Update 23A

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
31 MAR 2023	Goal Management	Enhanced Restrictions on Maximum Number of Performance Goals in Goal Plan	Updated document. Revised feature information.
31 MAR 2023	Performance Management	Synchronize Person Profile Competencies in Performance Documents Process	Updated document. Revised feature information.
31 MAR 2023	Profile Management	Time Based Reminders When a Worker has not Updated the Talent Profile for Certain Number of Days	Updated document. Revised feature information.
31 MAR 2023	Questionnaires	Subscriber Security in Questionnaires	Updated document. Revised feature information.
24 FEB 2023	Goal Management	Enhanced Restrictions on Maximum Number of Performance Goals in Goal Plan	Updated document. Revised feature information.
24 FEB 2023	Succession Management	Talent Pools Security	Updated document. Revised feature information.
27 JAN 2023	Touchpoints	Requested Feedback for Touchpoints	Updated document. Revised feature information.
27 JAN 2023	Goal Management	View Sort Order Attribute in Goal Details	Updated document. Feature delivered in update 23A.
27 JAN 2023	Goal Management	Determine Prefix for Copied Goal Names	Updated document. Feature delivered in update 23A..
20 DEC 2022	Goal Management	Deleting Specific HR-Assigned Goals	Updated document. Revised feature information.
20 DEC 2022	Succession Management	Talent Pools Security	Updated document. Revised feature information.
02 DEC 2022			Created initial document.

Overview

HCM Cloud applications have two types of patches you can receive that are documented in this New Feature Summary:

• Release Updates (23A, 23B, 23C, and 23D)
• 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.

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SUGGESTED READING FOR ALL HCM PRODUCTS

• HCM Common What's New - In this What's New you will find feature that are used across applications.
• 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

Talent Management

Touchpoints

Oracle Touchpoints is a continuous listening and action channel between employees and managers to create meaningful interactions that build trust, boost retention, and foster growth. Touchpoints is a separately sold product.

Check-in Recurring Scheduling

Schedule recurring check-ins according to the frequency of your choice, and add relevant recurring discussion topics, as required.

Scheduling a Recurring Series

You can schedule recurring check-ins on a daily, weekly, monthly, or yearly basis. These are the options available for each of these scheduling frequencies:

• Daily recurrence: You can end the daily recurrence by specifying an end date or the number of recurrences. For example, if you specify the number of recurrences as 7, check-ins are scheduled every day for 7 days, starting from the first check-in date.

• Weekly recurrence: You can end the weekly recurrence by specifying an end date or the number of recurrences. For example, if you specify the number of recurrences as 4, check-ins are scheduled weekly once for 4 weeks, starting from the first check-in date.

• Monthly recurrence: You can choose to repeat the check-ins on a specific date or day of the month. For example, schedule a check-in on the 21st of every month or every second Monday of every month. You can end the monthly recurrence by specifying an end date or the number of recurrences.

• Yearly recurrence: You can select the month in which you want to schedule the first check-in and then repeat the check-in on a specific date or day of that month. For example, schedule the first check-in on the 2nd of January each year or every first Monday of January each year. You can end the yearly recurrence by specifying an end date or the number of recurrences.

   

Weekly Check-ins

Monthly Check-ins

You can view recurring check-ins from the Events and interactions timeline of the employee’s Touchpoints page.

Timeline View of Recurring Check-ins

NOTE: When you schedule recurring check-ins, ensure that the dates of the check-ins don’t conflict with any existing check-ins that are already scheduled. If they conflict and you proceed to create the recurring series, then the conflicting check-ins aren’t created as part of that series. However, the other check-ins that don’t conflict are created, and they appear on the Events and interactions timeline.

Adding Recurring Discussion Topics

• Any discussion topic that you add to the first check-in in a recurring series is automatically added to the rest of the check-ins in that series. This includes your own discussion topics as well as recommended topics related to goals, feedback, or Insights.

• If you add comments to a discussion topic in the first check-in of a series, those comments aren’t carried over to the same discussion topic that might be present in the remaining check-ins.

• Note that only two comments can be added to a discussion topic – one by the employee and another by the manager.

Recurring Check-in with Discussion Topics

Editing a Recurring Series and Discussion Topics

After creating a recurring series, you can change the date of a specific check-in in the series. However, you can’t change the frequency of the series or change all the dates in the series.

When you edit a discussion topic in any check-in in a series, the following considerations apply:

• You have the option to carry over those edits to the same recurring discussion topic that might be present in the remaining check-ins.

• If you add a new discussion topic to that check-in, it’s not carried over to the remaining check-ins.

• You can add your own discussion topics as well as goals, feedback, or Insights topics from the Recommended Topics section.

You can delete a discussion topic from any check-in in a series only if it’s not already marked as discussed and if it doesn’t contain comments added by others.

Deleting a Recurring Series

You can choose to delete any check-in a series or all check-ins in the series. You can’t delete a check-in, if the following conditions apply:

• The check-in has discussion topics that are marked as discussed.

• The check-in has discussion topics with comments added by others.

When you delete an entire series, only the current and future check-ins are deleted, if they match these conditions.

Notifications

The manager and employee receive notifications in these scenarios:

• A recurring series is scheduled

• A discussion topic in a recurring series is deleted

• A recurring series is deleted

Recurring check-ins help managers and employees plan and maintain a regular check-in cadence and follow through on discussion topics in a timely manner.

Steps to Enable

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

Key Resources

For more information on check-ins, refer to these topics in the Using and Administering Touchpoints guide on Oracle Help Center:

• Schedule a Check-In
• Manage Your Check-Ins

Requested Feedback for Touchpoints

You can now request feedback for yourself or for your team members using Touchpoints.

• To request feedback for yourself, go to your Touchpoints page and select Request Feedback from the Actions menu.

• To request feedback for a team member, click the Employees tab on the Touchpoints Summary page, and select Request Feedback from the Actions menu next to an employee.

