Cloud Readiness / Oracle Workforce Rewards Cloud
What's New
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  1. JULY MAINTENANCE PACK FOR 21B
  1. Revision History
  2. Overview
  3. Feature Summary
  4. Workforce Rewards
  5. Payroll
    1. Global Payroll
        1. Effective Date for Payment Corrective Actions
    2. Payroll for the United Kingdom
        1. England School Workforce Census
  1. JUNE MAINTENANCE PACK FOR 21B
  1. Revision History
  2. Overview
  3. Feature Summary
  4. Workforce Rewards
  5. Payroll
    1. Payroll for the United States
        1. Anytime Pay Navigation and Personal Payment Method Options Enhancements
  1. Update 21B
  1. Revision History
  2. Overview
  3. Feature Summary
  4. Workforce Rewards
  5. Benefits
    1. Benefits
        1. Enable Plan Comparison
        2. Use the Benefits Batch Process Diagnostic Test
        3. Use the Person Benefits Eligibility Test Diagnostic Report
  6. Compensation and Total Compensation Statement
    1. Compensation
      1. Individual Compensation
        1. Client List of Values for Plan and Option in Individual Compensation Introduction
        2. Visibility of Plan Info Introduction
        3. Prevent New Individual Compensation Submission when Previous Submissions are Pending Approval
      2. Salary
        1. Future Salary Updates Move During Legal Employer Change Introduction
        2. Compensation Zone Type, Zone Identification for a Past or Future Date Introduction
        3. Standard Salary Components User Entities Introduction
      3. Workforce Compensation
        1. Use Population Filters to Submit Workforce Compensation Cycle Notifications
        2. View Note Count In Approvals Task
        3. Preview Worksheet Task Configuration
        4. Hide The Print Icon In the Communications Task Type
        5. Enhanced Communications Task
        6. Configure Budget Pool Overview
        7. Switch Budget Summary Views
        8. Preview Alternate Approver Configuration
        9. Improved Alternate Approver Configuration
        10. Review Apply Model Batch Processing Information
        11. Configure Performance Rating Display Order
        12. Process Compensation Change Statements By Individual Person
      4. Grade Step Progression
        1. New Columns Added to Grade Step Progression Results Page and Transaction Report
        2. Support for Standard Components in Grade Step Progression Batch Processes
      5. Total Compensation Statement
        1. Total Compensation Statement - New Source Type of Salary Standard Components
        2. Total Compensation Statement - Item Tester Enhancements
        3. Total Compensation Statement - Incompatible Graph Items
  7. Payroll
    1. Global Payroll
        1. Submit Related Flows
        2. Changes to Payment Statuses
        3. Balance Adjustments Costing for a Distributed Element
        4. Costing When the Sum of the Retroactive Distribution Group Entries Is Zero
        5. Consolidation Group Parameter on Gross to Net Summary Report
    2. Payroll for Canada
        1. Global Transfer Uptake: Involuntary Deduction Calculation Cards
        2. Global Transfer Uptake: Balance Adjustments to Support RRSP and Annual Tax Limits
        3. Attribute Visibility Changes
        4. Direct Deposit Verification Report
        5. Vacation Liability Balance on Global Reports
    3. Payroll for China
        1. Legislative Tax Update Effective from January 1, 2021
        2. Updated Regular Tax Formula to Accurately Calculate the Special Tax Reduction by Rate in All Cases
    4. Payroll for Mexico
        1. Involuntary Deduction Card
        2. Annual ISR (Federal Income) Employee Income Tax Adjustment
        3. ISR (Federal Income) Tax Calculation Overrides
        4. Base Pay Rate Hierarchy for Nonperiodic and Severance ISR (Federal Income) Tax Calculations
    5. Payroll for Qatar
        1. Omani Citizens Working in GCC Social Insurance Updates 2020
        2. Wage Protection System Update to Report Employees with Zero Payments
    6. Payroll for Saudi Arabia
        1. Omani Citizens Working in GCC Social Insurance Updates 2020
        2. Saudi Gratuity Calculation - Unpaid Leave
    7. Payroll for the United Arab Emirates
        1. Omani Citizens Working in GCC Social Insurance Updates 2020
        2. Social Insurance or Pension Fund Customization
        3. Occupation Lookup
    8. Payroll for the United Kingdom
        1. Display Person Number on Statutory Reports
        2. Protected Characteristics - Legislative fields
    9. Payroll for the United States
        1. Attribute Visibility Changes
        2. Global Transfer Enhancement for Predefined Deferred Compensation Balances
  8. HR Optimizations
    1. Workforce Rewards Transactional Business Intelligence
      1. Benefits
        1. Documents Added During Benefits Enrollment
        2. Document Uploads in Benefits Setup
      2. Compensation
        1. New Subject Area - Individual Compensation Real Time
      3. Payroll
      4. Global Payroll Replaced or Removed Features
        1. Payroll Dashboards in OTBI Catalog
  9. IMPORTANT Actions and Considerations

July Maintenance Pack for 21B

Revision History

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

Date Product Feature Notes
25 JUN 2021     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 (21A, 21B, 21C, and 21D)
  • 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 in Release Readiness under Human Capital Management or via the Oracle Help Center under Cloud Applications > Human Capital Management.

GIVE US FEEDBACK

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

Feature Summary

Column Definitions:

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

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

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

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

Ready for Use by End Users
(Feature Delivered Enabled)

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

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

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

Feature

Report

UI or
Process-Based:
Small Scale

UI or
Process-Based:
Larger Scale*

Workforce Rewards

Payroll

Global Payroll

Effective Date for Payment Corrective Actions

Payroll for the United Kingdom

England School Workforce Census

Workforce Rewards

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.

Effective Date for Payment Corrective Actions

You can now enter an effective date for void and cancel payment corrective actions. This field is still defaulted to the day you are taking action, or today's date, but now it is available to update when needed.

When you choose to void or cancel a payment from the employee’s process results page, the pop-up now has an Effective Date and a Reason field.

Steps to Enable

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

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.

England School Workforce Census

Here are the supported modules for the England School Workforce Census:

  • School Workforce
    • Staff Details
    • Contracts or Service Agreements
    • Absences
    • Qualifications
  • School
    • Staff Information
  • Local Authority
    • Headcount Information

The Curriculum and Vacancies modules are not supported.

Before You Start

  • You must have set up your enterprise structure as described for Teachers' Pensions Scheme. This includes recording Local Authority Numbers and Establishment Numbers.

Ensure that you are using either of these contracts based models:

  • Multiple Contracts with Single Assignment
  • Single Assignment with Contract

You can record additional information that is reported in the census at these levels:

  • Organization - payroll statutory unit and reporting establishment
  • Contract
  • Person
  • Assignment
  • Grade
  • Absence

You can configure payment-related information, including:

  • Mapping salary actions (or actions and reasons) in Extended Lookups to report pay review dates.
  • Feeding predefined balances to report additional payments and safeguarded salary amounts. A new census year balance dimension supports this.

You can validate your setup using the School Workforce Census Diagnostics report to identify any configuration issues prior to generating the census. To do this, go to Settings and Actions > Troubleshooting > Run Diagnostic Tests.

Generate your census XML files using the Generate England School Workforce Census flow from the Payroll area. You can submit the flow for one, all, or a range of reporting establishments within a selected local authority.

NOTE: At the reporting establishment level, identify any establishments that you want to exclude from the census.

The flow also generates validation and school summary reports using the data in your XML files. Review and fix any errors (and queries, where necessary), then regenerate the census. You can repeat this cycle as often as you need to throughout the census year and prior to final submission.

NOTE: The upload of census XML files to the COLLECT portal is a manual process and it must be externally managed.

The submission of the annual England School Workforce Census to the Department for Education is a statutory requirement for schools and local authorities.

Steps to Enable

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

Key Resources

For more information see:

  • Oracle Cloud HCM (UK): School Workforce Census England (Document ID 2738829.1)
  • Public Sector Pensions: Teachers’ Pension Scheme (Document ID 2687236.1)
  • 19B Human Resources What's New for the Enhanced Worker Contract Management feature

June Maintenance Pack for 21B

Revision History

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

Date Product Feature Notes
25 MAY 2021     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 (21A, 21B, 21C, and 21D)
  • 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 in Release Readiness under Human Capital Management or via the Oracle Help Center under Cloud Applications > Human Capital Management.

GIVE US FEEDBACK

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

Feature Summary

Column Definitions:

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

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

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

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

Ready for Use by End Users
(Feature Delivered Enabled)

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

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

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

Feature

Report

UI or
Process-Based:
Small Scale

UI or
Process-Based:
Larger Scale*

Workforce Rewards

Payroll

Payroll for the United States

Anytime Pay Navigation and Personal Payment Method Options Enhancements

Workforce Rewards

Payroll

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.

Anytime Pay Navigation and Personal Payment Method Options Enhancements

You can now easily access Anytime Pay in Pay area from the Me tab by selecting the Pay Advance quick action. And, when you have multiple Personal Payment Methods (PPMs) set up to split payments of your regular pay, add a ppm exception for the new payroll type On-demand Separate to direct deposit your advance payment into a single account.

Anytime Pay verifies you have a valid bank account and a direct deposit personal payment method type set up before you can proceed. And, because Anytime Pay is designed for a one-time payment into a single account, if you have multiple PPMs you must have a PPM exception for payroll type On-demand Separate before you can continue your request.

Easy access to Anytime Pay and new a ppm exception for the pay advance to be paid as a single payment into a single bank account.

Steps to Enable

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

Tips And Considerations

Use the Transaction Design Studio (TDS) to make the Exceptions section visible on the Personal Payment Method and Payment Method pages.

Key Resources

For information on making the Exceptions section visible on the Personal Payment Method and Payment Method Pages, refer to Use Transaction Design Studio to Configure Field Displays these guides located in the Oracle Help Center.

  • Implementing Payroll
  • Administering Global Payroll

Update 21B

Revision History

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

Date Product Feature Notes
27 AUG 2021 Benefits Enable Plan Comparison

Updated document. Revised feature information.

25 Jun 2021

Compensation/ Workforce Compensation

Configure Performance Rating Display Order

Updated document. Revised feature information.

25 MAY 2021 Benefits Enable Plan Comparison

Updated document. Revised feature information.

25 MAY 2021 Global Payroll Costing When the Sum of the Retroactive Distribution Group Entries Is Zero

Updated document. Revised feature information.

25 MAY Payroll for the United Kingdom Protected Characteristics - Legislative fields

Updated document. Revised feature information.

30 APR 2021 Benefits Enable Plan Comparison

Updated document. Revised feature information.

30 APR 2021

Compensation/Individual Compensation Client List of Values for Plan and Option in Individual Compensation Introduction

Updated document. Revised feature information.

30 APR 2021

Compensation/Salary Future Salary Updates Move During Legal Employer Change Introduction

Updated document. Revised feature information.

30 APR 2021

Global Payroll Submit Related Flows

Updated document. Revised feature information.

30 APR 2021

Payroll for the United Kingdom Protected Characteristics - Legislative fields

Updated document. Revised feature information.

30 APR 2021

OTBI/ Compensation New Subject Area - Individual Compensation Real Time

Updated document. Revised feature information.

26 MAR 2021 Compensation/ Workforce Compensation Use Population Filters to Submit Workforce Compensation Cycle Notifications

Updated document. Feature delivered in update 21B.

26 MAR 2021

Global Payroll Balance Adjustments Costing for a Distributed Element

Updated document. Revised feature information.

26 MAR 2021

Global Payroll Costing When the Sum of the Retroactive Distribution Group Entries Is Zero

Updated document. Revised feature information.

26 MAR 2021

Global Payroll

Records Counts

This feature was not delivered, so it has been removed from update 21B.

26 MAR 2021

Payroll for the United States Global Transfer Enhancement for Predefined Deferred Compensation Balances

Updated document. Feature delivered in update 21B.

05 MAR 2021     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 (21A, 21B, 21C, and 21D)
  • 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 in Release Readiness under Human Capital Management or via the Oracle Help Center under Cloud Applications > Human Capital Management.

GIVE US FEEDBACK

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

Feature Summary

Column Definitions:

Features Delivered Enabled

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

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

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

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

Ready for Use by End Users
(Features 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.

