oracle r12 performance management

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iTrain 2011

Oracle R12 PerformanceManagement


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Foreword

The iTrain Oracle Applications Practice develops programmes for Installation,Implementation, Development, Maintenance and Delivery of full lifecycletraining services across the Oracle Applications 11i and R12 product range!iTrain uses a uni"ue, role#ased methodology that uses customerdriven#usiness processes to deliver training services that directly meet the needs of

the students that attend the delivered training events! Our trainingdevelopment and delivery methods are designed to ensure that our customersma$imise their investment in their Oracle 11i and R12 Applications through theeffective development of their o%n staff&s competencies!

iTrain&s uni"ue methodology ensures that %e retain a team %ith an e$tensiverange of s'ills to manage and deliver all the necessary training servicesneeded to ma$imise our customers& investment in the Oracle (RP suite ofproducts!

)or further information regarding iTrain&s products and services, please visitour %e# site at www.itrain.co.uk.

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Contents

)ore%ord!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!! 2iTrain (ducation Training Materials!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!6Document 7ontrol!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!7ontents!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!! 8

,er#ormance Management Introduction.................................-

Performance Management Introduction!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!11Talent Management In Oracle 9RM5!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!127ompetency Management!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!1(ducation : ;ualifications!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!1The O#?ectives 4i#rary!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!>07reating O#?ectives!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!>1Practice 7reating O#?ectives In the O#?ective 4i#rary!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!>1

($ercise!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!>2

5olution!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!>6

Bpdating O#?ectives!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!>8O#?ectives Outside Of PM!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!>

hat is a Performance Management Plan -PMP/@!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!>Performance Management Plans!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!1007reating the PMP!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!100Identifying the PMP Mem#ers!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!1015pecifying the PMP Process!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!102Including O#?ective 5etting in the PMP!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!106Including An Appraisal in the PMP!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!1065electing the Appraisal Template!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!10Revie%ing : Pu#lishing the PMP!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!108

Practice 7reating a PMP!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!108

($ercise!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!108

5olution!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!10=

Allocating O#?ectives Automatically -A/!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!111Allocating O#?ectives Automatically -E/!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!111Allocating an O#?ective to or'ers in Multiple Eusiness Croups!!!!!!!!!!!!!!!112PMP 5tatus Falues!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!! 112

!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!! 112Bpdating The PMP!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!116



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7hanging the O#?ective 5etting Deadline -A/!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!11

!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!! 117hanging the O#?ective 5etting Deadline -E/!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!11

,er#ormance Management Tasks..........................................--;

O#?ectives!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!11Performance Management tas's!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!11or'er O#?ective 5etting Tas's!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!11>Manager O#?ective 5etting Tas's!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!120

Parallel : 7ascading Processes!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!1217ascading O#?ectives!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!121

Aligning O#?ectives!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!1225haring O#?ectives!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!122Trac'ing O#?ectives!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!126Populating Personal 5corecards!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!12Personal 5corecards in Appraisals!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!128Manage Appraisal Tas's!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!128



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,er#ormance Management

Introduction



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,er#ormance Management Introduction

Performance Management helps enterprises identify, develop, evaluate,motivate, and retain %or'ers %ho have the competencies the enterpriseneeds to meet its #usiness o#?ectives! The 'ey Talent Managementfunctions include goal management, competency management,performance appraisals, career and development planning, andperformance management! Bsing these functions, enterprises can*

5et highlevel strategic goals and cascade these goals do%n

throughout the enterprise! This ensures that individual o#?ectives arealigned and synchroniGed %ith the enterprise goals!

5et up a competency model that is fully integrated %ith the

performance appraisal process, ena#ling managers to evaluate%or'ers& competency levels and suggest areas for gro%th!

7onduct performance appraisals to evaluate individual %or'ers #ased

on goal accomplishments and competency attainments! Managers canassess %or'ers consistently, identify competency gaps and training

needs, and ta'e informed decisions concerning compensation!



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(sta#lish a complete performance management process that supports

goal setting and performance assessment at the enterprise level, andpromotes the a#ility to continually analyGe and develop strategies tooptimiGe %or'er performance!

Develop career paths and development plans across the organiGation

to ensure career path progression and to motivate and retain valua#le%or'ers!

Talent Management In 7racle H(MS

The Oracle 9RM5 Talent Management functionality ena#les you to define allthe components of a performance management system to meet yourenterprise re"uirements! The Talent Management functions include*

7ompetency Management* ou can record and measure %or'er

competencies, create competency profiles, and define competency



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re"uirements at various levels in the enterprise! In some legislations, you

can also lin' ac"uisition of competencies to achievement of formal"ualifications!

The 9RM5 5uita#ility function ena#les you to compare %or'er

competencies %ith the re"uirements of a %or' opportunity!

(ducation and ;ualifications* ou can enter "ualifications and educational

esta#lishments and record "ualifications o#tained #y each %or'er!

or'ers and managers can update %or'er "ualification records usingOracle 559R!

Appraisals Management* The 9RM5 appraisals functions ena#le you to

create the appraisal templates and set up the appraisal process!Managers and %or'ers can define and conduct the appraisal processusing Oracle 559R!

or'force Performance Management* Oracle 9RM5 provides an

integrated set of functions that ena#le you to create, trac', and assesso#?ectives throughout a performance management period!



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Competency Management

7ompetencies are measura#le s'ills a %or'force either has or must develop tomeet enterprise o#?ectives! The Oracle 9RM5 competency managementfunctions ena#le you to define and measure competencies! ou can create

local competencies, %hich are specific to a #usiness group, or glo#alcompetencies, %hich are availa#le across the enterprise! ou can measurecompetencies using measurement methods that are appropriate to thecompetency!

7ompetency definitions are the #asis of many talent management activities!ou can*

Define the competency re"uirements of a #usiness group,

organiGation, ?o#, or position!

Define a competency profile for each %or'er sho%ing the %or'erHslevel of proficiency in various competencies!



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Bse the 5uita#ility Matching module to compare a person&s

competency profile %ith the re"uirements of a %or' opportunity! 4in' a person&s competencies to their achievement of formal

"ualifications!



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Education 5


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ppraisals Management

The appraisal, during %hich you can evaluate a %or'erHs currentcompetencies, set and assess o#?ectives, identify training to addressdeficiencies, and assess a %or'erHs advancement potential, is a 'ey talentmanagement activity!

Bsing Oracle 9RM5 functions, you can create the appraisal componentsand set up the appraisal process! ou can define the structure of theappraisal and include "uestionnaires for all appraisal participants!

Managers and %or'ers use the selfservice interfaces to define and conduct

the appraisal process! Managers can initiate and manage appraisals of theirsu#ordinates, and %or'ers can initiate their o%n appraisals! Alternatively, if



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you use the or'force Performance Management functions, the application

can create appraisals automatically!



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=ork#orce ,er#ormance Management

or'force Performance Management ena#les enterprises to set o#?ectives

for their %or'ers that are consistent %ith the enterprise strategy and thatcontri#ute to #usiness goals! ou can create a Performance ManagementPlan to manage %or'force performance for a specified period of time, suchas a calendar or financial year, and for a specified %or'force, such as all%or'ers in a supervisor hierarchy or in an organiGation!

The or'force Performance Management functions ena#le you to*

7reate a li#rary of reusa#le o#?ectives!

Allocate o#?ectives automatically to %or'ers!

7ascade enterprise o#?ectives to %or'ers, and set additional

o#?ectives during a period that you specify



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Record and trac' o#?ective progress!

7reate appraisals automatically for a group of %or'ers

Assess o#?ectives during appraisals!

