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Oracle TalentManagement Cloud

Implementing Goal Management

20C

Oracle Talent Management CloudImplementing Goal Management

20CPart Number F31606-02Copyright © 2011, 2020, Oracle and/or its affiliates.

Authors: Sweta Bhagat, Richard Kellam, Jeevani Tummala, Gayathri Akkipeddi, Malini Sampathkumar

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Contents

Preface i

1 Introduction 1Overview of Implementing Goal Management ....................................................................................................................... 1

Guide Structure .............................................................................................................................................................................. 2

2 Overview 5Overview of Worker Goal Settings ............................................................................................................................................ 5

How You Show the Pending Goal Plans Page ........................................................................................................................ 5

Mobile Responsive Deep Links .................................................................................................................................................. 6

3 Descriptive Flexfields 7Descriptive Flexfields for Goals .................................................................................................................................................. 7

4 Profile Options 9Search Logic Profile Options for Client List of Values .......................................................................................................... 9

Goal Management Profile Options ........................................................................................................................................... 9

5 Lookups 17Goal Lookups ................................................................................................................................................................................ 17

6 Notifications 21Goal Notifications ........................................................................................................................................................................ 21


7 Goal Approval Rules 23Overview of Performance Goal Approval Rules ................................................................................................................... 23

Examples for Configuring Goal Approval Rules ................................................................................................................... 26

Example of Changing an Existing Performance Goal Approval Rule .............................................................................. 26

Example of Adding a Manual Approval Condition for Performance Goals .................................................................... 28

FAQs ............................................................................................................................................................................................... 29

Can I bypass the goal approval process for my organization? ......................................................................................... 29

Can I delete a goal approval condition in transaction console? ....................................................................................... 30

What happens if I edit or delete an approval rule? ............................................................................................................. 30

8 Contextual Notes 31Contextual Notes in Application Pages .................................................................................................................................. 31

Use Contextual Notes in an Employee's Performance Goal .............................................................................................. 32

9 Goal Management Integrity Validations 35Oracle Fusion Goal Management Data Diagnostic Test ..................................................................................................... 35

10 Personalization Using Transaction Design Studio 37Use Transaction Design Studio to Configure Field Displays ............................................................................................. 37

How You Configure Goal Management Pages Using Transaction Design Studio ......................................................... 37

11 Integrations 47How Goal Management Works with Profiles ........................................................................................................................ 47

How Performance Documents Work with Goals ................................................................................................................. 50


Preface

i

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Using Oracle Applications

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ii

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Chapter 1Introduction

1

1 Introduction

Overview of Implementing Goal ManagementThis guide describes the setup and implementation tasks of Oracle Fusion Goal Management. Using the tasks describedin the guide, you can define goals that support common objectives of an organization.

Oracle Fusion Goal Management Cloud Service is part of the Workforce Development offering of Oracle HumanCapital Management Cloud. To start an implementation of Oracle Human Capital Management Cloud, a user with theApplication Implementation Consultant role (ORA_ASM_APPLICATION_IMPLEMENTATION_CONSULTANT_JOB) mustopt into the offerings applicable to your business requirements. Refer the Oracle Applications Cloud Using FunctionalSetup Manager guide to manage the opt-in and setup of your offerings.

This topic includes:

• Prerequisite tasks and related information about implementing Oracle Fusion Goal Management Cloud

• Description of the Goal Management functional area

PrerequisitesBefore setting up Oracle Fusion Goal Management Cloud Service, you must implement either:

• HCM Base

• Talent Management Base

You are also required to configure other applications and elements. The table lists sources of information, includingguides and help topics, and a description of what they contain, to help you set up the configuration that fits yourbusiness needs and processes.

Source Contents

Oracle HCM Cloud Getting Startedwith Oracle Talent ManagementCloud

Provides an overview of Talent Management Cloud options, purchasing and activation options,basic information for implementing Talent Management applications, and describes workareas.

Oracle Talent Management CloudImplementing Talent ManagementBase

Describes user and role synchronization, implementation user setup, enterprise and workforcestructures, workforce profiles, approvals, help configuration, and more.

Oracle Global Human ResourcesCloud Implementing Global HumanResources

Describes user and role synchronization, implementation user setup, enterprise and workforcestructures, workforce profiles, approvals, help configuration, and more.

Human Capital Management CloudIntegrating with Oracle HCM Cloud

Describes integration types, how to use file-based and spreadsheet loaders, integrations withOracle Taleo Recruiting Cloud Service, web services, and coexistence.



2

Source Contents

Human Capital Management CloudSecuring Oracle HCM Cloud

Describes Oracle Human Management Cloud security, types of roles and how to create them,managing user accounts, types of security profiles and managing them and Oracle FusionTransactional Business Intelligence and Business Intelligence Publisher security.

Workforce Development OfferingUse this offering to configure your employee profiles, manage goals, review employees performance, and managetheir succession plans. The following table describes the primary features of Worker Goal Setting offering explained inthis guide. For the full list of functional areas and features in this offering, use the Associated Features report that youreview when you plan the implementation of your offering.

Functional Area Description

Define Worker Goal Setting

Use this functional area to configure worker goal settings such as lookups, descriptiveflexfields, profile options, goal value sets, goal library, and goal management notificationsettings.

Related Topics

• Plan Your Implementation

Guide StructureThis topic includes the guide structure and summary of each chapter for implementing Goal Management.

The primary features of the Workforce Development offering are explained in this guide. For the full list offunctional areas and features in this offering, use the Associated Features report that you review when you plan theimplementation of your offering. This topic describes the contents of each chapter included in these sections of theguide:

• Introduction

• Goal Management Settings

• Goal Management Application Implementation

• Personalization Using Transaction Design Studio

• Goal Management Integrations

IntroductionThis table describes the chapter in the introductory section.

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3

Chapter Title Contents

2

Overview

An overview of Goal Managementimplementation

Goal Management SettingsThis table describes the chapters related to setting up Oracle Fusion Goal Management and the tasks that you need todo.

Chapter Title Task Contents

3

Descriptive Flexfields

Manage Worker GoalDescriptive Flexfields

Describes the availableflexfields for GoalManagement and wherethey're used

4

Profile Options

Manage Worker Goal SettingProfile Option Values

Describes how to configurethe profile options for GoalManagement and the effectsof the settings

5

Lookups

Manage Worker Goal SettingLookups

Describes common lookupsfor the Goal Managementand Career Developmentwork areas that have user orextensible configuration levels

6

Notifications

Goal Management NotificationSettings

Lists the notifications thatyou can enable or disable forperformance goals

Goal Management Application ImplementationThis table describes the chapters related to some configurations and validations for Goal Management.


7

Goal Approval Rules

Describes how you can configure approvalrules for performance goals

8

Contextual Notes

Explains how you can embed theContextual Notes component in anemployee's goals page



4


9

Goal Management Integrity Validations

Describes how to validate the dataintegrity after populating the GoalManagement data tables

Personalization Using Transaction Design Studio


10

Personalization Using Transaction DesignStudio

Explains the actions to use in TransactionDesign Studio to configure GoalManagement pages.

Goal Management Integrations


11

Integrations

Describes how Goal Managementintegrates with other applications


Chapter 2Overview

5

2 Overview

Overview of Worker Goal SettingsAs an application implementor, you need to configure some goal settings before anyone can work with worker goals.Use the Define Worker Goal Setting task in the Setup and Maintenance work area to define these objects related toworker goals:

• Lookups

• Value sets

• Descriptive flexfields

• Profile option values

• Notification settings

• Goal library

• Review periods

• Goal plans

Related Topics

• Goal Plans

• Goal Lookups

• Goal Management Profile Options

• Descriptive Flexfields for Goals

• Overview of Value Sets

How You Show the Pending Goal Plans PageAs an administrator, use the Structure tool to show or hide the Pending Goal Plans page.

