Cloud Readiness / Oracle Fusion Cloud Talent Management
What's New
Expand All


  1. JUNE MAINTENANCE PACK FOR 22B
  1. Revision History
  2. Overview
  3. Feature Summary
  4. Talent Management
    1. Performance Management
        1. Manage Performance Document Participant Feedback Requests by HR Specialists
        2. Edit General Discussion Topic Name In Check-Ins
  1. Update 22B
  1. Revision History
  2. Overview
  3. Feature Summary
  4. Talent Management
    1. Transactional Business Intelligence for Talent Management
    2. Questionnaire
        1. Add Instructions to Questions
    3. Career Development
        1. Configure Development Goal Library List of Values
        2. Simulate Development Goal Approval Rules
    4. Talent Review
        1. Custom Talent Ratings in Talent Review
        2. Enhanced Management of Talent Review Tasks
        3. Disposal of Talent Review Data From HCM Cloud
        4. HCM Data Loader Enhancements for Talent Review
        5. Location Search Criteria Enhancement in Talent Review
    5. Succession Management
        1. HCM Data Loader Enhancements for Succession Management
        2. Data Disposal Enhancement for Succession Management
    6. Profile Management
        1. Add User Defined Talent Ratings for Talent Profile and Talent Review
    7. Goal Management
        1. Configure Performance Goal Library List of Values
        2. Autocomplete Rules for Goal Management Business Objects
        3. Simulate Performance Goal Approval Rules
        4. Performance Goal FYI Notifications
    8. Performance Management
        1. Maximum Number of Participants to Provide Feedback in Performance Documents
        2. Additional Filters to Process Mass Actions for Performance Documents
        3. Print Multiple Performance Documents By Managers
        4. Manage Eligibility for Check-In Templates
        5. Manager Actions in the Performance Document
        6. Mass Change Performance Document Task Due Dates
        7. Data Loader Support for Performance Document Section Ratings and Comments
        8. New Attributes in Workforce Performance Subject Areas
        9. Reporting on Profile Content Item Attachments
        10. Control Visibility of Employee Check-in Documents
  5. IMPORTANT Actions and Considerations for Talent
  6. Controlled Availability for Talent
    1. Talent Controlled Availability
        1. Succession Organization Chart Enhancements

June Maintenance Pack for 22B

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
27 MAY 2022     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 (22A, 22B, 22C, and 22D)
  • 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.

____________________

HAVE AN IDEA?

Suggested Reading for all HCM Products:

  • Human Resources What’s New – In the Global Human Resources section you will find features on the base application in which other application are built upon. 

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

DISCLAIMER

The information contained in this document may include statements about Oracle’s product development plans. Many factors can materially affect Oracle’s product development plans and the nature and timing of future product releases. Accordingly, this Information is provided to you solely for information only, is not a commitment to deliver any material, code, or functionality, and should not be relied upon in making purchasing decisions. The development, release, and timing of any features or functionality described remains at the sole discretion of Oracle.

This information may not be incorporated into any contractual agreement with Oracle or its subsidiaries or affiliates. Oracle specifically disclaims any liability with respect to this information. Refer to the Legal Notices and Terms of Use for further information.

Feature Summary

Column Definitions:

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

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

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

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
(Feature Delivered Enabled)

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

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

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

Feature

Report

UI or
Process-Based:
Small Scale

UI or
Process-Based:
Larger Scale*

Talent Management

Performance Management

Manage Performance Document Participant Feedback Requests by HR Specialists

Edit General Discussion Topic Name In Check-Ins

Talent Management

Performance Management

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

Manage Performance Document Participant Feedback Requests by HR Specialists

With this feature, HR specialists can perform all actions on the Manage Participant Feedback page, rather than just the actions the manager role is configured to do. Here's a summary of the actions they can carry out:

  • Select participants, even if the manager can select participant configuration option isn't selected
  • Add additional questions to a participant's questionnaire, even if the manager can add questions configuration option isn't selected
  • Notify the manager that they've added participants
  • Send participant requests
  • Resend participant requests
  • Change the role of participants
  • Lock participant requests
  • Unlock participant requests
  • Delete participant requests
  • View the status of all feedback requests
    • Even if the manager can track participants configuration option isn't selected, the participant can complete the process and see the performance document using the View Feedback link
  • Reopen participant requests

Give HR specialists the ability to perform all the actions on the Manage Participant Feedback page.

Steps to Enable

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

Edit General Discussion Topic Name In Check-Ins

Change the name of a general discussion topic in your check-in document so that it matches the actual discussion. For example, update the name of your general discussion topic so you can easily identify and remember what that topic is about.

Open the check-in document that contains the general discussion topic you want to update, expand the region, and edit the name.

Personalize the general discussion topic name in check-in documents to one that describes the real discussion.

Steps to Enable

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

Update 22B

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
26 AUG 2022 Performance Management Manage Eligibility for Check-In Templates

Updated document. Revised feature information.

24 JUN 2022 Performance Management Control Visibility of Employee Check-in Documents

Updated document. Revised feature information.

24 JUN 2022 Performance Management Manage Eligibility for Check-In Templates

Updated document. Revised feature information.

24 JUN 2022 Performance Management Print Multiple Performance Documents By Managers

Updated document. Revised feature information.

27 MAY 2022 Performance Management Control Visibility of Employee Check-in Documents

Updated document. Feature delivered in update 22B.

04 MAR 2022     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 (22A, 22B, 22C, and 22D)
  • 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.

____________________

HAVE AN IDEA?

We’re here and we’re listening. If you have a suggestion on how to make our products better, please let us know. To enter an idea go to the Ideas Lab on Oracle Customer Connect. In this document wherever you see the light bulb icon after the feature name it means we delivered one of your ideas.

____________________

Suggested Reading for all HCM Products:

  • Human Resources What’s New – In the Global Human Resources section you will find features on the base application in which other application are built upon. 

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

  • 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 Help Center – Here you will find guides, videos and searchable help.
  • Release Readiness – New Feature Summary, What’s New, Feature Listing Spreadsheet, Spotlights and Release Training

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 in the body or title of the email.

Feature Summary

Column Definitions:

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

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

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

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
(Feature Delivered Enabled)

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

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

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

Feature

Report

UI or
Process-Based:
Small Scale

UI or
Process-Based:
Larger Scale*

Talent Management

Transactional Business Intelligence for Talent Management

Questionnaire

Add Instructions to Questions

Career Development

Configure Development Goal Library List of Values

Simulate Development Goal Approval Rules

Talent Review

Custom Talent Ratings in Talent Review

Enhanced Management of Talent Review Tasks

Disposal of Talent Review Data From HCM Cloud

HCM Data Loader Enhancements for Talent Review

Location Search Criteria Enhancement in Talent Review

Succession Management

HCM Data Loader Enhancements for Succession Management

Data Disposal Enhancement for Succession Management

Profile Management

Add User Defined Talent Ratings for Talent Profile and Talent Review

Goal Management

Configure Performance Goal Library List of Values

Autocomplete Rules for Goal Management Business Objects

Simulate Performance Goal Approval Rules

Performance Goal FYI Notifications

Performance Management

Maximum Number of Participants to Provide Feedback in Performance Documents

Additional Filters to Process Mass Actions for Performance Documents

Print Multiple Performance Documents By Managers

Manage Eligibility for Check-In Templates

Manager Actions in the Performance Document

Mass Change Performance Document Task Due Dates

Data Loader Support for Performance Document Section Ratings and Comments

New Attributes in Workforce Performance Subject Areas

Reporting on Profile Content Item Attachments

Control Visibility of Employee Check-in Documents

IMPORTANT Actions and Considerations for Talent

Controlled Availability for Talent

Talent Controlled Availability

Succession Organization Chart Enhancements

Talent Management

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.

