Performance Management - additional column owners

Dear Experts!
I am attempting to add an additional Column owner to my 360 degree appraisal template.
Right now I am having standard like AA Appraiser and Appraisee, AE Appraisee, AR Appraiser, OT Further Participants and PA Part Appraiser.
We have the requirement that an HR Admin has to enter the ratings of External customer, Internal customer, Vendor, Mentor as they do not have SAP user id's. If I select Part Appraiser column owner as Part Appraiser, it is not open for HR Admin.
Please help me in resolving this problem.
Thanks!

Hi Adam.
Check the Badi 'HRHAP00_SELECTION', her you have to create a custom implementation for this Badi def. Give a new Filter value as 'HR Manager' or 'Mentor'.
Now you will have to copy one of the active implemenation's code to this badi implementation and then make corresponding changes to the Badi for HR Manager Role or Mentor Role.
The coding has to be done in the method 'GET_INFORMATION'.
After this you have to assign this Filter value in the OOHAP_BASIC Tcode for the corresponding Role.
Hope this helps you.
Regards,
Subbu.

Similar Messages

Performance Management EHP4 Flexible Appraisal Process

Hi
We are in the process of building Performance Management using Enhancement Package 4 in ECC 6.0 in our test system. We have activiated flexible appraisal process and have completed the necessary config for ESS and MSS and appraisal template.
The MSS user can create the appraisal and define the objectives etc. The ESS user can view the appraisal but cannot add comments. On checking the appraisal template we have created a criteria for employee comments and an element called additional comments the tab 'element access' has been marked against the employee as follows:
Participant = Employee
Plan:Access = Change
Review Access = Change
Completed = Display
So we do not know why the ESS user cannot add comments.
Can anyone help on this issue?
Many thanks
Julie

Many thanks for this - we have checked the template level and have the column access for column 'objectives' (which is what is used at element level for appraisee comments) and if we change the column owner to 'appriaser and appraisee' it works for the appraisee but not for the appraiser. So we have a choice either it is set to appraiser and it works fine for the manager or we change it to appraisee and appraiser and it works fine for the ESS user.
Perhaps there is something else we need to check?

Oracle Performance Management - Notifications to Plan Population Members

All:
I've been working with Performance Management for several years and am implementing for a customer now. They are on R12.1.3 RUP6. We're creating notifications to be administered by the Performance Management Admin and the customer has asked for some simple definitions of the Plan Population Members & Statuses. I created this matrix, based on my own understanding and assumptions and wanted to see if anyone could validate to be sure I have these definitions correct. Please note that in the "Who Received The Message" column, where "worker" is listed in the matrix, I have only used the term "employee" since the customer is not evaluating contingent workers. I realize worker could be either an employee or contingent worker.
Could anyone please tell me where I may have gotten the "Who Receives the Message" definitions wrong? I've checked online documentation and there isn't anything I could find that makes an attempt to map this.
Thank you,
Mark
Plan Population
Who Receives The Message
All managers in the plan
All Managers who have active, eligible employees or terminated employees (during the appraisal period).
All eligible workers for the plan
All employees, regardless of their status in the plan.
All managers with at least one ongoing appraisal
Managers who have not completed all appraisals for their employees. These will be in “Ongoing with Manager” status
All workers with appraisal pending feedback
Employees, whose managers have submitted their performance appraisals to them, complete with Overall Rating and Performance Summary and are awaiting their response.
All workers with at least one ongoing appraisal
Employees who still have an appraisal sitting with them in draft form, not submitted to their manager.
All managers with at least one incomplete scorecard
Managers with employees who have not completed their scorecards
All managers with at least one scorecard pending for review
Managers who haven’t completed the review of at least one employee’s goals
All managers with at least one scorecard not yet started
This is when the manager begins the goal-setting process (cascading approach) and who have not started creating their employees’ goals (at least one).
All managers with at least one scorecard in transfer
Managers have transferred the employee’s goals back to them and the employee has not returned
All managers with at least one scorecard transferred out
Managers who have updated their employee’s goals and have transferred them to the employee for review.
All workers with an incomplete scorecard
Employees who have started working on their goals, but have not completed them and they are still in draft.
All workers with scorecard pending for managers review
Employees who have submitted their goals to the manager, but the managers has not acted on (updated or approved) the scorecard.
All workers with scorecard not yet started
Employees who have an active scorecard, but have not opened it, started writing or saving the record.
All workers with scorecard in transfer
Employees who have transferred their goals back to their manager.
All workers with scorecard transferred out
Employees who have transferred their goals from one plan to another plan (e.g., from Student Plan to Lab Regular Plan)
All workers with scorecard pending with them
Employees who have received their goals back and need to review and resubmit.
An individual worker or manager (can select from list of values)
This is an option when generating a notification. You can select a single person and use a notification expressly for hers or his benefits.

