Oracle Workforce Rewards Cloud
What's New
  1. JULY MAINTENANCE PACK FOR 19B
  1. Revision History
  2. Overview
  3. Feature Summary
  4. Payroll
    1. Global Payroll
        1. Enhance Payroll Costing Results Report
  1. JUNE MAINTENANCE PACK FOR 19B
  1. Revision History
  2. Overview
  3. Feature Summary
  4. Payroll
    1. Payroll for the United Kingdom
        1. P60 Report XML File
        2. Archive and Reports Retention Period
  1. MAY MAINTENANCE PACK FOR 19B
  1. Revision History
  2. Overview
  3. Feature Summary
  4. Payroll
    1. Payroll for the United Kingdom
        1. MYCSP Process to Halt on Error
        2. New Starter Declaration Enhancement
        3. Pensions Automatic Enrolment Enhancement to Support Multiple Assignments
  1. Update 19B
  1. Revision History
  2. Overview
  3. Feature Summary
  4. Benefits
    1. Benefits
        1. Purge Benefits Staging Data
        2. Upload Documents to Fulfill Pending Actions
  5. Compensation and Total Compensation Statement
    1. Compensation
        1. Retrospective Transaction Proposals by Line Managers and Workers
        2. Restrict Individual Compensation Plans to Power Users Only
        3. Stock - Advanced Search and Create
        4. Transfer Data Using Different Actions and Action Reasons
        5. Create Advanced Filters
        6. Use Alerts to Filter the Worksheet
        7. Enable Worksheet Exports for Secondary and Review Managers
        8. Individual Compensation Approval Notification Header Change
        9. Set Currency Rounding Rule by Plan
        10. Print Compensation Change Statements in Bulk
        11. Differentiate Between Manager Assignments
        12. Market Data HSDL
        13. Filter Positions by Business Unit
        14. Data Security for Reviewing Grade Step Progression Results
        15. Receive Warning When Changing Currency Conversion Rates
      1. Compensation Redesigned User Experience/Responsive Pages
        1. Responsive Salary Pages for Power Users
        2. Enhanced Employee Compensation Spotlight with Recurring and One-Time Payments
        3. Responsive Compensation Spotlight Pages for Power Users
        4. Responsive Individual Compensation Pages for Power Users
        5. Spotlight - Enhance Shares Section Includes Estimated Values
        6. Deep Links for Responsive Compensation Pages
        7. Design Studio Support for Responsive Compensation Pages
  6. Payroll
    1. Global Payroll
        1. Enhanced Security for SmartNav and Actions Menus on HR and Payroll Person Search
        2. Prorate Elements Entries Based on Compensation Salary Changes
        3. Cost the Payroll Relationship Level Elements Using Assignment Attributes
        4. Hide Person Name in Subledger Accounting
        5. Values Defined by Criteria Value Set Characters
        6. Manage Payroll Relationships Using REST API
        7. Personal Payment Method Payroll Relationship Switcher
    2. Payroll for Canada
        1. CPT30 Election Date Proration
        2. Record of Employment Occupation (Block 13) Position
    3. Payroll for China
        1. Statutory Deduction Register Report
        2. Enhanced Flat Amount Calculation Rule of the Earnings Element Template
        3. Formula Function to Calculate Number of Pay Days Within a Pay Period
        4. HSDL Templates to Create Payroll Statutory Unit Level Card, Component and Component Details
    4. Payroll for Qatar
        1. Global Reports Uptake
    5. Payroll for the United Arab Emirates
        1. Social Insurance Calculations During Unpaid Leave or Sick Leave
    6. Payroll for the United Kingdom
        1. Validate Adjacent Sickness Absence Record Creation
    7. Payroll for the United States
        1. Washington Paid Family and Medical Leave
        2. Overtime Calculation Support for Flat Sum Bonuses in California
        3. PA Act 32 Data Enhancements for Third-Party Monthly Tax Filing Extract
  7. HR Optimization
    1. Workforce Rewards Transactional Business Intelligence
      1. Compensation
        1. Salary Details Subject Area - Effective Dated Reporting
        2. New Percentage Columns - Workforce Compensation Subject Area
        3. Workforce Compensation - Alerts
      2. Payroll
        1. Performance Improvements - Payroll Balances Real Time

July Maintenance Pack for 19B

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 Feature Notes
28 JUN 2019   Created initial document.

Overview

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

  • Release Updates (19A, 19B, 19C, and 19D)
  • Optional Monthly Maintenance Packs to each update

It is important for you to know what Release Update your environment is on. You can find this in your Cloud Portal.

This document outlines the information you need to know about new or improved functionality in Oracle HCM Cloud. Each section includes a brief description of the feature, the steps you need to take to enable or begin using the feature, any tips or considerations that you should keep in mind, and the resources available to help you.

In addition to this document you will also want to review the Oracle Human Capital Management Cloud Functional Known Issues and Maintenance Packs (Document ID 1554838.1). These documents identify bug fixes and possible known issues. You will also need to review these documents based in the release update version you are currently on or will be moving to.

Oracle HCM Cloud release documents are delivered in five functional groupings:

Suggested Reading for all HCM Products:

  • HCM Cloud Common Features (This document pertains to all HCM applications. It is the base human resource information for all products and HCM Tools.)
  • Global Human Resources Cloud (Global Human Resources contains the base application in which other application use for common data such as workforce structures and person information. Regardless of what products you have implemented you may want to see the new features for Global Human Resources that could impact your products.)

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

Optional Reading for HCM Products (Depending on what products are in your cloud service):

  • Talent Management Cloud (All Talent applications)
  • Workforce Rewards Cloud (Compensation, Benefits, Payroll and Global Payroll Interface)
  • Workforce Management Cloud (Absence Management and Time and Labor)

Additional Optional Reading:

  • Common Technologies and User Experience (This documents the common features across all Cloud applications and is not specific to HCM)

NOTE: All of these documents can be found on the Oracle Help Center at: https://cloud.oracle.com/saasreadiness/hcm under Human Capital Management Release Readiness.

Give Us Feedback

We welcome your comments and suggestions to improve the content. Please send us your feedback at oracle_fusion_applications_help_ww_grp@oracle.com. Indicate you are inquiring or providing feedback regarding the HCM Cloud What’s New for Release 13 in the body or title of the email.

Feature Summary

Column Definitions:

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

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

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


Customer Action Required = You MUST take action before these features can be used by END USERS. These features are delivered disabled and you choose if and when to enable them. For example, a) new or expanded BI subject areas need to first be incorporated into reports, b) Integration is required to utilize new web services, or c) features must be assigned to user roles before they can be accessed.

Ready for Use by End Users
(Feature Delivered Enabled)

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

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

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

Feature

Report

UI or
Process-Based:
Small Scale

UI or
Process-Based:
Larger Scale*

Customer Action Required

Payroll

Global Payroll

Enhance Payroll Costing Results Report

Payroll

Global Payroll

Oracle Global Payroll is a high-performance, graphical, rules-based payroll management application. It’s designed to keep pace with the changing needs of your enterprise and workforce in order to reduce setup costs, administration, and processing time. It operates globally and consistently in every country supported by Oracle. It uses a highly scalable processing engine that takes advantage of the features of the Oracle database for parallel processing, resulting in optimal performance. In countries with payroll extensions delivered and supported by Oracle, the application delivers the calculations, tax reporting, and regulatory rules required to accurately process payroll and remain in compliance.

Enhance Payroll Costing Results Report

You can now run the Payroll Costing Results Report to filter and view the costing results for smaller volumes of data, thereby enhancing the performance of the report. While generating the report, use the delivered Reported Results parameter to generate the report and include any of the following details:

  • Payroll processes cost results
  • Payment process cost results
  • Payroll and payment process cost results

Reported Results Parameter

You can also use the Report Category parameter to generate the report output in excel as it exists today or in a text file with # separator.

Report Category Parameter

Steps to Enable

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

Key Resources

Please refer the following topics for more information:

  • Payroll Costing Results Report
  • View Payroll Costing Results

June Maintenance Pack for 19B

Revision History

Date Feature Notes
31 MAY 2019   Created initial document.

Overview

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

  • Release Updates (19A, 19B, 19C, and 19D)
  • Optional Monthly Maintenance Packs to each update

It is important for you to know what Release Update your environment is on. You can find this in your Cloud Portal.

This document outlines the information you need to know about new or improved functionality in Oracle HCM Cloud. Each section includes a brief description of the feature, the steps you need to take to enable or begin using the feature, any tips or considerations that you should keep in mind, and the resources available to help you.

In addition to this document you will also want to review the Oracle Human Capital Management Cloud Functional Known Issues and Maintenance Packs (Document ID 1554838.1). These documents identify bug fixes and possible known issues. You will also need to review these documents based in the release update version you are currently on or will be moving to.

Oracle HCM Cloud release documents are delivered in five functional groupings:

Suggested Reading for all HCM Products:

  • HCM Cloud Common Features (This document pertains to all HCM applications. It is the base human resource information for all products and HCM Tools.)
  • Global Human Resources Cloud (Global Human Resources contains the base application in which other application use for common data such as workforce structures and person information. Regardless of what products you have implemented you may want to see the new features for Global Human Resources that could impact your products.)

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

Optional Reading for HCM Products (Depending on what products are in your cloud service):

  • Talent Management Cloud (All Talent applications)
  • Workforce Rewards Cloud (Compensation, Benefits, Payroll and Global Payroll Interface)
  • Workforce Management Cloud (Absence Management and Time and Labor)

Additional Optional Reading:

  • Common Technologies and User Experience (This documents the common features across all Cloud applications and is not specific to HCM)

NOTE: All of these documents can be found on the Oracle Help Center at: https://cloud.oracle.com/saasreadiness/hcm under Human Capital Management Release Readiness.

Give Us Feedback

We welcome your comments and suggestions to improve the content. Please send us your feedback at oracle_fusion_applications_help_ww_grp@oracle.com. Indicate you are inquiring or providing feedback regarding the HCM Cloud What’s New for Release 13 in the body or title of the email.

Feature Summary

Column Definitions:

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

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

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


Customer Action Required = You MUST take action before these features can be used by END USERS. These features are delivered disabled and you choose if and when to enable them. For example, a) new or expanded BI subject areas need to first be incorporated into reports, b) Integration is required to utilize new web services, or c) features must be assigned to user roles before they can be accessed.

Ready for Use by End Users
(Feature Delivered Enabled)

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

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

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

Feature

Report

UI or
Process-Based:
Small Scale

UI or
Process-Based:
Larger Scale*

Customer Action Required

Payroll

Payroll for the United Kingdom

P60 Report XML File

Archive and Reports Retention Period

Payroll

Payroll for the United Kingdom

Payroll for Oracle Human Capital Management for the United Kingdom supports country specific features and functions for the United Kingdom. It enables users to follow the United Kingdom's business practices and comply with its statutory requirements.

P60 Report XML File

When you run the End of Year P60 Report process, the application creates the P60 audit file in text format. Save this file and open it using applications that support files with comma separated values. 

Run End of Year P60 Report

P60 Audit File Created as .txt File

You can open the .txt fie in Excel for example and follow the dialogue to create the spreadsheet version of the file: 

Open File in Excel

Follow Instructions Using Option as CSV

File Content Presented in Excel Spreadsheet

Steps to Enable

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

Archive and Reports Retention Period

When you run processes that extract data to create an archive, the retention period for the output has been restricted for some of the processes. Retention period and output retention period for these processes is set to 2557 days. The number of days equate to 7 years. The following processes have been set with the retention period:

  • NINO Verification Request
  • NI Category Update Archive Process
  • Start of Year Archive Process
  • Tax Code Uplift Archive Process
  • Payroll Validation Archive Report

Retention Period (7 Years in Days) Added to Some Selected Extracts

You can use the Purge option provided in Release 12 to further assist in performance and storage efficiency, if you wish to delete the archives where they are not required for 7 years. For more details, see the Whats New for Cloud Readiness for HCM Cloud Common Features Release 12.