Questionnaire

Survey employees with our Questionnaires.

Add Instructions to Questions

You can now provide helpful instructions and additional context to the questions used in a questionnaire. 

You can add these instructions while configuring questions to add to a questionnaire or questionnaire template. A new Instructions text box that’s available on the Create Questions page enables you to do this. This text box has formatting capabilities and also allows you to embed URLs.

Add Instructions to Questions

Here’s how you make use of this feature:

  1. Go to the Setup and Maintenance work area, and select these options: 
  • Setup: Workforce Development
  • Functional Area: Questionnaires
  • Task: Question Library
  1. Select the subscriber and click Create on the Questions page.
  2. Select the folder, status, and privacy options as required.
  3. Type the question text in the Details area.
  4. Include additional information about the question in the Instructions text box. 

NOTE: You can format the information using the toolbar. You can also add an URL using the Add Link icon on the toolbar. 

  1. Select the question type and response type as needed. 
  2. Click Save and Close.

NOTE: You can make use of this feature while creating questions to be included in a questionnaire or questionnaire template. You can also edit existing questions and add instructions to them.

Leverage this feature to help respondents make better answer choices.

Steps to Enable

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

Key Resources

  • For further details on creating questions and questionnaires, refer to the Questionnaires topic in the Workforce Profiles chapter of the Implementing Global Human Resources guide that can be found on the Oracle Help Center.

Career Development

Oracle Career Development provides tools for workers and managers to manage their career interests and development plans. These tools include recommendations on roles based on workers’ qualifications, comparisons to target roles and required development needs for workers. You can establish development goals and manage development progress, by managing the roles of interest for the worker and comprehensive development plan for workers.

You can now manage your near and long-term career development strategies using a development plan. Based on your role permissions, you can create and manage your development goals within your development plan. You can tag goals with Development Intents. Development Intents are tags that allow you to organize and track your goal towards future development.

Configure Development Goal Library List of Values

As administrators, you can configure the attributes by which users can search for development goals to add from the goal library. You can specify the attributes which are displayed while searching and the attributes which can be used only for searching. Select any of these attributes to search development library goals:

  • Goal name
  • Goal category
  • Business unit
  • Department
  • Job family
  • Legal employer

Here’s how you configure the search attributes:

  1. Select Development Goal Library in the Search Configuration tab of Transaction Design Studio.
  2. Select the attributes that you want to use for searching and displaying in the Search and Display Fields section.

By default, these attributes are available to use for searching and displaying:

  • Goal name
  • Goal category
  1. Select the attributes by which users can only search for development goals in the Search Only Fields section. Note that the fields you select here won’t be displayed when you search for development goals in the list of values.

The image shows the search configuration for the Development Goal Library List of Values. Goal Name and Category are selected in the Search and Display Fields section. Business Unit is selected in the Search Only Fields section.

Development Goal Library List of Values Search Configuration

Streamline searching of library goals for users and make it easy for employees to create their development goals.

Steps to Enable

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

Key Resources

For more information, see this topic on the Oracle Help Center:

  • How You Configure List of Values (LOVs), Chapter Responsive User Experience Setup in the Implementing Global Human Resources

Additionally, see the 21D HCM Common What's New for this feature: Lists of Values Configuration.

Role And Privileges

A user must have a role with the Access HCM Page Configurator (HRC_ACCESS_HCM_TRANSACTION_CONFIGURATOR_PRIV) privilege granted to access the lists of values configuration UI.

Simulate Development Goal Approval Rules

You can now use approval rules simulation to test development goal approval rules and its routing.

On the Approval Rules tab of the Transaction Console, click the Test Rules icon for the Approve Development Goal rule.

The image shows the Approve Development Goal rule on the Approval Rules tab of the Transaction Console.

Test Rules on Approval Rules Tab

Administrators who can configure rules can use the Test Rules button on the rule configuration page to test the approval rule configuration.

The image shows the rule configuration page of the Approve Development Goal rule.

Test Rules Button on the Rule Configuration Page

On the Test Approval Rules: Approve Development Goal page, you can see the development goal transactions that have been saved or submitted for approval. Click Simulate for the transaction that you want to simulate the approval rule for.

The image shows the Test Approval Rules: Approve Development Goal page of the Transaction Console.

Test Approval Rules: Approve Development Goal Page

You can see the simulation result at the bottom of the same page. The result lists these details:

  • Rule name
  • Transaction ID
  • Executed rules
  • Approval request details
  • Approval history
  • Approval routing

The image shows the simulation results for the development goal transaction submitted for approval.

Approval Simulation Results

If the simulation isn’t successful, you will see an error message.

Test approval rules and incrementally build the approval rule conditional logic. Assess the impact of the change without having to recreate and submit new transactions.

Steps to Enable

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

Tips And Considerations

  • You need to disable bypass approvals to test the approval flow configuration.
  • You need to first commit any changes you make to the approval rules before you simulate the rules.

Role And Privileges

This table shows the function security privilege that supports this feature and the predefined role that inherits this privilege.

Function Security Privilege Name and Code

Job Role Name

Test Approval Rules

PER_TEST_APPROVAL_RULES_PRIV

Review HCM Approval Transactions as Administrator

If you’re using the predefined role, then no action is necessary. However, if you’re using custom versions of this role, you must add this aggregate privilege to your custom roles to use this feature. See the Release 13 Oracle Human Capital Management Cloud Security Upgrade Guide on My Oracle Support (Document ID 2023523.1) for instructions about implementing new functions in existing roles.

Talent Review

Oracle 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.

Custom Talent Ratings in Talent Review

Enhance your talent review process by using custom ratings that you create in Talent Profiles. For example, you can create a rating to assess the innovative thinking of your employees. You can add these custom ratings in the Ratings Options section of a Talent Review meeting template.

The image shows some custom ratings that have been configured in Profiles in the Rating list of the Ratings Options section of a Talent Review meeting template.

Custom Ratings in Talent Review Template – Ratings Options Section

NOTE: You can add only a maximum of 7 ratings in a Talent Review template.

If you select the Use to Rate Review Population check box for the custom rating, then you can add it in the Box Chart Views section.

In the image, you can see the custom rating in the X-axis of the box chart view.

Custom Ratings in Talent Review Template –Box Chart Views

When facilitators create or edit a Talent Review meeting based on a template that has custom ratings, they can see the custom ratings in the Review Content section.

In the image, the custom ratings are shown in the Review Content section of a meeting configuration page.

