Reasons for Introducing database functions for Discoverer Reporting Needs

Hi All,
I would like to know the criteria other organizations have used in creating custom database functions specifically for Discoverer reporting needs. It seems good and appropriate to identify these reasons in order that they have a sufficiently good reason (e.g. in presenting this to a change management board).
Here is a quick swipe:
-query explain plan improvements
-take away the complexity of having the end user deal with complex calculations
-consistency of a value (e.g. a complex amortization calculation)
-an attribute is used from a dependent table with a minimum cardinality of zero
Can anyone list other good reasons in terms of Discoverer reporting?
Thanks,
Patrick
Edited by: Patrick Bacon on Jul 15, 2009 10:30 AM

Hi Patrick
In addition to the reasons you have given the reasons for having functions anyway apply just as equally to Discoverer as they do to other applications.
Typically the main reasons why I would use a function are:
a) due to the complexity of the code, or
b) to evaluate something which an end user either could not do or does not have access to.
For example if a user needs to have aggregations from multiple tables side by side in a report, typically from tables which have no joins between them, I write functions to go get the individual results.
One specific function that I use a lot is one that calculates the number of working days between any given two days. Some of my HR customers use such a function to calculate the number of sick days for an employee when obviously only working days should count. Doing this in a normal Discoverer calculation would be very hard. Retail customers might use this for calculating the number of days it took to ship and item.
There are other reasons why I use functions but these are the typical ones.
Best wishes
Michael