Sanjay,
As always, thank you for responding and for your insight. Your clarifications and thoughts here really helped. I am also going to post what I received back from Bina Kulkarni at Oracle. This might be helpful for anyone here looking for additional clarification on the WPM Notifications. Thanks again for your help!
Take care,
Mark
Plan Population
Who Receives The Message
Comments
All managers i the plan
All Managers who have active, eligible employees or terminated employees (during the appraisal period).
Terminated managers will no longer be part of the plan population & hence will not receive any messages.
All eligible workers for the plan
All employees, regardless of their status in the plan.
All managers with at least one ongoing appraisal
Managers who have not completed all appraisals for their employees. These will be in “Ongoing with Manager” status
All workers with appraisal pending feedback
Employees, whose managers have submitted their performance appraisals to them, complete with Overall Rating and Performance Summary and are awaiting their response.
All workers with at least one ongoing appraisal
Employees who still have an appraisal sitting with them in draft form, not submitted to their manager.
Here the Appraisal can be in Planned or Saved status.
All managers with at least one incomplete scorecard
Managers with employees who have not completed their scorecards
All managers with at least one scorecard pending for review
Managers who haven’t completed the review of at least one employee’s goals
All managers with at least one scorecard not yet started
This is when the manager begins the goal-setting process (cascading approach) and who have not started creating their employees’ goals (at least one).
All managers with at least one scorecard in transfer
Managers have transferred the employee’s goals back to them and the employee has not returned
Points 10 & 11 below seem the be the same. I think both cases talk about Managers who have set goals for their employees and transferred the scorecard to the employees for their review.
All managers with at least one scorecard transferred out
Managers who have updated their employee’s goals and have transferred them to the employee for review.
Same as above
All workers with an incomplete scorecard
Employees who have started working on their goals, but have not completed them and they are still in draft.
All workers with scorecard pending for managers review
Employees who have submitted their goals to the manager, but the managers has not acted on (updated or approved) the scorecard.
When employees transfer their scorecard to their managers, the manager can either approve the objectives in the scorecard or Approve and finish objective setting, whereby the scorecard status changes to 'Published' and can no longer be worked upon.
All workers with scorecard not yet started
Employees who have an active scorecard, but have not opened it, started writing or saving the record.
All workers with scorecard in transfer
Employees who have transferred their goals back to their manager.
All workers with scorecard transferred out
Employees who have transferred their goals from one plan to another plan (e.g., from Student Plan to Lab Regular Plan)
Transferred out means the employee is transferred out of the plan due to hierarchy changes, eligibility changes or termination. In this case the transferred out scorecard is no longer visible amd the objectives from such a scorecard cannot be retrieved.
All workers with scorecard pending with them
Employees who have received their goals back and need to review and resubmit.
This means that the employees have not completed objective setting from their end.
An individual worker or manager (can select from list of values)
This is an option when generating a notification. You can select a single person and use a notification expressly for hers or his benefits.
I think you are referring to an Ad-Hoc approver here.
All Appraisal Participants
Appraisers, Reviewers or Other Participants who have not completed their appraisal feedback about the employee.
All Approvers
Approvers of appraisals (AME defined or added Ad-hoc)

Get an additional column added to PWA Page which shows up the resource names

When we got to Project center and open up the respective project.By default the Tasks Summary window opens up.
Where in I can see the ID,Task Name,Duration,Start, Finish,% Complete,Work and Task State.
In one of the request a user wanted us to get an additional column added to this which shows up the Resource Names.
Note:
In the project plan what we publish to the server we used to have a resource name column.
Please let me know if it is possible to add a new column.