Talent Review Meeting Configuration – Custom Ratings in Review Content Section

When managers prepare review content, they can rate the review population for the custom ratings that are selected in the meeting configuration. They can do this if their security profile allows them to edit the custom ratings. On submission, the ratings given by the manager for both delivered and custom ratings are updated in the worker’s profile.

The image shows custom ratings in the Ratings section of the Prepare Review Content page.

Custom Ratings on Prepare Review Content Page

When facilitators conduct a Talent Review meeting that has custom ratings, they can use custom ratings to rate the review population. When they print profiles, custom ratings are also included. They can view the prior custom ratings from a talent review meeting that was submitted during the prior ratings date range.

The image shows a Talent Review meeting dashboard with custom ratings on the x-axis of the box chart.

Talent Review Meeting Dashboard with Custom Ratings

Facilitators can save or submit a Talent Review meeting with the custom ratings. On submission, the ratings given by the facilitator for both delivered and custom ratings are updated in the worker’s profile.

Enhance your talent review process by using ratings that are appropriate for your organization.

Steps to Enable

You should have enabled these profile options to use this feature:

  • ORA_HRR_TALENT_REVIEW_RESPONSIVE_ENABLED
  • HCM_RESPONSIVE_PAGES_ENABLED

Your organization also should have migrated to Enhanced Talent Profiles to create custom ratings. Here’s how you create custom ratings:

  1. Go to My Client Groups > Profiles.
  2. Edit Person profile type.
  3. Go to the Profile Talent Ratings section.
  4. Add a rating section. The template is Custom Talent Rating for new rating sections.
  5. Make it active.
  6. Ensure to select the Employee View and Manager View check boxes for these evaluator types:
  • Profile
  • Talent Review
  •  Talent Review Meeting Preparation
  1. Click Save and Close.
  2. On the Edit Profile Type: Person page, click Save and Close.

Tips And Considerations

  • You can duplicate Talent Review meetings that have custom ratings.
  • You can reopen, cancel, and delete Talent Review meetings that have custom ratings.

Key Resources

  • For more information on Enhanced Talent Profile, refer to the Upgrade Guide and other documents in this article on My Oracle Support: Upgrading Oracle Fusion Profile Management (Doc ID 2421964.1).

Enhanced Management of Talent Review Tasks

The task management of members of the review population has been enhanced to help you keep track of assigned tasks.

Managers can now view and manage tasks of the people reporting to them when they prepare the review content for a Talent Review meeting. They don’t have to navigate to the Talent Review Meetings overview page to view and manage tasks. They need to select the View Tasks action on the Prepare Review Content page to manage tasks.

The image shows the View Tasks action in the Ratings section of the Prepare Review Content page.

Prepare Review Content Page – View Tasks Action

Managers can see the View Tasks action only if the Add Task action has been enabled in the meeting template used for the meeting.

Managers are taken to the Tasks page, where they can view and manage tasks for the selected person, irrespective of the meeting status. They can now see the responsive Tasks page if it has been enabled. Managers can associate tasks only with members of the review population who directly or indirectly report to them.

Managers and facilitators can see the number of tasks assigned to the members of the review population in the new Tasks column on the table view of the meeting dashboard. They can view the Tasks column only if the Add Task action has been enabled in the meeting template used for the meeting.

In the Tasks column of the image, you can see the count of tasks for each person who's a member of the review population.

Tasks Column on Table View of the Meeting Dashboard

They can click the task count to see the list of tasks associated with the member of the review population on the Tasks page. They see the responsive Tasks page if it has been enabled.

The image shows the responsive Tasks page. 2 tasks are assigned to the person.

Responsive Tasks Page

Managers and facilitators can sort the tasks listed by these attributes:

  • Subject of the task
  • Assignee name
  • Status
  • Task type
  • Due date
  • Percentage completion

They can add, edit, or delete tasks on the Tasks page. But note that when editing the task after navigating from the table view, they can’t change the name of the associated worker.

When facilitators add a task for a member of the review population using the Add Task action on the meeting dashboard, they now see the responsive Tasks page.

When managers or facilitators add or delete a task, the corresponding count of tasks for the associated worker is updated in the Tasks column of the table view of the dashboard.

Leverage the enhanced task management options and efficiently manage tasks assigned to members of the review population.

Steps to Enable

You should enable these profile options to use this feature:

  • ORA_HRR_TALENT_REVIEW_RESPONSIVE_ENABLED
  • HCM_RESPONSIVE_PAGES_ENABLED

Disposal of Talent Review Data From HCM Cloud

As an administrator, you can now include these Talent Review data as part of the person information removal policies configuration:

  • Information about members of the review population
  • Meeting participants information
  • Meeting facilitators information

To Create the Configuration Template to Remove Information from Talent Review Meetings

  1. Select the Worker category while creating the configuration template.
  2. Select the Components tab.
  3. In the Business Objects pane, select Talent Review Meeting.
  4. In the Components pane, expand Talent Review Meeting.
  5. Select these check boxes:
  • Facilitator: To remove terminated workers who were facilitators of Talent Review meetings
  • Participant: To remove terminated workers who were Talent Review meeting participants
  • Reviewee:  To remove terminated workers from the review population of Talent Review meetings
  1. Click Save.

Here’s what happens after the Talent Review Meeting person information removal process completes successfully:

  • You can’t see the workers whose person numbers were specified in the Facilitators, Participants, and Review Population section of Talent Review meetings.

NOTE: Terminated workers are removed as meeting facilitators even if they were the only facilitator for the meeting.

  • Reviewers can’t see the terminated workers who were part of the review population when they prepare review content.
  • Facilitators and participants can’t see the terminated workers who were part of the review population on the meeting dashboard.
  • Ratings assigned by terminated workers who were Talent Review meeting participants aren’t affected.
  • The ratings assigned to the terminated workers whose person numbers were specified either when preparing review content or when conducting the meeting aren’t removed from Talent Profiles.

Enhance your talent review process by removing terminated workers from Talent Review meetings.

Steps to Enable

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

Tips And Considerations

  • You need to enable the data disposal configuration template to use it.
  • Ensure that the process is run only on terminated workers with a termination date in the past.
  • The employee data is permanently deleted and not masked. You can’t recover deleted data. So, proceed with caution.
  • If the terminated workers were the only facilitators for the Talent Review meeting from which they were removed, then you need to add a new facilitator for the meeting either as a super user or using HCM Data Loader. You can edit the meeting only after a facilitator is added.

Key Resources

  • For more information on configuring the template and submitting the person information removal processes, refer to this document on My Oracle Support: Disposal of Person Data (Doc ID 2597475.1).

Role And Privileges

For more information about the roles and privileges that are required to configure person information removal policies and remove person information, refer to this document on My Oracle Support:

HCM Data Loader Enhancements for Talent Review

As an administrator, you can now use HCM Data Loader to remove terminated workers from the Talent Review meetings in which they were added as a facilitator or participant.

This example TalentReviewMeeting.dat file is used for deleting a facilitator’s and a participant’s data from the HDL Marketing Talent Review Meeting meeting. This file uses source keys to identify the facilitator and participant to delete.