Before You StartRemember to activate a sandbox that has the Structure tool enabled.

Show the Pending Goal Plans Page

1. Click Navigator > Configuration > Structure.2. On the Navigation Configuration page, click the My Client Groups link.3. On the Edit Group: My Client Groups page, select the Quick Actions tab.4. Expand the Talent node.

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Chapter 2Overview

6

5. Locate and click the Pending Goal Plans link.

The Edit Quick Action dialog box appears.6. Set the value of the Visible property to Yes.7. Click Save and Close to save your changes and close the Edit Quick Action dialog box.8. Click Save and Close to close the Edit Group: My Client Groups page.9. Click My Client Groups > Goals > Pending Goal Plans to check if you're able to view the Pending Goal Plans

page.10. If the Pending Goal Plans page opens, publish the sandbox.

Related Topics

• Create and Activate Unified Sandboxes

Mobile Responsive Deep LinksYou can use deep links to provide easy navigation directly to a page in the HCM Cloud application. Deep links can alsobe used for mobile responsive pages on your intranet, custom and third-party applications, or in a document. This helpspeople run transactions in the HCM cloud and provides quick access to their HR information.

To access deep links:

1. Open the main menu.2. Go to Tools > Deep Links3. Copy the URL for a deep link.4. Paste the URL in the desired location.

When you open Deep Links, you will find a list of all available deep links.

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Chapter 3Descriptive Flexfields

7

3 Descriptive Flexfields

Descriptive Flexfields for GoalsYou can add descriptive flexfields to these performance goal and development goal entities:

• Goals

• Goal plans

You can use descriptive flexfields to add your company-specific attributes to an entity. For example, you can create adescriptive flexfield to distinguish between goals that are for projects or those for a half year or full year.

Define Descriptive Flexfield SegmentsUse the Worker Goal Descriptive Flexfields task in the Setup and Maintenance work area to define a segment for adescriptive flexfield for Oracle Fusion Goal Management and Oracle Fusion Career Development.

This table describes the descriptive flexfields available by default in Oracle Fusion Goal Management and Oracle FusionCareer Development.

Descriptive Flexfield Description

HRG_GOALS

Worker goals and alignment details. These details appear on the My Goals page.

HRG_ GOAL_PLANS_B

Goal plan details appear on the Create and Edit Performance Goal Plan pages.

Deploy Descriptive FlexfieldsRemember to deploy the changed or configured flexfield to ensure that the latest definition is available to users.

Related Topics

• Overview of Descriptive Flexfields

• Considerations for Planning Descriptive Flexfields

• Considerations for Managing Descriptive Flexfields

• Overview of Flexfield Deployment

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Chapter 3Descriptive Flexfields

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Chapter 4Profile Options

9

4 Profile Options

Search Logic Profile Options for Client List of ValuesYou can use the logic CONTAINS to create the client list of values. This returns results containing the characters you enter.Optionally, for individual list of values, you could change this logic to STARTS WITH, to return results that start with thesearch characters you enter.

For example, when you search for a person with the name John Smith while using the logic CONTAINS, you can search by'jo' or 'sm' or 'th'. When you use the logic STARTS WITH, your search must start with 'j'.

Use the logic STARTS WITH when your list contains thousands of values (more that 15,000 records) to improve the searchperformance. Or, if you don't partition your data by set ID.

Note: If you change the search logic for a client list of values, the logic changes in all pages where the list of values isused.

Goal Management Profile OptionsUse the profile options of Goal Management to control how your organization uses this functional area. To configurethe profile options, navigate to the Setup and Maintenance work area and use the Manage Administrator Profile Valuestask.

Specify appropriate values for the different profile options of Goal Management to do these configurations:

• Enable responsive pages.

• Enable or disable Goal Management components such as goal plan sets and organization goals.

• Enable or disable different actions such as sharing and alignment of performance goals.

• Enable or disable different features such as target outcomes and goal measurements.

• Control editing of completed performance goals.

• Optimize performance during assignment of goals and goal plans.

This topic lists the various profile options of Goal Management grouped according to their purpose. The tables in thistopic describe the effects of enabling and disabling these profile options.

Profile Options for Responsive Goal Management

Profile Option Code Profile Option DisplayName

Default Effect of Enabling Effect of Disabling

HRG_ GOALS_RESPONSIVE_ENABLED

Mobile-ResponsiveGoals Pages Enabled

Y

You can view theresponsive Goal

You can't view theresponsive goal pagesand features.



10



Management pagesand features.

Profile Options for Goal Components



HRG_ ENABLE_GOAL_LIBRARY

Goal Library Enabled

Yes

HR specialists cancreate goals in thecentral repository.This can be reused byother workers in theorganization.

A goal library can'tbe created or used.Users must createperformance goalsindividually. Thisalso applies to goalsadded to performancedocuments or a talentreview.

Note: Users can editperformance goalsthat were previouslyadded from the goallibrary.

HRG_ ENABLE_ORGANIZATION_ GOAL

Organization GoalsEnabled

Yes

Makes organizationgoals available to use.

Users can't accessexisting organizationgoals or add new ones.

HRG_ USE_GOAL_PLAN_SET

Goal Plan Sets Enabled

No

HR specialists cancreate a goal plan set,add goal plans to theset, and assign the setto workers who reportto them or who theyhave access to.

The goal plan setfeature isn't availablefor use.



11

Profile Options for Goal Actions



HRG_ ENABLE_GOAL_ALIGN

Goal AlignmentEnabled

Yes

Workers and managerscan align their owngoals with thoseof their managers,colleagues, or theorganization.

Prevents any new goalalignment.

Note: Existing goalalignments areretained.

HRG_ ENABLE_GRANT_ACCESS

Goal Sharing Enabled

Yes

Workers and managerscan share their goalswith others in theorganization.

Prevents any new goalsharing.

Note: Existing goalshares are retained.

HRG_ LOV_ SEARCH_SHAREDGOALS_STARTSWITH

Shared goal starts withsearch Enabled

Y

When sharing goals,you can search forgoals that start with thecharacters specifiedin responsive GoalManagement.

When sharing goals,you can search forgoals that contain thecharacters specified.

ORA_ HRG_ENABLE_ INLINE_WEIGHT_UPDATE

Enable inline weightupdate

No You can edit a goal

in a goal plan andedit the goal weightin responsive GoalManagement.

Note: TheEdit Weightsaction won'tbe available.

You need to use theEdit Weights action toedit weights of a goal ina goal plan.



12

Profile Options for Goal Features



HRG_ ENABLE_TASK

Goal Tasks Enabled

Yes

Users can add tasks toperformance goals.

Users can't add tasks toperformance goals.

HRG_ ENABLE_OUTCOMES

Goal Target OutcomesEnabled

Yes

Users can addtarget outcomes toperformance goals.

Users can't addtarget outcomes toperformance goals.

HRG_ USE_MEASUREMENTS

Use GoalMeasurements

Multiple

Users can add multiplemeasurements to goalsin responsive GoalManagement.

Note: After youenable this option,users can see allthe earlier multiplemeasurements, ifadded.

The other values are:

• Single: Userscan addonly onemeasurementfor a goal.

• Disabled: Userscan't add anymeasurementfor a goal.

HRG_ ALLOW_DECIMALS_IN_WEIGHTS

Decimals in GoalWeights Allowed

Yes Users can enter

decimal values whenentering weights forperformance goals. Forexample, user can setthe weight of a goal to22.5.

Users can't enterdecimal values whenentering weights forperformance goals.

HRG_ ENABLE_ GOAL_DRILLDOWN_ VIEW

Drill Down to GoalDetails

Yes

Enables drillingdown to goal detailsin responsive GoalManagement.

Disables drilling downto goal details. You canview goal details in theexpanded mode on thesame page.