,er#ormance Management ,lans



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To define %or'force performance management activities, the 9RProfessional creates a Performance Management Plan -PMP/, aconfigura#le control document that can define*

O#?ectivesetting and o#?ectivetrac'ing processes

Appraisalmanagement processes

The PMP defines the performance management process for a

specified period, such as a calendar year! It identifies*

ho is a mem#er of the plan

hether and ho% you %ill set o#?ectives for plan mem#ers

hether and %hen the application %ill create appraisals automatically

for plan mem#ers

hat appraisal template to use for the appraisals

hat tas's the %or'ers and managers %ill perform throughout the

performance management period



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Talent Management 5 Integrated pplications

Oracle 9RM5, Oracle 559R, and Oracle 4earning Management -O4M/each supply 'ey components of the Talent Management functionality! )ormany talent management tas's, you can use either the Oracle 9RM5 forms#ased interface or the 559R interface!



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Talent Management and 7%MO4M is tightly integrated %ith the talent management functionality of 9RM5!)or e$ample*

hen a learner completes a class, O4M can automatically update the

learnerHs competency profile %ith the competencies and competencylevels delivered #y the class!

A %or'er or manager can create a learning path from %ithin an

appraisal, and search the O4M catalog for suita#le classes to #e

ta'en #y the appraisee!Talent Management and Compensation =ork*enc!

hen the appraisal is complete, the application automatically %rites theappraiseeHs final rating to the Rating field in the Performance %indo%! oucan set up 7ompensation or'#ench to access the Rating field value! 5ee5etting Bp 7ompensation or'#ench Plans in the online help!

Talent Management and 7racle i(ecruitment

If you use Oracle iRecruitment, you can define competency re"uirements for

?o# vacancies!

(eporting In ,er#ormance Management

The reports e$tract and present talent management related informationa#out the individual and the enterprise! ou can use the 9RM5 Intelligencereports to ans%er #usiness "uestions such as*

ho has the re"uired competencies for the ?o#@ )or e$ample, the

7ompetence -5'ill/ Development or'#oo' reports on competencyre"uirements and ena#les you to analyGe competency re"uirementsfor #usiness groups, organiGations, ?o#s, positions, and grades!

hat competency updates have appraisees in my department

received through appraisals@ )or e$ample, managers can use the7ompetence Bpdates after Appraisal or'#oo' to vie% competencyupdates for their %or'ers -#oth manual and automatic/, made as a

result of a completed appraisal!



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9o% do a %or'erHs competencies compare %ith those re"uired #y aparticular ?o#@ Do my employees need more training@ The7ompetence Match -OrganiGation 9ierarchy/ 5tatus Analyticsor'#oo' compares the competency re"uirements of a personHs ?o#%ith the personHs proficiency levels and reports the results of thecomparison! The %or'#oo' also highlights competence gaps in yourenterprise, and so you could use it to gather training re"uirements!



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Competencies



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7*8ecti$es

After completing this topic you should #e a#le to*

7reate competencies and define the competency scope

Measure competencies using different methods

7reate standard competencies and lin' to "ualifications

7reate rating scales Croup competencies into competency types&

Bpload 6rd party competencies

=!at re Competencies>

A competency can #e any of the follo%ing* Piece of 'no%ledge -such asProduct Jno%ledge/, s'ill -such as 7ommunication/, attitude -such asResults Orientation/, or attri#ute -such as 5elf 7onfidence/!

ou use competency definitions in many talent management activities! oucan*

Identify the competencies that your enterprise re"uires, %hich the

%or'force must e$hi#it to help achieve the #usiness goals!

Jeep a record of a %or'erHs competencies and the proficiency level in

each competency!

Identify the competencies re"uired #y vacancies!

Bse competencycomparison tools to find %or'ers for opportunities

and opportunities for %or'ers!

Ease training and compensation planning on competency

assessments!

Competency Scope



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A competency can have either local or glo#al scope! A local competency has

relevance in a specific #usiness group and is availa#le only in that #usinessgroup! A glo#al competency is availa#le throughout the enterprise, and isuseful if your enterprise %ants to measure all %or'ers against the samecompetency definitions! Also, if a %or'er moves to a different #usinessgroup, you can vie% information from the original #usiness group a#out theirglo#al competencies #ut not a#out their local competencies! To create glo#alcompetencies, set the 9R*7ross Eusiness Croup profile option to es andidentify a glo#al competence 'ey fle$field structure on the 9R*Clo#al7ompetence )le$ 5tructure profile option!

ou can define #oth local and glo#al competencies manually! Alternatively,you can upload glo#al competencies from thirdparty suppliers using theOracle 9RM5 e# ADI interface!

Measuring Competencies

ou measure competencies to assess the degree to %hich a person

possesses a competency! )or e$ample, using the scale sho%n in the slide, a%or'er&s proficiency level could #e on a scale of 1 through 8, %here 8indicates the greatest e$pertise! 7ompetency measurement also ena#lesyou to set performance e$pectations for your %or'ers that are consistentand o#?ective!

The 9RM5 competency functions ena#le you to measure competenciesusing*

Individual proficiency levels, %hich are specific to a single competency

Ceneral proficiency rating scales, %hich you can apply to multiplecompetencies

If you use individual proficiency levels, each proficiency level that you definefor a particular competency has a #rief description and a detailed #ehavioralindicator that ena#les an assessor accurately to identify a %or'erHsproficiency level! The figure sho%s the proficiency levels and the #ehavioralindicators for the competency 7ustomer )ocus! The #ehavioral indicatorsare detailed and specific to the competency 7ustomer )ocus! ou cannoteasily apply these #ehavioral indicators to a different competency! Individual

proficiency levels are part of the competency definition!



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Measuring Competencies ?sing eneral,ro#iciency (ating Scales

(ach level in a proficiency rating scale comprises a #rief description and caninclude a #ehavioral indicator! 9o%ever, the #ehavioral indicators, if used,are general enough to ena#le you to apply the scale to multiplecompetencies! )or e$ample, the rating scale in the figure lac's detailrelevant to a specific competency! ou could apply it to variouscompetencies, such as Results Orientation, Time Management, andPersonal Drive! Proficiency rating scales are independent of the competencydefinition!

=!ic! Met!od o# Measurement>

Individual proficiency levels are suita#le if your enterprise competencies arevaried and you %ant to define accurately %hat is e$pected of your %or'force!The result is multiple, e"uivalent measurement systems! Ceneral proficiencyrating scales are suita#le if they provide enough detail for your purposes andif consistency of measurement is important!

ou can use #oth methods! )or e$ample, you could use a generalproficiency rating scale for your core competencies and individual



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proficiency levels for specific ?o# or position competencies! hichever

approach you adopt, give high num#ers to high ratings and lo% num#ers tolo% ratings, so that analysis of the ratings gives consistent and sensi#leresults!

?nit Standard Competencies

5ome legislations identify a special type of competency 'no%n as a unitstandard competency! A formal "ualification results from the achievement ofone or more unit standard competencies! These "ualifications are registered

%ith a national ;ualifications )rame%or'!

Measuring ?nit Standard Competencies

)or each unit standard competency, you define outcomes and assessmentcriteria! Outcomes are nationally defined #ehaviors or performancestandards specific to the unit standard competency! (ach outcome has a setof assessment criteria! A registered assessor -from the a%arding #ody, fore$ample/ determines %hether a %or'er has achieved the unit standard

competency #y measuring the outcomes using the assessment criteria! Inthe B!J!, for e$ample, you could assess the competencies associated %ith



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3ational Focational ;ualifications -3F;s/ as unit standard competencies! In

the B!5!, you could assess the competencies associated %ith a clinician&s-physicians, nurses, and others/ "ualifications as unit standardcompetencies!

ou can also measure unit standard competencies using individualproficiency levels or general proficiency rating scales! )or e$ample, you may%ant to measure all enterprise competencies using a general rating scale,regardless of %hether they lead to formal "ualifications! 9o%ever, theproficiency rating scale or proficiency levels must #e in addition to theoutcomes and assessment criteria you define for unit standard

competencies!

(ating Scales

Rating scales are of three types*

,ro#iciency scalesmeasure a personHs mastery of a s'ill or

techni"ue! As discussed earlier, you use proficiency rating scales tomeasure competencies!

,er#ormance scalesmeasure a %or'erHs delivery of a competency or

o#?ective and also the overall performance! ou select performancerating scales %hen you set up the appraisal!

