Cloud Readiness / Oracle Talent Management Cloud
What's New
  1. DECEMBER MAINTENANCE PACK FOR 19D
  1. Revision History
  2. Overview
  3. Feature Summary
  4. Learning and Development
    1. Learning Cloud
        1. Profile Option Changes
        2. Updated Layout for Course, Offering, and Specialization Pages
        3. Two New Options for Alerts
        4. Social Capabilities in 20A
  1. NOVEMBER MAINTENANCE PACK FOR 19D
  1. Revision History
  2. Overview
  3. Feature Summary
  4. Learning and Development
    1. Learning Cloud
        1. Ability to Download Search Results to a Spreadsheet
        2. Default Value for Primary Classroom Field
        3. Change to What Displays on Transcripts for Completed Offerings
        4. Global Access Group Follow Mode
        5. Ability to Run Reconciliation Jobs as Another Person
        6. Initiatives Ongoing Due Date Can Be Set to Specific Date
        7. Support for Non Rich Text in Course and Specialization
        8. Profile Option to Control Completion Rollup for Failed SCORM, AICC/HACP, and Assessments
        9. Numeric Value Support for LearningItemNumber Using HDL
        10. NonCatalog Learning HDL Object and Update to LearningRecord
        11. Community Relation HDL Object
        12. REST API Update
      1. Learning Cloud Replaced or Removed Features
        1. Contextual Learning in 20A
        2. Update Scripts and Replace with ESS
    2. Transactional Business Intelligence for Talent Management
      1. Learning
        1. Learner Skills and Qualifications Due to Learning Outcomes
        2. Offering Start Date and Offering End Date
  1. Update 19D
  1. Revision History
  2. Overview
  3. Feature Summary
    1. Questionnaire
        1. Questionnaire Preview Displays Mobile Responsive Features
  4. Career and Succession
    1. Career Development
      1. Career Development Redesigned User Experience
        1. Goal Attachments and Flexfields Added to Redesigned Career Development Pages
        2. Enhanced Approvals Capability for Career Development
    2. Talent Review
      1. Talent Review Redesigned User Experience
        1. Talent Review Meeting Notes and Notes History Redesigned
        2. Additional Responsive Actions Available from the Talent Review Dashboard
      2. Talent Review Replaced or Removed Features
        1. Talent Review Quick Action Removed
    3. Succession Management
      1. Succession Management Replaced or Removed Features
        1. Succession Plan Quick Action Removed
    4. Profile Management
      1. Profile Management Redesigned User Experience
        1. LinkedIn Profile Import
      2. Profiles Replaced or Removed Features
        1. Mandatory Upgrade to Enhanced Talent Profile
  5. Performance
    1. Goal Management
      1. Goal Management Redesigned User Experience
        1. Enhanced Approvals Capability for Goal Management
        2. Enhanced Goal Management Administration
    2. Performance Management
        1. Export and Import Check-In Templates Using Functional Setup Manager
        2. Export and Import Request Feedback Templates Using Functional Setup Manager
        3. Performance Approvals Added to Transaction Console
        4. Print Check-In Document
        5. Display Check-In Feedback in Performance Documents
        6. Display Requested Feedback in Performance Documents
        7. Saved Search in Performance Management
  6. Recruiting
    1. Recruiting
        1. Enhanced Job Application List
        2. Reorder Prescreening Questions
        3. Prevent Moving Candidates Based on Condition
        4. Job Requisition and Job Requisition Template Management Enhancement
        5. Use Fast Formulas for Candidate Selection Process Conditions
        6. Ability to Score Prescreening Questions
        7. Tax Credit Third Party Integration
        8. Candidate Notifications Moved from Alerts Composer to Recruiting Content Library
        9. Work Locations Displayed to Candidates
        10. Adjust Offer Letters
        11. Bypass Extending Offers to Candidates
        12. Take Action on Many Candidates at Once
        13. Ask Candidates to Fill In Additional Questionnaires
        14. Improved Job Application Flow Navigation
        15. Request Sensitive Personal Information
        16. Candidate Autoconfirmation
        17. Contextualized Recruiter Selector
        18. Merge Candidate Files
        19. Run Candidate Duplicate Check
        20. Classify Contingent Workers for the Recruiting Process
        21. Capture Additional Candidate Details in Job Applications
        22. Attach Documents to Job Applications
      1. Recruiting Replaced or Removed Features
        1. Changes to Navigation for Managing Job Offers by HR Specialist
        2. Career Site Classic Template Phase Out
  7. HR Optimizations
    1. Transactional Business Intelligence for Talent Management
      1. Performance
        1. New Subject Area - Workforce Performance - Requested Feedback Real Time
        2. New Attributes to Performance Document Participant Dimension
        3. Required Number of Performance Document Participants Enhancement
      2. Recruiting
        1. Compliance Tracking Beyond United States
        2. Agency Portal Support
        3. Candidate Job Application Preferred Locations
        4. Pipeline and Hiring Requisitions

December Maintenance Pack for 19D

Revision History

This document will continue to evolve as existing sections change and new information is added. All updates appear in the following table:

Date Feature Notes
27 NOV 2019   Created initial document.

Overview

HCM Cloud applications have two types of patches you can receive that are documented in this What’s New:

  • Release Updates (19A, 19B, 19C, and 19D)
  • Optional Monthly Maintenance Packs to each update

It is important for you to know what Release Update your environment is on. You can find this in your Cloud Portal.

This document outlines the information you need to know about new or improved functionality in Oracle HCM Cloud. Each section includes a brief description of the feature, the steps you need to take to enable or begin using the feature, any tips or considerations that you should keep in mind, and the resources available to help you.

In addition to this document you will also want to review the Oracle Human Capital Management Cloud Functional Known Issues and Maintenance Packs (Document ID 1554838.1). These documents identify bug fixes and possible known issues. You will also need to review these documents based in the release update version you are currently on or will be moving to.

Oracle HCM Cloud release documents are delivered in five functional groupings:

Suggested Reading for all HCM Products:

  • HCM Cloud Common Features (This document pertains to all HCM applications. It is the base human resource information for all products and HCM Tools.)
  • Global Human Resources Cloud (Global Human Resources contains the base application in which other application use for common data such as workforce structures and person information. Regardless of what products you have implemented you may want to see the new features for Global Human Resources that could impact your products.)

NOTE: Not all Global Human Resource features are available for Talent and Compensation products.

Optional Reading for HCM Products (Depending on what products are in your cloud service):

  • Talent Management Cloud (All Talent applications)
  • Workforce Rewards Cloud (Compensation, Benefits, Payroll and Global Payroll Interface)
  • Workforce Management Cloud (Absence Management and Time and Labor)

Additional Optional Reading:

  • Common Technologies and User Experience (This documents the common features across all Cloud applications and is not specific to HCM)

NOTE: All of these documents can be found on the Oracle Help Center at: https://cloud.oracle.com/saasreadiness/hcm under Human Capital Management Release Readiness.

GIVE US FEEDBACK

We welcome your comments and suggestions to improve the content. Please send us your feedback at oracle_fusion_applications_help_ww_grp@oracle.com. Indicate you are inquiring or providing feedback regarding the HCM Cloud What’s New for Release 13 in the body or title of the email.

Feature Summary

Column Definitions:

Report = New or modified, Oracle-delivered, ready to run reports.

UI or Process-Based: Small Scale = These UI or process-based features are typically comprised of minor field, validation, or program changes. Therefore, the potential impact to users is minimal.

UI or Process-Based: Larger Scale* = These UI or process-based features have more complex designs. Therefore, the potential impact to users is higher.


Customer Action Required = You MUST take action before these features can be used by END USERS. These features are delivered disabled and you choose if and when to enable them. For example, a) new or expanded BI subject areas need to first be incorporated into reports, b) Integration is required to utilize new web services, or c) features must be assigned to user roles before they can be accessed.

Ready for Use by End Users
(Feature Delivered Enabled)

Reports plus Small Scale UI or Process-Based new features will have minimal user impact after an update. Therefore, customer acceptance testing should focus on the Larger Scale UI or Process-Based* new features.

Customer Must Take Action before Use by End Users
(Feature Delivered Disabled)

Not disruptive as action is required to make these features ready to use. As you selectively choose to leverage, you set your test and roll out timing.

Feature

Report

UI or
Process-Based:
Small Scale

UI or
Process-Based:
Larger Scale*

Customer Action Required

Learning and Development

Learning Cloud

Profile Option Changes

Updated Layout for Course, Offering, and Specialization Pages

Two New Options for Alerts

Social Capabilities in 20A

Learning and Development

Learning Cloud

Oracle Learning Cloud enables you to make a transformational shift in learning delivery. Subject matter experts in your organization can easily publish videos and assemble tutorials to deliver on-demand and social learning. Collaboration features encourage continuous community feedback.

Profile Option Changes

The following profile options were created in previous releases of Learning Cloud to control the availability of certain features before they were released to a wider audience. The functionality associated with them is now available to all, however the following changes have been made:

  • WLF_RBA_USE_SQL - Enables you to use an analysis object with the mass assignment functionality to assign more than 75,000 records. Refer to the July Maintenance Pack for 19B and the November Maintenance Pack for 19C for details on this enhancement. This profile option has been removed, and the functionality is enabled for everyone.

  • WLF_ROLLUP_FAILED_SCORM - Used to determine how rollup completions occur for failed SCORM, AICC/HACP or assessment backed activities. Refer to the November Maintenance Pack for 19D for details on this enhancement. This profile option is now set to N by default.

Steps to Enable

You don't need to do anything to enable this feature.

Tips And Considerations

IMPORTANT: If you set WLF_ROLLUP_FAILED_SCORM to Y in 19D, you will need to set it back to Y after the update.

Key Resources

Refer to the Profile Options chapter of the guide called "Implementing Learning" on docs.oracle.com for information on working with learning profiles.

Updated Layout for Course, Offering, and Specialization Pages

The infotiles on the course, offering, and specialization pages have been replaced with tabs.

Infotiles Replaced with Tabs

Steps to Enable

You don't need to do anything to enable this feature.

Tips And Considerations

The functionality remains the same, however there are no numbers associated with the tabs as there were with infotiles.

Two New Options for Alerts

Take note in the Setup, there are two new options on the Alerts tab.

New Alert Options in Setup

  • Default Organizer for Calendar Meeting Invites – enter a default email address for meeting organizers.
  • When Available, Use Primary Offering Coordinator as the Organizer for Calendar Meeting Invites – indicates you want to use the email address of the primary offering coordinator, if it is indicated for the offering. If this is selected, and a primary offering coordinator is not listed for the offering, or the offering coordinator's primary email address is null, then the Organizer element for the .ics file uses the Default Organizer for Calendar Meeting Invites, if one is indicated, or <olc@example.com>.

Steps to Enable

You don't need to do anything to enable this feature.

Social Capabilities in 20A

Take note that currently, if a course, specialization, or offering details page is enabled for Social Conversations, a pane appears, and users collaborate about the learning item using Oracle Social Network (OSN).

In 20A, Oracle Learning Cloud will have natively-built commenting and conversation capabilities as part of the Newsfeed. The OSN social functionality will go away. You can keep using the current OSN social capabilities until you upgrade to the Newsfeed and get moved to the new natively-built social capability.

Steps to Enable

You don't need to do anything to enable this feature.

Tips And Considerations

NOTE: None of the existing social data from OSN will migrate over when you upgrade to the Newsfeed.

November Maintenance Pack for 19D

Revision History

This document will continue to evolve as existing sections change and new information is added. All updates appear in the following table:

Date Feature Notes
27 NOV 2019 Learning Cloud: Ability to Run Reconciliation Jobs as Another Person

Updated document. Revised feature information.

25 OCT 2019   Created initial document.

Overview

HCM Cloud applications have two types of patches you can receive that are documented in this What’s New:

  • Release Updates (19A, 19B, 19C, and 19D)
  • Optional Monthly Maintenance Packs to each update

It is important for you to know what Release Update your environment is on. You can find this in your Cloud Portal.

This document outlines the information you need to know about new or improved functionality in Oracle HCM Cloud. Each section includes a brief description of the feature, the steps you need to take to enable or begin using the feature, any tips or considerations that you should keep in mind, and the resources available to help you.

In addition to this document you will also want to review the Oracle Human Capital Management Cloud Functional Known Issues and Maintenance Packs (Document ID 1554838.1). These documents identify bug fixes and possible known issues. You will also need to review these documents based in the release update version you are currently on or will be moving to.

Oracle HCM Cloud release documents are delivered in five functional groupings:

Suggested Reading for all HCM Products:

  • HCM Cloud Common Features (This document pertains to all HCM applications. It is the base human resource information for all products and HCM Tools.)
  • Global Human Resources Cloud (Global Human Resources contains the base application in which other application use for common data such as workforce structures and person information. Regardless of what products you have implemented you may want to see the new features for Global Human Resources that could impact your products.)

NOTE: Not all Global Human Resource features are available for Talent and Compensation products.

Optional Reading for HCM Products (Depending on what products are in your cloud service):

  • Talent Management Cloud (All Talent applications)
  • Workforce Rewards Cloud (Compensation, Benefits, Payroll and Global Payroll Interface)
  • Workforce Management Cloud (Absence Management and Time and Labor)

Additional Optional Reading:

  • Common Technologies and User Experience (This documents the common features across all Cloud applications and is not specific to HCM)

NOTE: All of these documents can be found on the Oracle Help Center at: https://cloud.oracle.com/saasreadiness/hcm under Human Capital Management Release Readiness.

GIVE US FEEDBACK

We welcome your comments and suggestions to improve the content. Please send us your feedback at oracle_fusion_applications_help_ww_grp@oracle.com. Indicate you are inquiring or providing feedback regarding the HCM Cloud What’s New for Release 13 in the body or title of the email.

Feature Summary

Column Definitions:

Report = New or modified, Oracle-delivered, ready to run reports.

UI or Process-Based: Small Scale = These UI or process-based features are typically comprised of minor field, validation, or program changes. Therefore, the potential impact to users is minimal.

UI or Process-Based: Larger Scale* = These UI or process-based features have more complex designs. Therefore, the potential impact to users is higher.


Customer Action Required = You MUST take action before these features can be used by END USERS. These features are delivered disabled and you choose if and when to enable them. For example, a) new or expanded BI subject areas need to first be incorporated into reports, b) Integration is required to utilize new web services, or c) features must be assigned to user roles before they can be accessed.

Ready for Use by End Users
(Feature Delivered Enabled)

Reports plus Small Scale UI or Process-Based new features will have minimal user impact after an update. Therefore, customer acceptance testing should focus on the Larger Scale UI or Process-Based* new features.

Customer Must Take Action before Use by End Users
(Feature Delivered Disabled)

Not disruptive as action is required to make these features ready to use. As you selectively choose to leverage, you set your test and roll out timing.

Feature

Report

UI or
Process-Based:
Small Scale

UI or
Process-Based:
Larger Scale*

Customer Action Required

Learning and Development

Learning Cloud

Ability to Download Search Results to a Spreadsheet

Default Value for Primary Classroom Field

Change to What Displays on Transcripts for Completed Offerings

Global Access Group Follow Mode

Ability to Run Reconciliation Jobs as Another Person

Initiatives Ongoing Due Date Can Be Set to Specific Date

Support for Non Rich Text in Course and Specialization

Profile Option to Control Completion Rollup for Failed SCORM, AICC/HACP, and Assessments

Numeric Value Support for LearningItemNumber Using HDL

NonCatalog Learning HDL Object and Update to LearningRecord

Community Relation HDL Object

REST API Update

Learning Cloud Replaced or Removed Features

Contextual Learning in 20A

Update Scripts and Replace with ESS

Transactional Business Intelligence for Talent Management

Learning

Learner Skills and Qualifications Due to Learning Outcomes

Offering Start Date and Offering End Date

Learning and Development

Learning Cloud

Oracle Learning Cloud enables you to make a transformational shift in learning delivery. Subject matter experts in your organization can easily publish videos and assemble tutorials to deliver on-demand and social learning. Collaboration features encourage continuous community feedback.

