Note: Appraisals do not appear in an approver's Appraisals home page unless the approver is also an appraisal participant. If the system administrator sets the profile to Version 2, users can access: My Oracle Support and iLearning on self-service web pages in which the content container has been included. When you click Approve and Finish, the application takes you directly to that task. Note: Info Online was previously known as the Knowledge Integrator. See: Implementing Oracle Performance Management. You cannot run the Mass Appraisal Creation program to create appraisals for this plan. Note: After managers cascade their objectives to their subordinate workers and an objectives hierarchy is created, then the managers cannot change or delete cascaded objectives from the scorecards of their subordinate workers. You can modify the appraisal template and republish the performance management plan for the changes to take effect. To enable users to access Enwisen, complete the following steps. After saving a questionnaire, you cannot change its scope. For more information, see: Enabling Update of Appraisals of Workers with Future-Dated Termination, You can view the Error Report on the Monitor Concurrent Program page. You cannot update the Create Plan: Population page in a published plan. For example, if you enter 2005/01/01 as the profile option value, then the application displays plans with the start date on or after 2005/01/01. You can view the description of each of the selected fields that you would like to print.
See: Performance-Management Plan Administration Tasks.
The scorecard may already contain some objectives that the application allocated to you automatically or copied from a previous appraisal or personal scorecard. These appraisals can be appraisals created using the Appraisals function or performance-management plan appraisals. Note: You can continue to use competency assessment templates created in the Assessment Template window of the forms-based interface. Managers can use the self-service Competency Profile function to update the competency profiles of their subordinates. This task is usually enabled during the objective-setting period only. This page displays both objectives total score and competency total score. See: The Personalization Framework, Oracle SSHR Deploy Self-Service Capability Guide.
A user profile is a set of changeable options that affects the way your application runs. Competencies are copied. When updating appraisals, HR Professionals can change the main appraiser, and enter overall rating and comments for standard and performance-management appraisals. When an appraisal is complete, the application automatically updates the following fields in the Performance window: This field contains the appraisee's overall rating. Another member of the PMP shares an objective with you. However, your view of the appraisal as a participant is frozen, and you can make no further changes unless the new main appraiser explicitly requests further feedback. Your enterprise has the flexibility to determine whether managers can update the objectives and objectives' details added by workers using the HR: Allow Updates to Objective Details Added by Appraisee profile option. If your new objective-setting deadline is after the first appraisal task period following the previous objective-setting deadline (and that appraisal task is complete), the application assumes you are specifying a new objective-setting period for a subsequent appraisal task. Performance Management defines two measurement styles for objectives: quantitative and qualitative. For information about the Eligibility tab, see Allocating Objectives to Workers Automatically. Reallocate Objectives from Library for worker. Workers in the Presales department and its subordinate teams report to Bob Wright. If the Save Attachments check box is available in the Attachments region, then they can select this option to make these attachments available in the Oracle HRMS People window. Select the plan and enter the effective date. The manager then approves the worker's personal scorecard to change its status to Published. You can collect data using any of the HTML inputs type: text boxes, radio buttons, and check boxes. Personalize relevant pages to show the Learning Path review region. When you publish a plan, the program, if scheduled to run automatically uses the default value. Oracle Performance Management provides a predefined 'Appraisal Printable Template', which is an Oracle XML Publisher RTF template to print appraisals in the PDF format. In case any region is not attached, then that region will not appear in the page Configure Print Options for Printable Page. 
As you can see from these examples, the results produced by each approach may not be identical, even though the assessment data is identical and the type of calculation (performance multiplied by weighting) is the same in both cases. For the following example, the total score can be either 18 (if you select Sum) or 6 (if you select Average). After updating the plan to correct any errors, you can submit it for publication again. Each task that the application generates belongs to one of three processes: During this process, which lasts for the period specified in the PMP, worker and manager update the worker's personal scorecard by adding, updating, or removing objectives. You receive a notification message that may include your manager's instructions for updating the scorecard. For example, to cascade the objective to develop customer awareness, the sales manager can create the new objective Conduct Customer Survey for store manager A and Devise Customer Loyalty Scheme for store manager B. }`h @_m.tz/4+F73EY%? When you create a plan, you must select the manager as the supervisor so that the manager is part of the plan population. If you set this profile option to Yes (the default value), appraisees can add participants. The objective's validity dates are the same as or wholly within the PMP dates. At this point, the plan takes effect. However, their scope is local only. Managers can access reopened appraisals from the Appraisals In Progress table and edit the appraisals. An icon to indicate terminated workers is available in the Appraisee columns of the tables to identify terminated workers easily.
Later, you change the Competency template in the appraisal template: Annual Appraisal Template-2010'. /Filter /FlateDecode Otherwise, the topmost supervisor cannot access scorecards or appraisals of workers reporting to them directly. Select active employees or contingent workers for enrolling into a plan and submit the request. Access to this function enables users to create new plans and query plans to which they have access. Provide this value if you want personal scorecards to include incomplete objectives from the scorecards of a previous plan. The appraisee adds their own competency and objective ratings, completes the appraisee questionnaire, and then shares the appraisal with you. When this option is checked, each new search opens in a new browser window. You cannot make fields on a questionnaire attached to an appraisal template mandatory. Include instructions to participants. The appraisal, during which you can evaluate a worker's current competencies, set or assess objectives, identify training to address deficiencies, and assess a worker's advancement potential, is a key performance-management activity: It provides an up-to-date inventory of worker competencies, and it allows you to specify improvement targets and methods to meet enterprise goals. When an approver rejects an appraisal, irrespective of whether the appraisal is initiated by the Main Appraiser or the Appraisee, the main appraiser receives the rejected appraisal. On the Track Objectives Progress page, workers can click the Line of Sight icon for their objectives to view the alignment of their objectives (either by cascading or aligning) in their enterprise. Integration is available between the Rapid Implementation Workbench web pages and Oracle iLearning in KI Framework Version 2.
