Oracle Fusion Cloud Talent Management 22D What's New

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NOVEMBER MAINTENANCE PACK FOR 22D

Revision History
Overview
Feature Summary
Talent Management
1. Career Development
  1. 1. Explore Careers in Skills Center
    2. Career Ambassadors in Skills Center

Update 22D

Revision History
Overview
Feature Summary
Talent Management
IMPORTANT Actions and Considerations for Talent
Controlled Availability for Talent

November Maintenance Pack for 22D

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	Module	Feature	Notes
28 OCT 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.

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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.

____________________

Date	Module	Feature	Notes
30 JUN 2023	Career Development	Development Goal FYI Notifications	Updated document. Revised feature information.
24 FEB 2023	Talent Review	Talent Review Print Profiles Content Access	Updated document. Revised feature information.
27 JAN 2023	Goal Management	Managers Delete HR Assigned Goals	Updated document. Revised feature information.
22 NOV 2022	Talent Review	Talent Review Print Profiles Content Access	Updated document. Revised feature information.
28 OCT 2022	Talent Management	Configurable Business Title Switcher in Talent Manager Overview Pages	Updated document. Feature delivered in update 22D.
28 OCT 2022	Performance Management	Configurable Business Title Switcher in Performance Management	Removed feature from update 22D. Moved to 22C.
28 OCT 2022	Talent Management	View Delivered Notification Text from the Talent Notifications Page	Updated document. Revised feature information.
28 OCT 2022	Performance Management	All-In-One Evaluations	Updated document. Revised feature information.
28 OCT 2022	Performance Management	Configurable Business Title Switcher in Manager Evaluate Performance Page	Removed from this release and moved to 23A.
02 SEP 2022			Created initial document.

Profile Option Code	Profile Option Name
ORA_HRE_ENABLE_TOUCHPOINTS	Enable Oracle Touchpoints
HCM_RESPONSIVE_PAGES_ENABLED	Mobile-Responsive HCM Pages Enabled

Reason to Nudge	Purpose of Nudge
Employee's anniversary is approaching	Encourages the manager to celebrate an employee when the employee’s anniversary is approaching
Employee's birthday is approaching	Encourages the manager to celebrate an employee when the employee’s birthday is approaching
Manager hasn’t provided anytime feedback to an employee for a period of time	Encourages the manager to provide feedback to an employee
Check-in between a manager and employee hasn't been scheduled for a period of time	Encourages the manager to schedule more regular check-ins with an employee
Check-in between manager and employee is approaching	Prepares the employee and manager for an upcoming check-in
Employee has performance goals that are later than goal target completion date	Enables the manager to support an employee whose performance goals are later than the goal target completion date
Employee has performance goals that are due soon but goal completion percentage is less than a defined percentage	Encourages the employee to discuss with the manager about performance goals that that need to be updated or are at risk of not being completed
Employee has performance goals with a past goal start date and a status of Not Started	Encourages the manager to coach the employee on keeping performance goals up-to-date
Employee has high priority aligned performance goals that are due soon	Helps the manager to keep track of the employee’s progress on high priority performance goals
Employee completes performance goals ahead of goal target completion date	Encourages the manager to celebrate an employee’s accomplishment when they complete performance goals ahead of the target schedule
Employee has a low pulse score	Helps the manager to keep track of an employee’s sentiment when their pulse score is below a threshold value
Employee has a low pulse survey response rate	Encourages the employee and the manager to improve the employee’s participation in pulse surveys

Duty Roles	Job or Abstract Role
Access Touchpoints by Worker ORA_HRE_ACCESS_TOUCHPOINTS_BY_WORKER	Employee Contingent Worker
Access Touchpoints by Manager ORA_HRE_ACCESS_TOUCHPOINTS_BY_MANAGER	Line Manager

Recommended Topics for Check-Ins

To view these topics, click the View Recommended Topics button while creating or editing a check-in.

Recognize employee milestones and achievements by sending celebration cards for occasions such as birthdays, work anniversaries, or even early goal completion. Also, send timely feedback on their work performance. To get started, select the Celebrate Event button or the Send Feedback option from the Actions menu on the employee’s Touchpoints page, or click on the corresponding button on a nudge card.

Send a Celebration Card

Send Feedback

As a manager, you can send a thank you note to anyone who gave feedback to an employee.

Use Touchpoints to build stronger relationships with your team and enhance employee engagement levels.

Steps to Enable

For details, see the 22D What’s New feature, Introducing Oracle Touchpoints, in Talent Management.

Tips And Considerations

For details, see the 22D What’s New feature, Introducing Oracle Touchpoints, in Talent Management.

Key Resources

For more information, see these following resources in Oracle Help Center:

Performance Evaluation, Using Performance Management guide
Manage Team Goals, Using Goal Management guide

Access Requirements

Line managers must have the Access Touchpoints by Manager role (ORA_HRE_ACCESS_TOUCHPOINTS_BY_MANAGER).

Touchpoints Experience for Employees

As an employee, you can use Touchpoints to:

View your pulse score trends over a period of time.
View all past events and interactions and upcoming check-ins with your manager and others in the organization.
Schedule check-in meetings with your manager and add custom or recommended discussion topics.
Send feedback or celebration cards to your manager and colleagues to appreciate their work or celebrate their personal milestones.

Here’s a closer look at some of these features:

Understand Your Engagement

On your Touchpoints page, you can review your current and past pulse scores for pulse surveys that you’ve taken. To view this page, go to Me > Quick Actions > Show More > Touchpoints.

From here, you can view a timeline of events and interactions with your manager and others in the organization. This includes past and upcoming check-ins, feedback notes that you’ve received and shared with you, and celebration cards that you’ve received.

