GUID

Oracle® Fusion Cloud EPM
Administering and Working with Strategic

Workforce Planning
E96237-43
Oracle Fusion Cloud EPM Administering and Working with Strategic Workforce Planning,
E96237-43
Copyright © 2020, 2024, Oracle and/or its affiliates.
Primary Author: EPM Information Development Team
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Contents
Documentation Accessibility
Documentation Feedback
1 Creating and Running an EPM Center of Excellence
2 Welcome to Strategic Workforce Planning

About Strategic Workforce Planning 2-1
Learning More About Strategic Workforce Planning 2-2
Related Guides 2-2
Part I Administering Strategic Workforce Planning
3 Setting Up Your Application

Implementation Checklist 3-1
Creating an Application 3-2
Enabling Essbase Hybrid Block Storage Option (BSO) Cubes 3-4
4 Familiarizing Yourself with Strategic Workforce Planning

Navigating in Strategic Workforce Planning 4-1
5 Configuring Strategic Workforce Planning

Enabling Strategic Workforce Planning 5-1
Identifying the Level of Workforce Detail to Capture 5-3
Enabling Headcount Planning 5-4
Configuring Strategic Workforce Planning 5-5
Strategic Workforce Planning Planning and Forecast Preparation 5-9
iii
Adding and Managing Accounts and Drivers 5-10
Setting Global Assumptions: Exchange Rates 5-11
Strategic Workforce Planning Post Configuration Tasks 5-11
Setting User Variables 5-11
Strategic Workforce Planning Rules 5-12
6 Configuring Workforce
Enabling Workforce Features 6-1
Identifying the Level of Workforce Detail to Capture 6-3
Enabling Expense Planning 6-4
Enabling Workforce Management 6-6
Adding Custom Dimensions to the Reporting Cube 6-7
About Configuring Workforce 6-8
Configuring Workforce 6-8
Workforce Planning and Forecast Preparation 6-13
Adding and Managing Accounts and Drivers 6-14
About Adding Employee Properties 6-15
Setting Global Assumptions: Exchange Rates 6-15
Configuring Benefits, Taxes, and Additional Earnings 6-16
Before You Use the Benefits and Taxes Wizard 6-16
About the Benefits and Taxes Wizard 6-16
Common Properties for the Components 6-17
Component Types in the Wizard 6-17
About One-time Pay Options 6-18
About Value Type 6-18
About Maximum Value Type 6-19
About Earning Type 6-20
About Taxable Component 6-21
About Entering Rates 6-21
About Rates and Threshold Scope 6-21
Applying Rates by Hierarchy 6-22
Creating Custom Calculation Logic in a Component 6-22
After Configuring Using the Wizard 6-26
Example - Adding a Fringe Benefit 6-26
Post Configuration Tasks 6-29
Setting Assumptions 6-30
Setting Defaults 6-31
Entering Employee Master Data 6-32
Synchronizing Defaults 6-33
Using a Custom Workforce Template to Support Workforce Customizations 6-34
iv
Post Update Tasks 6-35
Mapping Data for Reporting in Workforce 6-38
Workforce Rules 6-38
Checklist for Compensation Calculation 6-41
Performance Considerations for Strategic Workforce Planning Rules 6-42
About Groovy Business Rules 6-44
Workforce Groovy Rules 6-46
7 Updating Strategic Workforce Planning and Workforce
Part II Working with Strategic Workforce Planning
8 Task Overview
The Workflow for Strategic Workforce Planning 8-1
9 Using Average Compensation Rates
10 Skills Assessment Planning

Assessing and Updating Skills 10-1
Adding Skills and Ratings for an Employee 10-2
11 Demand Planning
About Demand Drivers 11-2
Setting Demand Data by Entity or Job 11-2
Setting the Calculation Logic of Demand Drivers 11-3
Scaling Demand FTE 11-5
Factoring Productivity Changes into Demand FTE 11-6
Viewing and Adjusting the Demand FTE 11-6
12 Supply Planning
Setting Attrition Drivers 12-1
Setting Retirement Ages for Attrition Calculations 12-2
Setting Attrition by Age Band 12-2
v
Setting Attrition by Job 12-2
13 Analyzing the Gap Between Demand and Supply
14 Reporting in Strategic Workforce Planning

Working with the Reports Reporting Solution 14-1
Working with Legacy Financial Reports 14-2
Part III Working with Workforce
15 Task Overview
The Workflow for Workforce 15-1
16 Managing Compensation Expenses

Managing Hiring Requisitions 16-1
Adding Hiring Requisitions 16-2
Updating Hiring Requisitions 16-3
Updating Employee Compensation 16-5
Changing an Employee's Status 16-6
Changing an Employee's Job 16-6
Updating Multiple Employees and Jobs Details 16-7
Hiring Employees 16-11
Planning an Employee's Departure 16-11
Transferring Employees 16-12
Managing Jobs 16-13
Adding Jobs 16-13
Changing a Job's Salary 16-14
Planning Merit Rates 16-15
Calculating Compensation Expenses 16-16
Synchronizing Defaults 16-16
Troubleshooting a Rule's Error Message 16-17
vi
17 Managing Noncompensation Expenses
18 Managing Demographics
19 Analyzing Workforce Expenses
A Importing Data
Importing Strategic Workforce Planning Data A-2
Importing Workforce Data A-4
Loading and Calculating Incremental Workforce Data A-7
Preparing the Source Data File A-8
Configuring the Incremental File Adapter in Data Management A-9
Deciding Which Workforce Rules to Add A-13
Executing an Incremental Workforce Data Load A-14
B Updating Workforce and Strategic Workforce Planning Artifacts

Updating Artifacts for all Planning Modules B-40
Reviewing Modified Artifacts B-46
Reversing Customizations B-47
C Strategic Workforce Planning Best Practices
D Frequently Asked Questions (FAQ) about EPM Cloud
vii
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viii
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To provide feedback on this documentation, click the feedback button at the bottom of the
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ix
1
Creating and Running an EPM Center of
Excellence
A best practice for EPM is to create a CoE (Center of Excellence).
An EPM CoE is a unified effort to ensure adoption and best practices. It drives transformation
in business processes related to performance management and the use of technology-
enabled solutions.
Cloud adoption can empower your organization to improve business agility and promote
innovative solutions. An EPM CoE oversees your cloud initiative, and it can help protect and
maintain your investment and promote effective use.
The EPM CoE team:
• Ensures cloud adoption, helping your organization get the most out of your Cloud EPM
investment
• Serves as a steering committee for best practices
• Leads EPM-related change management initiatives and drives transformation
All customers can benefit from an EPM CoE, including customers who have already
implemented EPM.
How Do I Get Started?

Click to get best practices, guidance, and strategies for your own EPM CoE: Introduction to
EPM Center of Excellence.
Learn More
• Watch the Cloud Customer Connect webinar: Creating and Running a Center of
Excellence (CoE) for Cloud EPM
• Watch the videos: Overview: EPM Center of Excellence and Creating a Center of
Excellence.
• See the business benefits and value proposition of an EPM CoE in Creating and Running
an EPM Center of Excellence.
1-1
Chapter 1
1-2
2
Welcome to Strategic Workforce Planning
About Strategic Workforce Planning

Strategic Workforce Planning translates long-term corporate strategy into execution plans by
ensuring that the strategy is supported by the right workforce: the right skill sets and
headcount at the right time.
You look at long-term demand for resources by exploring scenarios that impact those
demands. You also look at what’s going to happen with your current workforce, for example,
through retirement or natural attrition. Evaluating demand against supply helps you
understand what gaps there may be, whether positive or negative, so that you can proactively
plan for needed resources. You can anticipate the headcount and skills needed to support
your business strategy.
Strategic Workforce Planning provides configurable drivers that enable planners to answer
such questions as, "Do our employees have the right skill sets and are they in the right roles
to accomplish future plans?".
To plan future workforce needs, you define strategic demand drivers such as:
• Expected revenue
• Manufactured goods
• Number of calls to a call center
• Number of invoices to process
• Insurance claims to process
You select the best calculation logic for each driver, which translates driver values into future
long-term full time equivalents (FTEs).
Watch this overview video to learn about Strategic Workforce Planning:
Overview Video
You can also enable Workforce to manage and track headcount expenses. You can then
align critical corporate resources—people and dollars—with the strategies that best leverage
a competitive advantage. Departments can collaborate to plan headcount and related
expenses such as salaries, benefits, bonuses, and taxes. Planners can see up-to-date
graphics that show expenses and trends.
If Workforce is enabled with all its features, planners can manage and track headcount
expenses:
• Analyze, calculate, and report on headcount, salary, bonuses, taxes, and health care
expenses
• Plan for hires, transfers, promotions, terminations, and so on
• Define country-appropriate taxes and benefits
2-1
Chapter 2
Learning More About Strategic Workforce Planning
These components help you to meet your workforce planning needs:

• Compensation Planning
• Other Expenses
• Demographics
• Analysis
Learning More About Strategic Workforce Planning

Oracle offers various resources to help you learn more.
To get more information or help about Strategic Workforce Planning and related
services:
• Click Academy on the Home page.

• To get Help, click the arrow next to your user icon in the upper right corner of the
screen, and then click Help.
• See these Related Guides.
Related Guides
You can extend the power and flexibility of Strategic Workforce Planning. See these
guides.
Strategic Workforce Planning belongs to the Oracle Fusion Human Capital
Management (HCM) family, integrating with its services through Data Management.
For information on integrating Human Capital Management with Strategic Workforce
Planning or Workforce, see Integrating Oracle HCM Cloud.
Strategic Workforce Planning is also supported by the many Oracle Enterprise
Performance Management Cloud components.
Getting Started
To get started using Strategic Workforce Planning, see these guides:
• Getting Started for Administrators
• Getting Started for Users
• Deploying and Administering Oracle Smart View for Office (Mac and Browser)
• Creating and Running an EPM Center of Excellence
• Getting Started with the Digital Assistant for Oracle Cloud Enterprise Performance
Management
• Oracle Enterprise Performance Management Cloud Operations Guide
To extend the power and flexibility of Strategic Workforce Planning, see the following
guides. Note that some functionality described in the related guides may not be
available in Strategic Workforce Planning. For example, Strategic Workforce Planning
2-2
Chapter 2
Related Guides
provides custom cubes and includes features to support strategic planning for human
resources needs.
Design
• Designing with Calculation Manager
• Designing with Financial Reporting Web Studio
• Designing with Reports for Oracle Enterprise Performance Management Cloud
User
• Working with Planning
• Working with Smart View
• Working with Oracle Smart View for Office (Mac and Browser)
• Working with Predictive Planning in Smart View
• Working with Financial Reporting
• Working with Reports for Oracle Enterprise Performance Management Cloud
• Accessibility Guide
Administration
• Administering Planning
• Administering Data Management
• Administering Data Integration
• Administering Access Control
• Administering Migration
• Working with EPM Automate
• Third-Party Acknowledgments
Development
• Java API Reference for Groovy Rules
• REST API
• Smart View for Office Developer's Guide
2-3
Part I
Administering Strategic Workforce Planning
Maintaining Your Application

As your business changes, continue to update drivers, accounts, users, and so on to keep
your application up to date.
You can easily perform these tasks by returning to the Configuration tasks.
On a monthly basis, you must update the current planning period:
1. From the Home page, click Application, then Configure, and then select a module.
2. From the Configure page, select Planning and Forecast Preparation.
3. Select the current planning month from the Period list and then click Save.
Managing Alias Tables

When you enable a Planning module, alias tables are loaded only for the default language,
rather than for all of the supported languages.
For new applications, after you enable a module, you can use a new option, Manage Seeded
Alias Tables, to load alias tables for other languages.
For existing applications, you can remove alias tables for languages you don’t need.
To add or delete alias tables:
1. From the Navigator, under Create and Manage, click Alias Tables.
2. From the Actions menu, click Manage Seeded Alias Tables (available after you
have enabled a module).
3. Select the languages you want to load, or clear the selection for languages you want to
delete and then click OK.
4. After the languages load, refresh the cube.
Notes about managing alias tables.
• You can load up to 30 alias tables in Planning Modules.
• When you incrementally enable features or new modules, alias tables are loaded for your
selected languages for any new members.
• If you’ve customized any labels in an alias table, those customizations are applied to any
new members added when you incrementally enable features.
3
Setting Up Your Application
Implementation Checklist
This implementation checklist helps you get started in setting up your Strategic Workforce
Planning application.
Perform these tasks to set up Strategic Workforce Planning:
1. Create a Strategic Workforce Planning application. See Creating an Application.
2. If your application is multicurrency, use the Dimension Editor to add dimension members
for each currency. See About Editing Dimensions in the Simplified Dimension Editor.
3. Enable features for Strategic Workforce Planning. See Enabling Strategic Workforce
Planning.
Your selections for Granularity and Employee Demographics are set when you enable
Strategic Workforce Planning and are also used if you later enable Workforce.
Additionally, make sure you add any required custom dimensions or rename dimensions
while enabling Strategic Workforce Planning. These dimensions will also be used if you
enable Workforce.
While you are enabling features, the application is put in maintenance mode and only
administrators can use the application. If any metadata changes are detected, the
database is refreshed before features are enabled. If any validation errors are detected,
they are displayed; you must resolve these errors before features can be enabled.
4. Configure Strategic Workforce Planning. See Configuring Strategic Workforce Planning.
You must configure Demand Drivers and Valid Intersections for Jobs.
The planning and forecast range (configured in Planning and Forecast Preparation)
can be different for Strategic Workforce Planning and Workforce. For example, you might
want to use Strategic Workforce Planning for long-term planning and Workforce for short-
term planning.
5. After you configure, and whenever you make configuration changes or import metadata,
refresh the database:
Click Application , and then Configure . Then from the Actions menu,
select Refresh Database, then Create, and then Refresh Database.
6. Enable any additional features you need for Workforce. See Enabling Workforce
Features.
Your selections for Granularity and Employee Demographics are set when you enable
Strategic Workforce Planning and are also used when you enable Workforce.
If you already enabled Strategic Workforce Planning, you can't add any additional
dimensions or rename dimensions.
3-1
Chapter 3
Creating an Application
7. Configure Workforce. See Configuring Workforce.

The planning and forecast range (configured in Planning and Forecast
Preparation) can be different for Strategic Workforce Planning and Workforce.
For other configuration tasks, if you've already configured them in Strategic
Workforce Planning, you don't also have to configure them again in Workforce.
8. After you configure, and whenever you make configuration changes or import
metadata, refresh the database.
9. Set required user variables. See Setting User Variables.
10. Import data and run Process Loaded Strategic Workforce Data for Strategic
Workforce Planning and Process Loaded Data for Workforce.
See Importing Data.
11. Create the required user and group accounts and grant permissions. See Getting
Started with Oracle Enterprise Performance Management Cloud for
Administrators.
12. Make the application available to planners. From the Home page, click
Application , and then Settings . In System Settings, change

Enable Use of the Application for to All Users.
13. Use any of the following methods to configure and extend the framework:
• Designing with Financial Reporting Web Studio for Oracle Enterprise

Performance Management Cloud
14. To define the approval process, define the approval units and promotional paths
for approving plans in your organization. See Managing Approvals.
Follow these steps to create a Strategic Workforce Planning application.
To create an application:
1. On the landing page, click SELECT under Planning to view available options for
creating a Planning application. Under Create a new application, click START.
Enter an application name and description, and for Application Type, select
Strategic Workforce Planning, and then click Next.
3-2
Chapter 3
If you are using the legacy Oracle Strategic Workforce Planning Cloud SKU, log in and
select Start under Human Capital. Enter an application name and description and then
click Next.
2. Specify this information, noting that only monthly planning is supported.
• Start and End year—Years to include in the application. Make sure to include the
year that contains the historic actuals required for planning and analysis. For
example, for an application beginning in 2019, select 2018 as the start year so that
the latest actuals are available for trending and reporting purposes.
• First Month of Fiscal Year—Month in which your fiscal year begins.
• Weekly Distribution—Sets the monthly distribution pattern, based on the number of
fiscal weeks in a month.
This selection determines how data in summary time periods spreads within the base
time period. When users enter data into summary time periods, such as quarters, the
value is distributed over base time periods in the summary time period.
If you select a weekly distribution pattern other than Even, the application treats
quarterly values as if they were divided into 13 weeks and distributes weeks
according to the selected pattern. For example, if you select 5-4-4, the first month in
a quarter has five weeks, and the last two months in the quarter have four weeks.
• Task Flow Type—Choose a Task Flow Type for the application:
– Task List—Task lists are a classic feature which guides users through the
planning process by listing tasks, instructions, and end dates.
For more information about task lists, see Administering Task Lists in
Administering Planning.
– EPM Task Manager—This is the default option for new applications. EPM Task
Manager provides centralized monitoring of all tasks and provides a visible,
automated, repeatable system of record for running a application.
For more information about EPM Task Manager, see Administering Tasks with
Task Manager in Administering Planning.
3-3
Chapter 3
Note:
There is no migration from existing Task Lists to the EPM Task
Manager. If you want to continue using classic Task Lists, select
the Task List option during application creation.
• Main Currency—For a multicurrency application, this is the default reporting

currency and the currency against which exchange rates are loaded.
• Multicurrency—Multicurrency support is provided by the Currency dimension
and enables planning in different currencies.
If you select Multicurrency, a member called No <Member> (for example: No
Entity, No Period, No Version) is added to all dimensions to store currency
information. You can’t edit or delete this member.
• Name of Reporting Cube—Strategic Workforce Planning delivers an
aggregate storage (ASO) reporting cube called HCMREP. You can configure
the dimensionality of the cube for your reporting requirements.
An additional ASO cube is created when you enable either Strategic
Workforce or Workforce modules.
3. Click Next, review your selections, and then click Create.
Enabling Essbase Hybrid Block Storage Option (BSO) Cubes

Hybrid BSO cubes support some Aggregate Storage Option (ASO) capabilities in
addition to BSO capabilities. Hybrid cubes provide many benefits including smaller
database and application size, better cube refresh performance, faster import and
export of data, improved performance of business rules, and faster daily maintenance
of the business process. To ensure optimal performance, warnings and error
messages are displayed during cube refresh if the business process does not conform
to best practices.
Beginning with Release 22.04, Strategic Workforce Planning supports Essbase Hybrid
Block Storage Option (BSO) cubes. Any new applications you create are automatically
created with Hybrid mode enabled.
If you created your application prior to Release 22.04, or if you create a new
application using a release provisioned prior to Release 22.04, you can enable Hybrid
mode to support Essbase hybrid block storage option (BSO) cubes if it's not already
enabled.
To enable Hybrid cubes for existing applications:
1. From the Home page, select Application and then Overview.
2. From Actions, select Enable Hybrid Mode.
If your subscription is not deployed to use Hybrid-enabled Essbase, you won't see the
Enable Hybrid Mode option. You must first upgrade Essbase and then enable Hybrid
mode. Upgrading the Essbase version is a self-service operation using the recreate
EPM Automate command.
3-4
Chapter 3
Note:
Once you change the Essbase version, you can’t go back to a different version.
For more information:

• About Essbase in EPM Cloud in Getting Started with Oracle Enterprise Performance
Management Cloud for Administrators
• recreate in Working with EPM Automate for Oracle Enterprise Performance Management
Cloud
Note:
Because Strategic Workforce Planning supports Hybrid cubes, when Hybrid Mode
is enabled, you can set up predictions to run automatically with Auto Predict. For
more information, see Setting Up Predictions to Run Automatically with Auto
Predict. You can also use IPM Insights to analyze past data and predicted data to
help you find patterns and insights into data that you might not have found on your
own. See About IPM Insights in Administering Planning.
3-5
4
Familiarizing Yourself with Strategic
Workforce Planning
Navigating in Strategic Workforce Planning

Learn how to easily navigate around the application.
Useful navigation tips:
• To return to the Home page when you’ve navigated away from it, click the Oracle logo in
the upper left corner (or your custom logo) or the Home icon .
• To see additional administrator tasks in the Navigator, click the horizontal bars next to the
Oracle logo (or your custom logo) .

• Expand a dashboard to full screen by clicking the Show/Hide bar at the top of the
dashboard. Click it again to return to normal view.
• Hover the cursor in the upper right corner of a form or dashboard to see a menu of
options appropriate to the context, such as Actions, Save, Refresh, Settings, and
Maximize .
• In a subcomponent, use the horizontal and vertical tabs to switch tasks and categories.
For example, use the vertical tabs to switch between reviewing Overview dashboards
and planning Demand. The vertical tabs differ, depending on the features that you’ve
enabled.
Use the horizontal tabs to switch categories within a task.
4-1
5
Configuring Strategic Workforce Planning
Enabling Strategic Workforce Planning

Before users can start strategic workforce planning, enable the Strategic Workforce Planning
features you want to use.
Based on your selections, the dimensions, drivers, forms, and rules are populated. In most
cases, you can come back later and incrementally enable additional features. However, note
these exceptions:
• If you want to use Employee Demographics, you must select it the first time you enable
features.
• You must enable all the dimensions you want to include in the application and rename
dimensions the first time you enable using Map/Rename Dimensions.
After you enable a feature, you can't later disable it.
Video
Your Goal Watch This Video

Learn about enabling Strategic Workforce
Planning.
Strategic Workforce Planning | Enabling Strategic
Workforce Planning Cloud
Note:
Enable and configure Strategic Workforce Planning before enabling and configuring
Workforce. Your selections for Granularity and Employee Demographics are set
when you enable Strategic Workforce Planning and are also used if you enable
Workforce. Make sure you add any required custom dimensions or rename
dimensions while enabling Strategic Workforce Planning. These dimensions will
also be used if you enable Workforce.
1. From the Home page, click Application , and then click Configure .
2. From the Configure list, select Strategic Workforce, and then click Enable Features.
Select the features you want to enable. Except as noted, you can come back later and
enable additional features, so enable only the features you need to use now.
5-1
Chapter 5
Table 5-1 Strategic Workforce Planning Enable Features
Feature Description
Granularity Select the level of workforce detail to
manage.
• Select Job to manage long-term
workforce planning at the job-only
level.
• Select Employee and Job to manage
long-term workforce planning by both
employees and jobs.
You must select a level of granularity.
See Identifying the Level of Workforce Detail to
Capture.
Headcount Planning Select which headcount-related details to
manage.
• Select Employee Demographics to
analyze employee attributes such as
veteran status, gender, or age band.
Applies only to Employee and Job
granularity.
If you want to use Employee
Demographics, you must select it the
first time you enable features.
• Select Strategic Workforce Planning
to align corporate strategy with
execution by planning long-range
demand and supply for strategic
personnel, and then select the desired
options.
If you enable Strategic Workforce
Planning, then Demand Planning and
Supply Planning are automatically
enabled.
See Enabling Headcount Planning.
5-2
Chapter 5
Table 5-1 (Cont.) Strategic Workforce Planning Enable Features
Feature Description
Map/Rename Dimensions • Enable up to three additional custom
dimensions in your application.
• Map custom dimensions to existing
dimensions.
• Rename base dimensions.
You must perform this step the first time
you enable Strategic Workforce Planning.
These dimensions are also used if you
enable Workforce.
Make sure you add any required custom
dimensions or rename dimensions while
enabling Strategic Workforce Planning.
For example, on the first pass, if you select
the top-level Headcount Planning
checkbox without selecting options under
it (such as Employee Demographics), and
you later enable Employee Demographics,
you can’t rename its associated dimensions
Age Band, Gender, and Highest Degree of
Education.
For some dimensions, you have the option
to choose whether or not they go into the
reporting cube (OEP_REP). See Adding
Custom Dimensions to the Reporting Cube.
Identifying the Level of Workforce Detail to Capture

You can enrich Workforce to reflect your organization's planning needs.
Your selection for Granularity in Strategic Workforce Planning is also used if you enable
Workforce. You can rename Job or Employee and Job in Map/Rename Dimensions.
To help you decide the granularity you want:
Table 5-2 Overview of Granularity Level
Option Description
Job If you select Job, the Job dimension is added,
which stores the roles assigned to employees.
Examples of jobs: Engineer, Software Developer,
and Mechanic.
If you select this option, you must set defaults for
Pay Type and Skill Set. Or, if you don't use this
information, set them to null (the No <member
name>).
See Setting Defaults.
5-3
Chapter 5
Table 5-2 (Cont.) Overview of Granularity Level
Option Description
Employee and Job With this option, the Job dimension is used with
the Employee dimension to facilitate analysis of
roles across the organization, to track new hire
requests, and to identify employees by role.
If you select this option, you must assign defaults
for Job and Union Code. See Setting Defaults.
If you don't track Union Codes, you can use the
No Union Code member or change Union Code to
something that's meaningful to your business.
Note:
If you rename Union
Code when enabling
Workforce, you must
still assign a default
for the renamed
dimension.
Enabling Headcount Planning

If you enable Strategic Workforce, then Demand Planning and Supply Planning
are automatically enabled. Select from these features:
• Employee Demographics—Select to analyze such employee attributes as
veteran status, gender, and age band. If you want to use Employee
Demographics, you must select it the first time you enable features. Available
only for Employee and Job granularity.
• Demand Planning—Enables you to look at the long-term demand for strategic
jobs, based on custom demand drivers that align with your corporate goals. Some
examples of demand drivers: revenue, units manufactured, and claims processed.
Because demand drivers vary by industry, Strategic Workforce Planning includes
no predefined demand drivers. Instead, you configure as many as you need using
the Demand Driver configuration task. You can manually add or import demand
drivers.
As part of Demand Planning, you can also enable:
– Demand Driver Scaling Factor—Enables planners to scale demand planning
to account for a change in efficiency over time. That is, you can accomplish
more with the same number of people. Setting the Demand Scale enables
planners to increase the demand driver without increasing the resources
needed using the same ratio. For example, you expect Call Center Operators
to handle more calls in the future because they're more experienced. See
Scaling Demand FTE.
If Demand Driver Scaling Factor is enabled, but no scaling factor data is
entered on the form, 100% is assumed in demand calculations.
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Chapter 5
– Expected Productivity Gains Factor—Enables planners to account for the impact

on the productivity of FTE beyond that of Demand Scale. For example, you plan to
improve a process or buy technology that improves productivity and reduces the
impact on Demand FTE. Perhaps a new automated system is expected to improve
productivity 5% over last year. If you set Expected Productivity to 5% of the previous
year's ratio, then doubling the number of calls requires only 95% of the previous
year's ratio to meet the demand. See Factoring Productivity Changes into Demand
FTE.
• Supply Planning—Enables you to assess your supply of personnel using attrition
drivers. For example, you can assess your workforce using drivers such as Attrition by
Age Band or Attrition by Job. If you enable Age Based Retirement, supply
calculations can factor age-based retirement into attrition calculations. Because
retirement is employee-specific, this option is available only for the Employee and Job
level of granularity.
• Skills Assessment—Enables you to analyze and plan for skill proficiencies. Examples of
skills you might add: Project Management or Java coding. Because skills are specific to
employees, this option is available only for the Employee and Job level of granularity.
• Average Compensation—Enables you to base supply and demand compensation
calculations for jobs on an average compensation rate. You can load or specify the rates.
You can define whether average compensation includes salary, additional earnings,
benefits, and taxes.
To ensure correct supply and demand compensation calculations, import average
compensation rates for jobs into the No_Currency member.

You configure Strategic Workforce Planning after you’ve enabled its features. Your Configure
options depend on the features you enabled. The options import members (metadata) into
the dimensions that were created when you enabled features.
After performing a configuration task, click Actions and then Refresh Database to update
the application.
Video

Learn about configuring Strategic Workforce
Planning.
Strategic Workforce Planning | Configuring
Strategic Workforce Planning Cloud
1. From the Home page, click Application , and then click Configure
2. From the Configure list, select Strategic Workforce.
3. Perform all mandatory tasks. Perform the optional tasks required for your business.
4. Refresh the application after performing configuration tasks.
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Chapter 5
Table 5-3 Strategic Workforce Planning Configuration Tasks
Configure Description
Entities Mandatory
Import the Entity dimension members that
reflect your business hierarchy, such as
departments, cost centers, and business
units.
Entities are shared between Strategic
Workforce Planning and Workforce.
Planning and Forecast Preparation Mandatory
Set the timeframe and the starting period
for planning and forecasting. You can plan
and forecast on a different basis for
different years.
The planning and forecast range can be
different for Strategic Workforce Planning
and Workforce. For example, you might
want to use Strategic Workforce Planning
for long-term planning and Workforce for
short-term planning.
See Strategic Workforce Planning Planning
and Forecast Preparation.
Employee Optional
Import employee names or employee
numbers in your organization as members
into the Employee dimension.
Job Type Mandatory
Import job types. For example, add
members such as Strategic Jobs and Non
Strategic Jobs.
Only jobs that you identify as strategic are
included in calculations that impact
strategic decisions. Because different
departments have different workforce
requirements, when you categorize a job as
strategic, you can include specific entities
or departments.
Then you associate the job types with each
job using the Job configure option.
Job Optional
Import jobs in your organization as
members into the Job dimension.
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Chapter 5
Table 5-3 (Cont.) Strategic Workforce Planning Configuration Tasks
Employee Demographics Optional
Set up employee demographics such as
Highest Education Level. Demographics
enable you to analyze data based on
individual employee characteristics. You
can select, add, import, or export a
demographic, such as ethnic group.
If you enable Employee Demographics,
Strategic Workforce Planning provides the
Gender, Age Band, and Highest Education
Degree attributes, and you can add
employee demographics such as veteran
status. You typically import demographic
attributes for existing employees, and
planners assign demographics after new
employees are hired.
Strategic Workforce Planning provides data
maps for reporting on such information as
demographics.
See Adding and Managing Accounts and
Drivers.
Employee Properties Optional
Set up employee properties such as
Employee Type. Add, import, or export
properties such as Skill Set, FT/PT, Start
Month, Merit Month, and Hiring Status.
Then to view and edit employee properties,
use Compensation Planning, then the
Manage Employee Details tab.
See Adding and Managing Accounts and
Drivers.
Gender Optional
Import members into the Gender
dimension
Highest Education Degree Optional
Import highest education degrees used in
your organization by importing members
into the Highest Education Degree
dimension.
Age Band Optional
Import members into the Age Band
dimension. Employees’ ages are calculated
and assigned to an age band as it changes
over time.
Oracle recommends that you use the
default age bands instead of loading your
own.
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Chapter 5
Table 5-3 (Cont.) Strategic Workforce Planning Configuration Tasks
Manage Strategic Skills and Categories Optional
To ensure that your workforce has the
right skills to support the organization’s
goals, you create and manage strategic
skills and categories. Strategic Workforce
Planning provides three predefined
categories: Behavioral, Technical, and
Managerial skills. Under each Skill
Category, you add individual Skills (such as
Java Coding under the Technical category).
You can add or rename categories of skills
(for example, Language).
Analyzing the workforce skills needed to
meet your corporate goals prepares you for
meeting those goals. The skill gaps inform
your plans and provide information to
make decisions about whether you need to
retrain, hire, transfer, or retain people.
Demand Drivers Mandatory
Define demand drivers. Add or import
demand drivers, which enable you to align
the long-term demand for strategic jobs
with your corporate goals. Some examples
of demand drivers: revenue, units
manufactured, and claims processed.
Global Assumptions Mandatory
Set foreign exchange rates in a
multicurrency application.
See Importing Strategic Workforce Planning
Data for details on how to load data for a
multicurrency application.
Valid Intersections for Jobs Optional
You can define validation rules so that
forms and runtime prompts display only
those jobs that are relevant for particular
entities and scenarios. For example, you
can define a rule so that only engineer jobs
display in forms for the R&D department.
You can select members, substitution
variables, and attributes (such as Job Type)
as members in a rule.
To ensure correct supply calculations, you
must select the No Job member and the
OWP_Total Jobs member for Jobs.
See Defining Valid Intersections in
<Custom Dimension Name, such as Optional
Projects> Populate the application with a dimension
you added, such as Projects, by importing
members into the dimension.
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Chapter 5
Strategic Workforce Planning Planning and Forecast Preparation