amavila --
Your Project Server administrator will need to do the following:
Log into PWA with administrator permissions
Click the Server Settings link in the Quick Launch menu.
Click the Manage Views link in the Look and Feel section of the Server Settings page.
In the Project section, click the Task Summary view to open it for editing.
In the Available Fields list, select the Resource Names column, and then click the Add button to add it to the Displayed Fields list on the right.
Click the Save button.
Keep in mind that only your Project Server administrators can perform the above steps. Hope this helps.
Dale A. Howard [MVP]
VP of Educational Services
msProjectExperts
http://www.msprojectexperts.com
http://www.projectserverexperts.com
"We write the books on Project Server"

Replacimg performance Manager with SSM(SAP Strategy management)

Hi,
Can any body tell me how to migrate all the scorecards, KPIs based on Performance Manager to SAP Strategy Management. Is there is a tool for that in SSM if not should those be rebuilt in SSM from the scratch.
how do we replicate everything fromPM to SSM
From the developer perspective what will their tasks.
Edited by: chrisbaker1999 on Jun 16, 2011 1:01 PM

Chris,
What the External Data Loader does is to allow you to transfer your scorecard structure from Performance Manager to Strategy Management. What you are importing is the structure of Contexts, Perspectives, Objectives and KPI aspects. It allows you to put all of these in the loader, verify the structure in the loader, and then using Transport to bring into SSM.
There are additional definitions and settings that SSM requires that will have to be added after you Transport the loader's data.
You will still have to build PAS models separately, because the External Data Loader does not build models.
The Transporter tool in SSM allows you to export (and then import) your scorecard metadata from DEV to PROD. Moving between systems is a two-step process, and Transporter is step one. PAS is separate (step two) and you make a dump of the model in your DEV system, take that dump file from the Home directory in DEV and move it to the Home directory in PROD. In the PROD system you create a new PAS model frame and then load that dump into the new framework.
Each SAP customer has a super-administrator that can add users to the SAP Service Marketplace. Find out who your super-admin is and get yourself added to allow you access to those areas on Service Marketplace.
Regards,
Bob

Managers can't see their employees when creating apprisal documents in Performance Management

Hi All,
I'm looking for you experts to enlighten me regarding an issue with the SAP Performance Management solution. We have recently (2013) implemented the Performance Management solution and everything has worked as expected. Now, we are in the process where the managers create the employees appraisal documents for the evaluation of the year 2013. The issue we are encountering is that managers who have been transfer to a new organizational unit are not able to see the employees which they supervised before the transfer.
Currently our company has an structural profile which is assigned to all the managers and supervisors, and this profile gives access to the employees which are assign to the manager or supervisor. In addition we have an MSS role for managers and supervisors, and here we added the authorization object P_HAP_DOC to authorize manager to perform the PM process.
Why the managers/supervisors who have been transfer are not able to see their employees?
Your help is greatly appreciated.
Santhiel Ramos

Thank you for your response,
Yes, as the manager (appraiser) I have created the document in documents_todo.htm.
I went to t-code phap_admin_pa and the document exists. The manager's name and employee's name are listed and the status is listed as In Process.
When I use t-code phap_start_bsp, then documents_received_open2.htm and log in as the employee, there are no documents listed.
I am not sure what is missing Any more ideas?

How do i create a new substatus in OSA (performance management)

how do i create a new substatus in OSA (performance management)

Hi,
Please create substatus through transaction code OOHAP_BASIC. Select u201Csubstatusu201D folder from the left column.
Hope this helps.
Donnie

In Performance Management

When i click on Add Objective using Performance Management page i.e the SSHR page
I am getting the following fields:
Objective Name
Created By
Start Date
Target Date
Next Review Date
Group (Has a list of departments)
Priority
Weighting Scale
Complete (%)
Achievement Date
I would like to know if these fields are Key Flexfields or Descriptive Flexfields.
The reason why i want to know is because i have to create another field that must populate values based on the selection that was done from the drop down list of "Group" i.e department
Is it possible?
Please help

