Cloud Readiness / Oracle Talent Management Cloud
What's New
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  1. Update 20D
  1. Revision History
  2. Overview
  3. Feature Summary
    1. Questionnaire
        1. Randomize Answer Choices for a Question in a Questionnaire
  4. Career and Succession
    1. Career Development
        1. Development Plan Approvals Request for Information Extended Request Feature
        2. Check Person Eligibility When Mass Assigning a Development Goal
        3. View and Apply to Open Jobs Related to Your Careers of Interest
    2. Talent Review
        1. Compare Action Dependent on Hide Person Compare Flow Profile Option
    3. Succession Management
        1. Succession Plan Alerts
        2. Super User for Talent Pools
        3. Best Fit in Succession Plans and Talent Pools
        4. Display Candidate’s List of Plans
        5. Succession Plans and Talent Pools Deep Links
        6. Securing Access for Employees with Multiple Assignments in Succession Plan and Talent Pool Quick Actions
    4. Profile Management
        1. Content Section Description Displayed in Profile Content Sections
        2. Talent Profile Strength Indicator
        3. REST Service for Worker Talent Profiles
        4. View Anytime Feedback Provided
  5. Performance
    1. Goal Management
        1. Additional Employee Details on Administrator Search of Performance Goals
        2. Goal Plan Approvals Request for Information Extended Request Feature
        3. Assignment Level Security for Performance Goals
        4. Enhanced Manager Goal Assignment
        5. Enhanced Shared Goals Management
        6. Aligned and Shared Goal Depiction
        7. Administration Person Eligibility Check
        8. Workforce Goals - Goal Plan Assignments Real Time Subject Area Security
    2. Performance Management
        1. View Pending and Completed Feedback Requests
        2. Indirect Managers View Feedback Responses
        3. HR Specialist to Delete Feedback Requests in Any Status
        4. Data Loader Support to Transfer Performance Documents to New Managers
        5. Mass Change Current Performance Task
        6. Lock Manager Share Task to Support Calibration
        7. Simplified Check-In Creation Process
        8. Search Enhancements to Manager Evaluate Performance Page
        9. Transfer Performance Document to Participant as New Manager
        10. Enhancements to HR Admin Pages
        11. Enhanced Performance Management Security for Workers with Multiple Assignments
        12. Securing Access for Employees with Multiple Assignments in Feedback and Request Feedback Quick Actions
        13. Purge Historic Performance Eligibility Status Data
  6. Learning and Development
    1. Learning Cloud
        1. Tutorials Have Been Rebranded as Learning Journeys
        2. Adobe Connect: Virtual ILT Activity Completion Rules
        3. Deep Link to Offering Detail Page
        4. Rich Media Attachment Specifications
      1. Enhancements
        1. Activity Details Page Link Enhancement
        2. Assign Learning to My Team Page Enhancement
      2. Filters
        1. View By Filters in Specialization
        2. Language Filter on the Available Offering Page
      3. Enrollment
        1. Self-Service Available Offerings Page Usability Improvements
        2. Enrollment Creation Processing Page After My Team Assign Flows
        3. Enrollment Summary Page Enhancement
      4. Communities
        1. Learning Community Enhancements
        2. Community Manager Enhancement
        3. Recommend Admin Communities via Learning Assignments and Initiatives
        4. Learning Items Display in Community Learning Catalog
        5. Manage Community Action Added to Communities I Manage
        6. Members and Manager Tabs in Communities
      5. Mobile
        1. Offline Tutorials on HCM Cloud Mobile Application
  7. Recruiting
    1. Recruiting
      1. Candidates and Candidate Job Applications
        1. Candidate Security
        2. Create a Candidate Without Email, Phone, or Both
        3. Preview Attachments on Job Applications
      2. Candidate Experience
        1. Improved Candidate Self Service Accessibility
        2. Pixel Tracking
        3. Posting Expiration Date Displayed to Internal Candidates
        4. Reuse Phone Numbers
        5. Search Jobs on Map
      3. Candidate Selection Process
        1. Automatically Initiate a Candidate Duplicate Check
        2. Job Application EFFs and Question Answers Database Items for CSP Fast Formulas
        3. Use Fast Formula Conditions at the Beginning of Candidate Selection Processes
      4. Candidate Sourcing
        1. Email Address and Phone Number as Mandatory Fields in Application Flows
        2. Miscellaneous File Attachments in Request Information Flows
        3. Save Draft Request Information Flow Data
      5. Job Requisitions
        1. Create Job Requisitions When Requesting New Positions
        2. Define Collaborator Types for Requisitions and Offers
        3. Disqualifying Candidates Based on Individual Negative Answer
        4. Fill Job Requisitions with Large Number of Active Job Applications
        5. Hiring Team Notifications
        6. Maximum Possible Score Adjusted While Updating Question's Score
      6. Job Offers
        1. Adjust Offer Letter Content
      7. Screening Services
        1. Background Check Package Selection Within Recruiting
      8. Recruiting Agencies
        1. Agency Posting Expiration Period
      9. Third Party Integration
        1. Full 1 Click Export Support for LinkedIn Recruiter
  8. HR Optimizations
    1. Transactional Business Intelligence for Talent Management
      1. Career Development
        1. External Candidates in Succession Management
        2. Super User in Talent Pools Subject Area
      2. Learning and Development
        1. OTBI - Learner Learning Records Subject Area Enhancement
        2. OTBI - Completion Details in Learning Records
        3. OTBI - Rich Media Revisions
      3. Performance
        1. Goal Plan Assignment Security Enhancements
      4. Recruiting
        1. Job Application Creator in Reporting
        2. Personalized Job Offer Letter Indicator in Reporting
        3. Additional Diversity Attributes in Job Applications
        4. Person Number in Reporting
        5. Multiple Profile Content Types in Reporting
  9. IMPORTANT Actions and Considerations

Update 20D

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 Product Feature Notes

25 SEP 2020

Career Development View and Apply to Open Jobs Related to Your Careers of Interest

Updated document. Revised feature information.

25 SEP 2020

Succession Management Succession Plan Alerts

Updated document. Revised feature information.

25 SEP 2020

Succession Management

Best Fit in Succession Plans and Talent Pools

Updated document. Revised feature information.

25 SEP 2020

Performance Management

Data Loader Support to Transfer Performance Documents to New Managers

Updated document. Revised feature information.

25 SEP 2020 Performance Management Purge Historic Performance Eligibility Status Data

Updated document. Delivered feature in update 20D.

25 SEP 2020

Learning Cloud Tutorials Have Been Rebranded as Learning Journeys

Updated document. Delivered feature in update 20D.

25 SEP 2020

Learning Cloud

Adobe Connect: Virtual ILT Activity Completion Rules

Updated document. Delivered feature in update 20D.

25 SEP 2020

Learning Cloud

Deep Link to Offering Detail Page

Updated document. Delivered feature in update 20D.

25 SEP 2020

Learning Cloud

Rich Media Attachment Specifications

Updated document. Delivered feature in update 20D.

25 SEP 2020

Learning Cloud/Enhancements

Activity Details Page Link Enhancement

Updated document. Delivered feature in update 20D.

25 SEP 2020

Learning Cloud/Enhancements

Assign Learning to My Team Page Enhancement

Updated document. Delivered feature in update 20D.

25 SEP 2020

Learning Cloud/Filters

View By Filters in Specialization

Updated document. Delivered feature in update 20D.

25 SEP 2020

Learning Cloud/Filters

Language Filter on the Available Offering Page

Updated document. Delivered feature in update 20D.

25 SEP 2020

Learning Cloud/Enrollment

Self-Service Available Offerings Page Usability Improvements

Updated document. Delivered feature in update 20D.

25 SEP 2020

Learning Cloud/Enrollment

Enrollment Creation Processing Page After My Team Assign Flows

Updated document. Delivered feature in update 20D.

25 SEP 2020

Learning Cloud/Enrollment

Enrollment Summary Page Enhancement

Updated document. Delivered feature in update 20D.

25 SEP 2020

Learning Cloud/Communities

Learning Community Enhancements

Updated document. Delivered feature in update 20D.

25 SEP 2020

Learning Cloud/Communities

Community Manager Enhancement

Updated document. Delivered feature in update 20D.

25 SEP 2020

Learning Cloud/Communities

Recommend Admin Communities via Learning Assignments and Initiatives

Updated document. Delivered feature in update 20D.

 

25 SEP 2020

Learning Cloud/Communities

Learning Items Display in Community Learning Catalog

Updated document. Delivered feature in update 20D.

25 SEP 2020

Learning Cloud/Communities

Manage Community Action Added to Communities I Manage

Updated document. Delivered feature in update 20D.

25 SEP 2020

Learning Cloud/Communities

Members and Manager Tabs in Communities

Updated document. Delivered feature in update 20D.

04 SEP 2020     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 (20A, 20B, 20C, and 20D)
  • 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 in Release Readiness under Human Capital Management or via the Oracle Help Center under Cloud Applications > Human Capital Management.

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:

Features Delivered Enabled

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.

Features Delivered Disabled = Action is needed 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
(Features 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.

Action is Needed BEFORE Use by End Users
(Features 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*

Questionnaire

Randomize Answer Choices for a Question in a Questionnaire

Career and Succession

Career Development

Development Plan Approvals Request for Information Extended Request Feature

Check Person Eligibility When Mass Assigning a Development Goal

View and Apply to Open Jobs Related to Your Careers of Interest

Talent Review

Compare Action Dependent on Hide Person Compare Flow Profile Option

Succession Management

Succession Plan Alerts

Super User for Talent Pools

Best Fit in Succession Plans and Talent Pools

Display Candidate’s List of Plans

Succession Plans and Talent Pools Deep Links

Securing Access for Employees with Multiple Assignments in Succession Plan and Talent Pool Quick Actions

Profile Management

Content Section Description Displayed in Profile Content Sections

Talent Profile Strength Indicator

REST Service for Worker Talent Profiles

View Anytime Feedback Provided

Performance

Goal Management

Additional Employee Details on Administrator Search of Performance Goals

Goal Plan Approvals Request for Information Extended Request Feature

Assignment Level Security for Performance Goals

Enhanced Manager Goal Assignment

Enhanced Shared Goals Management

Aligned and Shared Goal Depiction

Administration Person Eligibility Check

Workforce Goals - Goal Plan Assignments Real Time Subject Area Security

Performance Management

View Pending and Completed Feedback Requests

Indirect Managers View Feedback Responses

HR Specialist to Delete Feedback Requests in Any Status

Data Loader Support to Transfer Performance Documents to New Managers

Mass Change Current Performance Task

Lock Manager Share Task to Support Calibration

Simplified Check-In Creation Process

Search Enhancements to Manager Evaluate Performance Page

Transfer Performance Document to Participant as New Manager

Enhancements to HR Admin Pages

Enhanced Performance Management Security for Workers with Multiple Assignments

Securing Access for Employees with Multiple Assignments in Feedback and Request Feedback Quick Actions

Purge Historic Performance Eligibility Status Data

Learning and Development

Learning Cloud

Tutorials Have Been Rebranded as Learning Journeys

Adobe Connect: Virtual ILT Activity Completion Rules

Deep Link to Offering Detail Page

Rich Media Attachment Specifications

Enhancements

Activity Details Page Link Enhancement

Assign Learning to My Team Page Enhancement

Filters

View By Filters in Specialization

Language Filter on the Available Offering Page

Enrollment

Self-Service Available Offerings Page Usability Improvements

Enrollment Creation Processing Page After My Team Assign Flows

Enrollment Summary Page Enhancement

Communities

Learning Community Enhancements

Community Manager Enhancement

Recommend Admin Communities via Learning Assignments and Initiatives

Learning Items Display in Community Learning Catalog

Manage Community Action Added to Communities I Manage

Members and Manager Tabs in Communities

Mobile

Offline Tutorials on HCM Cloud Mobile Application

Recruiting

Recruiting

Candidates and Candidate Job Applications

Candidate Security

Create a Candidate Without Email, Phone, or Both

Preview Attachments on Job Applications

Candidate Experience

Improved Candidate Self Service Accessibility

Pixel Tracking

Posting Expiration Date Displayed to Internal Candidates

Reuse Phone Numbers

Search Jobs on Map

Candidate Selection Process

Automatically Initiate a Candidate Duplicate Check

Job Application EFFs and Question Answers Database Items for CSP Fast Formulas

Use Fast Formula Conditions at the Beginning of Candidate Selection Processes

Candidate Sourcing

Email Address and Phone Number as Mandatory Fields in Application Flows

Miscellaneous File Attachments in Request Information Flows

Save Draft Request Information Flow Data

Job Requisitions

Create Job Requisitions When Requesting New Positions

Define Collaborator Types for Requisitions and Offers

Disqualifying Candidates Based on Individual Negative Answer

Fill Job Requisitions with Large Number of Active Job Applications

Hiring Team Notifications

Maximum Possible Score Adjusted While Updating Question's Score

Job Offers

Adjust Offer Letter Content

Screening Services

Background Check Package Selection Within Recruiting

Recruiting Agencies

Agency Posting Expiration Period

Third Party Integration

Full 1 Click Export Support for LinkedIn Recruiter

HR Optimizations

Transactional Business Intelligence for Talent Management

Career Development

External Candidates in Succession Management

Super User in Talent Pools Subject Area

Learning and Development

OTBI - Learner Learning Records Subject Area Enhancement

OTBI - Completion Details in Learning Records

OTBI - Rich Media Revisions

Performance

Goal Plan Assignment Security Enhancements

Recruiting

Job Application Creator in Reporting

Personalized Job Offer Letter Indicator in Reporting

Additional Diversity Attributes in Job Applications

Person Number in Reporting

Multiple Profile Content Types in Reporting

>>Click for IMPORTANT Actions and Considerations

Questionnaire

Survey employees with our Questionnaires.

Randomize Answer Choices for a Question in a Questionnaire

As you are aware, questions can be randomized in a questionnaire section. Now, the answer choices also can be randomized too. You can select answer choices from a pool of answers defined for a question. Thereby, you can also control the correct and incorrect choices when the answer choices are randomized from the relevant pool of answers. You can set single- and multiple-choice responses to random response order.

Home > Setup and Maintenance > Question Library > select the Subscriber > search for or create a question. When you define question response for single- and multiple-choice responses, you can use the Random response order. Ensure that you define at least 1 correct response choice for the question.

Random Response Order When Defining a Question

This feature allows you flexibility to get true responses and to vary the choices for uniqueness.

Steps to Enable

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

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

Development Plan Approvals Request for Information Extended Request Feature

When requesting for information while approving development plan changes, you can now specify these additional details:

  • The person from whom you want information: Select the person from the Name list. By default, the name of the person who submitted the development plan for approval is shown.
  • Whom to send the requested information: In Return Options area, select one of these values:
    • Back to me: To send the information to you
    • Follow approval flow: To send the information to the next person in the approval chain

The image shows the additional options for requesting information on the Development Goals page.

Request Information Before Approval

Make better decisions while approving the development plan by getting more information regarding the goal sent for approval from others in the organization and not just the employee who is seeking approval.

Steps to Enable

You need to enable approvals for development goals in the Transaction Console.

Check Person Eligibility When Mass Assigning a Development Goal

When mass assigning development goals, you as an administrator can use the enhanced Check Person Eligibility action to identify if an employee is eligible for goal assignment or not.

You may have multiple eligibility criteria in the Selected Eligibility Profiles section of the mass assignment page. When you check a person’s eligibility, you can now see these results:

  • Overall eligibility status
  • Eligibility status for each eligibility criteria
  • Reason why a person is ineligible for a particular criteria

The image shows the overall eligibility status for the selected person.

Check Person Eligibility Page

This information can help you decide if you want to include the person in the mass assignment or not.

Using this action, you can quickly find out why an employee isn't eligible rather than reviewing the eligibility profile and referencing it against the employee data.

Steps to Enable

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

View and Apply to Open Jobs Related to Your Careers of Interest

Manage your career more effectively by viewing open jobs related to your careers of interest or when exploring roles. You can see the count of open jobs in the Careers of Interest section of your Career Development page.