=eig!ting scalesmeasure the importance of a competency to the

enterprise! 9RM5 calculates competency ratings in appraisals usinga com#ination of performance, proficiency, and %eighting!

Rating scales can #e local -availa#le to a particular #usiness group only/ orglo#al -availa#le in all #usiness groups/! ou need glo#al rating scales to

support glo#al entities, such as glo#al competencies!



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,ractice Creating (ating Scales

EAercise

7reate a general proficiency rating scale that you can use to measure variouscompetencies! Define the scope of the rating scale as glo#al so that you canassociate the rating scale %ith #oth local and glo#al competencies! 7reate aperformance rating scale that you can use in appraisals to measure %or'ers&delivery of competencies and o#?ectives and their overall performance! Define

the scope of the performance rating scale as glo#al so that you can use therating scale in #oth local and glo#al appraisal and assessment templates!

1! 7reate a proficiency rating scale as defined #elo%*

The name is $$Ceneral Rating 5cale, %here $$ is your identifier!

The rating scale type is Proficiency!

The description is Ceneral proficiency rating scale!



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The scale levels are as follo%s*

%e$el "ame Be!a$ioral Indicator

1 )oundationDemonstrates #asic competence, #ut al%ays needsguidance for more comple$ or unusual tas's!

2 Intermediate7an perform simple tas's unsupervised, #ut generallyre"uires guidance!

6 5'illed7an perform simple tas's unsupervised, #ut re"uiresguidance for more comple$ tas's!

Advanced7an perform most tas's unsupervised, and re"uiresoccasional guidance!

8 5uperior 7an perform all tas's unsupervised, and supervisesothers!

2! 7reate a performance rating scale as defined #elo%*

The name is $$Performance Rating 5cale, %here $$ is your identifier!

The rating scale type is Performance!

The description is Performance rating scale to measure

competencies, o#?ectives, and overall performance!

The scale levels are as follo%s*


1

Does not

meete$pectations

The appraisee does not demonstrate the #ehaviors

re"uired in the current role! 5ignificant improvement isre"uired!



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2 Developmentneeded

The appraisee sometimes demonstrates the #ehaviorsre"uired in the current role! )urther improvement isre"uired!

65uccessfullymeetse$pectations

The appraisee consistently demonstrates the#ehaviors re"uired in the current role!

($ceeds

e$pectations

The appraisee consistently demonstrates #ehaviors

a#ove and #eyond those re"uired in the current role!



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Solution

1! Bsing your 5uper 9RM5 Manager responsi#ility, navigate to the Rating

5cales %indo%*

-3/ 7areer Management K Rating 5cales

2! (nter the name $$Ceneral Rating 5cale, %here $$ is your identifier!

6! 5elect the type Proficiency!

! (nter the description Ceneral proficiency rating scale!



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8! 5elect Clo#al to ma'e the rating scale availa#le to all enterprise #usiness

groups!

"oteou cannot change this selection after saving the rating scale! oucan create glo#al rating scales only if the 9R* 7ross Eusiness Croupsprofile option is set to es!

=! In the Eehavioral Indicator field, enter the te$t Demonstrates #asic

competence, #ut al%ays needs guidance for more comple$ or unusualtas's to descri#e the )oundation level!

! 5ave your %or'!

>! Repeat 5teps < through for su#se"uent levels until the rating scale iscomplete!

Creating a ,er#ormance (ating Scale

10! 7lic' in the 3ame field and clic' 3e%!

11! (nter the name $$Performance Rating 5cale, %here $$ is your identifier!

12! 5elect the type Performance!

16! (nter the description Performance rating scale to measure competencies,o#?ectives, and overall performance!

1! 5elect Clo#al to ma'e the rating scale availa#le to all enterprise #usinessgroups!

18! (nter the first level 1 and the name Does not meet e$pectations!

1

1=! 5ave your %or'!



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1! Repeat 5teps 18 through 1= for su#se"uent levels until the rating scale is

complete!

ou can no% use the $$Ceneral Rating 5cale in competency definitionsthroughout the enterprise! ou can select the $$Performance Rating 5cale%hen defining assessment and appraisal templates and use the rating scale tomeasure %or'ers& delivery of competencies and o#?ectives and their overallperformance!

,ractice Creating Competencies

EAercise

7reate the competency Pro#lem 5olving to assess %or'ers& a#ility to analyGepro#lems, apply resources, and overcome o#stacles to develop a %or'a#lesolution! Bse the generalpurpose proficiency rating scale you created in theprevious practice to measure the competency! The general proficiency ratingscale is suita#le #ecause generic proficiency levels provide enough detail to

measure this competency and consistency of measurement is important!

7onsultants are re"uired to have comprehensive 'no%ledge of Fisionproducts and solutions and apply Fision&s technology creatively to meetcustomer re"uirements! 7reate the competency Product Mastery and definespecific proficiency levels to assess this ?o#specific competency!

Eoth the competencies are relevant to the Fision 7orporation #usiness groupand must #e accessi#le only in this #usiness group! Therefore, define thecompetency scope as local!

1! 7reate the competency Pro#lem 5olving as defined #elo%*

The name is $$ Pro#lem 5olving, %here $$ is your identifier!

The competency is valid from 01Lan200=!

The competency is primarily evaluated during a performance revie%

-appraisal/ and reassessed every year!



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The #ehavior that descri#es the competency is* AnalyGes pro#lems,

applies resources, and overcomes o#stacles to develop a %or'a#lesolution!

ou %ill measure the competency %ith the $$Ceneral Rating 5cale,

%here $$ is your identifier!

2! 7reate the competency Product Mastery as defined #elo%*

The name is $$Product Mastery, %here $$ is your identifier!

The competency is valid from 01Lan200=!

The competency is primarily evaluated during a performance revie%

-appraisal/ and reassessed every year!

The #ehavior that descri#es the competency is* 9as comprehensive

'no%ledge of Fision products and solutions! Applies Fision&s

technology creatively to meet customer re"uirements!

The proficiency levels are as follo%s*


1 )oundationDemonstrates a %or'ing 'no%ledge of Fision products!

Accurately assesses o%n scope of technical 'no%ledge

and provides appropriate help to customers!

2 Intermediate

Demonstrates a sound 'no%ledge of Fision products!7onducts discussions %ith 'ey decision ma'ers anddetermines the #est approach to meet customerre"uirements!

6 5'illed

Demonstrates a comprehensive 'no%ledge of Fisionproducts! Demonstrates creativity in applying different

technical scenarios and approaches to meet customerre"uirements!



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AdvancedDemonstrates e$tensive 'no%ledge of Fision products,and can position #enefits and value to customers! Bsesadvanced technical resources to address customerissues and meet re"uirements!

8 5uperior

Is ac'no%ledged as an e$pert in o%n product area!RecogniGes competitor strengths and %ea'nesses, andpositions Fision products accordingly! 4everagese$pert, glo#al technical resources to address customer

issues and meet re"uirements!

Solution

1! 3avigate to the 7ompetencies %indo%*

-3/ 7areer Management K 7ompetencies



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2! 5elect 3e% in the )ind 7ompetencies %indo%!

6! DateTrac' to 01Lan200=!

! In the 7ompetencies %indo%, select the scope value 4ocal!

8! The competency 'ey fle$field for the Fision 7orporation #usiness groupdefines the competency name structure! 7lic' in the 3ame field, andenter the name $$Pro#lem 5olving in the 7ompetence )le$field %indo%!

Entering (ating In#ormation

=! 5elect 5cale #ecause you %ant to measure the competency using ageneral proficiency rating scale!

! 5elect the rating scale $$Ceneral Rating 5cale, %here $$ is youridentifier!

Entering Competency E$aluation Details

>! 5elect Performance Revie% as the primary evaluation method!

10! (nter the rene%al period 1 and select ear in the units field!

11! To descri#e the competency, enter the #ehavioral indicator AnalyGespro#lems, applies resources, and overcomes o#stacles to develop a

%or'a#le solution!

12! 5ave your %or'!

