Objective

This Presentation will provide detailed steps to configure Competency and Appraisal using latest feature in
Oracle HRMS.

Responsibilities
1. UK HRMS Manager

2. HR Professional V4.0

3. Employee Self-Service

4. Manager Self-Service
Steps
1. Define Rating Scale

2. Define Competencies Flex-field .

3. Define Competencies

4. Define Competence Type

5. Define Competence Requirement

6. Adjust Employees Competence Profile by Manager .

7. Define Formula Functions and Fast formulas .

8. Define Competency Template

9. Define Objective Template

10. Define Appraisal Template

11. Define Performance Management Plan

12. Appraisal Cycle

Define Rating Scale

Path: HRMS Manager Career Management Rating Scale

Rating Scale for Objective Rating

 Rating Scale for Competency

Rating Scale for Overall Rating

1. <Rating Scale> are scales that can be defined in order to rate a particular talent entity.

2. Rating Scale Types: Performance / Proficiency / Weightage.

3. Global rating scales can be only be created if HR: Cross Business Groups profile is set to Yes.

4. <Levels> should be incremental. As shown in the screen shot.

5. Default Rating Scales are only applicable when we are defining Competencies.

6. For a particular Rating Scale Type; there can only be one Default Rating Scale.
Competencies Setup: Define Competence Flexfield.

System Administrator >Application Flexfield> Key>Segment

Process Business Area Date

Performance Management
Define Competence Flexfeild Appraisal 27-DEC-2010

Description: Use this form to define competence Flexfield.

1. Press find then type human resources and then choose Competence Flexfield.
2. Query for Competence Flexfield.
3. Unfreeze Flexfield definition.
4. Click Segment then add the Segment name(Competence Name).
5. Then add the prompt (Competence Name).
6. Choose column Segment1.
7. The Click flexfield Qualifiers.
8. Make the two fields (Default Attributes& Others) enabled.
9. Click Save
Define Competencies

Path: HRMS Manager Career Management Competencies

Sample :

1. <Global> Competencies are available across Business Group if the Profile Cross Business Group is set to
YES.

2. <Alias> is to be used only for Oracle Project module.

3. While creating a competency we have an option of either selecting already defined <Rating Scale> of
Proficiency type or define corresponding proficiency level.

4. Lookup for Cluster PER_COMPETENCE_CLUSTER

5. Lookup for Primary Evaluation Method COMPETENCE_EVAL_TYPE

6. To enable a Unit Standard Qualification Framework Details, Cluster should Unit Standard
Define Competence Type

Path: HRMS Manager Career Management Competence Type

1. Competency Type is used to Group Competencies.

2. User can only query for <Competence Type> values already defined in the Lookup : COMPETENCE_TYPE
Define Competency Requirements

Path: HRMS Manager Career Management Competency Requirements

Define the required competencies according to the Job defined .

1. Competency Requirement can be defined at Various levels based on the requirement of the SITE.

2. Dates for the Requirement should be within the effective dates of the Work Structure Component and
competency selected.
Competence profile: Define and Add Job Competencies to Employee

EGYNET Manager Self Service>My Employee Competence Profile

Process Business Area Date

Add Job Competence Performance Management 27-DEC-2010

Appraisal

Description: Manager uses this page to add Job Competencies to his employees .

1. Click Action button

2. Press Add Competencies.
3. Press Add Default Profile.
4. Insert the Level in front of each competence as shown below:

Name Level
Adaptability & Flexibility 3 - Competent
Communication Skills 3 - Competent
Customer Orientation 3 - Competent
Reliability & Commitment 3 - Competent
Self Management 3 - Competent
Team Work 3 - Competent
Upholding Company Values 3 - Competent
Work Productivity 3 - Competent
Work Quality 3 - Competent
5. Click Apply Button

6. Click Review and Submit

Click Submit
For Step 7 please check the other document called : Fast
Formulas & F_Functions
Define Competency Templates

Path: HR Professional V4.0Manage Competency Template

1. To search already created Competency Template, enter name and click Go , create new Click on
Create Competency Template.