Action is Needed BEFORE Use by End Users
(Features 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*

Workforce Rewards

Benefits

Benefits

Enable Plan Comparison

Use the Benefits Batch Process Diagnostic Test

Use the Person Benefits Eligibility Test Diagnostic Report

Compensation and Total Compensation Statement

Compensation

Individual Compensation

Client List of Values for Plan and Option in Individual Compensation Introduction

Visibility of Plan Info Introduction

Prevent New Individual Compensation Submission when Previous Submissions are Pending Approval

Salary

Future Salary Updates Move During Legal Employer Change Introduction

Compensation Zone Type, Zone Identification for a Past or Future Date Introduction

Standard Salary Components User Entities Introduction

Workforce Compensation

Use Population Filters to Submit Workforce Compensation Cycle Notifications

View Note Count In Approvals Task

Preview Worksheet Task Configuration

Hide The Print Icon In the Communications Task Type

Enhanced Communications Task

Configure Budget Pool Overview

Switch Budget Summary Views

Preview Alternate Approver Configuration

Improved Alternate Approver Configuration

Review Apply Model Batch Processing Information

Configure Performance Rating Display Order

Process Compensation Change Statements By Individual Person

Grade Step Progression

New Columns Added to Grade Step Progression Results Page and Transaction Report

Support for Standard Components in Grade Step Progression Batch Processes

Total Compensation Statement

Total Compensation Statement - New Source Type of Salary Standard Components

Total Compensation Statement - Item Tester Enhancements

Total Compensation Statement - Incompatible Graph Items

Payroll

Global Payroll

Submit Related Flows

Changes to Payment Statuses

Balance Adjustments Costing for a Distributed Element

Costing When the Sum of the Retroactive Distribution Group Entries Is Zero

Consolidation Group Parameter on Gross to Net Summary Report

Payroll for Canada

Global Transfer Uptake: Involuntary Deduction Calculation Cards

Global Transfer Uptake: Balance Adjustments to Support RRSP and Annual Tax Limits

Attribute Visibility Changes

Direct Deposit Verification Report

Vacation Liability Balance on Global Reports

Payroll for China

Legislative Tax Update Effective from January 1, 2021

Updated Regular Tax Formula to Accurately Calculate the Special Tax Reduction by Rate in All Cases

Payroll for Mexico

Involuntary Deduction Card

Annual ISR (Federal Income) Employee Income Tax Adjustment

ISR (Federal Income) Tax Calculation Overrides

Base Pay Rate Hierarchy for Nonperiodic and Severance ISR (Federal Income) Tax Calculations

Payroll for Qatar

Omani Citizens Working in GCC Social Insurance Updates 2020

Wage Protection System Update to Report Employees with Zero Payments

Payroll for Saudi Arabia

Omani Citizens Working in GCC Social Insurance Updates 2020

Saudi Gratuity Calculation - Unpaid Leave

Payroll for the United Arab Emirates

Omani Citizens Working in GCC Social Insurance Updates 2020

Social Insurance or Pension Fund Customization

Occupation Lookup

Payroll for the United Kingdom

Display Person Number on Statutory Reports

Protected Characteristics - Legislative fields

Payroll for the United States

Attribute Visibility Changes

Global Transfer Enhancement for Predefined Deferred Compensation Balances

HR Optimizations

Workforce Rewards Transactional Business Intelligence

Benefits

Documents Added During Benefits Enrollment

Document Uploads in Benefits Setup

Compensation

New Subject Area - Individual Compensation Real Time

Payroll

Global Payroll Replaced or Removed Features

Payroll Dashboards in OTBI Catalog

>>Click for IMPORTANT Actions and Considerations

Workforce Rewards

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.

Enable Plan Comparison

Participants can now compare their plans for health, vision, and dental to decide on the best plan before they enroll. They can compare different features that each plan offers. For example, they can compare the cost of the plans and options, how they work, and the coinsurance.

Participants can view and launch plan comparison from the self-service landing page or from quick actions. The number of tiles or quick actions that are available will depend on how many different types of plans you offer for comparison. You need to enable tiles and quick actions for each benefit type that you want to provide for comparison. For example, if you have plans for medical, dental, and vision, you need to enable 3 tiles.

Self Service Page to Launch Plan Comparison

After the participants launch plan comparison, they can select and deselect the plans to compare. When the participants enter the page first, all the 3 columns appear blank. Up to 3 plans can be compared at a time.

Comparison of 3 Plans

Here’s an example of 2 medical plans to compare, Benefits Medical Plan and Med Care. You can see a summary of the plan highlights, if you have identified them during setup.  In our example, the highlights are Accident Insurance, Prescribed Medicine, Senior Citizen Coverage, and Medical Examination. A simple tick or a cross mark indicates whether that highlighted feature is offered by that plan or not. You can also see the estimated cost of the plans and the cost by option.

Example of Comparing 2 Medical Plans

Based on your setup, participants can expand the various sections to see more detail as per their requirement. In the following example, the Cost Overview section is expanded so that the participants can see the coinsurance, annual deductions, and the annual out of pocket maximum. Also, the features that differ from the first plan you are comparing are highlighted in a different color, so you can see the differences easily.

Cost Overview Section

PLAN COMPARISON COMPONENTS—HOW THEY WORK TOGETHER

To enable your participants to view and launch plan comparison from self-service landing page, you need to do the following:

  • Set up plan comparison values.
  • Set up templates.
  • Add plans to the templates.
  • Get the template ID from the Benefits Plan Compare Diagnostic test report and enable tiles and quick actions.

Here’s an overview of the components and the sequence in which you set it up:

Overview Diagram

Here’s an example that shows how the different components of plan comparison appear for your participants:

Illustration of Plan Comparison Components.

Implementation Considerations

Consider these points before you implement this feature:

Aspect Implementation Advice 

How many different plans of the same type do you have that you want participants to compare?

We recommend that you use the plan comparison feature when you have 2 or more plans of the same type to compare.

Does your organization offer plans in more than one country?

If your organization offers plans in different countries, you’ll need to create templates and plans all of those countries.

Do you want to use eligibility?

When participants compare plans outside the open enrollment period, regular eligibility checks won't apply. Remember, participants will anyway see plans that apply only for the country that's set for the template. So you don't need an eligibility profile that checks for country. 

But depending on your requirements, you can still set up a basic eligibility profile for plan comparison, especially if you're offering a lot of plans to compare. For example, you might want your participants to see only those plans that apply for a specific region or state, such as California.

What features do the plans offer?

Look at your plans and identify the features that they offer. For example, a medical plan may have coinsurance, annual deductible, and prescription drugs as the features. If you identify these features in advance, it will be easy for you to set up the plan comparison.

Do you want to group the features?

Consider if the features should appear as a long list in the comparison or if they should be grouped together. If you group features, participants can expand or hide those groups based on their significance.

If you set up groups and you have some features left that don’t fit into any of the groups, you need to create a generic group to include those features. You can’t have a mixture of grouped and ungrouped features.

Do you want to showcase any of the features to your participants?

You need to identify any highlights of your plans that you want to showcase to your participants. For example, free preventative care or prescription coverage included. You need to enter these in the Highlights section of the setup page. When your participants compare plans, these highlights appear at the top of the comparison.

What's the time period of your estimated cost? For example, do you want to display monthly costs or annual costs

We deliver an extensible lookup named Estimated Cost Period (ORA_HRC_COMP_HD_TYPE) with these values:

  • Estimated Annual Cost
  • Estimated Monthly Cost
  • Estimated Weekly Cost

You need to extend the lookup before you start to set up your plans if you want to use a different estimated cost.

Do your features have common elements that you need to define?

If you have common elements for your features, you need to group those under a category. 

For example, in the US these might be network and non-network. You can set them up once so that they are included in all your features.

Do you know the options offered for each feature?

Think about the options offered for each feature. You need to identify the options along with the cost. For example, you may have Employee Only option and Employee Plus Family option for your medical plans. You can set them up once so that they are included in all your features.

These options are not associated with the ones that you create in the Plan Configuration work area. These options are meant only for plan comparison.

Are there any footnotes that you need to add to a particular plan or feature?

You may plan for meaningful footnotes for your plan or feature. It gives a short description of the plan or feature to the participants when they compare plans.

Do you want your participants to search for plans to compare by ‘startsWith’ criteria?

When you select plans for comparison, the default search uses the ‘contains’ criteria. 

If you want the search to use the ‘startsWith’ criteria, turn on the profile option Benefits Plan Comparison List of Values Start with Search Enabled.

Watch a Demo.

Participants can now quickly and easily compare their health-related plans. It enables them to see the features side-by-side. This information helps them make informed decisions on their enrollment selections for the current and upcoming plan years.

Steps to Enable

At a high level, here's what you need to do set up plan comparison:

  1. Set up plan comparison values.
  2. Set up templates.
  3. Add plans to the templates.
  4. Get the template ID from the Benefits Plan Compare Diagnostic test report and enable tiles and quick actions.

SET UP PLAN COMPARISON VALUES

You define the plan comparison values such as template types, categories, plan options, and feature values. You use these values when you create your plan comparison templates. You can reuse these values across various comparison templates and plans so that the participants see a consistent set of values during the comparison. Subsequently, any changes you make to the values apply to the related templates and plans automatically.

Here’s how the values appear on the Plan Comparison Values page:

Values on the Plan Comparison Values Page

Values on the Plan Comparison Values Page

Use the Configure Plan Comparison Values task from the Setup and Maintenance work area or from My Client Groups to define plan comparison values. You need to set these values up only once so that you can simply select and include them in all your features. And you can just exclude them from specific features where they are not needed. Some of these values are optional. For example, you need to create categories only if you want to include them in your plans. See the earlier figure to find out how these components appear on the plan comparison page.

All plan comparison values that you create here are country specific. This lets you easily configure your comparison plans with accurate country-specific features so that participants see data that's applicable only for their country. Even if your organization offers plans only in one country, you need to define country-specific values and templates.

Here’s where you create the template type:

Section Where You Create Template Type

Here’s where you create the categories:

Section Where You Create Categories

Here’s where you create the options:

Section Where You Create Options

Here’s where you create the feature values:

Section Where You Create Feature Values

You need to set up these values:

Plan Comparison Value

Details

Template Type

Your organization may offer different types of plans, for example, medical, dental, and vision. For each of these plan types, you create country-specific template types.

For example, to compare 3 plan types offered in the US, you can create the following template types:

  • US Medical Template
  • US Dental Template
  • US Vision Template

Template Type Group Name

You create template type groups to group related template types together.  Your organization may offer plans in one or more than one country. You create template type group for each country.

Here are some examples:

  • United States Medical Template 2020-21
  • Canada Medical Template 2020-21

Categories (Optional)

A category allows you to further classify a feature, if required, so participants understand the differences. For example, the feature "General Physician Office Visit" might have two categories:

  • Network
  • Non-Network

Category Group Name (Optional, if you don’t have a category)

When you set up a plan comparison template, you select the category group to include its categories in that template. Here are some examples:

  • US Network
  • US Non Network
  • Canada Network
  • Canada Non Network

Options

Options are electable choices that are common across all plans for comparison. The options that you create here are not associated with the ones that you create in the Plan Configuration work area. Plan comparison requires the options to be common across all plans that you select for comparison. So, the options you create here are meant only for plan comparison.

You typically define options if you've designed your plan to offer different rates for different options, and you want to display those during plan comparison. Participants can see the estimated cost of the options by clicking on the Information icon that's next to the Estimated Cost value. You also define options if some features that you're offering vary by option. For example, you offer an Annual Deductible feature where you want to provide display Network and Non-Network rates for each option, such as Employee Only.

Here are more examples:

  • Employee Only
  • Employee Plus Spouse
  • Employee Plus Family
  • 1 x Compensation
  • 2 x Compensation

Option Group Name

When you set up a plan comparison template, you select the option group to include its options in that template. Here are some examples:

  • US Options
  • Canada Options

Feature Values

During plan comparison, you compare different features that each plan offers. For example, if the feature name is Prescription Drugs, it can have values such as Covered and Not Covered.

Here are more examples:

  • Partial
  • 100%
  • Not Applicable
  • Co-Pay

Feature Value Group Name

When you set up a plan comparison template, you select the feature group to include its features in that template. Here some the examples:

US Feature Values

Canada Feature Values

If needed, you can make changes to the values, such as changing the template types, adding or removing new categories and options. You can now proceed to set up your templates.

SET UP PLAN COMPARISON TEMPLATES

You create a template to compare similar plans, such as your medical plans. In the template, you define and organize a basic comparison structure that participants see when they compare plans. You can showcase the plan highlights, decide their sequence, add and group features, and provide footnotes.

Here’s how the plan templates appear on the Configure Benefit Plans for Comparison page:

Configure Benefit Plans for Comparison Page

Use the Configure Benefit Plans for Comparison task from the Setup and Maintenance work area or from My Client Groups to define the plan comparison template.

Here’s where you create the template values:

Section Where You Create Template Values

Here’s where you create the highlights:

Section Where You Create Highlights

Here’s where you create the feature groups:

Section Where You Create Feature Groups

Here’s where you create the features:

Section Where You Create Features

Here’s where you create the footnotes:

Section Where You Create Footnotes

You need to set up these values:

Value Details

Country

Select the country for which you want to create the template.

Template Type

Based on the country that you have selected, select the template type that you previously created, for example, US Medical Template type.

Estimated Cost Period

This is the frequency of how you want the estimated cost to display for the participants in plan comparison. For example, if you want your participants to see a monthly representation of the estimated cost, select Estimated Monthly Cost from the drop-down list.

If you want to see a new estimated cost in the drop-down list, add it to the extensible lookup.

Description

Enter a description for your template.

Template  Name

Give your template a meaningful name, such as US Medical 2021 – 2026. A meaningful name and description that includes the dates will help you identify the template later if you create several templates over the years.

Start and End Dates

Enter Start and End Dates to define the period for which the template is valid.

Because the templates won't change that often, we suggest that you create templates that span a number of years, say five years. If there are no significant changes to the templates and you want to continue using them, you can extend the end date of the template.

Use groups to organize features

Select this check box if you want to group features for your participants.

Use plan options

Select this check box if you want to include options when you define plans and enter an amount for each option.

Use categories and Use features.

Select this check box, if you want to include categories and features in plans within a template.

Highlight

Create plan highlights, if you have a plan feature that you want to showcase, such as Preventive Health Care. Participants see these highlights first during the comparison.

Click the Add button to add more highlights. You can add up to five highlights for a plan. You can reorder the highlights using the Move Up and Move Down arrows. The highlights appear in the same sequence during plan comparison.

Feature Groups

Enter a name and description for the feature group, if you want to group the features for your participants. All features must be included under a group. Ensure that you have selected the Use groups to organize features check box in the Enter Basic Details tab to create the feature group.

Participants see the description during plan comparison. Enter a meaningful text, for example, Medical exams to evaluate overall wellness.

You can reorder the feature groups using the Move Up and Move Down arrows. The feature groups appear in the same sequence during plan comparison.

Feature Title, Description

Create the features that your plans offer. The features depend on factors like the type of plans being offered and the country. For example, the typical features for US Medical plans under the grouping Prescription Drugs – Retail are:

  • Coinsurance
  • Calendar Year Deductible
  • Deductible Type
  • Calendar Year Out-of-Pocket

The description that you enter appears when participants click Help during the comparison.

You can reorder the features using the Move Up and Move Down arrows. The features appear in the same sequence during plan comparison.  Also, you can hide a feature if you don’t want to display it during the comparison.