Creating t!e Competency ,roduct Mastery

16! 7lic' 3e%!

1! 5elect the scope value 4ocal!



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18! The competency 'ey fle$field for the Fision 7orporation #usiness group

defines the competency name structure! 7lic' in the 3ame field, andenter the name $$Product Mastery in the 7ompetence )le$field %indo%!

1

1=! On the Falid Date and Proficiency ta#, enter the )rom date 01LA3200=!

1! 5elect 4evels #ecause you %ant to define specific proficiency levels to

measure this competency!

1>! 7lic' 4evels -E/ to define the proficiency levels!

20! (nter the first level 1 and the name )oundation!

21! In the Eehavioral Indicator field, enter the te$t Demonstrates a %or'ing'no%ledge of Fision products! Accurately assesses o%n scope of technical'no%ledge and provides appropriate help to customers to descri#e the

)oundation level!

22! 5ave your %or'!

26! Repeat 5teps 20 through 22 for su#se"uent levels!

2! In the 7ompetencies %indo%, select Performance Revie% as the primaryevaluation method!

28! (nter the rene%al period 1 and select ear in the units field!

2

ou can no% use the $$Pro#lem 5olving and $$Product Mastery

competency definitions to define your competency re"uirements and



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create competency profiles! During appraisals, you can assess %or'ers in

these competencies!

Compentency Types

ou may create or import many competency definitions in your enterprise!)or easier management and retrieval of competencies, you can grouprelated competencies into competency types!

ou can define competency types to suit your enterprise re"uirements! )ore$ample, you can define competency types to differentiate various s'ill sets,such as management s'ills, communication s'ills, and so on! Alternatively,you can define a competency type for each ?o# or position, such as salesmanager or a soft%are developer! hen you set up an appraisal, you cansearch for the competencies you %ant to include in the appraisal #y type!

A competency can #elong to more than one type, and overlap #et%eentypes is li'ely to occur!



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?ploading 4rd ,arty Competencies

ou can "uic'ly and efficiently load competency details from a thirdpartys'ills vendor directly into Oracle 9RM5 using e# Applications Des'topIntegrator -e# ADI/, eliminating the need to create individual competencydefinitions! This approach ena#les you to edit competency information#efore uploading it! ou can edit competency information in a te$t file or

spreadsheet and then upload definitions directly into the application usinge# ADI!

The thirdparty competency definitions that you upload using e# ADI areglo#al only! ou cannot upload local competency definitions!



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1manual #ront page2

7*8ecti$es



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7reate and maintain competency profiles Identify and define competency re"uirements

)ind suita#le matches using the 9RM5 5uita#ility Matching function

Record %or'er "ualifications

Competency ,ro#iles

ou can create a competency profile %hen an employee first ?oins theenterprise, ta'ing details from their resume or from tests or intervie%s!

Creating Competency ,ro#iles

ou can create a competency profile using either the 7ompetence Profile%indo% or the 559R 7ompetency Profile function!

Copying Competencies to Competency ,ro#iles

ou can enter individual competencies and proficiency levels, and you canalso copy multiple competencies to a competency profile! )or e$ample, you

can copy the competencies associated %ith a %or'erHs primary assignmentto the %or'erHs competency profile! This feature ena#les you to set up a%or'erHs competency profile efficiently and assess the %or'erHs proficiencyin all relevant competencies!

ou can also copy competency re"uirements from a vacancy definition inOracle iRecruitment to a competency profile!

?pdating Competency ,ro#iles

ou can assess and update a %or'erHs competencies at any time!

Managers can use the selfservice 7ompetency Profile function to updatethe competency profiles of their su#ordinates! (mployees can use thisfunction to update their o%n competency profiles! ou can also update a%or'erHs competency profile using the 7ompetence Profile %indo% in theforms#ased interface!

9RM5 can update a %or'erHs competency profile automatically after an

appraisal! ou can ena#le this feature at site level #y setting the user profile



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option Apply Assessment 7ompetencies to Person to es! Alternatively, you

can ena#le this feature at appraisal level %hen you set up the appraisal!Training is the primary method of ac"uiring ne% s'ills and developinge$isting s'ills! Bsers of Oracle 4earning Management can configure theapplication to update learnersH competency profiles automatically onsuccessful completion of training!

Competency (euirements

A %or'erHs competency profile identifies competencies that the %or'erpossesses! The enterprise can also identify the competencies its %or'forcemust have to deliver its #usiness goals! In 9RM5, these competencies aredescri#ed as competency re"uirements!

ou can use this information in various %ays! )or e$ample*

ou can search for candidates for vacancies and opportunities for

%or'ers, and identify the #est match #et%een the re"uirements of arole and the s'ills and e$perience of the %or'er!

hen assessing %or'ers during appraisals, you can compare %or'ercompetencies %ith the re"uirements and proficiency levels for theirroles! 9aving a #enchmar' statement of re"uirements that is #ased on#usiness need #rings consistency and o#?ectivity to the appraisalprocess!

ou can target training and other development activities to close the

gap #et%een a %or'erHs competencies and those re"uired #y theenterprise!



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De#ining Competency (euirements

ou can define competency re"uirements for*

Business groups* 7ompetency re"uirements that you define for the#usiness group are referred to as core competencies! 7orecompetencies are generic and fundamental to your enterprise

strategy! (very mem#er of the #usiness group should demonstratethe core competencies, though the degree of proficiency can vary %ithseniority and e$perience!

7rganiations Go*s and ,ositions* 7ompetencies that you definefor organiGations apply to all mem#ers of the organiGation #ut are notcore competencies! 7ompetencies that you define for ?o#s andpositions apply to all holders of those roles! Position competenciesautomatically include the competencies of the associated #usinessgroup, organiGation, and ?o#!



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Suita*ility Matc!ing* ou can construct a list of competency

re"uirements for use in a single suita#ilitymatching e$ercise! )ore$ample, you may %ant to search for %or'ers %ho have specificcompetencies! ou can include core competencies in your list, deletesome of them, add other competencies to the list, edit the proficiencylevels, and designate some competencies as essential for the purposeof the search!

Vacancies* If you use Oracle iRecruitment, you can definecompetency re"uirements for vacancies!

,ractice De#ining Competency (euirements

EAercise

1! Define a core competency for the Fision 7orporation #usiness group as

defined #elo%*

The competency name is $$Pro#lem 5olving, %here $$ is your

identifier!

The minimum proficiency level desired for this competency is 6

-5'illed/ and the ma$imum is 8 -5uperior/!

This competency is essential for all %or'ers in the #usiness group!

The competency is re"uired in the #usiness group from 01Lan200=!

2! Define a competency re"uirement for the 7onsultant ?o# as defined#elo%*

The competency name is $$Product Mastery, %here $$ is your

identifier!

The ?o# name is 7O3


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The minimum proficiency level desired for this competency is 6

-5'illed/ and the ma$imum is 8 -5uperior/!

The competency is re"uired for the ?o# from 01Lan200=!

Solution

De#ining a Core Competency

1! 3avigate to the 7ompetence Re"uirements %indo%*

-3/ 7areer Management K 7ompetence Re"uirements

2! DateTrac' to 01Lan200=!

6! 5elect the Fision 7orporation #usiness group!



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! 7lic' )ind to display any competency re"uirements already defined for

this #usiness group!

"ote The application could display Pro#lem 5olving -preceded #y anidentifier $$/ as a competency re"uirement already defined for this#usiness group #ecause a student may have already completed thispractice!

8! To add Pro#lem 5olving as a core competency, clic' the first empty ro% ofthe competency ta#le and select $$Pro#lem 5olving, %here $$ is your

identifier!

=! Eecause all %or'ers in this #usiness group must possess thiscompetency, select (ssential!

! (nter 01Lan200= as the date from %hich the competency is re"uired in

the #usiness group!

>! 5ave your %or'!

De#ining a Go* Competency

10! ith your cursor in the Eusiness Croup field, clic' 3e%!

11! 5elect the ?o# 7O3


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1! In the 4o% field, select proficiency level 6! In the 9igh field, selectproficiency level 85uperior!

