The Performance Management Plan (PMP) defines the performance-management process for a specified period, such as a calendar year. It identifies:
Who is a member of the plan
How you will set objectives for plan members
Whether the application will create appraisals automatically for plan members
The tasks workers and managers will perform throughout the process
HR Professionals create and manage the PMP using the Performance Management Plans function.
On the Create Plan: General Information page, you specify the:
Plan name. As this name is also the name of each personal scorecard, devise a meaningful naming standard to identify the plan clearly.
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 Performance Management Task List. You can use the Switch Manager function to access the plan as a manager who is a plan member.
Previous plan. Provide this value if you want personal scorecards to include incomplete objectives from the scorecards of a previous plan.
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 2006 could have a start date of 01 January, 2006, and an end date of 31 January, 2007, to allow time for the end-of-year appraisal.
You can also identify attachments to appear in each personal scorecard. For example, you could include information about defining SMART (specific, measurable, achievable, relevant, and time-based) objectives or a document about the enterprise goals.
An Add Attachment pop-up window appears when you move the mouse over the Add Attachment button. You can use this window to add your attachments.
If the Publish to Catalog column is available, then when you add attachments to a plan, and use the Publish to Catalog feature, the attachments are available globally in Oracle E-Business Suite of applications. Performance management plan attachments that are published to catalog are available to other users if:
The Attachments feature is enabled on Oracle Applications pages.
The Search from Catalog option is enabled on the Oracle Applications pages.
Therefore, you must exercise caution when you use the Publish to Catalog feature.
On the Create Plan: Population page, you identify the plan members by selecting part or all of a hierarchy: organization, position, or supervisor. For workers belonging to a hierarchy, Performance Management automatically generates personal scorecards of objectives when you publish the plan.
See: Personal Scorecards
Note: Your enterprise must define a supervisor hierarchy to use Performance Management Plans. Currently, when you select either the organization or position hierarchy to identify the plan population, the application uses the selected hierarchy to publish the plan. After the plan is published to the selected population, the application uses supervisory hierarchy for the following tasks:
Set objectives for plan members
Create appraisals for plan members
When you choose to publish a plan for contingent workers or employees only, then the topmost supervisor of the plan must be of contingent worker type or employee type as appropriate. One of the basic rules of the population definition is that a plan that includes only contingent workers cannot have the employee worker type as the supervisor. In such cases, the plan population must include both contingent workers and employees. The application first evaluates the population definition and then applies the eligibility profile criteria.
Select an eligibility profile to further define the set of workers who will be the plan members within the identified plan population. You can publish a PMP to members who meet the eligibility profile criteria. For example, using an eligibility profile, you can publish a performance management plan to workers on a specific grade or position.
On the Create Plan: Process page, you tailor the performance-management process to suit enterprise requirements. Briefly, you can:
Include both objective setting and automatic appraisal creation.
Exclude objective setting.
Exclude automatic appraisal creation.
For the objective-setting process, you can specify:
When objective setting must occur. The objective-setting period must be:
The same as or wholly within the plan period
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.
Note: If your enterprise uses the Talent Profile feature in Oracle Succession Planning or Oracle SSHR, then to display details of objectives in the Performance Objectives region of the Talent Profile page you must select the Include Objective Setting in Process check box. This action ensures that managers can view objectives when they navigate to the Talent Profile of workers in their hierarchy.
See: Updating Performance Management Plans
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.
Whether you will use the cascading or parallel objective-setting process. This selection determines who starts the objective-setting process (managers or workers).
See: Cascading Objectives
Whether personal scorecards will automatically include objectives from the Objectives Library for which workers are eligible.
Whether personal scorecards will include incomplete objectives (objectives with no achievement date). The application looks for these objectives in the worker's previous scorecard (identified on the Create Plan: General Information page).
Whether sharing and alignment of objectives are enabled. These features enable workers to construct a hierarchy of related objectives.
Whether original objectives from the Objectives Library must be reallocated.
The Reallocate Objectives check box appears automatically when you select the Auto Allocation check box. By default, this check box is not selected. To meet their business goals, enterprises may like to automatically allocate corporate objectives from the Objectives Library into workers' scorecards. To meet this business requirement, you can select the Reallocate Objectives check box to reallocate corporate objectives whenever a performance management plan is republished. When you select the Reallocate Objectives check box and republish the plan, the application replaces automatically allocated objectives that are updated in the scorecards, with original objectives from the Objectives Library. For example, when managers transfer, approve, or reject a scorecard, and the plan is republished with the Reallocate Objectives check box selected, the objectives in the scorecard are replaced with the original objectives from the objectives library.
If you do not select this check box, then the application retains all changes made by workers and managers to the automatically allocated objectives in the scorecard.
Note: During the objective-setting period, the application can reallocate objectives from the Objectives Library regardless of the status of the employees' scorecards. For example, if the Reallocate Objectives check box is selected and the scorecards are at the Published status, then the objectives in the scorecards are replaced with the objectives from the Objectives Library when a plan is republished.
