What's New

Update 23D

Revision History

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

Overview

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

• 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

Career Development

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

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

Career Development Redwood Experience

From 23D, after your organization enables the Enable Redwood Performance Documents and Goals Center profile option, you can’t see the Career Development work area. Use the Redwood Goals Center and Oracle Grow instead to manage your career and the career of your team members.

Use the Goals Center to effectively create and manage development goals. You can also explore goals that are suitable for your role and add suggested goals.

My Goals Tab on Goals Center

Oracle Grow combines learning, skill development, and career mobility to drive individual and organizational success. It brings together all the elements that you need to excel in your current roles and for career growth. These elements include learning, skill development, and gigs to develop competence and expertise. You can explore your career path and identify the careers that you can progress into.

Oracle Grow Page

Use Oracle Grow and Goals Center to effectively manage and grow your career. Identify the learnings and skills you need to acquire to grow your careers.

Steps to Enable

To enable Redwood Goals Center, you need to enable the profile options indicated in the table.

NOTE: The Performance Document, Check-in, and Goals Center features are closely connected. So, the Redwood version of these pages can all be enabled or disabled only using the common ORA_HRA_PERFORMANCE_DOCUMENTS_AND_GOALS_REDWOOD_ENABLED profile option. These features can't be enabled individually.

For more information about setting profile option values, see the Set Profile Option Values topic in the Implementing Applications guide on Oracle Help Center.

For more information about implementing Oracle Grow, see the Implement Oracle Grow topic on the Oracle Help Center.

Tips And Considerations

Here are the prerequisites to display these additional learning resources:

• The learning administrator must configure the learning items that are popular in your role, popular among your peer group, and featured as part of your learning community in Oracle Learning.
• You must choose gigs and jobs as your favorites in Opportunity Marketplace.

Key Resources

• Oracle Fusion Cloud Learning

• Oracle Fusion Cloud Recruiting
• Oracle Dynamic Skills

Access Requirements

To view Oracle Grow pages, you need to have a role that has the Career Growth Access by Worker (ORA_HRD_CAREER_GROWTH_ACCESS_BY_WORKER_DUTY) function security privilege assigned to it.

Oracle Grow

Oracle Grow, a part of the Oracle ME employee experience platform, combines learning, skill development, and career mobility to drive individual and organizational success. It brings together all the elements that your employees need to excel in their current roles and for career growth including learning, skill development, gigs to develop competence and expertise.

Discover More Learning Resources

You can now view more learning items related to your favorite gigs, jobs, and your current role.

To excel in your current role, these additional learning resources are available for you:

• Learning that’s relevant to the gigs you’ve identified as your favorites in Opportunity Marketplace.
• Learning that’s popular in your role across the organization. These learning items are part of a topic community in Oracle Learning. They appear in the Popular in your role section in Oracle Grow, just below the learning items that are popular with others in your role.
• Learning that’s popular in your peer group comprising your manager (both matrix and line) and their direct reports.
• Learning that’s newly added as featured learning to the learning topics that you follow.   

To grow your career, you have these additional learning resources:

• Learning relevant to the favorite gigs and jobs that you’ve identified in Opportunity Marketplace.

These additional resources help you stay current with the trends in your peer group as well as in your role, while also enabling you to take up focused learning that’s relevant to the gigs and jobs you’re interested in.

Steps to Enable

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

Tips And Considerations

Here are the prerequisites to display these additional learning resources:

• The learning administrator must configure the learning items that are popular in your role, popular among your peer group, and featured as part of your learning community in Oracle Learning.
• You must choose gigs and jobs as your favorites in Opportunity Marketplace.

Key Resources

• Oracle Fusion Cloud Learning

• Oracle Fusion Cloud Recruiting

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 Overall Competency Rating Selection

Configure your talent review template to include the overall competency rating that you want to appear on the talent review dashboard. If you have configured multiple content sections for competencies in Profile Management, from this release you can select the content section to include in Talent Review.

You can select the Overall Competencies Rating content only when you’re creating a new template or editing a template that’s not in use. The table in the Ratings Options section of the Talent Review template page now has a new column Content Section. When you select the rating as Overall Competencies Rating, then you can select a content section. You can add the Overall Competencies Rating as an axis for the box chart view.

Talent Review Template

You can change the content section for the Overall Competencies Rating only if the Talent Review template is not in use.

When managers prepare ratings for the review population, they can view or update the overall competencies rating only if they already have appropriate content section access for it in Talent Profiles.

Overall Competencies Rating on the Prepare Review Content Page

When you conduct a meeting that’s based on a template that includes the overall competencies rating, you can select a view that includes the overall competencies rating.

Talent Review Meeting Dashboard with Overall Competencies Rating View

By using the overall competency ratings in your Talent Review, you can be consistent with the ratings provided in other Talent Management products.

Steps to Enable

You first need to configure the overall competency content sections in Oracle Fusion Talent Profiles and set them to active status. You need to select the content section subscribers as Talent Profile or Performance Management for the content section to be available in the Talent Review template. You also need to give content section access to managers who prepare ratings and meeting facilitators.

For more information about this, see the Using Enhanced Talent Profiles guide on the Oracle Help Center.

Tips And Considerations

• You can import or export the overall competencies ratings included in the Talent Review template.
• When first using this new feature, you can’t select a content section for templates that are in use.
• You can’t change the content section for templates that are in use. You need to create a template to select the content section.
• If you aren’t using multiple competency sections, you don’t have to specify a content section.
• If you don't specify the content section to use when multiple competency sections are defined, then only the latest rating provided for any of the sections of the Overall Competencies Rating content is considered.

Talent Review Redwood Experience

Redwood Experience for Talent Review

Take advantage of these Redwood redesigned Talent Review pages and enhance your talent review process.

• Facilitator Overview
• Ratings Submission Info
• Manager Overview
• Grant Review Access
• Talent Review Notes
• Talent Review Tasks

Facilitator Overview

Use the Redwood redesigned facilitator’s Talent Review Meetings overview page to easily manage the talent review meetings of your organization. To view this page, go to My Client Groups > Talent Review. You can easily identify the current status of the meetings and the ratings submission progress.

You can search for specific meetings or apply any of these filters to locate specific meetings:

• Meeting Status
• Meeting Date Range
• Meeting Submission Date Range
• Meeting Setup Status
• Business Leader

Facilitator’s Talent Review Meetings Page

You can sort the meetings listed by 1 of these attributes:

• Ascending order of the meeting name
• Meeting date, Latest to the oldest
• Meeting status
• Ratings submission deadline, Latest to the oldest
• Ascending order of the business leader’s name
• Meeting submission date, Latest to the oldest

You can perform these actions on a selected meeting:

• Conduct the meeting.
• Edit the meeting.
• Duplicate the meeting.
• Cancel the meeting.
• Delete the meeting.
• View ratings submission information.
• View notes associated with the meeting.
• View tasks associated with the meeting.

You can reopen completed meetings.

Click Add to create a new meeting.

NOTE: You can see only the responsive version of the meeting configuration page.

Ratings Submission Info

Use the Redwood redesigned Ratings Submission Info page to easily monitor reviewers’ ratings submission for talent review meetings that haven’t started yet. To access this page, select the View Ratings Submission Info action for the talent review meeting on the facilitator’s Talent Review Meetings overview page.