Pulse Score and Interaction Timeline

Another key feature of this page is the Recommendations for you panel which lists recommended actions that encourage interactions with your direct manager to achieve overall increased engagement. The recommendations, when configured by the administrator in the Nudge Configuration work area, include the following:

Schedule a check-in with your manager
Prepare for an upcoming check-in with your manager
Discuss performance goals that are at risk of delay with your manager
Take a survey that has been assigned

Manage Your Check-Ins

You can schedule check-ins with your manager as often as you need using Touchpoints. When you schedule a check-in, you can add custom discussion topics as well as recommended topics.

Recommended topics are personalized suggestions pertaining to these areas and displayed in the respective tabs:

Insights – Relevant interaction topics that are recommended based on configured nudges
Goals – Performance goals in goal plans that are active in the last 18 months as well as any future goal plans
Feedback – Anytime feedback that you’ve received from your manager or others in the organization and made visible to you.

These topics are recommended to encourage you to keep your performance goals up-to-date and share job-related concerns with your manager.

Add Goals as Discussion Topics

When you have completed discussing a specific topic during your check-in, you can mark it as discussed.

You can also update and participate in check-ins that have been scheduled by your manager by adding recommended discussion topics or by adding comments to discussion topics listed in the agenda.

Send Feedback and Appreciation

From the Actions menu on the Touchpoints page, you can send feedback or celebration cards to managers and colleagues to appreciate their work or celebrate their personal milestones.

Send Feedback

Celebrate Work Anniversary

You can also send a thank you note to a manager or colleague who sent you feedback or a celebration card.

Send a Thank You Note

Use Touchpoints to build stronger relationships with your manager and enable your management team to address your needs and concerns as they arise.

Steps to Enable

For details, see the 22D What’s New feature, Introducing Oracle Touchpoints, in Talent Management.

Tips And Considerations

For details, see the 22D What’s New feature, Introducing Oracle Touchpoints, in Talent Management.

Key Resources

For more information on check-ins, feedback, and goals, see the following guides in Oracle Help Center:

Performance Evaluation, Using Performance Management guide
Manage Team Goals, Using Goal Management guide

Access Requirements

Employees and Contingent Workers must have the Access Touchpoints by Worker role (ORA_HRE_ACCESS_TOUCHPOINTS_BY_WORKER).

Career Development

Development Goal FYI Notifications

Take note that the feature options in the Setup and Maintenance work area for enabling notifications for actions done on HR assigned development goals are now renamed as follows:

Assigned goals inactivated by worker notification
Assigned goals inactivated by manager notification
Assigned goals deleted by worker notification
Assigned goals deleted by manager notification

This table lists the corresponding notifications that are sent for actions done on HR assigned development goals.

Notification Name	Label	Description
ORA_HRD_WKR_INACTIVATES_ASSIGNED_GOAL_NTF	HR assigned goals inactivated by worker notification	Notifies HR specialist when worker inactivates development goals assigned by HR specialist
ORA_HRD_MGR_INACTIVATES_ASSIGNED_GOAL_NTF	Manager inactivates HR-assigned goals notification	Notifies HR specialist and worker when manager inactivates development goals assigned by HR specialist
ORA_HRD_WKR_DELETES_ASSIGNED_GOAL_NTF	HR assigned goals deleted by worker notification	Notifies HR specialist when worker deletes development goals assigned by HR specialist
ORA_HRD_MGR_DELETES_ASSIGNED_GOAL_NTF	Manager deletes HR-assigned goals notification	Notifies HR specialist when manager deletes development goals assigned by HR specialist NOTE: For worker to receive notification when their manager deletes development goals assigned by their HR specialist, the Goals deleted by managers notification needs to be enabled.

Both the worker and the HR specialist receive notifications when the worker’s manager inactivates or deletes a development goal that was assigned by the HR specialist.

The image shows a notification sent to a worker that their manager has inactivated an HR-assigned development goal. The goal details are also shown in the notification.

Notification to Worker When Manager Inactivates an HR-Assigned Development Goal

The image shows a notification sent to the HR specialist that a worker's manager has Inactivated an HR-assigned development goal. The goal details are also shown in the notification.

Notification to HR Specialist When Manager Inactivates a Development Goal Assigned by the HR Specialist

The image shows a notification sent to a worker that their manager has deleted an HR-assigned development goal.

Notification to Worker When Manager Deletes an HR-Assigned Development Goal

The image shows a notification sent to the HR specialist that a worker's manager has deleted an HR-assigned development goal.

Notification to HR Specialist When Manager Deletes a Development Goal Assigned by the HR Specialist

Only the HR specialist is notified when a worker who is assigned a development goal by the HR specialist inactivates or deletes the development goal.

The image shows a notification sent to the HR specialist that a worker has inactivated an HR-assigned development goal. The goal details are also shown in the notification.

Notification to HR Specialist When Worker Inactivates a Development Goal Assigned by the HR Specialist

The image shows a notification sent to the HR specialist that a worker has deleted an HR-assigned development goal.

Notification to HR Specialist When Worker Deletes a Development Goal Assigned by the HR Specialist

Notify workers and HR specialists about changes to HR assigned goals in the worker’s development plan so that they can take appropriate steps for the career development of the worker.

Steps to Enable

Your administrator needs to enable the feature options related to notifications.

From the Actions menu in the Setup and Maintenance work area, select Go to Offerings.
Select the Workforce Development offering and click Opt In Features.
Edit the Career Development feature.
Edit Career Development Notification Options.
Select any of these check boxes according to the notifications that your organization wants to send:
- Assigned goals inactivated by worker notification
- Assigned goals inactivated by manager notification
- Assigned goals deleted by worker notification
- Assigned goals deleted by manager notification

Click Done.

Tips And Considerations

Note that no notification is sent either to the HR specialist or worker when managers inactivate or activate goals assigned by the managers.
Similarly, no notification is sent either to the HR specialist or manager when workers inactivate or activate development goals created by them.

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.

Managers Delete HR Assigned Goals

When adding a performance goal to the goal plan of an employee or when adding goals in a mass assignment process, HR specialists can now specify if they want to allow managers to delete the goal. They need to select the Allow managers to delete this goal check box in the Basic Info section of the Add Goal page.