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http://www.oracle.com/technology/software/products/database/oracle10g/index.html
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855880 wrote:
I have been trying to install the "Oracle Database software for version 10g Release 2 Standard Edition, Standard Edition One, and Enterprise Edition" about six times with no success.Do you realize you just mentioned 3 different and distinct products? So which one are you installing?
>
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>
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>
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Benefit Administration:
This section of the Implementation Guide (IMG) is where you set the SAP Benefits Administration component.
Here you enter in the system all the details of the benefit plans offered by your company.
Benefit Area:
Benefit areas allow you to have separate administration of different benefit plan pools. This division is primarily for administrational purposes and would not normally be used for eligibility
IMG Path: Personnel Management  Benefits  Basic Settings  Define Benefit Area
Assign Currency to Benefit Area:
In this step, you specify the currency for the benefit area
IMG Path: Personnel Management  Benefits  Basic Settings  Assign Currency
this step, you enter the providers of the benefit plans you offer.
This could be the Insurance company, or Health Maintenance Organization that receives the benefit plan costs
IMG Path: Personnel Management  Benefits  Basic Settings  Define Benefit Providers
In this step, you set relevant benefit area for your Customizing activities
If you have more than one benefit area to set up, you must set up each independently. After you have set up all the plans in one area, you must return to this view, set the next current benefit area and work through the IMG again, setting up the new benefit area.
IMG Path: Personnel Management  Benefits  Basic Settings  Set Current Benefit Area
Benefit Plan Types:
In this step, you enter the benefit plan types that you require for the plan categories predefined in the system.
The following plan categories are provided by MSD:
Health Plans
o Medical
o Dental
o Vision
Insurance Plans
o Basic Life
o Supplemental Life
o Accidental Death & Dismember
Savings Plans
o 403B
o 457
o PERS (Public Employees retirement Scheme for CP Benefit Plan) & TRS
(Teachers Retirement Scheme for TP Benefit Plan)
Flexible Spending Accounts
o Health care
o Dependent care
IMG Path: Personnel Management  Benefits  Basic Settings  Plan Attributes  Define Benefit Plan Types
Define Benefit Plan Status:
It is important that you assigning statuses in order to be able to control the availability of plans with a minimum of effort. For example, you can control whether or not employees can enroll in a plan simply by changing its status
IMG Path: Personnel Management  Benefits  Basic Settings  Plan Attributes  Define Benefit Plan Status
Benefit Plan Status:
In this step, you define parameter groups. You decide which groups you require in two stages:
1. You consider which costs, credits, coverage and employee and employer contributions for your plans vary according to the age, salary and/or seniority of employees (or possibly the age of the employee's spouse).
2. You determine the different ways in which you need to divide your employees according to different value ranges for these criteria.
It is not possible to define overlaps of ranges for a criterion within a single parameter group. Therefore, if you require different employee groupings for different plans, you need to create a separate parameter group.
For each unique combination of criteria and their values, you need to define a parameter group.
In this step, you simply create the parameter groups to which you assign groups for the individual criteria in the following steps. You later refer to the parameter groups, where applicable, in the individual rule variants for plans. Since one parameter group can be referenced by multiple plans, Customizing effort is kept to a minimum. In the plan variant, you also have the flexibility of being able to specify that you only want to use certain criteria values belonging to a parameter group, for example, age ranges
IMG Path: Personnel Management  Benefits  Basic Settings  Define Employee Groupings  Define Employee Criteria Groups  Define Parameter Groups
Age Groups:
In this step, you define the age groups for the parameter groups that you defined in a previous step.
Depending on your needs, you may find for some parameter groups, you can leave out this step, if for example there is no requirement to differentiate between employees based on age
IMG Path: Personnel Management  Benefits  Basic Settings  Define Employee Groupings  Define Employee Criteria Groups  Define Age Groups
Age Groups under Parameter grouping PAR1
Cost Groupings:
In the parameter group you could differentiate between employees based upon age, salary and seniority. Here you can further differentiate between employees, based on other employee criteria, such as geographical location, job classification, marital status and so on. Only set up this feature, if you find that the parameter group does not adequately cover your needs, when specifying costs for different groups of employees
IMG Path: Personnel Management  Benefits  Basic Settings  Define Employee Groupings  Define Cost Groupings
Coverage Groupings:
In the parameter group you could differentiate between employees based upon age, salary and seniority. Here you can further differentiate between employees, based on other employee criteria, such as geographical location, employment contract, residence status and so on. Only set up this feature, if you find that the parameter group does not adequately cover your needs, when specifying coverage for different groups of employees
IMG Path: Personnel Management  Benefits  Basic Settings  Define Employee Groupings  Define Coverage Groupings
Employee Contribution Groupings:
In the parameter group you could differentiate between employees based upon age, salary and seniority. Here you can further differentiate between employees, based on other employee criteria, such as geographical location, weekly hours, residence status and so on. Only set up this feature, if you find that the parameter group does not adequately cover your needs, when specifying employee contribution for different groups of employees
IMG Path: Personnel Management  Benefits  Basic Settings  Define Employee Groupings  Define Employee Contribution Groupings
the parameter group you could differentiate between employees based upon age, salary and seniority. Here you can further differentiate between employees, based on other employee criteria, such as geographical location, weekly hours, residence status and so on. Only set up this feature, if you find that the parameter group does not adequately cover your needs, when specifying employee contribution for different groups of employees
IMG Path: Personnel Management  Benefits  Basic Settings  Define Employee Groupings  Define Employer Contribution Groupings
the parameter group you could differentiate between employees based upon age, salary and seniority. Here you can further differentiate between employees, based on other employee criteria, such as geographical location, weekly hours, residence status and so on. Only set up this feature, if you find that the parameter group does not adequately cover your needs, when specifying employee contribution for different groups of employees
IMG Path: Personnel Management  Benefits  Plans  Health Plans  Define Employer Contribution Groupings
the parameter group you could differentiate between employees based upon age, salary and seniority. Here you can further differentiate between employees, based on other employee criteria, such as geographical location, weekly hours, residence status and so on. Only set up this feature, if you find that the parameter group does not adequately cover your needs, when specifying employee contribution for different groups of employees
IMG Path: Personnel Management  Benefits  Plans  Health Plans  Define Options for Health Plans
Dependent Coverage Options:
In this step, you define the dependent coverage that are used in health plans.
Define all possible variations that you need, because this view is not specific to any plan or plan option
IMG Path: Personnel Management  Benefits  Plans  Health Plans  Define Dependent Coverage Options
Number of Dependents:
In this step, you can restrict participation in a health plan under a dependent coverage option to certain types of dependent, as determined by the subtypes of the Family/Related Persons infotype (0021). You can also define a minimum and maximum number of persons of a particular type that can be covered. During enrollment, the system only includes those dependent coverage options in the benefit offer for which the appropriate dependents are available