You can do these actions on the Ratings Submission Info page:

• See the business leader’s name and the ratings submission deadline on the page header.
• Identify reviewers who haven’t started to rate their reports, reviewers who are rating their reports, and reviewers who have completed rating their reports.
• Send reminders to reviewers to submit their ratings.
• Sort the reviewers listed by their names, their participant type, and their ratings submission status.

Ratings Submission Info Page

Manager Overview

Use the Redwood redesigned manager’s Talent Review Meetings overview page to identify the talent review meetings in which you’re a business leader, reviewer, or a delegated reviewer. You can identify the meetings that you need to submit ratings for and the meetings for which you’ve already submitted the ratings. To view this page, go to My Team > Talent Review. You can see these details for the meetings listed:

• Your role
• Meeting date
• Your ratings submission status
• The ratings submission deadline
• Business leader’s name

You can search for specific meetings or apply any of these filters to locate specific meetings:

• Meeting Status
• Meeting Date Range
• Ratings Submission Status

Manager's Talent Review Meetings Page

You can sort the meetings listed by 1 of these attributes:

• Ascending order of the meeting name
• Meeting date, Latest to the oldest
• Meeting status
• Ascending order of the business leader’s name
• Data submission deadline, Latest to the oldest
• Data submission status

You can perform these actions on a selected meeting:

• Prepare review content.
• Grant review access for meetings that haven’t started.

• View notes associated with the meeting.
• View tasks associated with the meeting.

Grant Review Access

Use the Redwood redesigned Grant Review Access page to grant review access to managers whose direct reports are members of the review population of the talent review meeting. This will enable you to get a comprehensive evaluation of the members of the review population. To access this page, select the Grant Review Access action for the talent review meeting on the manager’s Talent Review Meetings page.

Grant Review Access Page

You can sort the selected managers by their name or their ratings submission status.

Talent Review Notes

Use the Redwood redesigned Notes page to efficiently manage the notes associated with a talent review meeting. Use the View Notes action for a meeting to access this page. This action is available on both the facilitator and manager Talent Review Meetings overview page.

The Redwood redesigned Notes page has 2 tabs:

• Meeting Notes: Here you can see the notes created for the meeting.
• Review Population Notes: Here you can see the notes created for the members of the review population of the meeting.

Meeting Notes Tab

Review Population Notes Tab

You can edit notes that you have access to and add notes. Click the notes count of a member to add a note regarding that member.

Notes Page of a Member of the Review Population

Talent Review Tasks

Use the Redwood redesigned Tasks page to efficiently manage the tasks associated with a talent review meeting. Use the View Tasks action for a meeting to access this page. This action is available on both the facilitator and manager Talent Review Meetings overview page.

You can sort the tasks listed on the Redwood redesigned Tasks page by these attributes:

• Status
• Associated worker’s name
• Assignee’s name
• Task type
• Due date
• Percentage complete

Tasks Page for a Talent Review Meeting

You can view these details for a task:

• Name
• Associated worker
• Status
• Priority
• Due date
• Percentage complete

You can perform these actions for a task:

• Edit
• Delete
• View task history

Task History Page

You can identify when the task was last updated on the Task History page.

You can add new tasks on the Tasks page. By default, you’re added as the task owner, but you can remove yourself. Remember that a task needs to have at least 1 owner.

New Task Details

After specifying the details, click Save to save the task.

By using these Redwood pages, you can have a more cohesive user experience and enhance your talent review process.

Steps to Enable

To view these Redwood redesigned Talent Review pages, you need to enable the profile options indicated in the table.

For more information about setting profile option values, see the Set Profile Option Values topic in the Implementing Applications guide on Oracle Help Center.

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.

Redwood Experience for Succession Management

Take advantage of these Redwood redesigned Succession Management pages and features and enhance your succession planning process.

• Succession Overview
• Succession Plan History
• External Candidates
• Plan Info
• Add Candidates to a Talent Pool

Succession Overview

Use the Redwood redesigned HR specialist’s Succession Overview page to easily manage the succession plans of your organization. To view this page, go to My Client Groups > Succession Plans. By default, you can see only active succession plans. You can easily identify these details about the listed succession plans:

• Plan name
• Plan type
• Plan owners
• Number of active candidates
• Plan status
• Plan strength

You can identify the private succession plans by their label. You can search for specific succession plans or apply any of these filters to locate specific succession plans:

• Plan type
• Plan status
• Owner
• Position
• Incumbent
• Job

HR Specialist’s Succession Overview Page

When you hover over the plan strength indicator, you can identify the count of candidates for the different readiness levels. You can sort the plans listed by 1 of these attributes:

• Ascending order of their names
• Plan type
• Ascending order of their owner names
• Descending order of their candidate count
• Descending order of their interim successors count

You can perform these actions on a selected succession plan:

• Inactivate the plan.
• Delete the plan.
• View plan history.

This table lists the buttons that you can use on the Redwood Succession Overview page.

Succession Plan History

Use the Redwood redesigned Plan History page to identify the changes made to the selected succession plan. You can access this page in these ways:

• Select the View Plan History action for the succession plan on the HR specialist’s Succession Overview page.
• Click the View Plan History button on the succession plan details page.

On the Plan History page, you can opt to see all changes made to the succession plan or the changes made during 1 of these periods:

• Last 3 months
• Last 6 months
• Specific data range

Plan History Page

External Candidates

Use the Redwood redesigned External Candidates page to view external candidates who can be added to succession plans. To view this page, use the View External Candidates button on the HR specialist’s Succession Overview page. You can see these details about the external candidate:

• Name
• Current organization
• Current job title
• Phone number
• Email address

You can search for a specific candidate.

External Candidates Page

You can sort the candidates listed by their names. You can edit the details of an existing candidate or add a new one.

Succession Plan Details

On the HR specialist’s Succession Overview page, click a succession plan’s name to view its details. The details are grouped into 4 sections:

• Plan info: Shows succession plan information such as the plan name, type, status, and description
• Candidates: Lists the details of the succession plan candidates
• Owners: Lists the plan owners
• Alerts: Includes the alerts settings for plan owners

Succession Plan Details Page

If you have access to the plan, then you can edit the plan details. When adding candidates, you can select internal candidates, external candidates, or talent pool members.

Different Candidate Types

Add Candidates to a Talent Pool

To add selected candidates of a succession plan to talent pool, use the Add to Talent Pool button in the Candidates section of the succession plan details page. You can see the Add to Talent Pool page, where you need to select the talent pool to which you want to view the candidates. After you select a talent pool, you can see the pool’s information and a list of existing members of the talent pool.

Add to Talent Pool Page

By using these Redwood pages, you can have a more cohesive user experience and enhance your organization’s succession planning.

Steps to Enable

To view these Redwood redesigned succession planning pages, you need to enable the profile options indicated in the table.

For more information about setting profile option values, see the Set Profile Option Values topic in the Implementing Applications guide on Oracle Help Center.