The image shows that there are 2 open jobs for the Software Development Manager role.

Career Development Page - Open Jobs Count in Careers of Interest Section

Click on the job name, to view additional job details and apply for the job.

NOTE: By default, you can’t view the number of open jobs or the Open Job section for a role. Your administrator must enable this using Transaction Design Studio.

The image shows the Open Jobs section for the Software Development Manager role.

Open Jobs Section in Role Page

You can initially see only two jobs in the Open Jobs section of the role detail page. But you can load more open jobs.

Increase employee engagement and retention by allowing employees to manage their career path. Greater visibility of open jobs will help employees to identify career opportunities and apply for jobs within the company.

Steps to Enable

To view the open jobs count in your Careers of Interest section, you need to make it visible using Transaction Design Studio.

  1. Enable a sandbox and then edit your pages at the Site level.
  2. Open HCM Experience Design Studio.
  3. Select the Transaction Design Studio tab.
  4. From the Action list, select Career Development.
  5. Add a rule.
  6. Enter the basic details.
  7. From the Data Source list of the Available Attributes section, select Careers of Interest.
  8. To view the count of open jobs, change the Number of Open Jobs attribute value to Visible.
  9. Click Save and Close.

To view the Open Jobs section for a role, you need to make it visible using Transaction Design Studio.

  1. Enable a sandbox and then edit your pages at the Site level.
  2. Open HCM Experience Design Studio.
  3. Select the Transaction Design Studio tab.
  4. From the Action list, select Career Development Job Profile Details.
  5. Add a rule.
  6. Enter the basic details.
  7. In the Region list of the Page Attributes section, ensure that Job Details is selected.
  8. To view the Open Jobs section, change the Open Jobs attribute value to Visible.
  9. Click Save and Close.

Note: You should make the Number of Open Jobs and Open Jobs attributes visible only if you associate job codes with job model profiles.

Key Resources

For more information on using the Transaction Design Studio, refer to these resources:

  • Chapter 23, HCM Experience Design Studio in the Implementing Talent Management Base guide, located in the Oracle Help Center
  • The Transaction Design Studio -What It Is and How It Works (Document ID 2504404.1) on My Oracle Support.

Role Information

You need to have the Access Internal Candidate Experience function security privilege to view the open jobs on the role details page.

If you're assigned a role with the above privilege, then no action is needed. If you're using custom roles or other roles to which the above privilege isn’t already granted, then this function security privilege needs to be added to the role to use this feature.

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

  • Release 13 Oracle Human Capital Management Cloud Security Upgrade Guide (Document ID 2023523.1) located on My Oracle Support.

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.

Compare Action Dependent on Hide Person Compare Flow Profile Option

Compare action of Talent Review is now controlled by the Hide Person Compare Flow profile option of Human Resources.

Here’s what happens if the Hide Person Compare Flow profile option’s value is “N”:

  • You can see the Enable Compare check box in the Actions section of the Talent Review Template page.
  • You can select or deselect the Enable Compare check box in the Actions section of the Talent Review Template page.
  • You can see the Compare action in a Talent Review meeting dashboard if the Enable Compare check box is selected in the template from which the meeting was created.

Here’s what happens if the Hide Person Compare Flow profile option’s value isn’t “N”:

  • You can’t see the Enable Compare check box in the Actions section of the Talent Review Template page.
  • You can’t see the Compare action in any Talent Review meeting dashboard.

Ensure consistency in comparison of profile options across Talent products by using the Hide Person Compare Flow profile option of Human Resources.

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 Plan Alerts

As an administrator, you can configure alerts for succession plan assignment changes. Use the Succession Plan Assignment Change Alert templates in Alerts Composer to do this. You can enable alerts for these use cases:

  • A candidate's job changes to the job specified in the succession plan.
  • A candidate moves to a job that’s different from the job specified in the succession plan.
  • The plan incumbent moves to a different role.
  • A candidate moves to a position that’s different from the position specified in the succession plan.
  • A candidate's position changes to the position specified in the succession plan.
  • A candidate moves to a role different from the plan incumbent's role.
  • A candidate moves to the plan incumbent's role.

NOTE: By default, all alerts are disabled.

Alerts Composer - Succession Plan Assignment Change Alert Templates

The succession plans alert templates are extensible. This table lists the actions that you can do on the templates.

Action Can Do?

Disable the delivered alerts.

Yes

Change the text of the subject line and the message in the alert.

Yes

Change the expressions used in the subject line or message.

No

Delete the delivered template.

No

Change the template name or the communication method.

No

From this release, an Alerts section is available for a succession plan. When you create or edit succession plans, you can select appropriate check boxes in this section to send notifications for assignment changes of either the plan incumbent or candidates. As an administrator, you can use Transaction Design Studio (TDS) to show or hide this section. You can also show or hide the notification related check boxes in the Alerts section of a succession plan using TDS.

When creating or editing succession plans, if the Alerts section is visible, you can specify if you want alerts to be sent for these scenarios by selecting the appropriate check boxes:

  • A candidate moves to the plan role.
  • A candidate moves to a role that is different from the plan role.
  • The plan incumbent changes roles.

NOTE: The check box for sending notifications for plan incumbent changing roles is shown only for Incumbent type plans.

The image shows the three alert related check boxes in the Alerts section of a succession plan.

Alerts Section of Succession Plan

You can hide the Alerts section in a succession plan and the check boxes in the section using Transaction Design Studio.

  1. Enable a sandbox and then edit your pages at the Site level.
  2. Open HCM Experience Design Studio.
  3. Select the Transaction Design Studio tab.
  4. From the Action list, select Succession Plans.
  5. Add a rule.
  6. Enter the basic details.
  7. From the Data Source list of the Available Attributes section, select Plan Info.
  8. To hide the Alerts section, set the Alerts attribute to Not visible.
  9. To hide the check boxes that control alerts for succession plans, set these attributes to Not visible:
  • Send alerts when candidates move to roles that are different from the plan role
  • Send alerts when candidates move to the plan role
  • Send alerts when the incumbent changes roles
  1. Click Save and Close.

Regardless of the check box settings in the Alerts section, you can see a notification banner when you open an active succession plan for these cases:

  • Candidate moves to a different role than the plan role.
  • Candidate moves to the plan role.
  • Incumbent moves to a different role.

You can hide the banners other than that which is shown for a candidate moving to the plan role. But remember that after hiding the banners, you can’t see them the next time you open the succession plan.

In the image a banner is shown for the candidate who will move to a role that's different from the plan role.

Notification Banner in Candidates Section of a Succession Plan

Additionally, when you open a succession plan, you can identify from when each candidate is in the current job.

The image shows  the Candidates section of an Incumbent type succession plan. For each candidate, the date the candidate moved to the current job is shown.

Candidates Section Showing From When Candidate Is in Current Job

Enhance your succession planning by getting up-to-date information about the assignment changes of employees who are incumbents and candidates of succession plans. You can accordingly modify your succession plans and ensure business continuity.

Steps to Enable

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

Tips And Considerations

  • Although you can add new templates in Alert Composer for succession plans, the new templates won’t trigger any notifications.
  • A view-only owner or candidate manager owner can’t change the notification settings in the Alerts section of a succession plan.
  • All users who have automatic access to the succession plan and plan owners of Administrator type can update the notification settings in the Alerts section of a succession plan.
  • You can view the check boxes in the Alerts section irrespective of the templates being enabled or disabled in the Alerts Composer. 
  • For inactive succession plans, you can’t see the Alerts section. Alerts aren’t sent and banners won’t display unless the banners existed before the plan was made inactive.
  • For position plans, plan owners won’t receive notifications if only the candidate's job and not the position changes.
  • Only named plan owners receive the alert notifications.
  • If the job change needs to be approved in Human Resources, notification isn’t sent until the job change has been approved.
  • If the job change is future-dated, notification is sent the day the job change happens or after the job change has been approved.
  • View-only owners or candidate owners can’t hide the banners shown on the succession plan page.
  • Inferred plan owners and plan owners of Administrator type can hide the banners shown on the succession plan page.
  • You can no longer see the banner if the assignment change for a candidate or incumbent is deleted.
  • You can’t see banners for assignment changes that don’t involve job changes.

Key Resources

For more information on using Alerts Composer, refer to Chapter 13, Alerts Composer, in the Implementing Talent Management Base guide.

For more information on using the HCM Experience Design Studio, refer to these resources:

  • Chapter 23, HCM Experience Design Studio: Implementing Talent Management Base guide.
  • The Transaction Design Studio -What It Is and How It Works (Document 2504404.1) on My Oracle Support

Super User for Talent Pools

Create a talent pools super user who can access all talent pools in your organization. The super user can create a talent pool or delete any talent pool. A super user can perform these actions for a talent pool without being a named owner:

  • Add any person that the super user has access to as a pool owner.
  • Delete any pool owner.
  • Add any person that the super user has access to as a member of a talent pool.
  • Delete any pool member from the talent pool.
  • Add development goals for the pool members.
  • View profile related data such as Risk of Loss, Impact of Loss, or mobility of pool members based on their profiles data security if they have been made visible.
  • Set any talent pool as inactive.
  • Add any existing talent pool to a Talent Review meeting configuration or dashboard.
  • Report on all talent pools across the organization.

Ensure business continuity and talent development by allowing the talent pool super user to manage talent pools across your organization.

Steps to Enable

  1. You need to create a talent pools super user custom job role and ensure that the job role has these function security privileges:
  • Manage Talent Pool (HRM_MANAGE_TALENT_POOL_PRIV)
  • Access Talent Pool Overview (HRM_IDENTIFY_TALENT_POOL_MEMBERS_AND_ASSIGN_GOALS_PRIV)
  • Create Talent Pool (HRM_CREATE_TALENT_POOL_PRIV)
  • Use REST Service - Succession Management Lists of Values (HRM_REST_SERVICE_ACCESS_SUCCESSION_MANAGEMENT_LOVS_PRIV)
  1. A talent pools super user custom job role also needs to have an All Values data security policy for these actions:

  • Manage Talent Pool
  • Choose Talent Pool
  1. For OTBI access, a talent pools super user custom job role needs to have these duty roles:
  • FBI_SUCCESSION_MANAGEMENT_TRANSACTION_ANALYSIS_DUTY
  • FBI_TALENT_REVIEW_TRANSACTION_ANALYSIS_DUTY
  • ORA_FBI_SUCCESSION_MANAGEMENT_TRANSACTION_ANALYSIS_DUTY_HCM
  • ORA_FBI_TALENT_REVIEW_TRANSACTION_ANALYSIS_DUTY_HCM
  1. For OTBI, a talent pools super user custom job role also needs to have an All Values data security policy for the Report Talent Pool action.
  2. You then have to assign the custom job role to the users who you want to be the super users.

Role Information

If you have any existing custom roles for talent pool users, you need to do these tasks:

  • Replace Access Talent Pool Overview privilege (HRM_IDENTIFY_TALENT_POOL_MEMBERS_AND_ASSIGN_GOALS_PRIV) with Access Talent Pool Overview duty role (ORA_HRM_ACCESS_TALENT_POOL_OVERVIEW).
  • Replace Manage Talent Pool privilege (HRM_MANAGE_TALENT_POOL_PRIV) with Manage Talent Pool duty role (ORA_HRM_MANAGE_TALENT_POOL).

Similarly for OTBI, ensure that these roles are added:

  • If FBI_SUCCESSION_MANAGEMENT_TRANSACTION_ANALYSIS_DUTY is being used to secure the subject area, then in the Role Hierarchy train stop ensure that the ORA_FBI_SUCCESSION_MANAGEMENT_TRANSACTION_ANALYSIS_DUTY_HCM role is added.
  • If FBI_TALENT_REVIEW_TRANSACTION_ANALYSIS_DUTY is being used to secure the subject area, then in the Role Hierarchy train stop ensure that the ORA_FBI_TALENT_REVIEW_TRANSACTION_ANALYSIS_DUTY_HCM role is added.

Best Fit in Succession Plans and Talent Pools

Use the Best-Fit feature of Profiles to find candidates for succession plans and members of talent pools.

Add Candidates to Succession Plan

  1. In the Candidates section, click Add > Best-Fit Candidates.

Best-Fit Candidates Option in Add Menu of Candidates Section

  1. In the Find Best Fit page, select a model profile and click Continue.
  2. Specify the priority for each content section.
  3. Click Find Best Fit.
  4. Filter results by specifying the appropriate criteria.

Best-Fit Results

  1. In the Results section, select the employees who you want to add and click OK.

Add Members to Talent Pool

To use the Best-Fit feature for adding talent pool members:

  1. In the Members section, click Add > Best-Fit Members.

The image shows the Leadership Training Pool. The Best-Fit Members options is shown in the Add menu.

Best-Fit Members Option in Add Menu of Members Section

  1. Repeat Steps 2 to 6 given for adding best-fit candidates of a succession plan.

Enhance your succession planning by selecting the best candidates for a succession plan. Build your talent pools by selecting the most appropriate employees as pool members.

Steps to Enable

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

Tips And Considerations

You can hide the Best Fit menu option as an administrator by using Transaction Design Studio if you don't want any users to use Best Fit to find plan candidates

  1. Enable a sandbox and then edit your pages at the Site level.
  2. Open HCM Experience Design Studio.
  3. Select the Transaction Design Studio tab.
  4. From the Action list, select Succession Plans.
  5. Add a rule.
  6. Enter the basic details.
  7. From the Data Source list of the Available Attributes section, select Plan Info.
  8. Set the value of the Best-Fit Candidates attribute to Not visible.
  9. Click Save and Close.

You can hide the Best Fit menu option as an administrator by using Transaction Design Studio if you don't want any users to use Best Fit to find pool members.

  1. Enable a sandbox and then edit your pages at the Site level.
  2. Open HCM Experience Design Studio.
  3. Select the Transaction Design Studio tab.
  4. From the Action list, select Talent Pools.
  5. Add a rule.
  6. Enter the basic details.
  7. From the Data Source list of the Available Attributes section, select Pool Info.
  8. Set the value of the Best-Fit Members attribute to Not visible.
  9. Click Save and Close.

Key Resources

For more information on using the HCM Experience Design Studio, refer to these resources:

  • Chapter 23, HCM Experience Design Studio in the Implementing Talent Management Base guide, located in the Oracle Help Center.
  • The Transaction Design Studio -What It Is and How It Works (Document 2504404.1) on My Oracle Support

Display Candidate’s List of Plans

You can now view the other succession plans that a candidate is on. For each candidate you can see the count of other succession plans that the person is a candidate. Note that this count only includes active succession plans and plans in which the candidate has an active candidate status. Also, the count does not consider the current plan.

Other Accessible Plans Count for Candidates

Click the plan count to view the other succession plans that the person is a candidate. You can see the plans that you can access listed in alphabetical order.

List of Accessible Plans That Have the Person as a Candidate

All the plans are displayed in the collapsed mode in the page that opens when you click the other plans count of the candidate. You can see these details for each succession plan in the collapsed mode:

  • Plan name
  • The person's readiness level for the succession plan
  • The person's ranking level in the succession plan
  • The date the person was added as a candidate to that plan
  • The person’s active or inactive candidate status

When you expand the plan details, you can see these additional information:

  • The names of plan owners
  • Total number of active candidates based on logged-in user's data security access for candidate search
  • Interim successor information
  • The count of candidates for various readiness levels

Note that the count for all other succession plans the person is a candidate is hidden by default. This count includes even plans that you don’t have access to. Your administrator can show this count using Transaction Design Studio.

  1. Enable a sandbox and then edit your pages at the Site level.
  2. Open HCM Experience Design Studio.
  3. Select the Transaction Design Studio tab.
  4. From the Action list, select Succession Plans.
  5. Add a rule.
  6. Enter the basic details.
  7. From the Data Source list of the Available Attributes section, select Candidates.
  8. Set the value of the All Other Plans and All Other Plans Link attributes to Visible.
  9. Click Save and Close.