Options

Select the Options check box if you want to display the options at the feature level. For example, if you enter the feature Annual Deductible and select Options, you can enter the values for those options when you create the plans within this template. Here’s how you see options at the feature level:

Options at the Feature Level

Also, the participants can see the estimated costs for each of the options, such as Employee Only, Employee Plus One, when they compare their plans. You need to enable this at the feature level when you set up the plans for comparison. Here’s how you see estimated costs for each of the options:

Estimated Costs for Each of the Option

Ensure that you have selected the Use plan options check box in the Enter Basic Details tab to display the options at the feature level.

Categories

Select the Categories check box if you want to display the categories at the feature level. For example, if you create a feature for Calendar Year Deductible, and select Category, you can enter the values for those categories, such as Network and Non Network, when you create the plans within this template.

Ensure that you have selected the Use categories check box in the Enter Basic Details tab to display the categories at the feature level.

You can define some features with options and the others with categories. Though this is valid, the definition of the individual feature needs to be the same across your plans for you to compare the plans. For example, the feature Calendar Year Deductible could have the following options:

  • Employee and Family Not Covered
  • Employee and Spouse Not Covered
  • Employee Only Covered

The feature Coinsurance could have the following options:

  • Network Covered 
  • Non Network Covered

But, ensure that those definitions work for all your Calendar Year Deductible and Coinsurance features.

Footnotes, Short Name

Enter footnotes to provide additional information to the participants during plan comparison. For example, you might need a footnote on a particular feature across all plans, or only one plan.

Enter a meaningful title and short name for the footnote. You use the short name to link this footnote to the relevant feature when you add a plan.

Except for the future-dated templates, all other templates that you created appear in the Plan Templates region. You can search for future-dated templates by changing the effective date of your template.

You can now proceed to add plans to the templates.

SET UP PLANS TO COMPARE

You can add relevant plans to the templates and provide plan-specific details. Here’s how the plans appear on the Configure Benefit Plans for Comparison page:

Configure Benefit Plans for Comparison Page

Use the Configure Benefit Plans for Comparison task from the Setup and Maintenance work area or from My Client Groups to define a plan. 

Here’s where you create the plan details:

Section Where You Create Plan Details

Here’s where you define the eligibility and insurance provider details:

Section Where You Enter Insurance Provider Details

Section Where You Enter Insurance Provider Details

Here’s where you create the estimated cost for options:

Section Where You Enter Estimated Cost for Options

Here’s where you select the highlights:

Section Where You Select Highlights

Here’s where you select the feature values:

Section Where You Select Feature Values

You need to set up these values:

Value Details

Plan Comparison Template

Select the template to which you want to add your plans.

Plan Name

Select the name of the plan that you want to add to the template. You can see the list of plans that are available in your regular plan design.

The plan type inherits from the plan name you selected.

Start and End Dates

The dates inherit from the template dates. You can change the start and end dates if required. Ensure that the dates are within the template dates.

Because the plans won't change that often, we suggest you create plans that span a number of years, say five years. You are creating templates and plans just for comparison. The components like actual rates and eligibility are set up in your plan design.

Eligibility Profile

Select the eligibility profile if you want to use eligibility when the participant compares their plans.

Insurance Provider Logo

Upload a logo of the insurance provider either in .png or in .jpeg format so that the participant can easily identify the provider. If you already have a logo used in your plan, you can select it from the list.

Estimated Cost for Options

Enter the estimated cost for the options in line with the estimated cost period you selected. For example, if you selected Estimated Monthly Cost as the period, you enter monthly values.

When you click the Information icon beside the Estimated Cost Value on the plan comparison page, you can see the estimated cost for your options:

Estimated Costs for Each of the Option

Highlights

If the plan covers highlights, select the Covered check box for each highlight.

Value

The feature values you set up and the plan comparison values appear here—select value for each feature.

Footnotes

Select the short name of the footnote to link it with the plan.

PREVIEW YOUR COMPARISON PLANS

Before you save your entries and selections, click Preview to see how the template looks like.  Also, you can select up to 3 plans and click Preview Comparison to see the experience of your participants while comparing the plans.

RUN BENEFITS PLAN COMPARE DIAGNOSTIC TEST

You can use the Benefits Plan Compare Diagnostic test to address issues that may arise while setting up and using the plan comparison feature. The report can help you address issues around plan instance and instance values, definition types and values, and display or removal of unused plan comparison images.  Also, to set up quick actions and tiles for your participants, you need to get the template ID using the Benefits Plan Compare Diagnostic test.

Benefits Plan Compare Diagnostic Test Report

Here's how you run this diagnostic test:

  1. Click the logged-in user's icon, and click Run Diagnostics Tests in the Troubleshooting section.
  2. In the Diagnostic Dashboard page, search for Benefits Plan Compare Diagnostic Test, select it, and click Add to Run.
  3. In the Choose Tests to Run and Supply Inputs section, click the Input Status icon to enter the details. Configure these parameters to run the report:
    • Template Name (Required)
    • Language Code  (Required)
    • Plan Name
    • Remove Unused Plan Compare Images(Y/N) Default - N
    • Remove Orphan Plan Compare Data(Y/N) Default – N
  4. Click Save and enter Name and Display Name for the test.
  5. Click OK.
  6. Click Run in the Choose Tests to Run and Supply Inputs section.
  7. In the Diagnostic Test Run Status table, click the Refresh button to see the latest status.
  8. When the execution status reads Complete, click the Report icon to view the report.

SET UP TILES AND QUICK ACTIONS

You need to set up quick actions and tiles for each benefit type that you want to provide for plan comparison. This will help participants launch plan comparison from the self-service landing page and from the Home page. For example, if you’ve set up templates and plans for Medical, Dental, and Vision plans, you need to enable 3 tiles. Enabling the tile also enables the quick action to appear on the Home page. There is already a predefined tile. You can use that as a sample to create your own. You need to duplicate it, modify parameter values like template ID, and set the Visible property to Yes.

Set Up Tiles and Quick Actions

Set Up Tiles and Quick Actions

Here’s how you duplicate the sample tile to create more tiles as per your requirement:

  1. On the Home Page, click Configurations > Structure.
  2. Create a Sandbox with Structure and Page Composer as tools.
  3. Launch and enter into the sandbox.
  4. Navigate to the Structure page, and click Me.
  5. Select the Quick Actions tab, Benefits.
  6. Select Benefits Comparison Plan.
  7. Click Create Duplicate. You need to duplicate the sample action we deliver to create each of the tile and quick action that you require. For example, you may create tiles and quick actions for Medical and Dental plans.
  8. Enter or change the name of the quick action. For example, enter Medical Plan Comparison. Alternatively, enter something like Medical 2022 if you are also passing the date to enable participants to compare future plans.
  9. Select Add as a quick action link on home page.
  10. Change the Visible property to Yes.
  11. Select Yes for Mobile Enabled.
  12. Update the TemplateId value in the Page Parameters List with the value that you copied from the Benefits Plan Comparison Diagnostic test report.  For example, TemplateId=300100565517943. If you want to display the tile for a specific year, you need to mention the effective date too along with the template ID in the YYYY-MM-DD format. For example, TemplateId=300100565517943&EffectiveDate=2022-01-01.
  13. Click Save and Close.
  14. Repeat the steps for each tile and quick action that you want to enable.

NOTE: To remove a tile from Self-Service Benefits, set its Visible property to No.

HOW PARTICIPANTS GET TO ACCESS PLAN COMPARISON USING SELF SERVICE

Here’s how the participants compare different plans: 

  1. Click Me - Benefits on the Home page. 
  2. Select the appropriate tile for plan comparison. 
  3. Select the plans that you want to compare from the Select Plan to Compare drop-down list.

Launch Plan Comparison from Self Service Landing Page

Watch a Setup Demo.

Tips And Considerations

BEST PRACTICES FOR MAINTAINING YOUR PLANS

Scenario

Recommendation

Your plans change slightly every year.

You can just update the plan. For example, you can change the cost or add or delete a feature.

If the changes are more significant, you can copy the plan and make your changes to the copy. If there are changes like change in provider and the plans are different, you can even create a new template and plans.

If you need to maintain the yearly history of the plans shown to the participants and if your plans change slightly every year.

We suggest that you don’t maintain plan history for ease of maintenance.  You can update the existing plans for comparison to keep the maintenance to a minimum.

Though the plan history is not maintained, you could add a footnote on plan comparison to let the participants know about the change. However, if needed, you can maintain plan history.

What is the significance of when should you update the plans?

When to make changes to your plans for comparison is important because it has an impact on when your participants can see the new information.

For example, you set up your plans for five years, say from 1st January 2021 to 31st December 2026. The data in the plans is the same throughout the whole period. But the details change slightly yearly, such as changes in the estimated cost for the upcoming open enrollment. You want the new estimated cost to be in the plans for your participants to compare on the build-up to the open enrollment in December 2021. You could make the changes in early October 2021 or future-date them to October 2021 for your benefits roll out from October 2021 onwards.

If you do this, the old detail is overwritten and the participant sees only the new details for the new enrollment.

Key Resources

Role Information

  • Applications Implementation Consultant
  • HCM Application Administrator
  • Benefits Administrator
  • Employee

If you are using custom roles, you must add the following new privileges:

  • To access the new Setup tasks:
    • Configure Benefit Plans for Comparison:  Allows configuration of templates for comparing benefit plans.
    •  Configure Benefit Plan Comparison Values: Allows configuration of comparison values in benefit plan comparison templates.
  • To access the self-service plan comparison tile:
    • Use REST Service - Benefit Plans Comparison Read-Only: Allows users to call the GET method associated with the benefit plans comparison REST service.
    •  Use REST Service - Benefit Plans Comparison List of Values: Allows users to call the GET method associated with the benefit plans comparison list of values REST service.
    •  Compare Benefit Plans: Allows comparison of eligible benefit plans.

                         OR

    • Compare All Benefit Plans: Allows all benefit plans to be compared, regardless of whether the user is eligible for the plans.

Use the Benefits Batch Process Diagnostic Test

You can use the new Benefits Batch Process Diagnostic Test report to enable you to resolve problems with submitted batch processes. When batch processes get stuck, become slower, run for longer after setup changes, and encounter unexpected delays in processing, you can use this report to provide the information to Oracle support and development. The information is also useful to determine issues if the outcomes of the batch processes are not as expected, such as the number of people expected in the results of a batch process.

Here's how you run this diagnostic test:

  1. Click the logged-in user's icon, and click Run Diagnostics Tests in the Troubleshooting section.
  2. In the Diagnostic Dashboard page, search for Benefits Batch Process Diagnostic Test, select it, and click Add to Run.
  3. In the Choose Tests to Run and Supply Inputs section, click the Input Status icon to enter the details. Configure these parameters to run the report:
    1. Request Id
    2. Compute Statistics (Y/N)
  4. Click Save and enter Name and Display Name for the test.
  5. Click OK.
  6. Click Run in the Choose Tests to Run and Supply Inputs section.
  7. In the Diagnostic Test Run Status table, click the Refresh button to see the latest status.
  8. When the execution status reads Complete, click the Report icon to view the report.

Instead of relying on custom SQL queries, you can run the Benefits Batch Process Diagnostic Test report to provide required information to Oracle support and development to help resolve problems. This in turn will reduce the turnaround time resolving customer-reported issues.

Steps to Enable

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

Use the Person Benefits Eligibility Test Diagnostic Report

You can use the new Person Benefits Eligibility Test diagnostic report to show eligibility results. You can run this report for a person for a program.  The report helps determine if people are eligible for certain plans. It can tell you, for an individual, which eligibility profile caused the worker to be Ineligible. You can use this report to identify if the profile was optional, required, or whether the criteria within the profile caused ineligibility.

Here's how you run this diagnostic test:

  1. Click the logged-in user's icon, and click Run Diagnostics Tests in the Troubleshooting section.
  2. In the Diagnostic Dashboard page, search for Person Benefits Eligibility Test, select it, and click Add to Run.
  3. In the Choose Tests to Run and Supply Inputs section, click the Input Status icon to enter the details. Configure these parameters to run the report:
    1. Effective Date
    2. Person Number    
    3. Program Name
  4. Click Save and enter Name and Display Name for the test.
  5. Click OK.
  6. Click Run in the Choose Tests to Run and Supply Inputs section.
  7. In the Diagnostic Test Run Status table, click the Refresh button to see the latest status.
  8. When the execution status reads Complete, click the Report icon to view the report.

This report evaluates the eligibility of persons and provides the results in a structured manner. Based on the report, you can decide if the eligibility profile should be changed or not.

Steps to Enable

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

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.

Individual Compensation

Client List of Values for Plan and Option in Individual Compensation Introduction

You can now get relevant plan and option suggestions as you start typing in the fields with choice lists. For example, you want to add the US Flexible Benefit Plan, so you type US. The list of values dynamically updates to show the plans with names that contain the characters you’re typing.

Individual Compensation Page Showing the Plan Field Choice List Values That Contain the Typed Characters

Individual Compensation Page Showing the Option Field Choice List Values That Contain the Typed Characters

With this new feature, you can improve people's productivity by letting them more quickly locate the appropriate plan and option.

Steps to Enable

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

Tips And Considerations

You see the client list of values behavior in actions, such as Manage Personal Contribution, Individual Compensation, and Administer Individual Compensation. You also see them in HR and Recruiting actions that include the Individual Compensation section, such as Hire, Promote, Transfer, and Create Job Offer.

Role Information

If you use custom roles for individuals, managers, and HR specialists who work with individual compensation, make sure the roles inherit the Use REST Service - Individual Compensation Lists of Values (CMP_REST_SERVICE_ACCESS_INDIVIDUAL_COMPENSATION_LOV) function privilege. This privilege is already inherited by these bundled roles: Compensation Specialist, Compensation Manager, Use REST Service - Job Offers, Recruiter, Contingent Worker, Employee, Line Manager, Human Resource Analyst, and Human Resource Specialist.

Because this is a new privilege, run the Import User and Role Application Security Data process to see the privilege in the security console. You need to run the process at least once to pick up new privileges.

