people soft enterprise hcm 91 release notes

Oracle’s PeopleSoft Enterprise 9.1 Release Notes 96BPeopleSoft Enterprise Human Capital Management 9.1

Release Notes for Oracle’s PeopleSoft Enterprise HCM 9.1 September 2009

Copyright 2009 Oracle. All Rights Reserved Page ii

Release Notes for PeopleSoft Enterprise Human Capital Management 9.1

Copyright © 2009, Oracle and/or its affiliates. All rights reserved.

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Copyright 2009 Oracle. All Rights Reserved Page iii

UIntroductionU .................................................................................................. 1 UPurpose of This DocumentU ............................................................................ 1 URelated ResourcesU ....................................................................................... 1

UExecutive SummaryU ........................................................................................ 3 UHCM Extends Beyond the Walls of HR to Deliver Business ValueU ......................... 3 UPeopleSoft Enterprise HCM 9.1 Business DriversU ............................................... 4 UOracle’s Ongoing Commitment U ...................................................................... 5

UStrategic Applications - Integrated Talent ManagementU ........................................ 6 UProfile ManagerU ........................................................................................... 6 URecruiting SolutionsU ................................................................................... 17 UePerformanceU ............................................................................................ 54 UEnterprise Learning ManagementU ................................................................. 82 UPlan CareersU ............................................................................................. 82 UPlan SuccessionsU ....................................................................................... 91 UeCompensation U ....................................................................................... 105 UeCompensation Manager DesktopU .............................................................. 117

UService Delivery Applications – Self-Service, Help Desk, and HR PortalU ............... 122 UEmployee and Manager Self-ServiceU ........................................................... 122 UPeopleSoft Enterprise Portal 9.1 – Enabling Employee 2.0U ............................. 123 UPeopleSoft HelpDesk for Human Resources 9.1U ............................................ 124 UPeopleSoft Workforce Communications 9.1U .................................................. 125

UFoundational Applications – Core HCM, Global Extensions, and Workforce ManagementU ............................................................................................. 126

UHuman ResourcesU .................................................................................... 126 UPayroll for North AmericaU .......................................................................... 132 UGlobal Payroll CoreU .................................................................................. 155 UGlobal Extensions for HR and PayrollU .......................................................... 158 UAbsence ManagementU .............................................................................. 207 UTime and LaborU ....................................................................................... 217 UPension Administration U ............................................................................. 233 UOracle Workforce Scheduling 5.0.4U ............................................................. 235

UBusiness IntelligenceU .................................................................................. 237 UOracle Human Resources Analytics 7.9.6U ..................................................... 237


Copyright 2009 Oracle. All Rights Reserved Page iv

UEnhancements That Are Common to Multiple Applications U ................................ 238 UApplication Integration FrameworkU ............................................................. 238 UApproval FrameworkU ................................................................................ 239 UDesktop IntegrationU ................................................................................. 239 UFind Object NavigationU ............................................................................. 240 UEvents and NotificationsU ........................................................................... 240 UUpgrade FrameworkU ................................................................................. 241

UEnhanced Product InformationU ..................................................................... 242 UNew Information PortalU............................................................................. 242 UPeopleBook ImprovementsU ........................................................................ 242 UResearching PeopleBooksU .......................................................................... 243 UUser Productivity Kit (UPK)U ....................................................................... 243

UConclusionU ................................................................................................ 244


Copyright 2009 Oracle. All Rights Reserved Page 1

0BIntroduction

9BPurpose of This Document This document provides an overview of the new features and enhancements planned for Oracle’s PeopleSoft Enterprise Human Capital Management (HCM) 9.1. It is a road map intended to help you assess the business benefits of upgrading to PeopleSoft Enterprise HCM 9.1 and plan your IT projects and investments. “HCM” is used throughout this document as a means of grouping our extensive family of products. More information about all our products can be found at HUhttp://www.oracle.com/applications/peoplesoft/hcm/ent/index.htmlUH.

This document is only a preliminary version and is not subject to your license agreement or any other agreement with Oracle. The final version will be the PeopleSoft Enterprise Human Capital Management (HCM) 9.1 Release Notes. This document contains intended developments and functionalities and is not meant to be binding on Oracle to any particular course of business, product strategy, or development. Please note that this document is subject to change by Oracle at any time without notice.

Throughout this document, you will find examples of Oracle’s ingenuity at work. In each section, we provide detailed descriptions of exciting features, functions, and products in PeopleSoft Enterprise HCM 9.1, along with business benefits that you will be able to achieve.

Note. Only those products that have significant enhancements are mentioned in this release document.

10BRelated Resources This section discusses four publications that provide in-depth technical and functional information for new and enhanced functionality in release 9.1. In many cases, the content in this document may have originated in the referenced documents.

45BStatement of Direction The statement of direction typically is published 9 to 12 months prior to a release. It provides a high-level overview of the major focus of product development efforts, enabling high-level business decision makers to begin preliminary upgrade planning.

46BRelease Value Proposition The release value proposition provides more functional details than the statement of direction, identifies major enhancements, and articulates the expected business benefit. This document is designed to help you determine whether new product features warrant either upgrading from an old release or embarking on a new implementation. With this information, managers can initiate preliminary budget planning and begin putting together a project team to evaluate specific products.



47BPrerelease Notes Prerelease notes provide more functional and technical details than the release value proposition. This document describes how each enhancement functions within the context of the greater business process. This added level of detail should enable project teams to answer the following questions:

• What out-of-the-box functionality will change?

• What customizations may be affected?

• How will an upgrade or new implementation affect other systems?

• How will these changes affect the organization?

After the project team has reviewed and analyzed the prerelease notes, business decision makers should be able to determine whether to allocate budget and initiate implementation plans.

48BRelease Notes Release notes are published at general availability (GA) and validate the final scope of the release. The release notes discuss the features and enhancements that are available with the GA release of each product, describing the finalized functional and technical details that will enable project teams to confirm budgets and complete implementation plans.



1BExecutive Summary Today’s business challenges center on an ever-changing, increasingly mobile asset: the workforce. With talent management emerging as a critical issue from the boardroom to line managers, organizations must move towards an environment of total employee engagement, linking individual skills, goals, and competencies to those of the organization. In recognizing this important trend, Oracle has worked with our customers to develop automated, business process-based solutions to help organizations not only deploy but also achieve a successful talent management strategy. Today, we take human capital management to a new level in which employees, organizational objectives, and processes are linked together through technology to enable mission-critical success.

Through Oracle/PeopleSoft’s 20 years of HR thought leadership, human capital management is recognized as the de facto method for releasing the total value of your workforce. With people at the heart of every business process and every transaction, you must not only retain key talent, but also reward both employees and the organization through measurable, defined successes. By leveraging a comprehensive talent management strategy, you can improve operational efficiencies while turning employees into knowledge workers—and competitive assets.

PeopleSoft Enterprise Human Capital Management (HCM) is a world-class, HCM solution for organizations of every size, region, and industry. Only Oracle has a global, web-based, single-system HCM solution that covers every aspect of the HCM road map—from core human resources (HR) transactional functionality through service automation and delivery to integrated enterprise management solutions.

With the introduction of PeopleSoft Enterprise HCM 9.0 in December 2006, we provided broad support for holistic talent management, while continuing to focus on streamlining core HCM business processes and increasing the value of customer investments through the introduction of new tools and technologies.

PeopleSoft Enterprise HCM 9.1 builds on those themes by offering increased configuration options, coupling transactions with analytics and further aligning talent initiatives with business operations and human resources.

11BHCM Extends Beyond the Walls of HR to Deliver Business Value PeopleSoft Enterprise Human Capital Management (HCM) is the enterprise-wide strategy to manage, optimize, and leverage the workforce for positive business outcomes. Managing and optimizing people and processes requires that organizations look beyond traditional HR solutions to increase performance throughout the enterprise. PeopleSoft Enterprise HCM 9.1 enables organizations to achieve improved business results through technology that can be leveraged within and outside the enterprise to increase workforce performance.



The PeopleSoft market-leading Human Resources Management System (HRMS) solution is the core of its HCM solution. Building upon that core are unique workforce solutions such as HelpDesk for Human Resources, Workforce Communications, and our Web 2.0 capabilities delivered through the Enterprise Portal and PeopleTools. The HCM integration to other enterprise systems enables an unparalleled end-to-end HCM solution. Enhancements throughout the PeopleSoft Enterprise HCM 9.1 release extend Oracle’s leadership in the HCM arena. Only Oracle offers a complete HCM solution that supports workforce initiatives to drive overall enterprise performance. To learn more about the complete Oracle PeopleSoft Enterprise HCM solution, please go to HUwww.oracle.com/applications/peoplesoft/hcm/ent/index.htmlUH.

12BPeopleSoft Enterprise HCM 9.1 Business Drivers Changes in workforce demographics, rapid adoption of collaborative technology tools, and an increased focus on leveraging talent as a competitive differentiator present unique challenges and opportunities to organizations today. Human Resources professionals are being asked to provide more strategic guidance to businesses today than ever before, yet many industry professionals lack the tools and skills necessary to provide that guidance. Also, the addition of “Generation Y” or “Millennials” to the workforce is driving changes in management approaches while highlighting the need to integrate new technologies, giving this new generation the tools they need to be successful.

PeopleSoft Enterprise HCM 9.1 is designed based on extensive customer feedback, industry best practices, analysts’ research, and knowledge from Oracle’s human resources industry thought leaders.

This release represents our continued commitment to our Applications Unlimited promise of continued investment in our market-leading PeopleSoft Enterprise HCM software products and centers on three themes:

• Flexibility

• Intelligent Business Execution

• Organizational Effectiveness

49BFlexibility Software applications must be flexible to adapt to changing business needs. Whether your business is changing due to restructuring, acquisitions, or divestitures, or you simply don’t want to follow the herd when it comes to innovative business practices, you need software applications that you can easily tailor to address your unique situation. PeopleSoft Enterprise HCM 9.1 offers additional flexibility enabling you to configure your applications to fit the way you do business, seamlessly integrate with other applications, and take advantage of an array of tools including next-generation technologies.



50BIntelligent Business Execution Human Resources activities must be aligned with business objectives. Whether strategic decisions are made by managers, executives, or Human Resource professionals, PeopleSoft Enterprise HCM 9.1 enables you to put more decision-support tools in the hands of the decision makers, enabling them to make informed recommendations and take appropriate action.

PeopleSoft Enterprise HCM 9.1 and integration to Oracle Human Resources Analytics 7.9.6 enables you to put more decision-support tools in the hands of the decision makers, enabling them to make informed recommendations and take appropriate action. Employees, managers, and recruiters can see metrics as part of a business process instead of a separate report that is run after the fact.

51BOrganizational Effectiveness Maintaining optimal efficiency continues to be an important objective for organizations today. In a tightening economy and increasingly competitive environment, organizations must streamline their business operations. With PeopleSoft Enterprise HCM 9.1, we continue our focus on process efficiency and usability. Delivering applications that are more intuitive facilitates broader adoption throughout the enterprise, while enhancements to core business process functionality minimizes administrative responsibilities throughout the organization.

In addition, with PeopleSoft Enterprise HCM 9.1, we are adopting the approvals and delegation framework in the Absence Management, Time and Labor, and Compensation products, and adding delegation functionality to Talent Acquisition Manager. The approvals and delegations framework, first introduced in PeopleSoft Enterprise HCM 9.0, provides a flexible approach to delegating user security to a particular process as well as maintaining an audit trail.

13BOracle’s Ongoing Commitment PeopleSoft Enterprise HCM 9.1 represents Oracle’s ongoing commitment to investing in our existing suite of applications, enabling customers to make choices that best fit their business needs. Enhanced functionality in PeopleSoft Enterprise HCM 9.1 delivers on that commitment by increasing the value of your existing investments and providing more time to determine the upgrade strategy that makes sense for your organization.

The PeopleSoft Enterprise HCM 9.1 Release Notes are organized by application category:

• Strategic Applications - Integrated Talent Management

• Workforce Service Delivery Applications – Self-Service, Help Desk, & HR Portal

• Foundational Applications - Core HCM, Global Extensions, & Workforce Management

• Business Intelligence



2BStrategic Applications - Integrated Talent Management Talent Management applications enable you to understand your current workforce—what skills you have available and where they are being used. Employers today want to understand what skills are critical to their organizations and how well people with those skills are performing and to anticipate where shortages of people, skills, or both are likely to occur. Armed with that information, you can take action to acquire, develop, and retain your best workforce. And Oracle’s PeopleSoft talent management applications are delivered in a totally secure, integrated environment with the global core HCM system, workforce management, and workforce service delivery solutions to create the best solution for any organization.

Key areas of planned enhancements within Talent Management in the PeopleSoft Enterprise HCM 9.1 release are described in the following sections.

14BProfile Manager We introduced Profile Manager in PeopleSoft Human Resources 9.0 as the central component of our integrated talent management solution. Part of core PeopleSoft Human Resources, Profile Manager is a key element in the execution of any integrated talent management process. This highly configurable tool enables your organization to capture critical talent information, such as education, languages, skills, abilities, experience, and any other attributes relevant to your organization, as well as to define success criteria and requirements for roles within your organization. You can compare employee and job or organization profiles to identify new career and development opportunities, highlighting where gaps exist between employee skills and job requirements. In PeopleSoft Human Resources 9.1, we continue to expand this functionality as well as the talent management process integration.

For many organizations today, an integrated talent management strategy is required to ensure the most efficient and effective processes to better attract, retain, and engage talent. This requires that all individuals responsible for talent management including recruiters, HR professionals, and compensation analysts, as well as managers, have access to consistent information in order to most equitably recruit, measure, develop, advance, and ultimately reward their talent. PeopleSoft Profile Manager enables organizations to accomplish this.

Enhancements to Profile Manager in release 9.1 include:

• The ability to manage profile types and profile group types as well as an automated process for maintaining profile group populations.

• Usability improvements in the area of profile maintenance, providing better navigation and a more intuitive page design for both administrators and self-service users.

• A redesign of the compare process as a pluggable module, integrated with Plan Successions, Plan Careers, and Interest Lists.



• Enhancements to Profile Type, including the ability to designate a default profile type to retrieve and update data for person and nonperson profiles, and the ability to give integrating products more flexibility in the profile content that is retrieved and updated.

• New integration that inactivates the person profile when you terminate the person’s employment.

97BProfile Types and Profile Group Types

To facilitate profile type creation, PeopleSoft HCM 9.1 enables you to copy an existing profile type through the Clone Profile Type process. You can then modify the new profile type using the Profile Types component.

Clone Profile Types page

In PeopleSoft HCM 9.1, the enhanced ability to manage profile groups provides you with an automated process for maintaining group populations.

You can utilize the Group Build feature for Person profiles to create user-defined groups of people based upon various person- and job-related data by selecting the group build group ID on the Profile Groups – Group Definition page.

Profile Groups component for a Person profile group type using a Group Build ID to define a profile group

You can group Non-Person profiles according to any attribute associated with the selected Profile Identity Option source table. For example, if you select a group identity option of job code, you could actually create a profile group based on company, since the company field exists on the job code table.



A Non-Person profile using a profile identity option to define a profile group

Click the Populate Profiles button to automatically launch the new Build Profile Groups Application Engine process and have the system populate the Group Members page. After you have defined the profile group definitions, you can maintain the groups by using the Build Profile Group component. This enables your organization to maintain the profile groups with a frequency that fits your environment.

Use the Group Members page of this component to view, modify, or add group profile members manually.

Group Members page



98BAdministrator and Self-Service User Enhancements

With the usability improvements, your employees, managers, and administrators can more easily maintain profiles. These improvements include:

• Better navigation and a more intuitive page design.

• Enhancements to submitting an item for approval.

• Current and historical components to maintain personal and team profiles.

• The ability to create and maintain profiles for jobs, positions, and other business entities.

The Person and Non-person Profile pages use a cleaner page design. The pages now use the Mouse Over Popup functionality with which you can view additional information about a person, such as an employee photo or job information. Enter comments or create a printable page of the profile by selecting icons on the page. Select the Update Profile Groups option in the Profile Actions field to have the system open the Update Profile Groups page to associate profile groups with a profile.



Administrator - Non-Person Profile page



Administrator - Person Profile page

You can now define which roles require approval to update items in a content section when defining a profile type. This enables you to require that a role, such as an employee, get approval before updating a content section in their profile, while the administrator can update the same content section of the profile without approval.

Define which roles require approval for a content section in a profile type

When you save a profile that requires approval for a content item, the system now presents you with the Summary of Changes page instead of requiring you to click the Submit button. If you choose not to submit a change for approval, the profile page then displays the Submit button near the top of the page, where you can access the Summary of Changes page later to submit the item or items for approval.

The Submit button appears when you have items awaiting submission for approval



In self-service, you can now view historical person profile information separately from current person profile information.

Employee Self Service, My Current Profile page

Use the historical profile pages to have your employees and managers view information without updating the profiles.



Employee Self-Service, My Historical Profile page

Employee Self Service, View Historical Items page

Managers can create and maintain profiles for jobs, positions, and other business entities through the Maintain Job Profiles page.



Manager Self Service, Maintain Job Profiles page

99BIntegration and Search and Compare

To further support talent management business processes, we’ve continued to invest in tighter profile integrations throughout the PeopleSoft talent suite. We have enhanced the profile compare process. This delivered pluggable module is tightly integrated with new Career and Succession Planning functionality. There are new interface views to retrieve people who have added a specific job or position profile to their interest list. A new integration point with event management allows person profiles to be inactivated when an employee is terminated.

You now maintain Mobility profile items on a person’s profile instead of the career plan. The PERSON profile type now supports tracking a person’s mobility information on the Mobility tab. You can track a person’s current location or travel preferences, which you can use as part of your filters in the Search and Compare process.



New Mobility content section as part of the PERSON profile type

The Search and Compare process uses the mobility information to filter the target profile candidates, but does not have this information contribute to the overall search score. For example, you can specify that you want to find people with certain qualifications located in the Paris office. The search results return those people in the Paris office who meet the job qualifications you have specified. The system returns the candidates’ scores based on how well the profiles match the job profile, not the current location.



Search and compare filters can now include current location and travel preferences

100BPrimary Profile Type

With Release 9.1, several applications need information stored in various profiles in Profile Management. New features for Career Planning, Succession Planning, Talent Acquisition Manager (TAM), and Oracle Workforce Scheduling (OWS) require the use of consistent definitions. Your organization can designate primary profile types to be used by interfacing applications to retrieve and update data.

Assign primary profile types



15BRecruiting Solutions Recruiting remains a key function in maintaining your current workforce, supplying successors, and growing new initiatives. In today’s business environment, recruiting, like most other key organizational functions, faces the challenge of improving efficiency without compromising quality. As workforce dynamics continue to fluctuate, recruiters and hiring managers need to be able to quickly identify the top candidates for their positions and engage them quickly.

Recruiting Solutions 9.1 extends the Talent Acquisition Manager and Candidate Gateway applications, deepens the reach of existing features, and introduces innovations that enhance usability and productivity.

The introduction of new features such as integration with Microsoft Outlook 2007 enables end-users to complete transactions using familiar desktop applications. Expanded functionality in applicant screening and in profile search / match enables organizations to further leverage the rich content in existing person and non-person profiles. Updated capabilities for applicants and employees, such as online job offers and electronic acceptance, provide job seekers with the tools they require to effectively manage their career search.

New features for Talent Acquisition Manager and Candidate Gateway include:

• Improved interview scheduling and calendar integration.

• New online job offers.

• Expanded applicant screening capabilities.

• Tighter integration with Profile Manager.

• Optimized printing for job openings and applications.

• Recruiter alerts that support new 9.1 features.

• Additional enhancements and usability improvements.

52BInterview Scheduling and Calendar Integration This release offers several enhancements to the interview scheduling process. Foremost among these enhancements is integration with Microsoft Outlook 2007 calendaring, which enables interview participants to manage interviews using their everyday desktop productivity tools. Partial calendaring integration offers a more generic calendar integration option for organizations that use other calendaring systems. Additional usability enhancements for interview scheduling improve your user experience regardless of the calendar integration option you choose.

101BCalendar Integration Options

In this release, you can choose from three available levels of calendar integration. The most robust option is full integration, which relies on Microsoft Outlook 2007 for interview scheduling. Partial calendar integration provides one-way scheduling assistance through delivery of iCalendar appointments. The third option is no calendar system integration.



Configuration options for calendar integration

102BFull Calendar Integration with Microsoft Outlook 2007

When you choose full calendar integration, Talent Acquisition Manager uses the PeopleSoft Enterprise Desktop Integration framework to pass interview data to Microsoft Outlook and to receive updated information when changes occur in Microsoft Outlook.

When you schedule an interview in the Talent Acquisition Manager, the system sends relevant information to Microsoft Outlook. This information includes email addresses for all internal participants, including interviewers, venues (which correspond to resources in Microsoft Outlook), and internal applicants. External applicants are not included in the original meeting invitation, but after all internal participants have accepted the invitation, the PeopleSoft system sends an email with an iCalendar attachment to the external applicant.

Talent Acquisition Manager also sends message text for Microsoft Outlook to use for the meeting invitation. The default message is template-based; you can preview and modify the message before submitting the interview. You can even create separate messages for the interviewers and the applicant.



When Microsoft Outlook receives the PeopleSoft data, it creates a meeting invitation and sends it to all participants. As Microsoft Outlook receives replies to the meeting invitation, it sends the information to the PeopleSoft system, which updates the Interview Schedule page to show participants’ responses. When all participants have accepted the invitation, the system updates the overall interview status to show that the interview is considered confirmed.

If you need to make changes to the meeting information, a link on the Interview Schedule page enables you to open the Microsoft Outlook meeting invitation directly from the PeopleSoft system.

103BPartial Calendar Integration Using iCalendar Attachments

When you choose partial calendar integration, Talent Acquisition Manager sends interview schedules to participants as iCalendar attachments.

The iCalendar file contains only the information that is required for creating a meeting request in an external calendar. The participant can import the iCalendar meeting request and act on it. Talent Acquisition Manager does not get any response back from the participant.

As with full calendar integration, the system uses templates for the message that accompanies the invitation. You can preview and modify the message before submitting the interview, and you can compose separate messages for the interviewers and the applicant.

104BAdditional Usability Improvements for Interviews

This release introduces a number of usability enhancements that make managing interview scheduling much more convenient.



You can now schedule interviews for more than one applicant at a time.

Schedule interviews for multiple applicants without leaving the Interview Schedule page



Additionally, you can now generate and print a preformatted printer-friendly summary of the information on the Interview Schedule page.

Printing interview lists

53BOnline Job Offers Today’s applicants depend on online resources to effectively research and manage their career moves. The demand for online interaction extends beyond identifying opportunities and submitting applications. Hiring professionals expect to be able to extend offers online, and applicants expect to be able to receive and respond to these online offers.

In this release, recruiters can post offer letters and supplemental documents to the applicants’ Careers page. Applicants receive email notices that direct them to log on to their Candidate Gateway accounts to review the offer and then accept or decline the offer electronically.



105BOnline Offer Configuration

The online offers feature is optional. Use the Recruiting Installation component to enable this feature for specified regulatory regions and to define the default number of days that new offers are valid.

Configuration options for enabling online offers and setting the default validity period



106BOffer Creation

After you submit a job offer, use the new posting capabilities to make the offer available on Candidate Gateway. The default expiration date comes from your default validity period, but you can override that value when you create the offer.

After the offer is posted, you can unpost it as long as the applicant has not yet accepted the offer.

The Prepare Job Offer page includes new posting options



107BOffer Attachments

The Prepare Job Offer page also includes new attachment capabilities. You can add a variety of attachments and links to the offer to make them available for candidate review in the online offer on Candidate Gateway.