Count of All Other Succession Plans for Candidates

List of All Plans That Have the Person as a Candidate

Streamline your succession planning by identifying the other succession plans for a candidate. If a person is a candidate in many plans, you can remove the person from plans that you don’t want the person to be included and build a realistic pool of candidates.

Steps to Enable

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

Tips And Considerations

You can hide the clickable link for the other succession plan count using Transaction Design Studio.

  1. Enable a sandbox and then edit your pages at the Site level.
  2. Open HCM Experience Design Studio.
  3. Select the Transaction Design Studio tab.
  4. From the Action list, select Succession Plans.
  5. Add a rule.
  6. Enter the basic details.
  7. From the Data Source list of the Available Attributes section, select Candidates.
  8. Set the value of these attributes to Not visible:
  • All Other Plans Link: To hide the link for the count of all other plans that the person is a candidate in.
  • Other Accessible Plans Link: To hide the link for the count of all other plans that the person is a candidate in and which the logged in user can access.
  1. Click Save and Close.
  • The page that opens when you click the count for the candidate also shows private succession plans.
  • When you expand the plan details, if a succession plan has more than three owners, you can see only the names of the first three owners in alphabetical order.

Key Resources

For more information on using the HCM Experience Design Studio, refer to these resources:

  • Chapter 23, HCM Experience Design Studio in the Implementing Talent Management Base guide located in the Oracle Help Center
  • The Transaction Design Studio -What It Is and How It Works (Document 2504404.1) on My Oracle Support

Succession Plans and Talent Pools Deep Links

Deep links enable you to open pages without navigating through the menu structure. As an administrator, you can use these deep link URLs to quickly view and edit succession plans and talent pools on the responsive pages.

Object

Standard Deep Link URL

FndOverview Deep Link URL

Succession Plan

https://<pod-name>/fscmUI/faces/deeplink?objType=SUCCESSION_PLAN&action=EDIT&objKey=pPlanId=<PLAN_ID>

https://<pod-name>/hcmUI/faces/FndOverview?_afrLoop=1324274057227238&fndDetailsMode=true&fnd=%252FWEB-INF%252Foracle%252Fapps%252Fhcm%252Fsuccession%252Fplans%252Fui%252Fflow%252FUpdatePlanFlow.xml%2523UpdatePlanFlow%3BpPlanId%253D<PLAN_ID>%253BpActionTaken%253D%2523%257B%2527Edit%2527%257D%253BpOpenMainTask%253D%2523%257B%2527Y%2527%257D%253B%3B%3BSuccession%3Bfalse%3B256%3B%3B%3B&returnFndUrl=https://fuscdrmsmc222-fa-ext.us.oracle.com/hcmUI/faces/FndOverview?_afrLoop=1398693745383553&fndGlobalItemNodeId=itemNode_career_succession_resp

Talent Pool

https://<pod-name>/fscmUI/faces/deeplink?objType=TALENT_POOL&action=EDIT&objKey=pPoolId=<POOL_ID>

https://<pod-name>/hcmUI/faces/FndOverview?_afrLoop=873723872523884&fndDetailsMode=true&fnd=%252FWEB-INF%252Foracle%252Fapps%252Fhcm%252Fsuccession%252Fplans%252Fui%252Fflow%252FTalentPoolMaintainFlow.xml%2523TalentPoolMaintainFlow%3BpPoolId%253D<POOL_ID>%253BpActionTaken%253D%2523%257B%2527Edit%2527%257D%253BpCalledFromDeepLinkFlag%253D%2523%257B%2527Y%2527%257D%253B%3B%3BSuccession%3Bfalse%3B256%3B%3B%3B&returnFndUrl=https://fuscdrmsmc222-fa-ext.us.oracle.com/hcmUI/faces/FndOverview?_afrLoop=873723872523884&fndGlobalItemNodeId=itemNode_career_succession_resp

This table describes the expected behavior when you try to use the edit succession plan deep link.

User’s Access Level

Expected Behavior

You have access to the Succession Overview page.

You have the privilege to edit a succession plan.

You can edit the succession plan. When you save or cancel your changes, you will go to the Succession Overview page.

You have access to the Succession Overview page.

But you don’t have the privilege to edit a succession plan.

You will go to the Succession Overview page.

You don’t have access to the Succession Overview page.

But you have the privilege to edit a succession plan.

You will see a blank page.

You don’t have access to the Succession Overview page.

You don’t have the privilege to edit a succession plan.

You will see a blank page.

This table describes the expected behavior when you try to use the edit talent pool deep link.

User’s Access Level

Expected Behavior

You have access to the Succession Overview page.

You have the privilege to edit a talent pool.

You can edit the pool details. When you save or cancel your changes, you will go to the Home page.

You have access to the Succession Overview page.

But you don’t have the privilege to edit a talent pool.

You will see a blank page.

You don’t have access to the Succession Overview page.

But you have the privilege to edit a talent pool.

You will see a blank page.

You don’t have access to the Succession Overview page.

You don’t have the privilege to edit a talent pool.

You will see a blank page.

Allow users to directly access the edit succession plan and talent pool pages through embedded deep links. Enhance your reporting by embedding deep links that allows users to edit succession plans or talent pools immediately.

Steps to Enable

To enable the responsive overview pages for Succession Planning and Talent Pools, you must enable the following profile option.

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.

Field

Value

Profile Option Code

HRM_SUCCESSION_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 the HCM Responsive User Experience Setup Information (Document 2399671.1) on My Oracle Support.

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

  • Don’t access the Edit Succession Plan (SUCCESSION_PLAN,EDIT) and Edit Talent Pool (TALENT_POOL,EDIT) deep links from the Deep Links page. These deep links won’t work because you need to pass the pPlanId and pPoolId parameters for succession plan and talent pool deep links.
  • You need to have access to the Succession Overview page to use the succession plan and talent pool deep links.
  • When you access a page in HCM Cloud by using a deep link, HCM Cloud user security is applied. When single sign-on is used, the deep link navigates users directly to the HCM Cloud sign-in page. When basic authentication is used, users are prompted to enter their HCM Cloud user name and password before navigating to the page.
  • We recommend not to use these deep links to create a menu items for user navigation.

Role Information

Many predefined roles, such as the Human Capital Management Application Administrator role, inherit the View Administration Link (FND_VIEW_ADMIN_LINK_PRIV) function security privilege that secures deep links. If you’re using this role or other predefined roles with this privilege, 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, see this document on My Oracle Support:

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

Securing Access for Employees with Multiple Assignments in Succession Plan and Talent Pool Quick Actions

Leverage assignment-level security in the Add to Plan and Add to Pool Quick Actions. If your organization allows employees to have multiple concurrent assignments, you can restrict a user's access to a person's assignment based on the user's area of access. Your organization can uptake assignment-based security by enabling a new assignment-level security profile option and regenerating your data grants and security profiles.

Here’s what you can do with succession plans and talent pools after you uptake assignment-based security:

  • When you use the Add to Succession Plan or Create Succession Plan quick actions, you can only search for and view the assignments of an employee that you have access to. You can’t see all the assignments of an employee.
  • After you select an employee to add to a succession plan, you will see only their primary assignment information in the plan details page regardless of the assignment that you selected.
  • When you use the Add to Talent Pool or Create Talent Pool quick actions, you can only search for and view the assignments of an employee that you have access to. You can’t see all the assignments of an employee.
  • After you select an employee to add to a talent pool, you will see only their primary assignment information in the pool details page regardless of the assignment that you selected.
  • When you search for a plan incumbent, candidate, or owner in a succession plan, you can see only the primary assignment information regardless of the assignment that you have access to.
  • When you search for a pool member or owner in a talent pool, you can see only the primary assignment information regardless of the assignment that you have access to.

Enhance data security by allowing users to view only the information that they have access to.

Steps to Enable

For more information regarding the steps to enable assignment-level security, see the HCM Common 20D What's New feature Secure Access for Workers with Multiple Assignments Steps to Enable section.

Key Resources

For more information about assignment-level security, see the HCM Common 20D What's New feature Secure Access for Workers with Multiple Assignments.

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.

Content Section Description Displayed in Profile Content Sections

The section description defined in the person profile content sections can now be displayed to users when they edit or add profile items on the Skills and Qualifications page.

This allows you to control what users see in the person's profile.

Steps to Enable

To display a section description, follow these steps:

  1. Edit the profile type and select the person profile.
  2. Edit the section and add a section description.
  3. Enable a sandbox, and make sure that Page Composer is available.
  4. Choose Edit Pages.
  5. Navigate to the Skills and Qualifications page.
  6. Edit or Add a profile item in the section for which you want to display the section description.
  7. Select the line below the section header to select the entire section’s panelCollection.
  8. Within deck:PCEpg17, select the hidden panelFormLayout component and choose Show Component.

Key Resources

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.

Talent Profile Strength Indicator

On the Skills and Qualifications page, workers can now see the strength of their talent profile based on the content in it, so that they can make their profile more impactful and help advance their career. 

A new gauge shows the strength of their talent profile—hover over it to see a list that shows Completed and Not Completed sections. If the LinkedIn Profile Import is enabled, there is an easy to use button that lets workers import their LinkedIn profile data and get a jump start on their talent profile. 

Talent Profile Strength Indicator

The Profile Strength gauge appears at the top of a person's profile and indicates how strong and complete their profile is. Improving their talent profile lets workers make it more impactful and helps to advance their career.

Steps to Enable

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

Tips And Considerations

Administrators can use Page Composer to:

  • Personalize any of the pre-seeded messages for the gauge.
  • Hide or disable the LinkedIn button.
  • Remove the whole gauge and recommendations.

Key Resources

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.

REST Service for Worker Talent Profiles

Now you can use the talentPersonProfiles REST Service to insert and update worker person profiles in Profile Management.

The new REST API provides easy real-time integration with Oracle Cloud Talent Management to manage worker profiles.

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.

Key Resources

For more information about the talentPersonProfiles API, see the REST API for Oracle HCM Cloud guide on the Oracle Help Center.

Role Information

Aggregate Privilege

Method

Assigned To Job Role

Use REST Service - Talent Person Profiles Read Only

ORA_HRT_REST_SERVICE_ACCESS_TALENT_PERSON_PROFILES_RO

GET and DESCRIBE

Human Capital Management Integration Specialist

ORA_HRC_HUMAN_CAPITAL_MANAGEMENT_INTEGRATION_SPECIALIST

Use REST Service - Talent Person Profiles

ORA_HRT_REST_SERVICE_ACCESS_TALENT_PERSON_PROFILES

GET, POST, PATCH, DELETE, and DESCRIBE

Human Capital Management Integration Specialist

ORA_HRC_HUMAN_CAPITAL_MANAGEMENT_INTEGRATION_SPECIALIST

Use the Profile Content Section Access page to grant view and edit access to individual content sections to various roles.

View Anytime Feedback Provided

As a worker, instead of going to the Feedback page of other workers to view the feedback you provided, you can now review all the anytime feedback provided in the Feedback Given to Others section on the Feedback page.

Feedback Given to Others Section

Consolidating anytime feedback provided in one page makes it convenient to the user rather than tracking them in Notifications page.

Steps to Enable

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

Tips And Considerations

If you go to any of your worker's Feedback page, you will not see the new section. It's for the workers themselves to view all the anytime feedback.

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.

Additional Employee Details on Administrator Search of Performance Goals

You can now see more details as administrators, for employees when you search for goals on the Performance Goals page. When these attributes are made visible using Page Composer, you can view them for each goal in the search results:

  • Job Name
  • Position Name
  • Assignment Number
  • Assignment Status
  • Manager

The image shows Assignment Status and Manager Name for each goal assignee in the search results of the Performance Goals page.

View Additional Employee Related Information for Each Goal on Performance Goals Page

View more information about goal assignees and plan your goal assignment.

Steps to Enable

  1. Activate a sandbox that has the Page Composer tool enabled.
  2. Go to My Client Groups > Goals > Performance Goals.
  3. On the Settings and Actions menu, click Edit Pages.
  4. Ensure that the Edit Layer is Site.
  5. Select the Structure tab.
  6. In the Source window, locate the panelFormLayout that includes the attributes that you want to show.
  7. Edit the settings for the attribute that you want to show, for example Assignment Status.
  8. In the Display Options tab, edit the expression for Show Component as #{1==1}.
  9. Click OK to close the expression editor.
  10. Click OK to save the component property changes.
  11. Click Close to stop editing the page.
  12. Publish the sand box.

Goal Plan Approvals Request for Information Extended Request Feature

As a manager, when requesting for information while approving performance goal plan changes, you can now specify these additional details in the request:

  • The person you want information from: Select the person from the Name list. By default, the name of the person who submitted the goal plan for approval is shown.
  • Where to send the requested information: In Return Options area, select one of these values:
    • Back to me: To send the information to you
    • Follow approval flow: To send the information to the next person in the approval chain

The image shows the Request Information dialog box.

Request Information Before Approval

Make better decisions while approving performance goals by getting more information regarding the goal sent for approval from others in the organization and not just the employee who is seeking approval.

Steps to Enable

You need to enable approvals for performance goals in Transaction Console.

Assignment Level Security for Performance Goals

If your organization allows employees to have multiple concurrent assignments, you can restrict a user's access to an employee's performance goal plans and individual goals at an assignment level. Your organization can uptake assignment-based security by enabling a new assignment-level security profile option and regenerating your data grants and security profiles.

When assignment security is enabled, employees who have multiple assignments can view goals for each assignment on their Goals page. Enabling assignment-level security doesn't impact the employee's view of their Goals page.

The image shows an assignment selected in the Business Title field. The goals for that assignment are listed in the Goal Plan area.

Goals for Application Developer 1 Assignment for a Review Period

When assignment security is enabled, as a manager or an HR specialist, you can view the performance goals details of an employee only for the assignment that you can access.

On the Goals and Performance Overview page, you can see only the assignments that you have access to for your team members.

The My Team section lists the various assignments of the team members of a manager

Goals and Performance Overview Page of a Manager

On the Goals spotlight page of an employee, you can see the goal details only for the assignments that you have access to. If a person with HR and Manager privilege has created a goal for the employee, the source for that goal is HR and Manager.

The image shows the Goals spotlight page of a team member.

Manager Views Goals for Only Accessible Assignments in Goals Spotlight

When you create a mass assignment of performance goals, you can select a specific assignment for both the requester and employees included in the assignment. Note that when you include a requester, you can add only the requester goals that you can access.

The image shows a mass assignment process. A requester is selected. The Requester Goal list of values shows the goals that the user has access to.

Performance Goal Mass Assignment – Requester Goals

As a manager, when you use the digital assistant to get performance goal data about your team members, you will get responses only for the assignments that you can access.

When you use the Manage Goals deep link, on the Goals page, you can only see the team members who have an assignment that you have secured access to. Note that even if a team member has multiple assignments, the person is listed only once on the page. When you click a team member’s name on this page, you can see that person's Goals page which also honors assignment-level security.

The Goals page in the image shows the team members who have assignments that the user using the deep link can access.

Goals Page Seen On Using Manage Goals Deep Link

The image shows the Goals page of the team member. Only goals for the assignments that the user can access are listed..

Team Member’s Goals Page

As a manager when you submit a performance goal plan for approval, the approval rule identifies the approver by using any assignment hierarchy. It doesn’t just consider the primary assignment. For example, when you submit a performance goal plan for approval for an employee’s secondary assignment, the manager for that assignment receives the approval notification.

Streamline goal management by allowing employees to manage only goals that are relevant to a specific assignment.

Steps to Enable

For more information about the steps for enabling assignment-level security, see the 20D HCM Common What's New - Secure Access for Workers with Multiple Assignments feature's Steps to Enable section.

Tips And Considerations

  • If as a manager, you can access more than one assignment, on the Goals page of a team member, you can select the assignment for which you want to view the goal details.
  • You can share goals with any employee in your organization even if you don't have access to any assignment of the employee.
  • When you view multiple assignments for an employee, the assignments are displayed in this order:
    • Active primary assignment
    • Active non-primary assignments
    • Suspended primary assignments
    • Suspended non-primary assignments
    • Inactive assignments

Key Resources

For more information about assignment-level security, see the 20D HCM Common What's New feature: Secure Access for Workers with Multiple Assignments.