Create Competency Template

1. The calculation of the score for Competency can be selected from the options provided.

2. Corresponding FF can also be attached in case the appropriate option is selected.

Define Objective Templates

Path: HR Professional V4.0 Manage Objective Templates

Create Objective Template

Define Appraisal Templates

Path: HR Professional V4.0Manage Appraisal Templates

Create Appraisal Template
Notes :

The Update Competency Profile option, which

determines whether the application updates competency profiles automatically after the
appraisal, appears after you identify a competency assessment template.
Performing a Standard Appraisal
1. In the Appraisals Overview page, you complete the following regions:
The Competencies region, which already includes job competencies as specified
in the competency assessment template. You add other competencies for this
employee, and enter your evaluation of all competencies.
The Objectives region, which includes objectives to be appraised from the
employee's personal scorecard. You enter a performance rating for each
objective.
The Learning Path region, where you enter courses the appraisee should attend
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and specify target completion dates.
The Questionnaire region, where you complete the questionnaire identified for
the main appraiser in the appraisal template.
You decide not to complete the Participants and Overall Rating and Comments
regions at this point.

2. You share the appraisal with the appraisee. You decide to share:
Your competency ratings and comments
Your objective ratings and comments
You decide not to share your completed questionnaire. In addition, you do not
select Overall Rating and Overall Comments because you have not yet completed
these entries. The appraisee can see the Learner Path region by default.
To allow the appraisee to update the appraisal, you select Update Appraisal in the
Appraisee Permissions region. You do not select Participant Details. Provide
Feedback on Overall Rating is not selectable because you have not selected Overall
Rating.
While the appraisee owns the appraisal, you can view the appraisal but not update
it.
3. The appraisee adds their own competency and objective ratings, completes the
appraisee questionnaire, and then shares the appraisal with you.
4. You review the appraisee's contributions, amend one of your own competency
evaluations, and include an additional objective in the Objectives region. You also
add participants to the appraisal.
5. You share the appraisal with the appraisee again. On this occasion, you select:
Competency Ratings and Comments, so the appraisee can view your
amendment
Participant Details, so the appraisee can review and update the list of
participants
Update Appraisal, so the appraisee can update the appraisal (specifically, the
list of participants)
Note: If you deselect Update Appraisal, the appraisee can view the
information you are sharing but cannot update it. However, the
appraisee can still provide feedback if you select Provide Feedback
on Overall Rating.
Talent Management 2-99
You leave Main Appraiser Retains Ownership deselected because, to update the
appraisal, the appraisee must own it.
Note: If you select Main Appraiser Retains Ownership, the
appraisee can view any information you share but can neither
update the appraisal nor provide feedback on the overall rating.
As you did not select Objective Ratings and Comments, the appraisee can see the
list of objectives, including the objective you added in Step 4, but cannot see any of
your objective ratings and comments.
While the appraisee owns the appraisal, you can view the appraisal but not update
it.
6. The appraisee updates the list of participants and shares the appraisal with you
again.
7. You review the revised list of participants. You remove one of the appraisers and
make another a reviewer rather than an appraiser.
8. You share the appraisal with the appraisee, but this time you select Main Appraiser
Retains Ownership so that you can continue to work on the appraisal. The
appraisee can view latest changes but cannot make further updates.
9. You request the participants' feedback.
10. As you receive notification that participants have contributed to the appraisal, you
review their contributions and make any further changes to the appraisal.
11. When all participants have contributed and you have no further changes to make,
you are ready to discuss the appraisal with the appraisee. You use the Employee
Review function to schedule a review meeting.
See: Entering an Employee Review, page 2-132
You use the appraisals Printable Page function to print the appraisal to take to the
meeting.
12. After the review meeting, you give final ratings and request approval. In the Details
to be Shared with Appraisee region of the Final Ratings page, you select:
Additional Details, so that the appraisee can see latest changes to those sections
of the appraisal to which the appraisee already has access
Overall Comments
Overall Rating
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Provide Feedback on Overall Rating, so that the appraisee can comment
You decide not to share participant names and ratings.
13. Each approver in the approvals chain receives notification when their approval is
required. One approver returns the appraisal for correction.
14. You update the appraisal to address their concerns and send the appraisal to all
approvers and recipients again.
This time, all approvers approve the appraisal.
15. The appraisee receives a request for feedback on their overall rating. The appraisee
reviews the sections of the appraisal you have allowed them to see, including the
overall rating and comments, and provides feedback.
The appraisal process is now complete.
1. The system now provides option to configure template. This serves as a single stop to configure
components like

a. Competency Template

b. Objective Template

C. Define Access for Appraisee

d. Learning Path.

