PeopleSoft HCM 9.2: ePerformance

PeopleSoft HCM 9.2: ePerformance
PeopleSoft HCM 9.2: ePerformance
March 2013
PeopleSoft HCM 9.2: ePerformance
CDSKU hcm92pbr0
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Contents
Preface........................................................................................................................................................xiii
Understanding the PeopleSoft Online Help and PeopleBooks........................................................... xiii
PeopleSoft Hosted Documentation............................................................................................... xiii
Locally Installed Help...................................................................................................................xiii
Downloadable PeopleBook PDF Files......................................................................................... xiii
Common Help Documentation..................................................................................................... xiii
Field and Control Definitions....................................................................................................... xiv
Typographical Conventions...........................................................................................................xiv
ISO Country and Currency Codes................................................................................................. xv
Region and Industry Identifiers......................................................................................................xv
Access to Oracle Support..............................................................................................................xvi
Documentation Accessibility.........................................................................................................xvi
Using and Managing the PeopleSoft Online Help.............................................................................. xvi
PeopleSoft HCM Related Links.......................................................................................................... xvi
Contact Us...........................................................................................................................................xvii
Follow Us............................................................................................................................................xvii
Chapter 1: Getting Started with ePerformance..................................................................................... 19
ePerformance Overview........................................................................................................................19
ePerformance Business Processes.........................................................................................................21
ePerformance Integrations.................................................................................................................... 23
ePerformance Implementation.............................................................................................................. 24
Chapter 2: Setting Up ePerformance...................................................................................................... 25
Defining System Settings......................................................................................................................25
Page Used to Define System Settings........................................................................................... 25
Understanding System Settings......................................................................................................25
ePerformance Page......................................................................................................................... 25
Working with Manage Profiles.............................................................................................................29
Using Rating Models......................................................................................................................29
Using the Content Catalog............................................................................................................. 29
Using Profile Types........................................................................................................................31
Working with Approvals and Reviews.................................................................................................32
Working with Delegations.................................................................................................................... 33
Modifying Self-Service Pages and Email Notifications.......................................................................34
Prerequisites for Email Notifications............................................................................................. 34
ePerformance Text Catalog Settings.............................................................................................. 35
Text Catalog Keys for Documents.................................................................................................35
Text Substitution for Documents................................................................................................... 36
Delivered Email Text Entries for Documents................................................................................37
Text Catalog Keys for Business Objectives...................................................................................39
Text Substitution for Business Objectives..................................................................................... 40
Delivered Email Text Entries for Business Objectives..................................................................40
Chapter 3: Setting Up Document Templates.......................................................................................... 43
Understanding Document Templates.................................................................................................... 43
Understanding ePerformance and Career and Succession Planning Integration.................................. 45
Defining Document Types.................................................................................................................... 46
Page Used to Set Up Document Types..........................................................................................47
Understanding Document Types.................................................................................................... 47
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Contents
Prerequisite for Setting Up Document Types................................................................................ 47
Document Types Page.................................................................................................................... 47
Defining Roles...................................................................................................................................... 51
Page Used to Define Roles............................................................................................................ 51
Understanding Roles.......................................................................................................................51
Participant Roles Page....................................................................................................................51
Defining Performance Calendars..........................................................................................................52
Understanding Performance Calendars.......................................................................................... 52
Page Used to Define Performance Calendars................................................................................ 52
Performance Calendar Page........................................................................................................... 52
Defining Sections.................................................................................................................................. 54
Pages Used to Create Section Definitions..................................................................................... 55
Understanding Document Sections................................................................................................ 55
Prerequisites for Creating Section Definitions...............................................................................58
Section Definition Page..................................................................................................................59
Define Content Group Page........................................................................................................... 68
(JPN) Creating Review Identifiers....................................................................................................... 69
Page Used to Create Review Identifiers........................................................................................ 69
Understanding Review Identifiers..................................................................................................69
Define Review JPN Page............................................................................................................... 69
Creating Document Templates..............................................................................................................71
Pages Used to Create Document Templates.................................................................................. 71
Understanding Document Template Set Up...................................................................................72
Prerequisites for Creating Document Templates............................................................................76
Template Definition - General Page.............................................................................................. 77
Template Definition - Process Page...............................................................................................82
Template Definition - Tabs Page................................................................................................... 90
Template Definition - Structure Page............................................................................................ 90
Template Definition - Content Page.............................................................................................. 99
Load Content From Profile Page................................................................................................. 103
Clone Template Definition Page.................................................................................................. 104
Chapter 4: Setting Up Business Objectives...........................................................................................105
Understanding Business Objective Setup...........................................................................................105
Defining Objective Structures.............................................................................................................106
Pages Used to Define Objective Structures................................................................................. 106
Objective Plan Page..................................................................................................................... 107
Objective Section Definition Page............................................................................................... 108
Objective Template Definition - General Page............................................................................111
Objective Template Definition - Sections Page........................................................................... 113
Configuring Email Notifications Using the ePerformance Installation Table.................................... 115
Page Used to Configure Email Notifications for Objective Pages.............................................. 115
Understanding Email Notification Configuration........................................................................ 116
Objective Pages Page................................................................................................................... 116
Chapter 5: Setting Up Text for Advisor Tools......................................................................................119
Understanding Advisor Tools............................................................................................................. 119
Common Elements Used to Set Up Advisor Tools..................................................................... 119
Template Setup for Using Results Writer and Development Tips............................................... 120
Search Indexes for Results Writer and Development Tips.......................................................... 121
Defining Content for the Language Checker Tool............................................................................. 121
Pages Used to Define Language Checker Content...................................................................... 121
Language Checker Word Page..................................................................................................... 121
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Contents
Language Checker Suggestion Page............................................................................................ 122
Defining Content for the Development Tips and Results Writer Tools............................................. 123
Pages Used to Define Content for the Development Tips and Results Writer Tools................... 124
Prerequisites.................................................................................................................................. 124
Define Development Tips Page................................................................................................... 124
Results Writer - Competency Page.............................................................................................. 125
Linking Development Tips to Competencies and Sub-Competencies............................................... 127
Pages Used to Link Development Tips to Competencies and Sub-Competencies.......................127
Link Development Tips - Competency Page............................................................................... 127
Importing Third-Party Content........................................................................................................... 128
Pages Used to Import Data.......................................................................................................... 128
Understanding Third-Party Data Import...................................................................................... 129
Building PeopleSoft Search Indexes.................................................................................................. 131
Steps for Enabling Results Writer and Development Tips Search in ePerformance
Documents.................................................................................................................................... 132
Chapter 6: Working with Desktop Integration.................................................................................... 135
Understanding Desktop Integration with ePerformance.....................................................................135
Adding Email Content as Performance Notes............................................................................. 135
Tracking Evaluation Action Items as Outlook Tasks.................................................................. 135
Setting Up Desktop Integration with ePerformance...........................................................................137
Chapter 7: Generating Documents........................................................................................................ 139
Understanding Document Generation.................................................................................................139
Document Generation Processes.................................................................................................. 140
Cloning Documents...................................................................................................................... 141
Document Content........................................................................................................................141
Initializing From Profiles............................................................................................................. 142
Prerequisites for Generating Documents............................................................................................ 143
Assigning Document Defaults............................................................................................................ 144
Page Used to Assign Document Defaults....................................................................................144
Assign Document Defaults Page..................................................................................................144
Generating Documents as an Administrator.......................................................................................145
Pages Used to Generate Documents as an Administrator........................................................... 145
Understanding Administrator Document Generation...................................................................145
Create Documents Page............................................................................................................... 145
View Document Creation Results Page....................................................................................... 148
Generating Documents as a Manager.................................................................................................149
Pages Used to Generate Documents as Manager........................................................................ 150
Understanding Document Generation.......................................................................................... 151
Create <Performance or Development> Documents Page (Select Group).................................. 152
Create <Performance or Development> Documents Page (Select Employee)............................ 152
Create <Performance or Development> Documents Page (Enter Document Creation
Details).......................................................................................................................................... 153
Create <Performance or Development> Documents - Results Page........................................... 155
Generating Documents as an Employee.............................................................................................155
Page Used to Generate Documents as Employee........................................................................ 156
Create <Performance or Development> Documents Page.......................................................... 156
Accessing Documents......................................................................................................................... 158
Pages Used to Access Documents............................................................................................... 159
Understanding ePerformance WorkCenter...................................................................................160
Current <Performance or Development> Documents Page.........................................................162
Define Criteria Page..................................................................................................................... 164
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Contents
Chapter 8: Modifying Evaluation Criteria........................................................................................... 167
Understanding Evaluation Criteria Modification............................................................................... 167
Understanding Document Audits........................................................................................................171
Prerequisites........................................................................................................................................ 171
Modifying Evaluation Criteria............................................................................................................172
Pages Used to Modify Evaluation Criteria.................................................................................. 173
Define Criteria Page..................................................................................................................... 175
Add a <section item> Page..........................................................................................................182
Add a <section item> Page or <section item> Detail Page.........................................................184
Copy from Business Objectives Page.......................................................................................... 185
Copy from Manager Document Page.......................................................................................... 186
Chapter 9: Tracking Mid-Period Progress on Evaluations................................................................. 189
Understanding Mid-Period Checkpoints.............................................................................................189
Prerequisites.................................................................................................................................. 192
Tracking Mid-Period Progress............................................................................................................ 192
Pages Used to Track Mid-Period Progress.................................................................................. 192
Checkpoint <#> Page................................................................................................................... 193
Finalize Criteria Page................................................................................................................... 195
Chapter 10: Nominating and Tracking Multi-Source Participants.................................................... 197
Understanding the Nomination and Tracking Processes.................................................................... 197
Nomination and Tracking Process Overview.............................................................................. 197
Prerequisites.................................................................................................................................. 200
Managing Nominations.......................................................................................................................200
Pages Used to Nominate Participants.......................................................................................... 201
Nominate Participants - Add Nominees Page..............................................................................201
Nominate Participants - Track Nominations Page.......................................................................203
Managing Evaluation Requests...........................................................................................................204
Pages Used to Manage Evaluation Requests............................................................................... 205
Pending Evaluation Requests Page.............................................................................................. 205
My Current Evaluations for Others Page.................................................................................... 206
Monitoring and Viewing Participant Evaluations.............................................................................. 207
Page Used to Monitor and View Participant Evaluations............................................................208
Participant Evaluation Page..........................................................................................................208
Chapter 11: Entering Comments and Ratings on Evaluations........................................................... 211
Understanding Evaluation Data Entry................................................................................................ 211
Recording Preliminary Ratings...........................................................................................................215
Page Used to Record Preliminary Ratings...................................................................................215
Enter Preliminary Ratings Page................................................................................................... 216
Entering Performance Notes............................................................................................................... 216
Pages Used to Enter Performance Notes..................................................................................... 217
Performance Notes Page or My Performance Notes Page.......................................................... 217
Performance Notes - Add/Update Notes Page.............................................................................219
Inserting Performance Notes from Outlook.................................................................................220
Updating Evaluations.......................................................................................................................... 221
Pages Used to Update Evaluations.............................................................................................. 222
Prerequisites.................................................................................................................................. 223
<Manager or Self> Evaluation Page............................................................................................223
Peer Evaluation Page....................................................................................................................235
Edit <section item> Page............................................................................................................. 236
Chapter 12: Consolidating Feedback from Evaluators....................................................................... 239
Understanding Feedback Consolidation............................................................................................. 239
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Contents
Viewing Evaluation Ratings............................................................................................................... 242
Pages Used to View Evaluation Ratings......................................................................................242
Average Ratings Page...................................................................................................................243
Working with Writing Tools............................................................................................................... 244
Pages Used to Work with Writing Tools..................................................................................... 245
Writing Tools - Suggested Results Page......................................................................................246
Writing Tools - Results Writer Statements Page......................................................................... 248
Writing Tools - Development Tips Page..................................................................................... 249
Writing Tools - Performance Notes Page.................................................................................... 250
Writing Tools - Evaluators' Comments Page............................................................................... 252
Section Role Reviews Page......................................................................................................... 253
Check Language Page.................................................................................................................. 254
Chapter 13: Managing Reviews and Approvals................................................................................... 257
Understanding Review and Approval Processes................................................................................ 257
Prerequisite....................................................................................................................................257
Review and Approval Process Options....................................................................................... 257
Document Statuses during Review and Approval....................................................................... 258
Delivered Review and Approval Processes................................................................................. 260
Conducting Reviews........................................................................................................................... 264
Page Used to Conduct Reviews...................................................................................................264
Approving Documents........................................................................................................................ 264
Pages Used to Approve Documents.............................................................................................265
Select Transaction to Approve Page............................................................................................ 265
Approve Transaction Page........................................................................................................... 266
Resolving Approval Transactions in Error.................................................................................. 268
Delegating Approvals................................................................................................................... 268
Updating Person Profiles.................................................................................................................... 268
Understanding the Update Person Profile Process.......................................................................268
Chapter 14: Performing Administrative Tasks.................................................................................... 269
Managing Administrative Tasks......................................................................................................... 269
Pages Used to Manage Administrative Tasks..............................................................................270
Understanding Administrative Tasks........................................................................................... 273
Transfer Document Page.............................................................................................................. 275
Confirm Transfer Page................................................................................................................. 276
Reopen Document Page............................................................................................................... 277
Cancel Document Page................................................................................................................ 278
Delete Documents Page............................................................................................................... 279
Managing Document Processes.......................................................................................................... 280
Pages Used to Manage Document Processes...............................................................................280
Understanding Document Process Management..........................................................................281
Creating Business Objectives Pages...................................................................................................281
Pages Used to Create Business Objectives Pages........................................................................282
Understanding the Creation of Business Objectives Pages......................................................... 282
Common Elements Used in this Section..................................................................................... 283
Create Business Objectives - Select Objective Plan Page........................................................... 283
Create Business Objectives Page................................................................................................. 284
Create Objective Pages - Confirmation Page.............................................................................. 286
Managing Business Objectives........................................................................................................... 287
Pages Used to Manage Business Objectives............................................................................... 287
Manage Business Objectives - Select Objective Plan Page.........................................................288
Manage Business Objectives - Select Business Objectives Page................................................ 289
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Contents
Update Objectives - <Department or Position> Page..................................................................291
View Objectives - <Name of Objective> Page............................................................................294
Publishing Business Objectives.......................................................................................................... 295
Pages Used to Publish Business Objectives................................................................................ 296
Publish Business Objectives - Select Objective Plan Page..........................................................296
Publish Business Objectives - Select Page to Publish Page........................................................ 297
Publish Business Objectives - Confirm Publication Page........................................................... 298
Cascading Objective Items................................................................................................................. 298
Pages Used to Cascade Objective Items......................................................................................299
Understanding the Cascading Process......................................................................................... 299
Select Objectives Page................................................................................................................. 300
Document Parameters Page..........................................................................................................302
Administering Business Objectives.................................................................................................... 303
Pages Used to Administer Business Objectives.......................................................................... 303
Common Elements Used in this Section..................................................................................... 304
Assign/Transfer Business Objectives Page.................................................................................. 305
Manage Objectives Status Page................................................................................................... 306
Review Late Objectives Page...................................................................................................... 307
Review Objectives by Status Page...............................................................................................307
Creating Objectives Summary Data................................................................................................... 308
Page Used to Create Objective Summary Data........................................................................... 308
Create Objectives Summary Data Page....................................................................................... 309
Identifying Business Objective Nodes................................................................................................309
Pages Used to Identify Business Objective Nodes...................................................................... 309
Identify Business Objective Nodes - Select Objective Plan Page............................................... 310
Identify Business Objective Nodes Page..................................................................................... 310
Restarting Objective Batch Processes................................................................................................ 312
Page Used to Restart Batch Processes.........................................................................................312
Restart Batch Processes Page.......................................................................................................312
Generating Reports..............................................................................................................................312
Pages Used to Generate Reports..................................................................................................313
Understanding Reports in ePerformance..................................................................................... 313
Prerequisite for Generating Reports.............................................................................................313
Missing Documents Page............................................................................................................. 313
Late Documents Page...................................................................................................................315
Chapter 15: Using Inquiry Pages...........................................................................................................317
Understanding Inquiry Pages..............................................................................................................317
Viewing Historical Documents........................................................................................................... 318
Pages Used to View Historical Documents................................................................................. 319
<Performance or Development> Document History Page.......................................................... 319
Viewing Documents for Your Team...................................................................................................321
Pages Used to View Documents for Your Team......................................................................... 321
Viewing Approval Status.................................................................................................................... 322
Pages Used to View Approval Status.......................................................................................... 322
View Approval Status Summary Page.........................................................................................322
View Approval Status Detail Page...............................................................................................323
Defining Data for Inquiry Pages........................................................................................................ 324
Pages Used to Define Data for Inquiry Pages............................................................................. 324
Prerequisites.................................................................................................................................. 325
Setup Rating Distribution Page....................................................................................................325
Create Summary Data Page......................................................................................................... 327
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Contents
Viewing Ratings Summaries...............................................................................................................329
Pages Used to View Ratings Summaries..................................................................................... 329
Understanding Ratings Distributions........................................................................................... 329
Prerequisites.................................................................................................................................. 329
View Rating Summary Page........................................................................................................ 330
Rating Distribution Detail Page................................................................................................... 332
Viewing Document Status Summaries............................................................................................... 332
Pages Used to View Document Status Summaries......................................................................333
Understanding Status Inquiry Page Access................................................................................. 333
Prerequisite....................................................................................................................................333
View Status Summary Page......................................................................................................... 334
Document Status Detail Page.......................................................................................................336
Viewing Detailed Calculations of Performance Results.....................................................................337
Pages Used to View the Debug/Trace Log..................................................................................337
Understanding Debug/Trace Logs................................................................................................337
Prerequisite....................................................................................................................................337
ePerformance Debug/Trace Log Page..........................................................................................338
ePerformance Debug/Trace Log Page (printable version)...........................................................339
Appendix A: Archiving Performance and Development Documents................................................. 341
Understanding Document Archiving.................................................................................................. 341
Document Archiving.................................................................................................................... 341
Delivered Archive Objects........................................................................................................... 341
Running the Archive Process.......................................................................................................342
Deleting Archived Rows.............................................................................................................. 343
Appendix B: Delivered Workflow for ePerformance...........................................................................345
Delivered Workflow for ePerformance...............................................................................................345
ePerformance Notification Events................................................................................................345
Appendix C: Integrating with PeopleSoft Enterprise Learning Management..................................347
Integrating with Enterprise Learning Management............................................................................347
Appendix D: ePerformance Reports...................................................................................................... 353
ePerformance Reports: A to Z............................................................................................................353
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Contents
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Preface
Understanding the PeopleSoft Online Help and PeopleBooks
The PeopleSoft Online Help is a website that enables you to view all help content for PeopleSoft
Applications and PeopleTools. The help provides standard navigation and full-text searching, as well as
context-sensitive online help for PeopleSoft users.
PeopleSoft Hosted Documentation
You access the PeopleSoft Online Help on Oracle’s PeopleSoft Hosted Documentation website, which
enables you to access the full help website and context-sensitive help directly from an Oracle hosted
server. The hosted documentation is updated on a regular schedule, ensuring that you have access to the
most current documentation. This reduces the need to view separate documentation posts for application
maintenance on My Oracle Support, because that documentation is now incorporated into the hosted
website content. The Hosted Documentation website is available in English only.
Locally Installed Help
If your organization has firewall restrictions that prevent you from using the Hosted Documentation
website, you can install the PeopleSoft Online Help locally. If you install the help locally, you have more
control over which documents users can access and you can include links to your organization’s custom
documentation on help pages.
In addition, if you locally install the PeopleSoft Online Help, you can use any search engine for fulltext searching. Your installation documentation includes instructions about how to set up Oracle Secure
Enterprise Search for full-text searching.
See PeopleTools 8.53 Installation for your database platform, “Installing PeopleSoft Online Help.” If you
do not use Secure Enterprise Search, see the documentation for your chosen search engine.
Note: Before users can access the search engine on a locally installed help website, you must enable the
Search portlet and link. Click the Help link on any page in the PeopleSoft Online Help for instructions.
Downloadable PeopleBook PDF Files
You can access downloadable PDF versions of the help content in the traditional PeopleBook format.
The content in the PeopleBook PDFs is the same as the content in the PeopleSoft Online Help, but it has
a different structure and it does not include the interactive navigation features that are available in the
online help.
Common Help Documentation
Common help documentation contains information that applies to multiple applications. The two main
types of common help are:
•
Application Fundamentals
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Preface
•
Using PeopleSoft Applications
Most product lines provide a set of application fundamentals help topics that discuss essential information
about the setup and design of your system. This information applies to many or all applications in the
PeopleSoft product line. Whether you are implementing a single application, some combination of
applications within the product line, or the entire product line, you should be familiar with the contents
of the appropriate application fundamentals help. They provide the starting points for fundamental
implementation tasks.
In addition, the PeopleTools: PeopleSoft Applications User's Guide introduces you to the various
elements of the PeopleSoft Pure Internet Architecture. It also explains how to use the navigational
hierarchy, components, and pages to perform basic functions as you navigate through the system. While
your application or implementation may differ, the topics in this user’s guide provide general information
about using PeopleSoft Applications.
Field and Control Definitions
PeopleSoft documentation includes definitions for most fields and controls that appear on application
pages. These definitions describe how to use a field or control, where populated values come from, the
effects of selecting certain values, and so on. If a field or control is not defined, then it either requires
no additional explanation or is documented in a common elements section earlier in the documentation.
For example, the Date field rarely requires additional explanation and may not be defined in the
documentation for some pages.
Typographical Conventions
The following table describes the typographical conventions that are used in the online help.
Typographical Convention
Description
Bold
Highlights PeopleCode function names, business function
names, event names, system function names, method names,
language constructs, and PeopleCode reserved words that must
be included literally in the function call.
Italics
Highlights field values, emphasis, and PeopleSoft or other
book-length publication titles. In PeopleCode syntax, italic
items are placeholders for arguments that your program must
supply.
Italics also highlight references to words or letters, as in the
following example: Enter the letter O.
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Key+Key
Indicates a key combination action. For example, a plus sign (
+) between keys means that you must hold down the first key
while you press the second key. For Alt+W, hold down the Alt
key while you press the W key.
Monospace font
Highlights a PeopleCode program or other code example.
. . . (ellipses)
Indicate that the preceding item or series can be repeated any
number of times in PeopleCode syntax.
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Preface
Typographical Convention
Description
{ } (curly braces)
Indicate a choice between two options in PeopleCode syntax.
Options are separated by a pipe ( | ).
[ ] (square brackets)
Indicate optional items in PeopleCode syntax.
& (ampersand)
When placed before a parameter in PeopleCode syntax,
an ampersand indicates that the parameter is an already
instantiated object.
Ampersands also precede all PeopleCode variables.
⇒
This continuation character has been inserted at the end of a
line of code that has been wrapped at the page margin. The
code should be viewed or entered as a single, continuous line
of code without the continuation character.
ISO Country and Currency Codes
PeopleSoft Online Help topics use International Organization for Standardization (ISO) country and
currency codes to identify country-specific information and monetary amounts.
ISO country codes may appear as country identifiers, and ISO currency codes may appear as currency
identifiers in your PeopleSoft documentation. Reference to an ISO country code in your documentation
does not imply that your application includes every ISO country code. The following example is a
country-specific heading: "(FRA) Hiring an Employee."
The PeopleSoft Currency Code table (CURRENCY_CD_TBL) contains sample currency code data. The
Currency Code table is based on ISO Standard 4217, "Codes for the representation of currencies," and
also relies on ISO country codes in the Country table (COUNTRY_TBL). The navigation to the pages
where you maintain currency code and country information depends on which PeopleSoft applications
you are using. To access the pages for maintaining the Currency Code and Country tables, consult the
online help for your applications for more information.
Region and Industry Identifiers
Information that applies only to a specific region or industry is preceded by a standard identifier in
parentheses. This identifier typically appears at the beginning of a section heading, but it may also appear
at the beginning of a note or other text.
Example of a region-specific heading: "(Latin America) Setting Up Depreciation"
Region Identifiers
Regions are identified by the region name. The following region identifiers may appear in the PeopleSoft
Online Help:
•
Asia Pacific
•
Europe
•
Latin America
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Preface
•
North America
Industry Identifiers
Industries are identified by the industry name or by an abbreviation for that industry. The following
industry identifiers may appear in the PeopleSoft Online Help:
•
USF (U.S. Federal)
•
E&G (Education and Government)
Access to Oracle Support
Oracle customers have access to electronic support through My Oracle Support. For information, visit
http://www.oracle.com/pls/topic/lookup?ctx=acc&id=info or visit http://www.oracle.com/pls/topic/
lookup?ctx=acc&id=trs if you are hearing impaired.
Documentation Accessibility
For information about Oracle's commitment to accessibility, visit the Oracle Accessibility Program
website at http://www.oracle.com/pls/topic/lookup?ctx=acc&id=docacc.
Using and Managing the PeopleSoft Online Help
Click the Help link in the universal navigation header of any page in the PeopleSoft Online Help to see
information on the following topics:
•
What’s new in the PeopleSoft Online Help.
•
PeopleSoft Online Help acessibility.
•
Accessing, navigating, and searching the PeopleSoft Online Help.
•
Managing a locally installed PeopleSoft Online Help website.
PeopleSoft HCM Related Links
PeopleSoft Information Portal on Oracle.com
My Oracle Support
PeopleSoft Training from Oracle University
PeopleSoft Video Feature Overviews on YouTube
HCM Abbreviations
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Preface
Contact Us
Send us your suggestions Please include release numbers for the PeopleTools and applications that you
are using.
Follow Us
Get the latest PeopleSoft updates on Facebook.
Follow PeopleSoft on Twitter@PeopleSoft_Info.
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xvii
Chapter 1
Getting Started with ePerformance
ePerformance Overview
PeopleSoft ePerformance is a self-service evaluation management application for managers,
employees, and human resources (HR) administrators. You can use ePerformance as a tool for planning,
collaboration, communication, assessment, and monitoring evaluations for two purposes: performance
and development.
Performance evaluations typically assess and plan employee performance to meet current job
requirements and administer salary treatments; while development evaluations are used to assess and plan
employee development needs either because of gaps in the skill set that is required for a current job or to
meet future requirements.
ePerformance supports the entire planning and evaluation process, from planning and aligning employee
performance or development goals with enterprise objectives, through assessing and rewarding employee
performance results within the right behaviors.
Note: Throughout this documentation, we refer to evaluation as a generic process name that includes both
performance and development processes. The term performance in this documentation is used to mean
both performance and development, unless otherwise stated.
ePerformance provides you with the flexibility to establish evaluations for different purposes by setting
up document templates that define evaluation processes. With this application, you can:
•
Generate evaluations.
•
Define evaluation criteria.
•
Introduce mid-period checkpoints to track employee progress.
•
Manage multiple participants.
•
Enter evaluation data, including notes, ratings, weights, and comments.
•
Consolidate feedback from multiple sources into the manager/mentor's evaluation.
•
Submit the manager/mentor evaluation for review and approval.
•
Perform administrative tasks, such as entering preliminary ratings, transferring, reopening, canceling,
and deleting documents.
•
Create and publish business objective pages.
Copyright © 1988-2013, Oracle and/or its affiliates. All rights reserved.
19
Getting Started with ePerformance
•
Chapter 1
Cascade objective items down to individual performance documents.
New ePerformance Features in HCM 9.2
20
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Chapter 1
Getting Started with ePerformance
ePerformance Business Processes
Image: ePerformance business process flow showing how a typical document moves through the
system being evaluated, reviewed and approved by both managers and employees
This diagram illustrates the flow of ePerformance business processes — assuming that the document
template implements the establish criteria, track progress, multi-participant, review, and approval
processes.
The ePerformance business process includes these steps:
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21
Getting Started with ePerformance
Chapter 1
Note: Depending on how you configure the business process, some of these steps are optional.
1. The manager, employee, or HR administrator initiates the process by creating documents.
Employees can only create documents for themselves; managers can create documents for employees
and groups of employees that report to them; HR administrators can create documents for individual
employees and groups of employees.
See Understanding Document Generation.
2. (Configurable) The employee or manager modifies the document's evaluation criteria and agree on the
criteria that are established.
Criteria modifications include: adding free-form or predefined criteria, modifying the text of
document criteria, or removing criteria. If integrating with Enterprise Learning Management, you can
add learning activity.
See Understanding Evaluation Criteria Modification.
3. (Configurable) The manager provides feedback on the employee's progress and completes the
checkpoint. After that, employee and manager adjust and finalize the criteria before starting the
evaluations.
See Understanding Mid-Period Checkpoints.
4. (Configurable) The employee or manager nominates participants to provide additional feedback.
See Understanding the Nomination and Tracking Processes.
5. (Optional) After nominations are complete and the evaluation criteria are finalized, nominations are
submitted to nominees by either the employee or manager.
When a nominee accepts a nomination, a participant evaluation is created for them.
6. Employees, managers, and (optionally) other participants complete their respective evaluations.
This step consists of rating evaluation items and entering comments.
See Understanding Evaluation Data Entry.
7. The manager views average ratings and consolidates feedback into their evaluation.
During this step, the manager can optionally make use of several tools: notes that they entered
pertaining to the evaluation; comments from other evaluators pertaining to the evaluation;
development tips that are based upon competencies and sub-competencies; results writer statements
that are based on competencies and sub-competencies; average consolidated ratings from other
evaluators pertaining to the evaluation; and a language checker that checks language for objectionable
terms.
See Understanding Feedback Consolidation.
Note: Depending on the document template definition, these tools are also available to employees
and other participants. However, the manager makes primary use of these tools when completing an
evaluation.
22
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Chapter 1
Getting Started with ePerformance
8. (Configurable) The manager sends the evaluation to the employee for review.
9. (Configurable) The manager submits the evaluation for approval.
See Understanding Review and Approval Processes.
Note: Depending on the review and approval process that is defined in the document template, the
final two steps might occur in reverse order.
Administrative Processes
These administrative processes occur on an as-needed basis and are outside of the evaluation processes:
•
Transfer evaluations.
•
Change evaluation status.
•
Cancel evaluations.
•
Delete evaluations.
•
Enter preliminary ratings.
•
View evaluation contents.
See Managing Administrative Tasks.
Monitoring Evaluations
HR administrators can monitor the status of evaluations and view a summary of the results with various
reports and tools, including the following:
•
Missing Documents report.
•
Late Documents report.
•
Status Summary chart.
•
Rating Distribution Summary chart.
See Understanding Inquiry Pages.
ePerformance Integrations
Through integration with a broad suite of workforce performance and development applications,
organizations can link performance evaluations and assessments to workforce plans, individual career
plans, development, rewards, and reporting. ePerformance integrates with other PeopleSoft business
solutions, as well as third-party integration by delivering both standard and generic integration points.
ePerformance integrates with these PeopleSoft applications:
•
HR - ePerformance documents use many of the common component tables to supply the basic data.
•
Planning Salaries - The Merit Increase process uses data from the employee's performance document.
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23
Getting Started with ePerformance
Chapter 1
•
Profile Manager - ePerformance uses the content catalog and profile types to supply content for
performance and development documents. Evaluation criteria from the employee's performance
document can update the employee's profile.
•
Enterprise Learning Management - ePerformance documents can have learning sections that display
a list of learning relevant to the current performance evaluation period. Managers and employees
can access Enterprise Learning Management from a document to search for or add learning for the
employee. Administrators can search and view learning courses for employees.
•
Career Planning - ePerformance documents can include the career planning summary section that
displays employees’ career information. From the section, managers can access the transaction in
Manager Self Service to update employees’ career plans.
The implementation topics of this online help discuss integration considerations.
Related Links
Integrating with Enterprise Learning Management
ePerformance Implementation
PeopleSoft Setup Manager enables you to generate a list of setup tasks for your organization based on the
features that you are implementing. The setup tasks include the components that you must set up, listed in
the order in which you must enter data into the component tables, and links to the corresponding product
documentation.
PeopleSoft also provides component interfaces to help you load data from your existing system into
the Manage Profiles business process tables. Use the Excel to Component Interface utility with the
component interfaces to populate the tables.
Other Sources of Information
In the planning phase of an implementation, you can take advantage of all PeopleSoft sources of
information, including the installation guides, table-loading sequences, data models, and business process
maps.
See Also PeopleTools: PeopleSoft Setup Manager
Related Links
PeopleSoft HCM 9.2: Application Fundamentals
24
Copyright © 1988-2013, Oracle and/or its affiliates. All rights reserved.
Chapter 2
Setting Up ePerformance
Defining System Settings
To define system settings for ePerformance, use the ePerformance (EP_INSTALLATION) component.
This section provides an overview of system settings in ePerformance and discusses how to define system
settings.
Page Used to Define System Settings
Page Name
Definition Name
Navigation
Usage
ePerformance
EP_INSTALLATION
Set Up HCM, Install,
Product Specific,
ePerformance Installation,
ePerformance
Define system settings.
Understanding System Settings
System settings control certain processing options. You can modify these delivered system settings to
meet your business needs:
•
Whether users can generate documents in languages other than the base language.
•
Debug settings.
•
Starting number for document ID generation.
•
Fields that appear on the page from which users select documents.
•
The email notifications that the system generates.
ePerformance Page
Use the ePerformance page (EP_INSTALLATION) to define system settings.
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25
Setting Up ePerformance
Chapter 2
Navigation
Set Up HCM, Install, Product Specific, ePerformance Installation, ePerformance
Image: ePerformance page (1 of 2)
This example illustrates the fields and controls on the ePerformance page (1 of 2).
26
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Chapter 2
Setting Up ePerformance
Image: ePerformance page (2 of 2)
This example illustrates the fields and controls on the ePerformance page (2 of 2).
Last Document ID
Enter the number from which the system begins generating
document IDs. The system automatically generates the
document ID by adding 1 to the Last Document ID.
Warning! Entering a value that is lower than the value that
appears can cause unpredictable results.
Debug Rating Calculations
Select this check box to have the system generate a debug/
trace log every time it calculates the ratings in an evaluation.
HR ePerformance administrators use the Debug/Trace Results
page to review the results of each calculation performed for an
evaluation.
This helps track down any unexpected results when you build
templates and test the configuration.
Warning! Producing the debug/trace log can have a significant
impact on system performance. Select this option only if you
are testing the ePerformance configuration or debugging a
suspected calculation problem.
Allow Language Override
Select this check box to enable document generation in a
language other than the system base language. If this check box
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27
Setting Up ePerformance
Chapter 2
is deselected, the system generates all documents in the system
base language.
The base language is defined using the Manage Installed
Languages page in PeopleTools.
PS Audit Enabled
Select this check box to enable Detailed Item History audits.
In addition to selecting this check box, you must also use
Application Designer to turn on the audits that you want to use.
Select the Audit fields in the Record Field Properties dialog box
for the EP_APPR_B_ITEM object.
When this audit is enabled, the system displays the Modification
History link on document pages used for establishing criteria
data. Users can click this link to access the Modification History
page (EP_ITEM_MOD_HISTRY), which displays before and
after values by field name. The Detailed Item History audit
is delivered turned off. This audit is controlled by a database
trigger.
See the topic on Setting Record Field Use Properties in the
PeopleTools: PeopleSoft Application Designer Developer's
Guide.
Configure e-Mail Notifications
Select the check box next to each event type for which you want the system to automatically generate
and send notifications. Event types are grouped into these categories for better organization: Document
Creation, Define Criteria & Track Progress, Nominations, Evaluations, and Administrative Task.
Several event types have the notification recipient set as manager or employee. What it means is that the
recipient will be determined by the role performing the event. For example, if the manager approves the
evaluation criteria document and the Evaluation Criteria is Approved event type is enabled, the system
sends a notification to the employee of the document.
Configure Document Selection Page - Displayed Fields
Select the fields that you want to appear in the document list from which self service users select
documents.
See Accessing Documents.
Microsoft Outlook Integration
Email Integration with ePerformance Select to enable the functionality to allow users to insert email
Notes
content from Microsoft Outlook directly into performance notes
Integration to Outlook Tasks
28
Select to enable the functionality to create tasks in Microsoft
Outlook for users to keep track of due dates in performance and
development documents.
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Chapter 2
Setting Up ePerformance
Reminder Days before Task Due Date Enter the number of days before the due date that a task
reminder should be set. Enter this information if the Integration
to Outlook Tasks field is selected.
Working with Manage Profiles
This section provides overviews the rating models, content catalog, and profile types.
Using Rating Models
ePerformance using rating models to rate an employee's performance or level of proficiency. Rating
models define the qualitative values, such as A, B, and C, or 1, 2, and 3, that the system uses to rate or
score and employee's performance.
Rating models are assigned to the sections that make up performance or development documents.
Managers, employees, and peers can then select an appropriate rating that best reflects the employee's
performance in that area.
Ratings can have expanded descriptions that can be used to further describe the behavior one exhibits
when performing at a specific proficiency level. These expanded descriptions display on the performance
or development document.
See "Defining Rating Models (PeopleSoft HCM 9.2: Human Resources Manage Profiles)".
Using the Content Catalog
ePerformance uses content types and content items defined in the content catalog to identify the items by
which employees are measured. Content types are used as categories for grouping similar content items.
Content items are the specific items that you want to measure.
Content types are associated with the sections that form the structure of a document template and
performance or development document. ePerformance uses content types to define the category of content
items that can be added to document templates and performance documents.
This list includes some of the content types delivered and typically used by ePerformance:
•
MISSION
Mission statements express an organization's purpose and vision. Typically, senior management
defines and the board of directors or senior staff approve of an organization's mission statement.
Business units might also establish mission statements to help guide the creation of initiatives,
goals, and responsibilities. You can include one or more mission statements as items on performance
documents, but more often, you'll include this on performance documents for informational purposes
only.
•
INITIATIVE
Initiatives are high-level plans, activities, or goals that support an organization's mission statement
and define its direction. Initiatives usually guide the creation of goals and responsibilities. An
organization may have multiple initiatives at any point in time.
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29
Setting Up ePerformance
•
Chapter 2
GOAL
Goals and objectives are specific results to accomplish. Typically, these statements describe a target
that will be met or a condition that will exist when the desired outcome is accomplished.
•
RESP (responsibility)
Responsibilities are usually based on job function. These are often broken down to specific tasks.
•
COMPETENCY
Competencies are directly related to an employee's current role and may encompass skills,
abilities, knowledge, or behavior, such as experience with office equipment, knowledge of special
manufacturing processes, or a background in financial planning.
Once content types are defined, you can begin to link content items to content types.
This table provides examples of how content types and items in the Content Catalog for ePerformance
might be set up:
MISSION
INITIATIVE
GOAL
RESP
COMPETENCY
•
Leading supplier
of paper products.
•
Increase
shareholder value.
•
•
•
Abstract thinking.
•
Superior customer
value.
•
Enhance customer
productivity.
Increase customer
satisfaction by
10%.
•
•
•
•
Renowned
•
research university.
Deliver innovative
solutions.
Increase cash
reserves.
Analytical
thinking.
•
•
Cut operational
expenses by 3% by •
fiscal year end.
Conceptual
thinking.
Participate in
quarterly close
process.
Adhere to
accounting
standards.
Prepare quarterly
and annual
financial reports.
If you need to create new content types and content items, this table shows field mappings between
Manage Profile and ePerformance:
30
This field in Manage Profiles maps
To this field in ePerformance
JPM_CAT_TYPE
EP_JPM_CAT_TYPE
JPM_CAT_ITEM_ID
EP_JPM_CAT_ITEM_ID
EFFDT
EFFDT
EFF_STATUS_DESCR
EFF_STATUS
JPM_DESCR90
EP_TITLE
RATING_MODEL
RATING_MODEL
JPM_DATE_1
EP_ITEM_DUE_DT
JPM_DATE_2
EP_ITEM_REMIND_DT
JPM_TEXT1325_1
EP_DESCR254
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Chapter 2
Setting Up ePerformance
This field in Manage Profiles maps
To this field in ePerformance
JPM_TEXT1325_2
EP_MEASURE
Note: ePerformance enables you to associate sub-items to items. To accomplish this in the Manage
Profiles business process you set up the relationship for the content item as a child of another content
item.
See "Defining Content Items (PeopleSoft HCM 9.2: Human Resources Manage Profiles)".
Using Profile Types
A profile type is a collection of content items that describe the qualitative attributes of a person or
business entity. If a profile type is used to describe a person, it is called a person profile. If a profile
type is used to describe a business entity, such as a job, business unit, or job family, it is referred to as a
nonperson profile.
You can use profiles in ePerformance in these ways:
•
To download content items from a nonperson profile into a document template.
•
To download the content items from a nonperson profile into a performance or development
document.
•
To update or create an employee's person profile (ePerformance supports any person profile type for
this purpose).
Note: ePerformance supports these nonperson profile identity options for downloading content items
from a nonperson profile into a document template, performance document, or development document:
Job Code, Job Family, Job Function, Position, Salary Plan and Grade, Reg Region, Company, Business
Unit, and Location and Department.
When items are added to an ePerformance document from a Non-Person Profile, ePerformance
downloads these fields from the Profile record:
This field in a Non-Person Profile
maps
To this field in ePerformance
Field Label in ePerformance
JPM_CAT_ITEM_ID
EP_JPM_CAT_ITEM_ID
Item ID
RATING_MODEL
RATING_MODEL
Rating Model
JPM_RATING1
EP_TARGET_RATING
Target Rating
JPM_PCT_1
EP_WEIGHT
Weight
JPM_PCT_2
EP_MIN_WEIGHT
Min Weight
JPM_MANDATORY
EP_ITEM_MANDTRY_SW
Mandatory
JPM YN 1
EP_ITEM_CRIT_SW
Critical
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31
Setting Up ePerformance
Chapter 2
This field in a Non-Person Profile
maps
To this field in ePerformance
Field Label in ePerformance
JPM_DATE_1
EP_ITEM_DUE_DT
Due Date
JPM_DATE_2
EP_ITEM_REMIND_DT
Reminder Date
These fields always come from the Content Catalog:
•
JPM_DESC90
•
JPM_TEXT_1325_1
•
JPM_TEXT_1325_2
See "Understanding Profile Management (PeopleSoft HCM 9.2: Human Resources Manage Profiles)".
Working with Approvals and Reviews
ePerformance uses the Approval (PTAF_TXN) component to define its approval processes. There are five
review and approval processes. Three of them use the new approval framework, which includes:
•
ManagerOnly
This is a one-step approval process that routes the transaction to an approving manager.
•
ManagerToAdmin
This is a two-step approval process that routes the transaction to an approving manager and then to the
ePerformance human resources administrator.
•
AdminOnly
This is a one-step approval process that routes the transaction to the ePerformance human resources
administrator.
The approval process definition is linked to a document type using the Document Type page.
In addition to assigning the approval process definition to a document type, you also define when you
want the employee review to occur within the performance process. Your choices are:
•
Approval Before EE Review Held
The system follows one of the approval processes. The document is approved before the manager
discusses it with the employee.
•
Approval After EE Review Held
The system follows one of the approval processes. The document is approved after the manager
discusses it with the employee.
•
32
Approval, No EE Review Held
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Chapter 2
Setting Up ePerformance
The system follows one of the approval processes. The manager does not review the document with
the employee.
•
No Approval, EE Review Held
The system does not follow an approval processes. The manager must review the document with the
employee.
•
No Approval, No EE Review Held
The system does not follow an approval processes and the manager does not review the document
with the employee.
See Understanding Review and Approval Processes.
Working with Delegations
Using the PeopleSoft Delegation Framework, ePerformance provides administrators and managers the
ability to authorize someone in the system to:
•
Approve performance and development documents.
•
Update performance and development documents.
For more details on setting up and working with delegations in HCM applications, see "Working with
Self-Service Delegation (PeopleSoft HCM 9.2: Application Fundamentals)".
Delegating Document Approvals
Approvers can delegate the document approval responsibility to peers or subordinates in their absence. To
delegate the approval transaction:
1. The EP_APPRAISAL transaction must be activated on the Configure Delegation Transaction page.
This transaction is inactive by default.
2. The manager creates a delegation request by specifying a delegation period, selecting the Approve
Performance Document transaction and assigning a proxy using the Manage Delegation component
under the Self Service menu.
The administrator can add delegation requests on behalf of managers under the Workforce
Administration menu.
3. Submit the request.
Once the proxy accepts the request, he or she will be given the rights to approve documents on the
approver’s behalf during the specified delegation period.
Delegating Authority to Update Documents
Managers and administrators can delegate peers or subordinates to update performance and development
documents in their absence. To delegate the update ePerformance document transaction:
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33
Setting Up ePerformance
Chapter 2
1. Make sure that the corresponding Update ePerformance Dev Docs (for development documents) and
the Update ePerformance Docs (for performance documents) transactions are activated. They are set
as active by default.
2. The manager creates a delegation request by specifying a delegation period, selecting the Update
ePerformance Dev Docs or Update ePerformance Docs transaction and assigning a proxy using the
Manage Delegation component under the Self Service menu.
The administrator can add delegation requests on behalf of managers under the Workforce
Administration menu.
3. Submit the request.
Once the proxy accepts the request, he or she will be given the rights to update documents on the
approver’s behalf during the specified delegation period.
Modifying Self-Service Pages and Email Notifications
This section list prerequisites for sending email notification and discusses:
•
ePerformance text catalog settings.
•
Text substitution.
•
Notifications.
ePerformance provides standard text that appears on self-service pages and in automatically generated
email notifications. The text catalog stores these text entries. You can modify the text catalog entries as
needed or create new ones to meet business needs.
Related Links
"Configuring the Text Catalog (PeopleSoft HCM 9.2: Application Fundamentals)"
Prerequisites for Email Notifications
To ensure email and workflow notifications are working properly, complete the following steps:
1. Activate emails using the Worklist System Defaults page.
2. Define the method used to notify originator using the System Workflow Rules page.
3. Define user notification preferences.
4. Define user's email address on the Email Addresses page.
5. Select email user as a routing preference on the User Profiles - Workflow page.
See "Configuring Self-Service Transactions (PeopleSoft HCM 9.2: Application Fundamentals)".
34
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Chapter 2
Setting Up ePerformance
ePerformance Text Catalog Settings
ePerformance makes use of the text catalog for storing text that appears on self-service pages, including
field labels, button names, links, page instructions, and warnings as well as the text and subject lines of
automated email notifications. You can modify text that appears on a page or in an email message by
editing text in the Text Catalog feature.
The text catalog is partitioned by the applications that use it. Each partition can store and access data
differently. To access the text catalog items that belong to ePerformance, enter HEP as the object owner
identifier on the Maintain Text Catalog search page.
These are the unique settings that apply to ePerformance:
Sub ID
ePerformance partitions its text catalog entries by document type (performance and development) and by
business objective. To retrieve text catalog entries, follow the instructions in this table:
Sub ID
Instruction
Development document
Enter D in the Sub ID field.
Performance document
Leave the Sub ID field blank.
Objectives (business objectives)
Enter O in the Sub ID field.
Text Catalog Keys for Documents
ePerformance designates these keys for storing and retrieving its entries for performance and development
documents:
Section Type
From the list of section types that you defined on the Section
Definition page, select the section type to which the text
pertains.
Author Type
From the list of role types that you defined on the Role Types
page, select the evaluator role of the evaluation on which the
text appears.
User Role
From the list of predefined system roles, select the system
role to which the text pertains. This key is used to select text
depending on the user's system privileges; for example, update
or approve.
Document Status
Select the status to which the text pertains: Acknowledged,
Shared with Employee, Cancelled, Completed, Define Criteria,
Evaluation in Progress, Not Started, Approval, Pending
Acknowledgement or Track Progress.
Track Progress Sub Status
Select the number of the checkpoint (from 1 to 11) or F (for the
Finalize Criteria step) to which the text pertains.
When the system retrieves text from the catalog:
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35
Setting Up ePerformance
Chapter 2
•
Section type key takes precedence over author type.
•
Author type takes precedence over user role.
•
User role takes precedence over document status.
•
Document status takes precedence over track progress sub status.
Note: An empty key functions as a wildcard. Entries with wildcard keys pertain to all possible values for
the key.
Example of Text Retrieval for Documents in ePerformance
For example, if you define two different instructional messages for completing the Goals section of a
document, one message for employees and an alternate version for managers, you would define the four
keys as shown in this table:
Text ID
Section Type (
Key 1)
Author Type (
Key 2)
User Role (Key
3)
Document
Status (Key 4)
Track Progress
Sub Status (Key
5)
Any ID
Goal
Blank
Employee
Blank
Blank
Any ID
Goal
Blank
Manager
Blank
Blank
First, the system looks for entries with an exact match on Key 1 (section type). If it finds entries that
match the key value (including the wildcard entry), it searches only those entries for the other values
and picks up the best match. In this case, the section type for both entries is Goal, so the system looks
at Key 2 (author type). It applies the same logic. Both values in this case are wild cards, so both entries
remain possibilities. Now, the system looks for a match on Key 3 (user role) and finds an exact match on
Manager. The system only considers entries where Key 4 is blank if it cannot find any match on key 3.
Similarly; the system looks at entries where Key 5 is blank if it cannot find any match using the other four
keys.
Text Substitution for Documents
Text substitution in the Text Catalog feature works just like substitution in the PeopleTools Message
Catalog. You supply the text values for the tokens in a PeopleCode function call at runtime. The values
are replaced by parameters in the PeopleCode when the text is rendered on evaluations.
To use this feature, you must know PeopleCode. If you want to update the delivered text IDs such that the
substitution tokens take on a different meaning or are resequenced, you also need to make corresponding
changes to the PeopleCode that calls the Text Catalog feature retrieval functions, since this copies supplier
values to use in place of the tokens.
These are the tokens and the substitution text for each token that are delivered by ePerformance. You can
insert up to five substitution tokens from the following list:
36
•
%1: The document type from the Document Type table (EP_REVW_TYP_TBL).
•
%2: The employee name formatted as first name, last name.
•
%3: The employee ID.
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Chapter 2
Setting Up ePerformance
•
%4: The period begin date for the performance period.
•
%5: The period end date for the performance period.
•
%6: The due date of the evaluation.
•
%7: The component link that transfers the user directly into the applicable evaluation.
•
%8: The list of employees for whom an evaluation was successfully created during the background
run.
•
%9: The list of employees for whom evaluations were not created.
•
%10: The Form-Create-Msg, which is one of two alternate messages that appear depending on the
type of process that is run.
Delivered Email Text Entries for Documents
This table lists the delivered text entries that ePerformance includes in system-generated email
notifications. It specifies when and to whom notices are sent. Most text entries have two versions, one
with the suffix -SBJ for use in email subject lines and a corresponding entry with the suffix -BDY for use
in the body of email messages. When a notification is triggered by a status change or an action request on
an evaluation, the body text that is generated contains a link to the corresponding evaluation.
Text Catalog ID
Recipient
Condition for Creating
ADHOC-BASE-SBJ
Manager or Employee
An adhoc message is sent from the criteria document.
Manager or Employee
An adhoc message is sent from an evaluation.
Multi-participant
Evaluation Candidate
An adhoc message is sent from the Nominate Participants page for
an evaluation.
Manager or Employee
The Define Criteria step has been approved.
Manager or Employee
The performance or development document is created by the
manager, employee or ePerformance HR administrator.
Manager or Employee
The evaluation criteria is reopened by either the manager or
employee.
ADHOC-BASE-BDY
ADHOC-MAIN-SBJ
ADHOC-MAIN-BDY
ADHOC-NOM-SBJ
ADHOC-NOM-BDY
BASE-COMPLETE-SBJ
BASE-COMPLETE-BDY
BASE-CREATE-SBJ
BASE-CREATE-BDY
BASE-REOPEN-SBJ
BASE-REOPEN-BDY
CHG-DUEDATE-SBJ
CHG-DUEDATE-BDY
CHG-STATUS-SBJ
CHG-STATUS-BDY
Manager, Employee or
A manager or ePerformance HR administrator changes the due date
Multi-Participant Reviewer of an evaluation.