METADATA|Facilitator|SourceSystemId|SourceSystemOwner|MeetingTitle|FacilitatorPersonNumber

DELETE|Facilitator|MrktMgr071018_Fac2|VISION|HDL Marketing Talent Review Meeting|17121468

METADATA|Participant|SourceSystemId|SourceSystemOwner|MeetingTitle|ParticipantPersonNumber

DELETE|Participant|MrktMgr071018_Part1|VISION|HDL Marketing Talent Review Meeting|8153780

Enhance your talent review process by removing terminated workers from Talent Review meetings.

Steps to Enable

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

Tips And Considerations

  • You won’t see any error message even when the terminated facilitator or participant you’re deleting is the only facilitator or participant of the Talent Review meeting.
  • If the terminated workers were the only facilitators for the Talent Review meeting from which they were removed, then you need to add a new facilitator for the meeting either as a super user or using HCM Data Loader. You can edit the meeting only after adding a facilitator.

Location Search Criteria Enhancement in Talent Review

Now when you use the Location filter in the Population Selection section of a Talent Review meeting configuration page, you can see only locations identified as employee locations on the responsive Location Details page.

The image shows the Location Filter in Population Selection section of the meeting configuration page.

Location Filter in Population Selection Section

Filter employees by their employee location and select the relevant employees to add to your review population.

Steps to Enable

You need to set the Employee Location attribute value to No for the locations which you want to exclude from the Location list of values.

Key Resources

For more information, see the release 21D Human Resources What's New for this feature: Ability to Identify a Location as an Employee Location

Additionally, refer to this topic on the Oracle Help Center:

  • Locations, Chapter 7: Divisions, Departments, Worker Unions, Locations, and Trees in the Implementing Global Human Resources guide

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.

HCM Data Loader Enhancements for Succession Management

As an administrator, you can now use HCM Data Loader to remove terminated workers from the succession plans in which they were added as owners.

This example SuccessionPlan.dat file is used for removing a terminated plan owner from a succession plan. It uses source keys to identify the succession plan.

METADATA|SuccessionPlanOwner|SourceSystemOwner|SourceSystemId|PlanId(SourceSystemId)|PlanOwnerPersonNumber

DELETE|SuccessionPlanOwner|VISION|SPO_MRKT_DIR|SP_MRKT_DIR|1023853

As an administrator, you can also use HCM Data Loader to remove terminated workers from the talent pools in which they were added as owners.

This example TalentPool.dat file is used for removing a terminated pool owner from a talent pool. It uses source key to identify the talent pool.

METADATA|PoolOwner|SourceSystemOwner|SourceSystemId|PoolName|PoolOwnerId

DELETE|PoolOwner|VISION|TP_T2|Top Talent|521528

Enhance the management of your succession plans and talent pools by removing terminated workers from the succession plans and talent pools in which they were added as owners.

Steps to Enable

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

Tips And Considerations

  • You won’t see any error message even when the terminated worker you’re deleting is the only owner of a private succession plan or talent pool.
  • If the deleted owner was the only owner of a private succession plan or talent pool, then you need to add a new owner either as a super user or using HCM Data Loader. You can edit the private succession plan or talent pool only after a adding a new owner.

Data Disposal Enhancement for Succession Management

As an administrator, you can now also remove terminated workers who were succession plan owners from your organization’s succession plans using the Remove Person Information process.

To Create the Configuration Template to Remove Succession Plan Owners

  1. Select the Worker category while creating the configuration template.
  2. Select the Components tab.
  3. In the Business Objects pane, select Succession Plan.
  4. In the Components pane, expand Succession Plan.
  5. Select the Succession Plan Owner check box.
  6. Click Save.

After the succession plans owner person information removal process completes successfully, the terminated workers are removed from all succession plans in which they were owners, even if they were the sole owner.

You can now also remove terminated workers who were talent pool owners from your organization’s talent pools using the Remove Person Information process.

To Create the Configuration Template to Remove Talent Pool Owners

  1. Select the Worker category while creating the configuration template.
  2. Select the Components tab.
  3. In the Business Objects pane, select Talent Pool.
  4. In the Components pane, expand Talent Pool.
  5. Select the Talent Pool Owner check box.
  6. Click Save.

After the talent pool owner person information removal process completes successfully, the terminated workers are removed from all talent pools in which they were owners, even if they were the sole owner of the talent pool.

Enhance the management of your succession plans and talent pools by removing terminated workers from the succession plans and talent pools in which they were added as owners.

Steps to Enable

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

Tips And Considerations

  • You need to enable the data disposal configuration template to use it.
  • Ensure that the process is run only on terminated workers with a termination date in the past.
  • The employee data is permanently deleted and not masked. You can’t recover deleted data. So, proceed with caution.
  • If the terminated worker who was removed as a succession plan owner was the sole owner of a private succession plan, then you need to add a new plan owner either as a super user or using HCM Data Loader. Only after you add a new owner, you can edit the private succession plan.
  • If the terminated worker who was removed as a talent pool owner was the sole owner of the talent pool, then you need to add a new pool owner either as a super user or using HCM Data Loader. Only after you add a new owner, you can edit the talent pool.

Key Resources

  • For more information on configuring the template and submitting the person information removal processes, refer to this document on My Oracle Support: Disposal of Person Data (Doc ID 2597475.1).

Role And Privileges

For more information about the roles and privileges that are required to configure person information removal policies and remove person information, refer to this document on My Oracle Support:

Profile Management

Oracle Profile Management provides a common foundation for the talent suite of products and other Oracle Cloud 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.

Add User Defined Talent Ratings for Talent Profile and Talent Review

Administrators can now create additional talent ratings to supplement the standard delivered talent ratings in the Person Profile Type setup page and make these talent ratings available on the Talent Ratings page and Talent Review pages.

Here’s how:

  1. Go to My Client Groups > Profiles > Profile Types > Person.
  2. Navigate to the Profile Talent Ratings area on this page. 
  3. Click Add Talent Rating.
  4. Add a rating name, rating model, and rating description. Enable the evaluators that apply among Talent Profile, Talent Review, and Talent Review Meeting Preparation. The Section Context provided for your new rating can be referenced in the spreadsheet data loader while importing data.
  5. Set up security for these ratings by going to My Client Groups > Profiles > Profile Content Section Access.

User-defined ratings can be printed on a profile just as the delivered ratings can be. However, the users cannot create Oracle Transactional Business Intelligence (OTBI) reports on the user-defined ratings. This feature will be introduced in a future release.

The user-defined ratings supplement the delivered ratings to support your Talent process. 

Steps to Enable

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

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.

Configure Performance Goal Library List of Values

As administrators, you can configure the attributes by which users can search for performance goals to add from the goal library. You can specify the attributes which are displayed while searching and the attributes which can be used only for searching. Select any of these attributes to search performance library goals:

  • Goal name
  • Goal category
  • Goal subtype
  • Business unit
  • Department
  • Job family
  • Legal employer

Here’s how you configure the search attributes:

  1. Select Performance Goal Library in the Search Configuration tab of Transaction Design Studio.
  2. Select the attributes that you want to use for searching and displaying in the Search and Display Fields section.

By default, these attributes are available to use for searching and displaying:

  • Goal name
  • Goal category
  • Goal subtype
  1. Select the attributes by which users can only search for performance goals in the Search Only Fields section. Note that the fields you select here won’t be displayed when you search for performance goals in the list of values.