Ability to Download Search Results to a Spreadsheet

A new export icon on administrator search pages lets you save search results to a Microsoft Excel spreadsheet.

Download to Excel

This is useful for quickly producing things like ILT attendee lists for instructors or learners, or spreadsheet reports for internal use.

Steps to Enable

You don't need to do anything to enable this feature.

Default Value for Primary Classroom Field

The default value for the Classroom field is "No Location Defined" when creating instructor-led or blended offerings.

Default Value for Primary Classroom

Steps to Enable

You don't need to do anything to enable this feature.

Change to What Displays on Transcripts for Completed Offerings

Transcripts only display the offerings that were completed before a specialization was completed. If learners retake an offerings for completed specializations, they will no longer see the additional attempts on their transcripts.

Steps to Enable

You don't need to do anything to enable this feature.

Global Access Group Follow Mode

You can grant access to a course based on the access control defined on the specialization. 

NOTE: This feature was mentioned in error in the What’s New document for release 19C. We support the ability to follow a specialization, but not a community. Following a community was added by mistake in the 19C documentation.

There is a new check box on the Default Access page for Courses.

Self-Service View Mode Override for Courses

Select this check box to indicate that when this course is accessed from a learning community the access and visibility is controlled by the access control settings for the community, no matter what the default access control settings are for the course.

There is a new check box on the Default Access page for specializations.

Self-Service View Mode Override for Specializations

Steps to Enable

You don't need to do anything to enable this feature.

Tips And Considerations

  • As there is no override of Course Initial Assignment status, it is possible to have a configuration where View Mode is set to No Access, and where the Access Details are still configurable (meaning, choosing No Access doesn't disable the configuration of Access Details sections).
  • Overrides cannot be overrides by access groups. This means that if a course default access has been configured to allow specialization access to dictate View Mode, then a Local or Global Access Group on this course can't change this default access configuration.

Ability to Run Reconciliation Jobs as Another Person

Select a Run As person for the Reconcile Dynamic Assignments, and Reconcile Dynamic Access Groups jobs.

New Run As Drop-Down List When Creating an Initiative

Normal reconciliation occurs using the security settings of the person who initially created an access group or initiative. Selecting a Run As person when creating an access group or initiative prevents issues that might arise later if that person leaves your organization, or if changes are made to their security settings.

The default value for the Run As person can be set in Background Processing under Setup.

Setup Options for Learning Cloud

In Setup, you can also indicate whether it is possible to change this setting when creating initiatives and access groups.

Steps to Enable

In order for administrators to be added as a Run As person, they need the new data security policy: Choose Run As. This data policy gets added automatically when they re-initialize their Administrator data role

Tips And Considerations

It is not possible to define a Run As person when defining members in a community.

Initiatives Ongoing Due Date Can Be Set to Specific Date

When creating an ongoing required learning initiative, you can now select Date from the Ongoing Due Date drop-down list. Previously, you could only select Days. Selecting Date is useful if you want mandatory training to be completed by a specific date, such as the end of your organization’s calendar or financial year.

Date Selection and Minimum Number of Days Field

When you select Date, a new field called Minimum Number of Days displays. Use this field to indicate the minimum number of days a learner has to complete the training. If a learner is assigned to the initiative when there are not enough days remaining prior to the due date, they are assigned a due date for the next year. For example, a learner is assigned to an initiative on December 20, 2019, and the due date is December 31, 2019. If the minimum number of days to complete the initiative is 30, then the learner’s due date automatically becomes December 31, 2020.

Steps to Enable

You don't need to do anything to enable this feature.

Support for Non Rich Text in Course and Specialization

There is a new HDL attribute called either DescriptionText or SylllabusText (depending on the situation) that can be used for a course, offering, ILT activity, self-paced activity, specialization, and specialization section. This is a non-rich text version of the description text. If a description or syllabus does not contain a rich text file name, then the DescriptionText or SyllabusText value is used.

Steps to Enable

You don't need to do anything to enable this feature.

Profile Option to Control Completion Rollup for Failed SCORM, AICC/HACP, and Assessments

There is a new profile option called WLF_ROLLUP_FAILED_SCORM that you can use to determine how rollup completions occur for failed SCORM, AICC/HACP or assessment backed activities. If the profile option is set to Y, the completion rollup occurs, and learners are not able to resume the content. If a learner wants to try again, manual intervention by an administrator is required. If the profile option is set to N, the completion rollup does not occur, and learners are able to resume and complete the content. This allows the learner to continuously resume the content until a passing score is achieved.

Steps to Enable

To enable this feature, you must enable the following profile option: WLF_ROLLUP_FAILED_SCORM.

Profile Value

Profile Option Code

WLF_ROLLUP_FAILED_SCORM

To enable the profile option, navigate to the work area: Setup and Maintenance:

  1. Search for and click the Manage Profile Options task.
  2. Create a new profile option called WLF_ROLLUP_FAILED_SCORM, under Learning Management and the Learning Module, if not available.
  3. Set the Site and User levels to Enabled and Updatable.
  4. Search for and click the Manage Administrator Profile Values task.
  5. Search for and select the profile option.
  6. Click to add a new Profile Value.
  7. Select the Level as Site.
  8. Enter the profile value desired Y or N in the Profile Value field.
  9. Click Save and Close.

Tips And Considerations

The default setting is “N” (allow learners to continuously resume the content until a passing score is achieved).

Key Resources

Refer to the chapter called “Profile Options for Learning Features” in the Implementing Learning guide on docs.oracle.com for information about learning profile options.

Numeric Value Support for LearningItemNumber Using HDL

There is support for the use of numeric values in LearningItemNumber within the Learning Record object.

Steps to Enable

You don't need to do anything to enable this feature.

NonCatalog Learning HDL Object and Update to LearningRecord

You have the ability to add noncatalog learning items, noncatalog learning item translations, and external learning records using HDL. Noncatalog learning items represent learning consumed outside of Oracle Learning Cloud, and which you want to record in learners’ training history. For example, a learner takes at course at a local community college, and you want to record it in his training history. In addition, you now have the ability to add Continuing Professional Education (CPE) attributes to the learning record business object to support noncatalog learning. CPEs are used to collect knowledge and skills related to a Learner’s professional life and development.

NonCatalog Learning HDL Object

The following are changes to the Learning Record object:

  • Added CPE points and CPE Type attributes
  • Support for LearningItemType ORA_NON_CATALOG
  • Support for Learning Record Status create and update
  Create Update
Assigned By Type

Supported:

ORA_EVT_SUBT_MANAGER

ORA_EVT_SUBT_SELF

ORA_EVT_SUBT_ADMIN

No validations

Status

Supported:

  • Request Approved
  • Completed

Supported:

  • Request Approved - Deleted
  • Completed - Deleted
Assignment Type

Supported:

  • Voluntary
  • Required

Supported:

  • Voluntary
  • Required

 Data Logic

  • LearningRecordStartDate should be before or equal to LearningRecordRequestApprovedDate
  • When status = Completed
    • Value needed for LearningRecordStartDate  
    • Value needed for  RequestDetailStartDate
    • Value needed for RequestDetailCompletionDate
    • Value needed for RequestDetailComments

Steps to Enable

You don't need to do anything to enable this feature.

Community Relation HDL Object

You can use HDL to associate multiple learning items to a community. 

Community Relation HDL

You can use the community number to associate a community to multiple learning item numbers in the catalog.  After the Community Relations HDL load, in Learning Cloud you will see the list of learning items (specializations, courses, communities) associated to the community.

Steps to Enable

Before you can use this feature, you need to have access to the HCM Data Loader, and a prepared CommunityRelation.dat file.

Key Resources

Refer to the chapter called "Introduction to HCM Data Loader" in the guide called “Oracle Human Capital Management Cloud Integrating with HCM” on docs.oracle.com for complete details on using the HCM Data Loader.

REST API Update

The REST API has been updated to prevent the uploading of videos that are greater than 1 Gb.

Steps to Enable

Review the REST service definition in the REST API guides, available from the Oracle Help Center > your apps service area of interest > REST API. If you're new to Oracle's REST services you may want to begin with the Quick Start section.

Learning Cloud Replaced or Removed Features

From time to time, Oracle replaces existing features with new features, or removes existing features.

Replaced features may be put on a path of removal, the features below will let you know what update you will have to have moved to the newer feature. As a best practice, you should move to the newer feature as soon as possible for full support and to stay up with the latest updates that the product offers.

Any feature that is removed, will have an Update in which that feature is no longer available. Please make necessary plans to move off the feature by the Update indicated, as it will no longer be available.

Contextual Learning in 20A

Contextual Learning components allow customers to edit application pages to embed learning items that enhance application work flows. The following learning resource catalog components can be added using Page Composer: Learning Association Component, Learning Showcase Component, Voluntary Assignment Component, Required Assignment Component.

In 20A Oracle Learning Cloud will be removing contextual learning in Oracle Learning Cloud. Administrators will no longer be able to add components on a page and if they remove the component they will no longer be able to add it back. The components added by customers will be completely removed in the 20B release.

Steps to Enable

You don't need to do anything to enable this feature.

Update Scripts and Replace with ESS

With Fusion Applications Update 19D, an ESS job is being used to manage data update needs when updating the Oracle Learning Cloud product between versions. If this job is not run successfully you may encounter functional issues with reconciliation, initiatives, and learning payment processing.   

In 19D this job will be scheduled to run for you automatically so there is no action that needs to be taken. This is informational only so that you understand an ESS job will be run on update.  

ESS Job Information:

  1. Go to the Scheduled Processes work area available under Tools in the Navigator menu
  2. Search for the job called Learn Migration
  3. Validate that the job processes successfully
  4. If there are issues with the job please log an SR and associate the log file with this job

Steps to Enable

You don't need to do anything to enable this feature.

Transactional Business Intelligence for Talent Management

Oracle Transactional Business Intelligence is a real time, self-service reporting solution offered to all Oracle Cloud application users to create ad hoc reports and analyze them for daily decision-making. Oracle Transactional Business Intelligence provides human resources managers and specialists, business executives, and line managers the critical workforce information to analyze workforce costs, staffing, compensation, performance management, talent management, succession planning, and employee benefits.

Don’t want to start from scratch building a report or analytics? Check out the library of sample reports for all products on Customer Connect on the Report Sharing Center.

Learning

Learner Skills and Qualifications Due to Learning Outcomes

You can report on the learning outcomes within the Learner/Worker folder in the Learn Subject Area. You can report on the learner skills and qualifications gained through the learning outcomes configured on the learning items. This applies to any profile content types subscribed by learning outcomes.

Locate the new dimensions under Workforce Learning - Learning Management Real Time > Learner.

Steps to Enable

You don't need to do anything to enable this feature.

Offering Start Date and Offering End Date

When you create an offering, you specify the offering start date and end dates. You can now report on these dates.

Report on Offering Start and End Dates

You can locate the dimensions under Workforce Learning - Learning Management Real Time > Learning Items > Offering Specific Information > Offering Specific Details.

Steps to Enable

You don't need to do anything to enable this feature.

Update 19D

Revision History

This document will continue to evolve as existing sections change and new information is added. All updates appear in the following table:

Date Feature Notes

27 NOV 2019

Profile Management/Replaced or Removed Features: Mandatory Upgrade to Enhanced Talent Profile

Updated document. Delivered feature in update 19D.

27 NOV 2019

OTBI/Performance: Required Number of Performance Document Participants Enhancement

Updated document. Revised feature information.

25 OCT 2019 Performance Management: Print Check-In Document

Updated document. Delivered feature in update 19D.

25 OCT 2019

Performance Management: Saved Search in Performance Management

Updated document. Delivered feature in update 19D.

25 OCT 2019

Profile Management/Redesigned User Experience: LinkedIn Profile Import

Updated document. Delivered feature in update 19D.

25 OCT 2019

Talent Review: Additional Responsive Actions Available from the Talent Review Dashboard

Updated document. Revised feature information.

25 OCT 2019

Recruiting: Attach Documents to Job Applications

Updated document. Delivered feature in update 19D.

25 OCT 2019

OTBI/ Recruiting: Compliance Tracking Beyond United States

Updated document. Delivered feature in update 19D.

25 OCT 2019

OTBI/ Recruiting: Agency Portal Support

Updated document. Delivered feature in update 19D.

25 OCT 2019

OTBI/ Recruiting: Candidate Job Application Preferred Locations

Updated document. Delivered feature in update 19D.

25 OCT 2019

OTBI/ Recruiting: Pipeline and Hiring Requisitions

Updated document. Delivered feature in update 19D.

27 SEP 2019 Goal Management: Enhanced Approvals Capability for Goal Management

Updated document. Revised feature information.

27 SEP 2019

Performance Management: Export and Import Request Feedback Templates Using Functional Setup Manager

Updated document. Delivered feature in update 19D.

27 SEP 2019

Succession Management: Succession Plan Quick Action Removed

Updated document. Delivered feature in update 19D.

27 SEP 2019

Talent Review: Additional Responsive Actions Available from the Talent Review Dashboard

Updated document. Revised feature information.

27 SEP 2019

Talent Review: Talent Review Quick Action Removed

Updated document. Delivered feature information.

27 SEP 2019

Recruiting: Ask Candidates to Fill In Additional Questionnaires

Updated document. Revised feature information.

27 SEP 2019

Recruiting: Candidate Autoconfirmation

Updated document. Revised feature information.

27 SEP 2019

Recruiting: Capture Additional Candidate Details in Job Applications

Updated document. Delivered feature in update 19D.

27 SEP 2019

Recruiting: Classify Contingent Workers for the Recruiting Process

Updated document. Delivered feature in update 19D.

27 SEP 2019

Recruiting:  Contextualized Recruiter Selector

Updated document. Delivered feature in update 19D.

27 SEP 2019

Recruiting: Improved Job Application Flow Navigation

Updated document. Revised feature information.

27 SEP 2019

Recruiting: Merge Candidate Files

Updated document. Delivered feature in update 19D.

27 SEP 2019

Recruiting: Request Sensitive Personal Information

Updated document. Revised feature information.

27 SEP 2019

Recruiting: Run Candidate Duplicate Check

Updated document. Delivered feature in update 19D.

06 SEP 2019   Created initial document.

Overview

HCM Cloud applications have two types of patches you can receive that are documented in this What’s New:

  • Release Updates (19A, 19B, 19C, and 19D)
  • Optional Monthly Maintenance Packs to each update

It is important for you to know what Release Update your environment is on. You can find this in your Cloud Portal.

This document outlines the information you need to know about new or improved functionality in Oracle HCM Cloud. Each section includes a brief description of the feature, the steps you need to take to enable or begin using the feature, any tips or considerations that you should keep in mind, and the resources available to help you.

In addition to this document you will also want to review the Oracle Human Capital Management Cloud Functional Known Issues and Maintenance Packs (Document ID 1554838.1). These documents identify bug fixes and possible known issues. You will also need to review these documents based in the release update version you are currently on or will be moving to.

Oracle HCM Cloud release documents are delivered in five functional groupings:

Suggested Reading for all HCM Products:

  • HCM Cloud Common Features (This document pertains to all HCM applications. It is the base human resource information for all products and HCM Tools.)
  • Global Human Resources Cloud (Global Human Resources contains the base application in which other application use for common data such as workforce structures and person information. Regardless of what products you have implemented you may want to see the new features for Global Human Resources that could impact your products.)

NOTE: Not all Global Human Resource features are available for Talent and Compensation products.

Optional Reading for HCM Products (Depending on what products are in your cloud service):

  • Talent Management Cloud (All Talent applications)
  • Workforce Rewards Cloud (Compensation, Benefits, Payroll and Global Payroll Interface)
  • Workforce Management Cloud (Absence Management and Time and Labor)

Additional Optional Reading:

  • Common Technologies and User Experience (This documents the common features across all Cloud applications and is not specific to HCM)

NOTE: All of these documents can be found on the Oracle Help Center at: https://cloud.oracle.com/saasreadiness/hcm under Human Capital Management Release Readiness.

