pride goeth before a fall

There is nothing wrong with learning new stuff in apps. But what is shortsighted is to not share it with anyone and becoming proud of your niche. Some other fellow who knows more than you will come along and that will be the day you meet your maker.

code to get the supervisor id and employee number for certain employee numbers

select ppf.employee_number,

---code to get supervisor's emp number

(select employee_number sup_number from per_all_people_f ppf

where ppf.person_id = paaf.supervisor_id

and TRUNC(SYSDATE) BETWEEN ppf.effective_start_date AND ppf.effective_end_date

) super_number,

paaf.last_update_date,

paaf.effective_start_date , paaf.effective_end_date

from per_all_assignments_f paaf, per_all_people_f ppf

where TRUNC(SYSDATE) BETWEEN ppf.effective_start_date AND ppf.effective_end_date

AND TRUNC(SYSDATE) BETWEEN paaf.effective_start_date AND paaf.effective_end_date

and paaf.last_update_date = (select max(paaf.last_update_date) from per_all_assignments_f paaf where paaf.person_id = ppf.person_id )--and ppf.employee_number = 2794

and ppf.person_type_id in (1120,1121)

AND ppf.person_id in ( select ppf.person_id from per_all_people_f ppf where ppf.employee_number IN (

2796,2794,2791,2797,2784,2799,2801,2802,2803,2806,2800,2815,2819,2818,2823,2824,2829,2825,2827,2836,2841,2833,2112,2830,

2843,2831,2845,2839,2832,2848,2828,2847,2844,2849,2846,2850,2852,2854,2853,2858,2855,2856,2851,2862,2863,2857

)

)

and paaf.person_id = ppf.person_id

order by ppf.employee_number

Customizations - make or break

Customizations are either the devil or angel depending on stage of the project. It also depends on who is implementing the project - techno or functional person.

A techie prefers to customize while a functional person prefers to have minimum customizations. An inexperienced manager thinks that a techie is superior whereas the functional person maybe wiser. If so any functional solution is taken personally to be against the project. 

Pre-CRP when the pressure is high to put a solution in place and the client is scratching your back off, its so simple to offer to customize and close the issue.  

However once a customization goes live you are stuck with it since data is manipulated around the customization and oracle doesnt support it. It will be a mini reimplementation then.

Change (Mis)Management

Ever seen a 4*100 relay race where the pneultimate runner drops the baton just as the last person is taking off ? ERP rollouts remind of that often these days.

It ceased surprising me why so many ERP's are hated by users.  Of course I would hate it too if I am trained half heartedly for less than an hour, do not get hands on practice and am expected to perform correctly on PROD instance. The least planned part of any software rollout is the user training. No one has time to read thro fat manuals. No one has time to figure out each form. And first impression is the only impression on a user.  And neither HR nor IT departments plan for training at all.

Functional consultants should not anymore be creating user manuals. Instead they should use

gotomeeting, microsoft live meeting and other live video recordings to train their staff. 

A smart client of mine with a 40,000+ user base first implemented OLM and then used it to train every other rollout on oracle !

Talent management notes

Some notes from solutioning using talent management. These include typical questions that arise during a implementation , features of Oracle Talent management etc...fs

note : PE and PS refer to performance elements and performance standards aka job standards etc

1) shud we use  competencies or objectives :

if they can be setup for every job or position then use competencies

if they can ben setup for every emp/ assignment/ job  then use eligbility profiles & objectives

objectives dont have a 'standard'. they have a description. 

competencies have a description

If changes are made to a compentency's standards are they date tracked on MSS also ?

If changes are made to a objectives are they date tracked on MSS also ?

if changes are made to a objective then the old objective version cant be end dated ? eg. allen ronald T in 2004 and 2005 has differnt standards 

for 'communication'

objectives and competencies can be end dated.

managers can maintain performance standards - only objectives can do this

2) What is process to change a performance standard ?

if PS cant be changed easily then can be stored as competencies

3)can I view all completed appraisals and of all types of a person ?

yes. login as berickso on vision and check for clark,teresa : oravision.

4) can I continue on the 6 month probation appraisal into a 1 year ? : try using next appraisal date while publishing pMP

6) should we carry forward the objectives from the last plan or shud we carry them from a objectives library ?

publish a plan1 ending on day1 with incmplete objectives

publish a plan2 beginning on day2 and see if objectives are carried over

joanna bowers, ioki  has completed objectives in vision

Mavery, Elizabeth

ans : Only incomplete objectives and/or objectives marked ' appraise' are carried over. (joanna bowers)

7) shud people republish a plan to carry fwd objectives or reuse multiple templates ?

they can republish a plan with 'copy objectives from prev plan' or setup a new plan. They cant resuse multiple templates

bcos templates dont have objectives.

a objectives which has been completely achieved can be renamed with same description or edited under same name

8) is republishing a plan working ?

yes.