A few points to note while requesting feedback:

• You can request feedback from your manager, direct peers, or anyone in the organization.

• You can select the questionnaire that you want to attach to the request. You can also add your own questions to the questionnaire, if the questionnaire template supports additional questions.

• When employees request feedback, they can choose to share the received feedback with their manager or with themselves. When a manager requests feedback for an employee, they can choose to share the received feedback with the employee.

• You can specify a due date for completing the feedback and add an optional message to the feedback provider.

Request Feedback 

After an employee has received feedback, they can view it from the Events and interactions timeline of their Touchpoints page. Managers can view the feedback received for their team members from the Events and interactions timeline of their Touchpoints page, if the feedback is shared with them.

Employee View of Feedback on the Events and Interactions Timeline

NOTE: Feedback on goals isn’t included in the Events and interactions timeline. 

Managers and employees can view and add the received feedback as a discussion topic to a check-in agenda. They can do this from the Feedback tab on the Recommended topics panel. Clicking the View more link displays the complete feedback. 

Add Requested Feedback as a Discussion Topic

Average Team Interaction Analytics

Any feedback that an employee or manager has requested is added to the Average Team Interactions analytics displayed on the manager’s Touchpoints Summary page.

Notifications

The feedback provider receives a notification in these scenarios:

• A manager or employee requests feedback from them

• The due date for providing requested feedback nears

• A manager or employee thanks them for their feedback 

The person who requested feedback receives a notification when the feedback is completed or revised. The manager also receives a notification about completed or revised feedback, if the feedback is shared with them.

Leverage the requested feedback feature available in Touchpoints for an all-inclusive check-in discussion on performance feedback provided by peers, managers, and others in the organization.

Steps to Enable

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

Tips And Considerations

To be able to request feedback, an active requested feedback template must exist in Performance Management.

Key Resources

• For more details on requested feedback, refer to the Requested Feedback section in the Using Performance Management guide in the Oracle Help Center.

Enhanced Touchpoints Nudges

You can now configure enhanced Touchpoints nudges related to career development, goals, feedback, and talent profile.

Nudges are set up using the Nudge Configuration work area.

Here are the scenarios in which these nudges appear in Touchpoints:  

Module	Scenario	Criteria	Recipient	Nudge Channel
Career Development	Employee doesn’t  have active goals in their development plan	The nudge appears when there are no active goals in an employee’s development plan.	Employee, Manager	Touchpoints card, check-in insights, email
Goal	Employee has performance goals that haven’t been updated for a period of time	The nudge appears when an employee hasn’t updated their performance goals for a specific number of days since the last time they updated those goals. The Administrator configures the number of days.	Employee	Touchpoints card, check-in insights, email
Goal	Employee doesn’t have goals in goal plan	The nudge appears when goals aren’t added to the goal plan for a specific number of days since the start of the current review period. The Administrator configures the number of days.	Employee, Manager	Touchpoints card, check-in insights, email, journeys
Feedback	Employee hasn’t given anytime feedback to their others for a period of time	The nudge appears when an employee hasn’t given anytime feedback to others for a specific number of days since the last time they gave feedback. The Administrator configures the number of days.	Employee	Touchpoints card, email
Feedback	Employee hasn’t requested feedback for a period of time	The nudge appears when an employee or manager hasn’t requested feedback for themselves or for their team members for a specific number of days since the last time they requested feedback. The Administrator configures the number of days.	Employee, Manager	Touchpoints card, email
Talent Profile	Employee hasn’t updated their talent profile for a period of time	The nudge appears when an employee hasn’t updated their talent profile for a specific number of days since the last time they updated it. The Administrator configures the number of days.	Employee	Touchpoints card, check-in insights, email, journeys

This example shows you how to configure a nudge for the scenario, “Employee has performance goals that haven’t been updated for a period of time”.

1. Go to My Client Groups > Employment > Nudge Configuration.
2. Click Add.
3. From the Module list, select Goal.
4. Select the reason, Employee has performance goals that haven’t been updated for a period of time.
5. Edit the configuration name as required.
6. Set the status to Active.
7. Enter the number of days elapsed since the last update to the performance goal. The nudge is triggered when the difference between the current date and the last updated date matches the number of days that you specify here.
8. Click Add in the Channels section.
9. Select the Email, Touchpoints card, or Check-in insight channel type.
10. Select the Active check box.
11. Select Employee as the recipient type.
12. From the Content Source list, you can either select the default content that’s available for the channel or create your own. Select User-defined Content to create your own text. For example, if you select this option, you can specify a title and message of your choice for the email channel type.
13. Click OK.

Take advantage of enhanced nudges to take timely actions related to goals, feedback, and talent profile.

Steps to Enable

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

Tips And Considerations

Ensure that the scheduled process, Process HCM Nudges, is run to trigger nudges, after you configure them.

Key Resources

For more information on nudges, refer to these resources in Oracle Help Center:

• Chapter 16, Overview of Nudges in the Using Common Features for HCM guide
• Chapter 1, Overview of Touchpoints Features in the Using and Administering Touchpoints guide

Questionnaire

Survey employees with our Questionnaires.

Subscriber Security in Questionnaires

By configuring this data security, users can view the subscribers they have access to based on their assigned roles. If the subscriber doesn’t have any assigned roles, then they’re available to all users. So you need to assign the roles to the subscriber to ensure they’re available to the user who has at least one of the assigned roles. This data security applies to the subscriber list of values in these pages:

• Questions
• Questionnaires
• Questionnaire Templates

Limit the subscribers who the user has access to by configuring this data security.

Steps to Enable

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

Role And Privileges

Assign the Manage Questionnaire Subscriber Access (ORA_HRQ_MANAGE_SUBSCRIBER_ACCESS) aggregate role to users who need to configure the data security for the subscribers. The HCM Application Administrator inherits this role.

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.