The image shows the Add Goal page. The Allow managers to delete this goal check box is in the Basic Info section.

Checkbox to Allow Managers to Delete Goal

This setting overrides the Actions for Workers and Managers on HR-Assigned Goals and the Allow Updates to Goals By settings of the goal plan.

Enable managers to manage the performance goals of people who report to them by allowing them to delete goals that aren’t relevant for that person.

Steps to Enable

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

Tips And Considerations

To specify that managers can delete goals assigned by HR specialists when you upload goals using HCM Data Loader, set the Allow Manager to Delete Goal (AllowDelGoalFlag) attribute to ORA_MGR_DEL_GOAL.

Human Resource Specialist Shared Goals

As HR specialists, you can now configure a process to mass share performance goals with selected workers you can access. You need to use the Setup of Performance Goals Mass Assignment and Mass Sharing task on their Goals landing page to do this.

The image shows the tasks on the administrator Goals page.

Setup of Performance Goals Mass Assignment and Mass Sharing Task on the Goals Page

You will see the Setup of Performance Goals Mass Assignment and Mass Sharing page. Click Add to add a new process.

On the Mass Assign and Share Performance Goals page, select the process type as Mass share goals and give a unique name for this process. Select the review period, workers with whom you want to share the goal, and the goals to share.

The image shows the Details, Included Workers, and Goals sections of the Mass Assign and Share Performance Goals page.

Mass Assign and Share Performance Goals Page

After you save and close the process, you need to schedule the process. On the Scheduled Process for Performance Goals page, select the Mass assign or share goals process type and specify the process name. Submit the process to share the goals with the selected workers.

The image shows the Scheduled Process for Performance Goals page. The Mass assign or share goals process type is selected.

Scheduled Process for Performance Goals Page

If enabled, the workers receive a notification that their HR specialist has shared performance goals with them. They can see the shared goals in the HR Goals subsection of the Goals Shared With Me section of their Goals page. They can add the goals to their goal plans if they want to. They can add these HR shared goals to the goal plan even if the goal plan already has the maximum limit of goals. They can align their goals to these shared goals.

The image shows the HR Goals subsection of the Goals Shared With Me section of the employee Goals page.

HR Goals Subsection of the Goals Shared With Me Section

Mass share performance goals easily and enhance performance goal management in your organization. Reduce the number of duplicate or similar goals shared by multiple managers and streamline goal management.

Steps to Enable

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

Tips And Considerations

Workers can’t delete performance goals shared by their HR specialists.

Key Resources

For more information on scheduling processes for performance goals, see the Scheduled Processes for Assigning Goals chapter in the Using Goal Management guide.

Performance Management

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

All-In-One Evaluations

Use the All-in-One Evaluations page to evaluate multiple employees with the same performance document. Managers can perform these actions during the manager evaluation task on the same page:

Provide a proficiency level or performance rating for employees' competencies
Provide an evaluation comment for employees' competencies
Provide a section summary rating for competency, performance goal, development goal, and overall summary evaluation topics
Provide a section summary comment for competency, performance goal, development goal, and overall summary evaluation topics
Complete a manager questionnaire
View the number of items the manager has rated and commented for competency, performance and development goal evaluation topics
View employees' self-evaluated proficiency levels or performance ratings for their competencies
View employees' self-evaluated comments for their competencies
View a section summary rating for competency, performance goal, development goal, and overall summary evaluation topics
View a section summary comment for competency, performance goal, development goal, and overall summary evaluation topics
View employee questionnaires
Calculate ratings
Submit manager evaluations

Competency evaluation topics will display all the competencies that exist in all employees’ performance documents. Managers can’t evaluate competencies that aren’t applicable to a specific employee. Configure the Maximum Number of Items for Mass Evaluations (ORA_HRA_MASS_EVALUATION_ITEM_LIMIT) profile option to determine the combined maximum number of competencies across all employee performance documents that can display in a competency evaluation topic. Setting the profile option to a lower number improves system performance. If the combined number of competencies in a performance document is higher than the number allowed, then the manager won’t see individual competencies in All-in-One Evaluations. Instead, they can select the count of each employee's competencies to navigate to their individual performance documents to provide ratings and comments. Managers can still enter competency section ratings and comments directly in All-in-One Evaluations or in the individual performance documents.

If the manager selects to submit their manager evaluations, then all performance documents will be included in the submission. If submission isn't completed for performance documents because they have warnings or errors that need reviewing, then managers can review these from the All-in-One Evaluations page. For performance documents with warnings, managers can choose to edit the evaluations again or ignore the warning and complete the submission. For performance documents with errors, managers must fix these, and then submit the manager evaluations again.

Configure the Maximum Number of Documents Allowed to Process in Real Time for All-in-One Evaluations (ORA_HRA_MAX_DOCUMENT_SUBMIT_REAL_TIME) profile option to determine the maximum number of performance documents each manager is allowed to submit or calculate ratings for as a real time process. Setting the profile option to a lower number improves the time for processing.

If the number of performance documents is above the number allowed for real time processing, then the manager evaluations are submitted or ratings calculated when the scheduled All-in-Evaluations for Performance Documents process runs. Schedule this process daily or more frequently to allow managers to see the results of submitted manager evaluations or rating calculations.

Speed up the evaluation process and enhance the manager's user experience by viewing and evaluating the performance documents of multiple employees at the same time from one page.

Steps to Enable

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

Tips And Considerations

Access All-in-One Evaluations from the manager Evaluate Performance page or using a quick action.

Performance and development goals are usually individual to an employee, therefore goals aren't displayed directly in All-in-One Evaluations. Managers can select the count of each employee's goals to navigate to their individual performance documents to provide ratings and comments and see more details. Managers can enter section ratings and comments directly in All-in-One Evaluations or in the individual performance documents.

Target proficiencies and performance ratings for competencies don't display in All-in-One Evaluations. Managers can select the count of each employee's competencies to navigate to their individual performance documents to see targets for competencies and other details.