9) how to add new joinees ?

10) how is plan attached to objectives ?

11) is plan to be republished when postn hierarchy changes ?

12) Test plan was published for barry in vision without any appraisal template . check if objectives can be set after deadline.

publish plan without 'Allow Changes Outside This Period'. if need be later on 'Allow Changes Outside This Period'. 

if 'Allow Changes Outside This Perio' is enabled present then objectives are editable always - unless appraisal is complete. 

13) while creating appraisal template there need not be a competence template at all

15) Name plans carefully becos they appear on top of the task list 

16) what shud the appraisal templates contain ?

17) are completed objectives also carried over ?

no

18) unable to add a new objective directly to a appraisal

FND:OA:Enable Defaults

19) objectives 'added' dont come into library. do we now want to use library or not ?

20) objectives need to be added by mgrs to emps. when they search for objs from library they cant find objs

specific only to their dept or the employee. they cud copy objectives to a lib and then copy it from there - but this is double work.

perhaps they shud just add objectives. can we let managers edit library without intervening with others ?

21) are we going to have a plan for every manager ?

20) comments of reviewer not appearing 

22) when plan is published emp is able to create objective by themselves though mgr is suupposed to initiate it. 

23) when elizabeth mavery was shifted to rjames her appraisal cant be done

24) complete and incomplete objectives are carried over to the next plan

25) mgrs may need to change objectives for a employee mid year. so is it good to extend deadlines for objective setting awlays in the PMP?

26) How best to integrate the appraisals of New joinees  into the regular annual appraisal. eg..new joinee's probationary appraisal is over. Within 4 month the regular appraisal is due. Should the new joinee fall under a new PMP or a reuse his/her old PMP as a best practice ?

old PMP cant be used. Note:390255.1. ER raised. only manual possible.

27) Typical reqt is that joinees upto 30 days before appraisal start may participate while those who join 0-30 days of appraisal start should not be appraised. How best can this be achieved using the PMP concept ?

28) how to setup questionairres so that they are optional ?

29) though initiator is main appraiser, the employee is able to create objectives . we can hide the create objective button for employees

30) setup a flex for showing salaries ; setup mss for entering salaries

31) should we allow changes outside the period 

32) should HR initiate appraisals or should manager initiate appraisals for new joinees ?

33) do employees see the performance elements at the beginning of the year after set by the  manager ?

yes

34) what is the performance improvement plan document found on the website ?

35) how does manager create appraisals for new joinees currently ?

36) when does a new joinee appraisal to join into the regular appraisal cycle? - 

Let managers publish new joinee plan for supervisor assignment for particular joinee.

Plan will contain 3 appraisal templates for different time periods : 6 mnth, 12 mnth, transition.

- in such case all the valid versions of plans based on appraisal templates are visible at a time (12 mnts or transition is not visible at 6 mnth time)

- check if objectives/ competecnies are carried over from temlapte to template

- 

37) 'appraisals that fall within 90 days of the annual cycle are integrated with the annual evaluation'. does this mean 

any 2nd appraisal within aug and nov will be conducted as on date.

any 2nd appraisal after nov will be conducted in feb only.

38) are the appraisals held on the exact date of hire or in the month of hire ?

39) if the appraisals can be created via PMP with common dates for each month what will be the impact ?-

can I do the appraisal for all days in a month ?

40) what about suitability matching and succession planning ?

41) linkages with training ?

42) any potential appraisals ?

43) any career development planning ?

44) can one manager change the PE/PS of another manager ?

45) how do we want to introduce competencies ? will manager be allowed to setup based on competency types ?

46) Within how many days should the PE/PS be setup for appraisees already in the system ?

47) if manager changes the PE/PS midway can he share it with the employee ? if not how else does the emp know ?

48) setup succesion planning

49) check if new joinee jk bowers has a differetn template for 'test' plan than new joinee mike under berickso

if they have then same plan, changed tempalte details will work for republishing plan

As per the design of PMP, the setup details cannot be updated for a PMP appraisal. As regards to dealing with the

start dates of new hires, the system uses the hire date as appraisal start date

if the person starts in the middle of the appraisal period.

50) is any feedback required by the appraisee ? 