Manager, Employee or
An ePerformance HR administrator or manager resets the status
Multi-Participant Reviewer of the evaluation to Evaluation in Progress. This can happen if an
evaluation is prematurely advanced to the next stage of the process.
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37
Setting Up ePerformance
Chapter 2
Text Catalog ID
Recipient
Condition for Creating
CHKPOINT-COMP-SBJ
Employee
A manager marks a checkpoint as Completed.
Employee
A manager skips a checkpoint.
Manager
An ePerformance HR administrator has generated documents using
the batch process.
Employee
An ePerformance HR administrator has generated documents using
the batch process.
Manager or Employee
The Define Criteria step has been approved.
Manager and Employee
An ePerformance HR Administrator or manager cancels the
evaluation.
CHKPOINT-COMP-BDY
CHKPOINT-SKIP-SBJ
CHKPOINT-SKIP-BDY
CREATE-MGRDOC-SBJ
CREATE-MGRDOC-BDY
CREATE-ROLEDOC-SBJ
CREATE-ROLEDOC-BDY
CRITERIA-APRV-SBJ
CRITERIA-APRV-BDY
DOC-CANCEL-SBJ
DOC-CANCEL-BDY
EE-ACKNOWLEDGE-SBJ Manager
EE-ACKNOWLEDGEBDY
EMPDOC-COMPLT-SBJ
Manager
An employee acknowledges that they have reviewed the manager
evaluation.
An employee marks the employee evaluation as Completed.
EMPDOC-COMPLT-BDY
EVAL-CANCEL-SBJ
EVAL-CANCEL-BDY
MGRDOC-COMPLT-SBJ
Manager, Employee or
An ePerformance HR Administrator, manager or employee cancels
Multi-Participant Reviewer an evaluation.
Employee
A manager marks the manager evaluation as Completed.
Manager or Employee
A nominated employee accepts a nomination for a multi-participant
evaluation.
Nominee
A nomination for a multi-participant evaluation is cancelled.
Manager or Employee
A nominated employee declines a nomination for a multi-participant
evaluation.
Participants
Nominations to participate in multi-participant evaluations are sent
to nominees.
MGRDOC-COMPLT-BDY
NOM-ACCEPT-SBJ
NOM-ACCEPT-BDY
NOM-CANCEL-SBJ
NOM-CANCEL-BDY
NOM-DECLINE-SBJ
NOM-DECLINE-BDY
NOM-SUBMIT-SBJ
NOM-SUBMIT-BDY
38
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Chapter 2
Setting Up ePerformance
Text Catalog ID
Recipient
Condition for Creating
OTHDOC-COMPLT-SBJ
Manager and/or employee
A participant in a multi-participant evaluation completes their
evaluation.
Manager
An employee completes reviewing the evaluation.
Employee
A manager marks am evaluation as Pending Acknowledgement.
This message is sent to the employee requesting that they formally
acknowledge the evaluation.
Employee
A manager changes the status of a manager evaluation to Shared
with Employee.
Manager or Employee
A manager reopens Finalize Criteria step.
New Manager
A manager or ePerformance HR transfers an evaluation to a new
manager.
Manager or Employee
Comments are shared during the Track Progress step.
OTHDOC-COMPLT-BDY
ROLEDOC-COMPLT-SBJ
ROLEDOC-COMPLTBDY
RQST-ACK-SBJ
RQST-ACK-BDY
RQST-REVIEW-SBJ
RQST-REVIEW-BDY
TP-REOPEN-SBJ
TP-REOPEN-BDY
TRANSFER-MGR-SBJ
TRANSFER-MGR-BDY
TRKPROG-SHARE-SBJ
TRKPROG-SHARE-BDY
These notification messages are used in email body text only.
Text Catalog ID
Recipient
Condition for Creating
MGR-FAIL-LIST
Manager
An HR administrator creates manager and employee documents, but
some employee documents are not created. This message lists the
employees for whom documents were not created.
DO-NOT-RESPOND
Manager and Employee
This is used in all notices.
Text Catalog Keys for Business Objectives
ePerformance designates these keys for storing and retrieving its entries for business objectives:
Hierarchy Method
From the list of hierarchy methods that you defined on
Objective Plan page, select the method to which the text
pertains.
Section Type
From the list of section types that you defined on the Objective
Section Definition page, select the section type to which the text
pertains.
When the system retrieves text from the catalog, hierarchy method takes precedence over section type.
Copyright © 1988-2013, Oracle and/or its affiliates. All rights reserved.
39
Setting Up ePerformance
Chapter 2
Note: An empty key functions as a wildcard. Entries with wildcard keys pertain to all possible values for
the key.
Text Substitution for Business Objectives
Text substitution for ePerformance documents and business objectives works the same. ePerformance
delivers tokens and the substitution text for use in business objectives:
•
%1: The Objective Item modified date.
•
%2: The section name label.
•
%3: The Section record number.
•
%4: The section type.
•
%5: The employee name formatted as first name, last name.
See Also Text Substitution for Documents
Delivered Email Text Entries for Business Objectives
This table lists the delivered text entries that ePerformance includes in system-generated email
notifications. It specifies when and to whom notices are sent. Most text entries have two versions, one
with the suffix -SBJ for use in email subject lines and a corresponding entry with the suffix -BDY for
use in the body of email messages. When a notification is triggered by a status change or an action on a
business objective, the body text that is generated contains a link to the corresponding page.
Text Catalog ID
Recipient
Condition for Creating
PUB-OWNERS-SBJ
Page owners
An Objective page is published.
Organization
An Objective page is published.
New page owner
An Objective page is transferred to a new owner.
Old page owner
An Objective page is transferred from the old owner to
someone else.
Page owner
An Objective page has been created.
Page owner
An Objective page has been submitted for publication.
PUB-OWNERS-BDY
PUB-ORGAN-SBJ
PUB-ORGAN-BDY
TRANS-SUB-NEW
TRANS-NEW-OWNER
TRANS-SUB-OLD
TRANS-OLD-OWNER
CREATE-PAGE-SBJ
CREATE-PAGE-BDY
SUBMIT-PAGE-SBJ
SUBMIT-PAGE_BDY
40
Copyright © 1988-2013, Oracle and/or its affiliates. All rights reserved.
Chapter 2
Setting Up ePerformance
Text Catalog ID
Recipient
Condition for Creating
CASCADE-OBJ-EE-SBJ
Employee
One or more objective items are cascaded to the employee’s
performance document.
Manager
One or more objective items are cascaded to the performance
document of the manager’s direct report.
CASCADE-OBJ-EE-BDY
CASCADE-OBJ-MG-SBJ
CASCADE-OBJ-MG-BDY
Copyright © 1988-2013, Oracle and/or its affiliates. All rights reserved.
41
Chapter 3
Setting Up Document Templates
Understanding Document Templates
Document templates store information that is used to generate specific document instances for use by
participants in the evaluation process. Options on the document template define:
•
The roles that can participate in the review process.
•
What activities each role can perform.
•
The steps in the review process.
Copyright © 1988-2013, Oracle and/or its affiliates. All rights reserved.
43
Setting Up Document Templates
•
Chapter 3
The items that are evaluated.
Image: Relationship between ePerformance tables between core ePerformance tables, document
templates, and generated performance documents
This diagram illustrates the relationship between the core ePerformance tables, document templates, and
generated performance documents.
The decisions you make and the options you select when you define templates influence the way the
evaluation process is conducted in an organization. Organizations often define a high-level template
and then successively clone and modify this template for the appropriate levels of the organization. For
example, an organization might want a set of goals and initiatives for all employees. Each business unit
clones this template with the common goals and initiatives and modifies it to add goals and initiatives that
apply only to their business unit.
Before defining templates, consider:
•
Which features are appropriate for the types of documents that are used in the organization.
For example, some organizations use documents to enhance communication between managers and
employees, and do not assign ratings. Others assign a single overall rating, or rate each individual
item (such as goals, responsibilities, or competencies) that is contained in the document.
•
44
Ease of use and reuse when you design document templates.
Copyright © 1988-2013, Oracle and/or its affiliates. All rights reserved.
Chapter 3
Setting Up Document Templates
Limiting the number of templates that you create for each document type makes it easier for users
to select the correct template when they generate performance documents and simplifies template
maintenance.
•
Making the basic content in a template as generic as possible so that templates are flexible enough to
meet the needs of large groups of employees.
You can then use job profiles to include job-specific competencies and responsibilities for all
employees in a particular job, job family, position, or salary grade. By doing so, each employee's
annual performance document has the same general appearance and instructions, but includes the
competencies and responsibilities that are relevant to the particular job.
Understanding ePerformance and Career and Succession
Planning Integration
The integration of ePerformance and Career and Succession Planning brings the performance
management, Plan Careers and Plan Successions business processes closer together and provides
improved user experience for managers and administrators who are involved in these processes. The
solution enables managers who are working on employee evaluations to view employees’ career plan data
directly from the evaluation documents and edit the information with one simple click. From succession
planning components, managers have easy access to employees’ performance ratings and documents
to help them make candidate recommendations and succession decisions. They can also view how
candidates are compared against each other by performance and career potential ratings in ratings box
charts.
New ePerformance Features in HCM 9.2
Display of Career Plan Summary in ePerformance Documents
ePerformance delivers a new section definition for career plan summary, which can be added to both
performance and development document templates. At runtime, this section (called Career Plan
Summary) displays high-level career planning data of an employee for the manager while he or she is
working on the employee’s review. The system displays the most current data based on the ePerformance
period end date. For example, if the document end date is December 31, 2011, and two career plan
effective dated rows are present in the system, one with the date of October 25, 2011 and the other July
8, 2012, data from the October 25, 2011 date row is displayed. This section also includes a link to access
the Manage Career Plans component in Manager Self Service should the manager need to update this
information. Changes are reflected in the
Career Plan Summary section in real time as the manager returns to the ePerformance document. Career
plan summary is not available to employees who are working on their own documents.
See Defining Sections, Define Criteria Page.
Access to Performance Rating and Document in Succession Planning
The integration provides administrators and managers, who are working on employees’ succession
planning, easy access to performance ratings and document information of employees as well as their
Copyright © 1988-2013, Oracle and/or its affiliates. All rights reserved.
45
Setting Up Document Templates
Chapter 3
succession candidates. From the Manage Succession Plans (for manager) and Maintain Succession
Plans component (for administrator), they can view the most current overall performance rating of
an employee and click the rating link to review the corresponding performance document in a modal
window. In addition to individual employees, the same functionality is also extended to managing talent
pool members using the Manage Talent Pools component.
Managers have access to the performance ratings and documents of their direct and indirect reports only.
See "Creating Succession Plans (PeopleSoft HCM 9.2: Human Resources Plan Careers and
Successions)", "Succession Planning Self-Service (PeopleSoft HCM 9.2: Human Resources Plan Careers
and Successions)".
Display of Performance and Career Potential Ratings in Ratings Box Charts
The Ratings Box functionality in Succession Planning is used to give a visual picture of how employees
are rated against each other in a box rating chart. With the integration, administrators can set up ratings
boxes to map to rating models used in performance documents and map the career potentials defined at
the translate tables. When either type of rating is selected in an axis setup in the ratings box definition,
a mapping page is available for administrators to map an axis rating (for example, High, Medium, and
Low) defined in the definition to each of the rating values that exist in the selected rating integration
(performance rating or career potential rating). The system delivers translate values for career potential
ratings; for performance ratings, select a rating model for the mapping.
When either performance or career potential rating is selected in the rating box definition, the Auto Load
Ratings option becomes available and is selected by default. When users access the rating box page
and this option is enabled, the system displays the chart and pre-populates the Box Ratings grid with
employee ratings used in the chart. If the option is disabled, the Box Rating chart appears without any
data; users need to manually enter the ratings in the Box Ratings grid for the data to show up in the chart.
Suppose that the Auto Load Ratings option is enabled. To determine where an employee is displayed on
a ratings box at runtime, the system first looks up the document type that is selected in the Document
Type field on the Succession Planning Setup page. Then, it finds the most current, completed document
(matching the document type in succession planning setup) for the employee based upon the succession
plan’s effective date, and captures the overall rating of that document. Using the information of the
mapping page, the system is able to identify the corresponding axis rating that the employee is in and
places the employee in the appropriate box in the chart. If the system cannot find the overall rating for the
employee, the employee is not displayed in the ratings box chart.
See "Setting Up Succession Planning (PeopleSoft HCM 9.2: Human Resources Plan Careers and
Successions)", "Succession Planning Self-Service (PeopleSoft HCM 9.2: Human Resources Plan Careers
and Successions)".
Defining Document Types
To define document types, use the Document Types (EP_REVIEW_TYPE_TBL) component.
This section provides an overview of document types and discusses how to set up document types.
46
Copyright © 1988-2013, Oracle and/or its affiliates. All rights reserved.
Chapter 3
Setting Up Document Templates
Page Used to Set Up Document Types
Page Name
Definition Name
Navigation
Usage
Document Types
EP_REVIEW_TYPE_TBL
Set Up HCM, Product
Related, ePerformance,
Document Structure,
Document Types, Document
Types
Define document types.
Understanding Document Types
Document types identify the types of documents that are valid for an organization, such as: Annual,
Semi-Annual, Quarterly, Project, and Performance Improvement Plan. They are used to when you create
document templates and provide default values for many fields on the template.
Document types also define whether:
•
The document is used as the official review for integration with the Salary Planning component.
•
Employees, managers, or both can generate documents.
•
The document can be cloned.
•
The user or the profile type identifies the document template.
•
An approval process is used during the review process.
Prerequisite for Setting Up Document Types
If you are planning to use profile types as the content source for your performance and development
documents, define your profiles using the Manage Profiles business process before you create document
types.
See "Understanding Profile Management (PeopleSoft HCM 9.2: Human Resources Manage Profiles)".
Document Types Page
Use the Document Types page (EP_REVIEW_TYPE_TBL) to define document types.
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47
Setting Up Document Templates
Chapter 3
Navigation
Set Up HCM, Product Related, ePerformance, Document Structure, Document Types, Document Types
Image: Document Types page
This example illustrates the fields and controls on the Document Types page.
Official Review
Select this check box to designate that documents generated for
this document type are used by the Salary Planning by Group
process to retrieve rating and review points and, by the Salary
Increase Matrix page to retrieve ratings.
If an employee has more than one official document, these
processes use the results of the document with the latest period
ending date.
This selection becomes the default value for the Official
Document field on the Template Definition page.
Document Usage
Select the process that uses the document type. Valid options
are:
•
Performance
Indicates that the system uses this document type for
performance planning or evaluation.
•
Development
Indicates that the system uses this document type for
employee development.
48
Copyright © 1988-2013, Oracle and/or its affiliates. All rights reserved.
Chapter 3
Setting Up Document Templates
Performance documents appear under the My Performance
Documents menu on the Self-Service pages or under the
Performance Documents menu on the Manager Self-Service and
Administrator pages.
Development documents appear under the My Development
Documents menu on the self-service pages or under the
Development Documents menu on the Manager Self-Service
and Administrator pages.
Initiate Process
Select Employee, Manager, or both check boxes to indicate
which role or roles can initiate the evaluation process. The value
that is in this field determines if the manager or employee can
select the document type when initiating the evaluation process.
Employee can Select Manager
The system enables this check box only if you select the
Employee check box for the Initiate Process field.
Select this check box to enable an employee to select the person
who acts in the manager role during the evaluation process.
Clone Existing Document
Select Employee, Manager, or both check boxes to indicate
which role or roles can clone an existing document to create a
new document.
The system enables the employee and manager check boxes
only if you select the corresponding check box in the Initiate
Process field.
See Understanding Document Generation.
Template Source
Select the option that identifies where the system obtains the
document template that will be used to generate documents.
Values include:
•
User Specified
Indicates that the user initiating the document creation
process must identify the template.
•
Profile Management
Indicates that the template comes from the Manage Profiles
business process.
Profile Type
The system enables this field if you select the Profile
Management option in the Template Source field.
Select the profile type that is used by the Create Documents
process to identify the document template. The list contains
only nonperson profile types that have the ePerformance
template association option included as a related object in the
Profile Association Options group box on the Profile Types Associations page.
Copyright © 1988-2013, Oracle and/or its affiliates. All rights reserved.
49
Setting Up Document Templates
Default Template
Chapter 3
The system enables this field if you select theProfile
Management option in the Template Source field. The Create
Documents process uses the profile type and the employee's job
data to determine the employee's nonperson profile and obtain
the ePerformance template associated with that profile.
Select the template that is used to generate the documents for
this document type when the system cannot identify a template
for the given profile type.
Note: Because document types are defined before templates,
return to the Document Type page after you define the default
template and enter the value for this field.
Definition ID
Select the approval definition for documents of this type. Values
include:
•
ManagerOnly
This is a one-step approval process that routes the
transaction to an approving manager.
•
ManagerToAdmin
This is a two-step approval process that routes the
transaction to an approving manager and then to the
ePerformance HR Administrator.
•
AdminOnly
This is a one-step approval process that routes the
transaction to the ePerformance HR Administrator.
The definition ID determines the chain of approvals a document
must go through, if any, when a manager clicks the Submit
button on an document. The value that you select here becomes
the default value for the Definition ID field on the Template
Definition page for templates of the document type.
Objective Plan
Select the objective plan that you want associated with the
document type you are defining. The objective plan is used to
align and copy items from business objectives to performance
documents.
Related Links
Understanding Review and Approval Processes
Understanding Document Templates
50
Copyright © 1988-2013, Oracle and/or its affiliates. All rights reserved.
Chapter 3
Setting Up Document Templates
Defining Roles
To define roles, use the Document Roles (EP_ROLE_TBL) component.
This section provides an overview on roles and discusses how to set up roles that can provide multiparticipant feedback.
Page Used to Define Roles
Page Name
Definition Name
Navigation
Usage
Participant Roles
EP_ROLE_TBL
Set Up HCM, Product
Related, ePerformance,
Document Structure,
Participant Roles, Participant
Roles
Set up roles.
Understanding Roles
ePerformance enables you to include feedback from participants other than the employee and the
employee's manager (for example, peers or customers). To implement multi-participant feedback
processes, you must first define the roles that can participate in the process. After the roles are defined,
you can add them to a document template definition that is used in the multi-participant process.
Participant Roles Page
Use the Participant Roles page (EP_ROLE_TBL) to set up roles.
Navigation
Set Up HCM, Product Related, ePerformance, Document Structure, Participant Roles, Participant
Roles
Image: Participant Roles page
This example illustrates the fields and controls on the Participant Roles page.
ePerformance delivers the Manager and Employee roles as system data. Other roles that are available as
sample data are: Customer, Peer, and Other.
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51
Setting Up Document Templates
Chapter 3
Note: You cannot modify, inactivate, or delete the Manager or Employee roles. They are required data.
Related Links
Understanding Document Templates
Defining Performance Calendars
This section provides an overview of performance calendars and discusses how to define performance
calendars.
Understanding Performance Calendars
ePerformance provides two ways for setting up due dates for various steps in the evaluation process:
•
By specifying the number of days before or after the period end date in the document template
definition.
•
By specifying the actual due dates using the Performance Calendar component.
Using the performance calendar, an administrator specify actual dates within the identified calendar
period as due dates for criteria approval, checkpoints, finalizing criteria, participant nomination and
evaluations in documents. With this mechanism, the administrator can easily control the actual day (such
as a Friday) the due dates occur in each period.
To use the performance calendar option for populating document due dates, reference the calendar ID and
calendar period ID in the document template definition.
See Creating Document Templates.
Page Used to Define Performance Calendars
Page Name
Definition Name
Navigation
Usage
Performance Calendar
EP_CALENDAR
Set Up HCM, Product Related,
ePerformance, Document Structure,
Performance Calendar, Performance
Calendar
Define performance calendars.
Performance Calendar Page
Use the Performance Calendar page (EP_CALENDAR) to define performance calendars.
52
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Chapter 3
Setting Up Document Templates
Navigation
Set Up HCM, Product Related, ePerformance, Document Structure, Performance Calendar, Performance
Calendar
Image: Performance Calendar page
This example illustrates the fields and controls on the Performance Calendar page.
Calendar ID
Enter an identifier of the performance calendar for up to eight
alphanumeric characters. For example, Annual, Semi-year,
Quarter and so on.
A calendar ID can be associated with one or more rows, which
are further identified by calendar period IDs.
Calendar Period ID
Enter a descriptive identifier of the period within the
performance calendar.
For example, if the calendar period is a 1-year duration starting
on January 1 and ending on December 31, you can use the year (
2012, 2013) as the calendar period ID.
When entering new calendar periods, make sure that they do not
overlap with existing ones.
Period Begin Date and Period End
Date
Enter the start and end dates of the calendar period.
Due Date Type
Select a type for the due date you want to define. Values are:
The system uses the period begin and end dates of the calendar
in the document creation process to determine which calendar
period ID and due dates to use in the document.
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53
Setting Up Document Templates
Chapter 3
Approve Criteria. If selected, the approve criteria due date must
be on or before any other specified due dates.
Checkpoint Due. If due dates for all checkpoints are selected,
then you must also specify the Finalize Criteria due date,
which must be after the last checkpoint due date. The due dates
of checkpoints need to be in chronological order just like the
checkpoint sequence. In other words, the checkpoint 01 due date
must be before the checkpoint 02 due date, the checkpoint 02
due date before the checkpoint 03 due date, and so on.
Finalize Criteria. If selected, the finalize criteria due date must
be on or before the nomination and evaluation due dates.
Nomination Due.
Evaluation Due.
Checkpoint Sequence
Select the checkpoint to which the corresponding checkpoint
due date applies.
This field becomes editable when Checkpoint Due is selected as
the due date type. Values are Checkpoint 01 through Checkpoint
11, which allows you to set up one checkpoint for each month
in a year. The last month of the year will be used for final
evaluation.
Evaluation Role
Select the role to which the corresponding evaluation due date
applies.
This field becomes editable when Evaluation Due is selected as
the due date type. Values are active participant roles from the
Participant Roles table.
Defining Sections
To create document sections, use the Section Definition (EP_SECTION_DEFN) component.
This section provides an overview of document sections and discusses how to:
54
•
Define sections.
•
Define content groups.
Copyright © 1988-2013, Oracle and/or its affiliates. All rights reserved.
Chapter 3
Setting Up Document Templates
Pages Used to Create Section Definitions
Page Name
Definition Name
Navigation
Usage
Section Definition
EP_SECTION_DEFN
Set Up HCM, Product
Related, ePerformance,
Document Structure, Section
Definition, Section Definition
Define sections.
Define Content Group
EP_CONTENT_SEC
Click the Define Content
Group link on the Section
Definition page.
Select both a content group
type and a content group.
Understanding Document Sections
Sections are another building block for document templates. They form the structure of a performance or
development document. For example, your organization may want its performance evaluations to include:
•
The organization's mission statement.
•
The department's initiative for meeting the mission statement.
•
The employee's goals.
•
The employee's competencies, responsibilities, or learning.
•
A section for employee's to add comments.
•
A section for manager's to add comments.
•
A section for signatures.
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55
Setting Up Document Templates
Chapter 3
Each of these are separate section definitions that can be added to the document template.
Image: Definition relationships chart showing the relationships between sections, templates, and
generated documents
This diagram illustrates the relationship between sections, templates, and generated documents.
When you define sections, you specify:
•
Whether the section is rated or weighted.
•
Which calculation method to use to determine employee ratings.
•
Which rating model to use to rate employees.
•
Any special processing for that section.
•
What category of content types are associated with the section.
•
What information to include in the document.
ePerformance delivers the following section definitions:
56
•
Career plan summary
•
Competency (competency)
•
Employee (employee comments)
•
Goals
Copyright © 1988-2013, Oracle and/or its affiliates. All rights reserved.
Chapter 3
Setting Up Document Templates
•
Init (initiatives)
•
Learning
•
Manager (manager comments)
•
Mission
•
Resp (responsibility)
•
Sign (signature)
•
eSignature (This is a system delivered section that can be used to electronically record the date the
employee acknowledges the document and the date the manager completes or finalizes the document)
•
Summary (overall summary)
Ratings and Weighting
You may want to rate some sections, such as employee responsibilities or competencies. You, however,
may not want to rate others section, such as mission statements. You may want to weight the sections that
are rated higher than others. Weighting a section or item in the section enables you to place more or less
importance on the section or item.
Calculation Methods
If your organization rates employee performance, you can have the system calculate the employee's
performance rating or enter the ratings manually. ePerformance delivers three different calculation
methods:
•
Average
To use this method, the rating models that are associated with the section and its items must define
numeric ratings that correspond to the rating descriptions. The system uses the numeric ratings to
calculate a weighted average if weights exist; otherwise, it calculates a straight average. It then
converts this average back to a performance document rating using the rating model again.
•
Summation
To use this method, the rating models that are associated with the section and its items must define
review points. The rating model for the section must also define point ranges (from points and to
points). The system converts ratings to review points as defined in the rating model, calculates the
total review points, and converts this total into the corresponding review rating for the section by
using the point range on the rating model. Weights are ignored. Item ratings are not used in the
summation method.
•
Review Band
This method is similar to the Summation method, but is only available for the Overall Summary
section of a document. To use this method, the rating model that is associated with the Overall
Summary section must include a performance document band and define review points as well as
point ranges (from points and to points). During the calculation process, the system computes the total
review points across all sections and converts this total into the equivalent rating on the document
band.
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57
Setting Up Document Templates
Chapter 3
Special Processing
Special processing determines the use of a section and the fields that are enabled in the Section, Items,
and Sub-Items group boxes on the Section Definition page. ePerformance provides the following type of
special processing.
If Special Processing is
Then the section
Business Objectives
Can be connected to a section on a business objective page to allow objectives to be
aligned and copied between the two.
Career Planning Summary
Cannot be rated or weighted
Cannot have items or subitems.
Employee Comments
Cannot be rated or weighted.
Cannot have items or subitems.
Learning
Can be rated and weighted.
Cannot have items or subitems.
Manager Comments
Cannot be rated or weighted.
Cannot have items or subitems.
None
Can be rated and weighted.
Can have items and subitems.
Overall Summary
Can be rated and weighted.
Cannot have items or subitems.
Signatures
Cannot be rated or weighted.
Cannot have items or subitems.
eSignatures
Records the date and time that the employee acknowledged the review.
Records the date and time that the manager completed the review.
Prerequisites for Creating Section Definitions
Before you can create sections, you must complete the following:
1. Define rating models.
2. Define content types.
3. (Optional) Define profile types.
58
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Chapter 3
Setting Up Document Templates
When competencies and responsibilities vary between jobs, you can use job profiles to generate the
performance criteria associated with a section. This might be easier than creating a separate template
for each job. Job profiles can be attached to job codes, job families, salary grades, and positions. That
means that anyone associated with the same job code, job family, salary grade, or position will have
the same content downloaded into their performance document.
Section Definition Page
Use the Section Definition page (EP_SECTION_DEFN) to define sections.
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59
Setting Up Document Templates
Chapter 3
Navigation
Set Up HCM, Product Related, ePerformance, Document Structure, Section Definition, Section Definition
Image: Section Definition page (1 of 2)
This example illustrates the fields and controls on the Section Definition page (1 of 2).
Image: Section Definition page (2 of 2)
This example illustrates the fields and controls on the Section Definition page (2 of 2).
Enter the information that you want to use later to populate the fields on the Template Definition Structure page for the specified section. The descriptions you enter here are used to identify the sections
that you want to add on the Template Definition page.
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Chapter 3
Setting Up Document Templates
Section
Rate
Select this check box to enable a rating assignment for the
section, either by a system calculation or manually. A rating
field appears in the section summary of a document.
The system enables this check box if Learning, None, or Overall
Summary is selected in the Special Processing field.
Calculation Method
Select the calculation method used for the section. Values
include:
•
Average
•
Summation
•
Review Band
The system enables this field if the Rate check box is selected
and the Special Processing field is set to Learning, None, or
Overall Section.
Preliminary Rating
Select this check box to enable a manager to enter a preliminary
rating for the performance document.
The system enables this check box if the Rate check box is
selected and the Special Processing field is set to Overall
Summary.
Rating Model
Select the default rating model for the section.
The system enables this field if the Rate check box is selected
and the Special Processing field is set to Learning, None, or
Overall Summary.
Weight
Select this check box to enable the section to have a weighting
relative to the other sections in the document. A Weight Section
field appears in the section summary.
The system enables this check box if the Rate check box is
selected and the Special Processing field is set to Learning or
None.
You cannot weight sections of a performance document when
you select a calculation method of Summation or Review Band
for the Overall Summary section and you elect to have the
system calculate performance ratings. (You enter calculation
instructions through the Template Definition component.)
Rating Display
Select one of these values to indicate how you want the system
to display the rating options:
•
Drop-Down Box
•
Radio Buttons
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61
Setting Up Document Templates
Minimum Weight
Chapter 3
Enter the minimum weight for the section. This field is used
when ratings are calculated to ensure that the section weight
cannot fall below a minimum value.
The system enables this check box if the Weight check box is
selected.
Weight
Enter the default weight for a section. The system enables this
check box if the Weight check box is selected.
Special Processing
This field determines the type of information that is entered in
this section and how the system processes the information.
•
Business Objectives – Select this option if you want this
section to be connected to a business objective page to
allow business objectives to be aligned and copied to a
performance document.
•
Career Plan Summary – Select this option to allow
managers to view employee’s career planning information.
Information available in this section is read-only, and
managers can click the Update Employee Career Plan link to
transfer to Manager Self Service and edit employees’ career
planning data. For the Roles Rules sections that appear at
the bottom of the section definition, only the Manager role
is available for selection.
•
Employee Comments – Select this option if this section
is used by employees to enter and edit comments on the
manager's performance evaluation when the evaluation
status is Shared with Employee, Pending Acknowledgement,
or Acknowledged.
This type of special processing allows the employee to enter
their comments regarding the manager's assessment of the
employees performance on the Manager Evaluation.
When selected, all fields on this page become unavailable.
•
Learning– Select this option if this section is used
by employees and managers to add or view learning
information, and for administrators to view and search for
learning information from Enterprise Learning Management.
The system only enables the Rate and Weight check boxes.
Note: The Oracle Business Intelligent Publisher (BI
Publisher) report includes the Learning section.
•
62
Manager Comments – Select this option if this section is
used by managers to enter comments, in response to the
employee's comments, on the performance evaluation when
the evaluation status is Evaluation in Progress, Shared with
Employee, Pending Acknowledgement, or Acknowledged.
When selected, all fields on this page become unavailable.
Copyright © 1988-2013, Oracle and/or its affiliates. All rights reserved.
Chapter 3
Setting Up Document Templates
•
None – Select this option if no special processing options
apply. Most likely, you'll select this option when creating
a section for a mission statement, initiatives, goals and
objectives, competencies, or responsibilities.
•
Overall Summary – Select this option if this section contains
the overall rating for the document. A document template
can include only one section that is set to Overall Summary.
When selected, all fields on this page except the Rate
Section and Summary fields become unavailable.
•
Signatures – Select this option if a predefined signature
section appears on the printed version of the evaluation.
This section consists of two signature rows: the first for the
employee, the second for the manager. Each row includes
a signature line and a date. To change the format of the
signature lines in this section, modify the Text Catalog
feature.
When selected, all fields on the page except the Summary
field become unavailable.
Note: The Text Catalog entry for defining the signature
format is APPR_MAIN1_INST2 for evaluations and APPR
_BASE_SEC_DESC for the Establish Criteria document.
The section type context key for both equals SIGN.
•
eSignatures – Select this option if you want the system to
record the date and time that the employee acknowledged
the review and the date and time that the manager completed
the review. When a document is viewed or printed using
XML publisher the system displays the signature section
with the employees name printed on the employee
signature line along with the date and time the employee
acknowledged the document. In addition the manager's
name is printed on the manager signature line with the date
and time the manager completed the document.
Items
The fields in this group box are available if the Special Processing field is set to None. The fields
displayed here determine if the section on the document can contain content items such as mission
statements, initiatives, goals or objectives, competencies, responsibilities, or free-form items. A section
must contain all items of the same content type. Items are evaluated or tracked depending on the rules
that you specify. Typically, Employee Comments, Manager Comments, Overall Summary and Signatures
sections do not include content items.
Enable Items
Select this check box if the section can contain items. When you
select this check box, the system enables you to select the other
fields in this page.
The system only enables this check box if the Special
Processing field is set to None.
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63
Setting Up Document Templates
Chapter 3
The system displays the items you select on the Establish
Criteria and Document pages, on the Template Definition Content page, and on Performance or Development documents.
Note: If you select the Critical check box, all check boxes and
fields within the items group box will have a critical indicator.
Content Type
Select the content type from which content items (job attributes)
are pulled when defining the criteria used to evaluate employee
performance on the Template Definition - Content page. Valid
options are any content types defined in the content catalog in
the Manage Profiles business process. This field cannot be a
content type that is defined only as a child of another content
type.
Free-Form Allowed
Select to enable users to add free-form items to this section of
a document or template. For example, managers might use this
feature to add a list of courses that an employee should take.
The system assigns an item sequence ID to each free-form item
that is added. These items are not stored for reuse.
Define Content Group
Click this link to access the Define Content Group page (EP_
CONTENT_SEC) where you can select both a content group
type and a content group. Selecting a content group type and
content group determine what sections will appear on the
Template Definition page. This information is set up in the
content catalog.
See "Understanding the Content Catalog (PeopleSoft HCM 9.2:
Human Resources Manage Profiles)".
Rate
Select this check box to enable a rating assignment for the
section, either by a system calculation or manually. The Rating
Model field appears on the Template Definition - Content
page and a rating field appears in the section summary on the
performance document.
Prompt Table
Select the name of the table that holds the content items that you
want included in the section.
Use Section Rating Model
Select this check box to have the rating model for all items and
subitems on the document template default to the section rating
model.
The system enables this check box if a rating model is entered in
the Rating Model field in the Section group box.
Weight
Select this check box to enable the item in the section to have
a weighting relative to the other items in the section. A weight
section field appears in the section summary.
You cannot weight sections of a performance document when
you select a calculation method of Summation or Review Band
for the Overall Summary section and you elect to have the
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Chapter 3
Setting Up Document Templates
system calculate performance ratings. (You enter calculation
instructions through the Template Definition component.)
The system enables this check box if the Rate check box is
selected.
Target Rating
Select this check box to indicate that content items can have a
target proficiency rating assigned on the Template Definition
- Content page. The target proficiency rating displays on the
performance document for the content items. The system
enables this check box if the Rate check box is also selected.
Note: The target rating is used with the learning integration
feature. If the employee doesn't make his or her target rating, the
system sends the person's performance rating to ELM. ELM will
then do a fit gap analysis, suggest a learning for the employee,
and add a learning course to the learning grid.
Mandatory
Select this check box if the document author cannot edit or
delete items. This applies to all items, regardless of whether they
are defined on the template or job profile.
Minimum Weight
Select this check box if items can have a minimum weighting.
Minimum weights are entered on the Template Definition Structure page.
During the evaluation process, managers can click an update
link on the evaluation to edit the minimum weight.
Description
Select this check box to display the Description field on the
Template Definition - Content page and on the Performance
or Development Document. When an item from the Content
Catalog is added, the system displays the description associated
with that item and it cannot be edited. If the item is manually
added, you can edit the Description field unless the item is
marked as mandatory on the Template Definition - Content
page.
Critical
Select this check box to indicate that all check boxes and fields
within the items group box can have a critical indicator.
Due Date
Select this check box to have items include a due date on the
document. For example, managers might enter a due date
by which an employee must become proficient in a certain
competency or attain a particular goal. During the evaluation
process, managers can update the due date.
Measures
Measurements describe the standards against which
performance is compared. When an item from the Content
Catalog is added, the system displays the measurement
associated with that item and it cannot be edited. If the item is
manually added, you can edit the Measurement field.
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65
Setting Up Document Templates
Chapter 3
Ownership
Select this check box to have items contain the Owner field,
which indicates who is responsible for the item: the employee
or the manager. The flag is informational only; it does not cause
any special processing to occur. During the evaluation process,
managers can click an update link on the evaluation to edit the
Owner field.
Reminder Date
Select this check box if items can contain a reminder date on the
document. During the evaluation process, managers can click an
update link on the evaluation to edit the reminder date.
Percentage Completed
Select this check box if items on a document can include a field
for entry of the percentage complete. Employees and managers
can use this field to indicate progress towards certain goals.
Stretch Goal
Select this check box to allow items on a document to be
flagged as being a stretch goal. This field is for informational
purposes only.
Level Of Difficulty
Select this check box to display the Level Of Difficulty field.
The Level of Difficulty field includes Basic, Intermediate and
Advanced as its values. You can associate these values with the
difficulty of an item. When an item from the Content Catalog is
added, this field displays the level of difficulty associated with
that item and you cannot edit the values. If the item is manually
added, you can select the level of difficulty unless the item is
marked mandatory on the Template Definition - Content page.
Align Items and Links To
If you select Business Objectives in the Special Processing field,
the system displays the Align Items and Links To fields.
Select the Align Items check box to align items in this section
with business objectives. This field works in conjunction with
the Links To field.
Select Any Section in the Links To drop down list box. On the
performance document the system enables a user to associate a
business objective to a specific item and displays the Alignment
Chain icon, which a user can click to view how the objective
they selected aligns with other higher level objectives. The
system only enables this check box if the Align Items check box
is selected.
Supports and Link
If you do not select Business Objectives in the Special
Processing field, the system displays the Supports and Link
fields.
Select the Supports check box to enable the association of items
in this section with items in a different section of the same
review. This field works in conjunction with the Link field.
Similar to cascading objectives, the Link option enables you
to indicate that the current section supports another section.
This association displays an informational message on the
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Chapter 3
Setting Up Document Templates
performance document. The system enables this check box if
the Supports check box is selected.
Status and User Defined Value
Select this check box to have items in the section of a document
include a field that identifies the status of the item. Possible
statuses are Complete, In Progress, and N/A (Not Applicable).
The values that are available for selection in the User Defined
Value field are defined using the Custom List Values component
in the Content Catalog (select Set Up HCM, Product Related,
Profile Management, Content Catalog, Custom List Values).
Empl Measures (employee measures) Select this check box if you want the system to display an
Employee Measurement field for the section. An employee or
manager can use this field to describe how the item they are
defining should be measured.
Private - hide from employees
Select this check box if you do not want employees or other
managers to view information in this section.
When a user is adding an item to their performance document
and selects the Copy from Manager's Document option, the
system does not display the item.
Start Date
Select this check box if you want to enable managers or
employees to set start dates for the items they are defining in
this section.
End Date
Select this check box if you want to enable managers or
employees to end start dates for the items they are defining in
this section.
Sub-Items
The system enables fields in this group if the Enable Items check box in the Items group box is selected.
Enable Sub-Items
Select this check box to indicate that the section can contain
subitems. Subitems are typically sub-competencies that are
created through the Competency function.
Prompt Table
Select the name of the table that holds the subitems that are
included in the section.
Free-Form Allowed
Select this check box to enable users to add free-form (noncoded) subitems to this section.
Content Type
Select the content type from which content items will be
selected. The content types available for selection are those
that are associated with the value you selected in the Content
Type field in the Items section. Content types are set up under a
content group type in the content catalog.
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67
Setting Up Document Templates
Chapter 3
The Content Type and Content Group Type fields are used for
search when adding a predefined competency to the evaluation
criteria specified on the document template.
Description
Select this check box to have the description for the subitem
appear on the evaluation. During the evaluation process,
managers can click an update link on the evaluation to edit the
description for the subitem.
Profile Management
This group box is used to identify whether you want to download criteria from an nonperson profile.
Initialize from Profile
Select this check box if you want the competencies or
responsibilities that are associated with a profile type
automatically loaded from the profile into the template or
document.
The system enables this field only when the Special Processing
field is set to None.
Profile Type
Select the profile type. These profile types are defined in the
Manage Profiles business process with a profile equal to the
Job, Role, Cluster, and Syndication.
The system enables this field if you select the Initialize from
Profile check box. A role can be tied to person profile in the
Evaluation Role Rules grid.
Define Content Group Page
Use the Define Content Group page (EP_CONTENT_SEC) to select both a content group type and a
content group.
Navigation
Click the Define Content Group link on the Section Definition page.
Image: Define Content Group page
This example illustrates the fields and controls on the Define Content Group page.
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Chapter 3
Setting Up Document Templates
Select the content group type and content group. The content group type and content group determine
what sections will appear on the Template Definition page. This information is set up in the content
catalog.
(JPN) Creating Review Identifiers
To create review identifiers, use the Review Definition table JPN (REV_DEF_TBL_JPN) component.
This section provides an overview of review identifiers (IDs) and discusses how to create review
definitions.
Page Used to Create Review Identifiers
Page Name
Definition Name
Navigation
Usage
Define Review JPN
REV_DEF_TBL_JPN
Set Up HCM, Product
Related, ePerformance,
Define Review JPN, Define
Review JPN
Define reviews.
Understanding Review Identifiers
Review IDs associate document types with setIDs. In some organizations, the document types and the
performance periods that one business unit uses can differ from those in another business unit. You also
define whether the performance results are considered by the Grade Advance Candidate JPN and by any
of the salary increase processes of the Plan Salaries business process for Japan.
When you create a document template, you can designate that the documents generated from the template
are used for official reviews. This is required if you want to use the Manage Base Compensation and
Budgeting business process. Pages in this business process locate employee review results by locating the
document ID that is linked to the template that was used to create the employee review document.
Related Links
Understanding Document Templates
Define Review JPN Page
Use the Define Review JPN page (REV_DEF_TBL_JPN) to define reviews.
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69
Setting Up Document Templates
Chapter 3
Navigation
Set Up HCM, Product Related, ePerformance, Define Review JPN, Define Review JPN
Image: Define Review JPN page
This example illustrates the fields and controls on the Define Review JPN page.
Use this page to define reviews, which include performance period, document type, and inclusion of the
review when determining eligibility for grade advances.
Period Begin Date and Period End
Date
Enter the first and last dates of the performance period. This
information is informational only.
See Template Definition - General Page.
Document Type
Select the document type that is valid for the selected setID.
Include in Grade Advance
Select this check box to include this review when you run the
JPN Grade Advance Candidate (PER062JP) SQR report.
To run the JPN Grade Advance Candidate report, you define the
criteria employees must meet before they are eligible for a grade
advancement, including the number of eligibility points they
must earn on evaluations.
For example, you can have the system take an average or
weighted average of the eligibility points for the employee's last
three evaluations. When you run the Grade Advance Candidate
process, the system looks at the number of eligibility points
the employee earned on this and other designated or applicable
evaluations.
If the eligibility points meet the required threshold, the
employee is eligible for a grade advancement.
This field works with the eligibility points that are defined for
the rating model that the system references when calculating
the performance results (the Overall Summary section of the
document).
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Chapter 3
Setting Up Document Templates
Related Links
"Understanding Salary Grades and Steps (PeopleSoft HCM 9.2: Human Resources Manage Base
Compensation and Budgeting)"
Creating Document Templates
To create document templates, use the Template Definition (EP_TMPL_DEFN) component.
This section discusses how to:
•
Define general template information.
•
Define document processes.
•
Define tabs in documents.
•
Add sections to documents.
•
Add criteria to sections.
•
Load content from profiles.
•
Clone templates.
Pages Used to Create Document Templates
Page Name
Definition Name
Navigation
Usage
Template Definition General
EP_TMPL_DEFN1
Set Up HCM, Product Related,
ePerformance, Document Structure,
Template Definition, Template
Definition - General
Define general template information.
The information that you specify on
this page controls the sections that
are available on other pages of the
component.
Template Definition Process
EP_TMPL_DEFN2
Set Up HCM, Product Related,
ePerformance, Document Structure,
Template Definition, Template
Definition - Process
Define document processes. The
information that you specify here
determines the functions that
employees, managers, and other
participants can perform in each step
of the review process.
Template Definition Tabs
EP_TAB_DTL
Set Up HCM, Product Related,
ePerformance, Document Structure,
Template Definition, Template
Definition - Tabs
Define tab labels and display order
for use, if the performance documents
are configured to display in tabbed
format.
Template Definition Structure
EP_TMPL_DEFN3
Set Up HCM, Product Related,
ePerformance, Document Structure,
Template Definition, Template
Definition - Structure
Define document structure, add
appropriate sections to the template,
define override default section
settings, and define the way each role
interacts with the document section.
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71
Setting Up Document Templates
Chapter 3
Page Name
Definition Name
Navigation
Usage
Template Definition Content
EP_TMPL_DEFN4
Set Up HCM, Product Related,
ePerformance, Document Structure,
Template Definition, Template
Definition - Content
Add criteria to sections.
Load Content From
Profile
EP_TMPL_DEFN5
Click the Load Content from Profile
link on the Template Definition Content page.
Load content from profiles. Profiles
can be used to load criteria into
sections.
Clone Template
Definition
EP_CLONE_TMPL
Set Up HCM, Product Related,
ePerformance, Document Structure,
Clone Template Definition, Clone
Template Definition
Clone templates.
Understanding Document Template Set Up
Document templates are defined using these pages:
•
General
•
Process
•
Tabs
•
Structure
•
Content
General Page
The General page defines processing options. It also enables you to activate steps in the business process.
Using roles you can define which type of employees can participant in the performance or development
process. You can also designate that documents using this template are recognized by the system as the
official review.
By selecting Official Review, you indicate that the overall rating from the manager's document generated
with this template is to be used to update salary planning information.
By selecting Define Criteria, you activate the Define Criteria step in the business process. It appears as the
first step to be completed in the evaluation. The system also creates a document for the step, which allows
the manager, employee or both to update and possibly add items to the criteria definition step.
By selecting Track Progress, you activate two or more steps in the business process. Depending on the
setup on the Process page, one or more Checkpoint <number> steps appear on the Steps and Tasks pagelet
on the left, followed by the Finalize Criteria step. The system creates corresponding documents for the
manager and employee to enter comments against the items and share comments with each other. The
manager can also complete checkpoints (shared discussion on the employee’s progress) and save progress
copies.
By selecting Nominate Participants, you activate another group of steps in the business process. Nominate
Participants and Review Participant Evaluations appear as steps on the Steps and Tasks pagelet. The
system also creates corresponding documents for each person that accepts their nomination.
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Chapter 3
Setting Up Document Templates
On this page, you also specify the method used to determine various document due dates to be displayed
when a document is created.
If all business processes are enabled, corresponding steps appear in this order:
1. Define Criteria
2. Checkpoint <1–11>
3. Finalize Criteria
4. Nominate Participants
5. Review Participant Evaluations
6. Complete (or Review) Self Evaluation
7. Complete (or Review) Manager Evaluation
See Template Definition - General Page.
Process Page
The Process page shows the processes that are required to complete the document based on the choices
you made on the General page. You select the actions that each role or roles can perform for each process.
You also specify:
•
Whether the ratings that are entered by persons having that role are anonymous.
•
Approval rules for the manager's document.
•
Overall document processing rules.
•
Due dates for steps.
See Template Definition - Process Page.
Tabs page
The Tabs page sets up the tabs to be used in displaying the document, if the document is configured to
be shown in the tabbed format. Each tab in the document contains one or more sections defined in the
Structure page. For example, you can set up the template to display a Goals tab that contains the Goals
Section, and a Competencies tab that contains the Core Competencies section and the Job Competencies
section.
See Template Definition - Tabs Page.
Structure Page
The Structure page defines the sections that are included on documents. You select one or more sections
to include in the document. The section definition is copied into the document template. After the section
definition is copied, you can override any of the section settings.
For each section that you include in the document, you select the tab that the section is listed under (if
tabs format is enabled on the General page) and indicate if the section should be included in the Define
Criteria and Track Progress documents.
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73
Setting Up Document Templates
Chapter 3
You can set up how the document roles interact with that section, the actions that different roles can
perform, the content that is visible to managers and employees, and the writing tools that managers and
employees can use to enter ratings and comments.
You can add multiple sections that require ratings. These sections can be any content type defined in the
Manage Profile business process; such as goals, objectives, and competencies sections. Sections can also
be defined to pull content from nonperson profiles created in the Manage Profile business process.
Each section may have different calculation methods. Because you can add sections that have different
calculation methods, the following table illustrates how the calculation method that you select for the
overall rating (the Overall Summary section) determines which calculation methods the other sections of
the document can use and whether the calculation method permits section weighting:
Calculation
Method
for Overall
Summary
Section
Calculation
Methods Allowed
for Other Sections
Section
Rating Calculations
Weighting
Allowed?
Average
Average
Yes
To determine item ratings, the user enters the item rating. If subitems
exist, the system calculates the item rating by taking the average of
the subitems.
To determine section ratings, for sections other than Overall
Summary, the system checks if there are items that are rated. If
there are no other rated items, the user enters the section ratings. If
there are rated items, the system determines if any of the items are
weighted.
If there are weighted items, the system calculates the rating as a
weighted average of all of the item ratings in the section, taking
individual item weights into account. Unrated items and items that are
not weighted are ignored.
If there are no weighted items, the system calculates the simple
average of all rated items. Unrated items are ignored.
To determine overall ratings, the system checks to see if there are
other sections that are rated. If there are no other rated sections, the
user enters the section rating.
If there are rated sections, the system determines if the sections
are weighted. If there are weighted sections, the system calculates
the rating as a weighted average of all of the section ratings in the
document, taking individual section weights into account. Unrated
items and items that are not weighted are ignored.
If there are no weighted sections, the system calculates the simple
average of all rated items.
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Chapter 3
Setting Up Document Templates
Calculation
Method
for Overall
Summary
Section
Calculation
Methods Allowed
for Other Sections
Section
Rating Calculations
Weighting
Allowed?
Summation
Average and
Summation
No
You must define review
points in addition to
numeric ratings for
these sections. The
system converts section
ratings to review points
to determine the overall
rating.
To determine section ratings, for sections other than the Overall
Summary section, the system determines the rating and corresponding
review points for each item in the section. Only items with review
points are considered. It sums the points to determine the total points
for the section.
To determine overall ratings, the system determines the calculation
method for the other sections.
If the section rating is calculated using the average method, the
system converts the section rating to the appropriate number of
review points entered for that section, using the rating model
associated with the section.
If the section rating is calculated using the summation method, the
total review points for the section are used as the section points. The
points from each section are summed and converted to a document
rating using the from and to point range on the rating model that is
used for the Overall Summary section.
Review Band
Average and
Summation
You must define review
points in addition to
numeric ratings for
these sections. The
system converts section
ratings to review points
to determine the overall
rating.
No
The review band is only available for the Overall Summary section.
To use this method, the rating model that is associated with the
Overall Summary section must include a performance document band
and define review points as well as point ranges (from points and to
points). The system uses the points in its calculations and:
1.
Calculates the overall points by following the same steps as the
summation method.
2.
Converts the overall points into the appropriate review band
according to the rules you define on the Rating Model page.
See Defining Sections, Template Definition - Structure Page.
Content Page
The Content page defines the specific job attributes or content items by which an employee is to be
measured. Only those sections that were included on the Structure page are available on the Content page.
Criteria on the Content page can come from three sources:
•
Content Catalog
Items and sub-items from the Content Items Detail (JPM_CAT_ITEMS) table. The system adds the
Content Type field to the Load Content From Profile (EP_TMPL_DEFN5) page to narrow down the
search.