Configure Multiple Potential Assessments for Talent Review

As administrators, you can now create multiple potential assessments for talent review meetings. You can create other potential assessments apart from the predefined potential assessment questionnaire named Potential Rating. Note that you can associate only one potential assessment with a talent review meeting template or meeting. You can associate a different assessment with each template or meeting.

1. Use the Potential Assessment task available in the Setup and Maintenance work area to create new potential assessment questionnaires.
2. To create a new questionnaire, click Create.
3. When you select the template, search for, and select Potential Rating Questionnaire Template.
4. Ensure to set the status as Active. Only active questionnaires can be associated with Talent Review templates and meetings.
5. Add one or more sections.
6. Add or create questions in each section and select response type. You need to add enough questions to ensure that the review points from the Potential Assessment rating model map to the review points range in the Potential rating model.
7. Review and save the questionnaire.

When you create or edit a Talent Review template that has potential ratings enabled, you can select the questionnaire to associate with the template. Note that you can see only active questionnaires.

1. In the Data Options section, select the Enable Potential Assessment check box.
2. From the Potential Assessment Questionnaire list, select the questionnaire.

The selected questionnaire is the default potential assessment questionnaire for meetings created based on the template.

Potential Assessment Questionnaire List in the Data Options Section

Facilitators can change the potential assessment questionnaire when they configure the meeting. They can see only active questionnaires.

1. In the Review Content section, select the Potential check box to include the potential rating.
2. Select the Enable Potential Assessment check box.
3. From the adjacent list, select the potential assessment questionnaire.

Review Content Section of a Talent Review Meeting Configuration

When the data submission deadline hasn’t been reached and the meeting hasn’t started, reviewers can assess the members of the review population they have access to. They can see the latest version of the potential assessment questionnaire selected in the meeting configuration.

Potential Assessment Questions for Reviewer

Here’s what happens if the associated potential assessment questionnaire has been revised or a new assessment questionnaire has been selected in the meeting configuration:

• Responses that the manager had already submitted are deleted provided the data submission deadline hasn’t been reached and the meeting hasn’t started.
• If managers have already submitted the potential rating from the old potential assessment, the ratings are retained. However, their responses in the questionnaire are cleared and they can see only the latest questionnaire.
• Managers need to reassess the members of the review population who they can access using the latest associated assessment.

Enhance your talent review process by assessing the potential of your employees accurately. Create multiple different potential assessment questionnaires for different roles and select the questionnaire that’s most appropriate to evaluate the potential of the members of the review population.

Steps to Enable

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

Tips And Considerations

• You can't associate a different rating model with each potential assessment that you create. You can select only the Potential rating model for all potential assessments. 
• You can update the additional potential assessment questionnaires.
• When you change the potential assessment questionnaire in existing Talent Review meeting templates, meetings already created based on the template aren’t affected. Only new meetings that are created based on the updated template will show the changed potential assessment questionnaire.
• When editing a meeting configuration for meetings that are not started or in progress, you can change the associated potential assessment questionnaire.
• When you duplicate a talent review meeting, the associated potential assessment questionnaire is also associated with the copy of the meeting.
• As administrators, you can import and export potential assessment questionnaire information for the template.
• You can upload or download potential assessment questionnaire information in the meeting configuration using HCM Spreadsheet Data Loader and HCM Data Loader.

Key Resources

• For more information on configuring a potential assessment questionnaire, refer to the Guidelines for Configuring a Potential Assessment topic in the Implementing Talent Review and Succession Management guide.

Design Studio Support for Talent Review Meeting Configuration

As an administrator, you can use Transaction Design Studio (TDS) to configure the fields shown on the Create or Edit Talent Review Meeting pages. Use the Talent Review Meetings actions in TDS and add a rule. In the Available Attributes section, select the Meetings data source.

You can hide any of these fields that aren’t required for your organization:

• Data Submission Deadline
• Meeting Purpose
• Data Validity Guideline
• Meeting Instructions
• Options in the Employees to Include list:
  • Find by criteria
  • Find in talent pool
  • Find by analysis

You can ensure that users enter values in these fields or mark them as not required:

• Data Submission Deadline
• Meeting Purpose
• Data Validity Guideline
• Meeting Instructions

Simplify your talent review meeting configuration process by only showing the fields that are required for your organization. Enhance your talent review process by ensuring that facilitators enter values in certain fields.

Steps to Enable

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

Tips And Considerations

If your organization uses only some of the options in the Employees to Include list, you can hide the options that aren’t used. If you hide 2 options in the Employees to Include list, the list is disabled and facilitators can see only the attributes corresponding to the visible option.

Key Resources

Use these resources for more information on Transaction Design Studio (TDS):

• Use Transaction Design Studio to Configure Field Displays topic in the Using Common Features for HCM guide on the Oracle Help Center
• Transaction Design Studio -What It Is and How It Works (Document ID 2504404.1)

Consistent Use of Location Name in Talent Review

The Location fields that earlier displayed the city information on the Talent Review pages will now show the value of the Location Name field defined in the Global Human Resources Location table. You can see the location information associated with the primary assignment of the employee.

Location Filter in the Select Review Population Section

Location Field in the Review Population Section of the Meeting Configuration Page

Location Filter on the Meeting Dashboard

Location Column in the Table View of the Dashboard

View consistent employee information in Talent Review and enhance your talent review process.

Steps to Enable

1. Create and manage locations using the Location Details quick action in the Workforce Structures area on the My Client Groups tab.
2. Specify a location as an employee location by selecting Yes in the Employee Location field.

Talent Review Meeting Configuration Guided Journey Option

Support facilitators while they configure a review meeting by providing guidance such as tutorials, company policies, and best practices. You do this by configuring guided journey tasks. When you enable guided journeys, users can see a Guide Me button with the tasks that you have enabled for the page or section.

