Oracle Taleo

Enterprise Edition

Using Performance

20B
Oracle Taleo Enterprise Edition
Using Performance

20B

Part Number: F29953-01

Copyright © 2020, Oracle and/or its aliates.

Authors: Oracle Taleo Enterprise Edition Information Development Team

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Oracle Taleo Enterprise Edition
Using Performance

Contents

Preface .................................................................................................................................. i

1 Geing Started 1
Accessing Taleo Performance ...................................................................................................................................................... 1
Taleo Performance Basics ............................................................................................................................................................. 3
Talent Browser .............................................................................................................................................................................. 63
Talent Search ................................................................................................................................................................................. 69

2 Employee Management 79
Working with Team Management ............................................................................................................................................ 79
Working with Matrix Management .......................................................................................................................................... 83
HR Administrators Working with Employees ........................................................................................................................ 89
Native Reports .............................................................................................................................................................................. 93
Employee Delete ........................................................................................................................................................................ 100

3 Goal Management 103

Geing started with Goal Management ................................................................................................................................ 103
Working with Goal Plans ........................................................................................................................................................... 105
Working with Business Goals ................................................................................................................................................... 138
HR Administrators Working with Employee Goal Plans .................................................................................................... 145

4 Performance Reviews 147

Geing Started with Performance Management ................................................................................................................ 147
Working with Performance Reviews ....................................................................................................................................... 163
Performance Review Administration ..................................................................................................................................... 186

5 Succession Planning 205

Geing Started with Succession Planning ........................................................................................................................... 205
Working with Succession Plans ............................................................................................................................................... 213
Working with Succession Plan Matrixes ................................................................................................................................ 219
Oracle Taleo Enterprise Edition
Using Performance

Succession Nominations ........................................................................................................................................................... 222

HR Administrators Working with Succession Plans ........................................................................................................... 225

6 Career Management 227

Geing Started with Career Management ........................................................................................................................... 227
Working with Career Plans ....................................................................................................................................................... 235

7 Development Planning 241

Geing Started with Development Planning ........................................................................................................................ 241
Working with the Development Plan ..................................................................................................................................... 241
Searching for Development Activities ................................................................................................................................... 248
Working with Development Activities ................................................................................................................................... 254
Working with Mentoring ........................................................................................................................................................... 261
Working with Learning Management Systems ................................................................................................................... 264

8 Talent Pools 269

Using Talent Pools ..................................................................................................................................................................... 269
Talent Pool Housekeeping ....................................................................................................................................................... 276
Oracle Taleo Enterprise Edition Preface
Using Performance

Preface
This preface introduces information sources that can help you use the application and this guide.

Oracle Applications Guides

To nd guides for Oracle Applications, go to the Oracle Help Center at hp://docs.oracle.com/.

Documentation Accessibility
For information about Oracle's commitment to accessibility, visit the Oracle Accessibility Program website.

Comments and Suggestions

Access to Oracle Support
Oracle customers that have purchased support have access to electronic support through My Oracle Support. For
information, visit My Oracle Support or visit Accessible Oracle Support if you are hearing impaired.

Comments and Suggestions

Please give us feedback about Oracle Applications Help and guides! You can send an e-mail to:
[email protected].

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Using Performance

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1 Geing Started

Accessing Taleo Performance

Taleo Performance Login
Three scenarios are supported for logging in to Performance depending on your status: a user with an employee record,
a user with an employee record and an HR-Admin role, or an employee with no employee record but with an HR-Admin
role.

The status associated with your user name and password determines the scope of the tasks you can perform in Taleo
Performance.

• You have an employee record.

If you are a user who has an employee record, the rights associated with your status allow you to access your
own information (performance review, succession plan and goal plan). When logging in to the application, you
gain access to your prole automatically.

• You have an employee record and an HR-Admin role.

By default, you have access to your prole automatically when you log in to the application; however, you can
also see other employees’ information.

• You have no employee record, but you have an HR-Admin role.

Because you have no employee record, you have access only to other employees’ information. Consequently,
you have to specify whose information you want to consult. When you log in to the application, the system
requests you to enter the appropriate information.

Logging In With an Employee Record

Logging in to the application as a user who has an employee record enables you to gain access to your information
(performance review, succession plan and goal plan).

1. Select Performance from the product list window.

2. If a Legal Agreement window displays, you will need to accept it to be able to continue.
You can also select the Remember my selection option to prevent further display of this agreement on the
current computer.

3. From the User Sign In window, enter your user name and password. Click Sign In.
4. Performance opens and displays the Employee Center.

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Logging In With an Employee Record and an HR-Admin Role

Logging in to the application as a user who has an employee record and an HR-Admin role allows you to access your
information (performance review, succession plan and goal plan) and the information about other employees in the
organization.
1. Select Performance from the product list window.
2. If a Legal Agreement window displays, you will need to accept it to be able to continue.
You can also select the Remember my selection option to prevent further display of this agreement on the
current computer.
3. In the User Sign In window, enter your user name and password. Click Sign In.
4. Performance opens and displays the Employee Center.

Logging In With No Employee Record But With an HR-Admin Role

When you have no employee record but you have an HR administrator role, you must specify whose le you want to
consult.
1. Select Performance from the product list window.
2. If a Legal Agreement window displays, you will need to accept it to be able to continue.
You can also select the Remember my selection option to prevent further display of this agreement on the
current computer.
3. In the User Sign In window, enter your user name and password. Click Sign In.
4. Performance opens.
a. If the People Search dialog opens use it to navigate and select the employee whose records you want to
work with.
b. If the Employee Center opens use the Quick Search or Advanced Search on the upper right corner of the
screen to navigate to and select the the employee whose records you want to work with.
The Employee Center displays all the information available on the employee. All actions and security checks, however,
are governed by the employee's rights and privileges. At any point, you can switch to another employee's le using the
Search box on the upper right corner of the screen.

Welcome Center
The Welcome Center is a home page that is displayed to users immediately after they log in. It provides a "one-click"
access to Oracle Taleo Enterprise Edition products.

The Welcome Center contains an auxiliary navigation bar, a core navigation bar, a Quick Access panel, and a central
panel.

• The auxiliary navigation bar contains links to additional resources such as the online help, setup, and the Sign
Out link.
• The core navigation bar is a set of tabs that provide direct links to Oracle Taleo Enterprise Edition products. A
user might have a tab for any or all of the following products: Performance, Recruiting, Compensation, Oracle
Business Intelligence, Learn, and Conguration.
• The Quick Access panel provides an alternative "one-click" access to the same products available in the core
navigation bar. It also provides access to modules within products for example, Onboarding (Transitions),
Scheduling Center, and to specic content such as a requisitions and candidate les.

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• In the central panel, customers can put information of interest to all product users. Alternatively, they can create
distinct sets of information and associate an information set with a conguration prole.

If the Welcome Center is enabled, it replaces the table of contents page.

Taleo Performance Basics

Taleo Performance Home Page
The Performance main landing page presents a global navigation bar and the Employee Center. Its dashboard-like
interface with panels or sections provides information on tasks assigned, network members, and goal progress. Screens
within the system can be accessed with one click to add and update data.

The main landing page includes two main components of the Performance system:
1. The top navigation bar, which is present throughout the application, appears above all Performance modules.
2. The Employee Center, which is both a standalone page and the default landing page for Performance, can
include Instructions, the My Tasks, My Goals and My Network sections.

Following is a brief overview of the landing page's components.

Figure: The Navigation bar displays above all of the Performance modules, including the Employee Center landing page.

Element Description

1 Auxiliary navigation bar provides access to various information, such as:

• Login username.
• Home link to return to product selection page (e.g. Recruiting, Conguration).
• Resources menu with links to user account information, online help and product version.
• Sign Out link.

2 Search For Employees box and Advanced Search link.

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Element Description

3 Home icon to return to product selection page (e.g. Recruiting, Conguration). Aids in cross-product
navigation to access other Oracle Taleo Enterprise Edition applications in your organization's
implementation.

4 Performance link provides access to return you to the Employee Center landing page from any of the
modules in the application.

5 Navigation bar displays xed at the top of the screen for all Performance modules (e.g. Proles,
Reviews, Goals). Provides links for quick access to the main modules and functions in your
organization's implementation, requiring no more that two clicks to get to a module.

6 Reports link opens the My Reports dialog.

7 More dropdown menu provides overow links to additional modules of Performance (e.g. Team
Reviews, Feedback, Mentoring Center).

8 HR Admin dropdown menu provides links to function available to the HR Administrator role (e.g. All
Reviews, Review Analytics, Team Management).

9 Talent Browser icon opens the Talent Browser module.

10 My Tasks section provides notication of tasks that have been assigned to you. The task list can be
displayed by type, as well as be sorted by employee or due date. Each task entry provides a direct link
to the page in the application that corresponds to the task.

11 My Goal Plan section provides a quick view of your goals and their completion status.

12 My Network section provides you with the ability to manage your network, including a pre-populated
list of contacts.

Note: The applications, modules and features you have access to depends upon your organization's
implementation and your access permissions.

Navigation
Performance provides an easy and intuitive navigation system to eliminate the numerous clicks and navigation
steps required in traditional applications. You'll nd this is more user-friendly than the traditional menu structure for
navigating to information.

Navigation features in Performance include the following: a main navigation bar, object-based navigation menus, smart
breadcrumbs, and deep linking.

Navigation Bar

The Navigation bar provides persistent links to the Welcome Center, the Employee Center main landing page, and the
various Performance modules. It displays xed at the top of the page for all Performance modules (e.g. Proles, Reviews
and Goals), providing a quick way to navigate between modules, and requiring no more than two clicks to get to a
module. The Navigation bar includes the following features:
• Home icon - Provides cross-product navigation to access other Oracle Taleo Enterprise Edition applications
(e.g. Conguration, Recruiting, Learn) in your organization's implementation.
• Performance link - Returns you to the Employee Center landing page from any of the other modules in the
application.

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• Main module links - Provides navigation to open the main modules of Performance (e.g. Reviews, Goals,
Development, etc.). By default opens the employee's review, goal plan, etc.
• Reports link - Opens the My Reports dialog.
• More dropdown menu - Provides overow links to additional modules and features in Performance (e.g. Team
Reviews, Feedback, Mentoring Center, etc. ).
• HR Admin dropdown menu - Provides links to tools available to the HR Administrator role (e.g. All Reviews,
Review Analytics, Team Management).
• Talent Browser buon - Opens the Talent Browser module.

Note: The applications, modules and features you have access to depends upon your organization's
implementation and your access permissions.

Object-based Navigation Menus

Objects in the system, such as employees or positions, have one-click navigation menus contextualized to reduce the
amount of time spent navigating. For example, on the Performance Card you can access a Go To menu that allows you
to navigate to various pages about that person. The navigable list includes the Talent Prole, Performance Review, Goal
Plan, Career Plan and Job Position Prole. In many data grids one-click navigation allows you to navigate directly to
information about a given employee by clicking a menu which expands when you click by the person's name.

Smart Breadcrumbs

Smart breadcrumbs are located at the top of the application modules and dynamically change as users navigate
through the system. The smart breadcrumbs allow you to switch between actions similar to the object-based
navigation. Managers can navigate between direct reports with a single click. Smart breadcrumbs also include buons
that return you to the Employee Center landing page.

Deep Linking

Deep linking provides the ability to use the back and forward buons of supported web browsers. Pages can also be
bookmarked, enabling you to quickly return to popular pages.

Navigation Bar Links

Note: The applications, modules and features you have access to depends upon your organization's
implementation and your access permissions.

Navigation Bar Item Module Accessed

Prole Talent Prole

Reviews Performance Reviews

Goals Goal Plan

Development Development Plan

Career Career Plan

Succession Succession Plan

Reports My Reports dialog

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Navigation Bar Item Module Accessed

More dropdown • Team Reviews

• Assessments
• Business Goals
• Feedback
• Learning
• Mentoring Center
• Projects
• Talent Pools

HR Administrator dropdown • Review Analytics

• All Reviews
• All Goals
• All Development
• All Successions
• Team Management

Browser History
The browser history links provide the ability to quickly return to a previously viewed page of Performance, by clicking its
name in the list of history links or in the list of recently viewed pages.

The browser history feature is available in all Performance modules and provides a detailed name of the page previously
viewed, so users can easily identify the page to be displayed.

The link names all start with the application name. The second part of the link name reects the page title. If the
information is specic to a user, the user name will be identied in the link name. In the same way, if the page is related
to a specic period or view mode, those will also be part of the link name.

Following are a few examples of browser history links:

Window Name Browser History Link

Talent Prole Performance - Talent Prole - <employee name>

Journal Performance - Journal

Job Position Prole Performance - Job Position Prole

Job Role Prole Performance - Job Role Information - <job role name>

Goal Plan (in list mode) Performance - Goal Plan - <employee name> - <business period> - <tab name> List view

Competency Goal Details Performance - Competency Goal- <goal name>

Project List (in card mode) Performance - My Projects - Card view

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Window Name Browser History Link

Performance Review Performance - Performance Review - <employee name> - <review request> - <review element name>
- Compare view

Archived Activities Performance - Development Plan - Archived Development Activities

Review Analytics Performance - HR Administration Tools - Review Analytics

Succession Plan (in timeline mode) Performance - Succession Plan - <job position name> - Timeline view

Talent Pool (in matrix mode) Performance - Talent Pool - <talent pool name> - <tab name> - Matrix view

Mentoring Center Performance - Mentoring Center

Accessing a Previously Viewed Page

1. In the tool bar of your browser window, open the list of recently viewed pages.
2. In the list of all the viewed pages, select the page that you wish to, return to or use the back and forward arrows
to go back or forward one page at a time.
The browser displays the page selected.

Bookmarking a Page
1. Navigate to the page you want to add to your bookmarks (or favorites).
2. Choose the browser option to add a bookmark and choose the desired location.
The selected page will be added to your bookmarks (or favorites) and will allow you to quickly return to that page later
one.

Accessing a Bookmarked Page

1. From your browser window, select the menu option that lists bookmarked (or favorite) pages.
2. Select the Performance page you wish to open.
3. If you are not already signed in, you will be presented with the login page to enter your credentials; otherwise,
the desired page will be displayed. The selected page will open, directly if you are already signed in, or after
having entered your credentials in the login page if you were not already signed in.
The selected bookmarked page is displayed.

Deep Linking
Deep linking provides the ability to use the back and forward buons of supported web browsers, enabling you to
quickly return to previously viewed pages.

Using the back and forward buons of the browser means the internet browser behavior you expect to see is available
when using Performance. This feature works at the higher module level, where dierent URLs are available, but does not
dierentiate between items within the module.

The following table lists features of Performance that support deep linking.

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Deep Linking Support Levels

Page Module Component Support Level

Navigation bar - HR Admin Review Analytics Review Cycle Analytics Full Support

Review Request Analytics by Full Support

Rating

Review Request Analytics by Status Full Support

All Reviews Performance Review Partial Support*

All Succession Plan Succession Planning Partial Support*

All Goal Plans Goal Plans Partial Support*

Team Management Team Management Full Support

All Development Plans Development Plan Partial Support*

Navigation bar - main modules Proles General Full Support

Career Career Full Support

Job Role Prole Full Support

Job Role Details No Support

Search for Development Activities No Support

Create an Activity No Support

Development Development Full Support

Activity Details Full Support

Recommendations Full Support

Archived Development Activities Full Support

Reviews Review Full Support

Tabs No Support**

Goals List Mode Full Support

Time Line Mode No Support

Details Perspective Full Support

Living on the List Buons No Support

General Full Support

Succession List Mode Full Support

Compare Full Support

Time Line No Support

Matrix No Support

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Deep Linking Support Levels

Page Module Component Support Level

Employee Center My Tasks General Full Support

My Goals General Full Support

My Network Network Contact List Full Support

Common View Pop-up Windows No Support

Performance Card Full Support

Context Box Home Buon Full Support

People Selector Full Support

Module Selector Full Support

* Employee links are not supported.

** Tabs are not supported, as they are contained within the page and cannot be separately linked.

Auxiliary Navigation Bar

The auxiliary navigation bar, located at the top right of pages, provides users with quick access to a collection of
resources that they typically want to consult on occasion; resources not associated with a specic Oracle Taleo
Enterprise Edition product.

When enabled, the auxiliary navigation bar is available at all times for users to see and access.

The auxiliary navigation bar may contain the following elements (if enabled and if users were granted access to them):

Element Description

Home • If you have access to multiple Oracle Taleo Enterprise Edition products and you click Home, the
Welcome Center is displayed.
• If you have access to Recruiting only and you click Home, the Recruiting Center front page is
displayed.
• If you have access to Legacy Onboarding only and you click Home, the Legacy Onboarding
WebTop front page is displayed.
• If you have access to Onboarding (Transitions) only and you click Home, the Onboarding
(Transitions) Center front page is displayed.
• If you have access to Performance only and you click Home, the Employee Center front page is
displayed.
• If you have access to Compensation only and you click Home, the Compensation Center (Rewards
Planning) front page is displayed.
• If you have access to Conguration only and you click Home, the Conguration Center front page
is displayed.

Resources May include:

• My Setup: Access to personal preferences.
• Training: Access to online training materials.

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Element Description

• e-Learning: Access to eLearning materials.

• Support: Access to Oracle Support.
• Help: Access to online help.
• About: Information about the product such as the version number and the build number that you
need to provide to Oracle Support when you need to contact them.

Talent Grid Access to Solution Exchange and Knowledge Exchange. Oracle Taleo Enterprise Edition clients who use
only Performance have access to Knowledge Exchange only.

Sign Out Terminates the session and you are automatically signed out of all Oracle Taleo Enterprise Edition
products.

Conguration
The display of the auxiliary navigation bar is enabled by the following seing.

Seing Possible Values Default Value Location

Auxiliary Navigation Bar • No Yes Conguration > [SmartOrg]

• Yes Administration > Conguration
Prole

Elements displayed in the auxiliary navigation bar depend on seings that were enabled and on permissions users were
granted.

The following permissions are required to access the Talent Grid products:

User Type Permission Location

Access Knowledge Exchange Conguration > [SmartOrg] Administration > User Types > Grid > Knowledge Exchange

Access Solution Exchange Conguration > [SmartOrg] Administration > User Types > Grid > Solution Exchange

Help Center
The Help Center provides the standard online help for Performance. Access it from the Navigation toolbar at the top
each page of the application. Click the Resources link and then select the Help Center option. The Help Center opens in
a new window; providing a help content viewer with search, navigation and topic display capabilities. The Help Center
feature is delivered enabled at implementation. There is no conguration required.

The Help Center topic content is the same as that delivered in the PDF versions of the User and Administration guides,
the main dierence being the Help Center content is accessible from within the application.

Links to specic sections of the Help Center can be congured using the Customizable Online Help feature to display
in the Supporting Tools pane of most Performance modules, providing a more contextual deployment of the standard
content. This option is not available if you choose to use the Customizable Online Help feature to deploy your
organization's own custom help content. For more information see Customizable Online Help and Supporting Tools.

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Supporting Tools
The Supporting Tools feature displays as a pane on the right side of most modules of the Performance Application. It
provides users quick access to Feedback, Fit Analysis or Aachments tools appropriate to the module or context. The
Supporting Tools pane can also can be congured to display customizable online help; either your organization's own
custom help content, or selected sections of the delivered, standard online help.

Conguration of the default state of the Supporting Tools window (expanded or collapsed) is determined using the
seing Supporting Tools Displayed by Default (in Conguration under the Global Seings category.) The seing
controls the Supporting Tools window in all modules of Performance in which the window appears. When set to Yes the
seing makes the Supporting Tools window open (or expanded) by default. When set to No the window is collapsed by
default. No is the initial default value for this seing when the application is rst opened. In either case the window also
has an expand/collapse buon that allows you to open or close the window as needed.
For more information see Customizable Online Help and refer to the Oracle Taleo Enterprise Edition Administration
Guide for Performance for conguration instructions.

Customizable Online Help

The Customizable Online Help feature provides your organization the ability to present contextual, customizable online
help to your users. Conguration seings allow you to contextualize the presentation of online help at the Performance
module level (reviews, goals, feedback, etc.). For each module you'll have the ability to display your organization's own
custom content. Users will access it through the right side Supporting Tools pane which displays for each module. With
this feature you can make available to your users, from within the application, your organization's relevant help content;
such as internal policies and procedures, forms, and help videos.

Customizable Online Help Versus Standard Online Help.

Customizable Online Help - Is created by your organization, with your own content on your website or server. You can
congure your URLs into Performance to display content in the right side Supporting Tools pane.

Note: It is the customer's responsibility to ensure their custom help is accessible to end-users if it is hosted on
a server with restricted access.

Standard Online Help - Is the default Oracle Taleo Standard Online Help content, which can be displayed from the
Supporting Tools pane. It can be contextual in the sense the content provided can be at the level in the documentation
relevant to the application module.

Note: This is the same content as delivered in the main Help Center, the complete contents of which are
accessible via the Resources link on the navigation toolbar at the top right of each page.

For more information see Help Center.

Display of Help in the Right Side Supporting Tools

When activated in conguration, the right side Supporting Tools pane displays in the application module using a
collapsible/expandable style.
• When the pane is collapsed the Help buon always displays below the Show Tools buon, if both are enabled.
• When the pane is expanded the Show Tools and Help display as tabbed frames, if both are enabled.

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Here are some tips about the sizing of the custom help display window:
• The internal size of the HTML frame is adaptive to the window height and xed in width to 177 pixels.
• Some websites use code that prevents them from being embedded within another frame.
• There are methods for creating web pages your organization can use to have your hyperlinks launch popup
windows. These may present a beer way to organize help content for display, such as having a main page of
help topic links leading to separate popup pages for each help topic.

For more information see Supporting Tools.

Figure: Michael Decker's Talent Prole page with links to online help in the upper right toolbar and right side supporting
tools.

With respect to the gure immediately above:

1. To access the entire Standard Online Help click Resources > Help Center.
2. To access the customizable/contextual Help click the Help buon or tab in the right side Supporting Tools
pane.

Conguring the Customizable Help Display

For each Performance system module there are a pair of corresponding conguration seings: Activation and URL. With
these seings, the right side Supporting Tools pane for each module can be congured to one of three display options:
1. No Help Display - Use the Activation seing for a module to activate the display of the Help tab in the
Supporting Tools pane. The default seing is No (false or deactivated).
2. Customizable Online Help - Use the URL seing to display your organization's customized online help, by
entering the URL path of the website where your content is stored into the applicable value eld. Do this for
each implemented language. This should be the path to the location where your policies, procedures, articles,
video clips, etc. are accessible.

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3. Standard Online Help as a default - Use the URL seing to display the default Standard Online Help, by
copying the default URL for each implemented module and language (from a list provided at the boom of the
conguration page), and pasting it into the applicable Value eld.

Customizable Online Help conguration seings are located at Conguration [Performance] Seings [Product
Seings] [Rene by] Category=Help. For more information refer to the Performance Administration Guide for
conguration instructions.

The following is an example of how the Customizable Online Help feature can benet an organization:
1. The administrator of an organization has an internal website with URL links to help documentation their
organization has created for modules of the Performance application (Reviews, Talent Prole, Succession, etc.).
2. The internal website also contains translations of this custom help content for all the languages they've
enable in the Performance application, and the website is organized so content for each module and language
combination is presented on separate HTML pages.
3. Since the content is organized by module and by language, and the URL's to the website can be used to access
the content via a popup window, the administrator congures the Performance application to display the URL
links to the HTML pages, by module and by language.
4. The organization's users now have access to its custom help content in the Supporting Tools pane, contextually
relevant to each congured module and language.

Employee Center
The Employee Center is the landing page of the application. It presents a series of panes or sections that provide
information relevant to the employee. In combination with the top Navigation bar they comprise the Performance Home
page.

The Employee Center has a congurable dashboard-like interface with up to four sections, providing information on
general information, tasks assigned, goal progress and network contacts. Each of the sections in the Employee Center
are designed as widgets that can be enabled and disabled by Administrators to customize the layout and look of each
customer's landing page. The system dynamically optimizes the real estate of the full page by expanding the widgets
that are selected. Screens within the system can be accessed with one click to add and update data. The four sections of
the Employee Center are:

• Instructions
• My Tasks
• My Goal Plan
• My Network

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For information on how to enable and disable Employee Center widgets, see the Oracle Taleo Enterprise Edition
Administration Guide for Performance for Feature Pack 15A onward.

Instructions

The Instructions widget provides a rich text editor that Administrators can use to easily enter special announcements,
instructions, links to internal portals, graphics or other custom employee resources. There is one Instruction widget per
zone; this is not customizable by OLF.

My Tasks

My Tasks provides the employee notication of tasks that have been assigned to them. The list of assigned tasks can be
viewed based on task types, employee and those tasks that are past due. Each task provides a link to directly access the
related task.

Within My Tasks, the grid view is a collapsible/expandable window:

• The All Tasks dropdown list displays (and group counts the total number of) the Task Types and Task Names
contained therein.
• The default view displays up to ten rows (tasks) with the following columns: Task name, Employee name and
Due date.
• Collapse the task grid to hide the information in My Tasks.
• Maximize the grid to display up to 30 rows (tasks) with additional columns (Period/Cycle and Assigned).
• Hyperlinked tasks in either the default or maximized view provide quick access to open the modules and
records requiring action.
• There is pagination if more tasks appear on the list than can t on the available space.

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• The task list is sortable based on the column headers. By default the list shows tasks in the order received,
newest on top. Sorting is one page at a time, so you should go to the maximized view if you need sorting
capability because more rows appear in that view.

My Goal Plan

My Goal Plans provides a quick view of the employee's goals and their completion status. The section displays goal
plans assigned to the logged-in user. It ts into the right hand section of a two-section area. Each goal plan displays a
progress bar with a number showing the percent completed and a due date.

My Network

My Network provides the mechanism to manage the employee's network. It ts into the far right-hand section of the
page. From top to boom it displays the following features:
• The Employee Card, including a dropdown menu containing general access to other modules for the employee,
and the Snapshot Card.
• The Search My Network feature, allowing you to lter the list contacts currently shown. If the My Network
widget is disabled, Search My Network in the People Selector is also disabled.
• A prepopulated list of your contacts. If you are a manager, you get: your manager, your peers, and your
rst-level direct reports. If you are an employee, you get: your manager and your peers. They are ordered in
ascending alphabetical order, although the prepopulated list is sorted separately from the Other Contacts list.
The prepopulated list is limited to the rst 200 contacts in your network.
• A list of Other Contacts that you have added to your network (using the Add Contact buon).
• Tags for ltering. These are not prepopulated tags. All tags are congured by the user, and users can create any
tags they want. Tags can only be applied to Other contacts.

Note: A person can only appear in one of the contact lists. Their image, if any is available, displays to the left
of their name.

Viewing Assigned Tasks

Viewing assigned tasks from the My Tasks panel allows you to see all the tasks that have been assigned to you and that
are not yet complete. You can lter the tasks by category or by those that are overdue.

Performance > [Employee Center] > My Tasks

1. In the My Tasks section, navigate to the desired task from the list.
Use the All Tasks dropdown, or the page buons, or sort on the column headers to reduce the list and help you
identify the desired task.

2. Click on the desired task.

3. The system opens the module and record needed to fulll the task.
If you do not have the required user permissions to complete the task a message is displayed.

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Networking
Networking is a critical component of Performance. It provides the ability for users to share data with people in their
network for the purpose of gathering feedback and providing input that may impact their performance ratings. My
Network is a section on the Employee Center that shows the list of individuals in the employee's current network.

Networking provides the ability for users to share data with people in their network for the purpose of gathering
feedback or for rating performance on specic items. Users can select others to be included in their network. For the
purpose of performance reviews, managers will need to approve which network members are allowed to provide
feedback.

From the My Network section, a user can request feedback from one of their network members or they can choose to
send unsolicited feedback to the employee.

Users established in My Network are leveraged when requesting feedback in each of the products. For example, when
developing succession plans, a manager can request a member of his network to provide feedback on the plan or on
specic members of the plan.

Network members can also be associated with tags that help identify them. A given network member can be associated
with multiple tags. A list of tags allows the user to then quickly lter the members of their network by clicking on a
single tag.

Adding Network Contacts

Performance > [Employee Center] > [My Network]

1. In the My Network section click Add Contact to display the People Selector.
2. Select In my direct reports to nd contacts by drilling down through your direct reports or By keywords to
search based on name, email and job title.
3. Select the available employees name and click Select.
4. Enter a message for the contact and click Done.
A network invitation is sent to the recipient.

The employee reviews the invitation and if they accept the invitation, the sender is added to the recipient's network list.
Regardless of whether they accept, you can still send feedback about the person.

Feedback
The Feedback module oers employees and managers the ability to ask colleagues to provide input and insight about
an employee. For example, an employee can request feedback on a goal plan or individual goals and then share that
feedback with his or her manager during the performance review process. A manager can request feedback on an
employee from co-workers or other managers that have interacted with the employee.

Through feedback, Performance oers users the tools to provide information about an activity (such as a goal or
review). It provides the ow of information back to an employee so that actual performance can be compared with
planned performance. It works alongside networking to provide employees with the ability to create, maintain and
leverage social networks for mentoring, coaching and learning.

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Feedback Terminology

The following terms have specic, standardized meaning in relation to the Feedback module. They provide a foundation
of consistent terminology for understanding and using Feedback Management.

Term Description

Approver The person who is requested to approve feedback (could be the same as Employee, Provider or
Requester).

Context The feedback subject, or type, indicating the focus of the feedback provided or asked for (e.g. Career
Scenario, Competency, Development Activity, Employee Goal, General, Job Role).

Employee The person who is the subject of the feedback, generally the person selected in the breadcrumbs at the
top of the Feedback module page.

Provider The person providing feedback (who could be the same as the Employee).

Recipient The person who receives the feedback. If feedback is requested, the recipient is the same as the
requester. Otherwise the recipient may be same as the provider, employee or direct manager.

Requester The person requesting feedback (who could be the same as the Employee or Provider).

Feedback Tools

Generally, the feedback tools provided in Performance fall into two categories:
1. The Feedback module functions distributed globally throughout the application. These are discussed in this
section of the documentation.
2. The Feedback page providing a consolidated view of a person's feedback. This is discussed in the two following
sections of the documentation: Feedback Page and Results List.
The Feedback module is accessed from many other modules in Performance, for the purpose of providing feedback to
an employee. All feedback is entered in the system and stored in the Feedback module. Feedback that is given to the
manager is kept private from the employee.

Employee Center Quick Link

On the Employee Center, the Feedback quick link on the left side pane replaces the Feedback Journal link available in
previous releases.

Go To Dropdown List

The Go To dropdown list provides the user an option to open the Feedback page from these locations in the application:
• Performance Card
• Performance Reviews > Individual Employee
• Search Results > Individual Employee
• Succession Plan > Successor Name
• Succession Plan Nomination Slate > Individual Employee
• Talent Browser Talent Car
• Talent Pools > Person Name
• Talent Snapshot

Feedback from the Supporting Tools

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Users can request feedback through the Supporting Tools pane on the right of the application. The Feedback
supporting tool is associated with these modules of Performance:
• Development Plan
• Performance Review
• Goal Plan
• Succession Plan

The conguration seing for the default state of the Supporting Tools window (expanded or collapsed)is determined
using the seing named Supporting Tools Displayed by Default. It appears in Conguration > Global Seings. The
seing controls the Supporting Tools window in all sections of Performance in which the window appears.

When set to Yes the seing makes the Supporting Tools window open (or expanded) by default. When set to No the
window is collapsed by default. No is the initial default value for this seing when the application is rst opened. In
either case the window also has an expand/collapse buon that allows you to open or close the window as needed.

Feedback from the Oracle Taleo Inbox

From the Microsoft Outlook Inbox tool, users can request and capture feedback and supporting documents without
logging into the application, when Oracle Taleo Inbox is also installed. That means most of the review content is already
assembled at review time. Instead of writing the review, managers organize, compare, and synthesize the information.

Feedback from the Task List

Once users receive a feedback request, an entry is added to their Employee Center's task list. Then, if they want to
provide feedback, they just open the task and they will be taken to the feedback reply screen. The feedback response
form for goal, succession and career plans has been enhanced to provide additional and contextual details about the
employee for whom feedback is requested to help the respondent to provide information. The feedback provider can
also provide a rating for a goal.

Provide Feedback Dialog

In the Provide Feedback dialog the Feedback text entry box provides a maximum of 6,000 characters to accommodate
more detailed and meaningful feedback. The entry area also has a character counter which dynamically displays, as you
type, how many characters you have left or how many you are over the limit. The system allows you to continue typing
once the 6,000 character limit is reached, but prevents you from sending the feedback when the number of characters
is over the limit.

Ask for Feedback Dialog

When you use the Ask for Feedback buon to request feedback about yourself or someone else, the system opens
a dialog box allowing you to choose the person to request feedback from. The dialog also allows you to choose the
Context of feedback requested (i.e. General, Career Scenario, Competency Goal, Development Activity, Employee
Goal or Review). Depending upon the Context selected the dialog also allows you to specify whether the feedback is
requested on all elements of the context or just specic ones. For example, you can ask for feedback for an entire career
scenario or a specic career option within the scenario. Feedback requests do not expire. A feedback request cannot be
canceled, but it can be rejected or deleted.

Feedback - Available Actions from Other Contexts

Feedback can be read, requested or provided from various locations in the application that is within specic contexts.
The following table lists additional contexts where feedback actions are available:

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Module Available Actions Related message template for email

notication

My Tasks Reply to a feedback request. No email notication available

My Network Send general feedback to the employee who's No email notication available
card is selected.

Send general feedback to the manager of the No email notication available

employee who's card is selected.

Feedback View received and sent feedback, and Email notication not applicable for viewing
depending on conguration, also feedback
about logged user.

Provide general feedback about an employee, No email notication available

using a text entry area allowing up to 6,000
characters.

Request general or specic feedback about • Standard notication for a feedback

an employee or yourself, selecting the context request.
and/or options within a context for feedback.
• Standard notication for a response to a
feedback request.

View pending feedback requests. Email notication not applicable for viewing

Send Reminder for pending feedback requests. Email notication sent as well as new task in
Task List.

Print Feedback entries currently displayed in Email notication not applicable for printing the
the Feedback page in a PDF format report. report

Talent Browser Send general feedback to the employee who's No email notication available
card is selected.

Send general feedback to the manager of the No email notication available

employee who's card is selected.

Career Plan View general about the logged user and career Email notication not applicable for viewing
plan feedback provided about the logged user's
career plan.

Request feedback about a career scenario or a • Standard notication for career plan
specic career option. feedback request
• Standard notication for career plan
feedback response

Development Plan View general feedback about the logged user Email notication not applicable for viewing
and feedback provided about development
activities in the logged user's development
plan.

Request feedback about a development activity • Standard notication for development

in the logged user's development plan. plan feedback request
• Standard notication for development
plan feedback response

Goal Plan View general feedback provided about the Email notication not applicable for viewing
logged user and feedback provided about the
goals or competencies in the goal plan of the
logged user.

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Module Available Actions Related message template for email

notication

Request feedback about the goals or • Standard notication for employee goal
competencies in the goal plan of the logged feedback request
user.
• Standard notication for employee goal
feedback response

Performance Review View general feedback provided about the Email notication not applicable for viewing
logged user and feedback provided about the
items in the performance review of the logged
user.

Request feedback about items in the • Standard notication for review feedback
performance review of the logged user. request
• Standard notication for review feedback
response

Succession Plan Request feedback provided about the • Standard notication for succession plan
succession plan or about individual successors feedback request
within the plan for the position of the logged
user. • Standard notication for succession plan
feedback response

Mentoring Center Send feedback to mentee (protege).

Feedback Page
The Feedback page is the central location where a user has a consolidated view of all feedback items received or
provided, whether completed or pending. They can lter feedback items to be viewed by date range, provider and
context. A user can also ask for general or specic feedback about themselves or another user, and provide general
feedback about another user.

Breadcrumbs Navigation

The breadcrumbs navigation model is implemented on the Feedback page to standardize selection of the subject
employee and navigation with other modules.

Breadcrumbs navigation is provided at the top of the Feedback page consistent with other Performance modules. The
breadcrumbs display the current employee in eect. They provide you the ability to change the employee based on your
security permissions and access. The Employee selected in the breadcrumbs determines the person who is the subject
of, or involved in, the feedback items displayed in the Feedback module. The breadcrumbs also display the module
you are currently working in (e.g. Feedback), and provides a selector allowing you to navigate to other modules in the
system.

Employees only have access to feedback about themselves and all the feedback they provided. Managers have access
to feedback about themselves and their direct reports. Feedback is not necessarily shown for everyone in your coverage
area. The content displayed in the Feedback page's Results List also depends on the following:
1. The conguration of the "Enable Public Access to Feedback" seing (i.e. Private or Public).
2. Primary lter seings selected in the left hand panel; by date range, Provider or Context.
3. The tab view selected: Received or Provided.
4. The secondary lter buon selected for the tab view: Completed, Pending or Total.

Performance Card

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The top left side panel includes the Performance Card. The standard Performance Card is provided, consistent with the
look and feel of other Performance modules. The content of the card is contextualized to reect the employee selected
in the breadcrumbs. A link to the Feedback module is added to the Performance Card, in all the modules the card is
displayed.

Feedback Primary Filters

Primary lters are provided in the left side lower Filters pane. Filters are provided to set the parameters for data
displayed in the Feedback module. Available lters are:
• Date Range
• Provider
• Context (Performance module or feature)

Note: Date range always defaults to one prior to the current date; populates feedback items received and
sent within the specied range; and also populates pending feedback requests with the due date within the
specied range.

The lters apply only to the selected view or tab on the Results List, meaning they apply separately to the feedback
received or provided views. The following table describes the functions of the lters:

Filter Filter Option Description

Date Received/Sent From This lter is used to see feedback starting at this date. By default,
the date that corresponds to one year before the current date is
entered.

Date Received/Sent To This lter is used to see feedback ending at this date. By default, the
current date is entered.

Provider This lter is used to see feedback provided by a specic person. If

you are viewing Received feedback, the Provider eld defaults to
blank, meaning feedback from all providers is displayed. Otherwise,
you may narrow down the list by selecting a provider. If you are
viewing Provided feedback, the Provider eld is auto-populated
with your name.

Context This lter is used to see feedback in relation to a specic context,

which is selected from a dropdown list. The possible contexts are:
Career Scenario, Competency, Competency Goal, Custom Item (in
review), Development Activity, Employee Goal, General, Job Role
and Review.

Context Career Scenario To see feedback provided in response to feedback requests sent
from career plans, in relation to career scenarios.

Context Job Role To see feedback provided in response to feedback requests

sent from career plans, in relation to specic job roles in career
scenarios.

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Filter Filter Option Description

Context General To see general feedback provided about employees, whether

feedback was requested/provided from the Feedback page, My
Network or a Performance Card in the Talent Browser.

Context Development Activity To see feedback provided in response to feedback requests sent
from development plans, in relation to development activities.

Context Employee Goal To see feedback provided in response to feedback requests sent
from performance reviews or from goal plans (Goals tab) in relation
to employee goals.

Context Competency Goal To see feedback provided in response to feedback requests sent
from goal plans (Competencies tab) in relation to competency goals.

Context Competency To see feedback provided in response to feedback requests sent

from performance reviews in relation to competencies that are part
of reviews , but not drawn from goal plans. When the competencies
are imported in reviews from goal plans, they are referred to as
'competency goals'.

Context Review To see feedback provided in response to feedback requests sent

from performance reviews.

Context Custom Item To see feedback provided in response to feedback requests sent
from performance reviews about items that are customer specic.

Provide Feedback Toolbar Buon

In the toolbar at the top left of the Feedback page, just below the breadcrumbs, the Provide Feedback buon gives
users the ability to send general feedback to other persons. When you click the Provide Feedback buon the system
rst opens the People Selector dialog for you to choose the person(s) you want to provide feedback for. Once you select
a person the Provide Feedback dialog opens. The Feedback text entry box allows for maximum of 6,000 characters
to accommodate detailed and meaningful feedback. The entry area also has a character counter which dynamically
displays, as you type, how many characters you have left or how many characters you are over the limit. Although the
system allows you to continue typing once the 6,000 character limit is reached, a warning message displays if you
try to send feedback that exceeds the limit. When you close the warning dialog your comments are still saved in the
session and you can edit down the feedback until the count is under the limit. The system prevents you from sending
the comments until the number of characters is reduced below the limit. When providing feedback, you also have the
choice to send the feedback to another person for approval of the feedback.

Ask for Feedback Toolbar Buon

Also in the toolbar at the top left of the Feedback page, the Ask for Feedback buon provides users the ability to request
general or specic feedback about themselves or another person. When you click the buon the Ask for Feedback
dialog opens. If you are the employee in the breadcrumbs navigation, then the dialog recognizes the request is for about
yourself. If you want to ask for feedback about another person, use the breadcrumbs (Employee dropdown selector) to
choose the person. The Ask for Feedback dialog also allows you to choose the person you want to ask to provide the
requested feedback. The dialog allows you to specify the Context of feedback requested: General, Career Scenario,
Competency Goal, Development Activity, Employee Goal or Review. Depending on the context selected the dialog
displays an additional section allowing you to specify whether feedback is requested on all elements of the context or

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just specic ones. For example, you can request feedback for an entire career scenario or specic career options within
the scenario.

Feedback Results List

The Feedback page's Results List is the central location where a user has a consolidated view of all feedback
items received or provided, whether completed or pending. The feedback items you can view depends upon your
permissions. The list presents feedback items in a grid having rows and columns, with a separate row for each feedback
item. Columns are elds summarizing details about the feedback items. The grid provides immediate access to all
feedback an employee has received about themselves and provided about other people, see what's pending and send
reminders.

Feedback items presented in the Results List are subject to ltering by the following:
1. The conguration of the "Enable Public Access to Feedback" seing (i.e. Private or Public).
2. The employee selected in the breadcrumbs at the top of the page is the subject of the feedback.
3. The Date Range, Provider and Context lters in the left side Filters pane.
4. The Feedback view or tab selected (Requested or Provided).
5. The contextual or secondary lter buon selected at the upper right of the Results list.
Received and Provided Tabs for Feedback Views

When you access the Feedback page, and the employee selected in the breadcrumbs is yourself, two default views are
displayed for the Results List (Received and Provided). They are controlled by tabs with the same name at the top of
the Results List. The tabs provide the ability to present feedback items in two separate views (Received and Provided),
contextualizing the items displayed in the module. Both views display feedback items for My Feedback.
• Received - Displays received feedback received about yourself, solicited or unsolicited ; pending requests for
feedback about yourself (requested by yourself or someone else); and requests for feedback about yourself
(requested by yourself or someone else) that are pending approval.
• Provided - Displays all solicited and unsolicited feedback where you are the author: provided by yourself ;
pending requests for feedback you were asked to provide; and feedback you provided that are pending
approval.

Note: When the employee selected in the breadcrumbs is another employee (not yourself), the view in the
Results list is for feedback items received about the other employee. No tabs are displayed at the top of the
Results List.

Feedback Module Columns Based on Views

Fields (columns) displayed in the Results List are organized to put the focus on the employee selected in the
breadcrumbs. The following elds (columns) are displayed in the list based on the view selected.

Tab (View) Fields (Columns)

Received Context, Provider, Rating, Feedback, Date, Status and Importance ag.

Provided Employee, Context, Requester, Rating, Feedback, Date and Status.

Note: The list can be sorted by any column, except the Feedback and Status columns, in ascending or
descending order.

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Contextual Secondary Filter Buons

A group of three buons (Completed, Pending and Total) are provided at the top right of the Feedback Results List.
The buons are visible in each of the two main views for the Results List (Received and Provided). They show counts
of the number of lines in the journal for each of those categories. When clicked they serve as contextual or secondary
lters within the selected view, displaying a subset or all of the line items in the view. The result set displayed in the
list is reduced to line items meeting both the view criteria and the secondary ltering criteria of the chosen buon. For
example, if the view is set to Received, and you click the Completed buon, the result set includes only those feedback
items that are actually Received about yourself or a specied person, and not those items that are Pending.

Feedback Item Deletion

If feedback deletion is allowed through conguration, users will be entitled to remove received feedback from the
Feedback results list.

Feedback Item Approval

If feedback approval is enabled the Status column indicates approval status. If the status is Rejected, the author of the
feedback can make edits and resubmit the feedback for approval from the Feedback page. When approval is enabled,
the Date eld corresponds to the date the feedback is approved or rejected.

Visual Cues to Distinguish Pending Items on Feedback Journal

The Feedback Journal displays line items for pending feedback requests in italicized bold text to readily distinguish from
received feedback items. Pending items which are past their due date display italicized red text in the Date eld.
Send Reminder Option for Pending Items on Feedback Journal

Users have the ability to send a reminder for pending items from within the Feedback Journal. Right-click on the
Feedback column for any pending item in the Results List and select the Reminder option to prompt the person about
your feedback request. The person you send the reminder to receives both a message from you in their Employee
Center's My Tasks list, and an email reminder.