Steps to Enable

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

May Maintenance Pack for 19B

Revision History

Date Feature Notes
31 MAY 2019 Payroll for the UK: Pensions Automatic Enrolment Enhancement to Support Multiple Assignments

Updated document. Delivered feature in May Maintenance Pack for 19B.

26 APR 2019   Created initial document.

Overview

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

  • Release Updates (19A, 19B, 19C, and 19D)
  • Optional Monthly Maintenance Packs to each update

It is important for you to know what Release Update your environment is on. You can find this in your Cloud Portal.

This document outlines the information you need to know about new or improved functionality in Oracle HCM Cloud.  Each section includes a brief description of the feature, the steps you need to take to enable or begin using the feature, any tips or considerations that you should keep in mind, and the resources available to help you.

In addition to this document you will also want to review the Oracle Human Capital Management Cloud Functional Known Issues and Maintenance Packs (Document ID 1554838.1). These documents identify bug fixes and possible known issues. You will also need to review these documents based in the release update version you are currently on or will be moving to.

Oracle HCM Cloud release documents are delivered in five functional groupings:

Suggested Reading for all HCM Products:

  • HCM Cloud Common Features (This document pertains to all HCM applications. It is the base human resource information for all products and HCM Tools.)
  • Global Human Resources Cloud (Global Human Resources contains the base application in which other application use for common data such as workforce structures and person information. Regardless of what products you have implemented you may want to see the new features for Global Human Resources that could impact your products.)

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

Optional Reading for HCM Products (Depending on what products are in your cloud service):

  • Talent Management Cloud (All Talent applications)
  • Workforce Rewards Cloud (Compensation, Benefits, Payroll and Global Payroll Interface)
  • Workforce Management Cloud (Absence Management and Time and Labor)

Additional Optional Reading:

  • Common Technologies and User Experience (This documents the common features across all Cloud applications and is not specific to HCM)

NOTE: All of these documents can be found on the Oracle Help Center at: https://cloud.oracle.com/saasreadiness/hcm under Human Capital Management Release Readiness.

Give Us Feedback

We welcome your comments and suggestions to improve the content. Please send us your feedback at oracle_fusion_applications_help_ww_grp@oracle.com. Indicate you are inquiring or providing feedback regarding the HCM Cloud What’s New for Release 13 in the body or title of the email.

Feature Summary

Column Definitions:

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

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

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


Customer Action Required = You MUST take action before these features can be used by END USERS. These features are delivered disabled and you choose if and when to enable them. For example, a) new or expanded BI subject areas need to first be incorporated into reports, b) Integration is required to utilize new web services, or c) features must be assigned to user roles before they can be accessed.

Ready for Use by End Users
(Feature Delivered Enabled)

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

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

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

Feature

Report

UI or
Process-Based:
Small Scale

UI or
Process-Based:
Larger Scale*

Customer Action Required

Payroll

Payroll for the United Kingdom

MYCSP Process to Halt on Error

New Starter Declaration Enhancement

Pensions Automatic Enrolment Enhancement to Support Multiple Assignments

Payroll

Payroll for the United Kingdom

Payroll for Oracle Human Capital Management for the United Kingdom supports country specific features and functions for the United Kingdom. It enables users to follow the United Kingdom's business practices and comply with its statutory requirements.

MYCSP Process to Halt on Error

Use the new process configuration parameter to indicate whether the MyCSP process should retain any records in error. If you set the parameter to Y, then the process will continue to generate the MyCSP interface files, even if any errors still exist.

Here's how you can set the parameter value:

  • From My Client Groups > More Actions then under Payroll select Manage Payroll Process Configuration.
  • Add this parameter to your configuration group as shown below:

Configuration Group

If there are errors found within the Archive MyCSP Information task, depending on the value of the parameter you set, the flow behaviour varies.

  • When you set the parameter to N (which is also the default value), here's what happens in the MyCSP process:
    • The Archive MyCSP Information task has the status Complete. But for any archive records in error, the top-level person action is marked as such on the View Process Results page allowing you to identify those employees’ records that are in error.
    • The application process marks the Halt Process on Error task as in error.
    • You can review the Errors and Warnings report and correct the employee’s erroneous records in the live system.
    • After correcting the errors, you can retry the archive process (without having to manually mark the records for retry). This automatically reprocesses all person actions marked for retry. Before you run the Retry process, you can also update other employee’s records and manually mark them for retry; this will result in their records also being included in the Retry process.

This is an iterative process, and you can retry as many times as required until there are no errors. Once there are no errors, you can mark the task Review and Confirm MyCSP Audit Errors and Warnings as complete. The process then starts generating the interface files.

NOTE: It is not recommended to skip the Halt Process on Error task as the MyCSP files will be incomplete. Instead, you can set the parameter to Y and retry the archive process:

MyCSP Flow

  • When you set the parameter to Y or set to the effective date of the process (in YYYYMM format), here's what happens in the MyCSP process:
    • The Archive MyCSP Information task has a status of Complete. For any archive records in error, the person actions are not marked in error.
    • The Halt Process on Error task is marked as Complete.
    • You can review the Errors and Warnings report.
    • Once you mark the Review and confirm MyCSP Errors and Warnings task as complete, the process will continue to produce the MyCSP interface files, even if errors still exists. Employees that have errors will be included in the files.

NOTE: If you wish to correct any errors when the parameter is set to Y, the archive record for the employee needs to be identified and marked for retry manually, before you run the Retry process.

It is recommended to initially run the MyCSP process every month with the parameter set to N so that you can identify all records in errors. After this, you can make corrections and retry without having to mark them for retry manually. If there are any exceptions where you find errors that you aren't able to fix prior to generating the MyCSP Interface files, you can update the parameter to Y as this will allow you to generate the files as expected by MyCSP.

Steps to Enable

You need to create a Process Configuration Group including MyCSP parameter. Once you create this, you can select this as parameter in the Process Configuration Group field when you run the process and submit the Generate MyCSP Interface files.

If no Process Configuration Group are specified when submitting the flow, by default the flow behaves as if the parameter was set to N.

New Starter Declaration Enhancement

The New Starter Declaration is enhanced to include postgraduate loans to comply with the changes published by HMRC. Your employees can enter Postgraduate Loan information on the New starter Declaration Form using the employee self service application. These are the changes in the form:

  • Changes to student loan questions order sequence
  • Text changes to reflect the revised version of the New Starter Declaration published by HMRC
  • Validation of Student Loan Plan Type, which is based on the new sequence and order of the questions presented
  • Addition of postgraduate loan information to the form with the required validation

When your employees enter and submit this information, the application automatically creates the court order and student loans calculation card with the relevant information. You don't need to manually create the calculation card.

Court Order and Student Loans Calculation Card Gets Automatically Created with the Relevant Data.

NOTE: If the component for New Starter Declaration exists for the employee in the calculation card, the application updates the component with this information. If the component does not exist for current employees, you must manually create this component.

Steps to Enable

For new hires, the New Starter Declaration component is automatically created only if you have enabled this option at the payroll statutory unit (PSU) or tax reporting unit (TRU) level. Here’s how you can set this in the organization-level Statutory Deductions calculation card:

  • Use the Manage Legal Reporting Unit Calculation Cards task and select Organization Statutory Deductions calculation card
  • Add or update the PAYE Default Values component and Pay As You Earn Default calculation component details
  • Select the Enable automatic new starter creation check box
  • Select the Enable automatic Student Loan updates check box. This enables automatic creation of the Court Orders and Student Loan calculation card and a Student Loan component, when the employee completes the relevant section and submits the New Starter Declaration.
  • Select Enable automatic Post Graduate Loan check box. This enables automatic creation of the Court Orders and Student Loan calculation card and a Post Graduate Loan component, when the employee completes the relevant section and submits the New Starter Declaration.

Pensions Automatic Enrolment Enhancement to Support Multiple Assignments

You can define pension elements to allow for multiple entries. This means that you can create multiple components of the same type, one for each assignment.

Use the Manage Element task in the Payroll Administration work area to set this value when you create the pension element, under Standard Rules on the Create Element page.

The element template creates a new calculation component attribute for a Pension Payroll ID on the Benefits and Pension Calculation Card. This applies to elements with these secondary classifications:

  • Pre-Statutory Deductions Pension Plan Pre-Statutory
  • Voluntary Deductions Pension Plan After Tax

This ID must be unique, and is automatically generated by the Pensions Automatic Enrolment process. Or, you can enter this manually when adding a new pensions component on the Benefits and Pension card.

On the Benefits and Pensions calculation card, you can select the assignment number and the appropriate Payroll Pension ID to associate the same pension with multiple assignments. When you create the association detail, the list of values displays both the component and Pension Payroll ID.

On the Pensions Automatic Enrolment calculation card, the list of values to select the Qualifying Scheme component also displays both the component and Pension Payroll ID.

Steps to Enable

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

Update 19B

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 Feature Notes
30 AUG 2019 Global Payroll: Hide Person Name in Subledger Accounting

Updated document. Revised feature information.

26 APR 2019 Compensation Management: Receive Warning When Changing Currency Conversion Rates

Updated document. Delivered feature in update 19B.

26 APR 2019

Global Payroll: Enhanced Security for SmartNav and Actions Menus on HR and Payroll Person Search

Updated document. Revised feature information.

26 APR 2019

Payroll for China: Enhanced Flat Amount Calculation Rule of the Earnings Element Template

Updated document. Revised feature information.

26 APR 2019

Payroll for the US: PA Act 32 Data Enhancements for Third-Party Monthly Tax Filing Extract

Updated document. Delivered feature in update 19B.

26 APR 2019

OTBI/Compensation: Workforce Compensation - Alerts

Updated document. Revised feature information.

29 MAR 2019 Benefits: Purge Benefits Staging Data

Updated document. Revised feature information.

29 MAR 2019

Compensation Management: Data Security for Reviewing Grade Step Progression Results

Updated document. Delivered feature in update 19B.

29 MAR 2019

Compensation Management: Filter Positions by Business Unit

Updated document. Delivered feature in update 19B.

29 MAR 2019

Global Payroll: Personal Payment Method Payroll Relationship Switcher

Updated document. Delivered feature in update 19B.

01 MAR 2019   Created initial document.

Overview

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

  • Release Updates (19A, 19B, 19C, and 19D)
  • Optional Monthly Maintenance Packs to each update

It is important for you to know what Release Update your environment is on. You can find this in your Cloud Portal.

This document outlines the information you need to know about new or improved functionality in Oracle HCM Cloud. Each section includes a brief description of the feature, the steps you need to take to enable or begin using the feature, any tips or considerations that you should keep in mind, and the resources available to help you.

In addition to this document you will also want to review the Oracle Human Capital Management Cloud Functional Known Issues and Maintenance Packs (Document ID 1554838.1). These documents identify bug fixes and possible known issues. You will also need to review these documents based in the release update version you are currently on or will be moving to.

Oracle HCM Cloud release documents are delivered in five functional groupings:

Suggested Reading for all HCM Products:

  • HCM Cloud Common Features (This document pertains to all HCM applications. It is the base human resource information for all products and HCM Tools.)
  • Global Human Resources Cloud (Global Human Resources contains the base application in which other application use for common data such as workforce structures and person information. Regardless of what products you have implemented you may want to see the new features for Global Human Resources that could impact your products.)

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

Optional Reading for HCM Products (Depending on what products are in your cloud service):

  • Talent Management Cloud (All Talent applications)
  • Workforce Rewards Cloud (Compensation, Benefits, Payroll and Global Payroll Interface)
  • Workforce Management Cloud (Absence Management and Time and Labor)

Additional Optional Reading:

  • Common Technologies and User Experience (This documents the common features across all Cloud applications and is not specific to HCM)

NOTE: All of these documents can be found on the Oracle Help Center at: https://cloud.oracle.com/saasreadiness/hcm under Human Capital Management Release Readiness.