Enhanced Manager Goal Assignment

As a manager, you can assign a new goal or your own goals to your team members with enhanced ease. You can also assign goals to people who don’t directly report to you when an active primary goal plan exists for your organization.

To assign your goal when there is no active primary goal plan

  1. Go to your Goals page.
  2. Select the review period and goal plan.
  3. Select the goals you want to assign.
  4. From the Actions menu, select Assign.
  5. In the Assign Goal page, select the team members for goal assignment.

NOTE: On the Assign Goal page, you can see only team members who have a goal plan for the selected review period. All team members shown are selected by default. You can deselect the members you don’t want to assign the goal to.

  1. By default the goal plan you selected is shown for each team member. Select another goal plan if you want to assign the goal to a different goal plan.
  2. Click Submit.

Primary Goal Plan Inactive - Assigning Own Goal – Assign Goal Page

When the primary goal plan is active, the selected goals are assigned to the relevant review period of the goal plan. You don’t have the option to select another review period for your team members. But you can also include all indirect reports when all the listed employees are selected in the Assign To section of the Assign Goal page.

Primary Goal Plan Active - Assigning Own Goal – Assign Goal Page

To assign a new goal when the primary goal plan is not active

  1. Go to My Team > Performance Overview.
  2. On the Goals and Performance Overview page, select the review period.
  3. Select the team members for goal assignment.
  4. Click Add Performance Goal.

On the Add Performance Goal page, for each selected employee, the first active goal plan assigned to the employee in the review period is shown.

  1. Select the goal plan to which you want to add the goal for the selected employees.
  2. To also add the goal to your goal plan, select Include myself, and select the goal plan to which you want to add the goal.
  3. Specify the goal details.
  4. Click Submit.

Primary Goal Plan Inactive - Add Performance Goal Page

When the primary goal plan is active, the new goal is assigned to the relevant review period of the goal plan. You don’t have the option to select another review period for your team members. But you can also include all indirect reports in the goal assignment.

Primary Goal Plan Active - Add Performance Goal Page

Notification for Manager Assigning a Goal

As an administrator, you can enable notifications that are sent to the manager when assigning a performance goal.

  1. Use the Goal Management Notification Settings task in the Setup and Maintenance work area.
  2. Enable the Manager assigns a goal notification setting.

Both the manager who assigned the goal and employees who have been assigned the goal are notified after the goal assignment is complete.

The enhanced goal assignment process helps in assigning goals to multiple employees with ease.

Steps to Enable

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

Tips And Considerations

If all the selected team members don’t have a goal plan for the review period, you’ll see an error message.

Enhanced Shared Goals Management

The enhanced shared goal management feature includes these capabilities:

  • Display more details for shared goals.
  • Sort shared goals by multiple properties.
  • Delete a shared goal or add it to your goal plan.

If your administrator has enabled them in Transaction Design Studio, you can view these additional details for a shared goal:

  • Category
  • Level
  • Related Link
  • Start Date
  • Status
  • Subtype

Additional Details Display for Shared Goals

As an employee, you can now manage goals that are shared with you. You can easily identify the category of shared goals as they are listed in these sub-sections:

  • Manager Goals
  • Colleagues Goals
  • Organization Goals

You can sort the shared goals in these ways:

  • Alphabetical order of the name of the person who shared the goal
  • Shared date
  • Alphabetical order of the name of the goal

Goals Shared with Me Section

You can add the shared goals to any assigned goal plan of the review period.

Add Shared Goals Page

If you don’t want the goal to be part of your goal plan, you can also remove the goals from the Goals Shared with Me section. But remember that your manager or colleague can share the goal with you again. Also note that you can't delete organization goals from the Goals Shared with Me section. You need to either add the organization goal to the goal plan or just leave it in the Goals Shared with Me section.

Enhance employee satisfaction as employees can manage goals that are shared with them and add only relevant goals.

Steps to Enable

As an administrator use Transaction Design Studio to show more details for shared goals listed in the Goals Shared with Me section.

  1. Enable a sandbox and then edit your pages at the Site level.
  2. Open HCM Experience Design Studio.
  3. Select the Transaction Design Studio tab.
  4. From the Action list, select Performance Goal Details.
  5. Add a rule.
  6. Enter the basic details.
  7. From the Region list of the Page Attributes section, select Goals Shared with Me.
  8. Set any of these attributes to Visible:
  • Category
  • Level
  • Related Link
  • Start Date
  • Status
  • Subtype
  1. Click Save and Close.

Aligned and Shared Goal Depiction

On your Goals page, identify aligned goals and goals that you have shared with others by these labels.

  • Shared: For goals that you shared with others
  • Aligned: For goals that you have aligned with your manager’s goals, organization goals, or colleague goals.

In the image two goals are listed in a primary goal plan. The first goal has the label Aligned. The second goal has both the labels: Shared and Aligned.

Labels Indicating Shared and Aligned Goals

Quickly identify goals that have been shared or aligned and manage these goals during the performance review cycle.

Steps to Enable

As an administrator use Transaction Design Studio to show or hide labels for shared and aligned goals.

  1. Enable a sandbox and then edit your pages at the Site level.
  2. Open HCM Experience Design Studio.
  3. Select the Transaction Design Studio tab.
  4. From the Action list, select Performance Goal Details.
  5. Add a rule.
  6. Enter the basic details.
  7. From the Data Source list of the Available Attributes section, select Basic Information.
  8. Set these attributes to Visible:
  • Aligned: To show the Aligned label for aligned goals
  • Shared: To show the Shared label for shared goals.
  1. Click Save and Close.

Administration Person Eligibility Check

As an administrator, when creating or editing goal plans or mass assigning performance goals, use the enhanced Check Person Eligibility action to identify if an employee is eligible for goal assignment or not.

You may have multiple eligibility criteria in the Selected Eligibility Profiles section of the mass assignment page. When you check a person’s eligibility, you can now see these results:

  • Overall eligibility status
  • Eligibility status for each eligibility criteria
  • Reason why a person is ineligible for a particular criteria

The image shows that the overall eligibility status for Ravi Chouhan is Ineligible.

Check Person Eligibility Page

This information can help you decide if you want to include the person in the goal assignment or not.

Streamline the goal assignment process by assigning goals to the correct employees.

Steps to Enable

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

Workforce Goals - Goal Plan Assignments Real Time Subject Area Security

Use the Workforce Goals - Goal Plan Assignments Real Time subject area to restrict goal plan assignment reporting to only the goal plan assignments of the employees that a user can access. For example, line managers can report only on the goal plan assignments of their team members. Similarly employees can report only on their own goal plan assignments.

The image shows the different folders available in the Workforce Goals - Goal Plan Assignments Real Time Subject Area.

Workforce Goals - Goal Plan Assignments Real Time Subject Area

Enhance data security by allowing users to view only data that they are allowed to see.

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).

Performance Management

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

View Pending and Completed Feedback Requests

Instead of sorting through all your notifications, you can now view the pending and completed feedback that was requested about other workers in your Feedback page.

Each feedback in the Feedback Requests About Others section shows these details:

  • Feedback for {RECIPIENT NAME}
  • Feedback requested date
  • Feedback submitted date (when it’s completed) or due date (when it’s new or in progress)
  • Template name
  • Requested by
  • Feedback status

Feedback Page > Feedback Requests About Others Section

You can sort and view by date range: All, Past Month, Past 6 Months, Past 12 Months, Past 5 Years.

Both the receiver and provider can print the provided feedback (when it’s completed). When you open the feedback, use the Print button at the top of the page.

Print the Received Feedback

Consolidating all feedback given and received in one page makes it convenient to the user.

Steps to Enable

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

Tips And Considerations

  • You can revise the feedback, if you are requested to do.
  • You will not see any feedback requests in Pending or In progress status for the feedback recipients if workers are terminated after the request is sent.
  • You will not see any completed feedback requests if workers are terminated after the request is sent.
  • If you go to any of your worker's Feedback page, you will not see the new section.
  • It's for the workers themselves to view all the requested feedback.

Indirect Managers View Feedback Responses

As an indirect manager, you can now view the requested feedback responses for your indirect workers in your organization.

You can search for the indirect worker in your organization (who doesn’t report directly to you) and then navigate to their Feedback page. You can view all of their feedback responses.

Navigation:

  • Home > Me > Directory > My Organization Chart > Search for your indirect worker > Public Info > Feedback
  • Quick Actions > Request Feedback or Feedback

Allows you to manage your organization by tracking and viewing the feedback received for your indirect workers.

Steps to Enable

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

HR Specialist to Delete Feedback Requests in Any Status

HR Specialists can now delete any feedback requests (New, In progress, and Completed status) for the workers in their organization.

NOTE: HR Specialists can’t modify or delete their own feedback requests in any status.

Navigation: Home > Me > Directory > My Organization Chart > Search for the worker > Public Info >Feedback

HR Specialists can delete feedback requests if anyone has sent requests in error.

Steps to Enable

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

Data Loader Support to Transfer Performance Documents to New Managers

Update the performance document manager on a performance document for an employee if the original manager should no longer complete the evaluation tasks. Use HCM Spreadsheet Data Loader (HSDL) or HCM Data Loader (HDL) and the Performance Document object to transfer performance documents to new performance document managers.

Change the performance document manager by updating the new manager's assignment number. Make sure you enter Update Performance Document Manager as the value for the Operation attribute.

Streamline transferring mass performance documents to new managers using HCM Spreadsheet Data Loader (HSDL) or HCM Data Loader (HDL).

Steps to Enable

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

Tips And Considerations

Make sure the assignment number of the new manager is not an assignment number for the employee being evaluated. If the assignment number of the new manager belongs to a participant with an open feedback request, then they should be locked out of those requests.

Mass Change Current Performance Task

Simplify mass changing of the current task in performance documents using the Process Mass Actions for Performance Documents page to initiate a scheduled process. You can use the Change Current Task in Performance Document process to perform a mass change to start a specific task even if previous tasks are incomplete. For example, you want the ratings calibrated, but some employees haven't finished their self-evaluations even though the current task should be set to manager evaluation.

Search for a set of employees to update the current task in their performance documents. Then preview the results of the process in a log file or choose to submit it immediately. The process may move an employee's performance document to a task further along to a later task or backwards to an earlier task. If this happens, then the owner of either the new current task or the owner of each bypassed task is notified.

You can use this process to quickly perform a mass change to start a specific task even if previous tasks are incomplete.

Steps to Enable

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

Tips And Considerations

You must have the privilege for the classic HR page to update performance tasks on the Process Mass Actions for Performance Documents page.

Lock Manager Share Task to Support Calibration

Configure the performance document to stop managers from completing the share task and sharing their ratings and comments with employees. You start by enabling the Allow document sharing task to be locked for calibration option in the performance process flow. This action gives you the ability to then select the Lock Manager Share task option for a document period for that process flow. This means that any performance document you create which uses this document period, the manager won't be able to complete the Share Document task.

Allow Document Sharing Task To Be Locked for Calibration Check Box on the Process Flow Page

Lock Manager Share Task Option on the Document Periods Tab in the Performance Template Page

If the manager attempts to share their ratings and the Lock the Manager Share task is enabled, then a banner displays to inform them that they can't share just yet because the performance document is locked for calibration.

Banner Displays Informing the User That They Can't Share the Manager Evaluations

This feature provides clearer integration between Performance and the calibration of the manager's ratings in Compensation to inform managers when calibration is in progress.

Steps to Enable

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

Simplified Check-In Creation Process

The creation of a check-in document, discussion topics, and notes is now simpler and user-friendly. As a manager or employee, when you create a check-in document, you need to select a check-in template. You can preview the sections in the selected check-in template and decide whether you want to use this template for your check-in document.

Viewing the Check-In Template Sections on Selecting a Template

Unlike earlier, you can now create a discussion topic and note as a combined action. After creating the check-in document, click the Add button in the Discussion Topics region. Provide a title for the discussion topic and enter your notes and click Save. The discussion topic and the note are created and is listed in the check-in document.

NOTE: Discussion topic is created even If you don't add the note.

Creating a Discussion Topic and Note Combined Into One Action

NOTE: Addition of discussion topics are based on the check-in template settings.

Simpler and user-friendly task reducing the steps to create a check-in document, includes adding a discussion topic and note in a single step.

Steps to Enable

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

Search Enhancements to Manager Evaluate Performance Page

Start work quicker on the manage Evaluate Performance page which expands all the filters by default. Other changes include the All Evaluatees and Direct Reports options are now both links, selecting one automatically deselects the other. The default selection is now All Evaluatees instead of Direct Reports. This selection also displays surrogate performance documents, where the performance document manager is not a manager on the employee's assignment. HR specialists can help managers using this page by configuring an information banner in HCM Experience Design Studio. The banner can advise managers to use the Business Title switcher to see other performance documents they manage under another assignment.

Display additional data to make the page even easier to use.

Steps to Enable

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

Transfer Performance Document to Participant as New Manager

HR specialists and performance document managers can now assign a participant, who previously provided feedback for the employee's performance document, as the performance document manager. This feature offers support for when an employee transfers to a new manager on their assignment and even if that manager has previously provided feedback they can still be the performance document manager. You can now do this without deleting the feedback they provided as a participant.

This ability to select a participant as the new performance document manager, even if they've provided feedback for the employee previously, allows for easy transfers.

Steps to Enable

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

Tips And Considerations

  • If the new manager has any open participant requests for the performance document, then they will be locked and the manager can't complete them.
  • You can't select the new performance document manager as a participant for a new feedback request.
  • You can select the previous performance document manager as a participant for a new feedback request.

Enhancements to HR Admin Pages

Enhance the HR specialist's user experience by displaying the same employee attributes on the HR admin pages. Use the HCM Transaction Design Studio to control the display of data for the HR admin pages in Performance Management. For example, you can hide some of the attributes in the Participant Feedback page but show them in the other performance admin pages. Or maybe you don't want a certain attribute to display, such as the person number, so you can hide it in HCM Transaction Design Studio. For the HR specialist, these changes can make the pages more familiar and easier to complete, and therefore save time.

Hide or show attributes on the HR admin pages in HCM Transaction Design Studio for a more simple user experience for the HR specialist.

Steps to Enable

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

Enhanced Performance Management Security for Workers with Multiple Assignments

If your organization uses multiple assignments, then take advantage of this new assignment-level security for performance documents and check-in access feature. For managers and HR specialists, if this assignment-level security is enabled, then they can see and have access to the assignments that are in their security profile. For example, a manager can view performance information for the assignments they manage. A HR specialist can view the performance documents for employee assignments for which they have access to in the responsive Performance Documents page.

Assignment-Level security allows you for a new level of security access.

Steps to Enable

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

Tips And Considerations

Approvals for performance documents are assigned according to the employee's assignment for first-level approvers. After that, subsequent approvers are assigned using the primary assignment of the previous approver. If an employee has multiple assignments, then approvals for performance documents on those assignments are assigned according to the employee's assignment for first-level approvers. Subsequent levels of approver are assigned using the primary assignment of the previous approver.

Remember that assignment security applies to responsive performance management pages only and not the classic pages. In the HR Admin pages it's the results pages that are secured and display only the assignments to which HR specialists have access. The list of values to select an employee or manager is not secured at this time.

Key Resources

For additional information on assignment level security, refer to the HCM Common 20D What's New feature: Secure Access for Workers with Multiple Assignments.

Securing Access for Employees with Multiple Assignments in Feedback and Request Feedback Quick Actions

Leverage assignment-level security in the Feedback and Request Feedback quick actions. If your organization allows employees to have multiple concurrent assignments, you can restrict a user's access to a person's assignment based on the user's area of access. Your organization can uptake assignment-based security by enabling a new assignment-level security profile option and by regenerating your data grants and security profiles.

After you uptake assignment-based security, when you use the Feedback or Request Feedback quick actions, you can only search for and view the assignments of an employee that you have access to. You can't see the assignments of an employee.