You can configure different time frames for the Plan and Forecast scenarios.
To configure the time frame for plans:
1. In Current Fiscal Year, select the current fiscal year.
2. From Period, select the current actual month. You need to update this value on a
monthly basis.
3. From Plan Start Year, indicate if planners will plan in the current or next fiscal year.
4. Click Plan, and then the Years column to select the number of years to configure. For
example, to configure the first five years of a ten year application, select 5 Years.
5. Selecting period granularity (i.e. Monthly, Quarterly, Yearly) has no impact on the
Strategic Workforce module.
6. Click Forecast and repeat these steps to specify the forecasting basis.
When you select Quarterly as the planning basis for Forecast for the first year, you can
choose how Strategic Workforce Planning determines the current quarter, in cases where
the current month is the last month of the quarter.
When the current month is the last month of the quarter, select an option in Planning
and Forecast Preparation for how Strategic Workforce Planning should define the
current quarter:
• If you select Lock Current Period For Forecast, Strategic Workforce Planning uses
the next quarter. For example, if the current month is March, when you select this
option, Strategic Workforce Planning defines the Current Quarter as Q2.
• If you clear Lock Current Period For Forecast, Strategic Workforce Planning uses
the current quarter. For example, if the current month is March, when you clear
(deselect) this option, Strategic Workforce Planning defines the Current Quarter as
Q1.
Note:
• Lock Current Period For Forecast is available only when Quarterly is selected as
the planning basis for Forecast for the first year.
• You can select the option for Lock Current Period For Forecast for each module.
This configuration task sets all required substitution variables.
In Workforce and Strategic Workforce, rules, templates, and forms allow different planning
years for the Plan and Forecast scenarios in each module.
Workforce and Strategic Workforce business rules and templates use methods that read the
start year and end year from the Planning and Forecast Preparation configuration task
separately for the Plan and Forecast scenario for each module.
Forms display based on the start and end years for the Plan and Forecast using valid
intersections. Valid intersections, OWP_SWP_Scenario Years and OWP_SWP_Scenario
Years_Reporting, are created for Strategic Workforce to support the different year ranges for
the Plan and Forecast scenarios.
Alternate hierarchies are created in the Account dimension to support differences in
Workforce and Strategic Workforce. If both modules are enabled, the Account dimension is
added to the appropriate valid intersections referencing these alternate hierarchies to
distinguish between Workforce and Strategic Workforce accounts.
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Chapter 5
To create custom rules or templates for Strategic Workforce, use these functions rather
than the &OEP_YearRange substitution variable:
• [[PlanningFunctions.getModuleStartYear("Strategic
Workforce","ScenarioName")]]
• [[PlanningFunctions.getModuleEndYear("Strategic
Workforce","ScenarioName")]]
Note:
Module name and Scenario name must be enclosed in double quotation
marks.
Tip:
If you want to create or edit rules to customize your planning and forecasting
tasks, you can use Planning Formula Expressions in your rules to call the
configured time horizon information such as
[[PlanningFunctions.getModuleStartPeriod("ModuleName","ScenarioNam
e")]] and
[[PlanningFunctions.isPlanStartYearSameAsCurrentFiscalYear("Module
Name")]].
Module names are not case sensitive and must be enclosed in double
quotation marks:
• Workforce
• Strategic Workforce
See Scenarios in Designing with Calculation Manager for Oracle Enterprise
Performance Management Cloud.
Adding and Managing Accounts and Drivers

To add or modify accounts and drivers:
1. Select the configuration task to set up accounts or drivers.
2. Select a component or category from the list (if available).
3. Perform a task:
• To add an artifact, select Add from the Actions menu, and then enter details
in the new row.
• To modify a group of artifacts, or to add many new ones, export the set of
predefined artifacts (select Export from the Actions menu), and then modify
the export file in Microsoft Excel. You can edit predefined artifacts, make a
copy of an artifact and modify it to create a new one, or add new artifacts.
Then, import the modified file (select Import from the Actions menu). If
available, use categories and subcategories to group functionally related
artifacts.
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Chapter 5
Strategic Workforce Planning Post Configuration Tasks
• To export or import all drivers, regardless of their category or grouping, use Batch
Export or Batch Import.
• To export or import only certain kinds of drivers, specify a Category or a
Component, and then use Import or Export.
Notes:
• Specify unique member names and aliases for custom members so they don’t conflict
with any provided members.
• If you must delete a driver, check the formulas of the other account drivers in its group to
see if they reference the driver that you want to remove. If they do, update their logic
accordingly.
Setting Global Assumptions: Exchange Rates

If you created a multicurrency application, set up exchange rates. You can enter exchange
rates manually as described here, or import them. For information about importing exchange
rates, see Importing Exchange Rates for a Simplified Multicurrency Application in
To set up exchange rates manually:
1. Add members for each of your currencies in the Currency dimension.
2. Click Global Assumptions to open the Exchange Rates to <Base Currency> task.
Here you'll enter the exchange rates for the currencies that planners will use.
3. Select the members from the Point of View.
4. Enter average and ending exchange rates for each period and each currency, and then
save the form.
The form is renamed to Exchange Rates to <Base Currency>, where <Base Currency> is
the reporting currency you selected when you created the application. For example, if the
application base currency is Yen, the form is Exchange Rates to Yen. This indicates to
planners the currency against which exchange rates are used to convert their data, and
enables them to enter rates specific to scenario, year, and version.
Note:
If you add a new Version member, you must enter exchange rates in that version.
Strategic Workforce Planning Post Configuration Tasks

Perform these tasks after enabling and configuring Strategic Workforce Planning features.
Setting User Variables

After Strategic Workforce Planning features are enabled and configured, set the predefined
user variables. Each user, including administrators, must select members for the provided
user variables.
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Chapter 5
Strategic Workforce Planning Rules
The members that you select for user variables set the initial POV (Point of View)
when you open dashboards and forms. You can then can change the POV from within
dashboards and forms, and their changes are then reflected in User Variables
preferences.
To set user variables:
1. From the Home page, click Tools , and then User Preferences .
2. On the User Variables tab, select members for these user variables:
• Currency
• Entity
• Job Type
• Reporting Currency
• Scenario—Set the scenario for Workforce
• Scenario View—Set the scenario for Strategic Workforce Planning
• Strategic Start Year and Strategic End Year—For Strategic Workforce
Planning, limit skill set planning to a range of years by setting the start and end
year
• Version
• Years
Note:
For Workforce, set these additional user variables:
• Employee Parent—Helps make forms more manageable by letting you
include or exclude the employees to display on the forms based on the
Employee Parent member you select, such as new hires or existing
employees.
• Period—Allows Comments for New Hires to be displayed as well as
Total Compensation for all Employees/Jobs on the Mass Update forms.
Note:
Administrators can set limits for user variables by selecting Tools, then
Variables, then User Variables, and then selecting members for the User
Variable Definition. Administrators can further limit data entry by assigning
permissions, setting variables, and creating valid intersections.

Strategic Workforce Planning provides business rules to calculate values in the
application.
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Chapter 5
To see all the rules in the application, from the Home page, click Rules.
To run a rule from within a form, either click Actions and then the rule or right-click in a data
cell. The available rules depend on the context.
About Strategic Workforce Planning rules:
• Calculate Demand—Run this rule after you enter demand driver information to see the
impact on demand FTE.
• Calculate Supply—Run this rule after you enter supply driver information to see the
impact on supply FTE.
• Calculate Demand for All Data and Calculate Supply for All Data—Run these rules
after you enter demand or supply driver information to see the impact on demand FTE.
This rule allows you to calculate for all data en-masse whenever you update supply and
demand assumptions or when you load new data. You can calculate Demand or Supply
for all data in your scope using the run time prompts for this rule.
The default Fix Parallel dimension is Entity, which is ideal if you're loading the bulk of
your data into the Entity dimension. However, if you load the bulk of your data into
another dimension, you can improve performance by modifying the FIXPARALLEL
statement to apply to this dimension instead. Update the FIXPARALLEL statement in the
Calculation Manager Template named OWP_FIXPARALLEL_T in the OEP_WFP cube.
See Performance Considerations for Strategic Workforce Planning Rules.
When running these rules across a large set of employees and jobs, to avoid impact on
user activity, Oracle recommends that you not run the rules while the system is under
heavy usage, nor should you run multiple instances of this rule at the same time.
• Process Loaded Strategic Workforce Data—Run this rule after your import new data
from HCM to compute headcount projections for Strategic Workforce Planning. Running
this rule sets the Headcount to 1 and the Partial Payment Factor to 100% for every
employee unless you've loaded different values at the processing month. This rule copies
the data to the necessary periods in the planning year range.
Best Practice Recommendations:
– Don't run Process Loaded Strategic Workforce Data and the Workforce Module's
Process Loaded Data rules at the same time.
– You can run the rules Process Loaded Strategic Workforce Data and the
Workforce Module's Process Loaded data for multiple entities at a time by selecting
the parent entity under Total Entity. Oracle recommends that for performance
reasons, you run multiple instances of rules by selecting different children under Total
Entity instead of running rules for all entities in one pass.
• Rollup WFP Cube—Run this rule to see aggregated data.
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6
Configuring Workforce
Enabling Workforce Features

Before users can start workforce planning, enable the Workforce features you want to use.
Enable and configure Strategic Workforce Planning before enabling and configuring
Workforce, and then enable any additional Workforce features you need.
Based on your selections, dimensions, drivers, forms, and accounts are populated. In most
cases, you can come back later and incrementally enable additional features. However, note
these exceptions:
• If you want to use Employee Demographics, you must select it the first time you enable
features.
• You must enable all the dimensions you want to include in the application and rename
dimensions the first time you enable using Map/Rename Dimensions.
• Your selections for Granularity and Employee Demographics are set when you enable
Strategic Workforce Planning and are also used if you enable Workforce.
• Make sure you add any required custom dimensions or rename dimensions while
enabling Strategic Workforce Planning. These dimensions are also used for Workforce. If
you've already enabled Strategic Workforce Planning, you can't add custom dimensions
or rename dimensions when you enable Workforce.
Tip:
If your company doesn’t use Union Code, you can rename the Union Code
dimension to a dimension that's more meaningful for your business. You must
do so when you first enable features.
After you enable a feature, you can't later disable it.
Table 6-1 Video

Learn about enabling and configuring Workforce.
Configuring Workforce Planning in Oracle
Enterprise Planning Cloud
1. From the Home page, click Application , and then click Configure .
2. From the Configure list, select Workforce, and then click Enable Features.
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Chapter 6
Select the features you want to enable. Except as noted, you can come back later
and enable additional features, so enable only the features you need to use now.
Table 6-2 Workforce Enable Features
Feature Description
Granularity Select the level of workforce detail to manage:
• Job—Manage job workforce expenses at
the job-only level.
• Employee and Job—Manage workforce
expenses by both employees and jobs.
You must select a level of granularity.
If you already enabled Strategic Workforce
Planning, Granularity for Workforce is already
set based on what you enabled in Strategic
Workforce Planning.
To learn more, see Identifying the Level of
Workforce Detail to Capture.
Expense Planning Select which workforce-related expenses to
manage.
To learn more, see Enabling Expense
Planning.
Headcount Planning Select the headcount-related details to
manage. Headcount Planning option:
Select Headcount Planning and Employee
Demographics to analyze such employee
attributes as veteran status, gender, and age
band. If you want to use Employee
Demographics, you must select it the first
time you enable features. Available only for
Employee and Job granularity. If you already
enabled Strategic Workforce Planning, your
selection for Employee Demographics in
Workforce is already set based on what you
enabled in Strategic Workforce Planning.
Workforce Management Select to plan expenses based on employee or
job hiring, terminating, or transferring to
another department, or to split an FTE across
multiple dimensions.
To learn more, see Enabling Workforce
Management.
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Chapter 6
Table 6-2 (Cont.) Workforce Enable Features
Feature Description
Map/Rename Dimensions • Enable up to three additional custom
dimensions in your application.
• Map custom dimensions to existing
dimensions.
• Rename base dimensions.
You must perform this step the first time you
enable Workforce.
If you've already enabled Strategic Workforce
Planning, you can't add custom dimensions or
rename dimensions.
For example, on the first pass, you select the
top-level Headcount Planning checkbox
without selecting options under it (such as
Employee Demographics). Then you later
enable Employee Demographics. You can’t
rename its associated dimensions Age Band,
Gender, and Highest Degree of Education.
For some dimensions, you have the option to
choose whether or not they go into the
reporting cube (OEP_REP). See Adding
Custom Dimensions to the Reporting Cube.
Identifying the Level of Workforce Detail to Capture

You can enrich Workforce to reflect your organization's planning needs.
Your selection for Granularity in Strategic Workforce Planning is also used if you enable
Workforce. You can rename Job or Employee and Job in Map/Rename Dimensions.
To help you decide the granularity you want:
Table 6-3 Overview of Granularity Level
Option Description
Job If you select Job, the Job dimension is added,
which stores the roles assigned to employees.
Examples of jobs: Engineer, Software Developer,
and Mechanic.
If you select this option, you must set defaults for
Pay Type and Skill Set. Or, if you don't use this
information, set them to null (the No <member
name>).
See Setting Defaults.
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Chapter 6
Table 6-3 (Cont.) Overview of Granularity Level
Option Description
Employee and Job With this option, the Job dimension is used with
the Employee dimension to facilitate analysis of
roles across the organization, to track new hire
requests, and to identify employees by role.
If you select this option, you must assign defaults
for Job and Union Code. See Setting Defaults.
If you don't track Union Codes, you can use the
No Union Code member or change Union Code to
something that's meaningful to your business.
Note:
If you rename Union
Code when enabling
Workforce, you must
still assign a default
for the renamed
dimension.
Enabling Expense Planning

Select Expense Planning and then select the workforce-related expenses to manage.
Compensation Expenses
If you select Expense Planning, then Compensation Expenses, which includes
salary planning, is also selected by default. You can also enable Additional Earnings,
Benefits, Taxes, and Non Compensation Expenses by the level of granularity you
selected.
For Additional Earnings, Benefits, and Taxes, select an option to enable it, and then
select the number of members to create. (By default, the minimum, one member, is
selected for each enabled option.) You can have a maximum of 30 members across
Additional Earnings, Benefits, and Taxes.
Configure Additional Earnings, Benefits, and Taxes based on the maximum number
of components that an employee or job can receive. Set the number of Additional
Earnings, Benefits, and Taxes based on your current needs, not your future needs,
because you can change these values in the future.
For example, if Employee 1 receives 3 additional earnings, 3 benefits, and 2 taxes
while Employee 2 receives 5 additional earnings, 2 benefits, and 4 taxes, then the
configuration for the number of additional earnings, benefits, and taxes should be set
to 5 additional earnings, 3 benefits, and 4 taxes.
About Compensation Expenses:
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Chapter 6
• Oracle recommends that you do not specify aliases for Additional Earnings, Benefits, and
Taxes members. These members are placeholders used for assigning defaults to entities.
• If you reduce the number of Additional Earnings, Benefits, or Taxes, corresponding
members are removed from the Account dimension. Before removing a component and
its assigned expenses, back up by creating a snapshot. Additionally, review any
customizations related to removed members on the forms, member formulas, or business
rules (wherever the member is referenced) and make modifications as needed.
Workforce won't remove members that are referenced in any customized artifacts such
as forms, member formulas, and so on.
• After increasing the number of Additional Earnings, Benefits, or Taxes, which adds
members, assign defaults to new members, and then run Synchronize Defaults to re-
calculate compensation expenses.
• After decreasing the number of Additional Earnings, Benefits, or Taxes, which
removes members, run Synchronize Definition to re-calculate compensation expenses.
• If you decrease the number of Additional Earnings, Benefits, or Taxes, line items are
removed from the lower end of the hierarchy. For example, if you had 10 members for
Additional Earnings, and you decrease it to 5, then Earning6 to Earning10 are removed.
Additional Options
Merit Based Planning enables you specify merit rates for employees. You can select Merit
Based Planning only if you enable granularity for either Employee or Employee and Job.
About Merit Based Planning:
• If you select only Merit Based Planning (and not Merit Assumptions), merit rates are
set at the entity level. You must also enter a Merit Month and Performance Rating to
use Merit Based Planning.
• Beginning with 18.04, Oracle provides a Default Rate so you no longer need to enter a
Performance Rating depending on your business needs. You need to enter only a Merit
Month for each employee.
• Merit for new hires is calculated based on the default merit rate.
• Merit Based Planning using user-entered performance ratings is available only for
existing employees.
• Optionally, if you enable Merit Assumptions, you can specify at what level to plan:
Global or Per Entity. Selecting Merit Assumptions also enables additional options for
setting merit assumptions for Merit Rate, Merit Month and Cut-off Date for existing
employees. See Setting Assumptions.
• If you select Merit Assumptions, the Global or Per Entity selection applies to all merit-
based assumptions, including merit rate, merit month, and cut-off date. Ensure that you
load merit rates to the level you select.
• You can incrementally enable Merit Assumptions.
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Chapter 6
Note:
To plan merit for new hires, select Merit Based Planning; Oracle
recommends that you also select Merit Assumptions and plan at the global
or per entity level. Additionally, select Workforce Management, New Hires
and Merit Based Planning For New Hires. For more information, see
Enabling Workforce Management.
Enabling Workforce Management

Select Workforce Management and then select the options you want to plan
expenses based on employee or job hiring, terminating, transferring to another
department, or to split an FTE across multiple dimensions.
Workforce Management options:
• New Hires—Enables planning for new hires and their impact on expenses.
• Merit Based Planning for New Hires—Enables you to plan merit for new hires.
You must also select Merit Based Planning in Expense Planning Additional
Options to enable this option. Oracle recommends that you also select Merit
Assumptions and plan at the global or per entity level.
• Terminations—Enables planning for employee departures and their impact on
expenses.
• Transfers—Enables you to transfer employees from one department (or entity) to
another. Transferring employees changes the department against which their
compensation expenses are calculated.
• Split-Funded FTE—Enables you to plan an FTE to be split-funded across multiple
sparse dimensions such as cost center, entity, project, and so on.
Workforce Management options can be incrementally enabled.
About Merit Based Planning for New Hires

To plan merit for new hires, select Merit Based Planning for New Hires. You must
also select Merit Based Planning in Expense Planning Additional Options to
enable this option. Oracle recommends that you also select Merit Assumptions and
plan at the Global or Per Entity level.
Granularity must be either Employee or Employee and Job to enable Merit Based
Planning.
Merit Based Planning using user-entered performance ratings is available only for
existing employees.
For information about merit based planning, see Enabling Expense Planning and
Planning Merit Rates in Working with Planning Modules.
About Split-Funded FTE

The Split-Funded FTE option allows an FTE to be split-funded across multiple sparse
dimensions such as cost center, entity, project, and so on.
When Split-Funded FTE is enabled, the Benefits and Taxes wizard is updated with a
selection, Flat Amount FTE Ratio, for Value Type and Maximum Value Type for
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Chapter 6
Benefits, Taxes, and Additional Earnings. Additionally, for Taxes, there is a selection
available, Threshold Amount FTE Ratio, for Maximum Value Type. For each component in
the Benefits and Taxes wizard, administrators can choose whether to use the Flat Amount
calculation or the Flat Amount FTE Ratio calculation to calculate benefits, taxes, and
additional earnings. For example, a fee for medical benefits might be the same amount
whether the FTE is 1.0 or .5, so you would choose Flat Amount FTE Ratio. But a tax might
be a based on a percentage of the FTE, so you would choose Flat Amount.
When you enable Split-Funded FTE, you MUST also enter the Master FTE Value for each
employee on the Employee Master Data form. Missing existing employee master FTE will
calculate incorrect ratio component expense. For more information, see Entering Employee
Master Data.
Notes:
• You can incrementally enable Split-Funded FTE.
• Granularity must be either Employee or Employee and Job to enable Split-Funded
FTE.
• Value Type and Max Value Type must match when using FTE Ratio. To ensure that
either the FTE Ratio or FTE value is applied consistently, the Benefits and Taxes wizard
does not allow a mismatch of methodologies for FTE Ratio.
• If the Tax tier changes based on a new Master FTE, then Tax Tiers aren't calculated with
Calc Compensation. Run Synchronize Defaults or Synchronize Definition to
calculate the Tax Tiers.
• If the Master FTE is changed, then run the Synchronize Definition rule.
Adding Custom Dimensions to the Reporting Cube

Many Workforce and Strategic Workforce Planning dimensions are added to the Reporting
cube (OEP_REP) by default. You can choose whether to add the custom dimensions to the
reporting cube.
For new applications, you can perform this task only once, when you first enable features.
For new applications, you can also choose whether to disable Employee Demographics
dimensions (Highest Education Degree, Skillset, Gender, and Age Band) from going to the
reporting cube. (This option is not available for existing applications.)
For existing applications, you have a one-time option to perform this task the next time you
make a change in Enable Features in either Workforce or Strategic Workforce. Before
you enable features, you must clear data in the OEP_REP cube.
You can add custom dimensions using Enable Features for either Workforce or Strategic
Workforce. Because the cubes are shared between the two modules, you can make the
dimension updates in either module; the updates apply to both. Once you've made the
change in one of the modules, you can't undo the change for the other module.
To choose whether a dimension should go in the reporting cube:
1. In Enable Features for either Workforce or Strategic Workforce Planning , in the Map/
Rename Dimensions section, click next to a dimension name.
2. In the Valid For section, click Workforce Reporting Cube and then click OK.
The label in the Selected Features column is updated to WorkforceReportingCube.
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Chapter 6
About Configuring Workforce
3. For new applications, to disable Employee Demographics dimensions from going

into the reporting cube, click next to an employee demographics dimension
name, and in the Valid For section, clear the selection for Workforce Reporting
Cube and then click OK.
The label in the Selected Features column is updated to remove
WorkforceReportingCube.
Additionally, when you push data to the reporting cube, merit data is also pushed and
mapped to Merit Increase in the reporting cube.
About Configuring Workforce

For most configuration tasks, if you've already configured them in Strategic Workforce
Planning you don't also have to configure them again in Workforce.
The planning and forecast range (configured in Planning and Forecast Preparation)
can be different for Strategic Workforce Planning and Workforce. For example, you
might want to use Strategic Workforce Planning for long-term planning and Workforce
for short-term planning.
Perform these configuration tasks after you’ve enabled Workforce features.
1. From the Home page, click Application , and then click Configure
.
2. From the Configure list, select Workforce.
3. Perform all mandatory tasks. Perform the optional tasks required for your
business. Use the Filter to check the status of configuration actions. Use Actions
to update task status.

4. After configuring, and any time you make changes in configuration or import
metadata, refresh the database. From the Configure page, select Refresh
Database from the Actions menu. Click Create, and then click Refresh
Database.
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Chapter 6
Table 6-4 Configuration Options in Workforce
Component Optional
Import selected Grades, Taxes, Benefits, and
Additional Earnings, which are considered
Workforce components. After importing a
component, configure it with the appropriate
Configure option.
Tip:
You can import
metadata and data
into components in
a batch file. You
can also use a
template to import
data. See Importing
Data.
Entities Mandatory
Import the Entity dimension members that
reflect your business hierarchy, such as
departments, cost centers, and business units.
Salary Grades Mandatory
Define the salary basis (for example, Annual or
Hourly) and the pay rates for the Salary
Grades that you imported.
Options and Tiers Optional
Set options for Additional Earnings such as
overtime or bonus and for Benefits such as
medical benefit rates. Set tiers for Taxes, such
as employer-paid taxes. After setting options
and tiers, use the Benefits and Taxes Wizard to
configure Additional Earnings, Benefits, and
Taxes.
See Adding and Managing Accounts and Drivers
and Configuring Benefits, Taxes, and Additional
Earnings.
Planning and Forecast Preparation Mandatory
Set the timeframe, the starting period, and the
level of granularity for planning and
forecasting. You can plan and forecast on a
different basis for different years.
See Workforce Planning and Forecast Preparation.
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Chapter 6
Table 6-4 (Cont.) Configuration Options in Workforce
Benefits and Taxes Mandatory
Set up Benefits, Taxes, and Additional
Earnings. A component is a tax, a benefit, or an
additional earning. A wizard guides you
through setting up a component with business-
based questions. See Configuring Benefits,
Taxes, and Additional Earnings.
Workforce Assumptions Mandatory
Set default assumptions such as hours worked
per day, week, and year. Also, set the partial
payment factor, which sets the pay percentage
to apply to Maternity status. You can set these
assumptions by Scenario, Version, Entity, and
Currency. For more information, see Setting
Assumptions.
Employee Type Optional
Import more employee types in your
organization as members into the Employee
Type dimension. The provided employee type
members are Regular, Contractor, and
Temporary. This option is available for the
Employee-only level of granularity.
Pay Type Optional
Import pay types in your organization as
members into the Pay Type dimension. The
provided pay types are Exempt and Non-
Exempt. This option is available for the
Employee-only level of granularity.
Employee Demographics Optional
Set up employee demographics such as Highest
Education Level. Demographics enable you to
analyze data based on individual employee
characteristics. You can select, add, import, or
export a demographic, such as ethnic group.
If you enable Employee Demographics,
Workforce provides the Gender, Age Band, and
Highest Education Degree attributes, and you
can add employee demographics such as
veteran status. You typically import
demographic attributes for existing employees,
and planners assign demographics after new
employees are hired.
Workforce provides data maps for reporting
on such information as demographics.
See Adding and Managing Accounts and Drivers.
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Chapter 6
Employee Properties Optional
Set up employee properties such as Employee
Type. Add, import, or export properties such as
Skill Set, FT/PT, Start Month, Merit Month, and
Hiring Status. Then to view and edit employee
properties, use Compensation Planning, then
the Manage Employee Details tab.
Non Compensation Expenses Optional
Set up noncompensation expenses such as
training or travel expenses. Add, import, or
export a noncompensation expense. After
noncompensation expenses are added, enter
the data in the form (Other Expenses, and
then Non Compensation Expenses).
Performance Metrics Optional
Add, import, export, or delete a performance
metric for a component. For example, add
performance ratings such as Meets
Expectations and Exceeds Expectations.
Merit Rates Mandatory
Define merit rates by year. Select the scenario,
version, and currency to which to apply the
merit rates.
Employees Optional
Import employee names or employee numbers
in your organization as members into the
Employee dimension.
Jobs Optional
Import jobs in your organization as members
into the Job dimension.
Skill Sets Mandatory for Job Granularity
Import skill sets used in your organization by
importing members into the Skill Set
dimension.
Union Codes Mandatory for Employee and Job Granularity
Import union codes used in your organization
by importing members into the Union Code
dimension. If you don't track Union Codes, you
can rename the dimension to something that's
meaningful to your business. However, you
must still assign a default to the renamed
dimension.
Gender Optional
Import members into the Gender dimension
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Chapter 6
Highest Education Degree Optional
Import highest education degrees used in your
organization by importing members into the
Highest Education Degree dimension.
Age Band Optional
Import members into the Age Band dimension.
Employees’ ages are calculated and assigned to
an age band as it changes over time.
Note:
Oracle
recommends that
you use the default
age bands instead
of loading your
own.
Note:
If you are an
existing customer,
continue to use
your existing age
bands and
members.
<Custom Dimension Name, such as Projects> Optional

Populate the application with a dimension you
added, such as projects, by importing
members into the dimension.
Global Assumptions Mandatory
Set foreign exchange rates in a multicurrency
application.
For information on importing data, see Importing Data. You can also add members
using the Dimension Editor.
After importing dimensions and members, you can view the hierarchical structure in
the Dimension Editor.
Note the following:
• Don't change the member order of the provided members. Retaining the member
order is important to support the provided calculations and logic.
• You can't add members to the Property dimension.
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Chapter 6
Workforce Planning and Forecast Preparation

You can configure different time frames and granularity for the Plan and Forecast scenarios.
To configure the time frame and granularity for plans:
1. In Current Fiscal Year, select the current fiscal year.
2. From Period, select the current actual month. You need to update this value on a
monthly basis.
3. From Plan Start Year, indicate if planners will plan in the current or next fiscal year.
4. Click Plan, and then the Years column to select the number of years to configure. For
example, to configure the first five years of a ten year application, select 5 Years.
5. Select the planning basis for each year that you are configuring. If plans will be prepared
at the same frequency each year, click All, and then select the frequency (for example,
Monthly). If plans will be prepared at different frequencies in certain years, select the
frequency in each year’s row. For example, to plan monthly in FY20 but quarterly in
FY21, select Monthly in the row for FY20 and Quarterly in the row for FY21.
6. Click Forecast and repeat these steps to specify the forecasting basis.
When you select Quarterly as the planning basis for Forecast for the first year, the
provided valid intersections are set up so that forecast data entry is allowed only in the
appropriate periods; quarterly forecast periods prior to the current month can't be
updated. The substitution variable OEP_CurQtr is provided whenever you enable
Quarterly planning.
When you select Quarterly as the planning basis for Forecast for the first year, you can
choose how the current quarter is determined, in cases where the current month is the
last month of the quarter.
When the current month is the last month of the quarter, select an option in Planning
and Forecast Preparation for how the current quarter should be defined.
• If you select Lock Current Period For Forecast, Strategic Workforce Planning uses
the next quarter. For example, if the current month is March, when you select this
option, Strategic Workforce Planning defines the Current Quarter as Q2.
• If you clear Lock Current Period For Forecast, Strategic Workforce Planning uses
the current quarter. For example, if the current month is March, when you clear
(deselect) this option, Strategic Workforce Planning defines the Current Quarter as
Q1.
Note:
• Lock Current Period For Forecast is available only when Quarterly is selected as
the planning basis for Forecast for the first year.
• You can select the option for Lock Current Period For Forecast for each module.
This configuration task sets all required substitution variables.
In Workforce and Strategic Workforce, rules, templates, and forms allow different planning
years for the Plan and Forecast scenarios in each module.
Workforce and Strategic Workforce Planning business rules and templates use methods that
read the start year and end year from the Planning and Forecast Preparation configuration
task separately for the Plan and Forecast scenarios for each module.
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Chapter 6
Forms display based on the start and end periods for the Plan and Forecast using
valid intersections. Valid intersections, OWP_Scenario Years and OWP_Scenario
Years_Reporting, are created for Workforce to support the different year ranges for
the Plan and Forecast scenarios.
Alternate hierarchies are created in the Account dimension to support differences in
Workforce and Strategic Workforce. If both modules are enabled, the Account
dimension is added to the appropriate valid intersections referencing these alternate
hierarchies to distinguish between Workforce and Strategic Workforce accounts.
To create custom rules or templates for Workforce, use these functions rather than the
&OEP_YearRange substitution variable:
• [[PlanningFunctions.getModuleStartYear("Workforce","ScenarioName")]]
• [[PlanningFunctions.getModuleEndYear("Workforce","ScenarioName")]]
Note:
Module name and Scenario name must be enclosed in double quotation
marks.
Tip:
If you want to create or edit rules to customize your planning and forecasting
tasks, you can use Planning Formula Expressions in your rules to call the
configured time horizon information such as
[[PlanningFunctions.getModuleStartPeriod("ModuleName","ScenarioNam
e")]] and
[[PlanningFunctions.isPlanStartYearSameAsCurrentFiscalYear("Module
Name")]].
Module names are not case sensitive and must be enclosed in double
quotation marks:
• Workforce
• Strategic Workforce
See Scenarios in Designing with Calculation Manager for Oracle Enterprise
Adding and Managing Accounts and Drivers

To add or modify accounts and drivers:
1. Select the configuration task to set up accounts or drivers.
2. Select a component or category from the list (if available).
3. Perform a task:
• To add an artifact, select Add from the Actions menu, and then enter details
in the new row.
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Chapter 6
• To modify a group of artifacts, or to add many new ones, export the set of predefined
artifacts (select Export from the Actions menu), and then modify the export file in
Microsoft Excel. You can edit predefined artifacts, make a copy of an artifact and
modify it to create a new one, or add new artifacts. Then, import the modified file
(select Import from the Actions menu). If available, use categories and
subcategories to group functionally related artifacts.
• To export or import all drivers, regardless of their category or grouping, use Batch
Export or Batch Import.
• To export or import only certain kinds of drivers, specify a Category or a
Component, and then use Import or Export.
Notes:
• Specify unique member names and aliases for custom members so they don’t conflict
with any provided members.
• If you must delete a driver, check the formulas of the other account drivers in its group to
see if they reference the driver that you want to remove. If they do, update their logic
accordingly.
About Adding Employee Properties

You can add custom employee properties to the Account dimension using the Configure task
for Employee Properties or using the Dimension Editor.
After adding a new custom property, add it as a shared member under the parent
OWP_Workforce Planning Accounts for Forms so it shows up on forms. Refresh the
database after making your changes.
To ensure that custom properties are transferred when you change an employee’s job or
transfer an employee, use a custom template, OWP_Custom Template to customize the
rules and templates. For more information, see Using a Custom Workforce Template to
Support Workforce Customizations.
Setting Global Assumptions: Exchange Rates

If you created a multicurrency application, set up exchange rates. You can enter exchange
rates manually as described here, or import them. For information about importing exchange
rates, see Importing Exchange Rates for a Simplified Multicurrency Application in
To set up exchange rates manually:
1. Add members for each of your currencies in the Currency dimension.
2. Click Global Assumptions to open the Exchange Rates to <Base Currency> task.
Here you'll enter the exchange rates for the currencies that planners will use.
3. Select the members from the Point of View.
4. Enter average and ending exchange rates for each period and each currency, and then
save the form.
The form is renamed to Exchange Rates to <Base Currency>, where <Base Currency> is
the reporting currency you selected when you created the application. For example, if the
application base currency is Yen, the form is Exchange Rates to Yen. This indicates to
planners the currency against which exchange rates are used to convert their data, and
enables them to enter rates specific to scenario, year, and version.
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Chapter 6
Note:
If you add a new Version member, you must enter exchange rates in that
version.
Configuring Benefits, Taxes, and Additional Earnings

The following sections describe how to use the Benefits and Taxes Wizard to configure
benefits, taxes, and additional earnings. You can have a maximum of 30 members in
any combination across Additional Earnings, Benefits, and Taxes.
Tip:
You can set up valid intersections for Options and Tiers to their respective
parents in the Components dimension. For information on setting up valid
intersections, see Defining Valid Intersections in Administering Planning.
Tutorials
Tutorials provide instructions with sequenced videos and documentation to help you
learn a topic.
Your Goal Learn How