Visibility of Plan Info Introduction

You can now specify whether to show or hide individual compensation plan information, by default. People making individual compensation plan submissions or contributions can then hide or show the information as they want. The standard default setting hides the information.

Plan Info That Appeared Immediately After You Selected a Plan

Plan Info Didn't Appear After You Selected a Plan

Improve productivity by immediately showing people important information.

Steps to Enable

When you're configuring the plan info for individual compensation plans, set the default visibility.

Option That Lets People See Plan Info Immediately After Selecting a Plan

Option That Lets People See Plan Info After Selecting a Plan and Clicking Show Plan Info

Prevent New Individual Compensation Submission when Previous Submissions are Pending Approval

Keep people from starting new individual compensation submissions when another submission using the same action is pending approval. Examples of these submission actions are Manage Personal Contribution, Individual Compensation, and Administer Individual Compensation.

Before, when a personal contribution was pending approval, you couldn’t start individual compensation or administer individual compensation submissions. Similarly, when an individual compensation submission was pending approval, you couldn’t start personal contributions or administer individual compensation submissions.

Now, you can start a personal contribution after all other submitted contributions are approved. You don't have to wait on any individual compensation or administer individual compensation submissions that are pending approval. You can start an individual compensation submission after all other individual compensation submissions are approved. You don't have to wait on any administer individual compensation or personal contributions submissions that are pending approval. And, you can start an administer individual compensation submission after all other administer submissions are approved. You don't have to wait on any individual compensation or personal contributions submissions that are pending approval.

Increase compensation administration efficiencies and improve employee satisfaction.

Steps to Enable

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

Tips And Considerations

People can still submit a personal contribution even though another personal contribution is pending, when you enable the CMP_DISABLE_PENDING_APPROVALS_CHECK_IN_MANAGE_CONTRIBUTION profile option.

Key Resources

Salary

Future Salary Updates Move During Legal Employer Change Introduction

You can now move future salary updates when you're changing someone's legal employer and both the source and destination employers have the same legislative data group. You can automatically copy future salary from the source to destination assignment for people who have these types of salary basis:

  • Amount determined by user
  • Amount determined by incremental components
  • Amount determined by standard components

When you use the responsive Local and Global Transfer action, a batch process copies the future salary rows after final approval of the transfer. You can see any issues that the process found on the Change Legal Employer dashboard.

Compensation Page Showing Past, Current, and Future Salaries for the Source Legal Employer

Compensation Page after Global Transfer, Showing Current and Future Salaries Copied to the Destination Legal Employer

With this new feature, you can improve productivity by avoiding redundancy and duplicate effort in recreating the future salary for the new legal employer.

Steps to Enable

By default, the profile option isn't enabled, which means the future assignment and salary updates won't move to the new assignment during a legal employer change. To move the future assignment to the new assignment, you need to enable the profile option.

Field Value
Profile Option Code

ORA_PER_CLE_COPY_FUT_ASG

  1. In the Setup and Maintenance work area, on the Tasks panel tab, click Search.
  2. On the Search page, search for and click the Manage Administrator Profile Values task.
  3. On the Manage Administrator Profile Values page, search for and select the ORA_PER_CLE_COPY_FUT_ASG profile option code.
  4. In the Profile Values section, Profile Value field, enter Y.
  5. Click Save and Close.

Tips And Considerations

  1. This feature is available in the responsive version of Local and Global Transfer and Mass Legal Employer Change flows.
  2. Future salary updates are salary changes on the source assignment that have a start date after the change legal employer effective date.
  3. The future salary updates copy to the destination assignment in the chronological order of the effective date of those updates on the source assignment.
  4. Future salary updates don't copy to the destination assignment from the point the copy process encounters an error.
  5. The Change Legal Employer dashboard has all of the confirmation and error messages from the copy future salaries process.
  6. If you're using the responsive Local and Global Transfer flow, you need to visit the salary section so that the person's current salary is copied. Then, depending on the profile option, the future salary is also copied.
  7. If someone edits the current salary record while they're using the responsive Local and Global Transfer action to change the legal employer, the future salary rows are still copied with the same values as on the source assignment. In certain scenarios, such as when the future salary is of standard or incremental components type, it can also impact future component values copied later. Be sure to review those future salary records and fix as required.
  8. The current salary is copied to the destination assignment and the proposer can immediately review and edit the salary, as needed. But any future salary is copied by a background process after the action is approved. Supported salary basis types vary for current and future salary.

    Supported Salary Basis Types for Copying Current Salary

    Supported Salary Basis Types for Copying Future Salary

    1. Amount determined by user
    2. Amount determined by incremental components, with setting: Enable component selection during allocation
    3. Amount determined by rates (advanced)
    4. Amount determined by simple components (standard)
    1. Amount determined by user
    2. Amount determined by incremental components
    3. Amount determined by simple components (standard)
  9. When current salary is of an unsupported type, future salaries of any type won't be copied.

Key Resources

For more information about moving future salary updates while changing the legal employer, see the following resources:

  • Changing a Worker's Legal Employer in HCM Cloud (My Oracle Support document ID 2649381.1)
  • The Local and Global Transfer topic in Chapter 9 of the Using Global Human Resources guide on Oracle Help Center
  • Move Future Assignment Updates During Legal Employer Change feature in the 21A What's New for HCM Global Human Resources

Compensation Zone Type, Zone Identification for a Past or Future Date Introduction

You can now identify the compensation zone type or zone for a specific date in the past, current, or future. Earlier, both the salary pages and processes were identifying zone type and zone as of the system date. Now you can use the differential rules and calculations applicable for the duration of salary. The Generate Compensation Zone and Address Mapping process was also enhanced to identify zone type and zones as of the applicable past, current, or future dates.

Let's look at a scenario where a person remains in the same location, but the corresponding zone changes over time.

Employment Info Shows the Person Has Been working from a California Location Since January 1, 2011

Zone Setup Page Showing the State of California Linked with Different Zones for Different Periods

Salary Basis Configuration That Indicates Different Differential Factors Per Zone

For the California location, Zone 1 Shows Up for the Past Period with a Differential of 1.1

The Same Location Shows Zone 2 for the Current Period with a Differential of 1.2

The Same Location Shows Zone 3 for a Future Period with a Differential of 1.3

Provide accurate reporting of compensation zone type and zone.

Steps to Enable

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

Key Resources

  • For more information about the new compensation zones, see "Salary Range Differentials and Compensation Zones" (Document ID 2605772.1)

Standard Salary Components User Entities Introduction

You can now define HCM Extracts and fast formulas that make use of these new user entities, which can return salary standard components allocation data:

  • ORA_CMP_ASSIGNMENT_SALARY_SIMPLE_COMPONENT_UE
  • ORA_CMP_ASSIGNMENT_SALARY_SIMPLE_COMPONENT_RGE_UE

Improve productivity by efficiently extracting salary component data and creating relevant fast formula calculations.

Steps to Enable

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

Key Resources

  • For more information about standard salary components, see Standard Components Salary Basis Introduction (My Oracle Support document ID 2717145.1)

Workforce Compensation

Use Population Filters to Submit Workforce Compensation Cycle Notifications

You can now submit the Notify Managers That Cycle Is Open or Closed batch process using a population filter. The filter lets you notify specific groups of managers that the workforce compensation cycle is open or closed. Previously, you couldn't specify the managers to notify. Here are the newly added population filters:

  • Country
  • Legal Employer
  • Business Unit
  • Department
  • Individual Manager
  • Manager Hierarchy

Parameters for the Notify Managers That Cycle Is Open or Closed Process

Improve productivity and satisfaction by notifying only affected managers when the compensation cycle opens or closes.

Steps to Enable

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

View Note Count In Approvals Task

You can now view the number of notes created for a person in the Approvals task type.  Previously, this information was not available.

Visible Note Count In Worker Details In Approvals Task

Allows people to see that there are notes created for a person in the Approvals task.

Steps to Enable

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

Preview Worksheet Task Configuration

You can now preview the worksheet task configuration for the following task types:

  • Compensation
  • Detail table only
  • Performance
  • Promotion

Previously, you had to run the Start Workforce Compensation Cycle batch process to view this configuration. In the task setup in Configure Worksheet Display, there is a new tab to the right of the Information configuration tab.

New Worksheet Configuration Preview

PAGE-LEVEL DATA

View the task name and, if configured in the information tab, the task instructions.

Task Name and Instructions Icon

You can select the instructions icon and show the configured text.

Configured Task Instructions or Information

SUMMARY DATA

All the properties, such as display name, default sequence, and others, that are configured in the summary tab are displayed in the preview tab. You can also navigate between the configured summary view options. Component names in the summary appear as configured.

Component Preview

TOOLBAR - ACTIONS MENU

You can view the configured Actions menu items. The actions are for information only and not actionable. For example, you can see the Manage Delegations action when enabled but you can't perform the actions.

Actions Preview

TOOLBAR -VIEW MENU

If a column is initially hidden, you can enable it to see in preview.

View Menu Preview

You can switch between Tree and List view.  In this example, when you select the Tree view, the page shows 3 managers with 4 workers beneath one manager.

Tree Preview

TOOLBAR - OTHER

You can detach the table from the preview page to get a fuller view of the configuration.  The first 4 filters enabled appear in the filter toolbar, however the values in the filters don't appear in the preview.  The Start Workforce Compensation Cycle batch process must be run to populate the worksheet data and use the filters.

Filter Preview

You can view the configured options in Personalize Layout.

Personalize Layout Preview

You can see the configured export worksheet options.

Worksheet Export Preview

You can view the configured options to let managers to switch between populations.

Population Switcher Preview

This example shows the configured search options.

Search Options Preview

WORKSHEET DATA

The preview doesn't show any actual data. The numbers, text, dates displayed are fixed, and the same column values appear for all the worksheet rows.

  • Text columns display the column header name, not the user-defined display name.
  • Numeric columns, numbers such as 200000, 5, 25, 100, etc. are shown.  You are able to see the configured decimals to display. In the example below, the % of Eligible Salary columns shows with 1 decimal. The Salary Amount and Current Salary show with 2 decimals.
  • Date columns show the current date. 
  • The currency columns in both the summary and detail table show the corporate currency.
  • Columns, such as Individual Worker Display, that have a link enabled are shown with the link but the link doesn't redirect to any page or perform any action.
  • List of value/choice-list type fields show a blank list.
  • The Alerts column and summary analytic doesn't show any alerts.
  • Any column shading and user-defined help appears in the preview.
  • Icon columns are displayed, but you can't select them.
  • Sort icons are displayed, but you can't select them.
  • You can view the Assignment Segment configuration.

Worksheet Data Preview

You can preview the configured right-click menu items.

Right-Click Menu Preview

Allows administrators to quickly update and view configuration without leaving the Compensation Administration work area.

Steps to Enable

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

Tips And Considerations

Changes you make in Preview aren't reflected in the worksheet.  You need to make the changes in the corresponding setup tab.

Hide The Print Icon In the Communications Task Type

You can now hide the print icon for people who aren't eligible for the plan in the in the Communications task type. 

Communications Task With Plan Ineligible People

There is a new check box in the properties of the View or Print column in the Communications task called "Hide download icon for people ineligible for a plan".

New Setup Property

This feature helps to reduce confusion for managers when they generate individual statements.

Steps to Enable

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

Tips And Considerations

If you use the statement delivery method of "Printed and delivered by managers" and select to generate statements for a population that includes ineligible people, a statement is created for those people unless you include eligibility criteria in the statement template.

Enhanced Communications Task

You can now view people in the Communications task in a list rather than the previous tree view.  Also, you now have the ability to switch populations, use filters, and search using name, email or person number.

New Communications Task View

Managers can search for specific people and generate statements for the same more easily.

Steps to Enable

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

Tips And Considerations

As with the Compensation task, the corresponding column must be enabled to use filters and search options.

Configure Budget Pool Overview

You can now configure the budget overview for each budget pool in a Workforce Compensation plan.  Previously, you had to use personalizations to hide or change the view. In the example below, you can see that the workers label is renamed to "People" for both budget pools. The percentage and access level is hidden for the Bonus budget pool.

Budget Pool Overview

To support this feature, we added a new configuration tab in Configure Budget Display.

Configure Budget Pool Overview

You can change the following labels:

  • Workers
  • Overall Budget
  • Total Allocated
  • Available Budget

You can enable and disable the following labels:

  • Workers
  • Budget Access Level
  • Units
  • Overall Budget
  • Budget Percent
  • Budget Value
  • Total Allocated
  • Available Budget

This allows administrators to tailor the information displayed for a budget pool and reduce manager confusion.

Steps to Enable

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

Switch Budget Summary Views

You can now enable both summary views in the budget sheet and let managers toggle between the views. Previously, you could enable only one view. Here, you can see that both summary views are enabled. 

Summary Icons

To use this feature, you need to enable the summary view that isn't currently in use since previously you could select only one view as the default.

Provide managers better insight into their budget numbers by letting them view summary data the way that works best for them.

Steps to Enable

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

Preview Alternate Approver Configuration

You can now preview your alternate approver configuration before you run the Start Workforce Compensation cycle batch process or before you apply changes by running the Refresh Workforce Compensation Data batch process. Previously, you had to review the hierarchy.  In the example below, you can see the new Preview button to the right of the Alternate Approver Table.

Preview Alternate Approver Setup

To preview the changes, select an Alternate Approver Table and then the Preview button. You need to select a worksheet manager and cycle before you can see the data.  In the example below, you are able to see the impact of the alternate approvers table if you apply it.  If you previously applied an alternate approvers table, you are also able to see how the setup has changed between what is active in the plan, and what could happen if you apply the current table.

Preview Alternate Approvers Changes

This provides administrators the ability to preview alternate approver configuration and troubleshoot the alternate hierarchy before they apply the changes to an open cycle. 

