can add content items directly to the performance
template so they appear on the performance document. For both Goals and Prole Content sections you can load
content that was included in the previously-dened section. For a Prole Content section, such as competencies, you
can also copy content from whatever prole the section uses as a source for content items. You must set up proles to
be used as a source in this case.
This lets you target this performance template as broadly or narrowly as you need. You can decide to load content items
from the section, for example, that apply to everyone who's rated using the performance document created from this
template. But you may decide not to copy content directly from a prole in the template because the population being
evaluated has varied proles. The workers and managers can then copy prole content on the performance document
itself (if the process ow is set up to let them). In this case, the prole content is specic to the worker.
Document Periods
You can create a single, or multiple document periods, within a performance template. Adding multiple periods enables
you to create performance documents from the same template for dierent periods. The performance documents are
treated as distinct documents, but contain the same process ows, sections, and processing rules. For example, you
can create a template for an annual evaluation to use every year. The content is updated for each worker because the
competencies are pulled from the selected prole type, and goals are pulled from the goal management and career
development business processes. Managers and workers can add additional content to the performance document as
well.
The person who creates the performance document can change the performance document start and end dates if
desired. However, the performance document start end dates must be between the document period start and end
dates.
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• Available to use: Select to display the performance document on the My Manager Evaluations and My
Evaluations pages so managers and workers can access it.
• Due dates: Within each period, you can set the due date for each task that's included in the process ow used
by the performance template. Due dates aren't available for Anytime performance templates.
Related Topics
• Considerations for Using Performance Template Section Calculation Rules
• Create a Performance Template Section for Prole Content
HR specialists, managers, and workers, can only create anytime performance documents for people to whom they have
data security access.
Workers, managers, including matrix managers, and HR specialists can also create Anytime performance documents in
the following locations:
• Person smart navigation window
• Quick Actions page
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When creating the performance document, a dialog box opens, prompting you to enter information about the
document. You can enter:
• Worker name (managers only)
• Review period
• Performance document name
• Description
• From date and to date
• Performance Document Manager
The description is appended to the performance document name. Since you can create multiple anytime documents for
a worker that have the same performance document name, the editable description provides a way to distinguish them.
Note: When you create an anytime document, it is associated to the primary assignment of the worker.
Anytime documents are not associated with secondary assignments.
Related Topics
• Options for Creating Performance Documents
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You add roles to sections on the Content tab of the Create and Edit Performance Template pages. You can nd those
pages using the Manage Performance Templates task in the Setup and Maintenance work area.
The roles that are available to add to the section are those you added in the Participation section of the General tab of
the performance template.
You can set up the section so one role is required to provide ratings and comments, but for other roles, they are
optional.
To enable item ratings and comments, you must also select Enable ratings for items in the Ratings and Calculations
section of the section. To allow section ratings and comments to be used, you must select Enable section rating in the
Ratings section of the section.
For the Overall Summary section, specify whether to update and display the overall performance rating provided by the
manager. When you select the option, the rating appears in the:
• Person prole
• Performance Evaluations graph on the Experience and Qualications portrait cards
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For both section types, you must select the person prole type to which the information is updated, if it is not
automatically selected.
If you elect to update proles, you can also specify the instance qualier to identify that the source of the ratings and
content items is the performance document. Instance qualiers must be set up and maintained in Oracle Fusion Prole
Management to use this feature.
• Line managers and matrix managers can see questionnaires and feedback provided by workers and
participants, including the participant names.
• Workers can see questionnaires and feedback provided by the manager and participants, including the
participant names.
• Line managers, matrix managers, and workers can see the participant names and their roles.
When you use questionnaires for participant feedback and congure the template so that workers can't view participant
feedback, you can set the Participant Role Can Enter Comments Visible to Worker seing to Yes for a participant
role. Participants with that role can then add overall comments to the questionnaire that are visible to both the manager
and worker. The worker can't view the name of the participants. This option is only available if participants aren't given
access to the Overall Summary section where they can provide overall comments.
Related Topics
• Instance Qualier Sets
• Options for Conguring Performance Documents to Display Performance Ratings to Workers
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If you edit the task due dates for performance documents for specic workers using the Change Due Dates
administrative task, the seings in the template aren't aected. The notications are sent the specied number of days
before the task due date.