This 90-minute tutorial shows you how to
configure additional earnings, benefits, and
Defining New Additional Earnings
taxes in Workforce.
and Configuring Benefits & Taxes
Before You Use the Benefits and Taxes Wizard

Ensure that you have performed these tasks before you launch the wizard:
• Imported Benefits, Taxes, and Additional Earnings using Components on the
Workforce Configure page. Importing the component makes it available in the
wizard.
• Configured Options and Tiers on the Configure page to set up Benefits and
Additional Earnings (Options) and Taxes (Tiers), which creates the options and
tiers.
Then you're ready to launch the Benefits and Taxes Wizard to define each option for
Benefits, Taxes, and Additional Earnings.
About the Benefits and Taxes Wizard

Using business-based questions, a wizard guides you through the steps to defining
options for Benefits and Additional Earnings and defining tiers for (employer-paid)
Taxes.
Examples:
• Additional Earnings: Overtime Pay, Merit Increase
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Chapter 6
• Benefits: Health Insurance, House Loan, Car Allowance

• Employer-paid Taxes: US FICA, Canada Pension Plan (CPP)
In the wizard, you specify the logic, such as whether a tax rate is a flat amount, a percentage
of salary, incurred monthly, quarterly, or annually, and so on. You can also use the wizard to
maintain taxes, benefits, and additional earnings. Each component can vary by scenario and
version.
To launch the wizard, from Configure, click the Benefits and Taxes link. Use Filter to select
the component to configure. You are guided through three steps: Details, Rates, and Review.
Note:
• Ensure that all entities have a rate and threshold (if the component uses a threshold). If
the same rates and thresholds apply globally, run the rule Copy Rates Across Entities
from a source entity. See Applying Rates by Hierarchy.
• Whenever you update an entity default for a benefit, tax, or additional earning, you must
run the Synchronize Defaults rule to apply the entity default at the employee-job level.
When you update an existing component (a benefit, tax, or additional benefit) in the
wizard, you must run the Synchronize Component Definition rule to push the updated
definition to employees and jobs.
Common Properties for the Components

Additional Earnings, Benefits, and Taxes share certain properties.
The components share these properties:
• Payment Terms, such as Monthly, Quarterly, or Annually.
• Payment Frequency, such as One-time Pay or Pay During Last Period. Payment
Frequency is tied to Payment Terms.
• Component Types: Simple, Rate Table, Rate Table with Threshold, and Custom.
Component Types in the Wizard

On the Details screen, you select a component type (a calculation rate type) for a benefit,
tax, or additional earning.
The component types:
• Simple—A single rate option per year with a threshold value. Then you assign the
desired option to the appropriate drivers as defaults. Because the Simple component
type is a single rate option or tier with a threshold value for all defaults, there’s only one
row: No Option for Additional Earnings and Benefits and No Tier for Taxes.
• Rate Table—Provides different rate options with no threshold values. With this
component type, you assign the desired option or tier to the appropriate drivers as
defaults. The rate table provides rows of options and tiers (you defined these rows of
options and tiers with the Options and Tiers on the Configure page), with no threshold
values that are assigned.
• Rate Table and Threshold—Provides different rate options with thresholds. With this
component type, you assign the desired option or tier to the appropriate drivers as
defaults. The rate table with threshold provides rows of options or tiers with thresholds as
previously configured. Additional Earnings and Taxes support the Maximum Value Type
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Chapter 6
of Threshold Amount, which crosses all tiers regardless of the option or tier
assigned as a default.
• Custom—Enables you to create custom calculation logic for a component’s
additional earnings, benefits, or taxes. See Creating Custom Calculation Logic in a
Component.
Tip:
A threshold is a cap or maximum value on the resulting expense value. For
example, Car Allowance is a percent of salary up to a threshold of $4,000,
when the Car Allowance benefit would stop. The rate changes when a cap is
reached. For example, the tax rate in the first tier is 4.5% up to a threshold
of $50,000, and the second tier is 12.6% up to $100,000. Not only does a
threshold apply only to the tiered structure, but you can also set a maximum
value with the Additional Earning, Benefit, or Tax calculations.
About One-time Pay Options

Using One-time Pay Options enables you to specify which month an additional
earning, benefit, or tax is paid. Your options depend on which Payment Terms you’ve
selected for the component.
For example, if a benefit needs to be paid once every six months in February and
August, then select Payment Terms as Semiannually (Calendar), One-time Pay as
the Payment Frequency, and Second Month in the One-time Pay Options.
Another example: if your Payment Terms is Annually (Fiscal Year), and you select
One-time Pay as the Payment Frequency, then the one-time payment occurs once in
the fiscal year. For One-time Pay Options, you can then select which month in the
fiscal year (first through twelfth) the expense is calculated. If your fiscal year starts in
July, and you select the eleventh month, the expense is added in May.
You access these options in the Benefits and Taxes Wizard on the Details page for the
component.
About Value Type

Table 6-5 Value Type Options
Value Type Description

Flat Amount Available for:
• Benefits
• Additional Earnings
• Taxes
Percentage of Salary Available for:
• Benefits
• Taxes
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Chapter 6
Table 6-5 (Cont.) Value Type Options

Percentage of Overall Earnings Available for:
• Benefits
• Taxes
Percentage of Taxable Earnings Available for:
Taxes
Flat Amount FTE Ratio For use with split-funded FTE. Available
for:
• Benefits
• Taxes
About Maximum Value Type

The available options for Maximum Value Type are based on whether the component is an
Additional Earning, Benefit, or a Tax.
Value Type and Max Value Type must match when using FTE Ratio. To ensure that either
the FTE Ratio or FTE value is applied consistently, the Benefits and Taxes wizard does not
allow a mismatch of methodologies for FTE Ratio.
Setting the Maximum Value Type to Threshold Amount is available only for Taxes (not for
Additional Earnings or Benefits). If the Maximum Value Type is set to Threshold Amount,
then the threshold of each tier drives the tiered calculations. The application applies all tiers
to the default assignment, as appropriate, regardless of the tier assigned as a default. If you
need to apply a tiered tax with multiple tier rates, then select Component Type as Rate
Table and Threshold with Maximum Value Type as Threshold Amount.
If you select the Component type as Simple, then you provide rates in No Tier. In this case,
tiered calculation logic isn't applied even if Maximum Value Type is Threshold Amount.
You set the Maximum Value Type on the Details page of the wizard.
If the Maximum Value Type isn't set to Threshold Amount, then the assignment of each
option or tier row is relevant and needs to be assigned appropriately.
For example, let’s use US FICA tax as an example of setting the Maximum Value Type to
Threshold Amount. No one row will be assigned as a default because all rows apply. So the
tax rate is 7.65% of salary for the first $118,500, then 1.45% of salary over $118,500 up
to $200,000. Then 2.35% tax is applied to salaries over $200,00. (You still have to select an
option or tier when assigning the default; it is just ignored in the calculation.)
Example:
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Chapter 6
Table 6-6 Maximum Value Type Options

Flat Amount Available for:
• Benefits
• Taxes
Percentage of Salary Available for:
• Benefits
• Taxes
Percentage of Taxable Earnings Available for:
Taxes
Percentage of Overall Earnings Available for:
• Benefits
• Taxes
Threshold Amount Available for:
Taxes
Flat Amount FTE Ratio For use with split-funded FTE. Takes the
FTE for the current intersection of data
and divides it by the Master FTE, and
multiplies by the Flat Amount. Available
for:
• Benefits
• Taxes
Threshold Amount FTE Ratio For use with split-funded FTE. Takes the
FTE for the current intersection of data
and divides it by the Master FTE, and
multiplies by the Threshold Amount.
Available for:
Taxes
About Earning Type

Earning Type is valid only for Additional Earnings.
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Chapter 6
The earning types Add to Gross Pay and Do Not Add to Gross Pay drive the Benefits and
Taxes Value Type and Maximum Value Type of Overall Earnings. So if the Earning Type is
set to Add to Gross Pay, then those Additional Earnings will be included in any Benefit or
Tax based on % Overall Earnings.
If the Earning Type is set to Do Not Add to Gross Pay, then any Benefit or Tax using %
Overall Earnings for the Value Type and Maximum Value Type will exclude those Additional
Earnings from any Benefit or Tax calculations based on % Overall Earnings.
About Taxable Component

Taxable Component works like Earning Type in that any Additional Earning or Benefit set to
Yes for Taxable Component will be included in any Tax calculation where the Value Type or
Maximum Value Type is set to % Taxable Earnings.
About Entering Rates

You can enter component rates and logic by period and by entity in the Benefits and Taxes
Wizard. You can account for rates that change during the year and assess their impact on
compensation expenses. For example, you can account for a tax rate that changes in July.
The Rates page in the Benefits and Taxes Wizard opens with the YearTotal member
collapsed with the Time Balance property of Account set to Balance. You can enter a value in
YearTotal, and the value automatically spreads to the last of its child time periods. If no
distribution exists (that is, the values for all children are zeros or are missing), the value is
spread across its children. Or, you can expand YearTotal and manually enter or change rates
in the level 0 members.
About Rates and Threshold Scope

The Threshold Scope option (YTD or Monthly) for a component enables you to set rate
tiers for an additional earning, benefit, or tax that are calculated independently each month or
year.
For example, an insurance program may apply rate tiers that start from zero each month.
In this example, assume employees in Finance earn $4,000, where tax is defined as Percent
of Salary, with a Threshold Scope of Monthly and three rate tiers:
Their tax rate is 12% for the first 1,000 monthly compensation, 20% between 1,000 and 3,000
earned, and 30% between 3,000 and 5,000.
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Chapter 6
Applying Rates by Hierarchy

You can apply the same rates and thresholds to members within a section of the Entity
hierarchy by using the Copy Rates Across Entities rule. Using this rule saves you
from having to manually enter or import rate data.
The Copy Rates Across Entities rule is especially useful when a number of entities
use the same rates and thresholds for additional earnings, benefits, or taxes. On the
Rates page, you can copy component rates and thresholds from one entity to another
section of the hierarchy by running this rule from the Actions menu. In the Member
Selector, select the source level 0 Entity member whose rate you want to copy and
the target parent or level 0 member to copy the rate to.
For example, you can enter rate data for a benefit for France and then use Copy
Rates Across Entities to copy the benefit rate using relationship functions to all level
0 descendants of Total Europe and level 0 descendants of Total Nordic.
Creating Custom Calculation Logic in a Component

Defining your own Workforce calculations in a custom component gives you great
flexibility in applying conditional logic and specifying value drivers to calculations for
additional earnings, benefits, or taxes.
For example, you could create a bonus calculation that applies to new hires who start
in the first 6 months of a calendar year, but not for those who start in the last 6 months
of the calendar year in their first year of hire. You can also select a value driver other
than the predefined ones (for example, Flat Amount, Percentage of Salary, and so on).
So, for example, you could base an additional earning such as commissions on a
custom member that you create, for example, Revenue. To specify a member as the
Value Type driver, you include it in the member formula for the custom component.
To customize logic in a custom component:
1. In the Benefits and Taxes Wizard, on the Details page, edit an existing
component, and for Component Type, select Custom.
2. Continue setting up the component, optionally entering rates to be used in your
custom logic.
Include any thresholds in the member formula.
3. Create a member formula for the OWP_Custom Expense member in the Property
dimension:
a. On the Home page, select Application, then Overview, and then
Dimensions.
b. Click the down arrow to the right of Cube, and then select OEP_WFP.
c. Click Property, right-click in the Member Name column header, and then
clear Default mode.
d. Select the member OWP_Custom Expense, scroll right to the OEP_WFP
Formula column, and then click in the intersection cell.
e. In the upper left of the grid, click the Member Formula icon
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Chapter 6
f. Enter the member formula.

Notes:
• Before creating your own custom calculation logic, Oracle encourages you to first do due
diligence in using the predefined calculations.
• Evaluate the performance of your custom formula before taking the application into
production.
• To create and use multiple custom components, modify the OWP_Custom Expense
member formula to accommodate each component’s custom logic. For example, use
nested IF conditions for each custom component type.
Tip:
See the next topics for advice on customizing calculation logic and for several
sample formulas.
Creating Custom Formulas for OWP_Custom Expense

Use these tips and the formula examples that follow to help you create custom formulas for
OWP_Custom Expense. These tips assume that the application granularity is Employee and
Job.
• Data for properties such as Payment Terms, Payment Frequency, and Value Type are
stored at the corresponding Property member > No Currency > Begbalance > Account
(Benefit1:10/Earning1:10/Tax1:Tax10) at the Employee and Job combination.
• Rates are stored at OWP_Value > Currency > Account (Benefit1:10/Earning1:10/
Tax1:Tax10) at the Employee and Job combination.
• Thresholds are stored at OWP_Maximum Value > Currency > Account (Benefit1:10/
Earning1:10/Tax1:Tax10) at the Employee and Job combination.
• You can refer to the provided formulas for evaluating the periods to calculate the
expenses based on Cal Tp-Index of the month, corresponding to different Payment
Terms options.
• To add multiple custom formulas, nest them in the OWP_Custom Expense member
formula.
Customizing Benefit and Tax Calculations

Review these examples to help you customize your benefit and tax calculations.
Use Case 1
You want to calculate commission as a percentage of the Commission Basis account, which
is a custom account not provided with Workforce. Commission is calculated by multiplying the
rate entered in the Benefits and Taxes Wizard times the custom Commission Basis account.
Sample Formula
IF("No Property"->"BegBalance"==[OWP_EarningList.Commission])
IF(@ISMBR(@RELATIVE("OWP_Existing Employees",0)))
"Commission Basis"->"No Property" * ("OWP_Value"/100);
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Chapter 6
ELSE
#Missing;
ENDIF
ENDIF
Use Case 2
Building on the previous example, you want to add a benefit called Insurance, which is
calculated as a percentage of the Merit account, with the following values selected in
the Benefits and Taxes Wizard:
• Component Type—Custom
• Payment Terms—Quarterly (Calendar Year)
• Payment Frequency—Pay During First Period
• Maximum Value Type—Flat Amount
• Threshold Scope—YTD
• Taxable Component—Yes
• Rate for all months—10
• Threshold—400
• Value Type—You can select any value for Value Type as we are calculating the
benefit as a percentage of Merit in the custom logic.
Sample Formula
ELSE
#Missing;
ENDIF
ELSEIF("No Property"->"BegBalance"==[OWP_BenefitList.Insurance])
IF("Cal TP-Index"==1 OR "Cal TP-Index"==4 OR "Cal TP-Index"==7 OR
"Cal TP-Index"==10)
"OWP_Expense amount"="OWP_Merit"->"OWP_Expense
amount"*("OWP_Value"/100);
ENDIF;
IF("OWP_Expense amount"!=#MISSING)
IF("OWP_Calculated Max Value"!=#MISSING)
IF("OWP_CYTD(Prior)"+"OWP_Expense amount">"OWP_Calculated
Max Value")
IF("OWP_CYTD(Prior)"<="OWP_Calculated Max Value")
"OWP_Expense amount"="OWP_Calculated Max
Value"-"OWP_CYTD(Prior)";
ELSE
"OWP_Expense amount"=#MISSING;
ENDIF;
ENDIF;
ENDIF;
ENDIF;
"Custom Expense"="OWP_Expense amount";
ENDIF;
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Chapter 6
Use Case 3
Building on the previous examples, you want to add a Tax (Tiered Tax) named SUTA, which
is calculated as a percentage of Benefit1, Benefit2, Benefit3, and Benefit4, with the following
values selected in the Benefits and Taxes Wizard:
• Component Type—Custom
• Payment Terms—Monthly
• Maximum Value Type—Threshold
• Threshold Scope—Monthly
• No rates are provided in the Rates page.
• For the custom tiered tax, rates need to be provided as part of the custom formula.
Sample Formula
ELSE
#Missing;
ENDIF
ELSEIF("No Property"->"BegBalance"==[OWP_BenefitList.Insurance])
IF("Cal TP-Index"==1 OR "Cal TP-Index"==4 OR "Cal TP-Index"==7 OR "Cal
TP-Index"==10)
"OWP_Expense amount"="OWP_Merit"->"OWP_Expense amount"*("OWP_Value"/
100);
ENDIF;
IF("OWP_Expense amount"!=#MISSING)
IF("OWP_Calculated Max Value"!=#MISSING)
IF("OWP_CYTD(Prior)"+"OWP_Expense amount">"OWP_Calculated Max
Value")
IF("OWP_CYTD(Prior)"<="OWP_Calculated Max Value")
"OWP_Expense amount"="OWP_Calculated Max
Value"-"OWP_CYTD(Prior)";
ELSE
"OWP_Expense amount"=#MISSING;
ENDIF;
ENDIF;
ENDIF
ENDIF
"Custom Expense"="OWP_Expense amount";
ELSEIF("No Property"->"BegBalance"==[OWP_TaxList.SUTA])
IF("OWP_Benefit1"->"OWP_Expense amount"+"OWP_Benefit2"->"OWP_Expense
amount"+"OWP_Benefit3"->"OWP_Expense amount"+"OWP_Benefit4"->"OWP_Expense
amount"<=1000)
("OWP_Benefit1"->"OWP_Expense amount"+"OWP_Benefit2"->"OWP_Expense
amount")*(10/100);
ELSEIF("OWP_Benefit1"->"OWP_Expense amount"+"OWP_Benefit2"->"OWP_Expense
amount"<=1200)
(("OWP_Benefit1"->"OWP_Expense amount"+"OWP_Benefit2"->"OWP_Expense
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Chapter 6
amount")-1000)*(20/100) + 1000*(10/100);
ELSEIF("OWP_Benefit1"->"OWP_Expense amount"+"OWP_Benefit2"-
>"OWP_Expense amount"+"OWP_Benefit3"->"OWP_Expense
amount"+"OWP_Benefit4"->"OWP_Expense amount"<=1300)
(("OWP_Benefit1"->"OWP_Expense amount"+"OWP_Benefit2"-
>"OWP_Expense amount"+"OWP_Benefit3"->"OWP_Expense
amount"+"OWP_Benefit4"->"OWP_Expense amount")-1200)*(30/100) +
(1200-1000)*(20/100) + 1000*(10/100);
ELSE
(1300-1200)*(30/100) + (1200-1000)*(20/100) + 1000*(10/100);
ENDIF
ENDIF
Note:
Do not assign values to the OWP_Expense Amount member. If there is a
use case to apply further logic on a computed value, then assign the
OWP_Expense Amount to OWP_Custom Expense. Refer to similar Use
Case 2 above.
After Configuring Using the Wizard

After configuring Additional Earnings, Benefits, and Taxes using the wizard, perform
these tasks:
• Assign defaults for Salary, Additional Earnings, Benefits, and Taxes. See Setting
Defaults.
• Assign defaults for Salary Grades for New Hires.
• To assign the defaults to employees (in Employee only or Employee and Job
granularity) and jobs (in Job only granularity), run the Synchronize Defaults rule.
This rule is applied to both new hires and existing employees or jobs.
To run the rule for a single employee or job or an employee-job combination, in the
form, select that row and then click Actions, and then Synchronize Defaults.
Click Compensation Planning, then Manage Employees, and then Existing
Employees. To run the rule for a parent level employee/job, click Actions, then
Business Rules, and then Synchronize Defaults.
Example - Adding a Fringe Benefit

This example walks you through the steps to creating a new fringe benefit. Let’s say
that you want the benefit to be a percentage of employees' salary. You want to specify
a different percentage for employees in North America, EMEA, and APAC, ranging
from 33% to 35%.
Before you start, we assume that:
• You've enabled Workforce for, at a minimum, Expense Planning, Compensation
Expenses, and Benefits. (All three granularity levels support benefits.)
• You've imported the application metadata to include the Fringe Benefit Rate
component member.
• You’ve set the user variables.
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Chapter 6
Add the Fringe Benefit as a Component

First, we'll use the Benefits and Taxes Wizard to create a new benefit.
1. From the Home page, click Application, and then Configure.
2. From the Configure list, click , and then Workforce.
3. From Configure: Workforce, click Options and Tiers.
4. On Options and Tiers, from Component, select Options.

5. From Actions, select Add, then in the text box, enter Fringe Rate – North America.
Repeat to add an option for EMEA and APAC:
6. Click Save, then Next, and then Close.
Define the Fringe Benefit

Next, we use the Benefits and Taxes Wizard to set the rate for the fringe benefit options.
1. From Configure: Workforce, click Benefits and Taxes.
2. Click Filter .
3. Select the Scenario and Version for the fringe benefit and from Components, click
Benefits, and then Apply:
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Chapter 6
4. Under Details, set the fringe benefit parameters:
5. Click Save and Next.

6. On Rates, enter the fringe benefit rates for each fringe rate option for each year:
7. Click Save and Next.

8. Review the new benefits options:
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Chapter 6
Post Configuration Tasks
9. Click Save, and then Close.
Set the Benefit Defaults

Next we’ll set the benefit defaults for the children members of each parent entity: North
America, EMEA, and APAC.
1. Click Workforce on the Home page.
2. Click Compensation Planning, then Defaults, and then Benefits.
3. From the POV, select the Entity member.
In this example, we'll set the benefit default for Sales Italy.
4. Click Actions, and then Add Benefit Default.
5. On Add Benefit Defaults, for Benefit, select Fringe Benefit Rate, and for Option,
select Fringe Rate – EMEA:
6. Click Launch.
Now, whenever you add a hiring requisition (using the Add TBH business rule) to Sales Italy,
the new fringe benefit rate that we set up for EMEA (for example, 34% for 2017) is applied.
Compensation is automatically calculated, including the fringe benefit. (The fringe benefit rate
is also applied when you run the Synchronize Default business rule.) If you update the
fringe benefit rate using the Benefits and Taxes Wizard, to apply the updated rate, run the
Synchronize Component Definition business rule.

Related Topics
• Setting Assumptions
Assumptions (and defaults) drive the calculations for workforce-related expenses.
• Setting Defaults
Defaults (and assumptions) drive the calculations for workforce-related expenses.
• Entering Employee Master Data
• Synchronizing Defaults
• Using a Custom Workforce Template to Support Workforce Customizations
Workforce provides a custom template, OWP_Custom Template, with two blank script
blocks for each supported rule, which allows you to customize the supported rules. For
example, use the script blocks to include custom employee properties when you transfer
an employee or change an employee's job.
• Post Update Tasks
After updating Workforce content from a monthly update, note the following information.
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Chapter 6
Setting Assumptions
Assumptions (and defaults) drive the calculations for workforce-related expenses.
To set assumptions, click Compensation Planning, then the Assumptions tab
. Then, click the tab for General, Salary Grades, or Merit Rates.
Administrators set these workforce assumptions as part of configuration. If they're
granted permissions, planners can then update them as needed.
Assumptions include:
• General assumptions including hours worked per day and week, and working
days per month, which drive salary expenses for hourly employees, and the partial
payment factor (that is, the pay percentage to apply to Maternity Status).
For assumptions other than merit, you can set assumptions by entity or at the No
Entity level (for default assumptions). If you set assumptions for the entity, then
they are used for calculations; otherwise, the assumptions set for No Entity (at the
organization level) are used.
If you enabled Merit Assumptions, you can also set merit assumptions for Merit
Month and Cut-off Date for existing employees.
– Merit Month specifies, for each year, the month in which to give a merit
increase.
– For existing employees, the Cut-off Date indicates the date, for each year, by
which an employee must be hired to be eligible for a merit increase.
Merit assumptions are set at either a global level or entity level depending on how
merit assumptions were enabled. For information whether the global or entity level
will be used for setting merit assumptions, see Enabling Expense Planning.
Note:
For existing employees, you must run Process Loaded Data to see the
impact of Merit Month and Cut-off Date.
Whenever you update Merit Month or Cut-off Date, you must run
Process Loaded Data to synchronize at the employee level.
• Salary Grades assumptions, including the salary basis (for example, annual) and
rate for Salary Grades.
You can set assumptions by entity or at the No Entity level (for default
assumptions). If you set assumptions for the entity, then they are used for
calculations; otherwise, the assumptions set for No Entity (at the organization
level) are used.
• Merit Rates, which are added to salary calculations.
Merit rates are set at a global level or entity level depending on how merit
assumptions were enabled. For information whether the global or entity level will
be used for setting merit assumptions, see Enabling Expense Planning.
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Chapter 6
After setting assumptions, run the Synchronize Defaults rule (see Synchronizing Defaults.)
To set defaults for Salary, Additional Earnings, Benefits, and Taxes, see Setting Defaults.
Setting Defaults
Defaults (and assumptions) drive the calculations for workforce-related expenses.
If you want a default for salary, additional earnings, benefits, or taxes to be used for all
employees in a specific job, select that job when adding the default. For example, if you
select Accountant when adding the default for Job, then all employees who are Accountants
are assigned that default.
If Employee and Job granularity is enabled, you must set defaults based on Job and Union
Code. This setting defaults compensation elements for new hires for a specific job. For
example, you might set the default Salary Grade to Grade 3 for a Warehouse Worker with the
Union Code of Teamster.
To apply a compensation element default to all employees in all jobs, such as when setting
defaults for salary, additional earnings, benefits, and taxes, select the OWP_All <member>.
For example, select the OWP_All Union Code member and the OWP_All Jobs member if you
want the default compensation element to be used for all employees in any job and in any
union. So for example, if you select the OWP_All Union Code member and the OWP_All Job
member, then Sue Doe in Accounting (whose Union Code is Default No Union Code) would
get the same compensation element default as Tom Blue in the Warehouse (whose Union
Code is Teamsters).
Note:
Workforce seeds a level 0 member named No Union Code as a sibling to Total
Union Code. However, when you add defaults for salary, additional earnings,
benefits, and taxes, No Union Code isn't available for selecting in the runtime
prompt. To meet this need, Workforce expects you to add at least one sibling null
metadata member (such as OWP_Unspecified Union Code) to OWP_All Union
Code.
If your company doesn't use Union Code, you can rename that dimension to
something that’s meaningful to your business when you enable Workforce. If you
didn’t rename Union Code when you enabled Workforce, you can create whatever
members you want in the Union Code dimension and change the alias of the
dimension to your preferred name.
Set Workforce defaults by clicking or tapping Compensation Planning, then the Defaults
tab. Then:
• To set Salary defaults, click Salary. These defaults are used for new hires or job salary
defaults. Using Assumptions, and then Salary Grades , planners can then set
the salary basis (for example, Annual or Hourly) and the salary rate for the Salary Grades
that you imported.
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Chapter 6
If you import the salary basis and salary rates to the OEP_No Entity member, they
are used across all entities. Alternately, select OEP_No Entity (in Compensation
Planning, then Assumptions, and then Salary Grades).
• To set Additional Earnings defaults, click Additional Earnings.
• To set Benefits defaults, click Benefits.
• To set Taxes defaults, click Taxes.
Note:
When adding defaults, you can select parent driver dimension members or
level zero members.
Tip:
To copy defaults for Salary, Additional Earnings, Benefits, and Taxes,
right-click a member and then select Copy Data Across Entities, and then
click OK. Select From and To entities, and then click Launch. This action
clears the target before copying the members.
Use Copy Data Across Entities for Grades to copy grades and rate
information for grades.
Tutorials
learn a topic.
Your Goal Learn How

modify out-of-the-box templates in order to
Disabling Salary Defaults
disable Salary Defaults. You first create a new
Salary Option Smart List, and then modify
Groovy Templates used in Workforce--Add
Requisition, Change Requisition, and Change
Existing Details--to use the salary options
specified in the smart list: Salary Grade, and
Salary Basis & Rate.
Entering Employee Master Data

When you enable Split-Funded FTE, you MUST also enter the Master FTE Value for
each employee on the Employee Master Data form.
From the Home page, click Workforce, then Compensation Planning, then Manage
Employees, and then Employee Master Data.
You enter the Master FTE for each fiscal year, at the periodicity defined for that year.
Master FTE is required if you are using Split-Funded FTE.
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Chapter 6
Tip:
The Employee Master Data form displays columns for all of the valid years. To
make it easy to enter FTE for multiple time periods, enter data for YearTotal; the
value is spread to the periods. You can expand the periods to change data for a
specific month or quarter.
A new member in the Entity dimension, OEP_Home Entity, stores the Master FTE Value.
OEP_Home Entity is enabled for the Workforce cube and the Workforce Reporting cube. If
someone other than an administrator will be entering or editing Master FTE Values, make
sure to give write access to OEP_Home Entity.
Tip:
You can use data import templates to quickly load the Master FTE value for
employees. See Importing Workforce Data.
Note: If an employee’s total assigned FTE value changes over various projects (or other
custom dimensions), make sure to update the Master FTE Value so that it matches the total
assigned FTE to ensure that calculations are correct.
If the Master FTE is changed, then run the Synchronize Definition rule.
To help ensure that Master FTE matches the total assigned FTE, administrators can review
the FTE Assignment Analysis form to see if an FTE is over- or underallocated compared
to the Master FTE. (From the Home page, click Workforce, then Compensation Planning,
then Validate, and then FTE Assignment Analysis.) To retrieve data for this form, run the
data map Headcount and FTE Data for Reporting. Positive values mean an FTE is
underallocated; negative values mean an FTE is overallocated. You can resolve any over or
under allocations by updating the Master FTE or the Assigned FTE.
Notes for new hires:
• FTE Ratio is applicable to new hires.
• You don't need to enter a Master FTE value in OEP_Home Entity for new hires. The
Workforce calculations assume that the FTE for new hires is Master FTE.
Synchronizing Defaults
Whenever you update the entity defaults for benefits, taxes, or additional earnings using the
Benefit and Taxes wizard on the Configure page, you must push the updated data to the
input forms by running the Synchronize Defaults business rule.
1. Click Compensation Planning, then Manage Employees, and then Existing
Employees.
2. Highlight a row with an individual or a blank row.
If you intend to execute the business rule for:
• Only one person, highlight the row containing that person's name, and then run the
rule
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Chapter 6
• Multiple people or to select the dimensionality with a runtime prompt, highlight

a blank row and then run the rule
3. Click Actions, then Business Rules, and then Synchronize Defaults.
The business rule recalculates and updates data in the forms.
Note:
When you update the metadata for a component (for example, salary grades,
benefits, taxes, and additional earnings), run the Synchronize Component
Definition business rule to push the updated definition to already-assigned
employees and jobs. This rule doesn't update the entity defaults.
Using a Custom Workforce Template to Support Workforce

Customizations
Workforce provides a custom template, OWP_Custom Template, with two blank script
blocks for each supported rule, which allows you to customize the supported rules. For
example, use the script blocks to include custom employee properties when you
transfer an employee or change an employee's job.
OWP_Custom Template is not considered for updates, so you can write and maintain
your custom, flexible code in one place. For example, the custom template ensures
that any custom Employee Properties you may have added in the Account
dimension are copied to the target job when you run the Change Job or two-step
Transfer rules. Because you make your customizations in OWP_Custom Template,
you don’t need to edit the other provided rules or templates. This makes the other
provided rules and templates easier to maintain during updates because you don’t
need to reapply any customizations you have made.
The following rules support OWP_Custom Template and will read any of the
modifications you make to the custom script blocks:
• OWP_Change Job
• OWP_Transfer
• OWP_Transfer In
• OWP_Transfer Out
You don't need to make changes to any of the following templates to copy your custom
properties. Use OWP_Custom Template instead.
• OWP_Assign Target Defaults
• OWP_Change Job
• OWP_Transfer_T
• OWP_Transfer In_T
• OWP_Transfer Out_T
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Chapter 6
Note:
After adding a new custom property, make sure you added it as a shared member
under the parent OWP_Workforce Planning Accounts for Forms so it shows up
on forms. Refresh the database after making your changes. For more information,
see About Adding Employee Properties.
To use the custom template, OWP_Custom Template:

1. From the Navigator, click Rules under Create and Manage to open Calculation
Manager.
2. Open OWP_Custom Template to make your custom changes to the script blocks
associated with the rule you want to customize.
The descriptions in the script blocks give you more information about how to use the
script blocks.
3. Click the custom script block for the rule you want to customize, enter your custom code,
and save your changes.
For example, to customize the OWP_Change Job rule to support a custom employee
property, Hire Date, make changes in Change Job Script 1:
FIX("No Property")
"OWP_Action" (
IF ( @ISMBR( {Year}))
IF ( "Fiscal TP-Index" >= @MEMBER(@CONCATENATE("HSP_ID_",
@HspNumToString({StartMonth})))->"Fiscal TP-Index")
"Hire Date"->{TargetJob} = "Hire Date";
ENDIF
ELSE
"Hire Date"->{TargetJob} = "Hire Date";
ENDIF
;
)
ENDFIX
4. Validate and deploy the associated rule or rules.
Post Update Tasks