Users can now access the correct worker assignments based on their area of access.

Steps to Enable

Please refer the 20D HCM Common What's New feature: Secure Access for Workers with Multiple Assignments.

Purge Historic Performance Eligibility Status Data

Use the new Purge Historic Performance Management Eligibility Status Data process to permanently delete performance eligibility status data. Did you know that every time you run the eligibility batch process, the application stores the data in tables and if the data isn't deleted it can cause performance issues. This process is available as a scheduled process and as an option on the Manage Eligibility Batch Process which you run from My Client Groups> Performance> Setup Maintenance.

Purge Option on the Manage Eligibility Batch Process

The process uses the date you select to purge any data older than this date. The data will be permanently deleted.

Improve the performance of your application and free up storage by permanently deleting unnecessary data.

Steps to Enable

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

Tips And Considerations

Remember that you cannot recover data once you purge it.

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.

Tutorials Have Been Rebranded as Learning Journeys

Notice that Tutorials have been rebranded as Learning Journeys.

Learning Journeys

Author Learning Journey

Tutorials was rebranded to more accurately reflect the scope of its functionality, and to align with current industry standard terminology.

Steps to Enable

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

Tips And Considerations

Only the naming convention has changed. The functionality for Learning Journeys remains the same as it was for Tutorials.

Adobe Connect: Virtual ILT Activity Completion Rules

Use completion rules for Adobe Connect virtual instructor-led activities.

Completion Rules

Enabling this feature lets you mandate that learners participate for the duration you specify in the setup in order to complete the training.

Steps to Enable

To set the default catalog rules:

  1. In the My Client Groups work area, click Learning.
  2. Click Setup.
  3. On the Setup page, click the Manage Catalog Defaults tab.
  4. View the Virtual Instructor Led Training Activity Completion Rules section to enable the rules.

Completion Rules

  1. Select the Allow Completion rules to be overridden at offering level checkbox to enable the ability to override the Virtual Instructor Led Training Activity Completion Rules on the offering details page, and on the blended offering details page.

To set the rules at the offering level:

  1. In the My Client Groups work area, click Learning
  2. Click Learning Catalog.
  3. On the Learning Catalog page, click the Offerings tab.
  4. Create or edit an offering.
  5. On the Offering General Information Tab view the Virtual Instructor Led Training Activity Completion Rules section.

Completion Rules

Deep Link to Offering Detail Page

Add deep links to course offerings. Deep links are available to learners on the Offering Detail page > page actions > Copy Link.

Deep Links Are Available Under on the Offering Details Page

If the Newsfeed profile is enabled, deep linking is available in either of the following places:

  • Admin work area > Learning Catalog > Offerings> Offering Number > Self Service Link
  • Admin work area > Learning Catalog > Offerings > Click on offering title > Offering Definition, > Click on offering number > Self Service Link

Self-Service Link

When users follow a deep link and click Back, they are returned to the Course catalog detail page. If they click Back again, they return to the “learning landing page”.

This feature provides flexibility in the way offerings can be accessed.

Steps to Enable

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

Rich Media Attachment Specifications

Take note that the following rich media specifications have been added to provide clarity to both admins and users as to what can be uploaded, and how much of it can be uploaded and used.

When an administrator uploads library cover art in Manage Content Resources:

  • File size should be <= 1GB.
  • File must be a jpg, .png, or .gif.
  • Can upload only a single file.

While authoring a tutorial in the self-service user interface, when a user adds an image for either a Tutorial section or the Tutorial Cover:

  • File size should be <= 1GB.
  • File must be a .jpg, .png, or .gif.
  • Can only upload a single file.

While authoring a tutorial in the self-service user interface, when user adds an video for a Tutorial section:

  • File size should be <= 1GB.
  • File must be an an .mp4 video.
  • Can only upload a single file.

When adding a self-service video in the user interface:

  • File size should be <= 1GB.
  • File must be an an .mp4 video.
  • Can only upload a single file.

When adding a cover art for a self-service community in self service user interface:

  • File size should be <= 1GB.
  • File must be either a jpg, .png, or .gif.
  • Can only upload a single file.

List of content items that are excluded from the above specifications:

  • PDF, SCORM/AICC, specialist videos etc. in Manage Content Resources
  • Cover art in Manage Course, Manage Specialization etc.
  • Trailers in Manage Course etc
  • Cover art in Specialist Communities

This enhancement provides clarity to both admins and users as to what can be uploaded, and how much of it can be uploaded and used.

Steps to Enable

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

Enhancements

Activity Details Page Link Enhancement

Notice that when you click a link on the Activity details page, the associated content opens in a new tab. 

Link on the Activity Details Page

Content Opens in a New Page

This enhancement assists learners who may have trouble clicking the Launch button.

Steps to Enable

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

Assign Learning to My Team Page Enhancement

When managers first visit the Assign Learning to My Team page, before they enter any search term in the Select Learning Item section, the message  “Enter a keyword to search for learning” now displays.

New Message on Assign Learning to My Team Page

This usability enhancement ensures that the manager is guided to enter the search string.

Steps to Enable

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

Filters

View By Filters in Specialization

Use the new View By filters, visible in the Completion Status section when you drill down in specialization details, to better manage the activities in a specialization. The following view modes are now enabled:

  • Things to Finish - This is the default view by mode until the assignment status is Complete.

View By: Things to Finish

  • All Activities - Shows all sections and activities, regardless of course activity assignment status.

View By: All Activities

  • Completed Activities -  Shows all the sections and activities in completed status. This mode is the default once the specialization assignment status is Complete.

View By: Completed Activities

This enhancement helps learners to better manage the activities in specializations.

Steps to Enable

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

Language Filter on the Available Offering Page

Use the new checkbox in the Available Offerings section of the Self-Service tab in Setup to let learners to see offerings in the language they've set as their default/preferred language.

New Checkbox in the Available Options Section of the Self-Service Tab in Setup

If users have a default/preferred language set, and they navigate to an available offering listing in the Newsfeed, they will see the Language drop-down list defaulted to their set language, and as a result they will only see offerings that use this language.

Language Drop-Down List

Enabling this option allows learners to see offerings in the language they've set as their default/preferred language.

Steps to Enable

  1. In the My Client Groups work area, click Learning.
  2. Click Setup.
  3. On the Setup page, click the Self-Service tab.
  4. Select the Set the language filter to a user's preferred language when they are in the available offerings view checkbox.

Enrollment

Self-Service Available Offerings Page Usability Improvements

Notice on the Available Offering page that new messages display to let learners know whether there are available offerings that meet their search criteria. After applying the defined access restrictions, if no offerings are returned when a learner uses search, the following message displays: "There are no offerings available right now. Try again later."

New Message Helps Learners to Know Whether Offerings Are Available

If no offerings are returned after a learner applies facets, the following message is displayed: "No results found."

No Results Found After Searching Using Facets

When there are 5 or fewer offering available for a course, the filters on the Available Offering page are not displayed.

No Filters Display if There Are 5 or Fewer Available Offerings for a Course

This enhancement ensures that learners have a great user interface experience, because the page doesn't take up real estate with filters that are not useful, and allows learner to know exactly what offerings are available.

Steps to Enable

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

Enrollment Creation Processing Page After My Team Assign Flows

Notice that once managers assign learning items to team members, they can view the outcome of the assignment creation process on the new enrollment creation processing page.

NOTE: If managers want to create assignments for team members, they can navigate to My Team > Learning > Actions > Assign learning to My Team > enter  the required details, and click Submit.

Assignment Processing

The enrollment creation processing page is available to managers when they perform any of the following actions:

  • Assign learning to My Team from My Team Learning
  • Assign learning to My Team from Learning Item Details
  • Record External Completion for My Team from My Team Learning
  • Request non-catalog learning for My Team from Search Results
  • Request non-catalog learning for My Team from My Team Learning

Once the enrollment process is submitted, if a manager tries to cancel it, a warning message displays.

Warning Message

Managers can view lists of users who have successfully processed assignments. They can also view a list of users for whom assignment creations have failed.

Completed Assignment Creation Process

This enhancement gives managers visibility as to whether or not learning items have been assigned to selected team members.

Steps to Enable

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

Enrollment Summary Page Enhancement

There are now thumbnail pictures that display on the Enrollment Summary page.

Thumbnails Display for Enrolled Learning Items

When learners view the Enrollment Summary page, thumbnails display for the learning items they are enrolled in.

This usability enhancement ensures that learners have a great user interface experience, because they will be able to view thumbnails added by the administrator.

Steps to Enable

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

Communities

Learning Community Enhancements

Notice that the following updates were made to the Communities I Manage page when the community is in Pending Approval status:

  • When a community is in pending approval status, the ability to edit details is disabled.
  • When a community is in pending approval status, and the community has never been published before, an inline warning message displays stating: "Community pending approval."
  • If the community is already published, but is pending approval due to an update, an inline warning displays stating: "Community update pending approval.“

Communities I Manage Page is Not Editable In Pending Approval Status

To navigate to the Communities I Manage page, as a learner, click Me > My Learning Communities > Communities I Manage.

This enhancement ensures that the community's latest status is displayed, and it is not editable when it is in Pending Approval status.

Steps to Enable

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

Community Manager Enhancement

Notice that now, when you create a community in the administrator work area, or you create a self-service community, you are added as the Community Manager only.

Community Manager

In prior releases, users creating these communities were added as both the Community Manager, and as a Member, which meant they would receive all of the assignments given to the members of the community. This change prevents that from happening. You still have the option of adding yourself as a Member later if you want.

Now uou can create communities without also automatically receiving all of the community-related assignments given to members.

Steps to Enable

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

Recommend Admin Communities via Learning Assignments and Initiatives

Recommend admin communities when you create learning assignments and initiatives from the admin workspace. Admin communities include category, topic, and official communities. Admins can recommend admin communities when creating assignments on the:

  • Assignment Learners page in the admin workspace: Learners > Learning Assignment > Add Learners > Recommendation > *Assign: Select Item > Select Learning Item: Admin can search for admin communities.

Recommendation Learning Page

Browse All Learning Items

  • Initiatives from Manage Learners in the admin workspace: Learners > Learning Initiatives > Add Learners > Recommend > *Assign: Select Item > Select Learning Item: Admin can search for admin communities.

Recommend Learning Initiative

Browse All Learning Items

This enhancement lets administrators easily assign a cohort of learning items to a cohort a users by using a community to organize the learning items.

Steps to Enable

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

Learning Items Display in Community Learning Catalog

Notice that you can now see up to 10 learning items in the community learning catalog before the Load More Items link displays. Navigate to Me > My Learning Communities > Communities I Manage > and click the community name. Under the learning catalog, you can see up to a maximum of 10 learning items before the Load More Items link displays.

See Up to Ten Learning Items in the Community Learning Catalog

This enhancement enables you to view more learning items in community learning catalog at one time.

Steps to Enable

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

Manage Community Action Added to Communities I Manage

Use the new Manage Community action on the Communities I Manage page under My Learning Communities. To navigate to the Communities I Manage page, as a learner, click Me > My Learning Communities > Communities I Manage.

Manage Community Action

This enhancement makes it easy for learners to manage their communities from the user interface.

Steps to Enable

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

Members and Manager Tabs in Communities

Use the Members and Manager tabs, which are enabled in communities instead of the Users tab, to distinguish between member and manager user types. The following changes were made:

  1. When a learner navigates to Me > My Learning Communities > Communities I Manage, and selects Manage Community from Actions, the Members tab has the following  actions:
  • Accept Join Request
  • Decline Join Request
  • Remove Member

Manage Community

  1. When the community manager clicks Add on the Members tab, there isn't a place to select the type of user. This is because the users are added from Member tab, and they will be automatically added as members.

Add Members

  1. When a learner navigates to Me > My Learning Communities > Communities I Manage > selects Manage Community from actions, the Managers tab now displays a Remove Manager action.

Remove Manager

  1. When the community manager clicks Add from the Managers tab, there isn't a place to select the type of user. This is because the users are added from Manager tab, and they will be automatically added as managers.

Add People

This enhancement helps users to distinguish between members and managers.

Steps to Enable

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

Mobile

Offline Tutorials on HCM Cloud Mobile Application

Use the new offline features in the HCM Cloud mobile application to view tutorials and take learning with you when you are not connected.

To use the feature, locate the tutorial you want.

Locate Tutorial

View the details for the tutorial, and click Launch.

Click Launch

The tutorial opens.

Tutorial Opens

This feature allows users to access tutorials offline.

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.

Candidates and Candidate Job Applications

Candidate Security

In previous releases, when a recruiter or member of the Hiring Team was searching for candidates, all confirmed candidates would show up in search results. With this release, recruiters and Hiring Team members can see candidates that they're responsible for by Country, Person Type, and Recruiting Type. Using candidate security, your organization can define candidate security profile, data role, and assign it to right set of users

Secure candidates by Country, Recruiting Type, and Person Type.

Steps to Enable

If your organization wants to use Candidate Security, you need to follow these configuration steps.

Create a Candidate Security Profile

  1. In the Setup and Maintenance work area, go to:
  • Offering: Recruiting and Candidate Experience
  • Functional Area: Recruiting and Candidate Experience Management
  • Task: Candidate Security Profiles (Use Show All Tasks to see this task)
  1. On the Candidate Security Profiles page, click Create.
  2. Enter a name and a description.
  3. Create a candidate security profile with appropriate dimensions, by country, recruiting type, and person type.
  4. Click Save and Close.

Create a Data Role and Assign the Security Profile

  1. In the Setup and Maintenance work area, search for the task Manage Data Role and Security Profiles.
  2. On the Data Roles and Security Profiles page, click Create.
  3. On the Create Data Role page, enter a data role, select a job role, and enter role description. 
  4. On the Security Criteria page, select security criteria to see the appropriate visibility. 
  5. On the Person Security Profile page, select the security profile you just created in the Candidate Security Profile field.

Assign the Data Role to Users

  1. From the left navigation menu go to Tools and click Security Console.
  2. Click the Users tab. 
  3. On the User Accounts page, find the user to whom you want to assign the data role with the candidate security.
  4. Click Edit.
  5. Assign the role.
  6. Click Save and Close.

Set the Profile Option

  1. In the Setup and Maintenance work area, search for the task Manage Administrator Profile Values.
  2. On the Manage Administrator Profile Values page, search for the profile option ORA_IRC_CANDIDATE_SECURITY_ENABLED.
  3. Set the profile value to Y.
  4. Click Save and Close.

Once the option is set to Y, candidate security will be based on the assigned roles and security profile.

NOTE: After setting this profile option to Y, if a user doesn’t have a role with desired profile visibility, they won’t see any candidates in candidate search.

Tips And Considerations

By default, recruiters and Hiring Team members can see all candidates when searching for candidates because of the View All seeded role.

NOTE: It's strongly recommended to first define the candidate security profile, create or modify data roles, and assign them to the appropriate users before enabling candidate security by setting up the profile option (ORA_IRC_CANDIDATE_SECURITY_ENABLED) to Y. This will avoid a sudden loss of candidates not appearing in search.

Create a Candidate Without Email, Phone, or Both

Certain categories of customers have candidates that don’t have any email or phone number such as seasonal, temporary, construction workers. In such cases, as a Recruiter or Hiring Manager, you can create a candidate without email, or phone, or both. You can take the candidate though the application, interview, and offer process without any communication. At a later time, you can add a phone or email, if needed and available.

By default, the Email field will continue to be a mandatory field. Based on your business needs, your administrator can configure your career sites so that email is mandatory when candidates apply for a job (current behavior) or that phone is mandatory (new behavior). All candidates will have at least email or phone (or both, if the candidate enters the info).

Create Candidate

Customers who want to do volume or seasonal recruiting will be able to create candidates appropriately.

Steps to Enable

You can create rules in Transaction Design Studio to set the email and phone fields as mandatory.

  1. In the HCM Experience Design Studio page, click the Transaction Design Studio tab.
  2. Select the Define Application Flow Required Fields action.
  3. Click Add to create a rule.
  4. In the Basic Details section, enter a name and description for the rule. Select an application flow.
  5. In the Available Attributes section, select the Contact Information data source.
  6. Decide if you want the Email Address and Phone Number fields to be required.
  7. Click Save and Close.