51) check if ratings can be given midway by manager

Suggested Reports

need parameters, objective of report, fields/format, security

non-completion of KRA setting

non completion of appraisals

appraisal rating curve per department and overall

exception rating report for managers

suggestd alerts - check if can be done via checklist

objectives not set alert 

appraisal not completed alert

alert HR when a new position is created to set competencies for it

new joinee alert to joiner, mgr & hr

new joinee 6 mnth, 12 mnth, transition alert

Customisation

Process to delete appraisals created by PMP for a new joinee

52) if manual appraisals are created with next appraisal date can the objectives be moved from one appraisal to another 

when publishing annual plan, it goes to everyone including new joinees who are in transitionary stage and shud not yet have a regular appraisal - how to delete these ?

can supervisor assignment date be new joinee assignemtn so that new joinee gets appraisal ?

can plan publishing be given to supervisors so that they can create appraisal templates for themselves ?

51) how do I delete unwanted appraisals published to a new joinee ?

52) when are the 12 month and intermediary appraisals created for a new joinee ? - at the beginning or closer to time ?

Shud I duplicate a plan for new joinee ?

If plans are duplicated and published with same name for a new joinee using supervisor assignemnt hierarchy or position hierarchy they

still go to old employees also. so duplicating will not work.

Shud I publish a new plan for new joinees ?

It will go to all employees - customization shud delete it for old employees

New joinees may have dates as on templates

How to identify new joinee ? 

Shud I republish the old plan ?

It will go with old dates to new joinees - customization shud modify appraisals for new joinees to new dates 

Delete new appraisals for existing employees 

For new joinees the Obj shud come from the OL. Else manager will have to cut copy paste from another persons appraisals

Shud I manually create a appraisal ?

It maybe ok since only competencies are reuiqred

no - it will not have objectives library

53) 2) Individual Objectives should be maintained by deriving them from previous plan/assignment.MSS > Appraisals > Click on ‘Appraise’ icon (for the person-appraisal whose PE / PS should be maintained) > Objectives > Those Objectives created in the library should be maintained using the library. MSS > Talent Management > Objectives LibraryThe objectives are owned by the managers who create them.

54) check how history of changes made to a objective by a manager are visible in ESS for a unclosed objective

55) when a template - appraisal or objective or competency is updated and if plan is republished then still the old

appraisals only are present as they are - they dont reflect the changes in the templates.

COMPETENCIES

56) how will supervisory competencies be attached ?

57) manager can set competenices in appraisal instead of competence profile - bcos those in profile dont appear on appraisals.

as first time effort they will setup in core appraisals

58) how will employees view their competencies  ?

this needs to be attached to their current  competency profiles

59) cannot use supervisory hierarchy to publsih plan for a single person bcos it lists only supervisors

60) how will objectives be copied from standalone to PMP appraisals ?

mgr will search for objectives using assignment number and pick the objectives

61) different appraisal templates will be used for annual merit increase, 1 yr evalaution , transition etc (since the names of the

appraisal templates matter)

check if any supervisors under robin whose positions dont have competence reuqirements are geting competencies in appraisals

on the fly if comeptenceis are added on monday

62) if a additional competency has to be added to a position which has a exisitng appraisal then the manager should add

it using 'add competencies' function. it will not auto-add itself into a existing appraisal unless its a job competency.

 

PUBLISH PLANS FOR COMPETENCIES

Request for setting up appraisal comes in - how ?

HR creates New competency for the position - shud manager view existing competencies ?

HR attaches competencies for the position - 

Manager creates a standalone appraisal - competencies are auto attached

Employee views appraisal ( sharing options)

manager appraises

Next years appraisal setting

competencies are going to be set at what level ? - BG, orgs, jobs, positions 

will the competency structure be good enough to determine a) if a candidate can be hired b) if a training course is delivering

sufficiently c) if a person is performing well enough on the job ? d) career management e) succession planning

f) 

does the competency structure must allow the organization and employees to draw comparisons across jobs, roles or levels in the organization

at what level can i set competencies in OLM ?

why not different types of competencies - Technical / Professional Competencies, Career Stream Competencies, Core Competencies

how will specific requirements be handled ?

We will ensure the sustainable use and protection of water resources

for the benefit of the people of the District and the state of Florida.”

63) what if a previous manager created objectives and current manager has to use them ?how can manager search for 

objectives from library - they cant search by previous manager's name 

use OL by end dating old objective and recreating for new. and then remove the end date again to have 2 dates.

64) cant use objectives library since same name cant be used for 2 different objectives ? - NO.

eg mullis howard and eric m housesned ( both reporting to allen, ronald)

create an objective with end-date. 

recreate with same objective name with a diff period -  we can create 2 versions of the same objective name.

both objectives will appear when manager searches in the OL of a appraisal even if the end date doesnt matter

65) shud we use objectives library or not ?