When you generate an offer letter, the system automatically adds it to the attachments list for the offer. You can also manually add additional attachments, including both applicant-specific attachments that you upload and generic documents that your organization has made available. When you select generic documents, you choose from a list that shows only documents that are valid in the context of the current job opening (for example, documents related to a specific company, business unit, or department.)

Add the offer letter and other generic or applicant-specific attachments to the offer



108BOffer Notification

Applicants receive email notifications whenever an online job offer is posted to their Careers home page. Applicants click the URL included in the email to access the logon page for the Candidate Gateway.

Email notification of online offer



The Careers Home page includes several indicators that a job offer has been posted. The My Career Tools summary indicates how many outstanding offers exist, and the offer notification appears in the Notifications grid.

The Careers Home page shows that an offer has been posted

Click either the My Career Tools summary or the job offer notification to access the My Career Tools page, which now lists each offer. The offer summary includes links to the offer details and to the original application for the job.

The My Career Tools page includes this list of current offers



109BCareers Page Offer Review

Applicants can view complete offer details online. They can review the offer letter and any other attachments, and they can upload documents such as forms that you have asked them to complete and return.

Applicants also accept or reject the offer directly from this page. The Accept action is available only after the applicant completes the acknowledgement section.

Applicants can review the offer then accept or reject it online 54BScreening Recruiting, like most functions within an organization, has the ongoing need to accomplish more with fewer resources. Changing business conditions can dramatically increase the volume of active applicants, requiring recruiting organizations to quickly identify those who are best qualified for further consideration.



This release introduces several new screening capabilities, including:

• Prescreening of applicants.

• Online screening.

• Open-ended screening questions.

• Multiple correct answers for screening questions.

• Question ordering.

• Requests for questionnaire completion.

• Improved access to screening question responses.

• Screening notifications.



110BPrescreening of Applicants

Prescreening automatically filters out unqualified applicants before they reach the point of completing the online application form. Prescreening is based entirely on questionnaires, because no other application data has been collected at this point. Prescreening questionnaires can contain one or more multiple-choice questions.

Prescreening questions



Applicant responses to prescreening questions are immediately evaluated, and applicants receive instant online results. Applicants failing to meet minimum qualifications are prevented from completing the application process; they receive an online message as well as an optional email stating that they are not eligible to apply. Successful applicants are allowed to continue through the application process.

Online notification that an applicant passed prescreening



You can set up prescreening questions for specific job openings using a screening level. Screening level definitions now include a check box for identifying a prescreening level, along with new fields for selecting messages to present to applicants after they pass or fail prescreening.

Using a standard screening definition for prescreening

When your prescreening questions are not job-specific, you can associate them with resume templates. This provides two benefits:

• You can screen applicants who do not select a job opening.

If an applicant applies without selecting a job opening, the system invokes the prescreening definition from the default resume template for the site.

• The system automatically loads your standard prescreening questions into the job openings that use the template.

The questions are then available for use as screening criteria in the prescreening level for the job opening.

111BOnline Screening

Online screening filters out unqualified applicants after they complete the online application process. Online screening evaluates applicants based on their application data, including preferences, qualifications, and questionnaire responses. You can use online screening in conjunction with prescreening or on its own.



You can present applicants with immediate screening results both online and through email. Your message informs applicants whether they have met your basic requirements and are being considered further or whether they have not met those requirements and therefore will not be considered further.

Online screening feedback to applicants who applied for multiple jobs

112BOpen-Ended Screening Questions

Screening questionnaires can now include open-ended questions. Open-ended questions allow applicants to provide a text response rather than selecting from predefined response items. Applicants can be limited to a specific number of words per question; the system calculates and displays the word count on demand.



Open-ended question Open-ended screening questions require manual scoring by one or more assigned evaluators. (They are thus excluded from use in automated screening processes for prescreening and online screening.) When there are multiple evaluators, the system calculates an average score, ignoring unsubmitted evaluations.

Evaluators use self-service to access and evaluate open-ended questions. At no point during the evaluation process does the evaluator see identifying information about the applicant or job opening.

Evaluators review a list of answers to be evaluated



When evaluating a question, evaluators see the complete question-and-answer text, the word count, and the maximum number of points that can be awarded.

Evaluators review the applicant’s answer and award points



113BMultiple Correct Answers for Screening Questions

Questions can now have multiple correct answers, with separate point values for each possible answer. The applicant’s score for the question is the sum of the points for all selected answers.

Multiple correct answer scoring



114BQuestion Ordering

In this release, you can define the order in which questions appear to applicants. Questions that are loaded from question sets bring in the default order from the question set; you can override the default when you configure the complete set of questions for a job opening.

Set the order for questions in a job opening

You also have the new option to present questions, answers, or both in random order. Randomization reduces the opportunity for applicants to collaborate on answering the screening questions.

Configure the system to randomize the order of questions and answers



115BRequests for Questionnaire Completion

Recruiters frequently link applicants to additional job openings. In this release, when you link an applicant to a job opening that requires the completion of an online questionnaire, the system sends an email to the applicant requesting that he or she complete the questionnaire. A link in the email takes the applicant to Candidate Gateway, where the applicant can sign in to an existing account or create a new account that will be automatically associated with the existing applicant record.

An email asks the applicant to complete the questionnaire

116BImproved Access to Screening Question Responses

In this release, you have greater flexibility to review responses to screening questions. Applicant responses are now accessible directly from the application details. With this enhancement, you can now access all pertinent applicant data throughout the entire selection process.

The Application Details page now includes links to completed questionnaires



117BScreening Notifications

You can now identify members of a screening team for the job opening. Add recruiters, hiring manager, or other interested parties to this list so that they can receive automated screening notifications. The system sends these notifications when the screening criteria for the job opening changes and when the screening process runs for a screening level that is not prescreening or online screening.

Identify users who will be notified of screening activity for a job opening



55BProfile Manager Integration This release strengthens the integration with Profile Manager, enabling you to leverage profile content to create job openings, search for qualified applicants, and compare profiles.

118BProfile-Based Job Openings

When creating job openings, you can automatically load requirements that match selected profiles. For example, when replacing a key employee, you can copy attributes such as skills and attributes from the employee’s profile into the job opening. Similarly, you can pull requirements from a job profile. You can even combine requirement sources by selecting multiple profiles from which to load requirements.

Leverage existing profile content when creating a job opening



119BProfile Updates

You can also update job profiles from the job opening. For example, when you are create a job opening, the hiring manager might provide updated requirements that you can then transfer back to the job profile, maintaining consistency and eliminating redundant work efforts.

120BProfile-Based Searching

The profile search and match functionality introduced in PeopleSoft HCM 9.0 is now more tightly integrated with Talent Acquisition Manager. Use this robust functionality to compare job, applicant, employee, and non-person profiles. (The system automatically creates profiles for all applicants when they submit their applications.)

The ability to view a detailed gap analysis from within Talent Acquisition Manager enables recruiters and hiring managers to quickly and easily identify qualified external applicants as well as internal talent that otherwise might not have been recognized or considered for the opening.



The example pictured here illustrates a search for employees whose profiles match that of a specific job opening. This search identifies potential passive candidates who could be a good match for the position. When you use this search functionality to identify promising candidates, you can send the employee an email with an invitation to submit an application for the position.

Invitation to apply

Searches that compare profiles for employees and jobs are also available to employee self-service users. Employees can perform searches to identify internal opportunities that match their qualifications, interests, or both, and they can compare their current skill set to the specified requirements.

56BOptimized Printing of Job Openings and Applications You now have enhanced printing capabilities for job openings and applications. Printer-friendly formatting gathers data that normally appears on multiple tabs and puts everything onto one long print-ready page.

The ability to choose which sections to include on the final printout makes this feature a valuable tool both for personal use and for efficient presentation of information to others.



121BEnhanced Printing for Job Openings

The new printing option for job openings is available via a Print Job Opening link on pages throughout the system.

The printing option appears on many job opening-related pages



After clicking the link, you can choose which sections of a job opening to include in the printout. Sections that do not contain any data do not appear in the final printed document, even if you select them for inclusion.

Choose which job opening details to include



When you preview the printer-friendly format, you can further control how much content is printed by collapsing or expanding sections (for example, you can collapse subsections within the higher-level Job Information section). When you print the page, all section headers are printed, but detailed content appears only for expanded sections.

Job opening information in a printer-friendly format



122BEnhanced Printing for Applications

Formatted printing of applications is available for one or many applicants via the Print Application Details action.

Print application details for individual applications or as a group action



When you print multiple applications, the system uses a batch process to produce the formatted printouts.

When you print a single application, the system displays a preview of the printer-friendly format. You can control how much content is printed by collapsing or expanding each section of the application before printing. When you execute the print command, all section headers are printed, but detailed content appears only for expanded sections.

Printing applicant details



57BRecruiter Alerts The Recruiter Alerts pagelet has three new alerts to complement new functionality for interviews, online job offers, and open-ended screening questions.

New recruiter alerts enhance the user experience

123BUnconfirmed Interviews

The Unconfirmed Interviews alert indicates how many of your scheduled interviews are unconfirmed. If you use full calendar integration with Microsoft Outlook 2007, the interview is automatically confirmed when all internal interview participants accept the meeting invitation.

Recruiter alert details for unconfirmed interviews



124BOnline Job Offers

The Online Job Offer alert indicates how many of your online job offers will expire within a time period that you choose when you configure the pagelet. An associated detail page lists the offers along with their offer dates and the expiration dates. The detail page also indicates whether the applicant has viewed the online offer yet.

Recruiter alert details for online job offers

125BUnevaluated Answers

The Unevaluated Answers alert indicates how many incomplete evaluations for open-ended screening questions exist for your job openings. An associated detail page lists the applications with unevaluated questions and provides a button for sending reminders to selected evaluators.

Recruiter alert details for unevaluated answers



126BQuestionnaire Requests

The Questionnaire Requests alert indicates how many applicants have not completed the requested questionnaires for job openings to which they are linked. An associated detail page lists the applicants and provides a button for sending reminders to selected applicants.

Recruiter alert details for questionnaire requests

58BAdditional Enhancements Additional product updates have been introduced in this release to provide a more efficient and effective experience for recruiters, managers, employees, and external applicants. These updates include but are not limited to the following:

• Rich text formatting to enhance job postings.

• Optional transfer of offer letters to HR.

• The ability to withdraw a hire request.

• Approval delegation capabilities.

• Enhanced integration with PeopleSoft Services Procurement.



127BRich Text Formatting to Enhance Job Postings

You put great effort and considerable investment into establishing your branding and marketing presence on career portals. In this release, rich text formatting is available to enhance the presentation of job opening content, providing an option for more creative, professional presentations of job opening content.

Here is a sample job opening posting enhanced with rich text formatting:

Job posting with rich text formatting



128BOptional Transfer of Offer Letters to HR

When preparing an applicant for hire, you can now forward the offer letter to HR. This proactive push of offer details ensures that HR personnel have timely and accurate information as they complete the hire process.

Prepare for hire



129BWithdrawn Hiring Requests

Sometimes, you must withdraw an applicant from the hiring process after you have already submitted the hiring request. You can now withdraw the hiring request using the new Withdraw From Hire action.

Applicants who have been prepared for hire can be withdrawn from hire

If the applicant has been partially or completely processed in HR, then the HR Manage Hires page shows that the applicant requires attention, and the Manage Hire Details page includes a message that alerts the HR administrator to the situation.



130BDelegation of Approval Authority

Talent Acquisition Manager has adopted the HCM common delegation framework so that you can now authorize another user, known as a proxy, to temporarily act on your behalf to approve job openings and job offers.

The delegation framework manages the proxy's authority over a delegated transaction by temporarily assigning the proxy a unique role that is specific to the transaction. The role enables the proxy to access the components and pages associated with the transaction. When the proxy no longer has delegated authority, the delegation framework removes that role and thus prevents the proxy from performing the transaction.

131BIntegration with PeopleSoft Services Procurement

Enhancements to this prebuilt integration provide additional automation when you fill job openings with candidates from PeopleSoft Services Procurement.

In this release, when a Services Procurement candidate fills a requisition originating from a Talent Acquisition Manager job posting, Talent Acquisition Manager sends post-hire employee data to Services Procurement, giving Services Procurement the data it needs to later send a termination message directly to HR when the work order is complete.



This diagram illustrates the integration process flow in release 9.1:

Process flow for integration with PeopleSoft Services Procurement

16BePerformance Organizations continue to focus on gaining a competitive advantage through the use of effective talent management practices to help them address a variety of business challenges. These challenges include concerns over the loss of top performers and key leaders due to retirement, changing workforce demographics, and related challenges of managing multiple generations, attracting and engaging Generation Y workers, and a desire to create a performance-driven culture.



Performance management, the process of setting employee goals, identifying individual development targets, and assessing progress toward achieving those objectives, continues to be a critical foundational element of a solid talent management strategy, evolving from an administrative process to a strategic business activity.

Effective performance management facilitates communication between business leaders and employees, provides clear direction on organizational priorities, incents and encourages desired employee actions, enables the identification and reward of top talent, and can ultimately drive organizational performance to higher levels while reducing operating costs.

To accomplish these goals, ePerformance 9.1 includes significant new functionality designed to help organizations more effectively align business objectives with employee goals. Business Objectives Management covers the following areas:

• Create and Publish Business Objectives

• Display Objectives in an Organization Chart View

• Link Individual Goals to Business Objectives

Other enhancements in ePerformance 9.1 include:

• Simplified ePerformance Document Creation Processes

• Additional Document Configuration Options

• Support for File Attachments

• Electronic Document Sign-off

• Document Archival Template

• Targeted Performance Notes

59BBusiness Objectives Management Organizations need to clearly define and communicate business objectives to employees in their organization. Additionally, senior leadership wants to ensure that all individuals within the organization are working in some fashion toward achieving those objectives. One of the best ways to accomplish this is for employees to align their individual goals with defined business objectives.

Alignment of an organization's workforce activities to its enterprise strategy is critical to ensure the execution of the strategy and to enable organizational success. This alignment can be realized through effective communication that ties individual goals and activities to the goals and initiatives of their department, business unit, and ultimately the overall organizational strategy.

Having this alignment in place can help heighten employee commitment and motivation, increasing the likelihood of individuals achieving enterprise goals. Correspondingly, when goals are aligned across the organization, management can monitor achievement against these goals in a methodical manner.



In ePerformance 9.1, users can display business objectives in a Home Page that can be presented to employees and managers in a hierarchical structure that reflects the department or position structure used in the organization. Depending on their security access, employees and managers can navigate a hierarchical chart to find published business objectives that are relevant to their roles. Employees and managers can adopt business objectives into a performance document or link newly created individual goals to these objectives.

132BCreate and Publish Business Objectives

Typically, the process of defining business objectives starts with senior management setting direction by defining high-level strategic objectives for the organization. These objectives are then shared throughout the company, with employees defining supporting goals that will help the company achieve the objectives defined by senior management. Ultimately, these individual goals become part of the criteria against which employee performance is measured. By associating supporting goals with the broader initiatives that they support, clear alignment is established between individual goals and the overall organizational strategy.

With ePerformance 9.1, users can create a Business Objectives home page for specific organizational entities, such as a department or position. Depending on their access, employees can view these objectives online and create supporting individual goals that are linked to business objectives.

Setup Business Objectives: ePerformance Administrators follow a process similar to what is used to set up other ePerformance documents today. The steps include defining the Objective Plan, Objective Section definition, and Objective Template definition.

Objective Plan page

This page enables you to define at a high level a period to which you want to link Objective pages. The Objective Plan also identifies the hierarchy method. For department hierarchies, the Objective Plan identifies the tree that you need to link organizational Objectives pages for a particular period to a predefined hierarchy that is created in Tree Manager.



Objective Section Definition page

You use this page to define the sections that make up an Objective Plan, such as the name of the section and rules for the section. You can also select the content type from which content items (job attributes) are pulled when you define the business objectives. Valid options are any content types defined in the content catalog in the Manage Profiles business process.



Objective Template Definition page

You use this page to define the layout of the Objective pages. You can also specify which sections to include and what the sections look like to end users and managers. The Include Picture, Picture Name, and Picture Title check boxes enable you to create a space for a picture, name, and title on Objective pages. When the system renders an Objective page in view-mode only, it inserts a picture of the Objective page owner.

Create Business Objectives: After the ePerformance Administrators define an objective plan, they can use the following pages to create business objectives for departments or positions.



Create Business Objectives – Select Objective Plan page

This page lists the objective plans that have already been created. It also lists the begin and end dates of each plan. To create new business objective pages, click the link associated with the Objective Plan.

Create Business Objectives page



Use this page to enter the criteria to be used to create the business objective pages. Select the template that you want to use to create Objective pages. The system displays only templates that are effective as of the Objective Plan date.

Select Page to Publish page

Use this page to enter search criteria to locate the Objective pages that you want to publish. You can use the SetID, Department, or Position field to search for specific pages that you want to publish to the managers and employees in your organization.



Business Objectives home page

You can build Business Objectives home pages from templates that the ePerformance Administrator sets up and assign owners—typically department or business unit leaders—who define objectives that are shared with employees.

Change Notification: Administrations can set up email notifications to alert employees and managers when individual performance goals are created or changed through cascading or adoption functionality.



ePerformance General Settings – Objective Pages page

Before you create the objective pages from the templates, you may want 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 ePerformance General Settings – Objective Pages page. On this page the system lists the email notification options that an administrator can select to enable certain functionality. By default, the system selects all notification options.

Create/Maintain Business Objectives Pages: Responsibility for creating and maintaining Business Objectives pages can be shared between the ePerformance Administrator and organizational leaders who own the pages, typically the executive or manager responsible for meeting objectives at a particular level of the organization.



Update Objective page

Use this page to update or add precoded or free-form items to the sections and align them to the objectives listed on the page. After making changes, you can also save, cancel, preview, submit for publication, send messages to the owners of the Business Objectives pages, and view different objectives by launching an organizational chart to locate departments that have established business objectives.

Administer Objectives Pages: ePerformance Administrators can administer multiple Business Objectives pages at once. By selecting an action, the administrator can complete various tasks such as locking pages from updates, unlocking locked pages, inactivating pages (so that they can’t be viewed or updated), deleting inactive pages, and reviewing pages by status.



Reopen Document page

Use this page to select documents for status change. To change a performance document's status back to In Progress, select the check box next to the employee's name and then click Continue. Only documents that are in the Available for Review, Review Held, or Acknowledged, status with an approval status of Submitted or Approved can be changed back to In Progress.

Objective Alignment Chain: Create a line-of-sight alignment chain between multiple business objectives to ensure clear visibility of business strategies and the objectives supporting them.



Business objectives alignment chain

Select the Alignment Chain icon on the Update Objective page to access the Objective Alignment Chain page, where you can compare the manager's objective or corporate objective with your own objective.

Business Objective Metrics: Graphical reports enable organization owners or administrators to review the number of employee goals aligned to a business objective as well as completion progress details.

133BDisplay Objectives in an Organization Chart View

The Business Objectives Chart is used by administrators, managers, and employees to navigate the hierarchy of objectives home pages. Available data depends on the role and security access assigned to each user. Features of the business objectives organization chart include:

Employee and Manager Self-Service: Employee and manager access to published business objectives is through self-service. The business objective page closest to the user’s department or position in the hierarchy is displayed automatically to users upon initiation.

View Different Objectives: A link is provided to enable users to easily navigate the chart to view or search for additional objectives associated with different organizations.

Access from Within Performance Documents: Employees, managers, and administrators can access the objectives chart from either a business objectives page or from within an ePerformance document.



Quick Search: Embedded quick search capability enables you to find different nodes on the chart by entering search criteria based on person, department, or hierarchical position without leaving the chart page.

Embedded Links: You can easily link to an Objectives Home Page from the Objectives Chart.

Multiple Jobs Support: Employees with multiple jobs in different departments or employees that report to a supervisor in a different department can navigate the organization chart to view business objectives for each department or supervisor position.

Business objectives organization chart



134BLink Individual Goals to Business Objectives

Once you have created and published Business Objectives, employees and managers can create individual goals that align with, or are linked to, the higher-level objectives. This enables senior leaders and organization heads to ensure that critical objectives are being acted upon and to track progress toward achievement. New features added to ePerformance to support goal alignment include:

Goal Alignment: Managers and employees can align an individual performance goal to a business objective.

Goal alignment within performance document

Use this page to select a business objective to which you want to align your own objectives.

Copy Objectives: Managers and employees can copy Business objectives into individual performance documents.



Stretch Goal Indicator: You can mark individual performance document content as stretch goals



Private Goal Option: Managers whose goals are made available for employees to copy can elect to mark certain goals as private to prevent sharing with others.



Template Definition – Content page

Goal Adoption: Employees can copy available goals (those not marked private) from their manager’s performance document or the manager can choose to copy goals from their document to one or more employee performance documents.



Copy from Manager Document page

Select the Copy Manager's Items check box on the Template Definition - Structure page to enable individuals with a specific role to copy items from the manager's document into the documents that are generated for the role.

Cascading Objectives: ePerformance administrators can cascade or push objectives to one or more employees in the organizational hierarchy. Individual performance documents to which objectives are cascaded automatically display alignment to the source objective.



Objectives page showing cascaded objectives

Objective Syndication: When a modification is made to an objective that was cascaded, the update is pushed to all in-progress individual performance documents. Employees and managers cannot update or modify goals created through the cascading objectives process.

Objective Status Changes: Visual indicators are displayed in individual performance documents to reflect dates and changes, such as modification or inactivation, to related Business Objectives.

Goal Change Audit: History of the individual creating or modifying individual goal criteria and the date of the change are maintained. Information regarding the most recent change are displayed within the individual performance document with the option to link to a full modification audit history.

Objective Details: From within the performance document, you can view details of linked Objectives to which individual goals are aligned. The objective details contain information such as a description, measurement, due date, status, and percent complete.



Objectives Detail page

Use this page to update item details such as title, description, due date, owner, supports, status, reminder date, percent complete, and flags indicating critical items for the objective.

60BOther Enhancements Simplified ePerformance Document Creation

As employees are hired or transferred within the organization, administrators often need to create individual performance documents on an ad hoc basis. In ePerformance 9.1, administrators can create a document for an employee who does not currently have a manager due to a position vacancy simply by selecting the manager ID that will be used, rather than relying on the current manager selection method. Similarly, administrators can elect whether to create documents using the existing group build process or by entering an employee ID.



Additional Document Configuration Options

230BConfigurable Document Headers Administrators can select additional fields that appear in the headers of various performance documents they create. New functionality slated for delivery in ePerformance 9.1 allows additional employee data to be defined on a document template. Available header content includes Employee ID, Department ID, and Description; Work Location and Description; Salary Grade and Step, Years of Service, Time in Job, Compensation History, and Rating History.

You can define unique header content for various document types that can also be based upon the role of the document user. For example, an administrator may choose to include limited compensation history in an annual performance document, but will want to make that available only to managers, preventing any peer raters from accessing that data.

Template Definition - General page

231BDisplay Evaluator Names in Manager Documents Users elect whether to display participant evaluator names in the manager’s version of a performance document, providing managers with a quick overview of all participants in the evaluation process. The current option to maintain anonymity for additional review participants continues to be available as well.



Template Definition - Process page

232BLimit Content Items by Group On a performance document or within a performance template, you can now limit available content items to those within a defined content group. For example, many customers define competencies that are then grouped into categories, such as leadership competencies or groups related to certain work classifications. By your associating a competency content group with a performance document, the list of available competencies is limited to those contained in the identified group, making it easier for users to find relevant content for inclusion in the performance appraisal.

Define Content Group page

233BPerformance Criteria Level of Difficulty Customers can now associate a level of difficulty of Basic, Intermediate, or Advanced with performance criteria established for an individual.