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Setting Up Document Templates
Chapter 3
Note: You can define unique coded categories of performance criteria. To do so, use Application
Designer to create tables that store the items for the new criteria type. The tables that you create are
then referenced as prompt tables in document templates and evaluations. Include the following fields
in the table that you define: EP_ITEM_ID (key), EP_TITLE, EFFDT (optional key), EFF_STATUS
(optional), EP_DESCR254 (optional)
•
Free-Form Items
Free-form items are criteria that are not stored in the EP_APPR_ITEM, EP_APPR_B_ITEM,
EP_TMPL_ITEM tables. Free-form items enable you to fine-tune evaluations to an individual
employee or a small group of employees. You can add free-form criteria to the templates you use to
create performance documents. You can also enable managers, employees, or both types of workers to
add free-form assessment items after the performance document is generated.
•
Download from the nonperson profile.
Items and sub-items can be added from nonperson profile defined in the Manage Profiles business
process. The system uses the specified profile type to identify content and automatically adds it to the
Template Definition - Content page.
The criteria defined on the Template Definition - Content page are automatically pulled into the document
that is generated using the specified template.
See Template Definition - Content Page.
Prerequisites for Creating Document Templates
Before you create templates, complete the following tasks:
•
Set up the content catalog.
•
(Optional) Define job profiles.
•
Set up rating models.
•
Define document types.
•
Define document roles.
•
(Optional) Define performance calendars.
•
Define section definitions.
•
(JPN) Create review identifiers.
Note: You cannot create a template without a document type. In addition, a template must contain at least
one section with a manager role selected.
See "Understanding the Content Catalog (PeopleSoft HCM 9.2: Human Resources Manage Profiles)".
See "Understanding Profile Comparisons (PeopleSoft HCM 9.2: Human Resources Manage Profiles)".
See Defining Document Types.
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Chapter 3
Setting Up Document Templates
See Defining Roles.
See Defining Performance Calendars.
Template Definition - General Page
Use the Template Definition - General page (EP_TMPL_DEFN1) to define general template information.
The information that you specify on this page controls the sections that are available on other pages of the
component.
Navigation
Set Up HCM, Product Related, ePerformance, Document Structure, Template Definition, Template
Definition - General
Image: Template Definition - General page
This example illustrates the fields and controls on the Template Definition - General page.
Description
Enter a description of the document template.
This description appears as a selection field when users create
evaluations from the template. Therefore, each template within a
document type should have a unique description.
Display Type
Select how the document should be displayed. Values are:
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Setting Up Document Templates
Chapter 3
Long Format Only: (default value) Document is displayed as
one long document in sections and users need to scroll down to
view the last section of the document.
Tabs Format Only: Document is displayed in sections as
represented by tabs.
Toggle - Default Long: Document is displayed in long format by
default and users can toggle between long and tabbed format.
Toggle - Default Tabs: Document is displayed in tabbed format
by default and users can toggle between long and tabbed format.
Note: If the selected display type is not Long Format Only,
make sure to define tabs for use (when users select to display
documents in a tabbed format) on the Tabs page, and then
specify a tab label for each section of the document on the
Structure page.
Official Review
Select to designate that the overall rating from the manager's
documents generated with this template is to be used to update
salary planning information.
If an employee has more than one official document, these
processes use the results of the document with the latest period
end date. The default value from the Document Type page
appears here, but you can change it.
Language Checker
Select this check box to enable the use of the Language Checker
tool when entering comments, for example, in the enabled
Track Progress business process. Users can click a button on the
document to have the system check for inappropriate language
in the Comments and Results text boxes on the evaluation.
Concatenate Page Title
Select for the document page title to show both the step as well
as the action to be performed for the step.
For example, if the user is at the Define Criteria step and is
supposed to update criteria on the page, the page title reads
Define Criteria - Update if this option is selected.
If this option is not selected, the page title reads Define Criteria
instead.
Business Process
Use this section to define, in addition to the evaluation steps (automatically included for manager and
configurable for employee), additional business process steps to generate when this template is used to
create a performance documents. For each step selected here, the system displays a corresponding group
box on the Process page where you can enter data to define the specifics of the step.
Define Criteria
78
Select to enable the Define Criteria step, which allows users to
add goals and other content to the performance review.
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Chapter 3
Setting Up Document Templates
When you select this check box, the system displays:
Track Progress
•
The Define Criteria Steps group box appears on the Process
page.
•
The Define Criteria Step – Role Rules grid on the Structure
page
•
The Define Criteria step on the left-hand navigation of the
performance document
Select to enable the Track Progress step, where mid-period
checkpoints can be created and criteria finalized.
When you select this check box, the system displays:
•
The Track Progress Steps group box on the Process page.
•
The Track Progress Step – Role Rules grid on the Structure
page.
•
One or more Checkpoint <#> steps on the left-hand
navigation of the performance document.
Select to support mid-period checkpoints and finalizing the
criteria.
Nominate Participants
Select to enable the Nominate Participants step, which provides
360 degree feedback functionality.
When you select this check box, the system displays the
Nominate Participants and Review Participant Feedback group
boxes on the Process page.
Document Due Date Method
Use this section to select the method used to determine due dates for various steps in the performance
process. To use the Performance Calendar method, a performance calendar must exist for each
performance period, and you must specify the Calendar ID and Calendar Period ID to use. The system
uses the Calendar ID and Calendar Period ID that you selected to display the due dates in the due date
fields on the Document Structure, General and Process pages. If you select the Template Setup method,
then you must enter the number of days before or after the period end date for each due date on the
Document Structure, General and Process pages.
Due Date Method
Select the method used to calculate document due dates. Values
are:
Performance Calendar: Use the performance calendar defined
in the system to determine the due dates when a document
is created. Before selecting this option, make sure that a
performance calendar already exists.
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Setting Up Document Templates
Chapter 3
Template Setup: Use the Document Due Days and Period Type
fields specified by role to determine the due dates when a
document is created.
Calender ID and Calendar Period ID Enter the ID of a calendar and calendar period, if Performance
Calendar is selected as the due date calculation method.
When the calendar period ID is specified, the system populates
potential due dates in the Calendar Period Due Date field in the
Evaluations grid on this page, as well as the due dates that are
displayed on the Process page.
See Defining Performance Calendars.
Evaluations - Participants
Role
Select one or more roles that can participate in evaluations that
are generated using this document template.
The manager and employee roles always appear in this list. You
can add additional roles that you defined on the Roles page.
Evaluation
Select this check box to have the system create an evaluation for
the role. For example, if this option is enabled for the employee
role, the step for self evaluation becomes available on the Steps
and Tasks pagelet. The check box for the manager role is always
selected and cannot be altered, because the system uses the
manager evaluation as the central repository in which all the
inputs and comments inserted for a review are captured and
tracked. In other words, manager evaluation is a required step
for all reviews.
Allow Document Download
Select to provide users of the corresponding role the ability to
download documents locally and edit them offline.
When a document is created from this document template, an
icon becomes available on the document for users to view and
download the document in rich text format (RTF).
Calendar Period Due Date
Displays the evaluation due dates by role that are calculated
using the calendar information entered in the Document Due
Date Method group box.
This field appears if the Performance Calendar is selected in the
Due Date Method field.
Document Due Days
Enter the number of days that the document is due before or
after the period end date. This field appears if the Template
Setup is selected in the Due Date Method field.
Documents always pertain to a specific period of time, defined
by the period begin and period end dates. These dates are
established when the document is created.
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Chapter 3
Setting Up Document Templates
The document due date appears on the Employee Performance
pagelet that managers can use to monitor pending performance
documents (if you have PeopleSoft Applications Portal).
The due date is also used to generate the Late Reviews (EP_
LATE_APPR) report and to run the Create Summary Data (EP_
RPT_SNAP) process.
To change the due date, the manager or the administrator must
go into the employee evaluation and select the change due
date button at the bottom of the evaluation. The evaluation
must be In Progress to change the due date. Also managers can
not change the due dates on their own documents. Only the
administrator can do this.
Period Type
Select one of these values to indicate the period in which the
number of days you entered should apply:
•
Before Period End Date
•
After Period End Date
This field appears if the Template Setup is selected in the Due
Date Method field.
Note: If you entered 0 in the Document Due Days field, leave
this field blank.
Evaluations - Evaluation Document Header
If the Evaluation Document Header fields are selected, the system displays the information in the
document header for persons that are assigned the manager's role.
Empl ID (employee ID)
Select this check box to display the employe's ID in the
document header.
Step
Select this check box to display the employee's step ID and
description in the document header. You can locate the value for
this field on the Salary Plan page.
Grade
Select this check box to display the employee's grade ID and
description in the document header. You can locate the value for
this field on the Salary Plan page.
Dept ID (department ID)
Select this check box to display the employee's department
number and description in the document header. You can locate
the value for this field on the Work Location page in Job Data
component.
Work Loc (work location)
Select this check box to display the employee's location ID and
name in the document header. You can locate the value for this
field on the Work Location page in Job Data component.
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Setting Up Document Templates
Yrs of Service (years of service)
Chapter 3
Select this check box to display the Years of Service field in the
document header, showing the employee’s years of service in
the company. When calculating years of service for this page,
the system uses the current system date or the period end date.
Note: If you access or print this document after the review
period or the service period has ended, it reflects the service
that was relevant as of the last day of the performance period. If
you access or print this document prior to the period end date, it
reflects the employee's service as of the current date.
Yrs in Job (years in job)
Select this check box to display the Years of Job field in the
document header, showing the employee's years in the job.
When calculating this value, the system uses the current system
date or the period end date.
Note: If you access or print this document after the review
period or the service period has ended, it reflects the service
that was relevant as of the last day of the performance period. If
you access or print this document prior to the period end date, it
reflects the employee's service as of the current date.
Rating History
Select this check box to display a link in the document header
that takes the user to the Rating History page. The Rating
History page displays all of the past overall ratings of the
employee for the document type on the template.
Note: The Step, Grade, Department ID, and Work Location fields come from the Job table for the job
code for which the document was created. The system selects the maximum effective-dated job record
less than or equal to the period end date on the document.
Related Links
Understanding Advisor Tools
Define Criteria Page
Template Definition - Process Page
Use the Template Definition - Process page (EP_TMPL_DEFN2) to define document processes.
The information that you specify here determines the functions that employees, managers, and other
participants can perform in each step of the review process.
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Setting Up Document Templates
Navigation
Set Up HCM, Product Related, ePerformance, Document Structure, Template Definition, Template
Definition - Process
Image: Template Definition - Process page (1 of 3)
This example illustrates the fields and controls on the Template Definition - Process page (1 of 3).
Image: Template Definition - Process page (2 of 3)
This example illustrates the fields and controls on the Template Definition - Process page (2 of 3).
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83
Setting Up Document Templates
Chapter 3
Image: Template Definition - Process page (3 of 3)
This example illustrates the fields and controls on the Template Definition - Process page (3 of 3).
Note: The page shown here is for a performance document. Pages for other document types may display
different fields and sections.
Define Criteria Step
Use the fields in this section to establish the criteria by which the document will be updated and
completed. This section appears if the Define Criteria business process is selected on the General page.
Updated By
Select the user roles who can update criteria in documents
created from this template.
Approved By
Select the user roles who can complete the Define Criteria step
in documents created from this template.
Approval Due in Days
Enter the number of days After Period End Date or Before
Period End Date to be the approval due date.
This field appears if Template Setup is selected as the due date
method.
Approval Due Date
Displays the calculated approval due date. This field appears if
Performance Calendar is selected as the due date method.
Track Progress Steps
Use this section to define the number of checkpoint reviews to be available during the review period
and specify roles of users who can add and update these reviews. Also, specify in this section the roles
of users who can complete these steps and begin evaluation. This section appears if the Track Progress
business process is selected on the General page, and it contains these sub-sections:
84
•
Mid-Period Checkpoints
•
Scheduled Checkpoints
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Chapter 3
Setting Up Document Templates
•
Finalize Criteria
Mid-Period Checkpoints
Updated By
Select the user roles who can update the criteria in the
Checkpoint <#> steps in documents.
No. of Checkpoints (number of
checkpoints)
Enter the number (0 to 11) of checkpoints scheduled in
documents.
This field is available for entry only when the due date method
is set to Template Setup on the Template Definition - General
page. if the due date method is set to Performance Calendar,
this field displays the number of checkpoints that is defined in
the calendar.
Scheduled Checkpoints
Depending on the number of checkpoints specified, the system populates the same number of rows in this
grid.
Checkpoint Due in Days and
Checkpoint Period Basis
Enter the number of days After Period End Date or Before
Period End Date to be the checkpoint due date.
These fields appear if Template Setup is selected as the due date
method.
Checkpoint Due Date
Displays the calculated checkpoint due date.
This field appears if Performance Calendar is selected as the
due date method.
Finalize Criteria
Complete By
Select the user roles who can complete the Finalize Criteria step
in documents so the evaluation steps can begin.
Copy Comments to Evaluation
Select for the system to copy the latest comments from the
Finalize Criteria step to the employee and manager evaluations.
Only comments entered by the employee will be copied to the
employee self evaluation and only comments entered by the
manager will be copied to the manager evaluation.
Final Due in Days
Enter the number of days After Period End Date or Before
Period End Date to be the criteria completion due date
These fields appear if Template Setup is selected as the due date
method.
Final Due Date
Displays the calculated criteria completion due date.
This field appears if Performance Calendar is selected as the
due date method.
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Setting Up Document Templates
Chapter 3
Nominate Participants
Use the fields in this section to establish who can update and submit the names of people that should
participate in the review.
Added By
Select the user roles who can add the name of people to
participate in the review.
Submitted By
Select the user roles who can submit the names of nominees to
participate in the review.
Tracked By
Select the user roles who can track the nomination process.
Nomination in days
Enter the number of days After Period End Date or Before
Period End Date to be the due date for nominating review
participants.
Calendar Due Date
Displays the calculated nomination due date.
This field appears if Performance Calendar is selected as the
due date method.
The Nomination Role Rules group box allows you to enter the minimum and maximum number of
participants (Other and Peer) that are required. You can also use the Anonymity for Employee and
Anonymity for Manager check boxes to indicate if the name of the manager or employee nominating the
participant should be anonymous to the participants (Other and Peer).
This section appears if the Nominate Participants business process is selected on the Template Definition General page.
Review Participant Evaluations
Use the fields in this section to establish who can access and view the names of people that are
participating in the evaluation. This section appears if the Nominate Participants business process is
selected on the General page.
Track Evaluations
Select the user roles who can access the names of people who
are participating in the review.
View Evaluations
Select the user roles who can view the evaluations entered by
participants.
The Anonymity group box allows you to indicate if the participants reviewing the evaluation (Other and
Peer) should be anonymous to the employee, manager or both.
Display Names in Mgr Doc (display
names in manager document)
86
Select this check box if the employees' names should be
displayed as Other Participants on the manager's document.
The system enables this check box only when the Anonymity
for Manager check box is deselected for the role. If the role is
anonymous to the manager, then the system does not display the
names on the manager document.
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Chapter 3
Setting Up Document Templates
Manager Evaluation
Review Process
Select the sequence by which the review is completed.
This field identifies the process for reviewing a document with
the employee, and when this review takes place relative to a
formal approval of the document. It also controls when actions
such as Submit for Approval, Complete, Share with Employee,
and Request Acknowledgement are available to the manager.
Options are:
•
Approval After EE Review Held: Select if the document
approval occurs after the manager reviews the completed
document with the employee.
•
Approval Before EE Review Held: Select if the approval
must occur before the manager reviews the completed
document with the employee.
•
Approval, No EE Review Held: Select if an approval process
is required, but the manager does not need to review the
document with the employee.
•
No Approval, EE Review Held: Select if the manager
reviews the completed document with the employee, but no
approval process applies.
•
No Approval, No EE Review Held: Select if neither an
approval process or a review of the completed document is
required.
See Understanding Review and Approval Processes.
Definition ID
Select the approval definition that determines the chain of
approvals a document must go through when the manager clicks
the Submit button on the performance document.
The default value selected on the Document Type page appears
here, but you can change it. This field applies only if the Review
Process field is set to Approval After EE Review Held, Approval
Before EE Review Held, or Approval, No EE Review Held.
Valid options are:
•
ManagerOnly
This is a one-step approval process that routes the
transaction to an approving manager.
•
ManagerToAdmin
This is a two-step approval process that routes the
transaction to an approving manager and then to the
ePerformance HR Administrator.
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Setting Up Document Templates
Chapter 3
•
AdminOnly
This is a one-step approval process that routes the
transaction to the ePerformance HR Administrator.
View Average Rating
If you want to view a graphical representation of the ratings on
the document for the manager or employee, select one or both
check boxes.
Cancel Outstanding Evaluations
Select this check box to automatically cancel evaluations that
are not completed and nominations that are not accepted when
the manager evaluation moves past the In Progress status. This
option prevents late evaluations from coming in and altering the
average ratings.
Allow Attachments
This check box enables you to turn on the attachment capability
for manager documents. When you select this check box,
the system adds a new section to the bottom of the manager
document, which allows the manager to attach documents when
the evaluation is in the In Progress status.
Note: This attachment section is visible to anyone that has
access to the manager document. However, only the document
owner (manager) can add attachments to the document.
The manager has the ability to add and delete one or more
attachments when the manager document status is In Progress.
Once the document moves passed the In Progress stage or is
cancelled, the system does not allow attachments to be added.
Evaluation Rules
Use this section to define rules for calculating ratings that apply to the document as a whole.
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Rounding Rule
Specify how the system should round calculated ratings
whenever the system uses the Average calculation method.
Values are Down, Standard, and Up. With standard rounding,
the system rounds up on 5 and rounds down on 4. For example,
2.5 rounds to 3, while 2.4 rounds down to 2. This works in
combination with the number of decimal places the system
rounds to. For one decimal place, 2.45 rounds to 2.5, while 2.44
rounds to 2.4.
Decimal Places
If you select a rounding rule, enter the number of decimal places
for rounding. No more than two decimal places are allowed.
Calculate Ratings
Select this check box if you want the system to automatically
performs all roll-up calculations to calculate an overall summary
rating. This feature is the default, and causes a Calculate button
to appear on the evaluations. To have evaluators manually enter
all ratings, deselect this check box.
Map Method
If the Calculate Ratings check box is selected, select how the
system should map numeric ratings to qualitative ratings when
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Chapter 3
Setting Up Document Templates
there is no exact match after the rounding rule is applied. For
example, the calculated rating 2.7 falls between numeric ratings
defined on the Rating Model Table page as 1, 2, 3, and 4; the
mapping method defines the numeric rating to map to the value
2.7.
Options are Highest, Lowest, and Nearest.
For example, assume the rating model has the following entries:
A = Superior (numeric rating = 1)
B = Good (numeric rating = 2)
C = Average (numeric rating = 3)
D = Needs improvement (numeric rating = 4)
If the system calculates a rating of 2.7 (between Good and
Average, but closer to Average), the mapping method tells the
system which entry to pick:
•
Highest yields the next numerically highest rating—in this
case 3, or Average.
•
Lowest yields the next numerically lowest rating—in this
case 2, or Good.
•
Nearest yields the numerically closest rating—in this case 3,
or Average.
•
If the calculated rating falls exactly halfway between
two ratings in the rating model, the system assigns the
numerically higher of the two ratings.
(JPN) Review ID
To enable the (JPN) Salary Planning process by review ID,
select the ID. You define IDs on the Define Review JPN
page. You can only select documents defined for the selected
document type.
(JPN) Include in Grade Advance
(applicable for grade advance)
Select this check box if the selected review ID is eligible for the
Grade Advance feature of the Plan Salaries business process. It
is selected automatically if theInclude in Grade Advance check
box is selected on the Define Review JPN page.
Related Links
Understanding Evaluation Criteria Modification
Understanding Mid-Period Checkpoints
Understanding the Nomination and Tracking Processes
Understanding Evaluation Data Entry
Understanding Feedback Consolidation
Understanding Review and Approval Processes
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Setting Up Document Templates
Chapter 3
Template Definition - Tabs Page
Use the Template Definition - Tabs page (EP_TAB_DTL) to define tab labels and display order for use, if
the performance documents are configured to display in tabbed format..
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Set Up HCM, Product Related, ePerformance, Document Structure, Template Definition, Template
Definition - Tabs
Image: Template Definition - Tabs page
This example illustrates the fields and controls on the Template Definition - Tabs page.
Use this section to define tab labels and display order for use when the performance documents are
displayed in tabbed format.
To set up the tabbed display of document, you need to associate each section of the document template
with a tab label. The association is established on the Template Definition - Structure page. When a user
selects to view the document in a tabbed format at runtime, the tab with the lowest number appears first,
followed by the second lowest, and so on.
When you remove a tab from this grid, the system performs a check and displays a warning message if
the tab is currently associated with one or more sections.
The Tabs Detail section is not available for edits if the if the Display Type field on the General page is set
to Long Format Only.
Template Definition - Structure Page
Use the Template Definition - Structure page (EP_TMPL_DEFN3) to define document structure, add
appropriate sections to the template, define override default section settings, and define the way each role
interacts with the document section.
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Navigation
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Definition - Structure
Image: Template Definition - Structure page (1 of 3)
This example illustrates the fields and controls on the Template Definition - Structure page (1 of 3).
Image: Template Definition - Structure page (2 of 3)
This example illustrates the fields and controls on the Template Definition - Structure page (2 of 3).
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Setting Up Document Templates
Chapter 3
Image: Template Definition - Structure page (3 of 3)
This example illustrates the fields and controls on the Template Definition - Structure page (3 of 3).
Use this page to select sections (defined in the Section Definition page) to be included in documents that
are generated from this template. For each selected document section, you specify information such as
whether or not its content includes items and sub-items, and that these items and sub-items are rated. In
addition, you identify properties that will be tracked for the document section, along with the rules and
properties that should be available in the document for each user role that accesses the document section.
Note: Most of the fields on this page are similar to the Section Definition page.
Section
Select a section to include in the documents that are generated
from this template.
The sections available for selection are those that were
previously defined using the Section Definition page. When
you select a section, the information defined for that section
becomes the default information for this section on the Structure
page. You can override any default value.
Note: You can include only one Overall Summary section on
each template.
Tab Label
Select a tab under which the section is displayed, when the
document is set to displayed in tabbed format.
Values that are available in this field are defined on the
Template Definition - Tabs page. Each tab must contain at least
one section.
Every section, with the exception of the Signature and
eSignature sections, needs to be included in a tab.
Include in Define Criteria and Track Select to include this section as part of the Define Criteria and
Progress
Track Progress steps. This check box appears if the Define
Criteria and Track Progress business processes are selected on
the Template Definition - General page. If only one of these
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Chapter 3
Setting Up Document Templates
business processes is enabled, the label of this field becomes
Include in Define Criteria or Include in Track Progress.
When this option is selected, the Define Criteria Step - Role
Rules group box and the Track Progress step - Role Rules group
box appear on this page. If only one business process (Define
Criteria or Track Progress) is enabled, only the corresponding
Role Rules group box is displayed.
Display Order
Enter a unique sequence number to specify the relative order in
which this section appears in the document. The default value
for the first section is 10. The system increments the value
for subsequent sections by ten. If, for example, you override
a sequence number to 25, the system assigns 35 as the next
sequence number.
Note: If you enter sequence numbers out of order, the system
automatically reorders them when you exit the Template
Definition component and reopen it.
Section, Items, Sub-Items, and Profile Management
The fields that appear in these group boxes default to the values you defined for this section on the
Section Definition page. You can override these values.
See Section Definition Page.
Define Criteria Step - Role Rules
Use the fields in this section to define how managers and employees can view and update items in the
Define Criteria step of the evaluation process. Select the appropriate check boxes to grant the manager or
employee permission to add items, update items, delete items, copy objective items, or copy manager's
items on the evaluation document when it's created.
This section appears if the Include in Define Criteria check box is selected.
Add Items
Select this check box to enable the role to add items to this
section during the Define Criteria step. If the role can add items,
they can also update and delete items that they add.
Update Items
Select this check box to enable the role to update items in this
section during the Define Criteria step that were added by a
source other than themselves; for example, the manager, the
profile, or the template. In addition, if the item was cascaded
down to the document, they can also update it.
Note: The Title, Description and Measurement fields are not
available for edit if they come from the Content Catalog.
Delete Items
Select this check box to enable the role to delete items during
the Define Criteria step that were added by a source other
than themselves; for example, the manager, the profile, or the
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Setting Up Document Templates
Chapter 3
template. In addition, if the item was cascaded down to the
document, they can also delete it.
Copy Objective Items
Select this check box to enable the role to copy business
objective items into the documents that are generated for the
role.
Copy Manager's Items
Select this check box to enable the role to copy items from the
manager's document into the documents that are generated for
the role.
Note: The system does not display this section for all document types.
Track Progress Step – Role Rules
Use the fields in this section to define how managers and employees can view and update items in the
Track Progress business process of the review process. Select the appropriate check boxes to grant the
manager or employee permission to add items, update items, delete items, copy objective items, or copy
manager's items on the evaluation document when it's created.
This section appears if the Track Progress business process is selected on the Template Definition General page.
Item Comments
Select to allow comments made for items to be displayed to the
employee or manager during the Track Progress steps within
the document. When selected, a field for entering comments
becomes available for the corresponding user role during the
Track Progress step. The employee and manager can share
comments as needed.
Select to enable at least the Item Comments or the Section
Comments option for the manager role.
Section Comments
Select to allow comments made for sections to be displayed to
the employee or manager during the Track Progress steps within
the document. When selected, a field for entering comments
becomes available for the corresponding user role during the
Track Progress step. The employee and manager can share
comments as needed.
Select to enable at least the Item Comments or the Section
Comments option for the manager role.
Final Evaluation Step – Role Rules
This section has five tabs that you can use to define how managers and employees can use different fields
on the document you are creating to evaluate themselves or an employee.
Here are the five tabs:
94
•
Rate/Weight
•
Section
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Chapter 3
Setting Up Document Templates
•
Item
•
Edit
•
Profile Management
Final Evaluation Step – Role Rules - Rate/Weight
Role
Select the role for which you are defining rules.
Rate Section
Select this check box to enable the author to assign a section
rating. This field is available if Rate is selected for the section.
Rate Item
Select this check box to enable the author to rate items in this
section.
This field is enabled if Rate is selected in the Items page region
for the section.
Rate Sub-Item
Select this check box to enable the author to rate sub-items in
this section.
This field is enabled if Rate is selected in the Items page region
for the section.
Override Rating
Select this check box to have an Override Rating button appear
next to the Calculate button on the evaluation. The author can
click this button to modify the calculated rating.
This option is enabled when the Calculate Ratings check box is
selected on the Template Definition - Process page.
Warning! Do not use this feature with the Summation
calculation method.
Employee Rating
Select this check box to display the employee’s rating (from the
completed self evaluation) in the manager document for this
section.
Numeric Rating
Select this check box to have the evaluation display both the
rating and the numeric equivalent or points of the rating that you
define on the Rating Model Definition page.
This option is enabled if Rate is selected for the section.
Weight Section
Select this check box to enable the author to assign a section
weighting.
This option is enabled if Weight Section is selected for the
section.
Weight Item
Select this check box to enable the author to weight items in this
section.
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Setting Up Document Templates
Chapter 3
This option is enabled if Weight Section is selected for the
section.
Final Evaluation Step – Role Rules - Section
Comments
Select this check box to have the section contain an area
for users to add a free-form description of the employee's
performance on the section. If you do not select this check box
for a role, the other selections for the role are not available.
Employee Comments
Select this check box to display the employee’s comments (from
the completed self evaluation) in the manager document for this
section.
View Other
Select this check box to enable the manager role to view the
section from other completed evaluations that are part of this
document by clicking the Participant Feedback link that appears.
This option is available to managers only.
Results Writer
Select an option to have text suggestions from the Results
Writer tool appear on the Suggested Results page when the user
clicks the Writing Tools link on an evaluation.
Results Writer suggestions are predefined statements that
describe the employee's proficiency level for the associated
item. The Results Writer tool is designed for competency and
sub-competency sections of an evaluation.
This field is enabled only if the Comments check box is selected
for the role
The available options are:
•
Competency
Select to list the Results Writer statements that are
associated with competencies. You associate statements with
competencies on the Competency Proficiencies - Results
Writer page.
•
Sub-Competency
Select to list the Results Writer statements that are
associated with sub-competencies. You associate
statements with sub-competencies on the Sub-Competency
Proficiencies - Results Writer page.
•
Not Used
Select if you do not want Results Writer suggestions to
appear on the Suggested Results page.
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Chapter 3
Setting Up Document Templates
Development Tips
Select an option to have text suggestions from the Development
Tips tool appear on the Suggested Results page when the user
clicks the Writing Tools link on an evaluation.
Development tips are predefined statements that suggest how
employees can improve proficiency at the associated item and
are designed primarily for competency and sub-competency
sections of a evaluation. However, you can enable this feature
for other sections of an evaluation as well.
This field is enabled only if the Comments check box is selected
for the role
The available options are:
•
Competency
Select to list development tips that are associated
with competencies. You associate development tips
with competencies on the Competency Proficiencies Development Tips page.
•
Sub-Competency
Select to list development tips that are associated with
sub-competencies. You associate development tips with
competencies on the Sub-Competency - Development Tips
page.
•
Not Used
Select if you do not want development tips to appear on the
Suggested Results page.
Other Evaluator Comments
Select this check box to have comments that were entered by
other evaluators appear on the Suggested Results page for the
role. Only comments from completed evaluations that were
entered for the same summary section appear on the list.
This field is enabled only if the Comments check box is selected
and the role is manager.
Notes
Select this check box to have performance notes that the
employee or manager entered during the Establish Criteria step
appear on the Suggested Results page. Only notes that were
entered for the same section or item by the same person appear
on the list.
This field is enabled only if the Comments check box is selected
for the role.
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Chapter 3
Note: The Notepad functionality allows additional keys to be stored to support the retrieving of notes at
the item level from the writing tools feature. The additional keys enable the Notepad to store the item ID
for notes taken at the item level on the Establish Criteria document. Capturing this information allows the
system to display only the notes taken for an item when a user selects the writing tool feature at the item
level within an evaluation.
When the writing tools link is selected at the item level on the evaluation, the system only displays
the notes taken for that item. Therefore, when a user takes a note on an item in the Establish Criteria
document, the system additionally stores the item ID in the Notepad. When the user later selects the
Writing Tools link for a comments box at the item level the system only displays notes that were taken
against that item.
If the user selects the writing tool at a section level, the system displays all notes for every item within
that section.
Final Evaluation Step – Role Rules - Item
Comments
Select this check box to have items in the section contain an
area for authors to add a free-form description of the employee's
performance on the item. If this check box is selected, the
Results Writer, Development Tips, Other Evaluator Comments,
and Notes check boxes are enabled for the role. The use of these
fields is analogous to the same fields under the Section tab.
Employee Comments
Select this check box to display the employee’s comments (from
the completed self evaluation) in the manager document for
each section item.
Results Writer
Same as Section tab.
Development Tips
Same as Section tab.
Other Evaluator Comments
Same as Section tab.
Notes
Same as Section tab.
Final Evaluation Step – Role Rules - Edit
Add
Select this check box to enable the role to add items to this
section. If the role can add items, they can also update and
delete items that they add.
Update
Select this check box to enable the role to update items in this
section on the documents that are generated for the role that
were added by a source other than themselves; for example, the
manager, the profile, or the template. In addition, if the item was
cascaded down to the document, they can also update it.
Note: The Title, Description and Measurement fields are not
available for edit if they come from the Content Catalog.
Delete
98
Select this check box to enable the role to delete items in this
section on the documents that are generated for the role that
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Chapter 3
Setting Up Document Templates
were added by a source other than themselves (for example,
manager, profile, template or cascaded).
Copy Objective Items
Select this check box to enable the role to copy business
objective items into the documents that are generated for the
role.
Copy Manager's Items
Select this check box to enable the role to copy items from the
manager's document into the documents that are generated for
the role.
Final Evaluation Step – Role Rules - Profile Management
Update Person Profile
Select this check box if you want the system to update the
employee's profile in the Manage Profiles business process with
this document.
This field is enabled if the section items have the Rate check
box selected and if a content type is entered in the Content
Type field in the Items group box on the Template Definition Structure page.
Note: No evaluations (peer, employee, manager, and so on)
should be sent to Profile Management until the document status
is Complete. Additionally, no items should be sent to Profile
Management from any evaluation until the document has been
approved. Since approvals are not required in ePerformance,
this means that no items should be sent to Profile Management
until the document status is Complete, meaning the manager
evaluation status is in a Complete status and the document status
at the header level is also Complete.
Person Profile Type
Select the profile type. These profile types are defined in the
Manage Profiles business process with an Identity Option equal
to Person.
This field is available if the Update Person Profile check box is
selected.
Instance Qualifier
Select an instance qualifier that distinguishes this evaluation
from other evaluations in the Manage Profiles business process.
ePerformance delivers instance qualifiers that allow the
evaluations coming from ePerformance to be identified as
Manager, Nominee, or Self.
Template Definition - Content Page
Use the Template Definition - Content page (EP_TMPL_DEFN4) to add criteria to sections.
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Setting Up Document Templates
Chapter 3
Navigation
Set Up HCM, Product Related, ePerformance, Document Structure, Template Definition, Template
Definition - Content
Image: Template Definition - Content page
This example illustrates the fields and controls on the Template Definition - Content page.
Only the sections entered on the Template Definition - Structure page are available on this page. To add
more sections, go to the Template Definition - Structure page.
Load Content from Profile
Click this link to access the Load Content from Profile page.
Section Items
The fields in this group box are available only if you select the Enable Items check box on the Template
Definition - Structure page. Items automatically appear here when you click the Load Content from
Profile link. You can view, add, edit, or delete items to track or rate on the document.
Add free-form items if the Free-Form Allowed check box for this section is selected on the Template
Definition - Structure page.
Item ID
Select an item from the Content Item Detail (JPM_CAT_ITEM)
table.
You can only select content items that are linked to the
content type entered in the Content Type field on the Template
Definition - Structure page.
This field does not apply to free-form items.
Title
100
Enter the title for a free-form item.
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Chapter 3
Setting Up Document Templates
You can only enter titles for free-form items. Otherwise, the
system displays the text that was entered in the Description field
on the Content Items - Items Details page.
Description
Enter the description for a free-form item that you are adding.
You can only enter descriptions for free-form items.
Otherwise, the system displays the text that was entered in the
ePerformance Description field on the Content Items - Items
Details page.
This field is enabled only if you selected the Description
check box in the Items group box on the Template Definition Structure page.
Measurement and Employee
Measurement
Enter text that clearly and objectively describes the standard
by which this item is measured. This text appears on the
performance or development document.
The system displays these fields if the Measures check box is
selected on the Template Definition - Structure page.
Level of Difficulty
Select either Advanced, Basic, or Intermediate. Since the
values come from the Content Catalog, it follows the same
rules as other evaluation criteria fields such as Description and
Measurements. To edit the field, select the Edit icon on the
Establish Criteria or Document page. Clicking the icon transfers
you to the Edit Item page where you can update the criteria.
The system displays this field if the Level of Difficulty check
box is selected on the Template Definition - Structure page.
Rating Model
Select the rating model for this item.
If you selected the Use Section Rating Model check box in
the Items group box on the Template Definition - Structure
page, the system display the rating model you entered in Rating
Model field in the Section group box on the Template Definition
- Structure page.
The system displays this field if the Rate check box is selected
on the Template Definition - Structure page.
Target Rating
Select the rating at which the employee should be performing
for this section item.
The system displays this field if the Target Rating check box is
selected on the Template Definition - Structure page.
Weight
Enter the percentage amount that this section contributes to the
overall weight.
The system displays this field if the Weight check box is
selected on the Template Definition - Structure page.
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Minimum Weight
Chapter 3
Enter the minimum percentage amount that you want this item
to contribute to overall weight.
The system displays this field if the Minimum Weight check box
is selected on the Template Definition - Structure page.
Supports
Select one of the section items associated with the linked
section.
The system displays this field if you selected the Support check
box and selected a section in the Link field on the Template
Definition - Structure page.
Note: When an ePerformance document is created with sections
that support other sections in the document, the document does
not recognize that there are content items in the other section if
both sections are marked as free form.
Due Date
This field can be used to track the progress of an item and
whether it was completed on time.
The system displays this field if the Due Date check box is
selected on the Template Definition - Structure page.
Reminder Date
This date is used only for informational purposes.
The system displays this field if the Reminder Date check box is
selected on the Template Definition - Structure page.
Owned By
Select whether the Employee or Manager is responsible for the
completion of this item.
The system displays this field if the Ownership check box is
selected on the Template Definition - Structure page.
Mandatory
Select this check box to prevent anyone from editing or deleting
this item on the document.
The system displays this field if the Mandatory check box is
selected on the Template Definition - Structure page.
Note: This selection overrides the value in the Mandatory field
on the job profile. If you specify that an item on the job profile
is mandatory and do not select this check box, the item is not
mandatory on the document.
Critical
Select this check box to have the word Critical appear in the
detail area of the item on the document.
The system displays this field if the Critical check box is
selected on the Template Definition - Structure page.
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Chapter 3
Setting Up Document Templates
Sub-Items
Use this group box to add sub-items for each item. The system displays this group box only if you select
sub-items on the Structure page.
Sub-Item ID
To include a sub-item from the prompt table (typically, a subcompetency) in this section of the document, select the subitem
ID. You can select from the items that belong to the sub-items
table that is identified in the Prompt Table field on the Template
Definition - Structure page.
This field does not apply to free-form items.
Title
Displays the title of the selected sub-item. If you're adding a
free-form sub-item, enter the title here.
Description
Displays the description of the sub-item. The system displays
this field if you selected Descriptions in the Sub-items group
box on the Structure page.
Load Content From Profile Page
Use the Load Content From Profile page (EP_TMPL_DEFN5) to load content from profiles.
Profiles can be used to load criteria into sections.
Navigation
Click the Load Content from Profile link on the Template Definition - Content page.
Image: Load Content From Profile page
This example illustrates the fields and controls on the Load Content From Profile page.
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Setting Up Document Templates
Chapter 3
Enter search information for content criteria, click the Search button, and then select the items that you
want added to the Section Items group box on the Template Definition - Content page.
Note: Remember that these items become part of the template. It is best to only have common items that
fit all employees.
Clone Template Definition Page
Use the Clone Template Definition page (EP_CLONE_TMPL) to clone templates.
Navigation
Set Up HCM, Product Related, ePerformance, Document Structure, Clone Template Definition, Clone
Template Definition
Image: Clone Template Definition page
This example illustrates the fields and controls on the Clone Template Definition page.
To clone a template:
1. On the search page, enter search criteria to look for and select the document template from which you
want to clone.
2. The system displays the Clone Template Definition page.
3. Enter an effective date for the new template.
4. Enter a document type for the new template.
5. Enter an ID (up to eight alphanumeric characters) for the new template.
6. Click the Save button to clone the template.
Note: If the system finds a match in the template type and period end date for the same employee, it
displays an error message: A document already exists for document type, and period dates nn/nn/nnnn nn/nn/nnnn. If you think you have received this message in error, contact your system administrator.
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Chapter 4
Setting Up Business Objectives
Understanding Business Objective Setup
This section discusses:
•
Business objective overview.
•
Permission lists.
•
Objective plans.
•
Objective section definition.
•
Objective template definition.
Business Objective Overview
The business objective setup pages follow a similar business process as the setup of ePerformance
documents. The primary setup tasks used to define performance are ePerformance installation, document
type, section definition, and template definition. For business objectives, the setup includes ePerformance
installation, the defining of the objective plan, objective section definition, and objective template
definition.
Permission Lists
To support the objective functionality, PeopleSoft created a permission list called Objective Setup. This
permission list includes the Objective Plan, Objective Section Definition, and the Objective Template
Definition pages. This permission list has been added to the ePerformance Setup Administrator role.
This role is responsible for defining all the ePerformance setup under Set Up HCM, Product Related,
ePerformance. This role should be used for allowing access to the new setup pages described within this
section.
Objective Plans
Typically organizations define their business objectives each year. This process starts by setting up the
new objectives by organization prior to the start of the new business year. Many times managers and
employees are completing performance evaluations linked to the objectives of the current year, while the
executive team is defining the objectives for the next year.
Since multiple years can simultaneously exist, the system enables you to distinguish the objective
pages from one year to the next. The objective plan is used as the high level organizational structure to
differentiate the various years of business objective pages. The objective plan identifies the hierarchy
method. For department hierarchies, the objective plan also identifies the tree that is needed to link
organizational objectives pages for a particular period to a predefined hierarchy that is created in Tree
Manager.
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Setting Up Business Objectives
Chapter 4
Objective Section Definition
The Objective Section Definition page is used to setup the various sections that make up an objective
plan. On this page you define the name of the section and rules for the section. The section rules can
change over time. Therefore, this record is effective dated. Additionally the objective sections define the
content type used in the section, the properties (fields), and the attributes that pertain to that section. Once
defined, these sections are used in objective templates.
Objective Template Definition
To define the various layouts of the objective pages, the administrator sets up the objective templates. On
the template, the administrator defines the header and various sections that will be displayed and used on
the page, as well as the format (long or tabbed) in which the sections are displayed. Templates can change
over time. To retain history, templates are effective dated. If the administrator changes the effective dated
template for that page, the definition of the page does not change, however. The template is primarily
used to define the structure and layout of the page, not the content of the page.
Defining Objective Structures
This section discusses how to:
•
Set up objective plans.
•
Define objective sections.
•
Define objective templates.
Pages Used to Define Objective Structures
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Page Name
Definition Name
Navigation
Usage
Objective Plan
EPO_OBJ_PLAN
Set Up HCM, Product Related,
ePerformance, Objective
Structure, Objective Plan,
Objective Plan
Define at a high level a year or the
name of a plan to which you want
to link objective pages.
Objective Section Definition
EPO_SECTN_
DEFN
Set Up HCM, Product Related,
ePerformance, Objective
Structure, Objective Section
Definition, Objective Section
Definition
Define the sections that you
want to include on the Objective
Template Definition page.
Objective Template Definition EPO_TMPL_DEFN Set Up HCM, Product Related,
- General
ePerformance, Objective
Structure, Objective Template
Definition, Objective Template
Definition - General
Define the layout of the Objective
pages.
Objective Template Definition EPO_TMPL_
- Sections
SECTION
Specify which sections to be
included in the Objective pages
and what the sections look like.
Set Up HCM, Product Related,
ePerformance, Objective
Structure, Objective Template
Definition, Objective Template
Definition - Sections
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Chapter 4
Setting Up Business Objectives
Objective Plan Page
Use the Objective Plan page (EPO_OBJ_PLAN) to define at a high level a year or the name of a plan to
which you want to link objective pages.
Navigation
Set Up HCM, Product Related, ePerformance, Objective Structure, Objective Plan, Objective Plan
Image: Objective Plan page
This example illustrates the fields and controls on the Objective Plan page.
The objective plan also identifies the hierarchy method. For department hierarchies, the objective plan
identifies the tree that is needed to link organizational objectives pages for a particular period to a
predefined hierarchy that is created in Tree Manager.
Objective Plan Detail
Status
Select the status of the objective plan. The values are Active and
Inactive. The default is Active.
Description
Enter a detailed description of the plan.
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Setting Up Business Objectives
Chapter 4
Short Description
Enter a short description of the plan. The systems enables you to
enter a maximum of 10 characters.
Begin Date and End Date
Enter the beginning and ending dates of the plan.
Hierarchy Method
Select either Department or Position. If you select Department,
the system displays a group box that allows you to enter setIDs
and tree names that are associated with the department.
Department Hierarchy SetIDs
Set ID
Select the set ID that is associated with the department that you
want to add to the objective plan.
Tree Name
Select the name of the tree that is defined for that set ID.
Objective Section Definition Page
Use the Objective Section Definition page (EPO_SECTN_DEFN) to define the sections that you want to
include on the Objective Template Definition page.
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Chapter 4
Setting Up Business Objectives
Navigation
Set Up HCM, Product Related, ePerformance, Objective Structure, Objective Section Definition,
Objective Section Definition
Image: Objective Section Definition page
This example illustrates the fields and controls on the Objective Section Definition page.
Effective Date
The system defaults this field to the current date. You can,
however, change the date to one that suits your business needs.
Status
Select the status of the objective section. The values are Active
and Inactive. The default is Active.
Description
Enter the name of the section. The system uses this name as the
default section label on the objective pages.
Short Description
Enter a short description of the section. The systems enables you
to enter a maximum of 10 characters.
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Setting Up Business Objectives
Chapter 4
Items
Enable Items
Select this check box if the section can contain items. When
you select this check box, the other fields in this page region are
enabled.
Content Type
Select the content type from which content items are pulled
when defining the business objectives. Valid options are any
content types defined in the content catalog in the Manage
Profiles business process.
Free-Form Allowed
Select to enable users to add items that are not stored in the
content catalog to the section when displayed on an objective
page. The system assigns a unique identifier to each free-form
item that is added. These items are not stored for reuse.
Define Content Group
Click this link to display an additional page where you can enter
a content group type and content group.
Description
Select to enable the description that is defined for the item to
appear on objective pages.
Measures
Select to enable the Measurement field to be displayed as an
item on objective pages.
Percentage Completed
Select to enable the Percent Complete field to be displayed as an
item on objective pages.
Item Status and Status Definition
Select to enable the Status field to be displayed on objective
pages. When you select this check box, the system activates the
Status Definition field.
The system displays the prompt list names from the custom list
values associated with the Item Status (EP_ITEM _STATUS)
field. You can set up additional prompt lists for this field on the
Custom Prompt page in Profile Management (Set Up HCM,
Product Related, Profile Management, Profiles, Custom Prompt,
Custom Prompt).
Due Date
Select to enable users to enter a due date for items that are
displayed on objective pages.
Align Items and Aligned To
Select to enable the Alignment functionality. If you select the
Align Items check box, the system makes the Aligned To field
active. Select a section from the drop down list box, or Any
Section to align items to any section on objective pages.
Sub-Items
Enable Sub-Items
110
Select to enable sub-items on the objective pages. When you
select this check box, the other fields in this page region are also
enabled.
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Chapter 4
Setting Up Business Objectives
Content Type
Select the content type (Profile Management) that will be used
to obtain the sub-items. The system only displays sub-items that
have a child relationship to the item content type in the content
catalog.
Free-Form Allowed
Select to enable users to add free-form (non-coded) sub-items to
this section.
Description
Select to enable users to have the description for the sub-item
appear on objectives pages.
Objective Template Definition - General Page
Use the Objective Template Definition - General page (EPO_TMPL_DEFN) to define the layout of the
Objective pages.
Navigation
Set Up HCM, Product Related, ePerformance, Objective Structure, Objective Template Definition,
Objective Template Definition - General
Image: Objective Template Definition - General page
This example illustrates the fields and controls on the Objective Template Definition - General page.
Effective Date
The system defaults this field to the current date. You can,
however, change the date to one that suits your business needs.
Status
Select the status of the objective template. The values are Active
and Inactive. The default is Active.
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Setting Up Business Objectives
Chapter 4
Description
Enter the full name of the template.
Short Description
Enter a short description of the template. The systems enables
you to enter a maximum of 10 characters.
Page Details
Default Title
Select to enable a default page title to be entered on the
template. When selected, the system enables the Page Title field.
Add Dept/Position to Title (add
department/position to title)
Select this check box to append the department or position
name to the title entered in the Page Title field. In the example
here the page name for Corporate Accounting would be 2009
Business Objectives for Corporate Accounting.
Enable Comments Switch
Select to make a comments section available in the header
section on objective pages. The administrator or page owner can
then enter the information into this field when they are updating
an objectives page.
Include Picture
Select to enable a space for a picture on objective pages. When
the system renders an objective page in view-mode only, it
inserts a picture of the objective page owner.
Picture Name
Select to enable a space for the name of the person in the
picture. The system uses the picture stored on the Employee
Photo page (Workforce Administration, Personal Information,
Citizenship, Identification Data, Employee Photo).
Picture Title
Select to enable a space for the title of the person in the picture.
Page Display
Display Type
Select how the Business Objectives page should be displayed.
Values are:
Long Format Only: (default value) Page is displayed as one long
document in sections and users need to scroll down to view the
last section of the document.
Tabs Format Only: Page is displayed in sections as represented
by tabs.
Toggle - Default Long: Page is displayed in long forma by
default t and users can toggle between long and tabbed format.
Toggle - Default Tabs: Page is displayed in tabbed forma by
default t and users can toggle between long and tabbed format.
If the selected display type is not Long Format Only, make sure
to define tabs for use in displaying documents in the tabbed
format on the Tabs page, and then specify a tab label for each
section of the document on the Structure page.
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Chapter 4
Setting Up Business Objectives
Tabs Detail
This section appears if the selected display type is not Long Format Only.
Use this section to define tab labels and display order for use when the Business Objectives page is
displayed in tabbed format. You associate each section with a tab label on the Sections page. When
business objectives are displayed in tabbed format, the tab with the lowest number appears first, followed
by the second lowest, and so on.
Objective Template Definition - Sections Page
Use the Objective Template Definition - Sections page (EPO_TMPL_SECTION) to specify which
sections to be included in the Objective pages and what the sections look like.
Navigation
Set Up HCM, Product Related, ePerformance, Objective Structure, Objective Template Definition,
Sections
Image: Objective Template Definition - Sections page
This example illustrates the fields and controls on the Objective Template Definition - Sections page.
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Chapter 4
Sections
Section
Select the sections that will be used in objective pages.
This drop-down list box includes all the objective sections that
have been defined as of the effective date on the Objective
Template page. Once you select a section, the system refreshes
the page and defaults the section definition parameters into the
template.
The administrator can modify the parameters as needed on the
template. The system does not modify the section definition
when changes are made on the template. These changes affect
that template only.
Display Order
For each section, use a number to indicate the order in which the
section should be displayed on objective pages.
The system displays the sections in ascending order. Therefore,
the lowest number section is displayed first on the page. The
default value for the first section entered should be 10. Each
time you enter a new section, the system defaults the next value
by incriminating the highest value by tens.
Tab Label
Select the tab in which this section displays on the Business
Objectives page.
Items
114
Enable Items
Select this check box if the section can contain items. When
you select this check box, the other fields in this page region are
enabled.
Content Type
Select the content type from which content items are retrieved
when defining business objectives. Valid options are any content
types defined in the content catalog in the Manage Profiles
business process.
Free-Form Allowed
Select to enable users to add items that are not stored in the
content catalog to this section of objective pages. The system
assigns a unique identifier to each free-form item that is added.
These items are not stored for reuse.
Define Content Group
Click this link to display an additional page where you can enter
a content group type and content group.
Description
Select to enable the description that is defined for the item to
appear on objective pages.
Measures
Select to enable the Measurement field to be displayed as an
item on objective pages.
Percentage Completed
Select to enable the Percent Complete field to be displayed as an
item on objective pages.
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Chapter 4
Setting Up Business Objectives
Item Status and Status Definition
Select to enable the Status field to be displayed on objective
pages. When you select this check box, the system activates
the Status Definition field. The system displays the prompt
list names from the custom list values associated with the Item
Status (EP_ITEM _STATUS) field. You can set up additional
prompt lists for this field in Profile Management (Set Up HCM,
Product Related, Profile Management, Profiles, Customer
Prompts).
Due Date
Select to enable users to enter a due date on objective pages.
Align Items and Aligned To
Select to enable the Alignment functionality. If you select the
Align Items check box, the system makes the Aligned To field
active. Select a section from the drop down list box, or Any
Section to align items to any section on objective pages.
Sub-Items
Enable Sub-Items
When you select this check box, the other fields in this page
region are enabled.
Content Type
Select the content type (Profile Management) that will be used
to obtain the sub-items. The system only displays sub-items that
have a child relationship to the item content type in the content
catalog.
Free-Form Allowed
Select to enable users to add free-form (non-coded) sub-items to
this section.
Description
Select to enable users to have the description for the sub-item
appear on the objective pages.
Configuring Email Notifications Using the ePerformance
Installation Table
This section provides an overview on email notifications and discusses how to configure email
notifications.