2. This is a new functionality provided wherein we can attach FF for the calculation of the score.

Currently there are three FF types that are used for Appraisal

a. Appraisal Competency Line Scoring

b. Appraisal Objective Line Scoring

c. Appraisal Total Scoring

3. This is a functionality that would help user to configure the level of access for the Appraisee.

Note: On checking <Additional Details> in the Appraisee permission block will enable some options in the

Appraisal Total Score.txt

previous block.
Define Performance Management Plan

Path: HRMS Manager Career Management Performance Management Plan

Performance Management Plan

The Performance Management Plan (PMP) defines the performance-management process for a specified
period, such as a calendar year. It identifies:

1. Who is a member of the plan

2. Whether and how you will set objectives for plan members

3. Whether the application will create appraisals automatically for plan members
4. The tasks workers and managers will perform throughout the process

HR Professionals create and manage the PMP using the Performance Management Plans function.

General Information
Name : Performance Management Plan 2012

Plan Administrator : Ashry, Hanan

Start Date : 01/01/2012

End Date : 31/03/2013

On the Create Plan: General Information page, you specify the:

1. Plan name. As this name is also the name of each personal scorecard, devise a meaningful naming
standard to identify the plan clearly.

2. Plan administrator, who manages the plan (who can update it, for example) and is the signed-on user, by
default. You can select a different administrator from the list of people your security profile enables you to
access.
Note: If you are the plan administrator but are not a member of the plan, the plan does not appear
automatically in your Talent Management Task List. You can use the Switch Manager function to access the
plan as a manager who is a plan member.

3. Previous plan. Provide this value if you want personal scorecards to include incomplete objectives from a
previous plan.

4. Plan start and end dates. These dates define the performance-management period. When you set these
dates, allow sufficient time to complete any end-of year appraisal activity. For example, a plan for 2012
could have a start date of 01 January, 2012, and an end date of 31 March, 2013, to allow time for the end-
of-year appraisal.

Population
Hierarchy Type : Supervisor

Super Visor : Al Abduli, Saleh

Assignment Types : Employee Only

Primary Assignment Only : Checked .

On the Create Plan: Population page, you identify the plan members by selecting part or all of a
hierarchy (for example, an organization hierarchy). For workers belonging to this hierarchy, HRMS
automatically generates personal scorecards of objectives when you publish the plan.

1. This section defines the population Plan to be attached.

 2. Hierarchy Type can be:

Process
First Check the flag : Include Objective Setting in Process

It will open the under part (Objective Settings) as follows :

Start Date : 01/01/2012

End Date: 30/06/2012

Allow Changes Outside This Period : Checked

Method : Parallel

Second Check the Flag : Include Appraisals in Process

It will open the under part (Appraisals) as follows :

Press Choose Existing Template Button it will open search page

Write Etisalat% and press Go and select [Etisalat Appraisal Template]

It will add new record with Appraisal Template : Etisalat Appraisal Template

Period Start Date : 01/07/2012

Period End Date : 15/07/2012

Task Start Date : 01/07/2012

Task End Date : 15/07/2012

Initiator : Appraisee

Appraisal Type : Standard Appraisal

Appraisal Purpose : Mid Year Performance Appraisal

Create Appraisal : Yes

Then press again Choose Existing Template Button and search for the same appraisal Template [Etisalat
Appraisal Template] and select it will open another record with Appraisal Template : Etisalat
Appraisal Template