Star ratings aren't used in All-in-One Evaluations. Instead, managers select the actual rating name. If managers select star ratings in the individual performance document, then these will display as rating names in All-in-One Evaluations.

Managers can also select the employee's name from All-in-One Evaluations to navigate to individual performance documents to do the following:
- View participant feedback
- View interim feedback
- Use the writing assistant
- View check-in information
- View anytime feedback
- Bypass a workers evaluation
- Return the workers evaluation to them
- Print the performance document

Additional comments related to a questionnaire response aren't supported in All-in-One Evaluations. Managers can select the employee name to navigate to their individual performance documents to provide their own additional comments related to a questionnaire response or to view additional comments provided by the employee or participants for a questionnaire response.

Changes made to ratings or comments in All-in-One Evaluations are automatically saved.

Substitute performance document evaluators aren't supported in All-in-One Evaluations. Only the named performance document manager can use All-in-One Evaluations to provide ratings and comments for performance documents.

If auto-approval is enabled for a performance document, and the manager submits more performance documents than those that are allowed to be processed real time, then the approval is submitted using the Batch Loader Enterprise Schedular Job Application Identity for HCM user scheduled process. This means that although the manager can see the approval is submitted and see when it's approved, they can't see the approval details.

Access Requirements

Managers require the duty role Mass Evaluate Performance Documents by Manager (ORA_HRA_MASS_EVALUATE_PERFORMANCE_DOCUMENTS_BY_MANAGER) to access All-in-One Evaluations.

Configurable Business Title Switcher in Manager Evaluate Performance Page

A manager with more than one assignment can easily identify the required assignment in the Manager Evaluate Performance page using the Business Title switcher. As a manager you can configure additional assignment attributes to display in the Business Title switcher using Search Configuration in HCM Experience Design Studio.

Easily identify the assignment you want to work with using the Business Title field available in the Manager Evaluate Performance page.

Steps to Enable

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

Tips And Considerations

To make changes to the Business Title switcher field, you use the Worker Assignment field in HCM Experience Design Studio. Go to My Client Groups > Quick Actions > HCM Experience Design Studio > Search Configuration, and choose Worker Assignment in the List of Values.

Key Resources

For more information see the Update 22C Human Resources What's New documentation for the following feature: Configure Business Title Switcher in Document Records.

Support for Additional Comments in Printed Requested Feedback

Feedback providers can provide additional comments when they respond to single-choice, multiple-choice, or date-related questions in requested feedback. These comments are now visible when you view or print the feedback.

The Allow Additional Comments option is available only for Date responses of the Text question type and for all responses of the Single Choice and Multiple Choice question types. You can view this check box when you create or edit a question in a questionnaire or questionnaire template.

To use this feature, when you create a feedback template, make sure to include a questionnaire that allows users to provide additional comments, and use this feedback template when requesting feedback for yourself or your team. You can create feedback templates using the Feedback Templates task.

To view or print the feedback:

View the Feedback page by using this navigation path, for example: Me > Career and Performance > Feedback.
In the Feedback Requests About Me section, select View Feedback or Print from the Actions menu.

View or Print Feedback

Managers and HR specialists can also view or print the feedback received for their team and view these additional comments.

This feature provides more context to single-choice and multiple-choice responses, and you can now view them as part of the feedback response.

Steps to Enable

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

Key Resources

For more details on requested feedback, refer to the Requested Feedback topic in the Feedback chapter of the Using Performance Management guide. For more details on questionnaires, refer to the Questionnaires section in the Workforce Profiles chapter of the Using HCM Common Features guide.

Thank Requested Feedback Provider

Thank you notes can now be sent to a feedback provider on receiving requested feedback. The feedback recipient, their managers (both direct and indirect) and HR specialists can send the thank you note.

You can send a thank you note if the status of the request feedback is Completed, and the feedback visibility setting allows you to view the feedback. In addition, this feature must be enabled in Alerts Composer before you can use it. You can also send a thank you note for feedback received on goals.

To send the thank you note:

View the Feedback page by using this navigation path, for example: Me > Career and Performance > Feedback.
In the Feedback Requests About Me section, select Send Thank You from the Actions menu.

Send Thank You from the Feedback Spotlight Page

Enter a thank you message, and click Send.

Thank You Note

You can also send a thank you note from the View Feedback page. You can access this page from the email notification that you get on receiving the feedback or from the Feedback page.

When you send the thank you note, the feedback provider receives an email notification about it. They can also view the thank you note from the worklist.

The administrator can enable or disable the alert notification template, HRA Feedback is provided, in Alerts Composer:

Go to Tools > Alerts Composer.
Search for the HRA_ FEEDBACK_PROVIDED alert code.
Click the alert name from the search results section.
On the Templates tab, enable or disable these templates:

Worker thanks feedback participant
Manager/HR thanks feedback participant

Click Save and Close.

Leverage this feature to enhance the feedback experience between the feedback provider and the recipient.

Steps to Enable

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

Tips And Considerations

You can thank the feedback provider multiple times for the same feedback. Any others who can view the feedback can also thank the feedback provider multiple times for the same feedback.
The thank you note is not saved in the application. Therefore, it’s visible only in feedback provider’s email notification or worklist.

Key Resources

For more information, see the Requested Feedback topic in the Feedback chapter of the Using Performance Management guide in Oracle Help Center.

Performance Management Replaced or Removed Features

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

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

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

Performance Management My Organization Page is Removed

Build your own performance reports to meet your organization's specific requirements using OTBI. The performance analytics My Organization page along with its 2 setup pages, Target Ratings Distribution, and Performance and Potential Box Chart Labels, have been removed. You can no longer access them through a task, quick action or deep link.

The My Organization page is no longer available, so now you can build your own versions of the analytics using OTBI.

Steps to Enable

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

Key Resources

Example reports from this page created using OTBI are published in Cloud Customer Connect.

Questionnaire

Survey employees with our Questionnaires.