Tips And Considerations

These features are currently not available on the Redwood redesigned succession plan details page but are available in the Succession Plan work area:

• Searching existing candidates in the Candidates section
• Adding best-fit candidates and AI recommended candidates

Redwood Experience for Talent Pools

Take advantage of these Redwood redesigned Talent Pool pages and features and enhance management of your organization’s talent pools:

• Talent Pools overview
• Talent Pool details

Talent Pools Overview

Use the Redwood redesigned HR Specialist’s Talent Pools overview page to easily manage the talent pools of your organization. To view this page, go to My Client Groups > Talent Pools. By default, you can see only active talent pools. You can easily identify these details about the listed talent pools:

• Name
• Status
• Number of active members
• Owners

You can identify the private talent pools by their label. You can search for specific talent pools or apply any of these filters to locate specific pools:

• Status
• Privacy
• Owner

Talent Pools Overview Page

You can sort the listed talent pools by 1 of these attributes:

• Ascending or descending order of their names
• Ascending or descending order of their active members count
• Ascending or descending order of their owner’s names

You can edit an existing pool or create a new talent pool.

You can perform these actions on a listed talent pool:

• Change the pool’s status.
• Delete the talent pool.

Talent Pool Details

On the Talent Pools overview page, click a talent pool’s name to view its details. The details are grouped into 4 sections:

• Plan info: Shows pool information such as the pool name, type, status, and description
• Members: Lists the details of the pool members
• Owners: Lists the pool owners
• Development goals in pool: Shows the development goals that are associated with the talent pool

Talent Pool Details Page

If you have access to the pool, then you can edit the pool details. You can add members from an analysis. But note that you'll be taken to the responsive page.

By using these Redwood pages, you can have a more cohesive user experience and manage your organization’s talent pools. You can easily group your organization’s employees and develop their careers.

Steps to Enable

To view these Redwood redesigned Talent Pool pages, you need to enable the profile options indicated in the table.

For more information about setting profile option values, see the Set Profile Option Values topic in the Implementing Applications guide on Oracle Help Center.

Tips And Considerations

These features are currently not available on the Redwood redesigned talent pool page but are available in the Talent Pools work area:

• Searching for an existing pool member
• Using the best-fit feature to add pool members

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.

Alerts for Expired or Expiring Licenses or Certifications Item in Talent Profile

Enables you as an administrator to configure alerts for expiring or expired licenses and certifications item. This is achieved by making the required settings in the Alerts Composer.

Enables you to send notifications to managers and workers based on the settings against the expiry date of the licenses and certifications item. This would ensure that workers have sufficient time to renew the validity of their licenses and certifications to be compliant with their job. Notification can be sent via email and worklist to the managers and workers.

Steps to Enable

Enable the following templates:

For more information, refer to the Alerts Composer topic.

Key Resources

For more information on using Alerts Composer to notify workers and managers on expired and expiring licenses and certifications, see Enabling Alerts for Expiring or Expired Licenses and Certifications.

HDL/HSDL Support for Content Items

Upload content items to item catalog using HCM Spreadsheet Data Loader (HSDL) or HCM Data Loader (HDL) using seeded spreadsheet templates. These templates are designed to cater to the validations of the content type for which items are getting added or updated.

The following seeded templates are delivered for each content type and can be used to create or update content items:

They can be accessed from Data Exchange >Spreadsheet Templates. You can either use these sheets or copy these templates and create new ones to make changes needed for the requirements to load specific content items.

As an integration specialist, you can upload content items to the item catalog so that the users are able to perform the talent management activities.

Steps to Enable

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

Tips And Considerations

• The templates only support create and update of content items.
• Content item rating levels can be uploaded for the content types that support rating model. The following templates can be used to upload content item rating levels for specific content type:
  • Merge Content Items - Behaviors
  • Merge Content Items - Competencies
  • Merge Content Items - Languages
• In the above mentioned 3 templates, 10 instances of content item rating level are exposed. These can be used to override the rating level descriptions associated with the rating model for a given content item. If there are more than 10 rating levels, copy and create a new template and add the required number of instances of the content item rating level.
• The seeded templates don't support descriptive flexfields.
• The relationship between behaviors and competencies is not supported using Spreadsheet Loader.

Profiles Redwood Experience

Redwood Experience for Give Feedback Quick Action

Use the newly named Give Feedback quick action as an easy way to provide feedback about anyone in the company. Decide who sees the feedback using the visibility options.

Give Feedback page

Encourages employees to give feedback about each other.

Steps to Enable

To see the new quick action and use its features, you need to do these tasks:

• Enable the profile option for the Feedback page.
• Set the Enable VBCS Progressive Web Application User Interface (ORA_HCM_VBCS_PWA_ENABLED) profile option to enabled.
• Ensure you've got the Manage HCM Person Note security privilege.

Tips And Considerations

These pages are recreated in the Redwood toolset Visual Builder Studio (VB Studio) to improve your user experience by using the same backend functionality. Although the page hasn't undergone a full redesign, it's modified to look and act like the Redwood pages to help create cohesiveness throughout the application.

Redwood Experience for Profile Management

Check out the Profile Management pages and flows that can be used to complete your Redwood experience. These pages and flows have been recreated in the Redwood toolset Visual Builder Studio to improve the user experience by having the same backend functionality. The pages and flows identified in this feature have not been through a full redesign, but they have been modified, to look and act like Redwood pages or flows, to help create cohesiveness through the application. All these pages and flows will be turned off by default and you will be able to choose to enable them.

The screenshot below shows the arrangement of sections in the new Skills and Qualifications page. The Skills Center content section helps to understand the skills that have been attained or being developed. You can choose to navigate to Skills Center for more details.

The screenshot below shows the spider graph for competencies that can be used to compare the self or manager evaluation with the target level. To set the target level, the spider graph first checks the position profile and if no details are available, it checks the job profiles. If still no details are found, it checks the organization.

The screenshot below shows that the sections can be extended using DFFs.

The screenshot below shows that the competency rating history for self evaluation, manager evaluation, or HR evaluation can be compared with the target level.

The screenshots below help to understand Redwood profile search pages with facets based on Oracle Search Index.

1. Search for Perry's profile.

2. Apply filters.

3. The filtered search result is displayed.

By using these new pages or flows you can take advantage of the cohesiveness through the application. Extensibility is supported for Talent Profiles (Skills and Qualifications).

Steps to Enable

Enable or disable the delivered pages or flows using Profile Options. Here are the steps for changing the delivered Profile Options.

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

1. Click the Tasks icon.
2. Click Search.
3. On the Search page, search for the task Manage Administrator Profile Values.
4. Click the task name.
5. On the Manage Administrator Profile Values, search for the profile option code.
6. In the Profile Values section, select Site as the profile level.
7. To show the Redwood pages, select Yes in the Profile Value field.
8. Click Save and Close.

Tips And Considerations

• The descriptive flexfield context that is automatically created upon adding a new content section (irrespective of page type) to any of the profile types, would now be created with disabled status. Descriptive flexfield contexts can be enabled and deployed on Fusion Setup and Maintenance screen. Run Sync Profile Data ESS Job to associate the contexts with the corresponding content section. For more details on descriptive flexfield, see Oracle Cloud HCM Profile Management and MOS Document - 2975795.1. To ensure better performance of Redwood pages, it is recommended to run this job if you have migrated from responsive pages. Configure auto-complete rules using attribute context only when DFF segments are specified for the content sections. If no DFF segments are defined, use the section name for configuration. The list of section names is always presented in English, regardless of the session language.
• Descriptive flexfields can be enabled only in the detailed view of content sections on the Skills and Qualifications page.
• You need to run full ingestion for Oracle Search Cloud Service to load profile data on talent profile and model profile search pages (profile option HRT_PROFILE_ORACLE_SEARCH_ENABLED). For more details, see Set Up Oracle Search for HCM. The table below provides the details required to run the initial data ingestion process.