18! (nter 01Lan200= as the date from %hich the competency is re"uired inthe ?o#!

1

Suita*ility Matc!ing

The 5uita#ility Matching function, %hich you can access from 9RProfessional, (mployee, and Manager 5elf5ervice menus, ena#les you tofind %or'ers for opportunities and opportunities for %or'ers! The applicationperforms this function #y comparing %or'er competency profiles %ith thecompetency re"uirements of #usiness groups, organiGations, ?o#s, positions,and vacancies!

Depending on their responsi#ility, the default 5uita#ility Matching gate%aypage offers users different suita#ilitymatching options! )or e$ample,%or'ers can use this function to find suita#le %or' opportunities, and

managers and 9R Professionals can use the function to find suita#lepersons for a %or' opportunity!

)or the full list of suita#ilitymatching options, see 5uita#ility Matching in theonline help!

hen you perform the search for %or'ers %ho match your competencyre"uirements, 9RM5 lists %or'ers in order of suita#ility, %ith those %hopossess essential competencies ahead of those %ho possess no essentialcompetencies!



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ppraisals



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7*8ecti$es

After competing this topic , you should #e a#le to*

Identify the appraisal participants

4ist the appraisal types

Define and conduct the appraisal process

7$er$iew

During a typical appraisal, you assess a %or'erHs competencies ando#?ectives and identify development opportunities for the ne$t appraisalperiod! The appraisal provides a snapshot of the %or'erHs achievements andsupplies input to related processes, such as training and compensationplanning! ou can use appraisals to determine %or'er compensation andre%ards+ for e$ample, you could use appraisees& final ratings in aperformance appraisal to determine their compensation!

ou can also use appraisals for other purposes! )or e$ample, you can*

Ta'e a snapshot of %or'er competencies at the start or end of a

pro?ect!

(valuate %or'er competencies after a training or an e"uivalent event!

Assess %or'er progress against o#?ectives at intervals during the

appraisal period!

Cather e$it information %hen a %or'er leaves the enterprise!

Assess specific competencies for a position or pro?ect!



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7racle H(MS ppraisals Function

Bsing 9RM5 functions, you create the appraisal components and set up theappraisal process #ased on your re"uirements! )or e$ample, you can defineyour o%n "uestionnaires for inclusion in the appraisal! To perform theappraisal itself, you use Oracle 559R!

The main appraiser shares the appraisal %ith the appraisee to allo% theappraisee to vie% or update the appraisal! The appraisee shares theappraisal %ith the main appraiser to return it! In this %ay, the appraisal is theproduct of colla#oration #et%een the main appraiser and the appraisee! Thissharing of the appraisal #et%een main appraiser and appraisee can occuras often as necessary during a single appraisal process!

9RM5 can automatically update an appraiseeHs competency profile toinclude revised competency levels %hen the appraisal is complete! Toena#le automatic competency updates, either set the profile option Apply

Assessment 7ompetencies to Person to es or select the Bpdate7ompetency Profile option in the appraisal template!

9RM5 provides an integrated set of %or'force performance managementfunctions that can create appraisals automatically for all mem#ers of aPerformance Management Plan -PMP/! 7reating appraisals automatically iscovered in detail in the or'force Performance Management topic!

ppraisal ,articipants

Appraisals can involve the follo%ing types of participants*

The main appraiser, usually the appraiseeHs manager, %ho controls

the appraisal process!

Appraisers, %ho can contri#ute to all sections of the appraisal!

Revie%ers, %ho can vie% othersH evaluations and enter overall

comments! They cannot update other sections of the appraisal!

Other participants, %ho are typically peers or su#ordinates of theappraisee! They complete "uestionnaires -a#out the appraiseeHs



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performance, for e$ample/, and can enter overall comments, #ut can

neither vie% nor update the rest of an appraisal! The appraisee, the su#?ect of the appraisal, %ho can vie% or update

sections of the appraisal shared %ith them #y the main appraiser! Anappraisee %ho is the appraisal initiator can complete any section#efore sharing the appraisal %ith the main appraiser! Thereafter, themain appraiser controls the appraiseeHs access to the appraisal!

ppraisal Types

The 5tandard Appraisal supports most appraisal re"uirements and caninclude the follo%ing sections*

7ompetencies

7ompetency Caps

O#?ectives

4earning Path

Participants

;uestionnaires

The sections are covered in detail in the ne$t topic!

6


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Initiating T!e ppraisal

Managers can use the selfservice Appraisals function to initiate andmanage appraisals of their su#ordinates! or'ers use this function to initiateappraisals of themselves! To perform a self appraisal, you log into selfservice as an employee -even if you are a manager/!

hether 9RM5 creates appraisals automatically from a PerformanceManagement Plan or individuals create them using the Appraisals function,control of the appraisal depends on %ho is the initiator*

A main appraiser %ho is the appraisal initiator controls its progress

from the start! That is, the main appraiser decides %hen to share theappraisal %ith the appraisee, %hich information to share %ith theappraisee, and %hether the appraisee can update the appraisal andprovide feed#ac'!

An appraisee %ho is the appraisal initiator controls its progress until

first sharing the appraisal %ith the main appraiser! The appraiseeshares the %hole appraisal %ith the main appraiser and cannot



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conceal particular sections! Thereafter, the main appraiser controls the

progress of the appraisal, e$actly as if the main appraiser %ere theinitiator!

ppraisal 7wners!ip

hen the main appraiser o%ns the appraisal, the appraisee*

7annot update the appraisal

7an vie% the appraisal up to the last sharing point

hen the appraisee o%ns the appraisal, the main appraiser*

7annot update the appraisal

7an see all sections of the appraisal, and can vie% any changes the

appraisee has made since resuming o%nership

Any changes the main appraiser ma'es to an inprogress appraisal afterresuming o%nership are not visi#le to the appraisee until the main appraiser

shares the appraisal again!Trans#erring 7wners!ip

The main appraiser transfers o%nership #y sharing the appraisal %ith theappraisee and leaving Main Appraiser Retains O%nership deselected! Theappraisee transfers o%nership #y sharing the appraisal %ith the mainappraiser!

To ena#le the appraisee to vie% the appraisal #ut not gain o%nership of it,the main appraiser selects Main Appraiser Retains O%nership #efore

sharing the appraisal %ith the appraisee! In this case, the main appraisercan continue to update the appraisal, and the appraisee does not need toshare the appraisal in return!

,articipants Contri*utions To T!e ppraisal

Participants in an appraisal do not o%n the appraisal! hile the mainappraiser o%ns the appraisal, all participants can update the appraisal!9o%ever, %hile the appraisee o%ns the appraisal, only other participantscan update it+ appraisers and revie%ers cannot update the appraisal at this



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time! Appraisers and revie%ers automatically regain their access to the

appraisal %hen the appraisee shares it %ith the main appraiser again!hen the main appraiser re"uests their feed#ac', participants receive%or'flo% notifications! (ach participant ma'es their contri#ution to theappraisal independently of the other participants! Participants can seechanges made to the sections to %hich they have access, including thosemade after the main appraiser re"uests their feed#ac', until they apply theircontri#ution! At that point, their vie% of the appraisal is froGen! They canma'e further updates only if the main appraiser re"uests feed#ac' again!

ou can delete a participant from an appraisal or change their role -for

e$ample, you can change an appraiser to a revie%er/, provided theparticipant has not yet given feed#ac'!

