This topic explains how talent managers and plan administrators can use the Worker Plan Details tab in the Succession Planning Portal, when they navigate to this tab using the Succession Planning or Succession Planning Administrator responsibility.
When a plan administrator or manager logs in and navigates to the Worker Plan Details tab, the application displays details of the person who has logged in. When the plan administrator or manager searches for a worker or clicks the name of a worker in the left pane, the application displays the selected worker's details.
In the left pane:
Talent managers can view a list of workers in their supervisor hierarchy.
Administrators can view a list of workers that they can access based on their security profile.
Administrators can directly search for any worker within their security profile using the Name field and drill down to a specific worker to view their details.
You cannot search for terminated workers as the Talent Profile search does not support the display of terminated workers. To search for terminated workers for whom succession plans are available, use the Manage Plans tab. The ability to view terminated workers and their probable successors, depends on how your enterprise defines the SP: Show Terminated Worker Details profile option. See: Profile Options in Oracle Succession Planning
Plan administrators or talent managers can select a worker in the left pane to perform the following tasks:
The employment details are read-only. The employment details include the organization that the selected worker belongs to, job and position of the worker, supervisor, and location of the worker.
The succession management details that you view for the selected worker are retrieved from the Extra Person Information window in Oracle HRMS or the Employee Succession Management Information page.
You can view the following information:
Whether the worker is a key worker
Leadership or succession potential that indicates how soon the worker can move on to a higher role
Performance or appraisal rating of the worker
What is the likelihood of the worker continuing to work with the organization
Impact of the worker leaving the enterprise
The contact details that you view are read-only and include information such as the e-mail id of the worker, work, home and mobile phone numbers, and the primary address.
You can select the following actions:
Select this action and click Go to view the Performance Matrix page that shows the Performance vs. Potential matrix of all the direct reports in a manager's hierarchy. See: Using Performance Matrix (Retention)
Select this action and click Go to view the Performance Matrix page that shows the Performance vs. Retention matrix of all the direct reports in a manager's hierarchy. See: Using Performance Matrix (Retention)
Select this action to display the Succession Plans: Overview page. You can search for existing plans or create plans. See: Using the Succession Plans: Overview page.
Select this link to create or update details related to the worker's succession plan. In the Employee Succession Planning Information page, which displays the Employee Succession Planning Information EIT fields, you can add or update the following details for the selected worker:
Whether the worker is key worker
Succession potential value
Performance or appraisal rating value
Retention potential value
Impact of loss value
Oracle Succession Planning uses default templates to display nine box matrixes. For more information, see Using the Default Nine Box Matrix Templates to Assess Workforce.
For the selected worker, you can compare the worker's:
Potential with Performance: This matrix provides information on the performance and leadership potential of a worker. You can view the Performance rating on the horizontal x-axis on a scale of 1 to 3 and the Potential rating on the vertical y-axis on a scale of 1 to 3.
Compare Retention with Impact of Loss: This matrix provides information on the risk of loss and the effect of the worker leaving the enterprise. You can the view Retention rating on the horizontal x-axis on a scale of 1 to 3 and the Impact of Loss rating on the vertical y-axis on a scale of 1 to 3.
Retention with Performance: Provides information on a worker's performance and risk of loss. You can view the Performance rating on the horizontal x-axis on a scale of 1 to 3 and the Retention rating on the vertical y-axis on a scale of 1 to 3.
These matrixes derive values from the following products:
Performance Value
If your enterprise uses Oracle Performance Management, then the application derives the Performance value from the Overall Rating field on the Give Final Ratings: Main Appraiser page of the Appraisals function. Otherwise, the Performance value is derived from the Performance window in Oracle HRMS.
Potential Value
If your enterprise uses Oracle Performance Management, then the application derives the Potential value from the Readiness Level field in the Advancement Potential region on the Give Final Ratings: Main Appraiser page of the Appraisals function. Otherwise, the Potential value is derived from the Succession Potential field in the Employee Succession Planning Information page or the Extra Person Information window.