"set the value of this field using OA Customization based on value of Group field"
could u plz assist me on how i can achieve the same?
Is it ok if i use the Additional Objective Details DFF and define two Attributes, one for Department and another for the Departmental KPI (with dependent value set) will this be correct way of doing under Description TAB?
Edited by: 594647 on Dec 1, 2010 10:13 AM

Java program to perform binary addition,subtraction and modulus.

i am a newbie to java and require ur urgent help plzzzz.
i wanna perform binary addition,subtraction and modulus operation between two numbers of 512 bit without using java functions i.e by simple logics of control statements.i need to convert two 512 bit numbers passed as string into binary form, and then perform addition,subtraction and modulus operations on these two binary numbers and finally dipaly the result in decimal format.
i think we may use full adder binary logic in this!!!
please send me the java coding for these three operations as urgent as possible on my email.
i would be highly obliged.
thanks.
sheetal.

i have managed to make this code myself but i wanna learn the basics...so plz help me guyz...
this is the code:
package bytearrayopeations;
import java.math.BigInteger;
* @author sheetalb
public class binaryadding {
public static void main(String[] args) {
BigInteger a = new BigInteger("123456");
BigInteger b = new BigInteger("5121");
String bb1 = a.toString(2);
String bb2 = b.toString(2);
String ss1 = null;
String ss2 = null;
String result = "";
String carry="0";
System.out.println("first value=" +bb1);
System.out.println("second value=" +bb2);
int k=bb1.length();
int h=bb2.length();
System.out.println("length 1="+ k);
System.out.println("length 2=" +h);
int p=h-k;
//System.out.println("difference=" +p);
int q=k-h;
//System.out.println("difference 2=" +q);
if(h==k)
else if(h>k)
for(int i=0;i<p;i++)
bb1="0"+bb1;
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else if(h<k)
for(int i=0;i<q;i++)
bb2="0"+bb2;
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StringBuffer sb1=new StringBuffer(bb1);
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//System.out.println("rev. buffer2=" +bb2);
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ss1=bb1.substring(i,i+1);
ss2=bb2.substring(i,i+1);
System.out.println("value1=" + ss1 + " " + "value2=" + ss2);
if (ss1.equals("0") && ss2.equals("0"))
if (carry.equals("0"))
result+="0";
else
result+="1";
else if (ss1.equals("1") && ss2.equals("1"))
if (carry.equals("0"))
result+="0";
 carry="1";
 else
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 carry="1";
else if (ss1.equals("0") && ss2.equals("1"))
if (carry.equals("0"))
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 carry="0";
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 result+="0";
carry="1";
else if (ss1.equals("1") && ss2.equals("0"))
if (carry.equals("0"))
result+="1";
carry="0";
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result+="0";
carry="1";
System.out.println("sum=" result " " + "carry" + carry);
result+=carry;
StringBuffer sb3=new StringBuffer(result);
result=sb3.reverse().toString();
System.out.println("result is " +result);
System.out.println("Binary = "+ result + ", Decimal = "+Integer.parseInt(result,2));
plz reply nw...

Performance management

HI Gurus,
We are working on Performance management we are facing a p[roblem in OPR over all performance rating Can any one help us where can we see the overall performance rating in R/3 like in which table OPR strores
Regards
Renuka

Hello,
The final appraisal (OPR i guess) in an appraisal document is stored in column 'FAPP'.
You can read the value of the cell against column 'FAPP'.
The standard function module like HRHAP_DOCUMENT_GET_DETAIL give you all the data of one appraisal document. You can retrieve your relevant data about final appraisal from there.
One suggestion: Avoid directly hitting database table as you can end up reading invalid value from a process point of view. Use standard module specially if the document is not yet completed.
Thansk&Regards,
Narendra N Shukla

Additional Columns in Appraisal Template

Hi,
I am currently creating a template similar to MBO in PHAP_CATALOG_PA.
Can i add additional columns in the template. Is there any configuration step to add additional column and give a column header name. For example: See Below, I require first column to be the list of objevtives, second column appraisee set his goals at the start of the year after having a mutual discussion with his manager. 3rd and 4th cloumns are for Mid year review one for self and other for manager. 5th and 6th columns are for the end of financial year to give the final scores.
Please note we are on ECC 6 with Latest support pack 61 (But not EHP4)
Objectives | Goal Setting by | Mid Year Review | Mid Year review | Final Review |Final Review
Self & Manager Self By Manager By Self By Manager
1. Primary Objectives
2. Department Objectives
3. Individual Objectives
4. Others.
Regards
Srinivasa Naidu

Hi,
Yes, you can create custom columns through transaction code OOHAP_BASIC.
Hope this helps.
Donnie

Performance management for appraisal document Targets defaulting...