Note: Changingthe profile optionvalue has no effecton how you viewperformance goalsin performancedocuments andtalent reviewmeetings.



13

Profile Option for Editing a Completed Goal


Default Effect of Using theDefault Value

Effect of Using theOther Values

HRG_ COMPLETED_GOAL_ EDIT_OPTIONS

Completed Goal EditOptions

Reopen Users need to click

the Reopen buttonto edit completedperformance goals.

• Always Open:Users can alwaysedit completedgoals.

• Never: Userscan't editcompleted goals.

Profile Options for Goal Assignment

Profile Option Code Profile Option Display Name Default Effect

HRG_ ONLINE_ PROCESS_THRESHOLD

Online Processing Threshold

25 Specifies the maximum

number of goal recordsthat can be automaticallyprocessed.

The number of goal recordsto process is calculated usingthis formula: Number of goalsx Number of assignees.

This value applies for theseuse cases:

• The HR specialist massassigns goals or createsgoal plans.

• Managers add or assigngoals.

• Organization ownersassign goals.

Note: If the numberof records exceedsthe threshold, theprocess is submittedto the scheduledprocess queue.



14

Profile Option Code Profile Option Display Name Default Effect

HRG_ GP_ MAX_THREADS

Maximum Number of Threadsfor a Multithreaded GoalsBatch Process

4

Specifies the maximumnumber of threads for abatch process that assignsgoals or goal plans. Validvalues are from 2 to 8 formultithreaded and 0 or 1 for asingle threaded process.

HRG_ GP_ MINCOUNT_EACHTHREAD

Minimum Number ofAssignments for Each Threadin a Multithreaded Goals BatchProcess

5000

Specifies the minimumnumber of assignmentsrequired for each thread of amultithreaded batch processthat assigns goals or goalplans.

HRG_ GP_ MINCOUNT_LASTTHREAD

Minimum Number ofAssignments for the LastThread of a MultithreadedGoals Batch Process

1000

Specifies the minimumnumber of assignmentsrequired for the last thread ofa multithreaded batch processthat assigns goals or goalplans.

HRG_ MASS_ REQ_OPTIMIZATION_ LEVEL

Performance OptimizationLevel for Goals AssignmentThrough a Batch Process

0 Specifies the performance

optimization level for massassignment of goals through abatch process. Set this value toa number between 0 and 3.

Here's what you indicate whenyou set this profile option toany of these values:

• 0: Show log messagesand populate all resultsdata from the processin temporary tables.

• 1: Show log messagesand populate mid-levelresults data from theprocess in temporarytables.

• 2: Suppress logmessages and populatehigh level results datafrom the process intemporary tables.

• 3: Suppress logmessages and don'tpopulate any resultsdata from the processin temporary tables.

Related Topics

• Performance Goals Alignment




15

• How You Share Performance Goals

• Goal Plans

• How Performance Documents Work with Goals

• What's a key performance goal field






16


Chapter 5Lookups

17

5 Lookups

Goal LookupsYou can use these tasks in the Setup and Maintenance work area to manage lookups for Goal Management and CareerDevelopment:

• Worker Goal Setting Lookups

• Manage Common Lookups

You can update lookups that have an extensible configuration level to suit your organization's requirements.

Worker Goal Setting LookupsThis table describes the goal lookups that you manage using the Worker Goal Setting Lookups task and the work areasthat use them.

Lookup Type Description Configuration Level Used By

HRG_ DEV_ GOAL_CATEGORY

Categories of developmentgoals, such as short-term,medium-term, and long-term.

User

Career Development

HRG_ GOAL_SOURCE

The source from which thegoal was added, such asgoal library, worker goals, ororganization goals.

Extensible

Goal Management and CareerDevelopment

HRG_ GOAL_ TASK_TYPE

Type of goal task, suchas coaching, project, andresearch.

Extensible


HRG_PRIORITY

Priorities of goals, such ashigh, medium, and low.

Extensible


HRG_ APPROVAL_ STATUS Goal approval status:

• Pending approval• Approved• Rejected• Draft

System



Chapter 5Lookups

18

Common LookupsThis table describes the goal lookups that you manage using the Manage Common Lookups task and the work areasthat use them.

Tip: Type HRG in the Lookup Type field to find these lookups.


HRG_ APPROVAL_ STATUS Goal approval status:

• Pending approval• Approved• Rejected• Draft

System


HRG_ COMPL_ GOAL_EDIT_OPTIONS

Specifies if you can edit acompleted goal:

• Never: Can't edit acompleted goal

• Always open:Completed goals can bealways edited

• Reopen: Completedgoals can be editedonly when the goal isreopened

System


HRG_ DEV_ GOAL_CATEGORY

Category of developmentgoals, such as short-term,medium-term, or long-term.

User

Career Development

HRG_ GOAL_ ACCESS_LEVELS Specifies who can access a

goal in the goal library or goalplan:

• HR specialist• HR specialist and

manager• HR specialist, manager,

and worker

System


HRG_ GOAL_ ASGN_SOURCE_TYPE

Specifies the source of goalassignment:

• HR specialist• Manager• Matrix manager• Organization owner• Talent review• Worker

System



Chapter 5Lookups

19


HRG_ GOAL_MEASUREMENT_ LEVEL

Levels of goal measurement,such as Target and Stretch.

Extensible


HRG_ GOAL_ PLAN_ SET_ASSGN_STATUS

Statuses for goal plan setassignment such as Activeand Pending.

System


HRG_ GOAL_ PLAN_TMPL_STATUS

Status of the goal plantemplate, which can be Activeor Inactive.

System


HRG_ GOAL_ QUANTITATIVE_UOM

The quantitative unit ofmeasurement used for thegoal:

• None• Currency• Number• Percent

Extensible


HRG_ GOAL_ QUANT_MEASURE_TYPE

Type of quantitativemeasurement of goal,which can be Maximum orMinimum.

System


HRG_ GOAL_SOURCE

The source from where thegoal was added, such as goallibrary, individual goals, ororganization goals.

Extensible


HRG_ GOAL_STATUS Status of the goal:

• Not started• In progress• Completed• Overdue• Canceled

System


HRG_ GOAL_ TASK_STATUS Status of the goal task:

• Not started• In progress• Completed• Overdue

System


HRG_ GOAL_ TASK_TYPE

Type of goal task, suchas coaching, project, andresearch.

Extensible



Chapter 5Lookups

20


HRG_ GOAL_ VERSION_TYPE Type of goal version:

• Active• Frozen• Mass request• Pending transfer• Pending approvals• Rejected• Requires approval

System


HRG_ MEASURE_ CALC_RULE The calculation rule used for

goal measurement, which canbe Sum or Average.

System


HRG_ PERF_GOAL_CATEGORY

Category of performance goal,such as Education, Career, orFinancial.

User

Goal Management

HRG_PRIORITY

Priorities of goals, such ashigh, medium, and low

Extensible


HRG_ PROCESS_TYPE Process types for scheduling

goal assignment:

• Mass assign goals• Assign goal plans• Assign goal plan sets• Update goal status to

overdue

System


HRG_ SUB_TYPE_CODE

Specifies goal sub type, suchas Corporate and Finance.

User


Related Topics

• Overview of Lookups



Chapter 6Notifications

21

6 Notifications

Goal NotificationsAs an administrator, you can configure notifications for actions done on performance goals. Use the Goal ManagementNotification Settings task in the Setup and Maintenance work area to do this. When you enable notifications for goalactions, users get notifications through email. They can also use the Notifications icon in the global header to viewtheir notifications.

Goal Management NotificationsThis table lists the notifications that you can enable or disable for performance goals.

Notification Effect of Enabling

HR assigns a goal

The employees assigned the goal get a notification when their HR specialist mass assignsperformance goals.