GIVE US FEEDBACK

We welcome your comments and suggestions to improve the content. Please send us your feedback at oracle_fusion_applications_help_ww_grp@oracle.com. Indicate you are inquiring or providing feedback regarding the HCM Cloud What’s New for Release 13 in the body or title of the email.

Feature Summary

Column Definitions:

Report = New or modified, Oracle-delivered, ready to run reports.

UI or Process-Based: Small Scale = These UI or process-based features are typically comprised of minor field, validation, or program changes. Therefore, the potential impact to users is minimal.

UI or Process-Based: Larger Scale* = These UI or process-based features have more complex designs. Therefore, the potential impact to users is higher.


Customer Action Required = You MUST take action before these features can be used by END USERS. These features are delivered disabled and you choose if and when to enable them. For example, a) new or expanded BI subject areas need to first be incorporated into reports, b) Integration is required to utilize new web services, or c) features must be assigned to user roles before they can be accessed.

Ready for Use by End Users
(Feature Delivered Enabled)

Reports plus Small Scale UI or Process-Based new features will have minimal user impact after an update. Therefore, customer acceptance testing should focus on the Larger Scale UI or Process-Based* new features.

Customer Must Take Action before Use by End Users
(Feature Delivered Disabled)

Not disruptive as action is required to make these features ready to use. As you selectively choose to leverage, you set your test and roll out timing.

Feature

Report

UI or
Process-Based:
Small Scale

UI or
Process-Based:
Larger Scale*

Customer Action Required

Questionnaire

Questionnaire Preview Displays Mobile Responsive Features

Career and Succession

Career Development

Career Development Redesigned User Experience

Goal Attachments and Flexfields Added to Redesigned Career Development Pages

Enhanced Approvals Capability for Career Development

Talent Review

Talent Review Redesigned User Experience

Talent Review Meeting Notes and Notes History Redesigned

Additional Responsive Actions Available from the Talent Review Dashboard

Talent Review Replaced or Removed Features

Talent Review Quick Action Removed

Succession Management

Succession Management Replaced or Removed Features

Succession Plan Quick Action Removed

Profile Management

Profile Management Redesigned User Experience

LinkedIn Profile Import

Profiles Replaced or Removed Features

Mandatory Upgrade to Enhanced Talent Profile

Performance

Goal Management

Goal Management Redesigned User Experience

Enhanced Approvals Capability for Goal Management

Enhanced Goal Management Administration

Performance Management

Export and Import Check-In Templates Using Functional Setup Manager

Export and Import Request Feedback Templates Using Functional Setup Manager

Performance Approvals Added to Transaction Console

Print Check-In Document

Display Check-In Feedback in Performance Documents

Display Requested Feedback in Performance Documents

Saved Search in Performance Management

Recruiting

Recruiting

Enhanced Job Application List

Reorder Prescreening Questions

Prevent Moving Candidates Based on Condition

Job Requisition and Job Requisition Template Management Enhancement

Use Fast Formulas for Candidate Selection Process Conditions

Ability to Score Prescreening Questions

Tax Credit Third Party Integration

Candidate Notifications Moved from Alerts Composer to Recruiting Content Library

Work Locations Displayed to Candidates

Adjust Offer Letters

Bypass Extending Offers to Candidates

Take Action on Many Candidates at Once

Ask Candidates to Fill In Additional Questionnaires

Improved Job Application Flow Navigation

Request Sensitive Personal Information

Candidate Autoconfirmation

Contextualized Recruiter Selector

Merge Candidate Files

Run Candidate Duplicate Check

Classify Contingent Workers for the Recruiting Process

Capture Additional Candidate Details in Job Applications

Attach Documents to Job Applications

Recruiting Replaced or Removed Features

Changes to Navigation for Managing Job Offers by HR Specialist

Career Site Classic Template Phase Out

HR Optimizations

Transactional Business Intelligence for Talent Management

Performance

New Subject Area - Workforce Performance - Requested Feedback Real Time

New Attributes to Performance Document Participant Dimension

Required Number of Performance Document Participants Enhancement

Recruiting

Compliance Tracking Beyond United States

Agency Portal Support

Candidate Job Application Preferred Locations

Pipeline and Hiring Requisitions

Questionnaire

Survey employees with our Questionnaires.

Questionnaire Preview Displays Mobile Responsive Features

You can now preview the mobile-responsive features by using the Preview button in the questionnaire Review page.

Preview Questionnaire in Mobile Responsive-Like Application Page

You can no longer preview the question and questionnaire template. Instead preview the questionnaire.

Steps to Enable

You don't need to do anything to enable this feature.

Tips And Considerations

  • Classic page features such as multiple column layout and page breaks are not supported in the preview questionnaire mode. While the preview represents mobile responsive page, it is not really mobile responsive. Elements such as validations, attachments, and page size aren’t fully enabled features. They’re mere representations.

Career and Succession

Career Development

Oracle Fusion Career Development provides tools for workers and managers to manage their career interests and development plan. These tools include:

  • Recommendations on roles based on workers’ qualifications
  • Comparisons to target roles and required development needs for workers
  • Management of roles of interest to the worker
  • Comprehensive development plan for workers to establish development goals and manage development progress

Career Development Redesigned User Experience

Increase user satisfaction with the redesigned pages that now have the same look and feel on desktop and mobile devices. These redesigned pages are both responsive and easy to use on any device, with a modern look and conversational language. Clutter-free pages, with clean lines and just the essential fields, can be personalized to suit.

Goal Attachments and Flexfields Added to Redesigned Career Development Pages

You can now add attachments and flexfields in the redesigned mobile-responsive page for a development goal.

Attachments in Development Goal

Attachments are now supported both for the in-line and drill-down mode of development goals. You can add or drag and drop a file or a link as an attachment.

Adding Attachments in a Goal

Attachments in the Goal Details Page

Flexfields for Development Goal

Additional goal attributes using flexfields are supported both in the in-line and drill down modes of a development goal.

Descriptive Flexfields Added to a Development Goal

Steps to Enable

To enable attachments for a development goal, use HCM Experience Design Studio. To access HCM Experience Design Studio, enable a sandbox and then edit your pages at the Site level. You can view all actions available to configure using Transaction Design Studio.

Enabling the Attachments Attribute in Design Studio

To enable attachments, when using the drill-down mode for development goals:

  1. In the HCM Experience Design Studio, select Transaction Design Studio.
  2. Select View Development Goal from the Action list.
  3. Click Add to create the rule and specify the basic details.
  4. In the Available Attributes region, select Basic Details from the Data Source list.
  5. Select Visible for the Attachments attribute.
  6. Click Save and Close.

To enable attachments, when using the in-line mode for development goals:

  1. In the HCM Experience Design Studio, select Transaction Design Studio.
  2. Select Career Development from the Action list.
  3. Click Add to create the rule and specify the basic details.
  4. In the Available Attributes region, select Development Goals from the Data Source list.
  5. Select Visible for the Attachments attribute.
  6. Click Save and Close.

NOTE: When using the in-line mode, you need to edit the goal to view and edit the attachments.

Descriptive Flexfields

To use the descriptive flexfields on a development goal, you need to define and deploy the flexfields.

Key Resources

For more information on HCM Experience Design Studio, refer the Transaction Design Studio – What It Is and How It Works (Doc ID 2504404.1)

For more information refer the Configuring and Extending Applications Guide in Oracle Help Center for the following topics:

  • Descriptive Flexfields
  • Overview of Flexfield Configuration
  • Flexfield Deployment

Enhanced Approvals Capability for Career Development

Take advantage of the approvals enhancements for development goals that provide you an increased flexibility in defining approval rules and a user experience that is consistent with all other HCM approval flows.

These people are generally involved in the development goal approval cycle:

  • Initiator: A person who adds or modifies goals in the development plan.
  • Approver: A person such as the line manager who needs to approve the development plan changes for them to become effective.
  • Observer: A person who is not an initiator or the current approver of the goal but can view the development plan.

Before this release, you used the features choices on the Configure Offerings page in the Setup and Maintenance work area to control the development goal changes that were sent for approval. From this release, all development goal changes will go for approval. You can manage the approval rules for all Development Goal transactions through the Transaction Console or BPM Worklist.

The Development Goal Approval Ruleset in the Transaction Console and BPM Worklist is delivered in 19D with two rules:

  1. Development Goal Auto Approval Rule
  2. Development Goal Manual Approval Rule

Both these rules are configured for these approval conditions.

  • Add goal
  • Delete goal
  • Update goal
  • Completed goal

The conditions in the Development Goal approval rules are configured so that by default all development goal changes are automatically approved. But you can modify these conditions in the Transaction Console to disallow automatic approval of a specific goal change.

For example, you can modify the New Goal condition in both the Development Goal Manual Approval Rule and Development Goal Auto Approval Rule to ensure that all goal additions will require approval.

NOTE: You will be able to submit a batch of goals for approvals in one transaction. All development goal changes are saved in a transaction cache and not in the database. The goal data is moved from the cache to the database only after the transaction is approved. All goal changes in one transaction will either get approved or rejected. Observers viewing the goal changes can’t view the changes until the changes are approved.

When an initiator makes any goal changes but has not submitted them, even the approver can’t view the changes made. Changes to goals (new goals and updated goals) are visually easy to identify by a dot that precedes the goal name.

Career Development > Development Plan Region: Initiator Reviews the Goals Before Submitting the Development Plan for Approval

A Confirmation Message Appears to the Initiator After the Submission

Note that when you submit the request, the entire development plan is submitted for approval.

Initiator Views the Progress of the Approval

When an observer or an approver navigates to the initiator’s goal page before the changes are submitted for approval, they can’t view any of the initiator’s changes. A message appears conveying that the information is locked.

Career Development > Development Plan Region: Observer and Approver View Goals as They Are Modified by the Initiator

When the initiator submits the development plan for approval, both the initiator and the current approver can view the changed goals. After the initiator submits the development plan for approval, the initiator can make additional changes to the development plan only after:

  • The initiator withdraws the pending changes.
  • The approver requests for more information.
  • The approver approves or rejects the changes submitted.

The approver finds a message that an approval is required for the changed goals. Observers can’t view the goal changes and will find the message that the information is locked.

Approval Notification to the Approver

A notification is sent to the approver and when the approver clicks the link, details provided as shown in the following screenshot:

Development Plan: Approver Views After the Development Plan Is Submitted for Approval

The approver can click the See details link to view the details of the changes made before making the decision. The approver can also edit the goal by using the Edit Info button when requesting for more information.

Development Plan Is Submitted for Approval

When reviewing the approval request, the approver can approve or reject or perform any of the Actions available in Actions menu. The approver can request for more information before approving a goal.

Approver Has the Approve, Reject, and Other Actions in the Action Menu

The Approver can request for more information when reviewing the goal for approval.

Approver Requests for More Information

When initiator is requested for more information by the approver, the initiator can respond by modifying and providing the details. The initiator may withdraw the request and discard all changes.

The Initiator Views the Request for More Information Message

The current approver while waiting for the initiator's response for information request can view the changes made by the worker. However, the approver can’t perform any of these actions while waiting for the requested information:

  • The approver can’t make any changes to the development plan.
  • The approver can’t perform any goal actions.

The initiator can’t copy the newly added goals or updated goals that aren’t approved. The approver approves development goal changes so that the worker can pursue updated objectives.

Steps to Enable

The features choices on the Configure Offerings page in the Setup and Maintenance work area will no longer control the development goal approvals. Approvals should now be managed using the Transaction Console or BPM Worklist. All goal changes will be sent for approval and will be autoapproved by default using the autoapproval rule. In order to implement your specific requirements for approvals of development goals, you will need to configure the approval rules appropriately. See the Using the Approval Ruleset of Development Goals white paper in MOS.

To view the new features in the Career Development responsive pages, you need to enable the following profile options:

Profile Option Details

Profile Option Code Description

HRD_CAREERDEVELOPMENT_RESPONSIVE_ENABLED

Enables Career Development responsive pages.

HCM_RESPONSIVE_PAGES_ENABLED

Enables Mobile Responsive pages.

To enable any profile option, navigate to the Setup and Maintenance work area:

  1. Search for and click the Manage Administrator Profile Values task.
  2. Search for and select the profile option.
  3. Click to add a new Profile Value.
  4. Select the Level as Site.
  5. Enter a Y in the Profile Value field.
  6. Click Save and Close.

For more information on enabling profiles for Responsive pages please go to My Oracle Support and review the HCM Responsive User Experience Setup Information (Document ID 2399671.1).

Tips And Considerations

  • You can also use BPM Workflow rules and payload data to manage Development Goal approvals.
  • Apart from Transaction Console, you can use BPM Worklist and Payload Data to configure and manage the approval rules.
  • Goal details of an inactive goal can’t be updated before setting the goal to active first. To make an inactive goal active, you need to edit the goal and then select the Active check box.
  • If the approver rejects the development goal changes, the initiator can view the rejection comments and attachments, if any, only in the rejection notification.
  • The initiator can withdraw a pending development plan transaction until the approval request is approved or rejected. The changes made aren’t discarded on withdrawal. The initiator can make further changes to the development plan or discard all changes made.
  • The initiator can view all changes made by the current and previous approvers but can’t identify which approver has done a particular change.
  • When exploring roles, if a worker adds new goals, the new goals will be visible on the development plan and can be identified by a dot that precedes the goal name. The worker will need to submit the goals for approval from the Career Development page.

Key Resources

  • For more information on creating and enabling the profile options, refer to this document, HCM Responsive User Experience Setup Information- Profile Options and Displayed Fields (Doc ID 2399671.1)
  • For more information on using the Transaction Console, refer to the Using the Transaction Console (Doc ID 2430452.1) document on My Oracle Support
  • For more information on configuring approval rules for Development Goals, refer to this Using the Approval Ruleset of Development Goals document on My Oracle Support (Doc ID: 2580046.1)
  • For more information on Configuring Approvals (Managing HCM Approval Transactions), go to Implementing Talent Management Base Guide in Oracle Help Center at docs.oracle.com
  • For more information on Transaction Security Profiles, go to Securing HCM Guide in Oracle Help Center at docs.oracle.com

Role Information

Security Privileges

This table shows the function security privilege that supports the use of Transaction Console and the predefined abstract role that inherits these privileges.

Function Security Privilege Code

Function Security Privilege Name

Role Name

PER_PERFORM_APPROVAL_TRANSACTION_ACTIONS_PRIV

Perform HCM Approval Transaction Actions

Human Capital Management Application Administrator (ORA_HRC_HUMAN_CAPITAL_

MANAGEMENT_APPLICATION_

ADMINISTRATOR_JOB)

PER_REVIEW_APPROVAL_TRANSACTIONS_PRIV

Review HCM Approval Transactions

Human Capital Management Application Administrator (ORA_HRC_HUMAN_CAPITAL_

MANAGEMENT_APPLICATION_

ADMINISTRATOR_JOB)

PER_MANAGE_APPROVAL_RULES_PRIV

Manage Approval Rules

Human Capital Management Application Administrator (ORA_HRC_HUMAN_CAPITAL_

MANAGEMENT_APPLICATION_

ADMINISTRATOR_JOB)

You can also add the Human Capital Management Approval Rules Management Duty role (PER_APPROVAL_RULES_MANAGEMENT_DUTY) to your custom roles to grant them these functional privileges.

For instructions on implementing new functions in existing roles, refer to this document on My Oracle Support:

  • Release 13 Oracle Human Capital Management Cloud Security Upgrade Guide (Doc ID 2023523.1).

Talent Review

Oracle Fusion Talent Review is an analytic product enabling your organization to review and evaluate data from the profile, performance, goals, career development, and compensation management solutions.

Talent Review Redesigned User Experience

Increase user satisfaction with the redesigned pages that now have the same look and feel on desktop and mobile devices. These redesigned pages are both responsive and easy to use on any device, with a modern look and conversational language. Clutter-free pages, with clean lines and just the essential fields, can be personalized to suit.