1. Use the Guided Journey category in Checklist Templates to set up and add tasks that are relevant for the guided journeys for Talent Review.
2. Enable guided journeys on Talent Review pages using Transaction Design Studio (TDS). You can enable the guided journeys at both the page and section level.

a. Select the Talent Review Meetings action in TDS and add a rule.

b. In the Show or Hide Regions section, configure the guided journeys for page and section level. Edit the region. Search and select the associated guided journey and the tasks to show for the region.

Show or Hide Regions Section of a Talent Review Meetings Action’s Rule

c. Save your changes.

Users can see a Guide Me button when guided journey is enabled for the section or page.

Guide Me Buttons on the Create Talent Review Meeting Page

Enhance your talent review process by providing appropriate guidance to facilitators when they configure meetings.

Steps to Enable

To view guided journeys, administrators need to set the value of this profile option to Y.

Profile Option Code	Profile Option Name
ORA_PER_GUIDED_JOURNEYS_ENABLED	Enable Guided Journeys

To change the default profile option value, follow these steps:

1. Navigate to the Setup and Maintenance work area.
2. Search for and click the Manage Administrator Profile Values task.
3. Search for the ORA_PER_GUIDED_JOURNEYS_ENABLED profile option code and select the profile option in the search results. 
4. In the Profile Values area, enter Y in the Profile Value field.  
5. Click Save and Close.

Key Resources

For more information on guided journeys see the: 

• Guided Journeys topic in the Implementing Global Human Resources guide

For more information on Transaction Design Studio (TDS), see these resources:

• Use Transaction Design Studio to Configure Field Displays in the Using Common Features for HCM guid
• Transaction Design Studio -What It Is and How It Works (Document ID 2504404.1)

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.

Consistent Use of Location Name in Succession Management

The Location fields that earlier displayed the city information on the Succession Management and Talent Pool pages will now show the value of the Location Name field defined in the Global Human Resources Location table. You can see the location information associated with the primary assignment of the employee.

Members Section of Add from Talent Pool Page

Workers Section of Add from Analysis Page

Enhance user experience by viewing consistent employee information in Succession Management and Talent Pool pages.

Steps to Enable

1. Create and manage locations using the Location Details quick action in the Workforce Structures area on the My Client Groups tab.
2. Specify a location as an employee location by selecting Yes in the Employee Location field.

Talent Pools Security

Until now, only named owners could access talent pools. But from this release, as administrators, you can configure access to talent pools using security profiles.

You can specify if a talent pool is private or public. Private talent pools can be accessed only by the named owners. Access to nonprivate pools can be configured using security profiles.

Private Check Box in Pool Info Section

Note that there are 3 delivered security profiles for talent pools:

• View All Talent Pools: The users assigned this profile can manage all private and nonprivate talent pools.
• View All Public Talent Pools: The users assigned this profile can manage all nonprivate talent pools.
• View By Ownership: The users assigned this profile can manage only talent pools for which they’re the named owners. This is the default security profile.

Apart from these, administrators can configure other security profiles for nonprivate talent pools. They can assign the configured security profiles to restrict users to access only talent pools that have specific business units, departments, or job families associated. Administrators can configure security profiles on the Talent Pool Security Profiles page.

To create a security profile:

1. Go to the Talent Pool Security Profiles page.
   1. Use the Talent Pool Security Profiles quick action under My Client Groups.
   2. Go to My Client Groups > Workforce Structures > Talent Pool Security Profiles.
2. On the Talent Pool Security Profiles page, click Create.
3. On the Create Talent Pool Security Profile page, enter a unique name for the profile.
4. To make the profile active, select the Enabled check box. Note that the other check boxes are disabled and you can’t select them.

NOTE: You need to secure by business unit, department, or job family when you create a security profile.

5. To secure by business units:

a. Select the Secure by business unit check box.

NOTE: If you opt to secure by business units, you need to select at least one business unit.

b. Click Add.

c. Search for and select the business unit that you want to include in the profile.

d. Repeat steps 5b and 5c for all business units you want to add in the profile.

6. To secure by departments:

a. Select the Secure by department check box.

NOTE: If you opt to secure by departments, you need to select at least one department.

b. Click Add.

c. Search for and select the department that you want to include in the profile.

d. Repeat steps 6b and 6c for all departments units you want to add in the profile.

7. To secure by job families:

a. Select the Secure by job family check box.

NOTE: If you opt to secure by job families, you need to select at least one job family.

b. Click Add.

c. Search for and select the job family that you want to include in the profile.

d. Repeat steps 7b and 7c for all job families you want to add in the profile.

e. Click Save and Close.

Create Talent Pool Security Profile Page

Users who are assigned the talent pool security profile can access, select, or report on talent pools that are associated with the business units, departments, and job families specified in the security profile.

Nonprivate Talent Pool with Associated Department and Business Unit

Enhance the security of your talent pools by creating and assigning security profiles that restrict the access of nonprivate talent pools.

Steps to Enable

The Regenerate Data Security Profiles and Grants process runs during each upgrade. Ensure that this process has completed. After this process completes, the View By Ownership security profile is assigned to all roles. This ensures that named owners can continue to manage talent pools that they own.

To override the default security profile and assign other talent security profiles to HR specialists and line managers who need to manage nonprivate talent pools, a user with IT Security Manager role needs to associate the created talent pool security profiles with their roles.

1. In the Setup and Maintenance area, search for and select the Assign Security Profiles to Role task.
2. On the Data Roles and Security Profiles page, search for and select a human resource specialist or line manager role.
3. Edit an existing role or create a new role.
4. Go to the Security Criteria train stop and navigate to the Talent Pool section.
5. Select any of the listed profiles or create a new profile.
6. If creating a profile, select the appropriate check boxes to secure by business unit, department, or job family.
7. Click Next.
8. On the Assign Security Profiles to Role page, go to the Talent Pool train stop.
9. If you created a new profile, add the relevant business units, departments, or job families.
10. Submit your changes.

To associate talent pools with specific business units, departments, and job families, as administrators you need to enable the corresponding fields using Transaction Design Studio (TDS).