View Feedback Received or Requested from within the Module

Use the Received tab to display requested or received feedback items, whether Completed or Pending. The Feedback
column displays the rst line of any completed feedback content, from directly within the Results List, without having to
open the feedback item. Upon mouse over a tooltip displays more of the feedback item. View the entire contents of the
provided feedback by choosing View Details from the Feedback action menu, or by selecting More in the tooltip window.

The Feedback column displays the text Pending for any requested feedback items awaiting a response or an approval.
This serves as a visual cue that you can choose the Remind option from the Feedback column action menu and send a
reminder to the person who needs to provide the feedback. Once a reminder is sent, the date of the reminder appears in
the status column.

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Figure: Feedback module page indicating two methods to display feedback details.

With respect to the gure immediately above:

• A. - The rst line of feedback displays in the Feedback column. If the feedback is longer than the area provided,
hover the cursor over the feedback and a popup tooltip provides more detail.
• B. - Another way to view feedback is to click on the contextual dropdown buon and select View Details from
the action menu. This opens the Feedback Details dialog. Within the Feedback Details dialog the Additional
Details section can be collapsed to provide greater viewing area for Feedback.

View and Provide Feedback from within the Module

Use the Provided tab to display feedback provided, and requests for you or others to provide feedback, whether they are
Completed or Pending. The Feedback column displays the rst line of any completed feedback content, from directly
within the Feedback module, without having to open the feedback item. Upon mouse over a tooltip displays more of the
feedback item. View the entire contents of the provided feedback by choosing View Details from the Feedback column
action menu, or by selecting More in the tooltip window.

When feedback is requested from you, but is not yet provided, the Feedback column displays a visual cue stating
Pending. The Date column also displays Due and the date your feedback is due. These visual cues serve to alert you to
follow the Feedback column action menu's Respond link and provide the requested feedback.

Provide Feedback Screen

When using the Provide Feedback screen, providers are prompted to use the People Selector dialog to select an
employee. Once the Provide Feedback dialog is open, providers also have the ability to click the Change link to reopen
the People selector, from where they can choose a dierent employee to provide feedback about, if desired.

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When the "Enable Public Access to Feedback" seing is congured to Private, the Provide Feedback screen displays two
checkboxes: Visible to Manager and Visible to Employee. When the seing is congured to Public, the two checkboxes
are not displayed.

Suggestive Actions on Dialog Screens

For dialog screens such as Provide Feedback, Ask for Feedback and others, the buon for the next logical prominent
action is highlighted. This does not prevent you from executing other active actions.

Collapse Additional Details when Providing Feedback or Approval

When responding to a feedback request using the Feedback Details screen, or providing approval in the Feedback
Approval screen, the user can collapse or expand the Additional Details eld. This provides exibility for increasing the
edit area of the Feedback eld, when needed.

In addition, when responding to a feedback request using the Provide Feedback dialog, the removal of the Due Date
and Priority elds from the Overview screens provides more vertical room for increasing the height of the Feedback and
Additional Details elds.

At the boom of these dialog screens a series of buons (Save, Previous, Next, Send and Cancel) are provided to
advance and return through the editing and approval processes.

Filtering Feedback Items on the Feedback Page

The feedback items you can view on the feedback page are subject to:
• the conguration of the "Enable Public Access to Feedback" seing (i.e. Private or Public).
• the employee selected in the breadcrumbs at the top of the page.

For more information refer to Feedback Results List..

Performance > [Navigation bar]  > More dropdown > Feedback

1. You can view feedback items in the results list in one or more views: received or provided. Use the tabs at the
top of the results list to select a view.
2. To further lter the feedback items displayed in the Results List, use the primary lters in the left side Filters
pane: Date From/To, Provider, Context.
When no lters are dened, the list shows all feedback for the selected view: received or provided.
Note the lters apply to one view at a time only (i.e. to the feedback received or provided.
◦ To clear all default lters, click the Eraser icon.
◦ Once lters have been selected, click the Refresh icon for the feedback journal list of entries to be
updated according to your lter options.
3. If you want to further lter the entries displayed in the journal, use the three secondary lter buons (Complete,
Pending and Total) provided at the top right of the results list.
The buons show counts of the number of lines in the results list for each of the categories. When clicked
they serve as secondary lters within the view, providing a subset of the line items in the view. The result set
displayed in the journal is reduced to line items meeting both the view criteria and the secondary ltering
criteria of the chosen buon.
The feedback result list will show all feedback items corresponding to your various private/public access, employee
selection, tab/view, primary lter and secondary lter options.

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Viewing All Feedback You Received

The feedback items you view on the feedback page are subject to:
• the conguration of the "Enable Public Access to Feedback" seing (i.e. Private or Public).
• the employee selected in the breadcrumbs at the top of the page must be yourself.

For more information refer to Feedback Results List..

Performance > [Navigation bar] > More dropdown > Feedback

1. On the Feedback page, select the Received tab at the top of the results list.
The results list displays feedback received about yourself, solicited or unsolicited ; pending requests for
feedback about yourself (requested by yourself or someone else); and requests for feedback about yourself
(requested by yourself or someone else) that are pending approval.

Viewing All Feedback You Provided

The feedback items you view on the feedback page are subject to:
• the conguration of the "Enable Public Access to Feedback" seing (i.e. Private or Public).
• the employee selected in the breadcrumbs at the top of the page must be yourself.

For more information refer to Feedback Results List..

Performance > [Navigation bar] > More dropdown > Feedback

1. On the Feedback page, select the Provided tab at the top of the results list.
The results list displays solicited and unsolicited feedback provided where you are the author: provided by
yourself; pending requests for feedback you were asked to provide; and feedback you provided that are
pending approval.

Viewing All Feedback about a Direct Report

The feedback items you view on the feedback page are subject to:
• the conguration of the "Enable Public Access to Feedback" seing (i.e. Private or Public).

For more information refer to Feedback Results List..

Performance > [Navigation bar] > More dropdown > Feedback

1. In the breadcrumbs at the top of the page, the Employee selection defaults to yourself. Click the dropdown
buon and set the employee to one of your direct reports.
When the employee selected in the breadcrumbs is another employee (not yourself), the view in the Results list
is for feedback items received about the other employee. No tabs are displayed at the top of the Results List.

Sorting Feedback in the Results List

The feedback items you can view on the feedback page are subject to:
• the conguration of the "Enable Public Access to Feedback" seing (i.e. Private or Public).
• the employee selected in the breadcrumbs at the top of the page.

For more information refer to Feedback Results List..

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Performance > [Navigation bar] > More dropdown > Feedback

1. To sort the list of feedback items according to a given column, you only need to click on the column header to
sort in a ascending or descending order.
It is possible to sort by all column, except by Feedback and Status.
2. To reverse the order, click again on the same column header.
Feedback will be sorted by the selected column, across all results list pages.

Providing General Feedback from the Talent Browser

Performance > [Navigation bar] > Talent Browser buon
1. From an employee's performance card, select the down arrow to display the Go To menu.
2. Select Send Feedback to the Employee or Send Feedback to the Manager, depending on the desired
recipient.
3. In the Provide Feedback dialog enter your feedback in the text box and format the text as needed.
The text entry area allows for a maximum 6,000 characters. A counter lets you know how many characters you
have left or are over the limit. Once you have reached the limit you can continue typing and editing, but the
system will not allow you to save if the count is over the limit.
4. Optional. In the Approval section you can select an approver, if desired.
5. When input is complete, click Send.

Providing General Feedback from My Network

General feedback is not related to any specic context and can be sent without having received a request for it.

Performance > [My Network]

1. From the My Network panel, the feedback actions are available from the pull-down menu adjacent to each
name.
2. You can select Send Feedback to the Employee or Send Feedback to the Manager, depending on the desired
recipient.
3. In the Provide Feedback dialog enter your feedback in the text box and format the text as needed.
The text entry area allows for a maximum 6,000 characters. A counter lets you know how many characters you
have left or are over the limit. Once you have reached the limit you can continue typing and editing, but the
system will not allow you to save if the count is over the limit.
4. Optional. In the Approval section you can select an approver, if desired.
5. When input is complete, click Send.

Providing General Feedback from the Feedback Page

Feedback provided via the Feedback page is always unsolicited and not related to any specic context. Unsolicited
feedback provided from the Feedback page can only be sent to the person the feedback is about and the manager of
that person.

Performance > [Navigation bar] > More dropdown > Feedback

1. In the Feedback page click Provide Feedback.
2. In the People Selector, select the person about whom you want to provide feedback and click Select.
3. In the Provide Feedback dialog enter your feedback in the text box and format the text as needed.
The text entry area allows for a maximum 6,000 characters. A counter lets you know how many characters you
have left or are over the limit. Once you have reached the limit you can continue typing and editing, but the
system will not allow you to save if the count is over the limit.
4. Optional. In the Approval section you can select an approver, if desired.

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5. When input is complete, click Send.

Replying to a Feedback Request from My Tasks

Feedback needs to have been requested for an item for a user to be able to reply.
Performance > Employee Center > My Tasks
1. In My Tasks panel, use the selector to choose the Feedback Request category.
2. Click on the appropriate task to select and highlight it.
3. In the reply form, click Start.
4. For each item in the feedback request:
a. Provide your feedback in the comment box.
b. Provide a rating if requested by the sender.
c. Enter an approver if appropriate.
5. Use the Next and Previous buons to navigate to other items in the feedback request.
6. When feedback has been provided for all requested items, save the provided information and click Finish and
Send.
The feedback is sent to the person who requested it and an email notication will be sent to that person if such
notication was set to be sent. The feedback request task is also removed from My Tasks.

Replying to a Feedback Request from Results List

Feedback needs to have been requested for an item for a user to be able to reply.
Performance [Navigation bar] More dropdown Feedback
1. Click the Provided tab to populate feedback items for that view into the Results List.
2. Click the Pending buon.
The results list is pared down to just pending feedback requests.
3. Select the appropriated feedback item.
4. In the Feedback column for the item click the dropdown list and select Respond from the Action menu.
5. In the reply form, click Start.
6. For each item in the feedback request:
a. Provide your feedback in the comment box.
b. Provide a rating if requested by the sender.
c. Enter an approver if appropriate.
7. Use the Next and Previous buons to navigate to other items in the feedback request.
8. When feedback has been provided for all requested items, save the provided information and click Finish and
Send.
The feedback is sent to the person who requested it and an email notication will be sent to that person if such
notication was set to be sent. The feedback request task is also removed from My Tasks.

Removing Feedback from the Feedback Page

Removing feedback is only possible when the seing Allow Feedback Deletion has been set to Yes. When allowed, the
Remove action is available; otherwise, it's not.

Feedback can only be removed from the Received feedback view. It cannot be removed from the Provided view.

Performance > [Navigation bar]  > More dropdown > Feedback

1. In the Feedback page, select the Received tab/view.
2. As needed, rene the list by using the available lters and sort in order to locate the feedback to delete.

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3. Once the feedback item is found, click the dropdown list in the Feedback column and select Remove from the
Action menu.
4. Click Yes to conrm the action.
The feedback will be removed from the list of received feedback in the Results List. If you are entitled to view feedback
about yourself or about your direct reports coming from anybody, the feedback will only be removed from your list of
received feedback, therefore preventing a feedback sent or received by someone else from being deleted from your
Feedback page.

Both the sender and the recipient must remove a feedback from their received views for it to be removed from both
person's received views.

Flagging Feedback as Important

Performance > [Navigation bar] > More dropdown > Feedback

1. On the Feedback page, select the Received tab at the top of the results list.
The results list displays feedback received about yourself, solicited or unsolicited ; pending requests for
feedback about yourself (requested by yourself or someone else); and requests for feedback about yourself
(requested by yourself or someone else) that are pending approval.
2. Locate the feedback item you want to ag as important, click the dropdown buon in the Feedback column,
and select Mark as High Importance from the Action menu.
A red ag will display in the Important column for the selected feedback item.

Requesting General or Specic Feedback from Feedback Journal

• Feedback requested via the Feedback page can be requested specically about a context (category) of
information (General, Career Scenario, Competency Goal, Development Activity, Employee Goal or Review).
• Requesting feedback from other employees in the organization can enable you to make a beer evaluation
of an employee's prociency regarding a goal, a competency or a custom item and help you make a decision
regarding a development activity to undertake.

Performance > [Navigation bar] > More dropdown > Feedback

1. In the Feedback page, click Ask for Feedback.

In the Ask for Feedback dialog the name of the person who you want to request feedback about displays at the
top. The Change link displays to the right of the name.
2. If you want to request feedback about a dierent person, click Change to open the People Selector dialog and
select the person.
3. In the Ask for Feedback dialog select the person who you want to provide the feedback.
4. Use the Context selector to indicate whether the feedback requested is general or specic for a particular
context: General, Career Scenario, Competency Goal, Development Activity, Employee Goal or Review.
You can also specify a certain option within a context, where items are available. For example, within a Career
Scenario you can limit the feedback to a particular career option.
5. Specify a due date as well as the priority level for the feedback.
6. In the comment box, edit the default message and format the text if as needed.
7. When input is completed, click Send.
The recipients will receive a feedback request in their My Tasks panel. Also, an email notication will be sent if such
notication was congured.

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Feedback Report
Employees and managers are able to print the Feedback results list, including pending feedback requests, to a PDF
format Feedback report. Employees are able to generate a Feedback report for themselves, while managers can
generate reports for themselves and their employees.

Printing the Feedback Report

When you click the Print Buon on the toolbar at the top of the Feedback page, feedback items currently displayed in
the selected view are printed to a PDF format report. The Feedback report captures the information available within
the context of the Feedback page and results list at the time you run the report. The feedback you see depends on the
lters applied to generate the results list:
1. The conguration seing Enable Public Access to Feedback.
2. The employee selected in the breadcrumbs at the top of the page.
3. The view selected (Received or Provided).
4. The primary lters selected: Date Range, Provider and Context.
5. The secondary lter selected at the top of the journal list (Complete, Pending and Total).

The generated PDF version of the feedback report can be viewed online, printed, or saved to a local machine using the
functionality of your chosen browser. Saved copies can be aached to other sections of Performance; such as Reviews
and Goal Plans.

Feedback Report Output

The rst page of the printed Feedback report includes the name, photo and contact details of the person printing the
feedback. At the upper right the print date format is xed and always displays the timezone of the print server, which
may not match your timezone. The main body of the Feedback report provides information about feedback items that
is context sensitive to the seings for the Feedback page when you printed the report. When you are printing a view
that includes pending feedback, it will display a separate entry for each person who has been sent a feedback request.
For example, if ten people are sent feedback requests on a single subject at the same time, and eight of them are still
pending, the report will include individual entries for each of those eight people.

Feedback Report Content Determined by Journal View Context

The following table shows how the elds that display in the Feedback report are determined contextually, depending
upon the view selected for the results list.

View seing (tab Feedback Report Feedback Section Fields (in Feedback report) Pending Section Fields (in Feedback report)
at the top of the Title (in Feedback
results list) report)

Received Feedback Received Context, Provider, Rating, Feedback. Date, Status, Context, Rating, Provider, Feedback.
About Importance Flag.

Provided Feedback Provided Employee, Context, Requester, Rating, Feedback, Context, Rating, Provider, Feedback.
By Date and Status.

To Print a Feedback Report

• You want to print feedback items listed in the Feedback page's results list.
• You must apply appropriate selection and ltering values to the Feedback page such that feedback items
display in the results list. Otherwise, no entries will populate the Feedback report.

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Performance > [Navigation bar] > More dropdown > Feedback

1. Click the Printer icon on the Feedback page toolbar.

The Feedback report is contextual, the system includes only the feedback entries you see on the results list at
the time you print the report.
The system generates a PDF format report of the entries in the journal view and displays the report on the
screen.
2. Use your browser's Save and Print functions to download a copy of the report to a local machine, or print a copy
of the report, respectively.
A PDF is generated, which can be saved or printed.

Print Feedback Report Scenarios

The following table provides examples of view and lter selections for common feedback report scenarios.

Scenario View Selector Filter Seing

Print all received feedback about yourself. Received You are the employee selected in the
breadcrumbs.

Print all provided feedback by yourself. Provided You are the employee selected in the
breadcrumbs.

Print all received feedback about one of your Received The employee selected in the breadcrumbs is
employees. another employee. Use secondary lter buon
Total.

Print all feedback requests you have sent that Provided You are the employee selected in the
are pending. breadcrumbs. Use secondary lter buon
Pending.

Feedback Approval
This allows feedback to be reviewed and approved before being sent to recipients.

Feedback approval consists of the following:

• approval can be requested when responding to a feedback request or when providing unsolicited feedback
• the person providing feedback has the option to select anyone as the feedback approver
• requesting feedback creates an approval task for the approver, subsequently rejecting feedback creates a
resubmit task for the provider
• notication of feedback approval and rejection tasks can be displayed in Oracle Taleo Inbox
• selecting an approver is optional, not selecting one sends the feedback directly to the recipient

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Conguration

Conguration > [Performance] Seings

Name Description

Enable Feedback Approval Enables feedback approval functionality in the system. It controls if the approver selector and
details are displayed in the feedback form and if the Status column is displayed in the Sent view of
the Feedback Journal. It also controls the approval workow mechanism. Disabled by default.

The following message templates are used for feedback approval.

Conguration > [Performance] Message Templates

Type Description

Standard notication for feedback approval This is used when the approver has made a decision on the feedback. If it is approved, it is sent
completion to the recipient. If it is rejected, the feedback author can update the feedback and resubmit it for
approval.

Standard notication for a feedback approval This is used to notify someone they have been asked to approve feedback.

These message template variables are used to identify the employees and subjects of the feedback approval.

Conguration > [Performance] Message Templates

Variable Description

{Feedback.FeedbackAuthorName} This is the approver who is providing approval of the feedback request.

{Feedback.RequesterName} This is the person who is providing feedback and making the request to have it approved.

{Feedback.SubjectEmployeeName} This is the subject of the feedback. It can be an employee or it can be an object, such an employee
goal or development activity.

To Get Feedback Approved

Enable Feedback Approval conguration seing is activated.
1. From My Network, Go To menu, Supporting Tools, or the Feedback Journal choose to send unsolicited
feedback about an employee, or from My Tasks select a feedback request.
2. After entering feedback, click the Magnifying Glass icon for the Approver eld and select who should receive
the feedback.
When providing feedback for a module, such as a performance review, you must rst select Approval from the
left-side menu.
3. Click Send and an approve feedback request is sent to the approver.
4. From their tasks list, the approver selects the Approve feedback request to display the feedback.
5. If the feedback is acceptable, the approver clicks Approve Feedback and the feedback is sent to the recipients.
6. If the feedback isn't acceptable, the approver can add comments and click Reject Feedback to create a Review
Feedback Rejected task for the sender.

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The feedback is not sent to the recipient.

When approving feedback for a module, such as a goal plan, rst Approval must be selected from the left-side
menu.
7. Select the task to access the feedback and view the rejection reason to learn why it was rejected, then make the
required changes and return to Step 3 to continue the process.
You can resubmit the feedback to a dierent approver.

Feedback Deletion
The Feedback Deletion feature provides customer system administrators having the Integrator role the ability to remove
feedback comments and ratings from Performance that are deemed inappropriate, inaccurate or not adhering to
organizational communication and feedback policies. Feedback deletion is done with the Taleo Connect Client (TCC),
using an addition to the Performance PIP (product integration pack).

Introduction.

Inappropriate or inaccurate feedback may be entered into Performance by end-user "providers" of feedback. The
administrator may perform feedback deletion as needed, or as a regularly scheduled task (for example 3-4 times per
year). The deletion process involves the administrator performing an export of feedback content to a CSV le. Since
providers often enter feedback content using a rich text editor eld, the exported content can contain HTML formaing
code that makes it hard to read the content in the CSV le. This formaing code must be removed upon export for the
administrator to be able to read the feedback content.

The system administrator uses the TCC to perform the following steps:
1. Use TCC to export the feedback content to a CSV le and run a transformation to cleanse the CSV le of rich
text formaing code.
2. Use Excel to select rows in the CSV le for removal, and then use the TCC to run an import operation to delete
them from the production database.

While Feedback Removal allows users to prevent certain feedback content from being visible in the application,
Feedback Deletion removes feedback content from the database. For details on how to perform feedback deletion see
the Oracle Taleo Enterprise Edition Administration Guide for Performance.

Talent Prole
The Talent Prole summarizes and represents the employee's record within Performance. It contains general
information about the employee drawn from the employee's user account; as well as metrics, review history,
compensation, competency, employee, education, work experience, certication and job preference information.
Generally the sections of the talent prole are highly congurable. Custom sections can also be congured by system
administrators and added to the Talent Prole.

User types, Visibility Groups and Access to the Talent Prole

The Talent Prole is intended to be viewable by the employee and their managers. Depending on conguration they
will be able to see all or some of the available elds in the Talent Prole sections. Depending upon the implementation
employees will have the ability to edit some of the information presented in their prole.

User Types

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A user's access to Talent Prole sections is subject to user type permissions security. There are the following Talent
Prole-related user type functional domains:
• Employee Metrics: Access to employee metrics and user-dened employee metrics and access to the General
section.
• Employee Prole: Access to Talent Prole standard and custom sections.
• Performance Review: Access to Review History and General Sections.
• Compensation: Access to Compensation and General Sections.

Visibility and Availability Groups

A visibility group is simply a subset of the employees in your organization. For example, you might want to dene a
group for American senior executives. The visibility group would be dened using Location equals USA, and Job Level
equals Senior Executives.

The Visibility and Availability Groups feature, congured in the Talent Prole Layout pages, provides a second tier of
security at the Talent Prole section level. Visibility groups work in addition to the User Type permissions security,
which takes precedence. The visibility group congurations allow an administrator to further restrict access to talent
prole sections. Sub-sections inherit the section security. Visibility groups can be applied in all Talent Prole section
congurations, with exceptions for General and Competencies:
• The General section has no section level availability conguration, as it is always available. It also does not
support the control of section visibility, nor does it have eld level visibility conguration.
• The Competencies section does have section level availability conguration, but not section visibility control.
Competencies do have role-based, eld level visibility conguration.

For more information about conguring User Types and Visibility Groups see the Oracle Taleo Enterprise Edition
Administration Guide for Performance.

Viewing and Editing the Talent Prole

The following represents a general business process overview for viewing and editing the Talent Prole:
1. Prerequisite - The sections of the Talent Prole are congured by the HR Administrator. The conguration for
your organization's implementation determines which sections and elds are displayed and/or editable by the
manager or the employee.
2. Open the Talent Prole (Navigation bar > Proles).
3. An employee's Talent Prole can be viewed and printed by the employee and managers.
4. When viewed by the employee, much of the information shown in the Talent Prole can be edited by the
employee; except for the information shown under the General, Compensation and Review History sections.
5. When viewed by the employee's direct or high-level manager, metric information is also available on the Talent
Prole and can be edited as needed.

Sections in the Talent Prole

The following sections, listed here with default name and order, are available to display in the Talent Prole. When a
section is congured to be displayed in the Talent Prole, a corresponding link for the section displays in the left side
menu.

Section Name Available Actions

General View, Change Photo, Print

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Section Name Available Actions

Metrics View, Expand/Collapse, Show History, Edit, Save/Cancel, Print.

Review History View, Print

Compensation View, Print.

Competencies View, Expand/Collapse, Edit, Add/Delete, Save/Cancel, Print, Filter by Current Job Role or All.

Employee Information View, Expand/Collapse, Edit, Save/Cancel, Print.

Education View, Expand/Collapse, Edit, Add/Delete, Save/Cancel, Print.

Work Experience View, Expand/Collapse, Edit, Add/Delete/Move in Order, Save/Cancel, Print.

Certication View, Expand/Collapse, Edit, Add/Delete/Move in Order, Save/Cancel, Print.

Job Preference View, Expand/Collapse, Edit, Add/Delete/Move in Order, Save/Cancel, Print.

Aachments View list, Expand/Collapse, Add/Delete, Print list.

Succession Plans View.

Custom Create a custom section populated with standard and user-dened elds to meet your business needs.

Printing the Talent Prole

Print the content displayed in the Talent Prole using the Print buon located on the Actions toolbar, just above the
General section. When printing a talent prole you can select which sections to include, with the exception of the
General section which is always included. The sections available to be printed are dependent on your permissions. Print
output is dependent upon what you can see in the Talent Prole, and what you have selected in the print dialog when
printing is initiated. The selected sections will be printed in the same order as seen in the Talent Prole.

General Section

The Talent Prole's General section provides a visual header for the Talent Prole. It is a partially congurable section,
you can customize six of the elds in the General section. The General section is unique in that it is divided into two
subsections by a horizontal, thin gray line.

The region above the line contains elements which are not congurable (i.e. Current Job). The region is generally not
editable by the user, with the exception they can upload an employee photo there.

The region below the line contains elements which are congurable (e.g. location, contact and organization
information). The region below the line is always 50/50 Split into two columns, this is not a congurable aribute. Up to
6 elds may display below the gray line. None are editable by the user.

The General section is available and visible for all users. Availability and visibility conguration of this section is not
provided.

The General section is the one section of the Talent Prole always included when you print a prole.

Employee Image in the General Section

Beginning with Feature Pack 12C a larger image size is displayed in the General section. It is 256 x 256 pixels, larger than
in the Performance Card. The larger image will not display automatically for users migrating from a prior Feature Pack.
By default the larger image is shown as a silhouee, as employee photos from prior implementations are in smaller size.
Employee photos need to be re-imported in order to have them shown on the General section.

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Note: There are several ways to get the larger employee images to display on the General Section:
• Manually update a photo within the user's General section.
• Update a photo through a user's SmartOrg user account.
• Use the Taleo Connect Client (TCC) to batch load employee photos.

Metrics Section

The Metrics section provides the employee's metrics information. Content displayed includes employee review and
goal ratings and supporting employee metrics. The metrics display is for the managers of the employee. The section is
editable for some elds.

Customizable Employee Metrics Use in the Talent Prole

Only activated employee metric values are available in the Talent Prole's selection lists. However, the metric values
previously used in employee records are not automatically changed even though certain values may be deactivated in
Conguration.

Users can view metrics history in the Talent Prole by clicking the More Actions buon at the top of the Metrics section.
The actions list provides the following options:
• Nominate for Position
• Show History
• Create Report

When the user selects the Show History option, the Metrics History dialog provides options for the following employee
metrics:
• Review Rating
• Potential
• Risk of Loss
• Promotability Readiness
• Reassignment Candidate
• Competency Rating
• Goal Rating
• Impact of Loss
Potential, risk of loss and promotability readiness are customizable.

Metric History Tracking

At the top of the Talent Prole page is a toolbar including a Print buon and a More Actions menu. An option provided
in the print dialog is to select Metric Show History and include it in Talent Prole print output. (Navigation: Performance
> Employee Center > Navigation bar > Prole > Header section > Print buon.)

The More Actions menu includes a Show History option. Selecting this option opens the Metrics History dialog, where
you can set the system to show history for selected employee metrics.

Review History Section

The employee review history data displayed on the talent prole can include the date, manager, overall review rating,
goal rating, and competency rating. This section is not editable. Details can come from the last ve completed reviews.
Values are taken from the historical review table, so active reviews cannot be included. The rating values are based on

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the corresponding metric rating model and displayed according to the Metric Rating Display seing. For instance, a
metric rating model that uses names (Poor, Average, Good) and numeric values (1, 3, 5) coupled with a rating display
value In text and numeric format would display ratings such as Average - 3.

Note: The most recent Review Rating entry in the Review History Section will match the Last Focal Review
Rating in the General Section, if it is displayed. Other ratings displayed in the General Section do not align with
Review History section ratings.

In the Review History section conguration all the review history-related elds are selected to set them to "Displayed" by
default. The administrator has the option of unselecting any or all of them to make them "Not Displayed".

Compensation Section

The Compensation section displays the employee's compensation history data. Content displayed includes current
salary, and bonus and stock awards. This section is not editable by the user.

Competency Section

The Competency section is editable. Users can view, add, remove and rate competencies for themselves directly into
this section. Users can also lter competencies to show all competencies or just those competencies related to their
current job role. The section displays competency data for various areas such as Behavioral, Job-Specic and Language.
The ability to view and edit competencies in this section is dependent on section conguration and your specic user
type permissions. The user type relates to the talent prole that is viewed. The same user will have dierent user type
access to employee competency seings, depending on that user's relationship to the user whose talent prole they
wish to view. It is important to note that these competency specic user types do not relate directly to the standard user
types as dened in SmartOrg.

For example, when Michael Decker views his own talent prole, he is accessing it as an employee and the competency
seings for an employee user type apply. When he views the talent prole of Renee Washington, who is one of his direct
reports, he is accessing it as a manager and the competency seings for a manager user type apply. Chris Baker reports
directly to Renee Washington, so if Michael Decker was to view his talent prole it would be as a high level manager and
the corresponding competency seings are applied.

When adding a new competency in the Talent Prole, the Competency Selector dialog enables you to search for the
competency using keywords. Filters are also available to assist in searching the list of competencies, depending upon
conguration. If competencies in the section are congured to be grouped by Type, then the available lter options are
Group and Category. If competencies are congured by Group, the available lter options are Type and Category.

Employee Information Section

The Employee Information section provides general employee information; such as their current position. The section is
editable.

Education Section

The Education section provides employee education information; such as Institution, Program, Educational Level, Start
and Graduation Date. The section is highly editable by the employee. They can add, remove and edit records. If LinkedIn
Integration is enabled employee's can import LinkedIn prole information to this section.

Work Experience Section

The Work Experience section provides employee job history information; such as employer, job title, start and end date,
supervisor information, and tasks and achievements. The section is highly editable by the employee. They can add,
remove and edit records. If LinkedIn Integration is enabled employee's can import LinkedIn prole information to this
section.

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Certication Section

The Certication section provides employee certication information; such as certication, certication number,
expiration date, organization, location, etc. The section is highly editable by the employee. They can add, remove and
edit records. If LinkedIn Integration is enabled employee's can import LinkedIn prole information to this section.

Job Preference Section

The Job Preference section provides employee job preference information; such as for jobs, work locations and
organizations. The section is highly editable by the employee. They can add, remove and edit records.

Aachment Section

The Aachments Section provides a place for employees to aach supporting documents. They can add and remove
aachments. The system adds the Aached By person and Date to the display. HR Administrators can also add
information to employee proles on their behalf by aaching documents to their Talent Proles using TCC. This
feature helps organizations that want to import aachments including, but not limited to, resumes and cover leers,
performance reviews from another system, and journal articles.

The Talent Prole must be congured to allow aachments, and Administrators must make the aachment section
visible in the Talent Prole if they want users to have visibility to that section. TCC allows for 1 MB per aachment and
allows 10 dierent le types.

For more information on how to aach les using TCC, refer to the Oracle Taleo Enterprise Edition Integration Taleo
Connect Client User Guide, Feature Pack 15A.

Succession Plans

The Succession Plans section displays as a table with the following columns: Job Position, Incumbent, Readiness and
Interim Replacement. The list of Succession Plans included in the table are dependent upon the logged in user's security
permissions. A message displays at the boom of the table indicating how many of the Succession Plans are displayed
due to security restrictions. For example, a message may state, "Currently 9 our of 12 succession plans are visible based
on your permission."

Conguration
Printing Talent Proles

There are no specic conguration seings. Overall talent prole seings and user permissions control what can be
displayed and subsequently printed.

Employee Review History

The seings under Review History can only be set to displayed. They cannot be set to editable. If no Review History
elds are displayed the section is hidden.

Conguration > [Performance] Administration > [Employee Management] Talent Prole Section Conguration

Name Description

Properties

Maximum number of historical reviews Indicates how many reviews are included on the Talent Prole, displaying
the data as congured in the Review History section. These are
performance reviews that have a status of closed and are available from
the historical review table. Select a value between 1 and 5. The default is
3.

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Conguration > [Performance] Administration > [Employee Management] Talent Prole Section Conguration

Name Description

Review History

Eective Date The date on which the review was closed and the score added to the
historical review table.

Manager The name of the manager who owns the review.

Review Rating Overall review rating score given by the manager for the review. The
value is based on the nal score of the review, which uses the 'Review
Rating' Metric Rating Model seing to determine the available values. It
is formaed based on the Metric Rating Display seing.

Goal Rating Review rating score for only the Goal section of the review. It is possible
this value could be empty, while there is still an overall review rating
score. The value is based on the nal goal score, which uses the 'Goal
Rating' Metric Rating Model seing to determine the available values. It
is formaed based on the Metric Rating Display seing.

Competency Rating Review rating score for only the Competency section of the review. It is
possible this value could be empty, while there is still an overall review
rating score. The value is based on the nal competency score, which
uses the 'Competency Rating' Metric Rating Model seing to determine
the available values. It is formaed based on the Metric Rating Display
seing.

Succession Plan List Table

Conguration > [Performance] Administration > [Talent Prole Management] Talent Prole Layout > Details > Add Fields

Name Description

Standard Field Group eld type and Succession Plan List eld The conguration seings chosen here within the Administration pages
displays as a table in the user interface.

As with any eld that displays review scores in the Talent Prole, if values are not available based on the combination of
rating model and metric display rating, then Not Available is displayed for that eld.

The view permission for Performance > Reviews must be enabled for users to be able to see the review history.

Editing a Talent Prole

Performance > Employee Center > [Navigation bar] Prole (for your own Talent Prole)

Performance > Employee Center > [Navigation bar] Prole > [Smart Breadcrumbs] Employee (if you are a
manager change to prole for another employee)

Performance > Employee Center > [Navigation bar] Talent Browser buon > Select an employee (if you are a
manager) > Select Talent Prole

1. In the Talent Prole, use the Menu on the left, or the scroll bar on the right, to go to the section you want to
modify and click Edit.

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Depending on your user permissions, some sections may not be editable. The General, Review History and
Compensation sections are generally not editable by anyone, with the exception of the employee photo in the
General section.
2. Click Edit to update the section details:
◦ In the General section, hover your mouse over the employee photo and click the Change Photo popup
link to upload a dierent employee photo.
◦ In the Metrics section, click Edit and you can modify standard and custom metric values.
◦ In the Competencies section, the Competency Selector enables you to immediately search for a
competency using keywords, or you can rene your search by ltering the Type, Group and Category
before you enter keywords. The lters refresh the results automatically, while you must select Go to
search by keywords. From the Development Activity column you can create and assign activities by
clicking the Right Arrow icon.
◦ In the Employee Information section, the values are custom user-dened values and can include a
number of dierent types, such as check boxes, drop-down lists and date elds.
◦ In the Education, Work Experience and Certication sections, you can add, edit and remove entries.
You can also reorder them. If LinkedIn Integration is enabled, you can import LinkedIn prole information
into these sections of the Talent Prole.
◦ In the Job Preferences section, you can change details such as: your willingness to move, which
disciplines you would like to work in, which locations you would work at. Do this using a combination of
drop-down lists, free text elds and selectors.

Note: When selecting and saving the Organization, Location and Job Fields in this section,
the parent values in a hierarchy are not displayed in the list when specic leaf values are also
selected. When only a parent value is selected and saved, it is displayed in the list. For example, if
the three locations Canada, Canada - British Columbia, and United States are selected; only two
are displayed, Canada - British Columbia and United States. The parent value Canada is omied
from the list because a leaf of Canada is selected.

◦ For the Aachments section, see To aach les.

3. Click Save at the section-level as you complete edits on each section.
4. Repeat steps 2 - 3 as needed for additional section edits.
All changes made to the Talent Prole information will be displayed to the employee and reected in other integrated
Oracle Taleo Enterprise Edition applications, as described by Talent Master Prole.

To Print a Talent Prole

Performance > Navigation bar Prole
1. Click the Printer icon on the toolbar just above the General section.
2. In the Print Options dialog select the checkbox for each section you want included. The General section is
always included. You can also opt to include Metrics History in the print output.
The dialog displays checkboxes for those sections your conguration displays in the Talent Prole. While the
order of the sections in the print dialog may be dierent than in the user interface, when printed the sections
will match what is displayed in Performance. You cannot select to print only part of a section.
3. Click Print.
A PDF is generated,which can be printed or saved. It includes the selected sections, company logo, employee photo,
generation date, and page numbers.

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LinkedIn Integration
The Talent Prole can be integrated with LinkedIn, to allow an employee's LinkedIn prole information to be imported to
and used in the Work Experience, Education and Certication sections of their Talent Prole.

Importing LinkedIn Data to a User's Talent Prole

The “Import from LinkedIn” option is only available to the owner of the Talent Prole, and only when the Enable
LinkedIn Integration and Talent Prole Seings congurations are set up. The option displays as a buon available on
three Talent Prole sections: Work Experience, Education and Certications. It displays alongside text stating "Last
Import on [Datestamp]".

LinkedIn Information Available for Import

You can selectively import information from LinkedIn ing the Work Experience, Education and Certication sections
of the Talent Prole. The information available for import from LinkedIn is:
• Work Experience: Other Function Position, Other Employer Position, Start date Position, End date Position,
Current Job Position, Achievements Position.
• Education: Other Institution Education, Other Program Education, Start date Education, End date Education.
• Certications: Other Certication, Number/ID Certication, Issue Date Certication, Expiration Date
Certication.

To Import LinkedIn Information

• LinkedIn Integration must enabled by Support.
• Customer must enter LinkedIn API keys in Talent Prole Properties conguration.
• Employee must have LinkedIn prole information entered in LinkedIn.

Performance > [Employee Center] > [Navigation bar] > Prole

1. If LinkedIn Integration is enabled and congured you will see the Import from LinkedIn buon at the header
level for the Work Experience, Education and Certication sections.
2. Click the Import from LinkedIn buon from within the context of one of the desired sections (e.g. within Work
Experience).
3. You are prompted by a legal disclaimer. Click Yes to agree with the disclaimer and proceed.
The legal disclaimer is a reminder about the need to close your login session in LinkedIn, even after you have
logged out of Performance. Otherwise your LinkedIn account remains open for a period of time, leaving it
vulnerable to the next user who logs onto the machine. The legal disclaimer and LinkedIn authentication dialog
only display once for a login session.
4. When prompted for LinkedIn authentication, enter your LinkedIn login information and click OK.
5. The Add dialog displays all the LinkedIn prole information/records for the section you are working from (e.g.
Work Experience).
For example, if you are working from the Talent Prole's Work Experience section, the dialog is named "Add
Work Experience from LinkedIn", and it displays a list of the employers (work experiences) you previously
entered into your LinkedIn account.
6. To review the employment information click on each record name to view its detail information.
7. To select a record(s) for import click the checkbox(es) to the left of each one.
The Add buon is activated when you select a record.
8. Click Add to import the selected information from LinkedIn into the Talent Prole.
LinkedIn information is transferred to your working Talent Prole section (e.g. Work Experience). section.
9. Save your work when done.

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Note: Do not forget to log out of your LinkedIn session. You login authentication to LinkedIn lasts until
your LinkedIn session is logged out.

Talent Prole Fields and Buons

Standard and Employee Metric type elds available for display in Performance's Talent Prole are presented in
the following table, by alphabetical order of eld name. Entries in the table include the name of the eld, and a
description. Many of the elds are available to be congured into more than one of the Talent Prole sections. The
display of sections and elds in the Talent Prole are highly congurable. The elds you actually see are subject to your
organization's implementation.

Name Description

Achievements Free-form text box indicating additional tasks and achievements. Tasks and Achievements in
Performance.

Anticipated Graduation Date Flag indicating that the anticipated graduation date is in the future.

Bench Strength Metric that represents an enumeration value based on the number of successors in the succession
plan for the position. Possible values are: None (no succession plan exists), Poor (no successor has
been dened on the existing succession plan for the position), Average (there is 1 successor) and Good
(there are 2 or more successors). This value is not editable in the Talent Prole.

Bonus Amount and/or percentage of the bonus.

Bonus Plan Name of the bonus plan.

Can we Contact the Supervisor Flag that indicates whether it is possible to communicate with the supervisor to get further
information.

Certication Name of the certication. When adding a new certication, it must be selected from the Certication
Selector.

Certications Section of the Talent Prole that presents the certications of the employee.

Competencies Sub-section of the Competencies section that lists behavioral competencies.

Competency Rating Metric that indicates the competency rating on the last closed review, based on the review section
congured to provide the basis for this rating.

Competency Rating Review rating score for only the Competency section of the review. It is possible this value could be
empty, while there is still an overall score. The value is based on the nal goal score, which uses the
'Competency Rating' Metric Rating Model seing to determine the available values. It is formaed
based on the Metric Rating Display seing.

Critical Metric that indicates whether the position occupied by the employee is critical or not. This value
comes from the Job Position’ s Criticality eld in SmartOrg and is not editable in the Talent Prole. The
position is considered critical when the Criticality eld value in SmartOrg is 5; all other Criticality eld
values (1 to 4) represent a non-critical position.

Current Position Current position of the employee, as dened in the employee's user account in SmartOrg.

Current Review Status The status of the employee's current review, such as draft or complete.

Current Salary Annual salary of the employee.

Custom Metrics Section of the Talent Prole that shows any user-dened metric eld.

Development Activities Activities the employee engages in to develop their job skills.

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Name Description

Development Overall Progress The overall progress of the employee's development plan, indicated as a percentage.

Development Overall Progress The overall progress of the employee's development plan, indicated as a percentage.

Education Section of the Talent Prole that presents education information about the employee.

Education Level Level of education aained, selected from a list of dened levels.

Education Level Education level preferred by the employee.

Eective Date Date on which the new salary starts.

Eective Date Date on which the bonus is being paid.

Eective Date The date on which the review was closed and the score added to the historical review table.

Email Email address of the employee at his current position.

Employee Information Section of the Talent Prole that presents custom employee information.

Employee Status Employee status preferred by the employee.

Employee's Rating Rating given by the employee for the competency in the last focal review, that displays in the Talent
Prole when the review is closed and the Update Talent Prole option is selected. The text value
however is derived from the rating model associated to the specic behavioral competency. The
display of this dimension in the Competencies section of the Talent Prole is based on a seing dened
in the administration application. The rating can be edited if so congured in the administration
application.

Employer Name of the employer. When adding a new work experience, the employer must be selected from the
Employer Selector.

End Date End date for the job function.

Experience Number of years of experience in the particular competency, which can only be dened and edited by
the employee. The display of this dimension in the Competencies section of the Talent Prole is based
on a seing dened in the administration application. The rating can be edited if so congured in the
administration application.

Expiration Date Date the certication expires.

Ext. Phone extension of the employee at his/her current position.

Gap Analysis Score The dierence between the recommended rating for each competency in a job role and the rating the
employee has for each competency.

General Section of the Talent Prole that presents general information about the employee.

Goal Rating Metric that indicates the goal rating on the last closed review, based on the review section congured
to provide the basis for this rating.

Goal Rating Review rating score for only the Goal section of the review. It is possible this value could be empty,
while there is still an overall score. The value is based on the nal goal score, which uses the 'Goal
Rating' Metric Rating Model seing to determine the available values. It is formaed based on the
Metric Rating Display seing.

GPA Field that indicates the Grade Point Average, that is the mathematical calculation of where an average
of the grades falls on a dened scale. For example, the value could be 3.44 out of 5.

Graduation Date Date the education was completed and the employee graduated.

Grant Date Date on which the stocks will be vested.

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Name Description

Grant Type Type of stock.

Has Development Plan Metric that indicates whether the employee has a development plan or not.

Impact of Loss Metric that indicates how important the employee is in their job function.

Increase Amount and/or percentage of the salary increase.

Increase Type Type of salary increase.

Incumbent - Succession Plan List table The name of the person currently in the position. If vacant, this is blank. This value comes from the
Succession Plan of the employee and is not editable in the Talent Prole.

Institution Name of the educational institution. When adding a new education, the institution must be selected
from the Institution Selector.

Interest Level of interest in the particular competency, which can only be dened and edited by the employee.
The display of this dimension in the Competencies section of the Talent Prole is based on a
seing dened in the administration application. The rating can be edited if so congured in the
administration application.

Interest in International Assignment Willingness to work abroad.

Interim Replacement Metric that indicates if an interim replacement has been set for the position occupied by the employee.
This value comes from the Succession Plan of the employee and is not editable in the Talent Prole.

Interim Replacement - Succession Plan Whether or not this employee is the interim replacement named for the position. This value comes
List table from the Succession Plan of the employee and is not editable in the Talent Prole.

Issue Date Date the certication was issued.

Job Fields Job elds of interest, including category, function and specialty.

Job Function Name of the job function. When adding a new work experience, the job function must be selected from
the Job Field Selector.

Job Level Job level preferred by the employee.

Job Position - Succession Plan List table Position within a Succession Plan that the employee is denoted as a possible successor. This value
comes from the Succession Plan of the employee and is not editable in the Talent Prole.

Job Preferences Section of the Talent Prole that presents the employee's work preferences. These preferences
are dened by the employee and can later be used by managers to nd successors according to
preferences via the Advanced Search options.

Job Type Job type preferred by the employee.

Languages Sub-section of the Competencies section that lists language competencies.

Last Review Rating Overall rating of the employee's last completed performance review.

Last Update The date when the employee last made a change to their goal plan.