Talent Review Meeting Notes and Notes History Redesigned

Enhance the user experience with the new responsive talent review notes history page. To access this page, managers and HR Specialists need to click the View Notes action in the meeting’s menu on the Overview page.

The Notes pages showing notes for the meeting and the reviewees

Notes Page

The Notes page is divided into two sections:

  • Meeting Notes
  • Review Population Notes

As an administrator, you can use Transaction Design Studio to create configuration rules that controls display of the talent review notes page based on role of the signed-in user. For example, you can create these configuration rules:

  • You can create a rule to hide the Meeting Notes section if the signed-in user has the Line Manager role.
  • You can create a rule to hide the Meeting Notes section if the signed-in user has a custom role.
  • You can create a rule to hide the Review Population Notes section if the signed-in user has a custom role.

Meeting Notes Section

In this section, as a facilitator, reviewer or business leader, you can add and view notes about the meeting. You can filter the notes by the authorship and creation date. To add a note for the meeting, click Add. Select the note visibility (Only Me or Everyone) and add your comments.

Meeting Notes page that shows the new note added

Add Meeting Note

Review Population Notes Section

In this section, you can view notes for each member of the review population. You can search for a particular reviewee by name or by that person’s manager’s name. You can see the number of notes for each person. Click the number link to view the notes of that person. You can also view the notes added for other meetings for that person. Select the meeting from the meetings list to view the notes added for the person for that meeting.

The Notes page that shows the historical meeting notes of the reviewee.

Notes History of a Reviewee

You can add notes to the selected historical meeting. The notes for each reviewee are sorted by the most recently edited note for each review meeting.

Steps to Enable

NOTE: This step of enabling profile is for existing customers only. New customers starting with 19D or a later release do not need to setup these profiles, as the new responsive screens are delivered by default.

To enable the responsive Talent Review pages, you must enable the following profile option and have enabled the HCM_RESPONSIVE_PAGES_ENABLED profile option. 

Field

Value

Description

Profile Option Code

ORA_HRR_TALENT_REVIEW_RESPONSIVE_ENABLED

Enables responsive Talent Review pages

To enable the responsive Notes page, you must enable the following profile option and have enabled the HCM_RESPONSIVE_PAGES_ENABLED profile option.

Field

Value

Description

Profile Option Code

HRT_NOTES_RESPONSIVE_ENABLED

Enables managing the contextual notes component in responsive pages

If you have not enabled the HCM_RESPONSIVE_PAGES_ENABLED profile option, see following white paper: HCM Responsive User Experience Setup Information (Document ID 2399671.1).

To enable the profile option, navigate to the Setup and Maintenance work area:

  1. Search for and click the Manage Administrator Profile Values task.
  2. Search for and select the profile option.
  3. Click to add a new Profile Value.
  4. Select the Level as Site.
  5. Enter a Y in the Profile Value field.
  6. Click Save and Close.

Tips And Considerations

  • If the responsive Notes profile option isn’t enabled, when you click the View Notes action for a meeting on the overview page, you can view the nonresponsive Manage Notes and Tasks page. However, if the responsive Tasks profile option is enabled, you can’t view the Tasks section on this page.
  • You must be explicitly designated as a facilitator, reviewer, or a business leader for the meeting to view and manage reviewee notes.
  • Facilitators can view the notes of all reviewees associated with the current review meeting.
  • Reviewers or the business leader can only view notes of reviewees in their person security profile.
  • Facilitators, reviewers, and the business leader are considered as a Manager for notes visibility.
  • You can edit or delete only the meeting notes that you authored.
  • Even if a reviewee has no notes for the current meeting, you can click the 0 number link to view the historic notes of that reviewee if they exist.
  • A reviewer or business leader can view historic notes that are associated with meetings if these conditions are met:
    • The reviewer or business leader must be a reviewer or business leader for the historical meeting.
    • The reviewer or business leader must have visibility access to that note in the selected historical meeting.
    • The note must not be hidden or marked as a private note.
  • You can edit or delete historic meeting notes that you have authored.
  • Facilitators with the aggregate privilege Hide HCM Person Public Note (HRT_HIDE_HCM_PUBLIC_PERSON_PUBLIC_NOTE_DATA) assigned to their role can hide notes with visibility Everyone.

Key Resources

For more information on creating and enabling the profile options, refer to this document on My Oracle Support:

  • HCM Responsive User Experience Setup Information- Profile Options and Displayed Fields (Document 2399671.1)

For more information on using the HCM Experience Design Studio/ Transaction Design Studio, refer to this document on My Oracle Support:

  • Transaction Design Studio – What It Is and How It Works (Document 2504404.1)

Role Information

The delivered Human Capital Management Application Administrator role inherits the privilege Access HCM Transaction Configurator (HRC_ACCESS_HCM_TRANSACTION_CONFIGURATOR) required to use the HCM Experience Design Studio.

Additional Responsive Actions Available from the Talent Review Dashboard

Enhance the user experience from the talent review dashboard with the following actions that now have responsive pages:

  • Add to Succession Plan
  • Add to Talent Pool
  • Add Development Goal
  • Add Performance Goal

The image shows the dashboard of a meeting. A reviewee is selected and the actions that can be performed for the reviewee are shown.

Talent Review Meeting Dashboard – Actions for a Reviewee

NOTE: The Talent Review meeting dashboard is not responsive.

Add to Succession Plan Action

When you select the Add to Succession Plan action for a reviewee, you can see the responsive Add to Succession Plan page.

The responsive Add to Succession Plan page

Add to Succession Plan Page

In the Plan Name list, you can see only the plans that are associated with the meeting. This list of values is backed by the successionPlansLOV REST resource. When you expand the Candidates section, you can view only the candidates who are part of the review population.

Add to Talent Pool Action

When you select the Add to Talent Pool action for a reviewee, you can see the responsive Add to Talent Pool page.

Responsive Add to Talent Pool page

Add to Talent Pool Page

In the Pool Name list, you can see only the pools that are associated with the meeting. This list of values is backed by the talentPoolsLOV REST resource. When you expand the Members section, you can view only the members who are part of the review population.

Add Development Goal Action

When you select the Add Development Goal action for a reviewee, you can see the responsive Add Goal page.

Responsive Add Goal page that has the Basic Info, Measurement, and Tasks sections

Add Goal Page

You can select a development goal from the goal library or add a new goal. The list of values for the library goal is backed by the contentItemsLov REST resource. You can view the goal added in the reviewee’s Career Development page.

Career Development Page Showing the Development Goal Added from Talent Review Meeting

Add Performance Goal Action

When you select the Add Performance Goal action for a reviewee, you can see the responsive Add Performance Goal page.

Responsive Add Performance Goal page with Basic Info, Measurements, and Tasks sections

Add Performance Goal Page

Select a review period and goal plan. You can add a performance goal from the goal library or create a new goal. The list of values for the library goal is backed by the contentItemsLov REST resource.

NOTE: If the selected reviewee doesn’t have any assigned goal plans for a selected review period and job assignment, you can't add a performance goal for that reviewee.

You can view the goal added in the reviewee’s Goals page.

Goals Page Showing the Performance Goal Added from Talent Review Meeting

Steps to Enable

NOTE: This step of enabling profile is for existing customers only. New customers starting with 19D or a later release do not need to setup these profiles, as the new responsive screens are delivered by default.

To enable the responsive succession plan and talent pool pages, you must enable the following profile option.

Field Value

Profile Option Code

HRM_SUCCESSION_RESPONSIVE_ENABLEDHRM_SUCCESSION_RESPONSIVE_ENABLED

To enable the responsive performance goal pages, you must enable the following profile option.

Field Value

Profile Option Code

HRG_GOALS_RESPONSIVE_ENABLED

To enable the responsive career development pages, you must enable the following profile option.

Field Value

Profile Option Code

HRD_CAREER_DEVELOPMENT_RESPONSIVE_ENABLED

You must also have enabled the HCM_RESPONSIVE_PAGES_ENABLED profile option. If you have not enabled the HCM_RESPONSIVE_PAGES_ENABLED profile option, see following white paper: HCM Responsive User Experience Setup Information (Document ID 2399671.1).

To enable the profile option, navigate to the Setup and Maintenance work area:

  1. Search for and click the Manage Administrator Profile Values task.
  2. Search for and select the profile option.
  3. Click to add a new Profile Value.
  4. Select the Level as Site.
  5. Enter a Y in the Profile Value field.
  6. Click Save and Close.

Tips And Considerations

  • If you haven’t enabled the corresponding responsive profile option, you will see only the non-responsive page.
  • A facilitator can add a development goal or a performance goal for any person in the review population even if the facilitator doesn’t have the required security access for that person.
  • When adding a performance goal, managers can only view goal plans that they have access to.
  • After mid-2020, the regular dashboard will be phased out and you can use only the redesigned dashboard for conducting a Talent Review meeting. We recommend that you start using the redesigned dashboard to conduct your review meetings. Please note that you can’t revert to the old dashboard after enabling the redesigned dashboard.

Key Resources

For more information on creating and enabling the profile options, refer to this document on My Oracle Support:

  • HCM Responsive User Experience Setup Information- Profile Options and Displayed Fields (Document 2399671.1)

Role Information

Security Privileges

This table describes the function security privilege that supports the use of the REST resources listed in the feature and the predefined abstract role that inherits this privilege.

Function Security Privilege Name and Code Description Role Name

Use REST Service - Content Items List of Values

(HRT_REST_SERVICE_ACCESS_CONTENT_ITEMS_LOV_PRIV)
Allows the user to get profile related content items associated with Profile Management list of values REST service.
  • Human Resource Specialist
  • Line Manager
  • Employee
  • Contingent Worker
  • Hiring Manager
  • Recruiter

  • Recruiting Agent

Use REST Service - Succession Management Lists of Values

(ORA_HRM_REST_SERVICE_ACCESS_SUCCESSION_MANAGEMENT_LOVS)
Allows users to call the GET method associated with the Succession Management (Succession Plan and Talent Pools) list of values REST service.
  • Human Resource Specialist
  • Line Manager

If you are using the predefined abstract role, then no action is necessary. If you are using custom versions of this role or other roles to which the privilege isn’t already granted, then you must add this function security privilege to your custom roles to use this feature.

For instructions on implementing new functions in existing roles, refer to this document on My Oracle Support:

Talent Review Replaced or Removed Features

From time to time, Oracle replaces existing features with new features, or removes existing features.

Replaced features may be put on a path of removal, the features below will let you know what update you will have to have moved to the newer feature. As a best practice, you should move to the newer feature as soon as possible for full support and to stay up with the latest updates that the product offers.

Any feature that is removed, will have an Update in which that feature is no longer available. Please make necessary plans to move off the feature by the Update indicated, as it will no longer be available.

Talent Review Quick Action Removed

You can no longer access the Talent Review work area using the Talent Review Quick Action as this is no longer available.

This image shows the Quick Actions available for Talent offerings in My Client Groups

Talent Quick Actions in My Client Groups

HR Specialists can however continue to access the Talent Review work area by the standard navigation path under My Client Groups. Managers can access the Talent Review work area by the standard navigation path under My Team.

This image shows the Talent Review app in My Client Groups

My Client Groups - Talent Review

This image shows the Talent Review app under My Team

My Team - Talent Review

Steps to Enable

You don't need to do anything to enable this feature.

Succession Management

Oracle Succession Management helps to create succession plans to replace key personnel. Succession plans identify workers who are ready now, or can develop the necessary skills, for jobs and positions that aren't currently vacant, insuring, a smooth transition and help you to manage candidate development.

Succession Management Replaced or Removed Features

From time to time, Oracle replaces existing features with new features, or removes existing features.

Replaced features may be put on a path of removal, the features below will let you know what update you will have to have moved to the newer feature. As a best practice, you should move to the newer feature as soon as possible for full support and to stay up with the latest updates that the product offers.

Any feature that is removed, will have an Update in which that feature is no longer available. Please make necessary plans to move off the feature by the Update indicated, as it will no longer be available.

Succession Plan Quick Action Removed

You can no longer access the Succession work area using the Succession Plans Quick Action as this is no longer available.

This image shows all the Quick Actions available for Talent offerings.

Talent Quick Actions

NOTE: The Add to Succession Plan and Create Succession Plan Quick Actions are available in the Talent group. You can use these Quick Actions to easily navigate to the succession plan pages.

You can continue to access the Succession work area by the standard navigation path under My Client Groups.

This image shows the apps that are available under My Client Groups. The Succession Plans app is highlighted in red.

My Client Groups - Succession Plans

Steps to Enable

You don't need to do anything to enable this feature.

Profile Management

Oracle Fusion Profile Management provides a common foundation for the Oracle Fusion talent suite of products and other Oracle Fusion applications to retrieve, insert, and update talent profile information. Profile Management also supports the HR specialists, line managers, matrix managers, and employees in performing critical HR talent functions. Managing people and job profiles, career planning functions, managing, and tracking talent data can be also done through Profile Management.

Profile Management Redesigned User Experience

Increase user satisfaction with the redesigned pages that now have the same look and feel on desktop and mobile devices. These redesigned pages are both responsive and easy to use on any device, with a modern look and conversational language. Clutter-free pages, with clean lines and just the essential fields, can be personalized to suit.

LinkedIn Profile Import

Employees can now easily import their LinkedIn information into their talent profile. The biggest benefit to your enterprise is in capturing richer data about your employees. Employees across the board tend to provide more updated details about their skills, credentials, and qualifications in their LinkedIn profile than in their employer-based talent profile. You will now have access to this rich data.

Your enterprise HR strategies, including internal mobility and employee retention programs, will benefit from richer and more complete talent profiles. Ultimately, this integration allows your enterprise to grow its talent pool and enhance your employees’ experience in developing their career internally.

For your end users or employees, the LinkedIn Profile Import feature is an easy way to maintain an internal talent profile.

From the Skills and Qualifications page, choose Import LinkedIn Profile:

Import LinkedIn Profile Menu

Sign-in to LinkedIn:

LinkedIn Sign-In Page

Review the access information:

LinkedIn Access Level Information

Employees can determine which content to import from their LinkedIn profile. The choices that appear on this page are determined by the content sections that have been enabled for LinkedIn import by the administrator and the sections available to import from an employee's LinkedIn profile:

Import LinkedIn Info

After employees initiate the import, they can review the data and make any changes they like. They may need to correct items with errors or there may be duplicates. Click Edit to review content and make changes:

Review and Select Content

There may be errors on the content being imported, and those items will not be imported until the errors are corrected: 

Fields May Need To Be Corrected

Errors may include:

  • When there are multiple sections a LinkedIn profile item can be imported into, the user will be required to select a section from a list of importable sections.
  • When an attribute item on the LinkedIn profile item does not exist in the item catalog in the talent profile.

Steps to Enable

NOTE: This step of enabling profile is for existing customers only. New customers starting with 19D or a later release do not need to setup these profiles, as the new responsive screens are delivered by default.

To enable the responsive Performance Document page, you must enable the following profile option and have enabled the HCM_RESPONSIVE_PAGES_ENABLED profile option. If you have not enabled the HCM_RESPONSIVE_PAGES_ENABLED profile option, please see following white paper: HCM Responsive User Experience Setup Information (Document 2399671.1).

Field Value

Profile Option Code

IRC_LITPI_INTERNAL_ACTIVATION_KEY

To enable the profile option, navigate to the Setup and Maintenance work area:

  1. Search for and click the Manage Administrator Profile Values task.
  2. Search for and select the profile option.
  3. Click to add a new Profile Value.
  4. Select the Level as Site.
  5. Enter a Y in the Profile Value field.
  6. Click Save and Close.