1. Use the Talent Pools action in TDS and add a rule.
2. Enter an appropriate name and description.
3. In the Available Attributes section, select the Pool Info data source.
4. To show the business unit field, set the Business Unit attribute to Visible.
5. To show the department field, set the Department attribute to Visible.
6. To show the job family field, set the Job Family attribute to Visible.
7. Click Save and Close.

Tips And Considerations

• Assign the View All Talent Pools security profile to existing talent pool super users to ensure that they can access all talent pools.
• Users with IT Security Manager roles can export and import talent pool security profiles. When creating an implementation project, they need to associate the Talent Pool Security Profile task.

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.

Time Based Reminders When a Worker has not Updated the Talent Profile for Certain Number of Days

Enable time-based notifications for workers who have not updated their talent profiles. This is configured using the nudge and the notifications can be sent in the form of journeys, emails, Touchpoints card, or check-in insights.

Enables you to initiate notifications to workers when their talent profile is not updated for a certain number of days.

Steps to Enable

This example shows you how to configure a nudge for the scenario, “Employee has not updated talent profile for a period of time”.

1. Go to My Client Groups > Employment > Nudge Configuration.
2. Click Add.
3. From the Module list, select Talent Profile.
4. Select the reason, Employee hasn’t updated their talent profile for a period of time.
5. Edit the configuration name as required.
6. Set the status to Active.
7. Enter the number of days that can elapse since the last update to the talent profile. The nudge is triggered when the employee doesn’t update their talent profile even after this period.
8. Click Add in the Channels section.
9. Select the channel types applicable to you like  Email, Touchpoints card, Check-in insight, or Journey. Set it active and use the default content or provide the user defined content.

You must also run the scheduled process Process HCM Nudges to trigger nudges. It is recommended to run on a daily basis.

HDL and HSDL Support for Enhanced Talent Profile

Manage Talent Profiles and Model Profiles data within Profile Management application using HCM Data Loader (HDL) and HCM Spreadsheet Loader (HSDL). As an administrator, you can upload profiles and profile items using Enhanced Talent Profiles business objects, so that the data is consistent with the setup and is more intuitive and less error-prone.

Enables the administrator to create, update, and delete talent profile and model profile data including attachments using the Enhanced Talent Profile business object. The business object hierarchy consists of 35 child components and is supported by 3 translation objects, which can be used for loading the data associated with a talent profile or a model profile (job profile, position profile, or organization profile) more efficiently.

Steps to Enable

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

Tips And Considerations

Download the:

• Enhanced Talent Profile business object to create or update talent profile and model profile data.
• Translation objects: Enhanced Talent Profile Translation, Talent Model Profile Extra Info Translation, and Talent Bookmark Translation to create or update translations for certain profile attributes.

Key Resources

For more information refer to Overview of Talent and Model Profiles.

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.

Enhanced Restrictions on Maximum Number of Performance Goals in Goal Plan

As administrators, when you specify the maximum number of goals in a goal plan, you can also impose other restrictions using these additional settings:

• Enforce maximum goals: If selected, managers and HR specialists can’t assign any goals when the goal plan has the maximum number of goals. If not selected, managers and HR specialists can override the maximum goal setting and assign goals.
• Allow private goals to exceed maximum goal limit: If selected and when private goals are enabled, employees can add private goals to the goal plan even when the goal plan has the maximum number of goals.

NOTE: The Allow private goals to exceed maximum goal limit check box is disabled if your administrator hasn’t enabled private goals for your organization using Transaction Design Studio (TDS).

Checkboxes For Enhanced Restrictions on Goals in a Goal Plan

This table indicates the results of actions performed on goals based on the Allow private goals to exceed maximum goal limit setting.

Action	Done By	Result when the Allow private goals to exceed maximum goal limit check box is selected	Result when the Allow private goals to exceed maximum goal limit check box is cleared
Add Copy	Worker	When private goals are enabled, the worker sees a warning message indicating that the goal added or copied will cause the count of the goals to exceed the specified limit. But the goal is added as a private goal.	The worker sees an error message indicating that the goal plan has the maximum allowed goals.
Extend Move	Worker	The worker sees an error message indicating that the goal plan has the maximum allowed goals. The goal isn't extended or moved to the target goal plan.	The worker sees an error message indicating that the goal plan has the maximum allowed goals. The goal isn't extended or moved to the target goal plan.
Add colleague shared goal	Worker	When private goals are enabled, the worker sees a warning message indicating that addition of the shared goal will cause the count of the goals to exceed the specified limit. But the goal is added as a private goal.	The worker sees an error message indicating that the goal plan has the maximum allowed goals.

This table indicates the results of actions performed on goals based on the Enforce maximum goals setting.

Action	Done By	Result when the Enforce maximum goals check box is selected	Result when the Enforce maximum goals check box is cleared
Add organization goal Add manager shared goal Add HR shared goal	Worker	The worker sees an error message indicating that the goal plan has the maximum allowed goals.	No error message is displayed. The goals are added to the goal plan.
Add Copy Move Extend	Manager or HR specialist	The manager or HR specialist sees an error message indicating that the goal plan has the maximum allowed goals.	The manager or HR specialist sees a warning message indicating that the action will cause the count of the goals to exceed the specified limit, but the goal can be added to the goal plan.
Assign	Manager or HR specialist	The HR specialist sees an error message in the log file indicating that the specified goal plan limit has been reached. The administrator has access to a log file that lists the employees whose goal plans have met the maximum goals and therefore weren’t assigned the goal in the mass assignment.	No error message is displayed. The goals are added to the goal plan.
Mass assignment of performance goals	HR specialist	The HR specialist sees an error message in the log file indicating that the specified goal plan limit has been reached. The administrator has access to a log file that lists the employees whose goal plans have met the maximum goals and therefore weren’t assigned the goal in the mass assignment.	No error message is displayed. The goals are added to the goal plan.