Last Used Indication of the last time the particular competency was used, which can only be dened and edited
by the employee. The display of this dimension in the Competencies section of the Talent Prole is
based on a seing dened in the administration application. The rating can be edited if so congured
in the administration application.

Location Location of the work place of the employee, as dened in the employee's user account in SmartOrg.

Locations Locations of interest, including country, state/province, region and city.

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Name Description

Manager Name of the employee's direct manager, as dened in the employee's user account in SmartOrg.

Manager The name of the manager who owns the review.

Manager's Rating Rating given by the manager for the competency in the last focal review, that displays in the Talent
Prole when the review is closed and the Update Talent Prole options is selected. The text value
however is derived from the rating model associated to the specic behavioral competency. The
display of this dimension in the Competencies section of the Talent Prole is based on a seing dened
in the administration application. The rating can be edited if so congured in the administration
application.

May we contact the supervisor? Flag that indicates whether it is possible to communicate with the supervisor to get further
information.

Metrics Section of the Talent Prole that presents employee metrics. This section is only seen by managers for
their direct reports.

Name Name of the competency that can be added by the employee or drawn from the employee's last focal
review when the Update Talent Prole option is selected.

New Salary Amount of the new salary, that is the current salary plus the increase.

Number of Activities The number of development activities in the employee's development plan.

Number of Career Scenarios Number of career scenarios the employee has in their career plan.

Number of Succession Plans This metric indicates the number of succession plan this person is part of.

Number of Successors Number of successors included in the succession plan for the employee.

Number/ID Course number or ID associated with the certication.

Organization Name of the organization responsible for providing the certication.

Organization Organization where the employee works, as dened in the employee's user account in SmartOrg.

Organizations Organizations of interest, including company, section, department and division.

Other Certication Field used to specify a certication that is not in the list provided in the Certication Selector.

Other Employer Field used to specify an employer that is not in the list provided in the Employer Selector.

Other Institution Field used to specify an education institution that is not in the list provided in the Institution Selector.

Other Job Function Field used to specify a job function that is not in the list provided in the Job Field Selector.

Other Program Field used to specify an education program that is not in the list provided in the Program Selector.

Overall Progress The overall completion percentage for each of the goals in the employee's goal plan.

Phone Phone number of the employee at their current position.

Potential Metric that indicates the potential of an employee, that is editable by the manager and not visible to
the employee.

Preferred Job Preferred job elds of the employee, selected from those available within the organization. Includes
category, function and specialty.

Preferred Location Preferred locations of the employee, including country, state/province, region and city.

Preferred Organization Preferred organizations of the employee, including company, section, department and division.

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Name Description

Prociency Level of expertise an employee has in regards to a particular competency. The display of this
dimension in the Competencies section of the Talent Prole is based on a seing dened in the
administration application. The rating can be edited if so congured in the administration application.

Program Name of the education program. When adding a new education, the program must be selected from
the Program Selector.

Promotability Readiness Metric that indicates how much time is required for the employee to be ready for a promotion, that is
editable by the manager and not visible to the employee.

Readiness Value used to indicate when the employee will be ready to be placed into a job position in a Succession
Plan. This value comes from the Succession Plan of the employee and is not editable in the Talent
Prole.

Reassignment Candidate Metric that indicates if the employee is available for reassignment, that is editable by the manager and
not visible to the employee.

Replacement Name When there is an interim replacement for the employee, this metric shows the name of the
replacement.

Review Rating Metric that indicates the review rating the employee received on the last closed performance review.

Review Rating Overall review rating score given by the manager for the review. The value is based on the nal score
of the review, which uses the 'Review Rating' Metric Rating Model seing to determine the available
values. It is formaed based on the Metric Rating Display seing.

Review Status

Risk of Loss Metric that indicates the probable risk level of losing the employee, that is editable by the manager and
not visible to the employee.

Schedule Work schedule preferred by the employee.

Show Field that provides the ability to select the competency information type to be displayed. You can
choose to display General information (such as Prociency, Experience, Last Used, Interest) or Rating
information (that being the Manager and/or the Employee's Rating).

Skills Sub-section of the Competencies section that lists technical competencies.

Start Date Date the education started.

Start Date Date the job function started.

Status Overall status of the employee's current goals.

Still in Position Flag that indicates that the employee in still working in the related position. Most commonly, this ag is
used when the end date is not specied.

Stock Grant Number of stocks.

Supervisor's Email Email of the supervisor for the related job function.

Supervisor's Name Name of the supervisor for the related job function.

Supervisor's Phone Phone number of the supervisor for the related job function.

Supervisor's Title Title of the supervisor for the related job function.

Target Bonus Amount and/or percentage of the bonus that was targeted.

Tasks and Achievements Free-form text box indicating any other task and achievement.

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Name Description

Total Not-vested Stock Total number of stocks that are not yet vested.

Willing to Relocate Employee's willingness to move to a dierent location.

Willing to Travel Percentage of time an employee is willing to travel for their job.

Work Experience Section of the Talent Prole that presents information about the work experience of the employee.

Work Experience Section of the Talent Prole that presents the employee's work experience.

Work Phone Number Phone number of the employee at their current position.

Work Phone Number and Extension Phone number and extension of the employee at their current position, in a single eld.

Work Experience Section of the Talent Prole that presents the employee's work experience.

Years in Industry Number of years of experience in the same industry, for the current position.

Years in Industry Number of years of experience in the same industry, for the current position. Same value as the one
presented in the Job Preferences section.

Years in Management Number of years of management experience.

Years in Management Number of years of management experience. Same value as the one presented in the Job Preferences
section.

Deleting Rated Competencies

Typically employees or managers cannot delete a competency from the Talent Prole once it has been rated, but HR
Administrators are able to do so. The correct user type permissions are required and certain administration seings
must be enabled.

Conguration
The table shows permissions for deleting a competency from the Talent Prole.

User Type Permission

Name Description

Performance > Employee Prole > View & Manage High level view and manage permissions are required to be able to select
and delete competencies in the Talent Prole.

Performance > Team Management > Access administration tools This permission is required to indicate the user is an HR administrator.

These seings must be enabled.

Conguration > [Performance] Administration > [Talent Prole Management] Talent Prole Layout > Talent Prole Section - Competencies

Name Description

Remove competencies This seing is required to display the Minus icon.

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Conguration > [Performance] Administration > [Talent Prole Management] Talent Prole Layout > Talent Prole Section - Competencies

Name Description

Display competency section in Talent Prole This seing is required for the Competencies section to be displayed in the Talent Prole.

To Delete Rated Competencies from the Talent Prole

User must be an HR Admin with view/manage access to talent proles.

User must have the Talent Prole Competency Conguration seings, Remove Competencies and Display
competency section in Talent Prole enabled.

1. Access the Talent Prole of the employee.

2. Select Competencies from the menu.
3. Select the name of the competency to delete and click the Minus icon.
If a message is displayed, click OK to conrm deletion.
The competency is deleted from the talent prole and is also deleted from any development activities it is associated
with.

Showing Compensation Data in Performance

Compensation history data can be congured to display within Performance.

The talent model includes compensation data elements so that compensation data may be displayed within the
Performance application. This compensation data can come from Compensation or from an external HRMS/ERP
system.

The compensation history data is displayed according to metric conguration, availability, and user security access in
the following areas:
• Talent Prole - Displays compensation history data.
• Performance Snapshot Card - Displays compensation data in the Compensation section of the snapshot card.
• Talent Browser - Displays salary, bonus, and stock information for employees.

When compensation history data is available, and the related metric has been congured to display, the following
information is provided in Performance, when available:
• Employee's current salary
• Employee's salary increase, new salary and eective date
• Employee's bonus amount, bonus plan, target bonus amount and eective date
• Employee's stock grant amount, total non-vested stock and grant date

Compensation history is available from Compensation through an integration. If Compensation is activated in the zone
and the integration is congured, the system will automatically transfer all compensation history data into SmartOrg on
a daily basis. If Compensation is not activated, the client can use the standard integration tools to transfer the data from
an outside ERP system.

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Conguration
The following permissions must be granted to individual users to view or manage the Compensation History Data
feature in Performance.

User Type Permission

Name Location

View Compensation Data Conguration > [SmartOrg] Administration > User Type > User Account
>Compensation>Compensation>Compensation Data

Manage Compensation Data Conguration > [SmartOrg] Administration > User Type > User Account
>Compensation>Compensation>Compensation Data

Available Compensation Metrics

Name Location

Compensation - Current Salary Conguration > [Performance] Administration > [Employee

Management] Metrics Conguration

Compensation - Salary Increase Conguration > [Performance] Administration > [Employee

Management] Metrics Conguration

Compensation - Target Bonus Conguration > [Performance] Administration > [Employee

Management] Metrics Conguration

Compensation - Non-vested Stock Conguration > [Performance] Administration > [Employee

Management] Metrics Conguration

Talent Master Prole

Using a single core person model to support Candidate and Employee Data, the Oracle Taleo Enterprise Edition
application allows the transformation of candidates to employees. This is supported in concert with an organization's
HRMS/ERP system, which will play an intermediary role in this process to allow the assignment of an Employee ID.

By using a single person model for all records, any updates by an organization's HRMS system are visible both in the
candidate's le seen in Recruiting and from Performance. All data is shared from the same data source. This also means
that if an employee updates his/her record from the Talent Prole in Performance by adding certications or additional
educational information, this information is also updated on that person's candidate record visible in Recruiting. The
reverse is also true, if an employee updates his/her prole by applying to a newly opened internal position on a career
site. These additions also serve to augment this candidate's employee prole.

Multi-Language Display of Shared Prole Data

Users can select which language their shared candidate and employee prole data is displayed if multiple proles in
multiple languages exist. This allows Talent Users to continue to access and enrich their proles as they move between
having a Candidate Prole within Recruiting to having a Talent Prole within Performance Management.

The denition of an active prole is standardized between Recruiting and Performance to mean the last updated
prole. This logic is shared between Recruiting's Candidate prole and Performance's Talent Prole and Career modules
resulting in the common Talent User. There are three common prole data areas; Work Experience, Education and
Certications. All three common prole data areas will display the same language and will synchronize on data refresh

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whenever the user switches the language in either Work Experience, Education or Certications. After switching the
language using the dropdown menu, only the content data from the matching prole version will refresh. The remaining
labels stay within the context of the application login language.

The default dropdown value indicates the active prole. This dropdown can be changed, and the newly selected
language will persist during the session. When logging out and entering a new session, the default language will revert
back to the active prole's language. If the Talent User has only one prole, the language dropdown does not display.

Snapshot Card

When the language is changed in the Talent Prole, that language is also displayed on the Snapshot card. The language
cannot be changed on the Snapshot card itself, but a Tooltip with hover text is provided with the following message,
"You can switch the prole language displayed from within the Talent Prole."

Native Reporting

There is a Prole data set for Native Reporting under the Talent Prole Data Model domain to report on Work
Experience, Education and Certications for all employees' proles. This data is available and reportable for all available
proles in all languages, not just the active prole.

Note: As a best business practice, employees and managers are encouraged to keep all proles up to
date now that they will all be exposed in the Talent Prole. Updates made to Work Experience, Education
and Certications in the Talent Prole, given the user has permissions to update, will be reected in the
corresponding Candidate Prole.

Employee Photo Upload

Instead of having to use the Conguration module or Taleo Connect Client for uploading photos, employees can upload
a photo for themselves.

Larger Photo Image in the Talent Prole

A large size employee photo image (256 x 256 pixels) can be displayed in the Talent Prole's General section. The larger
photo image is also used in the header section of Native Reports. Elsewhere in the system, such as on the Talent Card,
the photo is resized to a smaller image (48 x 48 pixels).

At migration the system will not automatically display photos from implementations prior to Feature Pack 12C. By
default the larger photo will be shown as a silhouee, as photos from earlier implementations are smaller in size. In this
case employee photos will need to be re-imported in order to have them display on the General section.

Note: There are several ways to get the larger employee photo images to display on the General section:
• Manually update a photo within the user's General section.
• Update a photo through the user's SmartOrg account.
• Use the Taleo Connect Client (TCC) to batch load employee photos.

Employee Upload of Photo Image

From the Talent Prole General section, an option is available to browse to a photo in your local network and upload it
to Performance. You can upload .gif, jpg, and .png les. In instances where a photo isn't a passport style photo, and you
upload a portrait orientated photo, the system will aempt to crop the top part of the photo and display it, while with a
landscape photo it will crop the center of the photo and display it.

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Conguration
Requires one Talent Prole seing and ensuring that the correct user type permissions are enabled.

Conguration > [Performance] Administration > [Talent Prole Management] > Talent Prole Properties

Name Description

Allow Employee to Upload Photo This is required to have the Change Photo option available when you hover over an
employee photo. Whether you can change your photo, or other employee's photos,
depends on you user permissions.

Conguration > [SmartOrg] Administration

Name Description

[Users] User Accounts Select a User Type and Account An administrator can upload an employee photo from this seing.
Employee Information section Edit

[Users] User Types Functional Domain=Performance You can assign Manage access for dierent types of users, and this permission is
Employee Prole Edit Permissions=Manage required to see the Change Photo option and be able to upload a photo.

To Upload an Employee Photo

You must have user type permissions for editing talent proles, and talent prole conguration seings for uploading
photos must be enabled.
1. Access the talent prole for the employee whose photo you want to change.
2. Hover your mouse over the photo and click the Change Photo popup.
If you have accessibility features enabled, you will click the Change Photo... buon beside the photo.
3. Browse to the photo you want to upload, select it and click Open.
Supported le types are .gif, .jpg, and .png.
The photo is resized to 256 x 256 pixels by the system and displayed in the General section of the talent prole.
Elsewhere in the system where employee photos are displayed, such as in the Talent Card, they are resized to a smaller
image size, 48 x 48 pixels.

If you do not like the results of the employee photo upload, you should resize the image on a local machine to have
equal width and length, and then re-upload it. You can also delete the photo, replacing it with a generic silhouee.

Talent Snapshot
This provides the ability to view key employee information from dierent modules in the same place.

It is accessible via the Talent Snapshot icon throughout the system. This includes areas such as the Talent Browser,
Network panel, Search results, Talent Pools, Succession Plans, and Performance Review list.

Employee management conguration seings for metrics, along with user type permissions, control access to Snapshot
information.

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The following metrics are displayed in the Talent Snapshot, all four of which are customizable:
• Potential
• Risk of Loss
• Impact of Loss
• Promotability Readiness

Selecting View Org Chart will display the person as the top node in the Talent Browser.

For information on the details for each module, see the corresponding sections in the Help Center or Oracle Taleo
Enterprise Edition User Guide for Performance.

The Talent Snapshot summary provides information on the following:

Talent Snapshot Contents (except Performance Card)

Section Included Information

Employee Information Manager, Current Position, Direct Reports, Work Experience, Education. When available, the rst ve
direct reports, rst work experience entry, and rst education entry are displayed automatically.

Goal Plan Overall goal plan (total goals, goals aligned to manager, overdue goals, overall progress, approval status,
last updated date), Employee goals (name, alignment, progress, due date).

Development Plan Overall dev plan (total activities, overdue and completed activities, approval status, last updated date),
development activities (name, progress, due date).

Succession Plan Overall succession plan (total number of successors, total number of nominations, bench strength,
successors list, approved, last updated date). This section also includes Employee metrics (Potential,
Risk of Loss, Impact of Loss, Promotability Readiness), Position metrics (Critical Position), and Succession
metrics (Interim Replacement and Number of Succession Plans). A pop up with detailed Succession Plan
information displays if the Number of Succession Plans is hovered over. The metrics can be displayed
even if no succession plan is available.

Career Plan Overall career plan (current job, scenario steps, gap analysis for each step indicating competencies
required for the job). You can switch between scenarios and each one can display the current job and the
rst two steps of the plan.

Performance Snapshot Card

The Performance snapshot card contains data on the employee's current salary and compa-ratio, along with data on the
last three closed focal performance reviews and compensation periods. The data that is displayed is impacted by your
user type permissions and whether you have compensation data.

At a minimum, the Performance Review Ratings display one value per review period for the Overall score of the review.
It may also contain Goal section and Competency section scores depending on your review conguration. The most
recent review values displayed are the same as those found in the Metrics section of the Talent Prole. For more details
on how ratings scores are derived and displayed, see the Oracle Taleo Enterprise Edition Performance Review Ratings
Orientation Guide.

Compensation data can be brought into Performance via an integration with Compensation or by importing data from
a third-party system using Taleo Connect Client (TCC). Regardless of which, batch data import jobs should be scheduled
regularly to ensure the most up to date compensation data is displayed. For integration details, see the Compensation
and Performance Integration Guide.

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While the compensation data values available to both the snapshot and talent prole are the same, they are displayed
dierently. The talent prole only displays information when it is available and only displays the most recent individual
values. The snapshot card displays NA when there is no information and displays values based on yearly totals and
availability.

Note: Performance and compensation data are independent of each other, therefore it is possible the periods
displayed for each will dier.

Performance Card Contents

Subject Description

Current Salary This value is taken from the compensation history table. Depending on when the compensation data was
last updated, it is possible this is not your actual current salary.

Compa-ratio This value is taken from the compensation history table. Depending on when the compensation data was
last updated, it is possible this is not your actual current compa-ratio.

Performance Review Ratings

Overall Displays the Overall review rating based on the Employee - Review Rating value kept in the historical
review table for the indicated review period. All scores are for completed and closed review periods. No
active scores are included.

Goals Displays the rating for the Goals section of the review. This is based on the Employee - Goal Rating value
kept in the historical review table for the indicated review period. All scores are for completed and closed
review periods. No active scores are included.

Competencies Displays the rating for the Competencies section of the review. This is based on the Employee -
Competency Rating value kept in the historical review table for the indicated review period. All scores are
for completed and closed review periods. No active scores are included.

Review Comments When you select an overall rating, review comments associated with it are displayed here. If no
comments exist, the score is not a clickable link.

Compensation History

Salary Increase These values come from the compensation salary history table associated with the eective date
displayed on the card. The Oracle Taleo Enterprise Edition SmartOrg Data Dictionary provides details on
compensation elements.

Bonus Award These values come from the compensation bonus history table associated with the eective date
displayed on the card. As currencies are displayed for both this value and Salary Increase and multiple
currencies are not supported within the same aggregated period, you should use the same currency
whenever possible.

Stock Granted These values come from the compensation stock history table associated with the eective date
displayed on the card.

Conguration
There are no specic Taleo Performance conguration requirements for this feature; however, you must have the
following View user type permissions and conguration seings to display the data. There is no information available
messages are displayed to users without appropriate permissions.

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If Taleo Compensation is activated in the zone, the integration should have been congured to automatically transfer
compensation history data on a regular basis. If Compensation is not activated, the client can use Taleo Connect Client
(TCC) to transfer compensation data from an outside ERP system.

User Type Permission

Snapshot Section Required Permission

Employee Information • Employee Prole - required to display Work Experience and Education details. Manager,
Current Position, and Direct Reports are always displayed.

Goal Plan • Goal Plans - required to display the entire section.

Development Plan • Development Plans - required to display the entire section.

Succession Plan • Succession Plans - required to display plan details.

• Employee Metrics - required to display metrics.

Career Plan • Career Plans - required to display the entire section.

Performance Review Ratings • [Performance] Performance Reviews - required to display the entire Performance section.

Compensation History • [Compensation] Compensation Data - required to display the entire Compensation section
and also the current salary and compa-ratio data.

Conguration > [Performance] Administration > [Employee Management]

Seings Description

Metrics Conguration Aects what is displayed in the Metrics section of the Succession Plan snapshot card.

To view an Employee's Snapshot

You must have user type permissions for the specic modules to see the information associated with them. If you do
not have the permissions, the sections are not displayed.

1. Click the Talent Snapshot icon.

The Employee Information section is displayed. Click the Double Right Arrow icon to change sections. Click View Org
Chart to see the employee displayed as the top node in the Talent Browser. Click the Down Arrow icon to display the Go
To menu.

Aachments
Files can be aached to Performance Reviews, Goal Plans, and the Talent Prole. This enables employees to include
documents that are not kept in Performance, in support of their achievements and progress for reviews and plans, such
as projects plans, implementation scorecards, or client feedback. Native reporting output les can also be aached

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to reporting correspondence. "Aachment" seings are globally applied to all types of aachments, including report
aachments used in native reporting correspondence.-

The les are associated with the highest level object, such as the overall goal plan itself and not a specic employee
goal. Aachments can be viewed by anyone who has view access to the object (goal plan, review, talent prole), while
manage access is required to aach les. Only employees can aach les to their goal plans and performance reviews.
Like other events, adding and removing aachments is included in the object's history.

As a basic service you can aach up to ten les to an object, with a maximum le size of 1mb, depending on system
conguration. If you have already reached your maximum number of aachments you will need to delete a le before a
new one can be uploaded. Once a le has been aached it can be updated, but you must save the le locally, make your
changes, and then re-upload it. A wide range of le types are supported, but those available to you will depend on your
organization's implementation.

Note: If the le restrictions change over time, it is possible some existing aachments will be for le types and
le sizes that are no longer allowed.

Supported File Types

Type (Extension) Type (Extension)

Word (.doc, .docx) Text (.txt)

HTML page (.htm) Word Perfect (.wpd)

HTML page (.html) Excel (.xls, .xlsx)

Portable Document Format (.pdf) Zip (.zip)

Rich Text Format (.rtf) OpenOce Writer (.odt)

Conguration
Clients must request activation of this feature. This feature should not be activated until Oracle has analyzed the impact
it may have on the client's system.

Apart from Aachment Enabled, the General Conguration seings do not need to be congured unless you want to
change the default values for the list of supported les or the size and number of les that can be aached.

Conguration > [Performance] Seings

Name Description

Aachment Enabled Protected seing. Oracle Support must enable this seing. By default this seing is disabled.
When enabled, aachment functionality is available for goal plans, performance reviews, and
talent proles, with the constraints of the other aachment seings applied.

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Conguration > [General Conguration] Seings

Name Description

Aachment Format Filter Public seing. By default all supported le types can be uploaded. You can add and remove le
types from the list as required.

Aachment File Maximum Number Protected seing. The maximum number of les that a user can aach to an object is 10.

Aachment File Maximum Size Protected seing. The maximum size for each uploaded le is 1 MB.

Block Macros in Aachments Public seing. The system will scan the aachments for macros. Files containing macros will not
be updated.

After conguring the global seings, specic aachment options must be enabled for goal plans and the talent prole.
Reviews also require the Performance Reviews > Manage - If this user is one of the authors user type permission.

Conguration > [Performance] Administration

Name Location

Allow File Aachments • [Goal Management] Goal Plan Templates > Goal Plan Name > [Properties]
• [Employee Management] Talent Prole Section Conguration > [Properties]
• [Performance Reviews] Review Cycles > Review Cycle Name > [Review Requests]
Request Name > [Seings]

To Aach Files to the Talent Prole

You must be the owner of the object to which you are aaching les.

[Navigation bar] Prole

1. Scroll to the Aachments section and click Add.

2. Click Browse, select the le you want to upload and then click OK.
The dialog lists the allowed le types and you can only select from them. You should enter a comment to help
identify the purpose of the le, especially if it is not clear from the lename.
The le is added to the Aachments section and includes the lename, comments, who it was aached by, and the
date it was aached.

You can view the le by clicking the lename and delete it by clicking the Right Arrow icon and selecting Delete.

To Aach Files to Goal Plans and Reviews

Only employees can aach les to their plans and reviews. Managers cannot aach les.

1. Go to the Goal Plan or Performance Review and clickthe Tools icon to expand supporting tools.
2. Select the Aachments ribbon and click Add.
3. Click Browse, select the le you want to upload and then click OK.
The dialog lists the allowed le types and you can only select from them. You should enter a comment to help
identify the purpose of the le, especially if it is not clear from the lename.

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The le is added to the Aachments section and includes the lename, comments (which you can mouse over to
display them in their entirety), who it was aached by, and the date it was aached. The le is aached at the goal plan
level — not individual goals — and at the review level — not individual review items.

You can view the le by clicking the lename and delete it by clicking the Down Arrow icon and selecting Delete.

Automatic Reminders
The conguration capability to set up automatic reminders allows users to set up reminders for each review action
within a given workow dened for performance reviews. System Administrators can set review process reminders at
any or all of the individual review step/action levels. Whereas notications are triggered by workow events and are
static, reminders are congurable and provide the ability to send users emails to promote task accomplishment. The
reminders contain deep linking and allow the employees to go directly into their performance reviews from within the
email.

Example. The performance review cycle for the current year has been congured and assigned to all employees within
an organization. Notication emails have been sent to all the employees once the writing self-assessment tasks have
been assigned. Reminder emails have been congured at a bi-weekly occurrence starting from the date the self-
assessment task have been assigned, with reminders ceasing once the tasks have been completed. Julia receives
an email notication stating that her review self-assessment is due by March 31, 2013. Julia clicks the link contained
within the reminder email that brings her directly to her review self-assessment. She works for a couple hours on her
self-assessment, but then needs to move on to another task. Julia gets brought onto a new project and completely
forgets about completing her performance review. Because the reminder emails have been congured to be sent
bi-weekly, Julia receives an email reminder again containing the link to her performance review. She completes her
self-assessment just in time for her one-on-one with her manager. Because Julia has completed her tasks, the email
reminders cease.

Note: In the case that a review is transferred, the review reminders will be sent out to the new employee
and conversely the reminders to the previous employees will cease. When a review request or review cycle is
duplicated, all the information is copied, which includes notications and reminders.

Note: One of the potential impacts is the large number of emails potentially generated by reminders; one
email per task is sent. Until we implement summary emails, managers with large spans of control could get
large volumes of email if a reminder is congured for those tasks like "Write Employee Review." To provide a
remedy, a warning message is provided in the Administration pages. Also, the System Administrators are able
to deactivate the reminder if the number of emails becomes cumbersome.

Conguration
For more information on seing up and conguring automatic notications, refer to the Oracle Taleo Enterprise Edition
Administration Guide for Performance, "Correspondence and Feedback Administration".

Prerequisites

• Performance has been set up with Performance Reviews.

• The performance review cycle for the current year has been congured and assigned to all employees.
• Notication emails have been sent to all the employees and employee tasks have been assigned.

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Summary Emails
Multiple task notications can now be aggregated into a single email.

Summary emails provide Managers and HR Administrators with a single email that includes deep links to their pending
tasks. Instead of receiving a single email for each pending task reminder, a summary email can now be sent that
categorizes and quanties tasks within the Performance Management module. Each of these categories contain a link
that takes the user to the login page and then directly to the relevant module to complete the task. The summary emails
are automatically updated as the tasks are completed. For example, if a notication is congured to get sent weekly and
a Manager completes 7 out of 9 Review tasks, the summary email sent the following week will only list 2 pending Review
tasks. If a user has no tasks pending, the summary email will not get sent.

Manager and HR Admin task types that are supported:

• Review Approval
• Review Workow
• Goal Plan Approval
• Succession Plan Approval
• Development Plan Approval
• Feedback Approval

Note: There are other task types available for non-Managers and non-HR Administrators, however, summary
emails support only Manager and HR Admin task types. All other employees will receive standard notication
emails, not summary emails.

As with existing notication functionality, System Administrators congure the notications by selecting/creating
the message template, determining which tasks should be triggered, and how often the email will be sent. First,
Administrators create or select the message template to be used in the summary email. The Standard notication for
summary email template is available for summary emails along with the Available Variables to support summary emails.

The appropriate variables must be selected in this template in order to select the corresponding tasks in the summary
email in the next step. For example, if you want to include Review Approval tasks in the summary email, the {Summary-
Email.PendingReviewApprovalTaskLink} variable must be selected in the template. Next, the parameters of the email
are congured in the Global Conguration Summary Email Editor which is found in the Performance Management
Conguration > Global Congurations > Summary Emails.

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In the example above, all 6 available Summary Email Task Types have been selected. Each time a summary email
reminder goes out, it will aggregate each of these task types and include the links to take users directly to the
incomplete tasks. At this time 6 is the maximum number of separate summary emails that may be activated at one time.
Each task type can be used only once in summary emails. For example, if Succession Plan Approval is selected for use
on 1 summary email, then it is not available for use in another summary email; they are mutually exclusive. This tends to
be sucient as most tasks are cycle dependent.

The following image is an example of a summary email.

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For more detailed information on seing up and conguring notications, including Summary Emails, please
refer to the Oracle Taleo Enterprise Edition Administration Guide for Performance, "Correspondence and Feedback
Administration" Release 13C or later.

Conguration
One global conguration seing to support summary emails is available.

User Type Permission

Name Location

Summary Emails Performance > Conguration > [Performance] > Administration >
[Global Congurations] > Summary Emails

Flexibility for Message Sensitivity Level

Each notication and email message sent by Oracle Taleo Enterprise Edition can be set to a specic sensitivity level. This
feature applies to messages sent from the Recruiting Center, Evaluation Management, Onboarding (Transitions), Legacy
Onboarding, Performance, and SmartOrg.

Each notication and email message can have its own sensitivity level. A "Sensitivity" drop-down menu was added to
the message template editor. A system administrator could, for example, congure specic messages as being Private
(such as messages sent to internal candidates) while keeping a Normal sensitivity level on other messages.

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Conguration
A global seing controls the sensitivity level of messages sent by Oracle Taleo Enterprise Edition products. This seing
provides the sensitivity levels supported by Microsoft Outlook (Condential, Normal, Personal, Private).

Seing Description Default Value Location

Mail Sensitivity Sensitivity of email messages sent from Normal Conguration > [General Conguration]
the system. Seings
Possible values are:
 
• Condential
• Normal
• Personal
• Private

System administrators can now override this global seing by conguring the sensitivity level of specic email
messages. This is done via the message template editor, by using the new "Sensitivity" drop-down menu.

Five sensitivity levels are available:

• Default
• Normal
• Private
• Personal
• Condential

Selecting the "Default" sensitivity level means that email messages sent using this message template will use the
sensitivity level dened in the "Mail Sensitivity" global seing.

Comment Field Capabilities

The Comment eld capabilities are standardized across the Review, Goal, Business Goal, Feedback and Development
modules.

Whether a user is completing their Goal Plan or Performance Review, or a number of other tasks, they are encouraged
to provide detailed comments throughout dierent steps in the processes. When entering a comment, the comment
pop-up window displays which provides the following capabilities:

• Rich text formaing

• Spell check
• Character limit increase (ranging from 200-4000)
• Character number limit countdown
• Resizing

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Talent Browser
The talent browser provides managers and executives with a exible, real-time view into their organization.

Some of the talent browser's functionality includes:

• viewing multiple levels with panning, zooming and a mini-organization chart map, for easy navigation
• using the scope options, for viewing multiple levels or just direct reports
• drilling down into the org chart layers, for focusing on specic business units and groups
• ltering by general information, customizable employee metrics, and goal association, for highlighting
employees that meet specic criteria
• accessing an employee's snapshot, to have instant access to their key data
• organizational summary card, providing a roll-up view into the metrics for an entire business unit

Customizable Metrics Use in the Talent Browser

The following metrics are displayed in the Talent Browser when Metrics is selected from the General selector, all three of
which are customizable:
• Potential
• Promotability Readiness
• Risk of Loss

Conguration
By default, all users should have access to the Talent Browser.

Conguration > [Performance] Seings

Name Description

Maximum Number of Nodes in the Talent Browser Controls how many employee cards can be displayed at one time,
between 50 and 200. The default is 100.

User Type Permission

Name Description

Performance > Team Management > Access... Controls access to More Actions > Team Summary. This prevents employees from seeing
organizational information for levels above their place in the organizational hierarchy.

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Using the Talent Browser

You can use the talent browser features to focus in on specic employees or parts of your organization.

• Filtering the Talent Browser - in a large organization, where you have many direct and indirect reports, it can be
unrealistic to quickly identify key employees and some degree of ltering should be applied.
• Seing the Scope - enables you to limit the displayed employees to direct reports or an additional level.
• Navigating the Talent Browser - with lter criteria applied you then have multiple options available for viewing
and moving around the talent browser.
• Viewing employee information - employee and business unit information is accessible from the talent browser.
• Working with Requisitions and Positions - you can view and access your open requisitions and vacant positions
directly from the talent browser.
• Actions from the Employee Card - you can use the Go to menu on an employee card to initiate and complete
tasks.

Filtering the Talent Browser

Filters are important for focusing your view when you have oversight into a large workforce.

Managers can use lters to build talent-related queries and see the results in the talent browser. Those cards that match
the lter criteria will be highlighted. Filters are logically grouped into sections and each section can be expanded or
collapsed.

Filter queries apply AND logic, not OR. For instance, if a manager chooses Potential =High and Risk of Loss=High, it will
highlight those employee cards that match both criteria. If someone is Medium Potential with High Risk of Loss, their
card is not highlighted.

To Filter the Talent Browser

Performance > [Navigation bar] > Talent Browser buon
1. Select the Right Arrow icon beside a lter section to expand it.
2. Set the lters as required.
3. Click the Refresh icon and the employees that match the lters are highlighted in the talent browser.
To reset the lters, click the Eraser icon.
Matching employee cards are shaded. For matching cards that are not in the current view, you can see which are shaded
via the mini-organization chart.

Talent Browser Filters List

In addition to the standard lters, the Employee Custom Metrics section will display any congured custom metrics.

Filter Description Section

Review Cycle This includes a set list of review cycles. Performance Reviews

Review Request The review request is dependent on the review cycle. Performance Reviews

Manager The direct manager of the employee. If Include All Reports is selected Employees
then all indirect reports are also included.

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Filter Description Section

Organization The business unit the employee is associated with, as indicated by the Employees
Organization eld in the Talent Prole.

Location Where the employee works, as indicated by the Location eld in the Employees
Talent Prole.

Job Field Relates to the Job Preferences > Job Fields section in the Talent Prole. Employees

Job Level This value is associated with the employee's job role. Employees

Willing to Travel This lter checks if the employee has indicated they are willing to travel Employees
in the Job Preferences section in the Talent Prole. The lter only checks
if the value is a zero or greater, so an employee willing to travel 5% of the
time is highlighted to the same degree as an employee willing to travel
25% of the time.

Willing to Relocate This relates to the Job Preferences seing of the same name. Employees

Interest in International This relates to the Job Preferences seing of the same name. Employees
Assignment

Competencies Any one competency in the system can be selected as lter criteria. Employees

Critical Position This checks whether the employee's position has been marked as critical. Employee Metrics

Risk of Loss This checks whether the employee has been identied as potentially Employee Metrics
wanting to leave the company and the lter can be set for medium or
high risk of loss.

Potential This checks whether the employee has been identied as having Employee Metrics
potential and the lter can be set for medium or high potential
employees.

Readiness for Promotion Readiness for promotion is indicated by a range months and the lter Employee Metrics
enables you to select a specic number of months.

Review Rating This relates to the Metrics > Employee > Review Rating value in the Employee Metrics
Talent Prole.

Goal Rating This indicates the completeness of the employees current goal plan. Employee Metrics
This relates to the Metrics > Employee > Goal Rating value in the Talent
Prole.

Competency Rating This relates to the Metrics > Employee > Competency Rating value in the Employee Metrics
Talent Prole.

Years in Management Number of years of management experience. Employee Metrics

Years in Industry Number of years in the same industry as the current position. Employee Metrics

Goal Overall Progress Slider is used to select the progress percentages you want to search Employee Metrics
between. This searches for active goal plans for the current business
period. This relates to the Metrics > Goal > Overall Progress value in the
Talent Prole.

Development Overall Progress Slider is used to select the progress percentages you want to search Development
between.

Has development plan Checks if the employee has a development plan. This does not need to Development
be selected to use the Overall Progress lter.

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Filter Description Section

Business Period The time frame in which a goal should be completed. This option limits Goals
the employee goals available to those associated with the business
period and must be selected to enable the employee goals lter. On it'
own this cannot be used as a lter.

Employee Goals The goals available are those of the logged in user. Changing the Goals
employee at the top of the tree does not impact which goals are
available. Filtering on employee goals highlights employees who have
this goal or are aligned to it.

Seing the Scope

Scope determines the level at which the talent browser is viewed and you can choose between displaying direct reports,
direct reports plus an additional level, or the entire organization.

When viewing direct reports, you see your own employee card at the top with all direct reports below it. If you choose to
view all reports, the entire organization is displayed in the talent browser. Initially the scope is applied to the logged in
user, but if you drill down, the scope is applied to that employee.

For example if scope is set to direct reports, in your initial view you see yourself at the top, along with only your direct
reports. If you select one of your direct reports, that direct report becomes the top level of the talent browser and only
their direct reports are displayed below them.

Note: Scope must be set at Direct Reports for delegated employees to be displayed and to use the Show
Openings option.

To Set the Scope of the Talent Browser

Performance > [Navigation bar] > Talent Browser buon
1. From the middle toolbar option, select whether to view All Reports, Direct Reports, or Directs Reports + One
Level for the currently selected user.
The talent browser is updated to display the appropriate level and card details information.

Navigating the Talent Browser

The talent browser provides multiple ways to navigate to the employees you want to view:

• zoom and unzoom by using available GUI options or your mouse wheel
• drag and panning around the talent browser using a mouse
• the mini-organization chart, which can be used for panning or for orientating yourself in a large organization
• refocus buon to return you to the default view, based on the scope and lter criteria
• Management Bar provides breadcrumbs to show where the person who is currently the top node in the Talent
Browser sits within the organization. The breadcrumbs can be used to change who you are viewing as the top
node, by moving either vertically (your superiors) or horizontally (your immediate superior's direct reports and
your colleagues). While you can view anyone in your organization via the breadcrumbs you can only see details
beyond their manager, current position, and direct reports, if you have the required user permissions.

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Note: The talent browser can display a maximum of 200 employees and will render complete levels until it
hits the threshold of 200. It will not display part of a level. For example, if half-way through the fourth level 200
employees is reached, the org chart will display three levels and those with reports underneath them will have
a number on the boom of their card indicating the remaining employees. The minimum value is 50 and the
system default is 100 employees.

To Navigate the Talent Browser

Performance > [Navigation bar] > Talent Browser buon
1. To change the zoom level, click the enclosed Plus icon or the enclosed Minus icon, use the mouse wheel, or click
the appropriate gray Minus icon icon to go directly to that level of the org chart.
The current level is indicated by the blue Minus icon icon.
2. To drag the org chart, click and hold the mouse buon, which displays the Hand icon.
If you want to reset the talent browser, click the enclosed X icon and it returns to the top level.
3. To view superiors and their direct reports, you can click their name in the Management Bar breadcrumbs.
If you select one of the employees, they assume the top level in the Talent Browser.
4. To use the mini-organization chart map, click the Diagonal-Up-Left Arrow icon and click and hold the mouse
buon to drag the org chart.
The Multi-Directional Plus icon cursor indicates you are within the map and you can click the Diagonal-Lower-
Right Arrow icon to close the map view. Hovering over the boom right corner displays the resize icon Diagonal
2–Way Directional Arrow icon, you can subsequently click the mouse and use it to change the zoom level.

5. When available, click the number at the boom of an employee's card to make that person the top of the org
chart and to display their direct reports and subsequently click the Up Arrow icon to move one level back up the
org chart.
You can also click the Up Arrow icon to make that person the top of the org chart and view their direct and
indirect reports, when they are not already the top node in the org chart.

Viewing Employee Information

The talent browser includes talent card information, a team summary of the employees in the org chart, and also
enables you to access a specic employee's details.

The team summary provides information from the perspective of the current manager at the top of the org chart. The
information is useful for gaining an at-a-glance look into the health of a part of the company. It displays totals for all of
the employees under the manager, including the manager. Drilling down to lower-level managers will display only their
specic team.

Note: You cannot access team summary information for business units alongside or above your own. In these
instances the option is not displayed.

The toolbar — which displays General by default — can be used to select which employee details are displayed in
the employee talent card. This includes info such as, goal progress, succession planning and employee metrics. The
employee cards will display critical position and matrix management icons. From the employee's card you can go to
their specic module information.

To View Employee Information

Team Management > Access user type permission to display Team Summary option

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Performance > [Navigation bar] > Talent Browser buon

1. Click the left toolbar buon to select which talent card details to display in the talent browser.
Within each level, the employees are sorted by last name.
2. Click Team Summary to display the summary information for all of the organization that sits below the
manager currently displayed at the top of the org chart.
The information that can be displayed is xed, so even if your organization does not use a certain module, its
section will still be displayed.
3. Click the Talent Snapshot icon on the performance card to display the snapshot, which provides key employee
data.
4. To then go to an employee's specic module or complete an action, click the Down Arrow icon on the
performance card and select the required option.

Working with Requisitions and Positions

If you are a manager with open requisitions and vacant positions, you can access them from the Talent Browser.

If Performance is integrated with Recruiting, you can view requisitions you are an owner of and create new requisitions.
Only requisitions for the logged in user can be accessed. For instance, you cannot select one of your direct reports and
view their requisitions. When you create a new requisition you are taken to Recruiting.

Unlike requisitions, you can view open positions for your reports, along with your own.

Note: You must have scope set to Direct Reports to be able to view open requisitions and positions.

To View Your Open Requisitions

You must have the required access to Recruiting.

You must have scope set at Direct Reports.

The requisition is open and you are an owner.

Performance > [Navigation bar] > Talent Browser buon
1. Select Show Openings.
Your open requisitions are listed, displaying the title, ID, recruiter, open date, total candidates, and total ACE
candidates.
2. Click the title to display the requisition or click the number of total candidates to display the candidates list.
You are taken to Recruiting.
3. From Recruiting, select the House icon and select Performance to return to Performance.

To Create a Requisition
You must have the required access to Recruiting.
Performance > [Navigation bar] > Talent Browser buon
1. Select More Actions > Create Requisition and the Requisition Wizard is displayed.
You are taken to Recruiting to create the requisition. To ensure the requisition will be included in your Talent
Browser open requisition list you must be an Owner. For details on creating a requisition, see Requisition
Management in the Recruiting User Guide.
2. From Recruiting, select the House icon and select Performance to return to Performance.

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To View Vacant Positions

You must have the scope set at Direct Reports and there must be vacant positions.
Performance > [Navigation bar] > Talent Browser buon
1. Select Show Openings.
The vacant positions for the person currently at the top node of the org chart are displayed.
2. Click the Down Arrow icon and select View job prole.
The position prole is displayed, including the description, competencies, and certication information.
3. Select the Up Arrow icon to return to the Talent Browser or select [Module] Succession Plan to view plan
details.

Managing Employees from the Employee Card

You can use the options on the employee card to initiate and complete tasks.

Depending on user permissions and the modules you have activated for your system, you can initiate the following
actions from the employee card:
• Snapshot - From the snapshot you can see general employee information: Snapshot.
• Team management - This provides self-service features for making employee changes and maintaining
employee-manager relationships: Team Management.
• Request mentoring - A mentor is assigned when a manager requests a mentor for one of his reports, which
automatically establishes the mentoring relationship between the selected mentor and mentee: To Assign a
Mentor.
• Sending feedback - General feedback is not related to any specic context and can be sent without having
received a request for it: To Provide General Feedback.

Talent Search
Talent Search provides a consistent, user-focused, robust method for nding employees and candidates. It consists of a
persistent keyword search box for keyword searches and an advanced search, which combines keywords and employee
parameters. Faceted search enhances the existing search capabilities of Performance providing users with dynamic and
rened search results. Facets guide the user through a search providing continuous available search options and results.

Note: When customizable employee metrics are made inactive they are not searchable; only active values
show up in facets.

Using Talent Search

You can use Talent Search to nd employees and candidates, either via a centralized search or from within modules, and
add them to succession plans, talent pools, and requisitions.

• Searching for Talent - Using keyword search and advanced search to nd people.

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• Understanding Search Behavior - Facets guide users through a search providing continuous available search
options and results.
• Adding Employees to Modules - Adding people from search result lists to plans and pools.
• Searching in Context - Searching from within succession plans and talent pools.
• Understanding Keyword Boolean Operators - To search eectively, it is important to understand the behavior of
boolean operators.

Searching for Talent

Searching for talent involves either a keyword search or an advanced search.

A keyword search enables you to nd employees by entering keywords that search through elds associated with
employees, such as name, address, employee number, or job title. If you subsequently select More search options you
are taken to advanced search. From the search results page you can access an employee's Talent Prole, Goal Plan, or
other module used in your system. Employee search results are presented as facets, providing dynamic and rened
search results that guide users through a search providing continuous available search options and results.

Note: You can also use the Go To menu to view an employee as the top node in the Talent Browser. This is
useful for HR Administrator and Support users who may be outside of the hierarchy they are trying to view.

Running an advanced search expands on the same keyword search, by enabling you to add employee metrics to the
search criteria. You can also choose whether to search for employees or candidates; however, facets are only available
for employee searches. From the Advanced Search page you can customize which elds and competencies are to be
used as search criteria. People with the Employee Status of Former Employee are excluded from search results.

To run a keyword search

1. Enter keywords in the search box and click the Magnifying Glass icon.
Matching employees are displayed in the Search Results page. To search for candidates you must click More
search options orAdvanced Search and run an advanced search.
2. You can select multiple employees to display the Actions menu or click the Right Arrow icon to display the Go
To menu for that employee.
You can now add employees to modules or view their details.