Additionally, you must activate the LinkedIn Profile Import feature. For more information, refer to the following document on My Oracle Support:

  • Activating and Using the LinkedIn Import Feature (Document 2596007.1)

Tips And Considerations

The LinkedIn Profile Import is made possible through the integration of the delivered content templates in the enhanced Talent Profile and the LinkedIn profile talent sections. The table below shows how the LinkedIn profile sections are mapped to the Talent Profile templates. Notice the Accomplishment and Membership templates have multiple usages for defining relevant LinkedIn sections. Additionally, multiple sections can be created using a single Talent Profile template and those sections can all be enabled for LinkedIn import.

Sections created using the Competency template cannot be enabled for LinkedIn import.

Here is how the sections are mapped: 

LinkedIn Section

Talent Profile Template

Experience Work History
Education Education
Licenses and Certifications Certifications
Honors and Awards Honors
Languages Languages
Project Projects
Skills Skills
Patent Accomplishments
Publication Accomplishments
Volunteer Experience Memberships
Organization

Memberships

 In the My Client Groups > Profiles > Profile Type > Person page, the table will display if the section is LinkedIn Import enabled:

Profile Type Person Page

Note that when approvals is enabled on a content section that is also LinkedIn import enabled, the approvals flow will be ignored when the user is importing the LinkedIn items. Once the items are added to the section that has been approvals enabled, the item will need to adhere to the approvals rule requirements. Any updates or deletion of an item in that section will need to go through approvals.

Edit Content Section Page

Key Resources

For more information about the LinkedIn Import feature, refer to the following document on My Oracle Support:

  • Activating and Using the LinkedIn Import Feature (Document 2596007.1)

For more information on creating and enabling the profile options, refer to the following document on My Oracle Support:

  • HCM Responsive User Experience Setup Information- (Document 2399671.1)

For more information on personalizing pages, refer to the following:

  • Chapter 3, Page Modification in the Oracle Applications Cloud: Configuring and Extending Applications guide.
  • The Developer Relations Page Composer Oracle YouTube channel.

Profiles Replaced or Removed Features

From time to time, Oracle replaces existing features with new features, or removes existing features.

Replaced features may be put on a path of removal, the features below will let you know what update you will have to have moved to the newer feature. As a best practice, you should move to the newer feature as soon as possible for full support and to stay up with the latest updates that the product offers.

Any feature that is removed, will have an Update in which that feature is no longer available. Please make necessary plans to move off the feature by the Update indicated, as it will no longer be available.

Mandatory Upgrade to Enhanced Talent Profile

You must upgrade to Enhanced Talent Profile Management prior to the application of HCM Cloud Release 20B.

Enhancements made for Profile Management include changes to the user experience and to talent profile administration. The enhancements address many challenges highlighted by customers and users and will better support the expanding market requirements for managing talent profiles.

Steps to Enable

Refer to the Upgrade Guide and other documents in this article on My Oracle Support: Upgrading Oracle Fusion Profile Management (Doc ID 2421964.1).

Tips And Considerations

This could be a multi-week process. It's a good idea to get a head start to prepare for this upgrade.

Performance

Goal Management

Oracle Goal Management enables you to transform business objectives into goals across various organization levels, providing a clear line of sight from managers to employees. Business leaders can communicate high-level initiatives which managers can translate into goals for their employees.

Goal Management Redesigned User Experience

Increase user satisfaction with the redesigned pages that now have the same look and feel on desktop and mobile devices. These redesigned pages are both responsive and easy to use on any device, with a modern look and conversational language. Clutter-free pages, with clean lines and just the essential fields, can be personalized to suit.

Enhanced Approvals Capability for Goal Management

Take advantage of the Performance Goals approvals enhancements that provide you with these advantages:

  • An increased flexibility in defining approval rules
  • A user experience that is consistent with all other HCM approval flows

These people are generally involved in the goal approval cycle:

  • Initiator: A person who makes the goal plan changes.
  • Approver: A person such as the line manager who needs to approve the goal plan changes for them to become effective.
  • Observer: A person who can access the goal plan page but who isn’t the current approver or the initiator of the goal plan changes.

Approvals for all Performance Goal transactions are now done through the Transaction Console. Before this release, you used profile options to control the performance goal changes that were sent for approval. From this release, all goal changes can go for approval.

The Performance Goal Approval Ruleset in the Transaction Console is delivered in 19D with two rules: the Performance Goal Auto Approval Rule and the Performance Goal Manual Approval Rule. Both these rules are configured for these approval conditions:

  • New Goal
  • Delete Goal
  • Canceled Goal
  • Completed Goal
  • Updated Key Attribute

The conditions in the Performance Goal approval rules are configured so that by default all performance goal changes are automatically approved. But you can modify these conditions in the Transaction Console to disallow automatic approval of a specific goal changes. For example, you can modify the New Goal condition in both the Performance Goal Manual Approval Rule and Performance Goal Auto Approval Rule to ensure that all goal additions require approval.

From this release, all performance goal changes are saved in a transaction cache and not in Goal Management tables. The data is moved from the cache to Goal Management tables only after approval. Observers viewing the goal changes can’t see the changes until the changes are approved.

When an initiator makes any goal changes but has not submitted them, even the approver can’t view the changes made. The initiator can identify the changed goals by the dot that precedes the goal name as shown in this image.

The Goals page with a banner. The banner includes a message and the Submit and Discard Changes button.

Goals Page - Initiator View Before Submitting for Approval

When an observer or an approver navigates to the initiator’s goal page before the changes are submitted for approval, they can’t see any of the initiator’s changes. They can see a message that informs them that the information is locked as shown in this image.

Goals page viewed by the observer and approver. The page doesn't show the goal changes made as the initiator is yet to submit the changes

Goals Page - Observer and Approver View Before Changes Are Submitted for Approval

When the initiator submits the changes made, both the initiator and the current approver can view the changed goals. The names of the changed goals are preceded by a dot.

After the initiator submits the goal plan for approval, the initiator can make any further changes to that goal plan only after any of these actions:

  • The initiator withdraws the pending changes.
  • An approver requests for more information.
  • The approver approves or rejects the submitted changes.

The Goals page in which the initiator can see a confirmation message that the changes are submitted for approval.

Goals Page - Initiator View After Submitting for Approval

The current approver can see a message that indicates that approvals are required for the changed goals. But observers can’t see the goal changes and continue to see the message that the information on the goal page is locked.

The Goals Page that shows the changed goal. A message is displayed to the approver with a link the approver can click to view the details.

Goals Page – Approver View after Goal Plan Is Submitted for Approval

The approver can click the See details link to view the details of the changes made. The approver can also edit the goals when requesting for more information.

The image shows the details of the goal that was added and the updated goal.

Goal Changes Details Page

When an approver requests for more information before approving a goal, the initiator can edit the goal before resubmitting it. The initiator can also withdraw the goal changes submitted.

The current approver while waiting for the initiator's response for information request can view the changes made by the worker as shown in the image.

The image shows the goals page of the initiator as seen by the approver after requesting for more information.

Goals Page Seen by the Approver After Requesting for Information

However, the approver can’t perform any of these actions while waiting for the requested information:

  • The approver can’t make any changes to the goal plan.
  • The approver can’t perform any goal actions such as copying or sharing a goal.

When an initiator extends or moves a goal, the initiator can view the goal in the target goal plan only after the goal action is approved.

Before this release, when an initiator added a shared goal, the goal was immediately removed from the Goals Shared with Me section. But from this release, the added goal isn’t removed from the Goals Shared with Me section until the shared goal addition is approved.

The image shows the goal shared by the manager that the initiator added in both the Goals Shared with Me and the Goal Plan sections.

Added Shared Goal Before Approval

The initiator can’t perform any action on any goals in the goal plan when approvals are pending. When the initiator cancels, deletes, or moves a goal, and if the goal plan is configured with 100% weight validation, the goal’s weight is automatically set to 0. The initiator can’t perform any actions on goals that the initiator has cancelled or deleted.

Steps to Enable

NOTE: This step of enabling profile is for existing customers only. New customers starting with 19D or a later release do not need to setup these profiles, as the new responsive screens are delivered by default.

To view the new features in the Goals responsive pages, you must enable the following profile option and have enabled the HCM_RESPONSIVE_PAGES_ENABLED profile option. If you have not enabled the HCM_RESPONSIVE_PAGES_ENABLED profile option, please see following white paper: HCM Responsive User Experience Setup Information (Document 2399671.1).

Profile Option Code

Description

HRG_GOALS_RESPONSIVE_ENABLED

Enables Goal Management responsive pages

To enable any profile option, navigate to the Setup and Maintenance work area:

  1. Search for and click the Manage Administrator Profile Values task.
  2. Search for and select the profile option.
  3. Click to add a new Profile Value.
  4. Select the Level as Site.
  5. Enter a Y in the Profile Value field.
  6. Click Save and Close.

Tips And Considerations

  • Apart from Transaction Console, you can use BPM Worklist and Payload Data to configure and manage the approval rules.
  • If the approver rejects the goal changes, all changes done by the initiator are discarded. The initiator can view the rejection comments and attachments, if any, only in the rejection notification.
  • The initiator can withdraw a pending goal plan transaction until the approval request is approved or rejected. The changes made aren’t discarded on withdrawal. The initiator can make further changes to the goal plan or discard all changes made.
  • The initiator can view all changes made by the current and previous approvers but can’t identify which approver has done a particular change.

Key Resources

For more information on creating and enabling the profile options, refer to this document on My Oracle Support:

  • HCM Responsive User Experience Setup Information- Profile Options and Displayed Fields (Document ID 2399671.1)

For more information on using the Transaction Console, refer to this document on My Oracle Support:

For more information on using the Transaction Console, go to Oracle Docs for the following help topics:

  • Notifications and Approvals: Overview
  • Transaction Security Profiles: Explained
  • Managing HCM Approval Transactions: Explained

For more information on configuring approval rules for Performance Goals, refer to this document on My Oracle Support:

  • Using the Approval Ruleset of Performance Goals (Document ID 2580067.1)

Role Information

Security Privileges

This table shows the function security privilege that supports the use of Transaction Console and the predefined abstract role that inherits these privileges.

Function Security Privilege Name and Code

Role Name
  • Perform HCM Approval Transaction Actions (PER_PERFORM_APPROVAL_TRANSACTION_ACTIONS_PRIV)

  • Review HCM Approval Transactions (PER_REVIEW_APPROVAL_TRANSACTIONS_PRIV)

  • Manage Approval Rules (PER_MANAGE_APPROVAL_RULES_PRIV)

Human Capital Management Application Administrator

(ORA_HRC_HUMAN_CAPITAL_MANAGEMENT_APPLICATION_ADMINISTRATOR_JOB)

You can also add the Human Capital Management Approval Rules Management Duty role (PER_APPROVAL_RULES_MANAGEMENT_DUTY) to your custom roles to grant them these functional privileges.

For instructions on implementing new functions in existing roles, refer to this document on My Oracle Support:

Enhanced Goal Management Administration

HR specialists now have enhanced search capabilities to quickly find goal plans and goal plan sets. These faceted search filters are backed by the goalPlansLOV and goalPlanSetsLOV REST resources.

Performance Goals page with different faceted search filters like Worker, Manager, Location, Review Period, Goal Plan Set, and Goal Plan

Goal Plan Set and Goal Plan Faceted Search Filters on the Administrator Performance Goals Page

HR specialists can also now quickly search for eligibility profiles when they create a mass assignment process. The eligibilityProfilesLOV REST resource supports the Eligibility Profile list.

The Eligibility Profiles list of values showing the existing eligibility profiles on the Add Mass Assign Goals Process page

Add Mass Assign Goals Process Page

Steps to Enable

NOTE: This step of enabling profile is for existing customers only. New customers starting with 19D or a later release do not need to setup these profiles, as the new responsive screens are delivered by default.

To view the new features in the Goals responsive pages, you must enable the following profile option and have enabled the HCM_RESPONSIVE_PAGES_ENABLED profile option. If you have not enabled the HCM_RESPONSIVE_PAGES_ENABLED profile option, please see following white paper: HCM Responsive User Experience Setup Information (Document 2399671.1).

Profile Option Code

Description

HRG_GOALS_RESPONSIVE_ENABLED

Enables Goal Management responsive pages

To enable any profile option, navigate to the Setup and Maintenance work area:

  1. Search for and click the Manage Administrator Profile Values task.
  2. Search for and select the profile option.
  3. Click to add a new Profile Value.
  4. Select the Level as Site.
  5. Enter a Y in the Profile Value field.
  6. Click Save and Close.

Key Resources

For more information on creating and enabling the profile options, refer to this document on My Oracle Support:

  • HCM Responsive User Experience Setup Information- Profile Options and Displayed Fields (Document 2399671.1)

Role Information

Security Privileges

This table describes the function security privilege that supports the use of the REST resources listed in the feature and the predefined abstract role that inherits this privilege.

Function Security Privilege Name and Code Description Role Name

Use REST Service - Performance Goals List of Values

(HRG_REST_SERVICE_ACCESS_PERFORMANCE_GOALS_LOV)
Allows the user to get goal plans and goal plan sets of performance goals.
  • Employee

Use REST Service - Benefits Shared List of Values (BEN_REST_SERVICE_ACCESS_BENEFITS_LOVS_PRIV)  

Allows users to call the GET method associated with the Benefits Shared list of values REST service.
  • Human Resource Specialist
  • Benefits Administrator

If you are using the predefined abstract role, then no action is necessary. If you are using custom versions of this role or other roles to which the privilege isn’t already granted, then you must add this function security privilege to your custom roles to use this feature.

For instructions on implementing new functions in existing roles, refer to this document on My Oracle Support:

Performance Management

Oracle Performance Management supports features and functions for measuring and reporting worker performance.

Export and Import Check-In Templates Using Functional Setup Manager

Speed up your migration and maintain your data by exporting and importing feedback templates by using Functional Setup Manager (FSM). The import and export functionality is an existing FSM feature. Previously, for check-in templates, you had to migrate it manually.

To export the feedback templates in FSM:

  1. From Setup and Maintenance navigate to the offering and then click the Actions menu > Export > Create New Export.
  2. In the Export Offering Setup Data page, search for and select the business objects and click Submit.

The export process is automatically run by the application and your check-in templates are exported when complete.

Exporting Check-In Templates in Functional Setup Manager

Similar to any other FSM export, if you re-save the data, the application overwrites the existing data.

You can also import the check-in templates similar to any other business objects by using the Offering or Functional Area or Implementation Project.

Steps to Enable

You don't need to do anything to enable this feature.

Tips And Considerations

You need to have the role of an Application Implementation Consultant role (ORA_ASM_APPLICATION_IMPLEMENTATION_CONSULTANT_JOB) to export and import check-in templates in FSM.

Key Resources

For more information on exporting and importing setup data, see the chapter on Setup Data Export and Import in the Using Functional Setup Manager Guide:

  • Importing Setup Data Using Offering or Functional Area: Procedure
  • Exporting Setup Data Using Offering or Functional Area: Procedure

Export and Import Request Feedback Templates Using Functional Setup Manager

Speed up your migration and maintain your data by exporting and importing feedback templates by using Functional Setup Manager (FSM). The import and export functionality is an existing FSM feature. Previously, you had to migrate it manually.

To export the feedback templates in FSM:

  1. From Setup and Maintenance navigate to the offering and then click the Actions menu > Export > Create New Export.
  2. In the Export Offering Setup Data page, search for and select the business objects and click Submit.

The export process is automatically run by the application and your feedback templates are exported when complete.

Exporting Feedback Templates in Functional Setup Manager

Similar to any other FSM export, if you re-save the data, the application overwrites the existing data.

You can also import the feedback templates similar to any other business objects by using the Offering or Functional Area or Implementation Project.

Steps to Enable

You don't need to do anything to enable this feature.

Tips And Considerations

You need to have the role of an Application Implementation Consultant role (ORA_ASM_APPLICATION_IMPLEMENTATION_CONSULTANT_JOB) to export and import feedback templates in FSM.

Key Resources

For more information on exporting and importing setup data, see the chapter on Setup Data Export and Import and in Using Functional Setup Manager Guide on Oracle Help Center: https://docs.oracle.com/en/cloud/saas/applications-common:

  • Importing Setup Data Using Offering or Functional Area: Procedure
  • Exporting Setup Data Using Offering or Functional Area: Procedure

Performance Approvals Added to Transaction Console

Administrators can now use the Transaction Console to monitor Performance approval transactions.