HR cancels a goal

The employees assigned the goal get a notification when their HR specialist cancels the goal.

HR deletes a goal

The employees assigned the goal get a notification when their HR specialist deletes the goal.

HR generates goal plan

The employees assigned the goals in the goal plan and their managers get a notification whenthe HR specialist assigns a goal plan.

HR generates goal plan set

The employees assigned the goal plans in the goal plan set and their managers get anotification when the HR specialist assigns a goal plan set.

HR updates a goal

The employees assigned the goal get a notification when their HR specialist updates a goal.

Manager aligns a goal

The employees get a notification when their manager aligns a goal.

Manager assigns a goal

The employees get a notification when their manager assigns a goal to them.

Manager cancels a goal

The employees get a notification when their manager cancels any goal.

Manager cancels an assigned goal

The employees assigned the goal and their HR specialists get a notification when a managercancels a goal that was assigned by the HR specialist.

Manager creates a goal

The employees get a notification when their manager creates a goal.


Chapter 6Notifications

22

Notification Effect of Enabling

Manager deletes a goal assigned byHR

The employees get a notification when their manager deletes a goal that was assigned to themby their HR specialist.

Manager deletes an assigned goal

The HR specialist gets a notification when a manager deletes a goal that was assigned by theHR specialist.

Manager or colleague cancels a goalwith alignment

The employees get a notification to realign a goal when their manager or colleague cancels agoal that was aligned by them.

Manager updates a goal

The employees get a notification when their manager updates a goal.

Organization assigns a goal

The employees get a notification when an organization owner assigns a goal to them.

Organization owner cancels a goal

The employees get a notification when an organization owner cancels a goal.

Organization owner publishes a goal

The employees get a notification when an organization owner enables a goal for sharing withthe organization.

Worker cancels a goal assigned by HR

The HR specialist gets a notification when an employee cancels a goal assigned by the HRspecialist.

Worker deletes a goal assigned by HR

The HR specialist gets a notification when an employee deletes a goal assigned by the HRspecialist.

Worker shares a goal

Employees and their managers get a notification when another employee shares a goal withthem.

Worker updates a completed goal

Managers get a notification when any employee reporting to them updates a completed goal.

Related Topics

• How You Manage Your Performance Goals

• How You Administer Performance Goals

• Performance Goals Alignment

http://www.oracle.com/pls/topic/lookup?ctx=fa20c&id=A06C437C5E4BF1F4E040D30A68816AF0

http://www.oracle.com/pls/topic/lookup?ctx=fa20c&id=2273B5801E93062EE05362C3F00AB621

http://www.oracle.com/pls/topic/lookup?ctx=fa20c&id=6CFDB6542D2D9A28E040D30A68812E67


Chapter 7Goal Approval Rules

23

7 Goal Approval Rules

Overview of Performance Goal Approval RulesUse the Approve Performance Goal task in the Approval Rules tab of the Transaction Console to view or configureapproval rules for performance goals that are included in goal plans. Go to Tools > Transaction Console.This task includes these two rules which need to be mutually exclusive:

• PerformanceGoalAutoApproval: Use to enable autoapproval of performance goals. When the conditions inthis rule are satisfied, the application doesn't generate any approval notifications. By default, all the conditionsin this rule evaluate to the true state.

• PerformanceGoalManualApproval: Use to enforce manual approval of performance goals. When theconditions in this rule are satisfied, approval notifications are generated.

By default, autoapproval is enabled for performance goals.

Enable Manual Approval of Performance GoalsThis table lists the basic Performance Goals approval conditions and indicates the value that you need to assign to thecondition attribute to enable manual approval.

Approval Condition Condition Attribute Attribute Value to Enable ManualApproval

New Goal

Performance Goals.Goal Created Flag

Y

Delete Goal

Performance Goals.Goal Deleted Flag

Y

Cancel Goal

Performance Goals.Status Code

CANCEL

Completed Goal

Performance Goals.Status Code

COMPLETED

Updated Key Attribute

Performance Goals.Legacy Key AttributeUpdated

Y

You can configure these conditions to evaluate to the false state by adding the prefix NOT_ to the attribute value inthe expression. To ensure that the conditions evaluate to the true state, you need to remove the prefix NOT_ from theexpressions.



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Modify Approval Rule Set of Performance GoalsYou can modify the rule set of performance goals to meet your specific approval requirements. Remember to have onlyone manual approval rule along with the autoapproval rule that's mutually exclusive. You also need to ensure that thesetwo rules don't logically conflict.

Add a New Performance Goal Condition in the Rule SetAdd additional conditions by building expressions using attributes available in the performance goal payload. You needto add the condition to both the manual and autoapproval rules and ensure that the rules complement each other.Remember that the condition added in the autoapproval rule needs to be the inverse of the condition added to themanual approval rule.

Performance Goal PayloadYou can use the performance goal attributes listed in this table for defining approval conditions.

Attribute Description

GOAL_ SOURCE_CODE

A code that identifies who added the performance goal to the goal plan, which can beemployee, manager, or HR specialist

ALLOW_ KEY_ ATTR_ UPDATE_FLAG

Indicates if employees to whom the goal is assigned can update the key attributes of theperformance goal or not

LEVEL_CODE Level of the performance goal, which can be Stretch or Maximum

CREATED_BY

Employee who created the performance goal

CREATION_DATE

Date the performance goal was created

LAST_ UPDATE_DATE

Date the performance goal was last updated

LAST_ UPDATED_BY

Employee who last updated the performance goal

LAST_ UPDATE_LOGIN

Login session of the user who last updated the performance goal

GOAL_ SUB_TYPE_CODE

A code that indicates the subtype of the performance goal



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Note: You can use subtypes to further classify a goal. You can configure subtypes based onyour business requirements.

ACTUAL_ COMPLETION_ DATE

Date the performance goal was actually completed

WEIGHTING

Weight of the goal in the goal plan

PRIORITY_CODE Priority of the goal, which can be High, Medium, or Low

GOAL_ CREATED_FLAG

Indicates that the performance goal is a new goal

GOAL_ UPDATED_FLAG

Indicates if the performance goal has been updated or not

GOAL_ DELETED_FLAG

Indicates if the performance goal has been marked for deletion or not

LEGACY_ KEY_ ATTR_UPDATED_FLAG

Indicates if the key attribute of the performance goal has been updated or not

SUCCESS_ CRITERIA_UPDATED_FLAG

Indicates if the success criteria of the performance goal has been updated or not

MEASUREMENT_ CREATED_FLAG

Indicates that a goal measurement has been added to the performance goal

MEASUREMENT_ UPDATED_FLAG

Indicates if a measurement associated with the performance goal has been updated or not

MEASUREMENT_ DELETED_FLAG

Indicates if a measurement associated with the performance goal has been marked fordeletion or not

TASK_ CREATED_FLAG

Indicates that a task has been added to the performance goal

TASK_ UPDATED_FLAG

Indicates if a task associated with the performance goal has been updated or not

TASK_ DELETED_FLAG

Indicates if a task associated with the performance goal has been marked for deletion or not

TARGET_ OUTCOME_CREATED_FLAG

Indicates that a target outcome has been added to the performance goal

TARGET_ OUTCOME_UPDATED_FLAG

Indicates if a target outcome associated with the performance goal has been updated or not



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TARGET_ OUTCOME_DELETED_FLAG

Indicates if a target outcome associated with the performance goal has been marked fordeletion or not

SHARE_ CREATED_FLAG

Indicates if a share request has been created for the performance goal or not

SHARE_ DELETED_FLAG

Indicates if a shared performance goal has been deleted in the goal plan or not

ALIGN_ CREATED_FLAG

Indicates if an alignment request has been created for the performance goal or not

ALIGN_ DELETED_FLAG

Indicates if an existing alignment for the performance goal has been marked for deletion or not

Related Topics• How You Manage HCM Approval Transactions

• HCM Approval Rules

Examples for Configuring Goal Approval Rules

Example of Changing an Existing Performance GoalApproval RuleThis example shows how you can modify the existing performance goal approval rule set to enable manual approval foradding a goal.