For example, assume that you set the standard alert to be sent 14 days before a task is due, and the critical alert to
be sent 7 days before the task due date. In addition, you set the process schedule to send notications daily. If you
enable the repeat alerts for both the standard and critical alerts, the standard alert is sent every day between 14 and 7
days before the task due date. Then, the critical alert is sent daily for the 7 days before the task due date and continues
to until the task is completed. If you set only one or the other of the standard or critical alert days to repeat, the
notications are sent starting from the number of the days before the task is due until the task is completed, according
to the process job schedule.
The notications cease when the task is completed for the respective role or the performance document is completed.
For example, when the worker submits a completed a task, the worker no longer receives notications. However, for
tasks that aren't completed, you must turn o the notications to prevent them from continuing even after the task is
due. To turn o the notications, you must either:
• Deselect the options in the performance template and save the template.
• Turn o the Enterprise Scheduler Service process.
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• Project evaluations
• Previous annual evaluations
You can congure interim documents to capture the same, more, or less information than, for example, an annual
evaluation. For example, you can congure the interim evaluation to require comments, but not ratings, for content
items and sections. Or, for simplicity, the interim evaluation may not contain tasks for participant feedback or approvals.
If you congure some ratings or comments to appear in the interim, but not the later performance document, the later
document doesn't display the ratings or comments from the interim document. For example, if you include section
ratings in the performance template for the interim evaluation, but not in the nal evaluation template, the section
ratings don't appear in the nal performance document.
• Review periods
• Document types
• Document periods on the performance template
Review periods must be the same for both the interim and later documents that consume the interim documents.
To make interim evaluations appear in later, or nal performance documents, you must select at least one document
type to associate with the document period for the nal document. The document types you select on the Document
Periods tab determine which interim ratings and comments appear in the nal performance document. The ratings,
comments, or both (depending on conguration) from performance documents associated with those document types
appear in the document.
Document types associated with the performance templates used for the performance documents can be the same, or
dierent for the interim and later documents, depending on your needs. The document types must be the same for all
interim evaluations that you want to appear cumulatively. For example, if your organization uses quarterly evaluations,
to see the ratings for all previous quarters in subsequent quarters, each must use the same document type. If you want
to isolate interim performance documents from each other, but have them appear in a nal document, the interim
performance documents must use dierent document types. You might use this approach, for example, if you have
both midyear and project evaluations and need neither to be visible to the other, but both to appear in an annual
evaluation.
In the document period of the performance templates you use to create the performance documents you select the
review period. In the document period for each later document in which you want interim documents to appear, you
also must select the document types for the interim evaluations you want to appear. If you have only one document
type, such as for cumulative quarterly evaluations, select the document type those documents use. If you have multiple
evaluations to display, such as for the midyear and project evaluations mentioned previously, select all document types
that apply.
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For individual content items, you can view ratings and comments from interim evaluations only for each matching
content item. For example, if you have a competency in Period 1, and the same competency in Period 2, you can select
the Information icon in Period 2 performance document to see the Period 1 information. If that competency isn't part of
the template or congured to appear as part of a prole in Period 2, it doesn't appear.
In the dialog box that appears, you can click the performance document name to open a PDF of the interim
performance document to see the entire interim performance document.
Document Periods
You can add a single, or multiple periods, within a performance template. Adding multiple periods enables you to create
performance documents from the same template for dierent periods. This lets you create performance documents
that are treated as distinct documents, but contain the same process ows, sections, and processing rules.
Name
The name of the document period is the name of the performance document created for the period.
Review Period
You must select a review period for the document period. The review period typically corresponds to the talent business
period, such as a calendar or scal year, or semiannual period. You can select dierent review periods for dierent
document periods. The review period also helps determine which goal plans any goals added to the performance
document are added to. The goals in the performance document are added to goal plans that are associated with both
the:
• Review period selected for the document period
• Document type selected for the template
Goal plans are available only when Oracle Fusion Goal Management is enabled.
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Short Name
The short name appears in the rating history analytic for each of the three years that appear, rather than the complete
performance document name.
Available to Use
Available to Use is the default seing, and enables managers and workers to create documents for the period.
Note: The prole option seings Number of future years from the current date and Number of past years
from the current date take precedence over this seing. Therefore, documents don't appear to managers
and workers outside the date range of the prole option seings.
You can deselect the Available to Use option to prevent access, for example, if you have created future periods, but
don't want to make them available yet. Documents that are already created aren't aected by the Available to Use
selection.