Previous :

managers need to copy an objective and modify it during appraisals. SA objectives can only copy from previous objectives

they cant maintain versions. Library can maintain objecives versions. Existing data can be migrated into appraisals and

previous objectives. Latest version of the objective can be maintained in library and managers can make copy of this to modify suitably to

reuse for new joinees especially.

unless we use OL managers cannot edit objectives.

Cons :

OL shows all objectives created by all managers , doesnt allow to search by eligibility profile, changes to objectives are not reflected in scorecards or appraisals simultaneously.

65) why not migrate PE/PS into competencies ?

adv :

appraisals can be auto populated

date tracked

various versions possible with change in competency structure

they can be phased out when actual competencies come on

better control for HR since HR only can change competencies now

can have PE/PS with same name for different reportees

OLM , Irec etc can be populated with the PE/PS if necessary

Disadv :

manager cant change PE/PS by themselves

will only global competencies appear in OLM ? what kind of security will the global competencies have ?

is it ok to choose courses based on PE or global competencies ?

66) what is ongoing ?

67) whenever position is reclassed competencies, elig profiles, appraisals shud be changed

68) while searching in OL I cant see details of a PE - how will manager be able to choose the correct version of the PE ?

ans : can personalize view by creating a new item CopyLibraryObjectivesVO / Details

69) how can I search for objectives if they are linked to eligibility profile since they are not found in the objective libraries? 

- setup 'groups' as position numbers and link them 

If a valid_to date is given for a objective then it doesnt appear in search results while searching the OL

In objectives set within a assignment even if a completion % is set to 100 and achievement date is given the PE keeps coming up

for PATS

70) what is the length of longest PE ?

what is the length of longest PS ?

have new PE's been created frequently ?

71) Are scorecard objectives are different from appraisal objectives ? 6) In case of position reclass does PE/PS change always ? 

Position reclass scenarios

Are scorecard objectives are different from appraisal objectives ? 6) In case of position reclass does PE/PS change always 

In case of using OL if position reclass (new positn created or position modified) is used how much coding is required ?

can I delete a objective ? Note : Manager can standardize PE’s for a job class

Performance Rating distribution 

Individual merit increases report

Merit spend by Department and District wide

Ratings report by divions & department Outliers (e.g., employees rated as either a 1 or a 3) 

Status of appraisals 

Status of KRA setting

72 ) To- do :

Check changing assessing manager

include objectives with PE/PS

check if ALL the PATS fields are available in Oracle

setup a plan in ebizdev and check if managers can start objective setting - yes

check in case of parallel - if transfer objectives can be skipped and if objectives come into appraisals

73) Note 550895.1 Why Are PMP Objectives Still Updateable Beyond The Objective Setting Period

Do employees have to accept objectives in order for manager to proceed ? - if we set parallel will this be overturned ?  

SR Number  7269272.993 

 

74) shud we migrate appraisals using PMP or standalone ?

- depends on if standalone appraisals can be found while searching. Both standalone and PMP appraisal appear

in search results for completed appraisals once the feedback has been given.

75) new salary is given. manager enters the new salary components. is the new sal considered as gross salary ? or

is the cash component apart from the gross salary ? how will oracle calculate the split up automatically ? 

how is the upto the penny rule setup ?

76) logic for creating & deleting appraisals for new hires

77) how can I disable the seeded notification on appraisals ?

78) check if carryover of plan wokrs different for late completers and regular completers

79) check if objectives changes done in scorecard will result in published appraisals' objectives being changed.

80) can I copy objective a duplicate objective into appraisals ?

82 ) how to handle reclass of say grade (no changes in supervisor etc)

obj : to have the same set of PE's into a scorecard after which the unnecssary set can be removed

obj : to link the PE's to postn 1 and postn 2 in case of exits without having to modify all PE's

a) scenario A means shifting an exiting person into a suffixed position and moving the incoming person into the original person . the PE's will remain the same in this case.

b) scenario B means shifting a person into the same position but different PE's

if PEs are set for a existing profiel, and if the elig profile gets renamed to the new position name then duplicate PE's are created for the new profile name in the library. the scorecard will carry the 

old PE though. this is not needed. avoid it.

If you want to retain the same PE's date track then just update the EP for each PE.. do a out of cycle appraisal.

if you want a different set of PE's then create a new eligibility profile.

first create new PE's for reclassed position. 

map them to the current eligibility profile . 

add the new position to the old eligibility profile only then next year the PE's will correctly come in

republish the plan - this will link the new and old PE's to the person.

rate and close the old PE's. leave open only the new PE's. but this leaves PE's mapped to old elig profile.

now change the name of the elig profile.

note : reclassed exiting positions shud not be kept under the hierarchy

How to avoid renaming elig profile numbers ?