The image shows the Performance Goal Library List of Values search configuration page. Goal Name, Category, and Subtype are selected in the Search and Display Fields section. Business Unit is selected in the Search Only Fields section.

Performance Goal Library List of Values Search Configuration

Streamline searching of library goals for users and enhance the performance goal management of your organization.

Steps to Enable

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

Key Resources

For more information, see this topic on the Oracle Help Center:

  • How You Configure List of Values (LOVs) in the Responsive User Experience Setup chapter of the Implementing Global Human Resources guide

Additionally, see the 21D HCM Common What's New for this feature: Lists of Values Configuration.

Role And Privileges

A user must have a role with the Access HCM Page Configurator (HRC_ACCESS_HCM_TRANSACTION_CONFIGURATOR_PRIV) privilege granted to access the lists of values configuration page.

Autocomplete Rules for Goal Management Business Objects

From this release, you can use the delivered rules for these business objects to validate the performance goals created or updated by your employees:

  • Goals
  • Goals Relation with Goal Plan

Delivered Rules for Goals Business Object

Select the Goals business object on the Autocomplete Rules tab of HCM Experience Design Studio to view and use these delivered rules:

  • Default Completion Percentage Based on Goal Status: A field modification rule that defaults the completion percentage based on the updated goal status. You can use this rule only if the Completion Percentage field of a goal is visible. Here’s how the value of the completion percentage is set based on the goal status:
  • When the goal status is changed to Not started, then the completion percentage is automatically set to 0.
  • When the goal status is changed to In progress, then the completion percentage value is automatically set to 25.
  • When the goal status is changed to Completed, then the completion percentage is automatically set to 100.

  • Default Goal Status Based on Completion Percentage: A field modification rule that sets the status of a performance goal based on the value of the Completion Percentage. You can use this rule only if the Completion Percentage field of a goal is visible. Here’s how the goal status automatically changes based on the completion percentage:
  • When the value of the Completion Percentage field is 0, then the goal status is automatically set to Not started.
  • When the value of the Completion Percentage field is greater than 0 but less than 100, then the goal status is automatically set to In progress.
  • When the value of the Completion Percentage field is greater than or equal to 100, then the goal status is automatically set to Completed.
  • Validate Completion Percentage of Performance Goal: A field validation rule to validate the completion percentage of a performance goal to ensure that it’s within a specified range. The users see an error message when they enter a completion percentage that’s above 100. You can use this rule only if the Completion Percentage field of a goal is visible.
  • Validate Performance Goal Dates: An object validation rule to validate the start and end dates of a performance goal to ensure that they’re within the start and end dates of the goal’s review period. This rule is valid only when the Extend Goal feature is disabled.

The image shows 4 delivered rules for the Goals business object on the Autocomplete Rules tab of HCM Experience Design Studio.

Delivered Rules for Goals Business Object

Exceptions for the Delivered Rules for Goals Business Object

These exceptions apply for the Validate Performance Goal Dates delivered rule of the Goals business object:

  • Goal plan date validations don’t apply on the administrator pages such as Performance Goals and Setup of Performance Goals Mass Assignment pages.
  • Goal plan date validations don’t apply if the Extend Goal feature is enabled.
  • Goal plan date validations don’t apply for goals added using scheduled processes.

Delivered Rule for Goals Relation with Goal Plan Business Object

Select the Goals Relation with Goal Plan business object on the Autocomplete Rules tab of HCM Experience Design Studio to view and use the Validate Performance Goal Weight delivered rule. You can use this object validation rule only if updating weights inline is enabled for the goals in a goal plan that has weights enabled.

The image shows 1 delivered rule for the Goals Relation with Goal Plan business object on the Autocomplete Rules tab of HCM Experience Design Studio.

Delivered Rule for Goals Relation with Goal Plan Business Object

You can copy and configure this rule so that when users create or add a shared goal, an error message is shown if the weight assigned to the goal is below a specified value. Note that this rule doesn’t consider private goals.

Exceptions for the Delivered Rule for Goals Relation with Goal Plan Business Object

These exceptions apply for the Validate Performance Goal Weight delivered rule:

  • Weight validation is bypassed when goals are copied, moved, or extended.
  • Weight validation isn’t done for goals added using scheduled processes.
  • Weight validation isn’t done for goals imported from another goal plan.
  • When managers force approve the goal transaction in the Transaction Console, weight validation isn’t triggered.
  • When administrators add a goal to a goal plan from the Goal Plans page, weight validation isn’t triggered.
  • If a goal was created when weights were disabled for the goal plan, weight validation isn’t triggered even if administrators later enable weights for the goal plan. Weight validation is triggered only when the goal is later edited.
  • On Edit Weights page, weight validation is done only for the goals whose weights are changed.
  • When managers assign goals from a source goal plan that isn’t weight enabled, weight validation isn’t triggered.

Impacted Responsive Flows

The delivered rules for the Goals and Goals Relation with Goal Plan business objects impact these responsive flows.

  • Add Goal
  • Edit Goal
  • Copy Goals
  • Assign Goal
  • Add Performance Goal

Get Values Using HCM Params

You can use get values from HCM Params global function when defining your autocomplete rule. This table describes the Goal Management HCM Params that use the Get string value from HCM Params function.

HCM Params Name

Available in Actions

Description

GOALS_ACTION

  • Copy, Move, Extend, Assign, Add as My Goal actions on the Goals page
  • Add as My Goal action in the Goals Shared with Me region of the Goals page
  • Add Performance Goal action on the Goals and Performance Overview page

The value returned for the different actions are:

  • Copy: COPY_GOAL
  • Move: MOVE_GOAL
  • Extend: EXTEND_GOAL
  • Assign: ASSIGN_GOAL
  • Add as My Goal: ADD_SHARED_GOAL
  • Add Performance Goal: PERF_OVERIEW_ADD_GOAL

GOALS_ESS_FLOW

Performance goals added or updated using a scheduled process

Returns Y when goals are added or updated using a scheduled process

GOALS_HDL_LOAD

Performance goals added or updated using HCM Data Loader

Returns Y when goals are added or updated using HCM Data Loader

For more information on attributes of the Goals business object, refer to the Tables and Views for HCM guide on the Oracle Help Center.

Use the delivered rules for the Goals and Goals Relation with Goal Plan business objects and ensure that the performance goals of your employees are accurate and consistent.

Steps to Enable

To enable Autocomplete Rules in HCM Experience Design Studio, you need to log a service request (SR). Please review and follow the instructions provided in the My Oracle Support document, Enabling Oracle HCM Cloud Autocomplete Rules (Document ID 2767655.1) to get access.

Tips And Considerations

  • You can use the Goal Management business objects to create your own validation rules.
  • To use a delivered rule, make a copy of the delivered rule, modify the rule according to your requirements, and set it to Active.
  • You can’t create rules for defaulting values in the Goal Management responsive flows.
  • An administrator can create a goal that has dates that isn’t within the goal plan review period dates. If your organization has such goals assigned to your employees, then we recommend that you don’t enable the date validation rule.