In your organization, autoapproval has been enabled by default whenever any employee adds a performance goal. Butnow the management wants approvals to be triggered whenever any employee or manager adds a goal. This tablesummarizes the key decisions for this scenario.

Decisions to Consider In This Example

Who will approve goal additions?

Managers that the employee reports to

Which approval rules do I need to modify?

Both autoapproval and manual approval rules

Which attribute needs to be changed?

Performance Goal.Goal Created Flag





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Summary of the TasksYou need to do these tasks to enable manual approval for addition of goals.

1. Use the Approve Performance Goal task.2. Disable automatic approval of new goals.3. Enable manual approval for goal addition.4. Save and submit your changes.

Use the Approve Performance Goal Task1. Navigate to Tools > Transaction Console.2. Click the Approval Rules tab.3. Search for and select the Approve Performance Goal task.4. Click the Configure Rules icon.

Disable Automatic Approval of New Goals1. Select the PerformanceGoalAutoApproval node.2. Click Configure Rule Conditions.3. In the Condition Details window, select the AND node.4. From the toolbar, click Add Expression.5. In the Add Condition Expression dialog, from the Select value type list, select Select from attribute.6. From the Select Attribute list, select Performance Goals and then select Goal Created Flag.7. From the Select Operator list, select the != operator.8. From the last Select value type list, select Enter a string and then enter the condition value as "Y".9. Click OK.

10. Click OK.

Enable Manual Approval for Goal Addition1. Select the PerformanceGoalManualApproval node.2. Click Configure Rule Conditions.3. In the Condition Details window, select the OR node.4. From the toolbar, click Add Expression.5. In the Add Condition Expression dialog, from the Select value type list, select Select from attribute.6. From the Select Attribute list, select Performance Goals and then select Goal Created Flag.7. From the Select Operator list, select the == operator.8. From the last Select value type list, select Enter a string and then enter the condition value as "Y".9. Click OK.

10. Click OK.



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Save and Submit Your Changes1. Click Save.2. Click Submit.

Related Topics• HCM Approval Rules

Example of Adding a Manual Approval Condition forPerformance GoalsThis example shows how you can add a condition to the performance goal approval rule set to trigger manual approval.

Currently, whenever a target outcome is added to a performance goal, it's autoapproved. But your organization wantsapprovals to be triggered whenever any user adds a target outcome to a goal. This table summarizes the key decisionsfor this scenario.

Decisions to Consider In This Example

Who will approve target outcome additions?

Managers that the employee reports to

Which approval rules do I need to modify?

Both autoapproval and manual approval rules

Which attribute needs to be changed?

Performance Goal.Target Outcome Created Flag

Summary of the TasksYou need to do these tasks to enable manual approval for addition of target outcomes to goals.

1. Use the Approve Performance Goal task.2. Disable automatic approval for adding a target outcome to a goal.3. Enable manual approval for adding a target outcome to a goal.4. Save and submit your changes.

Use the Approve Performance Goal Task1. Navigate to Tools > Transaction Console.2. Click the Approval Rules tab.3. Search for and select the Approve Performance Goal task.




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4. Click the Configure Rules icon.

Disable Automatic Approval for Addition of Target Outcomes1. Select the PerformanceGoalAutoApproval node.2. Click Configure Rule Conditions.3. In the Condition Details window, select the AND node.4. From the toolbar, click Add Expression.5. In the Add Condition Expression dialog, from the Select value type list, select Select from attribute.6. From the Select Attribute list, select Performance Goals and then select Target Outcome Created Flag.7. From the Select Operator list, select the != operator.8. From the last Select value type list, select Enter a string and then enter the condition value as "Y".9. Click OK.

10. Click OK.

Enable Manual Approval for Addition of Target Outcomes1. Select the PerformanceGoalManualApproval node.2. Click Configure Rule Conditions.3. In the Condition Details window, select the OR node.4. From the toolbar, click Add Expression.5. In the Add Condition Expression dialog, from the Select value type list, select Select from attribute.6. From the Select Attribute list, select Performance Goals and then select Target Outcome Created Flag.7. From the Select Operator list, select the == operator.8. From the last Select value type list, select Enter a string and then enter the condition value as "Y".9. Click OK.

10. Click OK.

Save and Submit Your Changes1. Click Save.2. Click Submit.

Related Topics

• HCM Approval Rules

FAQs




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Can I bypass the goal approval process for myorganization?Yes, you can if you're an administrator. You need to enable Bypass Approvals in the Approval Rules tab of theTransaction Console. When you do so, goal changes are saved immediately in the database. No approval messages areshown and goal plans aren't locked.

Can I delete a goal approval condition in transactionconsole?Yes. You need to delete the condition in the Condition Details window of both the autoapproval and manual approvalrules.

What happens if I edit or delete an approval rule?If you edit or delete an approval rule on the Manage Approval Rules page, then approvals currently in progress completeas if the rule had not been edited or deleted.

New approvals follow the latest version of the rule.

Note: For more information about approvals, see Frequently Asked Questions About Approvals (Doc ID 1987850.1) onMy Oracle Support at https://support.oracle.com.


Chapter 8Contextual Notes

31

8 Contextual Notes

Contextual Notes in Application PagesEnhance Talent Management application pages using the Notes resource catalog component for persons and objectsusing Oracle Page Composer. The Notes feature is similar to the Feedback feature in employee's Person Spotlight andPerformance Document. The Contextual Notes is an extension of the existing Anytime Feedback feature.

You can embed the Notes component on persons and objects using Oracle Page Composer. The Notes componentappears with the title, Feedback or Notes, based on the component configuration, Person Notes and Object Notes.

The following image shows the person notes embedded in the Goal Details page:

You can create and share notes about employees by configuring the Notes resource catalog component in the followingTalent Management scenarios:

• Notes for an employee in the context of an employee's performance goal

• Notes for an employee in the context of an employee's development goal

• Notes for an employee in the context of an employee's career development

• Notes when you explore roles in the context of role details page

You can create and share object notes by configuring the Notes resource catalog component in the following TalentManagement scenarios:

• Notes for a talent review meeting

• Notes for a succession plan

• Notes for a talent pool



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Related Topics

• For more information, see Implementing Contextual Notes in Oracle HCM Cloud Talent Management(2375556.1) on My Oracle Support at https://support.oracle.com

• Contextual Notes

Use Contextual Notes in an Employee's PerformanceGoalTo support continuous performance management processes, managers in your organization are now able to share theirfeedback on employee performance throughout the review period. As an application implementation consultant, youcan embed a Contextual Notes component in an employee's goals page so that managers can add feedback related tothe goal.

This table summarizes the key decisions for this scenario.

Decisions to Consider Who Makes the Decision In This Example

Which Notes component can I add to theperformance goal page?

Application implementation consultant

Person Notes

Override the default visibility options ofPerson Notes?

Application implementation consultant

No

What visibility setting do I need to use forthe Notes component?

Person creating the note, usually themanager

Everyone

This example explains how to add and use a Notes component in a performance goal page.

1. Add Notes component to an employee's performance goal page.2. Configure contextual notes parameters.3. Create a note in the goal page.

Add Notes ComponentThe Contextual Notes container exists in the Talent Management application pages. You need to add the Notescomponent, define the context parameters, and specify the options to configure it in the application page.