Retention Value
If your enterprise uses Oracle Performance Management, then the application derives the Retention value from the Retention Level field in the Advancement Potential region on the Give Final Ratings: Main Appraiser page of the Appraisals function. Otherwise, the Retention value is derived from the Retention Potential field in the Employee Succession Planning Information page or the Extra Person Information window.
Impact of Loss
The Impact of Loss value is derived from the Impact of Loss field in the Employee Succession Planning Information page or Extra Person Information window.
Important: Rating scales on the matrixes are configurable and depend on the ratings scales defined by the enterprise.
For example, your enterprise can define the following rating scales:
Performance
1: Needs: Indicates that the performance is significantly below the required level.
2: Meets: Indicates that the performance is good and in-line with job requirements.
3: Exceeds: Indicates that the worker has exceeded the required level of performance.
Potential
1: Limited: Indicates that the worker shows little or no potential to move to the next work level.
2: Growth: Indicates that the worker shows potential to advance to the next or higher work level.
3: High: Indicates that the worker has requisite skills and expertise and exhibits leadership qualities.
Retention
1: Low: Indicates that the risk of losing the worker is high.
2: Medium: Indicates that the risk of losing the worker is moderate.
3: High: Indicates that the risk of losing the worker is minimal.
Impact of Loss
1: Low: Indicates that the effect of the worker leaving the enterprise is low.
2: Medium: Indicates that the effect of the worker leaving the enterprise is moderate.
3: High: Indicates that the effect of the worker leaving the enterprise is high.
For the selected worker, you can view the following talent profile information:
Note: The Talent Profile region that is available in the Worker Plan Details tab region is different from the Talent Profile functionality available with Oracle Succession Planning.
The Competencies region displays the current competencies of the selected worker. You can view the level and status of the competencies.
For information on competencies, see: Competency Profile
The Appraisals region displays the appraisal information using a bar graph. The bar graph is a column chart where the x-axis shows the appraisal period end date and the y-axis shows the appraisal rating of the worker and the total rating value. You can easily distinguish the rating of the worker and the total rating value as the bar graph uses different color codes. Talent Profile displays information only from appraisals that are given an overall rating, regardless of whether the appraisals are created using the Appraisals function or appraisals are created as part of performance management plans. The bar graph displays information for five appraisals.
Note: Talent Profile does not display information from self appraisals.
For more information on appraisals, see: The Appraisal Process
The Qualifications region displays the education qualifications information such as qualification type, title, and status.
For more information, see: Education and Qualifications
This region displays the training information of the selected worker. Details include the course name, course delivery method, enrollment status, and enrollment dates. You can use the Filter values to view all, completed, or upcoming training.
For more information, see: The Learner Home
The Job History region displays the details of previous jobs of the selected worker in the same enterprise. You can use this information to analyze what the worker has gained from each role in terms of experience, skills, and professional development. When creating succession plans you can use the job history details to evaluate the work experience summary of the worker.
This region displays the work history in previous organizations. You can view previous employment details such as the previous employer, previous employment period, and employer location. The previous employment details provide valuable inputs such as the employers that the worker has worked with. You also get an idea of the worker's experience in each industry if the worker was employed in various industries. You can evaluate how the previous roles are useful for career management and succession plans for the worker.
In addition to the default Talent Profile regions, your enterprise can configure and display regions specific to your enterprise requirements, such as Career Goals.
You can view the following information about probable successors identified for the selected worker:
Succession plan created for the worker.
Status of the plan, whether the plan is at the Active, Draft, Inactive, or Completed status.
Name of the probable successor identified for the selected worker. The application displays an icon for a successor, who is terminated. The ability to view succession plans of terminated workers depends on the setting of the SP: Show Terminated Worker Details profile option in your enterprise. If you can view the probable successor who is terminated, then you can update the plan to select other probable successors.
Succession status of the selected worker for the plan. The application displays the Active, Inactive, or Placed status depending on the succession status of the worker.
Worker's placement in the Performance vs. Potential 9-Box grid. The placement is based on values selected for the worker in the succession plan.
Worker's placement in the Performance vs. Retention 9-Box grid. The placement is based on values selected for the worker in the succession plan.
Worker's placement in the Retention vs. Impact of Loss grid. The placement is based on values selected for the worker in the succession plan.