• Search Model Profiles link in Profiles work area is not available in Redwood.
• You need to enable the profile option ORA_HRT_AI_SKILLS_ASSISTANT to enable Skills Advisor in position profiles. This helps to retrieve AI skills recommendations when adding skills to position profiles.
• If a Skill section is subscribed to Skills Center, it gets displayed on Skills and Qualifications page irrespective of the content section access.

Key Resources

For a listing of all profile options for the recreated pages across applications, see the following document in My Oracle Support:

• HCM Redwood Pages with Profile Options – MOS Document - 2922407.1

For more information on extending Redwood pages in HCM, refer to this feature announcement on the Oracle Help Center.

• Extending HCM Redwood Pages Using Visual Builder Studio (VBS)

For more information on roles, see Security Reference for HCM.

For quickly identifying known issues with Enhanced Talent Profiles transaction data and resolving them using application diagnostics, refer to the MOS Document 2983123.1.

Access Requirements

This table summarizes the security roles and privileges available for Talent Profiles (Skills and Qualifications).

This table summarizes the security roles and privileges available for Talent Ratings.

This table summarizes the security roles and privileges available for Talent Rating Models.

This table summarizes the security roles and privileges available for Talent Content Item Catalogs.

This table summarizes the security roles and privileges available for Talent Profile Section Access.

This table summarizes the security roles and privileges available for Talent Model Profiles.

This table summarizes the security roles and privileges available for Talent Notifications.

For more details on roles and privileges, see  the Security Reference for HCM guide.

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.

Goals Redwood Experience

Redwood - Introduction to Goals Center

Leverage the new Goals Center and manage both performance and development goals on a single page. Viewing both performance and development goals together can help you to enhance your performance and grow your career better. Managers can also access the Goals Center of their team members and easily manage all their goals.

Take note that from this release there isn’t a separate Career Development work area for managing development goals. You need to use the Goals Center to manage development goals.

To navigate to your Goals Center, click Me > Career and Performance > Goals Center.

Goals Center Tile on the Career and Performance Page

To navigate to your team member’s Goals Center, use the Goals Center quick action available in My Teams. On the Goals Center page, you can search for a specific member or use the filter chips to filter the persons listed. Click the name of the team member whose Goals Center you want to view.

Manager's Goals Center Page

The Goals Center has 2 tabs:

• My Goals: Here you can manage both performance and development goals.
• Explore: Here you can view performance and development library goals and goals that have been shared with you by your managers and HR specialists. You can also view development goals that have been shared by your colleagues.

My Goals Tab

On the My Goals tab, you can access both your performance and development goals.

My Goals Page

Performance Section

You can view and manage your or your team member’s performance goals in the Performance section of the My Goals page. If you have multiple assignments or if your team member has multiple assignments, you can select the assignment for which you want to view the performance goals. You can view goals for up to 7 review periods. Select the review period for which you want to view the performance goals.

Select Review Period

You can easily identify the status of each goal and the person who has assigned the goal.

You can perform these actions on performance goals that you created or were assigned:

• Share: This action is enabled only for managers.
• Align
• Request feedback
• Copy

You can perform these actions on performance goals that you created:

• Move
• Delete

Note: You can't select multiple goals to perform goal actions.

For weight-enabled goal plans, if the sum of weights is enforced to 100% and if the total weight isn’t 100, then you can see a banner to correct the goal weights.

Edit Weights Banner

Click the Edit Weights button in the banner to update the goal weights.

Edit performance goals weights Drawer Panel

In the Performance section of your My Goals page, click Add Goal to create a goal and add it to the current goal plan.

Add Performance Goal

When you add a performance goal, you can see the enhanced New Goal page, wherein you’re provided guidance for creating your performance goal.

New Goal Page

If you indicate that the goal is a measurable goal, you can specify these values for the goal’s measurement:

• Unit of Measure: Select the unit of measurement.
• Target Criteria: Select the criteria.
• Value: Specify the target value for the measure.

Note: There's no separate section for measurements. The measurement data entered in previous releases will be supported from the next release.

You can see some suggested goals that are appropriate for you or your team member’s role in the Suggested goals drawer panel. The suggested goals can be library goals or goals shared by your managers or HR specialists. If the Suggested goals panel is hidden, click the View Suggested Goals button on the New Goal page to open the panel. You can copy a library goal and easily create a new performance goal. You can also align to a shared goal when creating the new goal.

After you’ve specified all details, click Create to add the goal to the currently selected goal plan.

Edit a Performance Goal

Click the goal name to edit the goal. You can't edit a goal inline.

A performance goal now has 2 components:

• Definition information
• Progress information

You can perform any of these actions when editing a goal:

• Align to another goal
• Request feedback for the goal
• Copy the goal
• Delete the goal
• Cancel the goal or undo the cancellation of a goal
• Add an attachment

Edit Goal Definition

Here are the goal definition attributes that you can update:

• Name
• Description
• Success Criteria
• Weight
• Comments
• Priority
• Target Completion Date
• Category
• Success Criteria
• Measurement attributes:
  • Unit of Measure
  • Target criteria
  • Target value

Update Goal Progress

You can update the progress information in the Update your progress drawer panel. The progress information enables you to provide proof of your efforts in achieving the performance goal. The below table indicates the progress information that you can update.

Note: The Comments section is hidden by default. Your administrator can use Visual Builder Studio to show this section.

Goal Details Page

Share Performance Goal

As managers, you can share performance goals that you created.

1. Select the Share action for the performance goal.
2. On the Share with drawer panel, select the persons with whom you want to share the goal.
3. Click Share.

Share with Drawer Panel

Request Feedback for Performance Goal

You can request feedback for your performance goals or your team member’s goals. Select the Request Feedback action to do this.

Request Feedback Page

Specify who you want to request feedback from, and the date by when you need the feedback. You can add an optional message for the person you're requesting feedback from. You can also opt not to share the feedback with your manager or view the provided feedback.

Copy Performance Goal

You can copy a performance goal and save it in another review period.

1. Select the Copy action for the goal you want to copy.
2. On the Copy to drawer panel, specify these details for the goal copy:

• Review period
• Goal plan
• Name

3. Click Create to create a copy of the selected goal.

Copy to Drawer Panel

Move Performance Goal

You can move performance goals to another review period.

1. Select the Move action for the goal you want to move.
2. On the Move to drawer panel, specify these details:

• Review period
• Goal plan

3. Click Move.

Move to Drawer Panel

Enforce Maximum Goals

As HR specialists, you can now specify the maximum number of goals that a goal plan can have and enforce this limit on the Redwood redesigned goal plan page. In the Details section of the goal plan, after specifying the maximum goals, turn on the Enforce maximum goals switch.

Details Section of a Goal Plan

When maximum goals are enforced, a person can’t perform any of these actions if the selected goal plan already has the maximum number of goals:

• Add a goal.
• Copy a goal.
• Move a goal.

Error Message Shown When a Goal Plan Already Has the Maximum Goals and the Limit is Enforced

However, if you haven’t enforced the maximum goals, users will only see a warning message when they perform the listed actions on a goal plan that already has the maximum number of goals.

Development Section

You can view and manage your development goals or those of your team member in the Development section of the My Goals page. You can switch the view between active and inactive goals. You can easily identify the status of each goal and the person who has assigned you the goal.

Click Add Goal to create a development goal.