1. Sign into the application as a user with configuration privileges.2. Activate a sandbox that has Page Composer enabled.3. Navigate to an employee's performance goal page.4. On the Setting and Actions menu, select Edit Pages.5. Ensure that the Edit Layer is Site.6. Select the Structure tab.

https://support.oracle.com/epmos/faces/SearchDocDisplay?_adf.ctrl-state=ptua99255_9&_afrLoop=191911226511785

https://support.oracle.com/epmos/faces/SearchDocDisplay?_adf.ctrl-state=ptua99255_9&_afrLoop=191911226511785




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7. Select the region where you want to add the note.8. In the Source window, click the Add icon.9. In the Add Content dialog box, click Add adjacent to the Notes component.

10. Close the Add Content dialog box.You can see the Notes component added to the page.

Configure Person Notes for an Employee's Performance Goal1. In the Source window, select the Notes component and edit its properties.

You can see the Component Properties window.2. In the Parameters tab, enter the expression values for the parameters shown in this table.

Parameter Expression

Object Type

PER_PERSON

Object ID

#{pageFlowScope. pWorkerPersonId}

Context Type ORA_PERFORMANCE_GOAL

Note: You can use your own string for the Context Type value. Butyou can see notes created in check-in documents only if you use theORA_PERFORMANCE_GOAL value.

Context ID

#{pageFlowScope. baseGoalId}

Show Detail Page

'true'

You can't change the title text of person notes.3. You can define Display Options and Style attributes in the other tabs of the Component Properties window.4. Click Apply and then OK.5. Click Close to stop editing the page.

You can override the default visibility options of Person Notes using the Manage Common Lookups andManage Feedback Visibility tasks in Functional Setup Manager. As we are going to use only the default values,we don't need to change or override the visibility settings.

Create a Note in the Goal PageAfter the implementation consultant adds the Notes component to the performance goal page, any employee withaccess to the page can see the Feedback section in the page. To create a note, do these steps:

1. In the Feedback section of the goal page, click Add.2. From the Who can see my feedback list, select Everyone.



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3. In the What do you want to say? area, type your feedback.4. Click Save.

You can create multiple notes.

Related Topics

• Page Modification in Configuring and Extending Applications guide

http://www.oracle.com/pls/topic/lookup?ctx=fa20c&id=OAEXT1777473


Chapter 9Goal Management Integrity Validations

35

9 Goal Management Integrity Validations

Oracle Fusion Goal Management Data Diagnostic TestAfter populating the Oracle Fusion Goal Management data tables, you can run the Goal Management IntegrityValidations test to validate the data integrity against four categories.

This table describes the four validation categories.

Validation Category Description

Business Group

Business group must be valid and exist in the Oracle Fusion Global Human Resources businessgroup table.

Foreign Key

Foreign key attributes must not be null.

Field Level

Field level attributes must match the business rules set up in Goal Management.

Row Count

The row count on the setup tables must be greater than 0.

Run the Goal Management Integrity Validations Test1. Select Run Diagnostic Tests from the Setting and Actions menu.

Note: You must have access to the Diagnostic Dashboard.

2. Review the generated report and repair or remove any rows that are invalid.


Chapter 9Goal Management Integrity Validations

36


Chapter 10Personalization Using Transaction Design Studio

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10 Personalization Using Transaction DesignStudio

Use Transaction Design Studio to Configure FieldDisplaysUse the Transaction Design Studio (TDS) to configure transactions and pages for responsive applications. TDS isavailable within the HCM Experience Design Studio. You can control the visibility of attributes that are displayed eitheras Delivered or Enabled, and the availability of fields and sections of a transaction based on the user's role, person'sbusiness unit, or legal employer.

By default, the responsive pages display the frequently used attributes and hide the less frequently used attributes. UsePage Composer to personalize the responsive pages and display the attributes and tabs delivered within the feature.

Here's how you start HCM Experience Design Studio:

1. Sign in to the application as Human Capital Management Application Administrator with Access HCM PageConfigurator (HRC_ACCESS_HCM_TRANSACTION_CONFIGURATOR_PRIV) privilege. This privilege providesyou access to TDS in HCM Experience Design Studio.

2. Enable a sandbox to compose data for configuring business objects. In My Client Groups, search for and selectthe HCM Experience Design Studio task.

3. Under Settings and Actions, click Edit Pages .4. Select the site layer and click OK.

Related Topics• Transaction Design Studio -What It Is and How It Works (Document 2504404.1)• Page Composer Videos• Overview of Page Modification

How You Configure Goal Management Pages UsingTransaction Design StudioUse Transaction Design Studio (TDS) to create rules for configuring Goal Management pages. You can include or hidefields as needed by your organization. You can also mark some fields as required to be filled. For example, you may notwant employees to delete or cancel goals. You want to allow only managers and HR specialists to do these actions. Youcan create a rule that hides these actions for employees.

ActionsThis table shows the actions that you can use to configure Goal Management pages and the page for which the actionapplies.

https://support.oracle.com/epmos/faces/DocumentDisplay?_afrLoop=288929862677682&id=2504404.1&_adf.ctrl-state=v2yin66de_53

https://www.youtube.com/playlist?list=PL1ZiAfFIniZclvZFvJudjDYmkhmosK13A

http://www.oracle.com/pls/topic/lookup?ctx=fa20c&id=1C270CCD19FD6777E05362C3F00AB1AA



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Action Page

Performance Goal Details

Goal page

Performance Goal Library

Library goal page of Performance Goal Library

Did you know that you can create multiple rules for an action? But remember that you can have only one active rule forany action at a time.

Performance Goal Details ActionUse the Performance Goal Details action in TDS to create rules to configure Goal pages. You can show or hide fields inthe rule. You can also mark some fields as required to be filled.

You can select different regions in the Page Attributes section. You can then set the visibility of the different attributeslisted in this table.

Region Attribute Page and Field Name Visible by Default?

Assign Goal

Goal Plan Assign Goal page

Goal Plan list of values

Yes

Assign Goal

Review Period

Assign Goal page Review Period

Yes

Goals Shared with Me

Category

Goals Shared with Me sectionon employee's Goals page Category

No


Level

Goals Shared with Me sectionon employee's Goals page Level

No


Related Link

Goals Shared with Me sectionon employee's Goals page Related Link

No


Start Date

Goals Shared with Me sectionon employee's Goals page Start Date

No



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Status

Goals Shared with Me sectionon employee's Goals page Status

No


Subtype

Goals Shared with Me sectionon employee's Goals page Subtype

No


Target Completion Date

Goals Shared with Me sectionon employee's Goals page Target Completion Date

Yes

Worker Goals in Goal Plan

Assign Assign action for a goal

Yes


Cancel Cancel action for a goal

Yes


Copy Copy action for a goal

Yes


Delete Delete action for a goal

Yes


Extend Extend action for a goal

No


Move Move action for a goal

No


Print Print action for a goal

No

Goals Spotlight

Business Title Business title shown in the

Performance Goals overviewpage or when you click MoreInformation for a person onthe Goals tab of the personspotlight page

Yes

Goals Spotlight

Goal Plan Goal Plan list of values on

the Goals tab of the personspotlight page

Yes

Goals Spotlight

Goal Plan Set Goal Plan Set list of values on

the Goals tab of the personspotlight page

Yes



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Goals Spotlight

Review Period Review Period list of values

on the Goals tab of the personspotlight page

Yes

Select the appropriate data source in the Available Attributes section and then configure the attributes. This table liststhe attributes you can configure for the Basic Information data source.

Attribute Field on Goal Page Visible by Default? Make Required/ NotRequired

Actual Completion Date

Actual Completion Date

Yes

No

Attachments

Attachments

No

No

Category

Category

Yes

Yes

Comments

Comments

No

Yes

Completion Percentage


No

Yes

Description

Description

Yes

Yes

Last Modified Name Name shown in Last Update

field

Yes

No

Level

Level

Yes

No

Long Description

Long Description

No

Yes

Priority

Priority

No

Yes

Private

Private goal indicator

Yes

No

Related Link

Related Link

No

Yes

Source

Source

Yes

No

Status

Status

Yes

No

Subtype Subtype No Yes



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Attribute Field on Goal Page Visible by Default? Make Required/ NotRequired

Success Criteria

Success Criteria

Yes

Yes



Yes

Yes

Weight

Weight

Yes

Yes

To configure the attributes of the Measurements section of the Goal page, select the Measurement data source. Referto this table to identify the attributes that you can configure for the Measurements section.