Page Used to Configure Email Notifications for Objective Pages
Page Name
Definition Name
Navigation
Usage
Objective Pages
EP_INSTALL_OBJ
Set Up HCM, Install, Product
Specific, ePerformance
Installation, Objective Pages
Define what email
notifications that will be sent
when various steps in the
business process are triggered
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Setting Up Business Objectives
Chapter 4
Understanding Email Notification Configuration
Before you create the objective pages from the templates, you need to define the email notifications that
will be sent when various steps in the business process are triggered. To enable this functionality, you
need to configure email notification options on the Objective Pages page. On this page the system lists
the email notification options that a user can select to enable certain functionality. The system selects all
notification options as the default.
Objective Pages Page
Use the Objective Pages page (EP_INSTALL_OBJ) to define what email notifications that will be sent
when various steps in the business process are triggered.
Navigation
Set Up HCM, Install, Product Specific, ePerformance Installation, Objective Pages
Image: Objective Pages page
This example illustrates the fields and controls on the Objective Pages page.
Last Page ID
Enter the number from which the system should begin
generating page IDs. The system automatically generates the
page ID by adding 1 to the Last Page ID.
Warning! Entering a value that is lower than the value that
appears can cause unpredictable results.
Last Objective Item ID
116
Enter the number from which the system should begin
generating objective item IDs. The system automatically
generates the objective item ID by adding 1 to the Last
Objective Item ID.
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Chapter 4
Setting Up Business Objectives
Warning! Entering a value that is lower than the value that
appears can cause unpredictable results.
Notify owner when page is created
Select to send an email notification to the business objective
owner when the page is created and an owner is assigned.
Notify new owner when page has
been transferred
Select to send an email notification to the business objective
owner to whom the page has been transferred.
Notify old owner when page has been Select to send an email notification to the old business objective
transferred
owner that the page has been transferred to a new owner.
Notify administrator when page is
submitted for publication
Select to send an email notification to the administrator letting
him or her know that the page is ready and waiting to be
published.
Notify page owners when page has
been published
Select to send email notifications to the business objective
page owners that have access to the published page. Typically
these individuals will need to update their pages and link their
objectives to the pages above them that have already been
published.
One notification per publication
process
Select to bundle the requests and send only one notification to
the recipient, even if there are multiple pages in the process for
which they could be notified.
Notify direct/indirect reports when
page has been published
Select to send email notifications to employees who are
direct and indirect reports that have access to the published
page. Typically these individuals will need to update their
ePerformance document and link their objectives to the
objective pages above them that have already been published.
One notification per publication
process
Select to bundle the requests and send only one notification to
the recipient, even if there are multiple pages in the process for
which they could be notified.
Notify only on first publication
Select to send email notifications to recipients only on the first
publication of the business objective page.
Notify Employee when Objective
Item is cascaded to their document
Select to send an email notification to the employee when an
objective item has been cascaded down to their performance
document.
Notify Manager when Objective Item Select to send an email notification to the manager when an
is cascaded to their document
objective item has been cascaded down to the performance
documents of their employees.
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117
Chapter 5
Setting Up Text for Advisor Tools
Understanding Advisor Tools
This section lists common elements and discusses:
•
Template setup for using results writer and development tips.
•
Search indexes for results writer and development tips.
Common Elements Used to Set Up Advisor Tools
Language Checker
Evaluators use the Language Checker tool during the track
progress process (if enabled) and the evaluation process to
identify words or phrases in a performance document that
an organization deems objectionable and to view suggested
alternatives. The system checks all Comments text boxes for
inappropriate content.
You can manually define content for the Language Checker tool,
or you can import data from a third-party vendor.
Note: To enable the Language Checker tool, select the
Language Checker check box on the Template Definition General page.
Results Writer
Evaluators use the Results Writer tool to select predefined
statements that describe an employee's level of proficiency in
a particular competency or sub-competency. Managers can use
this tool by clicking a Writing Tools link that appears in the
comments box at the item or section level on the evaluation. For
example:
Bob's initiative is very impressive. He does not wait to be told
what to do. His energy sets an example for the rest of the team.
When you define competencies and sub-competencies, you
can use the Results Writer page of the Competency and SubCompetency components to enter the statements from which
managers can select when they use writing tools. You can also
import this content from third-party suppliers.
Development Tips
Development tips suggest ways for employees to improve,
develop, or use a competency or sub-competency based on
their current rating level. If you use ePerformance and have
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Setting Up Text for Advisor Tools
Chapter 5
implemented this feature, the system displays the appropriate set
of tips when you click the Writing Tool link on an evaluation.
Template Setup for Using Results Writer and Development Tips
You can define text for these tools at either the competency or sub-competency level. You then set up the
document template to access this text. The template rules control the level of text, by competency or subcompetency, that the system searches to find text suggestions for a section or item.
You must set the template rules to correspond to the level at which the text is defined. For example, if you
define text or bring in text from a third party at the sub-competency level, then you must set the Results
Writer and Development Tips template switches to Sub-Competency for the tool to locate text.
The combination of the level at which text is defined, the level at which the tool is enabled on the
document template, and the ratings that the user enters, determine the suggested results that appear when
the user clicks the Writing Tools link on an evaluation.
This table shows the results for the possible combinations of link level, text level, and ratings entered.
Writing Tools Link
Appears at Level
Text Defined at Level
Ratings Entry Required
What Appears in
Suggested Results
Item
Competency
The item is rated. If using
Competency text for the item
subitems (behaviors), the item and rating.
rating was calculated.
Item
Sub-competency
At least one subitem for the
item is rated.
Sub-competency text for the
item, subitem, and rating.
Section
Competency
At least one item in the
section is rated. If the item has
subitems, the item rating was
calculated.
Competency text for the item
and rating. The Results Writer
tool returns one or more
entries for every rated item in
the section. The Development
Tips tool returns one or more
entries for every rated item in
the section.
Section
Sub-competency
Subitem. At least one subitem Sub-competency text for the
for an item in the section is
item, subitem, and rating. The
rated.
Results Writer tool returns
one or more entries for every
rated subitem in the section.
The Development Tips tool
returns one or more entries
for every rated subitem in the
section.
Related Links
Creating Document Templates
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Chapter 5
Setting Up Text for Advisor Tools
Search Indexes for Results Writer and Development Tips
Any time you make an addition or deletion to Results Writer or Development Tips items, you need to
rebuild the search index to reflect the new state of the collection of items. The Writing Tools use search
indexes to locate text when either the Results Writer or Development Tips tool is enabled for a section or
item.
Related Links
Building PeopleSoft Search Indexes
Working with Writing Tools
Defining Content for the Language Checker Tool
To define content for the Language Checker tool, use the Language Checker Suggestions
(EP_CHK_SUG_TBL) and Language Checker Words (EP_CHK_WRD_TBL) components.
This section discusses how to:
•
Define objectionable words and phrases.
•
Define suggested wording.
Pages Used to Define Language Checker Content
Page Name
Definition Name Navigation
Usage
Language Checker
Word
EP_CHK_WRD_
TBL
Set Up HCM, Product Related,
ePerformance, Advisor Tools, Language
Checker Words, Language Checker Word
Define the objectionable words
and phrases, and link them to
suggested wordings.
Language Checker
Suggestion
EP_CHK_SUG_
TBL
Set Up HCM, Product Related,
ePerformance, Advisor Tools, Language
Checker Suggestions, Language Checker
Suggestion
Define suggested wordings.
Related Links
Working with Writing Tools
Language Checker Word Page
Use the Language Checker Word page (EP_CHK_WRD_TBL) to define the objectionable words and
phrases, and link them to suggested wordings.
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Setting Up Text for Advisor Tools
Chapter 5
Navigation
Set Up HCM, Product Related, ePerformance, Advisor Tools, Language Checker Words, Language
Checker Word
Image: Language Checker Word page
This example illustrates the fields and controls on the Language Checker Word page.
Words and Phrases
Enter the word or phrase that is deemed inappropriate in a
performance document. Case is not important (the Language
Checker tool is not case-sensitive). When invoked, the
Language Checker tool follows these search rules:
•
If you enter a single word here, the Language Checker tool
searches for whole words that match.
•
If you enter multiple words, the Language Checker tool
looks for phrases with an exact match.
Content Supplier
Select the source of the content. The default value is Customer
Defined.
Suggestion ID
Enter the ID for the suggested words or phrases that managers
can use instead of the words and phrases entered on this page.
You define language suggestions and IDs on the Language
Checker Suggestion page.
Language Suggestions
Displays the language suggestions that are associated with the
suggestion ID.
Language Checker Suggestion Page
Use the Language Checker Suggestion page (EP_CHK_SUG_TBL) to define suggested wordings.
122
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Chapter 5
Setting Up Text for Advisor Tools
Navigation
Set Up HCM, Product Related, ePerformance, Advisor Tools, Language Checker Suggestions, Language
Checker Suggestion
Image: Language Checker Suggestion page
This example illustrates the fields and controls on the Language Checker Suggestion page.
Content Supplier
Select the source of the content: Customer Defined or the thirdparty supplier's name.
Language Suggestions
Enter language suggestions for words and phrases, or list the
reasons why the manager should not use certain words and
phrases.
Proper Usage
Enter examples of the proper usage of words or phrases.
Incorrect Usage
Enter examples of the incorrect usage of words or phrases.
Defining Content for the Development Tips and Results Writer
Tools
To define content for the Development Tips and Results Writer Tools, use the Define Development Tips
(EP_DEV_TIP_TBL_EP) and Results Writer (EP_COMP_WRT_TBL) components.
This section lists prerequisites and discusses how to:
•
Define development tips.
•
Define Results Writer text for competencies.
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Setting Up Text for Advisor Tools
Chapter 5
Pages Used to Define Content for the Development Tips and Results Writer
Tools
Page Name
Definition Name
Navigation
Usage
Define Development Tips
EP_DEV_TIP_TBL
Set Up HCM, Product
Related, ePerformance,
Advisor Tools, Define
Development Tips, Define
Development Tips
Define development tips
or modify those that are
imported from third-party
suppliers.
Results Writer - Competency
EP_COMP_WRT_TBL
Set Up HCM, Product
Related, ePerformance,
Advisor Tools, Results
Writer, Results Writer Competency
Define Results Writer
statements for each level of
proficiency associated with a
competency.
Results Writer - SubCompetencies
EP_SUB_WRT_TBL
Set Up HCM, Product
Related, ePerformance,
Advisor Tools, Results
Writer, Results Writer - SubCompetencies
Define Results Writer
statements for each level of
proficiency associated with a
sub-competency.
The Results Writer - SubCompetencies page is similar
in appearance and use to the
Results Writer - Competency
page and is not documented
separately.
Related Links
Working with Writing Tools
"Understanding the Content Catalog (PeopleSoft HCM 9.2: Human Resources Manage Profiles)"
Prerequisites
Text entries for the Results Writer and Development Tips tools are related to competencies and their
proficiency level, and sub-competencies and their proficiency level. You must set up this information
before defining text for these tools.
•
Rating models.
•
Competencies and sub-competencies.
•
Competency and sub-competency proficiency levels.
If multiple business units and setIDs are implemented in PeopleSoft HR, the information that you use and
create is determined by how the business unit and setID functionality is set up for the user ID.
See .
Define Development Tips Page
Use the Define Development Tips page (EP_DEV_TIP_TBL) to define development tips or modify those
that are imported from third-party suppliers.
124
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Chapter 5
Setting Up Text for Advisor Tools
Navigation
Set Up HCM, Product Related, ePerformance, Advisor Tools, Define Development Tips, Define
Development Tips
Image: Define Development Tips page
This example illustrates the fields and controls on the Define Development Tips page.
Content Supplier
Select the content supplier for the development tip. Select
a third-party supplier from the available options, or select
Customer Defined to enter development tips.
Results Writer - Competency Page
Use the Results Writer - Competency page (EP_COMP_WRT_TBL) to define Results Writer statements
for each level of proficiency associated with a competency.
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Chapter 5
Navigation
Set Up HCM, Product Related, ePerformance, Advisor Tools, Results Writer, Results Writer Competency
Image: Results Writer - Competency page
This example illustrates the fields and controls on the Results Writer - Competency page.
Review ratings describe an employee's level of proficiency for a competency. For each review rating that
is associated with the competency, you can define the suggested text that managers can use when they
invoke the Results Writer tool. You can create one or more text entries for each rating.
Note: When you access the Sub-Competencies page, the first sub-competency that is associated with the
competency appears. You must page forward or use the View All link to access other sub-competencies.
Seq Nbr (sequence number)
Enter a number that determines the order in which managers
see the statements when they use the Results Writer tool for this
competency.
Results Writer
Enter one or more sentences to describe the selected proficiency
level.
You can insert the following characters to personalize the text
based on the employee's name and gender.
126
•
%1 = Employee's First Name
•
%2 = He or She
•
%3 = His or Her
•
%4 = Him or Her
•
%5 = Himself or Herself
Copyright © 1988-2013, Oracle and/or its affiliates. All rights reserved.
Chapter 5
Setting Up Text for Advisor Tools
Linking Development Tips to Competencies and SubCompetencies
To link development tips to competencies and sub-competencies, use the Link Development Tips
(EP_COMP_DEV_TBL) component.
This section discusses how to link development tips to competencies and sub-competencies.
Pages Used to Link Development Tips to Competencies and SubCompetencies
Page Name
Definition Name
Navigation
Usage
Link Development Tips Competency
EP_COMP_DEV_TBL
Set Up HCM, Product
Related, ePerformance,
Advisor Tools, Link
Development Tips,
Competency
Links one or more
developments tips to a
competency.
Set Up HCM, Product
Related, ePerformance,
Advisor Tools, Link
Development Tips, SubCompetencies
Links one or more
developments tips to a subcompetency.
Link Development Tips - Sub- EP_SUB_DEV_TBL
Competencies
The Link Development Tips
- Sub-Competencies page
acts in a similar fashion to
the Link Development Tips Competency page and is not
documented separately.
Link Development Tips - Competency Page
Use the Link Development Tips - Competency page (EP_COMP_DEV_TBL) to links one or more
developments tips to a competency.
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Setting Up Text for Advisor Tools
Chapter 5
Navigation
Set Up HCM, Product Related, ePerformance, Advisor Tools, Link Development Tips, Link
Development Tips - Competency
Image: Link Development Tips - Competency page
This example illustrates the fields and controls on the Link Development Tips - Competency page.
Review ratings describe an employee's level of proficiency for a competency. For each review rating that
is associated with the competency, you can define the suggested text that managers can use when they
invoke the Development Tips tool. You can create one or more text entries for each rating.
Development Tip ID
Select a development tip from the list of available tips that
were created using the Define Development Tips page. The
development tip links to the competency that you selected to
access this page.
Note: When you access the Sub-Competencies page, the first
sub-competency that is associated with the competency appears.
You must page forward or use the View All link to access other
sub-competencies.
Importing Third-Party Content
This section provides an overview of importing third-party content for the Language Checker tool and
lists the pages used to import data.
Pages Used to Import Data
128
Page Name
Definition Name
Navigation
Usage
File Inbound
EO_FILE_INBOUND
Enterprise Components,
Integration Definitions,
Inbound File Rule, File
Inbound
Select the file that you are
importing into the Advisor
tools.
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Chapter 5
Setting Up Text for Advisor Tools
Page Name
Definition Name
Navigation
Usage
Inbound File Publish Inbound File
EO_FILETOMSG
Enterprise Components,
Integration Definitions,
Initiate Processes, Inbound
File Publish, Inbound File
Initiate a background process
to populate entries from thirdparty providers.
Process List
PMN_PRCSLIST
Click the Process Monitor link View the status of background
on the File Inbound page.
processes that you initiate.
Related Links
"Understanding the Flat File Utility (PeopleSoft 9.2: Integration Interfaces)"
Understanding Third-Party Data Import
PeopleSoft has established partnerships with several third-party providers that supply content for defining
competencies and proficiency levels. Some content providers also provide content for the Development
Tips and Language Checker tools that are delivered with ePerformance. You can import third-party data
into the system, enter free-form content, or use a combination of both.
ePerformance uses PeopleTools Integration Broker to receive vendor-supplied data in the form of
comma-delimited flat files. The flat files are imported into ePerformance using the Inbound File Publish
Application Engine (EOP_PUBLISHF) process. You do not need to develop an interface to load thirdparty content into ePerformance.
Preparing to Import Data
To prepare to import data, activate inbound file rules for the file you are importing on the Inbound File
page. You also use this page to associate messages with files and optionally change the default directory
for incoming files from c:\temp to a directory that you choose.
This table lists the identifiers for the inbound file rules.
File Identifier
Description
EP_CHK_SUG
Language Checker suggestions
EP_CHK_WRD
Language Checker words and phrases
EP_COMPETENCY
Competencies
EP_ COMP_DEV
Development tips for competencies
EP_COMP_PROF
Proficiency statements for competencies
EP_DEV_TIP
Development tips
EP_RATING_MDL
Rating models
EP_REVW_RATING
Levels of ratings for rating models
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Setting Up Text for Advisor Tools
Chapter 5
File Identifier
Description
EP_SUB_COMP
Sub-competencies
EP_SUB_DEV
Development tips for sub-competencies
EP_SUB_PROF
Proficiency statements for sub-competencies
EP_SUB_WRT
Results Writer statements for sub-competencies
Importing Data
To import data:
1. Make sure that each channel is running (not paused).
Channels are delivered paused.
Follow the procedure for configuring a message channel.
See PeopleTools: PeopleSoft Integration Broker.
2. Ensure that each message, its PeopleCode subscription, and its Integration Broker transaction are
active.
3. Open PeopleSoft Process Scheduler.
The application server must have publish and subscribe running.
See PeopleTools: System and Server Administration.
4. For each file identifier, initiate the publish process.
The publish process converts the flat file to a message.
a. Select Enterprise Components, Integration Definitions, Initiate Processes, Inbound File Publish.
b. Create a run control and initiate the process.
Follow the procedure for using the inbound file pages for processing files.
See "Understanding the Flat File Utility (PeopleSoft 9.2: Integration Interfaces)".
5. Confirm that the process is complete through the Process Monitor page.
6. Confirm that the subscription occurred.
a. Access the Monitor Message component by selecting PeopleTools, Integration Broker, Monitor,
Monitor Message.
b. Select the local node in the Publish Node field and Subscription Contract in the Queue Type field.
Look for a subscription contract for the message just processed.
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Chapter 5
Setting Up Text for Advisor Tools
Building PeopleSoft Search Indexes
This section provides an overview of:
•
Search definitions.
•
Search categories.
•
Search index schedule and search indexes.
Search Definitions
Search definitions are business objects that are made available for text search. Each search definition is
associated with a query to capture the business context data needed for the search. The search definition
provides the information required by the search framework to enable the system to create search results
(search documents).
ePerformance delivers these search definitions that are used when users search for development tips and
results writer through the writing tool function:
•
HC_EP_DEV_TIP
Used for development tips which are not connected to a competency or sub-competency.
•
HC_EP_DEVSUB_TIP
Used for development tips for competencies.
•
HC_EP_DEVCOMP_TIP
Used for development tips for sub-competencies.
•
HC_EP_WRITER_COMP
Used for results writer for competencies.
•
HC_EP_WRITER_SUBCOMP
Used for results writer for sub-competencies.
Search Categories
Search categories allow for the logical groupings of search definitions. Technically, end users run searches
against search categories and not individual search definitions, therefore, each search definition has to
belong to at least one search category.
ePerformance delivers a search category for each delivered search definition with the same name:
•
HC_EP_DEV_TIP
•
HC_EP_DEVSUB_TIP
•
HC_EP_DEVCOMP_TIP
•
HC_EP_WRITER_COMP
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•
Chapter 5
HC_EP_WRITER_SUBCOMP
Search Index Schedule and Search Indexes
A search index schedule specifies a search definition that needs to be crawled. When the search index
schedule process is run, it generates an XML feed and creates a schedule in the search engine which in
turn crawls XML feed and builds the search index.
When you either add or remove Results Writer or Development Tips text items, you must rebuild the
corresponding search indexes to accurately reference these items in the database. If you do not rebuild the
index, the system user will not see the added content when using the writing tools.
Use the PTSF_SCHEDULE run control component provided in the PeopleSoft Search Framework
to handle the launching of the PTSF_GENFEED process, which builds or rebuilds these indexes as
necessary:
•
HC_EP_DEV_TIP
•
HC_EP_DEVCOMP_TIP
•
HC_EP_DEVSUB_TIP
•
HC_EP_WRITER_COMP
•
HC_EP_WRITER_SUBCOMP
The Index Build process must be run separately for each of the search definitions after they have been
deployed.
Global Search for ePerformance Documents
ePerformance performance documents and development documents are searchable through Global Search
(a PeopleSoft Search Framework feature). In addition to accessing the corresponding components using
the classic menu navigations, users can go to these documents directly by initiating keyword search
against the performance or development document search category in the Global Search bar, which
appears in the header of the application if enabled (right below the menu navigation path).
See "Using Global Search Definitions for HCM (PeopleSoft HCM 9.2: Application Fundamentals)".
Steps for Enabling Results Writer and Development Tips Search in
ePerformance Documents
Follow the PeopleTools installation document and the PeopleSoft Search Framework documentation for
the complete setup of the functionality.
To ensure that users can search for results writer comments and development tips in ePerformance
documents:
1. Deploy search definitions delivered in ePerformance.
For more information about search definitions, see PeopleTools: PeopleSoft Search Technology.
2. Deploy ePerformance search categories delivered in ePerformance.
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Chapter 5
Setting Up Text for Advisor Tools
Note: When you deploy a search definition, the search category of the same name is automatically
deployed.
For more information about search categories, see PeopleTools: PeopleSoft Search Technology.
3. Build search indexes for search definitions.
If the index is going to be created for the for the first time, create a full index. For subsequent runs,
use the incremental index option.
For more information about search indexes, see PeopleTools: PeopleSoft Search Technology.
4. Test the search functionality.
If the index build process is completed successfully, test the search functionality by:
•
Using the Search Test page provided in PeopleTools.
For more information about the Search Test page, see PeopleTools: PeopleSoft Search
Technology.
•
Performing a search on development tips or results writer text in a performance or development
document.
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Chapter 6
Working with Desktop Integration
Understanding Desktop Integration with ePerformance
Desktop Integration is a common framework that orchestrates integration between Microsoft Office
products and PeopleSoft application. ePerformance adopts this framework and provides two features
around the integration with Microsoft Outlook:
•
Ability to add email content from Outlook directly to documents as performance notes in PeopleSoft.
•
Ability to track multiple dates in evaluations (documents) in PeopleSoft as tasks in Outlook.
New ePerformance Features in HCM 9.2
Adding Email Content as Performance Notes
During the evaluation process, managers enter notes to record performance information about their direct
reports or people whom they are reviewing, and employees do so for themselves. In addition to being able
to enter the notes manually by clicking the Performance Note icon in the PeopleSoft system, they can also
insert performance notes from email messages in their Outlook applications.
Using the PeopleSoft menu add-in that is loaded as part of Outlook, users can add email content as
performance notes for themselves (employees) or employees they select (managers).
Performance notes that are created through the Outlook integration are similar to the ones created in
the PeopleSoft system. They both have a character limit of 8095 characters (Outlook content exceeding
this limit is truncated) and support only plain text (rich text formatting, special characters and images in
Outlook content are removed). For each note that is inserted from Outlook, the system appends the Sent
from Outlook phrase at the end of the note.
Email attachments from Outlook are not supported; in other words, they are not available as part of
performance notes.
See Inserting Performance Notes from Outlook.
Tracking Evaluation Action Items as Outlook Tasks
With the availability of mid-period evaluation in which an employee’s progress can be tracked in various
checkpoints, ePerformance provides a way to help managers and employees manage numerous due dates
in their evaluations in the form of Outlook tasks.
The system sends data to Outlook to create tasks for employees and managers at various points in the
performance process. Below are the events that trigger the various tasks to be sent to Outlook:
•
The document is created.
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Working with Desktop Integration
Chapter 6
•
If the manager, employee, or both can update the final criteria document (as specified on the
Process page of the template definition for the document), the system sends them a task for the
criteria approval due date.
•
Both the manager and employee receive tasks for each checkpoint due date, if they are allowed to
update checkpoints (as specified on the Process page of the template definition for the document).
Specifically, the manager receives a task for each checkpoint due date. The employee also
receives a task if they have comments enabled in the role rules setup.
•
•
If the manager, employee, or both are authorized to complete the Track Progress step, the system
sends them a task for the track progress completion due date.
User begins the evaluation in the manager evaluation (or complete self evaluation) step.
The system sends a task for the evaluation due date to each user who can update the evaluation (as
specified on the General page of the template definition for the document).
•
User accepts a nomination request on the Pending Evaluation Requests page and a feedback document
is created.
The system sends the nominee a task for the evaluation due date.
An Outlook task contains this information:
•
Subject
Subject text includes the role and name of the step in the appraisal process.
•
Status
The initial value is N, which stands for not started.
•
Priority
Valid values are High, Normal, and Low. The default priority for new tasks is High.
•
Due Date
This value is calculated using the due date setup from the template definition for the corresponding
step.
•
Reminder Date
This value is calculated by subtracting the numeric value that is specified in the Reminder Days
before Period End Date field on the ePerformance page from the due date.
•
Message Body
The email body include a secure URL to transfer user back to the associated document in
ePerformance.
The system updates the status of tasks when these events occur:
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Chapter 6
Working with Desktop Integration
•
When user clicks to complete a mid-period, final criteria or evaluation document, the status of
corresponding tasks for the manager and employee will be set to Complete. For evaluation documents,
the status change applies to all roles.
•
When manager cancels an evaluation document for an employee, the status of corresponding tasks for
all roles will be set to Deleted.
Setting Up Desktop Integration with ePerformance
Here are the high-level steps for setting up the Desktop Integration framework to support the Outlook
integration functionality in ePerformance.
For the PepoleSoft system:
1. Installation option (one for each Outlook integration functionality) is enabled in the ePerformance
Installation.
See Defining System Settings.
2. Desktop integration is set up and configured. Verify that:
•
Users can access the PeopleSoft system using secure connections (https).
•
Integration Broker is running on the application server that you use for the PeopleSoft system.
3. Users who take advantage of the Outlook integration functionality are given the EODI_RemoteUser
role.
For more information on the setup details, see "Setting Up Desktop Integration (PeopleSoft 9.2:
Integration Interfaces)".
For users:
1. Microsoft Outlook 2007 is installed.
2. The Microsoft add-in for Outlook is loaded to the Outlook application.
3. Settings and options for the PeopleSoft menu are configured properly for the integration.
For more information on user setup, see "Using the PeopleSoft Outlook Menu (PeopleSoft 9.2:
Integration Interfaces)".
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137
Chapter 7
Generating Documents
Understanding Document Generation
This section discusses:
•
Document generation process.
•
Document cloning
•
Document content.
•
Initializing from profiles.
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Generating Documents
Chapter 7
Document Generation Processes
Document generation initiates the evaluation process. The process for generating a document varies,
depending on the role of the person that is generating the document. The process culminates in the
creation of a document based upon template definition rules used to create the document.
Image: Document generation diagram illustrating where in the process the HR Administrator,
manager, and employee typically interact with the system
This diagram shows the document generation process for HR administrators, managers, and employees:
Each of the three roles that can generate documents does so in slightly different ways:
•
140
HR Administrators schedule a background process and select one or more employees or employee
groups. They can also define default values (document type and the evaluation period) that get
populated when users are about to create documents.
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Chapter 7
Generating Documents
•
Managers can select one employee group that reports to them and select one or more employees from
the group, or just select one or more employees that report to them.
•
Employees can only generate documents for themselves.
After the individuals are identified, the process initiator must select the parameters for the document.
These include the document type, document template, and evaluation period that is covered. The language
code might be required, depending on the installation settings. For employee-initiated documents, if
the employee has more than one job, the job title is required. The employee might also need to select a
manager or mentor for the evaluation, if specified for the document type.
Once a user enters the parameters, the system checks the rules associated with the document type and the
document template, such as:
•
Is Define Criteria enabled?
•
Is Track Progress enabled?
•
Is Nominate Participants enabled?
Based on the rules established by the document type and document template, the system generates a
document for use in the evaluation process. This document is presented using the WorkCenter framework,
which reduces the number of user clicks, offers better insight into the performance process and provides
users with easy access to other performance information without having to leave the current performance
document they are working on..
See Understanding ePerformance WorkCenter.
Cloning Documents
To facilitate document creation, ePerformance enables managers and employees to clone existing
documents. This can be helpful when documents are extensively modified or the same changes apply to
multiple employees.
To activate the cloning feature, select the Manager, Employee, or both check boxes on the Document
Type page. This causes the Clone from Document field to display on the Create Performance Document
and Create Development Document pages.
When managers clone a document, they select a document for one of their direct reports to use as the
source. When employees clone a document, they select one of their own documents to use as the source.
The system uses the structure of the document, not the rating information, as the basis for the new
document.
Document Content
The criteria or content items included in a document are determined by the associated template. You can
add new items and free-form items to the Criteria document or the Evaluation Document, if the Add
check box is selected for the user role in the Item tab on the Template Definition - Structure page. Freeform items also require the selection of the Free-Form Allowed check box.
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Chapter 7
Initializing From Profiles
When you generate documents and Initialize from Profile is selected on the Template Definition Structure page, the system checks to see if there are items to add to the document based on the nonperson
profiles associated to the employees job information.
If Initialize from Profile is selected, the system:
1. Identifies the profile type entered in the Profile Type field in the Profile Management group box on
the Template Definition - Structure page
2. Identifies all profile IDs associated with the profile type.
3. Identifies all the profile identity options and keys associated with the profile IDs.
4. Orders those profile-identity options according to the sequence defined on the Profile Identity Options
- Configuration page.
5. Identifies the employee job information record.
6. Looks at the first profile identity option in the sequenced list to see if there is data for that item in the
employee's job information record that matches the key.
a. If there is a match, the system adds the associated content items from the profile ID to the
document.
b. If there is no match, the system checks the next profile identity option in the sequenced list.
c. If it is the end of a sequenced list, the system stops the process.
Here is the mapping between ePerformance and the Job Profile Manager (JPM) when an item is
initialized from the Profile:
142
ePerformance Field Label
Job Profile Manager Field Name
Item ID
JPM_CAT_ITEM_ID
Rating Model
RATING_MODEL
Target Rating
JPM_RATING1
Weight
JPM_PCT_1
Minimum Weight
JPM_PCT_1
Due Date
JPM_DATE_1
Reminder Date
JPM_DATE_2
Mandatory
JPM_MANDATORY
Critical
JPM_YN_2
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Chapter 7
Generating Documents
Note: On the Template Definition - Structure page you can insert free-form items by selecting the FreeForm Allowed check box and then selecting the items that you want to appear on documents. You
can also click the Load Content from Profile link on the Template Definition - Content page to add
content items. When you initiate the creation process, the system loads these items into the sections on
documents.
Prerequisites for Generating Documents
Before generating documents, you must:
1. Define templates.
2. Identify the template source on the Document Type page.
3. (Optional) Define group IDs.
To generate documents for a group of employees, HR administrators or managers can choose to
specify the ID of the group that contains the employees they want to process.
Note: The approval process within ePerformance does not support group ID. Group ID cannot be
used as an approval method because the system does not store group ID on the document. Therefore,
the system does not have a way to determine which group ID to use when a user is approving a
document.
4. Connect employees to managers in PeopleSoft HR.
5. (Optional) Update the profile function in the Final Evaluation Step - Role Rules grid on the Template
Definition - Structure page.
This page has a Profile Management tab. For each role, it has an Update Person Profile check box.
If you select this check box, the system enables the Person Profile Type and Instance Qualifier
fields. Select the appropriate field values for the role and then click Save. If the Event Manager is
implemented, the system sends the evaluation document data to the Job Profile Management (JPM)
person profile when the manager completes the document. The system sends other role document data
to the person profile only when other role document information has been added and the manager has
completed the document.
See "Understanding the Transformation Framework (PeopleSoft HCM 9.2: Application
Fundamentals)".
6. Set up notifications on the ePerformance Installation page.
7. (Optional) Assign document default values.
The system populates document default values on the pages where documents are created so users
don’t have to type in the document type and date range. Default values can be overridden as needed.
See Assigning Document Defaults.
See Creating Document Templates.
See Defining Document Types.
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Generating Documents
Chapter 7
See "Setting Up Group Definitions (PeopleSoft HCM 9.2: Application Fundamentals)".
See "Understanding Job Data (PeopleSoft HCM 9.2: Human Resources Administer Workforce)".
See Defining System Settings.
Assigning Document Defaults
This section discusses how to assign document defaults.
Page Used to Assign Document Defaults
Page Name
Definition Name
Navigation
Usage
Assign Document Defaults
EP_DEFAULT
Set Up HCM, Product
Related, ePerformance,
Document Structure, Assign
Document Defaults, Assign
Document Defaults
Enter the default values
for the document type and
evaluation period on the
Create <Performance or
Development> Documents
page.
Assign Document Defaults Page
Use the Assign Document Defaults page (EP_DEFAULT) to enter the default values for the document
type and evaluation period on the Create Documents page.
Navigation
Set Up HCM, Product Related, ePerformance, Document Structure, Assign Document Defaults, Assign
Document Defaults
Image: Assign Document Defaults page
This example illustrates the fields and controls on the Assign Document Defaults page.
Use this page to enter the default values for the document type and evaluation period on the Create
Documents page. When an administrator, manager, or employee accesses the page to create documents,
the system prepopulates the page with these default values so the user does not have to enter them
manually. These default values can be updated on the Create Documents page as needed.
The same default values are also used by the View Status Summary page, both in the pagelet version and
the manager version.
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Chapter 7
Generating Documents
Generating Documents as an Administrator
This section provides an overview on administrator document generation and discusses how to:
•
Generate documents.
•
View document creation results.
Pages Used to Generate Documents as an Administrator
Page Name
Definition Name
Navigation
Usage
Create Documents
RUNCTL_EPMGRDOC
•
Workforce Development,
Performance
Management,
Performance Documents,
Create Documents,
Create Documents
Schedule a background
process to generate documents
for individual employees or a
group of employees using the
group ID.
•
Workforce Development,
Performance
Management,
Development
Documents, Create
Documents, Create
Documents
View Document Creation
Results
RUNCTL_EPMGRDC_INQ
Workforce Development,
Performance Management,
View Document Creation
Results, View Document
Creation Results
View documents that were
created by the background
process.
Understanding Administrator Document Generation
HR administrators schedule a background process and select one or more employee groups to generate
documents.
Create Documents Page
Use the Create Documents page (RUNCTL_EPMGRDOC) to schedule a background process to generate
documents for individual employees or a group of employees using the group ID.
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Chapter 7
Navigation
•
Workforce Development, Performance Management, Performance Documents, Create Documents,
Create Documents
•
Workforce Development, Performance Management, Development Documents, Create Documents,
Create Documents
Image: Create Documents page
This example illustrates the fields and controls on the Create Documents page.
Run Request Parameters
Period Begin Date and Period End
Date
Enter the beginning and ending date of the period of time that
the document covers.
The system prepopulates these fields with default values that are
specified on the Assign Document Defaults page, if available.
See Assigning Document Defaults.
Document Type
Enter a document type such as Performance Document,
Performance Plan, or Annual Review. You define document
types using the Document Type component.
The system prepopulates this field with the default value that is
specified on the Assign Document Defaults page.
See Assigning Document Defaults.
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Chapter 7
Generating Documents
Template ID
Select the template ID to generate the documents. This field is
available if the template source on the Document Types page is
User Defined for this document type.
Manager Selection Method
Specify a method for selecting manager IDs. When you launch
the mass document creation process, the system determines
the manager of each employee it processes using data defined
in PeopleSoft HR. It needs this information to route email
messages to managers informing them that review forms are
available, and to associate a manager ID with each document, so
that the manager can act as the author of the manager document
and the owner of the evaluation process.
Values are:
•
By Department Manager ID: The system retrieves a
manager based on the department of the employee, using the
Manager ID field on the Department Profile page.
•
By Group ID: The system retrieves the manager from the
Manager ID field on the Group Profile page.
•
By Manager ID: If you select this option, you must specify
the manager ID in the Manager ID field.
•
By Part Posn Mgmt Dept Mgr ID: The system searches for
a Reports To relationship between managers and employees,
and then uses the By Department Manager ID selection
method if a Reports To ID is not found.
•
By Part Posn Mgmt Supervisor: The system searches for a
Reports To relationship between managers and employees,
and then uses the By Supervisor ID selection method if a
Reports To ID is not found.
•
By Reports To Position: The system retrieves the manager of
the employee's position that is specified in the Position Data
component.
•
By Supervisor ID: The system retrieves the manager based
on the Supervisor ID field on the Job Data - Job Information
page.
Create Document Using
Group ID
Select this radio button if you want to create documents
using the group ID. The system displays a group box called
Documents Using Group ID – Employee Groups to Process.
Employee ID
Select this radio button if you want to create documents using
the employee ID. The system displays a group box called
Documents Using Employee ID – Employees to Process.
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Documents Using Group ID – Employee Groups to Process
Group ID
Specify the employee groups for which you want to generate
documents.
As of Date
Enter the date from which you want to generate the group that is
used in the document creation process. The current system date
is the default.
Note: The mass creation process always regenerates the selected
groups before it creates employee documents.
Language Code
Select a language code to generate documents in a different
language than the base language of the database. This field is
available only when the Allow Review Language Override
check box is selected on the ePerformance Installation table.
Documents Using Employee ID – Employees to Process
EmplID (employee ID)
Select the employees for which you want to generate
documents.
Empl Rcd (employee record)
Specify the employee's record number for which you want to
generate documents.
Language Code
Select a language code to generate documents in a different
language than the base language of the database. This field is
available only when the Allow Review Language Override
check box is selected on the ePerformance Installation table.
Related Links
Defining System Settings
"Understanding Positions (PeopleSoft HCM 9.2: Human Resources Manage Positions)"
"Understanding Group Build (PeopleSoft HCM 9.2: Application Fundamentals)"
View Document Creation Results Page
Use the View Document Creation Results page (RUNCTL_EPMGRDC_INQ) to view documents that
were created by the background process.
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Chapter 7
Generating Documents
Navigation
Workforce Development, Performance Management, View Document Creation Results, View
Document Creation Results
Image: View Document Creation Results page
This example illustrates the fields and controls on the View Document Creation Results page.
The View Document Creation Results page is only available after you run the Create Documents process.
This page lists whether or not the documents were successfully created in the batch process.
Generating Documents as a Manager
This section provides an overview of the document generation process for direct reports and discusses
how to:
•
Enter the effective date.
•
Select groups.
•
Select employees.
•
Define document generation parameters.
•
Review document creation results.
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Chapter 7
Pages Used to Generate Documents as Manager
Page Name
Definition Name
Navigation
Usage
Create <Performance or
Development> Documents (
Select Group)
HR_DR_DIRECTREPORT
•
Manager SelfService, Performance
Management,
Performance Documents,
Create Documents
by Group, Create
Performance Documents
Select a group of employees
for whom you want to create
documents.
•
Manager SelfService, Performance
Management,
Development Documents,
Create Documents
by Group, Create
Development Documents
•
Manager SelfSelect individual employees
Service, Performance
for whom documents are
Management,
created.
Performance Documents,
Create Documents, Create
Performance Documents
•
Manager SelfService, Performance
Management,
Development Documents,
Create Documents, Create
Development Documents
•
Select a group on the
Create <Performance
or Development>
Documents page (Select
Group).
Create <Performance or
Development> Documents (
Select Employee)
150
HR_DR_DIRECTREPORT
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Chapter 7
Generating Documents
Page Name
Definition Name
Navigation
Usage
Create <Performance or
Development> Documents
(Enter Document Creation
Details)
EP_CREATEAPPR_MGR
•
Select one or more
employees or a group
of employees and click
the Continue button on
the Create <Performance
or Development>
Documents page (Select
Employee).
Select the document template
and dates that you want to use
to create documents.
•
Org Chart Viewer
Search for a person
from the Company
Directory, Direct-Line
Reports, or Business
Continuity page. From
the person’s Actions
list, select Performance
Management and then
Create Performance
Document.
•
Talent Summary
Search for a person. From
the person’s Actions
list, select Performance
Management and then
Create Performance
Document.
•
Manager Dashboard
Click to expand the
Action list of a direct
report, select Performance
Management and then
Create Performance
Document.
Create <Performance or
Development> Documents Results
EP_CREATE_RESULTS
Click the Create Documents
button on the Create
<Performance or
Development> Documents
page (Enter Document
Creation Details).
View the document creation
results for the employees or
group that you selected.
Understanding Document Generation
In the manager role, you can generate documents for direct reports by selecting a group, employees within
groups, or individual employees.
Regardless of which option you choose, you first need to select the As of date for determining which
employees report to you. You then select the employees for whom you want to generate documents.
Finally, you select the document template from which to generate the individual documents and enter the
dates of the evaluation period that is covered.
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Note: You can generate either performance or development documents. The process is identical, except
for the page names and the navigation path by which you access the document generation pages.
Create <Performance or Development> Documents Page (Select Group)
Use the Create <Performance or Development> Documents page (Select Group)
(HR_DR_DIRECTREPORT) to select a group of employees for whom you want to create documents.
Navigation
•
Manager Self-Service, Performance Management, Performance Documents, Create Documents by
Group, Create Performance Documents
•
Manager Self-Service, Performance Management, Development Documents, Create Documents by
Group, Create Development Documents
Image: Create <Performance or Development> Documents page (Select Group)
This example illustrates the fields and controls on the Create <Performance or Development> Documents
page (Select Group).
Select a group of employees on this page. Click the Continue button at the bottom of the page to move to
the next step where you further select one or more employees within that group for which documents are
to be created.
Create <Performance or Development> Documents Page (Select Employee)
Use the Create <Performance or Development> Documents page (Select Employee)
(HR_DR_DIRECTREPORT) to select individual employees for whom documents are created.
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Navigation
•
Manager Self-Service, Performance Management, Performance Documents, Create Documents,
Create Performance Documents
•
Manager Self-Service, Performance Management, Development Documents, Create Documents,
Create Development Documents
•
Select a group on the Create <Performance or Development> Documents page (Select Group).
Image: Create <Performance or Development> Documents page (Select Employee)
This example illustrates the fields and controls on the Create <Performance or Development> Documents
page (Select Employee).
If you select to create documents for individual employees, this is the first page in a series of pages that
guide you through the document generation process. If you select to create documents by group, this page
appears after a group is selected.
The system populates the list of employees whom you can create documents for based on the effective
date entered on this page. Select one or more employees and then click the Continue button at the bottom
or top of the page. If you have selected a group prior to accessing this page, the as of date is not available
for edits.
Expand
Click the Expand icon to view a list of employees that report to
the manager whose name appears on the left side of the list.
Create <Performance or Development> Documents Page (Enter Document
Creation Details)
Use the Create <Performance or Development> Documents page (Enter Document Creation Details)
(EP_CREATEAPPR_MGR) to select the document template and dates that you want to use to create
documents.
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Navigation
•
Select one or more employees or a group of employees and click the Continue button on the Create
<Performance or Development> Documents page (Select Employee).
•
Org Chart Viewer
Search for a person from the Company Directory, Direct-Line Reports, or Business Continuity
page. From the person’s Actions list, select Performance Management and then Create Performance
Document.
•
Talent Summary
Search for a person. From the person’s Actions list, select Performance Management and then Create
Performance Document.
•
Manager Dashboard
Click to expand the Action list of a direct report, select Performance Management and then Create
Performance Document.
Image: Create <Performance or Development> Documents page (Enter Document Creation
Details)
This example illustrates the fields and controls on the Create <Performance or Development> Documents
page (Enter Document Creation Details).
To enter the parameters:
1. Enter the time period for the document.
2. Enter the document type.
The system populates the period and document type if default values are defined on the Assign
Document Defaults page.
3. If Clone Existing Document is selected on the Document Types page, select whether the document is
to be created for an existing document. If you select Yes, select the document to clone.
4. If Clone Existing Document is not selected on the Document Types page or No is selected in the
Create from Prior Document, select the template from which the documents will be created.
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5. Click the Create Documents button.
The system displays the Create <document type> Documents - Results page.
Create <Performance or Development> Documents - Results Page
Use the Create <Performance or Development> Documents - Results page (EP_CREATE_RESULTS) to
view the document creation results for the employees or group that you selected.
Navigation
Click the Create Documents button on the Create <Performance or Development> Documents page
(Enter Document Creation Details).
Image: Create <Performance or Development> Documents - Results page
This example illustrates the fields and controls on the Create <Performance or Development> Documents
- Results page.
The Selected Employees group box displays the results of the document creation process.
Create Documents
Click the Create Documents link to go back to the first Current
Performance Documents or Current Development Documents
page.
Current Documents
Click this link to go to the Current Performance Documents or
Current Development Documents page. The system lists the
current documents for which you are the manager.
Generating Documents as an Employee
This section discusses how to generate documents as an employee.
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Chapter 7
Page Used to Generate Documents as Employee
Page Name
Definition Name
Navigation
Usage
Create <Performance or
Development> Documents
EP_CREATEAPPR_EE
•
Self Service,
Enter parameters for
Performance
generating documents as an
Management, My
employee.
Performance Documents,
Create Documents,
Create Performance
Documents
•
Self Service,
Performance
Management,
My Development
Documents, Create
Documents, Create
Development Documents
•
Company Directory
Search for a person
from the Company
Directory, Direct-Line
Reports, or Business
Continuity page. From
the person’s Actions
list, select Performance
Management and then
Create Performance
Document.
Create <Performance or Development> Documents Page
Use the Create <Performance or Development> Documents page (EP_CREATEAPPR_EE) to enter
parameters for generating documents as an employee.
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Chapter 7
Generating Documents
Navigation
•
Self Service, Performance Management, My Performance Documents, Create Documents, Create
Performance Documents
•
Self Service, Performance Management, My Development Documents, Create Documents, Create
Development Documents
•
Company Directory
Search for a person from the Company Directory, Direct-Line Reports, or Business Continuity
page. From the person’s Actions list, select Performance Management and then Create Performance
Document.
Image: Create <document type> Documents page (employee)
This example illustrates the fields and controls on the Create <document type> Documents page
(employee).
Period Begin Date and Period End
Date
Enter the beginning and ending dates of the evaluation period.
Document Type
Select the type of document to generate. Valid document types
are defined on the Document Types page.
The system populates the period and document type with default
values that are defined on the Assign Document Defaults page,
if available.
Create from Prior Document
Select Yes if you want to clone an existing document. Select No
if you do not want to clone an existing document.
This field appears if the Employee check box is selected for the
Clone Process field on the Document Types page.
Note: If you select the same period and document type as an
existing document and you try to clone it, the system issues a
validation error and stops the cloning process.
Prior Document
Select an existing document from which you want to clone a
copy.
This field appears if you select Yes in the Create from Prior
Document field.
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Template
Chapter 7
Select the document template from which to generate the
documents. Document templates are created in the Document
Template component.
This field appears if you select No in the Create from Prior
Document field.
Select a Manager
Click to access the Person Search page where you can search for
and select the person who will act in the manager role for this
evaluation.
This field appears if the Employee can Select Manager check
box is selected on the Document Types page.
Select Job
Select the job for which the document is generated.
This field appears if the employee has multiple jobs.
Create Documents
Click this button to create the document. After you create the
document, the system displays the Document Details page for
the document.
Accessing Documents
This section provides overviews of ePerformance WorkCenter and discusses how to:
158
•
Select documents.
•
View document progress details.
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Chapter 7
Generating Documents
Pages Used to Access Documents
Page Name
Definition Name
Navigation
Current <Performance or
Development> Documents
EP_APPR_SELECT
•
Manager SelfSelect performance or
Service, Performance
development documents to
Management,
view or edit.
Performance Documents,
Current Documents,
Current Performance
Documents
•
Manager SelfService, Performance
Management,
Development
Documents, Current
Documents, Current
Development Documents
•
Self-Service,
Performance
Management, My
Performance Documents,
Current Documents,
Current Performance
Documents
•
Self-Service,
Performance
Management,
Development
Documents, Current
Documents, Current
Development Documents
Define Criteria
Usage
EP_APPR_BASE1
Click a document on the
Current <Performance or
Development> Documents
page that is in Define Criteria
or Track Progress document
status.
Perform business process
tasks that are specific to the
Define Criteria or Track
Progress business processes
on documents.
EP_APPR_NOM_BUILD
Click a document on the
Current <Performance or
Development> Documents
page.
Add participant nominations
to documents.
Nominate Participants - Track EP_APPR_NOM_TRACK
Nominations
Click a document on the
Current <Performance or
Development> Documents
page.
Track participant nominations
submitted for documents.
Self-Evaluation
Click a document on the
Current <Performance or
Development> Documents
page that is in Evaluation in
Progress document status.
Evaluate documents.
Checkpoint <#>
Finalize Criteria
Nominate Participants - Add
Nominees
EP_APPR_MAIN1
Manager Evaluation
Peer Evaluation
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Chapter 7
Understanding ePerformance WorkCenter
To help users gain better insight into the performance process and provide them with quick and
easy access to information without having to leave the current documents that they are working on,
ePerformance leverages the WorkCenter framework functionality and presents performance documents in
a guided, status-driven manner. The WorkCenter approach consists of two parts:
•
Pagelet on the left serves as an activity center for the user, showing where the user currently is in the
process and which steps and tasks have been or yet to be attempted along with status.
•
Component page in the transaction area on the right corresponds to the current step that the user is on,
as highlighted on the pagelet on the left.
The user views and updates information on this page as the evaluation progresses. The title of the
page shows the step on the left pagelet that it corresponds to and the action that the user can perform
on it (if the option to concatenate page title is enabled in the template definition), which gives the user
clear information on the current step and what he or she is about to do.
Employees, managers and administrators update and view all current and historical documents (both
performance and development) through WorkCenter. This sample screenshot displays how the Finalize
Criteria step of a performance process is presented in the WorkCenter framework:
Image: Finalize Criteria page displayed in WorkCenter
This example shows the Finalize Criteria page as displayed in WorkCenter.
(Left) Steps and Tasks Pagelet
This pagelet displays all the steps included in the type of the document currently opened. The top of the
pagelet contains standard WorkCenter options that are used by end-users to personalize and configure
WorkCenter behaviors.
Next, information that is specific to the evaluation is displayed. It includes basic information (employee,
document type and review period) and the list of steps and sub-steps that the user needs to complete for
the evaluation. When the user opens a document, the system highlights the current step that the user is on
in the process and what action the user is supposed to perform. The user can click the Overview link to
view the list of steps included in the process and a high-level description for each one of them.
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(Right) Transaction Area Displaying Component Page
The page displayed here corresponds to the action link that the user has just clicked on the current step.
Available pages include Define Criteria, Checkpoint <#>, Finalize Criteria, Nominate Participants,
Review Participant Evaluations, Complete Self Evaluation, Complete Manager Evaluation pages
depending on the user viewing the document, as well as the business processes enabled in the document
template.
The component page contains these information and page controls:
Header Area:
•
Type of the document currently opened.
•
Page title with corresponding step name and action that users take.
If the option to concatenate page title is enabled, the page title displays both the step and action. If the
option is disabled, only the step is shown.
•
Related actions available to the employee. By clicking the icon next to the employee’s name, the
related actions menu is displayed and it provide quick access to major self service transactions
available to the employee from one place. Clicking the employee’s name gives basic information
about the employee.
•
Primary action buttons that pertain to the current step (Save, Approve, Share with Employee,
Complete).
These actions typically change the document status and move users to the next step. When any
primary action button is clicked, a confirmation message appears and the user needs to provide
confirmation before the system commits that action.
Status-related changes that occur here triggers updates to the pagelet so that it always displays the
most current document status and the next action that the user should take.
•
Common page actions (Print, Notify, Export Document).