Give Us Feedback

We welcome your comments and suggestions to improve the content. Please send us your feedback at oracle_fusion_applications_help_ww_grp@oracle.com. Indicate you are inquiring or providing feedback regarding the HCM Cloud What’s New for Release 13 in the body or title of the email.

Feature Summary

Column Definitions:

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

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

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


Customer Action Required = You MUST take action before these features can be used by END USERS. These features are delivered disabled and you choose if and when to enable them. For example, a) new or expanded BI subject areas need to first be incorporated into reports, b) Integration is required to utilize new web services, or c) features must be assigned to user roles before they can be accessed.

Ready for Use by End Users
(Feature Delivered Enabled)

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

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

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

Feature

Report

UI or
Process-Based:
Small Scale

UI or
Process-Based:
Larger Scale*

Customer Action Required

Benefits

Benefits

Purge Benefits Staging Data

Upload Documents to Fulfill Pending Actions

Compensation and Total Compensation Statement

Compensation

Retrospective Transaction Proposals by Line Managers and Workers

Restrict Individual Compensation Plans to Power Users Only

Stock - Advanced Search and Create

Transfer Data Using Different Actions and Action Reasons

Create Advanced Filters

Use Alerts to Filter the Worksheet

Enable Worksheet Exports for Secondary and Review Managers

Individual Compensation Approval Notification Header Change

Set Currency Rounding Rule by Plan

Print Compensation Change Statements in Bulk

Differentiate Between Manager Assignments

Market Data HSDL

Filter Positions by Business Unit

Data Security for Reviewing Grade Step Progression Results

Receive Warning When Changing Currency Conversion Rates

Compensation Redesigned User Experience/Responsive Pages

Responsive Salary Pages for Power Users

Enhanced Employee Compensation Spotlight with Recurring and One-Time Payments

Responsive Compensation Spotlight Pages for Power Users

Responsive Individual Compensation Pages for Power Users

Spotlight - Enhance Shares Section Includes Estimated Values

Deep Links for Responsive Compensation Pages

Design Studio Support for Responsive Compensation Pages

Payroll

Global Payroll

Enhanced Security for SmartNav and Actions Menus on HR and Payroll Person Search

Prorate Elements Entries Based on Compensation Salary Changes

Cost the Payroll Relationship Level Elements Using Assignment Attributes

Hide Person Name in Subledger Accounting

Values Defined by Criteria Value Set Characters

Manage Payroll Relationships Using REST API

Personal Payment Method Payroll Relationship Switcher

Payroll for Canada

CPT30 Election Date Proration

Record of Employment Occupation (Block 13) Position

Payroll for China

Statutory Deduction Register Report

Enhanced Flat Amount Calculation Rule of the Earnings Element Template

Formula Function to Calculate Number of Pay Days Within a Pay Period

HSDL Templates to Create Payroll Statutory Unit Level Card, Component and Component Details

Payroll for Qatar

Global Reports Uptake

Payroll for the United Arab Emirates

Social Insurance Calculations During Unpaid Leave or Sick Leave

Payroll for the United Kingdom

Validate Adjacent Sickness Absence Record Creation

Payroll for the United States

Washington Paid Family and Medical Leave

Overtime Calculation Support for Flat Sum Bonuses in California

PA Act 32 Data Enhancements for Third-Party Monthly Tax Filing Extract

HR Optimization

Workforce Rewards Transactional Business Intelligence

Compensation

Salary Details Subject Area - Effective Dated Reporting

New Percentage Columns - Workforce Compensation Subject Area

Workforce Compensation - Alerts

Payroll

Performance Improvements - Payroll Balances Real Time

Benefits

Benefits

Oracle Benefits is a complete, configurable and flexible global solution that enables organizations to successfully evolve and adapt to the unique needs of their workforce. The solution enables setup of traditional 'one-size fits all' plans to highly complex plans that selectively target different workforce segments with different benefit packages. Self-service capabilities present the user with an out of the box intuitive guided enrollment process with contextual information and embedded analytics.

Purge Benefits Staging Data

Administrators can now use the new Purge Stage Data process to permanently delete benefits extract and spreadsheet loader staging data. The new process is available in the Evaluation and Reporting work area, Processes tab, Maintenance Processes section.

Process Page

You can purge the data by batch number, name, or by date range.

To purge the benefits data, select either Benefits Extract or Spreadsheet Loader from the Source Type field. If you want to purge the data by batch, select the Request ID or Batch Name in the Source Key field, and submit the process. Alternatively, enter a specific time period between which you want to purge the data. You can track the progress and view the log file through the usual way.

You can only purge data that is older than 6 months old from today's date to prevent you from purging data that you might still require. For example, if today's date is 1st Jan 2019, and the From Date is 1 Jan 2018 and the To date is 31st Dec 2018, the process only purges extract data up to 30th June 2018.

If you enter both the Batch Name or Request ID and a time period, the process ignores the time period and processes only the Batch Name or Request ID.

You cannot recover data once you purge it.

Steps to Enable

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

Key Resources

Watch Managing Documents to Fulfil Pending Actions and  Enabling Benefits Extract Data Purge Readiness Training

Upload Documents to Fulfill Pending Actions

Participants can now upload supporting documents for their enrollment more easily. Suppose a program or plan that participants have enrolled in requires supporting documents. They can upload those documents directly from the Pending Actions page without the need to navigate elsewhere. In addition, participants don’t need to worry about selecting the correct document type as the application already determines that information. All they need to do is to upload the correct document.

Participants can continue to use the Documents of Record functionality to upload supporting documents, but they won’t be able to close pending actions easily. Also, participants will need to ensure they select the correct document type for each upload and depend on the administrator to provide an approval status. The new functionality provides greater control on pending actions, enabling them to easily upload the document from the Pending Actions page and keep track of the status.

A participant can upload documents for themselves, or for their dependents or beneficiaries. They can even provide a hyperlink to a file. When the administrator approves the supporting document, the pending action no longer appears.

Pending Actions Page

In this example, the participant needs to click the Proof of Good Health link to open a page where they can upload a supporting document. Once participants upload a document, they can see the status back on the Pending Actions page.

Using the Pending Actions Page to Upload Supporting Documents

In this example, the status is Pending approval. Participants can view and download the document they attached. They can click Edit to make changes if required.

The Document Details page provides other info too, such as when the document was uploaded and by whom.  For example, the administrator could have uploaded the document on behalf of the participant previously, so it is useful for the participant to know the additional details. When a participant uploads a document, the administrator can approve or reject the document using the new Documents tab that is available on the Manage Action Items page, in the Enrollment work area.

The administrator can see at a glance the certificate type, and the person’s name for whom the document needs approving. To approve or reject, the administrator needs to click Edit. In the Edit page that appears, administrators can click the document to review it. If everything’s in order, they can change the status to Approved. Once an administrator approves or rejects a document and saves it, they cannot change the status again.

In certain circumstances, the administrator might need to change the Valid Until date, for a variety of reasons. For example, if the same document is valid for a longer time, administrators might want to extend the validity of the current document, thus avoiding the need to request for a fresh document.

Valid Until Date Field

The administrator can see that the uploaded document has been approved in the Status column, and the date when the document was approved in the Document Approved Date column. This is useful information in case the administrator has queries in the future, especially if the document was rejected.

Enrollment Activities Section

After the administrator has actioned the document, they need to navigate to the Certifications tab. They need to manually enter the date in the Received Date field to complete the pending action, or alternatively, run the Mass Upload process.

Dependent Certification Section

Sometimes, when participants cannot upload documents themselves, the administrator might need to do it for them. They can do this from the Documents tab.

Documents Page

When administrators add an attachment, they need to click Edit and approve that document. Administrators can also view the details of the uploaded documents in the Enrollments Results page, Certifications and Designees tabs. This is especially useful if the administrator is looking at all the enrollment details for a participant.

Certifications Tab

Administrators can also view diagnostic reports to resolve questions or issues relating to document uploads for certification. The Person Benefits diagnostic report helps the administrator to see the entire list of documents uploaded for a person across life events.

Person Benefits Diagnostic Report

Steps to Enable

This feature is requires some setup in the Plan Configuration work area.

To use this functionality, you map the required document types to the program or plan-not-in-program. You can do this using the new Document Uploads train stop when you create or edit a program or plan.

Document Uploads Window

In the Document Uploads window, the administrator can define the type of document to map to the program or plan-not-in-program. Participants can upload the document if the life event that triggers the pending action is within the start and end dates that you specified.

You can enter the length of time the document is valid for, such as lifetime. You can even enter a specific number of days you want the document to be valid. For example, if you want the document to be valid up to 30 days after the participant uploaded the document, select Number of Days from the Validity Rule field, and enter 30.

Depending on your plan configuration, if you set up document mapping at the program level, participants need to upload a particular document only once. That document will be available for all offerings in that program and doesn’t need to be approved multiple times. For example, if multiple plans in a program require a birth certificate, the participant needs to upload the document only once. That document will then be available across the program. The administrator needs to approve the document only once.

You can delete a document mapping if required.  There is no need to reprocess the life event. Any documents that have already been uploaded will still be valid, and participants and administrators can view them. However, they can’t upload any of those specific certificate types for that program or plan after you delete the mapping.

Key Resources

Watch Managing Documents to Fulfil Pending Actions and  Enabling Benefits Extract Data Purge Readiness Training

Compensation and Total Compensation Statement

Compensation

Oracle Compensation enables your organization to plan, allocate, and communicate compensation using the most complete solution in the market. Make better business decisions using embedded analytics and a total compensation view of workers, regardless of geographic location or pay package components.

Retrospective Transaction Proposals by Line Managers and Workers

You can now enable employees to propose contributions, and managers to award individual compensations, that start earlier than today, such as starting on January 1, 2018.

On the Classic Pages:

Award or contribute amounts by selecting the start date, which can be before today's date. Award or contribute amounts by selecting the start date, which can be before today's date.

Award or Contribute Amounts by Selecting the Start Date, Which Can Be Before Today's Date, Such as January 1, 2018

Select a Past Start Date, Such as January 1, 2018

On the Responsive Pages

In the When Section, Select a Past Start Date, Such as January 1, 2017

Steps to Enable

You enable the functionality differently for the classic and the responsive pages.

To Enable for the Classic Pages

Complete these steps to enable the Start Date dialog box.

  1. Create and enable a sandbox.
  2. Click the Compensation WA link.
  3. Select Manage Compensation.
  4. Search for an employee and click the employee's name.
  5. On the Manage Compensation page of the employee, click Customize Page.
  6. Set the layer as Site level.
  7. Select the Other Compensation section.

  1. Search for popup.

  1. Update the rendered property.
  • If you're enabling the functionality for line managers, then for the 4th line, which has ‘CMP_INDIVIDUAL_COMPENSATION’, change (1 eq 2) to (1 eq 1).
  • If you're enabling the functionality for employees, then for the 2nd line, which has ‘CMP_MANAGE_CONTRIBUTIONS’, change (1 eq 2) to (1 eq 1).

Enable for the Responsive Pages

Complete these steps to enable the When section.

  1. Create and enable a sandbox.
  2. Click Edit Pages.
  3. Select Site level.
  4. On the My Client Group tab, click Quick Actions > Show More.
  5. Search for HCM Experience Design Studio and click the action.
  6. On the HCM Experience Design Studio page, select 1 of these 2 options:
  • Manage Personal Contribution: Enable the When section in personal contribution action.
  • Manage Compensation: Enable the When section in individual compensation action.
  1. Specify the basic details.
  2. Select the role, legal employer, and business unit, as applicable.
  3. In the Show or Hide Regions section, When row, select Required.

