Performance Management - Transporting "Define Tabs and Process config"

Good Morning Experts,
We are moving from Development into our PPT (pre-production test) environment and have successfully transported the Performance management category settings/values, as well as the Template itself.
Upon executing the Performance Management toolset from the portal side, I see that my tab configuration for the template did not transport. I have searched high and low for any reference to transporting this config step, but have been unsuccessful, thus this post.
Does anyone have any suggestions for transporting this configuration. As you know the IMG Personnel Management > Personnel Development > Objective Setting and Appraisals > Define Tabs and Process Configuration for Template launches a webdynpro app to make this configuration step, so saving these setup selections is the only option. How can I force these changes across ? I look forward to your responses !
Chris Thomas
Duke University and Health System

All - the solution:
SAP Note 1428054, implement the corrections according to the note.
Run the report, RHHAP_Transport_tab_config which will generate the transport containing entries from tables:
hrhap_tab
hrhap_tab_data
hrhap_tab_t
Basis implemented, I ran report, transported the tabs and and all is well.
Chris

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>
Munna wrote:
> Hi,
>
> I would like to utlize the feature of process/phase/step configuration for appraisals by the Web Dynpro configuration for tab and process. I choose the "Process Configuration" tab, enter my appraisal template and period, and click "Start Selection". A warning is displayed "No process defined for <my appraisal template>". Clicking on "Add" and no matter what I did, I don't seem to be able to maintain any process/phase/step into the "Configure Available Elements for Process" table. What is the pre-requisite to maintain and configure the Process/Phase/Step(s) ?
>
> How do I maintain the in preparation, in planning etc statuses in here, I created templates using SAP defined templates for ex: templates for performance feedback etc., statuses are maintained in there by default.
>
> Can you please suggest anything?
>
> Thanks
> Murthy
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Who Receives The Message
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All Managers who have active, eligible employees or terminated employees (during the appraisal period).
All eligible workers for the plan
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All managers with at least one ongoing appraisal
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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.
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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
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All workers with scorecard not yet started
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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)

Foundation Services / Performance Management Architect

Do I need Foundation Services
Performance Management Architect
if i am just installing 11.1.2.2 essbase
when i unclick Foundation Services Performance Management Architect
i am able to start the install
but click on Foundation Services Performance Management Architect
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EPMINS-01050
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what am i missing or do i need to Extracted everything again ?????
but my first question has not been answered
Do I need Foundation Services /
Performance Management Architect
for Essbase
and final where is the link on Foundation Services /Performance Management Architect
and the install doc for 11.1.2.2 which discuss this in the new release and this piece
Foundation Services / Performance Management Architect
has been added as part of the install and config,and was not part of the 11.1.2.1 was installed
Thanks
Edited by: Next Level on Apr 12, 2012 3:01 AM
Edited by: Next Level on Apr 12, 2012 3:07 AM

Performance Management - Transporting "Define Tabs and Process config"

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