Hi,
   My question is about custom badi implementation in Performance management for appraisal document Targets defaulting...
Brief:
====
At the creation of the personal appraisal, the column containing the performance targets of the employee is pre filled with the targets defined in the previous appraisal cycle and contained in the previous year employee appraisal form or in the target settings document.
Solution:
      1   Please give me the soultion which badi i can use?
         and How to achieve to do this thru coding step by step?
      2. And Can you please share any other synario defaulting   developed previously.If u share these documents or coding .. It should be fine...
Help me to do fastly ..
waiting for asap response..
Thanks and Regards
Mohan.P

Hi Chris,
This component must be deployed in Portal because have a lot of services which need ESS in order to work properly. According with note 1408243 you must add those business components in your iView and only are available in that component. Once you deploy this component you do not need to assign any special role to users. The business object component is in Content Administration --> Portal Content --> Business Object --> ERP Common Parts --> Human Resources --> Employee.
Follow this link:
http://wiki.sdn.sap.com/wiki/display/ERPHCM/HOWTOGETRIDOFSPSTACKMISMATCHISSUES
And get rid of mismatch issues!!!!
Regards.
David Cortés
Edited by: David Cortes on Apr 22, 2010 11:53 PM

Appraisal - Performance Management Quetions

Hello
We are on ERP 2005 and implementing Performance Management at the company.
We have some questions in relation to the requirements:
- Is there any documentation on the use of columns like OBJH, OBJB, QBJ7, QBJ8 etc. How to identify which column best suits our need?
- Depending on the situation, one EE may have 5 areas (criteria groups in SAP) to work on this year whereas the other EE may have 3. Does SAP allow the ability to add one row at a time for each criteria group?
- There is a requirment that once the manager completes the EE appraisal in MSS, it should be available to the Manager's Manager and HR Dept for final
approval. How should we approch this requirement?
- Does SAP allow the ability to display the appraisal form in various tabs like one tab each for "Competency", one for "Goals", etc. OR does it all have to be on one long form?
- There is a need wherein an employee can choose from various development plan for the current year. The development plans (about 25 in number) are like "Conflict Management", "Decision Quality" etc. One EE can have 4 developement plans whereas the other may have 8 plans for the same year. We thought of adding the development plans as qualifications in Qual. catalog and then link it in Appraisal template.
Is this the best way to approch the requirement? If so, how do we link the qualifications to appraisal template? If not, what other options can be explored?
Please advice. Many thanks in advance,

Hello
Here is the updated information:
- Is there any documentation on the use of columns like OBJH, OBJB, QBJ7, QBJ8 etc. How to identify which column best suits our need?
No documentation found
- Depending on the situation, one EE may have 5 areas (criteria groups in SAP) to work on this year whereas the other EE may have 3. Does SAP allow the ability to add one row at a time for each criteria group?
It seems it is available in the latest version of We Dynpro.
- There is a requirment that once the manager completes the EE appraisal in MSS, it should be available to the Manager's Manager and HR Dept for final
approval. How should we approch this requirement?
This can be achieved via the status flow of the appraisal document
- Does SAP allow the ability to display the appraisal form in various tabs like one tab each for "Competency", one for "Goals", etc. OR does it all have to be on one long form?
It seems it is available in the latest version of We Dynpro.
- There is a need wherein an employee can choose from various development plan for the current year. The development plans (about 25 in number) are like "Conflict Management", "Decision Quality" etc. One EE can have 4 developement plans whereas the other may have 8 plans for the same year. We thought of adding the development plans as qualifications in Qual. catalog and then link it in Appraisal template.
Is this the best way to approch the requirement? If so, how do we link the qualifications to appraisal template? If not, what other options can be explored?
No answer found yet.