You can perform these actions on development goals:

• Share
• Assign
• Make an active goal inactive or inactive goal active
• Copy
• Delete

Add Development Goal

When you add a development goal, you can see the enhanced New Goal page, wherein you’re provided guidance for creating your development goal.

New Goal Page for Development Goal

If you indicate that the goal is a measurable goal, you can specify these values for the goal’s measurement:

• Unit of Measure: Select the unit of measurement.
• Target Criteria: Select the criteria.
• Value: Specify the target value for the measure.

You can see some suggested development goals that are appropriate for your role or the role of your team member in the Suggested goals drawer panel. The suggested goals can be library goals or goals shared by a manager. You can copy one of these suggested goals and easily create a new development goal.

Share Development Goal

As managers, you can share your development goals.

1. Select the Share action.
2. On the Share with drawer panel, select the persons with whom you want to share the goal.
3. Click Share.

Assign Development Goal

If you are a manager, you can assign your development goal to your team members or project reports.

1. Select the Assign action for the development goal
2. On the Assign To drawer panel, specify these values:
   • Select the Allow assignees to edit goal definition check box if you want to allow the assignees to edit the goal attributes such as description, success criteria.
   • Select the team members who you want to assign the goal.
3. Click Assign.

Assign to Drawer Panel

Copy Development Goal

To copy a development goal, select the Copy action. On the Copy drawer panel, specify the name for the goal copy and then click Create.

Explore Tab

You can explore performance and development goals that have been made available for you on the Explore tab of your My Goals page. Here’s what you can do on this tab:

• View and explore both library goals and shared goals. The shared goals that you can see include goals shared by your HR specialists and managers. You can also see development goals that your colleagues shared with you.
• Identify performance and development goals by their badges.
• Search for a specific goal or filter the goals to view only library or shared goals.
• Copy a library goal.
• Add or align to a shared goal.

Explore Tab

By using the Goals Center, you can streamline the goal planning and setting process by providing employees with the necessary guidance to establish meaningful and actionable goals. Employees can manage their performance and development goals easily and succeed in their career. They can explore and use library goals and goals shared by others to enhance their performance and grow their career.

Managers can use the Goals Center to conveniently manage their team members’ performance and development goals and enhance their performance and career. Business leaders can ensure that the performance goals of the employees are in sync with the organizational strategies.

Steps to Enable

To enable Redwood Goals Center, you need to enable the profile options indicated in the table.

NOTE: The Performance Document, Check-in, and Goals Center features are closely connected. So, the Redwood version of these pages can all be enabled or disabled only using the common ORA_HRA_PERFORMANCE_DOCUMENTS_AND_GOALS_REDWOOD_ENABLED profile option. These features can't be enabled individually.

For more information about setting profile option values, see the Set Profile Option Values topic in the Implementing Applications guide on Oracle Help Center.

Tips And Considerations

• We recommend that you assign not more than 2 goal plans for an employee for each review period.
• These features are currently not available in the Redwood Goals Center but will be available in the upcoming releases:
  • Goal approvals
  • Target outcomes
  • Learnings associated with development goals
  • Cancel and extend performance goals
  • Organization goals
• These features won’t be available in the Redwood Goals Center
  • Private performance and development goals

Note: Private performance and development goals created in earlier releases aren't listed in the Redwood Goals Center.

• Multiple goal measurements
• Goal plan sets

The Redwood Goals Center supports only the profile options listed in the below table for performance goals. Your administrator needs to use the constants in Visual Builder Studio to configure Goal Management.  

The feature choices available in the Setup and Maintenance work area for development goals have no impact in the Redwood Goals Center. These profile options have been added to configure the use of development goals.

Key Resources

For more information on extending Redwood pages in HCM, refer to this feature announcement on the Oracle Help Center.

• Extending HCM Redwood Applications Using Visual Builder Studio (Doc ID 2991662.1)

Redwood Enhanced Goals Notifications

Use the Redwood enhanced performance and development goal notifications and take prompt action on your goals. This table indicates the actions for which performance and development goals notifications can be sent in this release.

By using these notifications, you'll ensure that employees take prompt action on their goals. You can update managers and HR specialists about changes to goals that they assigned, enhancing goal management of your organization.

Steps to Enable

To enable Redwood Goals notifications, you need to enable the profile options indicated in the table.

NOTE: The Performance Document, Check-in, and Goals Center features are closely connected. So, the Redwood version of these pages can all be enabled or disabled only using the common ORA_HRA_PERFORMANCE_DOCUMENTS_AND_GOALS_REDWOOD_ENABLED profile option. These features can't be enabled individually.

For more information about setting profile option values, see the Set Profile Option Values topic in the Implementing Applications guide on Oracle Help Center.

Redwood Goals notifications are configured only using Alerts Composer. You needn't enable any Talent Profile notification related profile options. Edit these templates in Alerts Composer to configure the notifications according to your requirements:

• Performance Goals Alerts
  • Manager Notified After Worker Adds Goal
• • Manager Notified After Worker Adds Note
  • Manager Notified After Worker Edits Goal Definition
  • Manager Notified After Worker Edits Goal Progress
  • Manager Notified After Worker Edits Completed Goal Definition
  • Manager Notified After Worker Edits Completed Goal Progress
  • Manager Notified After Worker Completes Goal
  • Worker Notified After HR/Manager Deletes Goal
  • Worker Notified After HR/Manager Edits Goal Definition
  • Worker Notified After HR/Manager Edits Goal Progress
  • Worker Notified After HR/Manager Edits Completed Goal Definition
  • Worker Notified After HR/Manager Edits Completed Goal Progress
  • Worker Notified After HR/Manager Aligns Goal
  • Worker Notified After HR/Manager Assigns Goal
  • Worker Notified After Manager Adds Note to Goal
  • HR Notified After Manager Deletes Assigned Goal
• Development Goals Alerts
  •  
  • Worker Notified After Manager/HR Adds a Goal
  • Worker Notified After Manager/HR Edits Goal Definition
  • Worker Notified After Manager/HR Edits Goal Progress
  • Worker Notified After Manager Inactivates HR Assigned Goal
  • Worker Notified After Manager Deletes HR Assigned Goal
  • Worker Notified After Manager Inactivates Goal
  • Worker Notified After Manager/HR Deletes Goal
  • Worker Notified After Manager/HR Mass Assigns Goals
  • Worker Notified After Manager Edits Completed Goal Definition
  • Worker Notified After Manager Edits Completed Goal Progress
  • Worker Notified After Manager/Colleague Shares a Goal
  • Worker Notified After Manager Adds a Note to Goal
  • Manager Notified After Worker Adds a Goal
  • Manager Notified After Worker Completes a Goal
  • Manager Notified After Worker Edits Completed Goal Definition
  • Manager Notified After Worker Edits Completed Goal Progress
  • Manager Notified After Worker Adds a Note to Goal
  • HR Notified After Worker Deletes HR Assigned Goal
  • HR Notified After Manager Deletes HR Assigned Goal
  • HR Notified After Manager Inactivates HR Assigned Goal
  • HR Notified After Worker Inactivates HR Assigned Goal

For more information about editing alert templates, refer to the Modify Templates topic in the Alerts Composer chapter of the Using Common Features for HCM guide.

Goals HR Administrator Work Area in Redwood

Leverage the Redwood HR administrator work area interfaces for performance and development goals to be more effective, strategic, and efficient in managing the performance and development of your organization's workforce.