C!ange t!e Main ppraiser

ou may need to change the main appraiser in an appraisal %hen theappraisee&s manager has changed, for e$ample! In 9RM5, you can changethe main appraiser %hen initiating the appraisal or %hen the appraisal is inprogress!

hen the main appraiser is the initiator of an appraisal, that personHs nameappears #y default in the Main Appraiser field on the 5etup Details page ofthe appraisal! hen the appraisee is the initiator of an appraisal, the nameof that personHs manager appears #y default in the Main Appraiser field! Ineither case, the appraisal initiator can select a different main appraiser on

the 5etup Details page!As main appraiser, you can select a different main appraiser -#y clic'ing7hange Main Appraiser/ once the appraisal is in progress! If you do thisafter entering setup details #ut #efore completing other sections of theappraisal, you cease to #e a participant in the appraisal and can neithervie% nor update it unless the ne% main appraiser e$plicitly re"uests yourfeed#ac'! If you change main appraiser after completing a section of theappraisal -for e$ample, the competency ratings/, you remain listed as aparticipant and your contri#ution is retained! 9o%ever, your vie% of the

appraisal as a participant is froGen, and you can ma'e no further changesunless the ne% main appraiser e$plicitly re"uests further feed#ac'!



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ppraisal ppro$al 5 Completion

hen main appraisers give final ratings, they can add approvers and specifytheir position in the approvals chain! (ach approver receives a %or'flo%notification re"uesting their approval %hen the previous approver in thechain has approved! hen the final approver has approved the appraisal,the main appraiser receives a %or'flo% notification!

ppraisal Completion

hen you send the appraisal to approvers, you can also re"uest theappraiseeHs feed#ac' on the overall rating! In this case, the appraiseereceives a re"uest for feed#ac' %hen all approvers have approved theappraisal! hen the appraisee provides feed#ac', the main appraiserreceives a further notification, and the appraisal process is complete!

The Appraisals home page lists completed appraisals in %hich you haveparticipated! )or e$ample, for an employee, the My Appraisals ta# lists

completed appraisals of that employee! )or a manager, the Main Appraiserta# lists completed appraisals for %hich the manager has #een mainappraiser!

ou can also use 9RM5i reports to analyGe appraisal activity for anorganiGation hierarchy or supervisor hierarchy! ou can vie% all appraisals%ithin your #usiness group, appraisals of %or'ers under a specificsupervisor, or specify other com#inations!



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ppraisal 5 ssessment

Templates



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7*8ecti$es


7onfigure the appraisal using appraisal and assessment templates

7reate "uestionnaires to include in the appraisal

7reate competency and o#?ective templates

Assess o#?ectives and competencies during an appraisal

7reate career paths

Plan the appraisal process

T!e ppraisal Template

The main function of an appraisal template is to configure all sections of the

appraisal to suit the appraisal purpose or enterprise re"uirements!If you %ant to enforce a standard appraisal structure or approach, you coulddefine a single enterprise%ide template! Alternatively, you could createdifferent templates for each #usiness group or for each appraisal purpose-such as annual appraisal, e$it appraisal, or #enchmar'ing appraisal/! )ore$ample, for an e$it appraisal, you may %ant to include a detailed mainappraiser "uestionnaire that %ould not #e appropriate in other types ofappraisal!

To create appraisal templates, use the Manage Appraisal Templates function

availa#le in the 9R Professional menu!"oteou can continue to use appraisal templates created in the AppraisalTemplate %indo% of the forms#ased interface! 9o%ever, to update or deletethese templates, you must use the Manage Appraisal Templates function!

Con#iguring t!e ppraisal &Core+

hen you create an appraisal template, you can*



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5pecify validity dates! Outside these dates, the template is not

availa#le for use! ou can use these dates to associate the template%ith a performancemanagement period, for e$ample!

5pecify the template scope! Clo#al templates are availa#le in all

enterprise #usiness groups! 4ocal templates are availa#le only in the#usiness group in %hich you create them! ou define a glo#altemplate if a single enterprise%ide template meets your appraisalre"uirements! Alternatively, if your #usiness groups have variedappraisal re"uirements, define at least one local template for each#usiness group!

Include instructions to appraisal participants! These instructions

appear, formatted as you specify, on the Appraisal Overvie% page!

"oteThe appraisal templates created in the Appraisal Template %indo% ofthe forms#ased interface have a local scope only!

Con#iguring t!e ppraisal &7%M+

If you use Oracle 4earning Management -O4M/, you can identify trainingcourses for the appraisee in the 4earning Path region of an appraisal! ouselect the Include 4earning Path option to include the region in appraisals!This option is valid only for users of Oracle 4earning Management -O4M/!

hen main appraisers share appraisals %ith appraisees, they specify %hichinformation the appraisee can vie% and %hether the appraisee can updatethe appraisal! )or e$ample, to share competency ratings and comments, themain appraiser selects the 7ompetency Ratings and 7omments chec' #o$!Ey default, no sharing option is selected, #ut you can change this initial

setting for appraisals that use this template! The main appraiser canoverride these initial appraisalsharing options in appraisals that use thetemplate!


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appraisers and other participants to an appraisal, you can select either

Default ;uestionnaire -%hich is the appraisee "uestionnaire/ or a different"uestionnaire!

To create a "uestionnaire, use the ;uestionnaire Administration functionavaila#le in the 9R Professional menu! ou must pu#lish a "uestionnaire toma'e it availa#le for inclusion in the appraisal! hen you create a"uestionnaire, its pu#lication status is Bnpu#lished! ou can change itsstatus to Pu#lished either %hen you create it or at a later date -%hen it isready for use/! ou can change the status from Pu#lished to Bnpu#lished,even if the "uestionnaire is currently in use in appraisals or simply attached

to an appraisal template, to prevent future use of a "uestionnaire!To include the same "uestionnaire in all appraisals in enterprises that usemultiple #usiness groups, define the "uestionnaire %ith glo#al scope!Other%ise, "uestionnaires are availa#le only in the #usiness group in %hichyou create them! If the appraisal template has glo#al scope, any"uestionnaires that you include in the template must also have glo#al scope!If the appraisal template has local scope, any "uestionnaires that youinclude in the template must #e either glo#al or local to the same #usinessgroup as the appraisal template!

,ractice Creating ppraisal


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2 4ist areas to #e developed to increase e$pertise or strengthen ?o#performance!

6 4ist the most and least satisfying aspects of your ?o#!

4ist any additional comments for this performance appraisal period!

2! 7reate a main appraiser "uestionnaire as defined #elo%*

The name is $$MainAppraiser ;uestionnaire, %here $$ is your

identifier!

The "uestionnaire is local to the Fision 7orporation #usiness group!

The "uestionnaire comprises the follo%ing "uestions*

1 5ummariGe the appraisee&s ma?or accomplishments during thisperformance appraisal period!

2 4ist areas to #e developed to increase the appraisee&s e$pertise orstrengthen the appraisee&s ?o# performance!

6 Descri#e the appraisee&s level of credi#ility %ith colleagues andcustomers!

4ist any additional comments for this performance appraisal period!

Solution



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1! Bsing the 9R Professional F!0 responsi#ility, navigate to the

;uestionnaire Administration page!

9R Professional F!0 K ;uestionnaire Administration

2! 7lic' 7reate ;uestionnaire!

6! (nter the name $$Appraisee ;uestionnaire, %here $$ is your identifier!

! In the Pu#lication 5tatus field, select Pu#lished!

8! Eecause the scope of the "uestionnaire is local, deselect Clo#al! 5earchfor and select the Fision 7orporation #usiness group!

"ote To search, enter Fision in the Eusiness Croup field and clic' thetorch icon! In the resulting page, select Fision 7orporation and then clic'the 5elect #utton!

NhtmlK



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NheadK

NtitleKiTrain Appraisee ;uestionnaireNtitleK

NheadK

N#odyK

Nform nameform1 methodpost actionK

NpK 1! 5ummariGe ma?or accomplishments during this performanceappraisal period! NpK

Nte$tarea namete$tarea cols100 ro%s18KNte$tareaK

NpK 2! 4ist areas to #e developed to increase e$pertise or strengthen ?o#performance! NpK


NpK 6! 4ist the most and least satisfying aspects of your ?o#! NpK


NpK ! 4ist any additional comments for this performance appraisalperiod! NpK


NformK

N#odyK

NhtmlK

=! 7lic' 7ontinue to previe% the "uestionnaire!



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! 7lic' Apply to save the changes!