These additional settings are considered only for new goal plans and not for existing goal plans. So, users won't see any error or warning message if you edit an existing goal plan and select either the Enforce maximum goals check box or the Allow private goals to exceed maximum goal limit check box.

Streamline assignment of performance goals so that employees focus on goals that are aligned with the organizational objectives.

Steps to Enable

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

Tips And Considerations

• Canceled goals aren’t included in the goal count. For example, if your goal plan has 6 goals of which 3 are canceled, then the number of goals in the goal plan is considered as 3.
• Private goals are also not included in the goal count.
• The Maximum Goals for This Goal Plan, Enforce maximum goals, and Allow private goals to exceed maximum goal limit settings aren't validated when adding goals through performance documents that don't use synchronized goals sections.

Deleting Specific HR-Assigned Goals

As HR specialists, you can now specify if performance goals that you assign can be deleted by managers and employees. In the Basic Info section of the goal, from the Users Permitted to Delete HR-Assigned Goals list, select if you want to allow only managers or managers and employees to delete the goal.

Users Permitted to Delete HR-Assigned Goals list in Basic Info Section

The selection you make here overrides the Actions for Workers and Managers on HR-Assigned Goals setting of the goal plan.

Enhance management of performance goals by allowing managers and employees to delete goals that have been incorrectly assigned or those that aren’t relevant to the employee.

Steps to Enable

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

Tips And Considerations

To specify the users who 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 one of these values as appropriate:

• ORA_MGR_DEL_GOAL: To allow only managers to delete goals assigned by HR specialists

• ORA_EMP_MGR_DEL_GOAL: To allow both managers and workers to delete goals assigned by HR specialists

Restriction on Goal Delete

As managers, you can’t delete goals that you assigned to your team members if they have added any note to the goal.

Enhance employee satisfaction by ensuring that employees don’t lose performance goals that they have begun to work on and have added some notes to.

Steps to Enable

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

Validate Performance Goal Category Autocomplete Rule

As an HCM administrator, use the Validate Goal Category For HR Users delivered autocomplete rule to validate the goal category for performance goals created by HR specialists.

1. Select the Goals business object on the Autocomplete Rules tab of HCM Experience Design Studio.
2. Duplicate the Validate Goal Category For HR Users rule.
3. Modify the rule logic according to your organization’s requirements.
4. Activate the rule. 
5. Save and close.

Edit Duplicate Validate Goal Category For HR Users Rule

When this rule is activated, if HR specialists select the category specified in the rule, they can’t save the goal.

Note that this validation doesn’t apply for goals added using scheduled processes.

Use the Validate Goal Category For HR Users delivered autocomplete rule for the Goals business object and restrict the goal categories that HR specialists can select when creating goals.

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.

View Sort Order Attribute in Goal Details

When you sort performance goals in a goal plan by a particular attribute, you can now see that attribute in the goal details.

This table indicates the sort options and the corresponding attributes that you can see in the goal details.

Sort Options	Attribute Shown
Goal Category - A to Z Goal Category - Z to A	Category
Goal Priority - High to Low Goal Priority - Low to High	Priority
Weight - Ascending Weight - Descending	Weight
Last Updated - Latest to Oldest Last Updated - Oldest to Latest	Last Updated
Target Completion Date - Latest to Oldest Target Completion Date - Oldest to Latest	Target Completion Date
Completion Percentage - Ascending Completion Percentage - Descending	Completion Percentage

Category Attribute Shown in Goal Details on the Goals Page When Sorting By Category

Priority Attribute Shown in Goal Details on the Goals Page When Sorting By Priority

View the attribute by which goals are sorted in the goal details and ensure that the goals are sorted correctly.

Steps to Enable

You need to enable the sort options of a goal plan using Transaction Design Studio (TDS). For more information about enabling sort options, see the How can I show or hide the sort options of a goal plan? topic in the Implementing Goal Management guide.

Determine Prefix for Copied Goal Names

As administrators, you can now determine if you want to add a prefix for goals copied to a different goal plan or not. Use the Prefix for Name of Copied Goals in Other Goal Plans Enabled (ORA_HRG_PREFIX_GOAL_COPY_OTHER_GOAL_PLANS) profile option to do this. Note that the default value of this profile option is Yes.

See this table to understand how the Prefix for Name of Copied Goals in Other Goal Plans Enabled  profile option value impacts the name of the copied goal.

Prefix for Name of Copied Goals in Other Goal Plans Enabled Profile Option Value	Goal Copied to Same Goal Plan	Goal Copied to Different Goal Plan in Same Review Period	Goal Copied to Different Goal Plan in Different Review Period
Yes	‘Copy - ‘prefix is added	‘Copy - ‘prefix is added	‘Copy - ‘prefix is added
No	‘Copy - ‘prefix is added	No prefix is added	No prefix is added

Let’s illustrate this with an example. Assume that you’re copying the goal ‘Reduce Level 1 Bugs by 40%’ from the ‘FY22 Goal Pan1’ goal plan of the ‘FY 2022’ review period. This table lists the name of the copied goal for various scenarios.

Prefix for Name of Copied Goals in Other Goal Plans Enabled Profile Option Value	Goal Copied to ‘FY22 Goal Pan1’ Goal Plan in ‘FY 2022’ Review Period	Goal Copied to ‘FY22 Goal Pan2’ Goal Plan in ‘FY 2022’ Review Period	Goal Copied to ‘FY23 Goal Pan1’ Goal Plan in ‘FY 2023’ Review Period
Yes	Copied goal has the name ‘Copy - Reduce Level 1 Bugs by 40% ‘	Copied goal has the name ‘Copy - Reduce Level 1 Bugs by 40% ‘	Copied goal has the name ‘Copy - Reduce Level 1 Bugs by 40% ‘
No	Copied goal has the name ‘Copy - Reduce Level 1 Bugs by 40% ‘	Copied goal has the name ‘Reduce Level 1 Bugs by 40%’	Copied goal has the name ‘Reduce Level 1 Bugs by 40%’

Distinguish copied goals and identify goals that are carried forward from other goal plans.