Enable the When Section for Employees

Enable the When Section for Line Managers

Restrict Individual Compensation Plans to Power Users Only

Sometimes, you want certain plans to be available to only HR specialists, compensation specialists, and compensation managers. The new task, Administer Compensation, enables them, and only them, to create and manage plans configured with access to the Administer Individual Compensation action.

Classic Page Plan Choice Lists for HR Specialists, Compensation Specialists, and Compensation Managers Include Plans with Access to the Administer Individual Compensation Action

Responsive Page Plan Choice Lists for HR Specialists, Compensation Specialists, and Compensation Managers Include Plans with Access to the Administer Individual Compensation Action

Classic Page Plan Choice Lists for Line Managers Don't Include Plans with Access to the Administer Individual Compensation Action

Responsive Page Plan Choice Lists for Line Managers Don't Include Plans with Access to the Administer Individual Compensation Action

Steps to Enable

To limit individual compensation plan access to only HR specialists, compensation specialists, and compensation managers, when you configure plans:

  1. Enable plan access
  2. Select the Administer Individual Compensation action. 

Plan Access

The new task is available for both classic and responsive pages. When responsive pages are enabled, you use quick actions to open the responsive Administer Compensation page. Open the classic page using the Tasks panel tab of the Compensation work area.

The new task uses the new Administer Individual Compensation action. Individual compensation plans with access set to No or the action set to Administer Individual Compensation appear on the Administer Compensation page.

We recommend that HR specialists, compensation specialists, and compensation managers use the new Administer Compensation task. Line managers can continue to use the Manage Compensation task.

Tips And Considerations

If you have not enabled the Redesigned Responsive pages through the profile options you will have the classic pages. The responsive pages require enabling the HCM_RESPONSIVE_PAGES_ENABLED profile option, as well as the CMP_COMPENSATION_RESPONSIVE_ENABLED profile option. If you have not enabled the HCM_RESPONSIVE_PAGES_ENABLED profile option, please see following white paper: HCM Responsive User Experience Setup Information- Profile Options and Displayed Fields (Document 2399671.1).

Stock - Advanced Search and Create

Extend your ability to search in the Manage Stock Grants task by using the newly created Advanced Search. Additional fields have been added to the search dialog display. Useful additional fields have been added to the Create Stock Grants action.

Advanced Search

Create Shares

Steps to Enable

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

Transfer Data Using Different Actions and Action Reasons

You can now use a different Action and Action Reason when transferring data back into HR from a Workforce Compensation plan. Previously, you were only able to do so through a workaround.

Steps to Enable

Administrators must choose an Action and Action Reason on the Plan Details page of the Transfer Workforce Compensation Data to HR batch process.

New Action and Action Reasons Parameters on the Transfer Process

Tips And Considerations

You must transfer all data associated with a worker in the same batch.

Create Advanced Filters

You can now create an Advanced Filter for Line Managers to use in the worksheet. Previously, managers had to create advanced filters themselves.

Steps to Enable

To enable an Advanced Filter for managers, navigate to Configure Filters in plan setup.

Create Advanced Filter

You configure the Advanced Filter as needed.

Created Advanced Filters

Managers can use the Advanced Filter immediately.

Worksheet View of Created Filters

Use Alerts to Filter the Worksheet

Line Managers can now filter the worksheet by alert through the filter on the toolbar.

Toolbar Alert Filter

Or they can hover over an alert and choose to filter.

Alert Filter

Steps to Enable

Administrators must enable the Alert filter in Configure Filters in plan setup to use this feature.

Enable Worksheet Exports for Secondary and Review Managers

Administrators can now enable View in Workbook or Manage in Workbook for managers in Secondary or Review hierarchies. Previously, this option was not available.

Steps to Enable

The Administrator must enable the export option for each configured Compensation task type.

  1. Click Manage Plans task
  2. Click Configure Worksheet Display
  3. Select the task
  4. Select the Actions tab
  5. Enable the desired options in Export to Workbook

Export Options

Tips And Considerations

You must configure the export options for each Compensation task type.

Individual Compensation Approval Notification Header Change

You can now see the action used to submit the individual compensation transaction. The actions Manage Personal Contribution, Manage Compensation, or Administer Compensation are included in the person header of approval notifications created with Oracle Business Intelligence Publisher. 

Person Header in the Approval Notification

Steps to Enable

To use this feature you will need to use Oracle Business Intelligence Publisher to create your approvals.

Set Currency Rounding Rule by Plan

You can now configure rounding rules by currency by plan. Previously, you could only configure rounding rules at the column level, that were applied plan-wide. 

Steps to Enable

Administrators must configure each currency's rounding rule within the plan. If you don't configure a rounding rule, the application applies the rounding at the column level.

Rounding Rule Configuration

Administrators must also check "Use currency rounding" for each column that uses the currency rounding.

Column Properties

Tips And Considerations

To use the feature, you must configure a rounding rule for each currency. You must also check the "Use currency rounding" property for each column within plan setup. 

Print Compensation Change Statements in Bulk

You can now print all statements for workers within a plan hierarchy.  Previously, you were limited to 10 workers per generation. There's a new option to generate statements within View Administration Reports: 

New Report in View Administration Reports

To generate statements, the Administrator must select a manager within the plan hierarchy and a template.

Generate Statements Parameters

Once the process has completed, you're able to download the file.

Completed Statement Generation

Note that generated files are only available for the time shown on the page.  The system currently sets the availablity to 7 days. 

Steps to Enable

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

Differentiate Between Manager Assignments

We made it easier for managers with multiple assignments who have worksheets for each assignment to differentiate between them. Administrators can now configure up to two properties that are displayed throughout Workforce Compensation, allowing managers to understand which worksheet they are accessing.

Steps to Enable

In Configure Global Settings, the Administrator selects "Yes" in Enable Manager Assignment Differentiators.

Configuration for Manager Assignment Differentiators

Once configured, managers are able to see the respective assignment information in the plan switcher.

Plan Switcher

The landing page:

Landing Page

Budget pages:

Manage Budgets

And worksheet pages:

Worksheet Page

Tips And Considerations

After you configure the global setting, all managers see this information for all plans.

Market Data HSDL

Create market data using the new HCM Spreadsheet Data Loader (HSDL) technology. We've enabled loading compensation surveys using HSDL within the HCM Data Loader (HDL) framework, so now you will be able to load data via our newly created spreadsheet templates. We've also added some exciting new features for loading and mapping locations, as well as additional percentile points from the tenth to the hundredth percentile. You will also see that we have added Market Targets to the Compensation Types page. At this time the enhancements are still informational within Market Data.  

Map Survey Locations to internal locations on a new mapping page. Survey locations can be loaded via HSDL.

Location Mapping

Identify the Market Target by Compensation Type.

Market Targets on Compensation Types

Steps to Enable

HSDL is launched from the same pages.

Example of Create Import Template Button

Filter Positions by Business Unit

We made it easier for you to select a new position for a worker by adding a worker business unit filter on the worksheet. Previously, all available positions appeared.

Steps to Enable

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

Data Security for Reviewing Grade Step Progression Results

The Review Proposed Progressions and Salary Updates page is enhanced to secure the transactions that a person sees when reviewing process results.

Everyone sees the same total transaction count on the search page, which reflects all the assignments that were processed in the batch. In this example, six rows weren't processed and two rows are in error.

Progression Results: 6 Not Processed and 2 Errors

The information on the Updates and Errors pages varies based on each person's data security. In this example, the person has access to all assignments and so sees all six rows set to Not Processed on the Updates page, and both of the rows on the Errors page.

Updates: Person Has Access to All Assignments

Errors: Person Has Access to All Assignments

In the next example, the person has access to only one department and so sees only the assignments that her data security allows. Note that the totals still reflect the entire population, even though the person can see only one row. This count is an indication that additional rows exist, that she doesn't have access to.

Updates: Person Has Access to One Department

Errors: Person Has Access to One Department

Steps to Enable

  • Make the feature accessible by assigning or updating privileges and/or job roles. Details are provided in the Role Information section below.
  • The security will apply to results for both Run Grade Step Progression and Synchronize Grade Step Rate processes.

Role Information

The following table shows the aggregate privilege that supports this feature and the predefined role that inherits the privilege. This privilege is not new with this update, but the data security is newly enabled with this update.

Aggregate Privilege Name and Code

Job Role Name

Approve Proposed Progressions and Salary Updates

ORA_CMP_APPROVE_PROPOSED_PROGRESSIONS_AND_SALARY_UPDATES

Compensation Manager

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

Receive Warning When Changing Currency Conversion Rates

We made it easier for you to remember to run the required refresh process after you make changes to the currency conversion rates in Manage Plans. Now you receive a warning message after you make the changes and save.

Steps to Enable

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

Compensation Redesigned User Experience/Responsive Pages

Increase user satisfaction with the redesigned pages that now have the same look and feel on desktop and mobile devices. These redesigned pages are both responsive and easy to use on any device, with a modern look and conversational language. Clutter-free pages, with clean lines and just the essential fields, can be personalized to suit.

Responsive Salary Pages for Power Users

Power users, such as compensation managers and HR specialists, can now make salary changes using responsive pages. To propose new salary, use the Change Salary quick action. To edit any salary record and delete the latest salary record, use the compensation spotlight page opened with the Compensation Info quick action.

To propose new salary:

  1. On the home page, click My Client Groups.
  2. Click Show More.
  3. Under Compensation, click Change Salary.
  4. Search for a worker and click their name.
  5. On the Change Salary page, enter the relevant details.
  6. Click Submit.

To edit or delete current salary:

  1. On the home page, click My Client Groups.
  2. Click Show More.
  3. Under Compensation, click Compensation Info.
  4. Search for a worker and click their name.
  5. On the Compensation Info page, in the salary section, click Edit.
  6. Either make the relevant changes and click Submit or click Delete.

To edit past salary:

  1. On the home page, click My Client Groups.
  2. Click Show More.
  3. Under Compensation, click Compensation Info.
  4. Search for a worker and click their name.
  5. On the Compensation Info page, in the salary section, click Show Prior Salary.
  6. Click the salary record that you want to edit.
  7. In the Salary Details section, click Edit.
  8. On the Edit Historic Salary page, make the relevant changes.
  9. Click Submit.

Change Salary and Compensation Info Quick Actions in My Client Groups

Search for and Click the Employee

On the Compensation Spotlight Page, You Can Edit or Delete the Current Salary, Change Prior Salaries or Create a New Salary

Use the Responsive Edit Current Salary Page to Change the Current Salary and Submit the Changes

Use the Responsive Edit Current Salary Page to Delete the Current Salary

On the Compensation Spotlight Page, Show Prior Salaries and Click the One You Want to Change

Make Changes to the Prior Salary in the Salary Details Section

Steps to Enable

In order to enable the new salary pages, you must enable the following profile option and have enabled the HCM_RESPONSIVE_PAGES_ENABLED profile option. If you have not enabled the HCM_RESPONSIVE_PAGES_ENABLED profile option, please see following white paper: HCM Responsive User Experience Setup Information (Document 2399671.1).

Field Value
Profile Option Code

CMP_COMPENSATION_RESPONSIVE_ENABLED

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

  1. Search for and click the Manage Administrator Profile Values task.
  2. Search for and select the profile option.
  3. Click to add a new Profile Value.
  4. Select the Level as Site.
  5. Enter a Y in the Profile Value field.
  6. Click Save and Close.

As a one-time action, you need to regenerate grants for all of your power user roles using the Regenerate Grants process. You can find more details on how to regenerate grants in cloud documentation.

Tips And Considerations

Power users can continue to open classic salary pages in the Person Management and Compensation work areas.

