Performance Management Plan - Customization

Hi
This is regarding the Performance Management Plan in Oracle Performance Management. Currently my client uses a custom concurrent program which creates appraisals by calculating the job anniversary date. The client is using yearly appraisal. But the program is scheduled to run every two weeks and picks the teammates who have completed their job anniversary in that period and creates appraisals for them.
There is no goal setting or tracking process implemented currently. The client is not using PMP now. I would like to propose PMP to the client. The PMP would create appraisals based on the hierarchy - Supervisor, supervisor Assgn, Position, Organization.
If a teammate is hired on 01-jan-2008 the first appraisal should be in 01-jan-2009 as per the client req now. If PMP is used it would create an appraisal in the year 2008 itself-- which is wrong as per the client requirement. Is there an option in PMP to exclude him in the current PMP and include in the next year's PMP?.
Thanks in advance
Regards
Ashish

Hi,
Using the PMP plan is ideal in case where the appraisal period is same across the organization. In organizations where the appraisal period differs depending on factors like hiredate, the PMP would be of a big maintenance. You will have to create PMP for each individual employee in the organization.
I suggest instead use objective assessment also in your appraisals and not use the PMP.
Thanks,

Similar Messages

Appraisal template for performance management plan

Hi, I can see my performance management plans in the table per_perf_mgmt_plans. But in this table I can't see the appraisal template that is linked to the plan. Is there any table or view which shows this?
Thanks

Thanks for the answer but I actually would like to see it in a database table. In the per_perf_mgmt_plans table there is no mention of the appraisal template. Is there a table or view I can find this link between the plan and the appraisal template? Thanks

Creating scorecard without performance management plan

Hi guys, I was wondering if it is possible to create a scorecard for a user and have the manager set objectives for him e.t.c without a performance management plan.
I created a scorecard using the HR_PERSONAL_SCORECARD api for a user and set the plan_id parameter to null, but when I click on the Talent Management link, the scorecard doesn't show up.
Has anyone successfully done this before?
Thanks

Hi guys, I was wondering if it is possible to create a scorecard for a user and have the manager set objectives for him e.t.c without a performance management plan.
I created a scorecard using the HR_PERSONAL_SCORECARD api for a user and set the plan_id parameter to null, but when I click on the Talent Management link, the scorecard doesn't show up.
Has anyone successfully done this before?
Thanks

Performance Management: Changing plan end date after publishing plan.

Dear experts,
I want to change my plan end date after publishing the plan. But there is no update option when i go to HR professional > Performance Management > Performance Management Plans > Query A plan > Update.
Kindly guide me.

Change the End Date of Plan and Rebublish the Plan.
Thanks

Information about Performance manager's APIs

Hi All, I require some information about Performance Manager of Business Objects XI R2. Business Objects provides APIs for BOE server, Web Services for customization, as that of, is there any APIs available for Performance Manager (for customization)? Can we customize the performance Manager as per requirements? Please let me know your views & finding on this topic. Thanks

Hi John, From the output you shared it looks like you using Performance Advisor and want to share a graph of a 7-mode system. The instructions link you shared is from Performance Manager which is for Clustered Data ONTAP only. In the Performance Advisor there is unfortunately no way to share a link. You can 'save as' to png as you probably already saw, or you can use the dfm CLI to generate the same and email, perhaps as a daily report. There is also a data collector that will post to the NetApp ToolChest that submits data to Graphite with dashboards in Grafana. This solution would allow sharing of a URL like you desire. If you want more info on this let me know. Kind Regards,Chris MaddenStorage Architect, NetApp

Employee performance management - enter objective on behlaf of employee

we use performance management plan for employees performance.
we have this case where we have lot of employees can not use the system .
we need a way to let their direct manager to enter their objectives in the objective setting phase.
and to finish their appraisal in the appraisal phase.
without the need for the employee to access the system