Key Resources

  • For more information on using autocomplete rules, refer to the Configuring and Extending HCM Using Autocomplete Rules guide on the Oracle Help Center.
  • For more information on the delivered rules, refer to Autocomplete Rules for HCM Experience Design Studio Enhancements feature in the 22B HCM Cloud Common Features What's New.

Role And Privileges

You must be granted the Human Capital Management Application Administrator role to enable a sandbox.

Simulate Performance Goal Approval Rules

You can now use approval rules simulation to test performance goal approval rules and its routing.

On the Approval Rules tab of the Transaction Console, click the Test Rules icon for the Approve Performance Goal rule.

The image shows the Approve Performance Goal rule on the Approval Rules tab.

Test Rules on Approval Rules Tab

Administrators who can configure rules can use the Test Rules button on the rule configuration page to test the approval rule configuration.

The image shows the Test Rules Button on the Approve Performance Goal rule configuration page.

Test Rules Button on the Rule Configuration Page

On the Test Approval Rules: Approve Performance Goal page, you can see the performance goal transactions that have been saved or submitted for approval. Click Simulate for the transaction that you want to simulate the approval rule for.

The image shows transactions with different status on the Test Approval Rules: Approve Performance Goal page.

Test Approval Rules: Approve Performance Goal Page

You can see the simulation result at the bottom of the same page. The result lists these details:

  • Rule name
  • Transaction ID
  • Executed rules
  • Goal plan approval request details
  • Approval history
  • Approval routing

The image shows the simulation result for a goal plan approval request.

Approval Simulation Result

If the simulation isn’t successful, you will see an error message.

Test approval rules and incrementally build the approval rule conditional logic. Assess the impact of the change without having to recreate and submit new transactions.

Steps to Enable

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

Tips And Considerations

  • You need to disable bypass approvals to test the approval flow configuration.
  • You need to first commit any changes you make to the approval rules before you simulate the rules.

Role And Privileges

This table shows the function security privilege that supports this feature and the predefined role that inherits this privilege.

Function Security Privilege Name and Code

Job Role Name

Test Approval Rules

PER_TEST_APPROVAL_RULES_PRIV

Review HCM Approval Transactions as Administrator

If you’re using the predefined role, then no action is necessary. However, if you’re using custom versions of this role, you must add this aggregate privilege to your custom roles to use this feature. See the Release 13 Oracle Human Capital Management Cloud Security Upgrade Guide on My Oracle Support (Document ID 2023523.1) for instructions about implementing new functions in existing roles.

Performance Goal FYI Notifications

Enhance performance goal management by leveraging these additional notifications:

  • Notification to workers when a manager deletes an employee's performance goal
  • Notification to workers when a manager updates an employee's completed performance goal
  • Notification to managers when an employee creates a new performance goal
  • Notification to managers when an employee updates their own performance goal 

The image shows an FYI notification sent to a worker after the manager deletes their performance goal.

Sample Notification Received by Worker When Manager Deletes Their Performance Goal

The image shows a sample notification sent to a worker after the manager updates their completed performance goal. The goal details and the goal plan name are listed in the notification.

Sample Notification Received by Worker When Manager Updates Their Completed Performance Goal

The image shows a notification received by a manager when a team member updates their performance goal. The goal details and the goal plan name are listed in the notification.

Sample Notification Received by Manager When a Worker Updates their Performance Goal

The image shows a notification received by a manager when a team member adds a performance goal to a goal plan. The goal details and the goal plan name are listed in the notification.

Sample Notification Received by Manager When a Worker Adds a Performance Goal to a Goal Plan

Notify employees and managers about changes to goals in goal plans and enhance performance goal management.

Steps to Enable

As administrators, use the Goal Management Notification Settings task in the Setup and Maintenance work area and then enable these notifications:

  • Manager deletes a goal
  • Manager updates a completed goal
  • Worker creates a goal
  • Worker updates a goal

Performance Management

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

Maximum Number of Participants to Provide Feedback in Performance Documents

HR specialists can configure the maximum number of participants that you can select to provide feedback for an employee's performance document. Employees and managers can't select more participants than the maximum configured. Configuring these details in the performance template means employees and managers can't request excessive feedback in total or for a specific role.

As an additional measure, HR specialists can now enforce the total minimum of participants required and minimum number required by role. So instead of the number being just a guideline, HR specialists can enforce it. Which means employees and managers can't complete their evaluations until the required number of participants provide feedback.

Employees, managers, and HR specialists can find out the minimum and maximum number of participants they're allowed for an employee's performance document on the Manage Participant Feedback page in the Participant Requirement region. Review these fields in the new Total region:

  • Minimum Required - Minimum number of participants required, as configured in the performance template.
  • Maximum Allowed - Maximum number of participants allowed, as configured in the performance template.
  • Feedback Completed - This number represents the completed feedback requests.
  • Awaiting Reply - This number represents the incomplete feedback requests.
  • Request Not Sent - This number represents selected participants but the request isn't sent yet.

Help prevent excessive feedback requests being sent and encourage a more thoughtful selection of participants.

Steps to Enable

Participation section

  1. Go to My Client Groups> Performance> Performance Template> General tab.
  2. From the Participation section, select the Set the maximum number of participants check box.
  3. Enter a number in the How many participants allowed in total? field.
  4. For each participant role, enter a number in the Maximum Number of Participants Allowed per Role field.
  5. Select the Set the minimum number of participants check box.
  6. Enter a number in the How many participants required in total? field.
  7. Select the Do you want to enforce this? check box.
  8. For each participant role, enter a number in the Minimum Number of Participants Allowed per Role field.

Tips And Considerations

When using this feature, if you do select the Set the maximum number of participants check box, then remember to also select a participant role. Also, make sure the number you enter in the Maximum number of participants allowed per role isn't more than the number in the How many participant's allowed in total?

If you configure the minimum and maximum fields for the number of participants, then remember to also select a participant role. Follow these guidelines:

  • The number you enter in the Maximum Number of Participants Allowed per Role isn't more than the number in the 'How many participant's allowed in total? '
  • The number you enter in the Minimum Number of Participants Allowed per Role isn't less than the number in the 'How many participant's required in total? '

Additional Filters to Process Mass Actions for Performance Documents

New filters on the Process Mass Actions for Performance Documents page help you target a population when processing mass actions. As an HR specialist, you can use the Document Status and Current Task filters when you want to process these actions on performance documents:

  • Select the Complete Performance Documents action, and a specific performance document, you can then choose a Current Task.
  • Select the Cancel Performance Documents action, and a specific performance document, and then choose a Document Status of In progress, which means you can also choose a Current Task.

  • Select the Print Performance Documents action, and a specific performance document, and then choose a Document Status of In progress, which means you can also choose a Current Task.

For each of these actions, the application only processes performance documents with the current task selected. If a Current Task isn't selected, then the application processes all performance documents.

Easily target the data you want to process using additional filters when processing mass actions on performance documents.

Steps to Enable

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

Print Multiple Performance Documents By Managers

Save time by printing multiple performance documents at the same time. As a manager using the Evaluate Performance page, you can now select multiple performance documents (up to 10) and choose to print them from the Actions button. The application produces a combined PDF with each performance document separated by a page. The performance documents print in this order:

  1. End Date - Latest to Oldest and then:
  2. Document Name (if there's more than 1 performance document with the same dates) and then:
  3. Employee Last Name (if there are multiple employees with the same performance documents).