Eligibility Proles
Add eligibility proles to the period to associate the proles with the performance documents to restrict access to
the documents made from the templates. Only workers who meet the eligibility criteria can have the performance
documents created for them or access them. Managers can still access the performance documents even if they aren't
eligible for them. You can add dierent eligibility proles to each period. Eligibility proles added to the General tab
appear automatically on the Document Periods tab.
You can remove or select or deselect Required as needed for your business process. If you select eligibility proles for a
document period, the application assigns performance documents as follows:
• If all eligibility proles are marked as required, then an individual must meet criteria of all the eligibility proles.
• If no eligibility prole is marked as required, then an individual must meet criteria of at least one eligibility
prole.
• If some eligibility proles are marked as required and some aren't, then an individual must meet criteria of all
the required proles and at least one nonrequired prole.
• If only one eligibility prole is marked as required, then an individual must meet criteria of that eligibility prole.
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interim and nal performance documents, the application determines which interim documents are included in the nal
document.
Interim evaluation ratings and comments appear in the nal performance document when:
• You add the document type for the interim evaluations to the document period of the later, or nal, evaluation.
You can add document types for each interim evaluation you want to appear in the nal evaluation.
• The review periods of the interim evaluations and the nal evaluation are the same.
• The performance documents from the interim evaluations are completed.
Due Dates
Within each period, you can set the due date for each task that's included in the process ow used by the performance
template. The due date for each task must be the same or later than the task before, with the exception of the Manage
Participant Feedback task. The due date for the Manage Participant Feedback task must be the same or earlier than the
Manager Evaluation of Workers task due date.
The due dates are guidelines and don't prevent performance documents from being created or tasks from being
completed.
Questionnaires
When using participant feedback, you specify for a period which questionnaire to associate with each participant role,
including the manager and worker roles. The role then has access to the appropriate questions on which to provide
feedback in the performance document.
Related Topics
• How Performance Documents Work with Questionnaires
You manage performance templates using the Manage Performance Templates task in the Setup and Maintenance
work area.
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example, you can add an eligibility prole to performance documents that are appropriate for the Sales team, and
another for the Information Technology department.
Adding Eligibility Proles to the Template General Tab and the Document
Periods
You can add existing eligibility proles to either, or both, the performance template on the General tab and the
document periods on the Document Periods tab. You can add as many proles as required to either the General tab or
document periods.
Eligibility proles you add to the General tab are inherited by the document periods when periods are added to the
template. You can add, remove, or change the eligibility proles for the document periods, and change the required
status as well. Only the eligibility proles associated with a document period are used to determine eligibility for
documents created for that period.
When you add only eligibility proles that aren't required to the document period, workers must satisfy the criteria for at
least one of them to be eligible for the performance document.
Related Topics
• How You Use Eligibility Proles with Performance Documents
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Add eligibility proles to either the Yes, add the same eligibility prole to both the template and the performance document
template or performance document periods, and specify it as required; add an additional eligibility prole to one period, and do not
periods, and are they required? specify it as required
Calculate section ratings and Yes, the worker, manager, participants, and matrix managers can see calculated ratings
the overall rating? Who can see
calculated ratings?
Weight the sections? Yes, give the Prole Content section a weight of 40, and the Performance Goals section a
weight of 60
Enable content items for the Yes, enable content items for the Prole Content and Performance Goals sections; add a
section? Include content added to content item to each section in the template
the performance template in the
sections?
Is participant feedback required, and Yes, feedback is required with a minimum number of participants; participants should provide
is there a minimum requirement for ratings and comments on the Prole Content, Performance Goals, and Overall Summary
participants? sections, and a Questionnaire section is added to the template to capture additional participant
feedback
Should managers share ratings with Yes, managers share their ratings with workers
workers?
Use ratings to update the worker Yes, use manager ratings to update the worker prole
prole?
Use the performance template for Yes, set up two performance document periods
more than one period?
Use interim evaluations? Yes, use the rst performance period as an interim evaluation in the second period
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Prerequisites
1. Create a document type that can be used for an annual evaluation.
2. Create a performance role for Colleague and one for Matrix Manager. Congure the Matrix Manager role to
enable viewing worker and manager evaluations.