Preview Attachments on Job Applications

You can preview job application attachments provided by candidates.

When you go to the Job Applications list of a job requisition, you can preview resume attachments directly from the list. When you click the attachment, the file opens in a different tab.

When you go to a job application's Attachments tab, you can display attachment previews in the Supporting Documents section for resume, cover letter, and miscellaneous attachment categories. In the View menu, you select Preview and then the file you want to preview. The selected file renders as PDF on the screen.

Preview an Attachment

Watch a Demo

Save time spent reviewing resumes with previewing capabilities available on the job application list and attachments tab. 

Steps to Enable

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

Key Resources

Candidate Experience

Improved Candidate Self Service Accessibility

The candidate self service background color is now lighter to ensure the elements contrast ratio guarantees accessibility. You can modify the color using a custom CSS.

Improve the candidate experience even more by aligning to accessibility standards.

Steps to Enable

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

Pixel Tracking

You can use pixel tracking to track your external candidates when they click apply, start applying, and submit job applications.

You can use third party tools to track candidates and measure how many candidates who initiate a job application eventually submit their application.

Steps to Enable

You configure Pixel Tracking in the career site editor.

  1. In the Setup and Maintenance work area, go to:
  • Offering: Recruiting and Candidate Experience
  • Functional Area: Candidate Experience
  • Task: Career Sites Configuration
  1. On the Career Sites Configuration page, click Edit next to a site.
  2. In the General tab, expand the section called Tracking Pixel.
  3. You can configure these URLs:
  • URL when clicking the Apply button
  • URL when starting a job application
  • URL when submitting a job application
  1. You can personalize the parameter names for Candidate ID and Requisition ID.
  2. You can preview the complete URL.

Posting Expiration Date Displayed to Internal Candidates

When you create a job requisition, you can enter the date and time when the job will expire. In the job requisition’s Posting tab, the Expiration Date field is available in the Internal Career Site and External Career Sites sections.

Expiration Date Field in Job Requisition

In the Current Jobs work area, the job details page displays the posting expiration date and time for jobs posted internally and externally. Internal candidates can see the posting expiration date of a job to ensure they submit their job application or referral while the job requisition is active.

Present internal candidates with the job requisition expiration date to ensure their job applications and referrals are submitted on time.

Steps to Enable

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

Reuse Phone Numbers

You can allow external candidates to reuse the phone number that was used by another candidate in the past. Candidates can claim a phone number as genuinely being their own.

In some areas, when a person stops using a phone number, providers are re-allocating the phone number to a new person. If these two people are applying for a job in Oracle Recruiting Cloud, additional verification is required to ensure that the person is who they claim to be and the new candidate who genuinely owns the phone must be able to assert this fact, while at the same time not exposing info from the general profile or job applications of the previous owner.

Here’s how the feature works.

Use case 1: A returning candidate applies for a job, candidate has used the same device before.

Let’s say candidate Jane B has a candidate file in Oracle Recruiting Cloud. Jane applies for a job and enters the phone number 510.123.1234. This phone number is recognized and a previous cookie is found. A 6-digit verification code is sent to Jane’s phone and Jane enters the verification code. Jane continues to apply for the job. Jane’s profile is updated and a new application is created.

Use case 2: A new candidate applies with phone number used by another candidate before

Let’s say John A exists in the system with a phone number 510.123.1234 assigned to his profile as verified. Now another candidate Jane B doesn’t have a candidate file in Oracle Recruiting Cloud. Jane applies for a job and enters the phone number 510.123.1234. This phone number is recognized, but no previous cookie is found. Jane is asked to enter her last name. The last name and phone number don’t match and Jane is offered to claim the phone number. A 6-digit verification code is sent to Jane’s phone and Jane enters the verification code. Jane continues to apply for the job. Jane’s profile is created and her phone number is now verified (John A phone number gets unverified).

If Jane decides to no longer apply for the job, a draft profile is saved. If Jane applies to another job using the phone number, the draft profile will be connected to Jane.

This feature brings another layer of security to phone number verification in those areas where phone numbers get re-allocated. This feature also allows to create new candidate profiles even though the phone number used belonged previously to another candidate.

Steps to Enable

The feature is inactive by default. To enable it:

  1. In the Setup and Maintenance work area, go to:
  • Offering: Recruiting and Candidate Experience
  • Functional Area: Recruiting and Candidate Experience Management
  • Task: Enterprise Recruiting and Candidate Experience Information
  1. Go to the Candidate Last Name Verification and Phone Number Request section, and select Active.

Search Jobs on Map

External candidates can explore jobs using a map view. Posted jobs are pinned on the map, giving candidates a nice visual way to see job locations. Candidate can easily access job details and calculate commute time.

When the feature is enabled, the default view on search results is to show jobs on a map. The map is showing jobs matching search criteria (keyword and location) based on the geo-coordinates returned for those jobs. If a job has work locations, the geo-coordinates for those work locations are considered in the map view. If the job doesn't have work locations, the geo-coordinates of posting locations are used instead.

Search Jobs on a Map

You can explore available jobs more easily using a visual map view.

Steps to Enable

You first need to set up the map provider used to display jobs on the career site.

  1. In the Setup and Maintenance work area, go to:
  • Offering: Recruiting and Candidate Experience
  • Functional Area: Candidate Experience
  • Task: Configure Candidate Experience Map Provider
  1. On the Configure Candidate Experience Map Provider page, click Add.
  2. Enter a name, code, and description.
  3. Select a provider.
  4. In the Provider Settings section, enter the API key.
  5. Click Save and Close.
  6. Activate the provider.

You can configure multiple map providers but only one can be active.

You then need to enable the map provider at the career site level. By default the feature is disabled.

  1. In the Setup and Maintenance work area, go to:
  • Offering: Recruiting and Candidate Experience
  • Functional Area: Candidate Experience
  • Task: Career Sites Configuration
  1. On the Career Sites Configuration page, click Edit next to a career site.
  2. On the General tab, expand the Search Job on Map section.
  3. Select the option Enable searching jobs on map.

If your jobs have work locations but the career site is setup not to display work locations, those jobs won't be visible on the map. 

Key Resources

For details on how to configure work locations for a career site, refer to this topic in the Implementing Recruiting guide on Oracle Help Center:

  • Create a Career Site - Configure the Career Site

Candidate Selection Process

Automatically Initiate a Candidate Duplicate Check

The candidate selection process can be configured to automatically initiate a candidate duplicate check. Automatic initiation can be configured at multiple points in the candidate selection process. When a job application reaches a specific state in a phase, the candidate duplicate check is automatically triggered.

The recruiter or designated members of the hiring team are informed of duplicate check results. They receive a notification about the candidate and the number of duplicates found. The recipient can click a link to see the duplicates. Candidates can be automatically progressed in the selection process based on duplicate check results.

Automatic candidate duplicate check enhances the recruiting process. It eliminates the need for recruiters to manually run a candidate duplicate check at predetermined check points in the candidate selection process, verify the duplicate check results, and later progress the candidate application to an appropriate phase or state.

Automatic candidate duplicate check also allows you to define rules to automatically progress the candidate job application to a predetermined phase and state.

This combination of automatic initiation and progression helps recruiters and hiring managers in their decision making and drawing attention of a recruiter or hiring manager only when it's necessary to evaluate the results and decide on the next step.

Steps to Enable

Automatic Initiation of Candidate Duplicate Check

When you configure a candidate selection process, you can add the new action Candidate Duplicate Check Notification at the phase or state level. This will automatically initiate a candidate duplicate check when a job application reaches a specific phase or state. This action can be configured at multiple points during the candidate selection process to identify duplicate candidates if you gather data from a candidate incrementally as the candidate progresses in the selection process.

While configuring this action, you can select members of the hiring team who will receive candidate duplicate check results such as the recruiter, hiring manager, or other designated members. You can also select an email notification template. A new notification is available in the Recruiting Content Library: Auto Run Dupe Check Notification. The notification contains info about the candidate and the number of duplicates found. The recipient can click a link to see the duplicates.

You can also set the threshold "Minimum Match Score to Send Notification" for receiving a notification. The notification will be sent to the recipients only when the duplicate check match score is equal to or greater than the set threshold.

Duplicate Check Configuration Page

Automatic Progression in the Candidate Selection Process Based on Duplicate Check Results

You can move the candidate job application to a predetermined phase and state by configuring a fast formula.

Here are examples of fast formulas:

--- A duplicate candidate exists ---

DEFAULT FOR IRC_CSP_CANDIDATE_DUP_CHECK_DUPLICATE_EXISTS IS 'N'

CONDITION_RESULT = 'N'

IF IRC_CSP_CANDIDATE_DUP_CHECK_DUPLICATE_EXISTS = 'Y'THEN CONDITION_RESULT = 'Y'

RETURN CONDITION_RESULT

--- Duplicate match score ---

DEFAULT FOR IRC_CSP_CANDIDATE_DUP_CHECK_MATCH_SCORE IS 'ORA_NONE'

CONDITION_RESULT = 'N'IF IRC_CSP_CANDIDATE_DUP_CHECK_MATCH_SCORE = 'ORA_NONE'THEN CONDITION_RESULT = 'Y'

RETURN CONDITION_RESULT

--- Duplicate count ---

DEFAULT FOR IRC_CSP_CANDIDATE_DUP_CHECK_MATCH_COUNT IS -1

CONDITION_RESULT = 'N'

IF IRC_CSP_CANDIDATE_DUP_CHECK_MATCH_COUNT > 0 THENCONDITION_RESULT = 'Y'

RETURN CONDITION_RESULT

DBIs to Configure Fast Formula:

  • Duplicate Exists (Text) - IRC_CSP_CANDIDATE_DUP_CHECK_DUPLICATE_EXISTS. Will have value ORA_NONE on successful run of duplicate check process resulting in no duplicates.
  • Match Score (Text) - IRC_CSP_CANDIDATE_DUP_CHECK_DUPLICATE_EXISTS. Will have value ORA_HIGHEST or ORA_HIGHER or ORA_HIGH or ORA_MEDIUM or = ORA_LOWEST or ORA_NONE.
  • Match Count For Highest Match Score (Number) - IRC_CSP_CANDIDATE_DUP_CHECK_MATCH_COUNT. Maximum value is 10.

Tips And Considerations

Set threshold to receive notifications to higher levels during advanced phase and states in the candidate selection process.

Job Application EFFs and Question Answers Database Items for CSP Fast Formulas

You can define fast formulas and use them as conditions for candidate selection process automated actions using answers to prescreening questions, answers to Request for Information questions, and EFFs on job applications.

This allows you to further automate the candidate selection process by executing actions automatically based on answers or other information provided by candidates.

Steps to Enable

To achieve this, you can use these new database items in fast formulas of type "Recruiting Candidate Selection Process".

Database Items for Answers to Prescreening Questions

IRC_CSP_JOBAPP_PRESCREEN_RESPONSE_ANSWER_CODE: Answer provided by the candidate to a prescreening question (Code).

IRC_CSP_JOBAPP_PRESCREEN_RESPONSE_TEXT: Text provided by the candidate to answer a prescreening question.

IRC_CSP_JOBAPP_PRESCREEN_RESPONSE_ANSWER_SCORE: Score obtained by the candidate for a prescreening question.

IRC_CSP_JOBAPP_PRESCREEN_RESPONSE_QSTN_SCORE: Score obtained by the candidate for a prescreening question.

IRC_CSP_JOBAPP_PRESCREEN_RESPONSE_QSTN_CODE: Prescreening question answered by the candidate (Code).

IRC_CSP_JOBAPP_PRESCREEN_RESPONSE_QSTN_VERSION: Prescreening question answered by the candidate (Version).

IRC_CSP_JOBAPP_PRESCREEN_RESPONSE_QSTNR_CODE: Prescreening questionnaire answered by the candidate (Code).

IRC_CSP_JOBAPP_PRESCREEN_RESPONSE_QSTNR_VERSION: Prescreening questionnaire answered by the candidate (Version)

Database Items for Answers to Request for Information Questions

IRC_CSP_JOBAPP_RIF_RESPONSE_ANSWER_CODE: Answer provided by the candidate to a request information flow question (Code).

IRC_CSP_JOBAPP_RIF_RESPONSE_TEXT: Text provided by the candidate to answer a request information flow question.

IRC_CSP_JOBAPP_RIF_RESPONSE_ANSWER_SCORE: Score for an answer to a request information flow question.

IRC_CSP_JOBAPP_RIF_RESPONSE_QSTN_VERSION: Request information flow question answered by the candidate (Version).

IRC_CSP_JOBAPP_RIF_RESPONSE_QSTN_CODE: Request information flow question answered by the candidate (Code).

IRC_CSP_JOBAPP_RIF_RESPONSE_QSTNR_CODE: Request information questionnaire answered by the candidate (Code).

IRC_CSP_JOBAPP_RIF_RESPONSE_QSTNR_VERSION: Prescreening questionnaire answered by the candidate (Version).

Database Items for EFFs on Job Applications

IRC_CSP_JOBAPP_ATTRIBUTE_PEI_INFORMATION1 to IRC_CSP_JOBAPP_ATTRIBUTE_PEI_INFORMATION30: Information attribute of the job application

IRC_CSP_JOBAPP_ATTRIBUTE_PEI_INFORMATION_NUMBER1 to IRC_CSP_JOBAPP_ATTRIBUTE_PEI_INFORMATION_NUMBER20: Number attribute of the job application.

IRC_CSP_JOBAPP_ATTRIBUTE_PEI_INFORMATION_DATE1 to IRC_CSP_JOBAPP_ATTRIBUTE_PEI_INFORMATION_DATE15: Date attribute of the job application.

IRC_CSP_JOBAPP_ATTRIBUTE_PEI_INFORMATION_CATEGORY: Context of the attribute.

Key Resources

For more information on using fast formulas in candidate selection processes, refer to this topic in the Implementing Recruiting guide on Oracle Help Center:

  • Create a Fast Formula Used as a Condition in a Candidate Selection Process

Use Fast Formula Conditions at the Beginning of Candidate Selection Processes

As an administrator, when you configure actions in a candidate selection process, you can use fast formulas as conditions, even if the action is at the beginning of the candidate selection process. You can now use them:

  • On the "When Entering Phase" event of the first phase.
  • On the first state of the first phase.
  • On an event or state which is reached automatically following an automated move from the beginning of the candidate selection process.

This features allows you to automate the first operations of a candidate selection process, based on specific conditions.

Steps to Enable

To configure a candidate selection workflow:

  1. In the Setup and Maintenance work area, go to:

  • Offering: Recruiting and Candidate Experience
  • Functional Area: Candidate Job Applications
  • Task: Candidate Selection Process Configuration
  1. On the Candidate Selection Process Configuration page, click Create.

Candidate Sourcing

Email Address and Phone Number as Mandatory Fields in Application Flows

Candidates can now apply to jobs using phone number only.

As an administrator, you can create rules in Transaction Design Studio to make the Email Address and Phone Number fields as mandatory in apply flows, request information flows, and talent community flows. If no rule is created, the Email Address field is mandatory by default.

The rules you create only affect fields in the job application flow. They don't have any effect on the candidate authentication method. Candidates will still be able to decide whether they want to authenticate with a phone number or email address.

Improve the candidate experience by requiring only the communication channels you actually need from your candidates. Your application flow can now be more in line with the recruitment process requirements or market specifics.

Steps to Enable

Prerequisites

You need to activate a sandbox and page editing at the Site layer. (Settings and Actions Menu > Edit Pages > Activate a sandbox)

  1. On your Home page, go to My Client Groups > Quick Actions > Show More > Employment > HCM Experience Design Studio.
  2. Click the Transaction Design Studio tab.
  3. Select the action Define Application Flow Required Fields.
  4. Click Add to create a rule.
  5. In the Basic Details section, enter a name and description for the rule. Select one or multiple application flows.
  6. In the Available Attributes section, select the Contact Information data source.
  7. Decide if the Email Address and Phone Number fields are required.
  8. Click Save and Close.