After updating Workforce content from a monthly update, note the following information.
Enhancements available in certain releases include updates to some provided artifacts. If you
haven’t modified these artifacts, then the artifacts and features are available to you
automatically with the release. Because customized artifacts are not updated during releases,
if you have customized these artifacts and want to take advantage of the new features,
review the information in the appendix Updating Workforce and Strategic Workforce Planning
Artifacts.
Also, check this appendix to see the list of new rules. To make new rules available to users,
you must give users access to the rules. To do so, on the Home page, select Rules, the
OEP_WFP cube, the new rule, and then the Permission icon.
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Chapter 6
October 2022
Perform these tasks immediately after updating the Workforce October 2022 content:
• All users must set values for two new user variables. These variables are required
before you can use the Mass Update forms:
– Employee Parent—Helps make forms more manageable by letting you
include or exclude the employees to display on the forms based on the
Employee Parent member you select, such as new hires or existing
employees.
– Period—Allows Comments for New Hires to be displayed as well as Total
Compensation for all Employees on the Mass Update forms.
• Run the data map Headcount and FTE Data for Reporting to repopulate the
data in the Workforce Reporting cube with the new detailed account data.
• Run the rule OWP_Calculate existing employee compensation or any of the
Synchronize rules to ensure that merit is calculated correctly for part-time
employees.
August 2021
Perform these tasks immediately after updating the Workforce August 2021 content.
In this update, for new applications, you have the option to choose whether to add
custom dimensions to the reporting cube (OEP_REP) the first time you enable
features.
For existing applications, you have a one-time option to add custom dimensions to the
reporting cube the next time you enable features. Before you enable features, you
must clear data in the OEP_REP cube.
To choose which dimensions are pushed to the reporting cube (OEP_REP), see
Adding Custom Dimensions to the Reporting Cube:
• For new applications, you can perform this task only once, when you first enable
features.
• For existing applications, you have a one-time option to perform this task the next
time you make a change in Enable Features for either Workforce or Strategic
Workforce.
Merit Assumptions
• Give users access to access to the new dashboard Workforce and Merit
Assumptions.
• If you enabled Merit Assumptions, and you specify to plan at the Global level,
the Workforce and Merit Assumptions dashboard uses Company
Assumptions, and Entity is hidden. If you you specify to plan at the Per Entity
level, the Workforce and Merit Assumptions dashboard uses Entity and
Company Assumptions is hidden.
• For existing customers, if you enable Merit Assumptions and choose to plan by
Entity or by Global, you must enter data for Merit Rate, Merit Month, and Cut-
off Date at Entity or Global level. When you are loading data for existing
employees using Data Management or Data Integration, these assumptions are
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Chapter 6
copied to employees as part of the Incremental Process Data with Synchronize rule.
Alternatvely, you can run Process Loaded Data whenever you update Merit Month or
Cut-off Date.
Updated Employee Details Form
There is a new member, Merit Increase, in the Component dimension, which is assigned as
a Smart List value for Merit Account. For existing customers, after updating content for
21.08, in the Employee Details form, the row heading for Merit displays 1 instead of the new
Smart List value. To update the Employee Details form to display the new member, Merit
Increase, run either the Calculate Compensation or Synchronize rule.
February 2020
Immediately after updating the Workforce February 2020 content, you must run the new rule
1X Populate New Properties to convert existing Start Month data to the Start Date account.
Run this rule only once for each Scenario and Version combination with data, immediately
after updating content. Specify only Scenario and Version combinations whose data you want
to recalculate. For example, you may not want to recalculate historical data.
For optimum performance, before running 1xPopulate New Properties, change the FIX
Parallel dimension to use the dimension that is appropriate to parallelize the process by
moving the dimension from FIX statement to FIX Parallel and move the entity member
selection to FIX statement in the place of the dimension that's moved to FIX Parallel
statement. This change needs to be made in OWP_Populate New Properties_T template in
Calculation Manager. Save the changes and then deploy the OWP_Populate New
Properties rule.
Note:
If you don’t run this rule immediately after updating, the consequence of running
any rules is the possibility of losing some data. If you inadvertently run rules before
running 1X Populate New Properties, run 1X - Populate New Properties and
then rerun the rules that you previously ran.
May 2019
Immediately after updating the Workforce May 2019 content, you must run the new rule 1X
Copy Compensation Details from BegBalance to Periods, which copies compensation
details from the BegBalance member to all months. Run this rule only once for each active
Scenario and Version combination with data, immediately after updating content. To run this
rule, on the Home page, click Rules, then All Cubes, and then select OEP_WFSC from the
Cube drop-down list. Then click Launch for the rule Copy Compensation Details from
BegBalance to Periods.
February 2019
Workforce provides four forms for quickly updating and processing data on existing
employees. Each form is associated with a Groovy rule that processes only the changed
data. The forms are designed for optimal processing efficiency, depending on the kind of data
being updated. You access these forms from the Mass Update tab. See Updating Employees
and Jobs Details in the Working with Planning Modules.
On these forms, all the Flex dimensions and the Entity dimension are initially on the Page.
Oracle recommends that you analyze the form load performance and then modify the layout
of these forms, moving certain dimensions from the Page to the rows based on your
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Chapter 6
Mapping Data for Reporting in Workforce
requirements. Year and Period are also on the Page; Oracle assumes you'll use the
selected Year and Period for loading and processing the changed data. Your Year and
Period selection is equivalent to the runtime prompt values for the Process Loaded
Data rule.
To provide processing efficiency for multiple simultaneous users, the default
parallelism for the Groovy rule is set to 2. However, if you don't provide access to
these forms for planners or if you expect a low level of concurrency, then you can
adjust a design-time prompt (DTP) value to increase the parallelism to 4. Doing so will
increase processing speed for large-scale changes in data.
July 2018
• Immediately after updating the Workforce July 2018 content, you must run the
new rule One Time - Copy Rates to Months, which copies rates from the
BegBalance member to all months. Run this rule only once for each active
Scenario and Version combination with data, immediately after updating content.
To run this rule, on the Home page, click Rules, then All Cubes, and then select
OEP_WFSC from the Cube drop-down list. Then click Launch for the rule One
Time - Copy Rates to Months.
• For components configured with the Payment Frequency set to One-time Pay:
Unless you select a One-time Pay Option, your component expenses continue to
occur in the first month of your selected payment frequency.
Mapping Data for Reporting in Workforce

For complete reporting on data, Workforce provides data maps, which enable you to
push consolidated data from one cube to a reporting cube. For example, you can push
compensation data to the reporting cube.
Workforce also provides Groovy rules for administrators that execute these data maps.
The Groovy rules execute the pre-defined data maps with runtime prompts for Entity,
Scenario, and Version.
Table 6-7 Workforce Data Maps and Groovy Rules for Reporting
Data Map Groovy Rule

Compensation Data for Reporting Compensation Data for Reporting
Non Compensation Data for Reporting Non Compensation Data for Reporting
Headcount and FTE Data for Reporting Headcount Data for Reporting
You can modify existing data maps if needed, or create new ones for any
customizations you make to the application. Synchronize or push data as needed. For
more information about data maps, see Defining Data Maps in Administering Planning.
Workforce Rules
Run the Workforce business rules in the situations described here.
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Chapter 6
Workforce Rules
Tip:
For suggestions on enhancing the execution performance of rules, see
Performance Considerations for Strategic Workforce Planning Rules.
To launch a business rule, click Actions, then Business Rules, and then the rule.
• Synchronize Defaults—Run this rule after you update the entity defaults for a benefit,
tax, or additional earning. For example, you set up a new benefit or removed an existing
benefit from entity defaults. Running this rule from the New Hires or Manage Existing
Employees form pushes the updated entity default at the employee-job level. If you
launch Synchronize Defaults using the right-click menu, you use it for a selected
employee-job combination.
If you intend to execute the Synchronize Defaults rule for:
– Only one person, highlight the row containing that person's name, and then run the
rule.
– Multiple people, or to select the dimensionality with a runtime prompt, right-click in
the white space, and then run the rule.
• Synchronize Component Definition—Run this rule after you update an existing benefit,
tax, or additional earning. For example, you updated a rate table, payment frequency,
salary grade, or maximum value. Running Synchronize Component Definition pushes
the updated component definition to employees and jobs. This rule doesn't update the
entity defaults.
• Calculate Compensation—When you update data on a form, to recalculate expenses,
run the Calculate Compensation rule. For example, if you change an employee's status,
review that employee's FTE, and then run Calculation Compensation.
Run this rule to calculate compensation for an individual employee or job.
• Calculate Employee Compensation for All Data and Calculate Job Compensation
for All Data (in a Job only model)— Run these rules to calculate data across all entities
or all employees or jobs within an entity.
• Process Loaded Data—After you import new compensation data, run the rule Process
Loaded Data to copy the data to the necessary periods in the planning year range.
Running this rule sets the Headcount to 1 and the Partial Payment Factor to 100% for
every employee unless you've loaded different values at the processing month.
Tip:
You can quickly make changes to the source data for existing employees, entities,
and jobs in four Workforce Mass Update forms. Each form is associated with a
Groovy rule that processes only the changed data. See Updating Multiple
Employees and Jobs Details in Working with Planning Modules.
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Note:
You can run the rules Synchronize Defaults, Synchronize Component
Definition, and Process Loaded Data for multiple entities at a time by
selecting the parent entity under Total Entity. Oracle recommends that for
performance reasons, you run multiple instances of rules by selecting
different children under Total Entity instead of running rules for all entities in
one pass.
Note:
If you get an error message about invalid data when running a business rule,
see Troubleshooting a Rule’s Error Message.
Groovy Templates used in Workforce

Make sure to set security for the Groovy templates used in Workforce:
• OWP_Add Requisition_GT—Add Hiring Requisition menu item
• OWP_Change Existing Details_GT—Change Existing Details and Change
Existing Employee Details menu items
• OWP_Change Requisition_GT—Change Requisition menu item
• OWP_Enable Job_GT
—Add Job menu item
• OWP_Change Salary_GT
—Change Salary menu item
• OWP_Incremental Process Data with Synchronize Definition_GT—Runs on save
in form
• OWP_Incremental Process Data with Synchronize Defaults_GT—Runs on save in
form
• OWP_Incremental Synchronize Defaults_GT—Runs on save in form
• OWP_Incremental Synchronize Definition_GT—Runs on save in form
• OWP_Copy Data across Entities_GT
• OWP_Copy Data Across Entities For Grades_GT
To set security for groovy templates:
1. From the Home page, click Rules, then Filter, and then select a cube and artifact
type.
2. Next to the rule or template, click Permission and then click Assign Permission.
3. In Assign Permission, click Permissions, and then assign permissions. See
Setting Up Access Permissions for more information.
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Workforce Rules
FTE and Headcount Calculations

Headcount and FTE are both metrics for counting employees.
• Headcount is calculated as the actual number of employees.
• FTE, Full-Time Equivalent, is calculated as the number of full-time hours. A full-time
employee has an FTE of 1.0. A part-time employee has FTE less than 1.0. Any
employee’s Headcount is always 1.0 as long as FTE is greater than 0.
FTE and Headcount might show different results if FTE is not a whole number for an
Employee. FTE is rounded to the nearest integer. The only exception is for those greater than
0 but less than 1, FTE is always rounded to 1. For example, a 0.25 FTE is rounded up to 1.0
(even though 0 is the nearest integer, for headcount purposes, the employee still needs to be
counted). For Jobs where FTE is 1.25, the headcount is rounded to the nearest integer of 1.0.
Checklist for Compensation Calculation

Use this checklist before calculating compensation to verify the minimum necessary
prerequisites for successful compensation calculation.
Table 6-8 Checklist for Compensation Calculations
Account Checlist
Basic salary calculation 1. Check mandatory data load properties for
Employee and Job model:
• OWP_FTE
• OWP_Start Date
• OWP_Applicable Union Code
• OWP_Employee Type
2. Check mandatory data load properties for
Employee model:
• OWP_FTE
• OWP_Start Date
• OWP_Employee Type
• OWP_Pay Type
3. Check mandatory data load properties for
Job model:
• OWP_Regular Headcount
• OWP_Contractor Headcount
• OWP_Temporary Headcount
• OWP_Pay Type
• OWP_Skill Set
4. If salary grades are loaded, make sure
salary basis and rates are available for
grades.
Common check If you change the planning and forecasting

scenario range, ensure that the corresponding
rates for salary, earnings, benefits, and taxes
are available for the new range.
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Table 6-8 (Cont.) Checklist for Compensation Calculations
Account Checlist
Merit calculation 1. Ensure that Merit Rates are available in
the Merit Rates form, and employees are
assigned a Merit Month.
2. If Merit Assumptions is enabled, ensure
that Cut-off Date and Merit Month is
available at the year level in the Merit
Assumptions form.
• If Merit Assumptions are set at the
Global level, ensure that Merit
Month, Merit Rates and Cut-off Date
are available at the global entity level.
• If Merit Assumptions are set at
Entity level, ensure that Merit
Month, Merit Rates, and Cut-off Date
are available at the entity level.
Earnings, benefits, and taxes calculation 1. Ensure that Earnings, Benefits, and Taxes
are configured and the rates have been
entered in the Benefits and Taxes wizard.
2. Ensure that Entity defaults are set for
earnings, benefits, and taxes.
3. For the Custom Component Type, review
the custom formula for member
OWP_Custom Expense to make sure
there is no assignment to the
OWP_Expense Amount member.
4. If you enabled Split-Funded FTE, ensure
that data is loaded for OEP_Home Entity.
Transfer-related checks Source and Target RTPs should not be same.

At least one of the target dimensions should be
different.
Performance Considerations for Strategic Workforce Planning Rules

Consider these best practice tips to potentially improve the execution performance of
Workforce rules.
• Workforce rules assume that the FIXPARALLEL statement runs on the Entity
dimension, which is ideal if you're loading the bulk of your data into the Entity
dimension. However, if you load the bulk of your data into another dimension, for
example, a Flex dimension such as Project, you can improve performance by
modifying the FIXPARALLEL statement to apply to the Project dimension instead.
Workforce provides a template named OWP_Fix Parallel_T that is used in several
rules and templates. See table Table 1 for a detailed list of rules and templates
dependent on OWP_Fix Parallel_T. If you modify the FIXPARALLEL statement to
reflect your optimal dimension, all dependent rules and templates take advantage
of the performance improvement.
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Tip:
To determine the best dimension to include in the FIXPARALLEL statement,
Oracle recommends that you do some testing using realistic and representative
data.
To modify the template OWP_Fix Parallel_T:

1. As an example, assuming you want to set Flex Dim1 instead of Entity as the
dimension used in the FIXPARALLEL statement:
a. Open the OWP_Fix Parallel_T template in Calculation Manager in the
OEP_WFP cube.
b. In "Template Designer", select "Flex Dimension 1"-
>"FlexDim1Fix=,@RELATIVE(…" Design-time Prompts assignment object.
Remove the leading comma from the right side of the Formula equation leaving
only "@RELATIVE({FlexDim1},0)" from ",@RELATIVE({FlexDim1},0)".
c. In "Template Designer", select "Member selection of…" Design-time Prompts
assignment object.
i. Swap the right side of the formula equation for the FixParDimSel and
FixStmtMbrSel formulae for "@RELATIVE({Department},0)" and
"[FlexDim1Fix]", respectively.
From
FixParDimSel = @RELATIVE({Department},0)
FixStmtMbrSel = {Scenario}, {Version} [FlexDim1Fix]
[FlexDim2Fix] [FlexDim3Fix] [CurrencyDTP]
To
FixParDimSel = [FlexDim1Fix]
FixStmtMbrSel = {Scenario},
{Version} ,@RELATIVE({Department},0) [FlexDim2Fix]
[FlexDim3Fix] [CurrencyDTP]
ii. Ensure a leading comma is placed before "@RELATIVE({Department},0)"

which should now be in the FixStmtMbrSel formula.
d. Save the template.
Note: Fix Parallel can have multiple dimensions. You can have one or more
dimensions on the right side of FixParDimSel in "Template Designer"->"Member
selection of…". Choose the right dimensions from Entity, Employee, Job or custom
dimensions enabled for best results.
2. Redeploy the following rules and templates after modifying OWP_Fix Parallel_T.
Table 6-9 OWP_Fix Parallel_T Dependent Rules and Templates
Rule/Template Name
Rule OWP_Process Loaded Data
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Chapter 6
Workforce Rules
Table 6-9 (Cont.) OWP_Fix Parallel_T Dependent Rules and Templates
Rule/Template Name
Rule OWP_Process Loaded Strategic Workforce
Data
Rule OWP_Synchronize Defaults
Rule OWP_Synchronize Definition
Template OWP_Incremental Process Data with
Synchronize Defaults_GT
Template OWP_Incremental Process Data with
Synchronize Definition_GT
Template OWP_Incremental Synchronize
Defaults_GT
Template OWP_Incremental Synchronize
Definition_GT
Note:
– Test your changes in your Test instance before applying the

changes in Production.
– When you modify the template, ensure that the syntax (for
example, the placement of commas) is valid and balanced by
reviewing the Design-time Prompts (DTP).
• If your organization’s usual practice is to run Synchronize Defaults immediately

after running Process Loaded Data, you can reduce execution time by modifying
the Process Loaded Data rule to substitute the Synchronize Defaults templates
in place of the Synchronize Definition templates in the same relative positions.
By doing this, you eliminate the execution time of the Synchronize Definition
templates, which is unnecessary if you include the Synchronize Defaults
templates in the Process Loaded Data rule because Synchronize Defaults
includes the logic in Synchronize Definition.
• If you load the additional earning, benefit, and tax assignments directly from a
source Human Resources or Payroll system, such as Oracle Fusion Human
Capital Management, then you do not need to run Synchronize Defaults nor
Calculate Compensation. Running Process Loaded Data is sufficient in this use
case to calculate compensation for all the loaded data, because it includes
Synchronize Component Definition.
• Oracle strongly recommends using the Incremental Data Load process using
Data Integration for bulk-loading all Workforce data. This process is the most
efficient and optimized solution to load and calculate your Workforce data. See
Loading and Calculating Incremental Workforce Data.
About Groovy Business Rules

Groovy business rules allow you to design sophisticated rules that solve use cases
that normal business rules can't solve; for example, rules to prevent users from saving
data on forms if the data value is above a predefined threshold.
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Workforce Rules
Note:
Groovy is an advanced customizable rules framework that comes with EPM Cloud
Platform and is available with EPM Enterprise Cloud along with Enterprise PBCS
and PBCS Plus One. You can create and edit Groovy rules in:
• Planning (including these application types: Custom, Module, FreeForm, Sales
Planning, and Strategic Workforce Planning)
• Enterprise Profitability and Cost Management
• Financial Consolidation and Close
• FreeForm
• Tax Reporting
You create Groovy rules in Calculation Manager and execute them from any place that you
can execute a calc script rule in an application; for example, on the Rules page, within the
context of a form, in the job scheduler, in dashboards, in task lists, and so on.
Groovy rules are also supported in rulesets. You can have a combination of calc script rules
and Groovy rules within a ruleset.
Groovy rules are not supported in composite forms.
You can execute jobs of type rules, rulesets, and templates synchronously from a Groovy
rule.
You can write Groovy scripts to run select EPM Automate commands directly in Oracle
Enterprise Performance Management Cloud, without installing EPM Automate client on a
client machine. Refer to Running Commands without Installing EPM Automate and
Supported Command in Working with EPM Automate for Oracle Enterprise Performance
Management Cloudfor information on which EPM Automate commands can be run via
Groovy and example scripts.
Oracle supports two types of Groovy rules:
• Rules that can dynamically generate calc scripts at runtime based on context other than
the runtime prompts and return the calc script which is then executed against Oracle
Essbase.
For example, you could create a rule to calculate expenses for projects only for the
duration (start and end dates) of the project.
Another example is a trend-based calculation that restricts the calculation to the accounts
available on the form. You could use this calculation for various forms in Revenue,
Expense, Balance Sheet, and Cash Flow. This allows for optimization and reuse.
• Pure Groovy rules that can, for example, perform data validations and cancel the
operation if the data entered violates company policies.
Video

Learn about training options for creating
Groovy rules in Oracle Enterprise Learning Groovy in Oracle EPM Cloud
6-45
Chapter 6
Workforce Rules
Workforce Groovy Rules

Workforce provides Groovy rules that execute pre-defined data maps with runtime
prompts for Entity, Scenario, and Version. Additionally, these Groovy rules use the
Years defined in the Planning and Forecast Preparation configuration task per
Scenario. Conversely, the data maps execute for all Entities, all Versions, all Scenario,
and all Years.
Table 6-10 Workforce Groovy Rules
Data Map Groovy Rule

Compensation Data for Reporting Compensation Data for Reporting
Non Compensation Data for Reporting Non Compensation Data for Reporting
Headcount and FTE Data for Reporting Headcount Data for Reporting
Only service administrators can execute these Groovy rules. Using the Groovy rules
can improve performance by focusing the scope of the data to be pushed.
6-46
7
Updating Strategic Workforce Planning and
Workforce
When you update Strategic Workforce Planning, any custom modifications you have made
are maintained. For example, any modifications to unlocked predefined artifacts (such as
forms) are tracked internally. No changes are made to these modified artifacts during the
update.
Note:
If you plan to modify the navigation flow, make a copy of the Default navigation flow
and edit your copy. Only inactive navigation flows can be modified. When you
execute the monthly content update, Oracle applies the update to the original
navigation flow and leaves your modified navigation flows unchanged.
Before updating, the application is put in maintenance mode and only administrators can use
the application.
If any metadata changes are detected, the database is refreshed before content update. If
any validation errors are detected, you must resolve the errors before you can update
content.
Use the Job Console to review the errors.
7-1
Part II
Working with Strategic Workforce Planning
8
Task Overview
The Workflow for Strategic Workforce Planning

To analyze future workforce requirements using Strategic Workforce Planning, review the
tasks you'll perform.
Video

Learn about an overview of the workflow in
Strategic Workforce Planning.
Entering Planning Data In Workforce for Oracle
Enterprise Planning Cloud
In general, you'll perform tasks in this order:
1. Click Strategic Workforce .

2. Set up user variables.
See Setting User Variables.
3. Assess the current FTE by job, individual employee information or job information, and (if
Average Compensation is enabled) average compensation rates. Click Overview
.
See Skills Assessment Planning.
4. Review and update the assessment of employees across different skills and jobs. Click
Skills Assessment .
See Assessing and Updating Skills.
5. Plan the demands on your workforce. Click Demand .

See Demand Planning.
8-1
Chapter 8
6. Analyze the organization's supply of critical jobs and skills, factoring in such
aspects as attrition. Click Supply .

See Supply Planning.
7. Analyze and address any gaps between your workforce requirements (demand)
and available resources (supply). Click Gap Analysis .

See Analyzing the Gap Between Demand and Supply.
If your administrator also enabled Workforce, see The Workflow for Workforce.

After Strategic Workforce Planning features are enabled and configured, set the
predefined user variables. Each user, including administrators, must select members
for the provided user variables.
dashboards and forms, and their changes are then reflected in User Variables
preferences.
• Currency
• Entity
• Job Type
• Strategic Start Year and Strategic End Year—For Strategic Workforce
Planning, limit skill set planning to a range of years by setting the start and end
year
• Version
• Years
8-2
Chapter 8
Note:
• Employee Parent—Helps make forms more manageable by letting you include
or exclude the employees to display on the forms based on the Employee
Parent member you select, such as new hires or existing employees.
• Period—Allows Comments for New Hires to be displayed as well as Total
Compensation for all Employees/Jobs on the Mass Update forms.
Note:
Administrators can set limits for user variables by selecting Tools, then Variables,
then User Variables, and then selecting members for the User Variable Definition.
Administrators can further limit data entry by assigning permissions, setting
variables, and creating valid intersections.
8-3
9
Using Average Compensation Rates
Your administrator may have enabled Average Compensation Rates for jobs and seeded
those rates for jobs that are defined as strategic. Or, you can enter average compensation
rates for jobs by clicking Overview , and then Average Compensation Rates.
These rates are multiplied by Total Demand FTE and Total Supply FTE, resulting in Supply
Compensation and Demand Compensation.
With these rates defined for jobs, you can see the financial impact of adding or eliminating
jobs.
Note:
The values you enter here are not related to earnings calculations in Workforce.
9-1
10
Skills Assessment Planning
After employee and job information is imported from a Human Resources system, review the
information for existing employees who are assigned to strategic jobs, including their
Employee Type, FTE, age (if Age Based Retirement is enabled), and primary skill set. If
Average Compensation is enabled, you can review these rates and update them if
necessary.
To review employee and job information, click Strategic Workforce , then Overview
, and then the horizontal tabs.
Assessing and Updating Skills

If your administrator enabled Skills Assessment, you can rate employee skills for strategic
jobs.
Video

Learn about rating employee skills.
Strategic Workforce Planning | Rating Employee

Skills in Strategic Workforce Planning
Evaluate and update skills by clicking Strategic Workforce , and then Skills
Assessment . Then use its horizontal tabs:
• To assess the relative distribution and correlation of skills across years, click Skills
Summary. Here you can graphically view Average Skills Comparison and Average Skills
Correlation by Entity for each Scenario planning year.
• To assess the trend over years of skills by category, click Skills by Category. You can
compare years, entities, and skills categories such as Management, Technical, and so
on. You can also drill into categories to examine the underlying data. (Your administrator
can add categories.)
10-1
Chapter 10
Adding Skills and Ratings for an Employee
• To assess and update skill proficiencies by the individuals holding specific jobs,
click Skills by Employee. This form includes Skills Gap data, which is the
difference in a skill level between the Strategic Start Year and Strategic End Year.
For example, suppose that the Skills Gap for Rob Stark is -1, which indicates that
you want his Java skill to be at a 4 (favorable) rating by FY18, and his Java skill is
currently rated only as 3.
This form displays only those employees whose skill ratings already exist, usually
by importing them. To add a skill and rating for an employee, see Adding Skills and
Ratings for an Employee.
• To assess and update skill data for an individual, click Employee Skill Details.
Adding Skills and Ratings for an Employee

On the Skills by Employee form, you can add skills and ratings for an employee. To
do so, click the employee’s name, then right-click, and then select Skill Assessment.
The Skill Assessment by Employee form opens, where the non-rated skills display.
Populate the skill and save the form. The skill then displays on the Skills by
Employee form.
10-2
11
Demand Planning
Demand analysis gives you insight into what resources the long-term strategy requires, such
as headcount or FTE and strategic jobs. This information helps you to be proactive in
planning resources and preparing for their needed skill sets.
Video

Learn about working with demand drivers.
Strategic Workforce Planning | Setting Up

Demand Drivers in Strategic Workforce Planning
To work with demand data, click Strategic Workforce , and then Demand .
Then use its horizontal tabs:
• For a graphical summary of the demand for strategic jobs, click Summary Demand FTE.
You can view the totals by job and entity.
• To set and update the calculation logic for demand drivers and demand data by year,
click Demand Driver Data. See About Demand Drivers.
• To provide granular information on demand drivers, click Demand Data by Entity. Here
you set:
– Assumptions to select a demand driver.
– The calculation logic if you want to override the calculation logic set at the demand
driver level on the Demand Driver Data form. This isn't required; you change the
calculation logic here only if you want to override the calculation logic for a job.
– The demand rate and scale. You enter the rate only for drivers whose calculation
logic is Demand = Driver / Rate or Demand = Driver * Rate (or that uses Custom
calculation logic, depending on how the formula is defined). Demand Scale applies
only if Demand Driver Scaling Factor is enabled and if the calculation logic is based
on Previous Year's Ratio.
– Expected productivity for jobs if Expected Productivity Gains Factor is enabled.
See Factoring Productivity Changes into Demand FTE.
You can view demand data on either Demand Data by Entity or Demand Data by Job.
On one form the Entity dimension is on the POV and the Job dimension is on the row. On
the other form the Job dimension is on the POV and the Entity dimension is on the row.
See Setting Demand Data by Entity or Job.
11-1
Chapter 11
About Demand Drivers
Note:
To focus your organization on certain forms and hide others, you can
accomplish this using Navigation Flows. See "Designing Custom
Navigation Flows" in Administering Planning.
• To view and adjust FTE by entity, click Demand FTE by Entity.

• To view and update demand data by job and entity, click Demand Data by Job.
The charts at the bottom graphically depict Demand FTE and Headcount by year.
• To see, adjust, and calculate the total demand FTE by job by year, click Demand
FTE by Job. If needed, update the data, then click Actions, and then Calculate
Demand.
• If Average Compensation is enabled, you can see the calculated compensation
for jobs based on the FTE calculations by clicking Demand Compensation. The
calculated values on this form are read-only.
About Demand Drivers

On the Demand Driver Data tab, you set targets for demand drivers that reflect your
industry. Here you enter demand data and see the impact of the demand over time.
Suppose that you want to double revenue in the next few years. To support that, you’ll
need the right resources in the company: the right people with the right skills at the
right time. You manage demand requirements by setting and manipulating demand
drivers. Examples of demand drivers include revenue units, support representatives,
production personnel, support calls, insurance policies, transactions, and so on.
Your administrator configures demand drivers when configuring Strategic Workforce
Planning.
Setting Demand Data by Entity or Job

Different jobs might depend on different driver calculations, which in turn calculate the
demand data. For example, Sales Representatives might be related to the revenue
sales driver; for every $1,000,000 in revenue, you need one Sales Representative.
The number of production line personnel might be derived from the units sold driver.
Customer Support data might be related to the number of support calls.
You assign the demand driver that is appropriate for each strategic job on either the
Demand Data by Entity or Demand Data by Job tab. One form has the Entity
dimension on the POV with the Job dimension on the row, and the other has Job on
the POV with Entity on the row. The two forms share the same data points and
instructions for entering values. The only difference is that their axes are reversed for
the Entity and Job dimensions.
On the Demand Data by Entity and the Demand Data by Job tabs, you can:
• Assign the demand driver that is appropriate for each strategic job.
• Optionally enter an override to the default driver calculation logic that is set at the
demand driver level on the Demand Driver Data form. Change the calculation
logic only if you want to override the calculation logic for a job.
11-2
Chapter 11
Setting the Calculation Logic of Demand Drivers
• Enter an optional demand scaling factor if Demand Driver Scaling Factor is enabled
and if the calculation logic is based on Previous Year's Ratio. See Scaling Demand
FTE.
• Enter the demand rate for calculation logic based on Demand = Driver / Rate or
Demand = Driver * Rate (or Custom calculation logic, depending on its logic).
To assign demand drivers to jobs:
1. Click Demand .
2. Click Demand Data by Entity or Demand Data by Job.
3. Select the entity to work with and the job you want to assign a demand driver for.
4. Under Assumptions, select a demand driver.
Your administrator defines the demand drivers when configuring Strategic Workforce
Planning.
5. To override the default calculation logic that is set on the Demand Driver Data form,
under Calculation Logic, select how to calculate the driver for a job:
• Previous Year's Ratio
• Demand = Driver / Rate
• Demand = Driver * Rate
• Custom
6. For drivers whose calculation logic is Demand = Driver / Rate or Demand = Driver *
Rate (or Custom, depending on how it's defined), under Demand Rate, enter the rate.
For example:
• The Driver is Consulting Revenue, which is $15M
• The Rate for the Job called Partner is $5M
• So, for every $5M in Revenue, you need 1 FTE for the Partner Job
7. Under Demand Scale, enter a scaling factor.
Demand Scale is available only if Demand Driver Scaling Factor is enabled, and
applies only if the calculation logic is Previous Year's Ratio (or Custom calculation
logic, depending on how it's defined). See Scaling Demand FTE.
8. Under Expected Productivity, enter a value to adjust your anticipated demand for
strategic jobs by factoring in possible gains or losses in productivity.
To indicate 25%, enter .25. Expected Productivity is available only if Expected
Productivity Gains Factor is enabled. See Factoring Productivity Changes into Demand
FTE.