IMG Path: Personnel Management  Benefits  Plans  Health Plans  Define Minimum and Maximum Number of Dependents
Define Cost Variants:
In this step you define cost variants to determine which factors influence the cost of a health plan for an employee. Variants are plan-specific; each plan has its own variant(s).
You do not enter any actual costs in this step. You simply define how costs vary according to:
Plan
Option
Dependent coverage
Employee data
Before you start to define cost variants, you need to do the following:
1. Determine how often costs vary for all the combinations of option and dependent coverage that you have defined in each plan.
This indicates how many cost variants you need. You can use the same cost variant more than once, for example, if costs are always identical for the dependent coverages 'employee only' and 'employee plus family' within a plan, regardless of the plan option
2. Determine how costs vary according to employee data.
This determines how you need to set up your variants using employee groupings.
For each variant, you can specify a parameter group and cost grouping to determine cost. You can also indicate whether the gender of employees and whether or not they are smokers are cost criteria
IMG Path: Personnel Management  Benefits  Plans  Health Plans  Define Cost Variants
Cost Rules:
You need to define costs for each possible combination of employee grouping in the criteria you have attributed to each variant. If you have not specified any criteria in a variant, you assign one rule only
IMG Path: Personnel Management  Benefits  Plans  Health Plans  Define Cost Rule
Health Plan Attributes:
In this step, you bring together all the definitions relevant to the health plan that you have made in the previous steps.
You assign to each health plan:
Its options
Relevant dependent coverages
The cost variants for the combination of options and dependent coverages
IMG Path: Personnel Management  Benefits  Plans  Health Plans  Assign Health Plan Attributes
Insurance Plans:
In this step, you define general data for insurance plans
IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  Define Insurance Plan General Data
Coverage Variants:
In this step, you define coverage variants to determined which factors influence the coverage an employee is entitled to in a plan. Variants are plan-specific; each plan has its own variant(s).
You do not enter any actual coverage in this step. You simply define how coverage varies according to:
Plan
Coverage option
Employee data
Before you start to define coverage variants, you need to do the following:
1. Determine how often coverage varies for different coverage options.
This indicates how many coverage variants you need. Note the following:
If a plan has set coverages (including salary multiples), you need a
coverage variant for each.
If a plan allows employees to choose any amount of coverage within a
range, you need only one coverage variant.
If a plan has options, you will need a coverage variant for each option.
2. Determine how coverage varies according to employee data.
This determines how you need to set up your variants using employee groupings. For each variant, you can specify a parameter group and coverage grouping to determine coverage
IMG Path: Personnel Management  Benefits  Plans  Insurance Plans 
Coverage Rules:
In this step, you define the actual coverages for a plan.
You need to define coverage for each possible combination of employee grouping in the criteria you have attributed to each variant. If you have not specified any criteria in a variant, you assign one rule only.
Coverage can be defined as a flat amount or as a factor of salary
IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  Define Coverage Rules
Cost Variants:
In this step you define cost variants to determine which factors influence the cost of an insurance plan for an employee. Variants are plan-specific; each plan has its own variant(s).
You do not enter any actual costs in this step. You simply define how costs vary according to:
Plan
Coverage option
Employee data
Before you start to define cost variants, you need to do the following:
1. Determine how often cost varies for different coverage options:
If an insurance plan has set flat coverage options and flat costs, you need
to define a cost variant for each flat cost.
If you have set flat coverage options and the flat costs are directly
proportional to the coverage stated in the flat cost, you need only one
cost variant.
If an employee can choose any amount of coverage within a range and the
cost of the coverage is directly proportional to the coverage, you need
only one cost variant.
2. Determine how costs vary according to employee data.
This determines how you need to set up your variants using employee groupings.
For each variant, you can specify a parameter group and cost grouping to determine cost. You can also indicate whether the gender of employees and whether or not they are smokers are cost criteria
IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  Define Cost Variants
Cost Rules:
You need to define costs for each possible combination of employee grouping in the criteria you have attributed to each variant. If you have not specified any criteria in a variant, you assign one rule only
IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  Define Cost Rules
Insurance Plan Attributes:
In this step, you bring together all those parts of an insurance plan, that you have already defined in the previous few steps.
You define the insurance plan options, then associate to each insurance plan:
Cost variant
Coverage variant
IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  Assign Insurance Plan Attributes
Combined Coverage Limits:
When you define coverages for plans such as insurance, you can set limits on the coverage amount. This is often used when the coverage is an amount dynamically calculated when the employee chooses her coverage.
However these limits apply only to one plan and yet you might need to define limits which combine the coverages of more than one plan.
In this chapter, you define these combined limits as follows:
1. The limit that might span 2 or more plans is reduced to a mathematical equation, where there is an amount on one side and plan coverages on the other side. The two sides of this equation are then DIVIDED BETWEEN the two views in this chapter.
2. The first view defines the limit in monetary terms which is one side of the equation. It also defines the operator (equals, is greater than, and so on).
3. The second view defines the other side of the equation in terms of the plan coverages
IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  Combined Coverage  Combined Coverage
Combined Coverage Limit Expressions:
In this step, you enter the second half of the equation, as discussed in combined coverage
IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  Combined Coverage  Define Combined Coverage Limit Expressions
Imputed Income for Selected Benefits:
In this section of the IMG, you define the criteria needed to calculate Imputed Income.
Imputed Income is based upon benefits paid for by the employer and calculated using rates set by the Internal Revenue Service (IRS). This value is then treated as taxable income for the employee
IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  Combined Coverage  Review Age Groups for Imputed Income
Review Calculation Factors for Imputed Income:
In this step, you check that the Imputed Income Rate Table entries are correct.
The imputed income age groups are associated with the rates/factors set by the IRS
IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  Combined Coverage  Review Calculation Factors for Imputed Income
Savings Plans:
In this step, you define general data for savings plans.
You have defined the relevant type, status, and provider for each plan in the Basic Settings section of the Benefits IMG
IMG Path: Personnel Management  Benefits  Plans  Savings Plans  Define Savings Plan General Data
Employee Contribution Variants:
In this step you define employee contribution variants to determine which factors influence the permitted employee contribution to a plan. Variants are plan-specific; each plan has its own variant(s).
You do not enter any actual contributions in this step. You simply define how contributions vary according to:
Plan
Option (only for plans in the plan category Miscellaneous)
Employee data
Before you start to define variants, you need to do the following:
1. Determine how often employee contributions vary for plans and any plan options.
This indicates how many contribution variants you need.
2. Determine how employee contributions vary according to employee data.
This determines how you need to set up your variants using employee groupings.
For each variant, you can specify a parameter group and employee contribution grouping to determine employee contribution
IMG Path: Personnel Management  Benefits  Plans  Savings Plans  Define Employee Contribution Variants
Employee Contribution Rules:
In this step, you define the employee contribution limits for each plan.
You need to define employee contributions limits for each possible combination of employee grouping in the criteria you have attributed to each variant. If you have not specified any criteria in a variant, you assign one rule only.
You can define minimum and maximum employee contribution in the following ways:
As a fixed amount
As a percentage of salary
As a contribution unit
In Payroll, the total employee contribution is the sum of these amounts
IMG Path: Personnel Management  Benefits  Plans  Savings Plans  Define Employee Contribution Rules
Employer Contribution Variants:
In this step you define employer contribution variants to determine which factors influence the contribution the employer makes to a plan. Variants are plan-specific; each plan has its own variant(s).
You do not enter any actual contribution in this step. You only define how contributions vary according to:
Plan
Option (only for plans in the plan category Miscellaneous)
Employee data
Before you start to define variants, you need to do the following:
1. Determine how often employee contributions vary for plans and any plan options.
This indicates how many contribution variants you need.
2. Determine how employee contributions vary according to employee data.
This determines how you need to set up your variants using employee groupings.
For each variant, you can specify a parameter group and employer contribution grouping to determine employer contribution
IMG Path: Personnel Management  Benefits  Plans  Savings Plans  Define Employer Contribution Variants
Employer Contribution Rules:
In this step, you define limits for the contributions made by the employer to employee plans. You so this for each employer contribution variant for each plan.
You need to define employer contributions limits for each possible combination of employee grouping in the criteria you have attributed to each variant. If you have not specified any criteria in a variant, you assign one rule only.
You can define the employer contribution and the contribution limit in either of the following ways:
As a fixed amount / as an amount per unit contributed by the employee
As a percentage of employee base salary or employee contribution
IMG Path: Personnel Management  Benefits  Plans  Savings Plans  Define Employer Contribution Rules
Assign Savings Plan Attributes:
In this step, you complete the definition of savings plans by bringing together the relevant elements that you have already defined:
EE contribution variant
ER contribution variant
IMG Path: Personnel Management  Benefits  Plans  Savings Plans  Assign Savings Plan Attributes
Flexible Spending Accounts (FSAs):
In this step, you define general data for flexible spending accounts (FSAs).
Requirements
You have created the appropriate plan type , plan status, and benefit provider in the preceding steps
IMG Path: Personnel Management  Benefits  Plans  Flexible Spending Accounts (FSAs)  Define Spending Account General Data
Assign Spending Account Attributes:
In this step, you enter the details of your flexible spending accounts including contribution limits, an employer contribution variant (if required), and rules for the reimbursement of claims
IMG Path: Personnel Management  Benefits  Plans  Flexible Spending Accounts (FSAs)  Assign Spending Account Attributes
Flexible Administration:
In this chapter, you define the flexible aspects of your Benefits administration. You define the availability of plans to your employees, in terms of the plans themselves. You also define aspects of the enrollment process.
you enter parameters that apply to processing within an entire benefits area, including:
Open enrollment period dates
Default validity dates for adjustment/standard plan records
Advance availability of future plans
Dependent age limits
IMG Path: Personnel Management  Benefits  Flexible Administration  Define Administrative Parameters
Benefit Adjustment Groupings:
In this step, you define adjustment groupings. These groupings allow you to specify different adjustment permissions for different groups of employees
IMG Path: Personnel Management  Benefits  Flexible Administration  Benefits Adjustment Reasons  Define Benefit Adjustment Groupings
Benefit Adjustment Reasons:
In this step, you define adjustment reasons to control changes to employee enrollments according to company policy.
The adjustment reason types that you define here are assigned as subtypes of Adjustment Reasons records (infotype 0378) in HR Master Data. Since a record can only have one subtype, a new record must be created for every adjustment reason an employee experiences.
According to the adjustment concept, an employee can only make changes to her enrollments if she has an Adjustment Reasons record (infotype 0378) with the required adjustment reason as a subtype. The only exceptions to this are if changes are made during an open enrollment period or if an anytime adjustment reason is assigned to the plan type.
In addition to defining adjustment reasons for certain events that can trigger changes, you may also want to define a special adjustment reason to allow changes to plans at any time
IMG Path: Personnel Management  Benefits  Flexible Administration  Benefits Adjustment Reasons  Define Benefit Adjustment Reasons
Adjustment Permissions:
In this section, you assign adjustment permissions to each benefit plan type for an adjustment reason and any adjustment grouping that you have defined.
Note that the elements for which you can define permissions are automatically determined by the system, dependent on the plan category
Health Plans:
In this step, you define the changes permitted for all plans of this type. You do this for each combination of adjustment reason, adjustment grouping, and plan type
IMG Path: Personnel Management  Benefits  Flexible Administration  Benefits Adjustment Reasons  Define Adjustment Permissions  Health Plans
this step, you define the changes permitted for all plans of this type. You do this for each combination of adjustment reason, adjustment grouping, and plan type
IMG Path: Personnel Management  Benefits  Flexible Administration  Benefits Adjustment Reasons  Define Adjustment Permissions  Insurance Plans
Savings Plans:
In this step, you define the changes permitted for all plans of this type. You do this for each combination of adjustment reason, adjustment grouping, and plan type
IMG Path: Personnel Management  Benefits  Flexible Administration  Benefits Adjustment Reasons  Define Adjustment Permissions  Savings Plans
Spending Accounts:
In this step, you define the changes permitted for all plans of this type. You do this for each combination of adjustment reason, adjustment grouping, and plan type
IMG Path: Personnel Management  Benefits  Flexible Administration  Benefits Adjustment Reasons  Define Adjustment Permissions  Spending Account
Programs:
In this section of the IMG, you define benefit programs and the eligibility restrictions and termination conditions for the plans within these programs.
Within a program, eligibility for plans can be determined on two levels:
Program groupings control eligibility on a high level (macro-eligibility) by allocating an employee a defined program, depending on his/her organizational and employment data.
Eligibility rules are optional and control eligibility on a low level (micro-eligibility) by determining whether an employee can participate in a plan within the relevant program. An employee must fulfill the conditions defined in the rule in order to be able to enroll. Eligibility rules are assigned to plans in programs by means of an eligibility variant.
First Program Grouping:
In this step, you define first program groupings. Later, you define programs for a combination of first and second program groupings.
Identical attributes are available for the setup of both the first and second program groupings, and they are therefore interchangeable. The fact that you determine macro-eligibility for a program using two dimensions means that you are able to make finer distinctions between groups of employees
IMG Path: Personnel Management  Benefits  Flexible Administration  Programs  Define First Program Grouping
Second Program Grouping:
In this step, you define second program groupings. Later, you define programs for a combination of first and second program groupings.
Identical attributes are available for the setup of both the first and second program groupings, and they are therefore interchangeable. The fact that you determine macro-eligibility for a program using two dimensions means that you are able to make finer distinctions between groups of employees
IMG Path: Personnel Management  Benefits  Flexible Administration  Programs  Define Second Program Grouping
Employee Eligibility:
In this section of the IMG, you define the criteria according to which you control eligibility for individual benefit plans within a benefits program (definition of micro-eligibility). You perform the following steps to set up eligiblity requirements:
You define eligibility grouping to identify groups of employees for whom
certain eligibility criteria apply.
You create eligibility variants, which you later use to link eligibility
rules to programs.
If necessary, you define dynamic eligibility conditions relating
specifically to actual hours worked/length of service, or zip codes.
You bring your definitions together in the eligibility rule, where you
can also specify further conditions for enrollment.
IMG Path: Personnel Management  Benefits  Flexible Administration  Programs  Employee Eligibility  Define Eligibility Groupings
Eligibility Variants:
In this step, you define eligibility variants. These consist simply of an identifier and a description
IMG Path: Personnel Management  Benefits  Flexible Administration  Programs  Employee Eligibility  Define Eligibility Variants
Eligibility Rules:
In this step, you define eligibility rules for the benefit plans offered by your organization. You define these rules for combinations of eligibility grouping and eligibility variant, thereby determining the eligibility conditions that will apply for different groups of employees
IMG Path: Personnel Management  Benefits  Flexible Administration  Programs  Employee Eligibility  Define Eligibility Rules
Participation Termination:
In this section of the implementation guide you define criteria for the termination of benefit plans
Termination Groupings:
In this section of the implementation guide you define criteria for the termination of benefit plans
IMG Path: Personnel Management  Benefits  Flexible Administration  Programs  Participation Termination  Define Termination Groupings
Termination Variants:
In this step, you define termination variants. These consist simply of an identifier and a description
IMG Path: Personnel Management  Benefits  Flexible Administration  Programs  Participation Termination  Define Termination Variants
Termination Rules:
In this step, you define termination rules. You define these rules for every combination of termination grouping and termination variant, thereby determining the coverage continuation periods and termination day that will apply for different groups of employees
IMG Path: Personnel Management  Benefits  Flexible Administration  Programs  Participation Termination  Define Termination Rules
Define Benefit Programs:
In this step, you define termination rules. You define these rules for every combination of termination grouping and termination variant, thereby determining the coverage continuation periods and termination day that will apply for different groups of employees
IMG Path: Personnel Management  Benefits  Flexible Administration  Programs  Define Benefit Programs
Dependent/Beneficiary Eligibility:
In this step, you define family member groupings and determine how family members are allocated to these groupings
IMG Path: Personnel Management  Benefits  Flexible Administration  Dependent/Beneficiary Eligibility  Define Family Member Groupings
Dependent Eligibility Rule Variants:
In this step, you define the dependent eligibility variants to which you want to assign dependent eligibility rules. You also specify whether you wish to use a family member grouping in the associated eligibility rule to restrict eligibility to types of family members with certain characteristics
IMG Path: Personnel Management  Benefits  Flexible Administration  Dependent/Beneficiary Eligibility  Define Dependent Eligibility Rule Variants
Dependent Eligibility Rules:
In this step, you define dependent eligibility rules to determine which types of family member are eligible as dependents. You then assign your rules to the appropriate plans by means of a rule variant in the step Assign Eligibility Rule Variant to Plan
IMG Path: Personnel Management  Benefits  Flexible Administration  Dependent/Beneficiary Eligibility  Define Dependent Eligibility Rules
Beneficiary Eligibility Rule Variants:
In this step, you define the beneficiary eligibility variants to which you assign beneficiary eligibility rules in the next step. You also specify the following:
Whether you want to use a family member grouping in the associated eligibility rule to restrict eligibility to types of family members with certain characteristics
Whether the following apply for plans to which the variant is assigned:
 The employee can be a beneficiary
 Contingency beneficiaries can be named
 Spouse approval is required if beneficiaries other than the spouse are to be amed (the system only takes this setting into consideration for plans of the category avings)
IMG Path: Personnel Management  Benefits  Flexible Administration  Dependent/Beneficiary Eligibility  Define Beneficiary Eligibility Rule Variants
Beneficiary Eligibility Rules:
In this step, you define beneficiary eligibility rules to determine which types of family member are eligible as beneficiaries. You then assign your rules to the appropriate plans by means of a rule variant in the step Assign Eligibility Rule Variant to Plan
IMG Path: Personnel Management  Benefits  Flexible Administration  Dependent/Beneficiary Eligibility  Define Beneficiary Eligibility Rules
Assign Eligibility Rule Variant to Plan:
In this step, you assign dependent eligibility variants and beneficiary eligibility variants to plans, thereby assigning the eligibility rules associated with these variants
IMG Path: Personnel Management  Benefits  Flexible Administration  Dependent/Beneficiary Eligibility  Assign Eligibility Rule Variant to Plan
COBRA Plans:
In this step, you specify which health plans that you have already defined in the system are COBRA-relevant.
When a clerk collects COBRA-qualified beneficiaries, the system only considers employee enrollments in the plans you select here as legitimate cases where COBRA must be offered to the employee
IMG Path: Personnel Management  Benefits  COBRA  Choose COBRA Plans
this step, you determine for which flexible spending accounts (FSAs) you will offer continuation of coverage under COBRA. You need to do this for each benefit area separately
IMG Path: Personnel Management  Benefits  COBRA  Choose COBRA Spending Accounts
Qualifying Event Coverage Periods:
In this step, you define the events that qualify individuals for COBRA coverage, and the periods of permitted coverage continuation for each qualifying event type. COBRA legislation states the following regarding coverage continuation periods:
In the case of Termination of employment and Reduction in working hours, only 18 months coverage must be provided. If qualified beneficiaries are determined to be disabled within 60 days of the COBRA event, they are entitled to a further 11 months of coverage, as are the other qualified beneficiaries who experienced the original event.
For all other qualifying events except Bankruptcy of employer, a qualified beneficiary is entitled to 36 months continuation coverage, and there is no extension provision for disability.
In the case of the event Bankruptcy of employer, the coverage continuation period is the life of the retired employee or retired employee's widow/widower. You therefore do not need to define a continuation period in this case.
IMG Path: Personnel Management  Benefits  COBRA  Define Qualifying Event Coverage Periods
Assign COBRA Events to Personnel Actions:
In this step, you define how the system recognizes COBRA-qualifying events from employee personnel actions (infotype 0000) records. You do this by creating a link between the two.
The only COBRA-qualifying event types that you assign to personnel actions are:
Termination
Death of employee
Reduction in hours
You need to assign these COBRA-qualifying event types since they are based on customizable entries in your HR master data and therefore cannot be delivered as standard.
When the system collects COBRA-qualified beneficiaries, it considers employee records within the date range you specify in two stages as follows:
1. The system searches for employee personnel action (infotype 0000) records. The COBRA qualifying events assigned to any personnel actions found are collected.
2. The system checks other employee infotype records for specific information which corresponds to COBRA-qualifying event types
IMG Path: Personnel Management  Benefits  COBRA  Assign COBRA Events to Personnel Actions
Notification and Payment Intervals:
In this step, you define details of COBRA administration for those states where state law concerning COBRA differs from federal law.
Federal regulations are reflected in the state settings for the District of Columbia, which is also the system default.
If you must comply with state regulations that differ from the federal regulations, you should create a new state entry. Otherwise, you can use the DC version for all employees, regardless of which state they reside in
IMG Path: Personnel Management  Benefits  COBRA  Define Notification and Payment Intervals
heck this one and let me know if there is anything else even arun has also given nice response so if u have any query pls revert back
6