NOTE: The Visible field isn't functional. If you modify it, it won't have any effect on the application flow.

Key Resources

For more information on using the HCM Experience Design Studio, refer to this topic in the Implementing Recruiting guide on Oracle Help Center:

  • Page Configuration Using HCM Experience Design Studio

Miscellaneous File Attachments in Request Information Flows

As an administrator, you can configure your Request Information flow so that candidates can add multiple file attachments of different types to their job applications. This is done by adding the Miscellaneous Documents block to the flow. You can add several Miscellaneous Documents blocks, each instance of the block can have its own title and description.

The size limit for each file attached is 50 MB. There is no restriction on the number of files and types of file attached.

Tailor your recruitment process even more by asking candidates for specific file attachments needed at particular stages of the recruitment process.

Steps to Enable

  1. In the Setup and Maintenance work area, go to:
  • Offering: Recruiting and Candidate Experience
  • Functional Area: Candidate Experience
  • Task: Job Application Flow Configuration
  1. On the Job Application Flows page, click Create.
  2. On the Application Flow Properties page, enter a name and a code.
  3. In the Application Flow Type field, select Request Information.
  4. Click Save and Continue.
  5. On the creation page, click Create in the Versions section.
  6. Enter the version name.
  7. Add the Miscellaneous Documents block.
  8. Click the block to open the Edit window. You can edit the headline of the block. The headline is the block name displayed to candidates. You can add instructions in the block to provide specific information to candidates.
  9. Click Save.
  10. Click Save and Activate.

Key Resources

For more information on the Request Information flow, refer to these topics in the Implementing Recruiting guide on Oracle Help Center:

  • Request Information Flow
  • Create a Request Information Flow

Save Draft Request Information Flow Data

External candidates can save draft data they entered while completing a request information flow.

Here's how it works:

  • The data is saved every 10 seconds. A candidate can drop off from the process and start over when ready, without losing any data.
  • The candidate can access the request information flow using the URL provided in the notification they received or by accessing their candidate self service. If draft data was saved for a flow, it will be loaded when the flow is loaded.
  • Draft data can't be viewed by recruiters or hiring managers. They can only be accessed by the candidate.
  • If the candidate doesn't interact with the draft data for 30 days, data is automatically removed.
  • If a candidate profile was updated after draft data was saved, profile data will update the saved draft data.

External candidates can drop off when filling out a request information flow and start over when ready without losing data they already provided.

Steps to Enable

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

Job Requisitions

Create Job Requisitions When Requesting New Positions

When you request a new position or duplicate an existing position, you can select a requisition template and then provide details about the new requisition to be created for this position. A new section called Requisition Details is available. Not all requisition fields are visible in the Requisition Details section, only a small subset of the standard requisition fields are available. You have control over which of these fields are visible. 

Requisition Details Section When Creating a Position

When you access the Requisition Details section for the first time, field values are defaulted to the appropriate values, following the same logic as when creating a requisition based on a position:

  • Position field values are pre-filled into the requisition fields.
  • Fields coming from the requisition template are pre-filled into the requisition fields, if a template was selected.
  • Fields coming from other sources are pre-filled as usual.

The job requisition is created only when the position is approved. While the position is pending approval, the requisition isn’t visible in Oracle Recruiting Cloud.

If the user who submitted the position is allowed to submit job requisitions, the job requisition is submitted for approval automatically. If the job requisition can’t be successfully submitted (due to missing or invalid mandatory information for example), the requisition will remain in the Draft - In Progress status. If the user who submitted the position isn’t allowed to submit job requisitions, the requisition will be in the Draft - In Progress status.

With this features you can simplify and accelerate the creation of positions and job requisitions by performing both operations in a single step.

Steps to Enable

You can control if the Requisition Details section is visible in the request a new position flow. 

  1. In the HCM Experience Design Studio page, click the Transaction Design Studio tab.
  2. Select the Request a New Position action.
  3. Click Add to create a rule.
  4. In the Basic Details section, enter a name and description for the rule. You can select a business unit and roles.
  5. In the Show or Hide Regions section, go to Requisition Details and select Visible. You can also make the section required.
  6. Click Save and Close.

You can also control which requisition fields are visible in the Requisition Details section. The below configuration can be done for the Request a New Position and the Position Details actions.

  1. In the HCM Experience Design Studio page, click the Transaction Design Studio tab.
  2. Select the Position Details action.
  3. Click Add to create a rule.
  4. In the Basic Details section, enter a name and description for the rule. You can select a business unit and roles.
  5. In the Page Attributes section, select the Requisition Details region.
  6. Decide if you want the fields to be visible and required.
  7. Click Save and Close.

You can configure job requisitions to be automatically approved if they have been created from a position. A new attribute is available in requisition approval rules: Requisition Creation Source. This attribute contains the ORA_POSITION value which indicates if the requisition was created using the Request a New Position or Duplicate Position action. If the requisition was not created while creating a position, the value is null.

To make it possible to provide a default value for all requisition fields when creating a requisition, the following fields were added to the standalone, job, and position requisition templates:"

  • Display in Organization Chart
  • Allow Candidates to Apply When Not Posted
  • Automatically Fill Requisition

Role Information

Users need this privilege to see the new Requisition Details section when requesting or duplicating a position.

Privilege Name Privilege Code Job Role

Initiate Job Requisition Using Position

IRC_INITIATE_POSITION_BASED_JOB_REQUISITION_PRIV

Hiring Manager

Recruiter

Use REST Service - Job Requisitions

Users need these privileges to submit job requisitions for approval. 

Privilege Name Privilege Code Job Role

Update Job Requisition

IRC_UPDATE_JOB_REQUISITION_PRIV

Recruiter (and indirectly, Recruiting Manager

Update Job Requisition After Draft Phase

IRC_UPDATE_JOB_REQUISITION_AFTER_DRAFT_PHASE_PRIV

Recruiting Manager

Define Collaborator Types for Requisitions and Offers

Job requisition and job offer hiring teams have been enhanced to define custom collaborator types. When you create a job requisition or job offer, you can add collaborator types to help you define hiring team roles more precisely and to better manage communications with members of the job requisition and offer hiring teams.

As before, when a user is added as a collaborator on a job requisition or job offer (regardless of the collaborator type), the user has the required data security to view this requisition or offer.

Adding Collaborator Types

Now you can clearly define the expected role of each person added to a job requisition's hiring team or a job offer's offer team. Also allows communicating with members of the team based on their role on the hiring or offer team.

Steps to Enable

By default, the Collaborator collaborator type is always visible. It can't be disabled by administrators. 

To define new collaborator types:

  1. In the Setup and Maintenance work area, search for the task Manage Common Lookups.
  2. Click the task name.
  3. Search for the lookup type ORA_IRC_COLLABORATOR_RESP_TYPE.
  4. Create new lookups as required. Lookup codes should not begin with the prefix “ORA”. 

Tips And Considerations

Existing collaborators on job requisitions and job offers will be automatically assigned to the Collaborator collaborator type with Update 20D.

Disqualifying Candidates Based on Individual Negative Answer

For disqualification questions, a single answer to a negative score of a disqualification question will disqualify a candidate. You will no longer need to enter a big negative number to cover for all cases of usage with various positive numbers.

This allows for an easy to understand mechanism and no need to anticipate all future questionnaires maximum possible score to adjust answer's negative score.

Steps to Enable

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

Key Resources

For details on disqualification questions, refer to the topic Create a Disqualification Question in the Implementing Hiring guide in the Oracle Help Center.

Fill Job Requisitions with Large Number of Active Job Applications

You can fill job requisitions manually or automatically when the required number of candidates was hired for the job, regardless of the number of active candidates on the requisition. In previous releases, you couldn’t fill a job requisition when there were more than 50 active candidates on the requisition.

When you fill a job requisition manually using the Fill Job Requisition action, or automatically using the Automatically Fill Requisition configuration option, here’s what happens depending on the number of activate candidates on the requisition:

  • If the number of candidates is 50 or less, the fill action is done immediately.
  • If the number of candidates is higher than 50, a message is displayed explaining that the requisition will soon be filled.

While waiting for the requisition to be filled, you can continue working on the requisition and its job applications. For instance, you can close the requisition manually, you can disposition job applications manually.

When the fill action is complete, you will receive a notification containing info about the number of job applications that were processed for each of these statuses. 

  • Succeeded: Job applications that were successfully processed. 
  • Failed: Job applications that were not successfully processed.  
  • Skipped: Job applications that didn't need to be processed.

Save time by marking job requisitions as filled in a single operation, regardless of the number of job applications to disposition.

Steps to Enable

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

Key Resources

For more information about filling job requisitions, refer to these topics in the Using Recruiting guide on Oracle Help Center:

  • Fill a Job Requisition
  • Automatically Fill a Job Requisition

Hiring Team Notifications

You can send messages to hiring team members to notify them of actions they need to take on job requisitions, job applications, or job offers and keep them informed through the hiring process.

NOTE: Messages sent to the job offer hiring team can only be sent once a draft offer exists.

Let’s say you want to send a message regarding a job requisition:

  1. Open a job requisition.
  2. In the Actions menu, select the Send Message to Team action.
  3. Indicate how you want to create the message.
    • Blank Message: You create a message using a blank form. You add recipients of the message and you create the message by entering a subject and message text, and using tokens.
    • Template: You create a message using a template. You can adjust it as needed. You can add or remove recipients and you can modify the message.
  4. Preview the message to ensure tokens are being resolved as expected.

Send Message to Team

You can track the messages that were sent on the Interactions tab. All hiring team messages are available for review on either the requisition or job application’s Interactions tab.

Job requisition and job offer hiring teams have been enhanced to define custom collaborator types. When you create a job requisition or job offer, you can add collaborator types to help you define hiring team roles more precisely and to better manage communications with members of the job requisition and offer hiring teams.

Add Collaborator Type Menu

Watch a Demo

Keep job requisition and job offer stakeholders informed and involved in the requisition, job application, and job offer processes using hiring team notifications.

Steps to Enable

Before you enable the Hiring Team Notifications feature, consider whether you need more granular collaborator types on your job requisition and job offer hiring teams. Hiring team notification templates can be configured to be sent to specific hiring team members, so all hiring team collaborator types should be defined prior to creating notification templates. You also need to consider whether your organization will use hiring team notification templates. The new Send Message to Team action doesn’t require the use of templates but templates do save time and are especially convenient when the same messages are sent frequently across job requisitions, job applications, and job offers.

Create Collaborator Types

By default, this collaborator type is available:

  • Collaborator

To define new collaborator types:

  1. In the Setup and Maintenance work area, search for the task Manage Common Lookups.
  2. Click the task name.
  3. Search for the lookup type ORA_IRC_COLLABORATOR_RESP_TYPE.
  4. Create new lookups as required. Lookup codes should not begin with the prefix “ORA”. 

Create Hiring Team Notification Templates

You can create and manage a library of hiring team notification templates which can be sent in the context of job requisitions or job applications.

  1. In the Setup and Maintenance work area, go to:
  • Offering: Recruiting and Candidate Experience
  • Functional Area: Recruiting and Candidate Experience Management
  • Task: Recruiting Content Library
  1. On the Recruiting Content Library page, click Create.
  2. On the Create Content Item page, enter the following information:
  • Name
  • Code
  • Category: Select Hiring Team Notification
  • Visibility
  1. In the Context Information section, you can contextualized the notification based on requisition attributes and hiring team recipients.
  2. Create the content item as any other content item.

Tips And Considerations

  • It’s not recommended to disable the seeded Collaborator lookup because this lookup is used by any existing requisition and job offer hiring teams where collaborators have been defined.
  • It’s recommended to include the lookup code in the collaborator type tokens so that users can easily select the correct token when managing notification templates and sending messages to the hiring team. For example, the lookup code defined was INTERVIEW_TEAM then the tokens available in the notification would be Requisition_INTERVIEW_TEAM_DisplayNameList and Offer_INTERVIEW_TEAM_DisplayNameList.

Key Resources

Maximum Possible Score Adjusted While Updating Question's Score

You can see the maximum possible score of all impacted questionnaires adjusted right away while you change the score of a question. 

Here's how it works:

You can change questions added to questionnaires not being used. Changes are reflected right away in questionnaires, with the exception of any overwritten score at the questionnaire level.

If you want to change questions in questionnaires being used, consider the following:

  • You will need to create a new version of the question if you want to change:
    • Answer labels, including translation
    • Context
    • Question type
    • Question score
  • The new version of the question will be propagated in questionnaires not being used, unless they have overwritten question’s score.

This feature helps you keep the maximum possible score of the questionnaires in sync with the score of the questions.

Steps to Enable

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

Job Offers

Adjust Offer Letter Content

Recruiting users with privileges to adjust offer letters can create consistent offer letters based on templates but they can now personalized them as needed. They can adjust the content of any candidate's job offer letter in specific situations, such as offers for an executive position or a hard-to-recruit job.

There are two methods to adjust offer letters:

  • Original method: When you download a candidate’s selected offer letter while in the state Offer-Draft, you get a document that shows all of the tokens that will represent the various field values for that candidate, and you see all the conditional sections that may or may not end up being relevant to this candidate’s situation. You make your changes starting from the letter with all its tokens.
  • New method: Your administrator needs to enable the new feature. When you download a candidate’s selected offer letter while in the state Offer-Draft, you’ll only see the actual values that belong in that letter and you’ll see only the actual sections that are relevant to that specific candidate. With this method, any tokens are already resolved into the current information. You can make any changes to the candidate’s offer letter from that starting point, and anything not relevant can be removed.

Watch a Demo

This feature offers the following benefits:

  • Certain kinds of hiring require unique wording or agreements, beyond the standard offer letter templates.
  • Recruiting users don’t get confused by seeing inapplicable sections of their selected template.

Steps to Enable

You need to grant this privilege so users can adjust offer letter content. Users must also have the BI Author Role, which is a standard part of other seeded roles for recruiters who are employees. Both of these are required for users to adjust offer letters, either the original method or this new method.

  • Update Candidate Job Offer Letter

The feature is delivered disabled by default. To enable it, follow these steps.

  1. In the Setup and Maintenance work area, go to:
  • Offering: Recruiting and Candidate Experience
  • Functional Area: Recruiting and Candidate Experience Management
  • Task: Recruiting and Candidate Experience Information
  1. In the Offer Letter section, select the option Download Offer Letter with Resolved Tokens.

Regardless whether users will adjust offer letter using the old method or new method, you’ll have to upload any desired offer letter templates into the Recruiting Content Library.

Tips And Considerations

Here are a few things to consider when you enable the feature:

  • You will need to ensure that each candidate’s offer letter reflects any last-minute changes that you make to the offer’s values. If you make any changes to draft offer’s fields before submitting the offer, these changes won’t be automatically made in the adjusted offer letter. The values in the offer fields that got pulled into the offer letter when it was downloaded, these are now part of the text of the letter. This text is no longer dynamic, it’s no longer based on tokens which can read the values in the offer fields. For instance, you adjust the offer letter by increasing the proposed salary of the candidate, that field is probably included in the offer letter seen by the candidate. So you would also have to re-adjust the offer letter yourself.
  • Configure the light e-signature section to be the same for standard vs. adjusted offers. Non-adjusted offer letters use a light e-signature section within the selected offer letter template. Adjusted offer letters use light e-signature report, directly from in BI Publisher. If different regions or situations need different e-signature formatting, ensure requirements are met both in the Recruiting Content Library’s templates and in the light e-signature subtemplate in BIP.

Key Resources

Screening Services

Background Check Package Selection Within Recruiting

You can select background check packages directly in Recruiting without having to access the partner's portal.

If you create a job requisition based on a template which contains background checks, the background checks will be added to the requisition. You can edit the selected packages.

If you create a requisition using a blank form, you can add background checks in the Screening Services section. Click Add to add a background check partner. Select a partner and a user account. You can then select packages without having to go to a partner’s site.