These actions are usually common across performance and development documents.
•
Summary information about the evaluation.
Section Area:
•
Secondary action buttons pertaining to the document. Their appearance is based on setup, document
status and the role of user accessing the document (for example, Check Language, Calculate Rating,
Cancel Evaluation, Expand All, Collapse All, TAB format and Long format (if configured to support
tabbed and long display).
•
Section-level actions (for example, Add Competency, Add Peer, Add Goals, Participant Feedback,
Expand Competency, Collapse Competency, and Business Objective links).
•
Item-level actions (Add sub-competencies).
Depending on the document template setup, document sections are displayed in either tabbed format or
long format.
ePerformance leverages the WorkCenter design to display documents that are accessed using these
navigations:
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Chapter 7
•
Manager Self Service, Performance Management, Performance Documents, Current Documents.
•
Manager Self Service, Performance Management, Performance Documents, Historical Documents.
•
Manager Self Service, Performance Management, Performance Documents, View-Only Documents.
•
Self Service, Performance Management, My Performance Documents, Current Documents.
•
Self Service, Performance Management, My Performance Documents, Historical Documents.
•
Workforce Development, Performance Management, Performance Documents, View Documents.
•
Manager Self Service, Performance Management, Development Documents, Current Documents.
•
Manager Self Service, Performance Management, Development Documents, Historical Documents.
•
Manager Self Service, Performance Management, Development Documents, View-Only Documents.
•
Self Service, Performance Management, My Development Documents, Current Documents.
•
Self Service, Performance Management, My Development Documents, Historical Documents.
•
Workforce Development, Performance Management, Development Documents, View Documents.
•
Talent Summary. Search for a person. From the person’s Actions list, select Performance Management
and then Create Performance Document.
•
Manager Dashboard. Click to expand the Action list of a direct report, select Performance
Management and then Create Performance Document.
•
Manager Dashboard. Click to open an alert originated from ePerformance.
•
Company Directory. Search for a person. From the person’s Actions list, select Performance
Management and then Create Performance Document.
Note: Managers and administrators can also access performance documents from components such
as Maintain Succession Plans, Manage Succession Plans, Succession 360, and Approve Documents.
Documents are in read-only mode and they are not displayed in WorkCenter.
For more information about the WorkCenter setup in general, refer to "Setting Up Pagelets for
WorkCenters and Dashboards as a System Administrator (PeopleSoft 9.2: Enterprise Components)".
PeopleSoft WorkCenters
New ePerformance Features in HCM 9.2
Current <Performance or Development> Documents Page
Use the <Current Performance or Development> Documents page (EP_APPR_SELECT) to select
performance or development documents to view or edit.
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Navigation
•
Manager Self-Service, Performance Management, Performance Documents, Current Documents,
Current Performance Documents
•
Manager Self-Service, Performance Management, Development Documents, Current Documents,
Current Development Documents
•
Self-Service, Performance Management, My Performance Documents, Current Documents, Current
Performance Documents
•
Self-Service, Performance Management, Development Documents, Current Documents, Current
Development Documents
Image: Current <Performance or Development> Documents page
This example illustrates the fields and controls on the Current <Performance or Development>
Documents page.
This screenshot shows an example of the Current Performance Documents page that is accessed from the
Manager Self Service menu.
Filter Criteria
This section is available on all select document pages that are accessed from Manager Self Service. The
filtering capability enables managers to quickly search for and open documents that they need to update
or view without having to scroll down or sort on the results grid.
<Performance or Development> Documents
The information that appears on this grid depends on the path with which you access the page.
If you access this page through the Self Service menu, the only documents that appear are current
documents for which you are the employee. The name column does not appear, but an additional column
on the grid lists the person who is the manager for the document.
If you access this page through the Manager Self Service menu, additional columns appear (Employee
and Document Status). The grid lists all documents with statuses that are not Complete or Canceled for
which you are the manager. Documents in a Complete status are listed on the Historical Documents page.
You can filter documents by name, document type, document status and review period.
The same also applies to development documents.
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Chapter 7
Define Criteria Page
Use the Define Criteria page (EP_APPR_BASE1) to business process tasks that are specific to the Define
Criteria business processes on documents.
Navigation
Click a document on the Current <Performance or Development> Documents page that is in Define
Criteria document status.
Image: Define Criteria page
This example illustrates the fields and controls on the Define Criteria page.
Important! Depending on the business processes that are enabled at the document template level, and
the current status of the document, the landing page of the document you see can vary. For example, if
the Define Criteria business process is not enabled and the Track Progress business process is enabled
with two scheduled checkpoints, you’ll see the Checkpoint 1 page as the landing page when you click the
document you just created for the first time.
This screenshot shows an example of a landing page for the Define Criteria business process.
Related Actions for <employee
name>
Recent Search Results
Click the Related Actions for <employee name> icon to expand
the list of related actions that are available to the employee.
Related actions provide users quick access to major self service
transactions from one page instead of through traditional menu
navigations.
Click the Recent Search Results icon to access the next
document in WorkCenter without returning to the search page.
This icon appears on the navigation on the top of the PIA page.
Steps and Tasks
The information that appears on this page is controlled by a combination of the document template, the
role that accesses the page, and the status of each step.
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Chapter 7
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Expanding a step displays all relevant actions the user can perform in the form of links. For example,
clicking the View link of a completed step takes the user to a new browser window to view the
information of the completed step in the read-only mode. Similarly, clicking the Reopen link of the
Finalize Criteria step refreshes the component page on the right to display the Finalize Criteria document,
on which the user can reopen it and change the status of the step from Completed back to In Progress,
allowing the user to make additional updates.
Overview
Click to open a modal page and view the complete list of steps
included in this process and details on what participating users
are expected to do in each step.
<step link>
Click to expand or collapse a step, which can also be done by
clicking the Expand Sub Steps and Collapse Sub Steps icons on
the left of the step.
<status icon>
Displays the status of the corresponding step. Click the icon to
view the current status of the step as an alternate text.
Complete
In Progress
Started
Cancelled
<action link within step>
Indicates that the corresponding step is completed.
Indicates that the corresponding step is in progress.
Indicates that the corresponding step is not yet started.
Indicates that the corresponding step is cancelled.
Click to:
•
Perform the action on the component page that is displayed
on the right.
•
(For completed steps) Access the read-only component page
in a new browser window.
Transaction Area
For more information on the:
•
Define Criteria step, see Understanding Evaluation Criteria Modification.
•
Checkpoint and Finalize Criteria steps, see Understanding Mid-Period Checkpoints.
•
Nominate Participants step, see Understanding the Nomination and Tracking Processes.
•
Self Evaluation (for employee), Manager Evaluation, and Participant Evaluations steps, see
Understanding Evaluation Data Entry.
Related Links
Understanding Document Templates
Working with Delegations
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Chapter 8
Modifying Evaluation Criteria
Understanding Evaluation Criteria Modification
The page that is generated from the document template for this step contains the evaluation criteria. The
Define Criteria step enables a manager, an employee, or both, to add criteria, tailor the existing criteria for
the employee prior to generating evaluations, or both. Only one user role can approve this step and move
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Modifying Evaluation Criteria
Chapter 8
the document to the next status. Manager is typically the approver but it is configurable at the document
template level.
Image: Define criteria process showing the steps for modifying evaluation criteria
This diagram shows the process for modifying evaluation criteria during the Establish Criteria step:
Depending on the role's capabilities as defined on the document template, evaluators can make these
modifications to the criteria document:
tests
•
Add items:
•
168
Add predefined (coded) items and sub-items from the content catalog.
Copyright © 1988-2013, Oracle and/or its affiliates. All rights reserved.
Chapter 8
Modifying Evaluation Criteria
•
•
Add free form items and sub-items.
•
Copy items from the manager's document.
•
Copy items from business objectives.
Delete criteria.
You cannot delete criteria if they are identified as mandatory on the template.
•
Update criteria.
The criteria details that you can edit during the Define Criteria step depend on whether or not the
items are defined as mandatory and whether or not the items are coded, as shown in this table:
If the item is
Editable Fields for Coded Items
Editable fields for Not Coded (Free From)
Items
Mandatory
Status
Status
Percent Complete
Percent Complete
Target Rating
Target Rating
Supports
Title
Critical
Description
Ownership
Measurement
Due Date
Supports
Reminder Date
Critical
Status
Ownership
Percent Complete
Due Date
Target Rating
Reminder Date
Not Mandatory
Status
Percent Complete
Target Rating
Add items such as goals, responsibilities, competencies, or user defined content items to a section. You
can add free-form items or select predefined (coded) items from a prompt table. You can also add free
form subitems or select predefined subitems for items that are already in the Define Criteria page.
Either a manager or an employee can add performance notes during the Define Criteria step. These notes
are linked to the section and item to which they apply. Later in the process, the person that entered a note
can access the note to review it, update it, or include it in their section or item comments.
Documents that are currently in progress at the Define Criteria step are assigned the document status of
Define Criteria. Document status information is displayed on document search pages, and can be used as
a filter for managers and administrators to refine document search results under the Manager Self Service
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Modifying Evaluation Criteria
Chapter 8
and Workforce Development menus respectively. When a document with the Define Criteria document
status is opened, In Progress is shown as the status in its header.
When you are satisfied with the document criteria, a designated person completes the document. You can
generate individual evaluations, by role, from a completed criteria document.
Due Date Setup
ePerformance provides two ways to determine various due dates for use in documents. At the template
level, the administrator can select:
•
Performance Calendar, where actual due dates are specified in the Performance Calendar component.
For more information on performance calendar, see Defining Performance Calendars.
•
Template Setup, where due dates are set to be a number of days before or after the evaluation period
end date
Outlook Tasks
For more information, see Understanding Desktop Integration with ePerformance.
Notifications
The administrator can set the system to send out email notifications when these events occur in the Define
Criteria step:
•
All criteria are defined and completed, or approved.
•
The step is reopened.
•
Items are added or updated.
See Defining System Settings.
Learning Section
If a learning section is added to the template, the system selects all learning in the Enterprise Learning
Management system for the employee that meets this criteria:
•
Learning type equals Activity, Program, or Supplemental.
•
Status equals Planned, Enrolled, In Progress, or Completed.
•
Status date falls within the evaluation begin and end dates.
Only the administrator, manager, and employee can view this section. Links within the section open the
Enterprise Learning Management system in a separate window where the user can search for learning
or review detailed information about the learning in which the employee is enrolled. The Find Learning
Gaps link is not available for documents with a status equal to Completed.
Related Links
Understanding Document Templates
Entering Performance Notes
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Chapter 8
Modifying Evaluation Criteria
Understanding Document Audits
PeopleSoft delivers three document audits:
1. Document Level audits – This audit records the date, time, and name of the person who performed
an action on the document; for example transfer, cancel, complete, acknowledge and so on. Audits
at the document level are always turned on; you do not need to select the PS Audit Enabled check
box on the ePerformance page. Audit information is displayed in the Audit History group box near
the bottom of the page when you are establishing criteria or entering evaluation information on an
ePerformance document.
2. Item Level audits – This audit records the date, time, and name of the person who created or modified
an item on an ePerformance document. Audits at the item level are always turned on; you do not need
to select the PS Audit Enabled check box on the ePerformance page. Audit information is displayed at
the item level near the bottom of the section when you are establishing criteria or entering evaluation
information on an ePerformance document.
3. Detailed Item History audits: – This audit is controlled by a database trigger and is delivered turned
off. To enable this audit select the PS Audit Enabled check box on the ePerformance page . In addition
to selecting this check box, you must also use Application Designer to turn on the audits that you want
to use. Select the Audit fields in the Record Field Properties dialog box for the EP_APPR_B_ITEM
object.
When this audit is enabled, the system displays the Modification History link on document pages
used for establishing criteria data. Users can click this link to access the Modification History page
(EP_ITEM_MOD_HISTRY), which displays before and after values by field name.
For more information about creating record definitions, see the product documentation for PeopleTools:
PeopleSoft Application Designer Developer's Guide.
Related Links
ePerformance Page
Prerequisites
Before an authorized user can modify evaluation criteria, complete the following tasks:
1. Activate the Define Criteria business process.
Select the Define Criteria check box on the Template Definition - General page.
2. Define the rules for the define criteria process.
Complete the fields in the Define Criteria Step group box on the Template Definition - Process page.
3. Activate the ability to add, update, delete, copy objectives and copy manager items to the Define
Criteria page for each specific role .
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Modifying Evaluation Criteria
Chapter 8
Select the appropriate check boxes in the Define Criteria Step – Role Rulessection on the Template
Definition - Structure page.
Modifying Evaluation Criteria
This section discusses how to:
•
Modify evaluation criteria.
•
Add a section item.
•
Copy items from business objectives.
•
Copy items from manager documents.
Note: The navigation paths and page documentation in this section refers to modifying the Competencies
section of an evaluation document. All sections on a document work similarly and use the same page
formats. For example, if a document has both a Goals and a Competencies section, the Add Goal page and
the Add Competency page function in a similar way.
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Chapter 8
Modifying Evaluation Criteria
Pages Used to Modify Evaluation Criteria
Page Name
Definition Name
Navigation
Current Performance
Documents
EP_APPR_SELECT
•
Manager Self
Select the document for which
Service, Performance
you want to modify evaluation
Management,
criteria.
Performance Documents,
Current Documents,
Current Performance
Documents
•
Self Service,
Performance
Management, My
Performance Documents,
Current Documents,
Current Performance
Documents
•
Manager Self
Service, Performance
Management,
Development
Documents, Current
Documents, Current
Development Documents
•
Self Service,
Performance
Management,
My Development
Documents, Current
Documents, Current
Development Documents
Current Development
Documents
Usage
Define Criteria
EP_APPR_BASE1
Click a document link on
the Current Performance
Documents or Current
Development Documents
page.
Add or modify performance
or development criteria.
Add a <section item>
EP_APPR_EDIT3
Select the Add Goal,
Add Competency, or Add
Responsibility link that
appears on the Define Criteria
page.
Add a section item (either
free-form or predefined) to the
evaluation criteria specified
on the document template.
Note: There are two other
ways to add items: copy items
from business objectives and
copy items from manager
documents.
Add a <section item> (For
finding predefined items)
EP_APPR_EDIT4
Copyright © 1988-2013, Oracle and/or its affiliates. All rights reserved.
Select to add predefined
section item on the Add a
Goal, Add a Competency or
Add a Responsibility page and
click the Next button.
Search for a predefined item
to add to the evaluation
criteria specified on the
document template.
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Page Name
Definition Name
Navigation
Usage
Add a <section item> (For
inserting free-form items)
EP_APPR_EDIT5
•
Select to add your own
item (free-form) on
the Add a Goal, Add a
Competency or Add a
Responsibility page and
click the Next button.
Add a free-form item to or
modify an existing item in the
evaluation criteria specified
on the document template or
modify an existing one.
•
Click the Edit Details
icon of the item that you
want to update on the
Define Criteria page.
<section item> Detail (For
editing existing items)
Add a Behavior
EP_APPR_EDIT6
Click the Add Behavior link
that appears on the Define
Criteria page.
Select whether you want
to add a free-form or a
predefined sub-competency
to the evaluation criteria
specified on the document
template.
Add a Behavior
EP_APPR_EDIT7
Click Add predefined
behavior on the Add a
Behavior page and click
theNext button.
Search for a predefined
behavior to add to the
sub-item specified on the
document template.
EP_APPR_EDIT8
•
Select Add your own
behavior on the Add a
Behavior page and click
the Next button.
•
Click the Edit Details
icon associated with the
behavior that you want
to update on the Define
Criteria page
Add a free-form behavior to
or modify an existing one
in the evaluation criteria
specified on the document
template.
(For finding predefined items)
Add a Behavior
(For inserting free-form
items)
Edit Behavior
(For editing existing items)
174
Copy From Business
Objectives
EP_APPR_EDIT9
On the Add a Goal page,
select the Copy goal from
Business Objectives radio
button and then click the
Nextbutton.
Copy goals from established
business objectives into a
performance or development
document.
Copy From Manager
Document
EP_APPR_EDIT9
On the Add a Goal, Add
a Competency or Add a
Responsibility page, select to
copy item from my document
and click the Next button.
Copy goals, responsibilities,
competencies and other
items from the manager's
document into a performance
or development document.
Delete Confirmation
EO_DEL_CONFIRM
Click the Delete icon next to
an item or a behavior on the
Define Criteria page.
Confirm that you intend to
delete an item or behavior.
Performance Notes
HR_NP_NOTE_SRCH
Click the Performance Notes Search for performance notes.
button for any section item on
the Define Criteria page.
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Chapter 8
Modifying Evaluation Criteria
Page Name
Definition Name
Navigation
Usage
Performance Notes - Add/
Update Notes
HR_NP_NOTE
Click the Add a New Note
button on the Performance
Notes page.
Add a new performance note
to the section.
Define Criteria Page
Use the Define Criteria page (EP_APPR_BASE1) to add or modify performance or development criteria.
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Chapter 8
Navigation
Click a document link on the Current Performance Documents or Current Development Documents page.
Image: Define Criteria page (1 of 3)
This example illustrates the fields and controls on the Define Criteria page (1 of 3).
Image: Define Criteria page (2 of 3)
This example illustrates the fields and controls on the Define Criteria page (2 of 3).
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Image: Define Criteria page (3 of 3)
This example illustrates the fields and controls on the Define Criteria page (3 of 3).
Note: The appearance and behavior of Define Criteria page is controlled by its associated template.
The page shown in this screenshot is an example of what a document for this business process step may
look like. Unless otherwise stated, field descriptions here apply to both performance and development
document types.
The document shown in these screenshots is displayed in the tabbed format. The display format of
documents is configurable in the document template.
Return to <previously accessed
component or page>
Click this link to return to the previous component or page (
for example, Org Chart Viewer, View Performance Documents,
Current Documents, or Development Document History) prior
to accessing the document that you’re currently on.
Save
Click this button to save the document.
Approve
Click this button to approve and complete the Define Criteria
step. This button is only enabled if you are signed in with the
role that can approve this step.
After the Define Criteria step has been approved, the
corresponding information is available for review (read-only)
by clicking the View link on the Steps and Tasks pagelet. If
necessary, the step can be reopened by clicking the Reopen link
on the pagelet.
Reopen
Click this button to reopen a criteria document that you
previously completed.
This button displays after you have clicked the link to reopen
the already approved Define Criteria step.
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Note: A criteria document cannot be reopened after the next
step has been started and saved, or a pending nomination is
accepted.
View Printable Evaluation
Click the View Printable Evaluation icon to display a printable
version of the Establish Criteria document.
The system generates a BI Publisher report that matches
the document. The report can include the learning section,
eSignature section, employee data, other participants and audit
history. Use the browser's Print command to print a hard copy of
the document.
Note that the eSignature section only exists in the BI Publisher
report, it doesn't appear on the document.
The report definition used for this function is EP_EVAL.
Notify
Export
Click the Notify icon to open the Send Notification page and
compose a message about the document to be sent to interested
parties.
Click the Export icon to view and download the document in
rich text format (RTF).
The system generates a BI Publisher report for the document,
which can be saved to a local system and edited offline. For
example, a manager can save the performance document
for each direct report and work on the documents without
connection to the HCM system. When all the changes are made
to the local documents, the manager can copy and paste the
updates to corresponding documents in the system.
The report definition used for this function is EP_DOC.
TAB Format
Click the TAB Format link to display the document in the
tabbed format.
This field appears if the display type of the associated document
template is set to toggle between tabs and long formats.
Long Format
Click the to Long Format link display the document as one long
page.
This field appears if the display type of the associated document
template is set to toggle between tabs and long formats.
Section # - <section name>
This section describes the items that are included in the section and the roles of users who can enter
ratings and comments for item that is listed.
Field descriptions for the Learning and Career Plan Summary sections are provided as examples.
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Expand <section item>
Click to expand all items that belong to this section.
Collapse <section item>
Click to collapse all items that belong to this section.
Business Objectives
Click this link to view the business objectives associated with
this document.
Add Goal, Add Competency, or Add Click this link to access the Add <a section item> page, for
Responsibility
example, Add a Goal, Add a Competency. This page displays
one of several formats, depending on how you set up the
document template for the section item. You can:
•
Add predefined (coded) items from the content catalog.
•
Add free form items.
•
Copy items from the manager's document.
•
Copy items from business objectives.
This link is available if the Enable Items check box is selected
in the section definition for the section (for example, Goal,
Competency) and the Add Items check box is selected for
the role in the Define Criteria Step - Role Rules grid on the
document template.
See Also Add a section item Page and Add a section item Page
or section item Detail Page.
Important! The system determines who can perform actions on certain sections based upon the role
of the user. You assign roles to a section on the Template Definition - Structure page under the Define
Criteria Step - Role Rules grid.
Section # - Learning
Use this section to review, add, or delete learning for the employee. This section is available from both the
Current and Historical Documents pages.
Learning Name
Click this link to display the <learning name> Description page
in the Enterprise Learning Management (ELM) database.
Find Learning Gaps
Click this link to open the Learning Objectives page (if user is
an employee), the Team Member Objectives page (if user is a
manager), or the Enroll Learners - Find Requester page (if user
is an administrator). In addition, clicking this link transmits the
competencies (learning objectives), target ratings, and actual
ratings from the performance review to the ELM database when
any of these conditions is met:
•
The actual rating on document is less than the target rating
on the document.
•
The target or actual rating is blank.
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This information is used to perform a gap analysis for the
learner in the Enterprise Learning Management side. Any gaps
found are added to the appropriate objectives in Enterprise
Learning Management, and to the current learning objectives of
the manager or employee. The Learning Objectives page that
is displayed includes the newly-added objectives. Employees
and managers can search for and add learning corresponding
to the objectives by clicking the Find Learning Gaps link.
Administrators can search for learning by clicking the same
link.
Note: The proficiency (rating) for the catalog item is compared
with the proficiency needed to meet the objective. This
comparison is not taken into account, however, when the
system displays the learning. The system displays all learning
with all proficiency ratings for an objective. If the user is an
administrator, they are taken to the Enroll Learners - Find
Requestor page.
For more information about various Learning Objectives pages,
see the product documentation for PeopleSoft HCM: Enterprise
Learning Management
Refresh
Click for the system to retrieve real-time data for the Learning
section and display any newly enrolled or planned learning that
includes dates that are within the appropriate date range.
Section # - Career Plan Summary
Use this section to review the career planning information for the employee, and access the employee’s
most current career plan through Manager Self Service if necessary. This section is available from the
current and view-only performance as well as development documents through the Manager Self Service
and Workforce Development menus.
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Risk of Leaving
Displays the risk of this employee leaving his or her current
position, as specified on the Manage Career Plans page.
Impact of Loss
Display the impact to the organization if this employee leaves
his or her current position, as specified on the Manage Career
Plans page.
Career Potential
Displays the career potential of this employee, as specified on
the Manage Career Plans - Ranking/Potential page.
Official Career Path
Displays the list of career moves made by this employee, as
specified in the Official Career Path section on the Manage
Career Plans - Career Path page.
Manager Agreed Career Path
Display the list of manager-supported career moves made by
this employee, as specified in the Manager Agreed Path section
on the Manage Career Plans - Career Path page.
Personal Path
Displays the personal career path that was created by this
employee on the Career Path page through Employee Self
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Chapter 8
Modifying Evaluation Criteria
Service. This section appears only if the Personal Path section is
not marked as private by the employee on the Career Path page.
Update Employee Career Plan
Click to navigate to the Manage Career Plans component in
Manager Self Service to perform necessary activities on this
employee’s most current career plan. This link appears, if the
logged on user is currently the manager of the employee and
has access to the employee’s career plans. Any changes that are
made in the Manage Career Plans component for the employee
are reflected in this section upon return.
See "Managing Career Planning Self-Service (PeopleSoft HCM
9.2: Human Resources Plan Careers and Successions)".
Item # - <item name>
This section describes the parameters that were defined in the Items and Sub-Items group boxes on the
Template Definition - Structure page under the Rate/Weight tab. You can add or delete items from the
sections in the document.
Copy to Other Documents
Performance Notes
Click the Copy to Other Documents icon to access the Copy
to Other Documents page and select one or more employee
documents to which the corresponding item can be copied.
Click the Performance Notes icon to display the Performance
Notes page. It is available if the Notes check box is selected on
the Template Definition - Structure page under the Section tab.
You can access this note later when you enter comments or rate
the item on the evaluation using the Writing Tools feature.
Note: In Notepad, when you delete an item that is associated
with a note, the note is not actually deleted from Notepad.
However, since the item doesn't exist on the document, the note
is no longer associated with that item.
See "Configuring and Working with the HR Notepad
(PeopleSoft HCM 9.2: Application Fundamentals)".
Click the Edit Details icon to display the <section item> Detail
page and make updates to the item. It is available if the update
field is selected on the Item tab of the Template Definition Structure page.
Edit Details
Aligns To Objectives
Click the Delete <section item> icon to remove the item for the
page. It is available if the if the Define Criteria step is enabled
and the item is not defined as Mandatory on the document
template.
Displays the title of the objective to which the item is aligned, if
applicable.
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Objective Details
Click the Objective Details icon to access the Objective
Details page that lists the details associated with the objective (
description and measurement).
Alignment Chain
Click the Alignment Chain icon to access the Objective
Alignment Chain page where you can view how this objective is
aligned with the objectives higher up in the organization.
Modification History
Click this link to access the Modification History page (EP_
ITEM_MOD_HISTRY), which displays before and after values
by field name.
Note: The system does not display this link unless you select
the PS Audit Enabled check box on the ePerformance page.
In addition to selecting this check box you must also use
Application Designer to turn on the audits that you want to use.
Related Links
Creating Document Templates
Template Definition - Content Page
Working with Writing Tools
Add a <section item> Page
Use the Add a <section item> page (EP_APPR_EDIT3) to add the corresponding section item(either freeform or predefined) to the evaluation criteria specified on the document template.
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Navigation
Select the Add Competency or Add Responsibility link that appears on the Define Criteria page.
Image: Add a <section item> page (1 of 2)
This example illustrates the fields and controls on the Add a <section item> page (1 of 2).
Image: Add a <section item> page (2 of 2)
This example illustrates the fields and controls on the Add a <section item> page (2 of 2).
Note: The screenshots and field descriptions shown here are for adding a new competency to a document.
The pages for adding responsibilities as well as behaviors are similar.
Search Criteria
<section item>
Enter the word or words that you want the system to use to
search for the section item (for example, competency).
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Chapter 8
Content Group Type
Select the content group type that you want the system to use for
your search. This field is only available if content group types
have been defined for the content type (competency).
Content Group
Select the content group that you want the system to use for
your search. This field is only available if content groups have
been defined for the content type (competency).
Search
Click to display the results in the Search Results group box.
See "Understanding the Content Catalog (PeopleSoft HCM 9.2: Human Resources Manage Profiles)".
Search Results
Based on the criteria that you entered or selected in the Search Criteria group box, the system displays the
competencies after you click Search. Select the competencies that you want to add to the document and
then click Save Selected Competencies.
Add a <section item> Page or <section item> Detail Page
Use the Add a <section item> page or the <section item> Detail page (EP_APPR_EDIT5) to add a freeform item or to modify an existing item to the evaluation criteria specified on the document template.
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Navigation
•
Select to add your own item (free-form) on the Add a Goal, Add a Competency or Add a
Responsibility page and click the Next button.
•
Click the Edit Details icon of the item that you want to update on the Define Criteria page.
Image: Add a <section item> page
This example illustrates the fields and controls on the Add a <section item> page.
Use this page to write you own goals that are not yet available in the system using the rich text editor.
Business Objectives
Click to view the objectives for your organization that are
defined for the corresponding objective plan.
Find Different Objectives
Click to search for objectives of other departments in the
organization.
Aligns To Objectives
Select an objective from the referenced objective plan to which
the new goal aligns.
Copy from Business Objectives Page
Use the Copy From Business Objectives page (EP_APPR_EDIT9) to copy goals from established
business objectives into a performance or development document.
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Chapter 8
Navigation
On the Add a Goal page, select the Copy goal from Business Objectives radio button and then click the
Next button.
Image: Copy from Business Objectives page
This example illustrates the fields and controls on the Copy from Business Objectives page.
Select the objectives that you want to copy and then click Copy. The system returns you to the page from
which you started.
Copy from Manager Document Page
Use the Copy From Manager Document page (EP_APPR_EDIT9) to copy goals, responsibilities,
competencies and other items from the manager's document into a performance or development
document.
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Navigation
On the Add a Goal, Add a Competency or Add a Responsibility page, select to copy item from my
document and click the Next button.
Image: Copy from Manager Document page
This example illustrates the fields and controls on the Copy from Manager Document page.
Select the items that you want to copy from the manager's document and then click Copy. The system
returns you to the page from which you started.
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187
Chapter 9
Tracking Mid-Period Progress on
Evaluations
Understanding Mid-Period Checkpoints
To provide managers and employees the ability to track employees’ progress more closely during the
performance period and provide feedback and guidance along the way, ePerformance implements the
Track Progress functionality that, when enabled at the document template level, allows the administrator
to define checkpoints throughout the performance period where the manager and employee can enter
comments regarding the evaluation. While a checkpoint is in progress, the manager and employee
can share comments with each other and stop sharing if deemed necessary. Information exchanged in
completed checkpoints will be stored in the system for future reference, such as when the employee works
on the self evaluation or when the manager prepares the evaluation for the employee. When the last step,
Finalize Criteria, is completed, comments that are available in the document are copied to the employee
and manager evaluations, making it easy for them to reference the checkpoint information while rating the
performance and finalize their evaluations.
The behavior of the Track Progress step is configured at the document template level. From there, the
administrator specifies:
•
Roles of users who can update checkpoints.
•
Number of checkpoints to include in this step.
•
Roles of users who can complete the Finalize Criteria step.
•
If comments entered by the manager and employee need to be added to the manager and employee
evaluations respectively.
New ePerformance Features in HCM 9.2
Track Progress Process Overview
In the Track Progress process, two steps are available: Checkpoint and Finalize Criteria.
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Chapter 9
This diagram illustrates the steps involved in the Track Progress process flow:
Image: Track Progress Process Flow
Steps involved in the Track Progress process flow
During the Checkpoint step, the employee updates the criteria in the document, adds comments about
their performance (for example, progress update on goals) to date and shares the information with the
manager. Upon receiving a notification from the employee about the shared content, the manager reviews
employee’s feedback, adds comments, shares the information with the employee. During the review
phase, each party can make additional updates and stop sharing content if necessary. The manager may
conduct a review (phone, meeting) with the employee to discuss the performance based on company
policy. When this is done, the manager marks a checkpoint as complete. They reiterate this cycle based
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on the number of progress checkpoints that are set up in the document template, and a checkpoint can be
skipped if deemed unnecessary. Typical setup scenarios for having intermediate checkpoints during an
evaluation process include having one checkpoint at the mid-point of the one-year performance period, as
well as having a checkpoint for each quarter in the performance period, although the system supports up
to 11 checkpoints during a performance period. Once all the checkpoints have been completed or skipped,
the system moves to the Finalize Criteria sub-step.
During the Finalize Criteria step, the manager and employee finalize the criteria to be used in the
evaluation process before the actual evaluation begins. This step ensures that the shared document is up
to date before the individual evaluations are created. Once the evaluations are created, any item changes
(adds, updates or deletes) will not be pushed to the other evaluations. This step must be completed before
the employee and manager can start their evaluation steps (Complete Self Evaluation for the employee
and Complete Manager Evaluation for the manager), or participants to provide feedback to the employee.
It can also be reopened for the manger and employee to make additional updates.
Documents that are currently in progress at the Track Progress business process are assigned the
document status of Track Progress - Checkpoint or Track Progress - Finalize Criteria. Document
status information is displayed on document search pages, and can be used as a filter for managers
and administrators to refine document search results under the Manager Self Service and Workforce
Development menus respectively. When a document with the Track Progress document status is opened,
In Progress is shown as the status in its header.
Due Date Setup using Performance Calendar
With the introduction of the Track Progress step, an administrator can add one or more checkpoints to
monitor employee progress and that brings more due dates to the evaluation process. To simplify the setup
of due dates for administrators, ePerformance provides the Performance Calendar component in which
the administrator specifies an actual date within a calendar period for each step due date that needs to be
defined.
At the document template level, the administrator can decide which method to use to determine due dates
for documents generated from the template—Performance Calendar or Template Setup (in which due
dates are set to be a number of days before or after the evaluation period end date.
See Defining Performance Calendars.
Outlook Tasks
For more information, see Understanding Desktop Integration with ePerformance.
Notifications
The administrator can set the system to send out email notifications when these events occur in the Track
Progress process:
•
Comments are shared.
•
A checkpoint is completed or skipped.
•
The Finalize Criteria step is reopened.
•
The Finalize Criteria step is completed.
See Defining System Settings.
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Chapter 9
Prerequisites
Before the Track Progress step can begin, make sure that:
•
The Track Progress step is enabled and configured in the document template.
•
On the document that is generated, the Define Criteria step is already completed (if the Define Criteria
step is enabled in the document template).
Tracking Mid-Period Progress
This section discusses:
•
Checkpoint <#> page.
•
Finalize Criteria page.
Pages Used to Track Mid-Period Progress
Page Name
Definition Name
Navigation
Usage
Checkpoint <#>
EP_APPR_BASE1
•
Manager Self
Track the checkpoint
Service, Performance
progress of a performance or
Management,
development document.
Performance Documents,
Current Documents,
Current Performance
Documents
•
Self Service,
Performance
Management, My
Performance Documents,
Current Documents,
Current Performance
Documents
•
Manager Self
Service, Performance
Management,
Development
Documents, Current
Documents, Current
Development Documents
•
Self Service,
Performance
Management,
My Development
Documents, Current
Documents, Current
Development Documents
Open a document that has
Track Progress - Checkpoint
as the document status.
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Chapter 9
Tracking Mid-Period Progress on Evaluations
Page Name
Definition Name
Navigation
Usage
Finalize Criteria
EP_APPR_BASE1
•
Manager Self
Finalize the evaluation
Service, Performance
criteria of a performance or
Management,
development document.
Performance Documents,
Current Documents,
Current Performance
Documents
•
Self Service,
Performance
Management, My
Performance Documents,
Current Documents,
Current Performance
Documents
•
Manager Self
Service, Performance
Management,
Development
Documents, Current
Documents, Current
Development Documents
•
Self Service,
Performance
Management,
My Development
Documents, Current
Documents, Current
Development Documents
Open a document that has
Track Progress - Finalize
Criteria as the document
status.
Checkpoint <#> Page
Use the Checkpoint <#> page (EP_APPR_BASE1) to rack the checkpoint progress of a performance or
development document.
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Chapter 9
Navigation
•
Manager Self Service, Performance Management, Performance Documents, Current Documents,
Current Performance Documents
•
Self Service, Performance Management, My Performance Documents, Current Documents, Current
Performance Documents
•
Manager Self Service, Performance Management, Development Documents, Current Documents,
Current Development Documents
•
Self Service, Performance Management, My Development Documents, Current Documents, Current
Development Documents
Open a document that has Track Progress - Checkpoint as the document status.
Image: Checkpoint <#> page
This example illustrates the fields and controls on the Checkpoint <#> page.
If there are more than one checkpoint, they are named Checkpoint 1, Checkpoint 2, and so on.
Skip Checkpoint
Click to skip this checkpoint and move to the next available step
in the review process.
Share with Employee or Share with
Manager
Click to share your comments with the employee if you are in
the manager role, or share your comments with the manager if
you are in the employee role. The label of this button changes
based on your user role.
The system sends an email to the other party about the
comments that you would like him or her to review. When this
button is clicked and the sharing is confirmed, the system moves
the review process to the next step, Review with Employee or
Review Manager Comments (or Review with Manager is some
cases), depending on the role of the user who are currently
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Chapter 9
Tracking Mid-Period Progress on Evaluations
viewing the page. The page title shows the updated action if the
concatenate page title option is enabled.
Stop Sharing
Click to stop sharing comments with the other party.
This button appears when the manager currently shares
comments with the employee, or the employee currently shares
comments with the manager.
Complete Checkpoint
Click to complete this checkpoint.
Typically, after the manager has met with the employee to go
through the review progress, the Checkpoint step can be marked
as completed.
Enter comments in the sections and items as permitted by the system to track employee progress.
Finalize Criteria Page
Use the Finalize Criteria page (EP_APPR_BASE1) to finalize the evaluation criteria of a performance or
development document.
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Chapter 9
Navigation
•
Manager Self Service, Performance Management, Performance Documents, Current Documents,
Current Performance Documents
•
Self Service, Performance Management, My Performance Documents, Current Documents, Current
Performance Documents
•
Manager Self Service, Performance Management, Development Documents, Current Documents,
Current Development Documents
•
Self Service, Performance Management, My Development Documents, Current Documents, Current
Development Documents
Open a document that has Track Progress - Finalize Criteria as the document status.
Image: Finalize Criteria page
This example illustrates the fields and controls on the Finalize Criteria page.
The purpose of this step is to finalize the criteria to be used for the actual evaluation process, and
complete the Track Progress business process as a whole. Make changes to the evaluation criteria as
needed, the same way you do in the Define Criteria step.
Save
Click to save changes made in the Finalize Criteria step.
Share with Employee or Share with
Manager
Click to share the criteria document with the employee (if
current user is a manager) or the manager (if current user is an
employee).
Complete
Click to complete this step after all the criteria are updated and
finalized, and move on to the next step in the review process.
Reopening the Finalize Criteria Step
A completed Finalize Criteria step can be reopened if necessary. To do so, click the Reopen link that
appears under the Finalize Criteria step on the Steps and Tasks pagelet and confirm the action. Then, click
the Reopen button on the document and confirm the action again.
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Chapter 10
Nominating and Tracking Multi-Source
Participants
Understanding the Nomination and Tracking Processes
This section provides an overview of the nomination and tracking process and lists prerequisites.
Nomination and Tracking Process Overview
This section discusses these subjects:
•
Multi-participant process.
•
Nominations.
•
Multi-participant evaluations.
•
Notifications
Multi-Participant Process
The multi-participant process enables individuals other than the manager and employee to provide direct
feedback into an employee's performance or development document. Additional roles might include
peers, mentors, customers, and other managers.
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Chapter 10
You select the roles and specify the capabilities of each role on the document template. The options
that you select on the document template also control how the manager and employee interact with the
process.
Image: Illustration of the multi-participant process, which enables individuals other than the
manager and employee to provide direct feedback into an employee's performance or development
document.
This diagram illustrates the steps of the multi-participant process:
The multi-participant process can begin any time after the Define Criteria step has started.
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Nominating and Tracking Multi-Source Participants
The actions that managers and employees can perform relative to multiple participants are defined on the
Template Definition - Process page in the Nominate Participants and Review Participant Evaluations page
regions. These actions include:
•
Nominate participants.
Although both the manager and employee can nominate participants if the Updated By check box is
selected for their role, only the role that is selected in the Submitted By field can approve and submit
the nominations.
Before nominations can be submitted, the Define Criteria step (if the Define Criteria business process
is enabled) and the Finalize Criteria step (if the Track Progress business process is enabled) must
already be completed.
•
Track the status of nominations and cancel nominations.
A tracker might cancel a nomination if it is pending for too long. The tracker has the ability to
resubmit cancelled nominations.
•
Review participant evaluations.
This step consists of two functions: tracking participant evaluations and accessing the content of
participant evaluations. The ability to perform the two functions is set separately on the Process page
of the document template.
If the Accessed By check box is selected for the role, the role can view a list of participants and
their evaluation status. If the Viewed By check box is also selected for the role, an active link to the
participant evaluation is available to open and view the evaluation itself.
Note: A user that can open evaluations can also change the due date of the evaluation or send it back
for rework. Both of these actions trigger notifications to the participant.
Optional features of the nomination process that are controlled on the document template include the
ability to:
•
Establish a minimum and maximum number of participants.
•
Designate that nominee information is anonymous in the tracking nominations feature.
•
Designate that feedback from a participant role is anonymous for either the manager and/or employee.
Nominations
Nominations are not submitted to nominees until the minimum number of participants are nominated and
the Define Criteria step (if the Define Criteria business process is enabled) and Finalize Criteria step (if
the Track Progress business process is enabled) are complete. After a nomination is submitted, it has the
status of Pending.
Nominees can view their evaluation requests and accept or decline nominations. When a nominee accepts
a nomination, the nomination status changes to Accepted, and the system generates an evaluation for the
nominee.
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Chapter 10
Multi-Participant Evaluations
A nominee who accepts a nomination becomes a participant. An evaluation, with the specific content and
capabilities that are defined for the role on the document template, is created for each participant at the
time they accept the nomination.
Notifications
The administrator can set the system to send out email notifications when nominations are submitted,
accepted, declined, or cancelled in the Nominate Participants step.
See Defining System Settings.
Related Links
Managing Evaluation Requests
Monitoring and Viewing Participant Evaluations
Understanding Evaluation Data Entry
Prerequisites
Before nominating people other than the manager and employee to participate in a performance or
development review, you must:
1. Define any multi-participant roles that will be used in the process.
2. Define a document template that is set up for multiple participants.
3. Generate documents from the template.
4. Begin or complete the Define Criteria step (if enabled) or the Finalize Criteria step (if enabled).
Related Links
Creating Document Templates
Managing Nominations
This section discusses how to:
200
•
Nominate participants.
•
Track nomination status.
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Chapter 10
Nominating and Tracking Multi-Source Participants
Pages Used to Nominate Participants
Page Name
Definition Name
Navigation
Usage
Nominate Participants - Add
Nominees
EP_APPR_NOM_BUILD
•
Manager Self
Nominate participants for
Service, Performance
multi-source evaluations.
Management,
Performance Documents,
Current Documents,
Current Performance
Documents
•
Self Service,
Performance
Management, My
Performance Documents,
Current Documents,
Current Performance
Documents
•
Manager Self
Service, Performance
Management,
Development
Documents, Current
Documents, Current
Development Documents
•
Self Service,
Performance
Management,
My Development
Documents, Current
Documents, Current
Development Documents
Open a document that has
the Nominate Participants
business process enabled.
Click the Add Nominees
link on the Steps and Tasks
pagelet.
Nominate Participants - Track EP_APPR_NOM_TRACK
Nominations
Click the Track Nominations
link on the Steps and Tasks
pagelet of a performance or
development document.
Person Search - Simple
Click the Add Peer link on the Search for prospective
Nominate Participants - Add
participants to add to the
Nominees page.
nomination list.
HR_PSS_SEARCH
Track the status of
nominations that you
submitted.
Nominate Participants - Add Nominees Page
Use the Nominate Participants page (EP_APPR_NOM_BUILD) to nominate participants for multi-source
evaluations.
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Chapter 10
Navigation
•
Manager Self Service, Performance Management, Performance Documents, Current Documents,
Current Performance Documents
•
Self Service, Performance Management, My Performance Documents, Current Documents, Current
Performance Documents
•
Manager Self Service, Performance Management, Development Documents, Current Documents,
Current Development Documents
•
Self Service, Performance Management, My Development Documents, Current Documents, Current
Development Documents
Open a document. Click the Add Nominees link on the Steps and Tasks pagelet.
Image: Nominate Participants - Add Nominees page
This example illustrates the fields and controls on the Nominate Participants - Add Nominees page.
On this page, you can view the number of participants that are required for each role, view a list of the
nominees you selected, and submit evaluation requests to nominees.
Save
Click this button to save the participant list.
Submit Nominations
Click this button to save the participant list and submit the
nominations to the nominees. This button only appears if the
role you signed in with is enabled to submit nominations on
the document template and all the previous steps are complete.
Submitted nominations appear on the nominee's Pending
Evaluation Requests page.
See Pending Evaluation Requests Page.
Nominations
This section lists the nominees who are added by the user but not yet submitted.
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Click the Delete icon to delete a participant from the nomination
list. This action is available only when the nomination list is not
yet submitted.
Delete
Add <role>
Click this link to access the Person Search - Simple page and
search for persons to nominate in the role that is listed. One Add
<role> link appears for each participant role that is defined on
the document template.
Make sure to save the list when you finish adding participants.
Participant Role Summary
A summary of the nomination status for each participant role appears preceding the participant list for
the role. This summary lists the remaining required and maximum nominations that you must submit and
have accepted before the Nominate Participants step is complete.
For example, a document template specifies these nomination requirements:
Role
Minimum Required
Maximum Available
Other
0
3
Peer
1
3
If one nomination for the Other role and 3 nominations for the Peer role are submitted, and one peer
nomination is accepted and one is declined the role summary would appear like this:
Role
Minimum Required
Maximum Available
Other
0
2
Peer
0
1
Nominate Participants - Track Nominations Page
Use the Track Nominations - Track Nominations page (EP_APPR_NOM_TRACK) to track the status of
nominations that you submitted.
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Navigation
Click the Track Nominations link on the Steps and Tasks pagelet of a performance or development
document.
Image: Nominate Participants - Track Nominations page
This example illustrates the fields and controls on the Nominate Participants - Track Nominations page.
Nominations
Use this scroll area to view the nomination status of each individual nominee, by role. If the Anonymity
check box is selected for a role, the nominee is identified by role and a number, otherwise the nominee's
name appears in the list. If the nominee accepts the request, the status is shown as Accepted.
Cancel
Click this link to cancel a nomination request. The nomination
status is then changed to Cancelled.
Resubmit
Click this link to resubmit a nomination request. This link
appears for nominations that you previously cancelled.
Decline
Click this link to view the nominee's comments on why
they declined. This link appears if the nominee declined the
evaluation request.
Managing Evaluation Requests
This section discusses how to:
204
•
Accept or decline nominations.
•
Access multi-participant evaluations.
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Pages Used to Manage Evaluation Requests
Page Name
Definition Name
Navigation
Usage
Pending Evaluation Requests
EP_NOM_PENDING_OTH
•
Self-Service,
Performance
Management, Other's
Performance Documents,
Pending Evaluation
Requests, Pending
Evaluation Requests
Respond to requests to
provide performance or
developmental evaluations for
others.
•
Self-Service,
Performance
Management,
Other's Development
Documents, Pending
Evaluation Requests,
Pending Evaluation
Requests
Decline Evaluation Request
Nomination
EP_DECLINE_CONFIRM
Click the Decline button
on the Pending Evaluation
Requests page.
Enter reasons for declining a
nomination.
My Current Evaluations for
Others
EP_APPR_OTH_SELECT
•
Select one or more
evaluations and click
the Accept button on
the Pending Evaluation
Requests page.
View a list of the evaluations
that you are performing for
employees who are not in a
reporting relationship to you.
•
Self-Service,
Performance
Management, Other's
Performance Documents,
Current Evaluations, My
Current Evaluations for
Others
•
Self-Service,
Performance
Management,
Other's Development
Documents, Current
Evaluations, My Current
Evaluations for Others
Pending Evaluation Requests Page
Use the Pending Evaluation Requests page (EP_NOM_PENDING_OTH) to respond to requests to
provide performance or developmental evaluations for others.
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Navigation
Self-Service, Performance Management, Other's Performance Documents, Pending Evaluation Requests,
Pending Evaluation Requests
Self-Service, Performance Management, Other's Development Documents, Pending Evaluation Requests,
Pending Evaluation Requests
Image: Pending Evaluation Requests page
This example illustrates the fields and controls on the Pending Evaluation Requests page.
Accept
Click this button to accept the evaluation requests that you
select.
This action changes the nomination status to Accepted, creates
the evaluation document, adds it to the Other's Performance
Documents - Current Documents list, and transfers the user to
this navigation. A notification is also sent to the nominator.
Decline
Click this button to decline the evaluation requests that you
select.
This action displays the Decline Evaluation Request
Confirmation page. Use this page to enter a reason for declining
the nomination. The system changes the nomination status to
Declined and sends a notification to the nominator.
My Current Evaluations for Others Page
Use the My Current Evaluations for Others page (EP_APPR_OTH_SELECT) to view a list of the
evaluations that you are performing for employees who are not in a reporting relationship to you.
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Navigation
•
Select one or more evaluations and click the Accept button on the Pending Evaluation Requests page.
•
Self-Service, Performance Management, Other's Performance Documents, Current Evaluations, My
Current Evaluations for Others
•
Self-Service, Performance Management, Other's Development Documents, Current Evaluations, My
Current Evaluations for Others
Image: My Current Evaluations for Others page
This example illustrates the fields and controls on the My Current Evaluations for Others page.
If you access this page after accepting one or more evaluations, the message that appears below the page
title is You have successfully accepted the selected evaluations.
Click an Employee link to access the evaluation for that employee.
Monitoring and Viewing Participant Evaluations
This section discusses how to monitor participant evaluation status and view the content of participant
evaluations.
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Page Used to Monitor and View Participant Evaluations
Page Name
Definition Name
Navigation
Usage
Review Participant
Evaluations
EP_APPR_PARTIC_V2
•
Manager Self
Service, Performance
Management,
Performance Documents,
Current Documents,
Current Performance
Documents
Track the status of multiparticipant evaluations and
view the content of participant
evaluations.
•
Self Service,
Performance
Management, My
Performance Documents,
Current Documents,
Current Performance
Documents
•
Manager Self
Service, Performance
Management,
Development
Documents, Current
Documents, Current
Development Documents
•
Self Service,
Performance
Management,
My Development
Documents, Current
Documents, Current
Development Documents
Open a document that is in
the Evaluation in Progress
document status. Click the
View link in the Review
Participant Evaluations step
from the Steps and Tasks
pagelet.
Participant Evaluation Page
Use the Review Participant Evaluations page (EP_APPR_PARTIC_V2) to track the status of multiparticipant evaluations and view the content of participant evaluations.
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Navigation
•
Manager Self Service, Performance Management, Performance Documents, Current Documents,
Current Performance Documents
•
Self Service, Performance Management, My Performance Documents, Current Documents, Current
Performance Documents
•
Manager Self Service, Performance Management, Development Documents, Current Documents,
Current Development Documents
•
Self Service, Performance Management, My Development Documents, Current Documents, Current
Development Documents
Open a document that is in the Evaluation in Progress document status. Click the View link in the Review
Participant Evaluations step from the Steps and Tasks pagelet.
Image: Participant Evaluation page
This example illustrates the fields and controls on the Participant Evaluation page.
This page is only visible to roles that are enabled to review participant feedback on the document
template.
Note: If the Anonymity for Manager check box is selected on the document template, the participants
are listed by role: Peer1, Peer2, and so forth. If the Anonymity for Manager check box is deselected, the
participant names are visible.
Participant
Click to view the evaluation entered by the participant.
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Evaluations
Understanding Evaluation Data Entry
This section discusses these topics:
•
Performance and development process.
•
Preliminary ratings.
•
Performance notes.
•
Ratings and comments.
•
Advisor tools.
•
Finalization activities.
•
Due date setup.
•
Outlook tasks.
•
Notifications.
Performance and Development Process
ePerformance is designed to support the complete performance and development process from planning
to evaluation. An enterprise can implement the complete process or just portions of it. This topic focuses
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on the part of the process where participants evaluate the employee's performance or development needs
against the evaluation criteria.
Image: This graphic shows the evaluation data entry process for employee self-evaluations,
manager evaluations, and multi-participant evaluations
This diagram shows the flow of the evaluation data entry process, which helps assure that you implement
all options from planning to evaluation.
When the evaluation in progress, these tasks are performed by participants concurrently:
212
•
The employee completes the self evaluation.
•
(Optional) Participants who agreed to join the evaluation process provide their feedback about the
employee.
•
The manager reviews employee’s self evaluation and feedback from other participants (if available)
while composing the manager’s evaluation of the employee.
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Entering Comments and Ratings on Evaluations
After the employee completes the self evaluation by adding and updating comments and selecting ratings
for his or her performance against predefined criteria, the system submits the evaluation to the manager.