Oracle Succession Planning uses default templates to display nine box matrixes. For more information, see Using the Default Nine Box Matrix Templates to Assess Workforce.
How ready the probable successor is to assume responsibility for the next identified role.
Whether the worker is eligible for promotion.
Ranking of the selected worker when compared to other probable successors for the same plan.
Additional succession plan details. Click the Succession Details icon to navigate to the Succession Details page to provide information, such as the earliest and the latest succession date. Indicate whether the worker is eligible for promotion.
Assignment changes from the time the probable successor is nominated to the plan till the system date so that plan administrator gets a complete view of all the assignment changes. The assignment changes are tracked for different dates. Note that even if the successor belongs to multiple plans, assignment changes remain the same across plans. When you click the Assignment Changes icon, a pop-up window appears that shows assignment changes such as changes to the employment category, assignment category, supervisor, location, grade step, grade or department. For example, a worker is nominated to a succession plan on 01-Jan-2011. On 01-Feb-2011, there are changes to the organization, job, position, grade and location. Later, on 01-May-2011, there are changes to the organization, assignment category and employee category. The Assignment Changes pop-up displays changes on the dates 01-Feb-2011 and 01-May-2011. You can click the date links, view the old value and new value for the respective parameters.
Existing attachments available with the plan. You can add attachments, if required to provide further information on the succession plan.
If the Update icon is enabled, navigate to the Update Succession Plan page to change plan details. The ability to update or delete plans depends on the plan status and plan approval status, if your enterprise has setup approvals. For more information, see: Updating and Completing Succession Plans
If the Delete icon is enabled, you can delete the successor. The ability to delete a successor depends on the plan status and successor's status. For more information, see: Updating and Completing Succession Plans
You can view the following information about succession plans available for the selected worker:
Succession plan created for the worker.
Status of the plan, whether the plan is at the Active, Draft, Inactive, or Completed status.
Name of the worker or the role for which the selected worker is identified as a probable successor.
Whether the succession plan is for a worker, job, or position .
Worker's placement in the Performance vs. Potential 9-Box grid. The placement is based on values selected for the worker in the succession plan.
Worker's placement in the Performance vs. Retention 9-Box grid. The placement is based on values selected for the worker in the succession plan.
Worker's placement in the Retention vs. Impact of Loss grid. The placement is based on values selected for the worker in the succession plan.
Oracle Succession Planning uses default templates to display nine box matrixes. For more information, see Using the Default Nine Box Matrix Templates to Assess Workforce.
Succession status of the selected worker for the plan. The Active, Inactive, or Placed values are displayed depending on the succession status of the worker.
How ready the probable successor is to assume responsibility for the next identified role.
Is the worker eligible for promotion.
Ranking of the selected worker when compared to the other probable successors for the same plan.
Additional succession plan details. Click the Succession Details icon to navigate to the Succession Details page to provide information, such as the earliest and the latest succession date. Select whether the worker is eligible for promotion.
Assignment changes from the time the probable successor is nominated to the plan till the system date so that plan administrator gets a complete view of all the assignment changes. The assignment changes are tracked for different dates. Note that even if the successor belongs to multiple plans, assignment changes remain the same across plans. When you click the Assignment Changes icon, a pop-up window appears that shows assignment changes such as changes to the employment category, assignment category, supervisor, location, grade step, grade or department. For example, a worker is nominated to a succession plan on 01-Jan-2011. On 01-Feb-2011, there are changes to the organization, job, position, grade and location. Later, on 01-May-2011, there are changes to the organization, assignment category and employee category. The Assignment Changes pop-up displays changes on the dates 01-Feb-2011 and 01-May-2011. You can click the date links, view the old value and new value for the respective parameters.
Existing attachments available with the plan. You can add attachments, if required to provide further information on the succession plan.
If the Update icon is enabled, navigate to the Update Succession Plan page to change plan details. The ability to update or delete plans depends on the plan status and plan approval status, if your enterprise has setup approvals. For more information, see: Updating and Completing Succession Plans
If the Delete icon is enabled, you can delete the successor. The ability to delete a successor depends on the plan status and successor's status. For more information, see: Updating and Completing Succession Plans