Use the Filters to find tasks that have errored out, and take appropriate actions like reassign to resolve stuck transactions. You can filter for specific transactions and then save the search criteria to use again.

Transaction Console with Filtered Transactions

Steps to Enable

You don't need to do anything to enable this feature.

Key Resources

For more information about Transaction Console, see the Implementing Talent Management Base Guide in Oracle Help Center

  • Chapter 13 Notifications and Approvals, Managing HCM Approval Transactions

Print Check-In Document

Now you can print check-in documents from the Performance page from an employees' Spotlight. The print action generates a PDF of the data displayed in the online check-in, which can then be printed using the print options of the device being used. The format of the BI Publisher RTF template can be customized to meet your requirements.

From the Spotlight page, in the Check-Ins section, choose Print for the Check-In that you want to print:

Print Check-In

Here is what the PDF looks like:

Check-In PDF

Steps to Enable

You don't need to do anything to enable this feature.

Key Resources

The SelectedCheckInReport.rtf template can be customized to meet customer requirements. For examples of how to customize the template, refer to the following document on My Oracle Support:

  • Customizing Oracle Business Intelligence Publisher Reports for Oracle Fusion Performance Management (Document ID 1430113.1)

Display Check-In Feedback in Performance Documents

Now you can easily view check-in feedback in the performance document while you are completing evaluations. Click the Show Feedback link in the Overall Summary section to view the Check-Ins and Feedback information. 

Check-Ins Show In the Performance Document

You can also view check-ins and feedback in a PDF file. Click the Check-Ins link to view the PDF file. 

Additionally, you can use Transaction Design Studio to display the Notes region in both the Evaluate Performance Goals and the Evaluate Development Goals pages.

Steps to Enable

  1. Check-in Templates now have a configuration which, when enabled, allows check-ins created using those templates to be displayed in the performance document.
  2. In the performance template, configure it to allow Check-Ins Feedback to be displayed in performance documents created from that performance template.

Tips And Considerations

Only Check-Ins the user has access to see will be displayed to them in the performance document. This is the same check-ins the user would see if they navigated to the Performance tab of the employees Spotlight.

Key Resources

For more information, see the HCM Experience Design Studio/ Transaction Design Studio go to My Oracle Support for the following document:

  • Transaction Design Studio – What It Is and How It Works (Document ID 2504404.1)

Display Requested Feedback in Performance Documents

Now you can easily view requested feedback in the performance document while you are completing evaluations. The Feedback information is listed in the Overall Summary section. 

Feedback Requests Show in the Performance Document

Click the Completed Date link in Requested Feedback list to view the feedback PDF file.

Additionally, you can use Transaction Design Studio to display the Notes region in both the Evaluate Performance Goals and the Evaluate Development Goals pages.

Steps to Enable

  1. Feedback Templates now have a configuration which, when enabled, allows requested feedback given using those templates to be displayed in the performance document.
  2. In the performance template configure it to allow Requested Feedback to be displayed in performance documents created from that performance template.

Tips And Considerations

Only Requested Feedback the user has access to see will be displayed in the performance document. This is the same feedback the user would see if they navigated to the Feedback tab of the employees Spotlight.

Key Resources

For more information, see the HCM Experience Design Studio/ Transaction Design Studio go to My Oracle Support for the following document:

  • Transaction Design Studio – What It Is and How It Works (Document ID 2504404.1)

Saved Search in Performance Management

Users can now use the Saved Search on the following  pages:

  • Manager - Evaluate Performance
  • HR - Performance Documents
  • HR - Participant Feedback
  • HR - Performance Document Eligibility

To save user defined searches, simply select your criteria and click Save. If you want this search to be the default, click the check box in the Create Saved Search dialog. 

Choose Manage Saved Searches in the Saved Search section to make your searches active, the default, to show in the list, or to delete your saved searches:

Saved Search

Steps to Enable

You don't need to do anything to enable this feature.

Recruiting

Recruiting

Oracle Recruiting Cloud provides tools for hiring managers and recruiters to source and nurture candidates, create and manage job requisitions, screen and select candidates, create and manage job offers, and onboard new employees into the organization. It also provides career sites for employees and external candidates to search, discover and apply to jobs using a frictionless application process.

Enhanced Job Application List

New functionalities are available in the job applications list. New views help you compare candidates and take action right from the list. Flip between views to see info relevant at that point in the hiring process. Use candidate qualifier icons to quickly identify important candidate details. Download candidate resumes directly from the list.

View Menu

When you view a list of job applications, you can select which data you want to view. The View menu provides these options:

  • Status
  • Education
  • Work Experience
  • Licenses and Certificates
  • Work Preferences
  • Assessment

View Menu in a Job Application

Candidate Status

When you view a list of job applications, the default view displays the phase and state and the overall status of application, that is the phase where they are in the hiring process.

Candidate Status View

Candidate Icons

When you view a list of job applications, icons help you to quickly identify important candidate details, such as candidates that are internal or were referred or are currently active on another requisition.

Examples of Candidate Icons

Candidate Attachments

When you view a list of job applications, you can download candidate resumes directly from the list.

Link to Candidate Resume

Watch a Demo

Steps to Enable

You don't need to do anything to enable this feature.

Key Resources

Watch Enhanced Job Application List Views Readiness Training

Reorder Prescreening Questions

You can define the order of prescreening questions displayed to candidates when they apply for a job.

When you are in a job requisition, go to the Details tab and expand the Questionnaires section. Click the Reorder button to open the Reorder Questions page. Then use the Move question up and Move question down icons to change the order of questions.

Reorder Questions in Prescreening Section

You can reorder questions in both the internal and external prescreening questionnaires.

You can reorder all questions in a questionnaire:

  • Disqualification Questions
  • Prescreening Question Added Automatically
  • Prescreening Question Added by User

You can't reorder questions when the job requisition has the following status:

  • Draft - In Progress
  • Canceled state of any phase
  • Open - Filled

Steps to Enable

You don't need to do anything to enable this feature.

Prevent Moving Candidates Based on Condition

If your administrator defined move conditions on a given candidate selection process state, you won’t be able to move job applications until the conditions are met. Only a user with the “Move Candidate Job Applications Ignoring Constraints” privilege can manually move job applications regardless of the move conditions. 

NOTE: A condition can prevent moving candidates forward. Even if the condition isn't met, you can still use the Return to Prior Phase action.

Here’s an example:

A condition was defined to prevent moving job applications when a background check was initiated but the results haven't been returned yet. While the background check request is in progress, you won’t be able to move job applications to a different phase or state. Once background check results are received, you'll be able to move job applications.

Steps to Enable

You need to define conditions that must be met for job applications to be allowed to leave a state in a candidate selection process. You can use predefined conditions, fast formulas used as conditions, or a combination of both.

You can define a move condition regardless of the status of the candidate selection process, that is draft, active, inactive.

  1. In the Setup and Maintenance work area, use the following:
  • Offering: Recruiting and Candidate Experience
  • Functional Area: Candidate Job Applications
  • Task: Candidate Selection Process Configuration
  1. On the Candidate Selection Process Configuration page, create a selection process or select an existing one.
  2. Click on phase.
  3. In the States for Phase section, expand the Move Condition menu and select Define Condition.
  4. On the Move Condition page, select conditions.
  • Click Add Predefined to select predefined conditions.
  • Click Add Fast Formulas to select fast formulas used as conditions.
  1. Click Save and Close.

Tips And Considerations

The Move action used to automate the candidate selection process is also impacted by move conditions. The automated move won't take place if the move condition is not met.

Key Resources

  • For details on conditions, refer to the chapter called Automate the Candidate Selection Process in the Implementing Hiring guide on docs.oracle.com.
  • For details on fast formulas, refer to the Using Fast Formula guide on docs.oracle.com.

Job Requisition and Job Requisition Template Management Enhancement

Use a streamlined process to create job requisition templates and job requisitions.

  • Create and manage job requisition templates associated to jobs or positions. 
  • Create and manage job requisitions based on jobs or positions within your organization.
  • Create posting descriptions in the content library and use them in job requisitions.

Job Requisition Templates

As an administrator, you can create three types of job requisition template:

  • Standalone: Template meant to be used by recruiters when they create a requisition based directly on a template.
  • For Jobs: Template associated to a job. Job-based requisition templates don't include fields for which info is available from the job such as Job Family, Job Function, Regular or Temporary, Full Time or Part Time. 
  • For Positions: Template associated to a position. Position-based requisition templates don't include fields for which info is available from the job of the position such as Job Family, Job Function, Regular or Temporary, Full Time or Part Time. They also don’t include fields for which info is available from the position such as Number of Openings, Department, Work Location. 

When you view the list of job requisition templates, you can see the type of each requisition template. You can also filter the list based on the template type.

You can now specify a name for job requisition templates. In previous releases, the Requisition Title field acted as the display name for the template but also as the default requisition title. You can now use the Name and Requisition Title fields to differentiate the two. For existing job requisition templates, the value of the Name field was set to be identical to the value of the Requisition Title field. 

Job Requisitions

As a recruiter, you can create a job requisition based on a job or position within your organization.

  • Based on Job: When you create a job requisition, select Job in the Use field then select a job available within your organization. You can also select a business unit to narrow down the list of jobs you can select. As you create a job requisition from a job, relevant job field values such as Job Family, Job Function, Regular or Temporary, Full Time or Part Time are added to the requisition. You can modify these default job values. The job that you selected may have a requisition template associated to it. You can modify the recruiting-specific fields such as Recruiter, Hiring Team, Description, and so on which are pre-populated by the template. If a profile is associated to the job, info from the profile will also be defaulted to the requisition. Note that the job description is set on the profile, and that description is defaulted in the requisition posting description.
  • Based on Position: When you create a job requisition, select Position in the Use field, then select a business unit, then a position available within your organization. As you create a job requisition from a position, relevant position field values such as Job and Grade are added to the requisition. Info from the job associated to the position is also added to the requisition. You can modify these default position values. The position that you selected may have a requisition template associated to it. You can modify the recruiting-specific fields such as Recruiter, Hiring Team, Description, and so on which are pre-populated by the template. If a profile is associated to the position, info from the profile will also be defaulted to the requisition. Note that the job description is set on the profile, and that description is defaulted in the requisition posting description.

When you create a job requisition from a job or position, the following HCM configurations related to profile options are taken into considerations:

  • PER_DEFAULT_GRADE_FROM_JOB_POSITION: The grade value is defaulted if requested with this profile option.
  • PER_ENFORCE_VALID_GRADES: If the profile option is set accordingly, you can only select grades which are valid for this job or position.

When you create a job requisition, the field values in the Requisition Structure section are now defaulted from the job requisition template. Values are copied only if there are no values in the requisition. For example, the primary location set on the job requisition template won't be copied in the job requisition if a value is defined in the requisition.

In previous releases, the Business Unit and Department fields were defaulted from the hiring manager selected on the job requisition. Now, the Legal Employer and Primary Work Location are also defaulted from the hiring manager.

Posting Descriptions

As an administrator, you can create posting descriptions in the Recruiting Content Library. These descriptions can be used by recruiters when they create job requisitions. The posting description contains a short description and a more detailed description. You can also associate these contexts to the description:

  • Recruiting Type
  • Organization
  • Location
  • Job Family
  • Job Function

When you create a job requisition template of type standalone, you can select posting descriptions that match criteria and contexts of the requisition template.

Even though a job requisition's posting description is populated from the content library, recruiters can override the description and personalize it, as needed.  

Steps to Enable

To create a job requisition template:

  1. In the Setup and Maintenance work area, use the following.
  • Offering: Recruiting and Candidate Experience
  • Functional Area: Job Requisitions
  • Task: Manage Job Requisition Templates
  1. On the Job Requisition Templates page, click Create.
  2. Select the type of template: Standalone, For Jobs, For Positions.
  3. Configure the job requisition template as any other template.

To create a posting description:

  1. In the Setup and Maintenance work area, use the following.
  • Offering: Recruiting and Candidate Experience
  • Functional Area: Recruiting and Candidate Experience Management
  • Task: Manage Recruiting Content Library
  1. On the Recruiting Content Library click Create.
  2. Enter a name and a code.
  3. In the Category field, select Posting Description.
  4. Complete the fields like any other library item.

Tips And Considerations

For existing customers migrating to this release, their existing job requisition templates will be migrated as being standalone templates. Even if standalone templates can't be associated to positions, existing associations between templates and positions will be preserved.

Use Fast Formulas for Candidate Selection Process Conditions

Administrators can create fast formulas and use them as conditions in a candidate selection process. Conditions can be used to determine if an automated action must be executed or to prevent moving a job application.

Fast formulas are generic expressions of calculations or comparisons that you can reuse with different input variables. 

A new fast formula type is available: Recruiting Candidate Selection Process. When you create a fast formula of this type, you can use information related to a specific job application within this formula. For example, the job application itself, the job requisition to which the candidate applied, assessments initiated for the job application, the prescreening score of the candidate for the job application.

Here’s an example of a fast formula to determine if a candidate is external.

Fast Formula to Determine an External Candidate

Here’s an example of a fast formula based on assessment result.

Fast Formula Based on Assessment Results

Steps to Enable

To create a fast formula used as a condition within a candidate selection process, you first need to create a formula of type Recruiting Candidate Selection Process.

  1. In the Setup and Maintenance work area, use the Manage Fast Formulas task.
  2. On the Fast Formulas page, select Create in the Actions menu.
  3. On the Create Fast Formula page, complete the fields. For the Type field, select Recruiting Candidate Selection Process.
  4. Click Continue.
  5. Enter formula details in the Formula Text section.
  6. Click Compile.
  7. Click Save.

When you create your fast formula, you must use the following mandatory base formula content. If mandatory info isn't provided, the condition may not be evaluated properly, resulting in unexpected results. 

For the return statement, you need to use the CONDITION_RESULT and CONDITION_MESSAGE variables.

  • CONDITION_RESULT variable contains the result of the formula, which indicates if the condition is met or not. To indicate that the condition is met, the CONDITION_RESULT variable must contain one of the following values: y, yes, true, 1 (in upper or lowercase). Any other value will consider the condition as not being met.
  • CONDITION_MESSAGE is an optional part of the result, it doesn't have to be returned. The message is used for logging purposes only. 

Mandatory Base Formula Content

Effective dates can be set on fast formulas. If a formula is no longer effective, it will be considered as returning True (condition met).

Once the fast formula is created, you can use it as a condition to automated actions within a candidate selection process.

  1. In the Setup and Maintenance work area, use the following:
  • Offering: Recruiting and Candidate Experience
  • Functional Area: Candidate Job Applications
  • Task: Candidate Selection Process Configuration
  1. Use the Move action and configure the phase and state to which job applications are automatically moved. Note that you can add conditions to any action.
  2. Once you click the Continue button, the Action: Move page is displayed. This is where you can configure actions to be executed automatically as candidate job applications progress in the selection process, but only if specific conditions are met.
  3. On the Action: Move page, click Add Fast Formulas.
  4. In the Condition field, select the fast formula you created.
  5. Click Save and Close.

NOTE: You can also use a fast formula as a Move Condition to prevent moving a job application.

If a fast formula is used in a candidate selection process but then deleted within the Manage Fast Formulas task, it will be considered as returning True (condition met).

Tips And Considerations

Consider the following regarding the export and import of the candidate selection process configuration. The Fast Formula feature has its dedicated import/export service. You need to use this service to import and export your fast formulas. Here's how it works. The candidate selection process import/export resolves the fast formula reference and connects it again on the import if the matching formula is found. If the matching formula isn't found, a warning message appears in the import result indicating that the matching formula wasn't found. 

Key Resources

  • For details on fast formulas, refer to the Using Fast Formula guide on docs.oracle.com.
  • For details on conditions, refer to the chapter called Automate the Candidate Selection Process in the Implementing Hiring guide on docs.oracle.com.