Oracle Database Gateway for MS SQL server

Hi,
we have Oracle Database Appliance.
OS: Oracle Linux 5 x64
DB: 11.2.0.3 enterprise (Oracle Database Gateway for MS SQL server at the same version)
Communication with remote DB is OK, but CPU load is too high without any reason. CPU waste, useless HW load, energy waste.
Enterprise manager console:
http://81.89.49.222/em.JPG
OS top:
http://81.89.49.222/top.JPG
Please can you help me how to solve this issue? How can I restart these procesess? Any ideas?
Thank you
Michal

Hi,
we are using connection to multiple MS SQL servers:
[oracle@odamaind1 ~]$ cat /u01/app/oracle/product/11.2.0.3/dbhome_1/dg4msql/admin/initaqpdb01.ora
# This is a customized agent init file that contains the HS parameters
# that are needed for the Database Gateway for Microsoft SQL Server
# HS init parameters
HS_FDS_CONNECT_INFO=[172.18.250.141]://master
# alternate connect format is hostname/serverinstance/databasename
HS_FDS_TRACE_LEVEL=OFF
HS_FDS_RECOVERY_ACCOUNT=RECOVER
HS_FDS_RECOVERY_PWD=RECOVER
HS_FDS_SUPPORT_STATISTICS=FALSE
HS_KEEP_REMOTE_COLUMN_SIZE=LOCAL
HS_NLS_LENGTH_SEMANTICS=CHAR
HS_FDS_TRANSACTION_MODEL=READ_ONLY
HS_FDS_TRANSACTION_ISOLATION=UNCOMMITTED
[oracle@odamaind1 ~]$ cat /u01/app/oracle/product/11.2.0.3/dbhome_1/dg4msql/admin/initcosima.ora
# This is a customized agent init file that contains the HS parameters
# that are needed for the Database Gateway for Microsoft SQL Server
# HS init parameters
HS_FDS_CONNECT_INFO=[172.20.250.99]//COSIMA
HS_FDS_TRACE_LEVEL=OFF
HS_FDS_RECOVERY_ACCOUNT=RECOVER
HS_FDS_RECOVERY_PWD=RECOVER
# custom init parameters
HS_FDS_SUPPORT_STATISTICS=FALSE
HS_KEEP_REMOTE_COLUMN_SIZE=LOCAL
HS_NLS_LENGTH_SEMANTICS=CHAR
HS_FDS_TRANSACTION_MODEL=READ_ONLY
HS_FDS_TRANSACTION_ISOLATION=UNCOMMITTED
[oracle@odamaind1 ~]$ cat /u01/app/oracle/product/11.2.0.3/dbhome_1/dg4msql/admin/initepos.ora
# This is a customized agent init file that contains the HS parameters
# that are needed for the Database Gateway for Microsoft SQL Server
# HS init parameters
HS_FDS_CONNECT_INFO=[172.18.250.41]:1433//epos
# alternate connect format is hostname/serverinstance/databasename
HS_FDS_TRACE_LEVEL=OFF
HS_FDS_RECOVERY_ACCOUNT=RECOVER
HS_FDS_RECOVERY_PWD=RECOVER
HS_FDS_SUPPORT_STATISTICS=FALSE
HS_KEEP_REMOTE_COLUMN_SIZE=LOCAL
HS_NLS_LENGTH_SEMANTICS=CHAR
HS_FDS_TRANSACTION_MODEL=READ_ONLY
HS_FDS_TRANSACTION_ISOLATION=UNCOMMITTED
[oracle@odamaind1 ~]$ cat /u01/app/oracle/product/11.2.0.3/dbhome_1/dg4msql/admin/initepospasohlavky.ora
# This is a customized agent init file that contains the HS parameters
# that are needed for the Database Gateway for Microsoft SQL Server
# HS init parameters
HS_FDS_CONNECT_INFO=[172.31.250.41]/SQL2012/epos
# alternate connect format is hostname/serverinstance/databasename
HS_FDS_TRACE_LEVEL=OFF
HS_FDS_RECOVERY_ACCOUNT=RECOVER
HS_FDS_RECOVERY_PWD=RECOVER
HS_FDS_SUPPORT_STATISTICS=FALSE
HS_KEEP_REMOTE_COLUMN_SIZE=LOCAL
HS_NLS_LENGTH_SEMANTICS=CHAR
HS_FDS_TRANSACTION_MODEL=READ_ONLY
HS_FDS_TRANSACTION_ISOLATION=UNCOMMITTED
dg4msl process, look at posted attachment (print screen of enterprise manager and top from OS).
Thank you
Michal