Manage Performance Goals

From this release, use the Redwood redesigned Performance Goals page to efficiently manage your organization’s performance goals. Go to My Client Groups > Goals > Performance Goals to access this page.

You need to select a review period and then a worker, manager, or a department to view performance goals that match the applied filters.

Performance Goals Page

You can sort the goals listed by their last update date or name. You can cancel or delete the selected goals. Click a goal name to edit the goal.

Manage Library Goals

From this release, use the Redwood redesigned Library Goals page to manage both performance and development library goals. You can access this page in these ways:

• My Client Groups > Goals > Performance Goal Library
• My Client Groups > Career Development > Development Goal Library

You can search for specific library goals or apply these filters to locate library goals:

• Goal Type: Performance library goals or development library goals
• Status: Active or inactive library goals
• Available To: Filter by these values to select goals that can be accessed by:
  • HR specialist
  • HR specialist and manager
  • HR specialist, manager, and worker

• Legal Employer
• Business Unit
• Department
• Job Family

Library Goals Page

Click Add to create a library goal. Click the goal name to edit the library goal. The goal library attributes are grouped in these 2 sections:

• Library info: Includes attributes that are specific to library goals:
  • Status
  • Type
  • Available To
  • Legal Employer
  • Business Unit
  • Department
  • Job Family
• Basic info: Includes attributes that are generally defined for goals:
  • Goal Name
  • Start Date
  • Target Date
  • Priority
  • Related Link
  • Success Criteria
  • Measurement

Library Goal Sections

Manage Goal Plans

Use the Redwood redesigned Goal Plans page to easily manage your organization’s goal plans. To access this page, go to My Client Groups > Goals > Goal Plans.

You can search for specific goal plans or apply these filters to locate goal plans:

• Review Period: Select 1 or more review periods.
• Status: Select if you want to view active or inactive goal plans.
• Weight Enabled: Select Yes to view weight-enabled goal plans. Select No to view goal plans that aren’t weight-enabled.
• Start Date and End Date: Select dates to view goal plans that have start and end dates within the specified period.

Goal Plans Page

You can create a primary goal plan or a regular goal plan.

New Primary Plan Page

New Goal Plan Page

Note: You can't add goals when you create a goal plan. You can only add goals when you edit the goal plan.

Click a goal plan name to edit the goal plan.

You can efficiently manage the assignees of a goal plan on the Redwood redesigned Assignees page. You can search for specific assignees or apply these filters to locate them:

• Manager
• Job
• Department
• Position
• Business unit
• Location
• Assignment name

You can select 1 or more assignees and delete them.

Assignees Page

Set Up Performance Goals Mass Assignment and Mass Sharing

Use the Redwood redesigned Setup of Performance Goals Mass Assignment and Mass Sharing page to easily manage the processes created for mass assignment and mass sharing of performance goals. To access this page, go to My Client Groups > Goals > Setup of Performance Goals Mass Assignment and Mass Sharing.

You can search for a specific mass assignment or mass share process or apply these filters to narrow your search:

• Process Type: Select if you want to view mass assignment processes or mass share processes.
• Review Period: Specify the review periods for which you want to view the processes.
• Goal Plan: Select the goal plans that were included in the mass assignment or mass share processes.
• Requester: Select persons to view the mass assignment processes that they have requested.

Setup of Performance Goals Mass Assignment and Mass Sharing Page

You can sort the processes by their last updated date or their name. You can copy an existing mass assignment or share process, or create a new process.

New Mass Assignment or Mass Share Goals Process Page

Note: You can't add goals when you create a mass assignment or mass share process. You can only add goals when you edit a mass assignment or mass share process.

Click the name of a mass assignment or mass share process to view its details or edit it.

Manage Development Goals

Use the Redwood redesigned Development Goals page to easily manage your organization’s development goals. To access this page, go to My Client Groups > Career Development > Development Goals. Search for specific goals or apply any of these filters to view matching goals:

• Worker
• Manager
• Department
• Business Unit
• Location
• Goal Status

Development Goals Page

You can sort the goals listed by their name or their last update date. Click a goal name to edit the goal details. You can select multiple development goals and delete them.

Set Up Development Goals Mass Assignment

Use the Redwood redesigned Setup of Development Goals Mass Assignment page to easily manage the processes created for mass assignment of development goals. To access this page, go to My Client Groups > Career Development > Setup of Development Goals Mass Assignment.

Setup of Development Goals Mass Assignment Page

You can do these actions on the Redwood redesigned Setup of Development Goals Mass Assignment page:

• Search for a specific mass assignment process.
• Filter the listed processes by the person who requested the process.
• Sort the processes by their last updated date or their name. 
• Copy an existing mass assignment process.
• Create a  mass assignment process.

Note: You can't add goals when you create a mass assignment process. You can only add goals when you edit a mass assignment process.

Get a seamless user experience and better performance by using the Redwood redesigned administrator pages for performance and development goals. By using these new pages or flows, you can take advantage of the cohesiveness throughout the application.

Steps to Enable

To enable Redwood Goals administrator pages, you need to enable the profile options indicated in the table.

NOTE: The Performance Document, Check-in, and Goals Center features are closely connected. So, the Redwood version of these pages can all be enabled or disabled only using the common ORA_HRA_PERFORMANCE_DOCUMENTS_AND_GOALS_REDWOOD_ENABLED profile option. These features can't be enabled individually.

For more information about setting profile option values, see the Set Profile Option Values topic in the Implementing Applications guide on Oracle Help Center.

Key Resources

For more information on extending Redwood pages in HCM, refer to this feature announcement on the Oracle Help Center.

• Extending HCM Redwood Pages Using Visual Builder Studio (VBS)

Performance Management

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

Prevent Updates to Calibrated Performance Ratings in Performance Documents

You can now prevent managers from changing their section ratings for employees once the calibration for these using Oracle Workforce Compensation starts.

If the task is manager evaluation and the status of the calibration for the employee in Workforce Compensation is either In Review or Complete then the manager will see a message to convey the section ratings in the performance document are locked. Managers can still adjust comments and item ratings in the performance document to align with the calibrated ratings. 

Banner Message Displayed for Manager Evaluation Task

If the manager task is Share Performance Document and the Compensation calibration status has been set to In Review, the manager won’t be able to complete the share task. Once the calibration status is set to Complete the manager can continue sharing their evaluation with the employee.

Banner Message Displayed for Share Performance Document

This feature enables you to prevent managers from changing calibrated ratings in a performance document.

Steps to Enable

You need to enable the ORA_HRA_COMP_CALIBRATION_STATUS_ENABLED profile option.

To change the default profile option value:

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_HRA_COMP_CALIBRATION_STATUS_ENABLED profile option code and select the profile option in the search results, set the profile option to Yes.  
4. Click Save and Close.

Tips And Considerations

If the ORA_HRA_COMP_CALIBRATION_STATUS_ENABLED profile option is enabled then: 

• Allow document sharing task to be locked for calibration isn't displayed in Performance process flows. 
• Lock Manager Share Task isn’t available for Document Periods in the performance template.
• Locking the document for calibration must be done using Oracle Workforce Compensation.

Key Resources

• For more information on the Compensation feature, refer to this announcement on Oracle Help Center:
  • Indicate People's Performance Ratings Have Been Calibrated in a Workforce Compensation Plan 
• For more information, see the Implementing Performance Management and Using Performance Management guides in Oracle Help Center.