>! Repeat steps 1 through for the main appraiser "uestionnaire! (nter thename $$MainAppraiser ;uestionnaire in step 6 -%here $$ is youridentifier/, and paste the follo%ing code -for the main appraiser"uestionnaire/ in the 9TM4 Te$t field in step


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NformK

N#odyK

NhtmlK

ou can no% include these "uestionnaires in an appraisal template and usethe "uestionnaires to assess the appraisee during the appraisal!

ssessing Competencies 5 7*8ecti$es

To assess competencies during an appraisal, you must select or create acompetency template in the appraisal template! Other%ise, the7ompetencies region does not appear in appraisals! If you include a

competency template in the appraisal template, then the Bpdate7ompetency Profile option is ena#led! 5elect this option to ena#le automaticupdate of competency profiles %hen appraisals are completed!

To assess o#?ectives during an appraisal, you must select or create ano#?ective template in the appraisal template! Other%ise, the O#?ectivesregion does not appear in appraisals!

Competency Templates

The competency template specifies ho% to assess competencies inappraisals! ou can create competency templates for specific ?o#s,positions, or even individuals! Alternatively, you can define a template toinclude your enterpriseHs core competencies, and the main appraiser couldadd competencies relevant to the ?o# or individual during the appraisal! ou



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can even define a competency template that contains no competencies, in

%hich case the 7ompetencies region is availa#le in appraisals for %or'ersand managers to add competencies themselves!

Creating Competency Templates

Access the Manage 7ompetency Templates function from the 9RProfessional menu! Alternatively, clic' 7reate 7ompetency Template %ithin

an appraisal template! hen you create a competency template, you can* 5pecify validity dates! These dates must not conflict %ith the validity

dates of the appraisal template in %hich the competency templateappears!

5pecify the template scope! The scope must match the scope of any

appraisal template in %hich the competency template appears!

Include instructions, %hich appear in the 7ompetencies region of the

appraisal!

Identify competencies that you %ant to assess! 5elections that youma'e in the competency template apply to all users of the template!9o%ever, during the appraisal, the appraisee or man appraiser canedit the 7ompetencies region to suit individual needs!



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,ractice Creating Competency templates

EAercise

7reate a competency template as defined #elo%*

The template name is $$7ompetency Template, %here $$ is youridentifier!

The template is valid from 01Lan200=!

The template scope is local!

The 7ompetencies section of the appraisal includes the follo%ing

instructions* 5elect a performance rating for each competency that#est identifies the appraisee&s a#ilities and contri#ution!

7alculate individual competency scores using the performance

scores!

The performance rating scale is $$Performance Rating 5cale, %here

$$ is your identifier!

The total score is the average of the competency line scores!

(na#le assessment of %or'ers in the competencies re"uired #y their

?o#s or positions!

Solution

1! Bsing the 9R Professional F!0 responsi#ility, navigate to the Manage7ompetency Template page!



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9R Professional F!0 K Manage 7ompetency Templates

2! 7lic' 7reate 7ompetency Template!



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6! (nter the name $$7ompetency Template, %here $$ is your identifier!

! (nter the Falid )rom date 01Lan200=!

8! Eecause the scope of the template is local, deselect Clo#al! 5earch forand select the Fision 7orporation #usiness group!

"ote To search, enter Fision in the Eusiness Croup field and clic' thetorch icon! In the resulting %indo%, select Fision 7orporation and clic' the5elect #utton!



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=! 5elect the rating scale type Performance!

! In the Performance 5cale field, select $$Performance Rating 5cale,%here $$ is your identifier!

>! 5elect Average as the method of calculating the total score!

10! In the 7ompetencies to Assess region, select Include Lo# 7ompetencies!This selection causes the core competency and the ?o# competencyre"uirement that you defined in the previous practice to appear in the

7ompetencies section of the appraisal!

11! 7lic' Apply to save your %or'!

ou can no% include this competency template in an appraisal template andassess competencies during an appraisal!



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ssessing Competencies

During an appraisal, each participant -main appraiser, appraisee, andappraiser/ can allocate ratings to individual competencies! )rom thesevalues, 9RM5 calculates a score for each competency and the total scorefor all competencies!

ou identify a ratingscale type in the competency template to specify ho%9RM5 %ill calculate the individual competency scores! The slide lists theratingscale types and the scorecalculation method for each! 9RM5 cancalculate scores #ased on performance, proficiency, or #oth! In addition,9RM5 can apply a %eighting value to either performance or proficiency! )ore$ample, if you select the ratingscale type Performance and Proficiency,eighting for Performance, the application multiplies performance #y%eighting to produce a participant&s score for each competency! The finalscore for each competency is the average of all participants& scores! ouidentify any performance and %eighting scales you %ill use in thecompetency template! The proficiency is derived from the proficiency scaleor level that you associated %ith the competency %hen you defined it!

The total score for all competencies can #e either the average or the sum ofthe competency line scores+ you specify %hich in the competency template!

ssessing Competencies ?sing Formulas

As an alternative to the standard calculation methods, you can select theratingscale type )ast)ormulaEased 4ine 5coring and select one of thesupplied 7ompetency appraisal line formulas to calculate competency linescores! The calculation that the application performs %hen you select a7ompetency appraisal line formula -for e$ample, P(R)QQ(IC9TI3C /differs from the calculation it performs %hen you select one of the standardratingscale types -for e$ample, Performance %ith eighting/! )or

information on the differences #et%een the t%o calculation methods, see9o% 9RM5 7alculates 7ompetency 4ine 5cores in the online help!



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If the default formulas for calculating competency scores are not suita#le,

you can %rite your o%n formulas for calculating competency scores usingOracle )ast)ormula! )or e$ample, if you %ant to e$clude or treat differentlythe scores from a particular type of participant -such as appraisee/, youneed to %rite a formula! Or if you %ant each competency line score to #esomething other than the average of all participants& scores, then you needto %rite a formula!

7*8ecti$e Templates

ou can create an o#?ective template using the Manage O#?ective Templatesfunction! ou can access this function from*

The 9R Professional menu, %here it appears #y default

The Manage Appraisal Templates function, %hen you clic' 7reate

O#?ective Template

In an o#?ective template, you specify the follo%ing*

Falidity dates* Outside these dates, you cannot use the template!

These dates must not conflict %ith the validity dates of the appraisaltemplate in %hich the o#?ective template appears! )or e$ample, if theappraisal template has no validto date, the o#?ective template musthave no validto date!

Template scope* The scope -local or glo#al/ must match the scope of

any appraisal template in %hich the o#?ective template appears!

Instructions to participants* These instructions appear, formatted as

you specify, in the O#?ectives section of the appraisal!



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,ractice Creating n 7*8ecti$e Template

EAercise

7reate an o#?ective template as defined #elo%*

The template name is $$O#?ective Template, %here $$ is your

identifier!



The O#?ectives section of the appraisal contains the follo%ing

instructions *Rate appraisee performance in the delivery of o#?ectives #y selectinga rating from the Appraised Performance drop do%n #o$!

7alculate individual o#?ective scores using the performance scores!

The performance rating scale is $$Performance Rating 5cale, %here

$$ is your identifier!

The total score is the average of the o#?ective line scores!

Solution

1! Bsing the 9R Professional F!0 responsi#ility, navigate to the ManageO#?ective Template page!

9R Professional F!0 K Manage O#?ective Templates



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2! 7lic' 7reate O#?ective Template!

6! (nter the name $$O#?ective Template, %here $$ is your identifier!



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=! 5elect the rating scale type Performance!

! In the Performance 5cale field, select $$Performance Rating 5cale,%here $$ is your identifier!

>! 5elect Average as the method of calculating the total score!

11! 7lic' Apply to save your %or'!

ou can no% include this o#?ective template in an appraisal template and

assess o#?ectives during an appraisal!

,ractice Creating n ppraisal Template

EAercise

1! 7reate an appraisal template as defined #elo%*

The template name is $$Appraisal Template )0=, %here $$ is your

identifier!





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The Appraisal Overvie% page includes the follo%ing instructions* Bse

this appraisal to assess competencies, o#?ectives, and performancein the past fiscal year and to set o#?ectives for the coming fiscal year!