Attribute Field in MeasurementsSection

Visible by Default? Make Required/ NotRequired

Achieved Weight

Achieved Weight

No

No

Actual Value

Actual Value

Yes

No

Comments

Comments

Yes

Yes

End Date

End Date

Yes

Yes

Maximum Target

Maximum label

No

No

Minimum Target

Minimum label

No

No

Start Date

Start Date

Yes

Yes

Target Percentage

Target Percentage

No

No

Target Type

Target Type list of values

Yes

No

Target Value

Target Value

Yes

No

Unit of Measure

Unit of Measure list of values

Yes

Yes

To configure the attributes of the Tasks section of the Goal page, select the Tasks data source. Refer to this table toidentify the attributes that you can configure for the Tasks section.



42

Attribute Field in Tasks Section Visible by Default? Make Required/ NotRequired

Comments

Comments

Yes

Yes



Yes

Yes

Priority

Priority list of values

Yes

Yes

Related Link

Related Link

Yes

Yes

Start Date

Start Date

Yes

Yes

Status

Status list of values

Yes

Yes



Yes

Yes

Type

Type list of values

Yes

No

Performance Goal LibraryUse the Performance Goal Library action to create rules for configuring the performance library goal page.

Select the appropriate data source in the Available Attributes section and then configure the attributes. This table liststhe attributes you can configure for the Library and Basic Info data source.

Attribute Field on Performance LibraryGoal Page


Available To Available To list of values in

Library Info section of AddGoal page

Yes

No

Business Unit Business Unit list of values

in Library Info section of AddGoal page

Yes

Yes

Category Category list of values in Basic

Info section of Add Goal page

Yes

Yes

Comments Comments field in Basic Info

section of Add Goal page

Yes

Yes



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Department Department list of values in


Yes

Yes

Description Description field in Basic Info


Yes

Yes

External ID External ID field in Library


Yes

No

Job Family Job Family list of values in


Yes

Yes

Legal Entity Legal Entity list of values in


Yes

Yes

Level Level list of values in Basic


Yes

Yes

Long Description Long Description field in

Basic Info section of Add Goalpage

No

Yes

Priority Priority list of values in Basic


Yes

Yes

Related Link Related Link field in Basic Info


Yes

Yes

Start Date Start Date field in Basic Info


Yes

Yes

Status Status list of values in Library


Yes

No

Subtype Subtype list of values in Basic


Yes

Yes

Success Criteria Success Criteria label in Basic


Yes

Yes

Success Criteria Text Success Criteria text field in

Basic Info section of Add Goalpage

Yes

No



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Target Completion Date Target Completion Date field

in Basic Info section of AddGoal page

Yes

Yes

Type Type field in Library Info


Yes

No

Weight Weight field in Basic Info


Yes

Yes

To configure the attributes of the Measurements section of the performance library goal page, select the Measurementdata source. Refer to this table to identify the attributes that you can configure for the Measurements section.

Attribute Field in MeasurementsSection


Achieved Weight

Achieved Weight

No

No

Actual Value

Actual Value

Yes

No

Comments

Comments

Yes

Yes

End Date

End Date

Yes

Yes

Maximum Target

Maximum label

No

No

Minimum Target

Minimum label

No

No

Start Date

Start Date

Yes

Yes

Target Percentage

Target Percentage

No

No

Target Value

Target Value

Yes

No

Target Type

Target Type

Yes

No

Unit of Measure

Unit of Measure

Yes

Yes



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To configure the attributes of the Tasks section of the performance library goal page, select the Tasks data source. Referto this table to identify the attributes that you can configure for the Tasks section.

Attribute Field in Tasks Section Visible by Default? Make Required/ NotRequired

Comments

Comments

Yes

Yes



Yes

Yes

Priority

Priority

Yes

Yes

Related Link

Related Link

Yes

Yes

Start Date

Start Date

Yes

Yes

Status

Status

Yes

Yes



Yes

Yes

Related Topics

• HCM Experience Design Studio

http://www.oracle.com/pls/topic/lookup?ctx=fa20c&id=68EE2930CE7A123CE053A398F70A492A



46


Chapter 11Integrations

47

11 Integrations

How Goal Management Works with ProfilesUsing Profile Management, you can configure and maintain employee skills, competencies, and accomplishments. Youcan configure this content to support requirements for goal target outcomes. These target outcomes enable employeesto enhance or improve their skill sets.

After an employee completes a performance goal, the employee's person profile is updated to include the content itemthat the target outcome addresses.

This image shows how Goal Management works with Profile Management. As you can see in the image, somecompetencies are defined in the content library of Profile Management. These are available for you to add as targetoutcomes of performance goals for an employee. In the image, the Adapting to Change target outcome is added to



48

James Ng's Increase Team Efficiency by 20 percent performance goal. When James Ng completes this goal, theratings assigned for the Adapting to Change target outcome is updated in James Ng's Talent profile.

Content Library

Content Templates

Content Sections Item Catalogs

James Ng's Performance GoalIncrease Team Efficiency by 20 percent

Target Outcome

James Ng's Talent Profile

Interpersonal Skills - 4

Decision Making Skills - 2

Adapting to Change - 3

Leadership Competencies

Competencies

Leadership Competencies

Job Competencies

Interpersonal SkillsDecision Making SkillsAdapting to Change

InnovationAnalytical Skills

Adapting To Change Rating 3

What You Need to Do to Add Target OutcomesThese conditions must be met to add target outcomes to a goal:

• Relevant content sections must be configured in Profile Management where administrators can define goaltarget outcomes using the GOAL subscriber code. This establishes a relationship between the goal targetoutcomes and the content maintained on the talent profile.



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• The HRG_ENABLE_OUTCOMES profile option must be enabled.

• Your role must be granted access to the content section. To set content section access for a job or abstract role,use the Profile Content Section Access task in the Setup and Maintenance work area.

Which Content Templates You Can Use for Target Outcomes ofPerformance GoalsWhile configuring sections for target outcomes of performance goals, you can use only these content templates:

• Accomplishments

• Certifications

• Competencies

• Education

• Honors

• Languages

• Memberships

• Special Projects

• Skills

Remember that you can't use these content templates:

• Area of Study

• Career Preferences

• Career Statement

• Education Level

• Highest Education Level

• Technical Post Details

• Work History

• Work Preferences

When You Can Add Target Outcomes to Performance GoalsYou can add target outcomes to performance goals when performing these actions:

• Add goals to the goal library.

• Add goals to a goal plan when creating or populating the plan.

• Mass assign goals.

• Administer goals.

How Employee Profiles are UpdatedWhen a performance goal that has target outcomes is completed, the employee's talent profile is updated to include thetarget outcomes.



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Target outcomes can be defined to include ratings. For example, the completion of a goal like certification can includea rating for competency such as such as junior associate, associate, professional, specialist, and expert. This allows theemployee or the manager to evaluate the employee's performance.

• When performance goals approvals are enabled, the manager can set the rating of a target outcome before it'sadded to the employee's talent profile.

• When performance goals approval are bypassed, the employee is allowed to set the rating that's added to thetalent profile.

Note: If you delete a goal, the ratings associated with a competency aren't deleted from the employee's profile.Depending upon the evaluation type, the user who rated the employees competency can delete or update the ratingon the employee's person profile even after the goal is deleted.