Set Minimum and Maximum Number of Characters for Evaluation Comments in Performance Documents

You can now set the minimum and maximum number of characters that users need to enter when providing evaluation comments in a performance document.

You can configure this setting in the Process tab of a performance template.

Configure Minimum and Maximum Character Limits

Depending on whether the setting is configured to be optional with or without warning, or required a hint displays under the Comments field indicating whether the comments are required or suggested.

Hint for Required Comments

Hint for Suggested Comments

This feature helps you meet requirements defined by your organization by setting parameters. This enables users to know how many comments are required or suggested to support their evaluations in a performance document.

Steps to Enable

Specify the character limits in the Process tab of a performance template.

Tips And Considerations

• The minimum and maximum number of characters is only applicable to evaluation comments included in the worker self-evaluation, manager evaluation, or the participant feedback task. 
• Minimum and maximum characters aren’t enforced when updating a performance document using HDL.

Key Resources

For more information, see the Implementing Performance Management and Using Performance Management guides in Oracle Help Center.

Manager Justification if Manual and Calculated Rating is Different

When the system is configured to allow managers to use calculated ratings as a guide, managers can now provide a justification when they give an employee a section or overall rating that's different from the calculated one. This justification is only visible to the manager hierarchy and HR specialists with access to the performance document.

Enable Setting to Display Manager Justification 

With this configuration enabled, if the manager’s manual rating isn’t equal to the calculated section rating then the Manager Justification for Difference in Manual and Calculated Ratings field displays under the manager comments. The difference in ratings is checked if the manual rating changes or if calculated ratings are regenerated.

Justification Field Displays When Ratings Aren't Equal

This feature ensures managers provide sufficient reason when manual and calculated ratings aren't aligned.

Steps to Enable

1. Navigate to the Structure tab in a performance template.
2. Select the Require Manager Justification if Manual and Calculated Ratings Are Different check box. These check boxes can only be enabled if both manual and calculated ratings are enabled.
3. Click Save and Close.

Tips And Considerations

• The manager entered justification isn’t visible to the worker at any time.
• The justification is visible to a matrix manager participant (participant role is configured with Allow role to view worker, manager and participant ratings, comments and questionnaires selected).
• The justification is visible in the manager printable performance document.
• The justification is visible and enforced if a user is using the evaluate as manager functionality.
• The justification isn’t enforced when updating the performance document using HDL.

Key Resources

For more information, see the Implementing Performance Management and Using Performance Management guides in Oracle Help Center.

Evaluate Goals, View Feedback and Other Enhancements in All-in-One Evaluations

You can leverage enhancements added to All-in-One-Evaluations and streamline the evaluation process for managers.

The enhancements enable managers to perform these actions:

• Evaluate each employee’s goals instead of navigating to each individual performance document.
• View participant, interim, anytime and requested feedback. 
• View employees’ self-evaluation status.
• View an indicator if no question responses have been provided without having to open the questionnaires to check.
• View performance document descriptive flexfields and add information, if configured.

Evaluate Employee Goals

Managers can evaluate each employee's individual performance and development goals from the All-in-One-Evaluations page instead of navigating directly to their individual performance documents. They can view the ratings and comments, that an employee has given themselves. Managers can also enter their ratings and comments for each goal and enter a section summary rating and comment, if configured. 

Evaluate Goals, Ratings and Comments

View Feedback

Managers can view all feedback for a worker when performing an evaluation. They can select the Competencies, Performance Goals, Development Goals, Questionnaire, and Overall Summary sections if these sections are enabled and see participant, interim, anytime, and requested feedback, if enabled.

View Status When Concurrent Evaluations Enabled and Self-Evaluation Not Complete

When managers evaluate employees using All-in-One Evaluations, they can see if the worker has completed their self-evaluation and whether they can submit their manager evaluation. The “Self-evaluation incomplete” status displays if concurrent evaluations are configured and the employee self-evaluation is incomplete. Managers can submit their evaluation for all the performance documents displayed but if the status of the self-evaluation is incomplete, the evaluation for those documents won’t be submitted.

Status for Concurrent Evaluation

View Indication Employee has Responded to Questionnaire

Managers now have an indication if an employee hasn't responded to a questionnaire without having to open it first.

View Comments if Provided by Employee

Stay on All-in-One Evaluations When Submitting

When managers submit their evaluation, they continue to stay on the same page and can see if the process completes successfully, if it’s pending, or if there are any warnings or errors that they need to address.

Views Performance Document Descriptive Flexfields

Managers can view and update any descriptive flexfields for performance documents and add information, if configured. This needs to be enabled using Visual Builder Studio.

Speed up the manager evaluation process by accessing more information directly in All-in-One without the need to access the individual performance documents.

Steps to Enable

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

Key Resources

For more information, see the Implementing Performance Management and Using Performance Management guides in Oracle Help Center.

Performance Management Redwood Experience

These pages or flows have been recreated in the Redwood tool set Visual Builder Studio (VBS) to improve your user experience. The pages or flows look and act like Redwood pages or flows, to help create cohesiveness through the application.

Redwood Experience for Performance Check-Ins

Take advantage of the Redwood Performance Management Check-In page that has been recreated in the Redwood toolset Visual Builder Studio (VBS) to improve the user experience.

The Redwood Performance check-in page enables you to:

• Create discussion topics for existing types of performance and development goals, general discussion, and questionnaires.
• Add a discussion topic on a requested or anytime feedback.
• Employees and managers can mark a discussion topic as discussed even if a note hasn't been created for it.
• Employees and managers can indicate when they have finished their questionnaires, without completing every question. Questions set as Required still need to be completed when the questionnaire is updated. 

Employees and managers can only add one note to a discussion topic but can update the same note to add additional comments.

Create Discussion Topics 

This feature enhances user experience by making the check-in available in a single page including access to other relevant details such as goal or the feedback being discussed.

Steps to Enable

You must first enable the ORA_HCM_VBCS_PWA_ENABLED profile option to work with Redwood pages.  Then enable the ORA_HRA_PERFORMANCE_DOCUMENTS_AND_GOALS_REDWOOD_ENABLED profile option.

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_HRA_PERFORMANCE_DOCUMENTS_AND_GOALS_REDWOOD_ENABLED profile option code and select the profile option in the search results.
4. Change the profile value to Yes.
5. Click Save and Close.

To add Anytime Feedback and Requested Feedback as discussion topics in a Check-In Template page, do the following:

• Select the Anytime Feedback and Requested Feedback check boxes in the Check-in content section on the Check-In Template page. This can be enabled or disabled in existing or new templates. If it's disabled it won't impact existing feedback discussion topics added in a check-in document but new feedback discussion topics can't be added.

Tips And Considerations

• As the Performance Document, Check-in, and Goals Center are closely connected the Redwood version of these pages you can enable or disable all using the common ORA_HRA_PERFORMANCE_DOCUMENTS_AND_GOALS_REDWOOD_ENABLED profile option. These features can't be enabled individually.

• The Redwood Performance check-ins don’t have a user-defined document name. Instead, the check-in name is derived from the template name and date. Existing performance check-in names aren't impacted but can't be updated.

• HR specialists can’t create or update check-ins when Redwood is enabled in the current release.

• Any existing Performance check-ins that include more than 1 note won’t display in this release. These will be available as read-only notes in a future release.