Template Definition - Content page

234BCollapsible Sections Links allowing you to collapse or expand all sections are accessible from within performance documents.



Example of a page on which the expand and collapse options have been used

Support for File Attachments

Administrators can now enable or disable document attachment capability within the manager document, allowing managers to attach documents when the evaluation is in progress. The attachment section is visible to any user having access to the manager document; however, only managers can add or delete attachments. Managers can also determine whether the attachment is accessible to both the employee and the manager, or available to the manager only. If you select the manager only option, only the manager, his or her superiors, and performance administrators can view the attachments. Once a document is no longer in progress or is canceled, additional document attachments are not allowed.



Electronic Document Sign-Off

As technology continues to evolve, organizations and individuals are becoming more comfortable executing various transactions online, rather than using a paper-based approach. In ePerformance 9.1, we deliver a new eSignature section that enables employees and managers to sign off electronically on performance and development documents, allowing organizations to capture document acknowledgements without needing to generate paper copies. This optional process enables organizations to capture the date and time that a performance document was acknowledged by employees, managers, or both. For those wanting to generate paper copies, eSignature information is added to the signature block on any printed versions of the document that are generated.



Document Archival Template

Many organizations use ePerformance to create multiple documents for each employee, including manager, employee, and peer review documents, as well as individual development documents and, periodically, performance improvement plans. This can result in a high volume of documents accumulating in the system. Release 9.1 includes a new data archive template for ePerformance documents.

Organizations can select from six queries to define the documents that they want to archive. The delivered queries define archive populations based on combinations of country, document type, document usage, document end date, and employee ID. Once populations are defined, organizations can use the Data Archive Manager to archive performance documents and all associated pages or components, such as evaluation criteria, employee self-evaluation, and manager evaluation.

Manage Archive Templates page



Targeted Performance Notes

Performance Notes created by managers and employees can now be associated with a specific item within a performance document rather than simply associated with the performance section in general. Managers and employees can record performance notes that are relevant to a specific item within the performance document, then retrieve those notes when completing the comments for that item in the performance evaluation process.

Performance Notes page



17BEnterprise Learning Management Leading organizations today implement talent management practices designed to ensure that their employees have the skills and competencies required to meet corporate objectives. Learning is an integral part of ensuring that all employees can access the training tools needed to improve their skills and meet those corporate goals.

Enterprise Learning Management (ELM) 9.1 delivers a number of enhancements covering a wide variety of customer needs by expanding industry and business processes such as Talent Management Integration and Learning Portfolio Management, as well as protecting the customer’s investment by improving the usability of Notifications, Catalog Management, and other features. These customer-driven enhancements have resulted in an improved offering that is easier to manage and to use. In addition, ELM 9.1 offers even more integrated business processes with Talent Management applications, such as Career and Succession Planning and ePerformance.

For more information, please see the PeopleSoft Enterprise Learning Management 9.1 Prerelease Notes.

18BPlan Careers Retaining and motivating employees are important aspects of an organization's success. Use the Plan Careers business process in Human Resources to ensure that the organization uses employee talents to their fullest. Career planning enables you to assess and rank workers, record job preferences, create career paths, develop long-term goals, assign mentors, identify competencies, devise training plans, and create development plans.

The career planning process enables you to retain and motivate employees by providing the structure for developmental activities focused on advancement. The Plan Careers business process in Human Resources ensures that organizations use employee talents to the fullest and provides important data for succession planning. Supporting employee-based career planning and ultimately increasing the integrity of the succession planning process helps employees identify their career needs, plans, preferences, and interests.

The following enhancements are included for all HCM 9.1 customers:

• Manager and employee self-service access to career planning, including defining and developing career paths.

• Ability to review career paths through a graphical user interface.

• Ability to generate customized or personalized resumes to apply for open jobs or positions within the organization.

• Integration with ELM to review learning needs and enroll in related courses.

• Integration with ePerformance to review development plans.

• Integration with Profile Manager to support the matching and identification of skills gaps between potential job code or position profiles and employee or current job profiles.



• Integration with Recruiting Solutions to support the identification of skill gaps between open jobs or positions and employee or current job profiles.

61BCareer Planning Self-Service for Employees In release 9.1, self-service functionality enables you to review and amend your current profile and add career path information.

Using the Career Planning self-service pages, you can identify your current job profile, view the requirements of profiles in various paths, and compare your current skills, competencies, and qualifications with those in targeted profiles. You can incorporate a profile into your development plan and quickly create goals and actions based on gaps between your current profile and the imported profile.

Alternatively, you can place specific areas identified by the comparison into your development plan. For a particular job profile, you can identify open positions, nominate yourself, apply for a position, or send an email regarding the position.

You can also review active performance and development plans, and link career plans to performance and development plans. When you have completed actions, you can update the career plan and associate notes and experiences with the plan.

My Profile Page

The My Profile page enables you to manage all of the attributes of their personal profile. You can enter your willingness to relocate to another state, region, or country. You can also enter precompany information, such as fluency in languages, professional certifications, memberships, experience, and other competencies and skills.

Using the My Profile page, you can view your current profile content, including:

• Performance history, ratings, and manager reviews.

• Development plan and current status.

• Current role competencies and proficiency levels and gaps between desired and actual proficiency levels.

• Relevant personal and job information such as name, location, birth date, job title, job code, time in position or job, compensation rate, cost center, organization unit, email, phone, and a picture, if one is available.



My Current Profile page

Career Path Page

You can view and update your career path by selecting the desired positions or roles. When one or more roles are placed on your career path, you can see the required job skills, competencies, and experiences for each position or role, and the gap between your current profile and the profile requirements for the desired position.

You can define multiple career paths, operational or personal, and identify the single path that the organization uses in evaluating your potential and creating a performance and development plan based on this path.

Use the Self Service Career Path page to define your career path; modify a default career path and configure a job progression.



Self Service - My Career Path page

Career Goals Page

You can view your current job profiles, view the requirements of profiles in various career paths, and compare your current skills, competencies, and qualifications to targeted profiles. You can import a target profile into your development plan to jump-start the creation of goals and actions based on gaps between your skills, competencies, and qualifications and those in the target profile.



Self Service - Career Goals page

Career Mentoring Page

Career mentoring is a key to creating a top-performing workforce. Plan Careers 9.1 enables you to identify people as mentors that are internal or external to the organization, and identify goals related to each mentor.

Use the Career Mentoring page to assign career mentors and to link goals and completion dates to each mentor.

Self Service - Career Mentoring page

Career Development Areas

A strength-based development philosophy allows for identification of personal strength types and self-ratings. This information is available to the manager to facilitate development documentation and discussion. As an employee, you can add development areas, documenting the areas on which you want to focus.

Use the Career Strength/Developmental Areas page to record and evaluate your career strengths and developmental areas.



Self Service - Career Strengths/Developmental Areas page

Career Training Plan Page

The modern workplace requires continuous learning from employees. Plan Careers 9.1 enables you to add training courses or programs based on data from either Training Administration or Enterprise Learning Management.

Use the Career Training Plan page to enter or update your training programs, and use or modify the default training program for your job code.

Career planning - My Career Training Plan

Career Development Plan page

Career development is a goal-based process, driven by both learning events and goal setting. The development action plan enables you to create date-driven goals, and provides easy access to learning.



Use the Career Development Plan page to guide your improvement in developmental areas before your next performance review or career planning session.

Self Service - Career Development Plan page

Career Progression Chart

Plan Careers 9.1 enables you to visualize your career path and enables you to perform a profile comparison between yourself and any role in your career path. This comparison generates an overall Total Match, which can be a combination of required background, skills, and competencies.

Use the Career Progression Chart page to view your career paths and non-person profile summaries to perform a competency gap/fit analysis.



Self Service - Career Progression Chart page

My Internal Resume

To consolidate all work-related information, you can generate a personalized resume. You can use this internal resume to apply for an open job or position within the organization.



Self Service - My Internal Resume page



62BCareer Planning Self-Service for Managers Managers can perform the same activities for their direct reports that employees perform for themselves. Except for the employee’s personal career path, managers can access an employee’s profile and career plans. Managers can also enter ratings of potential and forced ranking for employees by using the manager self-service career planning pages.

Managers use the Manage Career Plans page to perform career-planning activities for their direct reports.

Manager Self Service - Manage Career Plans page

19BPlan Successions Succession Planning is the process of identifying long-range needs and cultivating a supply of internal talent to meet those future needs. The process anticipates the future needs of the organization and assists in finding, assessing, and developing the human capital necessary to successfully carry out the strategy of the organization. Plan Successions 9.1 enables your organization to develop multiple succession plans.

As talent shortages emerge and employers become increasingly concerned about the impending departure of employees from the workforce, succession planning has taken on new importance in organizations. Plan Successions, part of the core HRMS application in PeopleSoft HCM 9.1, includes the following enhancements to reflect recent trends and best practices:



• Ability to develop succession plans with and without position management and to create plans for individual employees, job codes, and positions.

• Ability to identify, track, and manage employees in talent pools.

• Real-time hierarchical visualization of incumbents and successors, including relevant profile data.

• Configurable X-Y grids for rating box, or 9-box, which tracks user-defined criteria such as performance, potential, readiness, and so on, and to rate talent pool members or successors.

• Integration with Profile Manager to support the matching and identification of skill gaps between potential successors and incumbents or job profiles.

• Ability to search internal and external candidate pools.

• Intuitive, graphical user interface with drag-and-drop capabilities.

Maintain Succession Plans Succession planning traditionally occurs once a year by a small committee of individuals who may include line managers. Some succession plans are evaluated more frequently or when major changes are made to the plan due to mergers, acquisitions, loss of key talent, and so on. The company needs to be able to identify the plan frequency and data but also to allow for documented and tracked updates. You can define succession plans for job codes, individuals, or positions.

135BSuccession Plan Page

Use the Succession Plan page to plan dates and select succession candidates.



Succession Plan page

136BSearching for Candidates

Within a specific succession plan, you can search for and analyze candidates. Use career path information to plan successions and indicate candidate readiness to move into a new position on the Candidates page.



Candidates page

From the Candidates page, you can create a list of potential successors, using PeopleSoft Profile Manager and ad hoc SQL-based search methods. The search results pages enable you to select employees and automatically include them in the succession plan candidate list.



Search Results - For People with Profile Matches to Plan Incumbent page

Once you have selected a group of candidates, you can perform a side-by-side comparison of the candidates’ readiness for a position with the plan incumbent by clicking the Compare Profiles button.



Compare Results page

After you compare the candidates’ profiles, click the Add to Succession Planning button to add the selected employees to a succession plan. The following screen displays the Candidates page, listing the potential successors with the new candidates, where you can perform further analysis and succession-related processing, such as defining succession readiness, updating plan status, defining succession order, deleting candidates, adding more candidates, adding individual notes, reviewing job and salary plan date, and so on.



Candidates page – displaying new candidates added to the succession plan

137BRating Successors

Plan Successions 9.1 enables you to rate successors using configurable X-Y grids for ratings boxes, or 9-boxes. You can use ratings boxes to track custom-defined criteria such as performance, potential, readiness, and so on.



Ratings Box page



138BManage the Slate of Candidates

The Succession Planning business process enables you to manage the slate of candidates. Create successor ranks, successor plan status (active or inactive), and successor rating box assignments. The Slate page enables you to view the roster of candidates whom you manage on the other pages in the Succession Plan component. The Slate page is updated when you add or delete candidates on the Candidates page.

Note. The Slate page displays candidates added to the Candidates page who are in the succession order and have an active status.

Slate page

63BSuccession 360˚ You may want to use a talent review process centered on a person or role when you initiate succession management planning. The Succession 360˚ page enables you to visually review and manage a person or role within the context of the organization.

Use the Succession 360˚ page as a planning tool or reviewing tool. The page highlights the completed portions of the succession planning process or any unfinished business in the succession planning process.

The Succession 360˚ feature gathers and displays a variety of pertinent HR data. You can perform the following functions:

• Search for people, succession plans, and positions or job codes.

• Create graphical representations of reporting hierarchies.

• View profile summaries.

• View succession plans for people, positions, or job codes.

• Edit succession plans.

The Succession 360˚ component exchanges succession plan data from the underlying succession plan record. For example, in the Successor Details region of the Succession 360˚ component, the system retrieves the Ratings Box information and the candidate list from the Succession Plan ID specified on the Successors tab.

The system updates the information in the plan record as you make changes in either the Succession 360° component or the Succession Plan pages.



The Succession 360˚ workspace has two primary sections:

• An organizational chart or reporting hierarchy appears on the left side of the page, based on your search criteria. This information focuses on a person or a role and you can navigate to another person or position of interest.

• Details regarding the person or role in focus on the organizational chart appear on the right side of the page. This workspace also enables you to compare the succession candidates to the job profile or incumbent. You can expand or collapse this information to optimize the workspace for a particular task. For example, when focusing on succession information, you can collapse the incumbent details section.

Succession 360˚ page

Succession candidates with assigned ratings that are listed in the Successor Details region of the Succession 360 ° page appear in the applicable ratings box quadrants on the Ratings Box tab. Each successor displayed in a Rating Box quadrant has a Succession Readiness icon associated with his or her name.



Succession 360˚ page – displaying the Ratings Box tab

Within the Ratings Box, you can drag the name of any successor displayed in one quadrant to any other quadrant. For example, in the previous screen, Derek Holsinger has a Medium/Medium rating. Dragging Derek’s name to the High/High rating box updates the record. Derek’s name now occupies a new position in the rating boxes as shown in the following example.



Succession 360˚ page – displaying the Ratings Box tab and illustrating the Drag and Drop feature

64BTalent Pools Talent pools provide flexibility in the selection process for a leadership team. Creating a talent pool rather than choosing one employee with key competencies is more effective and efficient for an organization.

A talent pool is a group of individuals, generally identified as the top talent within an organization. To prevent attrition and provide motivation, you place individuals in a pool based upon their role or position once they have met certain criteria for success.

For example, a championship athletic team usually finds the best available athletes based on a predetermined talent pool, and then determines where to fit those athletes into the team lineup. This is in sharp contrast to the traditional business approach, in which companies begin by assigning employees to more limited career paths.

An integrated approach identifies and grooms candidates for increasingly demanding leadership positions and prepares the organization for demographic trends that sharply decrease leadership ranks.

The majority of high-potential development programs encourage cross-functional rotations to develop breadth of knowledge in future company leaders. Many companies focus on identifying and promoting talent within the organization as a whole, often seeking to deploy this talent across business units. Making cross-functional development training part of the job prevents disruption in the flow of business.



Managing Talent Pools

You can manually add internal and external individuals to talent pools based on nominations, process-based recommendations, or performance and potential analysis. Add internal individuals automatically using Profile Manager’s search and match feature. Depending on your organization’s practices, readiness is a key monitor factor for talent pools. You can manually specify each employee’s readiness based on criteria established by your organization.

Using the talent pool feature, your succession planning team can identify, track, and manage key or pivotal employees in talent pools.

Talent Pool page

As with succession plans, your organization’s administrators can use configurable X-Y grids to place individuals into different quadrants of the ratings box to track user-defined criteria such as the performance, potential, and readiness of the talent pool members.



Talent Pool – Ratings Box page



65BIntegration Career and Succession Planning in HRMS 9.1 provides new and enhanced integration points to exchange data with Profile Manager, Recruiting Solutions, ePerformance, and Enterprise Learning Management. These are the specific integration points:

• Integration with ELM enables you to review learning needs and enroll in related courses, plus associate learning programs with talent pool members.

• Integration with ePerformance enables you to review development plans.

• Integration with Profile Manager supports the matching and identification of skills gaps between potential job code or position profiles and employee or current job profiles.

• Integration with eDevelopment enables you to review additional items such as mobility preferences, career plans, and experiences.

20BeCompensation Oracle's PeopleSoft Enterprise eCompensation is the solution for administering compensation programs for workers, either individually or by configured groups. Cycle-driven processing of multiple pay components is used for compensation planning, processing, and allocation. With improved integration to performance, the company can easily calculate target compensation based on workers’ performance, which can be a valuable retention and progression tool for the organization.

Enhancements available in eCompensation 9.1 are:

• Streamlined Administration of Compensation Cycles.

• Utilization of Common Functionality:

o Group Build

o Tree Manager

o Configurable Matrix

o Approval Workflow Engine (AWE)

o Delegation of Authority

• Automated Rounding and Proration Rules for compensation plan funding.

• Automated updates to Job and Variable Compensation for approved changes

• Integration with PeopleSoft ePerformance.

• Integration with Variable Compensation for the allocation of cash, stock, or other types of bonus payments.

PeopleSoft eCompensation Manager Desktop 9.1 improves the efficiency and accuracy of the compensation process for managers by providing easy online access to update their global workforce’s compensation.

Enhancements available in eCompensation Manager Desktop 9.1 are:

• Manager alerts page providing notification of critical activities.

• Multiple pay proposals easily entered in a grid like table



• Decision support through embedded metrics.

• Manager view of current and historical compensation data.

139BCompensation Plan Funding Calculations

You calculate Compensation cycle salary plan funding by entering a fixed minimum, target, and maximum percentage or by defining a configurable matrix to look up these values based on specific employee data and criteria.

Variable Compensation plan funding can use the existing calculations and funding rules or you can manually enter the funding allocation directly into eCompensation.

Proration and rounding rules are enforced to ensure that the allocation funding balances are manageable and easy to use. Currency conversion is supported to ensure that your eCompensation data is relevant and easy to use for all global Manager Self-Service users.

Compensation Cycle Definition – Salary page

To incorporate performance data into the compensation process, eCompensation provides a tighter integration with ePerformance.



Compensation Cycle Definition – General page

Source Data: If you are integrating information from eCompensation with a Performance application, select the appropriate application. You can choose PeopleSoft ePerformance, Other, or None. If you select Other, it is the your responsibility to populate the PS_WCS_EP_APPR table.

Manager Alerts

eCompensation Manager Desktop enables you to define and configure compensation alerts for use within the eCompensation Manager Self Service functionality. You can access the Maintain Text Catalog page to configure compensation cycle alerts to notify managers of critical activities.



Maintain Text Catalog page

Compensation Administration eCompensation provides you with the tools to streamline the administration of compensation cycles including process monitoring and automated status updates for compensation cycles, group proposals, and individual proposals.



eCompensation Administer Cycle Dashboard

eCompensation Administer Cycle Summary page

Tree Builder Utility eCompensation Manager Desktop provides a Tree Builder Utility that uses application classes to derive the organizational basis for the tree. The system uses a series of programs written to a standard interface to build the various hierarchies and navigational methods that are tied to the trees.

Each program encapsulates the fixed supporting elements needed to expand a specific hierarchy's data model into a tree. The selection of a hierarchy method is a setup item on the Tree Builder run control page.



This type of setup provides for consistent functionality.

Tree Builder Utility page

Rounding and Proration Rules To enable automated processing of business rules for compensation updates, eCompensation enables users to define rounding and proration rules.



Define Rounding Rules page

Use this page to set up rounding rules to determine calculated funding amounts for funding adjustments and proposed amounts for variable compensation and salary plans.

eCompensation Desktop Manager enables you to configure proration rules to suit your business needs. A prorate rule is used to apply a formula to calculate a percent value that represents the employee's eligibility for the compensation cycle.



Define Prorate Rules page

Use this page to set up rules for proration analysis and factor calculation. The system calculates the proration factor by reviewing the employee's job history for the eligible period and accumulating the number of periods that meet the specified proration rule formula.

Load Salary Updates and Awards The Load Salary Updates and Awards process validates the run control parameters, populates configuration rowsets, creates direct report group rowsets, processes salary increases, processes variable compensation awards, and updates the group status to Complete.

The Load Salary Updates and Awards process can be run from the Administer Cycle page when the cycle status is Open and one or more group statuses are set to Ready to Load.



Load Salary Updates and Awards page

Manage Cycle Transactions Use the Manage Cycle Transactions page to enter the compensation proposal changes for your direct reports or navigate into any of your indirect groups to review their proposals.

Manage Cycle Transactions page

140BeCompensation Integration

eCompensation provides an integrated compensation solution including the allocation of bonus, equity, and noncash bonuses, in addition to modification of base pay. Variable Compensation plans and their payout periods are fully supported in eCompensation with the flexibility to have the funding calculations determined by the existing process or by your manually entering the data into eCompensation directly.



Once the manager recommendations have been submitted and approved, eCompensation loads this data into job and Variable Compensation tables for a seamless data exchange between enterprise applications.

In addition, compensation history and the most current performance data is available to the manager to make educated decisions on their compensation recommendations.

66BManager Self-Service Compensation Planning and Allocation Organizations are continuing to empower their managers with talent management and specifically compensation planning and processing to effectively and equitably manage global compensation. PeopleSoft eCompensation enables managers to view budgets and manage the allocation of multiple pay components. Because PeopleSoft compensation solutions are global, managers can view them in multiple currencies and languages to accommodate the global compensation process in one single tool.

eCompensation Manager Alerts



Manager Self-Service showing multiple plans with direct and indirect reports

Application messages are triggered when the plan calculated limits are not met. The manager has the opportunity to change the proposal data or continue with submission processing.



141BTransactional Metrics

Compensation metrics provide managers with a graphical depiction of the underlying compensation data for their group as well as historical salary and variable compensation information. These metrics provide managers with the critical information needed to make informed compensation change recommendations for their employees and help ensure a more efficient, equitable process.

Managers can personalize their eCompensation desktop by configuring, previewing, and selecting the compensation chart pagelet format in which they prefer to view compensation data.

Manager Self-Service page: Delivered Transactional Metrics



142BDelegation of Authority

eCompensation enables Manager Self-Service you to authorize others to perform managerial tasks on their behalf by delegating authority to initiate or approve transactions. Leveraging the Approvals Workflow Engine, you can manage the creation, acceptance, rejection, and deletion of delegation requests. Administrators can use the delegation setup center to access the components necessary to configure the delegation.

You can delegate authority to:

• A direct or indirect report in your reporting hierarchy.

• A manager or another superior in the reporting hierarchy.

• A peer within either the same division or a different division within the reporting hierarchy.

The delegation solution enables managers to authorize a proxy to work on their behalf for a defined or undefined period of time and a specified group of transactions.

21BeCompensation Manager Desktop Oracle's PeopleSoft Enterprise eCompensation Manager Desktop is the manager's solution for administering compensation programs for workers, either individually or by configured groups, through compensation planning, processing, and allocation. Managers can also provide a view of compensation history to their workers, which can be a valuable retention and progression tool for the organization.

PeopleSoft eCompensation Manager Desktop improves the efficiency and accuracy for managers to address compensation issues including variable compensation planning and allocation as well as salary modifications. Managers can have easy online access to the compensation information of their global workforce.

In the 9.1 release, PeopleSoft Enterprise eCompensation Manager’s Desktop provides new enhancements and additional transactions.

Viewing Current and Historical Compensation Data In release 9.1, eCompensation Manager Desktop enables you to view employee’s current and historical compensation data through manager self-service. On the Compensation History page, a manager can view an employee’s salary history, plus any cash or noncash variable compensation that they may have received within a specified time frame.



Compensation History page

eCompensation Manager Desktop integrates with Variable Compensation for the allocation of cash, stock, or other types of bonus payments.



67BIntegrated Compensation Planning and Allocation Tool for Base and Variable Compensation Organizations are continuing to empower their managers with talent management and specifically compensation planning and processing to effectively and equitably manage their global talent’s compensation. PeopleSoft eCompensation Manager Desktop enables managers to view budgets and manage the allocation of multiple pay practices. Because PeopleSoft compensation solutions are global, managers can view compensation information in multiple currencies and languages to accommodate the global compensation process in one single tool.