From the Search Results page you can click More search options to go to the Advanced Search page. You can then
select Clear Entries to remove previous search criteria and Add or Remove Fields to customize the available search
criteria.

To run an advanced search

1. Click Advanced Search.
2. Select whether you want to search for employees or candidates.
This changes the available search criteria, as not all search elds are applicable to candidates.

3. If you want to change the available search criteria, click Add or Remove Fields to select which elds can be
used for the advanced search.
While you can select which specic standard elds to include, with user dened elds you can only select the
entire group. The search criteria available is aected by your employee prole and employee metrics user
permissions.
4. Enter keywords.

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This is the same as those available with a keyword search.

5. Enter values for the custom search criteria.
6. Click Search and matching people are displayed on the Search Results page.
You can now add employees to modules or view their details. Selecting multiple people displays the Actions option.

From the Candidate Search Results page you can click Modify Search to return to the Advanced Search page and
change your existing criteria. From the Employee Search Results page you can click More search options to return
to the Advanced Search page and change your existing criteria. You can then select Clear Entries to remove previous
search criteria.

Understanding Search Behavior

The Talent Search features include:

• Extension of the Competency facet to include Manager Competency Rating sub-facet; ability for managers to
view employee's competency ratings.
• Intuitive path to navigate back to the search results page.
• Extended functionality of the keyword search that provides search suggestions while entering a keyword.
• Ability to search for a range of values.

Competency Manager Rating

The thought behind the Competency Manager Rating facet is that all users should have the ability to see that someone
possesses a particular competency, but only users with the appropriate security permissions should be able to view
the Manager ratings for that competency. When permied users select one or more competencies, a list of Manager
Competency Ratings displays for each competency selected as sub-facets. The full rating scale displays for each
competency and each scale may be dierent depending on customer conguration. The default display lists the top 10
competencies. If more than 10 are needed, users can add more by selecting Add.

Note: Because Competency is a public facet and Competency Rating is a secure facet, the total count for the
Competency Rating facet may not add up to the count displayed for the corresponding Competency facet.
Competency Name displays with public counts; Competency Rating displays with secure counts.

Return to Search Results

Performance provides an intuitive link to guide users back to their Search Results page. By selecting Back to Search
Results users are taken back to the Search Results page with the entered keyword, all selected facet values and
advanced search criteria preserved. Users may return from 1 level deep into navigation. For example, if a user navigated
to the Talent Prole of employee found in the initial search, they can select Back to Search Results and be taken back to
the Search Results page. However, if from the Talent Prole users then navigated to the Career Plan, the return path will
be lost; this is indicated by the absence of the Back to Search Results link in the ribbon of the application.

Users may return to their original search results from the following pages:

• Talent Prole
• Goal Plan
• Performance Review
• Career Plan
• Development Plan

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• Talent Browser

Suggested Input

The functionality of the keyword search has been extended to provide users search suggestions as they enter text. The
suggestion input is triggered after users enter at least 3 characters. The 5 most popular matches are displayed as a list
that users may select from, or ignore by continuing to type.

Note: Suggestion are based on keywords. This is why entering "Mic" may bring up both Michigan and
Michelle.

Range of Values Search

To allow users to broaden search capabilities when using numeric and date elds in Advanced Search criteria, a range
of values can now be specied within User - Dened elds. For example, it may be useful to search for the salary range
of an employee as it is unlikely that a user would know the exact salary of someone. Or, perhaps a range of start dates
would be more useful and return more search results than searching for a single, exact date.

Users must enter From and To values to specify the range desired. New User-Dened elds can be created in the
Performance Administration pages, added to Advanced Search, and then searched.

Note: Searching for a range of values is supported as an Advanced search only; not a Keyword search.

Faceted Search Results

After performing a keyword or advanced search for employees, faceted search options are available on the subsequent
search results page. Each facet displays a name, list of choices, and population counts for each choice. Facet values
are displayed in descending order determined by the number of items in each facet; the facet values with the highest
population count gets displayed rst. Each time a facet is used, facet population counts and search results are
automatically updated. All facet population counts are updated, except for the selected facet which retains its previous
choices. Each facet displays a maximum of 5 values by default; users can add values as needed.

Note: Although you can perform a blank keyword search, entering search criteria ensures results are returned
quickly.

There are two types of facets: public and secure. The concept behind having public and secure facets is the same as
viewing an employee's Talent Prole. Organizational information, such as location, organization, and competencies is
information that should be accessible to all, while review ratings, potential, and other metrics should be restricted to
employee's managers and HR administrators. While access to the facets varies depending on the user, which facets are
available is not congurable.

• Public Facets:

◦ Organization
◦ Location
◦ Job Role
◦ Competency Name (name only; not rating)

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• Secure Facets: , Manager Competency Rating (presented as a sub-facet of the Competency facet), Potential
- values activated/deactivated in Congurable Metrics, Risk of Loss - values activated/deactivated in
Congurable Metrics
◦ Review Rating - this is the same value as the Talent Prole Metric, Employee Rating
◦ Manager Competency Rating - presented as a sub-facet of the Competency facet
◦ Potential - values activated/deactivated in Congurable Metrics
◦ Risk of Loss - values activated/deactivated in Congurable Metrics

Public facet values are displayed in a at manner. This means that even though there can be a hierarchical, nested
nature to the facet choices, they are displayed alongside one another. For instance, if an employee's location was Paris,
France, the Location facet would list Paris and France as separate choices and not have the city, Paris, nested under the
country, France.

As secure facets are controlled by user type permissions, typically the population counts displayed in the secure facets
will be lower than the counts for the public facets. For example, if a manager searched on their own name, the search
results would display the manager and the manager's direct reports. When the manager selected the Potential secure
facet, the total choices would be one less than the total amount of choices for the Organization facet because the
manager does not have user type permissions to view their own metrics.

As well as secure facet results, the availability of the secure facets themselves are controlled by user type permissions.
Typically managers and HR Administrators will be able to see secure facets, while employees will not.

Example of Initial Keyword Search Results: Henry Stevenson's keyword search on savard, displays Julia Savard and all
of her direct reports, which includes Henry. The public facets display corresponding values for all of the employees that
were returned by the search. Because of the at manner in which the facet choices are displayed, this includes listing
Canada and Quebec separately. As Henry is currently a matrix manager for two of the employees in the search results,
his user permissions give him access to only their secure facet values. This is why the population count is only two,
when seven people were returned by the search.

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Example of Faceted Search Results: When Henry selects the Potential > Low secure facet, all of the facets — except the
one he just selected — are updated along with the search results list.

Keyword Search Fields

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The Personal Information elds from a user's account and some Talent Prole elds in which text can be entered, such
as Education, Work Experience and Certication details, are checked when running a keyword search.

Note: When you run a keyword search using a location, it uses the address details from the user account's
personal information. This can be dierent from the Location eld in the Talent Prole and the Current
Location in the Search Results. Also, when searching on a job title, which comes from the personal
information, it may be dierent than the position name on the user's Talent Card and Talent Prole.

Keyword elds

First Name Certication - certications chosen from the selector

Last Name Other Certication - certications entered manually

Username - name used to login Institution - place of study chosen from the selector

Job Title Other Job Title

Email Address Other Institution - places of study entered manually

Manager Program - programs chosen from the selector

Location Other Program - programs entered manually

Current Position Zip Code

Organization Job Function - job entered manually

Country Employee Number

Competency Name - this is only the name Other Employer - company entered manually
and does not include the description

City State

Employer

Conguration

These existing rating seings are used for the Ratings facet, along with the Talent Prole metric Employee Rating.

Conguration > [Performance] Seings

Name Description

Review Rating Metric Rating Model Indicates the rating model used to determine the available values for the Employee – Review
Rating metric.

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Conguration > [Performance] Seings

Name Description

Metric Rating Model Rounding Denes what value the employee ratings are rounded to.

Metric Rating Display Denes how the rating scale is displayed; as percentage, numeric, text, and so on.

Show the 'Fit' Column in Person Search Result Controls whether the Fit column is displayed in search results. The default value is No.

Adding Employees to Modules

From the search results list, employees can be added to talent pools, succession plans, and requisitions.

You can add employees to succession plans, talent pools, and Recruiting requisitions, depending on which modules you
have access to, are responsible for, and have been enabled for your system. When accessing the Go To menu, you do
not see all of the items in the system, just those you can directly work with.

While you can add multiple employees to a module at one time, you can only add them to a single module at a time.

To add employees to modules

Talent search and each of the three modules must be enabled.

You must have completed a search and have a list of employees.

You must have Common > Pool > Manage for talent pools
Performance > Search Results
1. To add a single employee from the Employee column, click the Right Arrow icon to display the Go To menu and
proceed to step 3.
2. To add multiple employees, select the check boxes for each employee you want to add and click Actions and
the Down Arrow icon and proceed to step 3.
3. Choose the appropriate module:
◦ Add to succession plan - select the plan, sorting by any of the columns if required, and click Select.
◦ Add to talent pool - select the pool, which..., and click Select.
◦Add to requisition - select the requisition, which includes the recruiter column that references the
person with access to Performance and Recruiting, and click Select.
4. Click Yes in the conrmation message box to conrm you want to add the employees.
The employees are added to the module.

Searching in Context
Talent searches can be initiated from within Succession Plans and Talent Pools, from where people can be added directly
to the current plan or pool.

When in a Succession Plan or Talent Pool, choosing to add people displays the People Selector, while choosing
Advanced Search displays full Talent Search options. When the results of an advanced search are displayed, you can add
people directly to the current plan or pool, along with being able to add them to another module or requisition.

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To run a Talent Search in a Succession Plan

Performance > [Navigation bar] Succession
1. Select the required employee to display their plan.
2. Click the Plus icon and select Open Advanced Search.
Selecting Add Person displays the People Selector.

3. Select the criteria you want to use to lter your results and click Search.
4. To add a single person from the Employee column, click the Right Arrow icon to display the Go To menu and
select Add to current succession plan.
5. To add people, select the checkboxes for each person you want to add and click Actions, the Down Arrow icon
and select Add to current succession plan.
If one of the people selected is already a plan member, the Add to current succession plan option is not
available.
The people are added to the succession plan as unranked successors. You can return to the plan by clicking the Up
Arrow icon.

To run a Talent Search in a Talent Pool

[Navigation bar] > More dropdown > Talent Pools
1. Select a talent pool to display the Members tab.
2. Click the Plus icon and select Open Advanced Search.
Selecting Add Members, displays the People Selector.

3. Select the criteria you want to use to lter your results and click Search.
4. To add a single person from the Employee column, click the Right Arrow icon to display the Go To menu and
select Add to current pool.
5. To add people, select the checkboxes for each person you want to add and click Actions , the Down Arrow icon
and select Add to current pool.
If one of the people selected is already a pool member, the Add to current pool option is not available.
The people are added to the pool. You can return to the pool by clicking the Up Arrow icon.

Understanding Keyword Boolean Operators

To search eectively, it is important to understand the behavior of boolean operators.

Operator Description

Wildcards When you enter words for keyword search, the system treats the search term as if it has wildcard
characters added before the rst and last character. For instance, searching for smith would be treated
as if it was entered as *smith* and returns matches such as naismith, smithers and wordsmithery.
 
When this behavior is applied to search terms using AND, OR, NOT, it takes the whole as if it was a
single search term. This means that wildcard characters are placed in front of the rst leer in the rst
word and after the last leer in the nal word. For instance, searching for son AND ste returns matches
such as Karson Stewart and Alan Stephenson . Using son OR ste returns those results, as well as Emily
Jackson, Madison White, and Steven Brown.
 

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Operator Description

Note: When there is no space between your search terms and an operator, you must
explicitly enter the * wildcard character. For instance, if your search was (ara OR Jenkins) OR
(Dec) it could return Gordon Jenkins and Isabelle Martin. If you then searched for (*ara or
Jenkins) OR (Dec*) it could return Gordon Jenkins, Isabelle Martin, Barbara Simmons, and
Michael Decker.

AND By default, words are linked (transparently) by the AND operator and results are the same as including
it or wrapping a search term in double quotes. For instance, Arthur Vandele, Vandele AND Arthur, and
"Arthur Vandele" all return the same results.
 

OR The OR operator enables more expansive searches than the default AND behavior. People containing
any of the terms are returned in the search results.
 

NOT The NOT operator excludes specic keywords from the search. If you want to exclude multiple terms
you can either add multiple NOT operators, such as Smith NOT Michael NOT Gab, or use parentheses,
such as Smith NOT (Michael or Gab*).
 

Double quotes Double quotes are used to search for a specic set of keywords, such as "Arpad Budapest Analyst"
will only return people that have those three words associated with their prole. It behaves in the
same manner as using multiple ANDs, with the exception that the rst and last characters do not
automatically have wildcard operators aached to them.
 

Parentheses Search queries enclosed in parentheses are performed before other operations and enable more
complicated searches. Eectively you can create mini searches that are combined into larger queries.
 
For example, you could put the search for name, location, and job title into three parenthetical
searches within a larger search, such as (*son OR *sen) AND (Copenhagen or Malmo) AND (Analyst).
 

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2 Employee Management

Working with Team Management

Team Management
Team Management provides managers with a self-service tool for performing employee changes and maintaining
information about their employee-manager relationships.

In the Talent Browser, a manager can request a change for members of his team. The manager can either take an
individual he sees on his team and request that he be managed by someone else, or request that someone who is not
shown on his team be added to his direct reports. As part of this process, the manager can also update data about the
employee.

Depending on the standard eld conguration for team management, the manager can have the ability to edit an
employee's manager, current job role, location and organization. These changes can be congured to require approval.
In such cases, the approval workow must also be specied as part of the conguration.

In the event that a manager would like to remove a direct report from his team but does not know the name of the new
manager, he can simply leave the manager name blank. The HR administrator will be required to assign the employee a
new manager in order to approve the request.

Following is a list of possible team management actions:

• Add an employee from another team
• Add a matrix manager
• Change an employee's manager, thus moving the employee to another team
• Change an employee's organization
• Change an employee's location
• Change an employee's job eld

Each type of change can be set to require approval, but a justication is always required for a change to be processed.

All requested or rejected changes are indicated on the employee's card in the Talent Browser.

Adding an Employee to My Team

Adding an employee to My Team allows a manager to move an employee from another team to his own team.

Performance > [Navigation Bar] Talent Browser

1. On the required employee card, click the down arrow icon and select the Add Employee...
2. In the Employee Addition window, click the magnifying glass icon to display the People Selector.

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3. Search for employees in your direct reports, your network or by a general keyword search.
4. In the list of corresponding employee names, click on the desired name to highlight it and click Select.
5. If needed, change the current organization, location and/or job eld of the employee by clicking on the
corresponding checkbox and then by clicking the magnifying glass icon to open the relevant selector.
6. Proceed for each change in the same manner as you did for the employee name selection.
If approval is required, the request to add the employee will be sent for approval, and then the new employee will be
added to the proper manager, as designated in the request.

Removing an Employee from My Team

Removing an employee from my team allows a manager to remove an employee from his team and to move that
employee to another team, if this information is known.
1. From the Talent Browser, locate the card of the employee you wish to remove from your team.
2. On the corresponding employee card, click the down arrow icon and select Request Employee Change...
◦ You can also leave the Manager eld blank if you do not know the name of the new manager.
3. In the Request Employee Change window, check the Manager option and click the magnifying glass icon to
display the Employee Selector.
4. Search for employees in your direct reports, your network or by a general keyword search.
5. In the list of corresponding employee names, click on the desired name to highlight it and click Select.
6. If needed, change the current organization, location and/or job eld of the employee by clicking on the
corresponding checkbox and then by clicking the magnifying glass icon to open the relevant selector.

Requesting an Employee Change

Requesting an employee change consists in asking for an employee to be moved to another team or to change an
employee's organization, location or job eld information.

When you request to move an employee to another team, the job position might also be moved or left with the current
manager, depending on the team management conguration.
1. From the Talent Browser, locate the card of the employee for which you want to perform a change:
2. On the employee card, click the down arrow icon and select Request Employee Change...
3. In the Request Employee Change window, indicate the change you wish to perform by clicking in the
appropriate checkbox and then by specifying the new information.
The Manager eld is the only one that can be left blank, in the case you want to move an employee to another
team but don't know who the new manager is. In this particular case, the request is automatically sent to the HR
administrator.

If the change requires an approval before being applied, it will be indicated for each change type.
4. Explain the reason of the change by providing a justication, which is mandatory.
5. Click OK.
The employee's card will display an information bar at the boom indicating the requested change status. If a change
request was rejected, a red indicator will be displayed, indicating that you need to view the rejection details to either
acknowledge the rejection or to modify and resubmit the request. Once the change has been approved, the information
bar disappears.

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If no approval is required, the change will be done at that moment.

Once an employee is moved to another team, the new manager has full security rights to the employee's information
and history. The old manager no longer has access to the employee or his history. The one exception to this rule is if
the old manager still has open reviews related to the employee. In that case, the old manager is considered the review
“author” and retains ownerships.

Once an employee change has been requested, it can be canceled if needed by the person who requested the change.

Canceling an Employee Change Request

Only change requests that require an approval can be canceled, and only by the user who has originally requested the
change.
1. From the Talent Browser, locate the employee card corresponding to the change to be canceled.
The card will show a change information bar indicating that a change or a move has been requested.
2. On the corresponding employee card, click the Down Arrow icon and select View Change Request Details...
3. In the Change Request Details window, click Cancel Request.
The change request is canceled and the change information bar on the employee's card no longer displayed.

Acknowledging a Rejected Employee Change

1. From the Talent Browser, locate the employee card showing a red indicator.
2. On the corresponding employee card, click the down arrow icon and select View Rejection Details.
3. In the Rejection Details window, do one of the following:
◦ Click Acknowledge to accept the rejection and indicate that you've viewed the details.
◦ Click Resubmit to display the Request Employee Change window and submit another request.
◦ Click Close to do nothing.

If you selected Acknowledge or Resubmit the change information bar on the card disappears.

Team Management Fields

All user interface elements related to Team Management functions are presented in the following table. Each entry in
the table includes an element, a description and the part of the application to which the element applies.

UI Element Description Applicable to Function

Approval is late Filter option that displays approval Team Management Approval Request Filters
requests that have not been
looked, with a due date in the past.

Approval Status Filter option that displays approval Team Management Approval Request Filters
requests according to their
approval status, which can be:

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UI Element Description Applicable to Function

• Not Set - Displays all

requests, without any
consideration to the approval
status.
• Approval in Progress -
Displays pending requests
that have not yet been
approved.
• Approved - Displays no
requests as for the moment,
approved requests are no
longer displayed.
• Rejected - Displays approval
requests that were rejected.

Assigned to Filter option that displays approval Team Management Approval Request Filters
requests that are assigned to
a specic user. In the case of a
change request, the approver is the
assignee.

Changes Summary Indication of the requested Team Management Approval Requests

employee changes when related
to a change in the organization,
location, job eld or job role.

Clear Buon that resets all lters to null. Team Management Approval Request Filters

Due Date Date set automatically to the day Team Management Approval Requests
following the date the change was
requested.

Employee Filter option that displays approval Team Management Approval Request Filters
requests related to a specic
employee.

Employee Name of the employee for whom a Team Management Approval Requests
change has been requested.

Initiating Manager Name of the manager who Team Management Approval Requests
requested the employee change.

Job Field Filter option that displays approval Team Management Approval Request Filters
requests related to a specic job
eld.

Job Role Filter option that displays approval Team Management Approval Request Filters
requests related to a specic job
role.

Job Role Option used to request the job role Team Management Employee Change Requests
of an employee to be changed.

Justication Text box used to enter the reason Team Management Employee Change Requests
of the change, which is mandatory
for the change request to be saved.

Location Filter option that displays approval Team Management Approval Request Filters
requests related to a specic
location.

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UI Element Description Applicable to Function

Location Option used to request the location Team Management Employee Change Requests
of an employee to be changed.

Managed by Filter option that displays approval Team Management Approval Request Filters
requests that were initiated by a
specic manager.

Manager Option used to request the Team Management Employee Change Requests
manager of the employee to
be changed when moving an
employee to another team. Note
that it is also possible to move an
employee without specifying the
manager when you want to remove
an employee from your team but
don't know yet where to move that
employee.

New Manager Name of the target manager when Team Management Approval Requests
an employee is moved to another
team.

Organization Filter option that displays approval Team Management Approval Request Filters
requests related to a specic
organization.

Organization Option used to request the Team Management Employee Change Requests
organization of an employee to be
changed.

Refresh Buon that executes the search Team Management Approval Request Filters
based on the selected lters
and displays the corresponding
requests in the result grid.

Results Per Page Drop-down list that allows you Team Management Approval Requests
to select the number of approval
requests to be displayed at once on
a single page, the maximum being
40 per page.

Status Approval status of the request, Team Management Approval Requests

which can be Approval in Progress,
Approved, Rejected or Not
Approved (which occurs when the
approval process was canceled).

Working with Matrix Management

Matrix Management
Matrix management provides the ability to assign employees, for a specic period, to matrix or proxy managers that can
participate in reviews, goals and any other tasks on behalf of the primary manager.

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Matrix management is a technique of managing an organization (or, more commonly, part of an organization) through
a series of dual-reporting relationships instead of a more traditional linear management structure. In its simplest form,
a matrix conguration may be known as a cross-functional work team, which brings together individuals who report to
dierent parts of the company in order to complete a particular project or task. Another example would be an employee
who is managed by multiple supervisors, where the primary manager has named matrix managers for his employees.
In all such cases, the matrix managers need to participate in the tasks related to the employees they were assigned,
whether that be to write a performance review, approve a goal plan or even to assign development activities.

The matrix management feature provides important management functions:

• Allows managers to share their work responsibilities and administrative tasks with matrix managers who may
act on their behalf.
• Allows managers or HR administrators to appoint temporary resource managers. In case that a primary
manager is unavailable or on a leave, their tasks and performance management functions may be conducted
by the matrix manager.
• Allows matrix managers to participate in performance management functions of employees who work in cross
functional teams. It is important to note that to be entitled to participate in a review, matrix managers must also
be made review collaborators.

Matrix managers are also added to the security relationships as matrix managers. In other words, matrix managers have
both ownership and matrix manager security access.

A matrix manager can participate in various performance management processes such as reviews, goals, development
plans, and succession plans. They may participate by conducting the tasks and actions of the primary manager or by
directly providing input to these processes. However, for a matrix manager to edit or write an employee review, it must
also be assigned as a review collaborator.

In Performance, matrix management is performed via the Talent Browser and provides the following capabilities:
• Delegated Employee View - This view of the organizational chart allows a matrix manager to view all
employees that have been delegated to him, indicated by a doed line. The delegated employee performance
card indicates also the number of matrix managers each has.
• Manage Matrix Management Relationships - Via the “Manage Matrix Manager” action, a user can appoint
a matrix manager to all or some of his employees and assign his tasks. When managing matrix managers,
managers can add or remove matrix managers they have assigned as well as view a list of the employees they
have delegated to each matrix managers.
• Task Delegation - When a manager chooses to delegate his tasks to the matrix manager, the tasks that would
normally go to the primary manager are also be sent to the matrix manager, and therefore show in both the
primary manager and the matrix manager's task list. The tasks that are delegated are those that are in relation
to the delegated employees; for instance, tasks like network invitation sent to the primary manager would not
be delegated to the matrix manager. Once the task is completed by either the original manager or one of the
matrix managers, the task is considered complete and it is deleted from the task list.
• Matrix Manager as Review Approvers - A matrix manager may be selected as an approver type in a review's
approval workow. In such a scenario, the matrix manager will be notied when a review reaches the approval
stage in the workow and will be able to approve/reject the review as desired.
• Searching Amongst Delegated Employees - A user that has been named matrix manager can use the People
Selector to search for people amongst their delegated employees.

There are various tasks and actions that a matrix manager may perform. In order for the matrix manager to receive
tasks and complete the associated actions, the primary manager must have also delegated his tasks to matrix manager.
Following is a table listing all the actions than can be performed by matrix managers versus those allowed to review
collaborators.

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Task or Action Tasks that can be done by a collaborator Tasks that can be done by a matrix manager*

Write Employee Review (initial, rejected or Yes No

restarted review)

Submit for Approval No Yes

Reopen for Approval No Yes

Decide on Approval No No (unless the matrix manager is dened

as an approver in the review workow
or the original approver has delegated
his tasks to this matrix manager)

Release Employee Review No Yes

Request Acknowledgment No Yes

Acknowledgment No No
The matrix manager cannot acknowledge
the review on behalf of the employee
even if the "Allow manager to override
employee acknowledgment" seing
is active in review process denition.
 

Send Review Back to Employee No Yes

Cancel Review No No

Transfer Review No No

Manager Review Collaborators No No

Notied of task 'Write Employee Review' or Yes Yes

'Reopen for Approval' via Task List

Notied of task 'Submit for Approval', 'Release' , No Yes

'Request Acknowledgment' or 'Close' via Task
List

*Note that if a matrix relationship is created before review generation, the matrix manager is automatically added as a
review collaborator and therefore be able to perform the tasks allowed to collaborators.

Like the primary manager, the matrix manager is entitled to send a review back to an employee under the following
conditions:
• As long as the review is in a Draft status and not yet submied for approval, and
• If the review request conguration indicates that this action is possible (via the seing 'Allow Manager to
Restart Review Workow'

HR administrators are can congure matrix management options as follows:

• View, edit, and delete matrix management relationships created by managers, for any coverage area.
• Create new matrix management relationships on behalf of managers, for any coverage area. The managers are
in turn entitled to view, edit, and delete those matrix relationships created by the HR administrator.

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Conguration
Matrix management functions are optional and must be congured with the proper seings and user permissions.

Seings from Conguration > [SmartOrg] Seings

Seing Name Seing Description Possible Values Security Level Seing Category

Matrix Management Enables matrix • Yes Public Matrix Management

Enabled management
functionalities allowing a • No (default)
manager to delegate his
tasks to another manager.

Extended Matrix Indicates if matrix manager • Yes Public Matrix Management

Management relationships also apply
to the direct reports of • No (default)
delegated employees.

Maximum Number of Indicates the maximum • 5 (default) Public Matrix Management

Matrix Managers number of matrix manager
relationships that can be
set for an employee.

Maximum Number of Indicates the maximum • 5 (default) Public Matrix Management

Matrix Management number of matrix
Requests management requests a
manager can have at the
same time.

Employee Change Matrix Indicates how matrix • Keep matrix managers Public Matrix Management
Management Behavior manager relationships are
handled when an employee • Remove matrix
changes manager. managers (default)

In addition to the conguration seings, users need to have specic permissions granted to be allowed to perform
matrix management functions.

Permissions Conguration > [SmartOrg] Administration > [Users] User Accounts

Permission Name Seing Description

Performance  > Team Management > Access Talent Browser This permission grants the user access to the Talent Browser. This
permission must be granted in conjunction with the appropriate View/
Manage permission listed below.
If a user has this permission, he will be entitled to perform matrix
management requests; however, to perform delegated tasks, he will
need, for each context, to have the View - If the user is a matrix manager
or the Manager - If the user is a matrix manager permission.
 
**If an organization wants to let the managers perform matrix
management requests but not any employee change requests, the
administrator needs to disable the editability of all Team Management
Standard Fields (such as the manager, organization, location, and job
role).
 

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Permissions Conguration > [SmartOrg] Administration > [Users] User Accounts

Permission Name Seing Description

Performance  > Performance Reviews > View - If the user is a matrix This permission allows the user to view and/or manage performance
manager reviews if designated as a matrix manager.
 
Performance  > Performance Reviews > Manage - If the user is a
matrix manager
 

Performance  > Goal Plans > View - If the user is a matrix manager This permission allows the user to view and/or manage goal plans if
  designated as a matrix manager.
Performance  > Goal Plans > Manage - If the user is a matrix
manager
 

Performance  > Career Plans > View - If the user is a matrix manager This permission allows the user to view and/or manage career plans if
  designated as a matrix manager.
Performance  > Career Plans > Manage - If the user is a matrix
manager
 

Performance  > Development Plans > View - If the user is a matrix This permission allows the user to view and/or manage development
manager plans if designated as a matrix manager.
 
Performance  > Development Plans > Manage - If the user is a matrix
manager
 

Performance  > Employee Metrics > View - If the user is a matrix This permission allows the user to view and/or manage employee
manager metrics if designated as a matrix manager.
 
Performance  > Employee Metrics > Manage - If the user is a matrix
manager
 

Performance  > Employee Prole > View - If the user is a matrix This permission allows the user to view and/or manage talent proles if
manager designated as a matrix manager.
 
Performance  > Employee Prole > Manage - If the user is a matrix
manager
 

Performance  > Team Management > Access administration tools This permission grants the user access to the HR Administration Tools.
This permission, in conjunction with 'View as another employee' is
required to allow an HR administrator to manage (create, view, edit,
delete) matrix management relationships.
 

Performance > Team Management > Access Manage Matrix Manager This permission is required for the logged in user to have the option
available from their card in the Talent Browser.

Aside from the conguration seings and permission, the matrix manager role has been added to the list of available
roles in the Role Selector when seing the approvers of a review denition. Furthermore, the matrix manager can also
be designated as a calibrator.

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Viewing Your Delegated Employees

Navigation bar > Talent Browser buon
1. Set the scope to Direct Reports.
If you have delegated employees, they are displayed with doed lines indicating the matrix management relationships.

Designating a Matrix Manager for an Employee

Performance > [Navigation bar] > More dropdown > Talent Browser

This action is only available for the connected manager, and only from his own performance card, which is the highest
one in the hierarchy.
1. From your own performance card, select Manage Matrix Manager in the Go to menu.
2. In the Manage Matrix Manager window, click the Plus icon.
3. In the Matrix Manager window, select the name of the matrix manager using theMagnifying Glass icon.
a. In the People Selector, specify the type of search and then select the matrix manager from the search
results.
b. Click Select.
Once back on the Matrix Manager window, the name of the selected person will be in the Matrix Manager
eld.
4. Enter the duration of the matrix management relationship.
5. Indicate whether you want to delegate your tasks to this person by selecting the related option.
6. Specify the employees that you want to delegate to this matrix manager.
a. Click the Plus icon.
b. In the People Selector, specify the type of search and then select the delegated employees from the
search results.
c. Make sure to click the Right Arrow icon to move the selected employees to the Selection list.
d. If you want to also include the direct reports of a selected delegated employee, check the related option.
e. Once all employees are selected, click Select.
7. Back to the Matrix Manager window, verify the information and click OK to save.
8. Back to the Manage Matrix Manager window, click Close.
The matrix management relationship has been dened. The tasks occurring during the specied period will be send to
both the original manager and the matrix manager, and will show in their respective task list.

Ending a Matrix Management Relationship

Performance > [Navigation bar] Talent Browser buon

This action is only available for the connected manager, and only from his own performance card, that is the highest
one in the hierarchy.
1. From your own performance card, select Manage Matrix Manager in the Go to menu.

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2. In the Manage Matrix Manager window, select the matrix manager to remove and click the Minus icon.
3. Click Close.
The matrix manager will be removed, as well as all matrix management relationships that you had established.

Managing a Matrix Management Relationship on Behalf of a

Manager
• The user must be an HR administrator.
• The user must have the permission Performance  > Team Management > Access administration tools .
• The seing Conguration > [SmartOrg] Seings > Matrix Management Enabled is set to Yes.
1. From the Performance home page, log in as the manager for whom you want to either view, create, edit or
delete the matrix management relationship.
2. From the Talent Browser of that manager, open the Go to menu of the manager's performance card and select
Manage Matrix Manager.
3. In the Manage Matrix Manager window, perform the desired action.
◦ To assign a new matrix manager for this manager, click the Plus icon. In the Matrix Manager window,
specify how long the matrix management relationship will be valid, indicate whether you want to
delegate the tasks to this matrix manager and select the employees to be delegated to this matrix
manager.
◦ To view or edit an existing matrix management relationship, select the desired matrix manager and select
View Details... from the contextual menu. Enter and save your changes if so required.
◦ To remove a matrix manager, select the desired matrix manager and click the Minus icon.
4. Once you have completed your task, close the Manage Matrix Manager window.
The matrix management relationship task will be performed as requested and is automatically applied

HR Administrators Working with Employees

Filtering Approval Requests
Filtering approval requests allows HR administrators to sort pending succession plans, employee goal plans,
performance reviews and employee change requests by approval status and to take action, by either rejecting,
approving or canceling the approval.

All approval requests can be viewed by HR administrators as long as the approval request is pending, meaning that no
action has been taken by any authorized approvers.

Performance > [HR Administration Tools] Performance Review

Performance > [HR Administration Tools] Succession Plan

Performance > [HR Administration Tools] Goal Plan

Performance > [HR Administration Tools] Team Management

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Performance > [HR Administration Tools] Development Plan

1. Depending on the requests you wish to view or to take action upon, from the Filters panel, specify the elements
to be shown in the results by using any combination of lters. Following are a few examples:
◦ To view requests depending on their approval status, select the desired approval status in the selection
list.
◦ To view only the approvals that are late, check the corresponding option.
◦ To see approval requests assigned to a specic user, click the Magnifying Glass icon to select that user's
name in the Assigned to eld.
◦ To see approval requests related to a specic organization, location, job eld or job role, employee,
incumbent, review cycle, or any other lter option, click the corresponding Magnifying Glass icon to
select the desired element.
For a description of lter options, please refer to the Fields and Buons section associated to the type of
approval requests, such as Performance Review Fields and Buons.
2. Once all lters are specied, click Refresh to show the corresponding approval requests in the result section.
3. If needed, you can change the number of results per page to see more or less results at a time.
The Filter Results section will display the approval requests corresponding to the specied lters. The status bar of the
page shows the number of displayed requests over the total.

When users enter the Performance Review Administration pages for the rst time, no data is loaded. Users select
their lters and click the Refresh the results icon to load only the data that they are interested in, thereby increasing
performance. When these lters are set once, they are memorized within a single session. If the user navigates away
from the page and comes back, the lters previously set will be preserved. If the user wants to clear the lters, selecting
the Clear the lters icon will do so.

Once the ltered approval requests are displayed, you can approve or reject the request, cancel the approval process or
even specify the target manager in the case of employee changes or to complete a currently pending step in the case of
performance reviews.

Viewing Employee Change Request Details

Viewing the employee change details allows HR administrators to see the name of the person who requested the
change, the subject and the reason of the change.

HR Administration Tools > Team Management

1. Filter the requests in order to view the employee for which you want to view request details.
2. In the result grid, click on the name of the desired employee,.
3. Once you have viewed the information, click Close to return to the result view.

Viewing Approval Details

Viewing approval details allows HR administrators to see the date the approval request was assigned and the date it is
due, as well as the name of all possible approvers.

All approval requests can be viewed by HR administrators as long as the approval request is pending, meaning that no
action has been taken by any authorized approvers.

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Performance > [HR Administration Tools] Performance Review

Performance > [HR Administration Tools] Succession Plan

Performance > [HR Administration Tools] Goal Plan

Performance > [HR Administration Tools] Team Management

Performance > [HR Administration Tools] Development Plan

1. Filter the requests in order to view the element for which you want to the approval details.
2. Next to the name of the desired element, click the down arrow icon to open the Go To menu and select the View
Approval Details option.
3. The Approval Details window will display information about the approval, such as the assigned and due dates
as well as all the possible approvers.
4. Once you have viewed the information, click Close to return to the result view.

Assigning a Target Manager

Assigning a target manager is a task that is done by an HR administrator when there is a request to move an employee
from one team to another and the manager of the new team has not been specied.

For this task to be available, the change must be related to a team change where the new manager was not specied by
the person who requested the change.

HR Administration Tools > Team Management

1. Filter the approval requests in order to view the change request for which you want to specify the new manager.
2. In the result grid, next to the name of the corresponding employee, click the right arrow icon to open the
Actions menu and select Change the Target Manager.
3. In the Allocate a Manager window, click the lookup icon to select the new manager.
4. Once the manager is selected and its name is shown, click OK.
5. If the action was completed successfully, a conrmation message will display and you will have to click Close.
The name of specied manager now shows in the New Manager column.

Accepting an Approval Request

Accepting an approval request consists in basically performing the approval that has been requested.

To be able to decide on the approval, the approval must have been requested.

Performance > [HR Administration Tools] Performance Review

Performance > [HR Administration Tools] Succession Plan

Performance > [HR Administration Tools] Goal Plan

Performance > [HR Administration Tools] Team Management

Performance > [HR Administration Tools] Development Plan

1. Filter the approval requests in order to view the element to be approved.
2. In the result grid, select one employee or more:

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◦ to approve only one element, click the rigth arrow icon next to the name of the desired element;
◦to approve multiple elements at once, check the desired elements one by one or check the corresponding
column header to select all elements on the page.
3. From the Actions menu, select Decide on Approval.
4. In the Request Approval window, select Approve and enter any needed comments.
If all selected elements CANNOT be approved, a Partial Action window will be displayed, listing the elements for
which approval was not possible.
5. Click OK.
Once approved, the request is no longer displayed in the task list.

Rejecting an Approval Request

Rejecting an approval request corresponds to not accepting the approval that is requested.

To be able to decide on the approval, the element's approval must be in progress.

Performance > [HR Administration Tools] Performance Review

Performance > [HR Administration Tools] Succession Plan

Performance > [HR Administration Tools] Goal Plan

Performance > [HR Administration Tools] Team Management

Performance > [HR Administration Tools] Development Plan

1. Filter the approval requests in order to view the element for which you want to reject the approval.
2. In the result grid, select one employee or more:
◦ to reject the approval of only one element, click the right arrow icon next to the name of the desired
element;
◦ to reject the approval of multiple elements at once, check the desired elements one by one or check the
corresponding column header to select all elements on the page.
3. From the Actions menu, select Decide on Approval.
4. In the Request Approval window, select Reject and enter any needed comments.
5. Click OK.
Once rejected, the approval request remains in the list but with a rejected status.

Canceling an Approval Request

Canceling an approval request consists in terminating the entire approval process as if it had never been assigned.

Performance > [HR Administration Tools] Performance Review

Performance > [HR Administration Tools] Succession Plan

Performance > [HR Administration Tools] Goal Plan

Performance > [HR Administration Tools] Team Management

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Performance > [HR Administration Tools] Development Plan

1. Filter the approval requests in order to view the element for which you want to cancel the approval request.
2. In the result grid, select one employee or more:
◦ to reject the approval of only one element, click the right arrow icon next to the name of the desired
element;
◦ to reject the approval of multiple elements at once, check the desired elements one by one or check the
corresponding column header to select all elements on the page.
3. From the Actions menu, select Cancel Approval Process.
4. When asked to conrm the cancellation, click OK.
If all selected elements CANNOT be canceled, a Partial Action window will be displayed, listing the elements for
which approval cancellation was not possible.

Once canceled, the approval request is no longer displayed.

Native Reports
Predened reports can be run from within Oracle Taleo Enterprise Edition Performance, without the need to move to a
dierent module or have special access. This enables reports to be quickly and simply generated on common subjects,
such as goal plan status or performance review details. Native reporting lets managers report from within a module,
where they simply select which employees they want to include in the report and what subject they want to report on,
based on the available templates.

Beginning in Feature Pack 13C Native Reporting is based on the Oracle Business Intelligence Publisher (BI Publisher
or BIP). The content of the delivered native reports has not changed from prior releases. Report layout may be slightly
dierent due to the change in reporting technology. Customers are also able to create their own custom reports. The
language selected at login determines which language the report is generated in. The report data displays in that login
language, however, the language of the template reports are shown in the language they were originally created. The
report labels display as designed in the report template. A separate report template must be created for each language if
it is necessary for the report template and language to match. By default reports are available in Performance; however,
they can also be emailed as aachments with additional conguration.

Note: For details on how to congure native reporting, and how to use native reporting and BI Publisher to
create custom native reports, see the Oracle Taleo Enterprise Edition Performance Administration Guide.

Delivered Reporting Templates

The following report templates are delivered:

• Goal Plan Status - Includes goal plan status information about the selected population. The report focuses
on the plan status and approval date along with useful employee information such as their location and
organization.
• Development Plan Status - Similar to goal plan, except that it deals with development plans.
• Review Status - Includes review status information about the selected population. It is useful for Employee
Self-Assessment and Manager Evaluation statuses along with typical employee information.
• Review History - Includes the historical performance review scores for the selected population. The report
focuses on the goal score, the competency score, and the Overall Review Rating.

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• Performance Review Summary - Can include the review status, goal section score, and competency section
score for a designated review cycle and review request.
• Talent Prole - Provides a consolidated view of an employee's information such as their job, work history, skills
and qualications, performance, and development.
• Organization Chart - Contains the organization charts for all the direct reports under the senior leader
specied in the Select Employee(s) section of the Run a Report dialog. The report can provide a useful tool
for compiling a talent book for the organization, although it is not an exact replica of the Talent Browser. If
a manager has too many direct reports, not all nodes will be shown. It is recommended that each individual
manager's organization chart report should be run separately to include all members. Note: This report is not
modiable by customers using the BI Publisher technology.

Customizing Reports and Templates

Listed below are a few of the entities within native reports that can be congured or customized.

• Employee Status - Users can now include Employee Status in their reports. The Employee Status refers to the
status in the SmartOrg user account. The possible statuses are New, Current or Former.

The Employee Status has been added to the following data models:

• Employee Data Model

• Talent Prole Data Model
• Employee Manager Data Model
• Position Manager Data Model
• Coverage Area - Instead of having to select a population based on employee hierarchy, direct reports, for
example, users can now run reports based on coverage areas, or OLF data. This extends the Native Reporting
capability for users, especially the needs of HR Administrators to report across the organization against
coverage area, (organizations, locations and job functions) to provide more exibility analyzing specic
population segments.

• Successor Readiness - Prior to 15A, reports picked up only successors with a readiness value set. Now reports
can also retrieve successors with a readiness value of Not Specied.
• Historical Review - Administrators can create a custom data model that joins the Review History to the
Employee base data model, exposing the Review History data for reporting.

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Note:
• Historical review scores are stored at the employee level, not at the review cycle level so users must
select the group of employees rst, then the review. For example, R&D, then Reviews 2011.
• The employee’s OLF is not stored at the time of review generation, therefore, anyone who left R&D
after the 2011 reviews were generated will not be included.

Accessing and Generating Reports

When you are granted permissions to access and generate reports the navigation bar at the top of the Performance
application includes a Reports link. From any Performance module follow the link to open the My Reports dialog.

Also generate native reports from many other locations in Performance:

• Advanced Search > Actions > Create Report

• Advanced Search > Employee inline menu > Create Report
• Talent Prole > More Actions Menu > Create Report
• Talent Browser > Employee Card inline menu
• Talent Browser > More Actions menu > Create Report
• Review Hub > More Actions menu > Create Report

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• Review Hub > Employee inline menu > Create Report

• Talent Pool > Talent Pool inline menu > Create Report
• Talent Pool > More Actions menu > Create Report
• Talent Pool > Talent Pool > Members > Employee inline menu > Create Report
• People Search - Users can run reports directly from the People Search results, pre-populating the report lter
with either the search result criteria or the search selections.

If users select all the employees from the search results and then select Run Report, they are presented with a
pop-up prompting them to choose whether to run the report on the selected employees or all employees. The
data displays up to 20 rows per page.

Note: The number of rows available to report on is dependent on the Advanced Search seing that denes
how many rows are returned for the People Search. While reporting allows up to 5000 rows, the default value
is 500 and it is recommended that this value be retained to optimize performance.

My Reports DialogThe My Reports dialog displays a list from which you can access previously generated report
instances, for both delivered and custom reports. For each report instance the dialog presents the report Name,
Number of employees included in the report, Request Date and Status. The count is the Number of Positions in the case
of Positions and the Number of Talent Pools in the case of Talent Pools. For measurement reports the count is always
shown as 0. If you want to generate a dierent report instance with dierent parameters, click the Run Report link at top
of the dialog to open the Run a Report dialog. The Name eld has a More Actions dropdown selector providing these
options:

• View - Use to view the report content in the specied output format.
• Download report data - Use to download the report data in an XML le.

Note: Not all users will have this option. This is congurable and the Access Report Data seing must
be enabled at the user level for this option to display.

• Delete - Use to delete the report instance from the list.

When you run a report and rst come to the dialog box to open the report instance it may not yet be displayed. Click
Refresh to prompt the report instance to display on the list.

Run a Report Dialog

The Run a Report dialog is accessed using the Run Report link on the My Reports dialog. It provides the ability to
generate new report instances using dierent report parameters, for both delivered and custom reports. You can only
select and run one population/report combination at a time.

The reports and report output types available to a you depends upon your organization's implementation. Congured
group and role restrictions for report display are applied to the Run a Report dialog. Performance only loads permied
reports on your page.

The Organization Chart is available only in the PDF and PPT report output formats. A customizable data model is not
available for the Organization Chart report, you cannot create a custom Organization Chart report.