Sql Server Management Assistant (SSMA) Oracle okay for large database migrations?

All:
We don't have much experience with the SSMA (Oracle) tool and need some advice from those of you familiar with it. We must migrate an Oracle 11.2.0.3.0 database to SQL Server 2014. The Oracle database consists of approximately 25,000 tables and 30,000
views and related indices. The database is approximately 2.3 TB in size.
Is this do-able using the latest version of SSMA-Oracle? If so, how much horsepower would you throw at this to get it done?
Any other gotchas and advice appreciated.
Kindest Regards,
Bill
Bill Davidson

Hi
Bill,
SSMA supports migrating large database of Oracle. To migrate Oracle database to SQL Server 2014, you could use the latest version:
Microsoft SQL Server Migration Assistant v6.0 for Oracle. Before the migration, you should pay attention to the points below.
1.The account that is used to connect to the Oracle database must have at least CONNECT permissions. This enables SSMA to obtain metadata from schemas owned by the connecting user. To obtain metadata for objects in other schemas and then convert objects
in those schemas, the account must have the following permissions: CREATE ANY PROCEDURE, EXECUTE ANY PROCEDURE, SELECT ANY TABLE, SELECT ANY SEQUENCE, CREATE ANY TYPE, CREATE ANY TRIGGER, SELECT ANY DICTIONARY.
2.Metadata about the Oracle database is not automatically refreshed. The metadata in Oracle Metadata Explorer is a snapshot of the metadata when you first connected, or the last time that you manually refreshed metadata. You can manually update metadata
for all schemas, a single schema, or individual database objects. For more information about the process, please refer to the similar article:
https://msdn.microsoft.com/en-us/library/hh313203(v=sql.110).
3.The account that is used to connect to SQL Server requires different permissions depending on the actions that the account performs as the following:
• To convert Oracle objects to Transact-SQL syntax, to update metadata from SQL Server, or to save converted syntax to scripts, the account must have permission to log on to the instance of SQL Server.
• To load database objects into SQL Server, the account must be a member of the sysadmin server role. This is required to install CLR assemblies.
• To migrate data to SQL Server, the account must be a member of the sysadmin server role. This is required to run the SQL Server Agent data migration packages.
• To run the code that is generated by SSMA, the account must have Execute permissions for all user-defined functions in the ssma_oracle schema of the target database. These functions provide equivalent functionality of Oracle system functions, and
are used by converted objects.
• If the account that is used to connect to SQL Server is to perform all migration tasks, the account must be a member of the sysadmin server role.
For more information about the process, please refer to the similar article:
https://msdn.microsoft.com/en-us/library/hh313158(v=sql.110)
4.Metadata about SQL Server databases is not automatically updated. The metadata in SQL Server Metadata Explorer is a snapshot of the metadata when you first connected to SQL Server, or the last time that you manually updated metadata. You can manually update
metadata for all databases, or for any single database or database object.
5.If the engine being used is Server Side Data Migration Engine, then, before you can migrate data, you must install the SSMA for Oracle Extension Pack and the Oracle providers on the computer that is running SSMA. The SQL Server Agent service must also
be running. For more information about how to install the extension pack, see Installing Server Components (OracleToSQL). And when SQL Express edition is used as the target database, only client side data migration is allowed and server side data migration
is not supported. For more information about the process, please refer to the similar article:
https://msdn.microsoft.com/en-us/library/hh313202(v=sql.110)
For how to migrate Oracle Databases to SQL Server, please refer to the similar article:
https://msdn.microsoft.com/en-us/library/hh313159(v=sql.110).aspx
Regards,
Michelle Li

Making a User Defined Function for Mapping in XI

Hi folks..
I knw how to make User defined Function in XI,
i was wondering about can we have any room for making a function for Initializing Purpose, which intializes few fields in source Message to some Global variables, and later we can use these Global Variables to set the the Target field
My Doubt is this...
i have Source & target Structure like this Structure like this....
SOURCE TEST DATA IS...
Parentsrc
 child1src a
 child2src b
 child3src c
 child4src hi
 child4src hello
 child4src hey
(On the basis of instances of child4src the istance of the Parentdst will be generated)
TARGET DATA SHUD BE LIKE THIS....
Parentdst
 child1dst a
 child2dst b
 child3dst c
 child4dst hi
Parentdst
 child1dst a
 child2dst b
 child3dst c
 child4dst hello
Parentdst
 child1dst a
 child2dst b
 child3dst c
 child4dst hey