Editing and deleting salary records:

  • Only power users can edit any salary record and delete the latest salary record. Line manager aren't considered power users, so they won't see the Edit or Delete buttons on salary records.
  • If a user is both a line manager and a compensation manager for the employee, then the Edit button is visible even when the user opens responsive salary pages from My Team. But, approval process will initialize based on whether they opened the salary record on the My Team or My Client Group tab.

Security:

  • If you created custom compensation manager, HR specialist, or compensation analyst type roles and you enabled responsive pages, then you also need to add the new aggregate privileges to these custom roles so that they can use all relevant functionality.

Approvals:

  • When the user initiates a salary change, or edits or deletes a salary record on the My Client Group tab, the module identifier is initialized as Administer Salary and the approval rules defined for that module are applied. This behavior enables you to set approval rules specific to this module, such as Auto Approve.
  • Using the module identifier, you can continue to identify whether the transaction is initiated from responsive pages on either the My Team or My Client Groups tab.

For information on configuring quick actions, refer to the Configure Quick Actions on Me, My Team, and My Client Groups feature in the What's New for release 18C.

Key Resources

For more information on creating and enabling the profile options, refer to the following document on My Oracle Support:

  • HCM Responsive User Experience Setup Information- (Document ID 2399671.1 )

For more information on personalizing pages, refer to the following:

  • Chapter 3, Page Modification in the Oracle Applications Cloud: Configuring and Extending Applications guide.
  • The Developer Relations Page Composer Oracle YouTube channel.

For more information on comparing classic and responsive features, refer to the following document on My Oracle Support:

  • Comparing Classic and Responsive Features in Oracle Fusion Compensation (Document ID 2504450.1)

Enhanced Employee Compensation Spotlight with Recurring and One-Time Payments

Employees viewing their compensation details can now also easily review recurring and one-time payments, because they are grouped in their own section. This section displays the employee's entries for elements configured to show on the Manage Compensation History page, but not linked to any individual compensation plan. Employees can click a payment name to view the element entry values.

Recurring and One-Time Payments Section

Drill Down Details

Steps to Enable

In order to enable the new compensation pages, you must enable the following profile option and have enabled the HCM_RESPONSIVE_PAGES_ENABLED profile option. If you have not enabled the HCM_RESPONSIVE_PAGES_ENABLED profile option, please see following white paper: HCM Responsive User Experience Setup Information (Document 2399671.1).

Field Value
Profile Option Code

CMP_COMPENSATION_RESPONSIVE_ENABLED

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

  1. Search for and click the Manage Administrator Profile Values task.
  2. Search for and select the profile option.
  3. Click to add a new Profile Value.
  4. Select the Level as Site.
  5. Enter a Y in the Profile Value field.
  6. Click Save and Close.

The Recurring and One-Time Payments section can be made visible or hidden, using HCM Experience Design Studio or Page Composer.

Key Resources

For more information on creating and enabling the profile options, refer to the following document on My Oracle Support:

  • HCM Responsive User Experience Setup Information- (Document ID 2399671.1)

For more information on personalizing pages, refer to the following:

  • Chapter 3, Page Modification in the Oracle Applications Cloud: Configuring and Extending Applications guide.
  • The Developer Relations Page Composer Oracle YouTube channel.

Responsive Compensation Spotlight Pages for Power Users

Power users, such as compensation managers and HR specialists, can now view an employee's compensation information on the responsive compensation spotlight page. To view the details, use the Compensation Info quick action.

Compensation Info Quick Action in My Client Groups

Search for and Click the Employee

Responsive Compensation Spotlight Page Shows Current Salary Info as Well as Additional Compensation, Shares, and Payments

Steps to Enable

In order to enable the new compensation pages, you must enable the following profile option and have enabled the HCM_RESPONSIVE_PAGES_ENABLED profile option. If you have not enabled the HCM_RESPONSIVE_PAGES_ENABLED profile option, please see following white paper: HCM Responsive User Experience Setup Information (Document 2399671.1).

Field Value
Profile Option Code

CMP_COMPENSATION_RESPONSIVE_ENABLED

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

  1. Search for and click the Manage Administrator Profile Values task.
  2. Search for and select the profile option.
  3. Click to add a new Profile Value.
  4. Select the Level as Site.
  5. Enter a Y in the Profile Value field.
  6. Click Save and Close.

Key Resources

For more information on creating and enabling the profile options, refer to the following document on My Oracle Support:

  • HCM Responsive User Experience Setup Information- (Document ID 2399671.1 )

For more information on personalizing pages, refer to the following:

  • Chapter 3, Page Modification in the Oracle Applications Cloud: Configuring and Extending Applications guide.
  • The Developer Relations Page Composer Oracle YouTube channel.

For more information on comparing classic and responsive features, refer to the following document on My Oracle Support:

  • Comparing Classic and Responsive Features in Oracle Fusion Compensation (Document ID 2504450.1)

For information on configuring quick actions, refer to the R18C Configure Quick Actions on Me, My Team, and My Client Groups What’s New feature.

Role Information

The View Compensation Details for Worker aggregate privilege is now granted out-of-the-box to compensation administrators, compensation managers, compensation analysts, and HR specialists. As a one-time action, you need to regenerate grants for all of your power user roles using the Regenerate Grants process. You can find more details on how to regenerate grants in cloud documentation.

Existing Aggregate Privilege Name

Details

View Compensation Details for Worker

Contains all functional and data security privileges required to access the Compensation spotlight page. This privilege is now granted out-of-the-box to compensation administrators, compensation managers, compensation analysts, and HR specialists.

If you have custom roles set up for power users, such as HR specialists and compensation managers, you need to grant the aggregate privilege to those roles when you start using responsive compensation pages.

Responsive Individual Compensation Pages for Power Users

Power users, such as compensation managers and HR specialists, can now use manage individual compensation using responsive pages. Open these pages on the My Client Groups tab using the Manage Compensation and Administer Compensation quick actions.

Administer Compensation and Manage Compensation Quick Actions in My Client Groups

Administer Compensation Page, When Section Where You Specify When the Award Starts. You Can Use It View and Make Changes in the Past Too.

Steps to Enable

In order to enable the new Personal Information pages, you must enable the following profile option and have enabled the HCM_RESPONSIVE_PAGES_ENABLED profile option. If you have not enabled the HCM_RESPONSIVE_PAGES_ENABLED profile option, please see following white paper: HCM Responsive User Experience Setup Information (Document 2399671.1).

Field Value
Profile Option Code

CMP_COMPENSATION_RESPONSIVE_ENABLED

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

  1. Search for and click the Manage Administrator Profile Values task.
  2. Search for and select the profile option.
  3. Click to add a new Profile Value.
  4. Select the Level as Site.
  5. Enter a Y in the Profile Value field.
  6. Click Save and Close.

Tips And Considerations

  • Open classic individual compensation pages in the Person Management or Compensation work areas.
  • Use the responsive Manage Compensation page to manage individual compensation awards with a plan access of All actions or Manage Individual Compensation action.
  • Use the Administer Compensation page to manage individual compensation awards with a plan access of All actions or Administer Individual Compensation action.
  • Enable the When section for either or both of these actions using HCM Experience Design Studio. Enabling this section lets power users set the effective date of the transaction and manage past individual compensation awards.
  • For information on configuring quick actions, refer the R18C Configure Quick Actions on Me, My Team, and My Client Groups feature in the What's New for release 18C.

Individual Compensation Plan Setup and Effect Illustration

  • Scenario 1: Update Not Allowed

Setup: Update Not Allowed

Row Becomes Read-Only

  • Scenario 2: Delete Not Allowed

Setup: Delete Not Allowed

Delete Button Is Not Available

  • Scenario 3: Add Not Allowed

Setup: New Not Allowed

Plan Not Displayed

Scenario 4: Update and Delete Not Allowed

Setup: Update and Delete Not Allowed

Edit Button Is Not Available

Key Resources

For more information on creating and enabling the profile options, refer to the following document on My Oracle Support:

  • HCM Responsive User Experience Setup Information- (Document ID 2399671.1)

For more information on personalizing pages, refer to the following:

  • Chapter 3, Page Modification in the Oracle Applications Cloud: Configuring and Extending Applications guide.
  • The Developer Relations Page Composer Oracle YouTube channel.

For information on comparing classic and responsive features refer to the following document on My Oracle Support:

  • Comparing Classic and Responsive Features in Oracle Fusion Compensation (Document ID 2504450.1)

Spotlight - Enhance Shares Section Includes Estimated Values

Employees can now view shares and estimated values of shares on the enhanced Compensation Spotlight page. The responsive user experience pages display the frequently used fields by default and hide the less frequently used fields. If there are hidden fields your company wants to display, you can personalize the responsive pages.

The Compensation Spotlight page displays shares information from Manage Stock Grants.

Attribute Displayed Note
Total Shares Yes  
Vested Shares Yes  
Unvested Shares Yes  
Granted Yes  
Original Grant Price Yes  
Estimated Stock Price No This field is hidden out-of-the-box.
Estimated Value of Vested Shares No This field is hidden out-of-the-box.
Estimated Value of Unvested Shares No This field is hidden out-of-the-box.
Unvested Value Yes  

Illustration of Shares Out-of-the-Box

Estimated Fields Unhidden

Steps to Enable

In order to enable the new compensation pages, you must enable the following profile option and have enabled the HCM_RESPONSIVE_PAGES_ENABLED profile option. If you have not enabled the HCM_RESPONSIVE_PAGES_ENABLED profile option, please see following white paper: HCM Responsive User Experience Setup Information (Document 2399671.1).

Field Value
Profile Option Code

CMP_COMPENSATION_RESPONSIVE_ENABLED

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

  1. Search for and click the Manage Administrator Profile Values task.
  2. Search for and select the profile option.
  3. Click to add a new Profile Value.
  4. Select the Level as Site.
  5. Enter a Y in the Profile Value field.
  6. Click Save and Close.

Key Resources

For more information on creating and enabling the profile options, refer to the following document on My Oracle Support:

  • HCM Responsive User Experience Setup Information- (Document ID 2399671.1)

For more information on personalizing pages, refer to the following:

  • Chapter 3, Page Modification in the Oracle Applications Cloud: Configuring and Extending Applications guide.
  • The Developer Relations Page Composer Oracle YouTube channel.

Deep Links for Responsive Compensation Pages

You can now use deep links to open responsive pages, such as Change Salary and Manage Compensation, directly from external sites.

Deep Link

Details

HR_PERSON_SPOTLIGHT_CMP

Compensation Info for HR User

MGR_PERSON_SPOTLIGHT_CMP

Compensation Info for Line Manager

PERSON_SPOTLIGHT_CMP

My Compensation

HR_CHANGE_SALARY

Change Salary for HR User

MGR_CHANGE_SALARY

Change Salary for Line Manager

ADMINISTER_COMPENSATION

Administer Compensation

MANAGE_COMPENSATION

Manage Compensation

NFX_MANAGE_MY_PER_CONTRIBUTION

Manage Personal Contributions

Deep Link for Managing Personal Contributions

Steps to Enable

To access deep links:

  1. Open the main menu.
  2. Go to Tools > Deep links.
  3. Copy the URL for a deep link.
  4. Paste the URL into the desired location.

Design Studio Support for Responsive Compensation Pages

You can now use Design Studio to configure responsive pages, such as Change Salary and Manage Compensation.

These are the supported Compensation actions in the Design Studio:

  • Manage Personal Contribution
  • My Compensation
  • Change Salary
  • Compensation Info
  • Manage Individual Compensation
  • Administer Individual Compensation

Manage Compensation Action in the Design Studio

Steps to Enable

To access the HCM Experience Design Studio:

  1. Activate a sandbox.
  2. Navigate to the My Client Groups tab.
  3. Click Show More to open the quick actions.
  4. Select HCM Experience Design Studio in the Employment group.
  5. Under your Settings and Actions, select Edit Pages.
  6. Select Site layer and click OK.
  7. Click Continue.