Hi AnTiiika,
You question is a very open ended one, there are too many features that you have consider, without knowing your requirement it would be hard to answer.
you can consider the following OOTB features of SharePoint to start with-
Use SharePoint enterprise features -
http://technet.microsoft.com/en-us/sharepoint/fp142374.aspx
SharePoint BI -
http://technet.microsoft.com/en-us/library/jj542395(v=office.15).aspx
http://technet.microsoft.com/en-us/sharepoint/fp142398.aspx
http://office.microsoft.com/en-us/sharepoint-help/create-and-use-a-report-or-a-scorecard-HA102772329.aspx
Lists to store and manage data
External content type if you want to access data from outside SharePoint like SQL Server or other external datastore
http://msdn.microsoft.com/en-us/library/office/jj163139(v=office.15).aspx
Excel services
http://office.microsoft.com/en-us/sharepoint-server-help/business-intelligence-in-excel-and-excel-services-sharepoint-server-2013-HA102915300.aspx?CTT=5&origin=HA102772329
PerformancePoint
http://technet.microsoft.com/en-us/library/jj571736(v=office.15)
Reporting services
http://technet.microsoft.com/library/bb522712.aspx
for code approach -
http://msdn.microsoft.com/en-us/office/dn448478.aspx
http://sharepointdemobuilds.codeplex.com/
http://msdn.microsoft.com/en-us/library/office/jj163140(v=office.15).aspx
you can also consider new App model and develop apps using CSOM/JSOM/REST API for list based CRUD operations or for dashboards-
http://code.msdn.microsoft.com/office/SharePoint-2013-Create-a-20a03d84
Hope this helps!
Ram - SharePoint Architect
Blog - SharePointDeveloper.in
Please vote or mark your question answered, if my reply helps you

Performance Management: 'Share with Main Appraiser' button not visible

Hi Gurus,
I am using Oracle R12.1.3, Performance Management module.
I am trying to publish Performance Management Plan with Objective setting and Appraisals both tasks. Appraisal plan is set to be appraisee initiated, standard appraisal
However - When the appraisee is trying to initiate the appraisal (by clicking 'Update' on the appraisal task appeared) - s/he sees all the objectives set and get to choose a performance rating. However - the button 'Share with Main Appraiser' button is not visible.
When I am trying to create a Performance Management Plan with only 'Appraisals' - this problem is not occurring. Any clue as to how to rectify this problem?
PS - I have tried disabling personalizations and re-tried several times - but the same error occurs.
Would really appreciate any response which might help.
Thanks and Regards,
Rahul

I'm thankful for your effort Hussein. However, this document is applicable for version 12.1.4+ while I am working on 12.1.3. I re-tested the thing after making some changes in appraisal template where I ticked 'Update Appraisals for Terminated Workers' and also checking 2 more related check-boxes. Surprisingly it worked.
Also if I am selecting method for objective allocation as 'Parallel' - then also this error is not occurring - even with old appraisal template. Although this hit and trial worked, I do not have a logical view about the solution and correctness in all environments yet.

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)

Oracle Performance Management doubts

Hi All,
I have some questions related to Oracle performance management and hope they will get answered over here:-
Que1. The weight of all objective should be 100 but in my case it is allowing any value. What I need to do to restrict it?
Que2. Can we do objective setting and Appraisal process simultaneously? That would be allocate objective and rating in parallel?
Que3. When and how the rating provided by manager would reflect in the Performance (People --> Assignment --> other --> Performance) widow and what would be the effective date. I have completed all setup and process but the final rating is still not available.
Que4. What is difference between Talent management, Performance management and Workforce performance Management?
Que5. When I include the Appraisal in the PMP and select the Appraisal template (that just has final rating) and click on the "Go to Task" against "Manage appraisals" (to initiate it) I do not see anything. Do we/manager need to create plan every time using the link Appraisal.
Sorry for asking too many questions.
Thanks,
Avinash

Que1. The weight of all objective should be 100 but in my case it is allowing any value. What I need to do to restrict it?
ANS : This is a seeded one. If you want to restrict it you have to customize the page.
Que2. Can we do objective setting and Appraisal process simultaneously? That would be allocate objective and rating in parallel?
ANS : There is a checkbox "Allow Objective Setting outside of the period" (something like that).
Que4. What is difference between Talent management, Performance management and Workforce performance Management?
ANS: AFAIK, Oracle Talent Management and Oracle Performance Management are same. Prior to Oracle Performance Management, the module name was Oracle Talent Management.
Que5. When I include the Appraisal in the PMP and select the Appraisal template (that just has final rating) and click on the "Go to Task" against "Manage appraisals" (to initiate it) I do not see anything. Do we/manager need to create plan every time using the link Appraisal.
ANS : You can schedule the concurrent program, "Mass Appraisal Creation".
Hope it helps!.
MAK

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

Personality development plan customization

Hi All,
Good Morning.
I am new into OA framework.Here i got requirement Personality development plan customization in r12 version.
Navigation: Performance Management > Competence Appraisal Plan / Self Assessment > Appraisals Action Button > Final Ratings
in competency gaps page i have to add one fiels ie prioratise .this field is not in Standard Table dual.
Standard table is "Dual". can we add field when standard table is dual?
Please give me reply as soon as possible
Regards
Ramoji