Hi
You have to modify your target structure:
Source
Parentsrc
child1src a
child2src b
child3src c
child4src hi
child4src hello
child4src hey
Target
root
Parentdst
child1dst a
child2dst b
child3dst c
child4dst hi
Parentdst
child1dst a
child2dst b
child3dst c
child4dst hello
Parentdst
child1dst a
child2dst b
child3dst c
child4dst hey
</root>
Now map like this:
child4src -
Parentdst
child1src--|
child4src--| UseOneAsMany -- Splitbyvalue --- child1dst
child4src--|
child2src--|
child4src--|UseOneAsMany --Splitbyvalue --- child2dst
child4src--|
child3src--|
child4src--| UseOneAsMany -- Splitbyvalue --- child3dst
child4src--|
child4src -- SplitbyValue -- child4src.
Regards
Suraj

How to create a info structure for product allocation functionality

Hi Experts,
how to create a info structure for product allocation functionality
For allocating fixed quantities to the specified customers at sales order
Especially i need help in selecting the key figures and key charecterstics for at mc21 and mc24 t.codes(source feilds)
plase provide product allocation functionality with screenhots
thanks in advance
rp
Edited by: rajendraprasad vasam on May 21, 2008 2:19 PM
Edited by: rajendraprasad vasam on May 21, 2008 2:19 PM
Edited by: rajendraprasad vasam on May 21, 2008 2:20 PM

Hello,
please have a look at the infostructure S140 in transaction MC23 and MC26.
this is the standard infostructure for product allocation.
I hope that the information are helpful.
Regards
Claudia

I have trouble seeing the small icons for the program functions in this tutorial.

Hello,
I have my assets from an older site, and want to start a site desktop site in muse. Is there a program ( maybe a book ) that can walk me through this step by step, instead of the Katie's Cafe demo / tutorial?
The problem with the tutorial is in the dark interface I have trouble seeing the small icons for the program functions.
I really need to setup a new site as soon as possible, but am not getting there right now.
Thanks.
Patricia Goff

You can download the pdf from here :
https://helpx.adobe.com/pdf/muse_reference.pdf
Thanks,
Sanjit

"Personal Edition" & "Oracle Database 10g for Linux"

Is there a personal edition for "Oracle Database 10g for Linux" ?

The enterprise edition download CD will give you the option of installing the personal edition as one of the install options.

SearchCatalogAvailabilityMonitor showing unhealthy for all database on DAG member mailbox server

Hi All
Help me to resolve server (all database) search catalogue availability monitor.
I am facing a search catalogue "Unknown" issue for newly created copy database and also on same mailbox server
"SearchCatalogAvailabilityMonitor" showing unhealthy for all database.
For the newly created copy database I tried to reseed / update search index catalogue by using below PowerShell command but it stopped with below mentioned error.
[PS] C:\Windows\system32>Update-MailboxDatabaseCopy -Identity DBTest\MBX1 -CatalogOnly
Confirm
Are you sure you want to perform this action?
Seeding database copy "DBTest\MBX1".
[Y] Yes [A] Yes to All [N] No [L] No to All [?] Help (default is "Y"): y
Confirm
The mailbox database copy 'DBTest\MBX1' has failed to update from server . Do you want to clean up that update
request now? Seeding cannot be requested for the same database copy until the failed request has been cleaned up by the
server, which should automatically happen within 15 minutes.
[Y] Yes [A] Yes to All [N] No [L] No to All [?] Help (default is "Y"): y
WARNING: Seeding of content index catalog for database 'DBTest' failed. Please verify that the Microsoft Search
(Exchange) and the Host Controller service for Exchange services are running and try the operation again. Error: There
was no endpoint listening at
net.tcp://localhost:3863/Management/SeedingAgent-64310690-DEA4-47E1-9860-E8B2AC4E292A12/Single that could accept the
message. This is often caused by an incorrect address or SOAP action. See InnerException, if present, for more
details..
[PS] C:\Windows\system32>Get-MailboxDatabaseCopyStatus -Identity DBTest
Name
Status          CopyQueue ReplayQueue LastInspectedLogTime   ContentIndex
              Length    Length
State
DBTest\MBX2                              Mounted
0        0                                  Healthy
DBTest\MBX1                              Healthy
0         0           2/8/2015 3:09:49 PM    Unknown
DBTest\DRMBX1                            Healthy
0         0           2/8/2015 3:09:49 PM    Healthy
Same time
Result of get-serverhealth -server MBX1, also please note all database (Copy) search is in unhealthy condition and newly created copydatabase have no entry for "SearchCatalogAvailabilityMonitor".
Name
TargetResource
HealthSetName
AlertValue
SearchCatalogAvailabilityMonitor
DB01
Search
Unhealthy
SearchCatalogAvailabilityMonitor
DB06
Search
Unhealthy
Reg
Aditya

Hi Deepak
My both exchange servers on hyper V and there should not be resource problems.
However I have already rebooted server. but it wont help.
Mean while I get success to make search component healthy on my problematic server by below command but still content index folder is not coming automatically.
[PS] C:\Program Files\Microsoft\Exchange Server\V15\Bin\Search\Ceres\Installer>.\installconfig.ps1 -action I –dataFolder "C:\program files\Microsoft\Exchange Server\V15\bin\search\ceres\hostcontroller\data"
Configuring Search Foundation for Exchange....
Successfully configured Search Foundation for Exchange
By running this command these are in health state now.
Name
TargetResource
HealthSetName
AlertValue
SearchCatalogAvailabilityMonitor
DB01
Search
healthy
SearchCatalogAvailabilityMonitor
DB06
Search
healthy
Reg
Aditya

Reasons for Introducing database functions for Discoverer Reporting Needs

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