See the Enhanced HCM Experience Design Studio to Simplify Page Configurations What's New feature in 19A for more information on how to configure pages.

Key Resources

For more information on the Transaction Design Studio, refer to My Oracle Support for the following document:

  • Transaction Design Studio – What It Is and How It Works (Document ID 2504404.1)

Payroll

Global Payroll

Oracle Global Payroll is a high-performance, graphical, rules-based payroll management application. It’s designed to keep pace with the changing needs of your enterprise and workforce in order to reduce setup costs, administration, and processing time. It operates globally and consistently in every country supported by Oracle. It uses a highly scalable processing engine that takes advantage of the features of the Oracle database for parallel processing, resulting in optimal performance. In countries with payroll extensions delivered and supported by Oracle, the application delivers the calculations, tax reporting, and regulatory rules required to accurately process payroll and remain in compliance.

Enhanced Security for SmartNav and Actions Menus on HR and Payroll Person Search

The privileges that secure tasks on SmartNav and Actions Menus on HR and Payroll Person Search have changed. The following tasks are affected:    

  • Adjust Individual Balances
  • Manage Costing for Persons
  • Manage Element Entries 
  • Manage Calculation Cards
  • Manage Payroll Relationships
  • View Process Results
  • Calculate QuickPay
  • View Payment Results

The same privileges now secure the Quick Actions and the SmartNav and Actions Menus on HR and Payroll Person Search tasks.

Steps to Enable

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

Tips And Considerations

NOTE: If you are using the predefined Payroll Administrator and Payroll Manager job roles and are not seeing the tasks within SmartNav, and HR and Payroll Search Actions Menus, regenerate the data roles for these job roles.

Key Resources

For instructions on implementing new features in existing roles, refer to My Oracle Support for the following document: 

  • Upgrade Guide for Oracle HCM Cloud Applications Security (Document ID 2023523.1)

Role Information

The following table shows the aggregate privileges that secure the payroll tasks within SmartNav, and HR and Payroll Search Actions Menus, and the predefined roles that inherit them:

SmartNav Task, HR Search Task, Payroll Search Task

Aggregate Privilege

Job Role

Adjust Individual Balances

Adjust Individual Payroll Balance

ORA_PAY_PAYROLL_PERSON_LEVEL_ADMINISTRATION_DUTY

Payroll Administrator

Payroll Manager

Manage Costing for Persons

Manage Costing for a Person

ORA_PAY_PERSON_COSTING_MANAGEMENT_DUTY

Payroll Administrator

Payroll Manager

Manage Element Entries

Manage Payroll Element Entry

ORA_PAY_ELEMENT_ENTRY_MANAGEMENT_DUTY

Payroll Administrator

Payroll Manager

Manage Calculation Cards

Manage Payroll Calculation Cards

ORA_PAY_PERSONAL_DEDUCTION_MANAGEMENT_DUTY

Payroll Administrator

Payroll Manager

Manage Payroll Relationships

Manage Payroll Relationship

ORA_PAY_PERSONAL_PAYROLL_RELATIONSHIP_MANAGEMENT_DUTY

Payroll Administrator

Payroll Manager

View Process Results

View Person Process Results

ORA_PAY_VIEW_PERSON_PROCESS_RESULTS_DUTY

Payroll Administrator

Payroll Manager

Calculate QuickPay

Calculate QuickPay

ORA_PAY_CALCULATE_QUICKPAY_DUTY

Payroll Administrator

Payroll Manager

View Payment Results

Manage Payroll Payment Results

ORA_PAY_MANAGE_PAYROLL_PAYMENTS_RESULTS_DUTY

Payroll Administrator

Payroll Manager

NOTE: The aggregate privileges that secure these tasks were first delivered in 18C. If you are using the predefined roles, no action is necessary. However, if you are using custom versions of these roles, you must ensure that your custom job roles have the aggregate privileges that secure the tasks that your custom roles need to access within SmartNav, and HR and Payroll Search Actions Menus.

Prorate Elements Entries Based on Compensation Salary Changes

You can track event changes to an employee’s payroll record by enabling the SalaryEO object to capture salary events for retropay and proration purposes. These salary events being captured are then used to calculate retropay and proration:

  • Create/ Insert of salary record
  • Update of salary record
  • End salary record
  • Remove end date from salary record
  • Delete salary records

Steps to Enable

Standard proration element entry configuration.

Key Resources

For more information, see the following topics in Applications Help:

  • Setting Up Element Proration: Procedure
  • Retroactive Pay: How It Is Calculated
  • Creating Conversion Formulas for Proration: Procedure

Cost the Payroll Relationship Level Elements Using Assignment Attributes

You can now create costing eligibility rules for payroll relationship level elements based on the assignment data. This allows you to allocate the cost of payroll relationship elements based on employee information such as Department, Job, Position, and People Group. For example, you can now create costing eligibility rules that will cost payroll relationship elements, such as Federal Income Tax to the Natural Account 60001 for employees in Department A and 60002 for employees in Department B.

In order to use the new costing eligibility functionality, you must first create the regular element eligibility and create the costing information using the costing type of "Distributed". Then, you must select the “Costing Eligibility on Assignment Attributes” node and the “Create Costing by Assignment Attributes” action to enable the assignment attributes, such as Department, Job and Position for Payroll Relationship level elements. You can then create the different cost codes based on these attributes. The offset information that you created using Distributed Costing will be used from regular costing eligibility. The costing eligibility is only for Payroll Relationship Level elements.

In the costing hierarchy, the new costing eligibility is above the regular element eligibility costing and below the Department costing, as depicted here:

Steps to Enable

In order to use the new costing eligibility functionality, you must first create the regular element eligibility and create the costing information using the costing type of "Distributed". Then, you must select the “Costing Eligibility on Assignment Attributes” node and the “Create Costing by Assignment Attributes” action to enable the assignment attributes, such as Department, Job and Position for Payroll Relationship level elements. You can then create the different cost codes based on these attributes. The offset information that you created using Distributed Costing will be used from regular costing eligibility. The costing eligibility is only for Payroll Relationship Level elements.

Hide Person Name in Subledger Accounting

You can now control the display of person name data in the subledger accounting (SLA) by using the process configuration parameter "Hide person details in SLA and drilldown costing results", which are visible to finance users. Set the parameter to "Y" or Null and the person name will not be visible in the SLA. Set the parameter to “N” and the person name will be visible in the SLA, which was the behavior prior to this enhancement. As the default, the parameter is null and the person name is not visible in the SLA.

Payroll Process Configuration Parameter

Steps to Enable

  1. Navigator > Quick Actions
  2. Search for Payroll Process Configuration.
  3. Find the parameter in Default group.

Values Defined by Criteria Value Set Characters

The Values-by-criteria conditions can be defined based on the values contained within a value set. For example, a value set may list the names of all positions defined by the customer. When defining a criteria condition, the customer can select the name of the value set and a corresponding value such as a position name. The character length of the value name of the values-by-criteria has been increased from 100 to 300 characters.

Steps to Enable

You must set up your value sets with the Values-by-criteria conditions and add vales in order to use this feature.

Manage Payroll Relationships Using REST API

You can use the REST API resource to manage information captured on the payroll relationship, assigned payroll and payroll assignment records. For example, you can update the overtime period for employees either at their payroll relationship or assignment level. A time period specified at a lower level (such as at the assignment level) overrides a period specified at a higher level (such as payroll relationship). You can also update element duration dates, such as entering a final close date on the assignment record of a terminated employee.

Manage Payroll Relationships

Use the REST API resource to manage information captured on the payroll relationship record. For example, you can  retrieve the start and end date of the payroll relationship or update the overtime period.

Let's look at this example: An employee is terminated on 1st March 19 and the Payroll Manager wants to check if the application has processed the termination correctly. The Payroll Manager can query the employee’s record to view their payroll relationship details as on 1st March 19.

Manage Payroll Assignments

You can use the REST API resource to manage all payroll assignments for a given payroll relationship.

Let’s consider an example where an employee wants to know their FLSA overtime calculation details. You can submit a GET request on the resource to view the calculation details that includes the employee’s overtime period details.

Manage Assigned Payroll

You can use the REST API resource to manage all payrolls for an assignment for a given payroll relationship, such as assigning the assignment to a weekly payroll.

Manage Element Duration Dates

You can use the GET method on the REST API resource to retrieve, view, and update dates on the assignment, payroll relationship, and assigned payroll records for a specified payroll relationship.

  • Assignment Dates: The element duration dates on the assignment record control when element entries for an employee start or end.

For example, on 13t Feb 2019, Maria Peterson terminates her service with your company. She is on the weekly payroll and so the termination process automatically sets the Last Standard Process Date to the end date of her weekly payroll, which is 15 Feb 2019. However, Maria is still eligible to receive outstanding overtime and commission payments, which can be paid up to 6 months in arrears. To ensure that she is paid these payments, you can set the Final Close date on the assignment record to 31 Dec 2019.

  • Payroll Relationship Dates: The element duration dates at the payroll relationship level control the start and end date of earnings and deductions assigned to the employee's payroll relationship. Examples include tax and social insurance entries.

You can use the GET method on the REST API resource to retrieve and view these date values. You cannot edit the predefined element duration dates at the payroll relationship level. The application populates these dates based on the date information available at the assignment level.

For example, if an employee is terminated on 15-Feb, the Last Standard Earnings Date on their assignment record will be populated with this date. The same date (i.e. 15-Feb) will cascade up to Last Standard Earnings Date at the payroll relationship level.

  • Assigned Payroll Dates: The payroll dates on the assigned payroll record control when the employee will be processed in a specific payroll.

For example, a terminated employee is on a weekly payroll. The Final Close date on their assignment record is set to 31 Dec 2019. As a result, the Final Close date of their weekly payroll should also be set to 31 Dec 2019. This insures the terminated worker is no longer considered for processing in the weekly payroll run after this date.

You can also use the GET method on the REST API resource to retrieve and view payroll transfer dates for an employee.

Example: Varun is on a monthly payroll, but starting 20th Feb, he is transferred to a semi-monthly payroll. The values for his various time definition dates look like this. You can submit a GET request on the REST API resource to view assigned payroll dates with the date value as 19 Feb 2018 for the LSED time definition.

Time Definition Monthly Semi-Monthly

First Standard Earnings Date (FSED)

1 Jan 18

20 Feb 18

Last Standard Earnings Date (LSED)

19 Feb 18

 

Last Standard Process Date (LSPD)

28 Feb 18

 

Final Close (FC)

31 July 18

 

Steps to Enable

Review the REST service definition in the REST API guides to leverage (available from the Oracle Help Center > Human Capital Management > Global Human Resources > REST API). If you are new to Oracle's REST services you may want to begin with the Quick Start section.

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

Role Information

Users require the following aggregate privilege to use the Payroll Relationship REST API. Assign this privilege to your custom roles as appropriate.

Aggregate Privilege Description

Assigned to Predefined Job Role

ORA_PAY_REST_SERVICE_ACCESS_PAYROLL_RELATIONSHIPS_RO

Contains all functional and data security privileges required to manage payroll relationships

ORA_HRC_HUMAN_CAPITAL_MANAGEMENT_INTEGRATION_SPECIALIST_JOB

ORA_PAY_REST_SERVICE_ACCESS_PAYROLL_RELATIONSHIPS_RO

Contains all functional and data security privileges required to view payroll relationships.

ORA_HRC_HUMAN_CAPITAL_MANAGEMENT_INTEGRATION_SPECIALIST_JOB

Personal Payment Method Payroll Relationship Switcher

The new payroll relationship switcher can be used when a user has multiple payroll relationships defined to switch between payroll relationships. For example, you can have the below setup and the user will see two personal payment methods when in context of Payroll Relationship 1 and one personal payment methods when in context of Payroll Relationship 2.