On the Demand Driver Data tab, you set the demand calculation logic and the values of the
demand drivers for each year.
To set the calculation logic for a driver that calculates the Demand FTE:
11-3
Chapter 11
1. Click Demand .
2. Click Demand Driver Data, and under Calculation Logic, select one of the
following:
• Previous Year’s Ratio: Bases the demand on the previous year’s demand
rate and applies the Demand Scale value if Demand Driver Scaling Factor
is enabled and scaling is set. If no calculation logic is specified, then Previous
Year's Ratio is applied. See Scaling Demand FTE and Factoring Productivity
Changes into Demand FTE.
• Demand = Driver / Rate: Derives demand by dividing the driver by the rate.
For example, for every $5 million in revenue, you need one partner.
• Demand = Driver * Rate: Derives demand by multiplying the driver by the
rate. For example, multiply processing units by cost.
• Custom: Derives demand using a custom member formula on the dynamically
calculated member Demand FTE Custom. If the predefined calculation logic
doesn't fit your needs, your administrator can create a custom member
formula using the Dimension Editor.
For example, here's a simple member formula that returns the Demand FTE
as 52:
IF ("OWP_Calculation Logic"->"OWP_Headcount Driver"->"No Year"-
>"Begbalance" == [OWP_Demand_CalcLogic.Custom]) "OWP_Demand FTE"-
>"No Property" = 52; ENDIF;
Note:
Refer to the OWP_Demand FTE account member in the formula
because that member is used in forms. The member Demand FTE
Custom isn't used in forms. Also, ensure that the formula is
appropriate and doesn't impact performance.
3. Under Demand Units, enter the demand units (for example, the number of
insurance policies or the number of revenue units).
4. Enter a value into Demand Scale to increase or decrease the calculated Demand
FTE when using the Previous Year’s Ratio calculation logic.
If your administrator enabled the option Demand Driver Scaling Factor, you can
use Demand Scale to scale your demand planning to account for a change in
productivity over time. In calculating the future demand for FTE, demand scaling
factors in natural logarithm as an exponent of the ratio. If you don’t enter a
Demand Scale value, the demand is assumed to be 100% of the demand driver.
The demand scale applies to all jobs in the entity, regardless of whether the
demand driver is based on Entity or Job. If a driver's calculation logic is not set to
Previous Year's Ratio and you enter a value into Demand Scale, the value won't
impact the demand calculations. (Custom calculation logic might be an exception
to this rule, depending on how the formula is defined.) See Scaling Demand FTE.
5. Enter a value into Expected Productivity to further refine FTE calculations.
11-4
Chapter 11
Scaling Demand FTE
If your administrator enabled Expected Productivity Gains Factor, you can adjust FTE
calculations by setting a value in Expected Productivity. Regardless of the calculation
logic selected, Expected Productivity is factored into Demand FTE calculations if
Expected Productivity Gains Factor is enabled and a value entered. See Factoring
Productivity Changes into Demand FTE.
Scaling Demand FTE

If your administrator enabled the option Demand Driver Scaling Factor, you can use
Demand Scale to scale your demand planning to account for a change in productivity over
time. In calculating the future demand for FTE, Demand Scale factors in natural logarithm as
an exponent of the ratio.
Enter a demand scale value to increase or decrease the calculated Demand FTE when using
the Previous Year’s Ratio calculation logic. (Demand scale applies only if you are using
Previous Year's Ratio as the calculation logic.) Demand scale enables you to increase the
demand driver without increasing the resources needed using the same ratio. For example,
enter 80% to reduce the calculated Demand FTE by 20% when the demand driver doubles. If
you don’t enter a demand scale value, the scale is assumed to be 100% (that is, no scaling is
applied).
A demand scale of n% means that for each time the demand driver doubles (for example, the
number of calls to the Call Center), the productivity becomes n% of the previous year's
Demand FTE, while factoring in a linear relationship of the demand scale effect.
For example, assume that FY17 is the baseline year with an FTE of 50 Call Center Operators
handling 1,000 calls per year:
You expect the demand driver (the number of calls to the Call Center) to double from FY17 to
FY18, but the demand FTE (the number of Call Center Operators) doesn’t likewise double. In
this case, you assume that a year’s experience increases the employees’ efficiency. For each
doubling of the demand driver, you need only 80% of the demand FTE value because you
assume a 20% gain in productivity.
The formula that Strategic Workforce Planning uses to calculate Demand FTE while factoring
in Demand Scale and Expected Productivity gains is:
((PY Total Demand FTE / PY Demand Units) * ((CY Demand Units/ PY Demand
Units)^(LN(CY Demand Scale)/LN(2))) * (1 – Expected Productivity)) * CY
Demand Units
11-5
Chapter 11
Factoring Productivity Changes into Demand FTE
where:
• PY = Previous Year
• CY = Current Year
• LN = Natural Logarithm
You can further refine FTE calculations by entering values in Expected Productivity.
The calculation that determines the Demand FTE factors in the values you set for both
Demand Scale and Expected Productivity.
See Factoring Productivity Changes into Demand FTE.
Factoring Productivity Changes into Demand FTE

If your administrator enabled Expected Productivity Gains Factor, you can use the
Expected Productivity value to account for the impact on the productivity of FTE
beyond that of Demand Scale. For example, you plan to acquire a new automated
system or improve a process, which improves productivity and reduces the impact on
Demand FTE.
As an example, assume that FY16 is the baseline year with an FTE of 50 Call Center
Operators handling 1,000 calls per year:
You expect the number of calls to the Call Center (the demand driver) to double from
FY16 to FY17, but you also plan to buy a new call answering system, which will
increase productivity. You set Expected Productivity to 5% of the Previous Year’s
Ratio, which assumes a 5% productivity gain. So, doubling the number of calls (from
1,000 to 2,000) requires only 95% of the Previous Year’s Ratio to meet the demand.
The Demand FTE is decreased because the ratio that determines how many FTE are
needed is based on the demand driver value (that is, the number of calls) and the
Expected Productivity gains (that is, the new call answering system).
Note:
The calculation that determines the Demand FTE factors in the values you
set for both Demand Scale and Expected Productivity. See Scaling
Demand FTE.
Viewing and Adjusting the Demand FTE

You can see a summary of the calculated demand FTE over years, based on your
demand drivers and their calculation logic. You can also adjust the FTE, which affects
11-6
Chapter 11
Viewing and Adjusting the Demand FTE
the Total Demand FTE for each job. Adjustment FTE values are factored into the Previous
Year's Ratio calculation logic.
To see a summary of or adjust the calculated FTE:
1. Click Demand .
2. Click Demand FTE by Entity or Demand FTE by Job.
Demand FTE by Entity has the Entity dimension on the POV, with the Job dimension on
the row. Demand FTE by Job has the Job dimension on the POV with Entity on the row.
The two tabs share the same data and instructions for entering values. Their only
difference is that their axes are reversed for the Entity and Job dimensions.
3. View the currently calculated FTE.
4. To adjust the FTE, enter an adjustment factor under Demand FTE Adjustment.
For example, if you plan to hire 3 Engineers in the coming year, enter 3 in the cell for
Engineer. Adjustments you enter on either Demand FTE by Entity or Demand FTE by
Job are reflected in both tabs.
11-7
12
Supply Planning
With supply planning, you look ahead at how your workforce resources will meet your
workforce demands.
Video

Learn about working with supply calculations.
Strategic Workforce Planning | Setting Up Supply

Drivers in Strategic Workforce Planning
The Supply Headcount or FTE beginning balance for a given year is reduced by the previous
year’s retirement FTE. Retirement and attrition values negatively impact the Supply
Headcount and FTE.
To work with supply data, click Supply . Then use its horizontal tabs:
• To see a graphical view of supply jobs and FTE, click Summary Supply FTE.
• To set attrition data by entity, click Attrition Driver. See Setting Attrition Drivers.
• To set the retirement age by entity and by year, click Retirement Age. See Setting
Retirement Ages for Attrition Calculations.
• To set attrition data by age ranges, click Attrition Data by Age Band. See Setting
Attrition by Age Band.
• To set attrition by job, click Attrition Data by Job. See Setting Attrition by Job.
• To see calculated FTE totals for strategic jobs by year, click Supply FTE.
• To see headcount totals for jobs, click Supply Headcount.
• To see supply compensation, click Supply Compensation. Supply compensation is
calculated by multiplying the FTE for a job by its average compensation rate if Average
Compensation is enabled.
Setting Attrition Drivers

Attrition drivers typically account for about 90% of employee turnover. Strategic Workforce
Planning provides two attrition drivers by default:
• Attrition by Job
• Attrition by Age (if Age-Based Retirement is enabled). If Age-Based Retirement is
enabled, then you can set the age for calculating attrition by retirement age.
12-1
Chapter 12
Setting Retirement Ages for Attrition Calculations
To set attrition drivers, click Attrition Driver, and then Attrition by Job or Attrition by
Age (if the option is enabled).
See:
• Setting Retirement Ages for Attrition Calculations
• Setting Attrition by Age Band
• Setting Attrition by Job
Setting Retirement Ages for Attrition Calculations

Supply and Attrition FTEs are derived from the Retirement Age. If the calculated age
of an employee is higher than the retirement age, then that affects retirement attrition
by minus one. The Retirement Age applies to all jobs and employees in an entity.
With the Employee and Job level of granularity and the Age-based Retirement
option enabled, retirement is calculated at the Employee and Job level of detail.
Setting Attrition by Age Band

If your administrator enabled Age-Based Retirement and imported the ages for
employees, Workforce calculates their ages for the age band calculations. Click
Attrition Data by Age Band to set attrition data by age band. For each year, you can
enter the number of headcount/FTE you anticipate leaving the company. Because
attrition data reduces supply resources, enter the data as negative percentages (for
example, -.05). The data you enter here reduces the summary FTE.
Setting Attrition by Job

You can plan attrition data by job by clicking Attrition Data by Job. Enter the attrition
values for jobs as negative percentages (for example, -.05). The data you enter here
reduces supply resources.
12-2
13
Analyzing the Gap Between Demand and
Supply
After planning the resources your plans require (demand) and the resources that you expect
to be available to meet those demands (supply), you can see how well they match up by
looking at the gap between demand and supply. Then you can take action to minimize those
gaps.
To view the gap between demand and supply, click Gap Analysis .
• To view the supply and demand summary data and their variance, click Supply vs
Demand. In the top left form, you can view the data. In the charts, you can review the
trends.
• To view the difference between supply and demand headcount, click Supply vs Demand
Headcount. This information helps guide you in addressing the gap by updating your
hiring or training plans. Examples:
– Transfer people from non-strategic jobs to strategic jobs.
– Add training courses to build strategic skills.
– Hire people that have needed strategic skills.
– Create incentive programs to retain people with strategic skills.
13-1
14
Reporting in Strategic Workforce Planning
Related Topics
• Working with the Reports Reporting Solution
• Working with Legacy Financial Reports
Working with the Reports Reporting Solution

Reports is available in Strategic Workforce Planning alongside, and eventually replacing,
Financial Reporting. Reports provides a user-friendly, robust report development framework
along with an enriched report viewer experience.
Reports also includes books and bursting. Books provide the ability to group together one or
more reports, books, and other documents, to generate a single PDF output. The bursting
feature enables you to run a single report or book for more than one member of a single
dimension for one data source, and publish a PDF output for each member. You can
schedule a bursting definition as a Scheduled Job.
Reports, books, and bursting definitions are stored in the repository, along with Documents
used and generated with Books and Bursting. For example, MS Word and PDF documents
inserted in Books and CSV files used in a bursting definition, along with PDF files generated
by a bursting definition.
You can migrate Financial Reporting reports to Reports either with in-place migration where
you can migrate all or individual reports, or by importing Financial Reporting report files that
were exported locally from the Explore Repository. Please note when migrating, the system
will convert as many elements of the original report into the Reports equivalent as possible.
However, there are differences between the two solutions, and not all elements exist in both
solutions. You may have to modify certain elements after the report has been migrated in
order to produce a report that is equivalent to the original report.
Financial Reporting will eventually be removed at some future undetermined date, after you
have ample time to migrate your content from Financial Reporting to Reports.
To view the next-generation Reports, on the Home page, click Reports, and then click the
Reports tab
on the left side of the page.

For more information, see:
• Working with Reports for Oracle Enterprise Performance Management Cloud
14-1
Chapter 14
Working with Legacy Financial Reports

Strategic Workforce Planning provides a comprehensive report authoring solution that
enables you to quickly create dynamic and interactive reports in PDF, HTML, and
Excel format. Accurate and timely reports based on real-time data are critical for
planning and decision making at multiple levels in a sales organization.
The graphical interface of the report designer allows you to swiftly design report
frameworks using objects. The wide range of formatting and design options give you
maximum control on the layout of the report.
Power users build report definitions using the Report Designer. Power users assign
access to viewers, who use these report definitions to generate reports.
Report definitions that are built using the report designer act as a framework to retrieve
real-time data in reports.
In the Reporting Web Studio, you can design reports by inserting, positioning, and
customizing objects such as grids, charts, textboxes and images.
The Reporting Web Studio provides:
• Different chart types
• Dynamic member selection
• Sorting
• Conditional formatting and suppression
• Zoom and drill to details
• Report linking
• Data source features such as:
– Supporting detail
– Cell text and file attachments
– Drill to source data
You can preview reports any time from the report designer and save them as time-
specific snapshots.
Once a report is designed, viewers such as regional or operations managers can view
and interact with reports in HTML, PDF or Excel format. They can specify criteria for
report data by selecting members for dimensions. They can also zoom and drill to
access more information and they can download reports.
To design reports, from the Navigator , click Reporting Web Studio.

To work with reports, on the Home page, click Reports, and then click the Financial
Reports tab on the left side of the page.

For more information, see:
• Designing with Financial Reporting Web Studio for Oracle Enterprise Performance
Management Cloud.
14-2
Chapter 14
• Working with Financial Reporting for Oracle Enterprise Performance Management Cloud
14-3
Part III
Working with Workforce
15
Task Overview
The Workflow for Workforce

If your administrator enabled both Strategic Workforce Planning and Workforce, first review
the tasks you'll perform in Strategic Workforce Planning. See The Workflow for Strategic
Workforce Planning.
In general, you'll perform Workforce tasks in this order:
1. Before creating or updating plans and forecasts, run these business rules: Synchronize
Defaults and Calculate Compensation.
Access these business rules from Compensation Planning, then Manage Employees,
then Existing Employees.
2. Set up user variables.
See Setting User Variables.
3. Review or enter workforce assumptions and defaults. Your administrator may have set up
initial assumptions.
Use Compensation Planning, then Assumptions and Defaults.
4. Update workforce details.
See the table below.
5. Run the Calculate Compensation business rule again to recalculate values.
6. Review dashboards and analytics.
7. Report on data using data maps.
Note:
You might not see all the features described in this section, depending on which
features your administrator enabled.
To get started, click Workforce , and then select a component.
15-1
Chapter 15
Table 15-1 Strategic Workforce Planning Tasks
Tasks Perform These Tasks More Information

• See an overview of Managing Compensation
compensation data Expenses
• Manage new hires and
existing employees
• Manage employee
details
• Transfer employees
from one entity to
another
• Set workforce
assumptions (for
example, hours worked
per day)
• Set the salary basis (for
example, annual) and
rate for Salary Grades
• Set defaults for salary,
additional earnings,
benefits, and taxes
• View the total of non Managing Noncompensation
compensation expenses Expenses
• Enter or update non
compensation expenses
• See a headcount Managing Demographics
summary by
demographic
• See workforce expenses
by demographic
• Assign demographics to
employees or jobs
• See a dashboard Analyzing Workforce
summary of headcount Expenses
and FTE (full-time
equivalent)
• Analyze compensation
trends over time
• View headcount and
expenses by skill set
• See an overview of
utilization and staffing,
by existing employees to
hires

After Strategic Workforce Planning features are enabled and configured, set the
predefined user variables. Each user, including administrators, must select members
for the provided user variables.
15-2
Chapter 15
dashboards and forms, and their changes are then reflected in User Variables preferences.
• Currency
• Entity
• Job Type
• Strategic Start Year and Strategic End Year—For Strategic Workforce Planning, limit
skill set planning to a range of years by setting the start and end year
• Version
• Years
Note:
• Employee Parent—Helps make forms more manageable by letting you include
or exclude the employees to display on the forms based on the Employee
Parent member you select, such as new hires or existing employees.
• Period—Allows Comments for New Hires to be displayed as well as Total
Compensation for all Employees/Jobs on the Mass Update forms.
Note:
Administrators can set limits for user variables by selecting Tools, then Variables,
then User Variables, and then selecting members for the User Variable Definition.
Administrators can further limit data entry by assigning permissions, setting
variables, and creating valid intersections.
15-3
16
Managing Compensation Expenses
Before updating employee-related information, you can review current expenses trends and
summaries by clicking or tapping Compensation, and then Overview.
Managing Hiring Requisitions

A hiring requisition adds placeholder expenses to the workforce budget until someone is
hired to fill the requisition. When an employee is hired to fill the hiring requisition, the
placeholder hiring requisition expense is transferred to and associated with the hired
employee.
Hiring requisitions functionality is available if these Workforce features are enabled:
• Granularity type Employee or Employee and Job
• New Hires option under Workforce Management
When workforce demands exceed the number of available employees, you can use New
Hires functionality to:
• Add a hiring requisition to be filled by an employee
• Change the status of a hiring requisition
• Associate a hiring requisition with an employee
• Remove hiring requisitions
• Calculate the resulting compensation expenses
Workforce initially provides 100 blank New Employee Hiring Requisitions, which you can use
and then add more when you need to. To add a hiring requisition, use Compensation
Planning, then Manage Employees, and then Add Hiring Requisition from Actions. (Use
the same sequence for the other hiring requisition options.)
When you fill a hiring requisition by hiring an employee, you associate the hiring requisition
with the employee. The reconciled FTE value equals the Hiring Requisition FTE value. In
other words, the FTE and headcount is reduced for the hiring requisition and assigned to the
associated employee.
To associate a hiring requisition to an employee:
1. Add a hiring requisition, if needed.
See Adding Hiring Requisitions.
2. Associate the employee with the hiring requisition.
This action transfers the FTE/headcount to the existing associated employee. The new
hire requisition properties Reconciled FTE and Reconciled Headcount are populated.
See Hiring Employees.
3. After the hiring requisition available FTE is assigned to an existing associated employee,
you may opt to remove the hiring requisition because it no longer contributes to workforce
compensation expenses.
16-1
Chapter 16
Adding Hiring Requisitions

When workforce demands exceed the number of available employees, you can add
hiring requisitions to be filled by employees. You can create multiple requisitions
simultaneously, set their FTE, their employee type, their time span, and their salary.
For an overview, see Managing Hiring Requisitions.
Note:
This topic applies only to the Employee and the Employee and Job
granularity options.
To add hiring requisitions:

1. Click Compensation Planning, then Manage Employees, and then New Hires.
2. Right-click and then select Add Hiring Requisition.
3. At Requisition Details, set these aspects, and then click Next:
• Number of requisitions you're adding
• FTE value for each
• Employee Type (for example, Regular, Contractor, or Temporary)
4. For Calendar Information, select the Start Date and optionally the End Date to
set when the requisition's expenses are to be included in expense calculations,
and then click Next.
Select the End Date if you know the end date for an employee. Specifying an
ending period is especially useful for temporary employees; doing so saves you
from having to plan their departure using the Plan Departure rule. Calculations for
their workforce expenses then begin and end with their start and end dates. Note
that if you use the ending period option, you must select both the end year and
month.
5. If your administrator enabled merit-based planning for new hires, depending on the
type of merit planning you are doing, you might be prompted for Merit Month.
Merit Month specifies, for each year, the month in which to give a merit increase.
6. At Job and Salary Options, select options, and then click Next.
• Which Job the requisition is for
• Which Union Code the requisition is for
• The option for setting the requisition's salary:
– Salary Defaults: Select to set the salary based on the salary defaults,
which are set on the Defaults tab of Compensation Planning.
– Salary Basis and Rate: Select to directly enter the salary rate (for
example, 6000) and basis (for example, Monthly).
– Salary Grade: Select to set the salary by selecting a salary grade. Your
administrator imports salary grades, and you set the defaults for new hires
by selecting Compensation Planning, then Assumptions, and then
Salary Grades.
16-2
Chapter 16
If you don't select a salary option, then the salary defaults are used. Selecting
either Salary Basis and Rate or Salary Grade overrides any salary default
assignments.
7. Add any comments for the hiring requisition and then click Next.
8. Click Launch.
The Additional Earnings, Benefits, Taxes, headcount, and so on are calculated for the
specified requisitions during the time range you specified.
If needed, you can later change the Salary Rate, Salary Basis, Salary Grade, Status, or end
period for a hiring requisition you’ve added. See Updating Hiring Requisitions. To update the
salary after the to-be-hired (TBH) has been associated with a hired employee, see Updating
Employee Compensation.
Tip:
If you want to add many hiring requisitions at one time, you can use the Process
New Hires Mass Update form. See Updating Multiple Employees and Jobs Details.
Updating Hiring Requisitions

After you've added a hiring requisition, you can update its status description, salary, or time
span. You can also remove a requisition.
To update a hiring requisition:
1. Click Compensation Planning, then Manage Employees, and then New Hires.
2. To remove a requisition: Right-click the requisition to remove and then click Remove
Hiring Requisition. When a requisition is deleted, its associated FTE/headcount and
compensation expenses are no longer included in calculations.
3. To update a requisition: Right-click the requisition to update, and then click Change
Requisition.
4. At Change Requisition, select the option that applies, and then click Next.
• Status—Select to set an informational description to the requisition, and specify the
Effective Date for the change. The new status is applied from the Effective Date
onwards.
– New
– Active
– Approved
– Unapproved
– On-hold
– Closed—When you change a hiring requisition Hiring Status to Closed, you
can specify an Effective Date for the change. The End Date for the closed hiring
requisition is updated to be one day before the Effective Date. Compensation
data is recalculated based on the End Date. Note that the End Date is populated
based on the Effective Date for the Closed status but not for other statuses.
16-3
Chapter 16
Tip:
Don't enter an Effective Date that is before the requisition Start
Date. Use the Remove Hiring Requisition rule to remove the
requisition.
• Salary—Select to update the salary basis, rate, or grade for the requisition.
Skip to Step 5.
• Extend Calendar—Select to extend a requisition's time span. Calculations for
a requisition's workforce expenses begin and end with the requisition's start
and end dates. Skip to Step 5.
You can change the start date or end date to extend a requisition's calendar.
• Reduce Calendar—Select to reduce a requisition's time span. Skip to Step 6.
You can change the start date or end date to reduce a requisition's calendar.
5. To update the salary associated with the requisition:
a. Select the Year and the From Period to set the effective date for your
updates.
b. Select the option for setting the salary:
• Salary Defaults—Select to set the salary based on the salary defaults,
which are set on the Defaults tab of Compensation Planning.
• Salary Basis and Rate—Select to directly enter the salary rate (for
example, 6000) and basis (for example, Monthly).
• Salary Grade—Select to set the salary by selecting a salary grade. Your
by selecting Compensation Planning, then Assumptions—and then
Salary Grades.
If you don't select a salary option, then the salary defaults are used.
Selecting either Salary Basis and Rate or Salary Grade overrides any
salary default assignments.
6. To extend the time span for the requisition:
a. In Copy Properties from, select the month to use as the basis for which
requisition properties to copy to the extended range. This option enables you
to carry forward into the extended range such aspects as FTE, Status,
Employee Type, and Pay Type.
b. Select the Year and Month to copy data from and the new Start Date and or
End Date.
You can extend a time span for a requisition by moving the start date earlier,
moving the end date later, or a combination of both.
Specifying a start date and end date saves you from having to plan their
departure using the Plan Departure rule.
You don't have to enter a Start Date or End Date.
If you don't select a Start Date, Workforce uses the existing Start Date.
If you don't select an End Date, Workforce applies this hiring requisition from
the start date to the end of the planning range.
7. To reduce the time span of the requisition, select the Start Date and or End Date.
16-4
Chapter 16
Updating Employee Compensation
You can reduce a time span for a requisition by pushing the start date later, moving the
end date earlier, or a combination of both.
You don't have to enter a Start Date or End Date.
If you don't select a Start Date or End Date, Workforce uses the existing Start Date or
End Date.
8. Click Launch.
The Additional Earnings, Benefits, Taxes, headcount, and so on are calculated for the
specified requisitions during the time range you specified.
Tip:
If you want to update many hiring requisitions at one time, you can use the Process
New Hires Mass Update form. See Updating Multiple Employees and Jobs Details.
Updating Employee Compensation

Depending on your application's granularity, on Employee Details, you can update such
information as salary, Performance Ratings, FTE, Employee Type, Union Code, and
Demographics.
Tip:
You can also quickly update and process data on multiple existing employees. See
Updating Multiple Employees and Jobs Details.
To view and update employee compensation:

1. Click Compensation Planning
, and then Employee Details
.
2. To update an employee's salary, select the employee from the POV, and then:
a. Right-click in the grid, and then select Change Existing Details.
b. From Change Employee, select Salary, and then click Next.
c. Select the Year and From Period as the effective date for the updated salary.
d. From Salary Options, select:
• Salary Defaults: Select to set the salary based on the salary defaults, which are
set on the Defaults tab of Compensation Planning.
• Salary Basis and Rate: Select to directly enter the salary rate (for example,
6000) and basis (for example, Monthly).
16-5
Chapter 16
Changing an Employee's Status
• Salary Grade: Select to set the salary by selecting a salary grade. Your
by selecting Compensation Planning, then Assumptions, and then
Salary Grades.
If you don't select a salary option, then the salary defaults are used.
Selecting either Salary Basis and Rate or Salary Grade overrides any
salary default assignments.
e. Click Launch.
The employee's salary is calculated during the time range you specified.
Changing an Employee's Status

To change an employee's status:
Employees.
2. Right-click the employee in the row, and then select Change Existing Details.
3. From Change Employee, select Status.
4. Select the pertinent information, including the new status:
• Active—The employee's workforce expenses are included fully in workforce
calculations.
• Disability—The employee's workforce expenses are not calculated for the
specified period.
• Leave of Absence—The employee's workforce expenses are not calculated
for the specified period.
• Maternity—The employee's workforce expenses are calculated according to
the Partial Payment Factor, set in assumptions. The Partial Payment Factor
sets the pay percentage to apply to the employee's salary. To set this
percentage in assumptions, click Compensation Planning, and then
Assumptions.
• On Sabbatical—The employee's workforce expenses are not calculated for
the specified period.
5. Select the year, month, and duration in months of the status. You can also add a
comment.
Changing an Employee's Job

You can change the job assignment for an existing employee, for example to promote
them, demote them, or move them to a different job. This option is available in an
Employee and Job model.
To change the job for an existing employee:
Employees.
2. Right-click the employee whose job you want to change, and then select Change
Job.
3. Enter the details for the job change, and then click Launch.
16-6
Chapter 16
Updating Multiple Employees and Jobs Details
• Start Month—Select the month in which the job change should occur.
• Select Source Job—Select the source job the employee is changing from.
• Select Target Job—Select the target job the employee is changing to.
The target job can't be the same as the source job. If the Source Job and Target
Job are the same, the rule fails.
• Hours per week—Optionally, enter the hours per week for the changed job.
If you don't change Hours per week, the Source Job hours per week are used in
the Target Job.
• Enter FTE—Enter the FTE for the Target Job.
• Year—Enter the year for the job change.
• Comments—Optionally, add any comments related to the job change, for example
the reasons for the change. The comments are displayed on the Mass Update forms,
Process Data and Synchronize Defaults and Process Updated Data.
When the Change Job rule runs:
• Compensation data is automatically calculated for the Target Job as of the changed job
month and year.
• All properties are cleared in the Source Job as of the changed job month and moved to
the Target Job. The compensation data is also cleared as of changed job month in the
Source Job.

To quickly update and process data on multiple existing employees or jobs and then process
the updated data in Workforce, you can use the Mass Update forms.
Using Mass Update forms enables you to quickly review and edit information after data is
loaded. Designed for optimal processing efficiency, each form is associated with a Groovy
rule that processes only the changed data. Which form you use depends on the kind of data
you’re updating.
You can change existing properties or add a new record and then apply configured default
assignments. You can change existing properties or add a new record and then override
default assignments and rates. After modifying salary, you can re-apply configured default
assignments for benefits, additional earnings and taxes. You can override default
assignments and then apply the configured defaults.
Video

Learn about how to update employee and job
information and then process the updated
data. Performing Employee and Job Mass Updates in
Oracle Enterprise Planning Cloud
Tutorials
Tutorials provide instructions with sequenced videos and documentation to help you learn a
topic.
16-7
Chapter 16
Your Goal Learn How

update and process data on multiple
Performing Employee and Job Mass
existing employees or jobs and then
Updates
process the updated data in Workforce
using Mass Update forms.
To quickly make changes to existing employees, jobs, and entity defaults:

1. Click Compensation Planning
, and then Mass Update
.
2. Select the form that best suits your situation:
Note:
Each granularity option (Employee, Job, or Employee and Job) supports
the following forms and Groovy rules. However, the Employee model
supports updating only employees, and the Job model supports updating
only jobs.
Table 16-1 Forms for Making Mass Updates
Your Objective Use This Form / Tab The Groovy Rule that is
Run Upon Save
• Assign updated entity Process Data and Incremental Process
defaults for benefits, Synchronize Defaults Data with Synchronize
taxes, and additional When you make updates Defaults
earnings, based on on this form:
employee or job driver • The updates are
details copied to all future
• Update employee periods in the Year
properties, job Range.
properties, or salary- • Applies the entity
related information defaults with the
• Calculate the non- component definition
salary components and rates in the
based on the definition Benefits and Taxes
of components in the Wizard.
Benefits and Taxes
Wizard
16-8
Chapter 16
Table 16-1 (Cont.) Forms for Making Mass Updates
Run Upon Save
• Update, add, or Process Updated Data Incremental Process
remove an existing When you make updates Data with Synchronize
benefit, tax, or on this form: Definition
additional earning • The updates are
• Update employee copied to all future
properties or job periods in the Year
properties Range.
• Calculate the non- • Compensation is
salary components calculated based on
based on the definition the rates entered in
of components in the the form.
Benefits and Taxes
Wizard
• Assign updated entity Synchronize Defaults Incremental Synchronize
defaults for benefits, When you update salary Defaults
taxes, and additional details for the selected
earnings based on year and month in the POV
employee or job driver on this form:
details by changing the • The updates are
Process option to Yes copied to all future
for the employees or periods in the Year
jobs to which you Range.
want to apply the • The entity defaults are
updated entity reapplied and
defaults recalculated based on
• Change the salary, the modified salary.
basis, and rate for an
employee
• Calculate the non-
salary components
based on the definition
of components in the
Benefits and Taxes
Wizard
16-9
Chapter 16
Table 16-1 (Cont.) Forms for Making Mass Updates
Run Upon Save
• Apply any changes Synchronize Definitions Incremental Synchronize
across component When you change the Definition
information (such as assignments of earnings,
rate changes, payment benefits or, taxes and
frequency, or corresponding options and
maximum value type) tiers:
for the benefit, tax, or • The updates are
additional earning by copied to all future
changing the Process periods in the Year
option to Yes for the Range.
employees or jobs • Compensation is
• Update, add, or recalculated based on
remove an existing the component
benefit, tax, or definition and rates in
additional earning the Benefits and Taxes
• Calculate the non- Wizard.
salary components
based on the definition
of components
provided in the
Benefits and Taxes
Wizard
• Add new hiring Process New Hires Incremental Process
requisitions Compensation is Data with Synchronize
• Modify hiring recalculated when you Defaults
requisitions save the form.
Note:
This form is
applicable when
Granularity is
either Employee
or Employee
and Job.
Tips about Mass Update forms:

• Depending on the year selected, you can make updates at the monthly,
quarterly, or annual level, depending on the periodicity for the selected year
defined in Planning and Forecast Preparation. If you enter data at any
quarter, compensation is calculated from the first month of that quarter
onwards. If you enter data at the yearly level, compensation is calculated from
the first month of the application.
• You can select a value for the user variable Employee Parent to show either
hiring requisitions, existing employees, or both.
• Process Data and Synchronize Defaults and Process Updated Data forms:
At least one Employee/Job intersection must exist on the POV before you can
add another Employee/Job row to the forms using the Select Member list.
16-10
Chapter 16
Hiring Employees
• You can change the Start Date and End Date for employees (new hires and existing
employees) on Mass Update forms. When you save the form, compensation is
calculated for the modified rows.
• You can use Mass Update forms to inactivate multiple employees at one time by
entering an End Date. When you use this method:
– Employees' status is changed to Closed.
– Headcount and Compensation numbers are cleared for future periods of Plan
Departure month.
– FTE and Merit month information are not cleared for future periods (including
future years) of Plan Departure month.
• Alternatively, you can use Plan Departure to plan employee departure one at a time.
When you use this method:
– The employee status is changed to Departed or Resigned.
– FTE, Headcount, and Compensation are cleared for future periods of Plan
Departure month.
For more information about Plan Departure, see Planning an Employee's Departure.
Hiring Employees
When you hire an employee, you associate the employee with an existing hiring requisition.
When you hire an employee, you add them as a member to the Employee dimension. Then
you associate the employee to a hiring requisition (TBH), which assigns their FTE and
headcount to the application. (For information on hiring requisitions, see Managing Hiring
Requisitions). After you reconcile the new employee with a hiring requisition, you manage the
employee's workforce information on the Existing Employees form.
To associate a newly hired employee with a hiring requisition:
1. Click Compensation, then Manage Employees, and then New Hires.
2. Click the row containing the hiring requisition to associate with the new hire, then
Actions, and then Associate Employee.
The new employee's compensation expenses are added to the totals, and the headcount
and compensation expenses for the hiring requisition are cleared.
Planning an Employee's Departure

When an employee resigns or is terminated, to stop their associated compensation expenses
from being included in calculations as of their departure month, use Plan Departure.
To plan an employee's departure:
Employees.
2. Select the employee.
3. Click Actions, and then Plan Departure.
4. Select the month and year in which the updated employee status should be active, the
reason the employee is leaving, and add optional comments.
16-11
Chapter 16
Transferring Employees
5. Click Launch.
The employee's workforce expenses aren't included in calculations beginning with
the departure month.
Note:
Alternatively, you can use Mass Update forms to inactivate multiple
employees at one time, although there are differences in status and how
expenses are calculated. For more information, see Updating Multiple
Employees and Jobs Details.
Transferring Employees
Transferring an employee changes the department (or entity) against which their
compensation expenses are calculated. Managers transfer employees using either of
these processes:
• One-step Transfer—Use the Transfer rule if you own both the source and target
entities (that is, you have access permissions to the source and target entities).
• In a Job only application, use the Transfer Headcount rule. When you run the
Transfer Headcount rule, compensation data is automatically calculated.
• Two-step Transfer—Use the Transfer Out and Transfer In rules if you don't have
access permissions to both the source and target entities. The two-step transfer
provides security. For example, it ensures that managers in Department A can't
see member data for Department B if they don't have access permissions to the
Department B entity. You should transfer out an employee during the same month
in which the receiving department transfers in the employee.
• After an employee is transferred out, most of their data is cleared in the source as
of the transfer month. Applicable Union Code, Employee Type, Pay Type, and
Status will remain but the Status will show as Transfer Out. When the employee
is transferred to the target, the status is set to Active for the target, and the
employee's salary is calculated in the target.
• You can transfer an employee across custom dimensions, entities, and job in a
one-step or two-step transfer. While transferring an employee from one source to
another source, select the target dimension(s) and month for transfer. At least one
target dimension must vary from the source or the transfer will fail. Use Basic
Details to select core dimensions. Click Additional Details to select custom
dimensions. The same applies to transferring headcounts in Job only models also.
• When planning an employee’s transfer, make sure you enter a new month that is
in accordance with your application’s fiscal calendar, rather than the dates entered
for the new hire. Employee transfer is based on fiscal year and month rather than
the dates entered for new hire.
• In the source's transfer year, most of the employee properties, including FTE and
Headcount, are cleared out starting in the transfer month. Applicable Union
Code, Employee Type, Pay Type, and Status will remain but the Status will
show as Transfer Out.
• If the employee transfer month is after the merit month in the year of transfer, merit
rates are copied from the source. For subsequent years in the target entity, merit
rates are calculated based on the target rates. When the employee is not active,
16-12
Chapter 16
Managing Jobs
the recommended merit rate is not populated. If the employee transfer month is before
the merit month, merit rates are copied from the target.
• FTE Assumption and Headcount Assumption accounts are used to calculate values and
should never be used for reporting purposes. Use the Total FTE and Total Headcount
account hierarchies for all reporting needs, as these reflect the accurate values based on
the assumptions, transfers, departures, and so on.
To use the two-step employee-transfer process:
Employees.
2. Click the Actions gear, and then Transfer Out.
Transfer Out causes the employee's name to be displayed in the Review Pending
Transfers form.
3. To transfer the employee into the target department, in Review Pending Transfers,
select the employee, then Actions, and then Transfer In.
Tip:
Oracle recommends that you review pending transfers before approving a plan.
Managing Jobs
If the application is based on the Job granularity option, you can use the Add Job rule to add
jobs and the Change Salary rule to change the salary for jobs. The changes are effective
from the period and month that you specify.
Tip:
When you update job data on a form, to recalculate expenses, click the Actions
gear, and then run the Calculate Job Compensation rule. For example, if you
change a job's status, review that job's FTE and then run Calculate Job
Compensation.
Adding Jobs
You can add jobs and set their properties if the application is based on the Job granularity
option.
To add jobs:
1. Click Compensation Planning, and then Manage Jobs.
2. Specify the POV.
3. Click the Actions gear, and then select Add Job.
4. On Job Details:
• In Job, click the Member Selector, and then select the position.
16-13
Chapter 16
Managing Jobs
• Enter the full-time equivalent in FTE.