143BTransactional Metrics

Transactional Metrics provides needed information to the manager during the planning and allocation process. This enables a manager to make educated decisions on the compensation process without contacting the compensation analyst or human resources professional, thereby making the process more efficient and equitable.

Counts by Midpoint Chart page

144BDelegation of Authority

Delegation of Authority and the Approvals and Workflow Engine are features that were introduced to PeopleSoft Enterprise HCM in 9.0. eCompensation Manager’s Desktop has adopted this feature in 9.1, enabling compensation users to authorize other users to perform managerial tasks on their behalf by delegating authority to initiate or approve transactions.



You can delegate authority to:

• A direct report or another person lower down in the reporting hierarchy.

• A manager or another person higher up in the reporting hierarchy.

• A peer either within the same division or in a different division within the reporting hierarchy.

Specifically, the Delegation solution enables you to authorize a proxy to work on behalf of the delegator for a specific or open-ended period of time and group of transactions. Users can maintain this delegated authority for as long as it is defined in the system.

Create Delegation Request page

The Delegation solution integrates with the Approvals Workflow Engine (AWE) solution. This integration makes the AWE framework aware of delegated authorities in the system. Internally, the Delegation framework uses the AWE framework to manage the acceptance and rejection of delegation requests.

Delegation administrators can use the convenient Delegation Setup Center to access the components necessary to set up the delegation.



145BIntegration with Performance Applications

With the release of PeopleSoft Enterprise HCM 9.1, Oracle continues its leadership in the integrated talent management space. The introduction of the manager self-service process for Pay for Performance and providing an integrated compensation solution demonstrate this continued leadership in providing an integrated talent management solution.

Combined with PeopleSoft 9.1 talent management enhancements to our leading core HR application, PeopleSoft 9.1 enables organizations to deploy end-to-end talent management best practices across their enterprise. PeopleSoft Enterprise HCM 9.1 is focused on integration, standardization, and leveraging new technology.

Enhanced Ability to Review and Implement Compensation The enhanced eCompensation Manager Desktop provides an integrated compensation solution including all of the pay practices; the allocation of bonus, equity, and noncash bonuses, and modification of base pay as well as modification of other components of pay.

This enables a manager to view all of the various pay practices in one program and to understand and ultimately carry out the most equitable compensation recommendations. In addition, with the introduction of the integration to Performance for the manager process, the manager can make these educated decisions on their compensation recommendations based on the most current performance information.

Organization Summary Data section from the Manage Cycle Transactions page



3BService Delivery Applications – Self-Service, Help Desk, and HR Portal Oracle’s PeopleSoft Workforce Service Delivery solutions can help cut HR administrative costs, increase employee satisfaction, and boost workforce productivity through a single sign-on interface for all HCM transactions, HR-specific help desk technology, and a multitude of self-service HR functions. Self-service, HR help desk, portal, single sign-on, and workflow technologies give employees and managers control over processes, eliminate inefficiencies, and save all parties valuable time.

22BEmployee and Manager Self-Service Employee and manager self-service has proven to be one of the greatest time savers for HR over the years, and continues to improve with each release of PeopleSoft HCM. Self-service has been shown to significantly reduce the cost of service delivery and improve productivity for organizations.

The PeopleSoft HCM 9.1 product release further enables self-service functionality in support of specific business processes. These enhancements enable our customers to increase efficiency, streamline their processes, and put self-service tools in the hands of those who are best able to manage the required information.

Employee, manager, and candidate self-service enhancements have been made in the following areas. You can find detailed explanations of these changes by following the provided links to the relevant sections in this document.

• HUProfile managementU

• HUOnline job offersU

• HUGoal alignment to business objectivesU

• HUElectronic sign-off on performance documentsU

• Career planning self-service for HUemployeesUH and HUmanagersUH

• HUeCompensation manager toolsU

• HUPayslips for new Global Payroll extensionsU

• HULeave donationsU

• HUExtended leave managementU

These new capabilities will drive higher levels of employee engagement and improve employee retention through the use of robust tools that facilitate more effective interactions between employees and their managers, as well as the HR support staff.



23BPeopleSoft Enterprise Portal 9.1 – Enabling Employee 2.0 For today's employees, using Web 2.0 tools is a part of their daily routine. Workers are tapping into instant messaging, chat rooms, blogs, and even virtual worlds. Until now, these services have led employees to sites or applications outside their work environment. With PeopleSoft Enterprise Portal 9.1, Oracle provides additional tools to help enterprises add value to their business by bringing Web 2.0 within their secure enterprise. Employee 2.0 enables employees to interact with each other using Web 2.0 tools such as instant messaging, chat, blogs, wikis, social bookmarking, newsfeeds, and virtual worlds. By using Web 2.0 tools with their HCM system, organizations can keep employees productive, focused, and engaged.

The PeopleSoft Enterprise Portal 9.1 release continues Oracle’s strategy that began with release 8.8: that of providing functionality beyond just a portal framework. PeopleSoft Enterprise Portal offers a rich set of functional Web 2.0 features, which distinguishes it from conventional framework portals. In addition to new framework improvements and benefits accrued from PeopleTools 8.50, we have added functional features to the PeopleSoft Enterprise Portal—especially in Collaborative Workspaces—that enable you to introduce Web 2.0 concepts and practices into your enterprise with a resulting improvement in effectiveness, efficiency, and profitability.

A Complete Collaboration Footprint

Portal 9.1 Key Features Portal 9.0 Key Features

• Wikis • Discussion forum

• Blogs • Document management

• Tagging (Social Bookmarking) • Community Calendaring

• Feeds (ATOM) publishing • Action items

• Related Discussion service • Polling

• Related Tag service

• Related Links service

For more information, please see the Release Value Proposition for PeopleSoft Enterprise Portal 9.1



24BPeopleSoft HelpDesk for Human Resources 9.1 HelpDesk for Human Resources provides a collaborative framework to maximize productivity and lower costs by optimizing HR support operations through the full HR life cycle (hire to retire). This solution was introduced in the 8.8 release, offering unique value over other HelpDesk solutions in the market due to delivered integration with PeopleSoft HR.

With the 9.1 HelpDesk for Human Resources release, new capabilities for Case Management, Case Configuration, Knowledge Management, and Email Response Management are delivered improving agent productivity, enhancing application configuration, and enabling HR organizations to provide more consistent service across service delivery channels.

Enhancements include:

• Case Management improvements focused on increasing agent productivity and contact center efficiency, and improved SLA adherence.

• Better PeopleSoft Multichannel Communications email response management system (ERMS) integration with the Case Management processes including the automatic creation of a case from an inbound email, enabling contact center agents to manage all work regardless of channel in a common user interface.

• Knowledge Management enhancements including rich text knowledgebase solution content, solution security, and searching of solution attachments providing increased search accuracy and relevancy benefits for both self-service and contact center agents, reducing your contact center costs.

• Case Category, Specialty Type, and Detail administration pages that are redesigned and enhanced to make the task of creating and modifying far less data-entry intensive.

For more information, please see the Release Value Proposition for PeopleSoft Enterprise Customer Relationship Management (CRM) 9.1



25BPeopleSoft Workforce Communications 9.1 HR organizations are under growing pressure to produce better results at a time when budget, personnel, and other critical resources are limited. Success in this environment can be challenging and requires organizations to focus resources on the most strategic initiatives—those that provide the greatest value to the organization and align with organizational goals and objectives. PeopleSoft Workforce Communications 9.1 is a comprehensive solution for planning and delivering HR programs and surveys to the workforce and can help HR organizations address these challenges.

Offered as part of the PeopleSoft Customer Relationship Management product suite, PeopleSoft Workforce Communications complements and improves your organization’s strategy by helping to reduce or contain workforce costs, engaging the workforce and improving productivity through a better understanding of workforce needs.

For more information, please see the Release Value Proposition for PeopleSoft Enterprise Customer Relationship Management (CRM) 9.1



4BFoundational Applications – Core HCM, Global Extensions, and Workforce Management Global workforce trends today require that organizations follow an effective Human Capital Management road map to enable their HR systems to comply with local and federal regulations, automate the use of systems to reduce administrative costs, and attract, retain, and motivate top talent through effective talent management. Oracle’s PeopleSoft Core HCM applications are a robust HR, Payroll, and Benefits system that can be implemented quickly and cost-effectively, providing a strong foundation for organizational growth, cost reduction, and savings, and improved productivity and performance. Core HCM capabilities combined with country-specific capabilities and international data formats enable global operations and compliance while using a single system of record for reporting, maintenance, and lower total cost of ownership (TCO).

Oracle offers a number of payroll options to meet the various needs of our customers. For organizations running payroll operations in North America only, we offer Payroll for North America. For organizations with global operations, we offer Global Payroll Core plus country-specific extensions. Finally, for organizations with outsourced payroll, we offer a payroll interface from our core HCM system to the third-party payroll.

Oracle’s PeopleSoft workforce management solutions can help you forecast labor and workload demand; define and assign schedules to meet business objectives; capture time worked, absences, and other labor data; track adherence to schedules and productivity; and adhere to labor laws and pay rules. Together, these activities are the foundational elements necessary to achieve a strategic, efficient, HCM system.

26BHuman Resources PeopleSoft Enterprise Human Resources has a functional range and depth, which includes processes that span the entire worker life cycle. It includes feature-rich, global modules, comprehensive reporting, and extensive employee and manager self-service.

In 9.1, we continue to expand the features to further enable and support our industry-leading, integrated talent management solution.

PeopleSoft Enterprise Human Resources 9.1 focuses on global and talent management integration requirements. Ultimately, it enables organizations to manage their entire worker population holistically by using one system of record, regardless of worker classification or geography.

In addition to the new functionality described above for Profile Manager, Plan Careers, and Plan Successions, PeopleSoft Enterprise Human Resources 9.1 delivers enhancements in these areas:

• Military Rank Change

• SmartHires (Template-Based Hires)



• Integration of Human Resources with Oracle Workforce Scheduling

• HR for China

• HR for the UK

68BMilitary Rank Change In PeopleSoft Human Resources 9.0, we introduced Military Rank Processing to enable military organizations to capture and report on rank-related information of its service members. Customers can maintain the necessary level of information about a person’s military background and skill area to identify, track, and move the most qualified individuals for critical deployments and designated assignments.

We expand upon this functionality in PeopleSoft Human Resources 9.1 by providing enhancements in the following areas:

• Increased functionality to support the Military Rank Change business process as the service member progresses from being eligible for a rank change to the actual execution and triggering of a processed rank change.

• Ability to add new rank change transactions or amend (correct) or cancel an existing rank change transaction.

• Use of templates to provide by default military rank change details.

• Use of Approval Framework to notify reviewers and approvers of rank change transactions.

• Ability for stakeholders to approve or deny rank change requests.

• Ability to generate official single or multiple rank change documents.

• Automatic update to service member’s Job Data to reflect the rank change when approvals are required.

After you have set up the various military and rank change tables, you can add, amend, or cancel a rank change request using the Rank Change MIL component. When you select a template for use in the Rank Change MIL component, the system automatically enters any field values defined in the Military Rank Change Template component for the specified template.

If you know the date that the rank change should be applied to the employee’s Job Data, enter an application date on the Military Rank Change page.



Rank Change MIL component

The system also enables you to identify stakeholders, reviewers, and approvers that you want to notify of the rank change request. If you have enabled approvals and prenotification on the setup tables, the system sends emails to start the approval process as well as sending prenotification emails when the rank change is about to take place.

Rank Change MIL component – Stakeholder page



Those defined as approvers approve or deny the rank change request in the Review Rank Change Request MIL component in the manager self-service pages. If the stakeholders approve the rank change, the system then routes the information to the candidate’s unit commander for final approval.

If your organization has elected to require approval processing for rank changes, then upon completion of the last approval, and when the application date of the rank change arrives, the system inserts and records this rank change row in the Job Data component.

69BSmartHire (Template-Based Hires) In PeopleSoft Human Resources 9.0, we also introduced the SmartHire process, or template-based hires, that enabled organizations to expedite the hiring of individuals. Using a template-driven approach, you can streamline the repetitive data entry of a hire by reducing the current data entry on the Personal Data and Job Data pages.

Enhancements to the SmartHire feature in release 9.1 include:

• New section information to support the integration with Oracle Workforce Scheduling (OWS).

• The addition of address, ethnic, and religious information to support China and Thailand data that you track in the Personal Data component.

• The ability to include a link to the Contract pages from the Template-Based Hire pages.

When setting up a hire template, you can select to have an Update Contracts link appear on the Template-Based Hire Confirmation page. This link enables you to access the Contracts component after completing a template-based hire and to enter contract information for a new hire.

This link appears on the Confirmation page when Automatic Database Updates and Show Update Contracts Link check boxes are selected on the template and the hire is saved successfully.

Hire template enabling the Update Contracts link on the Confirmation page



70BIntegration of Human Resources with Oracle Workforce Scheduling Oracle Workforce Scheduling (OWS) offers companies a comprehensive solution to forecasting the demand for labor and scheduling to meet customer service and cost objectives. OWS is a simple-to-use system that can reduce overstaffing and understaffing, increase customer service, and reduce payroll costs. The powerful optimization routines take into account factors such as demand, employee preferences, skills, availability, labor laws, payroll budgets, workplace rules, best practice, and seasonality. OWS is a standalone product that does not require data from another system in order to function. Integrating OWS with PeopleSoft Human Resources, Absence Management, and Time and Labor eliminates duplicate data entry.

OWS can operate as a standalone system. It has data maintenance pages and data structures for all the personnel information that it needs, such as employee name, contract details, availability details, absences, and so on. The purpose of the integration with Human Resources is to eliminate duplicate data entry and the need to maintain multiple sources of worker data.

PeopleSoft Human Resources 9.1 integrates with OWS through the PeopleSoft Integration Broker, which is a messaging system that enables you to synchronize data from one application or system with another. You can publish Human Resources messages to OWS using batch functionality when multiple employee events occur (for example, an employee has a change to person data and to job data). Integration Broker facilitates synchronous and asynchronous messaging among internal systems and trading partners, while managing message structure, message format, and transport disparities.

The following diagram illustrates the Human Resources integration with OWS process flow:



OWS Integration with PeopleSoft Enterprise HRMS process flow

When PeopleSoft Human Resources products and OWS are integrated, the applications asynchronously exchange the following information:

• PeopleSoft Human Resources sends an employee’s personal, job, contract, and profile information to OWS.

• PeopleSoft Absence Management sends absence data to OWS.

• PeopleSoft Time and Labor sends employee schedule preferences, updates to schedule preferences, and approved or submitted reported time to OWS.

• OWS sends employee-optimized punch schedules back to Time and Labor.

PeopleSoft Human Resources publishes an employee’s personal, job, contract, and profile information to OWS. The system uses the HCM Event Manager to publish the information to OWS via the PeopleSoft Integration Broker messaging. When any of the fields required by OWS in the Personal, Job, Contract, and Profile contributing components are updated, the PERSON_OWS_SYNC message is published to OWS.

The following table describes the HCM Event Manager trigger points for sending information to OWS:



Event Name Trigger Point Comments

PersonUpdated Updating an employee’s personal data.

This event is triggered when any of the Personal Data fields are updated.

JobUpdated Adding or updating an employee’s job data.

In Add or Update mode, this event is triggered if any of the Job Data fields are updated.

JobOWSFlagTurnedOff Updating an employee’s job data. In Update mode, this event is triggered only if the OWS flag is deselected.

ContractDetailsUpdated Adding or updating an employee’s contract data.

In Add or Update mode, this event is triggered if any of the Contract Data fields are updated

JobProfileDataUpdated Adding or updating an employee’s job profile data.

In Add or Update mode, this event is triggered if any of the Job Profile Data fields are updated

For more information about integrating with Oracle Workforce Scheduling, see the HUAbsence ManagementUH and HUTime and LaborUH sections of these Release Notes.

27BPayroll for North America PeopleSoft Enterprise Payroll for North America combines an innovative approach to payroll processing with a full-featured system designed to ensure that you are always in control, on time, and processing payrolls with maximum efficiency. Whatever the size and diversity of your workforce, Payroll for North America provides all the tools you need to run an efficient payroll operation. You can calculate earnings, taxes, and deductions, maintain balances, and report payroll data.

In this release, new features for Payroll for North America include:

• Additional contract pay options.

• Field and array size expansion.

• Enhancements to the paysheet load process.

• Increased flexibility for retro pay.

• Support for multiyear encumbrances.

• Real-time budget checking.

• More complete ChartField integration.



71BContract Pay Individual contracts typically govern the compensation models in education (K-12, community colleges, and colleges and universities) as well as some segments of the public sector. Employers in higher education often process payroll and benefits to level payment over a payment term that may differ from the employee’s contract term.

In this release, we are delivering a more flexible Contract Pay solution tailored to the requirements of the K-12 and higher education industries.

146BFlexible Contract Pay Calculation Options

You now can calculate contract pay using earnings for actual workdays. The Contract Pay Type page has several new fields to support this calculation method.

The new Actual calculation method



You can configure whether holidays and school breaks are considered workdays for the purpose of this calculation. The new School Schedule page enables you to set up a school schedule, which works in conjunction with your holiday schedule to determine the number of workdays in a contract.

Define your school holiday schedule

147BContract-Level Annualization Options

When you create employee contracts, you can now annualize taxable gross and imputed income for contract pay employees who are paid over less than a 12-month period. The system calculates earnings using an annualization factor from the contract.



Enter an annualization factor in an employee contract

148BBalloon Payments

Some K-12 organizations and colleges pay their contract pay employees as though they were paid over 12 months, except that the summer pay is paid as a balloon payment at the end of the school year. The Contract Pay page now includes a Last Payment Date field that you use to indicate that there should be a balloon payment. All payments after the last payment date are rolled up and paid on the last payment date.



Enter a last payment date to generate a balloon payment

149BContract Change Proration Options for Retro Earnings

In the Job Data component, the Contract Change Prorate Option page now provides these additional options:

• Prorate Using Effective Date.

• Prorate Using Effective Date with Lump Sum Retro Payment.

These options support the new Actual calculation method by determining how to prorate retro earnings when a contract rate is changed.



Additional contract change proration options

150BProjected and Actual Payment Summaries

This release includes a new Contract Payment Details page, which gives you a complete overview of the Contract Pay calculation for your employees, including projected earnings as well as actual earnings.

View projected earnings on the new Contract Payment Details page



View actual earnings on the new Contract Payment Details page

151BContract Pay Discrepancy Reporting

A new Contract Pay Discrepancy report is also delivered. This report identifies any projected payments that are not equal to actual payments.

Run a report to find discrepancies between projected payments and actual payments

152BAdditional Contract Pay Enhancements

Additional contract pay enhancements enable you to:

• Process back-to-back contracts within the same pay period.

When the end of one contract’s payment period and the beginning of the next contract’s payment period (for the same employee and same employment record) occur in the same pay period, the new contract pay process allows payment for both contracts to be paid in the pay period in which the overlap occurs.

• Specify multiple funding sources for Contract Regular pay.

On the Job Earnings Distribution page, you define what percentage of the Contract Regular pay is distributed to each source.

Settings on the Contract Pay Options page enable you to either choose separate funding sources for Paid-not-Earned and Earned-not-Paid earnings or use the same funding sources (in the same percentages) as for Contract Regular pay.



72BField and Array Size Expansion Compensation packages have become larger and more comprehensive with the inclusion of stock options and fringe benefits, among other things. In this release, we deliver the necessary modifications to the field and array sizes in Payroll for North America. You no longer need to apply and maintain customizations for this purpose.

We have increased the size of our monetary fields for various balance tables and reports. The previous maximum display amount was $99,999,999.99; it is now $99,999,999,999.99 (11.2).

We have also expanded fields on the Paysheet so that you can have:

• More separate checks: up to 99 separate check numbers.

• More paysheet pages: up to 99,999 page numbers.

• More paysheet lines: up to 999 line numbers.

Based on your feedback, we have also increased the array size in several copybooks including:

• PSCEARRY

• PSCEFLSA

• PSCRFERY

• PSCTMERY

• PSPDEDLA

73BPaysheet Load Process (PSHUP) The Load Paysheets process (also known as the PSHUP or Load to Paysheets process) provides the integration from other PeopleSoft HRMS applications and third-party sources into Payroll for North America. In this release, we continue to enhance this process to provide more flexibility.

153BIdentification of Third-Party Sources

In this release, you can use Application Designer to add your own translate values for other sources of paysheet data. This flexibility is helpful if you have multiple third-party integrations. You can set up two-digit alphanumeric codes that start with O (for example, O1 or OA) so that each third-party integration has a unique source code. You can still use the delivered OT source code if you do not want to take advantage of this new functionality.

We have also added Source Code to the paysheet tables so that all paysheet load transactions are associated with the appropriate source. This data is visible on the Paysheet pages and the Paycheck Data pages.



View transaction source codes on the paysheet and paycheck data

The availability of the source code also gives you better auditing and reporting capability.

154BComponent Interface for Paysheet Load

You can now load data for the source type 0% (Other Source) into the PSHUP_TXN table using a Component Interface.

155BOnline Deletion or Inactivation for Transactions

You can now inactivate a record online. In prior releases, users found that removing a record from the PSHUP_TXN table was a challenge. With this release, we are providing a new Update Paysheet Transactions page so that you no longer have to use SQL to update the record.

Change the transaction status to inactive.



156BAdditional Paysheet Load Enhancements

Additional paysheet enhancements provide:

• The ability to load one-time garnishment overrides.

• Additional validations for the Load Paysheet Transactions process.

These include validations during data entry on the run control page as well as in the Rapid Paysheet load process.

• A new CHECK_DT field for your manual checks.

In prior releases, we used CREATION_DT. The addition of the CHECK_DT field eliminates the need for you to manually change the date on the paysheets.

• The ability to specify shift overrides for incoming paysheet transactions using values entered on the field ADDL_PAY_SHIFT.

• The ability to override deductions for 0% (Other Source) transactions in limited cases.

In general, you can specify these overrides for separate checks and off-cycle transactions.

• The ability to load negative earnings using the Paysheet Transaction process.

74BConfigurable Retroactive Pay In this release, we are enhancing the retroactive pay (retro pay) system so that you have more functionality, flexibility, and control. At the heart of this solution is a new configurable, user-defined trigger table. You can now determine what fields create a retro request. We are also making significant usability and functionality changes designed to provide a better business process for retroactive pay. You now experience a clearer understanding of the retro transactions and calculations. In addition, we have tightened up the retro process to provide more control, thus creating more accurate retroactive pay payments.

157BControl Over Retro Triggers

The first step in the retro process is to define what fields trigger a retro request.

You have total control over what triggers a retro request, and you can prevent unwanted retro requests. When you define your retro pay trigger values, you can choose whether any change to a field triggers retro, or you can use the Dependent on Field Value check box to configure the trigger so that only specific changes trigger Retro.



Define your retro trigger values

158BSummary View for Retro Triggers

The next step in retro processing is to review retro requests.

A new Retro Pay Request and Trigger Summary page enables you to view detailed information for every retro request. You can see who made changes to the trigger fields, what changes occurred, and when they occurred.



Review detailed information about a retro pay request

159BRetro on Retro

The Retro Pay Calculation Results page has been modified to address Retro on Retro requirements. Retro on Retro refers to retro calculations on checks when retro payments already occurred for the same period.

With the new design, the original values that appear on the page are always the values in the original paycheck, before the previous retro processing occurred. If a prior retro request was paid for this same period of time, this information appears in the Prior Retro Paid section of the page, along with a link that takes you to the prior paid retro request.

The system uses the Retro Pay Process Flag to determine whether to include a prior retro request in the current calculation. This ensures that no overpayment is made.



Review your employee’s Retro Pay Calculation results

160BAdditional Retro Data in Paycheck Review Pages

The Paycheck Review component now shows the Retro Pay Sequence number for all retro payments and provides a link back to the Retro Pay Calculation Results Page for that retro payment.