Steps to Enable

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

Improved Alternate Approver Configuration

You can now view the alternate approver configuration on the same page as the alternate approver table.  Previously, you navigated to another page to view the configuration. In the screenshot below, when the Alternate Approver table is selected, the configuration is viewed in the table directly below.

Updated Alternate Approver Configuration Page

This change simplifies navigation for administrators and reduces confusion.

Steps to Enable

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

Review Apply Model Batch Processing Information

We made it easier to understand the performance of the Apply Model batch process with a new report in View Administration Reports. The report shows information such as who submitted the model, including models submitted in batch mode by worksheet managers. It also shows the number of workers included, how many dynamic calculations in the plan, and information about any threads associated with the batch process that were unsuccessful.

New Apply Model Process Report

This allows administrators to track and troubleshoot models when they apply them through the batch process mode.

Steps to Enable

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

Configure Performance Rating Display Order

You can now configure the order in which the performance ratings are shown in the list of values in the worksheet.  Previously, this was not possible.  In the example below, you can see the new option in the Configure Performance Ratings task in plan setup. The available options are ascending and descending based on the numeric rating of the rating values in the rating model.

New Performance Rating Display Order Configuration Option

Administrators can now select the order in which managers see performance ratings.

Steps to Enable

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

Process Compensation Change Statements By Individual Person

You can now process compensation change statements by individual person directly on the process page. Previously, you had to go to Administer Workers to manage statements for individuals.

New Individual Person Parameter

This allows administrators to process statements for people without going to Administer Workers.

Steps to Enable

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

Tips And Considerations

To use this feature, you need to select the "Centrally managed and stored" statement delivery method in plan setup.

Grade Step Progression

New Columns Added to Grade Step Progression Results Page and Transaction Report

We added three new columns to the Results page of the Review Proposed Progressions and Salary Updates task: Current Component Amount, Proposed Component Amount, and Salary Basis Type. You can configure these columns when you view the Updates tab in the Results page. The component amount columns are used when the salary basis type is defined so that the amount is determined by simple components. If you don't use this type of salary basis, you won't need to configure the page to display the new columns. Because we now support two salary basis types in grade step progression processes, we added the Salary Basis Type Column. If your grade ladder includes more than one salary basis type, you may find this new column useful when reviewing the results.

New Columns on the Updates Tab

When you view the Errors tab, you can configure two of the new columns: Current Component Amount and Salary Basis Type. The Errors tab doesn't show proposed values, so the other new column isn't applicable.

New Columns on the Errors Tab

The transaction report also now includes the component amount columns with the labels Current Amount and Proposed Amount.

Component Amount Columns on the Transaction Report

With this enhancement, you improve troubleshooting of issues for people on the grade ladder who are assigned a salary basis that determines their salary with simple components.

Steps to Enable

To display the new columns, on the Results page, select them from the table-level View menu.

View Menu Showing the New Column Options

Support for Standard Components in Grade Step Progression Batch Processes

In 21A, we introduced a new salary basis type where the salary amount is determined by simple components. With this update, the batch processes Run Grade Step Progression and Synchronize Grade Step Rates are now supported for this type of salary basis. When you define your salary basis, set the Salary Basis Type to Salary amount is determined by simple components, and include a component with Type set to Progression grade ladder rate. The grade step progression batch processes will update the progression grade ladder rate component, rather than the total salary, when you use this salary basis type.

Salary Basis Type Is Determined by Simple Components, Includes a Component with Type Progression Grade Ladder Rate

When the batch process completes, you can view the current and proposed amounts for a person on the Results page using the Review Proposed Progressions and Salary Updates task. We've added two new columns to the Results page: Current Component Amount, and Proposed Component Amount, as shown here. When salary amount is determined by simple components, you'll see the amounts in these new columns. When salary amount is determined by user, you'll see the amounts in the existing columns: Current Salary and Proposed Salary.

Results Page When Salary Amount Is Determined by Simple Components

When you drill down on the person's name, you see the details for current and proposed component amounts, annual component amounts and annualized full-time component amounts, as shown here.

Component Amount Details After Clicking the Person's Name on the Results Page

We've introduced two new error messages related to this feature. If the salary amount is determined by simple components, but the salary basis doesn't include a progression grade ladder rate component, you'll see the first new error message. If there isn't a progression grade ladder rate component, the process can't update the salary record. You'll see the second new error message if you've defined a progression grade ladder rate component and set the Optional attribute to Yes. The progression grade ladder rate component must be a required component. The new error messages only apply to grade ladders where Include Salary Updates is set to Yes. Here is an example of the Results page showing both new error messages in the Errors tab.

New Error Messages

With this enhancement, you increase efficiencies by leveraging the batch processes to automatically update the assignments and salary records for people whose salaries include standard components.

Steps to Enable

  1. Define a salary basis with type Salary amount is determined by simple components, and assign it to the people in your grade ladder.

  2. Include a component with type Progression grade ladder rate.

  3. Make all components required by setting the Optional attribute to No for each component.

Tips And Considerations

You should define only components with Optional attribute set to No, when using grade step progression batch processes. Components with the Optional attribute set to Yes, are removed when the salary record is updated. If your progression grade ladder rate component is set to optional, then you see an error message and the salary won't be updated. If any other component is set to optional, the component will be removed when the salary record is updated.

Key Resources

You can find more details in these What's New for 21A entries:

  • Standard Components Salary Basis Type Introduction
  • Salary Allocation with Standard Components Introduction
  • Salary Population from Grade Ladder Rates: Standard Components

This My Oracle Support document includes details about using progression grade ladder rates in HR and salary actions

  • Introducing the Standard Components Type of Salary Basis (Document ID 2717145.1)

Total Compensation Statement

Total Compensation Statement - New Source Type of Salary Standard Components

We introduced a new salary basis type for standard components called salary simple components. You can now display these in total compensation statements by leveraging a new source type in compensation items, called salary simple components. For example, you can now select the new source type, configure all the components as compensation items, add them to a category, and then see the details from an overall salary link down into the components. There are other possible configurations for display, for example, use the Category Level of Detail toggle to select between 'Viewers drill into line items to see details', or 'Viewers see all detail on one page'.

Create Compensation Item

Compensation Items

Edit Category

Edit Statement Definition

Statement Welcome Page

Statement Summary

Link Down to Detail from Summary

Take advantage of the latest salary basis enhancement for standard components.

Steps to Enable

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

Total Compensation Statement - Item Tester Enhancements

You can use the item tester to validate your expectations for compensation items, prior to generating statements. We enabled the item tester for benefit balances and element entries. Previously, we introduced a similar feature that was for fast formula testing only. For element entry or benefit balance, you can validate by statement or period, using a sample person. Enter a statement or period and a sample person. Select the validate button and test your results.

Item Tester Element Entry

Item Tester Benefit Balance

Save time by validating expectations before you generate statements.

Steps to Enable

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

Total Compensation Statement - Incompatible Graph Items

You will now see messages and receive more information during configuration, if you try to enable graphs that have incompatible items. For example, you try mixing stock shares with monetary amounts, or any other combination of items that use different units of measure. These configurations can happen on either the category or summary. Graphs with incompatible items are hidden on the total compensation statement.

Edit Category - Incompatible Graph Items Message

Avoid confusion by not creating graphs with incompatible items.

Steps to Enable

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

Tips And Considerations

For previously generated statements, you have to edit and save the category or summary page with incompatible graph items. You need to regenerate statements. Unless you complete this step, you will continue to see the old behavior of incompatible graph items in generated statements.

Known issue, in a rare instance, the online statement continues to display an invalid graph under the following conditions: the category contains monetary items, the level of detail is set to "viewers see all detail on one page", the person is paid in more than one currency, and view in worker local currency is selected. If you view the online statement in preferred currency then all the graph items are compatible. If you view the online statement in worker local currency then the various currencies the worker was paid in are displayed, resulting in an incompatible graph.

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.

Submit Related Flows

Use the Submit Related Flow task action on the Checklist page to submit additional tasks within an existing flow.

When you select the Submit Related Flow task on the Checklist page, you are redirected to the Select a Flow page from where you can select an additional flow you can submit. Select a flow and enter the following details:

  • Flow Instance Name
  • Parameters
  • Process After Error

The "Process After Error" check box indicates whether the related flow should still be run if the parent flow is in error.

The Submit Related Flow action is available for all tasks and statuses. There is no need to select a Legislative Data Group (LDG) for the related flow, because the LDG is by default the LDG of the parent flow.

Once you submit the flow, you are directed to the related flow checklist, and not the parent flow checklist.

NOTE: We do not recommend using the Task Iteration (Submit Another Task) feature in the context of "Submit Related Flow" option.

Use the Submit Related Flow action to submit additional tasks to a flow that is in progress.

Steps to Enable

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

Changes to Payment Statuses

NEW PAYMENT STATUSES

You can now use new payment statuses Paid and not Reconciled and Reconciled that reflect stages of the payroll process where payments are transferred to cash management and are reconciled.

The Transfer Payment Information to Cash Management process transfers paid payments to Cash Management. Once transferred, the payment is in a status of Paid and not Reconciled and, once reconciled in Cash Management, the payment is in a status of Reconciled. The new payment statuses determine the corrective actions you can or can't take on the payment on the Payment Results Page in Payroll.

The below table shows the status and actions available after each process.

Product the Process is Performed Process Payment Status

Action Allowed from Payroll Payment Results Page

Payroll

Transfer Payment Info to Cash Management

Paid and not reconciled

Void

Cash Management

Reconciliation

Reconciled

None
Cash Management

Rollback of Reconciliation

Paid and not reconciled

Void

STATUS DISPLAY CHANGES

You now see only the latest status taken on prepayments instead of two statuses. For example, when you void a payment and take the action of either make external payment or cancel payment, you now see final status of your action instead of both void and external payment or both void and cancel.

Now, if you cancel a payment and drill down on either the payment process or void process results for that payee, you see the latest status, such as Canceled and cannot be reissued.

Payment statuses have been added to reflect the latest payment status for the stages of the payroll process even if payment is transferred to cash management and reconciled.

Steps to Enable

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

Tips And Considerations

If you have written your own BI reports or extracts that reference the payment status DBI or payment status API, the new statuses may impact your reporting results. For example, if you have a report that retrieves all payments with the status of Paid, then your report may not return any rows because those payments may have been transferred to Cash Management and the status is Paid and not Reconciled.

Balance Adjustments Costing for a Distributed Element

You can now use Payroll Process Configuration to control the costing of distributed element with the Use costed option for distributed balance adjustments parameter.

If you set the parameter to Y, when the distribution group entries are not available, the Costing of Balance Adjustment process uses the costing hierarchy applicable to the employment level of the element to cost the balance adjustment results. If you do not set the parameter to Y and no distribution group entries are available, the process sends the balance adjustment results to the suspense account.

For example, when your profile option is set to Y and you make a balance adjustment for a payroll relationship element that is distributed, the adjusted balance uses the costing option to build the costing hierarchy to create the cost account number. In the below example, it uses Payroll Relationship, Element Eligibility and Payroll levels to build the cost account number 01.600001.987654.200. It does not use Department, Job and Payroll Assignment levels because they are not applicable to a payroll relationship element.

  Payroll Element Eligibility Department Job Payroll Relationship Payroll Assignment
Company 01          
Cost Center     100   200  
Expenditure Type   60001       70001
Project       123456 987654  

NOTE: The profile option does not affect the balance adjustment results costing when the distribution group entries are available. 

Override the costing type of a distributed element during the costing of balance adjustment process when distribution group entries are not available. This will prevent payroll costs being posted to the suspense account.

Steps to Enable

Navigation: Payroll Process Configuration>Default Group tab

  1. Actions: Create
  2. Parameter Name: Use costed option for distributed balance adjustments.
  3. Parameter Description: Use costed option for distributed element when there are no set members during the balance adjustment in the Costing of balance adjustments process. Default: N.
  4. Default: Set to Y
  5. Save and Close

Tips And Considerations

Payroll Process Configuration parameter default is N. In order to stop balance adjustment costs being posted to the suspense account when distribution group entries are not available, you must create the parameter and set the Default Value to Y.

Key Resources

For information on configuring Anytime Pay, refer to these guides located in the Oracle Help Center:

  • Administrating Payroll Costing
  • Administering Global Payroll

Costing When the Sum of the Retroactive Distribution Group Entries Is Zero

You can now use payroll process configuration parameter Distributed costing for a retro element uses normal elements to distribute the costs of a retroactive element based on regular entries and retro entries. Regular entries are only included in the distribution calculation when the sum of the retroactive entries in the distribution group is 0.

If you set the parameter to Y and the sum of the retroactive entries in the distribution group is 0, the deduction distributes based on the distribution group entries for the current payroll period and the retro entries. If the sum of the retroactive distribution group entries is greater than 0, the costs distribute based on the retroactive entries only.

For example, an employee's original earnings are processed and costed for January and February. Now, in March, earnings and deductions are changed effective January 1st and the retroactive entries for the differences are created in month of March for processing. In this case, since the sum of retroactive earning entries is 0, it is not able to distribute and sends to the suspense account. When you set this profile option to Y, the retroactive deduction amount gets distributed on current pay period earnings in addition to the retroactive earnings. In this case, current pay period (CPP) Earnings1, CPP Earnings2, retroactive element earnings (REE) Earnings1, REE Earnings2 and REE Earnings 3.

  Original Earnings

Changes

Retro (REE)

Current (CPP)

  31-Jan 28-Feb

31-Jan

28-Feb

31-Mar 31-Mar
Deduction 100 100 150 150 100 300
Earning1 500 500 750 750 500 200
Earning2 600 600 450 450 -300 150
Earning3 400 400 300 300 -200 0
Distribution Group Sum         0  

NOTE: The standard deduction of 300 in the current period distributes based on the current period distribution group entries only.

Use this feature to prevent the costs for retro deduction elements being posted to the suspense account when the sum of retro distribution entries is zero.

