Before you can use the Workforce Performance Management functions, some setup steps are required.
To set up Workforce Performance Management:
Add the Objectives Library function to appropriate HR Professional menus. This function appears on Performance Management home page for HR Professionals and HRMS Manager Career Management menus by default.
As access to the function enables users to perform all objectives-library tasks, do not allow general access to this function.
See: Defining Menus
Add the Performance Management Plans function to appropriate menus. This function appears on Performance Management home page for HR Professionals and HRMS Manager Career Management menus by default. Access to this function enables users to create new plans and query plans to which they have access. Users can access plans that they administer and plans administered by people to whom they have access.
See: Defining Menus
The Manage Appraisal Templates, Manage Objective Assessment Templates, and Manage Competency Assessment Templates functions appear by default on the HR Professional Responsibility menu. Add these functions to other menus, if appropriate.
See: Defining Menus
HR Professionals can import objectives to the Objectives Library using Oracle Web ADI. Ensure that relevant users have access to Web ADI and that you have configured Web ADI correctly.
Populate the following lookups:
HR_WPM_MEASURE_UOM
For objectives with a quantitative measurement style, this lookup identifies units of measure, such as percentage, weight, number, and currency values.
HR_WPM_PRIORITY
Using this lookup, users can allocate a relative priority to objectives (for example, low, medium, or high).
HR_WPM_GROUP
Using this lookup, users can group objectives into types (such as Communication, Management, and Personal Development).
HR_WPM_WEIGHTING
This lookup defines a scale of weighting values (integers) for use throughout the enterprise. For example, the values could be 1, 2, 3, 4, and 5, where the value 5 indicates an objective of greater importance than the value 1.
You can change the meaning and description of the tasks that appear on the Performance Management Task List for managers and workers using the following lookups:
HR_WPM_MANAGER_TASKS for manager tasks
HR_WPM_WORKER_TASKS for worker tasks
The application uses the same lookups to display manager or worker tasks when an HR Professional switches as manager or employee.
Note: You cannot reorder the manager or worker tasks that appear on the Performance Management Task List.
You can use eligibility profiles to:
Allocate objectives to workers automatically based on eligibility profiles.
Further define the set of workers who will be the plan members within the supervisory hierarchy.
Roll out different appraisal templates to different sets of the plan population.
To use these functions, you must create eligibility profiles before creating performance management plans.
See: Defining an Eligibility Profile
The following section provides an example of how you can use eligibility profiles to define the plan population for your performance management plans:
This example uses Vision Corporation business group that has locations in San Francisco, San Jose, and San Diego. William Tucker holds the Vice President-North America Sales position and wants to review scorecards and appraisals of all workers who hold the Senior Sales Manager position, placed on Grade 4, and located in San Diego, San Francisco, and San Jose offices.
To meet this requirement:
Navigate to the Participation Eligibility Profiles window. Select the Vision Corporation business group. Enter the name of the eligibility profile, select the Employee Assignment Only assignment type, Active as the status, and Benefits as the applies to.
Click the Employment tab.
Select Position and then select senior sales manager value.
Select Grade, and then select 4 as the grade value.
Select Work Location, and then select San Diego, San Francisco, and San Jose as the location values.
Save your work.
Create a performance management plan and associate the eligibility profile created in Step 1 to the performance management plan.
See: Performance Management Plans
When you publish the plan, the plan tasks automatically appear on the Performance Management page of workers who meet the eligibility criteria.
When employees create objectives and add objectives' details, their managers can update the objectives and objectives' details. Your enterprise has the flexibility to determine whether managers can update the objectives and objectives' details added by employees using the HR: Allow Updates to Objective Details Added by Appraisee profile option. See: Profile Options
Managers and workers can view performance management plans that are historical (plans with start and end dates earlier than the system date) on their home page. In the HR: View Historical Plans (YYYY/MM/DD) profile option, enter the effective date from when you want to display historical plans. For example, if you enter 2005/01/01 as the profile option value, then the application displays plans with the start date on or after 2005/01/01.
You can set this profile option at the Site, Application, Responsibility, or User level.
If you leave the profile option blank, then the application displays active plans with a start date earlier than the system date and an end date later than the system date.
On the Performance Management home page for managers, the Switch Manager function appears by default. This function enables a manager to work as another manager (typically one lower in the management hierarchy) and access that manager's performance-management tasks. To disable this function, personalize the Performance Management home page to remove the Switch Manager button.
When the application creates appraisals automatically from a Performance Management Plan or you run the Mass Appraisal Creation for WPM program, some errors are likely to occur and are to be expected. Therefore, you must set the action parameter Maximum Errors Allowed (MAX_ERRORS_ALLOWED) to a value that is realistic for the volume of data. Otherwise, the appraisal-creation process may fail.
Note: If your enterprise also runs payroll processes, Maximum Errors Allowed may already be set to an appropriate value.
To access the Action Parameters window, select Action Parameters from the Other Definitions menu.
Managers and workers can view the alignment of their objectives with that of their manager, reports, or peers on the Line of Sight page. The Line of Sight page displays the alignment of objectives in the following regions:
View Downward Alignment of Objectives
View Upward Alignment of Objectives
Depending on your business requirements, you can hide appropriate regions using the Personalization function
When HR Professionals create or update performance management plans they can add attachments to plans and make the attachments globally available in Oracle E-Business Suite of applications using the Publish to Catalog feature.
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.
If you do not want HR Professionals to use the Publish to Catalog feature for attachments in plans, then you can hide the Publish to Catalog column on the Create Plan: General Information and Update Plan: General Information pages using Personalization.
Performance Management Plan (PMP) administrators can send notifications to all members of a plan or to a specific set of the plan population using the Run Mass Notification programs. For more information, see: Running the Mass Notifications Program
When running the program, plan administrators can select messages that Oracle delivers or custom messages. To enable plan administrators to select custom messages, you must create them using the Messages window. For more information on creating messages, see: Messages Window