3. Create a process ow with the following tasks and subtasks, in the following order: Set Goals, Worker Self-
Evaluation, Manager Evaluation of Workers, Manage Participant Feedback, First Approval, Share Documents,
Worker Must Acknowledge Document, Conduct Review Meetings, Worker Must Acknowledge Review Meetings,
Worker Final Feedback, Manager Final Feedback.
4. Create the following sections: Prole Content, Performance Goals, Questionnaire, Overall Summary, Worker
Final Feedback, Manager Final Feedback.
5. Create the review period named FY2017.
Field Value
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Field Value
01/1/17
From Date
12/31/21
To Date
Active
Status
Field Value
Any
Eligibility Prole
Select
Required
Field Value
Select
Set the minimum number for each
role check box
2
Total minimum number of
participants required in the
document
16. In the Colleague and Matrix Manager rows, in the Minimum Number of Participants Required Per Role
column, enter 1.
17. Click Save.
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Field Value
Select
Calculate ratings
Select
Display star ratings
Select
Include digital signature
Select
Display feedback notes
Select
Participant feedback is required
Select
Worker can view participants
added by manager
Select
Auto-populate matrix managers of
the worker as participants
Matrix Manager
Default participant role
Select
Allow matrix managers to access
worker document automatically
2. Click Save.
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Field Value
Prole Content
Section Type
Select
Rate Section
Average
Calculation Rule for Section
Any
Section Rating Model
Select
Weight section
40
Section Weight
4. In the Item Processing section, complete the elds as shown in this table. Use the default values except where
indicated.
Field Value
Select
Enable items
Select
Add and remove items during task
to set goals
Select
Enable ratings for items
Select
Use section rating model for
performance rating
Any
Item Calculation
Select
Target Performance Rating
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Field Value
Select
Weight
Select
Required
Select
Target Prociency Level
Field Value
Manager
Role
Yes
Share Ratings
Yes
Share Comments
Yes
Update Prole
Any
Person Prole Type
Evaluation Type
Instance Qualier Set
Supervisor
Instance Qualier
Field Value
Worker
Role
9. Repeat steps 7 and 8, substituting Colleague and Matrix Manager for Worker.
10. Click Save.
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Field Value
Performance Goals
Section Type
Select
Rate Section
Average
Calculation Rule for Section
Any
Section Rating Model
Select
Weight section
60
Section Weight
4. In the Item Processing section, complete the elds as shown in this table. Use the default values except where
indicated.
Field Value
Select
Enable items
Select
Add and remove items during task
to set goals
Select
Enable ratings for items
Select
Use section rating model for
performance rating
Any
Item Calculation
Select
Target Performance Rating
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Field Value
Select
Weight
Select
Required
Field Value
Manager
Role
Yes
Share Ratings
Yes
Share Comments
Yes
Update Prole
Any
Person Prole Type
N/A
Instance Qualier Set
N/A
Instance Qualier
Field Value
Worker
Role
9. Repeat steps 7 and 8, substituting Colleague and Matrix Manager for Worker.
10. Click Save.
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Field Value
Manager
Role
Yes
Manager Questionnaire Can Be
Viewed by the Role
Yes
Worker Questionnaire Can Be
Viewed by the Role
Yes
Participant Questionnaire Can Be
Viewed by the Role
Yes
Participant Name Can Be Viewed
by the Role
Yes
Participant Role Can be Viewed by
the Role
Field Value
Worker
Role
No
Manager Questionnaire Can Be
Viewed by the Role
Yes
Worker Questionnaire Can Be
Viewed by the Role
No
Participant Questionnaire Can Be
Viewed by the Role
No
Participant Name Can Be Viewed
by the Role
Yes
Participant Role Can be Viewed by
the Role
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Field Value
Colleague
Role
No
Participant Role Can Enter
Comments Visible to Worker
Field Value
Overall Summary
Section Type
Select
Rate Section
Average
Calculation Rule for Section
Any
Section Rating Model
Field Value
Manager
Role
Yes
Share Ratings
Yes
Share Comments
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Field Value
Yes
Update Prole
Any
Person Prole Type
N/A
Instance Qualier Set
N/A
Instance Qualier
Field Value
Worker
Role
8. Repeat steps 6 and 7, substituting Colleague and Matrix Manager for Worker.
9. Click Save.
Field Value
Field Value
Manager
Role
Yes
Share Comments
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Field Value
Worker
Role
8. In the Section Name section, select the name of the Manager Final Feedback section that you created as a
prerequisite for this task.