Click the Retro Pay Sequence Number to access retro pay calculation results

161BAdditional Retro Pay Enhancements

Additional retro pay enhancements include:

• Creation of a Retro Pay Message report that provides a record of the original messages that you received.

The Retro Pay Message table now clears messages the same way as the Pay Calc Message table does, so lingering Retro Pay messages are eliminated.

• Expansion of the field size for the Retro Pay Sequence to reduce the risk of reusing Retro Pay Sequence numbers.

• Adoption of Component Interface technology to create the retro requests.

• Enhanced user experience, including modifications to reports and report selection criteria for better usability.



75BMultiyear Encumbrances In the Manage Commitment Accounting business process in PeopleSoft Enterprise Human Resources, you use encumbrances to earmark dollars to pay salaries, employer-paid taxes, and fringe expenses. A useful feature of the Commitment Accounting business process is that you can post your encumbrance data from Payroll for North America to PeopleSoft Enterprise Financials, ensuring that the two systems are synchronized.

Encumbrance processing generates salary and fringe encumbrances on a fiscal year basis. In PeopleSoft HCM 9.1, we have enhanced the system to support funding sources that are not aligned with the fiscal year. You can now create encumbrances for the entire length of a funding source, even when that time frame extends into subsequent fiscal years. This process integrates with the new real-time budget checking functionality as well as with the PeopleSoft Financials Commitment Control Budget Processor. The existing fiscal year encumbrance functionality continues to be available.

162BSet the Default Funding Source End Date

In this release, a new Funding Source Information page enables you to set up a funding end date for each general ledger (GL) Combination code.

Enter a funding end date for each GL Combination code

163BView Funding Source Information

Additionally, a link on the GL Combination code page enables you to view the funding source information that you have defined for that code.



Review funding source information for a GL Combination code

164BUse the Default End Date at All Budget Levels

To provide even more flexibility, multiyear encumbrances are supported at all budget levels. For ease of use, you can use the default funding date from the Funding Source Information page or you can specify the funding end date at the Department Budget level. Select the Funding End Date Defaults from Funding Source check box to have the system supply the funding end date from funding source information.



Use the end date from the funding source

165BUse the Default End Date at the Encumbrance Definition Level

You can specify the funding end date on the Encumbrance Definitions page.

Specify funding end dates on Encumbrance Definitions.

Additionally, you specify funding end dates on the Department Budget pages.



Specify funding end dates on Department Budget pages.

166BSet Salary Ranges for Encumbrance Fringe Processing

We have added two new pages for better encumbrance fringe processing. The new Encumbrance Salary Range Code page enables you to define different encumbrance percentages and additional deduction encumbrance amounts for different salary ranges.

Define a Salary Range code with a salary range and its encumbrance percent and amount

You then set up an overall Encumbrance Fringe Matrix code where you assign different Salary Range codes to different groups based on companies, pay groups, employee classifications, employee types, and full time/part time status. In the matrix, you also set an overall default Salary Range code and company default Salary Range code for employees who don’t fall into any of the classifications that you create.



Attach the Salary Range code to a Fringe Matrix code

Finally, on the Encumbrance Definition page, you can specify a Fringe Matrix code for any (or all) Combination codes. You indicate the Fringe Matrix code as an alternative to entering a single percent. You can use Fringe Matrix codes for tax distribution as well as deduction distribution encumbrances.

Attach the Fringe Matrix code to the encumbrance definition

167BAdditional Multiyear Encumbrance Enhancements

These are additional enhancements for multiyear encumbrances:

• The fiscal year-end process can reverse the remaining encumbrance amount for the current year and for all future year encumbrances.

• Reports have been modified to support multiyear encumbrances.

76BReal-Time Budget Checking Organizations in the public services area must often operate within preestablished budgetary funding levels from public agencies. Public institutions such as higher education organizations must recognize the estimated cost of new positions, the salary offerings to new employees, and changes in salaries for employees on an ongoing basis, in real time.



New real-time budget checking functionality enables you to send online budget checking transactions to the PeopleSoft Financials Commitment Control Budget Processor.

168BSystem-Level Configuration

If real-time budget checking is appropriate for your organization, use the Installation Table to activate it.

Select the Real Time Budget features required for your organization

Selecting the Comm Control Budget Processor (commitment control budget processor) check box enables you to integrate HCM with Financials for real-time budget checking.

Selecting the Enforce Real Time Budget Check check box ensures that all critical position data and job data transactions pass the budget-check process before being saved.

The critical transactions for position data are:

• Creation of a new position.

• Position change from Inactive to Active.

• Change in Position Pre-encumbrance Indicator from None to Immediate or from Requisition to Immediate.

• Increase in headcount for a position.

The critical transactions for job data are:

• New hire.

• Rehire (a new effective-dated row with the Action code Rehire).

• Add employment instance.



169BDepartment-Level Configuration

You are required to configure real-time budget checking at the department level.

Depending on your Process Option and Automatic Budget Check settings, the system can:

• Automatically perform a budget check when you save a transaction without displaying a pop-up window to ask for confirmation.

• Display a pop-up window when you save a critical position-related or job-related change, and let you choose whether to bypass real-time budget checking or perform a real-time online budget check.

170BEncumbrance Calculations

To support real-time budget pre-encumbrance and encumbrance calculations, the Encumbrance Process Control page now requires you to select:

• The fiscal year for real-time budget checking.

• A setID for the Journal Template.

• A calendar ID for the calendar that will be used by real-time encumbrance calculations.

• A prorate option to determine whether the encumbrance calculation is based on calendar days or work days.

To provide even more flexibility, you can specify these control parameters by company.



The Encumbrance Process Control page with the fiscal year for real-time budget checking

171BReal-Time Budget Checking Review

Changes to the Budget Actuals page and the addition of new Budget Status pages enable you to access the budget check data and review the budget check results. These are the budget review pages:

• Budget Status by Job

• Budget Status by Position

• Budget Status by document ID

• Review Budget Actuals

In addition to the online pages, we have also created new reports to support the Real Time Budget Checking process.

77BProject ChartField Integration with Financials and Time and Labor Payroll expenses represent one of the largest operating costs within an organization. Companies are constantly seeking ways to more accurately and efficiently post payroll information to the general ledger.

In PeopleSoft Enterprise Release 8.9, we introduced the standard ChartField configuration, which enabled the consistent use of ChartFields between General Ledger and Payroll for North America. It allowed for the synchronization of ChartField configuration between the two PeopleSoft applications, thereby providing the information necessary for more detailed reporting of labor costs.

Now, we are enhancing this process. Payroll for North America is providing greater synchronization and integration between Payroll for North America, Financials, and Time and Labor with full Project ChartField Integration. To achieve this, we expanded the integrations to include the five additional ChartFields for project costing:

• Project Business Unit (BUSINESS_UNIT_PC)

• Activity (ACTIVITY_ID)

• Source Type (RESOURCE_TYPE)

• Category (RESOURCE_CATEGORY)

• Subcategory (RESOURCE_SUB_CAT)



The key advantage of adding the five additional Project ChartFields to Payroll for North America is that the payroll system can now report any adjustments and allow the data to flow back from Project Costing to Time and Labor and General Ledger.

All ChartFields that you can use on the standard ChartField configuration are subscribed to individually from the Financials database, and are available for both Commitment and NonCommitment Accounting.

Five new ChartFields have been added to the standard ChartField configuration

The supported ChartFields in this release are Account, Alternate Account, Operating Unit, Fund Code, Department, Program Code, Class Field, Budget Reference, Product, Project, User ChartField 1, User ChartField 2, User ChartField 3, Project Business Unit, Activity, Source Type, Category, Subcategory, Affiliate, Fund Affiliate, and Operating Unit Affiliate.



28BGlobal Payroll Core Making timely payments to your workforce while lowering your total cost of ownership is a business goal that your organization can achieve with Oracle’s PeopleSoft Enterprise Global Payroll Core. PeopleSoft Enterprise Global Payroll Core includes improvements to the efficiency of its processes to maximize the user experience. The following sections describe the new features included for Global Payroll Core for release 9.1.

78BPositive Input Enhancements In release 9.1, you can configure simplified interfaces for more efficient and need-based entry of positive input by incorporating all the common Positive Input functionality. Configuration is enabled in a user-supportive manner with the flexibility necessary to cover a wider range of use cases.

172BPositive Input Template Creation

The Positive Input Templates component fully supports all of the functions of the basic positive input interface and enforces all the same rules.

Positive Input Templates page



The enhancements to this page enable you to:

• Add elements that contain up to three calculation components.

• Define fixed amount components for elements that have other calculation rules, such as units or rate.

• Define a default currency for a template. You can prevent or enable the overrides to the currency for positive input instances when the template specifies currency.

• Enable or disable the specification of a business unit for positive input instances.

173BPositive Input Entry on a Template-Created Page

New options on the Positive Input by Template page enable you to control the input at a payee level while offering the ability to set the level of entry validation.

Positive Input by Template page

You determine how the system handles new entries when it encounters existing positive input for a combination of payee and element that you are trying to insert. You can:

• Prevent multiple entries.

• Allow multiple entries with user confirmation.

• Allow multiple entries without user confirmation.



79BBatch Updates to End Dates of Assigned Earnings and Deductions PeopleSoft Enterprise Global Payroll Core 9.1 enables you to update the end date of an individual Earning and Deduction assignment using Global Payroll rules and to stop an earning or deduction from being active in the system.

Element Detail page

By selecting the Allow Batch Update of End Date check box, you enable the system to update the End Date field for an element assignment during payroll processing. Batch updates to the end dates of assigned earnings and deductions are governed by the two system elements SET ED END DATE and UNSET ED END DATE. You can create a formula that activates these system elements and attach it as a post-process formula to the earnings and deductions for which you want to update the end date. By defining the formula yourself, you can choose how your system determines the criteria for activating the system elements.

In addition, PeopleSoft Enterprise Global Payroll 9.1 includes a report detailing changes in end date value made during a calendar run that helps you keep track of the earnings and deductions assignment changes that the system makes during batch processing. You invoke this report through the Query Manager just like other Global Payroll reports.

80BTemporary Table Maintenance PeopleSoft Enterprise Global Payroll 9.1 improves the way in which the system maintains data in the temporary tables used during payroll calculation. When you run the Initialize or Calculate process for a calendar group, the system preserves the data stored in the temporary tables. This enables you to gather accurate statistics, which facilitates system performance enhancement. In addition, this data makes debugging SQL statements easier. The system clears the data in the temporary tables when you run the Cancel or Finalize process on the calendar group.



29BGlobal Extensions for HR and Payroll The Global Payroll core application provides the flexibility to create country extensions that are isolated from the core engine. We can bring the country extensions quickly to market because of the independence of each country extension and our ship-when-complete release strategy. Each country extension consists of statutory and customary rules, such as payroll and absence rules, including earnings, deductions, absence entitlements, and absence takes. Additionally, to best support our customers, we often create country-specific features within our Human Resources product. These features work in collaboration with our Global Payroll and Global Payroll country extension products to form a cohesive and robust payroll solution that enables local compliance.

PeopleSoft Enterprise HCM 9.1 delivers new or enhanced extensions for the following countries:

• HR for China

• HR for United Kingdom

• Global Payroll for Argentina

• Global Payroll for China

• Global Payroll for France

• Global Payroll for Thailand

81BHuman Resources for China PeopleSoft Enterprise Human Resources 9.1 delivers enhancements in these areas:

• Track Hukou Type and Location, and Working Life

• Update National ID feature

174BUpdate to Personal Data

Due to the requirements associated with PeopleSoft Enterprise Global Payroll for China, PeopleSoft Enterprise Human Resources 9.1 includes updates to the regional information used for HR processes in China. These include the tracking of Hukou Type and Location, and Working Life. These features are available on the Regional page on the Personal Information component. SmartHire contains new sections for Ethnic Group and National ID to make these fields available for inclusion in a hiring template.



Regional page for China

235BNational ID PeopleSoft Enterprise Human Resources 9.1 includes updates to National ID formatting options for China to support the ability to track the Old National Identification Number as well as the Pass Information.

Biographical Details page



82BHuman Resources for United Kingdom PeopleSoft Enterprise Human Resources 9.1 delivers these enhancements in the area of Maternity Leave:

• Keep in touch (KIT) days

• Change in start days

175BMaternity Leave: Keep in Touch (KIT) days

In the UK, new legislation has come into effect regarding maternity leave. Employees can return to work during maternity leave to keep in touch with the workplace without revoking their leave status. Previously, if an employee came back to the workplace while on maternity leave, that employee would revoke her rights to continuing her maternity benefits. We are delivering new functionality to support this legislation allowing users to enter KIT days. Error messages are displayed for KIT days entered within two weeks of the child’s birth and only 10 KIT days can be taken.

Maintain maternity leave

Maternity leave - Keep in Touch Days

176BMaternity Leave: Change in Start Days

Prior to April 1, 2007, maternity leave could not start on any day except Sunday. However, with the updates in the UK maternity leave policies, maternity leave can now start on any day of the week.



83BGlobal Payroll for Argentina Global Payroll for Argentina delivers elements, rules, pages, processes, and reports that work with the PeopleSoft Enterprise Global Payroll core application to form a complete payroll package for companies doing business in Argentina.

The system includes the following functionality specifically for Argentina. It enables you to:

• Define earnings.

• Define garnishments.

• Define income tax elements.

• Process terminations.

• Define and track absences.

• Generate reports.

• Generate payslips.

• Enter employee and dependent information.

This includes CAT (Clave Alta Temprana) information, health provider data, and SIJP (Sistema Integrado de Jubilaciones y Pensiones) data.

• Enter default company information.

This includes entering CUIT (Código Único de Identificación Tributaria) information, selecting family allowance rates for a location, and maintaining departments.

177BDefining Earnings

Global Payroll for Argentina supports several different types of earnings to meet common processing requirements. This includes earnings such as the base salary, Annual Bonus (SAC), overtime, nightly overtime, and net salary with grossing up.

236BCalculating the Complementary Annual Bonus The system supports payment of the Complementary Annual Bonus to payees in two installments. You can use an average of employee compensation to calculate the bonus for employees who receive variable compensations, such as overtime. This depends on how your company prorates additional payments for the SAC bonus.

Global Payroll for Argentina supports including the second bonus installment with December’s salary or in a special payroll.

237BViewing Complementary Annual Bonus Elements Global Payroll for Argentina delivers several elements to process the Complementary Annual Bonus.

The following table lists the delivered earning elements used to calculate the Complementary Annual Bonus:



Earning Element Description

SAC Calculates the amount of the complementary annual bonus installment. The formula SAC FM CALCULO SAC calculates this earning.

SAC AJUSTE Calculates the bonus adjustment when the last month’s salary is the best and the bonus was previously paid. This earning is calculated using the formula SAC FM AJUSTE SAC.

SAC PROPORC Calculates the pending bonus for terminations. This earning is calculated using the formula SAC FM PROPORCION.

SAC IND PREA Calculates the bonus amount related to the notice payment paid to terminated employees. This earning is a percentage of the Notice payment.

SAC INT MES Calculates the bonus amount related to the supplemental salary paid to terminated employees. This earning is a percentage of the supplemental salary payment.

SAC VAC NO G Calculates the bonus amount regarding the pending unused vacations paid to terminated employees. This earning is a percentage of the pending unused vacations amount.

238BProcessing Net-to-Gross Payments Global Payroll for Argentina enables you to assign a net pay salary to an employee. Assign the delivered net pay code rate and net pay eligibility group to the employee. The payroll process compensates the difference between the gross and the net established in a special earning.

178BDefining Garnishments

Global Payroll for Argentina enables you to define and process two types of legally required garnishments:

• Litis Expenses

• Writ of Garnishment

239BEntering Employee Garnishment Data Use the Assign Garnishments ARG page to enter garnishment information for an employee.



Assign Garnishments ARG page

179BDefining Income Tax Elements

Global Payroll for Argentina enables you to enter and track information related to the income tax deducted from an employee’s pay. You can define income tax elements, enter taxable deductions, and process income tax and social security. Income tax deductions include retirement, INSSJP (Instituto Nacional de Servicios Sociales para Jubilados y Pensionados), and Social Security.

240BEntering Income Tax Default Value Definitions Use the Income Tax Parameters ARG page to enter income tax default value definitions.



Income Tax Parameters ARG page

Properties

The Properties tab on the Income Tax Parameters ARG page enables you to enter the element descriptions displayed on the Maintain Income Tax ARG page. You can also specify deductible elements and elements that track previous fiscal year accumulators.

Income Tax Parameters ARG page: Properties tab

241BEntering Income Tax Deductions Use the Maintain Income Tax Data ARG page to enter taxable deductions for employee income tax calculation during a fiscal year.



Maintain Income Tax Data ARG page

180BProcessing Terminations

PeopleSoft Global Payroll for Argentina addresses Argentina’s statutory requirements for terminations with a set of termination processing rules. Depending on the circumstances of the termination, the employer must make the following payments to the payee:

• Unused leave balances.

• Prorated earnings and deductions.

Termination processing is a two-step process. Complete both steps to ensure that the system correctly updates the payee records. To complete the termination process, you must update the employee’s job data and then run the terminations payroll process.

242BUpdating Job Data Update retired or terminated employee job data using the Job Data page. The PeopleSoft termination process uses the termination date that you enter to calculate termination pay. The effective date of a termination is the day that the payee no longer works for the company, that is, the day after the payee’s last day of work.

243BTerminating Employees Create a template on the Positive Input by Template page to manage the positive input required to terminate employees. Enter the elements and their corresponding units to be paid in the termination payroll according to the defined business rules.



181BDefining and Tracking Absences

Global Payroll for Argentina delivers predefined rules designed in accordance with Argentina’s statutory requirements for processing absences due to vacation, illness, maternity, work accidents, and other reasons. You can modify many of these rules to reflect the absence policies specific to your organization.

Global Payroll has two types of absence elements:

• An absence entitlement is the amount of paid time off that a payee is entitled to take for each category of absence.

For example, payees may be entitled to receive 10 days of paid time off each year because of school exams.

• An absence take is the amount of time off that a payee takes.

244BAbsence Entitlements Global Payroll for Argentina delivers the following absence entitlements:

• Accident Labor Risks Assurance and Accident charged to employer

An employee takes one of these absence entitlements until he or she can return to the workplace or until declaring a total, permanent work disability.

The employer pays for the first ten days of this absence type. Then the ART (Labor Risk Insurance) Company handles the remaining payments.

• Sickness entitlement

The employee’s seniority and the existence of any dependents determine the length of time that an employee can use this entitlement.

• Study entitlement

An employee can use a maximum of two days for each exam, and a maximum of ten days per calendar year.

• Close relative death leave entitlement

An employee can use a maximum of three days for each qualifying event.

• Sibling death leave entitlement

Employees are eligible for a maximum of one day.

• Maternity entitlement

Employees can use up to ninety days for this entitlement. Commonly, employees take forty-five days of this entitlement before childbirth and forty-five days afterward.

• Marriage entitlement

Employees can use a maximum of ten days for this absence entitlement.

• Birth entitlement

Employees can use a maximum of two days.



• Vacations entitlement

The length of this entitlement corresponds to the number of years the employee has worked.

• Leave Without Pay

The length of this entitlement varies depending on the authorization of the employer.

245BDelivered Absence Takes Global Payroll for Argentina 9.1 delivers the following absence takes:

• Accident Labor Risks Assurance

• Accident charged to Employer

• Sickness Leave

• Study Leave

• Close Relative Death Leave

• Sibling Death Leave

• Maternity Leave

• Marriage Leave

• Birth Leave

• Vacations

• Leave without pay

• Absence

• Leaves Exceeded Absence

Use this absence take when the employee takes more days than permitted by law. The employer must authorize the exceeded days and the system generates a new deduction for those days.

182BGenerating Reports

Global Payroll for Argentina provides reports that support Argentina business requirements including Form 649, Payment File Generation (EFT), SICORE, SIJP, Legal Book, and Payslips. You can easily define the parameters for the SIJP and Form 649 reports.

Before running the SIJP Report ARG and Form 649 Report ARG in Global Payroll for Argentina, define their corresponding parameters.

246BDefining SIJP Report Layout Parameters Use the SIJP Parameters ARG page to define the layout parameters for elements in the SIJP Report ARG.



SIJP Parameters ARG page

247BSetting Up Income Tax Parameters Use the Income Tax Parameters ARG page to define the income tax elements, labels, and associated codes used in the Form 649 Report ARG.

183BGenerating Payslips

You can generate payslips using Global Payroll for Argentina 9.1. If you purchase PeopleSoft Enterprise ePay, your employees can view their payslips online.

184BEntering Employee and Dependent Information

PeopleSoft HRMS enables you to specify important information about your employees. The PeopleSoft HRMS product enables you to:

• Enter CAT information.

• Declare health provider data.

• Manage SIJP data.

• Enter dependent information.

248BEntering CAT Information Use the Additional Information ARG page to enter early registration code information.



Additional Information ARG page

249BDeclaring Health Provider Data Use the Health Benefits page to declare the Social Security Plan and health provider data for each employee

Health Benefits page

250BManaging SIJP Data Use the SIJP page to manage the Integral Retirement and Pension System data required by the government of Argentina.



SIJP page

251BEntering Dependent Information Use the Argentina section of the Dependent Information - Personal Profile page to enter or update information about a dependent.

Dependent Information - Personal Profile page: Argentina section



185BEntering Default Company Information

PeopleSoft HRMS enables you to define country-specific information about your company that the system uses as default settings in other areas of the application. For Argentina, the system enables you to:

• Enter CUIT (Código Único de Identificación Tributaria) information

• Enter family allowance rates

• Maintain departments

252BEntering CUIT Information The system enables you to enter the CUIT as assigned by the AFIP (Administración Federal de Ingresos Públicos). You can also specify the DGI (Dirección General Impositiva) office number and the company’s main activity for the Form 649 (AFIP) report.

Use the Argentina section of the Default Settings page to set up default company information.

Default Settings page: Argentina section.

253BEnter Family Allowance Rates The government in Argentina dispenses family allowances based on a geographical zone. Use the Argentina section of the Location Profile page to select the geographic zone assigned to a location.



Location Profile page: Argentina section

254BMaintaining Departments Enter the Cost Center code for the department using the Argentina section of the Department Profile page.

Department Profile page: Argentina section.



84BGlobal Payroll for China Making timely payments to your workforce while lowering your total cost of ownership is a business goal your organization can achieve with Oracle’s PeopleSoft Enterprise Global Payroll for China. This application gives you complete control over all aspects of your payroll operation, including statutory payroll and reporting requirements.

186BEarnings and Deductions

PeopleSoft Enterprise Global Payroll for China 9.1 delivers a set of fully functional earnings and deductions used for common business practices. These include:

Earnings

• Monthly salary

• Overtime pay

• Variable bonus pay

• 13th Month pay

• House allowance

• Spouse allowance

• Commission

• Termination pay

Deductions

• Public Housing Fund and Social Insurance contributions

• Taxes

• Termination deductions

Modifying and Creating Earnings and Deductions

The delivered earnings and deductions, along with their delivered supporting elements, are based on practices that are common to many businesses in China. Although most of the delivered elements are created according to common industry standards or based on statutory requirements, PeopleSoft Enterprise Global Payroll for China 9.1 provides you with the flexibility to modify or create earnings, deductions, and supporting elements to suit your company's specific business practices.

187BTax Processing and Reporting

PeopleSoft Global Payroll for China provides functionality to meet legislative tax recording, reporting, and processing requirements.