Enhanced Presentation Options for New Subscribers

You can now create surveys using questionnaires for two new subscribers, Touchpoints and Journey Surveys. In addition, the following new response and pagination options are available for these subscribers:

While creating single-choice and multiple-choice questions, you can now present the answer options as a set of horizontal buttons.
While creating questionnaires, you can choose to display questions in one of these ways: one question per page, one section per page, or all questions displayed on a single page. When you display one section per page, section instructions, if any, appear below the section title. When you display all questions on a single page, questionnaire instructions and section instructions appear below the respective titles.

NOTE: For the Touchpoints subscriber, scoring is automatically enabled for questionnaires as pulse scores need to be computed and displayed as graphs in Oracle Touchpoints.

To make use of these features, create a questionnaire template for one of these subscribers, set it to Active, and follow these steps:

Create questions

Go to the Setup and Maintenance work area, and select these options:

Setup: Workforce Development
Functional Area: Questionnaires
Task: Question Library

Select the subscriber, and click Create in the Search Results area.
Select the folder, status, and privacy options as required.
In the Question section, type the question text. You can optionally include additional instructions for the question.
Select one of these question types: Single Choice or Multiple Choice.
Select one of these response types, Single Choice – Horizontal Buttons or Multiple Choice – Horizontal Buttons, depending on the question type.

Response Options

In the Response section, click Add to add the single-choice or multiple-choice responses.
Click Save and Close.

Create a questionnaire

Go to the Setup and Maintenance work area, and select these options:

Setup: Workforce Development
Functional Area: Questionnaires
Task: Questionnaires

Select the subscriber, and click Create in the Search Results area.
In the dialog box that appears, search for and select the questionnaire template that you created.
Specify the details as required in each of the mandatory fields.
Select a pagination option from the Display Format list.

Questionnaire Display Formats

In the Questions section, add the questions that you just created.
Click Next to review the questionnaire.
Click Save and Close.

NOTE: Questionnaire surveys that are created for both Touchpoints and Journey Surveys subscribers are distributed to respondents using the Journeys application. So, when you preview the questionnaire survey in ADF-based pages, the response options appear in a drop-down list. However, when you view the survey in the Journeys application, you can see the horizontal button responses and the question display format that you’ve chosen.

Use these features to present Touchpoints and Journey surveys to respondents in an interactive manner.

Steps to Enable

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

Tips And Considerations

A new attribute, Layout Option, has been added to the Questionnaire business object for loading questionnaires using HDL.

Key Resources

For further details on creating questions and questionnaires, refer to the Questionnaires topic in the Workforce Profiles chapter of the Using HCM Common Features guide.

Question Versions Included in List of Values

You can now view the version number of a question when adding it to a questionnaire or a questionnaire template. You can also view the version number when you create or edit the question.

To view this feature in a questionnaire template, follow these steps:

Go to the Setup and Maintenance work area, and select these options:

Setup: Workforce Development
Functional Area: Questionnaires
Task: Questionnaire Templates

Select the subscriber, and click Create or Edit in the Search Results area.
Specify the required details on the first page, and click Next to create new questions or add existing ones.
Click Add to add an existing question.
On the Add Questions page, search for the question you want to include in the template.
In the Search Results section, a new column called Question Version Number is displayed.

NOTE: If it's not displayed, click the View menu and select Columns -> Question Version Number.

Question Version Number in the Search Results Area

Click OK.

NOTE: After you add the question, you can see the version number in the Questions section as well.

Configure the rest of the template and save it.

In the same way, you can view the question version number in a questionnaire as well. You can also view the version number when you create or edit a question.

Question Version Number When Editing a Question

NOTE: When editing a question, if you update an existing question, the version number doesn’t get incremented. It gets incremented only when you create a new version of the question.

When multiple question versions exist, you can now quickly identify which version is included in your questionnaire or questionnaire template.

Steps to Enable

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

Tips And Considerations

If you create a new version of a question, you won’t see the incremented version in a questionnaire that's already in use and referencing an older version of this question. To include the latest version of the question, you need to create a new version of the questionnaire.

Key Resources

For further details on creating questions and questionnaires, refer to the Questionnaires topic in the Workforce Profiles chapter of the HCM Common Features guide.

New User Entity for Extracting Questionnaire Responses

You can now extract Character Large Object (CLOB) data, including VARCHAR2 2000 and VARCHAR2 4000 data types, from the Questionnaire Reponses object. You can do this by using the new user entity, Extract Question Responses – Large Object (HRQ_EXT_QSTN_RESPONSES_LRG_OBJ_UE) in HCM Extracts.

NOTE: This user entity has only CLOB data. Therefore, it can’t be combined with other user entities in the same extract definition.

You can now define an extract with this user entity to extract the CLOB data. No additional configuration steps are required.

Using this feature, you can easily extract the complete CLOB data from the Questionnaire Responses object.

Steps to Enable

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

Key Resources

For more details on HCM Extracts, refer to the HCM Extracts guide in Oracle Help Center.

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.

Allow Peers to View Feedback and Notes

When you provide anytime feedback to others in the organization, you can now choose to make the feedback visible to the peers of the feedback recipient. Peers refers to all employees that report to the same manager as the feedback recipient in one or more active or suspended assignments.

When you provide anytime feedback using the person spotlight page, using Connections, or using the Provide Feedback deep link, you can now see a new feedback visibility option, Managers, Peers, and <Recipient Name> on the Provide Feedback page. Select this option to enable the feedback recipient's peers to view the anytime feedback.

Visibility Options on the Provide Feedback Page

Additionally, when users create or edit Talent Review notes, they can select this new visibility option, if the visibility configuration is enabled to include peers.

This feature enhances the usability of anytime feedback and notes by allowing peers to view them.

Steps to Enable

To enable this visibility option:

Go to the Setup and Maintenance work area, and select Workforce Development from the Setup menu.
Search for and select the Manage Feedback Visibility task.
Select the Managers, peers, and worker visibility option for the ORA_NO_CONTEXT and ORA_TALENT_REVIEW_TYPE feedback contexts.