• Whether a check-in is for use in Performance or Touchpoints is identified by type in the check-in template. Key differences are that performance check-ins can be configured to default performance or development goals as discussion topics and Touchpoint check-ins can be created with a recurring schedule.

• Single page doesn't apply to the user experience when viewed on a mobile device.

Key Resources

• For a listing of all profile options for the recreated pages across HCM, see the following document in My Oracle Support: 
  • HCM Redwood Pages with Profile Options – MOS Document - 2922407.1
• For more information on extending Redwood pages in HCM, refer to this feature announcement on the Oracle Help Center.
  • Extending HCM Redwood Pages Using Visual Builder Studio (VBS) 
• For more information, see the Implementing Performance Management and Using Performance Management guides in Oracle Help Center.

Redwood Experience for Request Feedback Quick Action

Complete your Redwood experience with the Request Feedback quick action page and the feedback questionnaire. Request feedback for yourself or for your employees any time of year. Choose any questionnaire to elicit responses from feedback providers and, if available, add additional questions. Here's how different users can utilize the Request Feedback quick action:

• Employees can request general feedback about themselves and request feedback about their goals.
• HR specialists and managers can select an employee for whom they want to request general feedback and goal-related feedback.

Request Feedback page

Easily access the Request Feedback quick action and feedback questionnaire for an improved user experience.

Steps to Enable

The ORA_HRA_REQ_FEEDBACK_REDWOOD_ENABLED profile option is delivered as enabled (Yes). To disable the Redwood page, set the profile option to “No”.

Tips And Considerations

These pages are recreated in the Redwood toolset Visual Builder Studio (VBS) to improve your user experience using the same backend functionality. These actions aren't currently supported in the Redwood experience:

• Selecting from a list of peers or direct reports.

• Sending a thank you note from the worklist or email notification. You can still thank the provider from the Feedback Spotlight page.

Redwood Experience for Performance Documents

Take advantage of the new simplified performance document that displays in a single page and includes automatically synchronized evaluation items. This page has been recreated in the Redwood toolset Visual Builder Studio to improve the user experience.

The tasks included in a process flow for a performance document are accessed from the Redwood performance document.

If goals and competencies are included in a performance document then this evaluation content is synchronized and added when the document is created and automatically updated whenever new goals or competencies are added:

• Changes will automatically reflect in the workers performance document if you add or remove a performance or development goal in the Redwood Goals Center.
• Competencies are automatically populated from a model profile relating to the employee’s job, position, organization, or they can be populated from the employee’s person profile.

When the employee self-evaluation and manager evaluation tasks are available, employees and managers can navigate directly to the employee's goals or competencies to review or update their goals and competencies before they start their evaluations. They can also go directly to the Participant Feedback page to select participants and send requests.

Employee Self-Evaluation

Review and Update Goals and Competencies

Employees and managers in the process of completing their evaluations can access additional information such as goal details and feedback on the same page through a contextual drawer.

Manager Evaluation of Worker

Review and Update Goals and Competencies

This feature streamlines the evaluation process with an enhanced user experience for managers and employees.

Steps to Enable

You must first enable the ORA_HCM_VBCS_PWA_ENABLED profile option to work with Redwood pages. Then enable the ORA_HRA_PERFORMANCE_DOCUMENTS_AND_GOALS_REDWOOD_ENABLED profile option.

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_HRA_PERFORMANCE_DOCUMENTS_AND_GOALS_REDWOOD_ENABLED profile option code and select the profile option in the search results.
4. Change the profile value to Yes.
5. Click Save and Close.

Tips And Considerations

• As Performance Document, Check-in, and Goals Center are closely connected, in Redwood you can enable or disable these pages using the common ORA_HRA_PERFORMANCE_DOCUMENTS_AND_GOALS_REDWOOD_ENABLED profile option. These features can't be enabled individually.

• If a performance template being used for in-progress performance documents doesn't already have synchronized goals enabled we recommend that you set these to completed or closed before you enable Redwood performance documents because the user experience doesn't support the manual adding or removing of goals and competencies.

• If Redwood is enabled, if you create new performance templates, the templates support the synchronized evaluation content experience by default.

• In Redwood, goals in a performance document are frozen when the evaluation tasks are complete and not when all the tasks or the performance document is complete. This is because the ratings and comments reflect the goal attributes at that point and not subsequent updates made to employees' goals in the Goals pages.

• Managers and employees can navigate to the Redwood Goals Center and Skills and Qualifications pages from the cards only if the respective Redwood profile options are enabled for those pages. Users will navigate to the responsive or Redwood version depending on which user experience is enabled.

•  Feedback the employee received and check-ins they had are available for reference in the performance document. Performance check-ins in the same review period as the performance document and Touchpoints check-ins within the performance document dates will be displayed.

• Approvals can't be submitted or the progress tracked directly in the Redwood performance document in this release. Managers can still do this from their Evaluate Performance page or from the employees Performance Spotlight page.

• The Set Goals task isn’t supported in Redwood:
  • It’s recommended that any performance documents that include the Set Goals task have the task completed by the employee or manager or bypassed by HR before enabling Redwood performance documents. 
  • The Set Goals task won’t display in the Process Flow setup task.
  • New performance documents can’t be created from existing performance templates that include the Set Goals task when Redwood is enabled.

• The Participant Feedback page will be enhanced with the Redwood user experience in a future release.

• Printing options aren’t available for this release. Print will generate a PDF of all evaluation content users can see.

• Target ratings and proficiencies aren't supported in Redwood. Targets in historic performance documents will continue to be displayed in the printed performance document.

• Questionnaire scoring isn't available in the performance document Redwood user experience as yet. It will be available in a future release.

• To display formatted competency descriptions in Redwood performance documents, you must define the description using HTML in Profile Management setup.

• The comments field does not support a count of the number of characters entered in this release.

• The Writing Assistant functionality for managers isn’t available in Redwood but the use of generative AI to assist managers in completing their evaluations is planned for a future release. 

• Single page doesn't apply to the user experience when viewed on a mobile device.

Key Resources

• For a listing of all profile options for the recreated pages across HCM, see the following document in My Oracle Support: 
  • HCM Redwood Pages with Profile Options – MOS Document - 2922407.1
• For more information on extending Redwood pages in HCM, refer to this feature announcement on the Oracle Help Center.
  • Extending HCM Redwood Pages Using Visual Builder Studio (VBS) 
• For more information on automatically synchronizing goals, see Automate Synchronized Goals in Performance Documents in the Implementing Performance Management guide in Oracle Help Center.
• For more information on populating competencies based on person profile competencies, see Populate Performance Documents With Person Profile Competencies in the Implementing Performance Management guide in Oracle Help Center.

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 OTBI 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.

Removing the Performance Ratings Distribution Subject Area and Corresponding Artifacts

The subject area Workforce Performance - Performance Rating Distribution Real Time leverages the data which is set up using the Target Ratings Distribution page in the Oracle Fusion Cloud HCM application setup.

The Target Ratings Distribution page and the My Organization page which display the Rating Distribution analytic were removed in Update 22D.

As an outcome of this, the subject area Performance Rating Distribution Real Time will also be removed as of Update 24C.

Also, the corresponding analysis named Target Ratings Distribution in the Line Manager dashboard will no longer be available.

Removing this subject area is necessary due to the removal of the Target Ratings Distribution page.

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.

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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!