Period Start Date : 01/11/2012

Period End Date : 31/03/2013

Task Start Date : 01/11/2012

Task End Date : 31/03/2013

Initiator : Appraisee

Appraisal Type : Standard Appraisal

Appraisal Purpose : Annual Performance Appraisal

Create Appraisal : Yes

On the Create Plan: Process page, you tailor the performance-management process to suit
enterprise requirements. Briefly, you can:

1. Include both objective setting and automatic appraisal creation.

2. Exclude objective setting.

3. Exclude automatic appraisal creation.

Including both Objective Setting and Appraisal Creation

For the objective-setting process, you can specify:

1. When objective setting must occur. The objective-setting period must be:

a. The same as or wholly within the plan period

b. Complete before any appraisal-task start date

The objective-setting period is usually at the start of the performance-management period. If your
PMP includes multiple appraisal tasks, you may want to set multiple objective-setting periods. In
this case, you update the published PMP to set the next objective-setting deadline.
2. If you also select Allow Changes Outside This Period, then workers and managers can update
personal scorecards outside objective-setting periods. In this case, the end date of an objective-
setting period is a proposed deadline only.

3. Whether you will use the cascading or parallel objective-setting process. This selection
determines who starts the objective-setting process (managers or workers).

4. Whether personal scorecards will automatically include objectives from the Objectives Library
for which workers are eligible.

5. Whether personal scorecards will include incomplete objectives (objectives with no

achievement date). The application looks for these objectives from either the previous scorecard
(identified on the Create Plan: General Information page) or a worker's latest appraisal, provided
the application generated the appraisal automatically from the previous PMP identified on the
Create Plan: General Information page.

6. Whether sharing and alignment of objectives are enabled. These features enable workers to
construct a hierarchy of related objectives.

7. When you publish the plan, the application generates objective-setting and objective-tracking
tasks for plan members.

8. If you select Include Appraisals in Process, the application can create appraisals automatically for
plan members. In a single PMP, you can define multiple appraisal tasks. For example, you can
define midyear and full-year appraisals. For each appraisal task, you can:

a. Select an appraisal template.

b. Specify when the application will generate the appraisals, by setting Create Appraisals to
Yes and entering the number of days before the start of the appraisal task.

c. Specify whether the application will allocate appraisals to the main appraiser or the
appraisee.

9. For each appraisal, the task start date must be after the appraisal-period start date.

The application automatically configures the Objectives section of the appraisal using the
objective-assessment template identified in the appraisal template, and populates the Objectives
section with the worker's personal scorecard.

10. When you publish the PMP, the application generates appraisal-process tasks for plan
members and schedules a concurrent process to create appraisals on the specified dates, if
appropriate.
11. If you set Create Appraisals to No, the application does not create appraisals automatically for
this plan. Instead, you can run the Mass Appraisal Creation for WPM program at a convenient time.

Review and Publish

Review the page then press Publish Button and then click yes Button .
Responsibility: Employee Self Service

Set Objectives

task enables you to set objectives for Manager who report to you directly

Align Objectives

The Align Objectives task enables you to define relationships between your workers' objectives and your
own objectives. You may want to perform this task if you have already shared some of your objectives
(using Employee Self-Service) with one or more of your team members and added supporting objectives to
those workers' personal scorecards.

Review Worker Changes

You perform the Review Worker Changes task as workers return their reviewed or updated personal
objective to you for approval. This task lists all personal objectives with changes that you have not yet
reviewed and with a status of Approval Requested.

Finish Objective Setting

You perform this task once for each worker when you have finished the objective-setting and review
processes. You can perform this task only if the scorecard status is With Manager. You cannot perform this
task (the task is disabled) if the scorecard contains changes that you have not transferred to the worker
using the Transfer Scorecards to Workers for Action task. When you perform the Finish Objective Setting
task, the scorecard status changes to Published.

View and Track Objective Progress

This task is enabled throughout the performance-management period. All personal scorecards, regardless
of their statuses, are accessible from this task. You can:

View a worker's personal scorecard by clicking the Details icon. If the worker is recording progress against
objectives, you can view that information here.

Update a worker's progress by clicking the Action icon. You can update any of the tracking fields (%
Complete, Achievement Date, Actual, and Verified) for an objective