Visibility Options for Anytime Feedback and Talent Review Notes

Click Save and Close.

Tips And Considerations

When the feedback visibility option is set to Manager, peers, and <Recipient Name>, these considerations apply:

HR specialists can also view the anytime feedback.
The feedback recipient can choose to hide the feedback from others.
If the HR specialist chooses to hide the feedback, neither the manager nor peers can view it.

NOTE: The ability to edit or delete feedback and change its visibility settings depends on your role.

Key Resources

For more information, see these resources:

Anytime Feedback section in the Workforce Profiles chapter of the HCM Common Features guide
Talent Review Notes topic in the Talent Review Meetings: Conducting chapter of the Using Talent Review and Succession Management guide

Access Requirements

For peers to view notes that have the Managers, peers, and worker feedback visibility option, they need to have the View HCM Person Note Shared with Peers data privilege.

Celebrations Context Type in Feedback Visibility Configuration

A new context type, ORA_CELEBRATION_TYPE, is added to the Manage Feedback Visibility page to support the Celebrations feature in Oracle Touchpoints. The Celebrations feature enables managers and employees to send celebration cards to others in the organization on occasions such as birthdays, work anniversaries, and so on.

When an employee or manager sends a celebration card to others, they can choose from one of these visibility settings configured in the ORA_CELEBRATION_TYPE context:

Managers and worker
Only worker and me

To view this context type:

Go to the Setup and Maintenance work area.
Select Workforce Development from the Setup menu.
Search for and select the Manage Feedback Visibility task. The new context type displays on the Feedback Visibility page.

Configure Visibility Options Using ORA_CELEBRATION_TYPE

Configure the visibility options and defaults for this context type as per your business needs. Currently, the default is set to Managers and worker. It can be changed to Only worker and me or to No default. All other defaults and visibility options are disabled.
Click Save and Close.

You can also delete the context type and add it back later, if required, from this page.

This feature allows greater flexibility in configuring feedback visibility settings separately for celebrations, in addition to anytime feedback and talent review notes.

Steps to Enable

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

Key Resources

For more details on Touchpoints, refer to the 22D update What’s New feature, Introducing Oracle Touchpoints under Talent Management.

Access Requirements

You need to have the Manage Feedback Visibility functional privilege to access the feedback visibility configuration page.

Thank Anytime Feedback Provider

You can now send a thank you note to the feedback provider when viewing the anytime feedback that you received. Managers, both direct and indirect, and HR specialists can also send a thank you note to the feedback provider.

You can send a thank you note if the feedback visibility setting allows you to view the feedback. In addition, this feature must be enabled in Alerts Composer before you can use it.

You can send a thank you note from the email notification that you get on receiving the anytime feedback. Alternatively, you can send it this way:

View the Feedback page by using this navigation path for example: Me > Career and Performance > Feedback.
In the Feedback Given to Me section, select Send Thank You from the Actions menu.

Send Thank You from the Feedback Spotlight Page

Enter a thank you message, and click Send.

Thank You Note

When you send the thank you note, the feedback provider receives an email notification about it. They can also view the thank you note from the worklist.

The administrator can enable or disable the alert notification template, Anytime Feedback Provided, in Alerts Composer:

Go to Tools > Alerts Composer.
Search for the HRT_ANYTIME_FEEDBACK_PROVIDED alert code.
Click the alert name from the search results section.
On the Templates tab, enable or disable these templates:

Worker Thanks Anytime Feedback Provider
Manager/HR Thanks Anytime Feedback Provider

Click Save and Close.

Leverage this feature to enhance the feedback experience between the feedback provider and the recipient.

Steps to Enable

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

Tips And Considerations

Even if the feedback notification in Talent Notifications is disabled, you can still use this feature as long as the Anytime Feedback Provided alert is enabled.
You can thank the feedback provider multiple times for the same feedback. Any others who can view the feedback can also thank the feedback provider multiple times for the same feedback.
The thank you note is not saved in the application. Therefore, it’s visible only in the feedback provider’s email notification or worklist.
This feature is not available in Talent Review notes.

Key Resources

For more information, see these resources:

Anytime Feedback section in the Workforce Profiles chapter of the HCM Common Features guide
22D Update What’s New feature Introducing Oracle Touchpoints under Talent Management

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.

Refine Best Successors

Refine the list of AI-recommended succession candidates by applying business unit, grade, and location filters. You can select multiple business units, grades, and locations. You can see only recommended candidates who match the filter criteria.

The image shows some candidate recommendations on the Recommended Candidates page. The Business Unit, Grade, and Location filters are available in the Select and Add as Candidates section of the page.

Refine Candidate Recommendations

You can also sort the AI recommended succession candidates. By default, the candidates are listed ordered by the recommendation strength. But you can also sort the candidates by these attributes:

Name
Job
Location

Filter the AI recommended candidates and easily locate the candidates who you want to add to your succession plan.

Steps to Enable

Your Oracle Cloud administrator and implementation user need to activate AI apps, ingest data, and set the appropriate profile options. Refer to the Activating Oracle AI Apps for HCM Cloud (Doc ID 2826501.1) document available on My Oracle Support for instructions related to this.

Tips And Considerations

When you exit the Recommended Candidates page and later reopen it, the default sort order is applied.
AI recommendations are based on employee talent profiles. To view appropriate recommendations, HR specialists need to ensure that job model profiles and person profiles are set up and employees are associated with a job.
You can see recommended candidates based on the candidate security defined for you.
Even if a recommended candidate has multiple assignments, the person is listed only once on the Recommended Candidates page.

Key Resources

Use these resources on Oracle Help Center:

For more information about setting up model profiles and person profiles, refer to the Using Enhanced Talent Profiles guide.
For more information about using Artificial Intelligence applications, refer to the Using AI Apps for Talent Management guide.

Search for Candidates and Pool Members

Search and Sort Succession Plan Candidates

You can now easily search for existing candidates when editing a succession plan or creating a new one. Use the search field in the Candidates section to do this. You can search by the first name, last name, or both. Initially, you can see 5 candidates that match the name entered, but you can load more. You can sort the candidates listed.