Quickly print multiple performance documents at the same time.

Steps to Enable

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

Tips And Considerations

If you select more than 10 performance documents, the print button disables.

If you plan on using this method to print performance documents, be aware that the Print Options page doesn't display. So you can't select which sections or contributing roles to print because this method includes all of them. The Print Options page does display if you use the row level print option for a specific performance document or if you opt to print in the performance document itself.

The Performance Document Worker and Manager Ratings Data Model in BIP, which you use when the manager prints the performance document, is updated to support printing multiple performance documents. So if you've changed the delivered version of the BIP data model, then you need to update it to support the multiple print functionality. Change the Header dataset to include this statement so that it returns multiple rows of data if you select multiple documents to print:

  • WHERE HE.EVALUATION_ID IN (SELECT regexp_substr(:pEvaluationId,'[^,]+',1,level) FROM dual CONNECT BY regexp_substr( :pEvaluationId,'[^,]+',1,level) IS NOT NULL)

This screenshot shows the BIP data model for Performance Document worker and Manager Ratings.

Manage Eligibility for Check-In Templates

HR specialists can now view and manage employee's eligibility for check-in templates using the same functionality already available for performance documents. They can also check if an employee is eligible or not for a check-in template. If they're ineligible, then the HR specialist can look at the reasons rather than reviewing the eligibility profile and referencing it against the employee's data. This feature offers these advantages for HR specialists:

  • Switch between selected employee assignments to view and manage their eligibility for check-in templates.
  • Manage employees eligibility for check-in templates.
  • Process the eligibility for a single check-in template without running the eligibility batch process to determine if an employee is eligible or not.

Speed up how you manage an employee's eligibility for check-in templates without running the eligibility batch process.

Steps to Enable

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

Tips And Considerations

If an employee has multiple assignments, then you can use the new Business Title switcher to choose the assignment for which you want to view eligibility. The Business Title switcher is available on the Performance Eligibility Results page.

Use the new Business Title switcher on the Performance Eligibility results page, to check an employee's eligibility, if they've got multiple assignments. You can choose which assignment you want to check the eligibility for, and for either check-in templates or performance documents.

The Assignment Status field has been removed from the search page because it's redundant and you can use the Business Title switcher on the results page instead. The Assignment Status field became redundant because if you used the filters to display one assignment, and then selected it on the results page, you would still see the Business Title switcher with all the worker's assignments you've got access to.

Manager Actions in the Performance Document

Managers can now see the bypass worker self-evaluation and return to worker manager actions in the performance document itself. They can still access these actions on the Performance Spotlight or Evaluate Manager pages.

Easily access actions to help managers bypass or reopen worker self-evaluation when looking at the performance document.

Steps to Enable

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

Tips And Considerations

You must have the Reset Worker Performance Evaluation Status by Manager (HRA_RESET_WORKER_PERFORMANCE_EVALUATION_STATUS_BY_MANAGER) privilege to see the Return to Worker action.

Mass Change Performance Document Task Due Dates

Use the new Change Task Due Dates action to quickly process all task due dates for employees' performance documents to reflect your organization's requirements. Use the Process Mass Actions for Performance Documents task and select the Change Task Due Dates action from the Add menu. After you select a performance document, you can enter a revised due date for any of the available tasks. You can then choose to preview or submit the changes. The preview option lets you review the selected data and process later. The Submit option lets you submit the selected data for processing immediately.

Change Task Due Dates page

Tasks Section on the Change Task Due Dates Page

Save time by changing the task due dates for lots of performance documents at the same time.

Steps to Enable

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

Tips And Considerations

When HR specialists change the due date, they can optionally choose a reason for doing so. Organizations can add their own reasons to the default list by using the ORA_HRA_MASS_UPD_TASK_REASON profile option in the Performance Lookups task in the Setup and Maintenance work area.

HR specialists can still change the due dates for individual or smaller groups of performance documents on the Performance Document HR admin page. You select a performance document, a worker, manager, or department, and the specific performance documents you want to process, then click Change Due Dates, and then edit the task in the document.

To change task due dates for performance documents, you must have the ORA_HRA_CHANGE_PERFORMANCE_DOCUMENT_DUE_DATES privilege.

When processing, the application only includes performance documents that are in progress. So it doesn't include completed or canceled performance documents.

Data Loader Support for Performance Document Section Ratings and Comments

Save time by mass loading section ratings and comments to employees' performance documents using HCM Spreadsheet Data Loader or HCM Data Loader. Using either tool, you can enter legacy ratings and comments or provide preliminary ratings without opening each performance document. For each performance document, you can enter a section rating and comment for these sections:

  • Overall summary
  • Performance goals
  • Development goals
  • Competencies

You can create section ratings and comments for the worker, manager, and participant roles if they're included in those performance documents.

Quickly load section ratings and comments for performance documents using HCM Data Loader or HCM Spreadsheet Data Loader.

Steps to Enable

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

Tips And Considerations

To take full advantage of this feature, make sure these details in the performance template are configured:

  • The section on manual section ratings and section comments
  • The section that allows the role to provide manual section ratings and section comments

When the application validates the spreadsheet, it doesn't force you to enter sections ratings and comments even if they're set as required in the template.

The application only processes in progress and complete performance documents, not canceled ones.

New Attributes in Workforce Performance Subject Areas

Enhance your reporting on workforce performance subject areas with the inclusion of the attributes to report on the reasons associated with the changes to performance document status and changes in due dates associated with performance tasks.

The newly added attributes include the following:

Subject Area Dimension Attributes

Workforce Performance - Performance Document Status Real Time

Performance Document Status Details

  • Admin Document Status Change Reason
  • Admin Document Status Change Reason Code

  • Admin Document Status Change Code
  • Admin Document Status Changed By
  • Admin Document Status Changed Date

Workforce Performance - Performance Task Status Real Time

Performance Task Status > Performance Task Status Details

  • Due Date Change Reason
  • Due Date Change Reason Code

  • Due Date Change  Code
  • Due Date Changed By
  • Due Date Changed Date

Workforce Performance - Performance Rating Real Time

Performance Document Participant
  • Admin Participant Due Date Change Reason
  • Admin Participant Due Date Change Reason Code

  • Admin Participant Due Date Change  Code
  • Admin Participant Due Date Changed By
  • Admin Participant Due Date Changed Date

Workforce Performance - Performance Document Eligibility Real Time

Performance Document Status Details

  • Admin Document Status Change Reason
  • Admin Document Status Change Reason Code

  • Admin Document Status Change Code
  • Admin Document Status Changed By
  • Admin Document Status Changed Date

With these enhancements you should be able to answer the following business questions:

  • What was the reason for the performance document being completed before all tasks were completed?
  • What was the reason for the performance document being cancelled?
  • What was the reason for changing the due date for a task in a performance document?