At this time, both the employee and manager can nominate people in the organization to participate in the
evaluation. Once the manager or employee (as configured in template) submits the request, nominees get
an entry on the Pending Evaluation Requests page in the Self Service menu and they need to accept the
request in order to participate.
Before adding comments and ratings for the employee, the manager gathers information about the
employee’s performance by reviewing evaluations from the employee and other participants, as well as
information from checkpoints. The manager copies contents from various sources (participants, notes,
tips, suggested results and so on) to the manager’s evaluation, rates the employee on all sections, provides
an overall summary and rating for the evaluation and share it with the employee.
Depending on the review process selected in the document template, additional action links are available
to track the approval and review process under the manager evaluation step.
See Understanding Review and Approval Processes.
Preliminary Ratings
The capability to enter preliminary ratings for employees is available to managers only. These ratings
are entered before the official rating data is entered in the manager's evaluation, and they are not entered
on the evaluation—they are entered on the Enter Preliminary Ratings page. This enables the manager to
enter preliminary ratings at any time after the document is created and is in any of these statuses: Define
Criteria, Track Progress, and Evaluation in Progress.
Preliminary ratings are used to generate the Ratings Distribution Summary report, which enables
managers and HR administrators to compare preliminary ratings with desired and actual rating
distributions. Employees cannot see preliminary ratings.
To enable the entry of preliminary ratings, select the Preliminary Rating check box for the Overall
Summary section on the document template.
See Recording Preliminary Ratings.
Performance Notes
Managers and employees can record notes about an employee's performance and accomplishments in two
ways:
•
During the Define Criteria step, the Checkpoint step, and the Finalize Criteria step.
The Add Note link appears on a section or item during these processes if one or more of them are
enabled on the document template. Notes that are added during these steps are directly linked to the
section and item to which they apply.
•
At any time, by navigating to the Performance Notes page.
Employees can create records of events, activities, and accomplishments that they can later use to
complete their performance evaluations. Similarly, managers can record details of an employee's
performance for use when they complete the employee's evaluation. These notes are dated, and are
available only to the author of a note. In other words, the manager cannot see notes that the employee
enters and vice versa.
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ePerformance supports the integration with Microsoft Outlook to insert email content as performance
notes to the system. When enabled, managers and employees can add the content of email messages from
their Outlook applications directly as performance notes in the system through the PeopleSoft Desktop
Integration add-on. For more information, see Understanding Desktop Integration with ePerformance.
Note: There is not a separate page for development notes. The Performance Notes page is used to record
any comment. These notes are available for inclusion in either performance or development documents.
The Performance Notes page is located under the Performance Management menu item and do not fall
under the Performance Documents or Development Documents submenus.
By adding the item ID to the ePerformance Notepad key structure, you can add and store notes at the item
level on the Establish Criteria document and then be retrieved them at the item level when you are adding
comments to an evaluation using the Writing Tools feature.
See Entering Performance Notesand Understanding Desktop Integration with ePerformance.
Ratings and Comments
The document template setup enables you to configure evaluations for each role (employee, manager,
and multi-participant) to include only sections, items, and features that are appropriate for the role to
evaluate. For example, on a project review, you might include the Goals, Initiatives, Competencies, and
Overall Summary sections on the manager and employee evaluations and enable them to enter ratings
and comments on all sections. However, you might include only the Competencies and Overall Summary
sections on multi-participant evaluations.
To evaluate an employee's performance, participants can enter and update ratings and comments as
permitted by the template at any time during the performance period. This evaluation information is
visible to employees and managers only after the evaluations are completed.
Note: A manager can include comments that other evaluators entered on a section or item only if the
manager also has comments enabled for the same section and item.
See Updating Evaluations.
Advisor Tools
Depending on the capabilities granted to the participant's role on the document template, any evaluation
participant might have access to the Development Tips or Results Writer tools. These tools provide
suggestions for incorporating comments. Actual usage of these tools most often occurs when the manager
role consolidates feedback and finalizes evaluations.
See Working with Writing Tools.
Finalization Activities
After evaluations are complete, the manager consolidates feedback and ratings into the manager
evaluation. The manager conducts a review with the employee (if a review process is required) and
submits the evaluation for approval (if an approval process is required).
See Conducting Reviews.
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Due Date Setup
ePerformance provides two ways to determine various due dates for use in documents. At the template
level, the administrator can select:
•
Performance Calendar, where actual due dates are specified in the Performance Calendar component.
For more information on performance calendar, see Defining Performance Calendars.
•
Template Setup, where due dates are set to be a number of days before or after the evaluation period
end date
Outlook Tasks
For more information, see Understanding Desktop Integration with ePerformance.
Notifications
The administrator can set the system to send out email notifications when these events occur while
evaluations are in progress:
•
Evaluations are completed (by managers, employees or other participants).
•
Evaluations are sent for rework.
•
Evaluation comments are shared.
•
Acknowledgement requests are sent or granted.
•
Evaluations are cancelled.
Related Links
Creating Document Templates
Understanding Evaluation Criteria Modification
Recording Preliminary Ratings
This section discusses how to enter preliminary ratings.
Page Used to Record Preliminary Ratings
Page Name
Definition
Name
Navigation
Usage
Enter Preliminary
Ratings
EP_APPR_
PRELIM
Manager Self Service, Performance
Management, Performance Documents,
Administrative Tasks, Enter Preliminary
Ratings, Enter Preliminary Ratings
Select one or more employees for whom to
enter preliminary ratings.
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Enter Preliminary Ratings Page
Use the Enter Preliminary Ratings page (EP_APPR_PRELIM) to select one or more employees for whom
to enter preliminary ratings.
Navigation
Manager Self Service, Performance Management, Performance Documents, Administrative Tasks, Enter
Preliminary Ratings, Enter Preliminary Ratings
Image: Enter Preliminary Ratings page
This example illustrates the fields and controls on the Enter Preliminary Ratings page.
Preliminary Rating
Enter a preliminary rating. The list of ratings from which you
select is defined by the rating model that is associated with the
Overall Summary section of the document.
Related Links
"Defining Rating Models (PeopleSoft HCM 9.2: Human Resources Manage Profiles)"
Entering Performance Notes
This section discusses how to:
216
•
Access notes.
•
Enter performance notes.
•
Inserting performance notes from Outlook.
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Chapter 11
Entering Comments and Ratings on Evaluations
Pages Used to Enter Performance Notes
Page Name
Definition Name
Navigation
Usage
Performance Notes
HR_NP_NOTE_
SRCH
•
Manager Self Service,
Performance Management,
Maintain Performance Notes,
Performance Notes
Search for and enter performance
notes.
•
Self-Service, Performance
Management, Performance
Notes, My Performance Notes
My Performance Notes
Performance Notes Add/Update Note
HR_NP_NOTE
Performance Notes Selected Note
Performance Notes Confirm Delete
Person Search - Simple
Click the Add a New Note button
on the Performance Notes or the My
Performance Notes page.
Enter a new performance note. You
can also view and modify an existing
performance note on this page.
HR_NP_MESSAGE Select one or more notes and
then click the Delete button on
the Performance Notes or the My
Performance Notes page.
Confirm a delete of a performance
note.
HR_PSS_SEARCH
Search for and select a recipient
manager for a performance note
transfer.
Select one or more notes and then
click the Transfer button on the
Performance Notes or the My
Performance Notes page.
In Notepad, when you delete an item
that is associated with a note, the note
is not actually deleted from Notepad.
However, since the item doesn't exist
on the document, the note is no longer
associated with that item.
Related Links
"Configuring and Working with the HR Notepad (PeopleSoft HCM 9.2: Application Fundamentals)"
Performance Notes Page or My Performance Notes Page
Use the Performance Notes page or My Performance Notes page (HR_NP_NOTE_SRCH) to search for
and enter performance notes.
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Navigation
•
Manager Self Service, Performance Management, Maintain Performance Notes, Performance Notes
•
Self-Service, Performance Management, Performance Notes, My Performance Notes
Image: Performance Notes page
This example illustrates the fields and controls on the Performance Notes page.
Note: The two Performance Notes pages (manager and employee) work similarly, except that the My
Performance Notes page enables employees to search for and enter notes on their own performance and
the Performance Notes page enables managers to search for and enter notes on other employees.
Selection Criteria
To add or view performance notes for a specific employee, enter an ID and, optionally, a date range. If
you do not specify dates, all notes for the employee regardless of date entered appear in the Existing
Performance Notes for this Employee grid.
Note: The ID field appears only on the manager version of this page, since employees can only view their
own notes.
218
Search
Click to view a list of performance notes that meet the search
criteria.
Add New Note
Click to access the Performance Notes - Add/Update Notes
page, where you can create a new note.
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Chapter 11
Entering Comments and Ratings on Evaluations
Existing Performance Notes for this Employee
This section lists all the performance notes that meet the search criteria.
Select
Click the check box associated with the note that you want to
delete or transfer.
Subject
Click the link to access the Performance Notes - Add/Update
Notes page and view or modify the details of the note.
Delete
Select one or more notes and then click this button to delete the
note.
Transfer
Select one or more notes and then click this button to transfer
the note to another manager. Use the Person Search - Simple
page to search for the recipient or recipients of the note.
Performance Notes - Add/Update Notes Page
Use the Performance Notes - Add/Update Notes page (HR_NP_NOTE) to enter a new performance note.
You can also view and modify an existing performance note on this page.
Navigation
Click the Add a New Note button on the Performance Notes or the My Performance Notes page.
Image: Performance Notes - Add/Update Notes page
This example illustrates the fields and controls on the Performance Notes - Add/Update Notes page.
Note: The note date for new notes is the current date. You cannot change the date. If you are updating an
existing note, the system enters the current date and time when you click Save.
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Subject
Enter the subject of the note.
Note Text
Enter the text of the note.
Inserting Performance Notes from Outlook
To insert a performance note to the PeopleSoft system from an email in Outlook:
1. Open the email in Outlook. Click the Dynamic Displays button in the PeopleSoft menu to open the
PeopleSoft Enterprise pane on the right.
Image: Employee Adding Performance Note from Outlook
This example displays the interface that an employee uses to add performance note from an Outlook
email message.
The email content is populated on the right. Click the Add Performance Note button to insert the
email content as performance note.
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2. (For manager) From the right pane, select whether you want to add performance note for your direct
reports or other employees.
Image: Manager Adding Performance Note from Outlook
This example displays the interface that a manager uses to add performance note from an Outlook
email message.
Then, search for one or more employees by name or employee ID for whom the note is inserted. To
delete employee who was previously added, select the employee name in the grid and click the Delete
button.
Click the Add Performance Note button to insert the email content as performance note for the
selected employee(s).
Updating Evaluations
This section lists prerequisites and discusses how to:
•
Enter and maintain evaluation data.
•
Update section item details.
Note: In this section, a page or field title with a word in brackets indicates that the page takes its name
from the context in which it appears.
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Pages Used to Update Evaluations
Page Name
Definition Name
Navigation
Usage
<Manager or Self>
Evaluation
EP_APPR_MAIN1
•
Manager Self Service, Performance
Management, Performance Documents,
Current Documents, Current Performance
Documents
Enter and maintain
evaluation data for an
employee based on user
role.
•
Self Service, Performance Management,
My Performance Documents, Current
Documents, Current Performance
Documents
•
Manager Self Service, Performance
Management, Development Documents,
Current Documents, Current Development
Documents
•
Self Service, Performance Management,
My Development Documents, Current
Documents, Current Development
Documents
Open a document with the Evaluation in
Progress document status that you want to
evaluate.
Peer Evaluation
EP_APPR_MAIN1
•
Self Service, Performance Management,
Other's Performance Documents, Current
Evaluations
•
Self Service, Performance Management,
Other's Development Documents, Current
Evaluations
Provide evaluation
feedback to another
employee.
Click an employee link on the My Current
Evaluations for Others page.
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Edit <section item>
EP_APPR_M_
EDIT5
Click the Edit Details icon of a section item on
an evaluation.
Update item details such
as title, description, due
date, level of difficulty,
owner, supports, status,
reminder date, percent
complete, and flags
indicating critical items.
Add <section item>
EP_APPR_EDIT3
Click the Add <section item> link on the
<Manager or Self> Evaluation page.
Add an item to the
section (for example,
goal, competency, and
responsibility). You can
add a predefined item,
a free-form item, copy
items from the Manager
Document page, and copy
items from the Business
Objectives page.
Add a Pre-Defined
<section item>
EP_APPR_EDIT4
Click the Add <section item> link on the
<Manager or Self> Evaluation page.
Add a predefined item to
the section.
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Chapter 11
Entering Comments and Ratings on Evaluations
Page Name
Definition Name
Navigation
Usage
Add a <section name>
Behavior
EP_APPR_EDIT7
Click the Add Behavior link that appears for a
competency item.
Select a behavior to add to
the competency or enter a
free-form behavior.
Edit <section name>
Behavior
EP_APPR_EDIT8
Click a listed behavior link for a competency.
Modify the behavior
description for a
competency.
Copy From Business
Objectives
EP_APPR_EDIT9
On the Add a <section item> page, select the
Copy goal from Business Objectives radio
button and then click Next.
Copy goals from
established business
objectives into a
performance or
development document.
Copy From Manager
Document
EP_APPR_EDIT9
On the Add a <section item> page, select the
Copy <item> from My Document radio button
and then click Next.
Copy goals,
responsibilities,
competencies and
other items from the
manager's document
into a performance or
development document.
Prerequisites
The evaluation phase of a document begins (during which the manager and employee provides feedback
on respective evaluations) when the Define Criteria and Track Progress steps are completed (if they’re
enabled at the document template level). To enter evaluation data as a peer, you must have received and
accepted a nomination to participate in the evaluation.
Related Links
Understanding Evaluation Criteria Modification
Understanding Mid-Period Checkpoints
Understanding the Nomination and Tracking Processes
<Manager or Self> Evaluation Page
Use the Manager Evaluation page or Self Evaluation page (EP_APPR_MAIN1) to enter and maintain
evaluation data for an employee based on user role.
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Navigation
•
Manager Self Service, Performance Management, Performance Documents, Current Documents,
Current Performance Documents
•
Self Service, Performance Management, My Performance Documents, Current Documents, Current
Performance Documents
•
Manager Self Service, Performance Management, Development Documents, Current Documents,
Current Development Documents
•
Self Service, Performance Management, My Development Documents, Current Documents, Current
Development Documents
Open a document with the Evaluation in Progress document status that you want to evaluate.
Image: <Manager or Self> Evaluation page (1 of 2)
This example illustrates the fields and controls on the <Manager or Self> Evaluation page (1 of 2).
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Image: <Manager or Self> Evaluation page (2 of 2)
This example illustrates the fields and controls on the <Manager or Self> Evaluation page (2 of 2).
Note: The screenshots show the Manager Evaluation page as the example. The page is displayed in the
tabbed format.
For employee evaluations, the page is renamed Self-Evaluation page.
Evaluations are divided into sections, with each section containing a different type of content. Sections
contain the items and subitems against which an employee's performance is evaluated and can include
sections such as mission statement, goals and objectives, responsibilities, competencies, career summary,
learning, employee comments, manager comments, signature lines, an overall summary, and organizationspecific sections that you define.
Each role evaluation contains header information that identifies the role and the person who is evaluated.
The header information also contains instructional text that changes depending on the role. The
instructional text is system data that is supplied with PeopleSoft ePerformance, but you can modify this
text by using the Text Catalog.
See "Understanding PeopleSoft HCM Common Components (PeopleSoft HCM 9.2: Application
Fundamentals)".
Save
Click to save the evaluation and return to it later. The system
calculates, according to template rules, all ratings that were
entered prior to saving the review to the database.
This button displays on an evaluation when the evaluation status
is Evaluation in Progress.
Submit for Approval
Click to submit the evaluation to the designated approver
according to the approval rules.
This button is available (in manager evaluation) if the review
process selected in the template of this document requires
approval.
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See AlsoDelivered Review and Approval Processes
Share with Employee
Click to submit the document for review by the employee,
according to the review and approval rules.
This button is available (in manager evaluation) if the review
process selected in the template of this document requires
employee review, and you have entered all required information.
See AlsoDelivered Review and Approval Processes
Request Acknowledgement
Click to send a request to ask the employee for an
acknowledgment that he or she has read and discussed the
evaluation document with the manager.
This button displays (in manager evaluation) if the review
process selected in the template of this document requires
employee review.
See AlsoDelivered Review and Approval Processes
Override Acknowledgement
Click to cancel the acknowledgement request that was sent to
the employee. Use this button if the employee is not available
or refuse to provide acknowledgement to the evaluation and the
manager needs to bypass this step. When clicked, the system
moves the evaluation to the next step and changes the document
status to Acknowledged.
This button displays (in manager evaluation) if the review
process selected in the template of this document requires
employee review, and an acknowledgement request has been
sent.
See AlsoDelivered Review and Approval Processes
Acknowledge
Click to acknowledge that the employee has read and discussed
the evaluation document with the manager.
This button displays (in employee self evaluation) if the review
process selected in the template of this document requires
employee review, and an acknowledgement request has been
sent.
See AlsoDelivered Review and Approval Processes
Complete
Click to complete the evaluation.
Once an evaluation is completed, there is no further action that
is specific to ePerformance for the manager or employee to take.
See AlsoDelivered Review and Approval Processes
Cancel
226
Click to cancel the changes you have made to the evaluation.
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Chapter 11
Entering Comments and Ratings on Evaluations
Print
Click the Print icon to view a printable version of the
performance document. Clicking View Printable Evaluation
generates a BI Publisher report that matches the document.
The report can include the learning section, eSignature section,
employee data, other participants and audit history. Use the
browser's Print command to print a hard copy of the document.
The eSignature section only exists in the BI Publisher report, it
doesn't appear on the document.
Note: You must be the employee or an administrator to access
the document.
Notify
Rating History
View Graphical Rating
Cancel Evaluation
Click the Notify icon to access the Send Notification page,
where you can enter email addresses and a message to notify
other interested parties.
Click to access the Rating History page (EP_HDR_RATING_
SEC) to view all of the past overall rating information for the
employee for the same document type, if available.
Click the View Graphical Rating icon to display:
•
The average rating report by role for each section, item and
sub-item in the 360 Graphical View, if you click the icon in
the header area.
•
The average rating report for a section item, if you click the
icon within a section.
Click the Cancel Evaluation icon to move the current evaluation
from a status of Evaluation In Progress to a status of Cancelled.
If the template was setup to update Profile Management
and a manager cancels the evaluation, the system deletes all
evaluations, employees and peers that might have already been
sent to the Manage Profiles business process.
If the employee cancels his or her evaluation, the system only
deletes his or her evaluation from the Manage Profiles business
process.
Employee Data
This section is available for employee self evaluations and it displays employment information such as
employee ID, department ID, years of service in the company, and years of service in the job for which
the evaluations is created.
Section # - <section name>
The information that displays in a section depends on the type of section, the special processing
associated with the section, and the parameters selected on the Template Definition - Structure page. The
system may also display data that was entered on the Template Definition - Content page, or data that was
retrieved from the Job Profile Manager (JPM). In some cases you can edit this data.
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Chapter 11
Note: For a complete list of fields that can be configured to appear in this section, refer to Defining
Sections
Description
Edit Details
The Description label displays if the Description check box is
selected on the Template Definition - Structure page. Content
for the Description label displays if data is entered in the JPM
_TEXT1325_1 field on the Content Items - Items Detail page
(Set Up HCM, Product Related, Profile Management, Content
Catalog, Content Items, Item Details).
Click the Edit Details icon to edit the detail information for the
item. It is available on the evaluation if the Update check box is
selected for the role in the Section Roles grid, Item tab for the
section.
See Page" ?>.
Delete Goal
Click the Delete Goal icon to delete the content item. It is
available if the Mandatory check box is not selected on the
Template Definition - Content page.
Note: This overrides the value in the Mandatory field on the
job profile. If you specify that an item on the job profile is
mandatory and do not select this check box, the item is not
mandatory on the document.
Measurement
The Measurement label displays if the Measures check box is
selected on the Template Definition - Structure page. Content
for the Measurement label displays if data is entered in the JPM
_TEXT1325_2 field on the Content Items - Items Detail page
(Set Up HCM, Product Related, Profile Management, Content
Catalog, Content Items, Item Details).
Measurement describes the criteria for measuring an employee's
success at meeting this content item.
For example, if the goal is to reduce customer complaints by 5
percent, the measurement might be: "Based on the number of
complaints received by Customer Support through December
31, as compared to complaints made in the previous year." You
can change the information for free-form items, as needed.
Supports <item>
The Supports <item> label displays if the Supports check box
is selected on the Template Definition - Structure page. Content
for the Supports <item> label displays if a section is selected in
the Link field on the Template Definition - Structure page and
a content item is selected for the Supports field on the Template
Definition - Content page.
This field is used to link goals to initiatives, or competencies to
responsibilities, initiatives or goals
Ownership
228
The Ownership label displays if the Ownership check box is
selected on the Template Definition - Structure page. Content
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Chapter 11
Entering Comments and Ratings on Evaluations
for the Ownership label displays if Employee or Manager is
selected in the Owned By field on the Template Definition Content page.
Reminder Date
The Reminder Date label displays if the Reminder Date check
box is selected on the Template Definition - Structure page.
Content for the Reminder Date label displays if a date is entered
in the Reminder Date field on the Template Definition - Content
page.
Due Date
The Due Date label displays if the Due Date check box is
selected on the Template Definition - Structure page. Content
for the Due Date label displays if a date is entered in the
Reminder Date field on the Template Definition - Content page.
Target Rating
The Target Rating label displays if the Target Rating check box
is selected on the Template Definition - Structure page. Content
for the Target Rating label displays if a target rating is selected
in the Target Rating field on the Template Definition - Content
page.
Status
The Status label displays if the Status check box is selected on
the Template Definition - Structure page.
Percent Complete
The Percent Complete label displays if the Percentage
Completed check box is selected on the Template Definition Structure page.
Critical
The Critical label displays if the Critical check box is selected
on the Template Definition - Structure page. Yes or No displays
as the content for the Critical label if it is defined on the
Template Definition - Content page.
Average Rating
The Average Rating label displays if the View Average Rating
check box is selected on the Template Definition - Process page.
View Graphical Rating
Graphical Rating
Employee Rating
View
Click the View Graphical Rating icon to display the Average
Ratings report in a modal window. It is available if the
View Average Rating check box is selected on the Template
Definition - Process page.
This field displays if the Employee Rating check box is selected
for the section in the Final Evaluation Step – Role Rules grid,
Rate/Weight tab of the template definition.
This field shows the rating that was entered in the employee’s
self evaluation in the manager’s evaluation document.
Rating
This field displays if the Rate check box is selected for the
section and the applicable Rate Section, Rate Item, or Rate SubItem check box is selected in the Final Evaluation Step – Role
Rules grid, Rate/Weight tab.
View or enter ratings. The action that is permitted depends
on the level (subitem, item, section) where the field occurs if
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Chapter 11
calculation is enabled in the document template, and the user
actions that the template definition permits.
For example, at the overall summary and section summary
levels, the rating field is read-only unless the role has
permission to override system-calculated ratings or calculate
field was not enabled on the document template.
Note: In the Rating Display field on the Template Definition Structure page you can select Radio Buttons to display ratings
as radio bullets or you can select Drop-Down Box to display
ratings in a drop-down list.
Rating Description
Click the Rating Description icon to display a page that provides
an explanation of the rating.
From this page you can select the rating that best describes
the employee's proficiency. The system displays either the
description entered on the Rating Explanation page or the
proficiency description entered on the Content Item page. If
the system finds there is a rating explanation and a proficiency
description, the proficiency description has precedence over the
rating explanation.
Calculate Rating
Override
Click the Calculate Rating icon to calculate ratings. This icon is
available in the <content item> Summary group box and Overall
Summary section.
Click to override a system-calculated rating or remove an
existing override.
The button appears at the following levels on the performance
review page, depending on the template definition:
•
At the item level within a section, to override the systemcalculated average of individual subitem ratings.
•
At the section summary level to override the systemcalculated average of individual item ratings.
•
At the overall performance review summary level, to
override the system-calculated average of individual section
ratings.
Note: An override that you enter remains in place until you
remove it. To have the system recalculate the rating, remove the
override.
Weight
230
The Weight field displays if the Weight check box is selected for
the section and the applicable Weight Section or Weight Item
check box is selected in the Final Evaluation Step – Role Rules
grid, Rate/Weight tab.
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Chapter 11
Entering Comments and Ratings on Evaluations
Enter the weight of an item relative to the other items in the
same section or relative to other sections in the evaluation.
Note: The sum of the weights for all items in a section or all
sections in a document, must equal 100 percent in the manager's
document.
Employee Comments
The Employee Comments field displays if the Employee
Comments check box is selected for the section in the Final
Evaluation Step – Role Rules grid, Section tab or Item tab.
This field displays the comments that were entered in the
employee’s self evaluation in the manager’s evaluation
document.
Manager Comments
The Manager Comments field displays if the Comments check
box is selected in the Final Evaluation Step – Role Rules grid,
Section tab or Item tab.
Enter free-form text to describe an employee performance
relative to the corresponding item or section. The comments
section always has access to a spell checker and optionally has
access to writing tools. This field can appear at the item level or
the section summary level.
Spell Check Comments
Writing Tools
Click the Spell Check Comments icon to check the spelling of
the text entered in the Comments field.
This link displays if the Comments check box and at least one
writing tool are selected for the role in the Section Roles grid,
Section or Item tab.
Click this link to access the Suggested Results page. The
Suggested Results page displays a list of text entries that can
include Performance Notes, Other Evaluator Comments, Results
Writer, and Development Tips statements, and enables you
to choose one or more entries for inclusion in the Comments
section.
The Writing Tools link appears for a role if the role is
enabled on the document template to view Results Writer and
Development Tips suggestions for the section or item. Any
performance notes that the employee or manager recorded from
within the Establish Criteria about the employee also appear
in this list, but are restricted to the document role. Employees
do not see notes that the manager has recorded about them and
managers do not see employee notes. The manager can also
view comments from other evaluators for the item or section
they are evaluating if it was enabled on the document template.
Learning Name
Click this link to display the <learning name> Description page
in the Enterprise Learning Management database. This link
appears only in Learning sections.
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Add Behavior
Chapter 11
Click to add a new behavior.
The Add Behavior link displays if Subitems are enabled on the
Template Definition - Structure page.
Add <section item>
Click to add a new content item.
The Add <section item> link displays if the Add check box is
selected on the Section Roles grid, Item tab.
Find Learning Gaps
Click this link to access the Enterprise Learning Management
database. Based on the role of the user, clicking the Find
Learning Gaps link opens one of these ELM pages:
•
For employees, it opens the Learning Objectives - Current
Objectives (LM_OBJV_LRNR) page.
•
For managers, it opens the Team Members Objectives Current Objectives (LM_OBJV_MTM) page.
•
For administrators, it opens the Enroll Learners - Find
Requester (LM_CALL_CENTER_REQ) page.
Only competencies with blank Target Ratings trigger the gap
analysis process. Competencies with Target Ratings that are
not met are added as learning objectives for the learner without
doing a comparison.
Note: This link appears only in Learning sections.
Check Language
Click to run the Language Checker tool. This button is available
if the Language Checker button is selected on the Template
Definition - General page.
The Language Checker tool enables you to check a performance
review for inappropriate language that is used in the manager's
document. When inappropriate words are identified, the
Language Checker tool suggests alternative words or phases that
are more acceptable from an organization's perspective.
Calculate All Ratings
Click to calculate all of the item and section ratings, as well as
the overall rating that appears on the performance document.
Ratings are not calculated for items, sections, or summaries that
are overridden.
The system enables this button if the section has the Rate check
box selected on the Template Definition - Structure page and
ratings have been entered for sections, items, or subitems.
Review Held
Click to record the fact that a review of the evaluation was held.
This button displays if the review process specifies that an
employee review is required and the employee has reviewed the
manager's finalized evaluation.
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Chapter 11
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Reopen
Click to change the status to Evaluation In Progress.
This button appears for managers and administrators when the
evaluation is in the Complete status.
Attachments
Once you select an attachment and the file is uploaded, the system transfers you back to the document
where you can update information about the attachment.
Image: Attachments group box of the <Manager or Self> Evaluation page
This example illustrates the fields and controls on the Attachments group box of the <Manager or Self>
Evaluation page.
File Name
Displays the name of the file with a link to the file that was
uploaded.
Description
Use this field to enter a description of the file that you uploaded.
Attachment Audience
The manager can use this field to identify if the file can be
viewed and downloaded by the employee and manager or the
manager only. Select one of these values:
•
EE and Mgr (employee and manager)
•
Mgr Only (manager only)
If you select EE and Mgr, the file can be viewed and
downloaded by the employee, manager, the manager's upward
management chain, and the ePerformance administrator. If you
select Manager Only, the files can only be view by the manager,
the manager's upward management chain, and the ePerformance
administrator.
Last Update Date/Time
Displays the date and time the manager uploaded the file to the
document.
Uploaded By
Displays the name of the manager that uploaded the file to the
document.
Delete
Click the Delete icon to delete the attachments. You can only do
this when the document status is In Progress.
Audit History
When transactions are acknowledged and completed, the system displays fields such as user ID and date
and time stamps . Additionally the system stores data when documents are created and updated and by
whom.
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Chapter 11
For Manager Documents these fields are applicable to the Audit History group box:
•
Acknowledged By
•
Acknowledged Date and Time
•
Cancelled By
•
Cancelled Date and Time
•
Check Point Record Date/Time
•
Check Point Recorded By
•
Completed By
•
Completed Date and Time
•
Created By
•
Created Date and Time
•
Last Updated By
•
Last Updated Date and Time
•
Opened Document Date and Time
•
Reopened Document By
•
Track Progress Completed Date/Time
•
Track Progress Completed By
•
Track Progress Reopened Date/Time
•
Track Progress Reopened By
•
Transferred From
•
Transferred Date and Time
•
Transferred By
•
Transferred Date and Time
•
Transferred To
•
Transferred Date and Time
For documents that are accessed by individuals with other roles (employee, customer, peer and other),
only these fields are applicable to the Audit History group box:
234
•
Cancelled By
•
Cancelled Date and Time
•
Completed By
Copyright © 1988-2013, Oracle and/or its affiliates. All rights reserved.
Chapter 11
Entering Comments and Ratings on Evaluations
•
Completed Date and Time
•
Created By
•
Created Date and Time
•
Last Updated By
•
Last Updated Date and Time
•
Reopened Document By
•
Reopened Document Date and Time
Note: The system only displays the fields and the associated data when the field is populated. The system
does not display information in the Audit History group box for fields that don't have a user ID or date
and time stamp. For example, if the document isn't cancelled, the system won't display the Cancelled By
field in the Audit History group box.
Peer Evaluation Page
Use the Peer Evaluation page (EP_APPR_MAIN1) to provide evaluation feedback to another employee.
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Chapter 11
Navigation
•
Self Service, Performance Management, Other's Performance Documents, Current Evaluations
•
Self Service, Performance Management, Other's Development Documents, Current Evaluations
Click an employee link on the My Current Evaluations for Others page.
Image: Peer Evaluation page
This example illustrates the fields and controls on the Peer Evaluation page.
The look and feel of the Peer Evaluation page is similar to the Self Evaluation or Manager Evaluation
page, although it is not displayed in WorkCenter like the other evaluation pages.
A peer provides feedback for an employee by filling in information against the listed evaluation criteria
on the page and click the Complete button when the evaluation is finished.
Refer to the Manager or Self Evaluation Page topic for field descriptions on this page.
Edit <section item> Page
Use the Edit <section item> page (EP_APPR_M_EDIT5) to update item details such as title, description,
due date, level of difficulty, owner, supports, status, reminder date, percent complete, and flags indicating
critical items.
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Chapter 11
Entering Comments and Ratings on Evaluations
Navigation
Click the Edit Details icon of a section item on an evaluation.
Image: Edit <section item> page
This example illustrates the fields and controls on the Edit <section item> page.
Use this page to change the evaluation details for the item.
Note: The fields that appear on this page will be different based on the items you select and the way that
you set up your document template. You can configure the document template to enable an evaluator to
change the value of any field except Title, Description, and Measurement. The evaluator can modify these
fields only if the item is not coded (stored in a system table). The values that initially appear for detail
fields are set on the Content page of the document template.
For a complete list of fields that can be configured to appear in this section, refer to Defining Sections.
Title
Displays the title of the item.
Description
Displays a description of the item.
Ownership
Select a value to indicate who is responsible for the item.
Level of Difficulty
The system displays this field if the Level of Difficulty check
box is selected on the Template Definition - Structure page.
The Level of Difficulty field uses Basic, Intermediate, and
Advanced as its values. When an item from the Content Catalog
is added, this field displays the level of difficulty associated
with that item and you cannot edit the values. If the item is
manually added, you can select the level of difficulty unless the
item is marked mandatory on the Template Definition - Content
page.
Status
Select a value to indicate the status of the item. Possible values
are Complete, In Progress, and N/A (not applicable).
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Chapter 11
Percent Complete
Enter the completion percentage for an item that appears on the
performance document.
Due Date
Enter the date when a particular goal or item should be
completed.
Reminder Date
Enter a date. This field is used for informational purposes only.
Start Date and End Date
Enter the beginning and ending dates for the item.
Critical
Select this check box to have the word Critical appear in the
detail area of the item on the evaluation.
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Chapter 12
Consolidating Feedback from Evaluators
Understanding Feedback Consolidation
This section discusses:
•
Feedback consolidation.
•
Ratings.
•
View Other Authors.
•
Writing Tools.
•
Language Checker Tool.
•
Reviews and Approvals.
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Chapter 12
Feedback Consolidation
Image: Consolidate feedback process showing how the system integrates feedback from completed
employee, peer, and manager evaluations
This diagram shows the high-level process for consolidating feedback from completed employee, peer,
and manager evaluations:
Although managers can rate items, add comments to their evaluations, and record notes at any time during
the evaluation cycle, they must perform additional steps to finalize and complete evaluations. These steps
include writing final evaluation comments and conducting reviews and approvals, if required.
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Chapter 12
Consolidating Feedback from Evaluators
Ratings
Ratings are entered at the section, item, or subitem level, as defined on the document template. If the
document is set up to automatically calculate ratings, ratings from lower levels are averaged and rolled up
to the higher levels. The manager rating (calculated or manually entered) on the manager's evaluation is
used by the writing tools to select appropriate text.
View Other Participant’s Feedback
Managers can view comments and ratings there were entered by other evaluators in other roles while
working on the manager’s evaluation.
To enable this functionality, select the View Other check box for the role and section in the Section
Roles grid on the Structure page of the document template. The Participant Feedback link appears for
the section and when clicked, shows the ratings and comments of that section that were entered by other
reviewers of the evaluation. Only information of completed evaluations is available for display.
Writing Tools
The Writing Tools link accesses the Suggested Results page, which contains text suggestions that assist
evaluators in writing comments. These suggestions can come from any of several different sources,
provided that as they are enabled for the section or item on the document template.
The Suggested Results page presents the text items that are most directly related to the section and
item. You can also select a tool from the available options in the Find Additional Content field to use
an advanced search for text that is not directly related to the section, item and rating from which you
accessed the writing tools. This enables you to search for text suggestions from any text source that is
defined on the document template for the section or item.
These are the possible sources for text suggestions:
•
Results Writer
Results writer statements are predefined statements that describe an employee's proficiency for
a given competency or sub-competency. These statements appear on the Suggested Results page
for competency sections only, but you can locate results statements for other sections by using the
advanced search.
•
Development Tips
Development Tips consist of predefined statements that provide tips on how employees can develop
their proficiency. Development tips are related to competencies and sub-competencies, but can apply
to other evaluation criteria as well. You must rate a section or item before development tips appear.
•
Comments
A manager can view comments that evaluators in other roles entered for the same section and item.
Comments from another evaluator appear only if the role's evaluation status is Complete.
•
If you access the Suggested Results page from an item, all comments from complete evaluations
for the item appear.
•
If you access the Suggested Results page from a section, only the comments from complete
evaluations for the section appear. Comments do not appear at the item level.
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•
Chapter 12
Performance Notes
The performance notes that were entered during for an item the Define Criteria and Track Progress
steps are available on the Suggested Results page, and are available only to the person who entered
the note.
Note: Employees and managers can also enter notes that are not directly tied to an evaluation. You
can search for these notes using advanced search capabilities.
Language Checker Tool
The Language Checker tool alerts managers to inappropriate language that appears in a manager's
evaluation and suggests alternative language. It is enabled on the document template for an evaluation as
a whole and is not turned off or on at the section or item level.
Reviews and Approvals
Employee reviews and management approvals are not required in all cases. If they are required, the
manager's evaluation is the one that is reviewed and approved, and the status of this document reflects the
review and approval status.
Related Links
Creating Document Templates
Understanding Advisor Tools
Understanding Evaluation Data Entry
Understanding Review and Approval Processes
Viewing Evaluation Ratings
This section discusses how to view evaluation ratings.
Pages Used to View Evaluation Ratings
242
Page Name
Definition Name
Navigation
Usage
Manager Evaluation
EP_APPR_MAIN1
•
Manager Self
View section and item ratings.
Service, Performance
Management,
Performance Documents,
Current Documents,
Current Performance
Documents
•
Manager Self
Service, Performance
Management,
Development
Documents, Current
Documents, Current
Development Documents
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Chapter 12
Consolidating Feedback from Evaluators
Page Name
Definition Name
Navigation
Usage
Average Ratings
EP_AVG_CHART
Click the View Graphical
View evaluation ratings by
Rating icon that appears next role in a modal window.
to the Average Rating field of
a section item on the Manager
Evaluation page.
Graphical Ratings Report
EP_360_REPORT
Click the View Graphical
Rating icon below the page
header on the Manager
Evaluation page.
View a summary report that
contains the average ratings
chart from every section and
item on the evaluation.
Average Ratings Page
Use the Average Ratings page (EP_AVG_CHART) to view evaluation ratings by role in a modal window.
Navigation
Click the View Graphical Rating icon that appears next to the Average Rating field of a section item on
the Manager Evaluation page.
Image: Average Ratings page
This example illustrates the fields and controls on the Average Ratings page.
This chart lists the average ratings, by role, from all participants that rated a section, item, or subitem.
Summary ratings are rolled up from lower-level ratings. The number in parentheses next to the role lists
how many participants in that role are included in the average.
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Chapter 12
This page is available only from the Manager evaluation, and only if the role has the View Average
Ratings check box selected on the Template Definition - Process page.
Note: A summary report containing all the Average Ratings page for an evaluation is available. To view
it, click the View Graphical Rating icon that is displayed (if available) below the header area of the
evaluation.
Working with Writing Tools
This section discusses how to:
•
Incorporate suggestions into comments using writing tools.
•
Search for statements from the results writer.
•
Search for development tips.
•
Search for performance notes.
•
Search for comments by other evaluators.
•
View a list of other reviewers.
•
View comments and ratings from other reviewers.
•
Check language for appropriateness.
Note: All roles can access the writing tools, The navigation paths given here apply to the manager selfservice pages because the manager's evaluation is the most common use of these tools. However, these
tools are also available from other roles' evaluations if they are enabled for the role on the document
template.
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Chapter 12
Consolidating Feedback from Evaluators
Pages Used to Work with Writing Tools
Page Name
Definition Name
Navigation
Usage
Writing Tools – Suggested
Results
EP_SUGGEST_RESULTS
•
Manager Self
Incorporate text suggestions
Service, Performance
into comments.
Management,
Performance Documents,
Current Documents,
Current Performance
Documents
•
Self Service,
Performance
Management, My
Performance Documents,
Current Documents,
Current Performance
Documents
•
Manager Self
Service, Performance
Management,
Development
Documents, Current
Documents, Current
Development Documents
•
Self Service,
Performance
Management,
My Development
Documents, Current
Documents, Current
Development Documents
Open a document with
the Evaluation in Progress
document status. Click the
Writing Tools link in any
section or subsection where it
appears.
Writing Tools - Results Writer EP_ADV_RESULT_WRT
Statements
Select Results Writer from the
available options in the Find
Additional Content field on
the Writing Tools - Suggested
Results page; then click Go.
Search for competency and
sub-competency performance
descriptions for a section or
item.
Writing Tools - Development
Tips
Select Development Tips
from the available options in
the Find Additional Content
field on the Writing Tools –
Suggested Results page; then
click Go.
Search for development tips
for a section or item.
EP_DEV_TIPS
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Chapter 12
Page Name
Definition Name
Navigation
Usage
Writing Tools - Performance
Notes
EP_PERF_NOTEPAD
Select Performance Notes
from the available options in
the Find Additional Content
field on the Writing Tools –
Suggested Results page; then
click Go.
Search for performance notes
that you previously entered.
Writing Tools - Evaluators'
Comments
EP_OTHER_COMMENTS
Search for other evaluators'
Select Other Evaluators'
Comments from the available comments that were entered
options in the Find Additional for the employee.
Content field on the Writing
Tools – Suggested Results
page; then click Go.
Section Role Reviews
EP_APPR_SEC_ROLES2
Click the Participant
View comments that other
Feedback icon for a section on reviewers have entered
the Manager Evaluation page. regarding the section.
Check Language
EP_LANG_CHECK_SEC
Click the Check Language
button at the header of the
Manager Evaluation page.
Check for inappropriate
language within a review and
review suggested alternatives.
If the Language Checker
feature is enabled on the
document template, the Check
Language button appears at
the bottom of the Manager
Evaluation page.
Related Links
Understanding Advisor Tools
Writing Tools - Suggested Results Page
Use the Writing Tools – Suggested Results page (EP_SUGGEST_RESULTS) page to incorporate text
suggestions into comments.
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Navigation
•
Manager Self Service, Performance Management, Performance Documents, Current Documents,
Current Performance Documents
•
Self Service, Performance Management, My Performance Documents, Current Documents, Current
Performance Documents
•
Manager Self Service, Performance Management, Development Documents, Current Documents,
Current Development Documents
•
Self Service, Performance Management, My Development Documents, Current Documents, Current
Development Documents
Open a document with the Evaluation in Progress document status. Click the Writing Tools link in any
section or subsection where it appears.
Image: Writing Tools - Suggested Results page
This example illustrates the fields and controls on the Writing Tools - Suggested Results page.
Suggested Results
This grid displays suggested texts that the system returns for you to reference in the evaluation. They can
be:
•
Results Writer text.
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•
Development tips.
•
Performance Notes.
•
Comments from other evaluators.
Chapter 12
You can select one or more comments and click the Add to Comments button to add them to the
comments for this section. Comments are added without line breaks — you must manually insert line
breaks to start each comment on a new line.
Add to Comments
Click this button to incorporate the suggested text into the
Comments field.
Comments
Use this field to incorporate text from any of the writing tools
that are available to you. You can modify the text after you
incorporate it.
Find Additional Content and Go
Select the writing tool you want to use to find additional
suggestions for the comment. This field enables you to find
other text items to incorporate into the comments box, in the
case that you don't find suitable text in the Suggested Results
list. Only tools that are enabled for the role on the document
template appear. Click Go after you select an option.
Related Links
Template Setup for Using Results Writer and Development Tips
Writing Tools - Results Writer Statements Page
Use the Writing Tools - Results Writer Statements page (EP_ADV_RESULT_WRT) to search for
competency and sub-competency performance descriptions for a section or item.
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Navigation
Select Results Writer from the available options in the Find Additional Content field on the Writing Tools
- Suggested Results page; then click Go.
Image: Writing Tools - Results Writer Statements page
This example illustrates the fields and controls on the Writing Tools - Results Writer Statements page.
Search for text
Enter a keyword to limit the suggestions returned. You can
search for text independently without entering competency, subcompetency, or rating.
Competency
Select the competency for which to search. If you search by
competency, you can further refine the search by entering a subcompetency or a review rating.
Sub-Competency
Select the sub-competency for which to search. This field
appears only if you select a competency that has subcompetencies and if the document template is set up to search
sub-competency data for the section.
Review Rating
Select the review rating for which to return text suggestions that
are linked to competencies or sub-competencies. You must enter
a competency or sub-competency before you can enter a rating.
Writing Tools - Development Tips Page
Use the Writing Tools - Development Tips page (EP_DEV_TIPS) to search for development tips for a
section or item.
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Navigation
Select Development Tips from the available options in the Find Additional Content field on the Writing
Tools – Suggested Results page; then click Go.
Image: Writing Tools - Development Tips page
This example illustrates the fields and controls on the Writing Tools - Development Tips page.
Search for text
Enter a keyword to limit the suggestions returned. You can
search for text independently without entering competency, subcompetency, or rating.
Competency
Select the competency for which to search. If you search by
competency, you can further refine the search by entering a subcompetency or a review rating.
Sub-Competency
Select the sub-competency for which to search. This field
appears only if you select a competency that has subcompetencies and if the document template is set up to search
sub-competency data for the section.
Review Rating
Select the review rating for which to return text suggestions that
are linked to competencies or sub-competencies. You must enter
a competency or sub-competency before you can enter a rating.
Writing Tools - Performance Notes Page
Use the Writing Tools – Performance Notes page (EP_PERF_NOTEPAD) to search for performance
notes that you previously entered.
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Navigation
Select Performance Notes from the available options in the Find Additional Content field on the Writing
Tools – Suggested Results page; then click Go.
Image: Writing Tools - Performance Notes page
This example illustrates the fields and controls on the Writing Tools - Performance Notes page.
Use this page to search performance notes that you recorded. You can only search for those notes that you
entered. Employees cannot retrieve notes that their manager entered about them; and managers cannot
retrieve notes that their employees entered.
Performance notes that are recorded as part of the Establish Criteria step are stored with the particular
section and item to which they pertain, and appear on the Suggested Results page.
Date Range and Search
Enter a date range to limit the search for performance notes.
Click Search. All notes that you entered within the date range
appear in the Results grid.
Add to Comments
Select the note that you want to add to the Comments section
and then click this button. The system adds the note to the
Comments field. You can edit the text that appears in the
Comments field.
Save and Return
Click this button to save your comments and return to the
Evaluation page.
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Chapter 12
Related Links
Entering Performance Notes
Writing Tools - Evaluators' Comments Page
Use the Writing Tools - Evaluators' Comments page (EP_OTHER_COMMENTS) to search for other
evaluators' comments that were entered for the employee.
Navigation
Select Other Evaluators' Comments from the available options in the Find Additional Content field on the
Writing Tools – Suggested Results page; then click Go.
Image: Writing Tools - Evaluators' Comments page
This example illustrates the fields and controls on the Writing Tools - Evaluators' Comments page.
Use this page to search for comments that were entered by evaluators who are not the manager or
employee.
252
Role
Select the evaluator role. Only roles that are defined on the
document template appear.
Name
Select the person whose comments you want to view. You must
first select the role before you can select a name.
Document Section
Select a document section to view comments that were made for
that section by any evaluator in any role.
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Search
Click to display results based on the criteria you entered.
Suggested Results
This grid can contain any or all of these items:
•
Results Writer text.
•
Development tips.
•
Notes.
•
Comments from other evaluators.
You can select one or more comments and click the Add to
Comments button to add them to the comments for this section.
Comments are added without line breaks; you must manually
insert line breaks to start each comment on a new line.
Add to Comments
Click this button to incorporate suggested text into the
Comments field.
Comments
Use this field to incorporate text from any of the writing tools
that are available to you. You can modify the text after you
incorporate it.
Find Additional Content and Go
Select the writing tool you want to use to find additional
suggestions for the comment. This field enables you to find
other text items to incorporate into the comments box, in the
case that you don't find suitable text in the Suggested Results
list. Only tools that are enabled for the role on the document
template appear. Click Go after you select an option.
Section Role Reviews Page
Use the Section Role Reviews page (EP_APPR_SEC_ROLES2) to view comments that other reviewers
have entered regarding the section.
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Navigation
Click the Participant Feedback link for a section on the Manager Evaluation page.
Image: Section Role Reviews page
This example illustrates the fields and controls on the Section Role Reviews page.
Use this page to view comments and ratings that other reviewers have entered regarding the section or
item. Use the Previous Author and Next Author buttons to scroll through all the comments that reviewers
have entered regarding the particular section or item.
Check Language Page
Use the Check Language page (EP_LANG_CHECK_SEC) to check for inappropriate language within a
review and review suggested alternatives.
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Navigation
Click the Check Language button at the header of the manager's performance document.
Image: Check Language page
This example illustrates the fields and controls on the Check Language page.
The word or phrase that's deemed inappropriate appears at the top of the page. The sentence in which it is
used is shown below it.
Change
Click this button to edit the sentence.
Ignore
Click this button to view the next sentence.
Ignore All
Click this button to ignore all inappropriate words or phrases
and return to the Manager Evaluation page.
Close
Click this button to return to the Manager Evaluation page.
Note: If you find more than one objectionable word or phrase in the document, each appears in
succession. You can edit the sentence where the text is found.
Found in...
This group box displays the name of the section and the comment that contains the inappropriate word or
phrase.
Apply
This button is enabled after you click Change. Click this
button to apply any changes you may have made and continue
checking.
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Cancel
Chapter 12
This button is enabled after you click Change. Click this
button to cancel any changes you may have made and continue
checking.
Related Links
Understanding Advisor Tools
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Chapter 13
Managing Reviews and Approvals
Understanding Review and Approval Processes
This section lists a prerequisite and discusses:
•
Review and approval process options.
•
Document statuses during review and approval.
•
Review processes.
Prerequisite
You must enable the review and approval notifications on the ePerformance page for this process to work
correctly.
Note: The Alternate Role User feature is not supported in ePerformance.
Review and Approval Process Options
This section discusses:
•
Approval processing.
•
Approval process participants.
Approval Processing
When you set up the document template, you select a review and approval process option and designate
the roles that need to approve the document.
Review and approval processes are designed to:
•
Notify employees and managers of status changes when employee review is required.
•
Automatically route documents from one designated approver to another in the approval chain, and
notify each approver by email when it is his or her turn to approve a document.
•
Manage workflow; that is, the order in which the review and approval steps are performed.
The review and approval process options are:
•
Approval Before EE Review Held
The document is approved before the manager discusses it with the employee.
•
Approval After EE Review Held
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The approval process is initiated after the manager has reviewed the document with the employee and
the employee or the manager acknowledges the document.
•
Approval, No EE Review Held
The manager does not need to review the document with the employee, but approval is required.
•
No Approval, EE Review Held
The manager must review the document with the employee, but the document does not need approval.
•
No Approval, No EE Review Held
The manager does not review the document with the employee, and the document does not need
approval.
Based on the selected review and approval process, relevant steps action buttons become available in the
employee and manager evaluations to guide them through the process and complete their evaluations.
Note: The approval process within ePerformance does not support group ID. Group ID cannot be used as
an approval method because the system does not store group ID on the document. Therefore, the system
does not have a way to determine which group ID to use when a user is approving a document.
Approval Process Participants
In the case where approval is required, the persons that must approve a document are determined by the
approval rule set option that you select when creating the document template definition. You can have
documents approved by:
•
The manager's manager and the ePerformance human resources (HR) administrator.
•
The ePerformance HR administrator only.
•
The ePerformance manager only.
Related Links
Defining System Settings
Template Definition - Process Page
Document Statuses during Review and Approval
Employee reviews and management approvals are not required in all cases. If they are required, the
manager's evaluation is the one that is reviewed and approved, and the status of this document reflects the
review and approval status.
The manager's evaluation is the final document in the performance process and becomes the document
used to communicate the employee's performance. A manager can consolidate other evaluator comments
and ratings into the final document by using writing tools and average ratings. In addition, the manager
document is the one that other applications such as Salary Planning and Competency Management use for
official purposes. Therefore, it is the document that goes through the review and approval process.
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Status codes provide a way of identifying the stages that an document moves through during the review
and approval process cycle. Status codes also control when users can view or edit document data, what
actions they can perform, and what page controls are available to them.