The Run a Report dialog has ve tabs grouping reports by employee population type (employees, positions, talent
pools, reviews, goals). The following table lists the selection parameter values presented for each type.

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Category tab (entity type) Selection Parameters

Employees • Direct Reports

• Direct Reports + One Level
• All my employees
• Specic employee(s)
• Talent Pool
• Employees in my coverage area

Positions • All my positions

• Specic position(s)
• Positions in my coverage area

Talent pools • All my talent pool(s)

• Select talent pool(s)

Reviews • Review Cycle

• Review Request
• Review Request Group
• Coverage Area Filters

Goals • Business Period

• Coverage Area Filters

Running Reports
Running reports involves creating report instances which you subsequently send to the printer server for generation,
and then viewing the reports via Performance or email.

• Generating and Running New Report Instances

• Viewing Existing Report Instances

Generating New Report Instances

New report instances can be generated from throughout the system, wherever you can access the My Reports dialog,
and take the current context into consideration when initially seing the criteria for the report.

For instance, if you select New Report from the Talent Browser — which is set to display direct reports — then the
Direct Reports option is preselected in the New Report window. The reports available to choose from are based on the
main components of the system — development and goal plans, performance reviews along with review status and
ratings history, talent prole — and will be bespoke for your organization. Reports are not generated on-demand. You
may have to wait a number of minutes before you can view the report.

Note: Your reports only contain information on employees you have access to.

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Running a Report Instance

You must have the Team Management > Access Reporting user type permission.

Your access to a given report may be further restricted by User Group or User Role conguration.

[Navigation bar] > Reports

[Navigation bar] > Talent Browser buon > More Actions

[Navigation bar] > Talent Browser buon > Performance Card

[Navigation bar] More dropdown > Talent Pools > More Actions

[Navigation bar] More dropdown > Talent Pools > Employee > Actions menu

[Navigation bar]  > Prole > More Actions

[Navigation bar] > Reviews > Employee > Actions menu

Search Results > Employee > Go To menu

1. In the My Reports dialog click the Run Report link.
2. In the Run a Report dialog click the appropriate employee population type tab and enter the applicable
employee population parameters for the desired report.
The number of employees that will be included in the report is displayed at the boom of the tab.
3. In the Select a Report section locate and click the report's name from the list. Reports are listed by domain
(module). Available delivered and custom reports are listed, subject to your access permissions.
4. In the Customize the Report section:
a. Choose any additional temporal selection parameters, such as Business Period or Review Cycle, if any.
b. Give the report instance a name.
c. Then select the desired output format.
5. Click Run Report.
The report instance is sent to the reporting server.
6. In the popup dialog that displays do one of the following:
◦ Click OK to close the dialog and return to the original page you were on.
◦ Click Go to My Reports, where the report's progress is displayed. In the My Reports dialog you can click
Refresh until the report instance displays at the top of the list with a status of Ready. When the report is
ready it will be accessible from the My Reports window. If the report cannot be created an error message
is displayed.
Depending on your system conguration you may open the report instance by clicking the hyperlinked report name on
the My Reports dialog, or the report may also be emailed to you. In either case when you open the report it will be in the
selected output format you chose on the Run Reports dialog.

Viewing Reports
Once you have generated a report and it has been run, you can view it from throughout Performance, anywhere the
Reports link is available. Reports can also be congured to be emailed to whoever created them.

While the context you are in can aect the default options available when you want to generate a new report instance,
regardless of where you access the My Reports dialog from, the report will display the same details.

When you receive a report via email you will receive a link to the report in Performance and you may also get an
aached PDF. Whether an aachment is included is dependent on the PDF not exceeding the aachment le size limit.

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When you select the link (not the aachment) in the email you may be prompted to sign into Performance, but then the
report will be displayed automatically, without the need for additional navigation. If the report expires before you access
it, the report name is no longer clickable.

Large Prole Picture in Native Reporting.

Native Reports display a larger, higher quality employee photo image in the header section. It is the same image as that
for the Talent Prole' General section:
• Image format can be .gif, .jpg. or .png.
• Image size is 256 x 256 pixels, passport style.

Some conguration is needed for the photo to display in the Talent Prole and for the user to be able to upload the
photo for the Talent Prole.

Viewing Report Instances

You must have the Team Management > Access Reporting user type permission in Conguration. Your access to a
given report may also be limited due to User Group or User Role report access permissions.

Navigation:

[Navigation bar] > Reports

[Navigation bar] > Talent Browser > More Actions

[Navigation bar] > Talent Browser > Performance Card > More Actions menu

[Navigation bar] More dropdown > Talent Pools > More Actions

[Navigation bar] More dropdown > Talent Pools > Employee > Actions menu

[Navigation bar] > Prole > More Actions

[Navigation bar] > Reviews > Employee > Actions menu

Search Results > Employee > Go To menu

1. In the My Reports dialog the hyperlinked names of existing (previously generated) report instances are
displayed in a list.
The list displays all the reports you have requested, along with how many employees were included in the
report, its request date, and status. If the status is Ready it can be viewed; however, if the status is Not Ready,
Expired, or Error, it cannot be viewed. If the status is Not Ready, you can try clicking Refresh to prompt the
report instance to display.
2. Click the desired report name to open a version of the report instance in the previously selected output format.
Only reports that are ready will have active hyperlinks and can be opened. The way the report opens is
dependent on your internet browser seings. If you do not have Adobe Reader installed, you will be prompted
to do so for reports that are PDF output.

The report opens and you can choose to save it or print it.

Click Archived to display additional reports or click Run Again to rerun the report with the most current data.

After viewing, you can delete the report instance by selecting the Name eld dropdown (the Down Arrow icon) and
clicking Delete from the available options.

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Employee Delete
The Employee delete feature provides the ability to lter, review, and delete former employees from the system as
required by legal constraints in EMEA and other regions.

The Person Model

A person in the system can be composed of the following parts:

• User Account – to access the system with granted permissions.

• Candidate Account – to apply for jobs through the Career Section.
• Prole – to store the common prole. Employee and Candidate share the same prole.
• Employee – to store employee related data.

When a candidate is hired, he gets a user account and an employee associated to his prole:

• As an employee, the prole is maintained through Performance Talent Prole

• As a candidate, the prole is maintained through Recruiting and the Career Section.

Employee Delete Strategy

Employee Delete only removes employee specic data.

The Candidate account and common prole are left intact. This will allow the person to be rehired in the future. The
person may remain in current pools or succession plans. The Candidate account can eventually be deleted as a distinct
task if Recruiting is available in the system.

Deleted Not Deleted

Employee Specic Data Other Performance Data

   
• Employee Metrics • Business Goals
• Pictures • Projects
• Job History • Sent Feedbacks
• Matrix Management • History of actions taken by the employee
• Remaining Tasks Prole and Candidate Data
 
• Compensation History • General Prole (Education, Experience, Certications, Preferences, etc)
• Goal Plans, Goals, Tasks (aligned • Job Submissions
goals will be unlinked)
• Oers
• Performance Reviews & Review
History Talent Pools & Succession Plans
 
• Career Plans • Remains as member (now as an external candidate).
• Development Plans User Specic Data
 
• Received Feedbacks

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Deleted Not Deleted

• Sent Feedback Requests • Remains in the system but inactive.

Employee Delete Rules

• Only terminated employees can be deleted.
• Employee must not be owner manager of positions. A transfer of ownership is required prior deletion.
• Employee must not be owner of talent pools. A transfer of ownership is required prior deletion.

Employee Delete Process

Employee delete is a three step process:

1. Employee termination
2. Deletion task creation
3. Task monitoring

Limitations
• No archiving capabilities at this time.
• The user account cannot be permanently deleted from the system.

◦ User accounts are only virtually deleted but remain in the system.
◦ The user account does not contain employee related data.

• Products for which the data will not be automatically deleted by the Employee Delete task:

◦ Learn
◦ Evaluation Management
◦ Assessment
◦ Passport
◦ Talent Exchange
◦ Analytics
◦ Any other external products integrated with Oracle Taleo Enterprise Edition

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3 Goal Management

Geing started with Goal Management

Goal Management
The Goal Management feature provides an alternative to traditional organizational hierarchies, one that is used
specically for goal management. In most organizations, the traditional organizational structure used for cost center
management is too ne-grained for business goal management. The alternative structure enables the organization to
use a simplied organizational structure for goal management. For example, an organization might have multiple cost
centers for managing its call center support that might be, in turn, organized by product or geographic location.

The Goal Management feature provides the ability to dene employee goals and competency goals, as well as themes,
business goals, projects and project milestones.

• A theme is the highest level used for categorizing goals. Themes provide support for organizations that
use balanced scorecards in that they allow the categorization of goals and projects into specic scorecard
categories such as Financial, Customer, and Development.
• Business goals are qualitative or quantitative statements of an organization's intentions or objectives, for
example, “Increase operational eciency 5%.”
• Projects are discrete eorts by the organization. Projects provide the ability to assign a project owner and to
assign goals directly to employees working on the project, for example, “Evaluate, select and implement a talent
management solution.”
• Within a project, a milestone is an element that marks the completion of a specic set of tasks or a phase,
typically marked by a high-level event such as a completion, an endorsement or signing of a deliverable, a
document or a high-level review meeting. An example of a milestone is “Select talent management vendor.”

Conguration
The following product seing must be set.

Product Seings

Seing Name Description Location

Enable Goals Management Enables Goals Management functionality in the Conguration > [Taleo Performance]
application for employees. The activation of this Seings
seing does not enable business goals, which
are enabled by a specic seing.

The following user type permissions must be granted.

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User Type Permissions

Permission Name Description Location

Performance  > Goal Plans > View When no constraint is selected, the user has Conguration > [SmartOrg] Administration >
read-only access to all goal plans, current or [Users] User Accounts
not. If restricted viewing permission is required,
select the applicable constraints.

Performance  > Goal Plans > Manage When no constraint is selected, the user has Conguration > [SmartOrg] Administration >
write access to all goal plans, current or not. [Users] User Accounts
If restricted managing permission is required,
select the applicable constraints.

Performance  > Goal Plans > Access This permission adds the Goal Plan link to the Conguration > [SmartOrg] Administration >
administration tools HR Administration Tools panel and entitles the [Users] User Accounts
user to perform administrative tasks in relation
to goal plans

Goal Alignment
Alignment is a loose concept, but one that allows the organization visibility into how employees are directing their
eorts.

There are multiples types of goal alignment supported by the system:

• Business Goal to Theme

• Project to Business Goal
• Business Goal to Business Goal
• Employee Goal to Business Goal
• Employee Goal to Employee Goal

In all of the above cases, the notion of alignment is to show that the subordinates' eorts are in support of the goal
being aligned with. Alignment also provides the employees insights as to how their eorts benet the organization.
For example, for a Business Goal of “Increase Operational Eciency 5%” a call center employee might have a Goal of
“Resolve 80% of rst level support calls within 5 minutes.

“Employee to Project” alignment is unique within the system. When an employee is aligned with a project, that means
his eorts directly contribute to the completion of the project. In other words, the Project cannot be considered 100%
complete until the Employee's goal is 100% complete.

Alignment refers to business objects (initiative, business goals, theme) on which the employee goal is aligned. Sub-
goal refers to the hierarchical relationship between two employee goals. By “aligning” an employee goal to its manager
goal, you not only set the hierarchical relationship between these two goals, but you also align the sub-goal to the same
business objects the parent goal is aligned to. That's why the alignment library not only displays the business objects,
but also your direct manager's goals.

Note: You can lter the Talent Browser to see who has or is aligned to goals, by selecting a business period
and related goal. This allows business leaders to quickly see who in their organization is aligned to their goals
and provides information on who is supporting a goal they have and how far down it is cascaded.

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Displaying the List Mode

You can display your employee goals, business goals or projects using the list mode. The list mode is the default view
for employee and business goals and provides a list of items with information on key dates and progress.

Performance > [Navigation bar] Goals

Performance > [Navigation bar] > More dropdown > My Projects

Performance > [Navigation bar] > More dropdown > Business Goals
Performance > [Navigation bar] Goals

1. Click the list icon.

You now view all your items in the form of a list.

You can also view the items in card or timeline modes.

Displaying the Timeline Mode

You can display your employee goals, business goals or projects using the timeline mode. The timeline mode provides a
timeline view of an item's start and due dates.

Performance > [Navigation bar] Goals

Performance > [Navigation bar] > More dropdown > My Projects

Performance > [Navigation bar] > More dropdown > Business Goals
Performance > [Navigation bar] Goals

1. Click the list icon.

You now view all your items in the form of a timeline.

You can also view items in list mode and card mode.

Working with Goal Plans

Employee Goal
An employee goal is any action or objective that an employee has the intent of aaining during a given business period.
Employee goals are added to an employee's goal plan and can later be brought into the review process to be rated.

All employee goals are listed under the Goals tab of the goal plan, separated from the competency goals, which are
listed under the Competencies tab.

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Employee goals are added to an employee's goal plan by either creating them manually, from scratch, or via alignment
to an existing goal. Once employee goals are added to the goal plan, their progress can be updated and they can be
brought into the review process to be rated, and also to show up in the Talent Prole.

Employee goals can be added to an employee's goal plan at any time and can also be removed from an employee's
goal plan if no longer needed. Depending on the conguration, the organization can determine whether employees
and managers have the right to edit employee goals and their associated sub-goals. Depending on user permissions,
employee goals can be added, edited or deleted. Employee goals can also be assigned by managers to direct reports.
Users can also solicit and provide feedback on employee goals.

Conguration
Employee goals are enabled by default when Goals Management is enabled.

The information displayed for employee goals is dependent of the conguration of the goal plan template.

Conguration of the use of employee goals

Seing Description Location

Enable Goals Management Main product seing to enable the goal Conguration > [Taleo Performance]
management functionality for employees. Administration > [Global Congurations]
Seings

Allow Employee Goals When set to Yes (which is the default value), the Conguration > [Taleo Performance]
goal plan will allow the use of employee goals, Administration > [Goals Management] Goal
which are managed under the Goals tab. Plan Templates Conguration > [Taleo
If set to No, employee goals will not be entitled Performance] Administration > [Goals
in goal plans; therefore, the Goals tab will not be Management] Goal Plan Templates
shown.
 

Allow subgoals Set by default to No, this seing indicates if Conguration > [Taleo Performance]
subgoals can be created under employee goals. Administration > [Goals Management] Goal
Plan Templates Conguration > [Taleo
Performance] Administration > [Goals
Management] Goal Plan Templates

Goal Alignment Seings Group of seings indicating how employee Conguration > [Taleo Performance]
goals can be aligned, and in which situations. Administration > [Goals Management] Goal
Plan Templates Conguration > [Taleo
Performance] Administration > [Goals
Management] Goal Plan Templates

Goal Assignment Seings Group of seings indicating if employee and Conguration > [Taleo Performance]
competency goals can be assigned and in which Administration > [Goals Management] Goal
circumstances the assignment is possible. Plan Templates

Conguration of standard information available for employee goals

Standard Field Name Default Displayed Seing Default Editable Seing Default Propagated Default Seing for
Seing Requires Approval

Owner Yes Yes No No

Name Yes Yes Yes Yes

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Conguration of standard information available for employee goals

Standard Field Name Default Displayed Seing Default Editable Seing Default Propagated Default Seing for
Seing Requires Approval

Start Date Yes Yes Yes No

Due Date Yes Yes Yes Yes

Description Yes Yes Yes Yes

Critical Yes Yes Yes Yes

Public Yes Yes Yes No

Measurement Type Yes Yes Yes Yes

Actual Value Yes Yes No No

Target Value Yes Yes Yes Yes

Initial Value Yes Yes No No

Progress Yes Yes No No

Stretch Value No No No No

Measurement Text Yes Yes Yes Yes

Status Yes Yes No No

Category Yes Yes No No

Alignment Yes Yes Yes Yes

Tasks Yes Yes Yes Yes

Task Weight Yes Yes Yes Yes

Comments Yes Yes No No

Weight No No No No

Manager Rating No No No No

Employee Rating No No No No

External Identier No No No No

Include in Performance No No No No
Review

System Administrator Goal No No No No

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Conguration of user-dened information to be shown for employee goals

Seing Description Location

Employee Goal User-dened Fields Used to create the custom elds to be used. Conguration > [Taleo Performance]
Administration > [Goals Management] Goal
Plan Templates

Any selected User dened elds Can be set to be editable, propagated and to Conguration > [Taleo Performance]
require approval if edited. Administration > [Goals Management] Goal
Plan Templates

Competency Goal
Competency goals are behaviors that an employee agrees to work on over a given business period. Competency
goals added to an employee's goal plan can later be brought into the review process so that rated employee goals and
competencies can drive new metrics that will be leveraged throughout the application.

All competencies that are part of an employee goal plan are listed under the Competencies tab of the goal plan,
separated from the employee goals, which are listed under the Goals tab.

Competencies are added to an employee's goal plan by either selecting new competencies from the list of available
competencies or by automatically including the competencies from the employee's job role. Once competencies are
added to the goal plan, they can be brought into the review process to be rated, to then show up in the Talent Prole.

Competencies can be added to an employee's goal plan at any time and can also be removed from an employee's goal
plan if no longer needed. Depending on the conguration, the organization can determine whether employees and
managers have the right to edit competencies and their associated sub-competencies. Competency denition can be
edited by users and sub-competencies can be added, edited or deleted.

Like employee goals, competency goals can be assigned by managers to direct reports. Users can also solicit feedback
on competency goals.

Note: When review-Goal synchronization is enabled, multi-selected Competency goals are added into the
Review automatically.

Conguration
Competency goals are disabled by default.

To use competency goals in goal plans, activation and conguration must be done via the goal plan template.

Conguration of the use of competency goals

Seing Description Location

Enable Goals Management Main product seing to enable the goal Conguration > [Taleo Performance]
management functionality for employees. Administration > [Global Congurations]
Seings

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Conguration of the use of competency goals

Seing Description Location

Allow Competency Goals If set to Yes, the employee goal plan will allow Conguration > [Taleo Performance]
the use of competencies, which are managed Administration > [Goals Management] Goal
under the Competencies tab. Plan Templates Conguration > [Taleo
If set to No, competencies will not be Performance] Administration > [Goals
entitled in employee goal plan; therefore, the Management] Goal Plan Templates
Competencies tab will not be shown.
 

Add Competencies from Job Role on Goal Plan If set to Yes, all competencies that are part of Conguration > [Taleo Performance]
Creation the employee's job role will automatically be Administration > [Goals Management] Goal
imported in the goal plan upon creation of a Plan Templates Conguration > [Taleo
new goal plan for a given business period. Performance] Administration > [Goals
If set to No, competencies will not be Management] Goal Plan Templates
automatically imported into the goal plan, but
might still be added if competency goals are
allowed
 

Goal Assignment Seings Group of seings indicating if employee and Conguration > [Taleo Performance]
competency goals can be assigned and in which Administration > [Goals Management] Goal
circumstances the assignment is possible. Plan Templates

Conguration of standard information available for competency goals

Standard Field Name Default Displayed Seing Default Editable Seing Default Propagated Default Seing for
Seing Requires Approval

Owner Yes Yes No No

Name Yes Yes Yes Yes

Start Date Yes Yes Yes No

Due Date Yes Yes Yes Yes

Description Yes Yes Yes Yes

Critical Yes Yes Yes Yes

Public Yes Yes Yes No

Measurement Type Yes Yes Yes Yes

Actual Value Yes Yes No No

Target Value Yes Yes Yes Yes

Progress Yes Yes No No

Stretch Value No No No No

Measurement Text Yes Yes Yes Yes

Status Yes Yes No No

Sub-competencies Yes Yes Yes Yes

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Conguration of standard information available for competency goals

Standard Field Name Default Displayed Seing Default Editable Seing Default Propagated Default Seing for
Seing Requires Approval

Comments Yes Yes No No

Manager Rating No No No No

Employee Rating No No No No

External Identier No No No No

Include in Performance No No No No
Review

System Administrator Goal No No No No

Conguration of user-dened information to be shown for competency goals

Seing Description Location

Competency Goal User-dened Fields Used to create the custom elds to be used. Conguration > [Taleo Performance]
Administration > [Goals Management] Goal
Plan Templates

Any selected User dened elds Can be set to be editable, propagated and to Conguration > [Taleo Performance]
require approval if edited. Administration > [Goals Management] Goal
Plan Templates

Goal Categories
Goal categories are now available for both Employee and Competency goals. Employees can group and organize their
goals into dierent categories to help dene each goals purpose.

Goal categories provide the ability for employees to make their goals relevant to their organizations focus areas. Now
goals can be associated to categories for the purpose of grouping and relevance. Categories display as a column on the
Goal Plan page and in the Goal Details. Categories are also available in subgoals.

• The category feature is in addition to the existing goal alignment feature.

• When a goal has a category, the subgoal will inherit that category. If that category is editable, then users may
change the category in the subgoal itself.
• Categories can be selected at the time of goal creation or later during goal editing.

Note: Performance is not delivered with predened default categories.

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Conguration
Goal Categories must rst be created before they can be enabled.

Conguration > [Performance] > Administration > [Goals Management] > Goal Categories

Name Description Possible Actions

Goal Categories Create and edit goal categories. • Create

• Activate
• Deactivate
• Duplicate

Once Goal Categories are created, they must be enabled in the Performance template to display.

Conguration > [Performance] > Administration > [Goals Management] > Goal Plan Template Management > [Goal Plan Template] > Goal
Categories

Name Description Possible Actions

Employee Goal Conguration Enables Employee Goal categories. • Displayed

• Editable
• Propagated
• Requires
Approval

Competency Goal Conguration Enables Competency Goal categories. • Displayed

• Editable
• Propagated
• Requires
Approval

Goal Measurement
Enhancements have been made to make goal measurements more exible, in turn making goals more meaningful and
accurate.

Goals are not always about increasing a value, but are often about decreasing or optimizing some value. For example,
a goal's objective may be to reduce overhead costs by 10 percent or to reduce the number of escalations per quarter
from 50 down to 10. In these cases, the target value would be lower than the current value. The introduction of the Initial
Value eld supports decreasing targets and ensures accurate calculation of goal progress. Goal progress is represented
as a percentage of the dierence between the Initial value and the Target value.

The table denes each type of goal measurement and the values that are allowed in those measurements.

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Measurement Field Description Allowed Values

Initial Value Represents the beginning state of the goal. Default value is 0. • <>0
• < > Target

Current Value Represents the current state of the goal. Default value is 0. • <>0
• < > Target

Target Value Represents the desired state of the goal. Default value is 0. • <>0
• < > Initial

Stretch Value Represents a value beyond the target; over achievement. Default value is • <>0
0.
• < > Target

Conguration
The Initial Value eld supports all conguration options currently available for other measurement elds.

Employee or Business Goal Creation Through Alignment

The creation of employee or business goals though alignment provides users with an intuitive way to rapidly create
goals that are in line with the key objectives of the organization or with their manager's goals and to tailor them to
specic needs.

This goal creation option provides the ability to create goals in the way that many businesses work (via top-down
alignment or cascading). Rather than requiring users to create goals from scratch, the creation through alignment oers
the ability to select another business or employee goal and to use that goal as a “template” for creating the new goal.
Key details are copied from the selected goal and the new goal is automatically aligned to the goal that was selected.
The user can then personalize the goal to satisfy dierent objectives.

Creating goals via alignment is oered as an alternative to creating goals from scratch. Therefore, when creating a new
business or employee goal, the user is prompted to select whether to create the goal from scratch or to create it through
goal alignment. If users selects the laer, they are provided with a dialog box allowing them to choose which business or
employee goals they want to align to.

When the new goal is created from alignment to a another goal, the following information is automatically entered and
can be edited if needed.

• Name of the goal

• Description of the goal
• Start and due dates
• Alignment to the goal that was selected to create the current goal

Conguration
Business goal creation by alignment is oered automatically to all users.

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Employee goal creation by alignment is oered automatically to all users. However, the type of goal alignment to select
from depends on the goal assignment seings dened on the goal plan template. These seings allow organizations to
determine whether an employee can align to his manager's goals, his projects or the organization's business goals.

The following table lists the Goal Alignment Seings, found under Conguration > [Performance] Administration >
[Goals Management] Goal Plan Templates .

Seing Name Description

Allow employees to align their employee Seing that indicates if employees are entitled to align their goals to their manager's goals.
goals to their manager's goals

Allow to align employee goals to Seing that indicates if employees are entitled to align their goals to projects.
projects

Allow to align employee goals to Seing that indicates if employees are entitled to align their goals to the organization's business goals.
employee's business organization goals If possible, they can be authorized to align to any business goals, in which case, no sub-seing is
required. If however, employee should only align to business goals of a specic level, the denition of
the sub-seing must be done.

Allow to align employee goals to Sub-seing of Allow to align employee goals to employee's business organization goals
business goals of business organizations
that are below the employee's business
organization level

Allow to align employee goals to Sub-seing of Allow to align employee goals to employee's business organization goals
business goals of business organizations
that are above the employee's business
organization level

Goal Creation by Copy

New employee goals can be created by copying goals from a previous or current goal plan.

The option to create new goals by copying goals provides users with the ability to quickly create goals by copying one or
multiple goals from a previous or current goal plan. Once the new goals are created, users are able to modify the goal as
needed.

The advantage of copying existing goals is that some goal information is already provided. For instance, this option
allows employees who have the same goal year after year to copy that goal from a previous goal plan. The values that
are copied are predetermined and not congurable. The following table indicates the copy behavior of each eld in the
Employee Goal detail page.

It is possible to copy any employee goal from any previous goal plan or from the current goal plan, with the exception of
goals that are tagged as 'System Administrator Goals'. The ability to copy goals is not available for competency goals or
business goals.

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Field Copied? Comment

Owner No The value is defaulted to the current employee user.

Name Yes The value is copied from source goal.

Start Date No The value is defaulted to the Goal Plan period start date.

Due Date No The value is defaulted to the Goal Plan period end date.

Description Yes The value is copied from source goal.

Critical Yes The value is copied from source goal.

Public Yes The value is copied from source goal.

Measurement Type Yes The value is copied from source goal.

Measurement Text Yes The value is copied from source goal.

Actual Value No

Target Value Yes The value is copied from source goal.

Progress No

Stretch Value Yes The value is copied from source goal.

Status No The value is defaulted to Not Started.

Alignment No

Tasks Yes The value is copied from source goal. (if Tasks is allowed in goal
plan template standard elds conguration)

Task Weight Yes The value is copied from source goal.

Comments No

Weight Yes The value is copied from source goal.

Manager Rating No The value is defaulted to None.

Employee Rating No The value is defaulted to None.

External Identier No Value is defaulted to None.

Include in Performance Review Yes The value is copied from source goal.

System Administrator Goal No The value is defaulted to False.

Custom Fields Yes The values are copied from source goal.

Conguration
First, the goal management feature must be enabled.

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Product Seings

Seing Name Description Location

Enable Goals Management Enables Goals Management functionality in the Conguration > [Taleo Performance]
application for employees. The activation of this Seings
seing does not enable business goals, which
are enabled by a specic seing.

Then, for users to be entitled to create new goals by copying existing ones from previous goal plans, the corresponding
goal plan template must be congured to allow such action.

Goal Plan Template conguration

Seing Name Location

Allow creating goals by copying from previous goal plans Conguration > [Taleo Performance] Administration > [Goals
Management] Goal Plan Templates - Goal Creation Options

Users must also have the permission to view and manage goals.

User Type Permissions

Permission Name Description Location

Performance  > Goal Plans > View When no constraint is selected, the user has Conguration > [SmartOrg] Administration >
read-only access to all goal plans, current or [Users] User Accounts
not. If restricted viewing permission is required,
select the applicable constraints.

Performance  > Goal Plans > Manage When no constraint is selected, the user has Conguration > [SmartOrg] Administration >
write access to all goal plans, current or not. [Users] User Accounts
If restricted managing permission is required,
select the applicable constraints.

Goal Creation using SMART Assistant

This goal creation method oers users guidelines and instructions throughout the creation process of goals.

The creation of employee goals using a wizard provides a simple, step-by-step option that allows employees and
managers to easily create goals following a dened and logical process. With the SMART assistant, employees can
successfully create and align their goals by following simple steps.

SMART methodology refers the following predened principles:

Specic This step allows the user to dene a specic goal by entering the goal's name and description.

Measurable This step allows the user how the goal will be measured.

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Achievable This step allows to user to determine whether the goal is achievable. It allows user to break goal into
tasks so that it may be achieved more easily.

Relevant This step allows the user to make their goal relevant by aligning it to a manager's goal or a business
goal.

Time-bound This step prompts user to provide realistic time constraints to successfully achieve the goal.

The goal creation assistance is oered only for employee goals. This option is not available for competency goals or
business goals.

The steps included in the goal creation assistant are predetermined and not congurable. Note that the instructions
elds can not be multilingual, which means that they can only be provided in one language at a time. However, the
administrator may include some specic instructions and hyperlinks in the instruction area so that users may benet
from any supporting documentation.

Conguration
First, the goal management feature must be enabled.

Product Seings

Seing Name Description Location

Enable Goals Management Enables Goals Management functionality in the Conguration > [Taleo Performance]
application for employees. The activation of this Seings
seing does not enable business goals, which
are enabled by a specic seing.

Then, for users to be entitled to create goals using the SMART assistance, the corresponding goal plan template must
be congured to allow such action.

Goal Plan Template conguration

Seing Name Location

Allow creating goals using the SMART assistant Conguration > [Taleo Performance] Administration > [Goals
Management] Goal Plan Templates - Goal Creation Options

Users must also have the permission to view and manage goals.

User Type Permissions

Permission Name Description Location

Performance  > Goal Plans > View When no constraint is selected, the user has Conguration > [SmartOrg] Administration >
read-only access to all goal plans, current or [Users] User Accounts
not. If restricted viewing permission is required,
select the applicable constraints.

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User Type Permissions

Permission Name Description Location

Performance  > Goal Plans > Manage When no constraint is selected, the user has Conguration > [SmartOrg] Administration >
write access to all goal plans, current or not. [Users] User Accounts
If restricted managing permission is required,
select the applicable constraints.

Batch Goal Assignment

Batch goal assignment provides the ability to assign, at one time, a set of goals to large groups of people within the
organization, either by selecting individuals or organizations.

Batch assignment allows managers to assign, in one single transaction, multiple goals to an unlimited number of direct
and indirect reports.

The goal assignment process is as follows:

• First, the user needs to have goal assignment rights, which are indicated by the visibility of the Person icon.
• The goals to be assigned must be selected using the appropriate checkboxes.
• When a manager assigns any of their goals to other employees, he/she can do so by selecting specic
employees or employees from specic organizations.
• Following the selection, a conrmation dialog displays the number of employees to whom the selected goals
will be assigned to and lets you continue or cancel the assignation.
• To verify if the batch assignment was performed successfully, the Show Process History action shows the goal
assignment status and a list of any errors that occurred in the process.

Goal assignment is not possible in two situations:

• in the case of a system-administered goal - a pop-up window will be displayed to inform the user of the nature
of the goal.
• if the employee‘s goal plan is under approval - if the manager aempts to propagate goals to that employee,
they will receive an error message leing them know that the plan is currently under approval.

When the goal assignment is successful, the selected goals are added to the goal plan of the selected employees and
the related goal information is transferred as per the standard and user-dened eld propagation conguration on the
goal plan template. The goal alignment is maintained upon goal assignment, except when the manager's goal is aligned
to their own manager's goal; in such a situation, the link is broken.

When a goal is assigned, most of the information can be propagated to the selected employees, as per the eld
propagation conguration. Some eld values however are never propagated; these elds are:

• Owner - which is always set to the target employee name.

• Task Weight
• Comments
• Manager Rating
• Employee Rating

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• System Administrator Goal - as these goals can never be assigned.

Conguration
Although batch assignment is always allowed, one seing does determine if goals can be assigned to the direct reports
of the selected direct reports - Allow goal batch assignment to indirect reports.

For this feature to work, managers must be allowed to assign goals.

Changing a seing on a goal plan template aects all goal plans associated to it. There is a warning message when a
user wants to edit an active goal plan.

Seing Description

Allow manager to assign employee Main goal assignment seing. This seing must rst be enabled to allows managers to assign goals.
goals

Add goal even if the employee's goal Sub-seing that entitles the assignation of goals even when a goal plan has not yet been created.
plan does not exist

Add goal even if the employee's goal Sub-seing that entitles the assignment of goals even if the goal plan has been approved.
plan is approved

Allow goal batch assignment to indirect Sub-seing that entitles assignment of goals to indirect reports, meaning here that the direct reports
reports of a selected employee will also receive the assigned goal.

Sub-Goal Functionality
Sub-goal functionality provides the ability to use sub-goals within employee goals.

With the introduction of tasks in goals, a change of functionality was required due the similarity between sub-goals
and tasks. The primary dierence between sub-goals and tasks is that with tasks, the progress of the goal is calculated
based on the sum of the tasks. With sub-goals, this is not the case - the progress of the parent goal has no relationship
with the progress of its sub-goals.

It is important to know that only one level deep of sub-goals is allowed, meaning that a goal can only have one level of
sub-goal and that a sub-goal cannot have additional sub-goals.

When sub-goals are enabled and one is created, the sub-goal is automatically aligned to the parent goal; this default
alignment can however by overwrien at any point.

The following list indicates the alignment behavior for all possible sub-goal actions:

• Creating a sub-goal - The sub-goal is auto-aligned to its parent.

• Updating the alignment of a sub-goal to a manager's goal - The sub-goal is moved as a main employee goal.
• Updating the alignment of a sub-goal to a business goal or project - The sub-goal is moved as a main employee
goal.
• Removing the alignment of a sub-goal - The sub-goal is moved as a main employee goal.

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Conguration
By default, sub-goal functionality is disabled. A seing on the goal template determines whether the user has the ability
to create sub-goals. This seing can be enabled/disabled at any time. If a given user already has sub-goals and the
template is modied to disable sub-goals, the existing sub-goals will not be aected and still be displayed. However, the
user will be prevented from creating any further sub-goals.

Seing Description Location Path

Allow subgoals Enables the ability to create sub- Goal Plan Template Conguration > [Performance]
goals. Administration > [Goals
Management] Goal Plan
Templates

Goal Related Tasks

Goal related tasks provide the ability to measure the progress of a goal by the completion of a series of tasks within
the goal. Tasks are dierent from sub-goals in that the completion of the parent goal is calculated by determining the
completion of the tasks.

Tasks provide the ability to split a goal into activities and to measure the goal progress based on the average progress of
its tasks. Tasks also help to dene how the goal will be achieved. Tasks can only be created as part of a goal and do not
exist on their own. The elds displayed for Tasks are based on the display of elds in the goal detail. For example, if the
Measurement text eld is not displayed for goals, it will not appear for tasks either.

On the goal details page, the tasks are displayed in the Measurement section.

When a goal contains tasks, it is the progress of the tasks that need to be updated, not that of the goal, which will be
updated automatically upon the progress of the related tasks. For example if there are four tasks in a goal and one
is marked at 100% complete, the goal would be 25% complete. Tasks can also have weights, so the above example
assumes that all tasks are weighted equally. If the completed task was weighted at 50% and the other three tasks at
16.66%, then the goal progress would be 50% complete.

When a goal plan is printed, the tasks it contains can be part of the printout if the task related print option is selected.

Note: It is important to know that when sub-goals are also oered, their creation is done via the pull-down
menu available for each goal, in the main goal plan page

Conguration
The visibility of tasks in goals is dependent on the conguration of the Tasks eld in the goal plan template.

Behavior of the Tasks standard eld:

Displayed Editable Propagated Requires Approval

Main seing that needs to be set If set to Yes, tasks can be viewed, If set to yes, the tasks will be If set to Yes, the goal plan will go
to Yes for the other seings to be added, edited and removed. propagated when the related goal under approval whenever a task is
available. If this seing is set to Yes, is assigned. added or deleted.

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Displayed Editable Propagated Requires Approval

the Tasks section is available for

viewing.

The following table lists all the standard elds that can apply to tasks.

Standard Field in the Goal Plan Template Applicable to tasks Applicable to goals

Name Yes Yes

Description Yes Yes

Status Yes Yes

Progress Yes Yes

Actual Value Yes Yes

Target Value Yes Yes

Stretch Value Yes Yes

Measurement Text Yes Yes

Start Date Yes Yes

Due Date Yes Yes

Task Weight Yes

Note:

It is important to know that sub-goals are still supported. However, it is not recommended to use both as it could
be confusing for the users. By default, the ability to create sub-goals is disabled. In addition, the goal plan template
contains a seing that controls the availability of goals - Allow subgoals.

Goal Plan Approval

Goal plan approval is always required whenever a goal plan is created or when certain information is modied. The
approval is performed according to the approval workow dened on the corresponding goal plan template.

Goal elds identied as requiring approval can be read-only when a goal plan is under approval. Trying to edit them
leads to an error message being displayed. To avoid that, if the required conguration seing is enabled, the current
approver for the goal plan can make changes to those elds without aecting the approval process.

The current approver can also add and delete goals from the goal plan in this instance. In a single approver workow
this removes the redundant step of the approver eectively having to restart an approval process for a change he made,
which will only return him to the same stage in the process, but with additional steps added.

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When a change is made to an already approved goal plan and if the change requires the plan to be approved again,
the status of the plan may automatically go from Approved to Not approved, and thus go through the entire approval
workow again.

A change to the following elds constitute a goal denition change and requires the goal plan to be reapproved if it was
already approved:
• Goal Name
• Owner
• Due Date
• Description
• Critical
• Measurement Type (Qualitative or Quantitative)
• Measurement Text
• Target Value
• Stretch Value
• Weight
• Alignment

The information regarding approval status is front and center. The user can clearly see the current status and why it is in
that status, along with what actions will progress it along the approval workow. This includes identifying whether parts
of the goal plan can be edited and how it aects its current status.

The actions are dependent on your relationship to the goal plan. For instance, if you are an approver and the goal plan
status is Approval in Progress, then you will have Approve and Reject options displayed. Conversely, if you are the goal
owner, and the goal plan is under approval, you are informed of the date the goal was submied for approval. It also
informs you of any limitations related to editing the goal plan during the approval process.

Printable Employee Goal Plan

A PDF version of an employee's goal plan is oered to provide a printable version of the goal plan for a given period.
The printout can show all the information about the goals in the plan or just the some of the goal information.

The printable version is oered to employees to print their own goal plan as well as to managers to print their
employees’ goal plans by simply clicking on the print icon.

Print options are available to specify which information is to be shown on the printout - Employee Information and Goal
Details are always printed and cannot be dened otherwise.

The available print options are dependent on the elds that are set to be displayed on the goal plan template. For
instance, if the Comments standard eld is not set to be displayed, the Comments print option will not be available for
selection.

Print Options Description

Employee Information Always printed and includes the name, the ID and the manager of the employee, which are taken from
the Talent Prole.

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Print Options Description

Goal Details Always printed and includes the name and the description of the employee goal or competency goal,
as well as its start and due dates, status and related options (Critical, Public, Included in Review).

Measurement Shows the actual, target and stretch values of the progress of the goal, the progress percentage as well
as any specied measurement text, provided the Measurement text, Target value, Stretch value, Actual
value and Percentage complete standard elds in the goal plan template are set to be displayed.

Tasks Shows the tasks that are associated to the employee goal, with their respective start and end dates,
weight, and progress percentage, provided the Tasks and Task Weight standard elds in the goal plan
template as set to be displayed.

Alignment Shows the goal the employee goal is aligned to, provided the Alignment standard led in the goal plan
template is set to be displayed.

Additional Information Shows all the user-dened elds selected to be displayed in the goal plan template for employee goals,
along with their corresponding values.

Comments Shows any comment provided about the employee or competency goal, provided the Comments
standard eld in the goal plan template is set to be displayed.

Rating Shows the employee and/or manager rating given to the employee or competency goal, provided the
Manager rating value and the Employee rating value standard elds in the goal plan template are set to
be displayed.

Sub-competencies Shows the list of sub-competencies associated with the competency goals in the goal plan, if there are
any.

Creating an Employee Goal

Creating an employee goal provides the ability to dene a goal plan on which to work on and to later align those goals to
the business goals of your organization and to include them, if desired, in performance review to be evaluated.

Performance > [Navigation bar] Goals

Performance > [Navigation bar] Goals

1. If a goal plan has never been created for the selected employee and business period, click Create to create the
goal plan. Note that the Create buon only appears the rst time a plan is created.
2. In the Goal Plan page, select the Goals tab and click the plus icon.
3. In the Create a new goal window, specify how you want to create the new goal:
◦ If you select Create a new goal through alignment to an existing goal, click Next to select the goal to
align to.
◦ If you selected Create manually, click Next to enter basic information about the goal.
◦
If you select Create a goal by copying from a previous goal plan, click Next to select the goal to be
copied.
◦ If you select Create a goal by using the SMART assistant, click Next to go through the assistant by
specifying the requested information for each step.
4. Click the Disk icon to save when complete.
The new employee goal is displayed on the Goal Plan page, under the Goals tab.

Once the goal has been created and dened, the related goal plan usually needs to be approved.

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You can quickly create another goal right from the current goal page, by clicking the plus icon and repeating the
enumerated steps.

Creating an Employee Goal from Scratch

Creating an employee goal from scratch provides the ability to entirely create a new goal manually.

Performance > [Navigation bar] Goals

Performance > [Navigation bar] Goals

1. If a goal plan has never been created for the selected employee and business period, click Create to create the
goal plan. Note that the Create buon only appears the rst time a plan is created.
2. In the Goal Plan page, select the Goals tab and click the plus icon.
3. In the Create a new goal window, select Create manually and click Next.
4. In the next window, enter at the least the name of the new goal. You can also enter a description. The start and
end date of the goal are by default set to the rst and last day of the current year. The dates can be changed by
simply selecting other dates.
5. Once the basic goal information is provided, click OK to be taken directly to the goal detail page, where you can
enter additional goal information.
6. If you make any information change, click the Disk icon to save.
The new employee goal is displayed on the Goal Plan page, under the Goals tab.

Once the goal has been created and dened, the related goal plan usually needs to be approved.

You can quickly create another goal right from the current goal page by clicking the plus icon and repeating the
enumerated steps.

Creating an Employee Goal via Alignment

Creating an employee goal by alignment provides the ability to duplicate a goal that will be automatically aligned to
another goal.

Performance > [Navigation bar] Goals

Performance > [Navigation bar] Goals

1. If a goal plan has never been created for the selected employee and business period, click Create to create the
goal plan. Note that the Create buon only appears the rst time a plan is created.
2. In the Goal Plan page, select the Goals tab and click the plus icon.
3. In the Create a new goal window, select Create a new goal through alignment to an existing goal and click
Next.
4. In the next window, specify the type of element you want to align to, either a business goal, a project of one of
your manager's goals.
5. Once the alignment category is specied, select the specic goal or project you want to align and copy from.
6. Click OK to be taken directly to the goal detail page, where you can enter additional goal information or edit the
information copied from the alignment.
7. If you make any information change, click the Disk icon to save.
The goal detail page will show that the goal is automatically aligned to the selected goal or project and the new
employee goal is displayed on the Goal Plan page, under the Goals tab.

Once the goal has been created and dened, the related goal plan usually needs to be approved.

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You can quickly create another goal right from the current goal page by clicking the plus icon and repeating the
enumerated steps.

Creating an Employee Goal by Copying Another Goal

Goals can be created by copying other goals; you can create one goal at a time, or copy multiple goals from one goal
plan.

You need to have view and manage access to goals, with the proper constraints. A goal plan might already exist. The
related goal plan template allows this action.

Performance > [Navigation bar] Goals or Performance > [Navigation bar] Goals

1. From the Goal Plan page, click the Plus icon.
2. In Create a new goal window, select Create a goal by copying from a previous goal plan and click Next.
3. In the Goal Selector window, specify the business period of the goal plan to choose from and click Refresh to
load the related goals.
4. Select the goals that you want to copy by placing a checkmark beside each one.
If the list of goals scrolls over multiple pages, you can select goals on various pages and they will all be added.
5. Once the selection of goals is complete, click Select.
The system creates the goals, adds them to the current goal plan and populates their content based on the selected
goals. If you selected only one goal to copy, the system navigates to the goal details. Otherwise, you are brought to the
goal plan.

Edit the newly added goal information as needed.

Creating an Employee Goal using the Assistant

You need to have view and manage access to goals, with the proper constraints. A goal plan might already exist. The
related goal plan template allows this action.

Performance > [Navigation bar] Goals or Performance > [Navigation bar] Goals

1. From the Goal Plan page, click the Plus icon.
2. In Create a new goal window, select Create a goal by using the SMART assistant and click Next.
3. In the SMART Goal Creation window, go through the assistant by specifying the requested information for
each step.
If any eld in the assistant is grayed out, it means that the related goal plan template does not allow users
to edit this information. As the Name, Start Date and End Date elds are mandatory to create a goal via the
assistant, if any of those three elds are not editable, the creation process will be blocked and only canceling
the creation will close the assistant window.
a. In the Specic step, you must at least provide a name for the goal. Click Next when done.
The following elds can be displayed.
- Name - Always displayed no maer the standard eld conguration. In order to complete this step,
since the Name is mandatory, you need to ll in at least this eld in order to go to the next step.
- Description - Displayed if the standard eld conguration indicates Displayed AND Editable.
b. In the Measurable step, specify the target measure you wish to aain with this goal. The required elds
dier depending on the goal measurement type (qualitative or quantitative). If no target values are
needed, uncheck the option selected by default. Click Next when done.
If the goal is qualitative, there is no mandatory eld. However, if the goal is quantitative, the Actual and
Target values are required when congured to be displayed and editable in the goal plan template. The
Measurement Text is never required.