• Enter the number of Regular, Contractor, and Temporary headcount for the
job.
• Click Next.
5. On Calendar Information, select the Start Year and Start Month for the job, and
then click Next.
6. On Pay Type, Skill Set, and Salary Options, select these options:
• Pay Type—for example, Exempt or Non-exempt
• Skill Set—for example, Java or Management
• Salary Options:
– Salary Defaults: Select to set the salary based on the salary defaults, and
then click Launch.
Salary defaults are set on the Defaults tab of Compensation Planning.
– Salary Basis and Rate: Select this option, and then click Next to directly
enter the Salary Rate (for example, 6000) and select the Salary Basis
(for example, Monthly). Then click Launch.
– Salary Grade: Select to set the salary by selecting a salary grade, and
then click Next to select the grade. Then click Launch.
Selecting Salary Grade bypasses the default assignments and instead
uses the Salary Grade Basis and Rates at the specific level 0 Entity
member or the Company Assumptions Entity member. Salary grades are
set on the Assumptions tab of Compensation Planning.
A message confirms that you successfully added the job. The expenses for the job are
calculated starting from the start month and year you specified.
Note:
Because jobs are members in the Job dimension, you can't remove a job
through the Workforce interface. Instead, the administrator can delete the job
member using the Dimension Editor. Alternately, you could repurpose an
existing job.
Changing a Job's Salary

If the application is based on the Job granularity option, you can change the salary of
jobs and specify which period and year the change takes effect using the Change
Salary rule.
To change a job's salary:
1. Select Compensation, and then Manage Jobs.
2. Specify the POV and click on the job to change.
3. Click the Actions gear, and then Change Salary.
4. At Salary Options:
• From the Year Member Selector, select the effective year for the change.
16-14
Chapter 16
Planning Merit Rates
• From the From Period Member Selector, select the effective month or period for the
change.
• From Salary Options, select how to set the salary:
– Salary Defaults: Set the salary based on the salary defaults, and then click
Launch.
– Salary Basis and Rate: Select this option, and then click Next to directly enter
the Salary Rate (for example, 6000) and select the Salary Basis (for example,
Monthly). Then click Launch.
– Salary Grade: Select to set the salary by selecting a salary grade, and then click
Next to select the grade. Then click Launch.
Selecting Salary Grade bypasses the default assignments and instead uses the
Salary Grade Basis and Rates at the specific level0 Entity member or the
Company Assumptions Entity member.
Salary grades are set on the Assumptions tab of Compensation Planning.
A message confirms that you've successfully changed the job's salary. The expenses are
calculated for the job starting from the start month and year you specified.
Planning Merit Rates

Merit rate increases are added to salary calculations. You can plan merit rates for employees
using these methods:
• Based on the employee's performance rating, for example, Meets Expectations, Exceeds
Expectations, or No Merit. (Your administrator can create or import performance ratings.)
This merit planning option is available only for existing employees.
• By setting default percentage rates by entity in the Default Merit member. If the
performance rating isn't set for an employee (you can set and view performance ratings
on the Employee Details form) or if you want to plan merit rates at a more generic level,
you can set default percentage rates for merit increases by entity. The merit increase for
the year is included in the base salary calculations of that year and is carried forward into
the base salary for subsequent years.
This method is particularly useful when managers don't yet have performance
information, for example, when planning merit increases for future years. To simplify
planning when merit rates are the same across entities, you can also copy merit rates
from one entity to another using the rule Copy Merit Rates.
This merit planning option is available for new hires and existing employees.
• When planning using Merit Assumptions at the Per Entity level, you plan by default
merit rate, merit month, and cut-off date. Typically your administrator sets these
assumptions.
This merit planning option is available for new hires and existing employees.
To set merit rates:
1. Click .
2. Click Assumptions, and then Merit Rates.
3. From the Point of View links, select the Scenario, Version, and Entity.
4. Set merit rates using the method you prefer:
16-15
Chapter 16
Calculating Compensation Expenses
• In the performance rating row, enter the merit percentage rate.

• If no performance rating is set, enter the merit percentage rate in the Default
Merit row. This value is used in salary calculations only if the performance
rating is blank.
Optional: To copy the merit rates from one entity to another, run the rule Copy
Merit Rates from the Actions menu. At the rule's prompt, select the parent or
child entity member whose merit rate you want to copy and the target level 0
member to copy the rate to. Selecting a source parent member enables you to
easily push merit rates. Even after you’ve copied a merit rate to another entity,
you can still overwrite the rate in the Merit Rates form.
Note:
Merit rates must be set at the level 0 entity level, whether they're
based on performance rating or the Default Merit member. If
managers enter merit rates at the company Assumptions (No Entity)
member, the rates aren't effective until they're copied or added to
specific level 0 child members of Total Entity. Individual entity owners
can use the rule Copy Merit Rates and then modify the rates if
needed.
5. Click Actions, and then Synchronize Component Definition.

Running this rule recalculates tax thresholds that may change as a result of merit
increases for employees.
Calculating Compensation Expenses

Whenever you update data in Workforce, to recalculate expenses, you must run the
Calculate Compensation rule. Click Actions, and then Calculate Compensation.
Note:
If you get an error message about invalid data when running a business rule,
see Troubleshooting a Rule's Error Message.
Synchronizing Defaults
You must run the Synchronize Defaults business rule when entity defaults are added
or existing defaults are changed. Running Synchronize Defaults pushes the updated
configuration information so that form calculations are based on the updated
information.
To run Synchronize Defaults, select Actions, then Business Rules, and then
Synchronize Defaults. If you launch Synchronize Defaults using the right-click
menu, you should use it for a selected employee-job combination.
If you intend to execute the business rule for:
• Only one person, highlight the row containing that person's name, and then run
the business rule.
16-16
Chapter 16
Troubleshooting a Rule's Error Message
• Multiple people, or to select the dimensionality with a runtime prompt, highlight a blank
row and then run the business rule.
Note:
When an existing salary grade, benefit, tax, or additional earning is updated, to
push the updated definitions to employees and jobs, run the Synchronize
Component Definition business rule. This business rule doesn't update entity
defaults.
Note:
After new data has been imported, run the business rule Process Loaded Data to
copy the data to the necessary periods in the planning year range. Running this
business rule copies the information from the substitution variables &CurYr and
&CurMnth.
Tip:
To quickly update and process data on multiple existing employees or jobs, you can
use the Mass Update forms. Each form is associated with a Groovy rule that
processes only the changed data. See Updating Multiple Employees and Jobs
Details.
Note:
If you get an error message about invalid data when running a business rule, see
Troubleshooting a Rule's Error Message.

To make it easy for you to work with data, Workforce extensively uses Smart List drop-down
lists. Smart Lists that are defined with the property Create from Members use text data (the
member names), not the Smart Lists' numeric ID. If a Smart List in your application
mistakenly has numeric data or is missing data, you get an error message when you run a
predefined business rule such as Process Loaded Data or Synchronize Defaults.
To find and fix incorrect Smart List values:
1. Click Compensation Planning, and then Defaults.
2. Review the Entity defaults on the Salary, Additional Earnings, Benefits, and Taxes
tabs.
Check to see if there’s invalid data (numeric instead of text data) related to employee
properties and compensation.
16-17
Chapter 16
3. To make sure there are no invalid Smart List values at the employee and job
combination, click the Validate tab .

If there’s numeric data for a Smart List, your administrator can fix this error by
reloading the data for that employee and job combination or by adding the missing
member to the hierarchy. Then you can select that member from the Smart List
drop-down list. Or, you can select another Smart List value that fits your needs.
16-18
17
Managing Noncompensation Expenses
You manage noncompensation expenses such as training or travel expenses using Other
Expenses .
• To view a summary of expenses, click Summary.
• To add or update noncompensation expenses, click Non Compensation Expenses.
17-1
18
Managing Demographics
Demographics describe employee attributes that are unique to each individual, such as
Ethnicity, Gender, Religion, Veteran Status, Highest Education Degree, and Age Band.
Analyzing demographics can help:
• Ensure fairness in hiring
• Address talent gaps as older employees retire
• Examine how many employees and what skill sets your future projects require
To view and update demographics, for example, to set an attribute for a new employee, click
Demographics. Then:
• To see a graphic summary of headcount by demographic, click Headcount Overview.
• To see a graphic summary of workforce expenses by demographic, click Workforce
Expenses Overview.
• To set a demographic by employee and job, click Employee Demographics.
To ensure correct calculations in the dashboards, on the Demographics by Employee
form, you can select any demographic member, including the Unspecified Demographic
member. However, avoid selecting a No_<demographic_member_name> member, for
example, No Highest Education Degree, No Age Band, or No Gender.
Note:
Your administrator sets up which demographics the organization tracks.
18-1
19
Analyzing Workforce Expenses
So that you can see the big picture of headcount, compensation, trends, skills sets, and so
on, Workforce provides predefined dashboards. From a dashboard, you can drill to the detail
data by clicking or tapping links. You can also perform what-if analysis in many ways. For
example, change a value in the grid and see its immediate effect in the chart.
To access an analysis dashboard, in Workforce, click Analysis and then explore

the data presented on the vertical tabs.
19-1
A
Importing Data
Before importing data, configure the application as described in this help system and import
the dimensional metadata.
You can download data import templates from within the application. The templates are
generated based on the features you’ve enabled and the custom dimensions that were
added.
To download the data import templates:
1. From the Home page, click Application and then click Configure .
2. From the Configure list, select the module for which you want to download templates,
and then from the Actions menu, select Download Data Load Templates.
3. Save the ZIP file locally, and then extract the CSV files.
Perform these tasks to import data:
1. Specify the appropriate data import settings. See Administering Data Load Settings.
2. Optional: Make a backup copy of the data import templates to which you can revert, if
necessary.
3. Optional: Back up the application.
4. If you created custom Smart Lists, import them before the associated data (available only
for some modules.)
To identify the Smart List to import and their entry names:
a. Click Navigator , and then from Create and Manage, click Smart Lists.
b. Select the Smart List, click Edit, and then Entries.
c. Note the associated names.
5. Open the templates in Microsoft Excel and customize them to specify your business data.
6. Optional: To ensure that your data will import and calculate correctly, import it into a test
application first.
7. Import the data into your production application.
8. For the first data import, run the rules required to process and calculate the data.
When customizing the templates:
• Don’t enter zeros.
• To import data, you must have at least one member from all dimensions in the file to
import.
A-1
Appendix A
Importing Strategic Workforce Planning Data
• Remove columns for which you have no data. For example, if your periodocity is
monthly, you can delete columns for Qtrly 1 - 4.
• If member names start with zeros (0), change numeric columns to text.

You can download Strategic Workforce Planning data import templates from within the
application. The templates are generated based on the features you’ve enabled and
the custom dimensions that you added when you enabled features. See Importing
Data.
Video

Learn about importing Strategic Workforce
Planning metadata and data from Oracle
Fusion Human Capital Management using Strategic Workforce Planning | Integrating
Data Management. HCM Cloud with SWP Using Data
Management
Learn about integrating Human Capital
Management with Strategic Workforce
Planning using Data Management. Strategic Workforce Planning | Integrating
HCM Cloud with SWP Using Data
Management
The templates reflect the CurYr that you set in the Planning and Forecast
Preparation configuration task. After importing your data and refreshing the cube, run
the rule Process Loaded Strategic Workforce Data to copy the data to the
necessary periods in the planning year range.
The prefix of each template name depends on the application's granularity:
• EJ_ precedes template names for Employee and Job applications. For example:
EJ_SWPDemandDataLoad_Plan.csv.
• JO_ precedes template names for Job-only applications. For example:
JO_JobPropertiesDataLoad_Plan.csv.
Note:
If your application is multicurrency, import data into the No Currency
member. (The import templates are formatted to include the No Currency
member for multicurrency applications.) If you've enabled Average
Compensation, also import average compensation rates at No Currency in
the entity. Also, Oracle assumes that you load Actuals historical data instead
of entering or calculating it.
You can import properties and OWP_FTE to any month and year because the
Process Loaded Strategic Workforce Data rule prompts for the starting point.
However, skills assessment data, demand, and supply data are all loaded to
BegBalance.
A-2
Appendix A
After importing data, run the Process Loaded Strategic Workforce Data rule.
Importing Demand Units for Demand Drivers

Use EJ_SWPDemandDataLoad_Plan.csv to import demand units for demand drivers.
Importing Rates for Demand Drivers and Demand FTE

Use EJ_SWPDemandDatabyJob_Plan.csv to import demand rates for demand drivers and
demand FTE. To consider the Previous Year Ratio demand calculation, import this data for
the year prior to the Plan Start Year.
If you are performing skill set planning, beginning with Release 21.08, you can load data only
once to the Workforce cube (OEP_WFP), and then use a data map (Headcount and FTE
Data for Reporting) to push the data to the Reporting cube (OEP_REP).
Previously, you were required to load FTE for Supply Planning, Demand Planning, and
Workforce Planning to the Workforce cube (OEP_WFP), and for skill set planning you were
required to load to the Reporting cube (OEP_REP). This required you to load the same value
in two different places.
Importing Employee Information, FTE Per job, Entity, and Year to the Reporting Cube
Use EJ_EmployeeFTEDataLoad_REP.csv to import employee information, FTE per job,
entity, year to the OEP_REP reporting cube. This information is the basis for deriving the
average skill rating across different skill categories.
Importing Employee Skills Assessment Data

Use EJ_EmployeeSkillAssessmentDataLoad_Plan.csv to import skill assessment
ratings for employees across different skills in the reporting cube. This information is the
basis for deriving the average skill rating across different skill categories.
Importing Attrition Data by Job

Use EJ_SWPAttritionDatabyJob_Plan.csv to import values for attrition by job.
Importing Demand Data by Job

Use EJ_SWPDemandDatabyJob_Plan.csv to import values for demand data by job.
Importing New Hires
Importing Properties for New Hires

Use EJ_NewHiresPropertiesDataLoad_Plan.csv to import properties for new hires.
Importing Job Properties

Use JO_JobPropertiesDataLoad_Plan.csv to import job properties.
Importing Attrition Data by Job

Use JO_SWPAttritionDatabyJob_Plan.csv to import attrition data by job.
Importing Demand Data by Job

Use JO_SWPDemandDatabyJob_Plan.csv to import demand data by job.
A-3
Appendix A
Importing Workforce Data
If you are performing skill set planning, beginning with Release 21.08, you can load
data only once to the Workforce cube (OEP_WFP), and then use a data map
(Headcount and FTE Data for Reporting) to push the data to the Reporting cube
(OEP_REP).
Previously, you were required to load FTE for Supply Planning, Demand Planning, and
Workforce Planning to the Workforce cube (OEP_WFP), and for skill set planning you
were required to load to the Reporting cube (OEP_REP). This required you to load the
same value in two different places.
Importing Demand Units for Demand Drivers

Use JO_SWPDemandDataLoad_Plan.csv to import demand units for demand
drivers.
About Importing Employee and Job Properties

Employee and Job properties provide the basis for Supply FTE data, before attrition.
Whether you've enabled only Strategic Workforce Planning, only Workforce, or both,
the application relies on the properties data in the import templates
JO_JobPropertiesDataLoad_plan.csv or
EJ_EmployeePropertiesDataLoad_Plan.csv. After importing with the
appropriate properties file and running the rule Process Loaded Strategic Workforce
Data, the information is available in Strategic Workforce Planning. To see the data,
click Overview, and then Review Employee Information or Review Job
Information.
If your application is single currency and both Strategic Workforce Planning and
Workforce are enabled, you only need to import the properties file once. When you run
the rule Process Loaded Strategic Workforce Data, the data is copied from the Year
and Month in the file to years in yearRange. (Strategic Workforce Planning has a
substitution variable, OWP_SWPYearRange.)
If your application is multicurrency and both Strategic Workforce Planning and
Workforce are enabled, you must import the properties files twice, once to include the
currency member for Workforce and again at the No Currency member for Strategic
Workforce Planning. Run the Process Loaded Strategic Workforce Data rule and
Process Loaded Data after each import.
If you've also enabled Workforce, see Importing Workforce Data.

You can download Workforce data import templates from within the application. The
templates are generated based on the features you’ve enabled and the custom
dimensions that you added when you enabled features. See Importing Data.
Only load data to accounts that are part of the data load templates.
Note:
If you want to load only changed and new Workforce data since the last load,
you can improve load performance using Data Integration. See Loading and
Calculating Incremental Workforce Data.
A-4
Appendix A
Note:
You can bulk load new hire data using Data Integration. For more information, see
Bulk Loading Workforce New Hire Data in Administering Data Integration for Oracle
Enterprise Performance Management Cloud.
Note:
As of the February, 2020 Release, Workforce supports a new Start Date property.
The data import templates include headers and examples for loading data such as
Hire Date to OWP_Start Date rather than to OWP_Start Month. You can still load
data to Start Month, and the Process Loaded Data rules convert the data to Start
Date using the first of the month provided in the Start Month account. So, existing
data integrations based on Start Month data continue to work. You'll get more
accurate calculations, however, if you load data into Start Date.
The templates reflect the CurYr that you set in the Planning and Forecast Preparation
configuration task. After importing your data and refreshing the cube, run the rule Process
Loaded Data to copy the data to the necessary periods in the planning year range.
The prefix of each template name depends on the application's granularity:
• EJ_ precedes template names for Employee and Job applications. For example:
EJ_EmployeePropertiesDataLoad_Plan.csv.
• EO_ precedes template names for Employee-only applications. For example:
EO_EmployeePropertiesDataLoad_Plan.csv.
• JO_ precedes template names for Job-only applications. For example:
JO_JobOtherCompensationDataLoad_Plan.csv.
Importing Employee Properties

Use these templates to import properties for existing employees:
• EmployeePropertiesDataLoad_Plan.csv—Import plan properties for employees.
(You don't need to load Headcount and Partial Payment Factor unless you want to
explicitly set these values. If you don't load Headcount and Partial Payment values,
they're set to 1 and 100% respectively for every employee.)
Note:
For the EJ_EmployeePropertiesDataLoad_Plan.csv template, don't load
to No Union Code or to OWP_All Union Code. Instead add and use new child
metadata member of Total Union Code. Otherwise, the synchronize rules may
not work properly.
• EmployeePropertiesDataLoad_Actuals.csv—Import actual properties for

employees.
A-5
Appendix A
Note:
You can use EJ_EmployeePropertiesDataLoad_Plan.csv and
EO_EmployeePropertiesDataLoad_Plan.csv to load employee master FTE
data to OEP_Home Entity. Data loaded at OEP_Home Entity is copied to
future periods in the load year (starting from the data load month) and future
years when you run Process Loaded Data.
You must enter or import the Master FTE value for each employee if you
enable Split-Funded FTE.
Importing Employee Compensation

Use EmployeeSalaryDataLoad_Plan.csv to import data used to calculate salary.
Importing Actual Employee Compensation

Use EmployeeCompensationDataLoad_Actuals.csv to import actual
compensation data for employees.
To use this template, set these Data Load Settings:
1. From the Home page, click Navigator , and then under Integration, click
Data Load Settings.
2. Set these parameters for importing data:
• Data Load Dimension: Account
• Driver Dimension: Period. Member:
BegBalance,ILvl0Descendants(YearTotal)
• Data Load Dimension Parent:
– OWP_Total Earnings. Driver Dimension Unique Identifier: BegBalance
– OWP_Total Benefits. Driver Dimension Unique Identifier: BegBalance
– OWP_Total Taxes. Driver Dimension Unique Identifier: BegBalance
Importing Employee Other Compensation Data

Use EmployeeOtherCompensationDataLoad_Plan.csv to import other
compensation data—benefits, taxes, and additional earnings—for employees.
OWP_Value is an optional field. If you include the rate value in the template, that rate
is copied to the planning year range for the specified employee.
Importing Salary Grades

Use Salary Grade-Basis.csv and Salary Grade-Value.csv to import salary
grades into Assumptions.
Importing Properties and Rates for Additional Earnings, Benefits, and Taxes
Use these templates as examples when importing properties and rates for additional
earnings, benefits, and taxes into the Benefits and Taxes Wizard.
A-6
Appendix A
• Earnings,Benefits and Taxes-Properties.csv—Import properties for

additional earnings, benefits, and taxes.
• Earnings,Benefits and Taxes-Rates.csv—Import rates for additional earnings,
benefits, and taxes.
Importing Job Properties

Use JobPropertiesDataLoad_Plan.csv to import job properties.
Importing Job Salaries

Use JobSalaryDataLoad_Plan.csv to import salaries for jobs.
Importing Job Other Compensation Data

Use JobOtherCompensationDataLoad_Plan.csv to import other compensation data for
jobs: benefits, taxes, and additional earnings.
Loading and Calculating Incremental Workforce Data

At the beginning of a planning cycle, you might load the entire data for a given scenario and
version. However, to stay up to date with Human Resources changes, you can import new
and updated information frequently. Processing and calculation performance is greatly
improved when you load updated data into Workforce using Data Management.
Data Management functionality enables you to compare a source data file with a previous
version of the source data file and load only records that are new or have changed since the
last load. The Incremental File Adapter in Data Management identifies the data that needs
loading. Additionally, Workforce provides rules that dynamically generate the appropriate
calculation script, depending on the changed and new data in the data load file and
calculates only the data for the modified intersections.
After the Data Management load process, the changed and new data displays in the
appropriate Workforce forms. The data reflects calculations applied in the load process.
Note:
Whenever you load data from Data Management, to copy data to future periods,
you must select one of these Workforce rules: OWP_Incremental Process Data
and Synchronize Defaults or OWP_Incremental Process Data and Synchronize
Definition. See Deciding Which Workforce Rules to Add.
Loading incremental Workforce data and processing Workforce Incremental rules (for
example, OWP_INCREMENTAL PROCESS DATA WITH SYNCHRONIZE DEFAULTS) can
only be done by Administrators. When running any of the Workforce Incremental rules from
Data Management or Data Integration, ensure that the Data Management or Data Integration
Target option Enable Data Security for Admin Users is set to No. This option can only be
set by an administrator.
A-7
Appendix A
Video

Learn about how to load and calculate
incremental Workforce data in Data
Management. Loading and Calculating Incremental
Workforce Data using Data Management
Tutorials
learn a topic.
Your Goal Learn How

Learn about how to load and calculate
incremental Workforce data in Data
Loading and Calculating Incremental
Management.
Workforce Data
Preparing the Source Data File

You first generate a source data file and register it as an Incremental File Adapter in
Data Management. You then set up a data rule that designates the source data file.
Data loads are run from the file designated in the data rule. The initial source data file
is compared with a subsequent file; the last run file becomes the basis against which
the subsequent load is compared. The Incremental File Adapter loads only the
differences, which results in faster data loads.
Tip:
You'll experience better performance if you provide a presorted source file.
About a source data file:

• The source data file must be a delimited data file. The data field is the last column
in the file.
• Supported delimiters: comma, vertical bar, exclamation, semicolon, colon, tab, and
tilde.
• Data files used must contain a one-line header, which lists the dimensions you're
loading. For example:
Entity,Employee,Job,Project,Version,Account,Property,Data.
• Both numeric and non-numeric data can be loaded.
• Any deleted records between the two files is ignored. You must manually handle
deleted records.
• If the file is missing (or you change the last ID to a nonexistent run), the load
completes with an error.
• Presorting the file decreases the processing time.
A-8
Appendix A
• Only single Period data loads are supported for an incremental load. Multi-period loads
are not supported.
• Drill down is not supported for incremental loads because incremental files are loaded in
Replace mode and only the last version of the file comparison is present in the staging
table. As a workaround, you can load the same data file to another location using the full
data load method. In this case, you should import data only and not export it to the target
application.
• Copies of the source data file are archived for future comparison. Only the last 5 versions
are retained. Files are retained for a maximum of 60 days. If no incremental load is
performed for more than 60 days, then set the Last Process ID to 0 and perform the load.
You can load data using the Incremental File Adapter multiple times.
Configuring the Incremental File Adapter in Data Management
Note:
Options when defining the Data Load Rule in Data Management enable you to
decide if you're loading only incremental data into Workforce or loading all data
every time.
To set up an incremental data source file:

1. Add an incremental data source:
a. From the Home page, click the Navigator, and then under Integration, click Data
Management.
b. Click the Setup tab, and then under Register, click Target Application.
c. Under Target Application Summary, click Add, and then Data Source.
d. Under Source System, select Incremental File.
e. In Prefix, you can specify a prefix to make the source system name unique.
Use a prefix when the source system name you want to add is based on an existing
source system name. The prefix is joined to the existing name. For example, if you
want to name an incremental file source system the same name as the existing one,
you might assign your initials as the prefix.
f. Click OK.
g. From the Select dialog box, select the source data load file from the Inbox. If the file
is missing, click Upload to add it to the Inbox (server /u03/inbox/inbox).
You may need to expand the Home folder, and then select Inbox to see the source
file listing. The file must be a delimited file using one of the supported delimiters, and
must contain a header record for each dimension in the first row. The data field is the
last column in the file. See Preparing the Source Data File.
h. Click OK and then Save.
The system automatically creates the dimension details.
2. Set up the Import Format, which describes the source file structure and is executed when
the source file is imported:
a. On the Setup tab, under Integration Setup, click Import Format.
A-9
Appendix A
b. Under Import Format Summary, click Add.

c. Under Details, enter a name for the Import Format.
d. In Source, browse to select your source.
e. From File Type, select the delimited file type.
Oracle recommends selecting Delimited - All Data Type, which is common
for loading text as well as numeric data.
f. From the File Delimiter drop-down list, select the delimiter type in the source
data file: comma, vertical bar, exclamation, semicolon, colon, tab, and tilde.
g. In Target, browse to select your Planning application, and then click Save.
h. Under Mappings, map dimensions between the Source Column and the
target application, and then click Save.
The Source Column is populated with the dimensions from the header row in
your source data file.
Note:
Only single-period loads are supported.
For more information on Import Formats, see Working with Import Formats in
Administering Data Management for Oracle Enterprise Performance
Management Cloud.
3. Define the Location, which is the level at which a data load is executed in Data
Management. The Location specifies where to load the data and is associated with
the Import Format.
a. On the Setup tab, under Integration Setup, select Location.
b. Under Location, click Add.
c. Under Details, on the Location Details tab, enter a name for the Location.
d. Browse to select your Import Format.
e. Enter the Functional Currency, and then click Save.
For more information, see Defining Locations in Administering Data Management
for Oracle Enterprise Performance Management Cloud.
4. Create member mappings:
a. On the Workflow tab, under Data Load, select Data Load Mapping.
b. At the bottom of the page, verify the POV for the Location.
i. Click the link for Location, which displays the Select Point of View dialog
box.
ii. Select your Location, Period, and Category (Scenario).
iii. Optional: Select Set as Default to retain this POV.
iv. Click OK.
c. Map the members from the source that you are loading to the target
application:
A-10
Appendix A
i. At the top of the page, from Dimension, select a dimension in your source file.
ii. Click one of the five member mapping tabs (for example, the Like tab), and then
click Add.
iii. Enter an asterisk (*) in the Source Value column and also in the Target Value
column to represent all values.
iv. Click Save after mapping members for each dimension.
You must create a member mapping for each dimension in the source data file.
For more information, see Creating Member Mappings in Administering Data
Management for Oracle Enterprise Performance Management Cloud.
5. Select the data load rule: On the Workflow tab, under Data Load, select Data Load
Rule.
a. At the bottom of the page, verify the POV for the Location, just like you did in Step
4b.
b. In the Data Rule Summary area, click Add.
c. Under Details, enter the data load rule name.
d. In Category, select the category to map source system data to target Scenario
members.
e. In Period Mapping Type, select Default.
f. You don't need to specify an Import Format, because the Import Format from the
Location is used. Specify an Import Format only when you want to override the
Import Format for the Location.
g. From the Target Plan Type drop-down list, select OEP_WFP.
h. On the Source Filters tab, in Source File, browse to select the data file that contains
the data you're loading. It may be the same one from which you created the data
source application, or another file that has data as well as the appropriate header.
It may have the same name as the original file, or it may have a new name. The
differences in the incremental load file are created automatically between the two
loaded files. So if file A.txt has 100 rows and file B.txt has 300 rows where the first
100 are identical, your first load should select file A.txt when the Last Process ID is
0. The second load will be against file B.txt, and the ID automatically points to the
Last Process ID that was assigned to A.
i. In Incremental Processing Option, select whether to sort data in the source file:
• Do not sort source file—The source file is compared as provided. This option
assumes that the source file is generated in the same sort order each time. Data
Management compares the files, and then extracts the new and changed
records. This option makes the incremental file load perform faster.
• Sort source file—Data Management sorts the source file before performing the
file comparison for changes. The sorted file is then compared to the previous
sorted version of this file. Sorting a large file consumes many system resources.
If the source system provides a sorted file, avoid using this option because it
consumes computer resources and slows performance.
A-11
Appendix A
Note:
If you have a rule that uses the Do not sort source file option
and then switch to a Sort option, then the first load will have
invalid results because the files are in different order.
Subsequent runs load data correctly.
• Review the Last Process ID value.