9. In the Section Processing section, complete the elds as shown in this table.
Field Value
Field Value
Manager
Role
Field Value
Worker
Role
Field Value
The name of the Prole Content section you created as a prerequisite for this task.
Section Name
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Field Value
Any
Item Name
4. In the Details section, complete the elds as shown in this table. Use the default values except where indicated.
Field Value
Any
Target Prociency Level
Any
Performance Rating Model
Select
Required
Field Value
The name of the Performance Goals section you created as a prerequisite for this task
Section Name
Field Value
Any
Item Name
8. In the Details section, complete the elds as shown in this table. Use the default values except where indicated.
Field Value
Any
Performance Rating Model
Any
Target Performance Rating
Select
Required
9. Click Save.
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Field Value
FY2017
Review Period
1/1/17
From Date
6/30/17
To Date
Any
Short Name
Yes
Available to Use
3. In the Eligibility Prole for the Period section, complete the elds as shown in this table. Use the default values
except where indicated.
Field Value
Any
Eligibility Prole
4. In the Due Dates section, complete the due date for each task as shown in this table.
6/24/17
Set Goals
7/1/17
Worker Self-Evaluation
7/8/17
Manager Evaluation of Workers
7/15/17
First Approval
7/20/17
Share Performance Documents
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7/25/17
Conduct Meetings
7/30/17
Provide Final Feedback
8/30/17
Set Next Period Goals
Field Value
Manager
Template Role
Any
Questionnaire Name
7. Repeat steps 5 and 6, substituting Worker, Colleague, and Matrix Manager for Manager.
8. On the Document Periods tab, in the Document Periods section, click Add.
9. In the Document Periods section, complete the elds as shown in this table.
Field Value
FY2017
Review Period
7/1/17
From Date
12/31/17
To Date
Any
Short Name
10. In the Document Types for Interim Evaluations section, click Add.
11. In the Document Type eld, select the document type selected on the general tab.
12. In the Due Dates section, complete the due date for each task as shown in this table.
12/23/17
Set Goals
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1/8/18
Worker Self-Evaluation
1/15/18
Manager Evaluation of Workers
1/18/18
First Approval
1/21/18
Share Performance Documents
1/24/18
Conduct Meetings
1/31/18
Provide Final Feedback
12/31/18
Set Next Period Goals
Field Value
Manager
Template Role
Any
Questionnaire Name
15. Repeat steps 13 and 14, substituting Worker, Colleague, and Matrix Manager for Manager.
16. Click Save.
Related Topics
• Options for Creating Performance Documents
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Performance Templates task in the Setup and Maintenance work area, Workforce Development oering, Worker
Performance functional area.
• Display calculated ratings to: worker, manager, participants, and matrix manager, if the Calculate ratings
option is already enabled
• Display star ratings
• In the Performance Goals section, you can select or deselect the Allow update goals action to update goal
weights from goal management business process option, if the Populate with Worker Performance Goals
option is already enabled
• In the Performance Goals, Development Goals, and Competencies sections, you can update these options in the
Processing by Role section:
◦ Item Ratings
◦ Section Ratings
◦ Section Comments
◦ Share Ratings
◦ Item Comments
◦ Share Comments
◦ Participant Name Can Be Viewed by the Role
◦ Participant Role Can Be Viewed by the Role
• In the Overall Summary section, you can update these options in the Processing by Role section:
◦ Section Ratings
◦ Section Comments
◦ Share Ratings
◦ Share Comments
◦ Participant Name Can Be Viewed by the Role
◦ Participant Role Can Be Viewed by the Role
• In the Questionnaire section, you can update these options in the Processing by Role section:
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Prerequisites
Create performance process ows to include tasks for the manager and worker rating the worker for the annual and
quarterly evaluations, and the project evaluations. You can use the same process ow for both.
1. In the Setup and Maintenance work area, select the Manage Performance Document Types task.
2. In the Search Results section of the Manage Performance Document Types page, click Create to open the
Create Performance Document Types page.
3. In the Name eld, enter Project Evaluation.
4. Enter a description.
5. Enter the From Date and To Date. These dates must be the same as or extend beyond the date range of the
performance templates in which they're used.
6. Set the status to Active.
7. Select Worker can select manager when creating document to let workers select the manager who manages
their performance documents.