Steps to Enable

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

Payroll for Canada

Payroll for Oracle Human Capital Management for Canada supports country specific features and functions for Canada. It enables users to follow Canada's business practices and comply with its statutory requirements.

CPT30 Election Date Proration

The application prorates the Canada Pension Plan (CPP) annual maximum deduction when the CPT30 Election Date is populated.

The CPP Election Date field is located on the employee’s tax calculation card. This date is used by those who are currently receiving a Canada Pension Plan (CPP) retirement pension and want to stop contributing to the plan.

If an employee is paid after the CPP Election Date on their tax calculation card, the CPP Withheld and CPP Taxable annual maximum limits are prorated based on the number of months in the year they were subject to CPP. If the employee contributed over this limit, the CPP Withheld is refunded and the CPP Taxable amount is adjusted to bring the year-to-date values in line with the prorated limits.

Payments that are subject to CPP and are paid to the employee after the CPP Election Date, are now included in the CPP Excess balance. These payments were previously included in the CPP Exempt balance.

Steps to Enable

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

Key Resources

Refer to the document below on the Canada Information Center for additional information.

Canada Information Center

https://support.oracle.com/rs?type=doc&id=2102586.2

  • Welcome tab > Product Documentation > White Papers > Implementation and Use

Hot Topics Email (To Receive Critical Statutory Legislative Product News)

To receive important Fusion Canada Legislative Product News, you must subscribe to the Hot Topics Email feature available in My Oracle Support.

See My Oracle Support Document ID 2102586.2 (Information Center: Fusion Human Capital Management - Canada) for further details, and access the content at the location below.

  • CA – Welcome tab > Other Documents > How To Use My Oracle Support Hot Topics Email Subscription Feature

Record of Employment Occupation (Block 13) Position

You can now specify whether the Record of Employment (ROE) Occupation (Block 13) reports the employee’s job or position.

Previously, the Occupation field on the ROE was the employee’s job. You can now configure whether the Occupation reports the employee’s job or position. 

Use the Manage Legal Entity HCM Information task to enter the ROE Occupation information.

Configure the value to use at the Payroll Statutory Unit (PSU) level using the new “Record of Employment Occupation” field in the “Record of Employment Occupation” section. The list of values for the field are:

  • Job Name (default)
  • Position Name

If the field is left blank, the Job Name is reported by default.

If the Position Name is selected and no position exists for the employee, the employee’s job name is reported in the Occupation field.

See the image below for a sample of the new field.

Steps to Enable

Use the Manage Legal Entity HCM Information task to enter the ROE Occupation information.

Configure the value to use at the Payroll Statutory Unit (PSU) level using the new “Record of Employment Occupation” field in the “Record of Employment Occupation” section. The list of values for the field are:

  • Job Name (default)
  • Position Name

Key Resources

Refer to the document below on the Canada Information Center for additional information.

Canada Information Center

https://support.oracle.com/rs?type=doc&id=2102586.2

  • Welcome tab > Product Documentation > White Papers > Record of Employment Processing

Hot Topics Email (To Receive Critical Statutory Legislative Product News)

To receive important Fusion Canada Legislative Product News, you must subscribe to the Hot Topics Email feature available in My Oracle Support.

See My Oracle Support Document ID 2102586.2 (Information Center: Fusion Human Capital Management - Canada) for further details, and access the content at the location below.

  • CA – Welcome tab > Other Documents > How To Use My Oracle Support Hot Topics Email Subscription Feature

Payroll for China

Payroll for Oracle Human Capital Management for China supports country specific features and functions for China. It enables users to follow China's business practices and comply with its statutory requirements.

Statutory Deduction Register Report

Run the Statutory Deduction Register Report for China to produce social security deduction, tax deduction, and employer charge information within a Chinese Legislative Data Group. You can run this report from the Checklist work area to view the statutory deduction results for a payroll run. Use this report for payroll verification, validation, and auditing purposes. Before running the reports, ensure that the payroll run is complete in that LDG.

Report Results

You control the results of the report by specifying the scope of the report as given below:

Scope Value Report Results
Summary

Displays total amounts withheld for PSU and TRU between process start and end dates specified.

Note: This report usually produces current amounts and it produces YTD amounts only if you change the default value of the report parameter Latest Process YTD Total Only to Yes.

Detail

Displays payroll information for PSU and TRU for each employee between process start and end dates specified.

Detail Report

Summary Report

Watch a Demo

Steps to Enable

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

Key Resources

Watch China Localization - Enhanced Payroll Support Readiness Training

Enhanced Flat Amount Calculation Rule of the Earnings Element Template

Leverage the enhanced flat amount calculation rule of the earnings element template that incorporates the following in the regular and prorated earnings' calculation:

  • A China-specific rate conversion formula using 21.75 as the average number of pay days per month, and 8 working hours per workday.
  • The formula function to calculate the number of pay days within a pay period based on an employee's assigned work schedule.

Watch a Demo

Steps to Enable

Use the element template to incorporates the regular and prorated earnings' calculations.

Key Resources

Watch China Localization - Enhanced Payroll Support Readiness Training

Formula Function to Calculate Number of Pay Days Within a Pay Period

You can use the delivered GET_NUMBER_OF_PAY_DAYS formula to calculate the number of pay days within a pay period based on an employee's assigned work schedule. The returned number of pay days include scheduled work days and public holidays.

Steps to Enable

Setup the formula function to calculate the number of pay days within a pay period.

Key Resources

Watch China Localization - Enhanced Payroll Support Readiness Training

HSDL Templates to Create Payroll Statutory Unit Level Card, Component and Component Details

You can use these delivered HCM Spreadsheet Data loader (HSDL) templates to create payroll statutory unit level card, component, and component details.

Delivered HSDL Templates

Template Use To

CN Card Component and Details for Social Security Management at Payroll Statutory Unit Level

Create card, social security components, and component details.

CN Card Component and Details for Tax Management at Payroll Statutory Unit Level

Create card, tax component, and component details.

CN Card Component and Details for Social Security Management

Watch a Demo

Steps to Enable

Follow these steps to create card, tax component and component details for social security management at payroll statutory unit level.

  1. Select Data Exchange under the My Clients Groups from the navigator to open the Overview page.
  2. Click the Tasks pane and select Run Spreadsheet Data Loader.

Create Card Component Details

  1. Select CN Card Component and Details for Social Security Management at Payroll Statutory Unit Level template.
  2. Click OK to open the template.
  3. In the Connect dialog box, click Yes.

Create a Data Set

  1. In the Oracle ADF 11g Desktop Integration Add-In for Excel toolbar, click Create Data Set.
  2. In the Invoke Action dialog box, click OK to create a data set.
  3. Fill in the information required to set up a card, social security components, and component details.

  1. Click Save.
  2. In the Upload Options dialog box, click OK.
  3. In the More option, click Upload.
  4. Click Refresh to get the latest status.
  5. Ensure that the Upload Progress status is Success.

Verify the newly created card details

  1. Verify that your card is created and on the Manage Calculation Cards page, click Social Security under Component Groups. Ensure that the social security components and details are created.

CN Card Component and Details for Tax Management

Follow these steps to create card, tax component and component details at payroll statutory unit level.

  1. Select Data Exchange under the My Client Groups from the navigator to open the Overview page.
  2. Click the Tasks pane and select Run Spreadsheet Data Loader.

Create Card Component Details

  1. Select CN Card Components and Details for Tax Management for Payroll Statutory Unit template.
  2. Click OK to open the template.
  3. In the Connect dialog box, click Yes.

Create a Data Set

  1. In the Oracle ADF 11g Desktop Integration Add-In for Excel toolbar, click Create Data Set.
  2. In the Invoke Action dialog box, click OK to create a data set.
  3. Fill in the information required to set up a card, tax component and component details.

  1. Click Save.
  2. In the Upload Options dialog box, click OK.
  3. In the More option, click Upload.
  4. Click Refresh to get the latest status.
  5. Ensure that the Upload Progress status is Success.

Verify the newly created card details

  1. Verify that your card is created and on the Manage Calculation Cards page, click Taxes under Component Groups. Ensure that the tax component and details are created.

Key Resources

Watch China Localization - Enhanced Payroll Support Readiness Training

Payroll for Qatar

Payroll for Oracle Human Capital Management for Qatar supports country specific features and functions for Qatar. It enables users to follow Qatar's business practices and comply with its statutory requirements.

Global Reports Uptake

The following global reports are enabled to meet Qatar-specific requirements:

  • Data Validation Report
  • Gross-to-Net Report
  • Payroll Activity Report
  • Payroll Register Report
  • Deduction Report
  • Statutory Deduction Register
  • Payment Register Report

Data Validation Report: This report insures that all required data have been entered for an employee. Based on the output, you can take the necessary action to fix the appropriate data before running any dependent processes. This report consists of the following:

  • Worker Data Validation Report: This is an ad-hoc report used to list employees for whom some information is missing or inconsistent, which was not known at the time of hire or upon updating information, but is required.
  • Payroll Data Validation Report: This report is used to validate payroll data that may be incomplete, inconsistent or missing.

Gross-to-Net Report: This report provides the results of total payroll by earnings, deductions, and employer charges for a specified period. The report is classified by TRU and has summary and details sections.

Payroll Activity Report: This report shows the processing results for payroll runs, quick pays, reversals, and balance adjustments for a given date range. This is an ad-hoc report which can be run at any time and is not dependent on any other processes such as prepayments. This report can be used for payroll verification, validation, and auditing purposes.

Payroll Register Report: This is a post-archive report acting both as a verification tool and an audit trail. This report has a summary and detail version. While the summary report shows totals for hours, earnings, and deductions by PSU and TRU, the detail report shows complete payroll run details for each employee. The Payroll Register Report retrieves archived payroll results, so this report must be run only after run results have been archived.

Deduction Report: This report tracks payroll deductions processed for a specific period. You can validate the processed deduction amounts. The report tracks employee information within the element classification and produces details on scheduled deductions and arrears processing.

Statutory Deduction Register: This report lists the different deductions that localizations consider as statutory. The report provides the output in a summary format where totals for each TRU are displayed with grand totals for each PSU. It also provides information in a detail format where deductions are listed against each employee categorized by PSU, TRU and element classification.

Payment Register Report: This report verifies and provides an audit trail of payments generated. This is a post-archive report and has a summary and detail version. While the summary report shows total amounts paid by payment category, type, and method, the detail report shows payments for each employee. It includes payments generated by all payment processes, including external payments. You can run this report before or after generating payslips.

Steps to Enable

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

Payroll for the United Arab Emirates

Payroll for Oracle Human Capital Management for the United Arab Emirates supports country specific features and functions for the United Arab Emirates. It enables users to follow the United Arab Emirates business practices and comply with its statutory requirements.

Social Insurance Calculations During Unpaid Leave or Sick Leave

For social insurance calculations, different rules apply when an employee is on unpaid leave or sick leave, based on the authority that regulates social insurance, the type of employer, and the type of leave. Following are the scenarios:

For unpaid leave (ADRPB), social insurance is calculated and paid in full for both the employee and the employer. The employee is responsible for paying the employee contributions and the employer is responsible for paying the employer contributions, but when the employee’s net pay is insufficient for a full deduction of social insurance, the employer is also obliged to pay the missing social insurance contributions on the employee’s behalf. Any social insurance contributions paid by the employer on the employee’s behalf may be regarded as a loan that should be settled by the employee.

For unpaid leave (GPSSA), social insurance is calculated and paid in full for both the employee and the employer. The employee is responsible for paying both the employee and the employer contributions, which can be made in any of the following ways:

  • The employee makes the payments directly to the social insurance authority.
  • The authority agrees to treat the amount as a loan that is settled by adding the installments to the employee contributions when they return to work.
  • The employer agrees to pay the contributions and treat the amount as a loan.