When the load is first run for the original data file, the Last Process ID
shows the value of 0. When the load is run again, the Last Process ID
shows the run number of the last load for the original source data file. If
the newly created file comparison version and the original data file show
no differences, or if the file is not found, the value of the Last Process ID
is assigned to the last load ID that ran successfully.
To reload all data, set the Last Process ID back to 0, and select a new
source file to reset the baseline.
Note:
Copies of the source data file are archived for only the last 5
versions and retained for a maximum of 60 days. After 60 days,
set the Last Process ID to 0 and then perform the load.
j. Click Save.
6. Select the Load Method for the target application and add the Workforce business
rules that execute the logic for the incremental load when the data load rule is run:
a. Click the Setup tab, and under Register, click Target Application.
b. Under Target Application Summary, from the Type column, select Planning.
c. Under Application Details, click the Application Options tab.
d. For Load Method, select All data types with security, and then click OK.
e. Click the Business Rules tab, and then click Add.
f. Under Business Rule, enter or paste the Workforce business rule name.
For information on Workforce rules, see Deciding Which Workforce Rules to
Add. For more information on adding business rules in Data Management see
Adding Business Rules in Administering Data Management for Oracle
g. Under Scope, select Data Rule.
h. Under Data Load Rule, select the data load rule you created, and then click
Save.
7. Preview the data before exporting it.
a. Click the Workflow tab, and then Data Load Rule.
b. Click Execute.
c. On the Execute Rule dialog box, select Import from Source and verify the
Start Period and End Period.
A-12
Appendix A
To actually send the incremental data to the target application, you could also select
Export to Target.
d. Click Run.
See Using the Data Load Workbench in Administering Data Management for Oracle
8. You're now ready to execute the incremental data load. See Executing an Incremental
Workforce Data Load.
Tip:
After loading data, to quickly update and process data on multiple existing
employees, jobs, or entity defaults in Workforce, you can use the Mass Update
forms. These forms enable you to quickly review and edit employees, jobs, and
entity defaults after data is loaded. Designed for optimal processing efficiency, each
form is associated with a Groovy rule that processes only the changed data. See
Updating Multiple Employees and Jobs Details in Working with Planning Modules.
Deciding Which Workforce Rules to Add

You can decrease processing time by associating the optimal Workforce rules with a Data
Management data rule:
• OWP_Incremental Process Data with Synchronize Defaults
• OWP_Incremental Process Data with Synchronize Definition
You add the rules when defining the integration file (see Configuring the Incremental File
Adapter in Data Management).
Table A-1 Deciding Which Workforce Rule to Add to the Integration File
Your Objective Add This Workforce Rule

• Apply entity defaults for additional OWP_Incremental Process Data with
earnings, benefits and taxes and calculate Synchronize Defaults
compensation based on the component
definition and rates that are set in the
Benefits and Taxes Wizard.
• Copy changed data (employee/job
properties or any change in salary) to
future periods in the Year Range.
A-13
Appendix A
Table A-1 (Cont.) Deciding Which Workforce Rule to Add to the Integration File
Your Objective Add This Workforce Rule

• Load compensation assignments for OWP_Incremental Process Data with
additional earnings, benefits, and taxes Synchronize Definition
and calculate compensation based on the
rates in the data load file.
• Copy changed data (employee/job
properties or any change in salary or Note:
compensation assignments) to future
If you want to
periods in the Year Range.
apply the rates
from the Benefits
and Taxes Wizard,
then load only
component
assignments. Don't
provide rates in the
data load file.
For more information, see Adding Business Rules in Administering Data Management
for Oracle Enterprise Performance Management Cloud.
Executing an Incremental Workforce Data Load

After you've prepared the source data file and configured the Incremental File Adapter
in Data Management, you're ready to import incremental Workforce data.
See:
• Loading and Calculating Incremental Workforce Data
• Preparing the Source Data File
• Configuring the Incremental File Adapter in Data Management
To execute the data load:
1. From the Home page, click the Navigator, and then under Integration, click Data
Management.
2. On the Workflow tab, click Data Load Rule.
3. Select the data load rule you created, and then click Execute.
4. On the Execute Rule dialog box, select Import from Source and Export to
Target.
5. For the Start and End Period, select the Period (it may already default from the
POV).
6. Click Run.
For more information, see Step 1: Importing Source Data in Administering Data
Management for Oracle Enterprise Performance Management Cloud.
A-14
B
Updating Workforce and Strategic Workforce
Planning Artifacts
Overview
Enhancements available in certain releases, described here, require updates to some
provided artifacts.
• If you haven't modified these artifacts (described in this topic), the artifacts and features
are available to you automatically with the release.
• Because customized artifacts aren't updated during a new release, if you've customized
these artifacts and want to take advantage of the new features, perform these steps:
1. Perform a full backup after the update and download it locally.
2. Review the list of modified artifacts and consider whether the enhancements in the
monthly update address the modifications you've made to artifacts. Evaluate whether you
want to restore the modified artifacts to take advantage of the new features, and whether
you will need to reapply some or all of your modifications.
Tip:
For any artifacts listed below that you have modified, consider creating a copy
of your modified artifact and using that as a reference for the changes you
made to it.
Note:
Obsolete artifacts remain available for your use but will no longer be enhanced
and could be removed from active forms, menus, dashboards, and so on.
3. After the update, reverse the customizations to the artifacts you've identified to restore
the artifacts to the provided format. See Reversing Customizations.
4. Reimplement your customizations to the artifacts, if necessary.
5. For any restored Calculation Manager rules or templates, after they are final, be sure to
deploy the updated rules or templates to the application for any impacted artifacts. See
Showing the Usages of a Custom Template and Deploying Business Rules and Business
Rulesets.
October 2023
The following information describes new and modified artifacts in the October 2023 update.
B-1
Appendix B
Table B-1 October 2023
Artifact Type Modified Artifacts New Artifacts

Templates • OWP_Add Requisition_T
• OWP_Assign Defaults_T
• OWP_Assign Target
Defaults
• OWP_Associate
Employee
• OWP_Calculate
Employee
Compensation_Te
• OWP_Calculate Job
Compensation_T
• OWP_Change Existing
Details_T
• OWP_Change Job
• OWP_Enable Job_T
• OWP_Plan Departure_T
• OWP_Process Loaded
Data_T
• OWP_Synchronize
Defaults_T
• OWP_Synchronize
Definition_T
• OWP_Transfer_T
• OWP_Transfer
Heacount_T
• OWP_Incremental
Process Data with
Synchronize
Defaults_GT
• OWP_Incremental
Process Data with
Synchronize
Definition_GT
• OWP_Add TBH
(Deprecated rule
removed for new
applications)
• OWP_Change Employee
Status (Deprecated rule
removed for new
applications)
• OWP_ChangeHiringReq
uisitionStatus
(Deprecated rule
removed for new
applications)
B-2
Appendix B
Table B-1 (Cont.) October 2023

Forms • OWP_New Hire -
Request
• OWP_Manage Existing
Employees
• OWP_Identify Invalid
Data
• OWP_Identify Invalid
Data_JO
• OWP_Process Data and
Synchronize Definition
Synchronize
Definition_JO
• OWP_Process Data with
• OWP_Process New
Hires
Synchronize Defaults
Synchronize
Defaults_JO
• OWP_Process Data with
Member Formulas • OWP_Basic salary
• OWP_Merit
New Members Added in • OWP_Earning11 to
Account Dimension OWP_Earning30
• OWP_Benefit11 to
OWP_Benefit30
• OWP_Tax11 to
OWP_Tax30
New Members Added in OWP_Workforce Members
Property Dimension For Forms (Shared
hierarchy)
May 2023 Update

The following information describes new and modified artifacts in the May 2023 update.
Table B-2 May 2023

Forms • OWP_Process Data and
B-3
Appendix B
Table B-2 (Cont.) May 2023

Templates • OWP_Change Job OWP_Custom Template
• OWP_Transfer
Heacount_T
• OWP_Transfer_T
Details_T
• OWP_Change
Requisition_GT
Data_T
Defaults
Details_T
• OWP_Synchronize
Defaults_T
• OWP_Synchronize
Definition_T
Defaults
Details_T
• OWP_Synchronize
Defaults_T
• OWP_Synchronize
Definition_T
B-4
Appendix B
Table B-2 (Cont.) May 2023

Global RTP Department—Global RTP
created at the rule level for
these rules:
• OWP_Add Benefit Defaults
• OWP_Add Earning
Defaults
• OWP_Add Salary Defaults
• OWP_Add Taxes Defaults
• OWP_Copy Rates across
Years
• OWP_Copy Rates from
Periodicities
• OWP_Remove
Compensation Defaults
• OWP_Associate Employee
• OWP_Change Job
• OWP_Transfer In
• OWP_Strategic Headcount
• OWP_Add Job
• OWP_Calculate Demand
for All Data
• OWP_Calculate Supply
• OWP_Calculate Supply for
All Data
Global RTP DepartmentFrom—Global RTP
created at the rule level for
these rules:
• OWP_Remove Hiring
Requisition
Account Members Formulas were updated for
these members:
• OWP_Contractor
Headcount
• OWP_Temporary
Headcount
• OWP_Other Headcount
• OWP_Regular FTE
• OWP_Contractor FTE
• OWP_Temporary FTE
• OWP_Other FTE
November 2022 Update

The following information describes new and modified artifacts in the November 2022 update.
B-5
Appendix B
Table B-3 November 2022 Update

Groovy Templates OWP_Process Master Data_T
October 2022 Update

The following information describes new and modified artifacts in the October 2022
update.
For information about important tasks that you must complete immediately after
updating the Workforce October 2022 content, see Post Update Tasks.
Review the following important information about artifacts you might have customized:
• If you have modified the Calculation Manager template for OWP_Change
Existing Details_T, but not the Groovy template (OWP_Change
Requisition_GT), you must restore the Calculation Manager template.
• If you have modified the Calculation Manager template for OWP_Enable Job_T,
but not the Groovy template, you must restore the Calculation Manager template.
For information about restoring artifacts, see Reversing Customizations.
Table B-4 October 2022 Update

Member Formulas • OWP_Merit Adjustment
%
• OWP_Merit
• OWP_Basic Salary
• OWP_Skill
Set_Reporting
• OWP_Gender_Reporting
• OWP_Age
Band_Reporting
• OWP_Highest Education
Degree_Reporting
(Property Dimension)
Groovy Rules • OWP_Copy Employee
Master Data across
Periodicities
• OWP_CopyYearlyAndQt
rlyPlanDataToFirstPreio
d
B-6
Appendix B
Table B-4 (Cont.) October 2022 Update

Templates • OWP_Add
Requisition_GT
• OWP_Add Requisition_T
• OWP_Incremental
Process Data with
Synchronize
Defaults_GT
• OWP_Incremental
Process Data with
Synchronize
Definition_GT
• OWP_Incremental
Synchronize
Defaults_GT
• OWP_Incremental
Synchronize
Definition_GT
Data_T
• OWP_Synchronize
Defaults_T
• OWP_Synchronize
Definition_T
• OWP_Associate
Employee
• OWP_Calculate
Employee
Compensation_Te
Compensation_T
• OWP_Change Job
• OWP_Enable Job_GT
• OWP_Transfer
Heacount_T
• OWP_Transfer_T
Details_T
• OWP_Change
Requisition_GT
• OWP_Assign target
Defaults
B-7
Appendix B

Rules • Incremental Process
Data with Synchronize
Defaults
• Incremental Process
Definition
• Incremental
• Incremental
Forms • Employee Properties • Process New Hires
• Manage Existing • Employee Master Data
Employees • FTE Assignment
• New Hire - Request Analysis
• Process Data and
• Process Data with
Synchronize
Defaults_JO
• Process Data with
Synchronize
Definition_JO
• Synchronize Defaults
• Synchronize Definition
• Review Employee
Information
• Review Job Information
User Variables • Period
• Employee Parent
Data Load Templates • EJ_EmployeeProperties
DataLoad_Actuals
• EJ_EmployeeProperties
DataLoad_Plan
• EO_EmployeeProperties
DataLoad_Actuals
• EO_EmployeeProperties
DataLoad_Plan
• JO_JobPropertiesDataLo
ad_Plan
Accounts Enabled in the • Descendants of
Reporting Cube OWP_Total Headcount
• IDescendants of
OWP_Total FTE
Data Maps Headcount Data for
Reporting
B-8
Appendix B

Members • OWP_End Date
(Account dimension)
• OEP_Home Entity
(Entity dimension,
when Split-Funded
FTE is enabled)
April 2022 Update

The following information describes the modified artifacts related to the support of Essbase
Hybrid Block Storage Option (BSO) cubes in Strategic Workforce Planning.
Table B-5 April 2022 Update
Artifact Type Modified Artifacts

Calculation Manager Templates • OWP_Calculate Employee
Compensation_TE
• OWP_Remove Hiring Requisition_T
• OWP_Rollup WFP Cube
• OWP_Assign Defaults AGG_T
• OWP_AGG_T
• OWP_Assign Target Defaults
• OWP_Calc_Acc_Periodicity
Members • The storage option for OWP_New
Employees in the Employee Dimension is
changed to Dynamic Calc.
• The storage option for OWP_Total Jobs in
the Job dimension is changed to Dynamic
Calc.
December 2021 Update

The following information describes new and modified artifacts related to the performance
enhancements in the December 2021 update.
All Workforce and Strategic Workforce Planning rules and some member formulas have been
updated with changes to enhance performance. There are no functional changes but the
logic has been updated to leverage performance gains in the underlying technology. Any rule
or member that is unmodified will automatically receive these performance enhancements.
Any modified rule or member will remain as-is without these performance enhancements.
Oracle recommends restoring these artifacts to their original state to uptake these
performance enhancements and reapplying your modifications to the updated logic, if
necessary.
Additionally, a new rule, Calculate Employee Compensation for All Data (or Calculate Job
Compensation for All Data in a Job only model) allows administrators and power users to
calculate compensation for all data within their scope.
B-9
Appendix B
Note:
In Workforce, when Hybrid is enabled, because Employee and Job
dimension are expected to be set with all parents aggregated dynamically,
Workforce does not aggregate these dimensions. In earlier releases, Add
Requisition was aggregated; starting with 21.12 it is no longer aggregated.
B-10
Appendix B
Table B-6 December 2021 Update

Calculation Manager • OWP_Calculate Employee
Templates Compensation_Te
Compensation_T
Data_T
• OWP_Change Exsiting
Details_T
• OWP_Synchronize
Defaults_T
• OWP_Synchronize
Definition_T
• OWP_Transfer_T
• OWP_Incremental Process
Definition_GT
Defaults_GT
• OWP_Incremental
Synchronize Defaults_GT
• OWP_Incremental
Synchronize
Definition_GT
• OWP_Change Job
• OWP_Assign Defaults
AGG_T
• OWP_Add Requisition_T
• OWP_Change
Requisition_T
• "OWP_Change Existing
Details_T"
• "OWP_Plan Departure_T"
• OWP_Transfer
headcount_T
B-11
Appendix B
Table B-6 (Cont.) December 2021 Update

Calculation Manager Rules • OWP_Process Loaded Data • OWP_Calculate Employee
• OWP_Calculate Existing Compensation for All Data
Employee Compensation • OWP_Calculate Job
• OWP_Calculate New Hire Compensation for All Data
Compensation
Compensation
• OWP_Process Loaded Data
• OWP_Synchronize
Defaults
• OWP_Synchronize
Definition
• OWP_Transfer In
• OWP_Transfer
Defaults
Definition
• OWP_Incremental
• OWP_Incremental
• OWP_Change Job
Strategic Workforce Data
Members • OWP_CYTD(Prior) (in the
Property dimension)
• OWP_Tax1... Tax10 (in the
Account dimension)
Note:
To further improve rules performance, you can modify all CYTD formulas in
both Account and Property.
Take the year range of both the plan and forecast scenarios and update the
formulas to work only for that year range. For example, if the Plan scenario
year range is set to FY21 to FY24 and the Forecast scenario year range is
set to FY22 to FY24, update the formulas accordingly with the year range
from FY21 to FY24.
These modifications are needed only in applications where January is not the
start month.
Replace "Apr" in these formulas with the last month of the application.
• "OWP_CYTD Total Salary" formula =
B-12
Appendix B
/* Plan and forecast year range sets from FY21 to FY24 */

IF(@ISMBR("OWP_Expense Amount"))
IF("Fiscal TP-Index"==1 and "Yr-Index"!=0)
IF(@ISMBR("FY22"))
"OWP_Total Salary" + "FY21"->"Apr"->"OWP_CYTD Total Salary"; /*Hardcoded
prior year and last month of the fiscal app*/
ELSEIF(@ISMBR("FY23"))
"OWP_Total Salary" + "FY22"->"Apr"->"OWP_CYTD Total Salary";
"OWP_Total Salary" + "FY23"->"Apr"->"OWP_CYTD Total Salary";
ENDIF;
ELSEIF("Cal TP-Index"==1)
"OWP_Total Salary";
ELSE
"OWP_Total Salary" + @PRIOR("OWP_CYTD Total Salary");
ENDIF;
ENDIF;
• "OWP_CYTD Gross Earnings" formula =

IF(@ISMBR("FY22"))
" OWP_Total Compensation" + "FY21"->"Apr"->"OWP_CYTD Gross Earnings";
"OWP_Total Compensation" + "FY22"->"Apr"->"OWP_CYTD Gross Earnings";
"OWP_Total Compensation" + "FY23"->"Apr"->"OWP_CYTD Gross Earnings";
ENDIF;
"OWP_Total Compensation";
ELSE
"OWP_Total Compensation" + @PRIOR("OWP_CYTD Gross Earnings");
ENDIF;
ENDIF;
• "OWP_CYTD Taxable Compensation" formula =

IF(@ISMBR("FY22"))
"OWP_Total Compensation" + "FY21"->"Apr"->"OWP_CYTD Taxable Compensation";
"OWP_Total Compensation" + "FY22"->"Apr"->"OWP_CYTD Taxable Compensation";
"OWP_Total Compensation" + "FY23"->"Apr"->"OWP_CYTD Taxable
Compensation";
ENDIF;
"OWP_Total Compensation";
ELSE
"OWP_Total Compensation" + @PRIOR("OWP_CYTD Taxable Compensation");
ENDIF;
ENDIF;
• "OWP_CYTD(Prior)" Formula from property =

IF(@ismbr(@relative("OWP_Total Compensation",0)))
IF("Fiscal TP-Index"=="Cal TP-Index" OR ("Fiscal TP-Index"!="Cal TP-Index" and
("OWP_Payment Terms"->"BegBalance"==[OWP_PaymentTerms.FiscalMonth] OR "OWP_Payment
Terms"->"BegBalance"==[OWP_PaymentTerms.FiscalQuarter] OR "OWP_Payment Terms"-
>"BegBalance"==[OWP_PaymentTerms.FiscalYear])))
@SUMRANGE("OWP_Expense Amount", @REMOVE(@CURRMBRRANGE("Period", LEV,
B-13
Appendix B
0, ,-1),@LIST("OEP_Yearly Plan","Qtrly 1","Qtrly 2","Qtrly 3","Qtrly 4")));

ELSE
IF(@ISMBR("FY22"))
"FY21"->"Apr"->"OWP_Expense Amount"+"FY21"->"Apr"-
>"OWP_CYTD(Prior)"+"BegBalance"->"OWP_Expense Amount";
ENDIF;
ELSEIF("Cal TP-Index"==1 AND "OWP_Start Date"->"No Property" != #MISSING)
#MISSING;
ELSE
@PRIOR("OWP_Expense Amount",1,@Relative("YearTotal",0)) +
@PRIOR("OWP_CYTD(Prior)",1,@Relative("YearTotal",0));
ENDIF;
ENDIF;
ENDIF;
August 2021 Update

The following information describes modified artifacts relating to Workforce
enhancements in the 21.08 update, along with changes you must make in the
application to use the new features.
In this update, for new applications, you have the option to choose whether to add
custom dimensions to the reporting cube (OEP_REP) the first time you enable
features.
For existing applications, you have a one-time option to add custom dimensions to the
reporting cube the next time you enable features for either Workforce or Strategic
Workforce. Before you enable features, you must clear data in the OEP_REP cube.
Note that you can't disable Employee Demographics dimensions for an existing
application.
To choose which dimensions are pushed to the reporting cube (OEP_REP), see
Adding Custom Dimensions to the Reporting Cube:
• For new applications, you can perform this task only once, when you first enable
features.
time you make a change in Enable Features.
time you make a change in Enable Features for either Workforce or Strategic
Workforce.
Merit Assumptions
• Give users access to access to the new dashboard Workforce and Merit
Assumptions.
• If you enabled Merit Assumptions, and you specify to plan at the Global level,
the Workforce and Merit Assumptions dashboard uses Company
Assumptions, and Entity is hidden. If you you specify to plan at the Per Entity
B-14
Appendix B
level, the Workforce and Merit Assumptions dashboard uses Entity and Company
Assumptions is hidden.
• For existing customers, if you enable Merit Assumptions and choose to plan by Entity
or by Global, you must enter data for Merit Rate, Merit Month, and Cut-off Date at
Entity or Global level. When you are loading data for existing employees using Data
Management or Data Integration, these assumptions are copied to employees as part of
the Incremental Process Data with Synchronize rule. Alternatvely, you can run
Process Loaded Data whenever you update Merit Month or Cut-off Date.
Updated Employee Details Form
There is a new member, Merit Increase, in the Component dimension, which is assigned as
a Smart List value for Merit Account. For existing customers, after updating content for
21.08, in the Employee Details form, the row heading for Merit displays 1 instead of the new
Smart List value. To update the Employee Details form to display the new member, Merit
Increase, run either the Calculate Compensation or Synchronize rule.
Table B-7 August 2021 Update - Workforce and Strategic Workforce Planning New
and Modified Artifacts

Dashboards Workforce and Merit
Assumptions
Make sure to give users access
to access to the new
dashboard Workforce and
Merit Assumptions.
Forms • Salary Grades Merit Assumptions
• Merit Rates
• Employee Properties—
Merit Month row was
removed
Synchronize Defaults—
Merit Month row was
removed
Synchronize Definition—
Merit Month row was
removed
B-15
Appendix B
Table B-7 (Cont.) August 2021 Update - Workforce and Strategic Workforce Planning
New and Modified Artifacts

Templates OWP_Calculate Demand is • OWP_Copy Data across
updated to correct the Entities_GT
formula for the Previous • OWP_Copy Data across
Year's Ratio Entities
• OWP_Synchronize • OWP_Copy Data Across
Definition_T Entities For Grades_GT
• OWP_Synchronize • OWP_Copy Data Across
Defaults_T Entities For Grades
Defaults
• OWP_Remove
Compensation Defaults
• OWP_Add Salary Defaults
• OWP_Add Tax Defaults
• OWP_Add Earning
Defaults
• OWP_Add Benefit Defaults
Data_T
• OWP_Transfer_T
• OWP_Change Job
Details_T
Rules • Calculate Demand for All
Data
• Calculate Supply for All
Data
Accounts • OWP_Merit—Added • OWP_Cut-Off Date—New
HSP_NOLINK,Hsp_Conver member in Account
tNonCurrencyValue UDA dimension
• OWP_Skill Set, • OWP_Merit Increase—
OWP_Gender, OWP_Age New member in
Band, OWP_Highest Component dimension
Education Degree—Added • OWP_No Grade—New
Hsp_ConvertNonCurrency member in Component
Value UDA dimension
• OWP_Merit Adjustment %
Cum—Updated formula
• OWP_Basic Salary—
Updated member formula
• OWP_Average Skill
Assessment—Modified
member formula for
Account member
B-16
Appendix B
Table B-7 (Cont.) August 2021 Update - Workforce and Strategic Workforce Planning
New and Modified Artifacts

Data Maps Headcount and FTE Data for
Reporting—Headcount Data
for Reporting is renamed to
Headcount and FTE Data for
Reporting, and is updated to
include the OWP_FTE account.
(Renamed existing data map.)
Data Load Templates • EJ_SWPDemandDatabyJob
_Plan
• JO_SWPDemandDatabyJo
b_Plan

The following information describes modified artifacts relating to Workforce currency
conversion calculation for assumptions enhancements in the 20.11 update.
Beginning with the November 2020 release, as part of the Strategic Workforce Planning
currency conversion calculation for assumptions enhancements, the following changes have
been made.
With this update, added a new UDA Hsp_ConvertNonCurrencyValue to all earnings, benefits,
taxes, and basic salary in the accounts dimension and to No Property from property
dimension. With this currency conversion batch calculation copies assumptions (smart list
values of earning, benefits, taxes, and basic salary) to reporting currency in the Workforce.
This populates data across the components in the reporting cube after running the
Compensation Data for Reporting datamap.
Note:
Generate new currency conversion script using Currency Conversions under
Create and Manage to generate new updated script.
B-17
Appendix B
Table B-8 November 2020 Update - Workforce Modified Artifacts

Account • OWP_Earning1
• OWP_Earning2
• OWP_Earning3
• OWP_Earning4
• OWP_Earning5
• OWP_Earning6
• OWP_Earning7
• OWP_Earning8
• OWP_Earning9
• OWP_Earning10
• OWP_Benefit1
• OWP_Benefit2
• OWP_Benefit3
• OWP_Benefit4
• OWP_Benefit5
• OWP_Benefit6
• OWP_Benefit7
• OWP_Benefit8
• OWP_Benefit9
• OWP_Benefit10
• OWP_Tax1
• OWP_Tax2
• OWP_Tax3
• OWP_Tax4
• OWP_Tax5
• OWP_Tax6
• OWP_Tax7
• OWP_Tax8
• OWP_Tax9
• OWP_Tax10
• OWP_Basic Salary
Property No Property
October 2020 Update

The following information describes modified artifacts relating to transfer
enhancements in the 20.10 update.
Beginning with the October 2020 release, as part of the Strategic Workforce Planning
transfer enhancements, the following changes have been made:
• With this update, you can now transfer an employee across custom dimensions
and entities, in a one-step or two-step transfer. Previously, transfers were allowed
for changing jobs and entities only. While transferring an employee from one entity
to another entity, you can also select the same or different targets from the custom
source. The same applies to transferring headcounts in Job Only models.
• In the source's transfer year, most of the employee properties, including FTE and
Headcount, are cleared out starting in the transfer month. Applicable Union
B-18
Appendix B
Code, Employee Type, Pay Type, and Status will remain but the Status will show as
Transfer Out.
• If the employee transfer month is after the merit month in the year of transfer, merit rates
are copied from the source. For subsequent years in the target entity, merit rates are
calculated based on the target rates. When the employee is not active, the recommended
merit rate is not populated. If the employee transfer month is before the merit month,
merit rates are copied from the target.
• In the Job Only model, there is a restriction on the number of headcounts that can be
transferred or departed based on the headcounts available on the job. This eliminates the
need to run a calculate job compensation rule after departing headcounts from the job.
• Total FTE and Total Headcount are added to the New Hire request form, Employee
Properties form, and Manage Existing Employee forms. Alias names for FTE and
Headcount are modified to FTE Assumption and Headcount Assumption. FTE
Assumption and Headcount Assumption are used for input assumptions to drive
calculations. Total FTE and Total Headcount are used for reporting purposes.
• In the transfer year, earnings, benefits, and taxes paid in the source are considered while
applying the target threshold. Computed expense in the source is copied to the transfer
year's target as part of the transfer and change job process. After applying the entity
defaults to the employee in target, the copied computed expense amount is considered
while applying the threshold in the target in the transfer year for the earnings, benefits,
and taxes that are the same across source and target. As part of the transfer headcount
in Job Only model, computed expense in the source to target is based on the number of
headcounts being transferred. This applies to a single-step and two-step transfer and
change job actions on the employee in the Employee and Job model and Transfer
Headcount action in Job Only model.
Table B-9 October 2020 Update - Workforce Modified Artifacts
Artifact Type Modified Artifacts New Artifacts Obsolete

Artifacts
Calculation Manager • OWP_Transfer_T
Templates • OWP_Transfer
Out_T
• OWP_Change Job
Defaults
• OWP_Transfer
Headcount_T
• OWP_Synchronize
Definition_T
• OWP_Synchronize
Defaults_T
• OWP_Calculate
Employee
Compensation_Te
• OWP_Plan
Departure
• OWP_Change
Existing Details_T
B-19
Appendix B
Table B-9 (Cont.) October 2020 Update - Workforce Modified Artifacts

Artifacts
Calculation Manager • OWP_Transfer
Rules • OWP_Transfer Out
• OWP_Transfer In
• OWP_Change Job
• OWP_Transfer
Headcount
Forms • Manage Existing
Employees
• New Hire - Request
• Employee
Properties
Account • OWP_FTE
• OWP_Headcount
Alias name changed
from FTE to FTE
Assumption and
HeadCount to
HeadCount Assumption.
Member Formula Account Dimension
members:
• OWP_Earning1:OW
P_Earning10
• OWP_Benefit1:OWP
_Benefit10
• OWP_Tax1:OWP_Ta
x10
Property Dimension
members:
OWP_CYTD(Prior)
June 2020 Update

The following information describes new and modified artifacts relating to different
planning years for Plan and Forecast scenarios in the 20.06 update.
Beginning with the June 2020 release, Strategic Workforce Planning forms and rules
have been updated to allow different planning years for the Plan and Forecast
scenarios. Previously, the Planning and Forecast Preparation configuration task for
Workforce and Strategic Workforce set the &OEP_YearRange and
&OWP_SWPYearRange substitution variables, respectively, for both Plan and
Forecast scenarios based on the year range set for the Plan scenario per respective
module. References to these substitution variables are being discontinued.
With the June 2020 release, Oracle Strategic Workforce Planning Cloud has updated
all business rules and templates to use methods that read the start year and end year
from the Planning and Forecast Preparation configuration task separately for each
scenario. Forms are modified to display data based on the start and end periods for
the scenario using valid intersections. When the update is applied, if you haven't
modified these forms and business rules:
B-20
Appendix B
• Predefined business rules and templates are updated.

