In this article we are going to see how we can configure a performance cycle in Oracle fusion performance management.
This is a guest post by Priyanka More who is a Certified Oracle HCM Cloud Techno-Functional consultant with 3+ years of experience in Core HR, Time and Labor, Absence and Performance Management modules.
Table of Contents
- 1 Performance Management Overview
- 2 Check out Second Part of it
Performance Management Overview
The Performance cycle is comprised of many elements right from Review Period to Performance Document.
Performance Management Flow Diagram
Figure below shows Flow Diagram of the elements of performance management.
Let’s start with auxiliary things.
The review period is needed to be created for the year for which we need the cycle to be run.
To create a review period, we need to use task ‘Review Periods’. The navigation for the same is:
Login as HR Specialist and Navigate to My Client Groups -> Performance -> Review Periods
While creating review period we need to fill period start date and period end date for which the review period is being created.
The performance roles are the roles which are part of performance process and hence these roles are dependent on performance process of the organization. As we can give any name to role that suits our business requirement, we will need to select an apt role type for the performance role which evidently tells us the nature of role and part that it is playing in the performance cycle.
For example, if the performance process only comprises of manager evaluating an employee then we need two roles with role types – Manager and Worker.
In case where performance process also includes feedback from colleagues then we need three roles with role types – Manager, Worker and a Participant.
To create performance roles along with role type we need to provide details like start date and end date, the period in which these roles can be active.
Unlike manager and worker; the participant role type creation has one more field ‘Allow role to view worker and manager evaluations ‘. A participant is a person who gives the feedback about an employee through answering the questionnaire. This field needs to be marked in case we need the participant to be able to see the evaluations done by manager and worker.
This eligibility profile is the criterion to determine the workforce that is included in the performance cycle.
The profile usage for the eligibility profile would be Performance, if we have followed the navigation which is through the performance work area from my client group then this will auto-populated field.
Other details could be filled as shown in screenshot below
Performance Document Type:
Performance document type is created to map it with the performance template we create in further tasks.
To create performance document type, we need to fill in below details
By default, the performance document manager is employee’s line manager, we can mark ‘Worker can select manager when creating document’ to facilitate the option of selecting another employee as performance document manager than the line manager.
The above tasks are need to be followed in all scenarios of performance process i.e., with or without feedback from peers.
If our business requirement does not need feedback from peers then we can go ahead and continue to define a performance process and template for the same.
If our business requirement need feedback from peers then we need to create a questionnaire through which the peers are supposed to give feedback.
To create a questionnaire, let’s first start with creating a question that later can be pulled into Questionnaire template.
Questionnaire Flow Diagram:
Please refer the Diagram below to understand Flow of Questionnaire creation.
Use task- Questions from the Performance document work area.
For creation of a question, we need to fill in details like below:
Field name and Explanation as below:
Status– Until a question is created, we keep it in draft status, once done we can set it to active so as to make it available.
Privacy– If we want only owner to have update right to the question then we can set it to Private otherwise Public.
Display the question conditionally– This can be used to display the question on the basis of answer given to another question, when marked; this option populates two fields where we can choose the deciding or controlling question and its response.
Question Type: This drop-down lists the question types which are Text, single choice, multiple choice, no response.
On the basis of Question type we select, the Response section will populate options accordingly. For example, if we select single choice question then we will need to provide a list from which the choice will be picked and if we select multiple choice question then along with list, we will be asked for minimum and maximum number of choices can be selected for a question.
Questionnaire template is like a basic skeleton from which we can create one or more questionnaires.
Questionnaire template takes care of instilling properties in all the questionnaires created from it and hence used to have common configuration in multiple questionnaires, when needed by business requirement.
In the questionnaire template task, we can create sections and map questions to each of the sections.
For example, if questionnaire needs to have questions on behavioral aspect as well as work field related competencies then we can create 2 sections and add related questions to them which we created from task Questions. We also have option to create question then and there rather than adding it from previously created ones.
This is a last task in the Questionnaire line. In this task we select the Questionnaire template which will inherit the questions and properties from Questionnaire template. We can also add sections, questions here in addition.
That’s all for now. We will continue with the other remaining tasks of creating process flow, sections and performance template in the next part.
Thank you Priyanka More for coming up with this article.
if you have any questions, please reach out to her on LinkedIn or add them in comments section and she will respond to them.
Check out Second Part of it
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