255BTax Calculation PeopleSoft Global Payroll for China delivers deductions for three types of tax:



• Normal tax (NORM TAX)

• Annual bonus tax (ANN BON TAX)

• Severance payment tax (SEVERANCE TX)

These delivered tax earnings apply specifically to the Beijing, Shanghai, Tianjin, and Shenzhen tax regions. Global Payroll for China enables you to configure tax rules for other tax areas.

During payroll processing, the tax section CN SE TAX calls each tax deduction sequentially to perform tax calculation: NORM TAX, ANN BON TAX, and SEVERANCE TX. It then calls a formula to insert tax values into the tax writable array CN WA TAX REPORT after each calculation.

Note. For retro tax calculations, Global Payroll for China uses the forwarding retro method. It supports both retro when earned, by which taxes are calculated based on current earnings and retro when earnings and deductions are forwarded to current month earnings, and retro when paid, by which tax differences of all retro periods are forwarded to the current month and the tax is withheld in the current month.

Process Flow

This diagram illustrates the flow of the Tax Calculation process:



Tax Calculation process flow

256BTax Registration You define tax registration details for each tax area within a pay entity.



Defining tax registration information

257BTax Reporting Global Payroll for China delivers two tax reports:

• The Individual Income Tax Withholding Report is a summary monthly report of income, deductions, and taxes for all payees that must be submitted to the tax authorities within seven days after the end of the current month.

• The Tax Withholding Detail Report is a detailed monthly report of income, deductions and taxes for all payees. It is a supplement to the Individual Income Tax Withholding Report.

The reports are designed in accordance with Article 9 of the Individual Income Tax Law of the People’s Republic of China. The State Administration of Taxation (SAT) issues general formats for these tax return reports, but each province or city directly under the central government can design its own format based on the regulations issued by the SAT. PeopleSoft Enterprise Global Payroll for China 9.1 provides the general formats as issued by the SAT.



The system extracts data for both of these reports during payroll finalization using the Report Data feature.

Process Flow

This diagram illustrates the flow of the Tax Report Data Extract process:

Tax Report Data Extract process flow

Tax Reports CHN Page

The Tax Reports CHN page enables you to generate the Individual Income Tax Withholding Report, the Tax Withholding Detail Report, or even both reports simultaneously.



Generating tax reports

188BAbsence

PeopleSoft delivers predefined rules for processing absences due to vacation. You can easily modify many of these rules to reflect absence policies that are specific to your organization or to labor agreements that may be in force for your employees.

We deliver sample values for the vacation absence take (VAC) and absence entitlement (VAC ENT) as well as predefined sections and process lists for absence processing. You can use them, modify them, or create your own.

189BPublic Housing Fund and Social Insurance Contributions

The Public Housing Fund and Social Insurance (PHF/SI) are statutory deductions to which both employees and employers contribute, although not all of them are mandatory in each area. They are:

• Public Housing Fund

• Voluntary Public Housing Fund

• Basic pension insurance

• Basic medical insurance

• Supplementary medical insurance

• Unemployment insurance



• Work-related injury insurance

• Maternity insurance

The delivered PHF/SI contribution rules apply specifically to the Beijing, Shanghai, Tianjin, and Shenzhen contribution areas. Global Payroll for China enables you to configure PHF/SI contribution rules for other tax areas.

Global Payroll for China enables you to define PHF/SI registration details, assign and disable PHF/SI deductions for payees, and generate PHF/SI reports.

258BPHF/SI Registration You enter PHF/SI registration information at the pay entity level. You enter registration details for each combination of contribution type and contribution area. For example, you define registration information for work-related injury insurance contributions in Beijing separately from the registration information for the same type of contribution in Shanghai.

Defining PHF/SI registration details

259BPHF/SI Deduction Assignment You can assign PHF/SI contribution deductions using the Element Assignment By Payee page.



Assigning PHF/SI contribution deductions

You can define processing details for PHF/SI deduction assignments using the Element Detail page.



Defining PHF/SI deduction details

260BPHF/SI Reporting Global Payroll for China delivers three PHF/SI reports:

• The Annual Base Report declares annual employee and employer contribution bases.

• The Eligibility Report lists monthly requisition/loss of PHF/SI eligibility.

• The Monthly Contribution Report lists monthly employee and employer contribution amounts.

Because no particular legal format is provided by the local PHF/SI Management centers for PHF/SI reporting nor any provision for data being delivered in a magnetic format, PeopleSoft provides general formats for PHF/SI reports for the reporting authorities. Companies can use these reports as an aid to completing the preprinted report formats supplied by the local PHF/SI management centers.

The system extracts data for these reports during payroll finalization using the Report Data feature. It produces the reports in both PDF and CSV file formats.

Process Flow

This diagram illustrates the flow of the PHF/SI Report Data Extract process:



Payroll Run Control Page

Is payroll being finalized?

Select 'GP_PAYE' Job processinstead of 'GPPDPRUN'

COBOL process

Call Contribution Extract(GPCN_PHFSI AE)

Don't runContribution Extract

Prepare GP Report Dataparameters to call

GPCN_PHFSI Report Data

Report Data will populateTMP Record

Call Report Data (EXTRACTsection of GP_RPT_DATA AE)

Delete existing Data fromContribution Extract

Create Contribution ExtractData from TMP table

Is there any existingContribution Data?

No

Yes

Yes

No

PHF/SI Report Data Extract process flow

PHF/SI Reports CHN Page

The PHF/SI Reports CHN page enables you to generate the Annual Base Report, Eligibility Report, and Monthly Contribution Report.



Generating PHF/SI reports

190BBanking

Global Payroll for China enables you to make salary payments by direct deposit, in cash, or by check. Global Payroll for China takes advantage of Global Payroll core functionality for basic banking setup. The banking process for Global Payroll for China consists of three steps:

Calculate absence and payroll.

Run the payment preparation process.

Generate the EFT payment file.

EFT Payment File Generation Process

This diagram illustrates the EFT Payment File Generation process flow:



EFT Payment File Generation process flow

Global Payroll for China delivers the EFT file format of the Shanghai Branch of the China Construction Bank. You can configure other EFT file formats if you bank with another branch or bank.

Create Payment EFT CHN Page

Use this page to create the EFT payment file for direct deposits.

Generating the EFT Payment file

191BPayslips

Global Payroll for China enables you to design, generate, and print payslips for your payees. By leveraging Global Payroll core payslip functionality, you can have the data used in the production of the payslips generated by the pay calculation process and stored in various result tables.



261BPayslip Setup This diagram illustrates the Payslip Setup process:

Payslip Setup process

192BPayslip Templates

Global Payroll for China delivers a generic payslip template that you can modify or use as a starting point to design a new one that suits your payslip reporting requirements. The payslip template enables you to create and control payslips so that they display the data that you want and in the format that you want.

Template Setup & Accumulators Page

You can use this page to define which accumulators and accumulator labels appear on payslips, and specify delivery options and departments or locations to be excluded from payslip generation.



Specifying accumulators and accumulator labels for a payslip template

Earnings and Deduction Page

You can use this page to create sections containing earnings or deduction elements that appear on the printed and self-service payslip.

Creating earning and deduction sections for a payslip template

Absence Details Page

You can use this page to specify the absence elements that appear on the printed payslip.



Creating absence sections for a payslip template

Payslip Template Details Page

Use this page to link a payslip template to a pay group.

Linking payslip templates to pay groups

Payslip Messages

Global Payroll for China enables you to define text messages that appear on the payslip for a payee or a set of payees. The Add Payslip Message CHN page enables you to specify:

• Who gets the message.

• What message text is used.

• When the message is available.



Defining payslip messages

Payslip Delivery Options

The default delivery option for all payslips is the method specified in the Delivery Option field on the Template Setup & Accumulators page when you defined the payslip template. You can use the Payslip Delivery Option CHN page to set an effective-dated override of that delivery option at the payee level.

Overriding the payslip delivery option

262BPayslip Generation You can generate payslips for:

• An entire calendar group ID.

• Individual payees for the selected calendar group ID.

• Groups of payees in the selected calendar group ID by pay entity, pay group, department, or location.



Generating payslips

193BTerminations

When an employer terminates an employee, the employee’s payout consists of a severance payment and a termination payment. Termination payments may also include pay in lieu of short notice and a payout to compensate for the employee's annual leave balance. Global Payroll for China delivers all the necessary rules to calculate the types and amounts of pay that a terminated employee receives.

Global Payroll for China taxes severance payments in accordance with Beijing, Shanghai, Tianjin, and Shenzhen severance tax rules. Also, we apply the legislative requirement to cap the years of service (used in the calculation of severance payments) at no less than 12 years.

194BSupport for Archiving Data

To help you archive your result data using the Data Archive Manager, PeopleSoft Global Payroll for China delivers a predefined archive object (GPCN_RSLT_ARCHIVE) and archive template (GPCNRSLT). The delivered archive template uses queries that select data by calendar group ID (CAL_RUN_ID field).

195BReport Generation Through XML Publisher

PeopleSoft Enterprise Global Payroll for China 9.1 enables you to generate tax reports and Public Housing Fund and Social Insurance (PHF/SI) reports using XML Publisher. XML Publisher for PeopleSoft Enterprise is a template-based reporting solution that separates the data extraction process from the report layout and allows the reuse of extracted application data into multiple report layouts.



85BGlobal Payroll for France The PeopleSoft HCM French Country Extension team developed the Application Framework feature for Global Payroll for France release 9.1 in response to the legislative changes related to social declarations in France. The performance and flexibility of the Application Framework tool provides you with substantial gains in productivity while processing DADS-U and DUCS, as well as helping your organization remain in compliance with complex and changing regulations.

The Application Framework is a set of menus designed to provide performance enhancements and greater flexibility when you are processing DADS-U and DUCS social declarations. The Application Framework offers the following capabilities:

• For each piece of information to be produced, you can selectively adopt the standard content delivered by Oracle, or replace it with your own content, according to your business needs.

• You can associate all kinds of payroll elements, not only accumulators, with the records receiving amounts.

• You can select the desired companies, establishments, and pay groups to define extractions IDs to be used for data extraction and file generation.

• You can check the data and make updates, if needed, which are stored in the extraction table after the data extraction and before the final file generation.

• You can import data from other sources and enter data that is not managed in HRMS through flexible parameters.

• You can launch the extraction on a limited sample of employees or data to validate the setup before real production.

196BApplication Framework Setup

Application Framework relies primarily on new components. The Application Framework also uses two standard features from the HRMS application to process DADS-U and DNA:

• List Set, for Payroll elements and S46 periods management.

• Report Data, for Payroll results management.

263BApplications and Node Sets An application defined in Application Framework corresponds to a declaration in a given norm release for a given country. Inside this application, the monthly DNA and the termination specific DNA are node sets, or messages, while the annual DADS-U is another application.

Application Framework enables you to produce any DADS-U norm message, based on:

• The dynamic design of the message structure.

• The association of an object, called a Data Object Name (DON), to each record of the message.



Each application has node sets, nodes, and attributes. For a given application, you can define the labels for these data levels on the Application Definition page. These labels appear dynamically in the transactions related to the application.

The Define Parameter Template page defines parameters, grouped into functions, for a given application. You can add parameters to existing functions and create new functions and parameters to customize the setup for Application Framework, especially to create scoped Employee Event data, to populate employee data that is not managed in your payroll and HR application.

The Node Set Definition page lists all of the possible node sets.

Application Definition page

The Node Set Details FRA Component lists nodes or structures, and attributes or records, related to one node set or message. This determines the structures and records processed while you are running a DADS-U or DNA message.



Node Set Nodes page

264BNodes and Attributes The Define Node FRA component contains all of the data used for the processing of structures and records. However, you can override some parameters at the Run Control stage.



Define Node FRA page

265BSQL Entities and Data Object Names (DONS) PeopleSoft delivers a number of SQL entities and data object names to manage the main DADS-U and DNA records. Although these objects cannot be modified, Application Framework enables you to:

• Duplicate a PeopleSoft object, such as an application, SQL Entity, or DON, into a custom object, and then modify this custom object.

• Associate an attribute or record with a custom DON, without removing the PeopleSoft-delivered DON associated with the record. The custom DON definition automatically overrides the PeopleSoft-delivered DON definition during record processing.

197BApplication Framework Processing

To accommodate monthly DNA and DADS-U processing, the French Country Extension PeopleSoft HCM Development team designed the Application Framework processing using the payroll processing model.

After you define an extraction ID in the Define Extraction Data FRA component, enter data on the Input Payee Data FRA page

The functions and parameters for a given application are defined in the Define Application / Node Set FRA component, on the Define Parameter Template page, with the Employee Data Event Scope.



Enter data for each employee ID and each employee record number on this page, but with an appropriate script you can also populate data en masse.

Finally, launch the Run Extraction FRA process for a given extraction ID.

When the process has successfully completed, the GPFR_AF_EXTRACT table is populated based on the Extraction ID definition and the Run Control parameters.

86BGlobal Payroll for Thailand Global Payroll for Thailand delivers elements, rules, pages, processes, and reports that work with the PeopleSoft Enterprise Global Payroll core application to form a complete payroll package for companies doing business in Thailand.

The following functionality is specifically developed for Thailand:

• Defining earnings and deductions.

• Managing social security fund and provident fund contributions.

• Calculating personal income taxes.

• Setting up and generating payslips.

• Generating reports.

• Generating data media files.

198BDefining Earnings and Deductions

Global Payroll for Thailand supports several different types of earnings and deductions to meet common processing requirements. This includes earnings for basic salary, as well as overtime, car allowances, termination earnings, bonus, and some template earnings elements for nontaxable incomes. Global Payroll for Thailand also delivers many common deduction elements, such as those for social security contribution, provident fund contribution, leave without pay, and personal income tax.

Global Payroll for Thailand income is either regular income or irregular income. Regular income is the amount paid to the employee during a sequence period. Irregular income is the payment of overtime, bonuses, or special payments in any period. In addition, the system also delivers different types of income for terminated employees.

266BRegular Income The basic salary earnings element is a flat amount that is paid only at the earnings level. Basic salary is paid regularly for permanent employees, in the first period for new hires, and in the last period for terminated employees.

Global Payroll for Thailand supports two types of assessable income under section 40 of the Revenue Code in Thailand. Income under section 40(1), or basic salary, is income derived from personal services rendered to employers, or employment income. Income under section 40(2) is income derived by virtue of a post, office of employment, or service rendered. Section 40(2) regular income is calculated in the same way as basic salary, or income under section 40(1).



267BIrregular Income Irregular income is the payment of overtime, bonuses, or special payments in any period.

Global Payroll for Thailand delivers the following irregular earnings elements:

• Leave without pay.

Global Payroll for Thailand provides an earnings element and a deduction element for leave without pay. These elements act as integration elements to obtain absence input data from PeopleSoft Absence Management.

• Overtime.

Overtime is considered irregular income for payroll calculations. Global Payroll for Thailand provides the following overtime rates:

• 1.5 times the hourly rate for work outside of the normal work schedule.

• 2.0 times the hourly rate for work performed during standard work hours on the weekend.

• 3.0 times the hourly rate for work performed outside of standard work hours on the weekend.

• Bonus.

• Car allowance.

• Meeting allowance.

• Commission.

Global Payroll for Thailand provides earnings elements to calculate bonuses and car allowances as irregular income under section 40(1) in Thailand. Meeting allowances and commissions contribute to section 40(2) income.

268BTermination Income PeopleSoft Enterprise Global Payroll for Thailand provides different types of termination incomes and processing methods, based on the employee’s length of service (LOS).

PeopleSoft Global Payroll for Thailand provides the following termination incomes for terminated employees who have a LOS of five years or more:

• Government pension.

• Provident fund/government pension fund.

• Severance pay.

• One-time payment.

Global Payroll for Thailand processes the termination income for employees who have a LOS of less than five years as normal irregular income.

For either LOS category, the system enables you to choose the termination tax calculation type.



199BManaging Social Security Fund and Provident Fund Contributions

Global Payroll for Thailand enables you to set up and maintain payee-level and company-level social security and provident fund data.

269BSocial Security Fund The Social Security Fund feature supports the calculation, reporting, and recording of contributions for the social security fund collected by the Social Security Office.

The system:

• Collects employer and employee data needed for calculations and reports.

• Determines the social security contribution eligibility and scheme type.

• Defines the earnings used for social security.

• Calculates social security contributions for the actual tax allowance.

• Checks the deductions limit.

• Prepares the legal reports.

Global Payroll for Thailand enables you to process social security contributions in monthly, semimonthly, or weekly payroll runs. The system supports social security calculation base amounts between 1,650 THB (Baht) per month and 15,000 THB per month.

Use the Maintain SSO Data THA (Maintain Social Security Office Data Thailand) page to set up the payee's social security contribution rate:

Maintain SSO Data THA page

270BEmployee Provident Fund The Global Payroll for Thailand system calculates and records contributions to the Employee Provident Fund as collected by the Provident Fund Manager for the company.



The system:

• Supports employee and employer payments to the Provident Fund in accordance with the calculation of eligibility rules for provident fund legislation.

• Calculates monthly contributions.

• Calculates the provident fund contribution for the actual tax allowance.

Use the Payee Provident Fund Setup THA page to enter payee-level provident fund data:

Payee Provident Fund Setup THA page

200BCalculating Personal Income Taxes

Global Payroll for Thailand provides all of the elements required to calculate personal income tax.

Global Payroll for Thailand provides payroll rules and elements to support the following tax calculation features:

• Weekly, semimonthly, and monthly payroll period types for tax calculations and payroll runs.

• Tax calculation using the Accumulative Calculation Method (ACM) and the Calculation in Advance Method (CAM).

• Multiple tax calculation types for each payroll period.

• Termination tax processing.



271BTax Calculation Methods When calculating personal income tax for declaration to the Revenue Department, you can choose from two tax calculation methods: the Calculation in Advance Method (CAM) and the Accumulative Calculation Method (ACM). CAM is the method that the Revenue Department recommends that employees use. Most companies use ACM to calculate taxes, but governmental organizations still use CAM to calculate the taxes for their officers. Global Payroll for Thailand enables you to choose either calculation method. Both ACM and CAM follow the same high-level processing flow.

The following diagram shows the high-level processing flow for tax calculation:

Tax calculation process



272BTax Calculation Types Global Payroll for Thailand supports the use of only one tax calculation type during a single payroll period for both section 40(1) and section 40(2) regular income. However, you can use a different tax calculation type for subsequent payroll periods. PeopleSoft Enterprise Global Payroll for Thailand supports the following tax calculation types:

• Withholding (WH). The employer, or entity that pays the income, withholds the tax at the source and identifies the condition of payment in the ITF1 and ITF1 A reports as Deduct at Source.

• Gross Up One Cycle (GUPO). The employer, or entity that pays the income, pays the tax for the payee for one cycle of the tax calculation and the payee pays the tax for the remainder of the cycles. The employer, or pay entity, identifies the condition of payment in the ITF1 and ITF1 A reports as Company Paid Once.

• Gross Up All Cycles (GUPA). The employer, or entity that pays the income, pays the tax for the payee for all cycles of the tax calculation and the payee does not pay any taxes for that income. The employer, or entity that pays the income, identifies the condition of payment in the ITF1 and ITF1 A reports as Company Paid All.

For example, assume that you process your payroll monthly. In January, you process all regular incomes using the withholding tax calculation type. Then, in February, you can change the tax calculation for all regular incomes to the gross up all cycles tax calculation type.

The system supports applying multiple tax calculation types to irregular earnings within a single payroll period.

273BTax Log Global Payroll for Thailand enables you to create a Tax Log report that payroll administrators can use to track the process of tax calculation in detail.

The following steps describe the Tax Log process:

1. Set up the Tax Log flag for each payee, pay group, or pay entity.

2. Run the payroll process.

3. The payroll process checks the Tax Log flag for every identified payee, and then stores the Tax Log data in writable arrays.

4. The system uses the following records to store the detailed tax calculation data from the writable arrays:

• GPTH_TAX_G_LOG is used for the TAX WA G LOG writable array.

• GPTH_TAX_D_LOG is used for the TAX WA D LOG writable array.

• GPTH_TX_G_T_LOG is used for the TAX WA G TER LOG writable array.

• GPTH_TX_D_T_LOG is used for the TAX WA D TER LOG writable array.



5. Run the tax log reports.

The Tax Log SQR report process retrieves the detailed tax calculation data and then prints the information into a PDF file. The Termination Tax Log Report process uses the PeopleTools XML Publisher to print the Termination Tax Log report into a PDF file.

The following diagram illustrates the overall Tax Log process flow:

Tax Log process flow

274BTermination Tax Processing Global Payroll for Thailand supports the use of the withholding, gross up one cycle, and gross up all cycles tax calculation types for termination tax processing. You can also easily track the termination tax calculation using the Termination Tax Log functionality. The termination tax log is similar to the tax log reporting used for normal payroll processing.

275BOff Cycle and Retroactive Processing Global Payroll for Thailand provides an off-cycle payroll run and off-cycle tax calculation process for unscheduled payments that do not fall within the normal payroll run. For example, a bonus is paid on the 15th of this month while the normal payroll run is made at the end of each month.

Retroactive processing enables you to go back and recalculate prior calendars due to changes made after the original calculation. Global Payroll for Thailand uses a forwarding method for retroactive processing that calculates the differences between the original and recalculated pay runs. These differences are carried forward to the current calendar period as an adjustment to elements that you specify. The system uses the same tax calculation method for the forwarded amount and the retroactively processed section 40(1) and section 40(2) regular income.



Use the Retro Process Overrides page to select the elements to be forwarded:

Retro Process Overrides page

276BSegmentation Processing Segmentation is the process of calculating all or a subset of elements in a process list in separate slices or segments. You can segment components of pay based on events such as changes in compensation or employee status during a pay period. The following events trigger period segmentation in Global Payroll for Thailand:

• Hire.

• Rehire.

• Termination.

• Termination with pay.

Changes in an employee’s compensation trigger element segmentation for basic salary.

201BTax Allowances

Global Payroll for Thailand provides pages to set up and maintain tax allowances for tax calculation.

The system supports:

• Expense allowances.

• Personal and spouse allowances.

• Child, child education, parent, and parent health insurance allowances.

• Personal and spouse life insurance allowances.

• Provident fund, mutual fund, long-term equity, and social security fund allowances.



• Mortgage interest allowances.

• Donation, education donation, and sport donation allowances.

• Tax exemptions for employees who are over 65 years old.

Use the Tax Allowance Declaration THA page to enter payee tax allowance information:

Tax Allowance Declaration THA page (1 of 2)



Tax Allowance Declaration THA page (2 of 2)

202BSetting Up and Generating Payslips

PeopleSoft Enterprise Global Payroll for Thailand enables you to create and control payslips through payslip setup pages so that they display the data that you want. You can override parts of payslip templates at lower levels, so you do not have to create multiple templates to cover every payslip scenario.

PeopleSoft Enterprise Global Payroll for Thailand enables you to view payslips online using the ePay Self-Service Payslip feature provided by PeopleSoft Global Payroll.

The following diagram describes the process for creating and viewing payslips:



Global Payroll for Thailand Extension

Set Up ePay in PeopleSoft

Global Payroll

Set UpPayslip Template

(Print elements on Payslips)

Add Messages to

Print on Payslips

Link Payslip Template to Pay Group

Payslip Override at Payee Level

(Optional)

Create and Print PayslipRun Payroll

View Payslip in Self Service

Payslip Creation and View process

Payslip templates are very flexible and contain definitions for accumulator column headings, row labels, earnings and deductions, element descriptions, and delivery option overrides. You can also select whether to have the absence entitlement appear on the payslip. Finally, you can create special payslip messages (such as ”Happy Holidays”) and link the templates to pay groups. In other words, you can create payslips that are unique to a particular pay group.