The image shows a first name entered in the search field in the Candidates section of a succession plan. 3 candidates whose name matches the search criteria are listed.

Search Field in the Candidates Section of a Succession Plan

You can also use the new Status sort option to sort succession plan candidates by their status. You can opt to view inactive candidates first or active candidates first.

The image shows candidates in a succession plan sorted by their status so that all inactive candidates are listed first.

Status Sort Option in Candidates Section

Search and Sort Talent Pool Members

When creating or editing talent pools, you can search for existing pool members.

Use the search field in the Members section to do this. You can search by the first name, list name, or both. Initially, you can see 5 members that match the name entered, but you can load more. You can sort the members listed.

The image shows a last name entered in the search field in the Members section of a talent pool. 3 members whose name matches the search criteria are listed.

Search Field in the Members Section of a Talent Pool

You can also use the new Status sort option to sort talent pool members by their status. You can opt to view inactive members first or active members first.

The image shows members in a talent pool sorted by their status so that all inactive members are listed first.

Status Sort Option in Members Section

Enhance your succession planning by easily searching for existing succession plan candidates to take appropriate action on them such as editing their details or adding them to a talent pool.

Enhance your talent pool management by easily locating existing talent pool members to edit their details or remove them from the pool.

Steps to Enable

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

Tips And Considerations

When you exit a succession plan and later reopen it, the default sort order is applied.
When you exit a talent pool and later reopen it, the default sort order is applied.

New Candidate Since and Member Since Record Fields

From this release update, the date candidates were added to a succession plan and members were added to a talent pool are stored in the CANDIDATE_SINCE and MEMBER_SINCE fields of the Succession Management tables. Previously, this information was stored in the CREATION_DATE who column of the Human Resource tables.

You can also update the CANDIDATE_SINCE and MEMBER_SINCE fields using HCM Data Loader. Use the Candidate Since and Member Since attributes when uploading succession plan candidate or talent pool member data.

You can also now sort candidates in a succession plan and members of a talent pool by the date they were added to the succession plan or pool. You can either view the persons who have been candidates or members for the longest time first or those added recently first.

The image shows the Latest to Oldest and Oldest to Latest Date Added sort options in the Candidates section of a succession plan.

Date Added Sort Options in Candidates Section

The image shows the Latest to Oldest and Oldest to Latest Date Added sort options in the Members section of a talent pool.

Date Added Sort Options in Members Section

Enhance management of your succession plans and talent pools by easily locating succession plan candidates or talent pool members based on the date they were added to the succession plan.

Steps to Enable

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

Tips And Considerations

Note that OTBI reports don’t support the CANDIDATE_SINCE and MEMBER_SINCE fields yet. OTBI will support these fields in a future update. But you can continue to report on dates candidates were added to succession plans using the existing Candidate Since column in the Workforce Succession Management - Plan Candidates Real Time subject area. You can continue to report on dates members were added to talent pools using the existing Creation Date column of the Workforce Succession Management - Talent Pools Real Time subject area. These columns are based on the CREATION_DATE who column of the Human Resource tables.
Use Transaction Design Studio to hide the Candidate Since and Member Since fields. Note that when you hide these fields, the sort options to sort candidates or members based on the date they were added to the plan or pool won’t be available.

Enhancement to the Autocomplete Rules for Succession Plans Business Object

From this release update, to create autocomplete rules related to succession plans, apart from the Succession Plans business object you can also use the Succession Plan Candidates and Succession Plan Owners business objects.

Succession Plans Business Object Enhancements

When you create autocomplete rules for the Succession Plans business object, you can also use the additional attributes listed in this table.

Attribute	Field Name	Description
PLAN_ID	Succession Plan ID	ID of the succession plan that’s created or updated
DESCRIPTION	Description	Description of the succession plan that’s created or updated
PLAN_TYPE	Plan Type	Succession plan type, which can be Incumbent, Job, or Position
STATUS	Status	Status of the succession plan succession plan that’s created or updated, which can be Active or Inactive
ACCESS_TYPE_CODE	Owner Type	Administrator role of the plan owner, which controls the actions available to the plan owner
INCUMBENT_PERSON_ID	Incumbent Person ID	Person ID of the incumbent of the succession plan that’s created or updated
BUSINESS_UNIT_ID	Business Unit ID	ID of the business unit with which the succession plan that’s created or updated is associated
GRADE_ID	Grade ID	ID of the job grade with which the succession plan that’s created or updated is associated
DEPARTMENT_ID	Department ID	ID of the department with which the succession plan that’s created or updated is associated

This table lists the additional view accessors of the Succession Plans business object.

From Succession Plans Business Object	Row Variable Name	Purpose
Get Plan Type	Row Related to Plan Type	Access a set of records from the succession plans business object displayed in Autocomplete to get the plan type.
Get Plan Status	Row Related to Status	Access a set of records from the succession plans business object displayed in Autocomplete to get the plan status.
Get Owner Type	Row Related to Owner Type	Access a set of records from the succession plans business object displayed in Autocomplete to get the access type of the plan owner.
Get Succession Plan Candidates	NA	Access a set of records from the succession plans business object displayed in Autocomplete to get all the candidate records for the plan ID.
Get Succession Plan Owners	NA	Access a set of records from the succession plans business object displayed in Autocomplete to get all the owner records for the plan ID.
Get Plan Incumbent Primary Assignment	NA	Access a set of records from the assignment business object displayed in Autocomplete to get the primary assignment record using the person ID of the succession plan incumbent.

This table lists the additional Row Related To attributes of the Succession Plans business object.