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c. In the Achievable step, decide whether you want to break the goal into tasks. If so, click Add Tasks and
enter at least one task. If not, just go to the next step. When all task names are entered, click Next.
Only the name of tasks are entered via the assistant; the details are provided once the goal is created. If
the Tasks eld is congured not to be displayed and/or not to be editable, the Add Tasks buon will be
disabled and you will not be entitled to break down the goal into tasks.
In you decide that you don't want tasks after all, you will need to delete each task you created.
d. In the Relevant step, decide whether you want to specify how the goal relates to other goals by aligning
it. If so, click Align.... In the Alignment window, select the goal category, if applicable and the specic
goal you want to align to and click OK.
The available object types to align to, such as manager goals, business goals, and business projects, are
determined by the goal plan template seings.
If the alignment elds are disabled, the step will be displayed but will not be available.
e. In the Time-bound step, you must specify start and end dates for the goal.
By default, the start and end dates of the related goal plan are provided.
f. At any time, you can use the Previous and Next buons to navigate to specic steps of the assistant to
review and/or edit information.
4. Once all steps are completed, click Finish to complete the creation process and add the goal to the goal plan.
The system creates the goal, and tasks if applicable, and populates its content based on provided information. The goal
is added to the goal plan.

As needed, access the goal detail page to edit existing information or to add more information.

Including an Employee Goal in a Performance Review

Including a goal in a performance review is done when you want a goal to be part of a performance review and therefore
be evaluated.

1. Open an employee goal.

If an employee goal plan has never been created, a message appears indicating that there is no plan for the
employee and business period combination and asking whether you want to create one. If so, click Create. Note
that the Create buon only appears the rst time a plan is created.

2. In the Goal Plan page, under the Goals tab, select the goal that you want to be part of the performance review.
3. In the goal detail page, under the Specications section, check the Include in Performance Review option.
4. Click the Disk icon to save.
The next time this employee's review will be generated, it will include the specied goal.

Creating an Employee Sub-goal

You can create sub-goals for any existing employee goals.

A employee sub-goal can only be created for an existing employee goal.

Performance > [Navigation bar] Goals

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Performance > [Navigation bar] Goals

1. In the Goal Plan page, under the Goals tab, select the employee goal for which you want to create a sub-goal
and click the right arrow icon to select Add Employee Subgoal....
2. In the Create a new goal window, enter the basic information about the new sub-goal.
3. Click OK to display the goal detail page.
4. Provide extra information as required and click the Disk icon to save when complete.
The new employee sub-goal displays in the goal list by clicking the arrow beside the parent goal.

Creating a Task Related to an Employee Goal

Creating tasks provides the ability to break a goal into tasks, for which progress will determine the progress of the
related goal.

Tasks can only be created for an existing goal.

The permission to create tasks is not oered for all goal plans. The display of the Break Goal In Tasks buon indicates
that this feature is enabled.
Performance > [Navigation bar] Goals
Performance > [Navigation bar] Goals
1. In the Goal Plan page, under the Goals tab, select the employee goal for which you want to create tasks.
2. In the goal detail page, scroll to the Measurement section and click on Break Goal In Tasks.
If tasks already exist, click on Create....
3. In the Create Task window, provide the task information.
If you want the progress of the task to be used to calculate the progress of the related goal, make sure to check
the User actual/target values to measure progress option.
4. If you want to create another task, click Save and Create Another and repeat the previous step.
5. When task creation is complete, click OK.
All tasks created for a goal are displayed in the Measurement section, under Tasks.

Adding a Competency to a Goal Plan

Adding a competency to a goal plan provides the ability to set the improvement of this competency as a goal for the
given business period.

The use of competency goals depends on the conguration of the goal plan template. The display of the Competencies
tab in the goal plan page indicates competency goals are allowed.

Performance > [Navigation bar] Goals

Performance > [Navigation bar] Goals

1. If a goal plan has never been created for the selected employee and business period, click Create to create the
goal plan. Note that the Create buon only appears the rst time a plan is created.
2. In the Goal Plan page, select the Competencies tab and click the plus icon.

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3. In the Competency Selector window, select the competency or competencies to add to the goal plan.
4. Click Select.
5. Provide the competency goal detail information.
6. Click the Disk icon to save when complete.
The competency is added to the goal plan, under the Competencies tab.

Creating a Sub-competency Goal

This task allows the user to add an extra behavior for a specic competency goal in his goal plan.

The goal plan template has been congured to display and edit sub-competencies.

Performance > [Navigation bar] Goals

Performance > [Navigation bar] Goals

1. If a goal plan has never been created for the selected employee and business period, click Create to create the
goal plan. Note that the Create buon only appears the rst time a plan is created.
2. In the Goal Plan page, select the Competencies tab and select the competency to which you want to add a
sub-competency.
3. In the Competency Goal page, scroll to the Sub-competencies section and click Add.
4. In the New Sub-Competency window, enter the description of the behavior to be considered as a sub-
competency.
5. Click Done.
6. Click the Disk icon to save when complete.

Showing Goal Instructions

The display of the goal instructions allows users to understand what is expected from them in terms of goal
management tasks. The same instructions apply to all the goals within the same goal plan.

Goal instructions must have been dened for them to show in the goal plan. If no goal instructions were created, the
actions to show or hide the instructions will not be available.

Performance > [Navigation bar] Goals

Performance > [Navigation bar] Goals

1. To show the goal instructions, select the Show Instructions option from the More Actions pull-down menu or
simply the Show Instructions buon if you are on the goal detail page.
The instructions will be displayed in the top section of the window. If the instructions are not available in your
language, they are displayed in the base language of your system.
2. To hide the instructions, simply click the X at the right end of that section.

Editing Goals
Whether before, during, or after the goal plan approval process, goals can be edited, deleted and removed from goal
plans.

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Before a goal plan has been approved, there are typically no restrictions as to what you can edit.

When you select a goal in an approved goal plan, the elds that require re-approval if edited are indicated. When
changes are made it is clearly identied why the goal plan status has changed to Not Approved, in the goal plan history
and then the subsequent goal detail history.

When they system is congured for it, the current approver for the goal plan can make changes to elds that typically
require re-approval without aecting the approval process. The approver can also add and delete goals from a goal plan
that is under approval when the seing is enabled.

Editing an Employee Goal or Sub-goal

Performance > [Navigation bar] Goals

Performance > [Navigation bar] Goals

1. Access the desired goal plan by selecting the appropriate business period.
2. In the Goal Plan page, select the Goals tab and then select the goal or subgoal you want to edit from the list of
goals.
3. In the goal detail page, make your changes and click the Disk icon to save.
4. When the conrmation window appears, click OK.
Your changes are saved and the status of the related goal plan might change depending on the conguration of the
employee goal changes needing approval. So, if a certain goal change has been congured to need approval, then the
goal plan will return to a Not Approved status following such a change.

Editing a Sub-competency Goal

The goal plan template has been congured to display and edit sub-competencies.

Performance > [Navigation bar] Goals

Performance > [Navigation bar] Goals

1. In the Goal Plan page, select the Competencies tab.
2. Select the competency related to the sub-competency to be changed.
3. Mouse over the desired sub-competency and select Edit.
4. Make your changes and click Done.
5. Click the Disk icon when complete to save the new information.

Editing a Task Related to an Employee Goal

Tasks can only be edited when the goal plan is under approval if you are the current approver and the required
conguration seing is enabled.

Performance > [Navigation bar] Goals

Performance > [Navigation bar] Goals

1. In the Goal Plan page, select the Goals tab and then select the goal for which you want to edit a task.
2. In the goal detail page, scroll to the Measurement section, under Tasks.
3. Click click the right arrow icon to select the Edit action.
4. In the Edit Task window, make the desired changes and click OK.
The task will reect the changes made.

If the change made requires the plan to be re-approved, an approval request will need to be performed.

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Deleting a Task Related to an Employee Goal

Tasks cannot be deleted if the related goal plan is under approval, unless you are the current approver and the required
conguration seings have been enabled.

Performance > [Navigation bar] Goals

Performance > [Navigation bar] Goals

1. In the Goal Plan page, under the Goals tab, select the employee goal for which you want to delete a task.
2. In the goal detail page, scroll to the Measurement section, under Tasks.
3. Click the right arrow icon next to the desired goal to select the Delete action.
4. In the conrmation box, click Yes to conrm the deletion.
The task will be deleted from the list of tasks.

Removing a Goal or Sub-goal

Performance > [Navigation bar] Goals

Performance > [Navigation bar] Goals

1. In the Goal Plan page, select the Goals or Competencies tab, depending on the type of goal to remove.
2. Hover over the goal you wish to remove and click the right arrow icon to select Remove...
3. In the conrmation window, click Yes to conrm the action.
The goal or sub-goal is no longer displayed in the Goal Plan.

Removing a Sub-competency Goal

The goal plan template has been congured to display and edit sub-competencies.

Performance > [Navigation bar] Goals

Performance > [Navigation bar] Goals

1. In the Goal Plan page, select the Competencies tab.
2. Select the competency related to the sub-competency to be removed.
3. Mouse over the desired sub-competency and click Remove.
4. Conrm the deletion.
5. Click the Disk icon when complete to save the goal plan.

Assigning a Goal to a Direct Report

Assigning one or multiple goals to direct reports allows managers to easily and quickly propagate one or multiple
employee or competency goals to their direct reports.

For this functionality to be possible, you need to be a manager and goal assignment seings need to have been set to
allow the manager to assign goals. When such permission is granted to a manager, the related goal assignment icon will
be displayed.

Performance > [Navigation bar] Goals

Performance > [Navigation bar] Goals

1. In the Goal Plan page, select the Goals or the Competencies tab, depending on the type of goal to assign.

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2. Select the goals to be assigned and click the Person icon.

3. In the Goal Assignment window, select the employees to whom you want to assign the selected goals by rst
selecting the type of employees that being Specic employees or Employees from specic organizations.
4. Click the plus icon to open the corresponding selector.
5. Depending on the selector:
◦ In the People Selector, select the specic employees either in your direct reports or by performing a
keyword search. Make sure to click the right arrow icon to move your selections in the Selection section.
◦ In the Organization Selector, choose one or multiple organizations in the list or perform a keyword
search. Click Select.
6. Once your selections of employees to whom you want to assign goals to is done and back on the Goal
Assignment window, click OK.
7. When the conrmation message is displayed, click OK.
Note that goals cannot be added to an employee's goal plan if the employee's goal plan is under approval. If the
manager aempts to propagate goals to that employee, a window displayed listing the employees for whom the
goal could not be assigned and why.

The assigned goal will show in the goal plan of the selected employees and will display the information that was
set to be propagated. Goals might also be assigned to sub-direct reports and sub-organizations, if so dened. If
Alignment was set to be propagated, vertically assigned goals - those from a manager to a direct or indirect report - are
automatically aligned to the manager's goal. When a manager assigns a sub-goal to an employee, the employee's new
goal is not aligned to that sub-goal. It will be aligned to the manager's main goal, which that sub-goal was associated
with. If a goal is assigned upwards, i.e., from an employee to a manager, then the alignment is not automatically
propagated.

Aligning an Employee Goal

Aligning an employee goal allows you to demonstrate your eorts in support of a business project or a business goal of
your organization or one of the employee's manager goal.

A employee goal can be aligned to only one business goal, business project or manager goal.

Performance > [Navigation bar] Goals

Performance > [Navigation bar] Goals

1. In the Goal Plan page, select the Goals tab and click the name of the goal or sub-goal you wish to align.
2. In the goal detail page, scroll to the Alignment section and click Align....
3. In the Alignment window, select the category of the item you wish to align the goal to and select the desired
item from the list of corresponding goals or projects.
4. Click OK to perform the alignment and return to the goal detail page.
A hierarchal view of the goal alignment is now displayed in the Alignment section.

Changing the Alignment of an Employee Goal

The alignment of an employee goal is changed to modify the item the goal is aligned to.

Performance > [Navigation bar] Goals

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Performance > [Navigation bar] Goals

1. In the Goal Plan page, under the Goals tab, click the name of the goal or sub-goal for which you want to
change the alignment.
2. In the goal detail page, scroll to the Alignment section and click Clear to remove the existing alignment.
3. You need to click the Disk icon to save before proceeding to the new alignment.
4. Click Align...
5. In the Alignment window, select the category of the item you wish to align the goal to and select the desired
item from the list of corresponding goals or projects.
6. Click OK to perform the alignment and return to the goal detail page.
A hierarchal view of the new goal alignment is now displayed in the Alignment section.

Entering Goal Comments

Goal comments can be entered by both the manager and the employee on an any goal in the goal plan. However, each
user is entitled to modify or remove their own comments, and not the comments entered by the other party.

To take advantage of this feature, the Comments eld must be set to be displayed and editable in the goal plan
template; otherwise, the Comments section will just not be shown in the goal detail page.
Performance > [Navigation bar] Goals
Performance > [Navigation bar] Goals
1. In the Goal Plan page, select the Goals or Competencies tab, depending on the type of the goal and then select
the goal for which you want to enter comments.
2. In the goal detail page, scroll to the Comments section and click Add.
3. In the Add Comment window, enter and format your comment text and click Done.
Repeat this step for each comment to be added.

All comments are displayed under the Comments section of the goal detail page, with the latest one showing at the top
of the list.

Comments can be edited and removed as needed by the author of the comment.

Editing Goal Comments

Goal comments can only be edited by the user who originally created the comment.

To take advantage of this feature, the Comments eld must be set to be displayed and editable in the goal plan
template; otherwise, the Comments section will just not be shown in the goal detail page.
Performance > [Navigation bar] Goals
Performance > [Navigation bar] Goals
1. In the Goal Plan page, select the Goals or Competencies tab according to the type of the goal and select the
goal for which you want to edit comments.
2. In the goal detail page, scroll to the Comments section and hover the comment you want to edit to see the Edit
and Remove buons appear.
3. Click Edit.

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4. In the text editing box, edit the comment and click Done.
The edited comment will be displayed under the Comments section of the goal detail page, in the same order as the
original comment.

Comments can be edited and removed as needed.

Removing Goal Comments

Goal comments can only be removed by the user who originally created the comment.

To take advantage of this feature, the Comments eld must be set to be displayed and editable in the goal plan
template; otherwise, the Comments section will just not be shown in the goal detail page.
Performance > [Navigation bar] Goals
Performance > [Navigation bar] Goals

1. In the Goal Plan page, under the Goals or Competencies tab, select the goal for which you want to edit
comments.
2. In the goal detail page, scroll to the Comments section and hover the comment you want to remove to see the
Edit and Remove buons appear.
3. Click Remove.
4. Conrm the removal by clicking Yes in the conrmation popup.
The removed comment will no longer be displayed under the Comments section of the goal detail page.

Goal and Task Quick Progress Update

The progress of business goals, employee goals and tasks can be quickly updated right from the goal or task list,
providing a quick method to update the completion progress of goals and tasks.

In addition to being able to update the progress via the goal or task detail page, users can also indicate the progression
of their goals directly from the list page and the progression of the tasks related to a goal from the list of tasks in the
goal details page, via the Progress column.

The progress column displays a Start buon when the goal or task status is Not Started and shows a progress bar when
the status is other than Not Started. Clicking on the Start buon updates the status to In Progress. The progress of a
goal is updated by clicking on the down-arrow of the progress bar, which displays a small drop-down window that is
dierent depending on the situation:

• If the measurement type of the goal or task is Qualitative - The progress is updated using a progress slider.
• If the measurement type of the goal or task is Quantitative - The progress is updated by entering the Actual and
Target values. If the progress slider is used, it will update the Actual value.
• If the goal includes tasks - The progress cannot be updated directly from the goal list as the goal's progress is
dependent on the progress of the tasks, which however can be updated directly from the list of tasks within a
goal's detail page.

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Conguration
Goal and task progress update is oered automatically without any conguration.

Updating the Progress of a Goal

The progress of a goal can be updated via the goal detail page or right from the list of goals in the goal plan, under the
Goals or Competencies tab.

Performance > [Navigation bar] Goals

Performance > [Navigation bar] Goals

1. In the Goal Plan page, under the Goals or Competencies tab, locate the goal for which you want to update the
progress.
2. In Progress column, click Start if the progress has never been updated; otherwise, click the right arrow icon to
open the small pop-up showing the progress elds that can be updated.
3. Update the progress using the progress slider or the value elds.
4. Click the print icon.
The goal progress will be updated as entered and will also show in the goal detail page.

Viewing Goal Plan Changes

Viewing goal plan changes provides the ability to see the details of all changes made to the goals included in the
selected goal plan. It is also possible to see the exact goals that were modied by selecting the agging option.

For the agging option to display, the goal plan must have been approved at least once and changes made since.

Performance > [Navigation bar] Goals

Performance > [Navigation bar] Goals

1. In the Goal Plan page, check the Flag added/modied goals since last approval option if you want to see
which goals were changed and if that option is available.
2. Under the History tab, if you have used the ag option, specify whether you want to display all events or just
the new events since the last approval to see the appropriate list of events; otherwise, the events will all be
listed.

Requesting Approval
Both the employee and the employee's manager can access the employee's goal plan and create goals. A manager
can edit and delete goals created by the employee. Both users must indicate their acceptance of the plan before it is
considered approved.

Performance > [Navigation bar] Goals

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Performance > [Navigation bar] Goals

1. In the Goal Plan page, review the employee and competency goals and select More Actions > Request
Approval.
2. In the conrmation window, click OK.
The approval request is sent to the dened approvers, as dened in the approval workow, and will show in the
recipients’ task list.

Approving via Email Requests

Your implementation uses approval request emails with variable links to either development plans, goal plans,
performance reviews, or succession plans.

1. Open the email and click the hyper link indicating it will take you to the object requiring approval.
2. Login to Performance if required or if you are in a single sign-on (SSO) environment you will go directly to the
item.
If you do not have the required security access or there is a problem with the variable link, you will be redirected
to the Performance start page.

3. Select the Approval option to begin the approval process.

Approval will move the item to the next step in the approval process, while rejecting the item will require the employee
to make modications and resubmit.

Printing a Goal Plan

The goal plan can be printed to show complete or partial goal information, as specied.

Performance > [Navigation bar] Goals

Performance > [Navigation bar] > More dropdown > Business Goals

Performance > [Navigation bar] Goals

1. Open the goal plan you wish to print.

2. Click the print icon.
3. In the Print Options window, specify the information you wish to see on the printout by checking the
appropriate options.
4. Click Print.
The goal plan will be opened as a PDF document.

5. User the print function of Adobe Reader to print the document.

The goal plan is viewed as a PDF and can then be printed if so desired.

Goals Fields and Buons

All elds related to employee or business goals in Performance are presented in the table below, along with a
description and related possible values, when predened. Each eld also indicates the type of information it applies to

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and the related header. IMPORTANT - Since most of the elds are congurable and can be set to be shown or not, it is
possible that some elds do not show for some goals.

Field Description Applicable to Header

Icon that allows a manager to Goal Plans

assign a selected goal or sub-goal
to other employees.

Icon that displays the name of the Goal Plans

related goal plan template.

Icon that indicates that new Goal Plans

feedback has been provided in
regards to the goal and has not yet
been read.

Icon that indicates that the Goal Plans

achievement of the goal is critical. Business Goals
 

Icon that indicates that the Goal Plans

achievement of the goal is overdue,
since the due date of the goal is
past.

Icon that indicates that the goal or Goal Plans

sub-goal is not aligned.

Icon that provides access to a list of Goal Plans

all the goals in the goal plan. Business Goals
 

Icon that provides access to a Goal Plans

timeline view of all the goals in the Business Goals
goal plan.  

Icon that provides the ability to add Goal Plans

an element (that being a goal, sub- Business Goals
goal, business project or business  
milestone, depending on the type
of goal).

Icon that provides the ability Goal Plans

to display the details about the Business Goals
selected element.  

Icon that provides the ability to Goal Plans

remove an element. Business Goals
 

Icon that represents a business Business Goals

goal.

Icon that represents an employee Goal Plans

goal.

Icon that provides the ability to Goal Plans

print the business or employee Business Goals
goal plan.  

Actual Value Quantitative measurement Goal Plans Measurement

eld that indicates the actual Business Goals

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Field Description Applicable to Header

completion of the goal, expressed  

as a number with or without
decimals. The Progress percentage
is determined according to the
Actual Value over the Target Value.

Additional Information Title of the section that shows Goal Plans Additional Information
additional information about the
goal that has been dened by the
company. This section will display
all user-dened elds that have
been dened for the goal plan
template. However, if no user-
dened elds were dened, this
section will be empty.

Aligned to Box that shows the business goals, Goal Plans Alignment
manager's goal and/or projects the
goal is aligned to.

Aligned to me List of goals that are aligned to the Goal Plans Alignment
selected employee.

Alignment Title of the section that shows Goal Plans Alignment

alignment information about the
goal.

Business Theme Business theme associated to the Business Goals General

business goal.

Comments Title of the section that contains Goal Plans Comments

comments provided in relation to
the goal.

Critical Check box indicating that the Goal Plans Specications

achievement of the goal is critical. Business Goals
 

Description Text box providing a description Goal Plans Specications

of the goal. The character limit is Business Goals
4000.  

Due Date Indicates the date scheduled for Goal Plans General
the goal to be achieved. Business Goals
 

Employee's Rating Slider bar that allows the employee Goal Plans Rating
to provide his evaluation of the
achievement of the goal. The
employee's rating is visible to the
manager, but not editable.

External Identier Field that can contain an alternate Goal Plans Specications
goal identier.

Goal Detail History Title of the section that shows a Goal Plans Goal Detail History
list of all the events that have been
performed for the goal.

Include in Performance Review Indicates that the goal is Goal Plans Specications
automatically included in the
employee's performance review

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Field Description Applicable to Header

when goals are populated from the

goal plan.

Measurement Title of the section that Goal Plans Measurement

shows information about the Business Goals
measurement of the goal.  

Measurement Text Text box that contains a Goal Plans Measurement

description of the measurement Business Goals
type. The character limit is 1000.  

Measurement type There are two measurement type Goal Plans Measurement
can be selected in the drop-down Business Goals
list. Goals can be measured in a  
quantitative or qualitative manner.
Depending on the measurement
type selected, the elds in the
Measurement section will be
slightly dierent.

Name Name of the goal. Goal Plans General

Business Goals
 

Organization Organization associated to the Business Goals General

business goal.

Owner Indicates who created the goal. Goal Plans General

Progress Dynamic bar that indicates the Goal Plans Measurement

level of progression towards goal Business Goals
achievement.  

Public Check box indicating that the Goal Plans Specications

goal is public. When this option
is not selected, therefore, private,
the goal cannot be seen by
subordinates and therefore cannot
be aligned to.

Qualitative Goal measurement type Goal Plans Measurement

that provides a text-based Business Goals
measurement.  

Quantitative Goal measurement type that Goal Plans Measurement

provides elds to enter a specic Business Goals
target to be achieved.  

Rating Slider bar that indicates the Goal Plans Rating

evaluation of the achievement of
the goal given by the manager.
Note that when an employee
is viewing his own goal, the
manager's rating is not visible to
the employee and the Rating bar
is designed for the employee to
provide his own rating.

Rating Title of the section that shows the Goal Plans Rating
rating information about the goal.

Related Goals Title of the section that lists all the Goal Plans Related Goals
goals

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Field Description Applicable to Header

Show/Hide Line of Sight Buon that shows or hides the goal Goal Plans Alignment
alignment hierarchy.

Specications Title of the section that contains Goal Plans Specications

other identication information
about the goal.

Start Date Indicates the date when the Goal Plans Specications
achievement of the goal starts and Business Goals
from when the progression is being  
calculated.

Status Status drop-down menu of the Goal Plans General

employee goal, which can be Not Business Goals
Started, In Progress, Completed  
and Canceled.

Stretch Value Quantitative measurement eld Goal Plans Measurement

that indicates the stretch value Business Goals
for a goal, which could exceed  
the set Target Value, expressed
as a number with or without
decimals. Note that this value is not
used to calculate the completed
percentage.

Target Value Quantitative measurement Goal Plans Measurement

eld that indicates the level of Business Goals
achievement set for the goal,  
expressed as a number with or
without decimals. The Progress
percentage is determined
according to the Actual Value over
the Target Value.

Weight Field that indicates a weight for Goal Plans Rating

the goal. Goal weights are entered
as whole numbers 0-99. The
system automatically calculates
the number into a percentage and
both are displayed. Weights can be
carried over to the performance
review when goals are copied from
the plan to the review.

Working with Business Goals

Business Goals
Business Goals are qualitative or quantitative statements of an organization's intent or objectives, for example,
“Increase operational eciency 5%.”

If you have Business Goal rights, you can create goals for the organization that you are a member of or for subordinate
organizations.

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All goals have a goal period, a “container” that typically mirrors the time period in which the organization evaluates
employees. During this period, you work at achieving your goals and in most case you are expected to aain the goals
within the period. A goal can, however, span multiple periods.

The Business Goals feature provides three modes: a list of goals, a goal “vCard” that allows for the rapid updating of
progress, and a Gan timeline of goal start and end dates. The Gan view supports drag and drop functionality with
regard to the goal start and end date adjustments. If you “hover” your (mouse) pointer over a goal in Gan mode, a
summary of the goal alignment, dates and progress is displayed. You can access goal details by double-clicking the goal
from any of the three modes.

A business goal can be either quantitative or qualitative. In a qualitative goal, you provide a text-based measurement.
For example, a goal such as “Increase employee visibility into corporate plans”, the measurement could include a
description of training programs to be held and other strategies. In short, a goal does not have a detailed measurement
by which success can be measured. Progress is manually entered for qualitative goals.

In a quantitative goal, you enter a specic target to be achieved. For example, in a goal such as “Reduce employee
voluntary turnover by 5%”, the target is 5%. To measure progress, you must also enter a value. The variance is a
percentage calculation of progress based on the actual value divided by the target value.

Goal Creation Through Alignment

The creation of employee or business goals though alignment provides users with an intuitive way to rapidly create
goals that are in line with the key objectives of the organization or with their manager's goals and to tailor them to
specic needs.

This goal creation option provides the ability to create goals in the way that many businesses work (via top-down
alignment or cascading). Rather than requiring users to create goals from scratch, the creation through alignment oers
the ability to select another business or employee goal and to use that goal as a “template” for creating the new goal.
Key details are copied from the selected goal and the new goal is automatically aligned to the goal that was selected.
The user can then personalize the goal to satisfy dierent objectives.

Creating goals via alignment is oered as an alternative to creating goals from scratch. Therefore, when creating a new
business or employee goal, the user is prompted to select whether to create the goal from scratch or to create it through
goal alignment. If users selects the laer, they are provided with a dialog box allowing them to choose which business or
employee goals they want to align to.

When the new goal is created from alignment to a another goal, the following information is automatically entered and
can be edited if needed.

• Name of the goal

• Description of the goal
• Start and due dates
• Alignment to the goal that was selected to create the current goal

Conguration
Business goal creation by alignment is oered automatically to all users.

Employee goal creation by alignment is oered automatically to all users. However, the type of goal alignment to select
from depends on the goal assignment seings dened on the goal plan template. These seings allow organizations to
determine whether an employee can align to his manager's goals, his projects or the organization's business goals.

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The following table lists the Goal Alignment Seings, found under Conguration > [Performance] Administration >
[Goals Management] Goal Plan Templates .

Seing Name Description

Allow employees to align their employee Seing that indicates if employees are entitled to align their goals to their manager's goals.
goals to their manager's goals

Allow to align employee goals to Seing that indicates if employees are entitled to align their goals to projects.
projects

Allow to align employee goals to Seing that indicates if employees are entitled to align their goals to the organization's business goals.
employee's business organization goals If possible, they can be authorized to align to any business goals, in which case, no sub-seing is
required. If however, employee should only align to business goals of a specic level, the denition of
the sub-seing must be done.

Allow to align employee goals to Sub-seing of Allow to align employee goals to employee's business organization goals
business goals of business organizations
that are below the employee's business
organization level

Allow to align employee goals to Sub-seing of Allow to align employee goals to employee's business organization goals
business goals of business organizations
that are above the employee's business
organization level

Printable Business Goal Plan

A PDF version of the business goal plan is oered to provide a printable version of all the business goals of a business
organization for a given period. The printout can show all the information about all the business goals in the plan or
only some goal information.

The printable version of the business goals is available by simply clicking on the print icon.

Print options are available to specify which information is to be shown on the printout - Goal Details are always printed.

Fields that show no values will not be displayed on the printout version of the business goal plan.

Print Options Description

Goal Details Always shows the name and the description of the goal (whether it be a goal, sub-goal, business
project and milestone when the Business Projects and/or Related Goals print options are also selected)
as well as its start and due dates, status, organization and criticality level.

Measurement Shows the actual, target and stretch values of the progress of the goal, the progress percentage as well
as any specied measurement text.

Alignment Shows the theme the business goal is aligned to.

Business Projects Shows the business projects related to each business goal in the plan.

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Print Options Description

Related Goals Shows the other business goals that are related to the business goal.

Creating a Business Goal

Creating a business goal provides the ability to create and dene business goals to which you can later align the
business projects of your organization.

To be able to create business goals, and to have the Business Goals link under the Navigation bar's More dropdown, you
must have a Business Goal Administrator user type.

[Navigation bar] > More dropdown > Business Goals

1. If a business goal has never been created for the selected organization and business period, click Create to
create the goal plan. Note that the Create buon only appears the rst time a plan is created.
2. In the Business Goals page, click the plus icon.
3. In the Create a new goal window, specify whether you want to create a goal by alignment or from scratch, that
is manually.
◦ If you selected Create a new goal through alignment, click Next to select the goal to align to.
◦ If you selected Create manually, click Next to enter basic information about the goal.
4. Click OK to create the goal and to display the goal detail page in order to enter further goal information.
5. Click the Disk icon to save when complete.
The new business goal is displayed on the Business Goals page.

You can edit the business goal or align it with other business goals, if not already aligned.

Creating a Business Sub-goal

You can create business sub-goals and have them aligned to your business goals.

You can only create a business sub-goal for an existing business goal.

[Navigation bar > More dropdown > Business Goals

1. In the Business Goals page, select the goal for which you want to create a sub-goal and click the right arrow
icon to select Add Business Subgoal....
2. In the Create a new goal window, enter the basic information about the new sub-goal.
3. Click OK to display the goal detail page.
4. Provide extra information as required and click the Disk icon to save when complete.
The new business sub-goal is automatically aligned to the parent business goal and is displayed under the parent goal
on the Business Goals page.

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Editing a Business Goal or Sub-goal

Editing a business goal or sub-goal allows you to make corrections to or update the item.

[Navigation bar > More dropdown > Business Goals

1. In the Business Goals page, click the goal or sub-goal that you want to edit.
2. In the goal detail page, make your changes to the goal or sub-goal.
3. Click the Disk icon to save.
Your changes are saved.

Aligning a Business Goal

You can align a business goal to a theme.

[Navigation bar > More dropdown > Business Goals

1. In the Business Goals page, select the goal that you want to align.
2. In the goal detail page, scroll to the Alignment section and click Align....
3. In the Alignment window, select the category of the item you wish to align the goal to and select the desired
item from the list of corresponding goals or themes.
4. Click OK to perform the alignment and return to the goal detail page.
The goal is now aligned with the selected item.

A hierarchal view of the goal alignment is displayed in the Alignment section.

Realigning a Business Goal

You can realign a business goal to a dierent goal or simply clear the alignment association.

[Navigation bar > More dropdown > Business Goals

1. In the Business Goals page, select the goal that you want to realign.
2. In the goal detail page, scroll to the Alignment section and click Clear to remove the existing alignment.
3. You need to click the Disk icon to save before proceeding to the new alignment.
4. Click Align...
5. In the Alignment window, select the category of the item you wish to align the goal to and select the desired
item from the list of corresponding goals or themes.
6. Click OK to perform the alignment and return to the goal detail page.
The goal is now aligned with the new item.

A hierarchal view of the goal alignment is displayed in the Alignment section.

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Creating a Business Project from the My Projects Page

Creating a business project from the My Projects page provides you with the opportunity to assign a project owner and
assign goals directly to employees working on the project. A project can be created and later aligned to a business goal
or created for another project, where is becomes a sub-project.

[Navigation bar > More dropdown > Business Goals

1. In the My Projects page,

◦ click the plus icon to create a rst-level project, to later align, or
◦ select the project for which you want to create a sub-project and click the right arrow icon to select Add
Business Project....
2. In the Create a new business project window, enter the basic information about the new project.
3. Click OK to create the business project and to display the project detail page in order to enter further
information.
The new business project is created and added to the list of projects in My Projects page. If the project was created
under another project, it will be automatically aligned to the parent project and will be displayed by clicking the arrow
next to the project.

You can perform other tasks such as creating another project or m a milestone for an existing project.

Creating a Business Project from the Business Goals Page

Creating a business project from the Business Goals page oers you the opportunity to assign a project owner and
assign goals directly to employees working on the project.

[Navigation bar > More dropdown > Business Goals

1. In the Business Goals page, select the goal for which you want to create a project and click the right arrow icon
to select Add Business Project....
2. In the Create a new business project window, enter the basic information about the new project.
3. Click OK to create the business project and to display the project detail page in order to enter further
information.
The new business project is added as a project, under the selected goal in the Business Goals page.

Note that when the project is created from a business goal, the project is automatically aligned to the business goal that
was selected.

Creating a Business Sub-project

Creating a business sub-project is used to assign a project owner and assign goals directly to employees working on the
project. Sub-projects can be created for business goals or any other projects.

Performance > [Navigation bar] > More dropdown > My Projects

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Performance > [Navigation bar] > More dropdown > Business Goals

1. In the My Projects or Business Goals page, select the item for which you want to create a sub-project and click
the right arrow icon to select Add Business Project....
2. In the Create a new business project window, enter the basic information about the new project.
3. Click OK to create the business project and to display the project detail page in order to enter further
information.
When a project is created for a business goal or another project, the alignment to the parent item is automatic.

Aligning a Project or Sub-Project

You can align a project to sub-project or to a business goal.

Performance > [Navigation bar] > More dropdown > My Projects

Performance > [Navigation bar] > More dropdown > Business Goals

1. In the My Projects or Business Goals page, select the business project you want to align .
2. In the business project detail page, scroll to the Alignment section and click Align....
3. n the Alignment window, select the category of the item you wish to align the project to and select the desired
item from the list of corresponding items.
4. Click OK to perform the alignment and return to the project detail page.
Your project is aligned to the selected item.

Creating a Milestone
Creating a milestone creates an element that marks the completion of a specic work package or phase. You can create
milestones for business projects.

A project or sub-project need to be created before you can create a milestone and add it.

Performance > [Navigation bar] > More dropdown > My Projects

1. In the My Projects page, select the project for which you want to create a milestone and click the right arrow
icon to select Add Business Milestone....
2. In the Create a new milestone window, enter the basic information about the new milestone.
3. Click OK to create the milestone.
The new milestone is displayed below the project or sub-project.

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HR Administrators Working with Employee Goal Plans

Viewing an Employee Goal Plan
Viewing an employee goal plan allows an HR administrator to access an employee goal plan that is pending, whether
the approval has not yet been requested or the approval is in progress or has been rejected.

Performance > [Navigation bar] > HR Admin > All Goal Plans

1. Filter the goal plans in order to view the desired goal plan.
2. In the result grid, click the name of the corresponding employee.
The Goal Plan page displays and shows the goals associated to the selected employee.

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4 Performance Reviews

Geing Started with Performance Management

Performance Review
A performance review is a formal record of an employee's development and performance for a specic time period.
Typically, it involves a review of an employee's performance and achievements during the most recent period and the
creation of a plan of action for the next period.

The performance review can include a review of goals, competencies and custom sections as dened by the
organization. Custom sections can include items such as key performance indicators, development activities, survey
questions, accomplishments, etc. The performance review is routed through a congurable workow and approval
cycles such that the nal review becomes part of the employee's permanent employment record.

Rating
A rating is an evaluation of an employee's result or progress regarding a goal, competency or any custom item
presented in the performance review. Both the employee and the manager can provide a rating but only the manager's
rating is used to calculate the overall rating of the review.

When the review form is congured by the system administrator, a rating model is dened for the overall rating of the
review. A rating model is associated with each review denition and can be specic for each section and item within
each section or be the same throughout the entire review form.

Users select a rating model from the list of predened rating models, which are part of the Foundation Data needed to
dene a review denition.

The overall rating is composed of three elements and can be congured to be displayed or hidden. In the Performance
user interface, an overall rating is available on the Summary of the review as well as on the Summary of each review
section. When all components are set to be displayed, the overall rating is presented as follows:

1. First, the text value of the rating - which is always displayed when the Show Overall Rating is selected. In this
case, Solid Performance.
2. Then, as the second component, the numerical value of the rating, as dened in the rating model which can be
congured to be shown or hidden with the Show Overall Rating as Numerical Value seing.
3. And lastly, the calculated value of the rating - which can be congured to be shown or hidden with the Show
Overall Rating Value seing.

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The overall rating is calculated based on the ratings and weights of each of the sections after rounding.

Review Rating Reset

Review ratings can be reset to null at both the Review Item level and the Review Section/Overall Rating level. An eraser
icon appears next to rating items that contain a value. Selecting the eraser allows users to "erase" the previously entered
rating and resets that value to 0 - Not Rated Yet. If a review item has not been rated yet, the eraser icon does not display
as there would be no need to reset that item.

Reseing a rating at the Review Item level could potentially impact the Review Section/Overall rating, therefore:

• If the Review Section/Overall Rating is manually overwrien, no recalculation takes place.

• If the Review Section/Overall Rating is system calculated, the rating value is recalculated.
• If all the Review items under a section are set to Not Rated Yet, the Section/Overall Rating would be as well,
based on the system calculation.

At the Review Section/Overall Rating level:

• When the rating is manually overwrien, the eraser icon displays.

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• Selecting the eraser icon in a Review Section/Overall Rating level resets the value to the system calculated
value.
• If all child items are marked as Not Rated Yet, the Review Section/Overall Rating level value shows Not Rated Yet
also.

Review Rating Rounding Mechanism

The conguration of the review rating calculation provides two dierent threshold values, one for the decimal rounding
and the other for the nal rating value, both dened as part of the review denition and review sections.

Each threshold eld is expressed as a percentage and once entered, provides dynamic examples of the possible ratings.

The Decimal Rounding Threshold is used to determine how the calculated average of all item ratings in a section and
the calculated average of all section ratings will be rounded. The Rounding Interval Examples illustrate a sample result
of the selected threshold for one single interval, according to the number of decimals specied.

The decimal rounding threshold process is a purely mathematical operation and in most cases, the threshold will
not require any adjustment from the default value of 50%. Indeed, this value essentially corresponds to rounding up
or down at the .5 limit – which is what almost every single computerized system in the world does by default. The
possible conguration change that could occur for this calculation would be in the number of decimals used. Since the
decimal rounding step is purely based on the raw average, the examples provided in the Rounding Interval Examples are
independent of the chosen rating model.

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The Rating Value Selection Threshold denes a completely dierent step in the process, the one of selecting the
appropriate discrete business specic rating. In this case, it is common for customers to adapt the threshold (typically
upwards) to meet their specic situation. For this part of the process, the rounded value mathematically calculated in
the previous step is used as the input to determine which discrete rating value is appropriate, based on the numerical
value associated to this value. As opposed to the examples given for the decimal rounding threshold, the Rating Value
Selection Intervals shown are dependent on the associated rating model and on the number of decimals, but not on the
Decimal Rounding Threshold itself.

Following are some examples to illustrate the possible rounding processes.

Let's take a review that includes three competencies that are rated 2, 3 and 4. The calculated average here is simple:
(2+3+4)/3=3. The assumption being that all competencies are equally weighted and are all using the same rating model,
which is established as follows:
• 1 for Poor
• 2 for Average
• 3 for Good
• 4 for Very Good
• 5 for Excellent
In another example, slightly dierent, we have three competencies that are rated 3, 4 and 4: (3+4+4) /
3=3.666666666666666 is the raw (unrounded) average.

To determine the rounded average, the calculation will take into consideration the number of decimals and the decimal
rounding threshold value. With the typical Decimal Rounding Threshold of 50%, the rounded average would be:

• Number of decimals=2: 3.666666666666666 becomes 3.67

• Number of decimals=1: 3.666666666666666 becomes 3.7
• Number of decimals=0: 3.666666666666666 becomes 4
• Although it would be a very unusual implementation, using a conguration where the Number of
Decimals=1 and the Decimal Rounding Threshold=75%, the raw average above would become 3.8 (since
3.666666666666666 would be below the threshold of 3.75.
Once the rounded average has been established for items in a section and then for sections within a review, the
system needs to calculate the nal overall rating, which is also based on a threshold value. The Rating Value Selection
Threshold value is used to determine the nal rating that corresponds to the calculated rounded average.

In our example, this second threshold would determine whether the 3.7 rounded average result in a nal rating of Good
or Very Good.

• With a 50% rating value selection threshold, the cut o is at 3.5, so 3.7 rounds to 4 for Very Good
• However, with a 80% rating value selection threshold, the cut o is at 3.8, so 3.7 is lower so it rounds to 3 for
Good
• This is the common case, as some companies do not want employees to “squeeze” into the 'Very Good'
category with just barely a lile more than a 'Good'/'Very Good' average.
In summary, the Decimal Rounding Threshold determines how the raw rating average is rounded to the specied
number of decimals and the Rating Value Selection Threshold determines how that average is translated back to a
rating of the original rating model.

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Conguration
It is suggested to evaluate some nal calculations that could happen for employees and then determine what the proper
overall ratings would be outside of the system, based on the number of decimals and thresholds, and to then to validate
your assumptions with the results of the system.

Review Collaboration
This feature entitles the employee, upon appropriate conguration, to have access to the performance review itself, and
not to a separate self-assessment, therefore having the possibility to edit the review and collaborate with the manager
until the review is completed.

The employee can collaborate with the manager in the review writing process when both the Review Contribution
and the Allow employee collaboration in the main review seings are enabled. When these seings are enabled, the
employee and manager share the same form, providing no distinction between a self-assessment and the manager
assessment. When both the manager and the employee write in the main review, a seing indicates which is assigned
the review rst. The two can then send the review form back and forth to one another.

When both the employee and the manager participate in the review process, and in the same review, it is important to
note that only the person who currently has the authorship may edit the review. If the review is currently assigned to
the employee, the manager cannot edit the review. He will need to take the authorship back from the employee before
editing. This is possible only when the employee sends the review back to the manager.

In contrast, if you prefer the employee to complete a separate self-assessment, the seing to activate is Allow
employee collaboration in the main review.

Conguration
The employee/manager collaboration is enabled via:

• Conguration > [Taleo Performance] Administration > [Performance Reviews] Review Cycles where

you select a review cycle and then a review request. In the review request, in the Process Denition section,
the following seings must be active: Employee Contribution + Allow employee collaboration in the main
review + Employee is the initial writer or Manager is the initial writer
• To dene what is displayed and what is editable in the review form, the related review denition seings must
be set accordingly.

Review - Goal Plan Synchronization

This enables you to keep goal and review information in sync during the initial stages of the review process, until the
employee submits their self-assessment or the manager submits their review feedback.

Calibrating Performance Reviews

Review calibration allows groups of employees to be compared and calibrated against one another in order to ensure
consistency in review ratings.

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Calibration is a two step process that enables higher level managers to calibrate the performance ratings of their
organization's employee reviews and for those reviews to be subsequently revised to beer reect the calibrated ratings.
An HR Admin user who is designated as a calibration owner for a specic performance review, will launch the calibration
process, enabling an employee's initial performance review rating to be adjusted.

While a calibration owner is explicitly assigned to a review request, calibrators are not nominated and do not have tasks
assigned to them. Once the calibration owner launches the calibration process, it should be done in a collaborative
manner amongst high level managers and key stakeholders, making specic system tasks unnecessary. Once
calibration is complete; however, tasks are sent — as typically occurs during the review process — for revising the
comments for calibrated reviews.

Note: Per existing functionality, calibration can only be performed on populations of up to 1000 employees at
a time.

Step 1: Ensure the correct Performance view/manage user permissions have been applied to users you want involved in
calibration.

User Type Permission

Name Description

Performance Reviews > Access administration tools This is required for calibration owners, as only users with this permission
can be selected as calibration owners when conguring a review request.
Each review can have one calibration owner associated with it. Having
administration tools access also typically indicates users who are HR
Administrators.

Performance Reviews > Access via Team Reviews This is required to access the Manager's Performance Reviews screen,
from where calibration is completed.