Steps to Enable

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

Tips And Considerations

If you do not want to use this functionality, set the default profile option to N using these steps:

Navigation: Payroll Process Configuration>Default Group tab

  1. Actions: Create
  2. Parameter Name: Distributed costing to use normal elements
  3. Parameter Description: Distributed costing to use normal elements from current period for retro element when there are no set members from its original payroll period.
  4. Default: N
  5. Save and Close

Key Resources

For information on configuring, refer to these guides located in the Oracle Help Center.

  • Administrating Payroll Costing
  • Administering Global Payroll

Consolidation Group Parameter on Gross to Net Summary Report

CONSOLIDATION GROUP

The Gross to Net Report includes the consolidation group parameter so that the report displays only those summary balances produced by payroll processes that are run with the same consolidation group as that of the report.

You may run daily off-cycle payroll or Quickpay runs to accommodate exceptions, such as late payments or final payments for terminated employees. You can now capture the gross to net summary balances of off-cycle runs by using the same consolidation group to run the off-cycle runs and the Gross to Net report.

SUPPORT FOR FLOW CONNECTORS

You may have a requirement to generate separate payments and reports for the regular on-cycle payroll runs and the off-cycle payroll run results. Define flow connector rules on the flow patterns page to segregate and consolidate separately the multiple off-cycle run results and the regular on-cycle run results. Define flow connector rules so that the Gross to Net report captures the gross to net totals for the off-cycle and on-cycle run results separately. You can define the connector rules while setting up the flow and the gross to net results are consolidated and captured automatically on flow submission. 

Define flow connector rules to automatically capture gross to net totals of the consolidated off-cycle and on-cycle run results separately for downstream reporting purposes.

Steps to Enable

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

Key Resources

  • Refer the Combining Payroll Flows chapter of the Administering Payroll Flows guide on the Oracle Help Center.

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.

Global Transfer Uptake: Involuntary Deduction Calculation Cards

Transfer employees between Legal Employers (LEs) easily within your organization using the global transfer process. This process enables you to transfer Involuntary Deduction calculation card values at the same time, thus eliminating the need to enter this data manually.

This feature is the uptake by the Canada localization of the global transfer functionality provided by Global Payroll. As part of that functionality, Canada has defined rules for the copy of the involuntary deduction calculation card. When a global transfer is initiated in a Canadian Legislative Data Group (LDG), all components, including all flexfields and value definitions, are copied from the old LE to the new LE.

The global transfer process ends the current assignment or assignments, and the work relationship of the old LE, then creates a new work relationship and assignment in the new LE.

The functionality is available in both processes below:

  • Local and Global Transfer (transfer for one employee)
  • Mass Change Legal Employer (transfer for multiple employees)

Transfer employees between legal employers easily within your organization.

Steps to Enable

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

Tips And Considerations

If the Total Owed amount is already reached for the source LE, the involuntary deduction card is copied, but its card components and its corresponding data, are not. If this is the case, you will receive a message in the dashboard.

If the target LE has a different payroll frequency than the source LE, you will receive a message on the dashboard. If this occurs, you must update the calculation values for the new payroll frequency.

Key Resources

  • 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.  Refer to the document below on the Canada Information Center for additional information. CA – Welcome tab > Other Documents > How To Use My Oracle Support Hot Topics Email Subscription Feature

Global Transfer Uptake: Balance Adjustments to Support RRSP and Annual Tax Limits

When a global transfer is processed for employees between legal employers, the prior contributions are carried forward to the new legal employer. This is required to ensure limits are respected in the new legal employer. This feature is the uptake by the Canada localization of the Copy Payroll Balances During Global Transfers functionality provided by Global Payroll. This feature uses balance adjustments from the source to the target legal employer during the global transfer of employees.

Canada has predefined several Process Information Groups that contains the balances used in the global transfer process. The new object groups are:

  • Canadian Global Transfer RRSP Group
    • Contains only RRSP balances
  • Canadian Global Transfer Tax Group
    • Contains only tax balances
  • Canadian Global Transfer RRSP and Tax Group
    • Contains both RRSP and tax balances

To copy the balances during the transfer process, in the Payroll Details section, select the Copy balances to the new employment record check box and select the relevant balance group in the Process Information Group field. If selected as noted, the global transfer process automatically submits the Adjust Multiple Balances process to perform the balance adjustments to transfer the balances from the old legal employer to the new one. After the process successfully completes, you can review the Adjust Multiple Balances results using Person Results.

The functionality is available in both of these processes:

  • Local and Global Transfer (transfer for one employee)
  • Mass Legal Employer Change (transfer for multiple employees)

This supports RRSP and annual tax limits.

Steps to Enable

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

Tips And Considerations

The Copy balances to the new employment record check box is displayed by default. If you want to hide it, you can modify its visibility using Transaction Design Studio. See the following My Oracle Support documents for more information:

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

Key Resources

  • Canada Information CenterWelcome tab > Product Documentation > White Papers > Implementation and Use. For additional information on the Global Payroll feature, see the Copy Payroll Balances During Global Transfers feature under Global Payroll, Update 21A.
  • 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.  Refer to the document below on the Canada Information Center for additional information. CA – Welcome tab > Other Documents > How To Use My Oracle Support Hot Topics Email Subscription Feature

Attribute Visibility Changes

Take advantage of the changes to the display of these attributes, delivered as Transaction Design Studio rules. Prior to this release, this box was hidden and accessible only through updating the rule in Transaction Design Studio (TDS).

Actions: Local and Global Transfer, Mass Legal Employer Change

  • Show “Copy balances to the new employment record” checkbox

Create a better user experience by changing the display of the attributes covered by this feature.

Steps to Enable

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

Tips And Considerations

This change is delivered as a Transaction Design Studio rule.  If this feature doesn't meet your business requirements, you can modify its visibility using Transaction Design Studio.

Key Resources

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

Direct Deposit Verification Report

Generate a Direct Deposit Verification Report used to audit the contents of the Direct Deposit Payments interface file. The new report is automatically generated when the direct deposit interface file is generated. The verification report is in Excel format, reports the details of the direct deposit file, and allows for reconciliation of the direct deposit file.

Use the Generate Direct Deposit Payments task to generate both files.

The Excel spreadsheet contains the following tabs of data:

  • Parameters
    • Displays the parameters for the Generate Direct Deposit Payments task
  • Summary
    • Displays the source bank information of the direct deposit
  • Detail
    • Displays the details of the net pay distribution for each employee

With this feature you easily reconcile the direct deposit file.

Steps to Enable

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

Key Resources

  • 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.  Refer to the document below on the Canada Information Center for additional information. CA – Welcome tab > Other Documents > How To Use My Oracle Support Hot Topics Email Subscription Feature

Vacation Liability Balance on Global Reports

The global reports are enhanced to report the vacation liability balance. The vacation liability balance was added to the payroll archive to support reporting of the balance on the following global reports:

  • Element Results Register
  • Gross-to-Net Report
  • Payroll Activity Report
  • Payroll Balance Report
  • Payroll Register Report

This feature allows for reporting of the vacation liability balances.

Steps to Enable

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

Key Resources

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

Legislative Tax Update Effective from January 1, 2021

Effective from January 1, 2021, eligible employees can use the annual tax exemption amount of 60,000 yuan in the regular tax calculation starting from the first pay period.

For the employees who reported their income in 2020 under a single tax reporting unit and whose annual income was less than 60,000 yuan, if they continue to do tax reporting under the same tax reporting unit, they are entitled to use the annual tax exemption amount of 60,000 yuan from the first pay period onward in 2021.

As illustrated in the following figure, for the first pay period in 2021, the employee earned 10,000 yuan. Because the employee is entitled to use annual tax exemption from the first day in 2021, there is no tax to be paid by the employee for the pay period. Under the original tax policy, the employee needed to pay 150 yuan tax if that employee had no special additional deductions.

Use Annual Tax Exemption from the First Pay Period in a New Tax Year

This provides flexibility for the eligible employees to use the annual tax exemption amount of 60,000 yuan in the regular tax calculation starting from the first pay period effective from January 01, 2021.

Steps to Enable

To enable the legislative tax update for an eligible employee, do these steps:

  1. From your Home page, navigate to My Client Groups > Payroll > Person Information.
  2. Click Calculation Cards and then on the Search Person section, search for and click the person name.
  3. On the employee’s personal Deduction Information card, specify the date in the Effective As-of Date field. For example, specify 1/1/21 for January 1, 2021.
  4. Under Component Groups, click Taxes.
  5. Select the Individual Income Tax component as the calculation component. 
  6. Select the Calculation Component Details tab.
  7. Click Edit and select Update.
  8. In the Individual Income Tax: Details section, on the Calculation Component Details tab, select the Use Annual Exemption in Monthly Calculation check box.
  9. Click Save.

      The application uses the annual amount in regular tax calculation for the employee starting from the effective as-of date.

Tips And Considerations

When an employee is no longer entitled to use the annual tax exemption amount, ensure that you deselect the Use Annual Exemption in Monthly Calculation check box. For example, the eligible employees will no longer be entitled to use the annual tax exemption amount if they change the tax reporting unit in the middle of a tax year. In such cases, under the newly transferred-in tax reporting unit, the employees get monthly tax exemption amount incrementally. If the eligible employees earn more than 60,000 yuan in the current tax year where the annual tax exemption amount is used, they are no longer entitled to use the annual tax exemption amount in the next year.

Key Resources

Updated Regular Tax Formula to Accurately Calculate the Special Tax Reduction by Rate in All Cases

The regular tax fast formula has been updated to accurately calculate the special tax reduction by rate in all cases and return only positive values for Reduced Taxable Income, Tax Payable, and Reduced Tax Payable in the payroll run results.

Let's look at an example where an eligible employee’s monthly income (1000 yuan) falls below the sum total of monthly tax exemption and special additional deduction amounts in the pay period for a month. In this example, because the employee earns only 1000 yuan for the pay period, no negative values are returned for Reduced Taxable Income, Tax Payable, and Reduced Tax Payable in payroll run results, as shown in the following figure.

Positive Values Returned for Reduced Taxable Income, Tax Payable, and Reduced Tax Payable

In the next pay period, the special tax reduction by rate is calculated only if the Tax Payable is of a positive value for the payroll run, as follows:

  • Tax Payable = 60 yuan
  • Special Tax Reduction Amount = Tax Payable (60) x Special Tax Reduction Rate (0.2) = 12 yuan
  • Reduced Tax Payable = Tax Payable (60) -  Special Tax Reduction Amount (12) = 48 yuan

Calculate Special Tax Reduction by Rate Only When There is a Positive Value for Tax Payable

You can now consistently and accurately calculate the special tax reduction by rate using the enhanced regular tax fast formula.

Steps to Enable

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

Key Resources

Payroll for Mexico

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

Involuntary Deduction Card

Take advantage of the new Involuntary Deductions calculation card to create and maintain employee child support payments. The calculation card provides ease of maintenance for child support and includes:

  • The ability to maintain separate child support payments for one employee
  • Providing a third party payee to which the payment will be made

Involuntary Deductions Card

Follow these steps to create child support involuntary deductions:

  1. Create child support involuntary deduction elements
    1. Primary classification – Involuntary Deductions
    2. Secondary classification – Child Support
    3. The Category will default to Involuntary Deduction
    4. The element will be available to select on the involuntary deduction card for this Legislative Data Group (LDG)
  2. Create third-party payees
  3. Create third-party payment methods
  4. Create employee involuntary deduction card
  5. Add child support component to the card and enter the child support order details
    1. Select the add icon to see the Child Support elements for the LDG
    2. The Reference code is the Child Support Order and must be unique
  6. Process child support in payroll run

Improve maintenance efficiency by using the new Involuntary Deductions calculation card to create and maintain employee child support payments.

Steps to Enable

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

Annual ISR (Federal Income) Employee Income Tax Adjustment

Ensure that employees have paid tax according to the annual table rates by processing the Run Mexico Annual Tax Adjustment process. If an employee’s year-to-date tax withheld is different from the annual tax table rate then the employer can make an adjustment to withhold or reimburse the difference.

Prior to running the Mexico Annual Tax Adjustment process, you can choose to exclude individual employees by setting Exclude From Annual Adjustments to Yes on the Taxes region of the Employee Tax Card. By default, employees are included in the annual tax adjustment process.

Annual ISR (Federal Income) Employee Income Tax Adjustment

When submitting the Run Mexico Annual Adjustment flow, the Payroll and Year are mandatory parameters. The Payroll Flow name is also mandatory and is used for the Batch Name of the balance adjustments that are created when the task flow completes successfully.

The Run Mexico Annual Tax Adjustment flow produces three output files:

  • Spreadsheet report listing the employees and the result of the adjustment calculation
  • Balance Adjustment Header HCM Data Loader file
  • Balance Adjustment Lines HCM Data Loader file

The HCM Data Loader files are created with a .txt extension – this must be changed to .dat before you use the Import and Load Data task to upload the data. You can then run the Adjust Multiple Balances flow to process the uploaded balance adjustments.

Submit a Payroll Flow

Improve efficiency by processing the Run Mexico Annual Tax Adjustment process and making adjustment to withhold or reimburse the difference based on the process results.

Steps to Enable

Create element eligibility for the element Mexico Annual Tax Adjustment.

ISR (Federal Income) Tax Calculation Overrides

Make use of the five new value definition overrides predefined in the Employee Tax Card and the Organization Card in the Employee Impuesto sobre la Renta (ISR) Tax and Employer ISR Tax components respectively:

  • ISR Tax Calculation
  • ISR Tax Proration on Monthly Tax Adjustment Run Type
  • ISR Subsidy Adjustment on Regular Run Type
  • ISR Subsidy Proration on Payroll Run Type
  • ISR Severance Rule

ISR (Federal Income) Tax Calculation Overrides

ISR TAX CALCULATION

Determines if the ISR tax is calculated. The options are:

  • Yes (Default): ISR Tax is calculated
  • No: ISR Tax is not calculated

NOTE: that if this override is set to No, it takes precedence over all other value definitions for the Employer/Employee ISR Tax component.