The final rating scale is $$Performance Rating 5cale, %here $$ is

your identifier!

To assess competencies, include the competency assessment

template $$7ompetency Template, %here $$ is your identifier!

The application must automatically update the appraiseeHs

competency profile to include revised competency levels %hen theappraisal is complete!

To assess o#?ectives, include the o#?ective assessment template

$$O#?ective Template, %here $$ is your identifier!

Include $$Appraisee ;uestionnaire and $$MainAppraiser

;uestionnaire in the appraisal template, %here $$ is your identifier!

(na#le sharing of participant details %ith the appraisee #y default!

(na#le appraisees to add participants to appraisals!

Solution

1! Bsing the 9R Professional F!0 responsi#ility, navigate to the ManageAppraisal Template page!

9R Professional F!0 K Manage Appraisal Templates

2! 7lic' 7reate Appraisal Template!



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6! (nter the name $$Appraisal Template )0=, %here $$ is your identifier!



=! (nter the instructions* Bse this appraisal to assess competencies,o#?ectives, and performance in the past fiscal year and to set o#?ectivesfor the coming fiscal year!



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Con#iguring t!e ppraisal Template

! 5elect Assess 7ompetencies! 5earch for and select the competencytemplate $$7ompetency Template, %here $$ is your identifier!

>! 5elect Bpdate 7ompetency Profile to ena#le automatic update of thecompetency profile after the appraisal!

10! 5elect Assess O#?ectives! 5earch for and select the o#?ective template$$O#?ective Template, %here $$ is your identifier!

11! 5elect Include ;uestionnaires! 5earch for and select the appraisee"uestionnaire $$Appraisee ;uestionnaire, %here $$ is your identifier!

12! 5earch for and select the main appraiser "uestionnaire $$MainAppraiser;uestionnaire, %here $$ is your identifier!

16! To configure the default sharing options, select 7onfigure 5haringOptions! 5elect Participant Details to ena#le sharing of participants&

information %ith the appraisee #y default!

1! In the Appraisee Permissions region, select Add Participant to ena#leappraisees to add participants to appraisals!

18! 7lic' Apply!

ou have no% configured all sections of the appraisal to suit there"uirements of the Fision 7orporation #usiness group! ou can no% use

the appraisal template to create and conduct )0= annual performanceappraisals in the Fision 7orporation #usiness group!



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ssessing 7*8ecti$es

During an appraisal , each participant -main appraiser, appraisee, andappraiser/ can allocate ratings to individual o#?ectives! )rom these values,9RM5 calculates a score for each o#?ective -the o#?ective line score/ andthe total score for all o#?ectives!

To specify ho% 9RM5 %ill calculate scores for o#?ectives, you select a

ratingscale type in the o#?ective template! If you select Performance andselect a performance scale, appraisal participants allocate a rating to eacho#?ective from that scale! If the o#?ective definition includes a %eightingvalue, %hich is an integer from a locally defined scale -for e$ample, 1through 8/ that specifies the importance of this o#?ective relative to othero#?ectives, 9RM5 multiplies performance #y %eighting to calculate eachparticipant&s score for each o#?ective! The final score for each o#?ective isthe average of the participants& scores!

Alternatively, you can select )ast)ormula Eased 4ine 5coring and identify a

formula to calculate o#?ective line scores! 9RM5 provides some sampleformulas, and you can also %rite your o%n!

The total score for all o#?ectives can #e either the average or the sum of theo#?ective line scores+ you specify %hich in the o#?ective template!

,roducing a Com*ined Score #or Competencies and7*8ecti$es

In the appraisal template, you can select a formula for calculating acom#ined score for competencies and o#?ectives! 9RM5 supplies somesample formulas, and you can also provide your o%n! Inputs to the formulaare the total scores for o#?ectives and competencies! The output from theformula is a rating level ID that identifies a rating level in the finalratingscale named in the appraisal template! The application displays theassociated rating level as the appraiseeHs suggested overall rating!

The o#?ective line scores and the total score for all the o#?ectives appear inthe O#?ective Ratings region of the )inal Ratings page of the appraisal! The



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competency line scores and the total score for all competencies appear in

the 7ompetency Ratings region of the )inal Ratings page! The applicationdisplays the suggested overall rating in the Overall Rating and 7ommentsregion of the )inal Ratings page!

Career ,at!s

A career path defines a route to a ?o# or position from a different ?o# orposition that is lo%er in the hierarchy! ou can define career paths #ased oneither ?o# progression or position progression! A ?o# or position can appearin multiple career paths, #ut once only in any single career path!

ou define ?o##ased career paths using the Oracle 9RM5 Map 7areerPath function! )or position#ased career paths, you use ne% or e$istingposition hierarchies!

5ee 7reating a Position 9ierarchy in the online help!

ou can identify career paths for a %or'er in various %ays! )or e$ample, youcan include the names of possi#le career paths*

In the Overall Rating and 7omments or Advancement Potential

sections of the %or'erHs appraisal

In appraisal "uestionnaires

In a document or in comments attached to a %or'erHs record

,lanning T!e ppraisal ,rocess

ou must plan your appraisal process to ensure the configured functionmeets local re"uirements! The 'ey decisions include*

Do you %ant to use an enterprise%ide template or define different

templates for each appraisal purpose@ ill you ena#le managers toconfigure templates or restrict access to 9R professionals@

Are the default formulas for calculating competency and o#?ective

scores suita#le, or do you need to %rite your o%n formulas@

Do you need to create different "uestionnaires for each participant@



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Do you %ant to update competency profiles automatically after an

appraisal@ If yes, %ill you ena#le this function at the enterprise level orat the appraisaltemplate level@

Do you %ant to personaliGe components of the 559R Appraisals

pages, such as region titles, instruction te$t, and messages@

Do you %ant to implement an approval process for appraisals@ If so,

%ho do you %ant to include as approvers@



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7*8ecti$es



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C!apter 7*8ecti$es


Define 5MART guidelines

Measure o#?ectives

7reate o#?ectives in the O#?ectives 4i#rary

Differentiate #et%een individual o#?ectives and o#?ectives in the

O#?ective 4i#rary

7*8ecti$es

ou set and assess o#?ectives to measure %or'er performance againstspecific goals! hen planning and %riting o#?ectives, you are recommendedto use the 5MART -5pecific, Measura#le, Achieva#le, Relevant, and Time#ound / guidelines! That is, good o#?ectives are*

5pecific* the o#?ective is precisely and clearly defined!

Measura#le* you can measure the o#?ective in "uantitative or

"ualitative terms!

Achieva#le* the o#?ective is in reach given the availa#le resources and

#usiness conditions!

Relevant* the o#?ective adds useful value %ithin conte$t and

contri#utes to the larger o#?ectives of your department or organiGation! Time#ound* the o#?ective has a target date!



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An e$ample of a 5MART o#?ective is* 4ead a crossfunctional team to

implement a ne% design process #y end of ;2)08 that %ill result in a 8shorter development cycle!

=ork#orce ,er#ormance Management

ou can use the appraisal process to define and assess o#?ectives at theindividual level! 9RM5 also provides an integrated set of or'force

Performance Management -PM/ functions that support the definition,setting, management, and assessment of o#?ectives at the enterprise level!(nterprises can*

Define a collection of reusa#le o#?ectives in the O#?ectives 4i#rary!

5et, trac', and assess o#?ectives throughout a performance

management period, such as a calendar year!

Allocate o#?ectives automatically to eligi#le %or'ers #y means of the

PMP! The application can generate a personal scorecard of

o#?ectives for each plan mem#er %hen you pu#lish the PMP! 7reate appraisals automatically for all mem#ers of a PMP and

assess o#?ectives!

T!e 7*8ecti$e De#inition

The o#?ective definition includes*

Falidity Dates* Outside these dates, the o#?ective is not availa#le!

ou can use validity dates to restrict o#?ective use to a particularperformancemanagem

oracle r12 performance management

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