Performance Management supports the following ways of creating objectives:
HR Professionals can define reusable objectives in the Objectives Library.
Managers can define individual objectives for workers.
Workers can define individual objectives for themselves.
To create objectives in the Objectives Library, you use the Objectives Library function. When you define the objective, you can specify the following values:
| Value | Description |
|---|---|
| Validity Dates | Outside these dates, you cannot allocate the objective to a worker. You can use these dates to tie an objective to a particular performance-management period (for example, a calendar year). You must specify validity dates if you intend to allocate the objective to workers automatically. If you specify no Valid To date, the objective is available until you delete it. |
| Next Review Date | This date is for informational purpose to indicate when an objective must be reviewed next. Objectives can have different next review dates. Workers can set the next review date while creating or updating objectives and this date must be set after the objective start date. Main appraisers can set this date for individual workers. |
| Target Date | Workers must achieve the objective by this date. This date is a default value that you can change for individual workers. |
| Group | You can use this value to group objectives into types (for example, Communication, Management, and Team Leading). Users can search the Objectives Library for objectives in a particular group. |
| Priority | You can assign a relative priority to an objective (for example, low, medium, or high). Users can specify a priority value when searching the Objectives Library. |
| Include in Appraisals | If you select this value and Performance Management creates appraisals automatically, the objective appears by default in the Objectives section of the appraisal of any worker who has the objective. You can update this selection for individual workers. |
| Weighting | The weighting value is an integer from a locally defined scale (for example, 1 through 5). It specifies the importance of this objective to the enterprise relative to other objectives. The application uses this value when calculating objective scores during appraisals. You can update this value for individual workers. |
For information about the Measurement tab, see Measuring Objectives.
For information about the Eligibility tab, see Allocating Objectives to Workers Automatically
You can identify attachments for objectives. Note that, if you duplicate an objective, the application does not duplicate the objective's attachments.
Publish to Catalog Feature
If the Publish to Catalog column is available, then when you add attachments to an objective, and use the Publish to Catalog feature, the attachments are available globally in Oracle E-Business Suite of applications. 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.
If you are a manager, you create individual objectives for workers using the Cascade or Set Objectives task. If you are a worker, you create individual objectives for yourself using the Set Objectives task. Managers and workers can also create individual objectives in the Objectives section of the appraisal.
The definition of an individual objective is the same as the definition of an objective in the Objectives Library, except that an individual objective:
Is for one worker only
You cannot store individual objective definitions in the Objectives Library.
Does not have validity dates
Its validity is that of the personal scorecard to which you add the objective.
Has the following tracking values:
Start Date
This is the date from which the worker owns the objective.
Complete %
The worker or manager enters a percentage-complete value to record progress. The Complete % value need not be 100 on the achievement date. The value can be greater than 100 or less than 100 to indicate a measure of achievement. For example, a manager can enter 40% to indicate achievement below expectations or 120% to indicate achievement above expected performance.
Achievement Date
The worker or manager enters the date when the objective Complete % is achieved.
The application considers an objective as incomplete objective if the Complete % is less than 100 and the Achievement Date field is blank. When you select the Previous Objectives option while copying objectives, the application includes such incomplete objectives in the next scorecard.
Actual (for quantitative measures)
The worker or manager completes this field for objectives with target values.
Verified (for qualitative measures)
The manager selects this option to confirm that an objective is complete.
These values are disabled when you create the objective. They are enabled from the worker and manager View and Track Objective Progress tasks.