It is the responsibility of the individual employee to agree on how social insurance contributions are to be paid. When an employee is suspended, social insurance contributions are not calculated.

When on sick leave, the employee will only pay social insurance contributions on the actual pay that is subject to social insurance for that period. However, the employer contributions are based on the amount that should be subject to social insurance for that period, before any deductions for sick leave.

Additional elements and balances are available to manage the calculation of social insurance deductions for both employees and employers when an employee is on unpaid leave or sick leave, including any arrears that may occur if an employee is unable to pay the full amount of social insurance when on unpaid leave.

If an employee does not have enough earnings for the full social insurance contributions to be deducted when on unpaid leave, then the following is done as part of the payroll process:

  • The maximum amount of employee social insurance contributions that can be taken, without creating negative net pay, should be deducted from the employee.
  • If the employee is unable to pay the full amount, the employee social insurance absence arrears element entry is to be created in the current pay period and will contain the total social insurance amount that the employee is unable to pay. The purpose of this element is to track the arrears due in a balance so that the employee can either refund this amount to the employer or the social insurance office at a future date, using the employee social insurance absence arrears payment element.

If the social insurance payment is going to be made directly to the social insurance authority, the arrears can be cleared manually so that they will not be processed in the future.

If the social insurance contributions are due to be refunded to the social insurance office by the employee:

  • An element entry for an employee social insurance absence arrears payment element needs to be created. The pay value is the amount that is to be deducted each pay period until the amount due to the social insurance authority has been cleared.
  • There will be no automatic method of creating this element entry.
  • The employee social insurance absence arrears balance will be reduced by the amount deducted each period for the employee social insurance absence arrears payment element.
  • If there is insufficient funds to deduct an arrears payment, no arrears will be deducted.

When the social insurance contributions the employer has paid on behalf of the employee is to be refunded to the employer by the employee:

  • An element entry for an employee social insurance absence arrears refund element needs to be created. The pay value is the amount that is to be deducted each pay period until the amount due to the social insurance authority has been cleared.
  • There will be no automatic method of creating this element entry.
  • The employee social insurance absence arrears balance will be reduced by the amount deducted each period for the employee social insurance absence arrears refund element.
  • If there is insufficient funds to deduct an arrears payment, no arrears will be deducted.

Steps to Enable

Create Balance Feed for Balance Sick Leave Amount:

To enable the appropriate reporting of the amount calculated for sick leave and its impact on social insurance calculations, the result of the sick leave calculation needs to feed the balance Sick Leave Amount.

  • Navigate to the Manage Balance Definitions task in the Payroll Calculations work area.
  • Search for the name Sick Leave Amount in the appropriate LDG.
  • Select the balance Sick Leave Amount.
  • Select Balance Feeds.
  • Search for and select Element Name XX_Entitlement Result from the lookup values, where XX_Entitlement Result is the name of the element created when creating the element for sick leave.
  • Select Input Value as Net Pay.
  • Select Add or Subtract.
  • Select Submit.

Create Balance Feed for Balance Leave Without Pay Amount:

To enable the appropriate reporting of the amount calculated for unpaid leave and its impact on social insurance calculations, the result of the unpaid leave calculation needs to feed the balance Leave Without Pay Amount.

  • Navigate to the Manage Balance Definitions task in the Payroll Calculations work area.
  • Search for the name Leave Without Pay Amount in the appropriate LDG.
  • Select the balance Leave Without Pay Amount.
  • Select Balance Feeds.
  • Search for and select Element Name XX_Entitlement Result from the lookup values, where XX_Entitlement Result is the name of the element created when creating the element for unpaid leave.
  • Select Input Value as Net Pay.
  • Select Add or Subtract.
  • Select Submit.

Payroll for the United Kingdom

Payroll for Oracle Human Capital Management for the United Kingdom supports country specific features and functions for the United Kingdom. It enables users to follow the United Kingdom's business practices and comply with its statutory requirements.

Validate Adjacent Sickness Absence Record Creation

You can validate sickness absence records when the employee enters absence records with adjacent dates.

When you create the absence type for sickness absence, you can set the option to validate UK Absence Information under the Legislative Information section:

Validate UK Sickness Absence Type

An error message is generated to validate and advise extending the existing absence, if the employee attempts to create a new sickness absence record with adjacent dates to an existing sickness absence record.

Error Message for Creating Adjacent Absence Record

Steps to Enable

When you set up absence types for sickness you need to set the option to validate UK Absence Information under the Legislative Information section of the Create Absence Type page.

Payroll for the United States

Payroll for Oracle Human Capital Management for the United States supports country specific features and functions for the United States. It enables users to follow the United States business practices and comply with its statutory requirements.

Washington Paid Family and Medical Leave

We have made it easier for you to include Washington Paid Family and Medical Leave tax deductions in your payroll processing. For employees subject to Washington state unemployment insurance, the payroll process now automatically deducts 0.4 percent of the person’s gross earnings. That money is apportioned to the following taxes:

Tax

Percentage

Family Leave Insurance (FLI)

33 percent

Medical Leave Insurance (MLI)

67 percent

The MLI amount is shared by both employee and employer, with the employee contributing 45 percent of it and the employer contributing 55 percent. You can change these contributions, but their sum must amount to 100 percent.

To change MLI employee and employer contributions:

  1. Start either the Manage Legal Entity Calculation Cards or Manage Legal Reporting Unit Calculation Cards task, depending on the organization level you are changing.
  2. In the Component Groups region, select the Washington state regional node.
  3. In the Calculation Components region, select the State FLI row.  Create the State FLI component if it does not already exist.
  4. Select the Enterable Calculation Values on the Calculation Cards tab.
  5. Click Create.
  6. Add the MLI Employee Percentage and MLI Employer Percentage components, and set the appropriate values.

Adding Washington MLI Calculation Values

The sum of the employee and employer contributions must equal 100 percent.  For example:

MLI Employee and Employer Percentages

  1. Save your work.

Steps to Enable

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

Tips And Considerations

The payroll process automatically imposes this tax on employees subject to Washington State SUI. To opt an organization out of this tax:

  1. Start either the Manage Legal Entity Calculation Cards or Manage Legal Reporting Unit Calculation Cards task, depending on the organization level you are opting out.
  2. In the Component Groups region, select the Washington state regional node.
  3. In the Calculation Components region, select the State FLI row.  Create the State FLI component if it does not already exist.
  4. Select the Enterable Calculation Values on the Calculation Card tab.
  5. Select Exempt from Family Leave Insurance.
  6. In the Value field, enter Y.
  7. Save your work.

To exclude an individual employee from this tax, select Yes for Exempt from Family Leave Insurance in the Withholding Exemption section of the Washington regional tax component on their tax card.

Key Resources

For more information on this feature, refer to My Oracle Support for the following document:

  • Oracle Cloud Human Capital Management for United States: Implementation and Use white paper (Document ID 1676530.1)

Overtime Calculation Support for Flat Sum Bonuses in California

We have improved the accuracy of your premium overtime rate calculations for California employees. When an employee earns a flat sum bonus, you can now use the special overtime calculation method mandated by the state of California. This method is based on the employee’s regular hours only and results in a higher overtime rate than the federal method.

Steps to Enable

To create an overtime element for California bonuses:

  1. Start the Manage Elements task, and click Create.
  2. Select the Supplemental Earnings primary classification.
  3. Select the Bonus secondary classification.
  4. Select the Flat calculation rule.
  5. Select Yes to the overtime rules prompts.

  1. Submit the element definition.
  2. In the Element Summary page, edit the definition in correction mode.
  3. In the Element Information region, select CA in the State field.

  1. In Premium Calculation Method, select Alternate bonus calculation method.

  1. Click Save and Submit

Key Resources

Watch USA Localization Readiness Training

PA Act 32 Data Enhancements for Third-Party Monthly Tax Filing Extract

We have made it easier for you to support combined filers for PA Act 32 local earned income taxes (EIT) with the inclusion of PA Act 32 data in your monthly tax filing extract. The Third-Party Monthly Tax Filing Extract now has a parameter to include PA ACT 32 EIT tax data. When you select it, the monthly file reports the PA EIT data and the resident PSD code.

Include Pennsylvania Data for Combined Filing Field

Steps to Enable

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

Tips And Considerations

  • Confirm with your tax-filing supplier that they support filing to your chosen tax collector.
  • PA Act 32 data is ignored if your third-party supplier does not support combined filing.
  • If you are not currently registered as a combined filer, once you opt to do combined filing, you must start at the beginning of a calendar year.
  • If you elect to include PA Act 32 data, Pennsylvania and Illinois data is included on the same monthly file.
  • For PA Act 32 combined filers, the monthly file is run every month. The Illinois SUI data is ignored in months 3, 6, 9, and 12 by the tax-filing suppliers. Illinois data for these months is processed from the quarterly tax file.
  • Philadelphia jurisdictions are not part of combined filing and therefore not included on the monthly tax file.
  • Pennsylvania Local Service Taxes are not part of combined filing and therefore not included on the monthly tax file. 
  • Historical PA Act 32 EIT data for prior months is not included on the monthly file if there is no activity for that jurisdiction in the current month for an employee.

Key Resources

Oracle Cloud Human Capital Management for the United States: Third-Party Tax Filing Interface (Doc ID 1594079.1)

Watch USA Localization Readiness Training

HR Optimization

Workforce Rewards Transactional Business Intelligence

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.

Compensation

Salary Details Subject Area - Effective Dated Reporting

You will find it quicker to report on salary with the capability to allow dynamic resetting of the as-of date. In earlier releases, the Compensation - Salary Details Real Time subject area was not rendering data based on the effective date setting in the queries. The subject area has been modified to honor the effective dated data retrieval from the subject area.

By default, this subject area always renders the latest salary record of the worker, less than or equal to today. If the effective date is set as of a previous period then the salary record which is less than or equal to that effective date is rendered in the reports.

Steps to Enable

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

New Percentage Columns - Workforce Compensation Subject Area

We have made it easier for you to report on Workforce Compensation Budget with the addition of Percentage columns related to worker compensation budget. These percentage columns correspond to the already existing metrics in the subject area. The following columns have been added to Compensation - Workforce Compensation Budget Real Time. These new columns are added under both Workforce Budget and Workforce Budget for Top Manager folders.

  • Unpublished Distribution Budget Percent
  • Unpublished Worksheet Budget Percent
  • Published Distribution Budget Percent
  • Published Worksheet Budget Percent

Steps to Enable

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

Workforce Compensation - Alerts

We have made it easier to report on Workforce Compensation with the addition of alerts. New folders are added to the Compensation - Workforce Compensation Real Time subject area to include details related to reporting on alerts. 

  • Compensation Alerts
  • Compensation Alerts for Worksheet Manager (This is a sub folder under Compensation Worksheet Manager.)

This enhancement allows BI users to get insight into alerts generated from the Fusion Compensation Workbench and allows you to build ad hoc reports using the alerts information. For example: Bonus exceeds 20% or Salary increase is more than 10%.

For the reports to render data, you need to add a metric from each of the fact folders ‘Compensation components and rewards’ and ‘Alerts’, and also select the check box ‘Enable Dimensionality’ in the Advance tab.

TIP: If you do not want to display a metric in the analysis, you can hide it using the Hide property of the column.

Steps to Enable

You need to add a metric from each of the fact folders ‘Compensation components and rewards’ and ‘Alerts’. Also you will need to check the check box ‘Enable Dimensionality’ in the advance tab for the reports to render the data. If you do not want to display the metric in the analysis, you can hide them using the hide property of the column.

Payroll

Performance Improvements - Payroll Balances Real Time

You will find it quicker to report on the Payroll Balance Real Time subject area with the enhanced query performance. Changes were made to the underlying view objects with no changes to the subject area presentation layer.

Steps to Enable

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