ISR TAX PRORATION ON MONTHLY TAX ADJUSTMENT RUN TYPE

The standard Monthly Tax Adjustment (MTA) ISR tax calculation procedure determines the tax rates based on a factor derived from the periods the employee has worked in the month.

This override applies only to MTA payroll run type and determines whether to calculate tax based on the periods in the month and on the proration of the monthly rates. The tax calculation basis will be the MTD ISR subject earnings balance.

The options are:

  • Yes (default): ISR tax calculation procedure computes the tax rates based on a factor derived from the periods the employee has worked in the month.
  • No: ISR Tax rates will be applied with a factor of one (no proration), regardless of the period when the MTA run type is processed nor of the employee hire date.

ISR SUBSIDY ADJUSTMENT ON REGULAR RUN TYPE

Every payroll run, the standard ISR calculation automatically adjusts the amount of subsidy for employment (SE) to prevent exceeding the monthly cap. This adjustment compares the Month to Date (MTD) subject earnings balance with the prorated monthly SE rates.

This value definition determines whether to adjust the ISR SE during a Regular payroll run type.

SE is calculated (adjusted or not) based on the rates determined by the existing "ISR Subsidy Proration on Payroll Run Type" value definition.

The options are:

  • Yes (Default): Adjust the SE based on the MTD ISR subject earnings balance.
  • No: Calculate the SE with no adjustment considering the current processing pay period ISR subject earnings (RUN balance).

ISR SUBSIDY PRORATION ON PAYROLL RUN TYPE

This override determines if the SE is calculated based on the periods in the month and on the proration of the monthly SE rates. In all cases the SE calculation basis will be the MTD ISR subject earnings balance.

The payroll run type(s) excluded by this value definition will use a SE rates factor of one (no proration). This means that the full monthly rates will be used to compute SE.

The options are:

  • Monthly Tax Adjustment: Proration is applied only to the MTA run type. Regular run type will use a SE proration factor of one.
  • None: No SE proration (factor 1) is applied to both payroll run types: MTA and Regular.
  • Regular: Proration is applied only to Regular run type. MTA run type will use a SE proration factor of one.
  • Regular and Monthly Tax Adjustment (Default): SE Proration is applied to both payroll run types: MTA and Regular.

ISR SEVERANCE RULE

Determines which Severance ISR tax calculation method to use.

The options are:

  • None: The Severance ISR calculation method is used with no comparison and regardless of the severance amount.
  • Subject Earnings Greater Than or Equal to Monthly Salary (default): The Severance tax calculation method is used if the Severance ISR Subject portion is greater than or equal to the Monthly Salary.
  • Total Earnings Greater Than or Equal to Monthly Salary: The Severance tax calculation method is used if the total severance payment (subject plus exempt portions) is greater than or equal to the Monthly Salary.

You can now specify your tax component criteria further by making selections in five new value definition overrides predefined in the Employee Tax Card and the Organization Card in the Employee ISR Tax and Employer ISR Tax components.

Steps to Enable

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

Base Pay Rate Hierarchy for Nonperiodic and Severance ISR (Federal Income) Tax Calculations

Take advantage of the new Base Pay Rate rate definition that has been predefined to derive the employee monthly salary needed by the Severance and Nonperiodic Impuesto sobre la Renta (ISR) tax calculations. This new rate definition calculates the monthly salary based on the Average Days per Month value definition using the new conversion formula Mexico Base Pay Rate Conversion.

The updated ISR tax formula takes into account the new rate definition. The application derives the monthly salary needed by the ISR tax calculation according to these hierarchy rules:

  • Use the Base Pay Rate
  • If the Base Pay Rate value is zero, then use the Fixed Earnings Month to Date (MTD) balance
  • If the Fixed Earnings MTD balance is zero, then the ISR calculation will use the Regular ISR Tax calculation

You can now save time and improve efficiency further by using the new predefined Base Pay Rate rate definition to derive the employee monthly salary needed by the Severance and Nonperiodic ISR tax calculations.

Steps to Enable

Perform these steps to set up the Base Pay Rate Hierarchy feature:

  1. Create a Standard Earnings element and save your work.
  2. Create Rate Definition for your Standard Earnings element. Complete the mandatory fields and ensure you make the following selections:
  • Category – Element
  • Storage Type – Amount
  • Periodicity – Calendar Month
  • Periodicity Conversion Formula – Mexico Base Pay Rate Conversion
  1. Change the Contributor Periodicity to Calendar Month.
  2. Save your work.
  3. Add your Rate Definition as a contributor to the predefined Rate Definition, "Mexico Base Pay Rate". Make these selections:
  • Contributor Type – Rate Definition
  • Add or Subtract – Add
  • Select your Rate Definition from the Rate Name list of values
  • Periodicity – Calendar Month
  1. Save your work.

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.

Omani Citizens Working in GCC Social Insurance Updates 2020

Calculation value definitions and social insurance calculations are updated to comply with legislative requirements for Omani citizens working in the private sector effective July 2020.

Minimum Salary: The minimum total salary required to pay contributions on is 325 Omani Rial, including all allowances, if applicable. If the employee’s salary is below the minimum total salary, the application calculates the contributions for 325 Omani Rial and the worker pays the difference. In this case, the employer will pay contributions on the actual salary paid. The employee will pay contributions on 325 Omani Rial and the employer’s share of contributions for the difference between their actual salary and 325 Omani Rial.

Maximum Salary: The maximum salary to pay contributions on is 3000 Omani Rial, including all allowances if applicable. When the employee’s salary is higher than 3000 Omani Rial, then both the employee and employer contributions are calculated on 3000 Omani Rial.

Contribution Rates: As of the 01st of July these rates are to be used:

Country of Employment Contributory Salary Employer Contributions Employee Contributions
UAE

Basic salary + all allowances

10.5%

7%
Kuwait

Basic salary + all allowances

10.5%

7%
Qatar

Basic salary + all allowances

10.5%

7%
Saudi Arabia

Basic salary + Housing allowance

9.5% 8.5%

Comply with legislative requirements for Omani citizens working in the private sector effective July 2020.

Steps to Enable

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

Wage Protection System Update to Report Employees with Zero Payments

With this enhancement, a new process flow for Wages Protection System (WPS) is available to include employees with a zero net pay payment. The current EFT process is replaced by a Qatar specific process flow ‘Run Qatar Salary Information File’. This new way of running the report lets you select employees with a zero net payment and doesn't change the output of the process flow.

You will have to run these processes before you generate the report:

  • Payroll Run
  • Pre-Payments
  • Payroll Archive

Comply with legislation regarding employees to be included in the WPS file.

Steps to Enable

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

Payroll for Saudi Arabia

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

Omani Citizens Working in GCC Social Insurance Updates 2020

Calculation value definitions and social insurance calculations are updated to comply with legislative requirements for Omani citizens working in the private sector effective July 2020.

Minimum Salary: The minimum total salary required to pay contributions on is 325 Omani Rial, including all allowances, if applicable. If the employee’s salary is below the minimum total salary, the application calculates the contributions for 325 Omani Rial and the worker pays the difference. In this case, the employer will pay contributions on the actual salary paid. The employee will pay contributions on 325 Omani Rial and the employer’s share of contributions for the difference between their actual salary and 325 Omani Rial.

Maximum Salary: The maximum salary to pay contributions on is 3000 Omani Rial, including all allowances if applicable. When the employee’s salary is higher than 3000 Omani Rial, then both the employee and employer contributions are calculated on 3000 Omani Rial.

Contribution Rates: As of the 01st of July these rates are to be used:

Country of Employment Contributory Salary Employer Contributions Employee Contributions
UAE

Basic salary + all allowances

10.5%

7%
Kuwait

Basic salary + all allowances

10.5%

7%
Qatar

Basic salary + all allowances

10.5%

7%
Saudi Arabia

Basic salary + Housing allowance

9.5% 8.5%

Comply with legislative requirements for Omani citizens working in the private sector effective July 2020.

Steps to Enable

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

Saudi Gratuity Calculation - Unpaid Leave

When a person comes to the end of their service of employment in the GCC they could be entitled to an amount of gratuity, calculated based on certain criteria, regardless of their nationality. The entitlement and calculation of gratuity payments are based on the length of continuous service. When there is a period of more than 15 continuous or 30 intermittent days of unpaid leave in one contractual year, the additional days aren't considered service time and aren't included in gratuity calculation.

The impact of unpaid leave depends on the type of contract

  • If the employee is on an unlimited contract any unpaid leave days will reduce the length of service. For example, the original termination date is 21st December 2017 and the length of service is 143 months 21 days. The employee has 33 days of unpaid leave, of which 3 days are in excess of the unauthorized leave limit. The length of service will be reduced as the new, notional date of termination would be 18th December 2017 and service would be 143 months 18 days.

  • If the employee is on a fixed contract any unpaid leave days could extend the contract end date. This will be decided by the employer, so the actual hire date and termination date should be used to calculate the length of service.

The excess unpaid leave is processed and recorded at the end of the unpaid leave and the end of the contractual year. If historical periods of unpaid leave haven't been taken into account you can override the calculated excess days by entering an excess days override on the employee gratuity details calculation card.

Saudi Employee Gratuity Details

Comply with legislative requirements where the entitlement and calculation of gratuity payments are based on the length of continuous service

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.

Omani Citizens Working in GCC Social Insurance Updates 2020

Calculation value definitions and social insurance calculations are updated to comply with legislative requirements for Omani citizens working in the private sector effective July 2020.

Minimum Salary: The minimum total salary required to pay contributions on is 325 Omani Rial, including all allowances, if applicable. If the employee’s salary is below the minimum total salary, the application calculates the contributions for 325 Omani Rial and the worker pays the difference. In this case, the employer will pay contributions on the actual salary paid. The employee will pay contributions on 325 Omani Rial and the employer’s share of contributions for the difference between their actual salary and 325 Omani Rial.

Maximum Salary: The maximum salary to pay contributions on is 3000 Omani Rial, including all allowances if applicable. When the employee’s salary is higher than 3000 Omani Rial, then both the employee and employer contributions are calculated on 3000 Omani Rial.

Contribution Rates: As of the 01st of July these rates are to be used:

Country of Employment Contributory Salary Employer Contributions Employee Contributions
UAE

Basic salary + all allowances

10.5%

7%
Kuwait

Basic salary + all allowances

10.5%

7%
Qatar

Basic salary + all allowances

10.5%

7%
Saudi Arabia

Basic salary + Housing allowance

9.5% 8.5%

Comply with legislative requirements for Omani citizens working in the private sector effective July 2020.

Steps to Enable

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

Social Insurance or Pension Fund Customization

With this enhancement, you can override the delivered calculation value definitions to customize the social insurance or pension fund calculation either at an LDG or PSU level.

LDG Calculation Value Definition Overrides

You can override a calculation value definition defined with a single range at LDG level by adding additional rows to the delivered calculation value definition.

PSU Calculation Value Definition Overrides

You can override a calculation value definition defined with a single range at LDG level by entering a value on the PSU Employer Social Insurance or Pension Fund Details calculation card.

NOTE: Values entered as an override on the Enterable Calculation Values on Calculation Card tab take priority over any override at LDG level. If you don’t specify any override values, then the delivered values are used.

If all employers within an LDG use the same value for a particular calculation value definition, then that value can be overridden at the calculation value definition, LDG level.

If an employer wants to use a value that is different from other employers within an LDG then they should be able to override the calculation value definition at the PSU level.

This gives the ability to override delivered calculation value definitions used to calculate social insurance or pension fund deductions.

Steps to Enable

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

Occupation Lookup

With this enhancement, a new lookup type ORA_HRX_AE_JOB_DESCRIPTIONS is available with updated occupation codes. The worker data validation report is updated with a new validation added to check the value of the previous occupation. You can identify the employees using the out-of-date previous occupation and update them as necessary.

This feature complies with legislative requirements.

Steps to Enable

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

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.

Display Person Number on Statutory Reports

You can now display the employee's Person Number instead of HMRC Payroll ID on these reports:

  • P60
  • P45
  • P11D

The payslip displays both the person number and HMRC Payroll ID.

In the Statutory Deductions calculation card at the Payroll Statutory Unit (PSU) or the Tax Reporting Unit (TRU) level, a new field Statutory Report Person Identifier is provided in the Pay As You Earn component. You can select Person Number to display on statutory reports instead of HMRC Payroll ID.

You can use this enhancement to display person number on statutory reports.

Steps to Enable

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

Protected Characteristics - Legislative fields

To assist in Equality Act compliance, three new attributes have been added.

You can add the details to be recorded and displayed to a restricted set of users, for example, professional users such as HR Representative or can be made available to employees through the employee self-service option.

Here are the three new characteristics that are added:

  • A new list of values for National Identity. You can select from these predefined values:
    • British
    • English
    • Northern Irish
    • Other
    • Prefer not to say
    • Scottish
    • Welsh

NOTE: You can edit these values using the lookup type ORA_HRX_GB_EQLR_NAT_IDNTY, if required.

  • Candidate Age Band: You can set the age band values, as required. You can define age bands that are relevant to your organization using the lookup type ORA_HRX_GB_EQLR_CNDT_AGE_BAND.

  • Option to select Caring Responsibility.

Here's how you can record this information:

  1. Go to Person management.
  2. Under Legislative Information, click Edit - Correct.
  3. Click View More Details.

Here, you can edit, modify, and set the values for National Identity, Candidate Age Band, and set the option or Caring Responsibilities, as required.

You can also set the option for Caring Responsibilities on the Create Contact page under Relationship Information.

The process to enable the protected characteristics fields under Legislative Information remains the same. In Transaction design Studio, you need to create a rule to show legislative information flexfields:

  1. In the HCM experience Design Studio page, click the Transaction Design Studio tab.
  2. Select the Candidate Application Additional Information action
  3. Click Add to create a rule to display certain fields.
  4. In the Basic Details section, enter a name and description for the rule.In
  5. In the page Attribute section, select the Additional Info region.
  6. Configure the fields by indicating which are visible.
  7. Click Save and Close.