8. Click Save and Close to open the Conrmation dialog box.
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Note: Ensure that you add manager and worker roles to the template as only their
ratings and comments appear in interim evaluations.
g. Click the Process tab.
4. Congure the Process, Structure, and Content tabs using the following steps.
a. In the Process Flow eld, select a process ow for the project evaluation.
b. Congure the Alerts, Calculation Rules, Processing Options, and Participant Options sections as required
for your business process.
c. Click the Structure tab.
d. In the Sections section, click Add to add the rst section required for the tasks required in the process
ow.
e. Congure the Section Processing, Item Processing, Section Content, and Processing by Role sections as
required to conform to your business process. Note: Ensure that you add manager and worker roles to
the section as only their ratings and comments appear in interim evaluations.
f. Repeat steps 4.4 and 4.5 for each section required by the process ow.
g. Click the Content tab.
h. Add content items to the Goals and Competencies sections, if required by your business process.
5. Click the Document Periods tab.
6. Congure the Document Periods tab using the following steps.
a. In the Document Periods section, click Add.
b. In the Name eld, enter a name. The name is the name of the project evaluation performance document.
c. Select a review period. The review period must be the same used for the annual performance template.
d. Edit the performance document start and end dates, if required for your business process.
e. Enter a short name for the period.
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Note: Ensure that you add manager and worker roles to the template as only their
ratings and comments appear in interim evaluations.
g. Click the Process tab.
4. In the Process Flow eld, select a process ow for the annual and quarterly evaluations.
5. Repeat steps 4.2 through 4.8 from the Conguring the Project Evaluation Performance Template procedure.
6. Click the Document Periods tab.
7. Congure the document period for the rst quarter evaluation using the following steps.
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c. Repeat steps 7.3 through 7.7 for the period. The short name must be unique for each period.
d. In the Document Types section, click Add.
e. In the Document Type eld, select Annual and Quarterly so the ratings and comments from the rst
quarter document appear in the document.
9. Congure the document period for the third quarter evaluation using the following steps.
a. In the Document Periods section, click Add.
b. In the Name eld, enter a name for the third quarter performance document.
c. Repeat steps 8.3 through 8.5 for the period.
10. Congure the document period for the annual evaluation using the following steps.
a. In the Document Periods section, click Add.
b. In the Name eld, enter a name for the annual performance document.
c. Repeat steps 7.3 through 7.7 for the period.
d. In the Document Types period, click Add.
e. In the Document Type eld, select Annual and Quarterly so the ratings and comments from each
preceding quarter appear in the annual document.
f. In the Document Types period, click Add.
g. In the Document Type eld, select Project Evaluation so the ratings and comments from the project
evaluation appear in the annual document.
11. Click the Summary tab.
12. Review the template and click Save and Close to open the Conrmation dialog box.
13. Click OK to reopen the Manage Performance Templates page.
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15 Check-In Templates
Development goals When selected, workers or managers can create discussion topics for their active development
goals in the check-in document.
Add default discussion topics for When selected, discussion topics are automatically created for the active development goals in
development goals the check-in document.
Performance goals When selected, workers or managers can create discussion topics for their performance goals
in the check-in document.
Add default discussion topics for When selected, discussion topics are automatically created for the performance goals in the
performance goals review period in the check-in document.
General discussion topics When selected, workers or managers can create general discussion topics in the check-in
document.
Questionnaire When selected, you must specify a questionnaire for the worker or manager or both.
Note: Ensure that you schedule the batch process to assign check-in templates to eligible proles as dened
in the check-in template.
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16 Feedback Templates
Feedback Templates
Create feedback templates as per your organization requirements. You need to specify a questionnaire and set
the template status to Active so that feedback templates are available when creating a feedback request. As an
administrator, you can manage feedback templates in: My Client Groups > Performance > Tasks > Setup and
Maintenance > Manage Feedback Templates
If the feedback template is in use, the application indicates it in the Manage Feedback Templates page. When the
feedback template is Active, you can modify the template name and description, but not the questionnaire. You can set
the template status to Inactive so that no feedback requests are created using the inactive template.
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Implementing Performance Management Target Ratings Distribution
You manage rating distributions using the Manage Target Rating Distributions task in the Setup and Maintenance or
Performance Management work areas.