The statuses through which consolidated documents must pass and the sequence of these statuses are
determined by the review process option that is selected at the document template level.
The document statuses that are involved in evaluations are:
•
Evaluation in Progress
The document is changed to this status when it is ready for the employee, peers, and the manager to
fill out their evaluations. When the document is in this status, the employee, manager, and peers can
modify all sections of their respective evaluations that the template definition permits. The document
stays in this status until the manager finishes editing the manager evaluation and clicks one of the
primary action buttons on the page. The exact buttons that appear depend on setup and the associated
review and approval process.
If necessary, managers can reopen evaluations that were completed by the employee and peers. This
reopen capability is available to managers as long as the document status is equal to Evaluation in
Progress. To reopen a completed self or peer evaluation, the manager opens it and click the Reopen
button in the evaluation. The system then changes the status of the evaluation from Completed to
Evaluation in Progress.
•
Shared with Employee
The document status is changed to Shared with Employee when the manager clicks the Share with
Employee button in the manager evaluation. This button is available when:
•
The selected review process is either Approval After EE Review Held or No Approval, EE Review
Held, and the current status of the evaluation is Evaluation In Progress.
•
The selected review process is Approval Before EE Review Held and the current status of the
evaluation is Approval - Approved.
While the evaluation is shared, the employee can view the manager portion of the evaluation and
add comments to the Employee Comments section. During this status, the manager can only edit the
Manager Comments section.
While the consolidated document is available for review, the Request Acknowledgement button
appears on the manager view of the document. The manager clicks this button when it is ready to
send a request to the employee, asking that he or she acknowledges that both parties have met and
discussed the evaluation.
•
Pending Acknowledgement
This document status indicates that the manager has discussed the consolidated document with
the employee and has sent an acknowledgement request to the employee. During this status, the
employee and the manager have read-only access to the document, except to enter or edit the Manager
Comments or Employee Comments sections, if applicable. The Acknowledge button appears on the
employee evaluation for the employee to provide acknowledgement when he or she is ready.
•
Acknowledged
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This status indicates that the employee has acknowledged the document, or the manager has
overridden the employee acknowledgement.
Note: The manager has the ability to override the employee acknowledgement in the event that the
employee refuses to acknowledge the document or the employee isn't available to acknowledge the
document.
When this status is in effect, both the manage and employee have read-only access to the Employee
Comments and Manager Comments sections of the document.
When a document is in this status, only the HR administrator has the privilege to change the status
back to Evaluation in Progress.
•
Approval - Submitted
This status indicates that the manager has submitted the evaluation for approval by clicking the
Submit for Approval button. This button appears when:
•
•
The selected review process is either Approval Before EE Review Held or Approval, No EE
Review Held, and the current status of the evaluation is Evaluation In Progress.
•
The selected review process is Approval After EE Review Held and the current status of the
evaluation is Acknowledged.
Approval - Approved
This status indicates that the evaluation has been approved by approvers. The manager can then click
the Complete button to finish the evaluation process.
•
Completed
This status indicates that the evaluation process is finished. No further changes to the document
are permitted. With this status, employees and managers have read-only access to the document as
historical or view-only document and are unable to edit or modify the content.
Only administrators have the ability to reopen completed manager evaluations if necessary.
•
Cancelled
This status indicates that the document and all its associated evaluations is cancelled. Managers
can cancel documents in two places: from the manager evaluation or from the manager’s Cancel
Document page (applicable only to documents that are in one of these statuses: Define Criteria, Track
Progress, and Evaluation in Progress. HR administrators can cancel documents at any time using their
own Cancel Document page.
Note: The Shared with Employee, Pending Acknowledgement,, and Acknowledged statuses do not apply
when the review process option is set to No Approval - No Review Held or Approval No Review Held. In
these cases, employees can only view the manager's document when the status is Completed.
Delivered Review and Approval Processes
This section discusses:
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•
Process overview.
•
The Approval Before Employee Review Held process.
•
The Approval After Employee Review Held process.
•
The Approval, No Employee Review Held process.
•
The No approval, Employee Review Held process.
•
The No Approval, No Employee Review Held process.
Process Overview
Review process options, document statuses, and approval status values control:
•
The page elements that are available.
•
The different levels of access that managers, employees, and HR administrators have to the document.
•
The actions that managers, employees, and HR administrators can perform at different points in the
review and approval cycle.
Note: Other evaluation participants are not affected by review and approval processes.
The tables in this section illustrate the high-level process flow for each supported approval process option
and how the status changes based on user actions on the manager and employee evaluations. The buttons
that are listed in these tables are hidden until they are valid for use.
The Approval Before Employee Review Held Process
This table describes the Approval Before EE Review Held process flow, lists the availability of action
buttons that appear in the manager and employee evaluations for the process, and the change of statuses
during the process.
Action
Available Action Button
Document Status
1. Manager completes edits to the document.
-
Evaluation in Progress
2. Manager clicks the Submit for Approval button to
submit the document for approval.
Submit for Approval
(changed to) Approval Submitted
3. All people in the approval chain approve the document.
-
(changed to) Approval Approved
4. Manager clicks the Share with Employee button to
share the document with the employee.
Share with Employee
(changed to) Shared with
Employee
5. Manager discusses document with employee. Later,
Request Acknowledgement
manager clicks the Request Acknowledgement button to
ask the employee to acknowledge that they have discussed
the evaluation.
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(changed to) Pending
Acknowledgement
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Action
Chapter 13
Available Action Button
Document Status
6. Employee clicks the Acknowledge button to
Acknowledge
acknowledge the document, or manager overrides the
acknowledgement (for example, employee is unavailable).
(changed to) Acknowledged
7. Manager clicks the Complete button to finish the
review.
(changed to) Completed
Complete
Note: If approval is denied, the document status changes to Evaluation In Progress in the manager
evaluation. The system displays a message on the evaluation, stating that approval has been denied for the
document. The manager needs to update the document as necessary, and submit it for approval again.
The Approval After Employee Review Held Process
This table describes the Approval After EE Review Held process flow, lists the availability of action
buttons that appear in the manager and employee evaluations for the process, and the change of statuses
during the process.
Action
Available Action Button
Document Status
1. Manager edits to the document.
-
Evaluation in Progress
2. Manager completes the evaluation and clicks the Share
with Employee button to share it with the employee.
Share with Employee
(changed to) Shared with
Employee
3. Manager discusses document with employee. Later,
Request Acknowledgement
manager clicks the Request Acknowledgement button to
ask the employee to acknowledge that they have discussed
the evaluation.
(changed to) Pending
Acknowledgement
4. Employee clicks the Acknowledge button to
Acknowledge
acknowledge the document, or manager clicks the
Override Acknowledgement button to override the
acknowledgement (for example, employee is unavailable).
(changed to) Acknowledged
5. Manager clicks the Submit for Approval button.
(changed to) Approval Submitted
Submit for Approval
6. All people in the approval chain approve the document. -
(changed to) Completed
Note: If approval is denied, the document status changes to Evaluation in Progress in the manager
evaluation. The system displays a message on the evaluation, stating that approval has been denied for the
document. The manager needs to update the document as necessary, and submit it for approval again.
The Approval, No Employee Review Held Process
This table describes the Approval, No EE Review Held process flow, lists the availability of action buttons
that appear in the manager and employee evaluations for the process, and the change of statuses during
the process.
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Action
Available Action Button
Document Status
1. Manager completes edits to the document.
-
Evaluation in Progress
2. Manager clicks the Submit for Approval button to
initiate the approval process.
Submit for Approval
(changed to) Approval Submitted
3. All persons in the approval chain approve the
document.
-
(changed to) Completed
Note: If approval is denied, the document status changes to Evaluation in Progress in the manager
evaluation. The system displays a message on the evaluation, stating that approval has been denied for the
document. The manager needs to update the document as necessary, and submit it for approval again.
The No Approval, Employee Review Held Process
This table describes the No Approval, EE Review Held process flow, lists the availability of action buttons
that appear in the manager and employee evaluations for the process, and the change of statuses during
the process.
Action
Available Action Button
Document Status
1. Manager completes edits to the document.
-
Evaluation in Progress
2. Manager completes the evaluation and clicks the Share
with Employee button to share it with the employee.
Share with Employee
(changed to) Shared with
Employee
3. Manager discusses document with employee. Later,
manager clicks the Request Acknowledgement button
to ask the employee to acknowledge that they have
discussed the evaluation.
Request Acknowledgement
(changed to) Pending
Acknowledgement
4. Employee clicks the Acknowledge button to
Acknowledge
acknowledge the document, or manager clicks the
Override Acknowledgement button to override the
acknowledgement (for example, employee is unavailable).
(changed to) Acknowledged
5. Manager clicks the Complete button to finish the
review.
(changed to) Completed
Complete
The No Approval, No Employee Review Held Process
This table describes the No Approval, No EE Review Held process flow, lists the availability of action
buttons that appear in the manager and employee evaluations for the process, and the change of statuses
during the process.
Action
Available Action Button
Document Status
1. Manager completes edits to the document.
-
Evaluation in Progress
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Action
Available Action Button
Document Status
2. Manager clicks the Complete button to finish the
review.
Complete
(changed to) Completed
Conducting Reviews
This section lists the pages used to conduct reviews.
Page Used to Conduct Reviews
Page Name
Definition Name
Navigation
Usage
Manager Evaluation
EP_APPR_MAIN1
•
Manager Self
Service, Performance
Management,
Performance Documents,
Current Documents,
Current Performance
Documents
Complete the manager
evaluation based on the
review process specified at the
document template level.
•
Manager Self
Service, Performance
Management,
Development
Documents, Current
Documents, Current
Development Documents
Open a document with the
Evaluation in Progress
document status.
Related Links
Understanding Evaluation Data Entry
Understanding Feedback Consolidation
Approving Documents
This section discusses how to:
264
•
Select documents to approve.
•
Approve documents.
•
Resolve approval transactions in error.
•
Delegate approvals.
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Chapter 13
Managing Reviews and Approvals
Pages Used to Approve Documents
Page Name
Definition Name
Select Transaction to Approve EP_APPRAISL_APPR_L
Navigation
Usage
•
Manager SelfService, Performance
Management, Approve
Documents, Select
Transaction to Approve
Select the employees for
whom you want to grant or
deny approval of a document.
•
Workforce Development,
Performance
Management, Approve
Documents, Select
Transaction to Approve
View Approval Status
Summary
EP_APPRAISL_APPR_L
Manager Self-Service,
Performance Management,
View Approval Status, View
Approval Status Summary
View a list of employees and
their approval status.
Approve Transaction
EP_APPRAISAL_EE
Click an employee name link Approve or deny approval of
to open a document on the
a document.
Select Transaction to Approve
page.
Related Links
Viewing Approval Status
Select Transaction to Approve Page
Use the Select Transaction to Approve page (EP_APPRAISL_APPR_L) to select the employees for
whom you want to grant or deny approval of a document.
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Navigation
•
Manager Self-Service, Performance Management, Approve Documents, Select Transaction to
Approve
•
Workforce Development, Performance Management, Approve Documents, Select Transaction to
Approve
Image: Select Transaction to Approve page
This example illustrates the fields and controls on the Select Transaction to Approve page.
This page enables you to view the documents that you need to approve. It is identical to the View
Approval Status Summary page except the Select Transaction to Approve page lists only documents that
you have not yet approved, while the View Approval Status Summary page lists all documents where you
are an approver or an originator.
Approve Transaction Page
Use the Approve Transaction page (EP_APPRAISAL_EE) to approve or deny approval of a document.
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Managing Reviews and Approvals
Navigation
Click an employee name link to open a document on the Select Transaction to Approve page.
Image: Approve Transaction page (1 of 2)
This example illustrates the fields and controls on the Approve Transaction page (1 of 2).
Image: Approve Transaction page (2 of 2)
This example illustrates the fields and controls on the Approve Transaction page (2 of 2).
Performance Document Details
Click this link to display the Manager Evaluation page in a
modal window in display-only mode. This page contains the
consolidated evaluations and comments from all participants.
Process Detail
Displays detailed information about the approval process.
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Evaluation Approval Chain
Displays the approvers in the approval process and their status.
Click the name link to open a new browser window containing
detailed information about the approver.
Comment
Enter the reason for approving the document, or denying
approval.
Approve
Click this button to approve the transaction.
Deny
Click this button to deny the transaction.
Approval Summary
Click to return to the Select Transaction to Approve page.
Resolving Approval Transactions in Error
If an error occurs and the system is not able to route the transaction to its intended approver, the system
automatically routes the transaction to the administrator, as defined on the approval process definition.
The administrator can then review the transaction using the Monitor Approvals (PTAF_ADMIN_MON)
component to approve, deny, or reassign the transaction to the appropriate approver
See "Administering Approvals (PeopleSoft HCM 9.2: Application Fundamentals)".
Delegating Approvals
Administrators and managers can delegate someone in the system to approve ePerformance documents in
their absence.
See Working with Delegations.
Updating Person Profiles
This section provides an overview on the update person profile process.
Understanding the Update Person Profile Process
When the document is complete, the employee's person profile can be updated with the information from
the performance or development document. To update the employee's person profile:
1. The system checks that the Update Person Profile check box is selected on the Template Definition Structure page - Profile Management tab for the role.
2. If the Update Person Profile check box is selected, then the system identifies the profiles types
that need to be updated for the employee. If a profile does not exist, the system create one for the
employee.
3. The system copies all items for each section into the employee's profile.
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Managing Administrative Tasks
This section provides an overview of administrative tasks and discusses how to:
•
Transfer documents.
•
Confirm transfers.
•
Select documents for status change.
•
Cancel documents.
•
Delete documents.
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Pages Used to Manage Administrative Tasks
Page Name
Definition Name
Navigation
Transfer Document
EP_APPR_SELECT
•
Manager Self
Select documents for transfer
Service, Performance
from one manager to another.
Management,
Performance Documents,
Administrative Tasks,
Transfer Document,
Transfer Document
•
Workforce Development,
Performance
Management,
Performance Documents,
Administrative Tasks,
Transfer Document,
Transfer Document
•
Manager Self
Service, Performance
Management,
Development
Documents,
Administrative Tasks,
Transfer Document,
Transfer Document
•
Workforce Development,
Performance
Management,
Development
Documents,
Administrative Tasks,
Transfer Document,
Transfer Document
Confirm Transfer
270
EP_APPR_XFER
Usage
Select one or more documents Confirm the transfer of
and then click the Continue
documents between managers.
button on the Transfer
Document page.
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Page Name
Definition Name
Navigation
Usage
Reopen Document
EP_APPR_SELECT
•
Manager Self
Service, Performance
Management,
Performance Documents,
Administrative Tasks,
Reopen Document,
Reopen Document
Change the status of
documents that are currently
in the evaluation phase back
to Evaluation in Progress.
•
Workforce Development,
Performance
Management,
Performance Documents,
Administrative Tasks,
Reopen Document,
Reopen Document
•
Manager Self
Service, Performance
Management,
Development
Documents,
Administrative Tasks,
Reopen Document,
Reopen Document
•
Workforce Development,
Performance
Management,
Development
Documents,
Administrative Tasks,
Reopen Document,
Reopen Document
Confirm Reopen Document
EP_APPR_STATUS
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Select one or more documents Confirm the status change
and click the Continue button to be made on the selected
on the Reopen Document
documents.
page .
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Page Name
Definition Name
Navigation
Cancel Document
EP_APPR_SELECT
•
Manager Self
Cancel documents.
Service, Performance
Management,
Performance Documents,
Administrative Tasks,
Cancel Document,
Cancel Document
•
Workforce Development,
Performance
Management,
Performance Documents,
Administrative Tasks,
Cancel Document,
Cancel Document
•
Manager Self
Service, Performance
Management,
Development
Documents,
Administrative Tasks,
Cancel Document,
Cancel Document
•
Workforce Development,
Performance
Management,
Development
Documents,
Administrative Tasks,
Cancel Document,
Cancel Document
Confirm Cancellation
272
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EP_APPR_CANCEL
Usage
Select one or more documents Confirm document
and click the Continue button cancellation.
on the Cancel Document
page.
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Performing Administrative Tasks
Page Name
Definition Name
Navigation
Delete Documents
EP_APPR_SELECT
•
Manager Self
Delete documents that you
Service, Performance
previously cancelled.
Management,
Performance Documents,
Administrative Tasks,
Delete Document, Delete
Documents
•
Workforce Development,
Performance
Management,
Performance Documents,
Administrative Tasks,
Delete Document, Delete
Documents
•
Manager Self
Service, Performance
Management,
Development
Documents,
Administrative Tasks,
Delete Document, Delete
Documents
•
Workforce Development,
Performance
Management,
Development
Documents,
Administrative Tasks,
Delete Document, Delete
Documents
Confirm Delete
EP_APPR_DELETE
Usage
Select one or more documents Confirm a document deletion.
and then click the Continue
button on the Delete
Documents page .
Understanding Administrative Tasks
This section discusses these topics:
•
Transfer
•
Status change
•
Cancel
•
Delete
•
Preliminary ratings
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Note: You can perform certain administrative tasks outside of the evaluation cycle. Typically,
administrators perform these tasks for documents that belong to one or more groups of employees that
do not report to them, while managers work only with documents for employees or groups that report
directly to them.
Transfer
You might transfer a document from one manager to another if an employee is reassigned or if a
reorganization occurs. Administrators can transfer any document that is in any status except for
Cancelled.. Managers can transfer only documents that they currently own with any status other than
Completed and Cancelled.
When a document is transferred, the system automatically notifies the new manager that he or she is
responsible for completing the evaluation process that is in progress for that employee.
Status Change
The status of individual evaluations (which are part of a document) changes when tasks are performed.
These tasks include opening or completing employee and manager evaluations, and clicking of
action buttons to share evaluation with employee, send acknowledgement requests, and acknowledge
evaluations. Additionally, managers can also change the status of completed employee or peer evaluations
by clicking the Reopen button or link on the document. This changes the individual evaluation status
from Completed back to Evaluation in Progress. The Reopen button is available to the manager and to the
ePerformance Administrator for evaluations that they are not the owner (the manager can't reopen their
own evaluation) of, if the evaluation status is Completed or Cancelled and the overall document status is
Evaluation in Progress. Once the manager moves their document status past Evaluation in Progress, they
cannot reopen the employee evaluation.
However, additional situations might occur where managers or ePerformance administrators need to
change the statuses of documents as a whole. Document statuses are changed using pages that are found
on the Administrative Tasks menu. Document statuses can only be changed to In Progress.
Managers can change documents to Evaluation in Progress from any of these statuses:
•
Shared with Employee
•
Pending Acknowledgement
•
Acknowledged
•
Approval (with approval status = Submitted or Approved)
ePerformance administrators can change document statuses to Evaluation in Progress from all statuses
mentioned above, plus Cancelled and Completed.
If a document is changed from Completed or Cancelled to the Evaluation in Progress status, the
document is removed from all approval queues and becomes inaccessible to the employee. If the status is
changed from Completed to Evaluation in Progress, the following steps on the document also change to
Evaluation in Progress: Nominate Participants; Track Nominations; and Review Participant Evaluations.
Any competency ratings that were pushed from the completed evaluation to Job Profile Manager (JPM)
are rolled back. Managers must then move the document back through the entire sequence of statuses
until they can once again mark it as complete.
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Cancel
ePerformance enables managers and ePerformance administrators to cancel a document. Managers can
cancel documents that are in the Define Criteria, Track Progress, or Evaluation in Progress document
status. ePerformance administrators can cancel any document that is not already cancelled.
After you cancel a document, it becomes inactive. Canceling a document does not remove it from the
system – it only marks it as cancelled and the document appears in the Historical Documents page instead
of the Current Documents page.
When the system updates Manage Profiles, the system deletes all documents that have been cancelled and
updates the Manage Profiles business process.
Delete
Because cancelled documents are not physically deleted from the system, ePerformance provides a delete
function that enables you to remove documents and all their associated evaluations completely from the
system. ePerformance administrators can delete any cancelled documents where managers can delete
documents that they cancelled.
Preliminary Ratings
Managers can enter preliminary ratings for employees and update these ratings at any time that a
document's status is Evaluation in Progress, Define Criteria, and Track Progress. Preliminary ratings
use the rating model that is defined for the Overall Summary section and are used to generate the View
Ratings Summary (EP_DISTRIB_SUM) report, which you use to analyze whether ratings are distributed
in the expected manner. Employees cannot view preliminary ratings.
See Understanding Evaluation Data Entry.
Transfer Document Page
Use the Transfer Document page (EP_APPR_SELECT) to select documents for transfer from one
manager to another.
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Chapter 14
Navigation
•
Manager Self Service, Performance Management, Performance Documents, Administrative Tasks,
Transfer Document, Transfer Document
•
Workforce Development, Performance Management, Performance Documents, Administrative Tasks,
Transfer Document, Transfer Document
•
Manager Self Service, Performance Management, Development Documents, Administrative Tasks,
Transfer Document, Transfer Document
•
Workforce Development, Performance Management, Development Documents, Administrative Tasks,
Transfer Document, Transfer Document
Image: Transfer Document page
This example illustrates the fields and controls on the Transfer Document page.
The ePerformance Administrator view, shown above, enables you to select and transfer documents
regardless of the manager.
This functionality is sometimes used to finish evaluations when the manager is not available (for example,
in cases where there is a reassignment, LOA, or any situation where the manager can't complete the
document), You can narrow the search by entering one or more of the search fields.
If an administrator clicks Search without entering criteria, the system displays the first 300 employee
evaluations in the organization.
The manager's view is limited to documents that the manager owns. The manager cannot search for other
documents. After selecting one or more documents, click Continue. The system displays the Confirm
Transfer page.
Confirm Transfer Page
Use the Confirm Transfer page (EP_APPR_XFER) to confirm the transfer of documents between
managers.
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Chapter 14
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Navigation
Select one or more documents and then click the Continue button on the Transfer Document page.
Image: Confirm Transfer page
This example illustrates the fields and controls on the Confirm Transfer page.
Select a Manager
Click this link to select the manager to receive the transfer then
click Save.
Reopen Document Page
Use the Reopen Document page (EP_APPR_SELECT) to change the status of documents that are
currently in the evaluation phase back to Evaluation in Progress.
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Navigation
•
Manager Self Service, Performance Management, Performance Documents, Administrative Tasks,
Reopen Document, Reopen Document
•
Workforce Development, Performance Management, Performance Documents, Administrative Tasks,
Reopen Document, Reopen Document
•
Manager Self Service, Performance Management, Development Documents, Administrative Tasks,
Reopen Document, Reopen Document
•
Workforce Development, Performance Management, Development Documents, Administrative Tasks,
Reopen Document, Reopen Document
Image: Reopen Document page
This example illustrates the fields and controls on the Reopen Document page.
All documents in the Approval, Shared with Employee, Pending Acknowledgement, or Acknowledged
status can appear in the list for managers.
To change the document status back to Evaluation In Progress, select one or more documents and then
click the Continue button. A confirmation page appears on which you can either confirm the status change
or return without changing status.
Note: The Reopen Document page only changes the status of the overall document and the manager
evaluation. The manager or HR Administrator must reset the status of individual evaluations within each
evaluation if needed.
Search for Documents
The administrator view of this page contains search fields to narrow the list by manager first or last name,
employee first or last name, document type, document status, or period between. While managers can
reopen documents of a few document statuses (as specified in the instructional text), administrators can
reopen documents that are those statuses, plus Cancelled and Completed.
Related Links
Managing Document Processes
Cancel Document Page
Use the Cancel Document page (EP_APPR_SELECT) to cancel documents.
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Navigation
•
Manager Self Service, Performance Management, Performance Documents, Administrative Tasks,
Cancel Document, Cancel Document
•
Workforce Development, Performance Management, Performance Documents, Administrative Tasks,
Cancel Document, Cancel Document
•
Manager Self Service, Performance Management, Development Documents, Administrative Tasks,
Cancel Document, Cancel Document
•
Workforce Development, Performance Management, Development Documents, Administrative Tasks,
Cancel Document, Cancel Document
Image: Cancel Document page
This example illustrates the fields and controls on the Cancel Document page.
Administrators can cancel any non-cancelled documents, whereas managers can cancel documents that
are in these statuses: Define Criteria, Track Progress, or Evaluation in Progress.
Search for Documents
ePerformance administrators use this group box to search for non-cancelled documents, regardless of
the manager. If you click Search without entering criteria, all employee evaluations in the organization
appear.
This group box is not available on this page if you log in as a manager.
<Performance or Development>Documents
This group box displays the results of the search. The administrator or manage can select one or
more documents. A confirmation page displays after the system notifies the user the cancellation was
completed.
Delete Documents Page
Use the Delete Documents page (EP_APPR_SELECT) to delete documents that you previously cancelled.
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Navigation
•
Manager Self Service, Performance Management, Performance Documents, Administrative Tasks,
Delete Document, Delete Documents
•
Workforce Development, Performance Management, Performance Documents, Administrative Tasks,
Delete Document, Delete Documents
•
Manager Self Service, Performance Management, Development Documents, Administrative Tasks,
Delete Document, Delete Documents
•
Workforce Development, Performance Management, Development Documents, Administrative Tasks,
Delete Document, Delete Documents
Image: Delete Documents page
This example illustrates the fields and controls on the Delete Documents page.
The ePerformance administrator view enables you to delete any documents that are Cancelled. You can
narrow the search by entering selection criteria in one or more of the search fields. If you click Search
without entering any data, all employee evaluations with a Cancelled status appear.
The manager's view displays cancelled documents that the manager owns and does not enable the
manager to enter search fields.
After selecting one or more documents, click Continue. The Confirm Delete page appears.
Managing Document Processes
This section presents an overview of document process management and lists the pages used to manage
document processes.
Pages Used to Manage Document Processes
Page Name
Definition Name
View Performance Documents EP_APPR_SELECT
280
Navigation
Usage
Workforce Development,
Performance Management,
Performance Documents,
View Documents, View
Performance Documents
View performance documents.
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Page Name
Definition Name
Navigation
Usage
Development Documents
EP_APPR_SELECT
Workforce Development,
Performance Management,
Development Documents,
View Documents, View
Performance Documents
View development
documents.
Understanding Document Process Management
If you have the ePerformance administrator role, you can view any document in any status and perform
certain tasks that change the document status or due date. This is a safety valve in case the employee or
manager are unable to complete the tasks.
Follow these steps:
1. To view or update a document as an administrator, enter selection criteria on one of the view
documents pages (Performance or Development) and select the document that you want to view from
the results list.
2. Click the View link under the step to open the corresponding document or evaluation that needs to be
changed..
You can view details of a step only after the step is started.
3. Perform tasks on the document.
The tasks that are available to you depend on the status of the document or role evaluation. These are:
•
Change the due date.
•
Reopen document or evaluation.
•
Cancel evaluation.
The procedures for selecting documents, viewing document details, and performing tasks as an
administrator are the same as the procedures for any other role.
Related Links
Accessing Documents
Modifying Evaluation Criteria
Creating Business Objectives Pages
This section provides an overview on the administration of business objectives pages, lists common
elements used in this section, and discusses how to:
•
Select an objective plan.
•
Create business objectives.
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•
Chapter 14
Confirm the creation of objective pages.
Pages Used to Create Business Objectives Pages
Page Name
Definition Name
Navigation
Usage
Create Business Objectives Select Objective Plan
EPO_PLAN_SELECT
Workforce Development,
erformance Management,
Business Objectives, Create
Business Objectives, Create
Business Objectives - Select
Objective Plan
Create business objectives for
objective plans.
Create Business Objectives
EPO_CREATE_PAGE
Click the link associated with
the objective plan for which
you want to create business
objective pages on the Create
Business Objectives - Select
Objective Plan page.
Enter the criteria to be used to
create the business objective
pages.
Create Objective Pages Confirmation
EPO_CREATE_RSLTS
Click the Create Objective
Pagesbutton on the Create
Business Objectives page.
View the results of the create
process to verify that your
objective pages were created
successfully.
Understanding the Creation of Business Objectives Pages
This section discusses these topics:
•
Process overview.
•
Administrator role.
•
Manager role.
Process Overview
You can share the administration or management of the objectives pages between the administrator and
the objective page owner. The objective page owner is typically the executive or manager responsible for
the objectives at a particular level of the organization.
Administrators, as well as the objectives page owners, have the ability to update objective pages
once they are created. At the upper levels of the organization, the responsibility typically falls to the
administrator or the executives administrative assistant; however, as the process moves down the
organization, the individual owners are more likely to update the pages themselves.
The system allows both roles to update the objectives pages. For this reason, the page owner will have
access to some of the administrative capabilities.
Administrator Role
Once you setup the plan, complete the templates, and identify business objective nodes, the administrator
creates and administers the pages that are built from the templates. These transactions include the ability
to create, update, view, and publish the objective pages.
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PeopleSoft has created a permission list to support the objective functionality. This permission list is
called Manage Objective Pages and includes these transactions:
•
Create Objective Pages.
•
Administer Objective Pages (Update).
•
Publish Objective Pages.
PeopleSoft has added this permission list to the ePerformance HR Admin role. This role is responsible
for administering all the day to day ePerformance activities under Workforce Development, Performance
Management. This role is used for allowing access to the new pages described within this section.
Note: Before you can create business objective pages, you must first identify the nodes using the Identify
Business Objective Nodes page.
See Identifying Business Objective Nodes.
Manager Role
Once the page has been created and the page owner has been identified, each page owner will need access
to their objectives page to add and update their objectives. They will also be able to access other business
objective pages once they have been created.
Oracle modified the ePerformance Manager Permission List (HCCPSS2150) to support the objective
functionality. This permission list includes the Update Objective Pages and View Objectives Pages
transactions.
Common Elements Used in this Section
Objective Plan
Select the objective plan that you want to use to create, publish
or update pages. After you select a plan, this field appears as
display only on many pages. The system only displays plans that
have a status of Active.
Template
Select the template that you want to use to create objective
pages. After you select a template, this field appears as display
only on many pages. The system only displays templates that
are effective as of the Objective Plan date.
Create Business Objectives - Select Objective Plan Page
Use the Create Business Objectives - Select Objective Plan page (EPO_PLAN_SELECT) to create
business objectives for objective plans.
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Navigation
Workforce Development, Performance Management, Business Objectives, Create Business Objectives,
Create Business Objectives - Select Objective Plan
Image: Create Business Objectives - Select Objective Plan page
This example illustrates the fields and controls on the Create Business Objectives - Select Objective Plan
page.
Click the link associated with the objective plan for which you want to create objective pages.
Create Business Objectives Page
Use the Create Business Objectives page (EPO_CREATE_PAGE) to enter the criteria to be used to create
the business objective pages.
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Navigation
Click the link associated with the objective plan for which you want to create business objective pages on
the Create Business Objectives - Select Objective Plan page.
Image: Create Business Objectives page
This example illustrates the fields and controls on the Create Business Objectives page.
Home Page Creation Details
Template
Select the template that you want to use to create objective
pages. The system only displays templates that are effective as
of the Objective Plan date.
Publication Due Date
Enter the date that pages owners should complete their page by
and submit it for publication.
Set Owner to Department Manager
or Set Owner to Position Manager
This field changes based on the hierarchy method associated
to the objective plan you selected. Select this check box to
assign the page owner to either department manager or position
manager.
Department Selection
If you selected Department as the hierarchy method on the Objective Plan page, the system displays these
fields in the grid:
Set ID
Enter or select the set ID of the department that for which the
page will be created.
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Department
Enter or select a department ID. The system displays only active
departments in effect as of the effective date of the objective
plan.
Create Objective Pages
Click to create the objective pages for the departments that you
selected in the Department Selection grid. The system displays
the Create Objective Pages - Confirmation page. This page lets
you know which pages have been created and which pages have
not been created.
Position Selection
If you selected Position as the hierarchy method on the Objective Plan page, the system displays these
fields in the grid:
Position Number
Enter or select a position number. The system displays only
active positions in effect as of the effective date of the objective
plan.
Position Name
Once you select a position, the system displays the position
name.
Create Objective Pages
Click to create the objective pages for the positions that you
selected in the Position Selection grid. The system displays the
Create Objective Pages - Confirmation page. This page lets you
know which pages have been created and which pages have not
been created.
Create Objective Pages - Confirmation Page
Use the Create Objective Pages - Confirmation page (EPO_CREATE_RSLTS) to view the results of the
create process to verify that your objective pages were created successfully.
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Navigation
Click the Create Objective Pagesbutton on the Create Business Objectives page.
Image: Create Objective Pages - Confirmation page
This example illustrates the fields and controls on the Create Objective Pages - Confirmation page.
After clicking on the Create Objective Pages button, this page will show which objective pages were
successfully created and which ones failed with a message describing the problem. The same page is used
for Department and Position hierarchies.
If you select Department the system displays the Selected Departments group box, which includes these
fields: Set ID, Department, Description, Page Owner, and Message. Under a separate heading, this page
will also display any pages that were not created.
Managing Business Objectives
This section discusses how to:
•
Select objective pages to update or view.
•
Update objectives pages.
•
View objective pages.
Pages Used to Manage Business Objectives
Page Name
Definition Name
Navigation
Usage
Manage Business Objectives Select Objective Plan
EPO_PLAN_
SELECT
Workforce Development,
Performance Management, Business
Objectives, Manage Business
Objectives, Manage Business
Objectives - Select Objectives Plan
Select an objective plan of the
objective page to update by
administrators.
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Page Name
Definition Name
Navigation
Usage
Manage Business Objectives Select Business Objectives
EPO_PAGE_
SELECT
Click an objective plan link on the
Manage Business Objectives - Select
Business Objectives page (EPO_
PLAN_SELECT).
Search for a business objective
of the selected objective
plan to update or view by
administrators.
Manage My Objectives - Select EPO_PAGE_
Business Objectives
SELECT
Manager Self Service, Performance
Management, Business Objectives,
Manage My Objectives, Manage
My Objectives - Select Business
Objectives
Update or view objectives by
managers.
View Objectives
EPO_PAGE_
SELECT
Self Service, Performance
Management, Business Objectives,
View Objectives, View Objectives
View objectives by employees.
Update Objectives <Department or Position>
EPO_MAIN
•
•
View Objectives - <Name of
Objective>
EPO_MAIN
•
•
Click the Update link on the
Manage My Objectives - Select
Business Objectives page.
Select a new effective date
for the Objective page (for
manager).
Update or add pre-coded or
free-form items to the sections
and align them to the objectives
listed on the page. After
making changes, users can
also save, cancel, preview,
submit for publication, send
Select an objective plan on the
messages to the owners of
Manage My Objectives - Select business objectives pages, and
Business Objectives page. Enter view different objectives by
criteria to search for business
launching an organizational
objectives and click the Update chart to locate departments
link of the objective you want to that have established business
update (for administrator).
objectives.
Click the View link on the
Manage My Objectives - Select
Business Objectives page.
Review the department, period,
objective plan, objective
owner, title, and template ID
associated with the business
Click the View link on the View objective. Users can also
Objectives page.
click an icon to view the
number employees aligned to
organizational objectives listed
on the page and click a link to
launch an organizational chart
to locate departments that have
established business objectives.
Manage Business Objectives - Select Objective Plan Page
Use the Manage Business Objectives - Select Objective Plan page (EPO_PLAN_SELECT) to select an
objective plan of the objective page to update by administrators.
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Navigation
Workforce DevelopmentPerformance ManagementBusiness ObjectivesManage Business
ObjectivesManage Business Objectives - Select Objective Plan
Image: Manage Business Objectives - Select Objective Plan page
This example illustrates the fields and controls on the Manage Business Objectives - Select Objective
Plan page.
Note: This page is specific to administrators and does not apply to managers and employees.
Objective Plan
Click to open an objective plan from which you search for and
select an objective to update or view.
Manage Business Objectives - Select Business Objectives Page
Use the Manage Business Objectives - Select Business Objectives page (EPO_PAGE_SELECT) to search
for a business objective of the selected objective plan to update or view by administrators.
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Navigation
•
Click an objective plan link on the Manage Business Objectives - Select Business Objectives page
(EPO_PLAN_SELECT).
•
Manager Self ServicePerformance ManagementBusiness ObjectivesManage My ObjectivesManage
My Objectives - Select Business Objectives
Image: Manage Business Objectives - Select Business Objectives page
This example illustrates the fields and controls on the Manage Business Objectives - Select Business
Objectives page.
Note: This page illustrates what an administrator would see when they access this page using the
Workforce Development navigation path. Managers and employees who use either the Manager Self
Service or Self Service path would see a slightly different page. Administrators can update and view all
business objectives, regardless of status. Managers can update and view business objectives that they own
that are in the Published status. Employees can view business objectives that their direct managers own
that are in the Published status.
The name of this page is renamed to Manage My Objectives - Select Business Objectives for managers,
and View Objectives for employees.
Search Criteria
This section is only available for the administrator view of the page.
290
Position or Department
Enter or select the department or position associated with the
pages for which you are searching.
Objective Owner
Select the owner of the objective for which you are searching.
Status
Select one of these values:
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Chapter 14
Search
Performing Administrative Tasks
•
In Progress - Assigned
•
In Progress - Unassigned
•
Published
•
Ready To Publish
Click to generate a list of pages that match the search criteria.
Business Objectives
Update
Click to access the Update Objectives - <Department or
Position> page in update mode. Before accessing the page, you
need to specify the new effective date that will be set for the
Business Objectives page.
View
Click to access the View Objectives page in view only mode.
Update Objectives - <Department or Position> Page
Use the Update Objectives - <Department or Position> page (EPO_MAIN) to update or add pre-coded or
free-form items to the sections and align them to the objectives listed on the page.
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Navigation
•
Click the Update link on the Manage My Objectives - Select Business Objectives page. Select a new
effective date for the Objective page (for manager).
•
Select an objective plan on the Manage My Objectives - Select Business Objectives page. Enter
criteria to search for business objectives and click the Update link of the objective you want to update
(for administrator).
Image: Update Objectives - <Department or Position> page (1 of 3)
This example illustrates the fields and controls on the Update Objectives - <Department or Position> page
(1 of 3).
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Image: Update Objectives - <Department or Position> page (2 of 3)
This example illustrates the fields and controls on the Update Objectives - <Department or Position> page
(2 of 3).
Image: Update Objectives - <Department or Position> page (3 of 3)
This example illustrates the fields and controls on the Update Objectives - <Department or Position> page
(3 of 3).
View History
Select a date from the drop-down list box and click Go to view
a different version of the page. The system opens the View
Objectives page in your browser and displays the version of the
objectives that you selected.
Alternate Editor
Select another employee to act as an alternative editor to allow
them access to review and update the objectives.
Comments
Enter any comments related to the objectives on the page or
about any changes you are making or suggesting.
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Preview
Click this button to access the View Objectives page (view-only
mode). The system takes the information that you entered on the
Update Objectives page and displays it in a new page that shows
you how the page will look to other users when it is published.
Submit for Publication
Click this button to submit the objectives for publication. The
system displays the Update Objectives - Submit for Publication
Confirmation page. Click OK to submit the page for publication.
After the status has changed, you cannot make updates to the
Objective Page until after it is published.
View Different Objectives
Click this link to access the Search for Business Objectives
page. The system displays this page as an objectives chart. Use
this page to locate departments or positions that have established
business objectives.
Long Format
Click to change the current display from tabs format to long
format. This button appears if the display type specified in its
objective template is not Long Format
Tabs Format
Click to change the current display from long format to tabs
format. This button appears if the display type specified in its
objective template is not Long Format
Aligned Items
Add <Objective Name>
Alignment Chain
Objective Details
Click the Aligned Items icon to view the number employees
aligned to the item to which the icon is associated.
Click this link to access the Add an Item page. You can either
enter a free-form item or a coded item from the Content Catalog.
When you are finished, click the Next button to continue.
Click the Alignment Chain icon to access the Objective
Alignment Chain page where you can view the alignment of the
item with corporate and departmental objectives.
Click the Objective Details icon to access a page that lists the
details associated with the item (for example, title, description,
measurement and so on).
View Objectives - <Name of Objective> Page
Use the View Objectives - <Name of Objective> page (EPO_MAIN) to review the department, period,
objective plan, objective owner, title, and template ID associated with the business objective.
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Navigation
•
Click the View link on the Manage My Objectives - Select Business Objectives page.
•
Click the View link on the View Objectives page.
Image: View Objectives - <Name of Objective> page
This example illustrates the fields and controls on the View Objectives - <Name of Objective> page.
Note: This page illustrates what an administrator would see when they access this page using the
Workforce Development navigation path. Employees who use the Self Service path would see a slightly
different page. For example, the Aligned Items icon and Return button are not visible to employees.
Return
Click this button to return to the Select Business Objectives
page.
View Different Objectives
Click this link to access the Search for Business Objectives
page. The system displays this page as an objective chart. Use
this page to locate departments or positions that have established
business objectives.
Aligned Items
Click the Aligned Items icon to view the number employees
aligned to the item to which the icon is associated.
Publishing Business Objectives
This section discusses how to:
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•
Select objective plans.
•
Publish objective pages.
•
Confirm publication of objective pages.
Pages Used to Publish Business Objectives
Page Name
Definition Name
Navigation
Usage
Publish Business Objectives Select Objective Plan
EPO_PLAN_SELECT
Workforce Development,
Performance Management,
Business Objectives, Publish
Business Objectives, Publish
Business Objectives - Select
Objective Plan
Search for objective pages
that you want to publish.
Publish Business Objectives Select Page to Publish
EPO_PAGE_SELECT
Select the link associated with Enter search criteria to locate
the objective plan for which
the objective pages that you
you want to publish objective want to publish.
pages on the Publish Business
Objectives - Select Objective
Plan page.
Publish Business Objectives Confirm Publication
EPO_PAGE_PUBLISH
Select the objective for
which you want to publish
objective pages and click
the Continue button on the
Publish Business Objectives Select Page to Publish page.
Publish objective pages.
Publish Business Objectives - Select Objective Plan Page
Use the Publish Business Objectives - Select Objective Plan page (EPO_PLAN_SELECT) to search for
objective pages that you want to publish.
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Navigation
Workforce Development, Performance Management, Business Objectives, Publish Business Objectives,
Publish Business Objectives - Select Objective Plan
Image: Publish Business Objectives - Select Objective Plan page
This example illustrates the fields and controls on the Publish Business Objectives - Select Objective Plan
page.
Select the link associated with the objective plan for which you wan to publish objective pages.
Publish Business Objectives - Select Page to Publish Page
Use the Publish Business Objectives - Select page (EPO_PAGE_SELECT) to enter search criteria to
locate the objective pages that you want to publish.
Navigation
Select the link associated with the objective plan for which you want to publish objective pages on the
Publish Business Objectives - Select Objective Plan page.
Image: Publish Business Objectives - Select Page to Publish page
This example illustrates the fields and controls on the Publish Business Objectives - Select Page to
Publish page.
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SetID
For department hierarchies enter or select the setID of the
department for which the page will be created.
Department or Position
Enter or select the department or position for which the page
will be created
Search
Click to generate a list of pages that match the search criteria.
Continue
Select the pages you want to publish and then click this button
to go to the Publish Business Objectives - Confirm Publication
page.
Note: Once a page is published, it can be viewed by everyone in
the organization.
Publish Business Objectives - Confirm Publication Page
Use the Publish Business Objectives - Confirm Publication page (EPO_PAGE_PUBLISH) to publish
objective pages.
Navigation
Select the objective for which you want to publish objective pages and click the Continue button on the
Publish Business Objectives - Select Page to Publish page.
Publish Pages
Click to generate and send email notifications to individuals
based on the installation options you selected on the Objective
Pages page during installation (Set Up HCM, Install, Country
and Product Specific, ePerformance Installation, Objective
Pages).
If you selected Only Notify on First Publication in the
ePerformance Installationfor Objective Pages page, the system
sends notifications only the first time the objective page is
published. Notifications are not sent for subsequent publications
of the business objective.
Cascading Objective Items
This section provides an overview of the cascading process and discusses how to:
298
•
Select objectives.
•
Enter document parameters.
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Pages Used to Cascade Objective Items
Page Name
Definition Name
Navigation
Usage
Select Objectives
EPO_SEL_OBJ
Workforce Development, Performance
Select the objective items that
Management, Business Objectives,
you want to cascade to individual
Cascade Objective Items, Select Objectives performance documents from the
Business Objective pages.
Document
Parameters
EPO_DOC_PARM
Workforce Development, Performance
Management, Business Objectives,
Cascade Objective Items, Document
Parameters
Select the ePerformance document
parameters to which you want to
cascade business objective items.
Understanding the Cascading Process
This section discusses:
•
Process overview.
•
Item updates.
Process Overview
ePerformance provides administrators with the ability to cascade objectives from the Business Objective
pages to individual performance documents. This process is helpful in doing mass insertion of objective
items into the performance documents of individuals.
The number of documents affected depends upon where in the organizational hierarchy from which the
item is cascaded. For example, cascading objectives from the CEO or Executive Vice President level
could impact thousands of documents in a large organization.
To review the list of documents that will be updated before the system actually updates the database,
administrators can run the cascading process in preview mode. If an administrator selects the Preview
Cascade Items option on the Select Objectives page, the system generates a report but does not actually
cascade the items down to the documents.
Once items are cascaded, the documents display the items that are aligned to the organizational pages and
the objectives from which the items were cascaded.
Item Updates
When an administrator runs the confirmation process, the system stores the objective item details that
were cascaded on the documents. For items that are cascaded down to other documents, ePerformance
treats these items as mandatory and does not allow users (manager, employee or any participant) to delete
items or update the fields that are cascaded down.
When modifications are made to the objectives and the pages are republished, the objective items
are syndicated to the documents using the Syndication process which runs automatically during the
Publication process.
If the status of the evaluation is Define Criteria or Track Progress, the system updates the item within the
corresponding document. If the status of the evaluation is Evaluation in Progress, the system updates the
item on each evaluation to which the item was cascaded.
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There are two pages that the administrator needs to complete before they can run the process:
•
Select Objectives:
The administrator uses this page to select the objective page. They then choose the section (if more
than one exists). Additionally they can indicate on this page whether or not to preview or confirm the
process. Once an administrator enters the page information, the system displays the items from the
page and section that was selected. The administrator can then select the items from this page that
they want to cascade.
•
Document Parameters:
Before running the process, the administrator selects the ePerformance document parameters to
which they want to cascade the items. The administrator selects the document type associated with
the objective plan. The system automatically enters period begin and end dates from the period dates
on the objective plan. The administrator, however, can overwrite these dates if they don't match the
dates of the document. However, administrators can choose to not enter the period end date in order
to select all documents started on or after begin date until the current date. The section name specifies
the section of the documents where objectives items are cascaded. From here administrators can
choose the level from which they want to cascade items downward.
Note: This process does not work as well for organizations that use anniversary dates to drive
performance evaluations.
When the administrator runs the process, the system selects all documents for employees using the
ePerformance Document Parameters that the administrator entered. Assuming the administrator selected
the Confirm Cascade Items option, the system cascades the items to the documents that have the status
of Define Criteria, Track Progress, or Evaluation In Progress, which also contain the same content
type as the objective section. The system generates a report that displays all employees in the selection
method to which the items were successfully cascaded. The system also generates a list of all employees
in the selection method to which the items can't be cascaded along with the reasons the cascade was not
successful.
Note: The system will not cascade an item if the status of the document is Cancelled.
Select Objectives Page
Use the Select Objectives page (EPO_SEL_OBJ) to select the objective items that you want to cascade to
individual performance documents from the Business Objective pages.
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Navigation
Workforce Development, Performance Management, Business Objectives, Cascade Objective Items,
Select Objectives
Image: Select Objectives page
This example illustrates the fields and controls on the Select Objectives page.
Objective Plan
Select the objective plan that contains the object items that you
want to cascade down to employee documents. The system
refreshes the page and then displays the Set ID and Department
ID fields if the plan is based on the department hierarchy.
If the objective plan is associated with a position ID, the system
displays this field instead of Set ID and Department ID.
Set ID
The system automatically enters the set ID associated with the
objective plan. You can, however select a different set ID if
needed.
Department ID
Enter the department ID associated with the objective plan.
Position ID
Enter the position ID associated with the objective plan. If
the objective plan is associated with a position ID, the system
displays this field instead of Set ID and Department ID.
Cascade Run Type
Select Preview Cascade Items if you want to preview the results
of the process but not cascade the items to the documents
you select on the Document Parameters page. Select Confirm
Cascade Items if you want to run and cascade the items to the
documents. The default for this option is Preview Cascade
Items.
Section Type
Select the section type associated with the objective plan that
you want to cascade down to your organization.
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Page Title and Page Owner
The system displays the page title and page owner when you
select a value for the Position ID field or the Department ID
field.
Section <Name>
When you select a value for the Section Type field, the system
displays a list of objectives associated with the objective plan
and section. Select the objectives that you want to cascade down
to the documents that you select on the Document Parameters
page.
Document Parameters Page
Use the Document Parameters page (EPO_DOC_PARM) to select the ePerformance document
parameters to which you want to cascade business objective items.
Navigation
Workforce Development, Performance Management, Business Objectives, Cascade Objective Items,
Document Parameters
Image: Document Parameters page
This example illustrates the fields and controls on the Document Parameters page.
302
Document Type
Select the document type associated with the objective plan that
you selected on the Select Objectives page.
Section Type
Select a section type to which you want to cascade objective
items. The drop-down list box displays all section that have
same content type as the section of the Objective page.
Period Begin Date and Period End
Date
The system automatically enters period begin and end dates
from the period dates on the objective plan. You can, however,
overwrite these dates if they don't match the dates of the
document. The dates entered here are used to select documents
that fall within the range.
Manager ID
This field determines the manager that the system should start
at to establish the population of employee documents. The
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Chapter 14
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system follows the direct report method used in ePerformance to
determine the manager's direct reports.
Overwrite existing item?
Select this check box if you want to overwrite items that already
exist on the documents to which you are cascading items.
Cascade Levels
Select either One or All to indicate the number of levels
to which you want to cascade items down to the selected
documents.
Selecting All will cascade items to the documents of all direct
and indirect reports of the manager. Selecting One will only
cascade items to documents of the manager's direct reports.
Administering Business Objectives
This section discusses how to:
•
Assign or transfer business objectives.
•
Manage the statuses of objectives.
•
Review late objectives.
•
Review objectives by status.
Pages Used to Administer Business Objectives
Page Name
Definition Name
Navigation
Usage
Assign/Transfer Business
Objectives - Select Objective
Plan
EPO_PLAN_SELECT
Workforce Development,
Performance Management,
Business Objectives,
Administer Business
Objectives, Assign/Transfer
Business Objectives, Assign/
Transfer Business Objectives
- Assign/Transfer Business
Objectives
Select an objective plan of
which business objectives are
to be assigned or transferred.
Assign/Transfer Business
Objectives
EPO_PAGE_SELECT
Click an objective plan on
the Assign/Transfer Business
Objectives - Select Objective
Plan page.
Assign Objectives pages to an
owner, or transfer ownership
of Objectives pages that have
already been assigned to a
different owner.
Manage Objectives Status Select Objective Plan
EPO_PLAN_SELECT
Workforce Development,
Performance Management,
Business Objectives,
Administer Business
Objectives, Manage
Objectives Status, Manage
Objectives Status
Select an objective plan of
which business objectives are
to be processed.
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Page Name
Definition Name
Navigation
Usage
Manage Objectives Status
EPO_PAGE_SELECT
Click an objective plan on the
Manage Objectives Status Select Objective Plan page.
Perform these actions on
business objectives: delete,
inactivate, lock, reactivate, or
unlock objectives.
Review Late Objectives Select Objective Plan
EPO_PLAN_SELECT
Workforce Development,
Performance Management,
Business Objectives,
Administer Business
Objectives, Review Late
Objectives, Review Late
Objectives - Select Objective
Plan
Select an objective plan of
which late business objectives
are to be reviewed.