Performance Reviews > View/Manage > If this user is a higher level As only HR Administrators and high level managers can calibrate, this
manager permission is required for managers to be able to calibrate their direct
report's employees.

Employee Metrics > View/Manage > If this user is a higher level manager These are required to be able to view the employee's metrics which are
used to help determine how their review scores should be calibrated.

Step 2: Performance Review Conguration

i. You must create a Review Request with a Process Denition that includes a Calibrate step. The Process Denition is
displayed in Performance in the Performance Review Workow tab. Calibration always begins at the same point, but
there are three options available for how the steps proceed after it.

In the Process Denition Parameters, the rst part of the Calibration Step (Complete Calibration) does not have
correspondence associated with it. The second part (Complete Revision) does, as it is used for the Revise Employee
Review task which is sent to direct managers after calibration is completed.

Conguration > [Performance] Administration > [Performance Reviews] Review Cycles > Name > Review Request > Process Denition

Name

Draft, Calibrate, Release, Acknowledge and Close

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Conguration > [Performance] Administration > [Performance Reviews] Review Cycles > Name > Review Request > Process Denition

Name

Draft, Calibrate, Approve, Release and Close

Draft, Calibrate, Approve, Release, Acknowledge and Close

ii. A calibration owner must be selected for the review request. Calibration owners are responsible for controlling the
calibration process and ensuring it is launched and completed successfully.

Conguration > [Performance] Administration > [Performance Reviews] Review Cycles > Name > Review Request > Properties

Name Description

Calibration Owner This user should be someone who has access to all employees being calibrated. They need to have
Performance Reviews > Access administration tools permission to be available for selection from the list
and should have the performance review permissions listed in Step 1.

iii. You need to indicate which parts of the review denition are going to be used for calibration. If the overall
performance review score is being used, these seings must be selected.

Conguration > [Performance] Administration > [Performance Reviews] Review Denitions > Seings by Rater

Name Description

Overall rating is used for calibration This must be enabled so the overall score for this review denition can
be calibrated. Selecting this automatically selects Allow to Override
Overall Rating. Disabled by default.

Allow to Override Overall Rating This must be enabled for Calibrator users so they can change the overall
rating of a performance review. Disabled by default.

If goal or competency sections in a performance review are being used for calibration, then these seings needs to be
selected.

Conguration > [Performance] Administration > [Performance Reviews] Review Denitions > Properties

Name Description

Section used for 'Goal Rating' metric This must match the Goal type section used for calibration in Review
Sections. A value is required here to congure charts correctly.

Section used for 'Competency Rating' metric This must match the Competency type section used for calibration in
Review Sections. A value is required here to congure charts correctly.

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Conguration > [Performance] Administration > [Performance Reviews] Review Denitions > Review Sections > Seings by Rater

Name Description

This section is used for review calibration This must be enabled so the score for this section can be calibrated.
Selecting this automatically selects Allow to Override Calculated Section
Ratings. Disabled by default

Allow to Override Calculated Section Ratings This must be enabled for Calibrator users so they can change ratings for
sections (goals or competencies) that are used for calibration. Disabled
by default.

Step 3: Overall Rating Model conguration

Ensure that the model used is consistent between the sections and the overall review rating.

Conguration > [Performance] Administration > [Performance Reviews] Review Denitions > Properties

Name Description

Overall Rating Model This seing controls the rating model used for the overall review score.

Conguration > [Performance] Administration > [Performance Reviews] Review Denitions > Review Sections > Rating Models

Name Description

Section Rating Model This seing controls the overall section score (Goal and Competency). Item Rating Model does not
impact this seing.

Step 4: Chart Conguration

There should be a dierent chart — using one of the three review ratings — associated with the Performance Review
Template for each score (overall, goal section, competency section) that can be calibrated.

You must ensure you select Allow Updates for charts used for calibration.

When you select one of the review rating dimension types for the chart axis, you will be able to associate it with a review
denition. You should ensure you select the same review denition that is used for the reviews you want to calibrate
with the chart. Also, it is best to limit the number of active charts in the Performance Hub and try to use the same rating
model for the calibration charts that are used for the reviews being calibrated.

Conguration > [Performance] Administration > [View Modes] Charts > Axis > Dimension Type

Name Description

Review - Current Review Rating To calibrate overall review ratings, you should have a chart using this
axis.

Review - Current Review Goal Rating (New) If you are calibrating review goal section ratings, you should have a chart
using this axis.

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Conguration > [Performance] Administration > [View Modes] Charts > Axis > Dimension Type

Name Description

Review - Current Review Competency Rating (New) If you are calibrating review competency section ratings, you should
have a chart using this axis.

Note: When you select Review - Current Review Rating for a Dimension Type you should not include Detail
Metrics > Current Review Rating in that same chart, as it means you would be displaying the same value twice.

Performance Chart Mode

The chart mode is available to the performance review and talent pool pages. It allows you to beer visualize and
analyze employees, by presenting them on a bar chart using one data point (dimension or axis value), with associated
detail metrics. Charts can be used for updating employee metrics, review ratings, and calibration.

The chart mode consists of a bar chart that is congured by the client. Each chart can depict the population being
analyzed on a particular metric such as an employee's potential or review rating. The user can view the details of each
employee to further analyze and manage the group. Each bar can be viewed in detail, to see additional metrics for each
individual in that bar.

The chart mode can give access to multiple charts, depending on the charts that were made available when conguring
the related template.

In the context of performance review management, charts are mainly used for analytics and to perform calibration.
Calibration is done at the detail level, where each individuals in a bar is displayed in a list and can be dragged and
dropped into a dierent bar.

The chart provides various information. First, at the top, you get information about the chart as a whole:

• Group Average - Indicates the average value for the metric associated with the current chart for the rated
population. If there is an overridden value for the metric it is used in the calculation, otherwise the original value
associated with the employee is used.
• Company Average - Indicates the average value for the metric associated with the current chart for the entire
company. This is all employees, including those not part of the total population.
• Total Population - Indicates the number of individuals in the chart, including rated and unrated population.
• Unrated Population - Indicates the number of individuals in the chart that are not rated on the metric being
analyzed and therefore not included in a bar.

Then, in the chart itself, information is provided for each bar of the chart, if so congured. Following are the possible
statistics that can be displayed:

• Count - Indicates the number of individuals in chart when hovering.

• Distribution - Provides the percentage corresponding to the number of individuals in the bar over the number
of individuals in the chart (the unrated population is not taken into account in the distribution percentage).
• Benchmark - Provides the expected distribution (as a percentage) for each bar of the chart. The benchmark is
also represented by a line on the chart.

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• Deviation - Indicates how far the current distribution is from reaching the benchmark. The deviation is a
calculation of the current distribution versus the benchmark, based on the number of individuals in the chart
(total population). It indicates how many individuals must be removed (when deviation is positive) or added
(when deviation is negative) to comply with the benchmark.

Each chart can present 1 dimension, which can correspond to any of the 15 available dimensions:

• Competency Rating
• Current Review Rating
• Current Review Section Rating
• Current Review Competency Rating
• Current Review Goal Rating
• Development Overall Progress
• Goal Overall Progress
• Goal Rating
• Performance Review Rating
• Position Critical
• Potential - this metric is customizable. You select the value you want for each division during conguration and
do not set thresholds.
• Promotability Readiness - this metric is customizable. You select the value you want for each division during
conguration and do not set thresholds.
• Risk of Loss - this metric is customizable. You select the value you want for each division during conguration
and do not set thresholds.
• Years in Management
• Years in Industry

The most common metric or dimension used for analysis is the Performance Review Rating, which is set as the bar
chart axis by default.

A performance chart dimension can contain a maximum of 10 divisions or values. For example, a rating review scale can
only have up to 10 levels, or divisions.

Conguration
Charts are optional and must rst be created and then added to the related template.

To have charts available in performance reviews or talent pools, they must rst be created and activated. They must
then be added to the performance review template or talent pool template, depending on where you want to have
access to the chart view mode.

Conguration Actions Paths

To manage existing charts and to create Conguration > [Taleo Performance] Administration > [View Modes] Charts
new ones.

To dene the charts to be available to Conguration > [Taleo Performance] Administration > [Performance Reviews] Performance
users when managing performance Review Template
reviews.

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Conguration Actions Paths

To dene the charts to be available to Conguration > [Taleo Performance] Administration > [Talent Pools] Talent Pool Template
users when managing talent pools.

Performance Matrix Mode

The performance matrix enables an organization to beer visualize and analyze employees, whether by presenting
employees on a cell matrix using two data points (X and Y axis values), or as potential successors in a succession plan or
in a talent pool.

The most common values used for analysis are the Performance and Potential dimensions, which are the axes set by
default. When a matrix is congured and subsequently used, the employees who have been added to the matrix and
have data for each of the dimensions (axis values) will fall into a matrix cell.

The user has the ability to move employees around from one cell to another. This override functionality is very powerful
as the dimension values may not tell the true story. Both the original and overridden cell placement are stored in the
database.

When you edit a performance matrix, action buons are provided for updating the metrics for all employees in a matrix
or you can select to update individuals.

When an employee has been moved in a matrix, an icon indicates their metrics have been overridden. Now you
can choose to update employee metrics and commit the change to their person record. When an update has been
commied, you cannot automatically return the employee to their original cell.

A color palee is available to customize a cell's background color in the conguration module. Also cell distribution
details can be displayed, showing the percentage breakdown of the total number of matrix members in each cell.

A performance matrix can contain a maximum of 5 columns (X axis) and 5 rows (Y axis), for a total of 25 cells.

Each matrix can present 2 dimensions, one for each axis, and each axis can correspond to any of the 11 available
dimensions:

Employee Metrics:

• Employee - Review Rating

• Employee - Potential - this metric is customizable. You select the value you want for each division during
conguration and do not set thresholds.
• Employee - Risk of Loss - this metric is customizable. You select the value you want for each division during
conguration and do not set thresholds.
• Employee - Promotability Readiness - this metric is customizable. You select the value you want for each
division during conguration and do not set thresholds.
• Employee - Years in Management
• Employee - Years in Industry
• Employee - Competency Rating
• Employee - Goal Rating

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Review Metrics:

• Review - Current Review Rating

• Review - Current Review Goal Rating
• Review - Current Review Competency Rating

Review Auto Saving

An autosave feature is oered for reviews so that review information is automatically saved at regular time intervals to
prevent loss of information in case of application time out or when the user navigates between review items.

When the autosave feature is enabled, the system performs an automatic save of the review information after the
dened period of inactivity or at a xed interval, depending of the selected autosave type. In addition, a time stamp
label has been added at the top of the review window to inform the user of the time of the last automatic save.

When enabled by the system administrator, this feature is enabled for all users.

Even when the autosave feature is enabled, users always have the ability to manually save reviews by clicking the Disk
icon.

Conguration
The autosave feature is optional and disabled by default.

To activate the autosave feature, it must be congured via Conguration > [Taleo Performance] Administration >
[Global Congurations] Seings

Seing Name Description Possible Values Category

Autosave Indicates if autosave is being used • Disabled (default value) - Global Seings
and whether it occurs between Autosaving is disabled for the
application.
periods of inactivity (Idle) or at the
same set interval, regardless of • Idle - Autosaving will only be
done after a certain period of
system activity (Automatic).
idle activity has elapsed.
• Automatic - Autosaving
is always on, even if the
user is interacting with the
application.

Autosave Interval Indicates the amount of time • 2 minutes Global Seings

between automatic saves. • 5 minutes (default value)
The autosave interval diers based
• 10 minutes
on the type of autosave.
  • 20 minutes
If Autosave value is ‘Idle', the
interval will be the time before an
autosave is performed when there
is no user activity detected. If the
Autosave value is ‘Automatic', the

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Seing Name Description Possible Values Category

interval will correspond to the time

between each autosave.
 

Oine Reviews
Authorized users are able to download their reviews to work on them locally and upload them directly back into
Performance Management.

For some customers without reliable internet connectivity, or that may share a computer, or for the manager that would
like to work on reviews from the plane, completing Performance Reviews online is not always possible or convenient.
Managers, HR Administrators, collaborators and employees with the appropriate review edit permissions are able to:
• Locally download their own or their employees' Performance Reviews.
• Modify the downloaded Performance Review providing ratings and comments. Comments and Ratings are the
only editable values in the oine review.
• Save modications locally at any time and complete the review in phases.
• Upload the completed reviews back up into Performance Management.

Important considerations when using Oine Reviews:

• Oine Reviews must be enabled in the Conguration.

• The review must be in Draft status to use oine.
• Adobe 11 or higher must be installed; the oine review is a PDF. Microsoft Word or Excel are not supported.
• Users cannot choose which sections to download. The conguration options that are enabled for the online
review are duplicated in the oine review; there is one set of conguration seings.
• History is not supported.
• Summary grids are not supported.
• Batch processing of oine reviews is not supported; one review at a time may be downloaded or uploaded.
• No calculations are performed in the oine review.

Accessing Upload and Download Features

The Download Review and Upload Review options are only displayed if the logged in user has permission to manage
reviews. These authorized users can use the Actions menu to download and upload Performance Reviews. Additionally,
managers can use the Contextual menu in the Review Hub to download and upload reviews.

Rating Calculations

The conguration options chosen for the online review are duplicated in the oine review. This is especially important
in understanding how rating calculations function when downloading and uploading reviews. If a user is able to
manually override calculated scores in the online review, they will be able to do so in the oine review. However, no
calculations are performed in the oine review! Ratings are recalculated at the time of upload only. Overall Rating

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Auto-Calculated and Allow to Override Overall Rating are the two rating congurations that are key in how the ratings
calculations behave between the online and oine reviews.

Seings Navigation

Overall Rating Seings and Seings by Conguration > [Performance] > Administration > [Performance Reviews] > Review Denitions
Rater  

Download and Upload with a Summary Rating Already Calculated

If a user downloads an online review with a summary rating that already has a calculated value, it will display in the
oine review as follows:

If a user changes any of the item or section ratings in the oine review, the summary ratings in the oine review will
not be calculated. However, upon upload, the summary ratings will be recalculated and updated to account for any
changes to the item or section ratings that were made in the oine review. The overridden values will be agged, as
indicated by the exclamation point icon.

Download and Upload with a Summary Rating Manually Set

If a user downloads an online review with a summary rating that already has a manually (overridden) set value, it will
display in the oine review as follows:

If the user does not change the value in the oine review, when uploaded, this manually set (overridden) value will be
maintained and agged as an overridden value in the online review.

Upload with No Value Set for the Summary Rating

If the user erases a summary rating value and leaves it blank in the oine review, when uploaded, the system will
automatically calculate the value and enter the newly calculated rating in the online review.

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Messaging

Process/Action Message Details

Aempting to upload a le Error. Only the PDF le format is supported. If the le format is
type other than a PDF "The le cannot be opened. It can be corrupt or in an not recognized (anything other than PDF) the le cannot
improper format." and will not be uploaded.
 

Aempting to upload a Error. Validations are performed on employee ID and review ID

review PDF, but for the "The le you uploaded does not match with employee to verify that the correct review for the correct employee
incorrect employee and review request selected. Please verify the employee is being uploaded. PDFs are unique per employee
and the review request." review. You cannot change employee name or employee
  information on the PDF.

Date check Warning. The dates of when both the online review and the oine
  review were last modied are compared with each other.
"A more recent update to this review occurred on [[last If it's the case that a modication to the online review
review date + hour]]. The review document you are that's dated after the date of the last modication to the
importing was last modied on [[last form update + oine review, users are warned that uploading the oine
hour]] and will overwrite the current version. Do you wish review will overwrite the current version of the online
to continue?" review.

Fields not found Warning. It may be the case that a goal, for example, was removed
  on the online review while work was being done on the
"We have detected elds on the review document that oine review. Because items cannot be removed from the
were removed and cannot be updated online. Do you wish oine review, when the review is uploaded, the system
to continue updating all other elds?" will reconcile this change by warning the user that some
elds have changed on the online review.

Conrmation before saving Warning. This is a reminder to the user prior to uploading the
upload   oine review, that the rating values and comments that
"You are about to update the review request [[review exist on the online review will be overwrien with the
request name]] for [[employee name]] with the selected values on the oine review upon uploading.
oine review. Do you wish to continue?”

Network or unexpected Error.

error "A problem occurred with the le handling. Please try
again."
 

File validation File Validation. This displays once a user selects Upload.
"File validation in progress..."
 

Review upload Review upload. This displays once a le is validated and while the review
"Review upload in progress..." is being uploaded.
 

Upload completed Upload completed. Once the review upload process completes successfully,
"Your review has been successfully uploaded." this message is displayed.
 

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Conguration

• Adobe 11 or higher must be used for the Oine Reviews feature to render properly and as expected.

Note: Browser seings and Adobe versioning determine where and how the PDF reviews are saved
and rendered.

• There is a company seing in the Administration pages to enable oine reviews. This is a private seing; only
Support users are able to view and edit this.

Type Permission

Name Location

Enable Oine Review Conguration > [Performance] > Seings > [Product Seings] >
Enable Oine Review

Downloading an Oine Review

Downloading a Performance Review allows authorized users to access and edit reviews oine in a PDF format.

The Performance Review must be in Draft status to download the review oine. The user must have proper permissions
to be able to download the review; if not, the download and upload menu options will not display.

Performance > [Navigation bar]  > Reviews

Performance [Navigation bar] More dropdown Team Reviews

1. Select Performance Review to be downloaded.
2. From the Actions menu, select Download Review.
3. Save the PDF to a location of your choice.
The Performance Review is now available oine in a PDF format and ready for editing.

Uploading an Oine Review

Uploading a Performance Review allows authorized users to upload reviews that have been edited oine. At the time of
upload, changes made oine are updated and recalculations performed when applicable.

The user must have proper permissions to be able to upload the review; if not, the download and upload menu options
will not display.

Performance > [Navigation bar] > Reviews

Performance > [Navigation bar] > More dropdown > Team Reviews

1. Select Performance Review to be uploaded.
2. From the Actions menu, select Upload Review.
3. Browse to the PDF to be uploaded back into Performance Management and click Upload.
The system performs several validations on the le to be uploaded. For example, if the review of a dierent
employee other than the one selected in the application is selected to upload, users will receive an error
message and the upload will cease. It is important to pay aention to the validation warnings and errors as data
can be lost.

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4. Read the conrmation message and click Conrm when satised this is the correct review and action.
The latest version of the Performance Review, including oine edits, is in the Performance Management application.

Working with Performance Reviews

Performance Review Management View
When performance reviews are accessed via the Navigation bar > More dropdown > Team Reviews link, the user is
presented with a list of reviews, which oers a new management view that can be used to display a specic group of
reviews and to take action upon multiple reviews at once if needed.

The management view of performance reviews is similar to the view oered to administrators in the HR Administrator
Tools, but with dierent lters. This view is only available when reviews are accessed via the Team Review link for users
who have the appropriate user type permission.

This management view is the solution for managers who need to have access to aggregated review information on
employees they are responsible for. Instead of working on each individual employee review, the management view
allows the user to have an overall appreciation of the review process and perform review related actions or tasks
(individually or in batch).

The performance review management view is the starting point to perform calibration of reviews.

The performance review management view also oers a lter panel with various elds and metrics available to user.
This allows the user to narrow down the displayed reviews according to a desired criteria. The user can then reduce the
scope of employee reviews he has access to and view the resulting reviews in any of the views oered - list, matrix or
chart. The list view is displayed by default. As for the matrix and chart views, their availability depends on whether the
performance review template has been congured to include these views or not.

The actions that can be performed depend on the user's user type permissions and the permissions granted upon
review conguration.

Conguration
This feature is optional. The related user type permission must be granted.

The access to this management view of performance reviews is only available via the Navigation bar, More dropdown,
Team Reviews link.

User type permissions required to entitle users to access the management view of performance reviews:

Permissions Conguration > [SmartOrg] Administration > [Users] User Accounts

Permission Name Seing Description

Performance  > Performance Reviews > Access via Manager Center This permission grants the user access to the Performance Review
Management view, from the 'Team Reviews' link displayed under the
Navigation bar's More dropdown. heading. However, the user needs
viewing and/or managing rights to performance reviews to be able to
view/manage reviews.

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Permissions Conguration > [SmartOrg] Administration > [Users] User Accounts

Permission Name Seing Description

Performance  > Performance Reviews > View This permission is required for the user to have the right to view reviews.

Performance  > Performance Reviews > Manage This permission is required for the user to have the right to manage
reviews.

In the Performance Reviews section of Performance Administration, there is a new link called 'Performance Review
Template'. This template determines the chart and matrix views to be available in the performance review management
view. There is only one default performance review template conguration that is applied for all users. This template is
always active and cannot be deleted.

Filtering Reviews
Performance review lters are divided into Basic lters and Advanced lters that enable managers and HR
Administrators in the Performance Hub to focus on a specic set of employees, who they can subsequently perform
batch actions on or calibrate their reviews.

Basic Filters - Are unique to reviews and include Review Cycle, Review Request, Include Direct Reports, People, and
Review Steps.

Advanced lters - Are found in dierent modules and the lters that are available will vary depending on which
modules are enabled in your implementation.

Default Logic for the Review Cycle and Review Request Filters.

When a manger or higher-level manager opens the Performance Review page from the Navigation bar, More dropdown,
Team Reviews option, the following processing logic occurs:
1. The My Direct Reports option is selected by default.
2. This generates a list of review items for employees who are the direct reports to the login user.
3. Based on the list of employees, the system gures out what is the latest review cycle and populates the value in
the Review Cycle lter.
4. Based on the latest review cycle, the system gures out what is the latest review request and populates the
Review Request lter.

Manager A has three direct reports: Employee 1, Employee 2 and Employee 3, where:
• Employee 1’s latest review cycle is 2011 and review request is Marketing Review.
• Employee 2’s latest review cycle is 2012 and review request is R+D Review, May/2012
• Employee 3’s latest review cycle is 2012 and review request is Sales Review, Sep/2012
When Manager A logs in and opens the Performance Review module they will see “2012” showing under “Review Cycle”;
“Sales Review” under “Review Request”; and the list of employees will show Employee 3.

Performance Review Filters:

A - Review Cycle and Review Request are preloaded by default. Unlike some of the others, these lters must always
have values selected, which is why one of the values is Not Set. The options available in the Review Steps lter are

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dependent on these values. When the Review Cycle lter is set to Not Set the Review Request lter options are
disabled. Once the Review Request is set to anything other than Not Set, the Review Steps are disabled.

B - Exclude my direct reports is set to No by default. Seing it to Yes is useful when working with your direct reports to
calibrate their employees if you do not want them to see their ratings.

C - People provides the ability to see all employees in your organization, your direct reports, or specic employees
and their direct reports. By default My direct reports is selected and they are displayed in the list. Up to eight direct
reports are displayed by default in the lters. You can display up to sixteen direct reports by selecting Show More and
collapse it back to the default view by selecting Show Less. When you select a direct report, they and all employees
under them are displayed in the list. Selecting Other will display that employee and everyone within that persons part
of the organization. You must always select one of these lter options, regardless of any other selected lters, including
the advanced lters. If you clear the People lters and click refresh, the My organization lter option is automatically
applied.

D - Review Steps lters enable you to display only those employees who are currently at a specic step in the
performance review workow. The available steps are related to the chosen Review Request. Selecting a step will display
users with Employee Review Statuses of the previously completed step. For instance, selecting Revision Step displays
employees with a status of Calibrated and selecting Writing Step displays employees with at Draft status.

E - Show advanced lters displays the congurable lters, which are used in dierent modules throughout the system.
The Employees section in advanced lters no longer has the currently logged in user populating the Manager lter, by
default.

Note: If there are more than 1000 reviews, the rst 1000 are displayed and you will subsequently need to
rene your lters to see the remaining reviews.

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Conguration
Basic lters cannot be congured, while Advanced lters — which are used throughout the system — are congured via
Conguration > [Performance] Administration > [Global Congurations] Filters.

To Filter Performance Reviews

Performance > [Navigation bar] Reviews

1. In the Filters panel of the Performance Reviews page, select the lters that will allow you to show the desired
reviews.
◦ Click the Refresh icon to launch the search and refresh the results.
◦ Make sure to clear the existing lter values by clicking the Eraser icon; otherwise the previous lters will
be selected by default.
2. If the number of reviews listed is too large, you can reduce the number of results by further rening the lters
and repeating the previous step.
In such a case, do not click the Eraser icon so that the second set of lters is applied to the previous result.
The reviews listed should correspond to the ltering options you have specied.

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From the list of review, you can perform various batch actions, calibrate review ratings or employee metrics or just view
the reviews in a dierent mode.

Mid-Year Review Reference

To ease the review process, users are able to quickly access ratings and comments captured in mid-year reviews directly
within the focal annual review.

The mid-year review reference allows users to view information from their mid-year review within the context of
completing their annual review without having to navigate away from the annual review page. The mid-year review tab
displays mid-year review information side-by-side with the annual review for each corresponding review item for which
there is a match.

While an employee is completing their own self-assessment, they can view information from both their manager's mid-
year review of their performance as well as their own mid-year review.

While a manager is completing a review for one of their employees, they are able to view information from that
employee's self-assessment, if available, as well as from the employee's mid-year review.

The mid-year review reference is supported in downloaded oine reviews and is reportable from Native Reporting as
part of the annual reviews. The mid-year reference information is available for:
• Overall section
• Review sections
• Section items
• Review sub-items

The following scenarios detail messaging and system behavior when handling the mid-year review reference:

• When the ratings and/or comments are not available for certain items or sections, messaging will indicate this
is the case, but the mid-year review tab will still display.
• When the user does not have access to the mid-year reviews, they will receive a message indicating, "No access
to mid-year review."
• When the mid-year review is canceled after the mid-year review reference is generated, the message, "Mid-year
review is not available" will display. The same message will display when any of the review items are no longer
valid such as if an item is removed from either the annual review or the mid-year review.
• The mid-year review form does not need to be closed out in order for ratings and comments to dynamically
update the annual review form.
• If a mid-year review item is deleted, it is referenced from the annual review, therefore, messaging will indicate,
“Mid-year review item is not available.”

Printing

The mid-year review option will only display in the Print Options when the mid-year review reference is enabled. The
mid-year review information will display beneath the annual review on the print-out.

Conguration
To simplify the conguration process, the mapping of the annual reviews to the mid-year reviews is done automatically.
Only one mid-year review per employee will be mapped. When multiple mid-year reviews exist for a single employee,

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the mid-year reference generation will be based on the most recent mid-year review within the same focal review
period.

For the mid-year review reference feature to function properly, the following criteria must be met:

• Mid-year review start and end dates must be within the same annual review period.
• The same review section codes need to be used in both the mid-year and the annual review denitions.

The mid-year reference is created during the annual review generation. The mid-year review reference only displays
in annual reviews if the Include Mid-Year review option is selected in the conguration. The Include Mid-Year review
checkbox is only available for the annual reviews.

User Type Permission

Name Location

Include Mid-Year review Performance > Conguration > [Performance] > Administration >
Review Cycles> (select Review Cycle) > [Review Requests] > (select
Review Request) > [Seings]

Review Completion Indicator (Bubble)

The review completion bubbles and their corresponding hover text, Rating and Comment, in the Performance Review
Overview area reect how the review item has been congured. This provides a visual cue as to whether items in the
Performance Review are mandatory and whether they are complete.

The indicator behavior logic is based upon whether comments or ratings are available in the review item. For example,
if only ratings are available in the review item, the review completion indicator will show that item is complete once the
rating has been entered. The bubble always reects whether there are still items, ratings or comments, left to complete.
The hover text reects what has been completed, and what is required.

Mandatory information is agged with an asterisk, while optional information is not.

The following image shows an example of the Review Completion Bubble completely unlled, meaning that both
rating and comments are enabled and neither are completed. Additionally, the hover text shows that comments are
mandatory.

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This next image shows an example of the Review Completion Bubble half lled, meaning that both Rating and
Comments are enabled and one of the two is complete. Additionally, the hover text shows that Rating is complete,
indicated by the green check mark. Neither Rating or Comments are mandatory as there is not an asterisk next to either.

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The following image shows the various Review Completion Bubble and hover text combinations.

Note: If either ratings or comments, or neither, are enabled for the review, the hover text displays accordingly.
In the example shown below, ratings is disabled, but comments is enabled, so hover text only displays
comments. Notice also in the example shown that comments are optional, as indicated by the lack of an

asterisk icon.

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Conguration
Review Rating and Comments must be enabled in the Review Denition for the Review Completion Bubble and hover
text to display.

Completing a Self-Assessment
Completing a self-assessment allows you to evaluate your own performance. Aspects of the self-assessment, such as
when it is assigned to you are congured in the review's workow.

You can complete a self-assessment if one has been assigned to you and is displayed in My Tasks.
1. In My Tasks, from the Show list select Self-Assessment.
2. From the Tasks list, select the relevant item.
3. From the Summary window, select Performance Review.
4. The Overview section of the review is displayed.
5. Click Access the review to go to the section summary and begin lling out your self-assessment.
6. Read through the entire review and in the Sections segment of the form select the items that require self
assessment.
7. In your information section for an item, under the Weight eld use the rating bar to select the appropriate value.
8. If comments about your rating are required or desired, double-click the Comments eld and enter your text.
If you are uncertain about the text to enter, you can use the Writing Assistant from the Toolbox to obtain a list
of existing texts. These texts can often guide you in providing appropriate comments. The Writing Assistant is
only available if the related seing has been activated for employees.
9. Make sure to click Disk icon to save your ratings.
10. Depending on the review's workow conguration, your manager may be able to add additional items to your
review, which are indicated with a plus icon. You must select the item and click Add to ensure it is included in
your performance review.
11. If you are required to release the review to the manager, click Complete Write Self-Assessment and enter any
additional comments and click OK.
Note that whenever a review is closed, by you or automatically, you can no longer edit it.

If you completed the task successfully, a message to that eect is displayed. When the self-assessment is complete,
your tasks in the Workow tab display a green circle.

Sending a Review Back to an Employee

A manager might need to send a review back to an employee when, for example, the employee's self-assessment is
incomplete or the employee wants to change some ratings. This task can only be performed on one review at a time.

Managers must be allowed to restart the review workow for this review request. The review must have been completed
and submied by the employee, but not yet submied by the manager.

Performance > [My Tasks]

Performance > [Navigation bar] Reviews (select Others...)

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Matrix managers are also entitled to send a review back to an employee, the same way the original manager can.
1. Find and open the desired performance review.
2. In the Performance Review, from the Actions pull-down list, select Send Review Back to Employee.
The review will be sent back to the employee and will be reset to a Draft status.

Approving an Employee's Performance Review

If a performance review workow includes an approval process, the approvers specied in the review request can
verify and approve or reject the manager's performance review of the employee and the employee's self-assessment
(provided the laer is also part of the workow).

Someone specied you as an approver in a review request.

1. Select the review you want to approve in Performance or via email:
◦ Filter My Tasks, by selecting Employee Performance Review, choose one of the submit for approval
tasks, and then select Performance Review from the Summary Information panel.
◦ Open the approval email and click the link for the performance review. If you are in an single sign-on
(SSO) environment you will go directly to the review, otherwise you will need to login to Performance
before being directed to the review.
2. In the Performance Review, the Overview section of the review is displayed.
3. Read through the entire review and verify the provided ratings and comments.
Note that no editing is possible in the approval task.
4. Click the Decide on Approval to display the Approval dialog box.
5. Enter comments and click Approve to progress the review to the next workow stage or click Reject to return it
to the previous stage.
If you completed the task successfully, a message to that eect is displayed. Also, the approver's task in the workow
status bar displays a green circle.

Calibrating Reviews
Calibrating reviews involves launching the calibration phase, performing calibration on employees, revising comments
on calibrated reviews, and ending the calibration phase.

Calibration occurs after the draft step of a performance review, when managers and employees have completed their
assessments, but before the review progresses to the approval or release step.

Launching Calibration
The calibration owner of the review request for the reviews to be calibrated, is responsible for launching the calibration
process.

Once an acceptable number of reviews have successfully passed through the writing step of the review workow, the
calibration owner can launch calibration and move reviews to the calibration step. Typically the calibration owner will
meet with key stakeholders and calibrators to conrm the company's review process has progressed far enough to
begin calibration.

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Launch Calibration is only available in the Performance Hub when the logged in user is the calibration owner of the
selected Review Request, and there are employees associated with that request who have not been progressed to the
calibration step.

When calibration is launched, all reviews in the draft step will be moved to the calibration step, whether the manager
has submied them or not.

Calibration Rating Lock

During calibration, the entire review is locked and calibration rating changes are tracked in the Review History.

A review under calibration is only editable by a Calibrator. Review authors are not able to make any changes to the
review during calibration. After a review is submied, it is locked to all review authors. During the Calibration phase of
the review process, only Calibrators are able to modify the calibrated section ratings. During the Revise phase of the
review process, all the calibrated section ratings remain locked, but non-calibrated section ratings, item ratings and
comments are open to review authors.

Calibration Flags

Calibration ags denote whether a rating is calibrated with or without change. These ags apply to any Calibration
section and to the Review Overall Rating. Any of the following three ags can be seen in the Review Summary section
and in the Overall Rating section, depending on the review workow step:

• Overridden value

• Calibrated with Change

• Calibrated without Change

Calibration Events History Tracking

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The Review History tracks all of the events related to the overall and section ratings. Any event that involves a change to
a section rating used for Calibration or to the Overall Rating is recorded in the Review History. The following events are
tracked in the Review History:

• Review Section Rating Assigned

• Review Overall Rating Assigned
• Review Section Rating Changed
• Review Overall Rating Changed

Note: The calibration ags are not supported in print.

Matrix Review Metrics in Active Reviews

Managers and HR Administrators are able to use the Performance Matrix, or 9-Box, in addition to charts to calibrate and
make changes to the Current Review Rating, Current Review Goal Rating and Current Competency Rating scores on the
Performance Reviews during the calibration or other phases of the review workow.

The Performance 9-Box dynamically updates current Review Metrics within active Performance Reviews in addition to
the Employee Metrics that are updated in the Talent Prole. These additional 3 Review Metrics allow users to evaluate
and visualize their employee's work performance based on a total of 11 dierent dimensions pulled from both the
Performance Review and the Talent Prole.

Review Metrics:

• Review - Current Review Rating

• Review - Current Review Goal Rating
• Review - Current Review Competency Rating

Employee Metrics:
• Employee - Potential
• Employee - Risk of Loss

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• Employee - Promotability Readiness

• Employee - Years in Management
• Employee - Years in Industry
• Employee - Review Rating
• Employee - Goal Rating
• Employee - Competency Rating

Updating Review Metrics vs. Updating Employee Metrics

As users work their way through the calibration process, it is critical to understand system behavior and messaging.
Employee Metric changes made on the 9-Box will not update the Talent Prole until the Update Metrics buon is clicked.
Until that action is manually taken, the changes made remain conned to the 9-Box. However, Review Metric changes
are automatically applied to the Performance Reviews without taking any further action. As the changes to Review
Metrics are made on the 9-Box, the system is automatically, dynamically updating the Performance Reviews to reect
those changes. Each time either an Employee Metric or Review Metric is changed on the 9-Box, this is indicated by the
employee name appearing in a dierent color. Only Employee Metric changes are indicated by the overridden icon. The
overridden icon does not display for Review Metric changes only because the updating is dynamic; an override doesn't
actually happen. If no changes have been made, either to the Employee Metrics or the Review Metrics, the Update
Metrics buon is disabled and the message, No metrics have been changed displays.

Note: The color highlight that appears when changes are made to employees disappears if users navigate
away from the page.

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9-Box with No Changes

If only Employee Metrics are modied, the Update Metrics buon is enabled and Apply metric changes displays. Also
note that the employee that's been modied is highlighted in a dierent color and the overridden icon displays.

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9-Box with Employee Metric Changes Only

If only Review Metrics are modied, the Update Metrics buon is disabled and as the changes have already been applied
to the Performance Review, Changes highlighted below displays. Also note that the employee that's been modied is
highlighted in a dierent color but the overridden icon does not display.

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9-Box with Review Metric Change Only

When both the Employee Metrics and the Review Metrics have been modied, the Update Metrics buon is enabled.
Users must click this to update the Talent Prole. Apply Metric Changes displays as a reminder. Changes are highlighted
below also displays to denote that the Performance Reviews have been updated.

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9-Box with Both Employee Metric and Review Metric Changes

Conguration

Type Permission

Name Location

• Review - Current Review Rating Conguration > Administration > [View Modes] > Matrices
• Review - Current Review Goal Rating
• Review - Current Review Competency Rating

As has always been the case, users must rst dene and activate their Calibration matrices, then add those matrices
to the Performance Review Template. Once one of the new 3 Review Metrics is selected in the Axis Editor, the users
are prompted with the following message, "Review Denitions Selector: You can select a review denition from which
the rating model dimensions can be taken. Do you want to open the "Review Denition" selector now?" It is highly
recommended that users select Yes so that the Matrix' dimensions are mapped to the correct Review Rating scale.
Because normalized scores are used, mapping the Matrix dimensions to the Review Rating scale will ensure optimum
results when using the Matrix for calibration. If dierent Review Rating scales are to be used for Review Ratings, it is

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recommended that 1 matrix is created per Review Denition. For example, if a Review Denition for an executive is a 3-
point scale and a Review Denition for an employee is a 5-point scale, using 2 matrices is recommended to deliver the
most accurate results.

To Launch Calibration
You must be the calibration owner for the review request and it must have the Calibration step in its workow.
Performance > [Navigation bar] More dropdown > Team Reviews
1. Select the Review Cycle and Review Request you want to calibrate and click the Refresh icon.
It is possible that no employees are displayed. This does not prevent launching calibration.

2. Click Launch Calibration.

A message is displayed indicating how many employees will be moved from the writing step to the calibration
step.

3. Click OK.
A message is displayed indicating you can see the progress of the action from Show Process History.
All of the employees associated with the review request are moved to the Calibration step.

High level managers of those employees can now begin calibrating their reviews.

Performing Calibration
Once calibration has been launched, calibration owners and high level managers can use charts in the Performance Hub
to calibrate employees.

Only charts which use Employee - Review Rating, Employee - Goal Rating, or Employee - Competency Rating can be
used for calibration. Which of the three your company uses will depend on your implementation.

When you show bar details you can see the employees and the metrics that have been included with the chart, to beer
judge where they should be placed in the chart.

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Calibration can be done for individual employees by selecting a Current Review Rating and Current Section Rating value
in the list. To calibrate up to twenty employees at once, you can select them from the list and drag and drop them into a
bar column.

To Perform Calibration
HR Administrator must have launched calibration.

Must be a higher-level manager to calibrate reviews.

Performance > [Navigation bar] More dropdown > Team Reviews
1. Select the Review Cycle and Review Request you want to calibrate and other criteria to focus on the
employees you want to calibrate and click the Refresh icon.
2. Select the required charts from the Charts list.
There can one or more charts required for calibration, depending on the number of sections in the review
requiring calibration. There needs to be a separate chart for each rating being calibrated.
3. Select the employees from the list and drag and drop up to twenty of them in the appropriate chart bar.
or
From the current rating column, select the rating from the list for individual employees.
Both the bar chart and the current rating column are updated accordingly.
Each review section rating requiring calibration now has an overridden rating and when viewing the list of employees
associated with the review in the list in the Performance Hub, their status is indicated as Calibrated.

The reviews can now be revised by the direct manager and the employee and subsequently the calibration owner can
end the calibration process.

Ending Calibration
Once employees' review scores have been calibrated, the performance reviews can progress to the Revision step.

Calibration can be ended using one of two options: Finish Calibration or Complete Calibration. Finish Calibration is
a batch action that takes all employee reviews associated with the review request and moves them to the Revision
step. Finish Calibration is a batch action available to the calibration owner from the Performance Hub, that moves all
employees associated with a review request to the Revision step. Complete Calibration is available to HR Administrators
and calibration owners, who can select specic employees to move to the next step.

Note: When nishing or completing calibration you must ensure that each employee has been given a
calibrated rating for each section of the review used for calibration.

Once the calibration phase is over, employees and managers can nish writing reviews that were still in draft stage,
when calibration was launched. The Employee Review Status is indicated as Calibrated and the employee's direct
managers will then receive tasks for completing the revision process.

During the revision process, managers can add comments to any items; however, ratings that were used for calibration
are locked down and displayed in read only. Sections and items that were not used for calibration can still have their
ratings changed. Once revisions are done they have a status of Revised, the reviews can be progressed to the next stage
of the workow, such as Approve or Release.

To End Calibration
You must be the calibration owner for the review request and it must have the Calibration step in its workow.

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Performance > [Navigation bar] More dropdown > Team Reviews

1. Select the Review Cycle and Review Request you want to end calibration and click the Refresh icon.
It is possible that no employees are displayed. This does not prevent launching calibration.
2. Click Finish Calibration.
A message is displayed indicating how many employees will be moved from the calibration step to the
complete revision step.
3. Click OK.
A message is displayed indicating you can see the progress of the action from Show Process History.
The reviews have been moved to the next step in the review workow, which will be either Release or Approve.

Adjusting a Review During its Approval

Adjusting a review during its approval allows an HR administrator to make changes to the review.

For an HR administrator to be entitled to edit a review, the calibrator seings granting those permissions must be active.

[Navigation bar] > HR Administration dropdown > All Reviews

1. Select the lters that will display the desired review.
2. In the result grid, click the name of the employee whose review you want to adjust.
3. Once the Performance Review page is displayed, go to the section of the review to be edited and make the
desired change.
If edits are not possible, this means that you have not been granted with calibrator rights.
4. If Performance is congured to run a Language Check, it can be selected from the Actions menu.
The language contained within free text elds of the review can be checked manually for inappropriate phrases.
5. Once all changes made, click Save.
The performance review will show the changes made.

Requesting Additional Ratings

Requesting additional ratings from other raters is similar to requesting feedback for a goal, competency or custom item:
the purpose is to help you beer evaluate an employee's performance. The ratings the raters provide are included in the
review.

The Request Multi-Rater seing must be selected in the review request. The Request Multi-Rater feature is then
available for selection in the Actions menu.
1. Open the performance review for which you want other people to submit ratings.
2. In the Actions menu, click Request Multi-Rater.
3. In the Request Feedback window, click To... to select a recipient for your feedback request.
4. Click the calendar icon and then click the due date.
5. To change the priority, click the current priority value and then click a new value from the list.
6. Check the check box next to the items for which you want feedback.
7. As needed, enter a comment or edit the default one (if one is provided), and format the text with the available
editing options.

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8. Click Send Request.

The recipients receive a feedback request in My Tasks. As recipients provide a rating for each of the requested items and
send the feedback, the ratings and any comments the raters might have included are displayed in your Feedback panel
of the review and in the review form.

Collaborators Participating in Review Writing

When an employee is designated as a review collaborator by an employee's manager, that employee can participate in
the review writing process.

Users who manage reviews can now have other employees collaborating in the review writing process by making them
collaborators. Compared to review raters, who mainly provide comments via feedback requests (not part of the review
itself), review collaborators are entitled to enter comments right into the review form.

To be entitled to participate and edit a review, users other than the employee and the employee's manager must be
made collaborators, even matrix managers.

Therefore, for matrix management purposes, matrix managers must also be review collaborators. Depending on when
the matrix management relationship was established, there are two possibilities:
• If the matrix management relationship was created prior to review generation, the system automatically makes
the matrix manager a collaborator.
• If the matrix management relationship was created after review generation, the system does not automatically
make the matrix manager a collaborator. The user has to manually add the matrix manager as a collaborator.

When the system is about to generate reviews according to the review denition, review cycles, and review request
congurations, it proceeds as follows:

• The system creates the reviews.

• For each review, the system assigns the employee and manager author of the review.
• The system veries if there are matrix managers for the selected employee.

◦ If the system nds that matrix managers currently have access to the employee, the system designates
those matrix managers as collaborators of the review.
• The system completes the creation of the review.
• The system updates the security relationships for this new employee review. Collaborators have ownership on
the review as the manager author and the employee do. Matrix managers have matrix management access.

When a review has multiple participants, which could be the primary manager and collaborators, all users can work
simultaneously on the review. However, it is the rst user who saves that will have his changes saved. The second user
who aempts to save will be prompted with a message informing him that the review has been updated by another user
and that he needs to refresh the review before making/saving his changes.

Review collaborators can be added or removed via the Manage Review Collaborators action.

Task Assignment

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When a collaborator is added to a review and asked to participate in the review writing process, he gets informed of the
tasks to perform via his Task List. Two tasks can be assigned:
• Write Employee Review - when the review is still in a Draft status and not yet submied for approval and also
when the review has been resent to the employee and reset to Draft by the manager
• Reopen for Approval - when the review has been rejected and resent to the manager.
The task is assigned when the review is generated and collaborators are already present, or when collaborators are later
manually added to the review.

Following is a table listing all the actions than can be performed by matrix managers versus those allowed to review
collaborators.