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1 5
2 24
3 41
4 24
5 5
The application calculates the percentage of documents for the direct and indirect reports of the manager that would be
expected for each rating level. Using the gures in the table as an example, consider an organization in which manager
Chris Black has 200 direct and indirect reports. The table shows the overall ratings Chris awarded the reports, and the
targeted number of performance documents with those rating levels according to the rating model distribution. These
are the gures that are represented in the Rating Distribution analytic.
1 8 20
2 28 48
3 104 82
4 32 48
5 28 20
In this example, Chris has a lower number of performance documents than targeted for rating levels 1, 2, and 4, and a
higher number of performance documents for rating levels 3 and 5.
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Implementing Performance Management Performance and Potential Box Chart Labels
• Rating models
• Performance and potential data sources
• Box cell labels
• Analytic viewing options
Rating Models
The Performance and Potential box chart requires both a performance rating model you select, and the predened
potential rating model. For the Potential rating model, you must congure the aributes of the rating model, but you
cannot create and use a dierent one for the box chart. You congure rating models using the Manage Prole Rating
Models task is the Setup and Maintenance work area.
To create the box labels for the Performance and Potential box chart, you must rst select the performance rating
model to associate with the box chart. Use the Manage Performance and Potential Box Chart Labels task in the Setup
and Maintenance or Performance Management work areas to create and update box chart labels.
Select the rating model specied in the performance templates for the overall rating of the Overall Summary section.
This ensures that the box chart displays the data from the performance documents created from the templates. The
default performance rating model is the one selected in the Default Rating Model for Performance Management
Analytics prole option.
If you create a performance template that uses another rating model for the Overall Summary section, you must:
This setup ensures that the data appears in the analytic on the My Organization page.
The performance rating model you select is used along the x-axis to plot performance ratings. The analytic graph uses
the potential rating model dened in Oracle Fusion Prole Management for the y-axis to plot potential ratings.
The number of cells that appear on the analytic depends on the rating categories dened for the rating models you
use in the analytic. The number of cells is calculated by multiplying the number of rating categories dened for the
potential rating model by the number of rating categories for the performance rating model. For example, if each rating
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model has three rating categories, the total number of cells is: 3 x 3, or 9. If the potential rating model has four rating
categories and the performance rating model has three, the total of cells is: 4 x 3, or 12.
Managers rate worker potential ratings using the Career Planning tab in the person spotlight and during a talent
review, which could be the most recent potential rating in the worker's prole. Performance and potential ratings are
maintained in Oracle Fusion Prole Management.
Related Topics
• Rating Models
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Glossary
competency
Any measurable behavior required by an organization, job, or position that a person may demonstrate in the work
context. 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 profiles
for workforce structures such as jobs and positions.
descriptive flexfield
Expandable fields used for capturing additional descriptive information or attributes about an entity, such as a customer
case. You may configure information collection and storage based on the context.
development goal
A goal that is geared toward facilitating the career growth of individuals so that they can perform better in their current
job or prepare themselves for advancement.
document type
A categorization of person documents that provides a set of options to control what document information to retain,
who can access the documents, whether the documents require approval, and whether the documents are subject to
expiry. A document type exists for a combination of document category and subcategory.
eligibility profile
A user-defined set of criteria used to determine whether a person qualifies for a benefits offering, variable rate or
coverage, compensation plan, checklist task, or other object for which eligibility must be established.
fast formula
A simple way to write formulas using English words and basic mathematical functions. Formulas are generic
expressions of calculations or comparisons that repeat with different input values.
goal library
A central repository of reusable goals maintained by the human resource specialist that managers and workers can
copy to use for their own goals.
goal plan
A collection of performance goals that are grouped by common characteristics, such as a specified time frame or a
particular department that must work on them.
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HR
Abbreviation for human resource.
participant
Person other than the manager who provides feedback about a worker's performance or development upon request.
participant feedback
Ratings, comments, and questionnaire responses about the performance of a worker provided by people other than the
worker or the worker's manager in a 360 evaluation.
performance document
Online document used to evaluate a worker for a specific time period. The document contains the content on which the
worker 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.
question library
A central repository of reusable questions to include in questionnaires.
questionnaire
A set of questions presented in a specific order and format.
rating model
A scale used to measure the performance and proficiency of workers.
talent review
A series of meetings where organization managers evaluate trends, assess strengths, and address areas of risk for the
organization.
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