Hiding elements in flexible performance management

Dear Experts,
We're on EHP4 and using Flexible performance management. I would like to hide certain elements based on the sub-status of the appraisal document. Currently, I am able to hide the columns associated with these elements by modifying the values in the parameter 'T_BODY_CELLS' ( created an implementation of BADI HRHAP00_VAL_DET) . However, I am unable to hide the description of these elements as it is stored in the parameter T_BODY_ELEMENTS which is not a part of the export/changing parameter of this BADI.
Is there any BADI or any other way in which I can hide the values present in T_BODY_ELEMENTS based on the sub-status?
Thanks,
Sachin

Here is the answer - OSS note #
1748048
1748048 - Message no. HRHAP00_TEMPLATE160 - Value determination 'CASCADED_GOALS_DESCRIPTION' is not possible for elements other than ''
Thanks,
Saquib Khan, PMP

Predefined Performance Management process Issues

Hello
1. Is it possible for the High level managers to have a display access to employee's appraisal documents in PMP (Predefined Performance management)?
2. Is it possible for Further participants (such as dotted line managers, etc) to participate in Appraisal process for PMP. I tried using Part Appraisers. But the Part Appraisers are only getting access while appraisal status is In process - Part Appraisal". We want these Part Appraisers / Further participants to get access to employee's appraisals starting from Goal Planning status.
3. We wanted to add additional Criteria Groups (VB) to the PMP Appraisal Template. I have added a Project Goals Criteria Group. But that's not being shown in PMP web interface (although it is being shown in Flex-Form).
I have been realizing that the PMP, which is very good web design does not have ANY flexibility to change Template or process.
The Flexi-Form, which is very flexible in terms of Template Design, does not offer the Goal Cascading functionality and Competency Goals functionality.
I am surprised that the PMP is very un-flexible (contrary to what SAP advertised).
Any suggestions for my above 3 problems?
Thanks
Raghu Kolukuluri

Hi Wim:
Thanks for taking the time to read through my rambling and for responding.
I guess the point of what I was trying to get at is why it would be an unlikely scenario to put the configuration for predefined into PHAP_CONFIG and then let you modify it to suit the whim of your customer.
My intention was not to suggest the impossibility of integrations in the flexible template. There are certainly enhancements to accomplish integration with the Qualification catalog and LSO, and even the old school Development Plans that virtually no one uses.
However, as someone who has seen Predefined in a production environment; I have to tell you, I do disagree that the alignment of goals is the only 'functionality' piece missing from Flexible. A quick summary of other items missing out of the box:
- Potential Assessment
- Calibration with drag & drop capability of entire team
- Integration with the Talent Profile - Assessments tab
- Target rating distribution %
- Profile matchups to positions other than the employee's own position
That obviously excludes the UI stuff that's been addressed above. These things above come in Predefined automatically with literally no work other than what basically is equivalent to a configuration wizard.
Now, could you create that in Flexible? Sure, anything's possible with enough time and money, right? You can certainly dig into the code and create equivalent custom code for your Flexible template. But like I noted above, it certainly appears to at least me that SAP has continued improving Predefined in EhP5 and made no improvements to Flexible. So in my opinion you run the risk of creating something supremely custom for your customer in order to satisfy some requirement like 1 over 1 approval of a final rating. Then, when EhP6 or whatever comes out, the customer decides they want to start leveraging those Predefined improvements, they've painted themselves into a corner of sunk costs, or continuing to customize Flexible.
To me, that doesn't seem like a good solution, especially for a business unit like HCM that really doesn't generate revenue. I elluded to this in an earlier post, but I really like that Predefined has a process already built into it. It's not like SAP made that up from nowhere, they presumably built that from feedback they'd gotten from customers, along with feedback that it was frustrating how much time and money it costs to build an appraisal system that - while necessary in the corporate world - generates no revenue for the company.
Let me know what you think though. I'd be interested to hear your thoughts.
Thanks,
Chris
Edit: I have no idea why the formatting won't hold. It doesn't look this bad when I edit it, sorry
Edited by: Chris McNarney on Aug 24, 2010 4:48 PM

Performance Management - additional column owners

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