Review Late Objectives
EPO_PAGE_SELECT
Click an objective plan on the
Manage Objectives Status Select Objective Plan page.
Search for objectives that
have not been published and
the published due date is prior
to today.
Review Objectives by Status - EPO_PLAN_SELECT
Select Objective Plan
Workforce Development,
Performance Management,
Business Objectives,
Administer Business
Objectives , Review
Objectives by Status, Review
Objectives by Status - Select
Objective Plan
Select an objective plan of
which late business objectives
are to be reviewed (by status).
Review Objectives by Status
Click an objective plan on the Review objectives by status.
Review Objectives by Status You can search for Objectives
Select Objective Plan page.
pages that are in any of
these statuses: In Progress
- Assigned, In Progress
- Unassigned, Inactive,
Published, and Ready to
Publish
EPO_PAGE_SELECT
Common Elements Used in this Section
304
Department
Select the department for which you want to administer an
action.
Objectives Owner
Select the owner of the objectives for which you want to
administer an action.
Status
To filter the search results, select one of these statuses:
•
In Progress - Assigned
•
In Progress - Unassigned
•
Inactive
•
Published
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•
Ready to Publish
Note: If you do not select a status, the system displays all
objectives regardless of status when you click search. In
addition not all statuses are available for selection on every
page.
Select
Select the check box associated with the objectives for which
you want to initiate an action.
Continue
After you select one or more objectives, click this button go
to the next page which you can use to notify the page owners
of the action that you are taking. If you are assigning the
Objectives page to a different owner, the system displays a page
that enables you to search for and select an owner.
Assign/Transfer Business Objectives Page
Use the Assign/Transfer Business Objectives page (EPO_PAGE_SELECT) to assign Objectives pages to
an owner, or transfer ownership of Objectives pages that have already been assigned to a different owner.
Navigation
Click an objective plan on the Assign/Transfer Business Objectives - Select Objective Plan page.
Image: Assign/Transfer Business Objectives page
This example illustrates the fields and controls on the Assign/Transfer Business Objectives page.
Action
Select one of these actions, enter your search criteria, and then
click Search to view a list of objectives:
•
Transfer Business Objectives
•
Assign Objective Owner
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Note: The system disables the Objectives Owner and Status
fields if you select the Assign Objective Owner action.
Manage Objectives Status Page
Use the Manage Objectives Status page (EPO_PAGE_SELECT) to perform these actions on business
objectives: delete, inactivate, lock, reactivate, or unlock objectives.
Navigation
Click an objective plan on the Manage Objectives Status - Select Objective Plan page.
Image: Manage Objectives Status page
This example illustrates the fields and controls on the Manage Objectives Status page.
Action
306
Select one of these actions, enter your search criteria, and then
click Search to view a list of objectives:
•
Delete Business Objectives
•
Inactivate Objectives
•
Lock Objectives
•
Reactivate Objectives
•
Unlock Objectives
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Note: If you select Reactivate Objectives, the system
automatically selects Inactive as the status.
Review Late Objectives Page
Use the Review Late Objectives page (EPO_PAGE_SELECT) to search for objectives that have not been
published and the published due date is prior to today.
Navigation
Click an objective plan on the Manage Objectives Status - Select Objective Plan page.
Image: Review Late Objectives page
This example illustrates the fields and controls on the Review Late Objectives page.
Select the Review Late Objectives action, enter your search criteria, and then click Search to view a list of
objectives.
Note: The system disables the Objectives Owner and Status fields for this action.
Review Objectives by Status Page
Use the Review Objectives by Status page (EPO_PAGE_SELECT) to review objectives by status.
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Navigation
Click an objective plan on the Review Objectives by Status - Select Objective Plan page.
Image: Review Objectives by Status page
This example illustrates the fields and controls on the Review Objectives by Status page.
Select the Review Objectives by Status action, enter your search criteria, and then click Search to view a
list of objectives.
Creating Objectives Summary Data
This section discusses how to create summary data for objectives.
Page Used to Create Objective Summary Data
308
Page Name
Definition Name
Navigation
Usage
Create Objectives Summary
Data
EPO_OBJ_ALIGN_EXT
Workforce Development,
Performance Management,
Business Objectives, Create
Objectives Summary Data,
Create Objectives Summary
Data
Extract data by objective
plan that the system will use
to generate the Employees
Aligned to Business
Objectives metric.
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Chapter 14
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Create Objectives Summary Data Page
Use the Create Objectives Summary Data page (EPO_OBJ_ALIGN_EXT) to extract data by objective
plan that the system will use to generate the Employees Aligned to Business Objectives metric.
Navigation
Workforce Development, Performance Management, Business Objectives, Create Objectives Summary
Data, Create Objectives Summary Data
Image: Create Objectives Summary Data page
This example illustrates the fields and controls on the Create Objectives Summary Data page.
Select the objective plan and you want to create summary data and then click Run.
Identifying Business Objective Nodes
This section discusses how to:
•
Select an objective plan.
•
Identify business objective nodes.
Note: Before you can create Business Objective pages, you must identify the nodes (departments or
positions) that are going to have business objective pages.
Pages Used to Identify Business Objective Nodes
Page Name
Definition Name
Navigation
Identify Business Objective
Nodes - Select Objective Plan
EPO_PLAN_
SELECT
Workforce Development,
Select the objective plan for
Performance Management,
which you want to identify nodes.
Business Objectives, Identify
Objective Nodes, Identify
Business Objective Nodes - Select
Objective Plan
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Usage
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Page Name
Definition Name
Navigation
Usage
Identify Business Objective
Nodes
EPO_PAGE_SETUP
Select the link associated with the Identify nodes that will have
objective plan for which you want business objective pages.
to identify nodes.
Identify Business Objective Nodes - Select Objective Plan Page
Use the Identify Business Objective Nodes - Select Objective Plan page (EPO_PLAN_SELECT) to select
the objective plan for which you want to identify nodes.
Navigation
Workforce Development, Performance Management, Business Objectives, Identify Objective Nodes,
Identify Business Objective Nodes - Select Objective Plan
Image: Identify Business Objective Nodes - Select Objective Plan page
This example illustrates the fields and controls on the Identify Business Objective Nodes - Select
Objective Plan page.
Click a link associated with the objective plan for which you want to identify business objective nodes.
The system displays the Identify Business Objective Nodes page.
Identify Business Objective Nodes Page
Use the Identify Business Objective Nodes page (EPO_PAGE_SETUP) to identify nodes that will have
business objective pages.
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Navigation
Select the link associated with the objective plan for which you want to identify nodes.
Image: Identify Business Objective Nodes page
This example illustrates the fields and controls on the Identify Business Objective Nodes page.
Department
Select the department or position for which you want to identify
nodes.
Search
After you select a department or position, click this button to
display the target department and direct reports.
Drill Up
Click to display the department or position and the child nodes
that the department or position you originally selected reports up
to.
View Chart
Click the View Chart icon to access the Search for Business
Objectives page which displays a graphical representation of
departments or positions that have business objective pages.
Select
Select the check boxes of the nodes that will have business
objective pages.
Drill Down
Click to display the departments or positions and the child nodes
that report to the manager listed in the Manager Name column.
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Review Plan Nodes
Click this button to access the Review Objective Pages page and
view the nodes assigned to the objective plan. This page lists the
department ID or position, title, and manager's name.
Restarting Objective Batch Processes
This section discusses how to restart an objective batch process.
Page Used to Restart Batch Processes
Page Name
Definition Name
Navigation
Usage
Restart Batch Processes
EPO_BATCH_RESTART
Workforce Development,
Performance Management,
Business Objectives, Restart
Batch Processes, Restart
Batch Processes
Restart the Notification and
Syndication batch processes.
Restart Batch Processes Page
Use the Restart Batch Processes page (EPO_BATCH_RESTART) to restart the Notification and
Syndication batch processes.
Navigation
Workforce Development, Performance Management, Business Objectives, Restart Batch Processes,
Restart Batch Processes
Image: Restart Batch Processes page
This example illustrates the fields and controls on the Restart Batch Processes page.
Select one or more processes and then click the Submit button.
Generating Reports
This section provides an overview of reports in ePerformance, lists a prerequisite for generating reports,
and discusses how to:
•
312
Generate missing documents reports.
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Chapter 14
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Performing Administrative Tasks
Generate late documents reports.
Pages Used to Generate Reports
Page Name
Definition Name
Navigation
Usage
Missing Documents
RUNCTL_EP_RPT
Workforce Development,
Performance Management,
Reports, Missing Documents
Report, Missing Documents
Generate reports for missing
documents.
Late Documents
RUNCTL_EP_RPT
Workforce Development,
Performance Management,
Reports, Late Documents
Report, Late Documents
Generate reports for late
documents.
Understanding Reports in ePerformance
These are the reports that ePerformance provides to assist human resources (HR) administrators in
tracking late or missing documents:
•
Missing Documents
This report lists documents that were not created for a group of employees that you select by group
ID, document type, and date range. Knowing whether documents are missing is important if the HR
department has defined desired rating distribution percentages, as the results of the distribution report
are not reliable unless everyone in the group has a document and receives a rating during the period.
•
Late Documents
Use this report to generate a list of late documents, by document type, for a group of employees. If the
current date is greater than the due date and the status of the manager evaluation is not yet complete,
the document is reported as late. This report ignores documents that are canceled.
Prerequisite for Generating Reports
Before running any reports, you must first ensure that the groups of employees for which to run the
reports are established. This is essential because the reports run against groups of employees.
Related Links
"Understanding Group Build (PeopleSoft HCM 9.2: Application Fundamentals)"
ePerformance Reports: A to Z
Missing Documents Page
Use the Missing Documents page (RUNCTL_EP_RPT) to generate reports for missing documents.
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Chapter 14
Navigation
Workforce Development, Performance Management, Reports, Missing Documents Report, Missing
Documents
Image: Missing Documents page
This example illustrates the fields and controls on the Missing Documents page.
Group As Of Date
Enter a group as of date.
The report generates a list of missing documents for employees
belonging to the group that is defined in the Group ID field as of
the date specified.
Group ID
Identify the group of employees to include in the report.
Document Type
Select a document type, such as quarterly, annual, or yearly. You
define document types on the Document Types page.
From Date and To Date
The from and to dates establish a date range that the system
uses in conjunction with the period basis to select documents
to include in the report. For example, if you define a from and
to date range of January 1, 2008 to December 31, 2008, and
the period basis is Period End Date, the report only selects
documents whose period end date falls between those dates.
Period Basis
The period basis determines which of the dates on the manager
evaluation the system uses when selecting missing documents to
publish in the report. Select one of these options:
•
Period Begin Date
Select this option to look for employees who do not have
a document of the specified type with a period begin date
falling within the range that you entered in the From Date
and To Date fields.
•
314
Period End Date
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Performing Administrative Tasks
Select this option to look for employees who do not have
a document of the specified type with a period end date
falling within the range entered in the From Date and To
Date fields.
•
Due Date
Select this option to look for employees who do not have a
document of the specified type with a due date falling within
the range entered in the From Date and To Date fields.
Late Documents Page
Use the Late Documents page (RUNCTL_EP_RPT) to generate reports for late documents.
Navigation
Workforce Development, Performance Management, Reports, Late Documents Report, Late Documents
Image: Late Documents page
This example illustrates the fields and controls on the Late Documents page.
Language
Select the language in which you want to generate the report.
Group As Of Date
Select the as of date. The report generates a list of late
documents for employees belonging to the group that is defined
in the Group ID field as of the date specified.
Group ID
Enter the group ID of the employees for whom you want to
generate the report.
Document Type
Select a document type, such as quarterly, annual, or project
review. You define document types on the Document Types
page.
Related Links
Understanding Inquiry Pages
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Chapter 15
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Understanding Inquiry Pages
Managers, employees, and human resources (HR) administrators can access different inquiry pages that
enable them to view data of interest to their role. This section discusses:
•
Manager and employee pages.
•
Administrator pages.
•
Pagelets.
Manager and Employee Pages
Managers and employees can view lists of their completed documents for both performance and
development evaluations and can drill down to detail documents.
Additionally, managers can:
•
View the approval status of documents for their direct reports (View Approval Status page).
•
Access documents for their indirect reports in view-only mode (view-only documents under Manager
Self Service).
•
Access the chart that summarizes the status of documents for their direct reports (View Status
Summary page).
Administrator Pages
The following inquiry pages are designed specifically for HR administrators:
•
Rating Distribution Summary page.
Contains preliminary, actual, and desired rating distributions for a group of employees, defined by
group ID, in the form of a bar chart. Administrators use this page to determine whether ratings are
distributed in the expected manner, and to plan how to bring actual ratings in line with desired ratings.
•
Status Summary page.
Contains a pie chart that summarizes the status of documents for a group of employees.
•
Debug/Trace Results page.
Lists the detailed calculations that are associated with a particular document. An HR administrator can
use this information to debug suspected problems with rating calculations.
Note: Producing this page can have a significant impact on system performance.
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Pagelets
ePerformance delivers these pagelets to provide managers quick access to information they need to
perform their tasks:
•
Employee Performance — view alerts that are generated for documents that the manager is
responsible for and take appropriate actions.
•
View Status Summary — review the status summary for documents that the manager is responsible
for.
These pagelets are available if PeopleSoft Applications Portal is installed. To make them available for
selection, for example, under the HCM Portal Pack section of the home page personalization:
1. Navigate to PeopleTools, Portal, Structure and Content. Click the Portal Objects link on the Structure
and Content page.
2. Click the Homepage link on the Structure and Content page.
3. Click the Tabs link on the Structure and Content page. Click the Edit link for the My Page row.
4. Select the Tab Content page. In the HCM Portal Pack section, select the pagelet you want the system
to display for users in the content personalization for home page.
Users can personalize (from the pagelet header) the options and parameters used to build these pagelets.
Viewing Historical Documents
This section discusses how to access historical documents.
318
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Using Inquiry Pages
Pages Used to View Historical Documents
Page Name
Definition Name
Navigation
Usage
<Performance or
Development> Document
History
EP_APPR_
SELECT
•
Manager Self Service,
Performance Management,
Performance Documents,
Historical Documents,
Performance Document History
Access completed documents for
employees that you manage or for
yourself.
•
Self Service, Performance
Management, My Performance
Documents, Historical
Documents, Performance
Document History
•
Manager Self Service,
Performance Management,
Development Documents,
Historical Documents,
Development Document History
•
Self Service, Performance
Management, My Development
Documents, Historical
Documents, Development
Document History
•
Self Service, Performance
Access completed documents for
Management, Other's
multi-participant evaluations in
Performance Documents,
which you participated.
Historical Evaluations, My
Historical Evaluations for Others
•
Self Service, Performance
Management, Other's
Development Documents,
Historical Evaluations, My
Historical Evaluations for Others
My Historical Evaluations EP_APPR_OTH_
for Others
SELECT
<Performance or Development> Document History Page
Use the <Performance or Development> Document History page (EP_APPR_SELECT) or My Historical
Evaluations for Others page (EP_APPR_OTH_SELECT) to access completed documents for employees
that you manage, for yourself, or for multi-participant evaluations in which you participated.
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Navigation
•
Manager Self Service, Performance Management, Performance Documents, Historical Documents,
Performance Document History
•
Self Service, Performance Management, My Performance Documents, Historical Documents,
Performance Document History
•
Manager Self Service, Performance Management, Development Documents, Historical Documents,
Development Document History
•
Self Service, Performance Management, My Development Documents, Historical Documents,
Development Document History
•
Self Service, Performance Management, Other's Performance Documents, Historical Evaluations, My
Historical Evaluations for Others
•
Self Service, Performance Management, Other's Development Documents, Historical Evaluations, My
Historical Evaluations for Others
Note: These pages are all similar in appearance and usage; only the Performance Document History page
is detailed here.
Image: <Performance or Development> Document History page
This example illustrates the fields and controls on the <Performance or Development> Document History
page.
The <Performance or Development> Document History page and My Historical Evaluations for Others
page look and function similarly.
Filter Criteria
Enter search criteria to limit which documents appear in the list.
Note: This page region appears only if you access the page from Manager Self-Service.
First Name and Last Name
320
Enter the first and last names of the employee whose documents
you want to access.
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Chapter 15
Using Inquiry Pages
Document Type and Document
Status
Select the document type and status of documents you want to
view.
Period Between
Enter a date range for which you want to view documents.
<Performance or Development> Documents
Completed documents that meet the selection criteria appear in this list. The information that appears
—Employee, Document Type, Document Status, Period Begin, Period End, Job Title, and Rating—assists
you to identify the specific document you want to view. You can click the link to open the document for
viewing.
Viewing Documents for Your Team
This section lists the pages used to view documents for direct and indirect reports.
This transaction allows managers to view all current and prior performance documents (as well as
development documents) for employees that currently report to their organizations regardless of whether
they are the manager listed on the document.
Pages Used to View Documents for Your Team
Page Name
Definition Name
Navigation
Usage
View-Only Documents
HR_DR_DIRECTREPORT
•
Manager Self
Select an employee whose
Service, Performance
documents you want to view.
Management,
Performance Documents,
View-Only Documents,
View-Only Documents
•
Manager Self
Service, Performance
Management,
Development
Documents, View-Only
Documents, View-Only
Documents
Select an employee.
Then, select a document
to view on the View
Development Documents
page that appears.
View <Performance or
Development> Documents
EP_APPR_SELECT
Select an employee on the
View-Only Documents page.
View the document steps
and statuses for the selected
document in WorkCenter.
From this page, you can click
the View link wherever it
appears to view details of the
step.
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Related Links
Accessing Documents
Viewing Approval Status
This section lists the pages used to view approval status.
Pages Used to View Approval Status
Page Name
Definition Name
Navigation
Usage
View Approval Status
Summary
EP_APPRAISL_APPR_L
Manager Self Service,
Performance Management,
View Approval Status, View
Approval Status Summary
View a list of documents for
which you are a participant in
the approval process.
View Approval Status Detail
EP_APPRAISAL_EE
Select a name link on the
View Approval Status
Summary page.
View approval status of a
single document.
Related Links
Approving Documents
View Approval Status Summary Page
Use the View Approval Status Summary page (EP_APPRAISL_APPR_L) to view a list of documents for
which you are a participant in the approval process.
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Using Inquiry Pages
Navigation
Manager Self Service, Performance Management, View Approval Status, View Approval Status
Summary
Image: View Approval Status Summary page
This example illustrates the fields and controls on the View Approval Status Summary page.
Name
Click the link of the employee name to view the detail of the
corresponding transaction request.
View Approval Status Detail Page
Use the View Approval Status Detail page (EP_APPRAISAL_EE) to view approval status of a single
document.
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Navigation
Select a name link on the View Approval Status Summary page.
Image: View Approval Status Detail page
This example illustrates the fields and controls on the View Approval Status Detail page.
Performance Document Details
Click to view the corresponding performance document content
in a modal window.
Approval Summary
Click to return to the View Approval Status Summary page.
Defining Data for Inquiry Pages
This section lists prerequisites and discusses how to:
•
Define the desired rating distribution.
•
Define the data collection for inquiries.
Pages Used to Define Data for Inquiry Pages
324
Page Name
Definition Name
Navigation
Usage
Setup Rating Distribution
EP_DESIRED_DIST
Workforce Development,
Performance Management,
Reports, Setup Rating
Distribution, Setup Rating
Distribution
Define the parameters
for generating the Rating
Distribution Summary report
for a selected group of
employees.
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Chapter 15
Using Inquiry Pages
Page Name
Definition Name
Navigation
Usage
Create Summary Data
RUNCTL_EP_RPT_SNAP
Workforce Development,
Performance Management,
Reports, Create Summary
Data
Define the data collection
that contains the documents
against which inquiries are
run. This is a prerequisite for
using the Rating Distribution
Summary and Status
Summary inquiry pages.
Prerequisites
Before you run inquiries to produce reports and graphs, you must:
•
Define rating distribution parameters.
Before defining the parameters for the desired rating distribution, define the group for which to
produce a ratings distribution report.
Note: To obtain meaningful rating distribution information, you should use the same rating model
and calculation method for all group members. Additionally, an employee should belong to only one
group for which you define and evaluate a document result distribution. Therefore, it's important that
you carefully define rating distribution groups and use the Group Member Overlap (GBP001) report
to identify members with membership in more than one group.
•
Run the Create Summary Data (EP_RPT_SNAP) process to build a collection of data for input to
various inquiries and reports.
Related Links
"Understanding Group Build (PeopleSoft HCM 9.2: Application Fundamentals)"
Setup Rating Distribution Page
Use the Setup Rating Distribution page (EP_DESIRED_DIST) to define the parameters for generating the
Rating Distribution Summary report for a selected group of employees.
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Chapter 15
Navigation
Workforce Development, Performance Management, Reports, Setup Rating Distribution, Setup Rating
Distribution
Image: Setup Rating Distribution page
This example illustrates the fields and controls on the Setup Rating Distribution page.
The group for which you define the desired distribution parameters appears at the top of the page.
Review Rating Model
For the report to be meaningful, all group members for which you are defining parameters should share
the same rating model and calculation method that you select in the following fields.
Document Type
Select the type of document for the desired distribution.
Rating Model
Select the rating model for the desired distribution.
Calc Method (calculation method)
Select the calculation method for the desired distribution.
Options are: Average, Revw Band (review band), or Sum (
summation).
Desired Rating Distribution
The desired rating distribution defines, for a given group of employees, the desired percentage of
documents that should fall into each rating category or point spread. The selected calculation method
determines which fields appear in this group box:
Review Rating
326
If the calculation method is average or review band, this field
displays the document's qualitative ratings from the rating
model table.
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Chapter 15
Using Inquiry Pages
Description
If the calculation method is average or review band, the
description of the qualitative rating appears. The descriptions
come from the Rating Model table.
From Points and To Points
These fields appear if the calculation method is summation.
Enter the beginning point value and ending point value for the
desired distribution. Enter point ranges sequentially; do not
leave gaps or enter overlapping point ranges.
Desired Distribution
If the calculation method is summation, enter the percentage
of employees that should receive the number of points that are
defined by the From Points and To Points fields.
If the calculation method is average or review band, enter the
percentage of employees that should receive the rating that is
specified in the Document Rating field. Distribution percentages
must add up to 100.
Examples
The following examples illustrate how the Desired Distribution field works with the From Points, To
Points, and Review Rating fields:
•
For five percent of the group members to receive a rating of 10 to 20 points, enter 10 in the From
Points field, 20 in the To Points field, and 5 in the Desired Distribution field.
•
For five percent of the group members to receive a review rating of O (outstanding), enter five percent
in the Desired Distribution field that corresponds to the O rating.
Create Summary Data Page
Use the Create Summary Data page (RUNCTL_EP_RPT_SNAP) to define the data collection that
contains the documents against which inquiries are run.
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Chapter 15
Navigation
Workforce Development, Performance Management, Reports, Create Summary Data
Image: Create Summary Data page
This example illustrates the fields and controls on the Create Summary Data page.
The Create Summary Data process builds the data collection that is used in the rating distribution and
status inquiry pages. You must specify at least a Group ID and a Group As Of Date to run this process;
other parameters are available to further refine the data collection.
This is a prerequisite for using the Rating Distribution Summary and Status Summary inquiry pages.
Group As of Date
The system summarizes data for employees belonging to the
group defined in the Group ID field as of the date specified.
Document Type
Select a document type, such as quarterly, annual, or yearly. If
you leave this field blank, the system selects all document types.
From Date and To Date
Enter the dates that define a date range for selecting documents
to include in the report. These fields work in conjunction with
the period basis selection.
Period Basis
328
Period Begin Date
Select to have the system retrieve data for documents that have
a period begin date that falls between the dates that you enter
in the From Date and To Date fields. The period begin date
represents the first day of the period and is associated with a
document when the document is first created.
Period End Date
Select to have the system retrieve data from documents that
have a period end date that falls between the dates that you
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Chapter 15
Using Inquiry Pages
enter in the From Date and To Date field. The period end date
represents the last day of the period and is associated with a
document when the document is first created.
Group ID
Group ID
Enter the group ID that is associated with the employees for
whom you want to generate the inquiry data. Group IDs are
defined as part of the Group Build process in PeopleSoft HR.
Note: When generating data for the status inquiry pages, Oracle
recommends that group members share the same approval
process option.
Viewing Ratings Summaries
This section provides an overview on ratings distribution, lists prerequisites, and discusses how to:
•
View rating distribution summaries.
•
View rating distribution details.
Pages Used to View Ratings Summaries
Page Name
Definition Name
Navigation
Usage
View Rating Summary
EP_DISTRIB_SUM
Workforce Development,
Performance Management,
Reports, View Rating
Summary
View the preliminary,
actual, and desired rating
distributions for a group of
employees and document
type.
Rating Distribution Detail
EP_DISTRIB_DTL
Click a bar on the View
Rating Summary page.
View details for employees
that fall into the selected
rating category or point spread
on the rating distribution bar
chart.
Understanding Ratings Distributions
The ratings distribution summary report is the most reliable if the documents for everyone in the ratings
distribution group are no longer in the In Progress status, and that an overall summary rating was entered
or calculated on all documents. Additionally, because the rating distribution reports include preliminary
ratings, you should ensure that all preliminary ratings are entered.
Prerequisites
Before you can view a rating distribution summary you must:
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Using Inquiry Pages
Chapter 15
•
Define the desired rating distribution on the Setup Rating Distribution page.
•
Build the data collection from which the rating distribution is generated on the Create Summary Data
page.
View Rating Summary Page
Use the View Rating Summary page (EP_DISTRIB_SUM) to view the preliminary, actual, and desired
rating distributions for a group of employees and document type.
Navigation
Workforce Development, Performance Management, Reports, View Rating Summary, View Rating
Summary
Image: View Rating Summary page
This example illustrates the fields and controls on the View Rating Summary page.
Group ID
330
The group ID for the employees whose rating results appear on
the page.
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Chapter 15
Using Inquiry Pages
Rating Model
The rating model that is used to quantify and evaluate employee
performance.
Calc Method calculation method)
The method that is used to calculate ratings. Values are:
Summary, Average, and Review Band.
Note: The document template defines the calculation method.
Last Updated
The date on which the document rating distribution data that
appears on the page was last calculated.
Note: To calculate the data, you must run the Create Summary
Data process.
Total Prelim Rated Documents (total The total number of documents for which preliminary ratings
preliminary rated documents)
were defined.
Total Final Rated Documents
The total number of documents with final rating results.
Bar Chart Data
The information that the bar chart represents depends on the method that is used to calculate the overall
ratings:
•
•
If the calculation method is Average or Review Band:
•
The vertical axis shows the percentage of completed documents.
•
The horizontal axis shows qualitative rating categories, for example: Company Maker or Exceeds
Expectations.
If the calculation method is Summation:
•
The vertical axis shows the percentage of documents that fall into each point range that is defined
on the Desired Rating Distribution page.
•
The horizontal axis shows each from and to point range that is defined on the Desired Rating
Distribution page.
For both calculation methods, the bar chart compares preliminary, actual, and desired results. Preliminary
results come from the Preliminary Ratings page; actual ratings come from the Manager Evaluation page;
desired results come from the Desired Rating Distribution Table page.
Click a preliminary or actual bar to access the Rating Distribution Details page, where you can view
detailed information for the selected rating category or point spread.
Related Links
Defining Sections
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Chapter 15
Rating Distribution Detail Page
Use the Rating Distribution Detail page (EP_DISTRIB_DTL) to view details for employees that fall into
the selected rating category or point spread on the rating distribution bar chart.
Navigation
Click a bar on the View Rating Summary page.
Image: Rating Distribution Detail page
This example illustrates the fields and controls on the Rating Distribution Detail page.
This page lists detailed information for the employees within the rating category or point spread that you
selected on the Rating Distribution Summary page.
Calculation Method
The calculation method that is used to calculate the overall
ratings. Values are Average, Review Band, and Summation.
Approval Status
The code for the approval status:
•
NREQ: Not required
•
OPEN: Not submitted
•
SUBM: Submitted
•
APRV: Approved
•
DENY: Denied
Viewing Document Status Summaries
This section provides an overview of status inquiry page access, lists a prerequisite, and discusses how to:
332
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•
View the document status summary.
•
View document status details.
Pages Used to View Document Status Summaries
Page Name
Definition Name
Navigation
Usage
View Status Summary
EP_STATUS_SUM_MGR
Manager Self Service,
Performance Management,
View Status Summary, View
Status Summary
View a pie chart that shows
the percentage of documents
in each document status
as a manager. Each wedge
represents a document status.
View Status Summary
EP_STATUS_SUM
Workforce Development,
Performance Management,
Reports, View Status
Summary, View Status
Summary
View a pie chart that shows
the percentage of documents
in each document status
for the selected group as an
administrator. Each wedge
represents a document status.
Document Status Detail
EP_STATUS_DTL
Click a wedge in the pie chart
on the View Status Summary
page.
View the list of employees
that comprise the document
status selected on the
Document Status Summary
page. Also see status details
for each employee.
Understanding Status Inquiry Page Access
For the status inquiry pages, group members should share the same approval process option. The approval
process option determines when, and if, documents approval is required. It also determines which statuses
documents must pass through before they reach the Complete status.
To access the status inquiry pages as an administrator, enter either a group ID or a document type on
the search page to select the employees whose document statuses you want to view. All members of the
group should have the same document type. If more than one document template was used to generate
the documents, and the review process options differ (for example, some documents hold a review and
others do not), then it is possible that not every document that is selected for the report will go through the
same set of statuses. As for managers who have access to view document status summary, their view is
limited only to documents of their direct reports. So while they do need to specify the document type and
period begin and end dates of the documents they want to look at in the chart (if no default values have
been assigned), group ID is not applicable to them.
The inquiry pages always represent the correct percentage of documents in each status; however, if more
than one review process option is represented, the pages might not give you a complete picture of the
statuses through which documents must pass.
Prerequisite
Before you can use inquiry pages to view the status of documents, use the Create Summary Data page to
create a snapshot of the data to be used by the inquiry page.
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Using Inquiry Pages
Chapter 15
View Status Summary Page
Use the View Status Summary page (EP_STATUS_SUM_MGR) or the View Status Summary page
(EP_STATUS_SUM) to view a pie chart that shows the percentage of documents in each document status
as a manager or as an administrator.
Navigation
•
Manager Self Service, Performance Management, View Status Summary, View Status Summary
•
Workforce Development, Performance Management, Reports, View Status Summary, View Status
Summary
Image: View Status Summary page
This example illustrates the fields and controls on the View Status Summary page.
334
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Using Inquiry Pages
When the user accesses this page for the first time, the system builds the status summary chart using the
default values specified on the Assign Document Defaults page. If no default values are available, the
Change Parameters page is displayed for the user to enter parameters that are used to create the chart.
This chart is also available as a pagelet. For more information, see Understanding Inquiry Pages.
Note: The same functionality is also available to administrators under Workforce Development,
Performance Management, Reports, View Status Summary. Information shown on the administrator
version of the page is slightly different than the manager’s. Parameter defaulting is not available in the
administrator version of the chart; the administrator needs to select a group ID and a document type for
the status summary to be rendered. For the manager version of the chart, group ID is not applicable; only
documents for the manager’s direct reports that are matching the parameters are represented in the chart.
Period basis is also not visible for managers.
Group ID
Displays the group ID for which the summary results are
rendered.
This field is available if the user accesses the page as an
administrator.
Document Type
Displays the document type for which the summary results are
rendered.
From Date and To Date
Displays the time period for which the summary results are
rendered.
Change Parameters
Click to open the Change Parameters page to select different
parameters used for the status summary page. When parameters
are changed, the system kicks off the EP_RPT_MGR
application engine process to reload the status summary chart
that is viewable from Manager Self Service or the pagelet. Click
the Use Default Settings button on the page if you want to use
the default values (specified on the Assign Document Defaults
page) to build the chart again.
This feature is only available when the chart is accessed from
Manager Self Service or the pagelet, and it is not applicable to
the administrator version.
Total Documents
Displays the total number of documents for which summary
results are available.
Last Updated
Displays the date when the document status summary data that
appears on the page was last calculated.
Note: To calculate the displayed data for the administrator
version of the chart, you must run the Create Summary Data
process. The EP_RPT_MGR AE process is responsible for
building the chart that is accessible from Manager Self Service
or the pagelet.
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Pie Chart Data
For the selected group and document type, the pie chart displays the percentage of documents that are
currently associated with each document status.
Click a wedge to access the Document Status Detail page, where you can see the list of employees with
documents in the selected status.
See Document Status Detail Page.
Related Links
Document Statuses during Review and Approval
Document Status Detail Page
Use the Document Status Detail page (EP_STATUS_DTL) to view the list of employees that comprise the
document status selected on the View Status Summary page.
Navigation
Click a wedge in the pie chart on the View Status Summary page.
Image: Document Status Detail page
This example illustrates the fields and controls on the Document Status Detail page.
This page displays the employee IDs, employee record numbers (for administrator only), employee
names, period begin and end dates and the approval statuses (for administrator only) for the wedge you
selected in the pie chart on the View Status Summary page.
Approval Status
336
The code for the approval status:
•
NREQ: Not required
•
OPEN: Not submitted
•
SUBM: Submitted
•
APRV: Approved
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Using Inquiry Pages
•
DENY: Denied
This field is available to administrators only.
Viewing Detailed Calculations of Performance Results
This section provides an overview of debug/trace logs, lists a prerequisite, and discusses how to:
•
View the debug/trace log.
•
View calculation information.
Pages Used to View the Debug/Trace Log
Page Name
Definition Name
Navigation
Usage
ePerformance Debug/Trace
Log
EP_DEBUG
Workforce Development,
Performance Management,
Calculation Debug/Trace Result,
ePerformance Debug/Trace Log
View the detailed calculations for
a document so that you can debug
or trace the calculation.
ePerformance Debug/Trace
Log (printable version)
EP_DEBUG_PRNT
Click the Printable Version link
on the ePerformance Debug/Trace
Log page.
Display all calculation information
on a single page for convenient
printing.
Understanding Debug/Trace Logs
You can view a log of the steps that the system takes to calculate the results of a selected document. This
feature can be helpful when you're trying to debug setup problems that are not easily identified by looking
at the results of a document calculation.
The system generates a debug/trace log for a document when the user clicks a calculate button on the
Maintain Documents page.
When a user first enters the Evaluation page, the system deletes any existing debug/trace information for
the subdocument and begins a new trace. The document does not need to be saved to record the debug/
trace results; clicking a calculate button automatically saves the results to the log.
Review the results of the debug/trace process after results are calculated and before accessing the
Evaluation page for the same subdocument, since accessing the page again deletes the debug/trace data
just created.
Prerequisite
To have the system log calculation entries, you must select the Debug Rating Calculations check box
on the ePerformance page (Set Up HCM, Install, Product Specific, ePerformance Installation Settings,
ePerformance).
Warning! Enabling this feature can have a significant impact on system performance. We recommend that
you use the feature only when you are testing and debugging the ePerformance setup.
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Using Inquiry Pages
Chapter 15
Related Links
Defining System Settings
ePerformance Debug/Trace Log Page
Use the ePerformance Debug/Trace Log page (EP_DEBUG) to view the detailed calculations for a
document so that you can debug or trace the calculation.
Navigation
Workforce Development, Performance Management, Calculation Debug/Trace Result, ePerformance
Debug/Trace Log
Image: ePerformance Debug/Trace Log page
This example illustrates the fields and controls on the ePerformance Debug/Trace Log page.
Note: To access this page you must select the Debug Rating Calculations check box on the ePerformance
page (Set Up HCM, Install, Product Specific, ePerformance Installation Settings, ePerformance) and then
perform a calculation on a Manager Evaluation page.
Log Entry Type
Select a log entry type to filter the output. Options are:
•
Trace:
Only those entries that show the steps performed in the
calculation appear.
•
Informational:
Informational entries only appear. For example, an
information entry is created when the system attempts to
calculate a section for which none of the subordinate items
have been rated. Information entries help explain why a
particular result is obtained from a calculation.
•
338
Error:
Copyright © 1988-2013, Oracle and/or its affiliates. All rights reserved.
Chapter 15
Using Inquiry Pages
Errors appear in red and generally indicate a setup problem.
•
Send to PeopleSoft
Warning.
Click to access the Launch Diagnostics page (PT_DIAG_
PLUGIN) and send the diagnostics information to Oracle.
For more information on the delivered HCM application
diagnostic plug-in for ePerformance, see"ePerformance
(PeopleSoft HCM 9.2: Application Fundamentals)"
Printable Version
Click to render a page that presents all trace information,
without tabs, so that you can print a copy.
Note: When using the browser's File, Print option to print this
page, be sure to set the printer layout to landscape mode.
Step Detail Tab
Click this tab to view the rating model, calculation method, review rating, numeric rating, review points,
and the trace/debug messages for the employee.
ePerformance Debug/Trace Log Page (printable version)
Use the ePerformance Debug/Trace Log (printable version) page (EP_DEBUG_PRNT) to display all
calculation information on a single page for convenient printing.
Navigation
Click the Printable Version link on the ePerformance Debug/Trace Log page.
Image: ePerformance Debug/Trace Log page (printable version)
This example illustrates the fields and controls on the ePerformance Debug/Trace Log page (printable
version).
Copyright © 1988-2013, Oracle and/or its affiliates. All rights reserved.
339
Appendix A
Archiving Performance and Development
Documents
Understanding Document Archiving
This section discusses:
•
Document archiving.
•
Delivered archive objects.
•
Running the archive process.
•
Deleting archived rows.
Related Links
"Managing the Data Archive Manager (PeopleSoft HCM 9.2: Global Payroll)"
Document Archiving
Over the years the number of documents within your organization is likely to grow to an unmanageable
number. To help alleviate this problem, PeopleSoft provides a method to archive and delete performance
and development documents by country and document type when the document is older than a specified
date.
Delivered Archive Objects
ePerformance delivers these archive objects:
•
EP_APPR_DOCS
•
EP_APPR_DOCS_FPA
ePerformance also delivers the EP_APPR template.
This table lists the archiving records that are delivered for the EP_APPR_DOCS archive object:
Description
Archiving Record
History Record
Document Header
EP_APPR
EP_APPR_HST
Document Item - Baseline
EP_APPR_B_ITEM
EP_A_B_ITEM_HST
Document Role - Baseline
EP_APPR_B_ROLE
EP_A_B_ROLE_HST
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Appendix A
Description
Archiving Record
History Record
Document Section - Baseline
EP_APPR_B_SEC
EP_A_B_SEC_HST
Document Sub-Item - Baseline
EP_APPR_B_SUB
EP_A_B_SUB_HST
Checkpoint Header table
EP_APPR_C
EP_APPR_C_HST
Track Progress Checkpoints
EP_APPR_CHECKPT
EP_A_CHKPT_HST
Checkpoint Item table
EP_APPR_C_ITEM
EP_A_C_ITEM_HST
Checkpoint Section table
EP_APPR_C_SEC
EP_A_C_SEC_HST
Checkpoint Subitem table
EP_APPR_C_SUB
EP_A_C_SUB_HST
Document Item
EP_APPR_ITEM
EP_A_ITEM_HST
Nominate Participants
EP_APPR_NOMINEE
EP_A_NOMINE_HST
Building Rvw Participant List
EP_APPR_NOM_LST
EP_A_NM_LST_HST
Document Participants
EP_APPR_PARTIC
EP_A_PARTIC_HST
Document Role
EP_APPR_ROLE
EP_A_ROLE_HST
Document Section
EP_APPR_SECTION
EP_A_SECTN_HST
Wkflow for Appraisal SS
EP_APPR_STA
EP_A_STA_HST
Document Sub-Item
EP_APPR_SUBITEM
EP_A_SBITM_HST
ePerformance Attachments
EP_ATTACH
EP_ATTACH_HST
Federal Review Comments
GVT_EP_COMMENTS
GVT_EP_CMNT_HST
This table lists the archiving records that are delivered for the EP_APPR_DOCS_FPA archive object:
Description
Archiving Record
History Record
FPS - Employee
Review History
FPAREVIEW_HIST
FPARVW_HIST_HST
Running the Archive Process
To archive ePerformance documents, follow these steps:
1. Access the Archive Data to History page (PeopleTools, Data Archive Manager, Archive Data to
History).
2. Create a run control ID.
3. Select EP_APPR (ePerformance Docs Archive) as the Archive Template.
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Appendix A
Archiving Performance and Development Documents
4. For archiving by country, document type, and date, choose Selection as the Process Type.
5. Select one of the these values:
•
EP_APPR_AR_CNTY_DCIND_DT (Archive by Cntry, Doc Ind, Dt).
•
EP_APPR_AR_CNTY_DCTYP_DT (Archive by Cntry, Doc Typ, Dt).
•
EP_APPR_AR_CNTY_DT (Archive by Cntry, Dt).
•
EP_APPR_AR_DATE (Archive by Date)
•
EP_APPR_AR_DCTYP_DT (Archive by Doc Typ, Dt)
•
EP_APPR_AR_EMPLID_DT (Archive by Emp Id, Dt)
6. If you are using an Oracle database, select Row Based Processing and then enter a number (usually
10000) in the Commit Frequency field.
Note: Selecting Row Based Processing is not required for any other platform other than Oracle.
7. Click the Define Binds link.
8. Click the Reset Query Bind Variables button.
9. Enter the appropriate information in these fields:
•
Country
•
Document Type
•
Document end date less than
The system archives into the History tables documents that are older than the date you entered.
10. Run the process.
Deleting Archived Rows
To delete archived ePerformance documents, follow these steps:
1. Access the Archive Data to History page (PeopleTools, Data Archive Manager, Archive Data to
History).
2. Create a run control ID.
3. Select EP_APPR (ePerformance Docs Archive) as the Archive Template.
4. To delete old documents, choose Delete as the Process Type.
5. From the Batch Number field, select the batch number that was assigned to the archive process.
6. If you are using an Oracle database, select Row Based Processing and then enter a number (usually
10000) in the Commit Frequency field.
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Appendix A
Note: Rows have to be in the History tables to be deleted from Transaction tables.
7. Select the Audit Row Count check box.
8. Run the process.
Note: If you need to restore rows from History tables back to Transaction tables, select Rollback as
the process type and then select the query that meets your needs. You also need to reset the query bind
variable fields (Country, Document Type, Doc end date greater than, and Doc end date less than).
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Copyright © 1988-2013, Oracle and/or its affiliates. All rights reserved.
Appendix B
Delivered Workflow for ePerformance
Delivered Workflow for ePerformance
This section discusses ePerformance workflow. The workflows are listed alphabetically by workflow
name.
Related Links
Modifying Self-Service Pages and Email Notifications
ePerformance Notification Events
This section discusses the ePerformance notification workflow.
Description
ePerformance
Notification Event
Description
Event Description
When employees and managers use ePerformance to create evaluations, this generic notification
event is used to support email notifications that are sent to the appropriate participant.
Action Description
In ePerformance, workflow notification is configurable at each point in the evaluation process.
Available email notifications are sent to inform the appropriate persons of: the availability of
evaluations for viewing and update; a change in the status of documents; a request for review and
approval of evaluation criteria, participant nominations, or evaluations; invitations to participate
in evaluations; and acceptance or declination of invitations.
Notification Method
email
Copyright © 1988-2013, Oracle and/or its affiliates. All rights reserved.
345
Appendix C
Integrating with PeopleSoft Enterprise
Learning Management
Integrating with Enterprise Learning Management
ePerformance uses the Integration Broker to facilitate communication between the ePerformance and
Enterprise Learning Management systems. Use the following steps to set up the integration between two
systems.
Note: These steps assume that both systems are operating on the same PeopleTools version.
1. Ping the local gateway in both HCM and ELM systems.
From the HCM system:
a. Navigate to PeopleTools, Integration Broker, Configuration, Gateways.
b. Search for the gateway that has the Local Gateway check box selected.
c. Click the Ping Gateway button. Verify that the ping request was successful.
Repeat the above substeps in the ELM system. Make sure that the gateway can be pinged successfully.
2. Verify that the target location for service configuration is set up in both HCM and ELM systems.
From the HCM system:
a. Navigate to PeopleTools, Integration Broker, Configuration, Service Configuration.
b. Click the Setup Target Locations link. Verify that information is entered in the Target Location
field of the Web Services Target Locations section.
Repeat the above substeps in the ELM system.
3. Update the HCM and ELM node properties and ping the nodes in both systems.
From the HCM system:
a. Navigate to PeopleTools, Integration Broker, Integration Setup, Nodes.
b. Search for the HR node. It needs to be the default local node.
c. On the Node Definitions page that appears, click the Properties link. Add a row using this
information and save the change:
Name Type
Cateory
Copyright © 1988-2013, Oracle and/or its affiliates. All rights reserved.
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Integrating with PeopleSoft Enterprise Learning Management
Appendix C
Property Name
SOA_ENABLED
Value
True
d. Access the Connector page. Click the Ping Node button and verify that the ping request was
successful.
e. Return to the search page to look for the ELM node. Access the Node Definitions page and click
the Properties link, Add a row using this information and save the change:
Name Type
Cateory
Property Name
SOA_ENABLED
Value
True
f. Access the Connectors page. Click the Ping Node button and verify that the ping request was
successful.
Repeat the above substeps in the ELM system.
4. Add routings to HMCR_SYNCH_PORT and ensure the service operation is active in both HCM and
ELM systems.
From the HCM system:
a. Navigate to PeopleTools, Integration Broker, Integration Setup, Service Operations
b. Search for and open the HMCR_SYNCH_PORT service operation.
c. On the General page that appears, select the Active check box to activate the service operation.
d. Access the Routings page. Enter HMCR_IS2 in the Routing Name field and click the Add button.
On the Routing Definitions page that appears, enter this information:
Description
HMCR_IS2
Active
<select this check box>
Comments
Inbound Synchronous
Sender Node
<the ELM node>
Receiver Node
<the HR node>
Owner ID
HCM Service Framework
Save the change. Click the Return button.
e. Add a new routing on the Routings page. Enter HMCR_OS2 in the Routing Name field and click
the Add button.
On the Routing Definitions page that appears, enter this information:
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Appendix C
Integrating with PeopleSoft Enterprise Learning Management
Description
HMCR_OS2
Active
<select this check box>
Comments
Outbound Synchronous
Sender Node
<the HR node>
Receiver Node
<the ELM node>
Owner ID
HCM Service Framework
Save the change. Click the Return button.
From the ELM system:
a. Navigate to PeopleTools, Integration Broker, Integration Setup, Service Operations
b. Search for and open the HMCR_SYNCH_PORT service operation.
c. On the General page that appears, select the Active check box to activate the service operation.
d. Access the Routings page. Enter HMCR_IS2 in the Routing Name field and click the Add button.
On the Routing Definitions page that appears, enter this information:
Description
HMCR_IS2
Active
<select this check box>
Comments
Inbound Synchronous
Sender Node
<the HR node>
Receiver Node
<the ELM node>
Owner ID
HCM Service Framework
e. Add a new routing on the Routings page. Enter HMCR_OS2 in the Routing Name field and click
the Add button.
On the Routing Definitions page that appears, enter this information:
Description
HMCR_OS2
Active
<select this check box>
Comments
Outbound Synchronous
Sender Node
<the ELM node>
Receiver Node
<the HR node>
Owner ID
HCM Service Framework
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Appendix C
5. Verify that the domain status is Active in both HCM and ELM systems.
From the HCM system:
a. Navigate to PeopleTools, Integration Broker, Service Operations Monitor, Administration,
Domain Status.
b. On the Domain Status page that appears, select Active in the Domain Status field and click the
Refresh button. If the current status is Inactive, change it to Active and click the Update button.
Repeat the above substeps in the ELM system.
6. Verify the trusted node.
From the HCM system:
a. Navigate to PeopleTools, Security, Security Objects, Single Signon.
b. On the Single Signon page that appears, verify that the ELM node exists in the Trust
Authentication Tokens issued by these Nodes section.
Access the same page in the ELM system. Verify that the HR node exists in the Trust Authentication
Tokens issued by these Nodes section.
7. Verify the ELM portal node URL configuration in the HCM system.
a. Navigate to PeopleTools, Portal, Node Definitions.
b. On the Node Definitions page that appears, access the Portal page. Make sure that information is
entered in these fields:
Content URI Text
http://<Webserver machine name>:<Port>/psc/<ELM
local node name>/
Portal URI Text
http://<Webserver machine name>:<Port>/psp/<ELM
local node name>/
8. Change all of Learning CREFs node from elm to ELM local node (LM920MGT) in the HCM system.
a. Navigate to PeopleTools, Portal, Structure and Content.
b. On the Structure and Content page that appears, click the Workforce Development link.
On the next screen of the page, click the ePerformance link.
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Appendix C
Integrating with PeopleSoft Enterprise Learning Management
On the next screen of the page, click the ELM Learning link.
Image: Structure and Content page
This example displays the Structure and Content page.
(Perform this task on all entries listed in the Content References section) Click the Edit link and
change the current node name to your actual ELM node in the URL Information section on the
Content Ref Administration page. Save the change.
9. Verify that the permission list setup is correct for the HMCR_SYNCH_PORT service operation in
both HCM and ELM systems.
From the HCM system:
a. Navigate to Integration Broker, Integration Setup, Service Operations.
Search for and open the HMCR_SYNCH_PORT service operation.
b. On the General page that appears, click the Service Operation Security link.
Make sure that the PTPT1000 permission list is listed. Add it when necessary.
Repeat the above substeps in the ELM system.
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Integrating with PeopleSoft Enterprise Learning Management
Appendix C
10. Refresh service registry in both HCM and ELM systems, and make sure there are no errors.
a. Navigate to Set Up HCM, System Administration, HCM Registry, Service Registry.
b. On the Service Registry page that appears, click the Refresh Cache button. Verify that there are no
errors.
Repeat the above substeps in the ELM system. The navigation path is Set Up ELM, System
Administration, Service Registry.
11. Verify the access type in the HCM system.
Note: This step is technically not part of the integration step;, this is done to make sure that the
documents can show up properly.
a. Navigate to Set Up HCM, Common Definitions, Direct Reports for Managers, Configure Direct
Reports UI.
b. (Perform this step on these component entries: EP_APPR_SELECT, EP_CREATE_MY_DVL and
EP_CREATE_MY_PRF) Click the Configure button to open the Direct Reports Configuration
page. On this page, make sure that the selected access type is By Part Posn Mgmt Supervisor.
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Copyright © 1988-2013, Oracle and/or its affiliates. All rights reserved.
Appendix D
ePerformance Reports
ePerformance Reports: A to Z
The table in this topic lists the PeopleSoft ePerformance reports, sorted by report ID.
For more information about running these reports, refer to:
•
The corresponding topic in this product documentation.
•
PeopleTools: PeopleSoft Process Scheduler
•
PeopleTools: BI Publisher for PeopleSoft
•
PeopleTools: SQR Language Reference for PeopleSoft
For samples of these reports, see the Report Samples that are published with your online documentation.
Report ID and Report
Name
Description
Navigation
Run Control Page
HEP001
Create a list of missing
documents for a group of
employees and a given
document type and date range.
Workforce Development,
Performance Management,
Reports, Missing Documents
Report
RUNCTL_EP_RPT
Missing Documents
Note: A document is reported
as missing if it is not created
by the mass review creation
process or directly by a
manager for the date range
and document type specified
(the report ignores former
employees.
HEP002
Late Documents
Create a list of late documents Workforce Development,
for a group of employees and Performance Management,
a given document type.
Reports, Late Documents
Report, Late Documents
Note: To determine whether
a document is late, the system
looks at the document due
date and compares this date to
the current date. If the current
date is greater than the due
date, and the status of the
document is not yet complete,
the document is reported
as late (the report ignores
documents that are canceled).
Copyright © 1988-2013, Oracle and/or its affiliates. All rights reserved.
RUNCTL_EP_RPT
353
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