Ability to Score Prescreening Questions

As a recruiter, you can score questions used in external or internal prescreening questionnaires filled by candidates when they apply for a job. This helps you rank job applications based on prescreening score.

When you create a job requisition from a requisition template or when you apply a template to an existing requisition, the questions included in the template are copied to the requisition. You can see the score of each question and the overall score of the questionnaire.

Score of Prescreening Questions

Once a candidate applies for the job and answers prescreening questions, you can see the overall score to the prescreening questions in the candidate’s job application.

Prescreening Score for Job Applications

When you view a list of job applications for a requisition, you can sort the applications using these two filters:

  • Score – High to Low
  • Score – Low to High

Steps to Enable

Because scoring is done within the question library or while editing or creating questions within job requisition template, only the Recruiting Administrator role can adjust scoring by default.

You need to set a score to each answer of a prescreening question. The system then automatically calculates the questionnaire overall score where such question is used.

  1. In the Setup and Maintenance work area, go to the following:
  • Offering: Workforce Development
  • Functional Area: Questionnaires
  • Task: Manage Question Library
  1. In the Manage Questions page, select Recruiting in the Subscriber field.
  2. Click Create. The Create Question page opens.
  3. Create a question of type single choice or multiple choice.
  4. Select the Score Question option.
  5. In the Response section, select a score for each answer.

Tips And Considerations

Here are some recommendations to introduce scoring in your organization:

  • For questions added manually, you should create questions with a score. If you change the score of an existing question, it will impact future job applications only, while recalculating maximum possible score of existing questionnaires.
  • For questions added automatically, including disqualification questions, you should use new questions or new version of a question to avoid changing current values of existing and already in use questions. New versions will be applied, through the scheduled job, only to job requisitions without any job application. Jobs to which candidates applied will continue to use current questionnaires without score, so that all candidates are reviewed on the same basis.

Tax Credit Third Party Integration

Validate tax credit eligibility of your candidates using a new third party integration. Candidates can be eligible to various federal, state, and other tax credits.

Adding Tax Credit Screening in Job Requisition

As a recruiter, you can add one or more tax credit screenings to job requisitions that are in the Draft state.

  1. In the job requisition Screening Services section, click Add next to Tax Credits.
  2. Select a partner and a user account.

NOTE: If you are associated to only one account, this account is selected automatically.

  1. Select the location package, if needed.
  2. Indicate if the tax credit screening is triggered during the candidate application flow or the candidate selection process.
  3. Click OK.

Adding a Tax Credit Screening in a Job Requisition

Triggering Tax Credit Request to Partner

The tax credit screening is automatically triggered during the job application flow or when candidates reach a specific phase and state in the candidate selection process as configured by your administrator. The tax credit partner receives the request and retrieves info from the job requisition, the package location, and the candidate. The partner may invite the candidate to complete required forms, if needed.

Viewing Tax Credit Results

Once the tax credit screening is completed, you receive a notification. You can view the status of the tax credit screening in the candidate job application Screening section. You can also go to the partner's site to review the candidate’s detailed results or access official forms.

Steps to Enable

Tax credit eligibility is conducted using Oracle's partner services. The partner enablement and partner integration provisioning must be set up by a user with the Consultant role (partner enablement) and by the customer's administrator (partner integration provisioning).

When a tax credit partner service is enabled, you can configure the candidate selection process to request tax credit screening when job applications enter or exit a phase or are moved to a specific state within a phase.

  1. In the Setup and Maintenance work area, go to the following:
  • Offering: Recruiting and Candidate Experience
  • Functional Area: Candidate Job Applications
  • Task: Candidate Selection Process Configuration
  1. On the Candidate Selection Process Configuration page, click a process.
  2. Click a phase.
  3. Add the Request Tax Credit Screening action to the phases or states. 
  • At the phase level, you can trigger the action when job applications enter or exit a phase.
  • At the state level, you can trigger the action when job applications are moved to the specified state.
  1. Click Done.

You can add tax credit screening to job requisition templates. When a job requisition is created from a requisition template, the tax credit screening partner and location package are added to the job requisition.

  1. In the Setup and Maintenance work area, go to the following:
  • Offering: Recruiting and Candidate Experience
  • Functional Area: Job Requisitions
  • Task: Manage Job Requisition Templates
  1. On the Job Requisition Templates page, create a new template or select a draft template.
  2. Click the Screening Services tab.
  3. Click Add next to Tax Credits.
  4. Select a partner and a user account.
  5. Select a location package, if needed.
  6. Indicate if the tax credit screening is triggered during the candidate application flow or the candidate selection process.
  7. Click Save.

Key Resources

For details on partner enablement and provisioning, refer to the chapters called Set Up Partner Enablement and Set Up Partner Integration Provisioning in the Implementing Hiring guide on docs.oracle.com.

Candidate Notifications Moved from Alerts Composer to Recruiting Content Library

All candidate notifications have been moved from the Alerts Composer to the Recruiting Content Library. The list of notification tokens are standardized across notifications. Customers can personalize the notifications.

To access the list of candidate notifications, in the Setup and Maintenance work area, use the following:

  • Offering: Recruiting and Candidate Experience
  • Functional Area: Recruiting and Candidate Experience Management
  • Task: Manage Recruiting Content Library

Steps to Enable

You don't need to do anything to enable this feature.

Tips And Considerations

Existing notifications in Alerts Composer will still be available as a reference for existing customers, but they will not be used to deliver notifications.

Work Locations Displayed to Candidates

As an administrator, you can decide what work location details are displayed to candidates within the description of jobs on the career site. You can display the work location name, the work location full address including postal code, the postal code only, or no work location details.

Steps to Enable

To set up work locations in a career site:

  1. In the Setup and Maintenance work area, use the following.
  • Offering: Recruiting and Candidate Experience
  • Functional Area: Candidate Experience
  • Task: Career Sites Configuration
  1. On the Career Site Look and Feel Configuration page, click the setting icon next to a career site then select Edit.
  2. Click the General tab.
  3. In the Work Location Display section, select the work location display mode:
  • Full Work Location Address: The building number, street, city, state/province, postal code, and country are displayed.
  • Postal Code: Only the postal code of the work location is displayed.
  • Work Location Name: Only the work location name is displayed.
  • No Work Location: If work locations are added to a job requisition, no info is displayed. The recruiting location is displayed instead.
  1. Click Preview to see how work location details will be displayed.

Adjust Offer Letters

Adjust the content of any candidate's job offer letter if needed in specific situations, such as offers for an executive position or a hard-to-recruit job.

While drafting a job offer for a candidate, users with the appropriate privilege have the choice of using a standard offer letter template or uploading a specific custom letter for any candidate. You can select a template which will be used for this candidate’s job offer as usual. But if you upload a specific file in the file upload area, this will be used as the candidate’s offer letter instead of any value shown in the selector.

As soon as you select a template, the Download to Adjust button becomes visible, in case you want to use this standard template as the starting point for your candidate’s custom letter. Download this file and use any rich text editor to modify the content. You can modify the text, tokens, conditions and the formatting as needed. Once you’re done, save your changes and upload the modified offer letter. The new offer letter must be in .rtf format, and is only available for that candidate.

As always, the recruiting team can preview the new offer letter and approvers have access to the new offer letter. As soon as the candidate accepts their offer, their offer letter PDF is available in their Document Records tab.

Offer Letter Uploaded

Steps to Enable

Make the feature accessible by assigning or updating privileges and/or job roles. Details are provided in the Role section below.

Role Information

A new function security privilege provides access to this feature. It controls the display of the download and upload offer letter area. This table shows the function security privilege and the predefined role that inherits this privilege.

Privilege Name Privilege Code Job Role

Update Candidate Job Offer Letter

IRC_UPDATE_CANDIDATE_JOB_OFFER_LETTER_PRIV

Recruiting Manager

Bypass Extending Offers to Candidates

Bypass extending job offers to candidates, allowing the offer team to indicate whether an approved offer is accepted or not without the need for any online communication to or from the candidate.

When the candidate selection process is configured to skip the standard offer extended capabilities, you don’t need to select an offer letter template when you create a job offer for a candidate. The field is no longer mandatory. If you do select an offer letter template, the offer letter becomes available when the candidate accepts the offer, and will be stored in their document records.

When the job offer is in the Approved state, you can select the Accept Offer action instead of the Extend action, as long as there are still available openings on the job requisition and if any related position has sufficient open headcount.

NOTE: The Resend Offer action isn't available when the Offer Extended state is skipped.

Because the offer is never extended, no automated notification is sent to the candidate, inviting them to view and accept their offer.

When the offer is accepted, no automated notification is sent to the candidate, but you can configure notifications to inform others if desired.

Steps to Enable

You need to configure the candidate selection process to skip the standard offer extended capabilities, such as notifying the candidate that an offer was extended, displaying the offer letter to the candidate, and capturing the candidate’s offer acceptance and accompanying e-signature. The path goes from Offer-Approved directly to Offer-Accepted.

  1. In the Setup and Maintenance work area, use the following:
  • Offering: Recruiting and Candidate Experience
  • Functional Area: Candidate Job Applications
  • Task: Candidate Selection Process Configuration
  1. Enter process properties.
  2. Create phases and states.
  3. Click on the Offer phase.
  4. Click Edit next to Phase Details: Offer.
  5. Select Yes for the option Skip Extend Offer Step.
  6. Click Save.

When you configure the candidate selection process, you can add an action to send a notification when the job offer is accepted. For details, refer to the chapter called Use the Send Notification Action for Job Applications in the Implementing Hiring guide on docs.oracle.com.

Take Action on Many Candidates at Once

Take action on a large batch of candidates at once to save time while evaluating candidates for a job requisition.

When you’re in the job applications list, you can select dozens or hundreds of candidates by using the check box at the top of the list to select all job applications, even those not shown on the list. You can remove any unwanted applications by manually turning off the checkbox for any rows. Then choose an action in the Actions menu. For example, you may want to send an email message to all of them, or add them to another requisition or to a pool, or simply confirm this list of job applications.

Selecting All Job Applications

When you select fewer than 50 job applications, either by clicking the checkbox on each row or the checkbox at the top of the job applications list, the action proceeds as usual.

When you select more than 50 job applications by clicking the checkbox at the top of the list, the action will proceed as soon as possible, but you won't have to wait for it to complete. Here’s what happens:

  • For actions that don’t require any further information, a process will start running on that batch of candidates.
  • For actions that require further information, the usual page will gather the information necessary for you to complete the action. At the top of this page, the number of candidates and the filters describing the list (but not the candidate names) are shown. As soon as you complete this page, a process will start running on that batch of candidates.

You'll be able to continue your work immediately and you'll receive an email when the process is completed. This email will inform you that the action was successful for the number of candidates, or will allow you to view which job applications were skipped or failed for any reason.

Example of Candidates Selected for a Batch Action

Steps to Enable

A new scheduled process is available, which runs automatically as needed without any configuration:

  • Perform Batch Recruiting Actions

A new notification is available in the Alerts Composer. This notification is sent to the user who ran the action, when the process is completed:

  • IRC_BatchAction_Done

Ask Candidates to Fill In Additional Questionnaires

Ask external candidates to fill in additional questionnaires once they have applied to a job. An example could be that you want a candidate to fill in a consent form.

When the feature is enabled, external candidates receive a notification asking them to complete a questionnaire. When candidates click the link in the notification, they're redirected to the Request Information flow. At the same time that the notification is sent, the link to access the flow becomes available in the candidate self service page where candidates can see a request to complete a questionnaire for a job application. Information provided by candidates is added to their candidate file.

Once external candidate completes a questionnaire, you can see it in the candidate’s job application, in the Questions tab. If a questionnaire was set as confidential by your administrator, you need a special privilege to see it.

Steps to Enable

Make the feature accessible by assigning or updating privileges and/or job roles. Details are provided in the Role section below.

You need to add the Questionnaire block to a job application flow of type Request Information. You can add the block to any section.

  1. In the Setup and Maintenance work area, use the following.
  • Offering: Recruiting and Candidate Experience
  • Functional Area: Candidate Experience
  • Task: Job Application Flow Configuration
  1. On the Job Application Flows page, click Create.
  2. In the Application Flow Type field, select Request Information.
  3. Configure the flow as any other flow.
  4. When creating a version of the flow, add the Questionnaire block.
  5. Select a questionnaire. Once the questionnaire is selected, you can see the questionnaire version number and version description.
  6. Set the visibility of the questionnaire. If you select the Confidential option, only users with adequate privilege can see the questionnaire.

Once the Request Information flow is created, you can add it to specific phases and states within a candidate selection process. When a job application is moved to a specific state within a phase, a notification is automatically sent to candidates.

Key Resources

For details on the Request More Information flow, refer to the chapter called Create a Request More Information Flow in the Implementing Hiring guide on docs.oracle.com.

Role Information

A new function security privilege provides access to this feature. It controls the visibility of questionnaires that were marked as confidential in the application flow configuration. This table shows the function security privilege and the predefined role that inherits this privilege.

Privilege Name Privilege Code Job Role

View Confidential Questionnaire Responses

IRC_VIEW_CONFIDENTIAL_QUESTIONNAIRE_RESPONSES_PRIV

This is an orphan privilege

Improved Job Application Flow Navigation

When external candidates apply for a job and submit their job application, they’re informed of errors contained in their application. A window appears indicating the number of errors that must be fixed. Candidates can navigate through error fields in order of their appearance, starting with the first error in the first block. Candidates must fix all errors in their job application before submitting it.

Window Displaying Errors in Job Application 

Steps to Enable

You don't need to do anything to enable this feature.

Request Sensitive Personal Information

Ask external candidates their date of birth and national identifiers while they apply for a job or once they have applied to a job.

The national identifier presented to external candidates depends on the location (country) of the job requisition. Candidates can select a type of identifier from the list of identifiers defined for a country and provide a value for that identifier. If the job requisition has more than one location (country), candidates can add a national identifier for each country.

When a candidate provides a national identifier and date of birth, you can see the info in the new Sensitive Info tab. As soon as the candidate becomes an employee, the info is no longer visible.

NOTE: The recruiter or hiring manager needs to have a dedicated privilege to see sensitive personal information provided by candidates.

New Sensitive Info Tab

The national identifier and date of birth provided by a candidate are reusable. Once a candidate has provided that info, it’s pre-populated in new job applications.

Steps to Enable

Make the feature accessible by assigning or updating privileges and/or job roles. Details are provided in the Role section below.

You need to add the Sensitive Personal Information block to a job application flow of type Apply or Request Information. The block is only available for external job application flows.

  1. In the Setup and Maintenance work area, use the following.
  • Offering: Recruiting and Candidate Experience
  • Functional Area: Candidate Experience
  • Task: Job Application Flow Configuration
  1. On the Job Application Flows page, click Create.
  2. In the Application Flow Type field, select Apply or Request Information.
  3. Configure the flow as any other flow.
  4. When creating a version of the flow, add the Sensitive Personal Information block.

Role Information

A new function security privilege provides access to this feature. This table shows the function security privilege and the predefined role that inherits this privilege.

Privilege Name Privilege Code Job Role

View External Candidate Sensitive Information

IRC_VIEW_EXTERNAL_CANDIDATE_SENSITIVE_INFORMATION_PRIV

View External Candidate Sensitive Information Duty Role

Candidate Autoconfirmation

When the candidate autoconfirmation feature is enabled, external candidates don’t need to confirm their email address when they apply for a job. Their email address is automatically confirmed.

Steps to Enable

You need to enable the Candidate Autoconfirmation setting. By default, the setting is turned off.

  1. In the Setup and Maintenance work area, use the following:
  • Offering: Recruiting and Candidate Experience
  • Functional Area: Recruiting and Candidate Experience Management
  • Task: Manage Enterprise Recruiting and Candidate Experience Information
  1. For the Candidate Autoconfirmation setting, select Active.
  2. Click Save and Close.