Steps to Enable

To omit the ‘Copy – ‘ prefix for the names of the copied goals, set the value of the Prefix for Name of Copied Goals in Other Goal Plans Enabled (ORA_HRG_PREFIX_GOAL_COPY_OTHER_GOAL_PLANS) profile option to No.

1. Navigate to the Setup and Maintenance work area.
2. Search for and select the Manage Administrator Profile Values task.
3. Search for and select the ORA_HRG_PREFIX_GOAL_COPY_OTHER_GOAL_PLANS profile option.
4. Select the Level as Site.
5. Enter No in the Profile Value field.
6. Click Save and Close.

Performance Management

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

Substitute Performance Document Evaluators Support in All-in-One Evaluations

Substitute performance document evaluators can complete multiple manager evaluations on behalf of managers using All-in-One Evaluations. Simply select the manager you want to evaluate on behalf of from the Evaluate as menu to view performance documents for the employees you have access to.

Help managers save time by letting substitute performance document evaluators complete all of their evaluations for them using All-in-One Evaluations.

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.

Role And Privileges

• You must have the role “Mass Evaluate Performance Documents by Manager” ORA_HRA_MASS_EVALUATE_PERFORMANCE_DOCUMENTS_BY_MANAGER to access All-in-One Evaluations.
• You must have the role “Evaluate Performance Document as Manager” ORA_HRA_EVALUATE_PERFORMANCE_DOCUMENT_AS_MANAGER to act as a substitute performance document evaluator.

Competency Target Proficiencies and Ratings in All-in-One Evaluations

As a manager, you can now view target proficiencies and performance ratings for employee competencies directly in the All-in-One Evaluations page.

• Depending on how the HR specialist configures the competencies section in a performance template, managers can view the following for competencies:
  • Target proficiencies
  • Target performance ratings
  • Both target proficiencies and performance ratings

Target proficiency in All-in-One Evaluations

Improve the visibility of target proficiencies and ratings of competencies in All-in-One Evaluations.

Steps to Enable

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

Tips And Considerations

• Target performance ratings for competencies can’t be edited in All-in-One Evaluations. Managers can only set or update target performance ratings for new competencies that they or an employee add directly in the individual performance documents during the Set Goals and Manager Evaluation tasks.
• Target proficiency levels can’t be edited by managers. They're set by HR as the minimum proficiency level on a competency for a job profile or directly in the performance template.

Role And Privileges

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.

Synchronize Person Profile Competencies in Performance Documents Process

If competencies in an employee’s Talent person profile are missing from their performance document, you can run the Synchronize Person Profile Competencies in Performance Documents process to identify missing competencies and add them to employee's performance documents. The process identifies competency sections in an employee’s performance document that are configured to populate from their Talent person profile and adds competencies that are missing but exist in their Talent person profile.

Ensure the employee's Talent person profile is in sync with their performance document.

Steps to Enable

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

Tips And Considerations

• Processes in progress performance documents where the Set Goals and evaluation tasks are incomplete.
• Completed and Cancelled performance documents aren't processed.
• You can schedule the process to run once a day.

Add and Remove Person Profile Competencies in Performance Documents

Employees and managers can now add or remove competencies for person profile competency sections directly in the performance document instead of in the employee’s talent profile. When an employee or manager adds or removes a competency from a competencies section in a performance document that is configured to populate using the employee's person profile, the updates will display immediately in the employee's talent profile on the Skills and Qualifications page.

Save time by adding and removing competencies directly in your employee performance document.

Steps to Enable

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

Tips And Considerations

• Competencies added by managers or employees to the performance document will be added to the employee's talent profile with the evaluator type configured in the performance template.
• Talent profile approvals aren’t triggered when adding or removing a competency directly in a performance document person profile competency section. If you use approvals in talent profiles and don’t want these to be bypassed in the performance document, you can use personalization to hide the add and remove buttons in the performance document.
• Any changes made to competencies in a person profile competency section in a performance document will update any other in progress performance documents with person profile competency sections where the set goals or evaluation tasks are not complete. For example, if a new competency is added in a mid-year performance document, that competency will be displayed in the employee’s talent profile and added to the end of year performance document, if created.
  • Competencies deleted by employees won’t be removed from other in progress performance documents if they’ve already been evaluated by the manager.
• Only competencies added directly in performance documents can be deleted. Competencies in an employee's talent profile that have come from another source such as Learning, can’t be removed in performance documents and must be removed from the original source.

Control Sort Options for Displaying Performance Documents to Employees and Managers

Determine the default value and sort order options for displaying performance documents. You can now change the default value and sort order options on the employee Performance Spotlight page and the manager Evaluate Performance page.

The HR implementer can change the default value and sort order options that display on the Performance Spotlight page by modifying the Performance Document Sorting Statuses lookup codes (ORA_HRA_PERF_DOC_STS_SORT_BY).

1. Go to Setup and Maintenance.
2. Click Setup and select Workforce Development.
3. Select Worker Performance > Performance Lookups.
4. Click the Performance Document Sorting Statuses lookup codes (ORA_HRA_PERF_DOC_STS_SORT_BY).
5. On the Lookup Codes section, you can edit the following Display Sequence and modify the meaning and description of each:
   • All - 1 (default)
   • Current - 2
   • Canceled - 3
   • Completed - 4

Note that the first item in the list with the lowest number is the default option. Simply assign the numbers in the display sequence to determine the default option and the order for which each will display in the list.

6. Click Save and Close.

The HR implementer can change the default value and sort order options that display on the Evaluate Performance page by modifying the Manager Performance Document Sorting Options lookup codes (ORA_HRA_EVAL_PERF_DOC_SORT_BY).