Related Topics

• Goal Management Profile Options

How Performance Documents Work with GoalsDuring a performance evaluation, the line manager or worker can update a performance document to includeperformance goals and development goals. Workers and managers can create goals directly in the performancedocument. If Oracle Fusion Goal Management or Oracle Fusion Career Development are used, workers and managerscan add goals from the goal library and the worker's goals from those business processes. Workers and managers canmaintain goals either in the performance document or using the goal management and career development businessprocesses, and the goals are updated in the respective business process.

In the performance document:

• Performance goals are maintained in the Performance Goals section

• Development goals are maintained in the Development Goals section



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The figure shows how performance documents integrate with the goal management and career development businessprocesses, and how goals update the worker profile.

Performance Document

Worker Profile

Goal Library

Worker Performance

Goals

Performance Template

Worker Development

Goals

Manager Record RequirementsTo use the performance management business process to manage performance documents, workers must have both ajob and a line manager on their assignment record.

Adding Goals to the Performance DocumentDepending on configuration, goals can be added to performance documents in these ways:

• The performance template can include performance and development goals that are added directly to theperformance document.



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• Workers and managers can add performance and development goals directly to a performance document.

• Workers and managers can import performance and development goals from the workers' other performancedocuments

• Workers' performance goals from Goal Management populate the performance document.

• Workers' development goals from Career Development populate the performance document.

When created, the performance document may contain goals that the performance template is configured to provide. IfGoal Management is used, the goals in the Performance Goals section may include the worker's own performance goalsand others selected from the goal library. If Career Development is used, the goals in the Development Goals sectionmay include the worker's own development goals or others added from the goal library. Only approved performanceand development goals populate the performance document, if approvals are used in the goal management and careerdevelopment business processes.

During the evaluation process the worker and manager can create goals, and add goals from the goal library, if it'senabled. If they add a goal to the Performance Goals section, it becomes a performance goal. If they add a goal to theDevelopment Goals section, it becomes a development goal. The worker and manager can also use the Import Goalsand Competencies action to copy the worker's goals (but not ratings or evaluation comments) from another of theworker's performance documents. The Import Goals and Competencies action creates a new goal, but copies its keyattributes from an existing goal in another performance document. The action is found on the pages used to evaluatethe worker or set document content.

Performance and development goals created in a performance document aren't added to the goal library and aren'tvisible there. The performance goal can be viewed from the worker's person spotlight and on all other pages where thegoal is included except in the library. Development goals can be viewed only on the Career Development pages.

Updating Performance Documents from Goal ManagementPerformance and development goals that workers or managers add or edit in Goal Management, Career Development,or in performance documents are maintained such that they are consistent in their respective applications. For example,primary goal characteristics, such as the goal name, description, success criteria, and completion date, are kept identicalin both locations. Any attachments to goals are also displayed in the performance document.

The goal details held in performance documents and the goal management or career development business processeshave some differences:

• Goal ratings that the worker or manager provides in the performance document aren't available on the GoalManagement or Career Development pages.

• Performance goal weights added on the Goal Management pages are added to the performance documentwhen the goal is initially added to the document. Afterward, the weights from Goal Management update inthe performance document, if configured to do so, when the manager or worker uses the Update Goals andCompetencies action in the performance document.

• Evaluation comments added to the performance document don't show on the Goal Management or CareerDevelopment pages. However comments from the Goal Management and Career Development pages appear inthe performance document.

Workers and managers can add performance goals on the Goal Management pages and the goals are pulled intothe workers' performance documents when the documents are created. Goal plans are required to manage goals inGoal Management. The goals in a goal plan associated with the review period and document type selected for theperformance document appear in the document when it's created.

Development goals from Career Development populate the performance document when the dates of the developmentgoal overlap any portion of the performance document dates. For example, a development goal with a start date beforethe performance document start date and either an end date after the performance document end date, or no end



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date, is pulled into the performance document. Future development goals that start after the performance documentconcludes and those that are inactive can also populate the performance document, if configured to do so.

When managers or workers edit the worker's existing goals in Goal Management or Career Development, the changesare reflected in the performance document when it's opened. To copy new goals into the performance document fromthe goal management or career development business processes they must use the Update Goals and Competenciesaction in the performance document. Goals aren't automatically removed from the performance document and must bemanually removed.

Updating Goal Management from Performance DocumentsUpdates made to the performance document are displayed in Goal Management and Career Development when theperformance document is saved or submitted.

When a worker or manager adds a performance goal to the performance document, they can select the goal planto which to add the goal. The selected goal plan must be one of those that were used to populate the performancedocument.

Updating Profiles from a Completed EvaluationWhen the performance document is completed the application updates the worker's profile to include the goals sectionratings for both the Performance Goals and Development Goals sections. Ratings for individual goals are maintained inthe performance document only.

Completing Goals in the Performance DocumentWhen the performance document is completed the performance goals are updated in Goal Management anddevelopment goals are updated in Career Development. After that process concludes, managers and workers can'tupdate goals in the performance document either directly, or by using Goal Management or Career Development. Theycan continue to add or update goals in Goal Management or Career Development, but those changes aren't reflected inthe performance document.

Setting Up the Performance Template to Use GoalsTo manage goals in performance documents, implementors must:

• Create a Performance Goals performance template section to manage performance goals and add it to theperformance template.

• Create a Development Goals performance template section to manage development goals and add it to theperformance template.

To use Goal Management and the goal library with performance documents, they must also:

• Enable the Goal Management Business Process Enabled (HRG_USE_GOAL_MANAGEMENT) profile optionusing the Manage Administrator Profile Values task.

• Enable the Goal Library Enabled (HRG_ENABLE_GOAL_LIBRARY) profile option.

• Select the Populate with worker goals check box in the Performance Goals performance template section

• Optionally, select the Allow update goals action to update goal weights from goal management businessprocess check box in the Performance Goals performance template section.



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• Select a review period and performance document type for the template associated with a goal plan for theperformance template period.

To use Career Development and the goal library with performance documents, implementors must:

• Enable the Goal Library feature choice in the Workforce Development offering.

• Select the Populate with workers development goals covering any part of evaluation period check box inthe Development Goals performance template section.

• Optionally select the Include future development goals starting after evaluation period and Excludeinactive development goals check boxes in the Development Goals performance template section.

Related Topics

• Guidelines for Setting Up Performance Templates

• How You Remove Goals Contained in a Performance Document

• How Performance Documents Work with Profiles

http://www.oracle.com/pls/topic/lookup?ctx=fa20c&id=FAIPM128818

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Glossary

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Glossary

competency

Any measurable behavior required by an organization, job, or position that a person may demonstrate in the workcontext. A competency can be a piece of knowledge, a skill, an attitude, or an attribute.

descriptive flexfield

Expandable fields used for capturing additional descriptive information or attributes about an entity, such as a customercase. You may configure information collection and storage based on the context.

development goal

A goal that is geared toward facilitating the career growth of individuals so that they can perform better in their currentjob or prepare themselves for advancement.

flexfield segment

An extensible data field that represents an attribute and captures a value corresponding to a predefined, singleextension column in the database. A segment appears globally or based on a context of other captured information.

goal library

A central repository of reusable goals maintained by the human resource specialist that managers and workers can copyto use for their own goals.

HR

Abbreviation for human resource.

performance document

Online document used to evaluate a worker for a specific time period. The document contains the content on which theworker is evaluated, which could include goals, competencies, and questionnaires.

performance goal

A results-oriented goal, often using specific targets, to assess the level of a worker's achievement.

person profile

A collection of skills, experience, qualifications, work preferences, and career planning information for a worker.

target outcome

A specific skill, competency, or certification added to a goal that can be achieved or acquired by the successfulcompletion of the goal.


Glossary

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task

An action added to a goal that a worker plans to undertake to help achieve the goal.