Contextualized Recruiter Selector

When you use the Recruiter selector, the window displays recruiters that were recently selected and your recruiting representatives.

In 19C, this feature required to create a profile option. In 19D, it’s available by default to all customers.

Recruiter Selector

Steps to Enable

You don't need to do anything to enable this feature.

Merge Candidate Files

Merge pre-identified candidates after running a duplicate check or using specific identifiers.

To start the merge process:

  1. Open a candidate profile, a candidate job application, or a prospect record.
  2. In the Actions menu, select Check Duplicates.
  3. If you determine that a candidate is a duplicate, click Merge.
  4. A pre-merge analysis of both duplicate candidates is displayed. Key attributes such name, address, email, phone, job applications, screenings status are listed side by side. Review the report. You can also click Download to view a PDF version of the pre-merge analysis.
  5. Click Continue.  
  6. You decide which candidate you want to retain. The candidate to retain is pre-determined when the candidate has a pre-existing work relationship. For instance, an ex-employee, an ex-contingent worker, a current contingent worker.
  7. Submit the merge request. A prerequisite check is done. When prerequisites are met, the request proceeds. The merge process combines the profile of both candidates and candidate activities such as job applications, talent community sign up.
  8. View the post merge analysis. The report lists the retained candidate profile and all activities of the candidate as a result of the merge.

    Merge Candidates - Pre-Merge Analysis

    Merge Candidates - Candidate to Retain

What happens once the merge is done:

  • The candidate that wasn’t retained is deleted.
  • The job applications of the deleted candidate are transferred to the candidate that was retained.
  • A notification is sent to inform you of the merge request status.
  • Merge reports are attached to retained candidate for further reference and traceability.

You can’t use the merge action when:

  • The candidate is in any state of the Offer phase.
  • The candidate is in any phase after the Offer phase.
  • Screening such as background check, assessment, tax credits is in progress for the candidate.

Steps to Enable

Make the feature accessible by assigning or updating privileges and/or job roles. Details are provided in the Role section below.

Role Information

A new function security privilege provides access to this feature. It controls the visibility of the Check Duplicates action and the Merge button. This table shows the function security privilege and the predefined role that inherits this privilege.

Privilege Name Privilege Code Job Role
Perform Candidate Duplicate Check and Merge IRC_PERFORM_CANDIDATE_DUPLICATE_CHECK_AND_MERGE_PRIV Recruiter

Run Candidate Duplicate Check

Run a duplicate check to identify potential duplicate candidates.

You can run a duplicate check from the Candidate Search page, from within a candidate profile, a candidate job application, and a prospect record. Let's say you're on the Candidate Search page:

  1. Open a candidate profile.
  2. In the Actions menu, select Check Duplicates.

There are 2 ways the application searches for duplicates:

  • Automatic check of duplicates: The application performs a scan across candidates using several criteria such as the name, national identifier, date of birth, address, education, experience. The top 10 potential duplicate candidates are listed in order of match score. Use the expand icon to see the match score, the person number, and if there’s a match for the date of birth and national identifier. You can also view the detailed profile of candidates to better evaluate if there's a duplicate. If you do determine that a candidate is a duplicate, you can merge the duplicate.

Automatic Check of Duplicates

  • Search for a person: The application searches for duplicates based on these criteria: name, email, phone, person number. A list of candidates matching the search criteria is listed. You can also view the detailed profile of candidates to better evaluate if there's a duplicate. If you do determine that a candidate is a duplicate, you can merge the duplicate.

Search for Person

Steps to Enable

Make the feature accessible by assigning or updating privileges and/or job roles. Details are provided in the Role section below.

Role Information

A new function security privilege provides access to this feature. It controls the visibility of the Check Duplicates action and the Merge button. This table shows the function security privilege and the predefined role that inherits this privilege. 

Privilege Name Privilege Code Job Role
Perform Candidate Duplicate Check and Merge

IRC_PERFORM_CANDIDATE_DUPLICATE_CHECK_AND_MERGE_PRIV

Recruiter

Classify Contingent Workers for the Recruiting Process

Classify and process contingent workers as internal or external candidates to align with your business practices and processes.

By default, contingent workers are classified as internal candidates and they can only apply to jobs posted to internal career sites. Now, you can decide to classify contingent workers as external candidates so they can apply to external career sites.

Steps to Enable

Before you start classifying contingent workers as internal or external candidates, you need to make sure that they aren’t active on any job application and that all their job applications are in terminal status. You can also revoke the Access Internal Candidate Experience privilege for the duration of the configuration process.

To process contingent workers as external candidates:

  1. In the Setup and Maintenance work area, use the following:
  • Offering: Recruiting and Candidate Experience
  • Functional Area: Recruiting and Candidate Experience Management
  • Task: Manage Enterprise Recruiting and Candidate Experience Information
  1. In the Contingent Worker is External Candidate section, select Active.

To allow contingent workers to apply to jobs posted on external career sites, you need to revoke this contingent worker privilege:

  • Access Internal Candidate Experience

Next step is to submit a scheduled process to classify contingent workers as external candidates in the recruiting process:

  • Classify Contingent Workers in Recruiting

When the above configuration I done:

  • Contingent workers are processed as external candidates.
    • They can apply to jobs posted on external career sites.
    • They follow the associated job application flow.
    • They are processed through the associated candidate selection process.
  • Recruiters can filter candidates based on candidate type:
    • External Candidates
    • Employees
    • Contingent Workers
    • Ex-Employees
    • Ex-Contingent Workers

Capture Additional Candidate Details in Job Applications

Ask external candidates to provide additional details when they apply for a job.

You can capture data from external candidates using job application flow blocks which contain predefined seeded content types or data blocks. You can now configure your own set of data blocks and add them to the application flow to capture additional details from external candidates. For example, you may want to capture details about the job references of a candidate, their hobbies, their special interests, or special needs to attend an interview.

Additional details provided by candidates are available in their job application, in the Extra Info tab. Once a candidate is hired, the info is available in the Manage Person’s page, in the Extra Information section.

Extra Info Tab

Steps to Enable

Additional detail attributes vary from one customer to another. These attributes are configured by customers during implementation.

You first need to create the context where flexfields will be added. The Person EIT Information extensible flexfields are being leveraged for this feature. Examples of a context could be Hobby or Job References.

  1. In the Setup and Maintenance work area, search for the Manage Extensible Flexfields task.
  2. On the Manage Extensible Flexfields page, search for the Person EIT Information name.
  3. In the Search Results section, click the Edit icon.
  4. Click Manage Contexts.
  5. On the Manage Contexts page, click the Create icon.
  6. On the Create Context page, configure the context.
    1. Enter values for Display Name, Code, API Name, Behavior.
    2. On the Context Usages tab, click the Create icon to define the usage of the context. Select Usage Code for Person to display the information to candidates, and Usage Code for Candidate Application to display the information to recruiters in job applications.
  7. Click Save.
  8. In the Context Sensitive section, click the Create icon to add attributes to the context.
  9. Click Save and Close.
  10. On the Edit Context page, click Save and Close.
  11. On the Manage Context page, click Save and Close.

Once the context is created, you need to attach it to the Person Extra Information category.

  1. On the Edit Extensible Flexfield: Person EIT Information page, select the Person Extra Information category.
  2. On the Associated Contexts tab, click the Select and Add icon.
  3. Search for the context you created.
  4. Click OK.

You then need to add the context to an existing page or a new page.

  1. On the Edit Extensible Flexfield: Person EIT Information page, click the Pages tab.
  2. Select a page or create a new one.
  3. Click Save.
  4. In the Associated Context Details section, click the Select and Add icon to associate the context to the page.
  5. Click OK.

Finally, you need to deploy the flexfields to make them available in the UI.

  1. On the Manage Extensible Flexfields page, search for the Person EIT Information name.
  2. Click Deploy Felxfields.

You then add the context to the job application flow, in the Extra Information block:

  1. In the Setup and Maintenance work area, use the following.
  • Offering: Recruiting and Candidate Experience
  • Functional Area: Candidate Experience
  • Task: Job Application Flow Configuration
  1. On the Job Application Flows page, click Create.
  2. In the Application Flow Type field, select Apply.
  3. Configure the flow as any other flow.
  4. When creating a version of the flow, add the Extra Information block to the desired section of the flow.
  5. Click the Extra Information block title.
  6. Select the context you created.
  7. You can change the block headline and instructions.
  8. You can add several Extra Information blocks, as needed.
  9. Click Save.

Key Resources

For details on extensive flexfields, refer to the chapter called Flexfields Setup in the Implementing Global Human Resources guide on docs.oracle.com.

Attach Documents to Job Applications

You can attach additional documents to job applications such as notes from interviews or off-line conversations to job applications.These documents are only visible to the hiring team.

When you are in a candidate job application, go to the Attachments tab. A new section called Internal Documents is available. You can drag the desired documents

Internal Documents

Steps to Enable

You don't need to do anything to enable this feature.

Recruiting Replaced or Removed Features

From time to time, Oracle replaces existing features with new features, or removes existing features.

Replaced features may be put on a path of removal, the features below will let you know what update you will have to have moved to the newer feature. As a best practice, you should move to the newer feature as soon as possible for full support and to stay up with the latest updates that the product offers.

Any feature that is removed, will have an Update in which that feature is no longer available. Please make necessary plans to move off the feature by the Update indicated, as it will no longer be available.

Changes to Navigation for Managing Job Offers by HR Specialist

Users with the standard HR Specialist role must often go to a list of candidates who have accepted new job offers, in order to manually process the internal mobility candidates, or to troubleshoot any errors from creating pending worker records for external candidates. 

Previously this processing was done on the Recruiting Job Offers tab in the New Person work area. This work area is being phased out. 

Recruiting Job Offers Tab in the New Person Work Area

To access all the same functionalities, the HR specialist will now use the new quick action Manage Job Offers.

New Quick Action Manage Job Offers

The HR specialist will reach the Job Offers page listing candidates who have all accepted their job offers. Depending on their state, these candidates can be processed to become workers in the appropriate ways. The Job Offers page and all its actions are accessible with search and filters for both mobile device and desktop usage.

List of Candidates for HR Specialists

Steps to Enable

You don't need to do anything to enable this feature.

Career Site Classic Template Phase Out

As an ongoing commitment to deliver a modern, engaging experience to candidates, Oracle periodically releases new design templates for the career sites. With the release of each new design template, an older template is phased out and we inform customers so they can plan to move to one of the newer design template.

Take notice that the Classic design template to create career sites is being phased out starting in 19D.

  • You can no longer use the Classic template for any of the newly created sites. 
  • The Classic template will be in maintenance mode for two releases (19D and 20A). During that time, you can continue to use the Classic template if your site is already using it, but it may not support all the new features.
  • You will need to use the Modern or Minimal design template before release 20B to ensure undisrupted functioning of your career site. The Minimal template released in 19C is designed as a replacement for the Classic template.

Steps to Enable

You don't need to do anything to enable this feature.

HR Optimizations

Transactional Business Intelligence for Talent Management

Oracle Transactional Business Intelligence is a real time, self-service reporting solution offered to all Oracle Cloud application users to create ad hoc reports and analyze them for daily decision-making. Oracle Transactional Business Intelligence provides human resources managers and specialists, business executives, and line managers the critical workforce information to analyze workforce costs, staffing, compensation, performance management, talent management, succession planning, and employee benefits.

Don’t want to start from scratch building a report or analytics? Check out the library of sample reports for all products on Customer Connect on the Report Sharing Center.

Performance

New Subject Area - Workforce Performance - Requested Feedback Real Time

We have made it easier to report on the feedback requested and feedback provided between workers, managers, and others in the organization with the addition of a new subject area, Workforce Performance - Requested Feedback Real Time.

This subject area allows you to report on details like the person who requested the feedback, the participants who provided the feedback, and the worker for whom the feedback was requested. The total number of feedback results requested for a person can also be reported.

The feedback questionnaire allows you to report on the questions and the responses that were part of the requested feedback.

The common dimensions in the subject area corresponds to the assignment of the worker for whom the feedback was requested.

Steps to Enable

Leverage new subject area(s) by adding to existing reports or using in new reports. For details about creating and editing reports, see the Creating and Administering Analytics and Reports book (available from the Oracle Help Center > your apps service area of interest > Books > Administration).

Role Information

This subject area is secured by the Performance Management Transaction Analysis Duty role.

This table identifies the function security privilege and the predefined job roles to which it's granted.

Function Security Privilege

Job Role

FBI_PERFORMANCE_MANAGEMENT_TRANSACTION_ANALYSIS_DUTY

ORA_PER_HUMAN_RESOURCE_ANALYST_JOB

If you're using the predefined IT Security Manager job role, then no action is necessary. If you're using a custom version of the IT Security Manager job role, then you must add the new privilege to your custom role to manage HCM exclusion rules. For information about adding new roles and privileges to custom roles, see the Release 13 Security Upgrade Guide on My Oracle Support (Document ID 2023523.1).

New Attributes to Performance Document Participant Dimension

We have made it easier for you to report on the worker's performance appraisal with the inclusion of attributes that provide further details about the participant. The enhancements are done to the Performance Document Participant dimension in the following subject areas:

  • Workforce Performance - Performance Rating Real Time
  • Workforce Performance - Performance Task Status Real Time

The following attributes are added to the Performance Document Participant dimension:

  • Role From Date  
  • Role To Date
  • Role Status
  • Performance Role Can View Worker evaluation
  • Default Manager Role
  • Minimum Participants per Role
  • Role
  • Role definition

Steps to Enable

You don't need to do anything to enable this feature.

Required Number of Performance Document Participants Enhancement

We have made it easier for you to report on performance appraisals with the addition of new attributes related to performance document participants.

You can report on the minimum number of participants required to provide feedback for an employee's performance document in the performance template.

The added attributes include:

  • "Performance Document Participant"."Minimum Total Participants" - The total minimum number of participants required in the document
  • "Performance Document Participant"."Minimum Participants per Role" - The minimum number of participants required per named participant role

These attributes are added to the following subject areas:

  • Workforce Performance - Performance Rating Real Time
  • Workforce Performance - Task Status Real Time

Steps to Enable

You don't need to do anything to enable this feature.

Recruiting

Compliance Tracking Beyond United States

Use this attribute related to legislative information beyond the United States to view the new values exposed under job Application - Legislative Information:

  • Marital Status value and code
  • Religion and religion code
  • Date of birth

Steps to Enable

You don't need to do anything to enable this feature.

Tips And Considerations

The date of birth saved at the job application level is the one captured as a regulatory legislative value activated under HCM Design Studio. It is also possible to capture the date of birth through background check partners or through additional information flows, both in those cases, the date of birth is capture at the candidate level, not the job application level.

Agency Portal Support

The agency portal is now fully supported in reporting.  Under the subject area Recruiting - Setup Details Real Time, you'll find the agency dimension supporting the list of agencies and the list of agents associated with those agencies.

In both the Recruiting - Recruiting Real Time and Recruiting - Recruiting Sourcing Real Time subject areas, you'll find the list of invited agents under the Job Requisition - Posting Details dimension and associated agent information under the dimension Source Tracking - Referrer.

Steps to Enable

You don't need to do anything to enable this feature.

Candidate Job Application Preferred Locations

We have made it easier for you to report on candidate preferred locations using the location type field in the subject area Recruiting - Recruiting Real Time. Candidates can now select work locations or recruiting locations depending on the job requisition configuration. You can incorporate location preferences found under the Job Application preferences dimension.

Steps to Enable

You don't need to do anything to enable this feature.

Pipeline and Hiring Requisitions

It is now possible to report against the type of job requisition, pipeline or standard, and to retrieve the parent pipeline of a standard job requisition, if any.

The fields exposed are under the dimension job Requisition - Basic Information:

  • Requisition Type
  • Pipeline Requisition Number
  • Pipeline Requisition Title
  • Pipeline Requisition ID

At the job application level, you can determine from which pipeline job application the current job application in a standard job requisition is coming.

Steps to Enable

You don't need to do anything to enable this feature.