Hi,
Post your question in [Technology - OA Framework|http://forums.oracle.com/forums/forum.jspa?forumID=210] forum, you would probably get a better/faster response.
Regards,
Hussein

Competency Weight age- Oracle Performance Management

Dear All,
We are in the process of implementing Oracle Performance Management (12.1.3 Ver), these are following scenario we need to address. Kindly post your advice .
1.     We have 4 Objective ( Objective-1, Objective-2, Objective-3 and Non-Bonus able Objective) for all the employees with weigh age. We need to restrict the weight age and the sum of all the Objective weight age should not exceed 35% . (EX: Obj 1+ Obj 2 + Obj 3+ Non-Bonus able = 35%). How to achieve this?
2.     We have 4 Mandatory competency and for which we need to provided weight age for each competency ( Ex: Communication Skill -20% weight age & Team work – 30%) How to achieve this?
3.     Our final rating works as, Objective Rating + Competency Rating ( Final Score = Objective Rating + Competency Rating). How to achieve this?
4.     We have another requirement like we need to Tag Absenteeism Rating ( Please see the below rating scale) along with the Final Appraisal rating . I am furnishing the Rating details
Excel----------Never Absent and always punctual.
Achieved----Never absent but late in or early out with prior permission.
Partial ------ Deduction of 5%     Few Absent or late in or early out without prior permission or advance intimation.
Not Achieved ----- Deduction of 10%     Multiple Absent or late in or early out with no permission at all.
Please let me know if you need more information
Thanks and Regards
Suresh Subramaniyam

Que1. The weight of all objective should be 100 but in my case it is allowing any value. What I need to do to restrict it?
ANS : This is a seeded one. If you want to restrict it you have to customize the page.
Que2. Can we do objective setting and Appraisal process simultaneously? That would be allocate objective and rating in parallel?
ANS : There is a checkbox "Allow Objective Setting outside of the period" (something like that).
Que4. What is difference between Talent management, Performance management and Workforce performance Management?
ANS: AFAIK, Oracle Talent Management and Oracle Performance Management are same. Prior to Oracle Performance Management, the module name was Oracle Talent Management.
Que5. When I include the Appraisal in the PMP and select the Appraisal template (that just has final rating) and click on the "Go to Task" against "Manage appraisals" (to initiate it) I do not see anything. Do we/manager need to create plan every time using the link Appraisal.
ANS : You can schedule the concurrent program, "Mass Appraisal Creation".
Hope it helps!.
MAK

Implementation timeframe for Oracle HRMS Performance Management

Hi all,
If an organization already implemented HR, Payroll, OTL, Learning Management, SSHR et. and is now planning to implement Performance Management, how long would it take to implement this piece? We're talking about close to 3000 employees here. Thanks for your response. No customizations and out of the box functionality is the goal.
Regards,
SSR

Hi,
This is an interesting question. I believe the range of functionality used will influence it greatly. If you are looking at standard appraisals, then the period may be shorter (probably three months). However, if you are looking at PMP (seeding appraisals , cascading objectives, separate objective update throughout the year etc) I think the time will be more. (4-5 months)
Also, from experience, I do know that requirement gathering will be a time-consuming process unless the company already has an online template for doing appraisals (even if it's just an excel sheet)
Regards,
Vinayaka
Edited by: Vinayaka Prabhu on Jul 22, 2012 9:03 PM

Performance Management Objective Setting

Hi Everyone,
I am working on a full HCM implementation and had a few questions regarding performance management. The client is interested in having goals and objectives "cascade" through org. units and pre-load on Performance Appraisal templates.
In the phap_catalog, I have noticed a value determination named "ORG_OBJECTIVES" and it supposedly auto-fills goals set by managers for the performance review period.
Basically, I am looking for a productive/proper way to have goals flow from the overall organization, through lower level organizational units down to each and every employee.
For example: Company X has 3 overall goals -> Bob Smith works within Org. Unit Y in which there are 3 separate goals that refer to this Org. Unit -> and then Bob Smith has the ability to add 3 of his own goals for the year. Overall there would be 3 overall company goals, 3 org. unit goals (total of 6 that pre-fill) and 3 empty fields for Bob Smith to input his own goals.
Any help would be wonderful. Thank you for your time.

Raghu,
Your response was extremely helpful.
Do you have any documentation or guidance on how I could create custom tables to use this BADI that you are talking about. Currently there is no plan for SEM, so I am going to have to take the route of custom tables utilizing the BADI that you mentioned. In terms of custom tables, creating them and using them, I only have a high level knowledge, so any documentation/guidance would be very helpful.
Regards,
Adam P.

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

Performance Management Plan - Customization

Similar Messages

Maybe you are looking for