With this feature you can comply with legislative requirements to protect employee information.

Steps to Enable

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

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.

Attribute Visibility Changes

We have improved your user experience with the addition of a new field on the Local and Global Transfer and Mass Legal Employer Change pages. The Copy balances to the new employment record checkbox is now displayed by default on the Payroll Details page. Prior to this release, this box was hidden and accessible only through updating the rule in Transaction Design Studio (TDS). Use this box when you perform a legal employer transfer and want to carry balances forward to the new legal employer.

Create a better user experience by changing the display of the attributes covered by this feature.

Steps to Enable

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

Tips And Considerations

This change is delivered as a Transaction Design Studio rule.  If this feature doesn't meet your business requirements, you can modify its visibility using Transaction Design Studio.

Key Resources

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

Global Transfer Enhancement for Predefined Deferred Compensation Balances

We have streamlined the global transfer process so that it copies the person’s deferred compensation balances from their old Payroll Statutory Unit (PSU) to their new one.  These balances are predefined in the US Global Transfer Group process information group.

Here’s how the process maps these balances from the source PSU to the new PSU.

401 (k) Balances

Maps these source 401 (k) balances

To these target balances

Deferred Compensation 401K Eligible Earnings Relationship NoCB Year to Date

Prior Deferred Compensation 401K Eligible Earnings

Deferred Compensation 401k Relationship NoCB Year to Date

Prior Deferred Compensation 401k

Deferred Compensation 401k Employer Match Relationship NoCB Year to Date

Prior Deferred Compensation 401k Employer Match

Deferred Compensation 401k Catch Up Relationship NoCB Year to Date

Prior Deferred Compensation 401k Catch Up

Deferred Compensation 401k Catch Up Employer Match Relationship NoCB Year to Date

Prior Deferred Compensation 401k Catch Up Employer Match

Pension Plan After Tax Relationship NoCB Year to Date

Prior Pension Plan After Tax

Pension Plan After Tax Employer Match Relationship NoCB Year to Date

Prior Pension Plan After Tax Employer Match

Deferred Compensation Roth 401k Relationship NoCB Year to Date

Prior Deferred Compensation Roth 401k

Deferred Compensation Roth 401k Employer Match Relationship NoCB Year to Date

Prior Deferred Compensation Roth 401k Employer Match

Deferred Compensation Roth 401k Catch Up Relationship NoCB Year to Date

Prior Deferred Compensation Roth 401k Catch Up

Deferred Compensation Roth 401k Catch Up Employer Match Relationship NoCB Year to Date

Prior Deferred Compensation Roth 401k Catch Up Employer Match

403 (b) Balances

Maps these source 403 (b) balances

To these target balances

Deferred Compensation 403b Eligible Earnings Relationship NoCB Year to Date

Prior Deferred Compensation 403b Eligible Earnings

Deferred Compensation 403b Relationship NoCB Year to Date

Prior Deferred Compensation 403b

Deferred Compensation 403b Employer Match Relationship NoCB Year to Date

Prior Deferred Compensation 403b Employer Match

Deferred Compensation 403b Catch Up Relationship NoCB Year to Date

Prior Deferred Compensation 403b Catch Up

Deferred Compensation 403b Catch Up Employer Match Relationship NoCB Year to Date

Prior Deferred Compensation 403b Catch Up Employer Match

Deferred Compensation After Tax 403b Relationship NoCB Year to Date

Prior Deferred Compensation After Tax 403b

Deferred Compensation After Tax 403b Employer Match Relationship NoCB Year to Date

Prior Deferred Compensation After Tax 403b Employer Match

Deferred Compensation Roth 403b Relationship NoCB Year to Date

Prior Deferred Compensation Roth 403b

Deferred Compensation Roth 403b Employer Match Relationship NoCB Year to Date

Prior Deferred Compensation Roth 403b Employer Match

Deferred Compensation Roth 403b Catch Up Relationship NoCB Year to Date

Prior Deferred Compensation Roth 403b Catch Up

Deferred Compensation Roth 403b Catch Up Employer Match Relationship NoCB Year to Date

Prior Deferred Compensation Roth 403b Catch Up Employer Match

457 (b) Balances

Maps these source 457 (b) balances

To these target balances

Deferred Compensation 457 Eligible Earnings Relationship NoCB Year to Date

Prior Deferred Compensation 457 Eligible Earnings

Deferred Compensation 457 Relationship NoCB Year to Date

Prior Deferred Compensation 457

Deferred Compensation 457 Employer Match Relationship NoCB Year to Date

Prior Deferred Compensation 457 Employer Match

Deferred Compensation 457 Catch Up Relationship NoCB Year to Date

Prior Deferred Compensation 457 Catch Up

Deferred Compensation 457 Catch Up Employer Match Relationship NoCB Year to Date

Prior Deferred Compensation 457 Catch Up Employer Match

Deferred Compensation After Tax 457 Relationship NoCB Year to Date

Prior Deferred Compensation After Tax 457

Deferred Compensation After Tax 457 Employer Match Relationship NoCB Year to Date

Prior Deferred Compensation After Tax 457 Employer Match

Deferred Compensation Roth 457 Relationship NoCB Year to Date

Prior Deferred Compensation Roth 457

Deferred Compensation Roth Catch Up 457 Relationship NoCB Year to Date

Prior Deferred Compensation Roth Catch Up 457

Deferred Compensation Roth 457 Catch Up Employer Match Relationship NoCB Year to Date

Prior Deferred Compensation Roth 457 Catch Up Employer Match

Deferred Compensation Roth 457 Employer Match Relationship NoCB Year to Date

Prior Deferred Compensation Roth 457 Employer Match

This feature makes it easy to transfer employees, copying all their important data in a single streamlined process.

Steps to Enable

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

Tips And Considerations

If you performed the balance mapping exercise as part of your 21A update, you can continue using the Default Global Transfer Group object group.

Key Resources

For further info, see the following:

  • “Copy Calculation Cards and Third-Party Payment Methods During a Legal Employer Change” in the Workforce Reward 20C What’s New under Global Payroll
  • Oracle Cloud Human Capital Management for the US: Element Upgrade Process (2458385.1) on My Oracle Support

HR Optimizations

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.

Benefits

Documents Added During Benefits Enrollment

Enhance your reporting on benefits enrollment of the workers to report on documents added during or outside of enrollment, for themselves, for contacts and beneficiaries through self-service. For example dependent certification, EOI, etc..

The existing subject area Benefits - Action Items Real Time is enhanced with additional folders to report on the document details related to beneficiary, dependent, participant and also a folder that allows you to report on all the rejected documents. These documents could be reported by each plan and program names.

Subject Area Folder Sub Folder(s)
Benefits - Action Items Real Time Certifications
  • Beneficiary
  • Dependent
  • Participant
  • Rejected Documents

Details around the documents like document type, document name, contact name, validity start and end dates, status, the names of the individuals etc are available for reporting through these folders.

With this feature you will have enhanced reporting on benefits enrollments.

Steps to Enable

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

Document Uploads in Benefits Setup

The Benefits - Setup Real Time is enhanced with the following folders

Folder Sub Folder
Benefit Plan

Plan Document Uploads

Benefit Program

Program Document Uploads

Improve your reporting on benefits setup data related to the document uploads that is part of the enrollment.

Steps to Enable

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

Compensation

New Subject Area - Individual Compensation Real Time

A new subject area named Compensation - Individual Compensation Real Time is added.

You will be able to report on the following details related to Individual Compensations:

  • Plan information for awards such as, spot bonus or stock shares
  • Plan, option and element information
  • Plan start and end date information
  • Instructions about the plan
  • Eligibility profile information about the plan
  • Eligibility profile information about the option
  • The HR actions where the plans can appear
  • Configuration access details for allocations
  • Mappings of pending worker plan names to the corresponding individual compensation plan names

Some of the key metrics available for reporting includes the following:

  • Count of compensation awards
  • Count of compensation award entries
  • Ability to report on "Displayed Input Value - Amount" as monetary, numeric or integer values, without having to cast them as numeric via formulas

Enhance your reporting on compensation with a new subject area to report on the individual compensation plans and awards provided to the workers. You no longer need to rely upon "Payroll - Element Entries History Real Time" to report on individual compensation awards. The new subject area will contain information about plans and options, which are not available in "Payroll - Element Entries History Real Time". Compensation users with payroll duties can use this new subject area.

Steps to Enable

Leverage new subject area(s) by adding to existing reports or using in new reports. For details about creating and editing reports, see the Creating and Administering Analytics and Reports book (available from the Oracle Help Center > your apps service area of interest > Books > Administration).

Tips And Considerations

  • Use "Displayed Input Value - Amount" column in a report to view ONLY the awards part of the element entry value; similarly use - "Displayed Input Value Meaning" to display textual info. The original Displayed Input Value from the payroll subject area is also included.
  • Ensure users have all four technical role names listed in the Role section.
  • Use the columns and sub-folders exposed in "Individual Compensation Plans" folder to view Individual Compensation specific information.
  • To view Plan-Option-Element linkage (setup information) select columns from the subfolders inside "Plans and Options" subfolder, under the "Individual Compensation Plans" folder.
  • Apply filters to view meaningful data, for example either, "Compensation - Individual Compensation Real Time". "Input Value". "Reserved Input Value" = 'Primary Input Value' or "Compensation - Individual Compensation Real Time". "Input Value". "Reserved Input Value Code" = 'RESERVED_INPUT_VALUE'. [Note the page help for Input Value and Pay Value.] "Input values hold information for calculating the element's run result. An element can have one or more input values, each with a defined unit of measure, such as money or hours. The primary input value holds the final payment amount for the element after all its input values are processed. An element that processes in a payroll must have a primary input value."

Key Resources

For more information see the:

  • Administering Analytics and Reports for HCM guide in the Oracle Help Center
  • Subject Areas for Transactional Business Intelligence in HCM guide in the Oracle Help Center.
  • Sample reports posted on customer connect - https://cloudcustomerconnect.oracle.com/posts/c9ae49572b

Role Information

Duty Roles - Compensation Transaction Analysis Duty and Payroll Transaction Analysis Duty

  • FBI_COMPENSATION_TRANSACTION_ANALYSIS_DUTY
  • ORA_FBI_COMPENSATION_TRANSACTION_ANALYSIS_DUTY_HCM
  • FBI_PAYROLL_TRANSACTION_ANALYSIS_DUTY
  • ORA_FBI_PAYROLL_TRANSACTION_ANALYSIS_DUTY_HCM

FBI prefixed duties provide functional access, while ORA prefixed duties provide data security.

Payroll

Global Payroll Replaced or Removed Features

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

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

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

Payroll Dashboards in OTBI Catalog

The below out of the box Payroll dashboards will be removed from the OTBI catalog in Update 21C. You can find same dashboards here on Customer Connect that you can choose to use and modify to suit your needs:

  • Payroll Flow Details Dashboard
  • Active Processes Dashboard

By using the Customer Connect dashboards you will be able to use the dashboards, but also modify them to your needs in OTBI.

Steps to Enable

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

IMPORTANT Actions and Considerations

REPLACED OR REMOVED FEATURES

From time to time, Oracle replaces existing Cloud service features with new features, or removes existing features. When a feature is replaced the older version may be removed immediately or at a future time. As a best practice, you should use the newer version of a replaced feature as soon as the newer version is available.

Product Removed Feature Target Removal Replacement Feature Replaced In Additional Information
Compensation

Removal of the SalaryVO Business Object

21B N/A 21A

Replace the Deprecated Salary business object with the Salary business object as soon as possible, before April 2021

Payroll/ OTBI Payroll Dashboards in OTBI Catalog 21C N/A Now

You can find same dashboards here on Customer Connect that you can choose to use and modify to suit your needs:

  • Payroll Flow Details Dashboard
  • Active Processes Dashboard

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ORACLE HAS DECOMMISSIONED THE HCM CLASSIC SIMPLIFIED USER INTERFACE IN UPDATE 20B

The new and redesigned HCM Responsive User Experience has been available and promoted as our standard since Update 18B. If you are still using the older HCM Classic Simplified User Interface, you must begin transitioning to the HCM Responsive User Experience, as these older pages will no longer be supported.

For information on the Responsive features, see the HCM Common What's New for Update 18B and 18C. The redesigned features are under a heading for Redesigned User Experience and have groupings by product. Features that have come out from 19A onwards will be in their respective solutions: HCM Common, Global Human Resources, Talent Management, Workforce Management and Workforce Rewards What's News. The feature will be under their product headings. You can open one these solutions such as Workforce Rewards and you will see tabs on the left to easily let you open the different releases to view the responsive features.

For consolidated information on generic setup information you can refer to My Oracle Support Document ID 2399671.1 - HCM Responsive User Experience Setup Information.

Highlights of New User Interface:

We’ve taken the employee and manager self-service pages to the next level by redesigning them to look and behave the same on desktop and mobile devices. We’ve also changed the look and feel of the pages to provide a better experience for end users.

Pages and messages look more modern and use simpler, more conversational language so that you can more easily read and understand content across all devices. The pages are clutter-free and clean and display only those fields that are required to complete the task. You can personalize the pages and add more fields that are hidden by default. For most self-service tasks, you’re asked what you want to do, and the task is broken down into a series of steps based on your choice.

________________________

KNOWN ISSUES / MONTHLY AND STATUTORY MAINTENANCE PACK

Oracle publishes a Known Issues document for every Update to make customers are aware of potential problems they could run into and the document provides workarounds if they are available.

Oracle also publishes Maintenance Pack and Statutory Maintenance Pack documentation of bugs that are fixed in the monthly or statutory patching.

To review these documents you must have access to My Oracle Support:

Oracle Human Capital Management Cloud Functional Known Issues and Maintenance Packs (Document ID 1554838.1)