You can set up payslip templates and accumulators on the Payslip Template Accumulators page:



Accumulators page for payslip templates

203BGenerating Reports

Global Payroll for Thailand comes with a full set of reports that you can use to support your business requirements. Reports included in Global Payroll for Thailand enable you to fulfill the reporting requirements for the Thailand Revenue Department, the Thailand Social Security Office, and your own business reporting needs.

277BTax Reporting The Tax Reporting feature in Global Payroll for Thailand enables organizations to capture, generate, and maintain both employee and company identification and biographical data that supports auditing and the reporting requirements of the Thailand Revenue Department.

The tax reports included in Global Payroll for Thailand are:

• Tax Calculation Log.

• Termination Tax Log.

• Income Tax Form 1 (Por Ngor Dor 1).

• Income Tax Form 1A (Por Ngor Dor 1A).

• Income Tax Form 1A Special (Por Ngor Dor 1A Special).

• Certificate of Tax Deductions (50 Bis).



• Allowances Declaration Form (Lor Yor 01).

• Parent Allowance Declaration Form (Lor Yor 03).

• Personal Income Tax Form 91 (Por Ngor Dor 91).

• Attachment Personal Income Form 91 (due to termination).

• Personal Income Tax Return (Por Ngor Dor 90).

278BSocial Security Reporting The Social Security Reporting feature in Global Payroll for Thailand enables you to produce the following reports for the Social Security Organization:

• Social Security Form 1-10.

• Summary Report (SSO 1-10 Part I).

• Detail Report (SSO 1-10 Part II).

• Social Security Form 1-10/1.

• Social Security Form 6-09 Employee Resignation.

• Social Security Form 1-03/1 Employee Registration.

• Workmen Compensation report.

The Workmen Compensation form is a legal report that employers must submit to the Social Security Office quarterly or annually. This report details the total monthly amount of different kinds of earnings.

This report is generated using XML publisher, which is a template-based reporting solution that separates the data extraction process from the report layout and allows the reuse of extracted application data into multiple report layouts.

279BOther Reports Additional reports included in Global Payroll for Thailand are:

• Payroll Register reports.

• Payslips.

204BGenerating Data Media Files

In addition to the reports delivered with Global Payroll for Thailand, the system provides a set of data media files to support your business requirements. The data media files included with Global Payroll of Thailand are:

• Data Media File ITF1.

• Data Media File PIT91.

• Data Media File SSO 1-10.



The data media file feature supports employee salary direct deposits and recipient payments using an electronic file format. PeopleSoft Global Payroll for Thailand generates electronic file outputs to credit employee salaries and reports this data to the recipient.

In addition, you can submit the ITF1 report to the Thailand Revenue Department through the Internet using the provided data media file format.

30BAbsence Management Absence Management enables organizations to plan and manage absence events within a single, customizable, rules-based application. Simplify and optimize the absence tracking processing for your organization with these Absence Management 9.1 enhancements:

• Integration with Oracle Workforce Scheduling

• Extended Leave Framework

• Leave Donations

• Time and Labor Timesheet integration with Approval Workflow Engine

In Absence Management 9.1, you can record absence start and end times. Then, using the delivered integration, you can send them to the Oracle Workforce Scheduling system.

The Extended Leave framework tracks information related to an extended absence request through manual entry, electronic entry using attachments such as PDFs and Microsoft Word documents, or both. Extended Leave integrates with the Approvals Workflow Engine and the Attachment Framework PeopleSoft HCM common components.

The Leave Donations functionality enables you to automate the administration of your Leave Donations programs. Using self-service, participants in a Leave Donation plan can request leave, donate leave, and return unused leave, as well as stop their participation in voluntary Leave Donations programs.

87BIntegration with Oracle Workforce Scheduling To meet customer service and cost objectives, OWS uses employee absence information to forecast the demand for labor and to schedule the right people for the right activities at the right time. PeopleSoft Absence Management uses Integration Broker to send asynchronous, one-way messages to OWS with employee data and absence dates and times.

205BPublishing All Absence Data to OWS

Initially, you must send all active and approved absences to OWS using the Absence Full Sync Application Engine process. Absence Management sends absence event data to OWS when all of the following conditions are met:

• The system has OWS installed.

• The employee’s HR status is active



• The employee is enrolled in OWS.

• The absence is approved and active. Canceled and void absence information is not sent to OWS.

• The absence start date or end date falls on or after the date specified in the Process As Of Date field on the Publish Absence Data to OWS page.

Use the Publish Absence Date to OWS page for ongoing synchronization with OWS.

Publish Absence Data to OWS page

206BOngoing Synchronization with OWS

After synchronizing the Absence Management and OWS systems, Absence Management publishes absence events for active employees who are enrolled in the installed OWS system. The system publishes the following changes or additions to absence events for enrolled employees:

• Add a new, approved absence event.

• Delete an existing, approved absence event.

• Change an approved event to Not Approved.

• Change an absence event to Approved.

The absence event takes place from the process date onward.

• Modify a date, time, or status field in an approved absence event.

207BUse Cases

The following table describes the actions you might take in Absence Management and lists the information received by OWS and the actions that OWS takes in response to the received data.



Use Case Description Information Received by OWS

Action Taken by OWS

Initial Synchronization OWS receives multiple absence event records.

Update the OWS schedule with the new data.

You approve an absence event. OWS receives an approved absence event record.


You change an absence event from Approved to Not Approved

OWS receives an unapproved absence event record.

Remove the absence event from the OWS schedule using the record provided.

You change a non-key field in the absence event for example, the Start Time

OWS receives the approved absence event record where the changed field has the attribute IsChanged.


You change a key field in the absence event for example, the EmplID, the begin date, or the end date.

OWS receives two records: The AUDIT_ACTN = N for the old record AUDIT_ACTN = K for the new record. The changed field has the attribute IsChanged.

Use the old record key field to access the old employee schedule and remove the old data, then use the new record to update the OWS schedule with the new data. For example, if the you change the begin date, then OWS changes or removes the absence from the schedule using the old begin date and updates the schedule with the new begin date.

You change key fields and non-key fields in the absence event. For example, you change the begin date and the start time of the absence event.

OWS receives two records: The AUDIT_ACTN = N for the old record AUDIT_ACTN = K for the new record. The changed fields have the attribute IsChanged.

Use the old record key field to access the old employee schedule and use the new record to update the OWS schedule with the new data. For example, if you change the begin date then OWS removes the absence using the old begin date from the schedule and updates the schedule with the new begin date.

You delete an absence event. OWS receives the deleted absence event record

Remove the related delete absence data from the OWS schedule.

For more information about integrating with Oracle Workforce Scheduling, see the HUHuman ResourcesUH and HUTime and LaborUH sections of these Release Notes.

88BExtended Leave Framework The Extended Leave Framework enables you to request, preauthorize, check eligibility, approve, and track data related to extended absences. This feature optimizes the implementation to global requirements such as FMLA in the United States, ESA in Canada, Education Leave in Germany, and SSP/SMP in the UK.



The Extended Leave Framework enables employees and administrators to use intuitive self-service transactions designed to minimize the complexity associated with extended absences. Using the attachment framework, you can deploy documents in compliant formats, provide access to frequently asked questions, and view HR and extended absence policies. This framework empowers end users with a one-stop-shop for extended absence, freeing administrators and help desks from the task.

208BRequesting Extended Absences

The Request Extended Absence page provides information and links to other Absence Management 9.1 features.

In the Extended Absence Request Details region, your employees can enter all of the data needed for you to track their absence. When employees access the page, the system provides a link to the configurable section, which enables you to track almost any kind of leave-related information that you have configured.

The Related Links region of the Request Extended Absence page enables you to deploy documents in compliant formats, provide access to frequently asked questions, and view policies regarding extended absences.

The Absence Requests region displays all request activity included in the extended absence Start Date and extended absence Expected Return Date fields.

Using self-service pages, you can enter requests for extended absences using the Request Extended Absence page:

Request Extended Absence page (1 of 2)



Request Extended Absence page (2 of 2)

209BTracking Extended Absence Leave Data

The configurable sections feature in Absence Management 9.1 enables you to track almost any kind of extended leave-related information. You can set up configurable sections to comply with legislative and regulatory requirements and define all of the fields in your preferred format to track additional data for reporting. Configurable sections eliminate the need for customizations and make the upgrade process more efficient, reducing the total cost of ownership.

In the following page, the configurable section has been set up to obtain FMLA eligibility information for U.S.-based employees:

Extended absence template form (configured as FMLA Eligibility page) (1 of 2)



Extended absence template form (configured as FMLA Eligibility page) (2 of 2)

89BLeave Donations The Leave Donations feature in Absence Management improves the administration of your Leave Donations programs. Leave Donations enables employees to request donated leave, donate leave, return unused leave, and stop their participation in voluntary Leave Donations programs all through the self-service interface. Administrators can perform the same tasks on behalf of employees. Leave Donations is fully integrated with the PeopleSoft Approvals Workflow Engine, which means you can define any type of approval rule for self-service requests. Administrators can perform mass approvals, making the Leave Donations process very efficient. The setup is configurable, you can define multiple Leave Donations plans, and you can tailor the self-service request pages via Self-Service configuration. Leave Donations plans support days and hours.

A leave transfer program enables employees to donate their accrued leave hours to other employees who have exhausted their own leave due to a qualifying emergency. Managing leave transfer request programs consists of four major functions:

• Program definition and page configurations.

• Employee self-service requests to donate leave, request leave, terminate participation, return unused leave, and view a request history.

• Administrative actions that define program recipients, manage and approve employee self-service requests, adjust program bank balances and employee balances, initiate payee requests, and view transaction histories.

• Ability to process all employee and administrator requests and inserting input data for Global Payroll core processing using the Leave Transfer Process (GP_ABSLVDNPI ) Application Engine program.

The following diagram illustrates the process flow and relationship of the pages used to configure and manage the leave transfer request process:



Leave Transfer Request process

210BDefining New Leave Transfer Entitlements

To set up a leave donation program in PeopleSoft Absence Management, you must define at least two frequency-based entitlements: a donate entitlement and a receive entitlement. Many programs consider all donations from a donor irrevocable. However, if your leave transfer program enables participants to return unused leave time back to the program or donor, you must also create a return entitlement. You must create a leave transfer entitlement for each originating, or eligible-to-be donated, entitlement.

For example, if your leave transfer program enables donors to contribute time from both sick leave and vacation time, you must define donate entitlements, receive entitlements and, if applicable, return entitlements for both sick leave and vacation time.

Use the Leave Program Definition page to define the parameters for a leave transfer program.



Leave Program Definition page

211BReceiving Donated Leave Time

You can use self-service pages to:

• Donate available leave time

• Receive donated leave time

• Return unused leave time

• End participation in a leave donation program

• View leave donation request history



Request to Donate Leave page (1 of 2)

Request to Donate Leave page (2 of 2)

Other self-service pages enable you, or your proxy, to request donated leave hours from a leave transfer program.

Requests to receive donated leave hours from leave transfer programs with a Bank program category must be approved by a leave transfer administrator. Leave transfer programs that use the Individual program category do not require a request to receive donated leave.

212BReturning Unused Leave and Ending Leave Program Participation

Using self-service pages, you can return any unused leave time back to the donors or the leave transfer program and end participation in a banked leave program in which the donation occurs on a recurring basis.

The system does not return any donated leave time when an employee ends his or her participation in a leave transfer program. The return of unused leave time is set up at the program definition level and is controlled by the Request to Return Unused Leave page.



Termination of enrollment occurs during the next available calendar run after approval of the termination request. Terminating leave program participation and returning unused leave time are auto-approved requests. The system automatically approves these requests without input from a program administrator.

90BTime and Labor Timesheet Integration with Approvals Workflow Engine For release 9.1, Time and Labor uses the Approval Workflow Engine within the timesheet processing function. Absence Management 9.1 enables you to set up approval rules and use them when reporting absences in the timesheet. You can request absences that require multiple levels of approvals on the timesheet.

213BAbsence Management Records Updated from Timesheet

Absence Management 9.1 enables you to use the Time and Labor timesheet to modify absence events entered in Absence Management Self Service. Time and Labor supports the same Submit, Approve, Deny, and Pushback actions that Absence Management supports. This means that, in Absence Management 9.1, actions taken in the timesheet update the Absence Event, Absence Self Service Data, and Absence Self Service Status Absence Management records.

214BAbsence Management Approvals Versus Time and Labor Approvals

In release 9.1, you can modify absence events entered in Absence Management Self Service with an existing Absence Management approval path on the Time and Labor timesheet. When you use the timesheet to change these events, the Approval Workflow Engine terminates the Absence Management approval path and the system creates a new approval instance using approval values provided by Time and Labor.

The system uses the following logic to determine the approval path used:

Source application for absence

Absence modified in the timesheet?

Approval path used for the absence

Absence Management No Absence Management approval path

Absence Management Yes Time and Labor approval path

Time and Labor N/A Time and Labor approval path

215BApproval Status Monitor and Pushback

Absence Management 9.1 now displays the status monitor when you take any actions for absence events following a Time and Labor approval path.

Absence Management retrieves the Approval Process ID, Definition ID, and header record data from Time and Labor and passes the data to the Approval Workflow Engine in order to display the status monitor reflecting the status of the Time and Labor Approval Path.



In addition, Absence Management 9.1 recognizes the new pushback functionality on the timesheet. This enables you to send absence transactions back to the originator to make changes or rework their reported time or absence.

216BDelegations Support

The HCM Delegation Framework enables you to authorize other users to perform managerial tasks on your behalf by delegating authority to initiate or approve managerial transactions.

Absence Management 9.1 supports delegation of managerial transactions on the timesheet. To support delegations for timesheet actions regarding absence requests and absence approvals, you must also delegate the defined Manager Absence Request and Manager Absence Approve transactions in the Absence Management Delegation Framework.

31BTime and Labor Labor is typically an organization’s largest expense and workforce management applications are critical to an organization’s accounting and monitoring of their labor expenditures. To affect the financial bottom line of your organization, you need to track and monitor absences and adherence to work schedules and use approvals to control expenditures such as overtime. The need to reduce labor costs while improving productivity, efficiency, and service levels has never been more critical.

For Time and Labor release 9.1, the new features and integrations improve usability and increase workforce productivity.

91BApproval Workflow Engine and Delegation Framework Adoption of the PeopleSoft Approval Workflow Engine enables your organization to specify multiple levels of approvers and define specific approval criteria with integrated worklist and email notifications.

Depending on your requirements, you can configure time approvals for reported time, payable time, or both reported and payable time.

You can also set up email notifications for particular events. For managers, these include reported time needing approval, payable time needing approval, exceptions that have been generated, or a scheduled event that has been modified. For employees, email notifications include approved reported time, approved payable time, denied reported time, or modified reported time.

The Approval Workflow Engine (AWE) is the engine that provides capabilities for creating, running, and managing the approval processes. The engine uses a series of database objects combined with application component configuration settings to determine how to process approvals using workflow. The AWE is a common component shared across multiple PeopleSoft applications within both HRMS and other application families.

By adopting the Approval Workflow Engine and HCM Delegation Framework, Time and Labor provides you with the flexibility to set up sequential or parallel paths for multilevel or single-level approvals.



217BNew Approval Process Definitions

Time and Labor 9.1 delivers eight Approval Process definitions to support common organizational hierarchies such as Supervisor ID, Department Manager, and Position Management, as well as multiple levels approval. The process definitions route the approval request using the approval user list based on the HR Direct Reports structure or TL Groups.

The eight Approval Process definitions in the 9.1 release are:

Approval Process Definition Approver User List Final Approval Status

TLByDeptManager TLByDeptManager (assigned at step 1)

Approval is needed from the department manager before the approval request final status is set to approved.

TLByPosnDeptMgr TLByPosnDeptMgr (assigned at step 1)

Approval is needed from PosnDeptMgr before the approval request final status is set to approved.

TLByPosnSupervisor TLByPosnSupervisor (assigned at step 1)

Approval is needed from PosnSupervisor before the approval request final status is set to approved.

TLByPosMgmt TLByPosMgmt (assigned at step 1)

Approval is needed from PosMgmt before the approval request final status is set to approved.

TLBySupervisorID TLBySupervisorID (assigned at step 1)

Approval is needed from supervisor before the approval request final status is set to approved.

TLGroupSingleStageALL TLUserList1 (assigned at path 1/ step 1) TLUserList2 (assigned at path 2/ step 1)

All approvers at path 1/step1 and all approvers at path 2/step1 must approve the request before the approval request final status is set to approved.

Note. The approvers on path 2/step 1 can approve the request at the same time as the approvers on path 1/step 1.

TLGroupMultiStageSOME TLUserList1 (assigned at stage 1/ path 1/ step 1) TLUserList2 (assigned at stage 2/path 1/ step1)

Some approvers at stage 1/ path 1/ step1 must approve the request, and then some approvers at stage 2/ path 1/ step1 must approve the request, before the approval request final status is set to approved.

Note. The approvers on stage 2/ path 1/ step 1 cannot approve the request until the



Approval Process Definition Approver User List Final Approval Status

approvers on stage 1/ path 1/ step 1 approve the request.

TLGroupMultiStageALL TLUserList1 (assigned at stage 1/ path 1/ step 1) TLUserList2 (assigned at stage 2/ path 1/ step1)

All approvers at stage 1/ path 1/ step1 and all approvers at stage 2/ path 1/ step 1 must approve the request before the approval request final status is set to approved.

Note. The approvers on stage 2/ path 1/ step 1 cannot approve the request until all approvers on stage 1/ path 1/ step 1 approve the request.

Use the WorkGroup – Approval page and the Time Reporting Code – Approval and Comment page (formerly the TRC 2 page) to activate approvals in Time and Labor.

Time Reporting Code - Approval and Comment page

218BApproval Actions

When the system sends a notification to the approver indicating that a reported time or payable time is waiting for approval, the approver can:

• Approve the time request. The system sends a notification to the next person in the approval process.



• Deny the time request. The system terminates the approval process. The originator of the time request receives a notification indicating the denial of the time request.

• Push back the time request. The originator of the time request receives a notification indicating that the time request needs his or her attention.

219BAdding Approvers or Reviewers to the Approval Process

During the approval process, approvers can add other approvers or reviewers to the current or a later stage of the approval process. For example, if you want input from timekeeper, you can add the timekeeper as an approver or reviewer.

This action applies only to the approval instance in which the addition occurs and does not affect the underlying process definition used for other requests.

You can insert ad hoc approvers and reviewers in serial or parallel with existing approvers:

• For serial approvals, each approval in the process is sequential. You can add approvers and reviewers only after the current step.

• For parallel approvals, the sequence does not matter. You can insert an ad hoc step in any pending or subsequent stage.

If you have an ad hoc approver user list defined in the transaction registry, you can add only the users within that list as an ad hoc approver or reviewer. Time and Labor 9.1 provides an Ad hoc Users List configuration on the WorkGroup – Approval page and the Time Reporting Code – Approval and Comment page.

Ad hoc reviewers are users whom an approver or requester want to review a transaction. The system notifies ad hoc reviewers and provides a link to the transaction in a Worklist entry or email, depending upon your configuration.

220BAssociate Comments with the Approval Process

In release 9.1, the system passes comments entered on the comments page to the AWE. The AWE saves the comments and adds them to the approval status monitor constructed by the AWE. The comments displayed within the approval status monitor show the following data related to the person who entered the comments:

• User ID

• Date entered

• Time entered.

The comments are display-only within the approval status monitor and cannot be modified.

By leveraging the Approval Workflow Engine, the system produces an Approval Status Monitor to display the pending approver. The system automatically sends the approver an email notification and generates a worklist item.



Approval status monitor

221BAdoption of the PeopleSoft Delegation Framework

Time and Labor 9.1 supports the HCM Delegation Framework, which enables you to authorize other users to perform managerial tasks on your behalf by delegating authority to initiate or approve managerial transactions. The system uses email and worklist notifications to notify the delegator and specified proxies.

The HCM Delegation Framework supports the following types of delegation:

• Downward delegation of authority to a direct report or a person lower in the reporting hierarchy

• Upward delegation of authority to a manager or a person higher in the reporting hierarchy

• Lateral delegation of authority to a peer within the same division or in a different division within the reporting hierarchy

Time and Labor 9.1 has added three delegation transactions to the Create Delegation Request function:

• Manager Reported Time

• Manage Approve Reported Time

• Manage Approve Payable Time



Create Delegation Request – Delegation Detail page showing Time and Labor 9.1 delegation transactions

These Time and Labor delegation transactions provide the proxy with access to the following Time and Labor summary pages:

• Reported Time Summary

• Approve Reported Time Summary

• Approve Payable Time Summary

For each active delegation, the Approval Workflow Engine and HCM Delegation Framework work together to initiate the approval to the correct approver based on the delegated authority.

92BIntegration with Oracle Workforce Scheduling Accurate labor forecasting and efficient workforce scheduling is critical to optimal workforce performance. Organizations want to achieve a balance between the need for labor and the labor budget in order to meet the demand. An organization needs to be efficient with labor spending by not overstaffing or understaffing.

Oracle Workforce Scheduling (OWS) provides labor forecasting and schedule optimization to aid organizations in determining where, when, and who they need to deploy to any given shift, assignment, job, project, task, and so on, based on historical needs.



PeopleSoft HCM Release 9.1 integrates data from PeopleSoft Human Resources, Time and Labor, and Absence Management with OWS, which enables you to monitor and manage schedule assignments, achieve optimal project tracking, and track absences.

PeopleSoft Integration Broker provides a bidirectional, near real-time integration between PeopleSoft Enterprise Time and Labor and OWS. Time and Labor sends employee schedule preferences and reported punch time to OWS, and OWS returns optimized punch schedules to Time and Labor.

Time and Labor sends and receives information from OWS for employees who meet the following criteria:

• The system has OWS, Human Resources, and Time and Labor installed.

• The employee is enrolled in OWS.

• The employee’s HR status is active.

• The employee has a schedule with either a punch or a flex shift type, regardless of the rotating schedule status on the Defining Schedules page.

222BPublishing Schedule Preferences to OWS

Your employees set up their schedule preferences for the workweek. For each day of the week, employees enter their preferred shift or start and end times. PeopleSoft Time and Labor publishes this information to OWS as the employee’s preferred schedule.

The schedule preference data from Time and Labor enables OWS to forecast the demand for labor and to schedule the right people to the right activities at the right time to meet customer service and cost objectives.

Note. Time and Labor publishes to OWS only for each day that the user enters a Shift ID or a Start Time and End Time. Some employees may not establish a preference for each day. Time and Labor does not publish time for days for which the shift ID is set to Off.



223BPublishing Report Time to OWS

PeopleSoft Time and Labor publishes reported punch time to OWS.

Time and Labor publishes the first in and the last out punch times associated with a shift ID. For example, an employee has the following punch times:

1. 8:00 a.m., punch in.

2. 10:00 a.m., punch out for morning break.

3. 10:15 a.m., punch in.

4. 12:00 p.m., punch out for midday meal.

5. 1:00 p.m., punch in.

6. 3:00 p.m., punch out for afternoon break.

7. 3:15 p.m., punch in.

8. 5:00 p.m., punch out for end of shift.

The system publishes the 8:00 a.m. punch in and the 5:00 p.m. punch out to OWS.

Use the Publish Reported Time page to publish punch times to OWS.

Publish Reported Time page

224BReceiving Optimized Punch Schedules from OWS

Using information such as planned absences, employee’s schedule preference, and reported punch time, OWS produces an optimized schedule for each employee. OWS publishes the optimized schedule into PeopleSoft Time and Labor. You can view the schedule, and the schedule information is entered on an employee’s timesheet. The schedule information also aids in schedule resolution.

Time and Labor receives optimized employee schedules from OWS through Integration Broker web services. Time and Labor inserts the received data into the SCH_EXT_STG staging table. You use the SCH_EXTVALID validation process to perform basic schedule validation.