Attribute	Reference Table	Reference Column
BusinessUnitId	FUN_ALL_BUSINESS_UNITS_V	BU_ID
PositionId	HR_ALL_POSITIONS_F_VL	POSITION_ID
DepartmentId	HR_ORGANIZATION_V	ORGANIZATION_ID
GradeId	PER_GRADES_F_VL	GRADE_ID
JobId	PER_JOBS_F_VL	JOB_ID
PlanType	HCM_LOOKUPS	LOOKUP_CODE
Status	HCM_LOOKUPS	LOOKUP_CODE
AccessTypeCode	HCM_LOOKUPS	LOOKUP_CODE

Succession Plan Candidates Business Object

Use the Succession Plan Candidates business object to create autocomplete rules related to candidates of succession plans. This table lists the attributes of the Succession Plan Candidates business object.

Attribute	Field Name	Description
PLAN_CANDIDATE_ID	Succession Plan Candidate ID	ID of the succession plan candidate
PLAN_ID	Succession Plan ID	ID of the succession plan the candidate is added to
PERSON_ID	Person ID	Person ID of the succession plan candidate
STATUS	Status	Status of the succession plan candidate, which can be Active or Inactive
SUCCESSION_STATUS	Succession Status	Indicates if the candidate has moved to the role defined in the succession plan
CANDIDATE_TYPE	Candidate Type	Indicates if the candidate is an internal or external candidate
EXTERNAL_CANDIDATE_ID	External Candidate ID	ID of the external succession plan candidate
READINESS_CODE	Readiness Code	Indicates the readiness level of the succession plan candidate to assume the role defined in the succession plan
CANDIDATE_RANKING	Candidate Ranking	Ranking of the succession plan candidate
EMERGENCY_SUCCESSOR	Interim Successor	Indicates if the candidate is the interim successor for the role defined in the succession plan

This table lists the view accessor for the Succession Plan Candidates business object.

From Succession Plan Candidates Business Object	Purpose
Get Plan Candidate Primary Assignment	Access a set of records from the assignment business object displayed in Autocomplete to get the primary assignment record using the person ID of the succession plan candidate.

This table lists the Row Related To attributes of the Succession Plan Candidates business object.

Attribute	Reference Table	Reference Column
CandidateType	HCM_LOOKUPS	LOOKUP_CODE
EmergencySuccessor	HCM_LOOKUPS	LOOKUP_CODE
PlanId	HRM_PLANS_V	PLAN_ID
ReadinessCode	HCM_LOOKUPS	LOOKUP_CODE
Status	HCM_LOOKUPS	LOOKUP_CODE
SuccessionStatus	HCM_LOOKUPS	LOOKUP_CODE

Succession Plan Owners Business Object

Use the Succession Plan Owners business object to create autocomplete rules related to owners of succession plans. This table lists the attributes of the Succession Plan Owners business object.

Attribute	Field Name	Description
PLAN_OWNER_ID	Owner ID	ID of the succession plan owner
PLAN_ID	Succession Plan ID	ID of the succession plan that the owner owns
PERSON_ID	Person ID	Person ID of the succession plan owner
OWNER_TYPE_CODE	Owner Type	Administrator role of the plan owner, which controls the actions available to the plan owner

This table lists the view accessor for the Succession Plan Owners business object.

From Succession Plan Owners Business Object	Purpose
Get Plan Owner Primary Assignment	Access a set of records from the assignment business object displayed in Autocomplete to get the primary assignment record using the person ID of the succession plan owner.

This table lists the Row Related To attributes of the Succession Plan Owners business object.

Attribute	Reference Table	Reference Column
PlanId	HRM_PLANS_V	PLAN_ID
OwnerTypeCode	HCM_LOOKUPS	LOOKUP_CODE

Use the additional attributes and business objects of succession plans to create autocomplete rules that meet your organization’s requirements.

Steps to Enable

To enable Autocomplete Rules in the HCM Experience Design Studio, you need to log a Service Request (SR).

Review and follow the instructions provided in the My Oracle Support document, Fusion HCM Cloud: Enabling Autocomplete Rules Feature Starting with Release 21B (Doc ID 2767655.1) to get access.

Key Resources

Use these resources on Oracle Help Center:

For more information about using Autocomplete rules, refer to the Configuring and Extending HCM Using Autocomplete Rules guide.
For more information on the succession plan attributes, refer to the Tables and Views for HCM guide.

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.

Talent Review Print Profiles Content Access

After migrating to Enhanced Talent Profiles, when you use the Print Profiles action for the selected review population when conducting a Talent Review meeting or preparing review content, you will see all the profile content sections. Select only the content sections that you want to print. Note that the print output will include only the worker’s profile and content sections that you have access to.

The image shows different content sections in the Print Profile window.

Profile Content Sections Displayed in Print Profile Window

This feature helps your organization to enhance the security of its talent review process because reviewers and facilitators can print only the profile information that they can access.

Steps to Enable

You need to upgrade to Enhanced Talent Profiles to be able to use the responsive Print Profile feature. For more information on migrating to Enhanced Talent Profiles, refer to this resource on My Oracle Support: Upgrading Oracle Fusion Profile Management (Doc ID 2421964.1).

Access Requirements

You need to have the HRT_RUN_TALENT_PROFILE_SUMMARY_REPORT_PRIV function security privilege to be able to print profiles. You need to add this function security privilege to the custom roles that you want to allow to use this feature.

Transactional Business Intelligence for Talent Management

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

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

File Attachment Attributes to Profile Subject Area

The following attributes are added to the All Profile Content folder:

Created Date
Attachment Type
Attachment Type Code
Attachment

Enhance your reporting on the file attachments information in the Person Profile Real Time subject area with the addition of relevant attributes to the all profile content folder.

Steps to Enable

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

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
Performance Management	Performance Management My Organization Page is Removed	22D			Build your own versions of the analytics using OTBI.

_________________________

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?
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

Product

Feature Name

Feature Description

Type of Customer Needed to Test

How to Sign Up

Controlled Availability Release

Is the Program Still Open?

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

	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.
Feature	Report	UI or Process-Based: Small Scale	UI or Process-Based: Larger Scale*
Talent Management
Career Development
Explore Careers in Skills Center
Career Ambassadors in Skills Center