After you configure Info Online, you can access configured partners in self service pages through the Info Online content container and in forms through the Info Online icon. Alternatively, you can define a PMP to manage objectives only or appraisals only. For example, a plan for 2006 could have a start date of 01 January, 2006, and an end date of 31 January, 2007, to allow time for the end-of-year appraisal. The Performance Management Plan Appraisals In Progress table displays appraisals created as part of the workforce performance management (WPM) plans. 
Oracle iLearning is an enterprise learning management system that prescribes, delivers and tracks learning, and monitors and manages the learning process. Administrators can also create questions where workers can select answers for these questions from lookup values or rating scale. You can select the same questionnaire for both the main appraiser and the appraisee. An example of a questionnaire is an employee survey. The worker's manager can review progress at any time and take remedial action, if appropriate. For workers belonging to a hierarchy, Performance Management automatically generates personal scorecards of objectives when you publish the plan.
For example, if the appraisal template has no valid-to date, the objective assessment template must have no valid-to date. You share the appraisal with the appraisee again. To view appraisal summary of workers who report to Sally, Ric, or Maria, Sam must click the number in the Total column of his direct reports.
You continue to view all parts of the appraisal, but cannot update it until the appraisee shares the appraisal with you again. Select Work Location, and then select San Diego, San Francisco, and San Jose as the location values. You can view a graphical representation of the rating summary, which is represented by a pie chart. You can publish PMPs from the Performance Management Plans page as well as using the Submit Request window. The Detailed Error Report helps you to analyze why a program failed. The application displays answer details in a text area. Manager and worker conduct the worker's appraisal. Enterprise policy determines whether you must perform this task and for which objectives.
Currently, when you select either the organization or position hierarchy to identify the plan population, the application uses the selected organization or position hierarchy to publish the plan. By default, all options on the Share Appraisal Details with Appraisee page (except Main Appraiser Retains Ownership) are selected. This tabbed region, which shows completed appraisals of ex-employees and ex-contingent workers is hidden by default. Typically, in an enterprise, employees or contingent workers transfer from one business group to another business group. After they complete the required appraisal they can upload the Excel worksheet. For example, if you enter 2005/01/01 as the profile option value, then the application displays plans with the start date on or after 2005/01/01. Managers log in as employees to initiate appraisals of themselves (self appraisals). Workers can define individual objectives for themselves. See: Performance-Management Plan Administration Tasks. Enterprises can decide whether to display the check box on the Give Final Ratings: Review page using the Personalization feature. You can view a log file for the request. See: Performance-Management Plan Administrator Tasks. Enter the new objective setting date separately in each row for each worker or enter a common objective setting date for selected workers and click Default to All to apply the new date for all the selected workers. In the Learning Path region of an appraisal, you can identify training courses for the appraisee. Note that the Switch Manager function is enabled by default, but may be disabled in your enterprise. Any questionnaire that you attach to an appraisal template must have the status Published. See: Assessing Competencies and Objectives. See: Setting Up Compensation Workbench Plans, Oracle HRMS Compensation and Benefits Management Guide. The HR Professional can monitor personal scorecards from creation to publication using the Performance Management Plans function. If required, you can enable the Hijrah or Thai Buddhist calendar by defining the following profile options: FND: Forms User Calendar: Choose a preferred calendar. In allowing the main appraiser to select which information to share and when, Oracle Performance Management gives the main appraiser complete control of the appraisal process. Alternatively, you can select a different questionnaire when you include each appraiser and other participant in the appraisal. For example, the Director of the Sales division North America reports to VP Sales North America. This function enables you to import objectives definitions from other performance-management processes, for example. For example, all workers in an organization hierarchy or all workers in two levels of a five-level supervisor hierarchy could be the members of a particular PMP. You can update a plan in draft status as often as necessary. Alternatively, you can use the Functional Administrator responsibility, select the Personalization tab, and enter the document path: /oracle/apps/per/selfservice/appraisals/webui/SetupDetailsPG. See My Oracle Support Note 294453.1 for further details of how to set up links from Oracle HRMS to Transcentive. When he creates this plan, he selects the Directory Eligibility profile in the Eligibility Profile Name field in the Create Plan: Population page. For a manager, the Main Appraiser tab lists completed appraisals for which the manager has been main appraiser. This column, which is hidden by default must be displayed, if required, using the Oracle Framework Personalization feature. Note: To publish the worker's scorecard, you must perform the Finish Objective Setting task. Select Grade, and then select 4 as the grade value. The application runs a concurrent request to remove the scorecards. After the process removes scorecards, workers no longer appear in the plan population. Depending on business requirements, your system administrator can display either the Print or Print All column. or aligned. Cascade one or more of your own objectives to some or all of your team members. Scroll to the Rendered row. The deletion has no effect on the objective's inclusion in existing personal scorecards. The format of the appraisal depends on configuration choices you make, mostly in the appraisal template. When you republish a performance management plan, the application does not delete appraisals and scorecards of workers if they are no longer part of the published plan population, for example, because of termination or transfer to another plan. 