Steps to Enable

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

Reporting on Profile Content Item Attachments

The newly added attributes to the Workforce Profiles - Person Profile Real Time subject area are:

Folder Sub Folder Attributes
Person Profile Degrees
  • Attachment
  • Attachment File Type
  • Attachment File Type Code
  • Created Date

Licenses and Certifications

Honors and Awards

With this feature you can enhance your reporting on attachments associated with profile content items that have the new attributes added in the Workforce Profiles - Person Profile Real Time subject area.

Steps to Enable

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

Control Visibility of Employee Check-in Documents

Your role and security access determines which check-in documents you can see for an employee.

Here's the check-in document access details for an employee:

  • View their own check-in documents without the View Check-In Document Data privilege.
  • They must have the View Check-In privilege to view check-in document content.
  • Create a check-in if the Manage Check-In Document Data is enabled.

Here's the check-in document access details for a manager:

  • They can see all the check-ins they're the named check-in document manager for even if they don't have the View Check-In Document Data privilege.
  • View check-ins for employees they have access to if they have the View Check-In Document Data privilege even if they're not the named manager.
  • Need the View Check-In privilege to view check-in document content.
  • Create a check-in if the Manage Check-In Document Data privilege is enabled.

Here's the check-in document access details for an HR specialist:

  • View check-ins for employees they have access to if they have the View Check-In Document Data privilege.

  • Need the View Check-In privilege to view check-in document content.

  • Create a check-in for an employee and manager if the Manage Check-In Document Data privilege is enabled.

  • Can perform all other HR admin actions if the Manage Check-In Document privilege is enabled.

Control who has access to employees' check-in documents using the Manage Check-In Document Data privilege.

Steps to Enable

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

Tips And Considerations

The number of check-ins a manager can see on the Goals and Performance Overview page and the Career Overview page is consistent with the number of check-ins that they can see on the Performance Spotlight for the employee.

Key Resources

  • For more information, go to the Security Reference for HCM guide on the Oracle Help Center and search for the Manage Check-In Document (Data) privilege in the Data Security Policies topic.

Role And Privileges

You must have the Manage Check-In Document Data privilege.

To see the check-in document, you need the HRA_VIEW_CHECK_IN_DOCUMENT_PRIV functional privilege. This privilege comes with the ORA_HRA_VIEW_CHECK_IN_DOCUMENT delivered aggregate privilege.

If you're not the worker or check-in manager, then you need the View Check-In Document Data privilege to view the list of check-ins for the employees you have access to. To see the actual check-in document for an employee, then you need the View Check-In Document privilege.

IMPORTANT Actions and Considerations for Talent

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
  Nothing at this time.        

_________________________

KNOWN ISSUES / MAINTENANCE PACK SPREADSHEETS

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)

Controlled Availability for Talent

The following is a list of Controlled Availability features that are being offered by our Controlled Availability Program.

NOTE: These features are not generally available for all customers at this time. These are only available through the Controlled Availability Program and will require approval to become a part of the features program. To be a part of these programs you will be required to participate in testing and providing feedback. Some programs may require other participation as well.

Not to worry if you don't have to time to be a part of these early stage programs. You can uptake this feature when it is generally available for all customers. When these features are available for all customers you will see the features under their product headings as usual.

We invite you all to browse through the list of features to see if there are any features you are interested in implementing in advance of the features scheduled release. The table below will provide information on signing up for features. Please sign up soon, as these programs have limited availability and some are designed for specific types of customers.

The table below gives you a brief description of the features available and how to sign up. Some features are bigger than others, so for more information there may be a What's New describing the feature in more detail below this table.

We look forward to hearing your thoughts and ideas as you participate the Controlled Availability programs!

Product Feature Name Feature Description Type of Customer Needed to Test How to Sign Up Controlled Availability Release Is the Program Still Open?

Succession Management

Succession Organization Chart

View succession information in an organization chart format. You can view succession information about managers and their direct reports to determine if the current succession planning is adequate or needs to be enhanced. Additionally, you can add employees to existing plans or create new plans for them.

Customers must be: Live with HCM and don't need Assiginment-Level Security at this time,

Part of the Oracle Search Controlled Availability Program.

You will need to log a Service Request (SR) in My Oracle Support to request to be part of this program.

21C Yes
Career Development Oracle Search-Based Explore Careers

Enable your employees to explore a wide range of career opportunities within your organization using Oracle Search powered by search term suggestions.

Part of the Oracle Search Controlled Availability Program.

Need to be using Responsive Career Development pages

You will need to log a Service Request (SR) in My Oracle Support to request to be part of this program.

21D Yes

Talent Controlled Availability

The following is a list of Controlled Availability features that are being offered by our Controlled Availability Program.

NOTE: These features are not generally available for all customers at this time. These are only available through the Controlled Availability Program and will require approval to become a part of the features program. To be a part of these programs you will be required to participate in testing and providing feedback. Some programs may require other participation as well.

Not to worry if you don't have to time to be a part of these early stage programs. You can uptake this feature when it is generally available for all customers. When these features are available for all customers you will see the features under their product headings as usual.

We invite you all to browse through the list of features to see if there are any features you are interested in implementing in advance of the features scheduled release. The table below will provide information on signing up for features. Please sign up soon, as these programs have limited availability and some are designed for specific types of customers.

The table below gives you a brief description of the features available and how to sign up. Some features are bigger than others, so for more information there may be a What's New describing the feature in more detail below this table.

We look forward to hearing your thoughts and ideas as you participate the Controlled Availability programs!

Succession Organization Chart Enhancements

Enhance your succession planning by viewing indirect reports who have succession plans on the succession organization chart. Go to the All Reports with Plans tab to view this information.

On this tab, HR specialists can see both direct and indirect reports of the manager whose succession organization chart they’re viewing who have succession plans created for them.

The image shows  the All Reports with Plans tab of a succession organization chart.

Succession Organization Chart - All Reports with Plans Tab

Managers can see all persons reporting to them who have succession plans on this tab.

On the All Reports with Plans tab, you can view only 20 direct or indirect reports, but you can load more. You can see the name and business title of the reports with succession plans. Also, note that you can only see direct or indirect reports with active or suspended assignments. You can’t see persons who have a matrix management relationship.

Enhance your succession planning by identifying people who already have succession plans on your team.

Steps to Enable

The Succession Organization Chart feature is currently under controlled availability. To enable this feature, you need to log a service request through My Oracle Support requesting to be part of the Controlled Availability Program.

NOTE: You no longer need to enable Oracle Search to view the Succession Organization Chart.

Tips And Considerations

  • Your administrator needs to run the Succession Plan Incumbents process regularly to ensure that the details shown on the succession organization chart are the latest.
  • HR specialists can view a succession organization chart only if they have the View Succession Org Chart by HR function security privilege. They can use the View Succession Organization Chart button on the Succession Overview page to navigate to the Succession Organization Chart page.
  • Managers can view a succession organization chart only if they have the View Succession Org Chart by Manager function security privilege. They can use the Succession Organization Chart Quick Action available in My Team to view their succession organization chart.
  • The succession organization chart now supports assignment level security.

Role And Privileges

  • The employees who need to use the Succession Organization Chart feature need to have a role that inherits the Use REST Service – Succession Org Charts REST aggregate privilege. After you add this privilege, you must regenerate the grants for the data role.