  • If one background check trigger was configured in the candidate selection process, you can select one or more packages for the phase or state that has the background check trigger.
  • If multiple background check triggers were configured in the candidate selection process and the partner supports multi phases and states, you can select one or more packages for the different phases and states that have the background check trigger.
  • If multiple background check triggers were configured in the candidate selection process and the partner doesn’t support multi phases and states, you can select one or more packages to one of the phase or state.

NOTE: You can add background check packages to requisitions in Draft state, or other states as long as there are no job applications.

Adding Background Checks in a Job Requisition

In job applications, you can view background check partners and packages that were copied from the job requisition to the job application. There are some conditions where you can edit background check packages in job applications:

  • You need the privilege Update Candidate Job Application Screening Package.
  • The job application is not in Rejected state, Withdrawn state, or in HR phase.
  • You can remove packages not yet triggered.
  • You can add packages on triggers not yet reached.

Background Checks in a Job Application

With this feature you will see the following benefits:

  • No need to go to the partner portal anymore. 
  • Faster job requisition background check configuration.
  • Possibility to change packages for each candidate.

Steps to Enable

Partner Setup

To enable background check selection within Recruiting, partners need to set up their integration on their Oracle HCM instance.

  1. In the Setup and Maintenance work area, go to:
  • Offering: Recruiting and Candidate Experience
  • Functional Area: Recruiting and Candidate Experience Management
  • Task: Recruiting Category Enablement
  1. On the Partner Enablement page, go to the Background Check section and click the Edit icon next to a partner.
  2. These 2 new options are available. Verify with the partner if they support those options before modifying them.
  • Local Package Selection: Select this option to enable the selection of a partner directly in Recruiting. By default, this option is disabled, which means packages are selected on the partner’s portal using the Go to Partner Portal link (as in previous releases).
  • Multiple Phases and States: Select this option if you want to allow users to send multiple background check requests at different phase or state. You can choose this option only if you selected the Local Package Selection option. By default, this option is disabled.

Requisition Template Configuration

When you add a background check to a job requisition template, follow these steps when the Local Package Selection option was enabled for the partner:

  1. Open a job requisition template.
  2. In the Screening Services tab, add a background check by selecting a partner and user account, and save your selection.
  3. Click the Edit icon next to the partner you selected.
  4. In the Edit Partner window, decide if you want to select packages for multiple phases or states:
  • If you select the option Packages for Multiple Phases or States, this will allow recruiters to select packages for the different phase and state triggers.
  • If you don’t select the option Packages for Multiple Phases or States, recruiters will only be able to select packages for the selected phase or state trigger.
  1. Click Save.
  2. Activate the background check.

Recruiting Agencies

Agency Posting Expiration Period

When you invite agents to submit candidates for a job, you can set an expiration date.

  1. Open a job requisition.
  2. Click the Posting tab.
  3. In the Staffing Agents section, add an agent.
  4. Click the Actions button and select Set Expiration Date.
  5. Select an expiration date and time. If you select No Expiration, the invitation will expire when the requisition expires.
  6. Click Save and Close.

Expiration Date for an Agent Invitation

When agents go to the Invited Requisitions area in the agency portal, they can see the expiration date and time on their invitations. When the expiration date is passed, agents can no longer see the requisition.

These alerts were updated to provide info on the invitation expiration date: 

  • Recruiting Agent Invite Alert
  • Recruiting Agent Invite Update Alert

Recruiters can manage the time an invitation is open by setting an expiration date on invitations sent to agents.

Steps to Enable

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

Third Party Integration

Full 1 Click Export Support for LinkedIn Recruiter

Recruiters are now able to use the 1-Click Export in LinkedIn Recruiter to export a candidate that isn't in Oracle Recruiting Cloud and create a prospect for a specific job requisition. Until now, only the export of a candidate existing in LinkedIn and Oracle Recruiting Cloud was supported.

Minor improvements were made on how the LinkedIn Notes and InMails are displayed in the Candidate Interactions for better readability.

Recruiters can find high quality matches from LinkedIn and save time. 

Steps to Enable

1 Click Export is ready to use as long as you have LinkedIn Recruiter System Connect enabled.

Tips And Considerations

If a candidate is in LinkedIn but not in Oracle Recruiting Cloud, and the Recruiting team saves this candidate in Oracle Recruiting Cloud, then a prospect is created for that specific job requisition. However, we may not be able to send typical prospect emails until the candidate from LinkedIn is able to share the email address. 

Key Resources

For details on LinkedIn Recruiter System Connect, refer to these topics in the Implementing Recruiting guide on Oracle Help Center:

  • LinkedIn Recruiter System Connect Integration
  • Integrate with LinkedIn Recruiter System Connect

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.

Career Development

External Candidates in Succession Management

Enhance your succession planning reports by including external candidates and their details. This feature supports the enhancement to the Succession Management application that allows plan owners to add external candidates to their succession plans along with internal candidates.

As part of this enhancement, the following new metrics and attributes are added to the Workforce Succession Management - Plan Candidates Real Time:

Metrics

Description
#Internal Candidates Number of candidates in a plan who are part of the organization
#External Candidates Number of candidates in a plan who are from an external organization

Dimension Name

Attributes

Comments

Candidate > External Candidates (New folder)
  • Last Name
  • First Name
  • Current Employer
  • Current Job Title
  • Email
  • Phone
  • Country
  • Address 1
  • Address 2
  • City
  • State
  • Postal code
  • Created by

External candidates can be reported on in this dimension.

Note: There is no assignment related information available for external candidates.

Candidate Details (Existing folder)
  • Candidate Since - This will display when the candidate is added to a plan
  • Candidate Type - This displays if the candidate is an external or internal candidate.
  • Readiness Level - This displays when the candidate will be ready to become the plan successor.
 

You can now report on external candidates who are associated with a succession plan allowing you to have a complete picture of the succession plan.

Steps to Enable

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

Super User in Talent Pools Subject Area

Improve your reporting on the talent pools subject areas with the ability for users to leverage the super user role to report on all talent pools.

The Workforce Succession Management - Talent Pools real time subject area was previously secured by the ownership model in its VO to which customers did not have access. Now, this has been moved to data security allowing customers to configure a super user to report on all talent pools. A new duty role 'Manage Talent Pool' is introduced through which 'View All' access can be provided to view all talent pools.

There is no change to the subject area presentation layer.

This allows assigned users to view all talent pools across the company for better decision making.

Steps to Enable

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

Learning and Development

OTBI - Learner Learning Records Subject Area Enhancement

Use the additional columns in the Learner Learning Records subject area:

  • General Information
  • Selected Course Offerings.

Learning Learner Records Subject Area Enhanced

The new columns under General Information are:

  • Enrollment Type Description
  • Assigner Attribution Type Description
  • Enrolled By
  • Assigner Person Primary Email Address
  • Assigner Person Primary Phone Number
  • Requested Date
  • Date Learner Entered Waitlist
  • Date Learner Exited Waitlist
  • Evaluation Submission Date
  • Expiration Date
  • Comments
  • Assignee Primary Email Address
  • Assignee Primary Phone Number

The new columns under Selected Course Offerings are:

  • Assigner Attribution Type
  • Learning Item Delivery Mode
  • Learning Item Language
  • Learning Item Language Description
  • Learning Item Total Expected Effort
  • Learning Item Total Expected Effort Units
  • Offering Start Date
  • Offering End Date
  • Content Completed Date
  • Completed Date
  • Withdrawn Date
  • Withdrawn Requested Date
  • Purchase Amount
  • Purchase Currency
  • Primary Offering
  • Enrollment Type
  • Enrollment Type Description
  • Comments
  • Status Change Reason Code
  • Date Learner Entered Pending Prerequisites
  • Date Learner Exited Pending Prerequisites
  • Learning Item Total Expected Effort Units Description
  • Assignee Person ID
  • Assigner ID
  • Assigner Number
  • Assigner Person Primary Email Address
  • Assigner Person Primary Phone Number
  • Assigner Comments to Learner
  • Assigned Learning Item ID
  • Assigned Learning Item Number
  • Assigned Learning Item Type
  • Assigned Learning Item Title
  • Assigned Learning Item Short Description
  • Assigned Learning Effective Date
  • Learning Item Language
  • Requested Date
  • Enrolled on Date
  • Request Completion Date
  • Request Approval Date
  • Request Rejection Date
  • Date Learner Entered Waitlist
  • Current Waitlist Position
  • Date Learner Exited Waitlist
  • Deleted Date
  • Purchased Date
  • Entered Pending Payment Date
  • Start Date
  • Due Date
  • Offering Self Service Catalog Price
  • Offering Self Service Catalog Price
  • Refund Rule
  • Enrollment Record Status Description
  • Assignment Substatus Description
  • Assigned Learning Item Type Description

This feature provides enhanced BI reporting capabilities.

Steps to Enable

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

Key Resources

For more information regarding the subject area refer to the Talent Management 20 What's New under Transactional Business Intelligence for Talent the feature New Subject Area for Workforce Learning – Learning Records Real Time.

OTBI - Completion Details in Learning Records

Use the Completion Details dimension in the Learning Records Subject Area. This folder resolves data for offering completions only.

Completion Details Dimension

This feature provides enhanced BI reporting capabilities.

Steps to Enable

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

Key Resources

For more information regarding the subject area refer to the Talent Management 20 What's New under Transactional Business Intelligence for Talent the feature New Subject Area for Workforce Learning – Learning Records Real Time.

OTBI - Rich Media Revisions

Use the new and modified attributes of Rich Media architecture.

Rich Media Revisions

The new/modified attributes under Learning Items/Learning Item Measures are:

  • Tutorial Count
  • Video Count

The new/modified attributes under Learning Items/Tutorial Specific Information/Tutorial Specific Measures are:

  • Tutorial Privacy Setting
  • Section Count

The new/modified attributes under Learning Items/Video Specific Information are:

  • Video Media Status/Name
  • Video Specific Details
  • Video Thumbnail Extraction Status

The new/modified attributes under Learning Items are:

  • Learning Item Identifier
  • Learning Item Number

This feature provides enhanced BI reporting capabilities.

Steps to Enable

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

Performance

Goal Plan Assignment Security Enhancements

Augment your reporting with the relevant data security of the logged in user while reporting on the Goal Plan Assignment Real Time subject area.

The subject area Workforce Goals - Goal Plan Assignment Real Time has been enhanced to honor the data security of the logged in user. For example: With this enhancement line managers would be able to report on only the workers to which they have access.

Managers will be able to view their teams Goals Plans.

Steps to Enable

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

Recruiting

Job Application Creator in Reporting

The name, identifier, number, and context where the job application was created were added to the Job Application- Basic Information dimension of the Recruiting - Recruiting Real Time subject area.

These new attributes were added to support the ability to create job applications on behalf of candidates.

Steps to Enable

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

Personalized Job Offer Letter Indicator in Reporting

The Personalized Job Offer Letter Indicator field was added to the Job Offer- Basic Information dimension of the Recruiting - Recruiting Real Time subject area. You can use this field in your recruiting reports to indicate if the default job offer letter template was used or if a personalized offer letter was extended to the candidate.

This new attribute was added to indicate the offer letter was uploaded by the user instead of being derived from the standard template.

Steps to Enable

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

Additional Diversity Attributes in Job Applications

You can use diversity attributes captured in job applications in you recruiting reports. These attributes are available in the "Job Application - Legislative Information" dimension. 

These attributes were added to support the various diversity fields captured at job application level. This is the only place those diversity attributes can be seen, as they aren't available in the user interface,

Steps to Enable

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

Person Number in Reporting

You can use the person number attribute in your recruiting reports. This attribute was added to the subject areas where the person name attribute was available. 

This attribute was added to align with general subject area usage and to present joining to other subject areas to get the person number.

Steps to Enable

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

Multiple Profile Content Types in Reporting

You can find a new series of attributes, the section identifier and the section name, in profile dimensions associated with job applications and candidates.

These attributes were added to support the ability to use the same profile content type multiple times in job application flows and request information flows. This will allow you to distinguish where the profile content was captured.

Steps to Enable

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

IMPORTANT Actions and Considerations

IMPORTANT – INFORMATION ON SECURITY

  • CHECK THE REGENERATE DATA SECURITY PROFILES AND GRANT JOB SET PROCESS

Role regeneration is necessary for all roles, custom or seeded, which is common, particularly after an update. This new Regenerate Data Security Profiles and Grants Job Set regenerates all roles, including those based on seeded job roles. This process will run automatically after the update, however it may not be complete when the environment is released, so all customers must verify successful completion of this process. Validation steps are detailed in Tips and Considerations section of the 20D HCM Common What’s New feature Regenerate Data Security Profiles and Grants Job Set.

  • ACTION MAY BE NEEDED AFTER UDATE REGARDING CUSTOM ROLES

This applies to all customers who are receiving Update 20D, regardless of whether or not you will be implementing assignment-level security.

If you have custom versions of these Oracle Transactional Business Intelligence (OTBI) duty roles, you will need to add data security policies to your custom roles after receiving Update 20D:

  • ORA_FBI_WORKFORCE_TRANSACTION_ANALYSIS_DUTY_HCM
  • ORA_FBI_GOAL_MANAGEMENT_TRANSACTION_ANALYSIS_DUTY_HCM
  • ORA_FBI_CAREER_DEV_TRANSACTION_ANALYSIS_DUTY_HCM

You may have created custom versions of these roles, if you have performed a deep copy of a job or abstract role that inherits one or more of these OTBI duty roles.

You must add data security policies to your custom roles, even if you are not implementing assignment-level security. For more information and steps to take, please refer to the 20D HCM Common What's New for the Secure Access for Workers with Multiple Assignments feature. If you are not interested in assignment-level security, you can just scroll down to the Role section and follow the step outlined for adding the data security policies.

_________________________

REPLACED OR REMOVED FEATURES

From time to time, Oracle replaces existing Cloud service features with new features, or removes existing features. When a feature is replaced the older version may be removed immediately or at a future time. As a best practice, you should use the newer version of a replaced feature as soon as the newer version is available.

Product

Removed Feature

Target Removal

Replacement Feature

Replaced In

Additional Information

  None at this time        

_________________________

ORACLE HAS DECOMMISSIONED THE HCM CLASSIC SIMPLIFIED USER INTERFACE IN UPDATE 20B

The new and redesigned HCM Responsive User Experience has been available and promoted as our standard since Update 18B. If you are still using the older HCM Classic Simplified User Interface, you must begin transitioning to the HCM Responsive User Experience, as these older pages will no longer be supported.

For information on the Responsive features, see the HCM Common What's New for Update 18B and 18C. The redesigned features are under a heading for Redesigned User Experience and have groupings by product. Features that have come out from 19A onwards will be in their respective solutions: HCM Common, Global Human Resources, Talent Management, Workforce Management and Workforce Rewards What's News. The feature will be under their product headings. You can open one these solutions such as Workforce Rewards and you will see tabs on the left to easily let you open the different releases to view the responsive features.

For consolidated information on generic setup information you can refer to My Oracle Support Document ID 2399671.1 - HCM Responsive User Experience Setup Information.

Highlights of New User Interface:

We’ve taken the employee and manager self-service pages to the next level by redesigning them to look and behave the same on desktop and mobile devices. We’ve also changed the look and feel of the pages to provide a better experience for end users.

Pages and messages look more modern and use simpler, more conversational language so that you can more easily read and understand content across all devices. The pages are clutter-free and clean and display only those fields that are required to complete the task. You can personalize the pages and add more fields that are hidden by default. For most self-service tasks, you’re asked what you want to do, and the task is broken down into a series of steps based on your choice.

_________________________

KNOWN ISSUES / MONTHLY AND STATUTORY MAINTENANCE PACK

Oracle publishes a Known Issues document for every Update to make customers are aware of potential problems they could run into and the document provides workarounds if they are available.

Oracle also publishes Maintenance Pack and Statutory Maintenance Pack documentation of bugs that are fixed in the monthly or statutory patching.

To review these documents you must have access to My Oracle Support:

Oracle Human Capital Management Cloud Functional Known Issues and Maintenance Packs (Document ID 1554838.1)