• Predefined forms are updated.
Because customized artifacts aren't updated during a new release, if you've customized
forms or business rules, note the following.
• If you’ve modified rules that rely on the &OEP_YearRange or &OWP_SWPYearRange
substitution variables, update the rules to use these functions (either in Business Rules or
Groovy rules):
– [[PlanningFunctions.getModuleStartYear("Workforce","ScenarioName")]]—
Returns start year of given scenario
– [[PlanningFunctions.getModuleEndYear("Workforce","ScenarioName")]]—
Returns end year of given scenario
– [[PlanningFunctions.getModuleStartYear("Strategic
Workforce","ScenarioName")]]—Returns start year of given scenario
– [[PlanningFunctions.getModuleEndYear("Strategic
Workforce","ScenarioName")]]—Returns end year of given scenario
Note:
Module name and Scenario name must be enclosed in double quotation marks.
• If you've not modified the OWP_Process Loaded Data_T template but you have modified
the OWP_Process Loaded Data rule, OWP_Incremental Process Data with Synchronize
Defaults_GT template, or the OWP_Incremental Process Data with Synchronize
Definition_GT template, which are dependent on OWP_Process Loaded Data_T, update
these artifacts as follows since Design Time Prompt (DTP) values are now included to
support different planning years for the Plan and Forecast scenarios:
– OWP_Process Loaded Data rule must be updated to set the newly required DTP
values at the rule level. To do so, open this rule in Calculation Manager, highlight the
"OWP_Process Loaded_T" template object from within the rule (do not open the
template itself), select the pencil icon to edit the DTP and update/enter the following
information, then save and redeploy the rule.
* Set DTP Year Range =
[[PlanningFunctions.getModuleStartYear("WORKFORCE",{Scenario})]]:
[[PlanningFunctions.getModuleEndYear("WORKFORCE",{Scenario})]]
* Set DTP MODULENAME = "Workforce" (including the double quotes)
– OWP_Incremental Process Data with Syncronize Defaults_GT and
OWP_Incremental Process Data with Synchronize Definition_GT templates should
be copied or downloaded locally. Restore these artifacts then re-apply your
modifications, save, and redeploy these templates.
• Update custom forms for Workforce to use ILvl0Descendants of "All Years" instead of
&OEP_YearRange.
B-21
Appendix B
Note:
Ensure the form properties to Suppress Invalid Data for Rows and
Suppress Invalid Data for Columns are selected.
Table B-10 June 2020 Update - Workforce Modified and New Artifacts

Artifacts
Calculation Updated rules, • OWP_Compensatio NA
Manager Rules templates, and forms n Data for
(Workforce) to allow different Reporting
planning years for the • OWP_Non
Plan and Forecast Compensation Data
scenarios: for Reporting
• OWP_Associate • OWP_Headcount
Employee Data for Reporting
• OWP_Change Job • OWP_Copy
• OWP_Transfer In Working to Prior
• OWP_Transfer FCST
Out Run OWP_Copy
• OWP_Transfer Working to Prior FCST
• OWP_Synchronize rule before the current
Defaults period is changed in
the Planning and
• OWP_Synchronize
Forecast Preparation
Definition
configuration task. This
• OWP_Process rule makes a backup of
Loaded Data the current forecast
• OWP_Transfer scenario for all periods,
Headcount copies data from
• OWP_Calculate "OEP_Working" version
Existing Employee to "OEP_Prior FCST"
Compensation version and from
• OWP_Calculate scenario Start Year to
New Hire End Year.
Compensation
Calculation • OWP_Calculate OWP_Copy Working to
Manager Rules Supply Prior FCST for Strategic
(Strategic • OWP_Calculate Workforce Data
Workforce Demand Run this rule every
Planning) • OWP_Process time the forecast start
Loaded Strategic period is changed. This
Workforce Data rule makes a backup of
the current forecast
scenario for all periods,
copies data from
"OEP_Working" version
to "OEP_Prior FCST"
version and from
scenario Start Year to
End Year.
B-22
Appendix B
Table B-10 (Cont.) June 2020 Update - Workforce Modified and New Artifacts

Artifacts
Calculation Updated all templates OWP_Set Valid Years • OWP_Synch
Manager Templates to use methods that for Scenario_T ronize
(Workforce) read the Start Year OWP_Synchronize Defaults
and End Year: Defaults_T • OWP_Synch
• OWP_Add ronize
OWP_Synchronize
Requisition_GT Definition
Definition_T
• OWP_Change • OWP_Assign
OWP_AGG_T
Requisition_GT Compensati
OWP_Assign Defaults_T on_T
• OWP_Change
Existing OWP_Assign Defaults
Details_GT AGG_T
• OWP_Enable OWP_Copy Working to
Job_GT Prior FCST_T
• OWP_Change Note: Run OWP_Copy
Salary_GT Working to Prior
• OWP_Add FCST_T rule before the
Requisition_T current period is
• OWP_Change changed. This rule
Existing Details_T makes a backup of
• OWP_Associate current forecast
Employee_T scenario for all periods.
• OWP_Transfer
• OWP_Plan
Departure_T
• OWP_Process
Loaded Data_T
• OWP_Transfer
Headcount_T
• OWP_Calculate
Employee
Compensation_Te
• OWP_Incremental
Process Data with
Synchronize
Defaults_GT
• OWP_Incremental
Process Data with
Synchronize
Definition_GT
• OWP_Incremental
Synchronize
Defaults_GT
• OWP_Incremental
Synchronize
Definition_GT
Calculation • OWP_Calculate
Manager Templates Supply
(Strategic • OWP_Calculate
Workforce Demand
Planning)
B-23
Appendix B

Artifacts
Forms (Workforce) Workforce Analysis NA NA
• Compensation
Analysis
• Detailed
Compensation
Analysis
• Employee
Assignments
• FTE Requirement
by Project
• Merit Increase
Analysis
• Project Staffing
Request - FTE
• Regular FTE Vs
Contractor
• Review Employee
Utilization
• Review FTE
Requirement
across Projects
• Review
Headcount and
FTE
• Total Headcount
and FTE
B-24
Appendix B

Artifacts
Forms (Strategic Workforce NA NA
Workforce Dashboard Strategic
Planning) • Summary Age by
Job
• Average Skills
• Behavorial Skills
• Current Skills by
Entity
• Managerial Skills
• Skills by Entity
• Technical Skills
Workforce Plan
Sheets Strategic
• Review Employee
Information
• Review Job
Information
• Employee Skill
Details
• Skill Assessment
by Employee
• Skills by
Employees
• Attrition Data by
Age Band
• Demand Driver
Data without Scale
• Demand Driver
Data
• Retirement Age
B-25
Appendix B

Artifacts
Forms (Workforce) Workforce NA NA
Dashboard
Compensation
• Budget by
Compensation
Category
• FTE Trend
• Headcount Trend
• New Employee
Expenses Trend
• New Hire Trend
• Total Employee
Compensation
• Total Existing
Expenses Trend
• Total Non
Compensation
Expenses by Job
• Total Non
Compensation
Expenses
B-26
Appendix B

Artifacts
Forms (Workforce) Workforce - Plan NA NA
Sheets -
Compensation
• Employee
Additional
Earnings
• Employee Benefits
• Employee
Properties
• Employee Salary
• Employee Taxes
• Headcount Trends
• Identify Invalid
Data_JO
Data
• Job Properties
• Manage Existing
Employees
• Manage Existing
Jobs
• New Hire Request
Synchronize
Defaults_JO
Synchronize
Defaults
Synchronize
Definition_JO
Synchronize
Definition
• Reconcile
Employee
Transfer
• Review Existing
Employees by Job
• Review Pending
Transfer
• Synchronize
Defaults
• Synchronize
Definition
B-27
Appendix B

Artifacts
Dashboard
Demographics
• Workforce
Expenses by
AgeBand
• Workforce
Expenses by
Gender
• Worforce
Expenses by
Higher Education
Level
• Workforce
Expenses by Skill
Set
Forms (Workforce) Workforce Plan NA NA
Sheets
Administration
• Set Workforce
Assumptions_JO
• Set Workforce
Assumptions
• Standard Rate
Assumptions
Assumptions
• Merit Rates
• Rate Table
• Rate Table -
Simple
• Rate Table -
Threshold
• Salary Grades
Dimensions Account NA NA
Member Formula OWP_Basic Salary NA NA
Valid Intersections • OWP_Scenario OWP_SWP_Scenario NA
Years Years
• OWP_Scenario OWP_SWP_Scenario
Years_Reporting Years_Reporting
Note: Added Account Note: These new valid
dimension to valid intersections include
intersections when the Account dimension
both Workforce and when Workforce is also
Strategic Workforce enabled.
are enabled.
B-28
Appendix B
February 2020 Update

The following information describes new and modified artifacts relating to support for the new
Start Date property in the 20.02 update.
B-29
Appendix B
Table B-11 February 2020 Update - Workforce Modified and New Artifacts
Artifact Type Modified Artifacts New Artifacts Obsolete Artifacts

Calculation All Calculation 1X Populate New NA
Manager and Manager and Groovy Properties
Groovy Templates templates and rules Note to updating
and Rules in the Workforce customers:
OEP_WFP cube have Immediately after
been updated to updating the
accommodate Start February 2020
Date. content, you must
In Strategic run the new rule 1X
Workforce Planning, Populate New
Calculate Demand Properties to
and Calculate convert existing
Supply have not Start Month data to
been modified. the Start Date
account. Run this
Tip: You can modify
rule only once for
any obsolete rules
each Scenario and
that you are still
Version combination
using to take
with data,
advantage of Start
immediately after
Date.
updating content.
Specify only
Scenario and Version
combinations whose
data you want to
recalculate. For
example, you may
not want to
recalculate historical
data.
NOTE: If you don’t
run this rule
immediately after
updating, the
consequence of
running any rules is
the possibility of
losing some data. If
you inadvertently
run rules before
running 1X
Populate New
Properties, run 1X -
Populate New
Properties and then
rerun the rules that
you previously ran.
For optimum
performance, before
running 1x
Populate New
Properties, change
the FIX Parallel
dimension to use the
dimension that is
B-30
Appendix B
Table B-11 (Cont.) February 2020 Update - Workforce Modified and New
Artifacts

appropriate to
parallelize the
process by moving
the dimension from
FIX statement to FIX
Parallel and move
the entity member
selection to FIX
statement in the
place of the
dimension that's
moved to FIX
Parallel statement.
This change needs to
be made in
OWP_Populate New
Properties_T
template in
Calculation
Manager. Save the
changes and then
deploy the
OWP_Populate New
Properties rule.
Account Members NA • OWP_Start Date NA
• TP-EndDate
• TP-Days
Member Formulas All member NA NA
formulas that
calculate salaries
have been updated:
• Accounts:
– Basic Salary
– Earning 1
through
Earning 10
– Benefit 1
through
Benefit 10
– Tax 1
through Tax
10
• CYTD (Prior)
B-31
Appendix B
Table B-11 (Cont.) February 2020 Update - Workforce Modified and New
Artifacts

Forms Updated to include a NA NA
Start Date column:
• Employee
Properties
• Manage Existing
Employees
• New Hire -
Request
• Process Data
and Synchronize
Defaults
• Process Data
and Synchronize
Definition
• Job Properties
• Manage Existing
Jobs
• Process Data
and Synchronize
Defaults_JO
• Process Data
and Synchronize
Definition_JO
Data Load Updated to replace NA NA
Templates Start Month column
with Start Date:
• EJ_EmployeePro
pertiesDataLoad
_Plan
• EO_EmployeePr
opertiesDataLoa
d_Plan
• JO_JobProperties
DataLoad_Plan
June 2019 Update

The following information describes modified artifacts resulting from a fixed defect in
the 19.06 update.
Table B-12 June 2019 Update - Workforce Modified Artifacts

Templates OWP_Assign NA NA
Compensation
Defaults
B-32
Appendix B
Table B-12 (Cont.) June 2019 Update - Workforce Modified Artifacts

Groovy Templates • OWP_Add NA NA
Requisition_GT
• OWP_Change
Requisition_GT
• OWP_Change
Existing
Details_GT
May 2019 Update

The following information describes new and modified artifacts related to the enhancements
in the May 2019 update.
Table B-13 May 2019 Update - Workforce Enhancements

Calculation Manager • Synchronize Copy Compensation • Change Employee
Rules Defaults Details from Status
• Synchronize BegBalance to Periods • Add Job
Definition Note to updating
• Process Loaded customers: Run the
Data rule 1 X Copy
• Change Job Compensation Details
• Transfer In from BegBalance to
Periods one time
• Transfer Out
immediately after
• Transfer
updating the May 2019
• Associate content to copy
Employee compensation details
• Calculate Existing from BegBalance to all
Employee periods.
Compensation
• Calculate New
Hire
Compensation
B-33
Appendix B
Table B-13 (Cont.) May 2019 Update - Workforce Enhancements

Calculation Manager • Synchronize • Enable Job_T • Change
Templates Defaults • Change Existing Requisition_T
• Synchronize Details_T • Add Job_T
Definition • Change Employee
• Process Loaded Status_T
Data_T • Assign
• Change Job Compensation
• Assign Defaults
Compensation_T
• Assign Target
Defaults
• Calculate
Employee
Compensation_Te
• Transfer Out_T
• Associate
Employee
Groovy Rules • Incremental NA NA
Synchronize
Defaults
• Incremental
Synchronize
Definition
• Incremental
Process Data and
Synchronize
Definition
• Incremental
Process Data and
Synchronize
Defaults
Groovy Templates • Add • Enable Job_GT NA
Requisition_GT • Change Salary_GT
• Change • Change Existing
Requisition_GT Details_GT
• Incremental
Synchronize
Defaults_GT
• Incremental
Synchronize
Definition_GT
• Incremental
Process Data and
Synchronize
Definition_GT
• Incremental
Process Data and
Synchronize
Defaults_GT
B-34
Appendix B
Table B-13 (Cont.) May 2019 Update - Workforce Enhancements

Forms • Employee NA NA
Properties
• Job Properties
Data
Synchronize
Definition
Menus Existing Actions • Employee Actions NA
• Job Actions
Member Formulas OWP_Basic Salary NA NA
Smart Lists NA Employee Options NA
February 2019 Update

The following information describes new and modified artifacts related to the incremental data
load functionality in the February 2019 update.
Table B-14 February 2019 Update - Enhancements Related to Incremental Data Load

Calculation Manager NA NA NA
Rules
Calculation Manager • OWP_Process NA NA
Templates Loaded Data_T
• OWP_Synchronize
Definition
• OWP_Synchronize
Defaults
• OWP_Fix
Parallel_T
Groovy Rules NA • OWP_Incremental NA
Process Data with
Synchronize
Defaults
• OWP_Incremental
Process Data with
Synchronize
Definition
• OWP_Incremental
Synchronize
Defaults
• OWP_Incremental
Synchronize
Definition
B-35
Appendix B
Table B-14 (Cont.) February 2019 Update - Enhancements Related to Incremental

Data Load

Groovy Templates NA • OWP_Incremental NA
Process Data with
Synchronize
Defaults_GT
• OWP_Incremental
Process Data with
Synchronize
Definition_GT
• OWP_Incremental
Synchronize
Defaults_GT
• OWP_Incremental
Synchronize
Definition_GT
Forms NA • Process Data and NA
Synchronize
Defaults
Synchronize
Definition
• Synchronize
Defaults
• Synchronize
Definition
Vertical Tab NA Mass Update NA
Horizontal Tabs NA • Process Data and NA
Synchronize
Defaults
• Process Updated
Data
• Synchronize
Defaults
• Synchronize
Definitions
Data Import • EJ_EmployeePrope NA NA
Templates rtiesDataLoad_Pla
n
• EO_EmployeeProp
ertiesDataLoad_Pl
an

The following information describes new and modified artifacts related to the
performance enhancements in the Add Hiring Requisition rule in the November 2018
update.
B-36
Appendix B
Table B-15 November 2018 Update - Enhancements Related to Add Hiring Requisition
Rule Performance

Calculation Manager Add Requisition_GT NA NA
Rules
Calculation Manager • OWP_Add NA NA
Templates Requisition_T
• OWP_Assign
Compensation_T
September 2018 Update

The following information describes new and modified artifacts related to the performance
enhancements in the September 2018 update.
Table B-16 September 2018 Update - Enhancements Related to Performance

Improvements

Calculation Manager • OWP_Process NA NA
Rules Loaded Data
• OWP_Synchronize
Defaults
• OWP_Synchronize
Definition
• OWP_Plan
Departure
Calculation Manager • OWP_Process OWP_Fix Parallel_T NA
Templates Loaded Data_T
• OWP_Synchronize
Definition
• OWP_Synchronize
Defaults
• OWP_Add
Requisition_T
• OWP_Assign
Compensation_T
• OWP_Plan
Departure_T
Members OWP_Utilization NA NA
July 2018 Update

The following information describes new and modified artifacts in the July 2018 update.
B-37
Appendix B
Table B-17 July 2018 - Enhancements Related to Add Requisition

Calculation NA • OWP_Add • OWP_Add TBH
Manager Rules Requisition_GT • OWP_ChangeHir
• OWP_Change ingRequisitionSt
Requisition_GT atus
Calculation NA • OWP_Add • OWP_Add
Manager Templates Requisition_T TBH_T
• OWP_Assign • OWP_ChangeHir
Compensation_T ingRequisitionSt
• OWP_Change atus_T
Requisition_T
Smart Lists OWP_Status • OWP_Salary NA
Options
• OWP_Requisitio
n Options
Menus • New Hire NA NA
Actions Menu
Item-Add Hiring
Requisition
• Change
Requisition
Status
July 2018 Update - Enhancements Related to Benefits and Tax Wizard

Calculations

Calculation • OWP_Synchroni • OWP_Copy Rates NA
Manager Rules ze Defaults Across Entities
• OWP_Synchroni • OWP_Copy Rates
ze Definition to Months
• OWP_ Process • OWP_Copy Rates
Loaded Data from
• OWP_Transfer Periodicities
• OWP_Transfer • OWP_Copy Rates
In Across Years
• OWP_Change
Job
• OWP_Associate
Employee
B-38
Appendix B

Calculation • OWP_Synchroni • OWP_Copy Rates NA
Manager Templates ze Defaults Across Entities
• OWP_Synchroni • OWP_Copy Rates
ze Definition to Months
• OWP_ Assign • OWP_Copy Rates
Compensation from
Defaults Periodicities
• OWP_ Assign • OWP_Copy Rates
Target Defaults Across Years
• OWP_Check
Rates
Availability at
Months_T
Members • All ten base In the Property NA
accounts under dimension:
each parent: • OWP_Custom
OWP_Total Expense
Earnings, • OWP_One Time
OWP_Total Pay
Benefits, and
OWP_Total
Taxes
• Provided
children of
OWP_Tiers and
OWP_Options in
the OEP_WFSC
cube are now set
to a Time
Balance
Property of
Balance. The
Time Balance
property of
custom
members added
under parent
members
OWP_Options
and OWP_tiers
should also be
changed to
Balance.
Smart Lists OWP_Payment • OWP_Componen NA
Frequency t Type
• OWP_One Time
Pay
Forms • Rate Table NA NA
• Rate Table -
Simple
• Rate Table -
Threshold
Menus NA OWP_Copy Rates NA
B-39
Appendix B
Updating Artifacts for all Planning Modules

Data Load • EJ_Earnings,Ben NA NA
Templates efits and Taxes-
Properties
• EO_Earnings,Be
nefits and Taxes-
Properties
• JO_Earnings,Ben
efits and Taxes-
Properties
• EJ_Earnings,Ben
efits and Taxes -
Rates
• EO_Earnings,Be
nefits and Taxes
-Rates
• JO_Earnings,Ben
efits and Taxes -
Rates

September 2023
Beginning with 23.09, you can now manage alias tables for Planning Modules. See
Managing Alias Tables for details on this enhancement.
If you are importing a snapshot to 23.09 (or later) from a release earlier than 23.08,
alias tables are created but they might be empty. To resolve this issue, use the
Manage Seeded Alias Tables option to add aliases for the languages you want.
As part of this enhancement, aliases for some members for certain languages have
been added. If a module is updated in the future, these aliases will be loaded. If you
have any custom members with the same alias, this can cause a cube refresh error.
Review the list of new aliases and make any changes as needed to your custom
members.
B-40
Appendix B
New Aliases in 23.09
Table B-18 Financials, Workforce, Capital, and Projects with the Essbase Version that
Does not Support Hybrid Cubes
Dimension Members
Account • OFS_Other Cash (3 shared members)
• OPF_% Complete
• OPF_Accrued Revenue
• OPF_Capitalizable (3 shared members)
• OPF_Cost Plus Revenue Assumptions
• OPF_Custom Direct Input Assumptions
• OPF_Equipment Description
• OPF_Financial Performance Measures
• OPF_KPIs
• OPF_Obligation Details
• OPF_Performance Metrics
• OPF_Project Detail Information
• OPF_Project Read Only Properties
• OPF_Required Equipment Assumptions
• OPF_Revenue Recognition %
• OPF_Total Expenses - Store
• OPF_When Period
• OPF_When Year
• OWP_Cut-off Date
• OWP_CYTD Gross Earnings
• OWP_CYTD Taxable Compensation
• OWP_FTE Variance
• OWP_FYTD Gross Earnings
• OWP_FYTD Taxable Compensation
• OWP_IsEmpty
• OWP_Rec. Merit % (2 shared members)
• OWP_Start Date (2 shared members)
• OWP_Workforce Planning Accounts for
Forms
• OWP_Workforce Planning Accounts for VC
Jobs OWP_All Jobs
Period Project Financial Mapping
Version OEP_Target
Resource Class OPF_Load
Age Band • No Age Band
• OWP_Total Age Band
Gender • No Gender
• OWP_Total Gender
Highest Education Degree • No Highest Education Degree
• OWP_Total Highest Education Degree
Skill Set • No Skill Set
• OWP_Total Skill Set
B-41
Appendix B
Table B-18 (Cont.) Financials, Workforce, Capital, and Projects with the Essbase
Version that Does not Support Hybrid Cubes
Dimension Members
Union Code • No Union Code
• OWP_All Union Code
• OWP_Total Union Code
B-42
Appendix B
Table B-19 Financials, Workforce, Capital, and Projects with the Essbase Version that
Supports Hybrid Cubes
Dimension Members
Account • OCX_Impairment Value Assumptions
• OFS_Other Cash (3 shared members)
• OPF_% Complete
• OPF_Accrued Revenue
• OPF_Capital Integration Properties
• OPF_Capitalizable (3 shared members)
• OPF_Cost Plus Revenue Assumptions
• OPF_Custom Direct Input Assumptions
• OPF_Equipment Description
• OPF_Financial Performance Measures
• OPF_Indirect Integration Properties
• OPF_Integration Properties
• OPF_Integration Status Description (2
shared members )
• OPF_KPIs
• OPF_Obligation Details
• OPF_Performance Metrics
• OPF_Project Detail Information
• OPF_Project Integration Status (2 shared
members )
• OPF_Project Read Only Properties
• OPF_Project Template - Capital (3 shared
members )
• OPF_Project Template - Indirect (3 shared
members )
• OPF_Recognized Revenue
• OPF_Reporting Properties
• OPF_Revenue Recognition %
• OPF_Standard Integration Properties
• OPF_Total Expenses - Store
• OPF_When Period
• OPF_When Year
• OWP_IsEmpty
• OWP_Rec. Merit % (2 shared members)
• OWP_Start Date ( 2 shared members )
Forms
• OPF_Project Description
Component • OWP_Merit Increase
• OWP_No Grade
Employee OWP_New Employees
B-43
Appendix B
Table B-19 (Cont.) Financials, Workforce, Capital, and Projects with the Essbase
Version that Supports Hybrid Cubes
Dimension Members
Entity OEP_Home Entity
Period Project Financial Mapping
Version OEP_Target
Resource Class • OPF_Adjustment (+/-)
• OPF_Load
Age Band • No Age Band
• OWP_Total Age Band
Gender • No Gender
• OWP_Total Gender
Highest Education Degree • No Highest Education Degree
• OWP_Total Highest Education Degree
Skill Set • No Skill Set
• OWP_Total Skill Set
Union Code • No Union Code
• OWP_All Union Code
• OWP_Total Union Code
Table B-20 Strategic Workforce Planning with the Essbase Version that Does
not Support Hybrid Cubes
Dimension Members
Account • OWP_Average Compensation Rates
• OWP_IsEmpty
• OWP_Rec. Merit % (3 Shared
members)
• OWP_Strategic Headcount Planning
Accounts for Forms
• OWP_Workforce Planning Accounts
for Forms
• OWP_Workforce Planning Accounts
for VC
Age Band No Age Band
Component • OWP_Attrition Drivers
• OWP_Merit Increase
• OWP_No Grade
Period • BegBalance
• No Period
• OEP_Yearly Plan
B-44
Appendix B
Table B-20 (Cont.) Strategic Workforce Planning with the Essbase Version that
Dimension Members
Version OEP_Target
Table B-21 Strategic Workforce Planning with the Essbase Version that Supports
Hybrid Cubes
Dimension Members
Account • OWP_Average Compensation Rates
• OWP_IsEmpty
• OWP_Rec. Merit % (3 Shared members)
• OWP_Strategic Headcount Planning
Accounts for Forms
Forms
Age Band No Age Band
Component • OWP_Attrition Drivers
• OWP_Merit Increase
• OWP_No Grade
Period • BegBalance
• No Period
• OEP_Yearly Plan
Version OEP_Target
Table B-22 Sales Planning Quota Planning Module with the Essbase Version that
Dimension Members
Measure OQP_Unit of Measures
Period • No Period
• OEP_Qrtly Plan
• OEP_Weekly Plan
Product No Product
Scenario OEP_Rolling Forecast
B-45
Appendix B
Reviewing Modified Artifacts
Table B-22 (Cont.) Sales Planning Quota Planning Module with the Essbase Version
that Does not Support Hybrid Cubes
Dimension Members
Territory OEP_Unspecified Territory
Version OEP_Working Bottom Up
Years No Year
Plan Element • OGS_Total Plan
• OGS_Total Line Items
• OGS_Base Forecast
• OGS_Adjustment (+/-)
• Line 2
• Line 3
• Line 4
View • Periodic
• YTD
Table B-23 Sales Planning Quota Planning Module with the Essbase Version
that Supports Hybrid Cubes
Dimension Members
Measure OQP_Unit of Measures
Period • No Period
• OEP_W1 to OEP_W52
• OEP_Weekly Plan
Product No Product
Scenario OEP_Scenarios
Territory OEP_Unspecified Territory
Years No Year
Reviewing Modified Artifacts

You can check which original application artifacts, such as forms and menus, have
been modified.
To review the artifacts in your application:
1. Click Application , then Configure , and then select Financials,

Workforce, Projects, or Capital.
2. From the Actions menu, select Review Modified Artifacts.
3. Click Filter to select an artifact type, and then click Apply.

The artifacts that have been modified are listed.
B-46
Appendix B
Reversing Customizations
Reversing Customizations
To undo customizations to predefined artifacts:
1. From the Home page, click Application , then Configure, and then select a module.
2. From the Actions menu, select Review Modified Artifacts. Click Filter to select
different artifact types.
3. Select the artifacts, and then click Restore.
Table B-24 Video

Learn about restoring artifacts to their predefined
state. Restoring Artifacts in Oracle Enterprise
Planning Cloud
B-47
C
Strategic Workforce Planning Best Practices
Use these best practices for Strategic Workforce Planning.
This table provides links to the best practices mentioned in this guide.
Table C-1 Strategic Workforce Planning Best Practices
Best Practice For See this Section

Creating and running an EPM Center of Creating and Running an EPM Center of
Excellence Excellence
Performance considerations for rules Performance Considerations for Strategic
Workforce Planning Rules
Best practices for rules Strategic Workforce Planning Rules
In addition, review the best practices for Planning in Planning Best Practices in Administering
Planning.
C-1
D
Frequently Asked Questions (FAQ) about
EPM Cloud
This FAQ provides links to resources for frequently asked questions about administrative
tasks in Oracle Enterprise Performance Management Cloud.
Frequently Asked Questions
• How do I use the Provide Feedback feature to assist technical support when
troubleshooting EPM Cloud services?
• Where can I find general troubleshooting tips for EPM Cloud business processes?
• How can I obtain the SOC1 and SOC2 reports for EPM Cloud services?
• How do I restart EPM Cloud services?
• How do I reset users' passwords?
• How do I perform a Production-to-Test Data Migration in EPM Cloud?
• How do I postpone the automatic monthly update of my environment?
• How do I set up authentication with OAuth 2 for OCI (Gen 2) environments?
• How do I create or remove groups, and how do I add or remove users from them using
REST APIs or EPM Automate?
• How long does Oracle retain production and test backups, and how do I copy a backup
snapshot to my environment?
How do I use the Provide Feedback feature to assist technical support when
troubleshooting EPM Cloud services?
Click your user name (displayed at the right top corner of the screen), and then select
Provide Feedback.
Tip:
If you are a Service Administrator, including a maintenance snapshot can help
technical support troubleshoot your service. In the Provide Feedback utility, expand
Confirm Application Snapshot submission, and then enable the Submit
application snapshot option.
See Submitting Feedback Using the Provide Feedback Utility in Getting Started with Oracle
Enterprise Performance Management Cloud for Administrators.
Where can I find general troubleshooting tips for EPM Cloud business processes?
Find troubleshooting tips and information on common customer-reported issues with
procedures to correct them in the Oracle Enterprise Performance Management Cloud
Operations Guide.
D-1
Appendix D
How can I obtain the SOC1 and SOC2 reports for EPM Cloud services?
You can access these reports in My Services by clicking the Actions menu on your
application and selecting the Documents tab. See Accessing Compliance Reports in
Getting Started with Oracle Enterprise Performance Management Cloud for
Administrators.
How do I restart EPM Cloud services?

• Use the resetService command in EPM Automate to restart your EPM Cloud
service. See resetService in Working with EPM Automate for Oracle Enterprise
• Use the Restart the Service Instance REST API to restart your EPM Cloud
service. See Restart the Service Instance (v2) in REST API for Enterprise
How do I reset users' passwords?

For OCI (Gen 2) environments, use Oracle Identity Cloud Service to reset the
password for a user account. See Resetting Passwords in Managing and Monitoring
Oracle Cloud.
For Classic environments, use My Services to reset the password for a user account.
See Resetting User Passwords in Managing and Monitoring Oracle Cloud.
How do I perform a Production-to-Test Data Migration in EPM Cloud?

You migrate data from production to test using the Clone feature. See Cloning EPM
Cloud Environments in Administering Migration for Oracle Enterprise Performance
Management Cloud.
Alternatively, you can use the cloneEnvironment command in EPM Automate. You can
also use the Clone an Environment REST API.
How do I postpone the automatic monthly update of my environment?

Setting a skip update is a self-service operation that is performed using the
skipUpdate EPM Automate command. See Requesting to Skip Automatic Updates for
Environments in Oracle Enterprise Performance Management Cloud Operations
Guide.
You can also use the skipUpdate REST API to postpone the monthly update. See
Skip Updates (v2) in REST API for Enterprise Performance Management Cloud.
How do I set up authentication with OAuth 2 for OCI (Gen 2) environments?

For EPM Automate, you can use the OAuth 2.0 authentication protocol to access OCI
(GEN 2) Oracle Enterprise Performance Management Cloud environments to execute
commands, especially for automating the running of commands. See Using OAuth 2.0
Authorization Protocol with OCI in Working with EPM Automate for Oracle Enterprise
For REST APIs, in EPM Cloud environments on Oracle Cloud Infrastructure (OCI) Gen
2 architecture, you can use an OAuth 2 access token to issue REST APIs on EPM
Cloud to satisfy the requirement of avoiding the use of passwords in your environment.
See Authentication with OAuth 2 - Only for OCI in REST API for Enterprise
D-2
Appendix D
How do I create or remove groups, and how do I add or remove users from them using
REST APIs or EPM Automate?
• To add groups, see createGroups in Working with EPM Automate for Oracle Enterprise
Performance Management Cloud or Add Groups in REST API for Enterprise
• To remove groups, see deleteGroups in Working with EPM Automate for Oracle
Enterprise Performance Management Cloud or Remove Groups in REST API for
• To add users to a group, see addUsersToGroup in Working with EPM Automate for
Oracle Enterprise Performance Management Cloud or Add Users to a Group in REST
API for Enterprise Performance Management Cloud.
• To remove users from a group, see removeUsersFromGroup in Working with EPM
Automate for Oracle Enterprise Performance Management Cloud or Remove Users from
a Group in REST API for Enterprise Performance Management Cloud.
How long does Oracle retain production and test backups, and how do I copy a backup
snapshot to my environment?
For OCI (Gen 2) environments, Oracle retains production environment snapshots for 60 days
while test environment snapshots are retained for 30 days. Use the listBackups and
restoreBackup EPM Automate commands to check for and copy available backup snapshots
to your environment. You can also use the List Backups and Restore Backup REST APIs.
For Classic environments, Oracle archives the daily snapshots for the last three days (for
production and test environments), and the weekly backup snapshots from the last 60 days
(for production environments only). You can request Oracle to copy your test backups for the
last three days and your production backups for the last 60 days.
See Archival, Retention and Retrieval of Daily Snapshots in Getting Started with Oracle
Enterprise Performance Management Cloud for Administrators.
How do I back up and restore EPM Cloud environments?

You can use the maintenance snapshot (Artifact Snapshot) to recover artifacts and data
from the previous day. You can also, if needed, use Artifact Snapshot to restore the
environment to the state it was in during the last operational maintenance. See:
• Backing Up and Restoring an Environment Using the Maintenance Snapshot in Getting
Started with Oracle Enterprise Performance Management Cloud for Administrators
• restoreBackup and importSnapshot commands in Working with EPM Automate for Oracle
What disaster recovery options are available for EPM Cloud?

EPM Cloud provides self-service options to restore your environments to a working state,
thereby achieving near immediate Recovery Time Objective. See:
• Disaster Recovery Support in Getting Started with Oracle Enterprise Performance
Management Cloud for Administrators
• Replicating an EPM Cloud Environment in Working with EPM Automate for Oracle
Enterprise Performance Management Cloud
D-3
Appendix D
How do I request automated regression testing?

Oracle helps you build EPM Automate-based scripts to facilitate an automated
regression testing process. See Requesting Automated Regression Testing in Oracle
Enterprise Performance Management Cloud Operations Guide
D-4

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Oracle® Fusion Cloud EPM

Administering and Working with Strategic

Copyright © 2020, 2024, Oracle and/or its affiliates.

Primary Author: EPM Information Development Team

1 Creating and Running an EPM Center of Excellence

2 Welcome to Strategic Workforce Planning

Part I Administering Strategic Workforce Planning

3 Setting Up Your Application

4 Familiarizing Yourself with Strategic Workforce Planning

5 Configuring Strategic Workforce Planning

7 Updating Strategic Workforce Planning and Workforce

Part II Working with Strategic Workforce Planning

9 Using Average Compensation Rates

10 Skills Assessment Planning

13 Analyzing the Gap Between Demand and Supply

14 Reporting in Strategic Workforce Planning

Part III Working with Workforce

16 Managing Compensation Expenses

19 Analyzing Workforce Expenses

B Updating Workforce and Strategic Workforce Planning Artifacts

C Strategic Workforce Planning Best Practices

D Frequently Asked Questions (FAQ) about EPM Cloud

How Do I Get Started?

About Strategic Workforce Planning

These components help you to meet your workforce planning needs:

Learning More About Strategic Workforce Planning

• Click Academy on the Home page.

Maintaining Your Application

Managing Alias Tables

7. Configure Workforce. See Configuring Workforce.

Application , and then Settings . In System Settings, change

• Designing with Financial Reporting Web Studio for Oracle Enterprise

• Main Currency—For a multicurrency application, this is the default reporting

Enabling Essbase Hybrid Block Storage Option (BSO) Cubes

For more information:

Navigating in Strategic Workforce Planning

Oracle logo (or your custom logo) .

Enabling Strategic Workforce Planning

Your Goal Watch This Video

Table 5-1 Strategic Workforce Planning Enable Features

Table 5-1 (Cont.) Strategic Workforce Planning Enable Features

Identifying the Level of Workforce Detail to Capture

Table 5-2 Overview of Granularity Level

Table 5-2 (Cont.) Overview of Granularity Level

Enabling Headcount Planning

– Expected Productivity Gains Factor—Enables planners to account for the impact

Configuring Strategic Workforce Planning

Your Goal Watch This Video

Table 5-3 Strategic Workforce Planning Configuration Tasks

Table 5-3 (Cont.) Strategic Workforce Planning Configuration Tasks

Table 5-3 (Cont.) Strategic Workforce Planning Configuration Tasks

Strategic Workforce Planning Planning and Forecast Preparation

Adding and Managing Accounts and Drivers

Setting Global Assumptions: Exchange Rates

Strategic Workforce Planning Post Configuration Tasks

Setting User Variables

Strategic Workforce Planning Rules

Enabling Workforce Features

After you enable a feature, you can't later disable it.