For more information about integrating with Oracle Workforce Scheduling, see the HUAbsence ManagementUH and HUHuman ResourcesUH sections of these Release Notes.

93BEnhanced Project Costing ChartFields ChartFields are fields used to report General Ledger charts of accounts with transactional data. These accounts determine the logging of transactions and the tracking of information for General Ledger purposes. ChartFields enable you to report up to 21 charts of accounts when entering transactional data. Both Commitment Accounting and Non-Commitment Accounting customers can utilize the ChartField functionality for their business processes.

The enhanced ChartFields integration in Time and Labor 9.1 includes all of the Project Costing ChartFields. Components for Project Costing business unit, project, activity, source type, category, and subcategory from the Time and Labor menu group appear under ChartField Values.

225BConfiguration and Integration

You can configure and activate all or a subset of the 21 ChartFields using the Standard ChartField Configuration page. The Standard ChartField Configuration page enables you to activate ChartFields, change the order of display, relabel the fields, and change the field length displayed for individual ChartFields.

When you press the Apply button and the application engine runs, the pages displaying ChartFields reflect the configured display.



Standard ChartField Configuration page

226BImpact on Task Template

After you press the Apply button on the Standard ChartField Configuration page, the impact to Time and Labor (TL) begins with the task template. The task template reflects the activated ChartField values when combo code is an enabled field. For example, if the Standard ChartField Configuration has activated the GL account, department, and project, enabling the combo code field on the task template also enables the GL account, department, and project as individual ChartField values.

Use task templates to select the types of task information that you want taskgroup members to provide when reporting time. For example, if a group of time reporters does project work, such as developing software, you might want to create a task template that captures the project and product they're working on, the department, and individual tasks.

The following example shows the Task Template page in Time and Labor 9.1:



Task Template page (1 of 2)



Task Template page (2 of 2)

In the HR Task Elements, Time & Labor Elements, Performance Mgmt Element, and General Ledger Elements group boxes, select each type of task data that you want time reporters associated with this taskgroup to report. For each field you choose, select either Required, Optional, or Not Used in the drop-down list box to the right.

If your organization uses commitment accounting, Project Costing (PS/Projects), or Enterprise Performance Management (PS/EPM), some of the task fields may be selected automatically or made unavailable.

227BUploading ChartField Combinations

To improve usability and ensure consistency between Time and Labor and Payroll for North America, PeopleSoft Time and Labor uses the ChartField Validation Search. By leveraging the ChartField Validation Search, you can reduce the need to employ the Upload ChartField Combinations process to load new ChartField combinations into the Transaction Table from an external file.



The Upload ChartField Combinations feature in Time and Labor 9.1 enables you to insert data into Combo Code task elements. The system loads the contents of a file that contains combination code information into a temporary table. Then an Application Engine program reads the temporary table, validates the data, and inserts the data into the ACCT_CD_TBL and ACCT_CD_TBL_GL tables. The system generates two reports: an upload summary report and a detail report that lists any bypassed records, and the reason for discarding the records.

The data file must be a comma-separated value (CSV) file with the ChartField information for each combination code listed in a specific order. If you do not use all of the available ChartFields in a specific combination code, you should leave the unused columns empty and keep the formatted sequence of ChartFields.

Use the Upload ChartField Combinations page to upload ChartField data into Combo Code task elements.

Upload ChartField Combinations page

94BImport, Export, and Recompile Rules Time and Labor 9.1 enables you to migrate rules across databases, which means that you can easily transfer rules created in an isolated testing environment into your production database. This feature eliminates the need to reenter rules. You can also recompile rules after importing them.

To move rules from one database to another, use the Rules Export (TL_EXP_RULE) component to export rules and the Rules Import (TL_IMP_RULE) component to import rules. Use the Rules Recompile (TL_RULE_RCMP) component to recompile Time and Labor rules.



Moving Time and Labor Rules from one environment to another includes three distinct phases:

• Selecting rules for export and exporting all of the required rule elements.

• Importing rules from a rules export file.

• Recompiling rules for PeopleSoft templates.

Time and Labor uses PeopleTools DataMover and two DataMover scripts to complete the migration of Time and Labor rules from one environment to another. The system uses an Application Engine (AE) process to create the DataMover scripts required to export and then import the selected rules. The AE process then packages the rules and scripts into a DataMover DAT file in a location that you specify from the run control page.

Note. You can move only rules created from PeopleSoft-delivered templates.

228BExporting Rules

The Rules Export page lists all of the rules to export from a source database, initiates the processes that select the listed rules, and creates a DataMover DAT file for exporting the rules.

Rules Export page

Select the Include related Rule programs check box to include the most current effective-dated rows for the Rule Programs associated with the selected rules in the export file. If you do not select this field, then you must manually associate each imported rule with the corresponding rule program.

Click the Create Scripts button to perform the following steps:

• Verify that the indicated script location path is correct.

• Analyze the content of each row in the Rules Export area of the page, resolve the selection of rules, and store the results.



• Write the DataMover scripts for both the Export and Import rules processes.

Click the Run button to perform the following steps:

• Initiate a DataMover process scheduler request to generate the rules DAT file based on the Export script created by the Create Scripts process.

• List each rule that is selected and processed in the message log file and indicate the completion of the DataMover process.

The Script Location field specifies the location used to store the DataMover scripts and DAT file created by the Export process.

The Export process does not change any existing structures in the environment. You can safely select rules and export the required rule elements at any time.

229BImporting and Recompiling Rules

Use the Time and Labor 9.1 Rules Import process to import the files created by the Export process. Access the Rules Import page and enter the location of the DataMover DAT file created by the Export rules process in the Script Location field.

Run the Import and Recompile rules processes when the processes do not conflict with existing Time Administration processes. Do this because the Import rules process transfers shared objects from records where a separation from the rule itself was not possible. In addition, any template modified during the Recompile rules process can affect existing rules, and a conflict with a Time Administration batch process would cause the batch process to crash.

You should run the Import and Recompile rules processes in your Production environment when you run the existing Refresh Dynamic Groups process. Do this because the Refresh Dynamic groups process is run daily and has the same potential conflicts.

Access the Rules Recompile page to recompile rules that you have imported.

Rules Recompile page

Select the Recompile All Rules check box to recompile all existing rule templates. Clearing this check box enables you to view the Rules Recompile region of the page.



The Rules Recompile region enables you to specify rules to recompile, or recompile the rules associated with one or more templates, or template types.

95BEnhanced Mass Time Reporting Mass Time reporting in Time and Labor 9.1 filters common time reporting codes availability based on select groups of employees. This prevents invalid Time Reporting Code exception generation for reported time via Mass Time.

Use the Mass Time Reporting feature to save time and keystrokes when reporting time. It enables you to report different attributes of time for a period rather than having to enter them manually for each day in the specified period. The Mass Time Reporting feature enables you to report time in several different ways by using a template type format. You enter the period of time for which you want to report time and select the method that Time and Labor uses to generate reported time.

Each person enrolled in Time and Labor is associated with a set of time reporting codes, based on the time reporting code program derived from the workgroup information. Managers using Mass Time Reporting generally use a group of employees. In Time and Labor 9.1, the system filters the list of time reporting codes so that the only displayed time reporting codes are valid for all of the employees belonging to the group.

Access the Mass Time - Report Time page (select Self Service, Time Reporting, Report Time, Mass Time; click the Next button on the Mass Time - Select Time Reporting Method page).

Mass Time - Report Time page



Mass Time - Report Time page when Specify one or more transactions to be applied to each day in the time period is selected

Enter a time reporting code in the Time Reporting Code field to specify which method to use for processing the time worked. Every active TRC that is valid for the employee appears here. However, rules-only TRCs are used only in processing rules and do not appear on the time reporting pages.

32BPension Administration While ensuring compliance with changing Federal requirements, Oracle’s PeopleSoft Enterprise Pension Administration maintains its flexibility and its ability to help its customers perform accurate and configurable retirement benefit calculations.

Beginning in 2008, the Pension Protection Act (PPA) of 2006 introduced new funding requirements for single-employer defined benefit pension plans. The PPA replaced the 30-year Treasury bond interest rate as the interest rate for calculating lump-sum distributions from defined benefit plans. Plan sponsors must now calculate lump-sum distributions using a three-segment interest rate yield curve, derived from the rates of return on investment-grade corporate bonds of varying maturities. The interest rates correspond to the length of time until the obligations are due to be paid. Actuarial calculations adjust benefit amounts to an equivalent amount for a different commencement date or for a different form of payment. The conversion is based on specified assumptions about mortality, interest, and payment frequency. Together these assumptions constitute an actuarial assumption set.

In PeopleSoft Enterprise Pension Administration 9.1, we are introducing segmented interest rates to comply with the change in interest rate factors and enable users to define these segmented rates and apply them in an Actuarial Assumption set.



A new calculation table is available for setting up segment rates

The Actuarial Assumptions component now includes a Use Segment Rates option



33BOracle Workforce Scheduling 5.0.4 Oracle Workforce Scheduling (OWS) provides a comprehensive solution to forecasting the demand for labor and scheduling the right people to the right activities at the right time to meet customer service and cost objectives. Controlling labor hours, and hence cost, is one of the biggest problems facing labor-intensive industries. Oracle Workforce Scheduling is a simple-to-use system that can reduce overstaffing and understaffing, increase customer service, and reduce payroll costs. The powerful mathematic optimization routines fully support 24/7 working and take into account factors such as demand, employee preferences, skills, availability, labor laws, payroll budgets, workplace rules, best practice, and seasonality.

OWS is currently targeted towards solving employee-scheduling problems predominantly within the retail sector, but the underlying technology can be applied to many other industries. OWS is a standalone system; however, Version 5.0.4 (released coincident with PeopleSoft 9.1) delivers bidirectional integration between OWS and PeopleSoft HR, Time and Labor, and Absence Management as described in the relevant section of this document.

Schedule Display

Version 5.0.4 also includes Long Term Scheduling, allowing the optimization of resources across a whole year. Long Term Scheduling applies the same sophisticated optimization process as used in weekly scheduling to match employee weekly hours to the weekly demand for the 52 or 53 complete weeks of a year. Long Term Scheduling can be used to manage annualized hours contracts and facilitates compliance with labor laws in some countries.



Long-Term Schedule

For more information, please visit the Oracle Workforce Scheduling page on Oracle.com at HUwww.oracle.com/applications/workforce-scheduling.htmlUH



5BBusiness Intelligence

34BOracle Human Resources Analytics 7.9.6 Oracle Human Resources Analytics helps organizations improve overall workforce performance and managerial effectiveness while reducing costs. With more than 300 metrics and 600 dimensional attributes, Oracle Human Resources Analytics provides the workforce information foundation that integrates data from HR functional areas and Finance. Oracle Human Resources Analytics also delivers 9 dashboards and over 200 reports to provide your human resources (HR) professionals and front-line managers the best tools available to analyze workforce staffing and productivity, to better design compensation that rewards performance, to better source high-quality applicants, and to reduce employee retention and absence costs. Oracle Human Resources Analytics is part of the Oracle Business Intelligence Application Suite and is delivered with integrations to PeopleSoft HCM.

Employee performance dashboard

For more information, please visit the Oracle Human Resources Analytics page on Oracle.com at HUhttp://www.oracle.com/appserver/business-intelligence/hr-analytics.htmlUH

Note. PeopleSoft HCM 9.1 certification with Human Resources Analytics 7.9.6 is in development as of the date on which these Release Notes were published. Human Resources Analytics 7.9.6 is currently certified with PeopleSoft HCM 8.9 and 9.0.



6BEnhancements That Are Common to Multiple Applications This section discusses new enhancements that are common to multiple applications. PeopleSoft continues to deliver enterprise-wide features and frameworks that enhance your ownership experience and help you run your business more efficiently and profitably. With the release of PeopleSoft Enterprise Portal 9.1, PeopleSoft delivers:

• Application Integration Framework

• Approval Framework

• Desktop Integration

• Find Object Navigation

• Events and Notifications

• Upgrade Framework

35BApplication Integration Framework Application Integration Framework extends PeopleSoft Integration Broker functionality to provide a standard way to represent, classify, store, query, publish, acquire, and invoke data that maps element names, structures, and values between PeopleSoft Messages and external system messages. Two important features of Application Integration Framework include; the Domain Value Mapping (Static Cross-references) and Dynamic Cross-referencing. These two mappings enable PeopleSoft Values to be mapped to other applications. Also, there are various APIs being provided as part of this framework to access the Domain Value Mappings and Dynamic Cross-references, such as PeopleCode APIs, XSLT Extensions Functions and also WebService calls. These APIs can be used in supplement with PeopleSoft Integration Broker to send and receive messages with other PeopleSoft systems or third-party systems. If the message structure differs between systems, transformation programs are used to transform the incoming or outgoing message to a message format that the PeopleSoft system understands. The primary purpose of Application Integration Framework is to create integrations with other Oracle Applications using the Application Integration Architecture without requiring an application upgrade. The framework is generic enough that is could be used for PeopleSoft integrations with any external system or with other PeopleSoft systems.

See Also

Application Integration Framework PeopleBook



36BApproval Framework Approval Framework is a user configurable tool that utilizes Pure Internet Architecture and PeopleTools Workflow to create dynamic approval processes that fit the needs of each organization. Approval Framework replaces Virtual Approver and puts most configuration control in the hands of the business analyst.

In the PeopleSoft Enterprise 9.1 release, Approval Framework focused on Flexibility, Configurability and Control.

These enhancements help to streamline configuration tasks and provide additional details and functionality for approvers.

• Flexibility: Three areas were the main focus: Notification, Timeout and User Lists.

• Additional configuration options:

The administration monitor has added a layer of configurability that allows actions to be enabled/disabled for each Transaction Registry.

The Monitor Configuration page controls both the Search and the Actions page of the Monitor Approvals.

The information displayed on the page can now be specified. In prior releases, only the transaction keys were displayed.

• Control: Two new features are meant to provide control to the user:

The first one is a new User Monitor. It is intended to be a “one-stop shop” for the user to review transactions that he either initiated or is a designated approver on.

The other new area of control is in reporting. Approval Framework has provided an audit report that provides details on Approval Transactions.

See Also

Approval Framework PeopleBook

37BDesktop Integration Desktop Integration is a completely new feature providing seamless integration between Microsoft Office and your PeopleSoft applications, enabling your organization to schedule and track appointments, meetings, tasks, and corresponding documentation.

The Desktop Integration framework allows PeopleSoft applications to extend functionality into the Microsoft Office 2007 suite. Providing the ability to launch Microsoft Outlook from a PeopleSoft web page and pass the application data to Outlook (Calendar or email). A two-way communication is established between the PeopleSoft application and Microsoft Outlook, with Outlook receiving the information from and sending updates to the PeopleSoft application. Oracle delivers this functionality as part of the PeopleSoft Enterprise Components that are available with all PeopleSoft applications.



Powerful integration scenarios include interview scheduling without leaving your PeopleSoft application, delivered tasks and dynamic displays that are customizable to suit your particular user groups and business needs. Address books that enable you to leverage PeopleSoft data to update Outlook users’ local address lists or to control the email addresses available within the PeopleSoft Outlook Meeting Scheduler.

The Desktop Integration framework consists of the following components:

The Microsoft Outlook and Word add-ins contain all the pieces necessary to send information to and receive information from the PeopleSoft applications. Microsoft Office add-ins invoke functions in this layer for user authentication, launching web services to receive and send data from the PeopleSoft application. On the PeopleSoft side, services and app-classes exist that accept the requests from Microsoft Outlook and Word and perform the necessary actions and data retrieval.

Oracle uses the Integration Broker to connect Microsoft Outlook and Word to the PeopleSoft applications. Oracle delivers predefined interfaces and security classes.

The Desktop Integration layer creates, updates and moves the data in and out of the PeopleSoft system and is responsible for responding to all events. As events are processed, control is optionally passed to the PeopleSoft Application Layer for handling.

Any application-specific functions are contained within the PeopleSoft Application Layer. When you create new integrations or customize existing ones, all application-specific code is contained within the application layer.

38BFind Object Navigation Use the Find Object Navigation utility with any PeopleSoft Pure Internet Architecture page to locate the navigation path for a component, page, content reference, or portal. When you select your search criteria and click the Find Navigation button, the resulting navigation paths appear with links that enable you to navigate directly to the page that you specified in your search. Frequently, several ways are available to access a page. Reviewing all of the navigation paths may help you find the page in a more intuitive way.

Additionally, when used as an internal tool, this utility can be very helpful during PeopleTools and application upgrades.

39BEvents and Notifications Events and Notifications is a framework that enables you to define, implement and run business logic for business events. The Notification Dashboard is a central location to view information related to notifications, warnings, and alerts that occur within many batch or online processes throughout the system. You can receive notifications using email, worklist or XML messages when an event occurs. PeopleSoft Query can be used in combination with the Events and Notifications Framework feature to generate alert messages based on data within one or more PeopleSoft tables.

The Events and Notifications framework was created to combine existing Event functionality from HCM and Events, Warning, and Notifications in SCM to be a common framework that could generate multiple kinds of notifications, required a very light API to implement and had a minimal set of required registry data. This combined framework is now available in all PeopleSoft Applications.



See Also

Events and Notifications Framework PeopleBook

For Email collaboration, please note the following limitations on BlackBerry and iPhones:

• BlackBerry does not allow its delivered applications to override the default application for attachments. Currently, the BlackBerry email application opens the HTML attachment as a text document. If the user is using a 3rd party email application, then the HTML displays properly.

• Currently, iPhone OS 3.1 does not support any Email Approval options. You must use a 3rd party application that supports javascript in the email.

40BUpgrade Framework The Upgrade Data Conversion Analyzer is a new Application Engine (AE) program. For a given upgrade path, the Analyzer gathers a list of AE Sections required for data conversion and stores these in a new repository. Each SQL statement (including SQL Statements within PeopleCode) is then analyzed to derive a list of tables that are manipulated or queried during the execution of the SQL. Once all the SQL is analyzed, the information is used to derive section dependency information which is then saved in the repository.

The Upgrade Data Conversion Runtime is a new Application Engine program. The Runtime uses the information generated by the Upgrade Data Conversion Analyzer to improve the execution of the data conversion. Optimization is achieved through increased parallelism at runtime. Execution timing data is written to the repository, and can be used for analysis and further optimization of subsequent runtimes.



7BEnhanced Product Information Oracle continues to enhance the user experience with our products by improving the quality and ease of access to vital information.

Note. The links provided in this section may change over time. If a link does not take you to the proper location, oracle.com should produce a more current link.

41BNew Information Portal The HUPeopleSoft Enterprise Information PortalUH provides customers with a single entry point to locate the documentation, training, and other useful information they need to help with their implementation process and improve their daily experience with our products.

PeopleSoft Enterprise software offers many information solutions to help our customers succeed. By using our popular PeopleSoft Enterprise Information Solution data sheets, customers can easily access information and links to PeopleBooks, Documentation Updates, Instructor-Led Training, Online Classes, User Productivity Kits (UPK), Self-Study CDs, Certification Programs, and other helpful information.

42BPeopleBook Improvements Several enhancements have been made to the PeopleBook documentation in the areas of content breadth, organization, and usability.

• Hosted PeopleBooks. Starting with this release, our new Hosted PeopleBook solution provides the option to access your context sensitive PeopleBook help directly from our hosted server. The hosted documentation is updated on a regularly scheduled basis ensuring that you have access to the most current documentation. This reduces the need to view separate maintenance documentation postings on MetaLink 3 because that documentation is into the hosted PeopleBooks content. We also offer updated installable HTML PeopleBook Libraries for those who prefer to have the documentation installed on their local servers. Updated PDF versions of PeopleBooks are posted on OTN, based on the content update schedule. The hosted and updated installable PeopleBooks are available in English only. Translated PeopleBooks are still offered in their original GA state via ePD.

• Installed PeopleBook Organization. You’ll notice a big change as soon as you install PeopleBooks. We now deliver PeopleBooks logically grouped by product line and functional area so that books are easier to find when accessed online.

• Improved Application Page Navigation Documentation. Navigation to an application page is now displayed wherever a page is defined in our documentation. Now, in addition to the navigation being listed in the Page



Introduction Table, the navigation is also listed at each location in the PeopleBook where the application page is discussed in detail. This eliminates the need for customers to look elsewhere in the book for the page navigation.

• More Examples. Throughout our documentation, we have added real-life examples of application setup or business process tasks to help customers envision the documentation in our PeopleBooks. When an example is more extensive or does not easily fit into a suitable section of the documentation, we may also include a Scenarios appendix that contains standalone examples of how our products are best implemented and used.

• Helpful Hints. Sometimes a useful bit of information or troubleshooting advice can mean a big difference in how easily a product is set up or used. In certain situations, we have included such information in a note or warning within the documentation itself. If the information is too lengthy to include in a note or warning, it may be included in a Helpful Hints appendix.

• Enhanced Cross-References. Using a new formatting capability within our PeopleBook authoring tool, we can now insert a useful cross-reference link within standard paragraph text. This puts appropriate cross-references closer to the documentation to which they apply, making them far more useful to our customers.

43BResearching PeopleBooks We have created a free, short, online course titled HUResearching in PeopleBooksUH that gives our customers:

• A better understanding of the documentation structure and organization.

• Techniques for finding information more quickly and easily by using search functionality, best practice search strategies, and indexes.

Take this brief course to help you more quickly find the information you need in PeopleBooks.

44BUser Productivity Kit (UPK) The HUUser Productivity KitUH (UPK Developer and content) is the PeopleSoft end-user training solution and provides a single source development and customization tool to enable rapid content creation and customization. UPK also may provide system process documentation, user-acceptance test scripts, training materials, role-based performance support, and documentation.

For this release, we’ve broadened our UPK footprint with more HUUPK content offeringsUH than ever before. Leverage this powerful end-user training solution to improve your organization’s productivity in a highly cost-effective manner.



8BConclusion Today’s business environment calls for Human Capital Management to extend well beyond HR basics to enable sophisticated, yet easy-to-use workforce-related business processes. Organizations must be able to compete in the global economy and to attract, retain, and motivate their top talent. Concurrently, they must maintain regulatory compliance and control costs and have access to business performance metrics that demonstrate clear ROI.

PeopleSoft Enterprise HCM 9.1 is designed to meet customer needs, industry best practices, and thought leadership recommendations. HCM 9.1 is a testament to Oracle’s commitment to Applications Unlimited, the customer base, and its own leadership in the HCM arena.

This document is intended to provide early information about the major areas of enhancement to the PeopleSoft HCM application. These enhancements represent a significant investment by Oracle to both our customers and the industry and show that we are serious about the importance of Human Capital to the organization and committed to retaining our leadership in this area. We believe HCM 9.1 is a compelling release for our customers and look forward to your success going forward as you implement this major release.



Oracle PeopleSoft Enterprise HCM 9.1 Release Notes October 2009 Oracle Corporation World Headquarters 500 Oracle Parkway Redwood Shores, CA 94065 U.S.A. Worldwide Inquiries: Phone: +1.650.506.7000 Fax: +1.650.506.7200 oracle.com Copyright © 2009, Oracle. All rights reserved. This document is provided for information purposes only and the contents hereof are subject to change without notice. This document is not warranted to be error-free, nor subject to any other warranties or conditions, whether expressed orally or implied in law, including implied warranties and conditions of merchantability or fitness for a particular purpose. We specifically disclaim any liability with respect to this document and no contractual obligations are formed either directly or indirectly by this document. This document may not be reproduced or transmitted in any form or by any means, electronic or mechanical, for any purpose, without our prior written permission. Oracle, JD Edwards, and PeopleSoft, are registered trademarks of Oracle Corporation and/or its affiliates. Other names may be trademarks of their respective owners.