During the appraisal cycle, if appraisals are approved, then the application does not reallocate objectives when you republish a plan.
When you publish the plan, the application generates objective-setting and objective-tracking tasks for plan members.
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:
Select an appraisal template.
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.
Specify whether the application will allocate appraisals to the main appraiser or the appraisee.
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.
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.
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 program at a convenient time.
See: Running the Mass Appraisal Creation Program
If you do not include objective setting in your PMP, when you publish the plan the application:
Generates personal scorecards and populates them with any incomplete objectives and automatically-allocated objectives. The scorecard status is Published.
Does not generate objective-setting and objective-tracking tasks but does generate appraisal-process tasks.
Generates appraisals on the specified dates, if you have set Create Appraisals to Yes. Otherwise, you can run the Mass Appraisal Creation program at a convenient time. The Objectives section of the appraisal includes personal scorecards as generated on plan publication.
If you do not include appraisal creation in your PMP, when you publish the plan the application:
Generates personal scorecards and populates them with any incomplete objectives and automatically-allocated objectives
Does not generate appraisal-process tasks but does generate objective-setting and objective-tracking tasks
Does not create appraisals automatically
You cannot run the Mass Appraisal Creation program to create appraisals for this plan.
If you create appraisals individually using the Appraisals function, the configuration of the Objectives section depends on the appraisal template you select. The application does not copy a worker's personal scorecard to the Objectives section as there is no link between personal scorecards and appraisals created outside the PMP.
Appraisal templates that you include in a PMP must:
Be valid throughout the relevant appraisal period.
Assessment templates that you include in the appraisal template must also be valid throughout the appraisal period.
Be valid for the plan population.
If your plan population spans multiple business groups, then you must select global appraisal templates. If your plan population is in a single business group only, then you can use either global or local appraisal templates. However, any local appraisal template must be from the same business group as the plan population.
If you include an appraisal template that is not valid for the plan population, then plan publication fails.
Include an objective-assessment template, if you include objective setting in your PMP. Otherwise, Performance Management cannot configure the Objectives section of the appraisal.
Use the eligibility profile criteria to roll out different appraisal templates to different sets of the plan population. When you identify an appraisal template for the plan population, you can associate an eligibility profile with the appraisal template. Performance Management uses the eligibility profile criteria to roll out the appraisal to a specific set of workers within the plan population. For example, for workers on grade M, you can roll out the Manager appraisal template that includes a questionnaire for managers, and for workers on Grade E, you can roll out the Executive appraisal template that includes a questionnaire for executives.
The Create Plan: Review page shows the tasks Performance Management will generate for workers and managers when you publish the plan. The list of tasks varies according to configuration options selected on the Create Plan: Process page. For example, if you do not include objective setting in your performance-management process, the application does not generate objective-setting tasks.
A Performance Management Plan has no effect until you publish it. When you publish the plan, the application automatically generates personal scorecards for all plan members and a list of tasks to guide plan members through the performance-management process.
See: Personal Scorecards
See: Manager Performance-Management Tasks and Worker Performance-Management Tasks
Note: You can only inactivate the plan. For more information, see: Inactivating Published Performance Management Plans
Although you can update some parts of a published plan, you cannot make major revisions. Therefore, ensure your Performance Management Plan is complete and correct before you publish it.
Once a plan is published, you can use the Performance Management Plans function to monitor plans to view scorecard and appraisal details.
See: Monitoring and Rolling Back Published Plans
You can update a published plan, though there are significant restrictions on the changes you can make.
See: Updating Performance Management Plans
If required, HR Professionals can roll back published plans. However, they cannot roll back completed plans or plans that are inactive.
See: Monitoring and Rolling Back Published Plans
The Performance Management Plan Appraisal Rating Summary provides managers information on progress of appraisals in their hierarchy.
See: Viewing Performance Management Plan Appraisal Rating Summary
After you publish a performance management plan, you can inactivate a plan so that the plan is not displayed to the concerned population on their Performance Management Home page. For example, you have published a plan for the next annual year and you do not want managers to start their performance management plan tasks, then you can inactivate the plan. Click the Inactivate/Publish icon to inactivate a plan. To make an inactive plan visible, search for the plan using the Inactive status and then click the Inactivate/Publish icon.
Using the Performance Management Plan Administration Home Page, HR Professionals can perform the following tasks for published performance-management plans:
Enroll workers into published plans
Remove worker scorecards
Reopen worker scorecards
Refresh worker scorecards
Reopen appraisals of workers
The application sends notifications when plan administrators perform these tasks.
See: Performance-Management Plan Administrator Tasks
Using the Performance Management Plans page, you can search for existing plans and duplicate a required plan. When you duplicate a plan, you can change the general information, select different population, and change the objective setting and appraisal process. When you duplicate a plan, the combination of name and validity dates must be unique. Note that, when you duplicate a plan, the application does not duplicate attachments.