1. Go to Setup and Maintenance.
2. Click Setup and select Workforce Development.
3. Select Worker Performance > Performance Lookups.
4. Click the Manager Performance Document Sorting Options lookup codes (ORA_HRA_EVAL_PERF_DOC_SORT_BY).
5. On the Lookup Codes section, you can edit the following Display Sequence and modify the meaning and description of each:
   • End Date – Latest to Oldest - 1 (default)
   • End Date – Oldest to Latest - 2
   • Document Name – A to Z - 3
   • Document Name – Z to A - 4

Note that the first item in the list with the lowest number is the default option. Simply assign the numbers in the display sequence to determine the default option and the order for which each will display in the list.

6. Click Save and Close. 

Reduce the need for employees to change the sort order options for performance documents on the employee Performance Spotlight page and the manager Evaluate Performance page by setting the default value to meet your organization's requirements.

Steps to Enable

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

Configure Notification for Automatically Populated Matrix Manager Participants in Performance Documents

Configure this notification to notify automatically populated matrix manager participants in performance documents when new performance documents are created. Enabling this notification means they can start providing feedback straight away.

Turn the notification on or off by navigating to the Talent Notifications page:

1. Go to My Client Groups> Performance> Setup and Maintenance> Talent Notifications> Performance tab.
2. Find the notification called Participant Feedback - Notify automatically populated matrix manager participant worker's performance document created, and choose whether to enable or disable it.

If you enable the notification, then automatically populated matrix manager participants receive notifications when new performance documents are created. If you disable the notification, then they won't receive notifications when performance documents are created.

Give automatically populated matrix manager participants the chance to provide feedback immediately when new performance documents are created.

Steps to Enable

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

Tips And Considerations

If performance documents are created using data loader, mass actions or with the Eligibility Batch Process, then the automatically populated matrix manager participants won't receive notifications, regardless of how this notification is configured.

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.

Talent Review

Reporting on Data Submission Status in Talent Review Meetings

The following attributes are added to the subject area Workforce Talent Review - Talent Review Meeting Real Time:

Dimension	Attribute(s) added
Participant	Data Submission Status Code Data Submission Status

Enhance your reporting on data submission progress of managers for each talent review meeting.

Steps to Enable

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

Succession Management

Enhanced Succession Subject Areas

You can report the data on when a candidate was added to a succession plan or when a pool member was added to a talent pool.

Subject Area	Folder	New Metric	Renamed Metric	Comments
Workforce Succession Management - Plan Candidates Real Time	Candidate > Candidate Details		Candidate Since renamed as Created On	Existing Metric named Candidate Since was based on the date created WHO column. It has been renamed to Created On.
		Candidate Since		This is a newly added column that allows you to report on the date when the candidate was added to the plan. This is sourced from the column in the Succession Plan page.
Workforce Succession Management - Talent Pools Real Time	Member > Member Details	Member Since		This is a newly added column that allows you to report on the date when the member was added to the talent pool. This is sourced from the column in the Talent Pool page.

Enhance your reporting on succession candidates and talent pool members with the new attributes related to the date when they were added to a plan or pool.

Steps to Enable

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

Profile Management

Enhanced Profile Subject Areas to Report on Skills Data

You can now view the skills, skill endorsement and the skill development activities with the inclusion of the new subfolders in the Workforce Profiles - Person Profile Real Time and Workforce Profiles - Model Profile Real Time subject areas.

Here are the additions to the subject areas:

Subject Area	Folder	Sub Folder(New)	Comments
Workforce Profiles - Person Profile Real Time	Person Profile	Skills	Allows you to report on all the skills associated to the workers.
		Skill Endorsements	Allows you to report on skill endorsement details that include the requestor, endorser, rating, and more.
		Skill Development Activities	Allows you to report on the skill development activities that include the skill name, status, completion date, rating details, and more.
Workforce Profiles - Model Profile Real Time	Model Profile	Skills	Allows you to report on all the skills associated to the model profile

Improved reporting on the skills related data with the addition of the new dimensions.

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.

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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
All HCM Apps	Get News Feed Suggestions On Your Next Likely Actions	Get suggestions on your next likely actions in your news feed layout. This feature is currently in Controlled Availability and is available in Oracle Fusion Cloud HCM, Financials, Project Management, and Procurement. Artificial intelligence and machine learning algorithms predict and suggest the actions each user is most likely to take during a session. The algorithms use historic navigation behavior and patterns of each user and users like them to determine which navigation target they’re most likely to visit.	All Newsfeed Customers	You will need to log a Service Request (SR) through My Oracle Support and request for a promotion code.	23A	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!

Get News Feed Suggestions On Your Next Likely Actions

Get suggestions on your next likely actions in your news feed layout. This feature is currently in Controlled Availability and is available in Oracle Fusion Cloud HCM. Artificial intelligence and machine learning algorithms predict and suggest the actions each user is most likely to take during a session. The algorithms use historic navigation behavior and patterns of each user and users like them to determine which navigation target they’re most likely to visit.

Oracle Fusion Cloud Applications have a wide range of functionality and it can sometimes be difficult to know how to navigate to a task. With news feed suggestions, you can get to the tasks that matter faster. For example, if reviewing and approving expense reports is a task commonly performed by managers in your organization, new managers will receive a suggestion in their news feed to perform that task. Or if a few team members are entering performance goals, other members of that team see this task as a suggestion in their news feed.

These are some of the business benefits of this feature:

• Receive recommendations in your news feed on your next likely actions during that session
• Discover actions that other users like you have taken within Fusion
• As an administrator, you can pin specific task flow pages as a suggestion to raise the visibility of the task

Suggestions Tab in the News Feed Layout Showing Six Recommendations

Steps to Enable

To enable this feature, you need to log a Service Request (SR) through My Oracle Support and request for a promotion code. This feature is currently in Controlled Availability and requires a promotion code. For details, see Fusion Global HR: How to Apply for News Feed Suggestions Under Controlled Availability (DOC ID 2914373.1).