Review Collaborators v. Matrix Managers

Task or Action Tasks that can be done by a collaborator Tasks that can be done by a matrix manager*

Write Employee Review (initial, rejected or Yes No

restarted review)

Submit for Approval No Yes

Reopen for Approval No Yes

Decide on Approval No No (Unless the matrix manager is dened as an

approver in the review workow or the original
approver has delegated his tasks to this matrix
manager.)

Release Employee Review No Yes

Request Acknowledgment No Yes

Acknowledgment No No (The matrix manager cannot acknowledge the

review on behalf of the employee even if the "Allow
manager to override employee acknowledgment"
seing is active in review process denition.)

Send Review Back to Employee No Yes

Cancel Review No No

Transfer Review No No

Manage Review Collaborators No No

Notied of task ‘Write Employee Review’ Yes Yes

or ‘Reopen for Approval’ via Task List

Notied of task ‘Submit for Approval’, No Yes

‘Release’, ‘Request Acknowledgment’ or
‘Close’ via Task List

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Note that if a matrix relationship is created before review generation, the matrix manager is automatically added as a
review collaborator and therefore be able to perform the tasks allowed to collaborators.

Conguration
For users to be entitled to manage collaborators, they need to have the following user type permissions:

Permissions Conguration > [SmartOrg] Administration > [Users] User Accounts

Permission Name Seing Description

Performance  > Performance Reviews > View This viewing permission allows the user to view performance reviews.

Performance  > Performance Reviews > Manage This managing permission allows the user to manage performance
reviews, which is required to perform review rating calibration.

For users to be entitled to act as collaborators, they need to have the above mentioned user type permissions, and more
precisely with the following condition:
• If this user is one of the authors

To Add a Review Collaborator

A review collaborator is added by an employee's manager so that person can participate in the writing process of the
review.

Performance > [Navigation bar] Reviews

Performance > [Navigation bar] Reviews

1. Open the performance review you want to add collaborators to.
2. From the Actions menu, select Manage Review Collaborators.
3. In the Manage Review Collaborators window, click the Plus icon.
4. In the People Selector window:
a. Select the search options required to nd the desired people.
b. Select the desired collaborators in the Search Results box.
c. Click the Right Arrow icon to add them to the Selection box.
d. If you want to automatically add the direct reports of the selected persons, check the Include Direct
Reports option.
e. Click Select.
5. Back to the Manage Review Collaborators window, click OK.
The collaborator will be informed of the task to do via the Task List.

To Remove a Review Collaborator

A review collaborator is removed by an employee's manager so that person can no longer participate in the writing
process of the review.

Performance > [Navigation bar] Reviews

Performance > [Navigation bar] Reviews

1. Open the performance review from which you want to remove one or multiple collaborators.

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2. From the Actions list, select Manage Review Collaborators.

3. In the Manage Review Collaborators window, select the collaborators to remove by checking the related
checkbox and click the Minus icon.
4. Click OK to close the window and return to the performance review.

Comparing Review Information

A manager can compare competencies, summary section ratings, items that were congured to be part of a custom
section and overall ratings for dierent groups of employees.

Only managers can perform comparisons when they are completing an employee's performance review.

1. Open the performance review of the employee you want to compare to other employees.
2. From TOC select the item to be compared, such a goal or competency.
3. Click Compare and additional information and options are displayed.
4. Specify the group of employees to which you want to compare the current employee.
5. As needed, click the desired Include option.
The list of employees to whom the current employee is compared and the ratings that correspond to the selected item
are displayed.

Performance Review Administration

Printable Performance Review
A PDF version of an employee's performance review is oered to provide a printable version of the review for a given
period. The printout can show all sections or specic ones and can be printed as a form to be completed.

The printable version is oered to users to print their own performance review or the reviews of their direct reports, if
applicable, by simply clicking on the print icon.

Print options are available to allow the user to choose the sections and information to print and provides an option to
display the printed review as a form to be manually completed. When the seing Display empty rating and comment
elds is selected, the review is printed with blank spaces for comments and ratings.

By default, all review sections are selected to be printed, except for the History section. The item name, description,
rating and comments are always included and cannot be excluded from the printed review. However, the other
information is optional.

The sections oered to be printed are presented in the same order as in the review itself. Also, depending on the
review's conguration and seings, some sections might not be displayed as not part of the review. The following table
lists the review seings related to each possible section to be displayed.

Printable Section or Option Description

Overview section Section that is always oered as a print option as there is related seing.

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Printable Section or Option Description

Overall Summary section Print option that is only oered if the Show Summary seing in the Review Denition conguration is
active.

History section Print option that is only oered if the Allow to View History Section seing by rater type in the
Review Denition conguration is active.

Name of each section in the review All sections other than Overview, Overall Summary and History that are included in the review are
shown as print options and be selected to be printed or not.

Item name, description, rating and For each item in the review, the name, description, rating and related comments are always printed.
comments

Instructions option Print option that is always oered as there is not related seing.

Feedback option Print option that is always oered as there is not related seing.
***Take note that the Feedback option includes multi-rater only for the manager. The employee
does not have the ability to view multi-rater feedback. Other feedback however may be viewed by the
employee.
 

Additional Information option Print option that is always oered as there is not related seing.

Summary Section Grid option Print option that is always oered as there is not related seing.

Display empty rating and comments elds Print option that provides the ability to print the review as a form to be manually completed, with
empty spaces for entering the ratings and comments.

The PDF version of the review provides the following printing possibilities:

• Includes the company logo

• Includes the page numbers
• Provides the ability to print a short version of the review, with only the following:

◦ Item name
◦ Item denition
◦ Item rating
◦ Item comments

• Provides the ability to select the review sections to be printed.

• Provides the ability to display the review as a form to allow the user to enter ratings and comments directly on
the printed version.

Printing a Performance Review

Printing a performance review can be performed for any performance review and at any point in time. The printed
version of the review shows all the information contained in the review, except if the print format has been congured
to hide the review instructions, rating models and/or summary lists. The information shown reects the review at its
current workow step.

To see a print preview of a performance review and print the review, Adobe Acrobat Reader must be installed on your
computer.

1. Open the performance review you want to print and click the print icon.

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2. In the Print Options window, select the sections and the information that you want to include in the printed
review.
If you want to print the review in order to complete it in writing, make sure you select Display empty rating and
comment elds.
3. Click Print.
4. Acrobat Reader opens and displays the performance review as a PDF le. To print the review, click the “printer”
icon in Acrobat Reader.
Acrobat Reader prints the performance review. While the review is displayed, you can perform any of the functions
available in Acrobat Reader.

Managing Goal Information in Performance Reviews

As goal plans provide the foundation for performance reviews, you can view and sometimes edit goal items from the
review.

Managing Goals within a Performance Review

Managing goals within a performance review involves creating and adding new goals to be evaluated in a performance
review, and editing or deleting existing ones.

The necessary permissions must have been granted when the corresponding review section was congured.
Furthermore, because the permissions to add (or create), edit and delete goals are granted separately, you might be able
to perform some tasks but not others.
1. Open the performance review whose goals you want to manage.
2. From the TOC, click the name of the relevant goal section.
3. From the Review tab for the section, click Manage Section Items.
4. The Manage Goals Section window is displayed and you can perform any of the following steps.
◦ To create a new goal, click Create.
◦ To add a new goal, click Add.
◦ To delete a goal, click the enclosed X icon.
◦ To edit a goal, click the Pencil and Paper icon.

If you are adding a new goal, a selector page opens. You can select the new goal from the list displayed.

If you are creating a new goal, a creation page opens. Enter the information requested on the page.

If you are deleting a goal, a message asks you to conrm the deletion.

If you are editing a goal, an editing page opens in which you can make your changes.
5. Click Done (this step is not applicable if you are deleting a goal).
Your changes are displayed in the relevant goal section.

Managing Competencies within a Performance Review

Managing competencies within a performance review is conned to adding competencies to a performance review or
removing competencies from a review.

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The necessary permissions must have been granted when the review section was congured. Furthermore, since the
permissions to add and remove are granted separately, you might have the permission required to perform one task
and not the other.

Note that competencies cannot be created or edited.

1. Open the performance review for which you want to manage competencies.
2. From the TOC, click the name of the relevant competencies section.
3. From the Review tab for the section, click Manage Section Items.
4. The Competencies Section window is displayed, click Add to add a new competency or click the enclosed X icon
to remove a competency.
If you are adding a new competency, you can select one or more competencies using the Competency Selector.

If you are removing a competency, a message will ask you to conrm the deletion.
5. If you selected a competency in the previous step, click Done.
The change is reected in the corresponding competency section.

Managing Custom Items within a Performance Review

Managing custom items within a performance review involves the creation of new custom items to be evaluated in a
performance review, or editing or delete existing custom items.

The necessary permissions must have been granted when the review section was congured. Furthermore, since the
permissions to add (or create), edit and delete are granted separately, you might have the permissions to perform some
tasks but not others.

Note that even if you are granted the permission to add items, you can only create new custom items, not add some
from a list of existing items.
1. Open the performance review whose custom items you want to manage.
2. From the TOC, click the name of the relevant custom section.
3. From the Review tab for the custom section, click Manage Section Items.
4. In the Manage Custom Section window you can perform any of the following steps.
◦ To create a new item, click Create. On the creation page that opens, enter the information requested and
click Done.
◦ To add a new item, click Add.
◦ To delete an item, click the enclosed X icon. You will then need to conrm the deletion.
◦ To edit an item, click the Pencil and Paper icon. In the editor page, make the desired changes and click
Done.
The change made is reected in the relevant custom section.

Viewing Goal Feedback in a Review

Feedback provided on a goal that is part of a performance review can be seen directly in the review.

Goals need to be set to be populated into the reviews for the related feedback to be displayed.
Performance > Performance Review
1. Open a performance review.
2. Click the Tools icon to expand the Tools panel.
3. Click Feedback to open the corresponding panel.

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4. In the TOC, click the item for which you want to view feedback that might have been provided.
Note that if no feedback has been provided, you might want to request feedback by clicking the Person and
Thought Bubble icon.
5. If there is feedback, it is displayed in the Feedback panel along with the name and job title of the person who
provided the feedback, the date of the feedback, the rating given (if any), and comments (if any).
◦ To view the entire content of the feedback, double-click the feedback text in the Feedback panel.
Close the Feedback window when you are nished consulting the feedback.
If desired, you can ask for more feedback, as in step 4.
6. To close the Feedback panel, click the Hide Tools link.

Viewing the Alignment of a Goal in a Performance Review

Viewing the alignment of a goal that is part of a performance review, you can see (from within the performance review)
the organizational eorts that support the goal.

To view the alignment of a goal, the related review section seing must be activated for the link to be displayed.
Furthermore, the goal must have been auto-populated in the review from the employee's goal plan and not created
dynamically in the review itself.
1. Open a performance review.
2. From the TOC, select a goal to display it in the Review tab.
3. Scroll to the Alignment section to view the details.
If applicable, the alignment of the goal is displayed and hovering over the items will provide more information.

Review Analytics
The Review Analytics option of the HR Administrator Tools panel allow HR administrators to view statistics on review
cycles, review requests, review statuses, reviews and review generation errors.

When selecting the Review Analytics option from the HR Administration Tools panel, the rst page to be displayed is
the Review Cycle Analytics page, which shows a list of all the review requests in the selected review cycle, along with
the number of reviews and errors in each. Then, clicking on a given number of reviews or on a given number of errors
opens the related page, either the Performance Reviews or the Review Generation Errors page.

• Review Cycle Analytics - This is the default view displayed when selecting Review Analytics from the HR
Administration Tools panel, which lists the review requests that are part of the review cycle specied in the
lter. By default, the review cycle selected is the rst one in the alphabetical list of all existing review cycles in
the system. This view gives access to all other views.
• Review Request Analytics by Status - This view shows the distribution of review statuses and the number
of reviews in each for the review request selected from the Review Cycle Analytics page. Clicking on the
hyperlinked count of reviews displays the corresponding reviews.
• Review Request Analytics by Rating - This view shows the distribution of review overall ratings and the
number of reviews in each for the review request selected from the Review Cycle Analytics page. Clicking on the
hyperlinked count of reviews displays the corresponding reviews.
• Performance Reviews - This view lists the employees for which a performance review is in the status selected
from the Review Request Analytics page. Clicking on an employee's name from that page opens the entire
employee's performance review.

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• Review Generation Errors - This view lists the error messages that were generated for the review request
selected from the Review Cycle Analytics page. Clicking on the name of an employee opens a window showing
details about the error, such as the error date and the error stack. From the detail page, all error details can
easily be copied to the Clipboard in a single click and then pasted in any desired output.

All views provide various lters to rene the information.

Viewing Review Cycle Analytics

Viewing review cycle analytics allows an HR administrator to view, for a given review cycle, a list of the associated review
requests, as well as the number of reviews and errors each review request contains.

HR Administration Tools > Review Analytics

1. From the lter panel, select the review cycle associated to the desired review request.
User the Clear or Refresh buons to either remove all selected lters or to launch a search with new lters.
2. From the Review Request column, select the Action menu and then Show Statuses for the required review
request name, to see the distribution of reviews by statuses.
By default, the selected lter corresponds to the rst review request in the alphabetical list of all existing review
cycles in the system. This view gives access to all other views.

Viewing Review Request Analytics

Viewing review request analytics allows an HR administrator to view the distribution of reviews in a given review request
either by review statuses or by review ratings, along with the number of reviews for each status or rating. Clicking on the
hyperlinked count of reviews displays the corresponding reviews.

HR Administration Tools > Review Analytics

1. From the lter panel, select the review cycle associated to the desired review request.
User the Clear or Refresh buons to either remove all selected lters or to launch a search with new lters.
2. In the result grid of the Review Cycle Analytics page, open the review request drop-down menu to select
whether to display reviews by statuses or by ratings.
3. In the result grid of the Review Request Analytics by Status or by Rating page, click on a given number of review
to see the related reviews.

Viewing Review Generation Errors

Viewing review generation errors allows an HR administrator to view a list of error messages that were generated for a
given review request.

HR Administration Tools > Review Analytics

1. From the lter panel, select the review cycle associated to the desired review request.
User the Clear or Refresh buons to either remove all selected lters or to launch a search with new lters.
2. In the result grid of the Review Cycle Analytics page, click the number in the Errors column associated to the
desired review request.
3. In the result grid of the Generation Errors page, click on the name of the employee to see details about the
error, such as the error date and the error stack.
4. From the detail window, all error details can easily be copied to the Clipboard in a single click and then pasted in
any desired output.
5. Close the detail window.

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Review Transfer
A review transfer can be performed by a manager or by an HR administrator when an employee changes job, when a
manager is unavailable to perform a review or when a review is sent to a delegate.

When a review is transferred, both the review form and the review process are kept intact (with the exceptions of the
actual authorship change) - all items that had been added, edited or deleted are preserved. The only things that can
be cleared are the manager ratings and comments, depending on the company seing Delete Manager's Ratings And
Comments On Transfer. This seing oers the possibility to always or never delete ratings and comments or to ask the
user what should be done at the time of transfer. However, if the manager's review of the employee is completed, this
seing is ignored and the manager entries are preserved.

Feedback requests can also be canceled when a review is transferred, based on the company seing Cancel Pending
Multi-Rater Requests On Transfer. If there are any outstanding feedback on multi-rater requests from the manager at
the time the review is transferred, they can be canceled. Any feedback gathered by the previous manager will not be
accessible/viewable by the new manager.

It is important to know that an employee review cannot be transferred if it has been CLOSED or CANCELLED. If such a
transfer is aempted, an error message indicating why the transfer could not be performed will be displayed.

If the current task in the workow process of the review is assigned to the “current manager”, in the transfer, it will be
reassigned to the new manager/author and any subsequent tasks for the “current manager” will be assigned to the new
manager/author. (Note: The new author is not required to be the new manager of the employee.)

Conguration
There are two seings related to review transfers: Delete Manager's Ratings And Comments On Transfer and Cancel
Pending Multi-Rater Requests On Transfer, both set to Always by default.

These two seings only have value if the review is in a Draft status. If the manager has already submied the review,
these seings have no eect.

Transferring a Performance Review

Transferring a performance review allows managers and HR administrators to transfer an employee's review to another
manager.

The review request must be congured to allow transfers. Reviews that are closed or canceled cannot be transferred.

1. Open or select the checkbox beside the performance review you want to transfer.
◦ If you are a manager, access the review via the Navigation bar, More dropdown, Team Reviews link.
◦If you are an HR administrator, access the review via the Navigation bar, HR Administration dropdown, All
Reviews link.
2. Click Transfer Review from the Actions menu.
3. In the Transfer Review window, select the employee to whom you want to transfer the review.
4. If the value of the Delete Manager's Ratings And Comments On Transfer and/or Cancel Pending Multi-Rater
Requests On Transfer product seings was set to Ask user, you will need to specify what is your preference by
selecting the desired options. If however, the value of these seings is set to either Always or Never, a message
will be displayed to inform you of the actions that will be performed upon transfer of the review.

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A new task is displayed in the task list of the manager to whom the performance review was transferred. The
performance review status is set to Draft.

Language Check
A language check for free-text elds scans for inappropriate, discriminatory, or oensive text within employee reviews.

Language Check is a tool to search free text elds in a review for words that would be considered inappropriate. Free
text elds to be scanned include, comments at overall, section, or item levels. For each word or phrase found in a
Language Check Dictionary, a warning message displays to users enabling, but not requiring, modication to the text
and automatically saving the change.

Language Check can be initiated in the following ways:

• Automatic: At review submission, the manager is prompted to run Language Check. Free text elds can be
modied.
• Manually: Can be run by managers or others within the approval chain. If scan is available to users who cannot
edit the review, the scan wizard is read only.

The Language Check Dictionary can be updated through Taleo Connect Client (TCC). The content of the dictionary
can be exported using TCC. Organizations can then modify the content, outside of Oracle Taleo Enterprise Edition
applications. Once imported through TCC, the new content will be available in the application. This feature allows
organizations to add words and phrases to existing categories, add and modify new categories, or change the
suggested text.

Note: The Language Check feature does not guarantee or ensure that no legal action will be brought against
an organization as a result of an employee's review. It is a tool to reduce risk.

A well-meaning manager adds an overall comment to an employee review that says, "Jane is well liked in her
department. She has become a mother gure to the entire group." This statement could be considered gender and
age biased. The Language Check wizard would stop on the word "mother" because it was dened in the dictionary as
a trigger. The wizard would suggest removing the word "mother" and possibly replacing the phrase with wording that
indicated the employee was respected.

Conguration
The following seings must be enabled for each review cycle:

Seings

Name Location

Enable Manual Legal Scan Conguration > [Taleo Performance] Administration > [Performance

Reviews] Review Cycles

Enable Automatic Legal Scan Conguration > [Taleo Performance] Administration > [Performance

Reviews] Review Cycles

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Progressing the Review Workow

HR administrators can intervene and move reviews from one status to another.

If for some reason a review cannot be progressed along the review workow by the manager and the employee, an HR
administrator can complete batch actions and restart review workows when necessary.
The Performance Review workow displays the current task owners for the current step tasks of the workow to prevent
the review from geing held up. If for whatever reason a review gets halted in the workow, users can identify with
whom to follow up with to resolve the issue.

Review Batch Actions

When performance reviews are accessed via the Team Reviews or via the HR Administration Tools, it is possible to view
a group of reviews and to act upon them in batch.

Review actions that can be performed individually on a single review can also be performed in batch via the
performance review list view, where lters provide the ability to nd a specic group of reviews requiring action.

The way the batch process is performed is slightly dierent depending on the way the selection is done.
• Selection of more than one review (but not all reviews) - The action menu oers all possible actions that
may be taken on the selected reviews. When this option is selected, the user has the ability to enter a comment
that applies to all transactions that are processed. The batch history will conrm if all transactions passed or if
the action failed on any item.
• Selection of all reviews - If the user chooses to select all reviews, the application prompts if the action should
be conducted on all reviews displayed on the page or on all reviews that meet the lter criteria - It then displays
the results of the action in the batch history.

A batch action can be performed on a maximum of 1000 reviews. If the results of the review selection exceeds 1000, a
message prompts the user to rene his search to reduce the number of results.

When a user selects a large population, it is possible that the selected reviews are in dierent status (draft, submied
for approval, ready to be released, etc.). The batch actions that are available in the menu are the ones that can be
performed on any reviews selected on the page.

The review actions that can be performed in batch depend on the viewing mode.

List view
• All review workow actions - All steps included in the workow process denition can be completed in batch,
except for the completion of the self-assessment, which can only be performed by the employee. The possible
actions include: Write Employee Review, Release, Request Acknowledgment, Acknowledge, Complete Revision,
Launch Calibration, Finish Calibration, Complete Calibration, Submit for Approval, Approve, Reject and Close.
The selected action will apply to only those reviews that are in the appropriate step of the review workow. For
example, a manager can only write an employee's review for reviews that are in draft. Furthermore, the user
must be the task assignee to perform the review workow action - so this user can be the main task participant,
a matrix manager for which he has been delegated tasks, or an HR administrator. These batch actions are also
available via the HR Administration Tools.
• Decide on Approval - From the list view, it is possible to decide on the approval of the selected reviews. The
user must be the task assignee to complete the action. Therefore, if the user does not have an approval task
request, the action will not be available.

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• Transfer - The selected reviews can be transferred to another user.

• Cancel - The selected reviews can be canceled.
• Send Review Back to Employee (for a manager) or Reset Review to Draft (for an HR administrator)

Matrix view (only available when accessed via the Team Reviews)
• Shows total and unrated population.
• Update Metrics - After moving employees from one cell to another, the changes made to the over-ridable
employee metrics can be saved as the true metric values.
• Show Details - This action opens another window that displays the detailed information available for the cell.

Chart view (only available when accessed via the Team Reviews.)
• Shows total and unrated population, as well as the organization and chart average.
• Show Details - This action opens another window that displays the detailed information available for the bar.
Double-clicking on the bar also opens the bar details.

Updating metrics, performing calibration, and viewing unrated individuals are performed at the bar detail level;
however, calibration can also be completed from the main chart level and you are not required to drill-down.

Conguration
This feature is automatic and requires no activation. The user however needs to have specic permissions.

Permissions Conguration > [SmartOrg] Administration > [Users] User Accounts

Permission Name Seing Description

Performance  > Performance Reviews > Access via Manager Center This permission grants the user access to Team Review link,
which gives access to the performance review management
view. In addition, the proper performance review user type
permission has to be granted to grant viewing and/or
managing rights to performance reviews.

Performance  > Performance Reviews > View When no constraint is selected, the user has read-only access
to all employee reviews, current or not.

Performance  > Performance Reviews > Manage When no constraint is selected, the user has write access to
all employee reviews, current or not. This permission is also
required to perform review rating calibration.

Performance  > Performance Reviews > Access administration tools This permission adds the Performance Review and Review
Analytics links in the HR Administration Tools panel
and entitles the user to access the performance reviews
of employees within the organization and to perform
administrative tasks.

Review Workow Restart

This feature provides the ability to revert the review process back to draft step so that the employee and/or the
manager may change a review after it has been submied.

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The ability to restart the review workow process is available to the manager author of the review and to HR
administrators. When the review process is set back to a draft status, all comments, ratings and any information entered
previously by the users are maintained.

For the manager, the action is called ‘Send Review Back to Employee'. When this action has been allowed to managers
in the review request, this action is available to the manager before completing the employee's review, that is when the
employee has completed and submied the self-assessment. For managers, this means that they will be able to send a
review back to an employee in case the review comments, ratings or any information is inadequate.

For the HR administrator, the action is called ‘Reset Review to Draft'. This action is always available for administrators
when accessing the HR Administrative Tools and can be performed at any workow step of the review, except when the
review is in draft. When this action is performed, the review is set back to the writing step for both the manager and
the employee. For HR administrators, this feature provides the ability to reset the review to a draft status, for both the
manager and the employee, so that they can revise the review content. With this feature, HR administrators are also able
to open a closed review to revise its ratings or comments in case the ratings get challenged or to address a legal issue.

Note: HR Admin users can send a Closed review back to draft, but they cannot send a Canceled review back
to draft.

Whether performed by a manager or an HR administrator, the due date of a review step is adjusted automatically if
the due date was congured to be a period of time, that is due in a given number of days. However, the due date is not
adjusted if the step's due date is congured as a xed date.

An employee has completed and submied his self-assessment. His manager has received the self-assessment but
nds that the employee has not provided enough details and explanations to justify his ratings. The manager decides to
send the review back to the employee so he can provide the missing information. The employee gets a new notication
to write his self-assessment. He will then have to ll in the missing information and submit his self-assessment again.
Since the time granted to write the self-assessment was a period of time (3 days) and not by a xed date, the due date
for writing the self-assessment will be adjusted accordingly, based on the current date; if the due date had been a
specic date, no updates would have been done.

Conguration
This feature is optional and requires the related seing to be activated.

For managers to be entitled to send back reviews to employees, the review request associated with the reviews needs to
allow this action. This action is granted by the following seing:

Seing Location

Allow Manager to Restart Review Workow Conguration > [Taleo Performance] Administration > [Performance Reviews] Review Cycles
• Select a review cycle
• Select the desired review request
• In the Seings section, this seing must be active

Canceling a Performance Review

Canceling a performance review allows an HR administrator to cancel an employee's performance review.

HR administrators are entitled to cancel a review at any time.

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HR Administration Tools > Performance Review

1. Filter the approval requests in order to view the desired review.
2. In the list, click the right arrow icon next to the name of the corresponding employee to open the Actions menu
and select Cancel Review.
3. When asked to conrm the cancellation, click OK.
A message window will be displayed to indicate whether the action was performed successfully.

Once canceled, the performance review shows a Canceled status.

Forcing the Completion of a Task

Forcing the completion of a task allows an HR administrator to force a performance review to proceed to the next step in
the process.

HR Administration Tools > Performance Review

1. Filter the approval requests in order to view the desired review.
2. In the list, click the right arrow icon next to the name of the corresponding employee to open the Actions menu
and select Complete (name of the current task).
3. In the task related window, enter a comment if needed and click OK.
A message window will be displayed to indicate whether the action was performed successfully.

Once the current step completed, the performance review proceeds to the next step in the process, as dened in the
process denition.

To Reset a Review to a Draft Status

This task can performed by an HR administrator for any review and for any review status.

Performance > [Navigation bar] > HR Admin > All Reviews

1. From the Performance Reviews page, nd and open the desired review or the group of reviews you want to
reset to Draft.
2. Depending on whether you have selected one or multiple reviews, do one of the following:
◦ Open the desired review and from the Performance Review page, select the Reset Review to Draft from
the Actions pull-down list.
◦ From the list of performance reviews, check the review or the reviews you want to act upon and select the
Reset Review to Draft from the Actions pull-down list.
3. When prompted to conrm, click Yes.
The reviews might not be reset immediately. To see the status of the action, click Show Process History.
◦ If the selected reviews were restart, the status will be Completed.
◦ If some of the selected reviews can not be restarted, a Partial Action window will open to inform you of
the employee(s) for whom the task could not be performed and ask whether you want to proceed with
the others.
The selected review(s) will be set back to a Draft status. The employee and manager will get a new task to complete the
review.

Self-Assessment Mass Submit

Administrators have the ability to submit self-assessments enabling the advancement of the review workow using TCC.

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Because progression of the review workow is dependent on self-assessments being closed, Administrators have the
ability to submit open self-assessments using Taleo Connect Client (TCC). An assessment can remain open for a number
of reasons whether it be that the manager is unavailable or the employee has left the company. Giving Administrators
the option to submit the open assessments prevents an obstacle in the review workow process as well as prevents
users for which self-assessments are not required from having an overdue task to complete their self assessment.

A new Self-Assessment section has been added to the Review History tab to provide an audit trail and history for all self
assessment events. The submission of assessments through TCC will be reected in the Review History tab.

For more detailed information on using TCC, refer to the Oracle Taleo Enterprise Edition Integration Taleo Connect
Client User Guide Feature Pack 15A and onward.

Target Rating of Competencies Shown in Review

When competencies are imported from an employee's job role, the performance review can show the rating to be
aained for each competency in the context of the employee's specic job.

The display of target ratings in performance reviews is possible only for those competencies that are automatically
imported from the employee's job role. Therefore, in a review, it is possible that some competencies don't show a target
rating as the competency is not drawn from the job role and was not automatically added to the review.

When target ratings are congured to display, they only show once the review is released, in the detail page of the
review item, right under the rating provided by the manager.

This feature allows the manager and the employee to see the actual manager rating in contrast with the desired target
rating and observe any gaps between the two. The value of the target rating uses the same rating model as the rating
selector.

Conguration
By default, target ratings are not set to show. For target ratings to show in performance reviews, conguration is
required and multiple conditions must be met.
• Target ratings may be displayed only for those competencies that have a target rating specied at the job role
level.
◦ Conguration > [SmartOrg] Administration > [Job Roles] Job Roles
• The review must be set up to include a competency type review section that includes competencies from the
related job role. The option to show target ratings must be selected.
◦ Conguration > [Taleo Performance] Administration > [Performance Reviews] Review Denitions ,
select a review denition.
• The review workow process dened in the review cycle must have a Release and/or Acknowledge step.
◦ Conguration > [Taleo Performance] Administration > [Performance Reviews] Review Cycles ,
select a review cycle, then a review request to congure the process denition so it includes a Release
and/or Acknowledge step.

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Performance Review Fields and Buons

All elds related to Performance Reviews in Performance are presented in the table below, along with a description and
related possible values, when predened. Each eld also indicates the type of information it applies to and the related
header. IMPORTANT - Since most of the elds presented in a performance review are congurable and can be set to be
shown or not, it is possible that some elds do not show in a given review.

Field Description Applicable to Header

Acknowledge Optional workow step done by the Performance Review Workow Status Bar
employee only that usually follows
a review meeting and where the
employee indicates his agreement
with the review.

Acknowledge Date Date the employee acknowledged Performance Review Review Meeting
the review meeting.

Actual Actual progression value of the Performance Review Review Section

goal. This eld applies to goals
only.

Approve Optional workow step done by the Performance Review Workow Status Bar
designated approver(s) who verify
the accuracy and suitability of the
review. Depending on the review
request conguration, this step
might not be part of the process
denition, therefore not showing.

Author Name of the author of the Performance Review General Information -Current
review, which corresponds to the Review
employee, in the case of a self-
assessment, or to the manager, in
the case of employee performance
review.

Author ID Identication number of the author Performance Review General Information -Current
of the review. Review

Author Job Title Job title of the author of the Performance Review General Information -Current
review. Review

Business Unit Business unit of the employee. Performance Review General Information - Employee
Information

By Name of the user who performed Performance Review History

the event.

Close Mandatory workow step done by Performance Review Workow Status Bar
the manager and/or the employee
that ends the review process. This
step is always part of the process
denition but might not show up in
the workow status if congured to
be executed automatically.

Closed Date Date the review was closed. Performance Review Final Comment

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Field Description Applicable to Header

Comments Editing box used for entering Performance Review Review Section
comments related to the rating. To
open the Comments box, double-
click in the box.

Comments Section that can contain the Performance Review Summary

manager's and/or the employee's
comments about the review overall
rating.

Compare Action buon that allows the Performance Review Review Section
manager to compare various
elements in the current review with
other those of other employees.
The comparison can be done with
various employees, depending on
the selection made. This buon
only shows to managers.

Compare with Option list that allows to select the Performance Review Compare feature
type of employees to compare the
current review to.

Current Step Name of the task related to Performance Review General Information -Current
the current step in the review's Review
workow process.

Current Step Due Date the step in progress is due. Performance Review General Information -Current
This date is determined from the Review
date the task is assigned and the
duration allowed to complete the
task, as per the review request
conguration.

Date and Time Date and time the event occurred. Performance Review History

Denition Code Code of the review denition used Performance Review General Information -Current
as the performance review. Review

Denition Title Title given to the review denition Performance Review General Information -Current
when congured. Review

Department Department of the employee. Performance Review General Information - Employee

Information

Details Short description of the event Performance Review History

performed on the review.

Employee ID Identication number of the Performance Review General Information - Employee

employee. Information

Employee Information Section of the Overview that Performance Review General Information
displays information about the
employee whose review is in
display. Use the Show Details or
Hide Details to show or hide the
information.

Employee's Comments Comments provided by the Performance Review Final Comment

employee when closing the review.

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Field Description Applicable to Header

Employee's Comments Comments provided by the Performance Review Review Meeting

employee in regards to the review
meeting.

Employee's Self Rating Rating given by the employee for Performance Review Review Section
his self-assessment of the goal,
competency or custom item.

Event Name of the event performed on Performance Review History

the review. The list of events are
related to the various steps in the
review workow, such as Review
Closed, Review Assigned, Review
Under Approval, etc.

Final Comment Review section that always shows Performance Review Final Comment
when the review is closed and that
indicates the date and comments
provided by the participants when
the review was closed. The Final
Comment section shows on the left
panel menu.

From ... to ... Start and end dates that Performance Review Workow Status Bar
correspond to the review's cycle.

General Information Section of the Overview that Performance Review General Information
displays general information about
the review. Use the Show Details
or Hide Details to show or hide the
information.

Highest Highest rating indicator. Performance Review Review Section

History Review section that shows a list Performance Review History

of the events that have occurred
on the review. The History section
is by default always displayed
to calibrators and managers but
not to employees. The related
seings are dened during review
conguration. When displayed, the
History section shows on the left
panel menu.

Include Indirect Reports Checkbox that allows to include in Performance Review Compare feature
the review comparison the indirect
reports.

Include Self-Evaluation Ratings Checkbox that allows to include Performance Review Compare feature
in the review comparison the
ratings from the employees self-
assessments.

Job Field Job eld of the employee. Performance Review General Information - Employee
Information

Job Level Job level of the employee. Performance Review General Information - Employee
Information

Job Title Job title of the employee. Performance Review General Information - Employee
Information

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Field Description Applicable to Header

Last Modied Date Date of the last change made to Performance Review Review Meeting
the review.

Lowest Lowest rating indicator. Performance Review Review Section

Manager's Comments Comments provided by the Performance Review Final Comment

manager when closing the review.

Manager's Comments Comments provided by the Performance Review Review Meeting

manager in regards to the review
meeting.

Manager's Rating Rating given by the manager when Performance Review Review Section
evaluating the goal, competency
or custom item of an employee.
The manager's rating can only be
seen in an employee performance
review.

Meeting Date Date of the meeting between the Performance Review Review Meeting
manager and the employee to
discuss the review.

Not Applicable Checkbox that allows the rater, if Performance Review Review Section
the related permission is granted in
the conguration, to mark an item
as not applicable. Not applicable
items will not be weighted nor be
part of the section or overall rating
calculation.

Organization Organization the employee works Performance Review General Information - Employee
for. Information

Overall Rating Overall rating calculated by the Performance Review Review Section
system for the entire review, based
on the ratings for all sections. This
eld displays on the summary
section of the review. The display
of the associated detailed ratings
can be toggled on or o with Hide/
Show Detailed Rating.

Overall Rating Field that shows the overall rating Performance Review Summary
for the review. The display of
this eld and the format of the
rating is dependent on the review
conguration seings.

Overview Heading of the section that Performance Review Overview

presents an overview of the current
performance review, such as the
information on the employee and
on the review in display.

Progress Progression percentage of the goal. Performance Review Review Section

This eld applies to goals only.

Release Optional workow step done by Performance Review Workow Status Bar
the manager and/or the employee
that allows the user to decide
when to expose the review to

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Field Description Applicable to Header

the other party, thus sending the

review to the next congured step.
Depending on the review request
conguration, this step might not
be part of the process denition
or be set to execute automatically,
therefore not showing.

Review Meeting Review section that always shows Performance Review Review Meeting
when a meeting between the
manager and the employee has
occurred. The Review Meeting
section displays in the left panel
menu.

Review Status Status of the review as it goes Performance Review General Information -Current
through the review workow Review
process. The display of the
statuses depends on the review
request conguration. Possible
review statuses are:
• Draft - the review has been
created and notications have
been sent informing
• To be approved
• Under approval - the review
has been submied by the
employee and is awaiting a
decision.
• Approved
• Released
• Acknowledgment requested
- a request has been sent to
the employee and they must
acknowledge that they agree
with the details of the review.
• Acknowledged
• Closed
• Under Calibration
• Calibrated
• Revised

Section Overall Rating Overall rating calculated by the Performance Review Review Section
system for the related section. This
eld displays on the summary of
each section. The display of the
section's detailed ratings can be
toggled on or o with Hide/Show
Detailed Rating.

Section Summary Heading of the summary of each Performance Review Review Section
review section.

Start Date Date the goal starts to be Performance Review Review Section
evaluated. This eld applies to
goals only.

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Field Description Applicable to Header

Status Progression status of the goal. This Performance Review Review Section
eld applies to goals only. Possible
statuses are:
 
• In progress - the achievement
of the goal is in progression.
• Not Started - the achievement
of the goal has not started.
• Completed - the goal has
been achieved.
• Canceled - the goal has been
canceled.

Summary Heading of the summary of the Performance Review Review Section

entire performance review.

Summary Review section that shows a Performance Review Summary

summary of the review. The
display of this summary section
is dependent on the review
conguration. When displayed, the
Summary section shows on the left
panel menu.

Target Rating Field that indicates the rating Performance Review Review Section
expected to be aain for the given
competency in the context of the
employee's job position.

Update Employee Prole Optional workow step done by Performance Review Workow Status Bar
the manager only that consists
of updating the employee's
talent prole with the review's
information. Depending on the
review request conguration,
this step might not be part of the
process denition, therefore not
showing.

Write Review Mandatory workow step done by Performance Review Workow Status Bar
the manager and/or the employee
that consist of completing the
review by entering the appropriate
ratings and comments. This
step must be completed by at
least the manager. Whether the
employee also completes a self-
assessment is determined by the
review request conguration.

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5 Succession Planning

Geing Started with Succession Planning

Succession Plan
Succession Planning is the process that an organization goes through to identify a roster of the best persons who will
be able to assume a key position in the organization when the person currently in the position moves to a dierent one,
or leaves the organization. Succession Planning is not limited to executive or managerial positions, it can be used to
identify the most suitable persons for any position deemed critical to the organization's success. It can also be designed
to identify people who have high potential generally, or who are top performers.

Succession Plan Basics

A succession plan is generally created, tracked and updated by an HR Administrator, the manager of the person whose
position is the subject of the plan, or by the incumbent themself. If you have Manager permissions you can view and
manage the succession plan for any of your direct and indirect reports. If you are the position manager of a succession
plan, including your own, you can view and manage those plans as well. If you have HR Administrator permissions, you
can also view and manage the succession plan of all the employees in your organization (including your own).

A succession plan is associated with a position prole, not the person currently in the position (the incumbent). In the
event that the person leaves the position (is promoted, transferred, red, etc.) the succession plan remains associated
with the position prole.

An organization has three dierent options for deciding who they want to include in succession plans: internal
employees, external candidates or both. To provide the greatest range of quality successors an organization should
look to use both employees and external candidates. Available external candidates are those that applied for a job
via Recruiting and subsequently had their details added to the system. Along with including external candidates in a
standard succession plan, they can also be associated with a requisition that is created as part of a succession plan.

Once created, a succession plan cannot be deleted. If all successors are deleted from a plan, the plan remains active,
even when empty. The empty plan continues to be associated with the position prole.

If the incumbent moves to another position or leaves the organization, and you have the necessary permissions, you
can create a requisition directly from a succession plan. Before you can create a requisition, you must typically request
your manager to approve the succession plan before you can create a requisition and populate it with the potential
successors in the successor plan.

Note: In order for the incumbent to view their own Succession Plan, it requires the incumbent to be the
direct manager of the job position, therefore, the approver for the Succession Plan should not be the "direct
manager of the position" to avoid the incumbent having the ability to approve their own Succession Plan. Care
should be taken to avoid this scenario.

Adding Persons to a Succession Plan

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Generally there are three ways to add persons to a succession plan:

1. Perform searches from the Succession Plan page and add persons from the search results.
2. Select persons from a Talent Pool and add them to a plan.
3. Select persons from a Nomination Slate and add them to a plan.

Succession Plan Page Layout

Managers access their succession plans from the Navigation bar, Succession link. The page layout includes the
following features (as shown in the gure below):
1. Breadcrumbs showing the Job Position of the succession plan, and the name of the employee who is the
subject of the succession plan.
2. Approval status section.
3. Actions toolbar.
4. Views toolbar (List, Timeline, Matrix)
5. Successors, History and Plan Information (if UDF's are used) tabs/views.
6. Requisition information section.
7. Ranked successors list.
8. Unranked successors list.

Succession Plan User-Dened Fields

Administrators have the ability to add Succession Plan User-Dened Fields (UDF's) to the default Succession Plan
template allowing for a new tab and UDF's on the Succession Plan page.

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The ability to add UDF's to the Succession Plan allows customers to beer track information that is most relevant to
them, a position's expiration date or the last reviewed date, for example. The UDF's also improve a customer's ability to
track information across plans to aid in facilitating workow and approvals.

A new tab, Plan Informationhas been added to the Succession Plan to accommodate the UDF's. When working with
Succession Plan UDF's, keep in mind the following:

• When adding a UDF to the Succession Plan template, if Editable is selected, the eld will be editable in the Plan
Information”tab, else the eld will be read-only.
• When adding a UDF to the Succession Plan template, if Requires Approval is selected, changing that UDF's
information will re-trigger the Succession Plan approval process.
• UDF's are at the Succession Plan level; they do not get added to the successors on the plan itself.

For information on how to enable Succession Plan UDF's, refer to the Oracle Taleo Enterprise Edition Administration
Guide for Performance.

Search
The Succession Plan feature of Performance oers a number of search tools you can use to perform searches for
potential successors for a position.

Available tools to search for employees in your organization who might t as potential successors in a succession plan
include: a basic search by employee name, advanced search, and search with Talent Pools and Nomination Slates. The
employee prole, initially created from a candidate's resume and then updated as the employee is assessed and rated,
provides the basis for searching for potential successors. When searching for successors you must search for employees
and candidates separately.

Basic Search by Employee

Search amongst your direct employees and within your network.

Advanced Search

Advanced Search combines search criteria for candidates, employee metrics, keywords, and user-dened elds to
determine which employees are retrieved in a search.

Talent Pools

A search amongst members of talent pools.

Nomination Slates
A search amongst members of a nomination slate.

Viewing a Succession Plan

If you have Manager permissions you can view and manage the succession plan for any of your direct reports and
indirect reports, but not your own. If you have HR Administrator permissions or are the direct manager of the job
position, you can also view and manage the succession plan of all the employees in your organization (including your
own).

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You must have direct reports to be able to view their succession plans. The exception is if you have HR Administrator
permissions or if you are the Job Position Manager, which enable you to view and manage the succession plan of all
employees in your organization. If you are the Job Position Manager of your current role, you are also able to manage
your own plan.
Performance > [Navigation bar] > Succession
1. Click Succession Plan. The succession plan of one of your direct reports is displayed. The person's name is
displayed in the breadcrumbs at the top of the page.
2. You can perform one of the following steps:
◦ Review the succession plan for the person displayed.
◦ If you want to view the succession plan of a dierent direct report, click the dropdown arrow next to the
name that is currently displayed near the top of the page. From the list that appears, click the name of a
dierent direct report.
◦ If you want to view the succession plan of an indirect report, click the dropdown arrow next to the name
that is currently displayed near the top of the page. Then click Other. In the People Selector window,
search for employees in your network or by a general keyword search.
The succession plan of the direct report or indirect report you selected is displayed. Employee successors are identied
with a blue icon and candidate successors with a green icon. You can perform a variety of operations to manage this
person's succession plan.

Succession Matrix
The performance matrix enables an organization to beer visualize and analyze employees, whether as potential
successors in a succession plan or in a talent pool, by presenting employees on a cell matrix using two data points (X
and Y axis values).

The most common values used for analysis are the Performance and Potential dimensions, which are the axes set by
default. When a matrix is congured and subsequently used, the employees who have been added to the succession
plan or talent pool and have data for each of the dimensions (axis values) will fall into a matrix cell. As for those who do
not have a data value for one or more of the dimensions that are ploed, they will placed in the Unrated Successors list.

The user has the ability to move employees around from one cell to another. This override functionality is very powerful
as the dimension values may not tell the true story. For example, the manager of a succession plan may decide that the
original cell placement for an employee overemphasizes his candidacy as a successor. Therefore, he might choose to
move that potential successor to a cell of lesser importance/value. Both the original and overridden cell placement are
stored in the database.

Typically when an employee is moved from one quadrant to the next in a matrix, it updates metrics for that specic
plan or talent pool, however, these changes can be reected in the employee's talent prole metrics. When you edit a
performance matrix, action buons are provided for updating the metrics for all successors in a matrix or you can select
to update individuals.

When an employee has been moved in a matrix, an arrow in the successor's icon indicates their metrics have been
overridden. Now you can choose to update employee metrics and commit the change to their person record. When an
update has been commied, you cannot automatically return the employee to their original cell, as you could when their
metrics had only been changed for that succession plan.

It is important to note that updating employee metrics from a succession plan does not involve succession plan
approval workow. Metrics can be updated regardless of the state of the plan.

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A color palee is available to customize a cell's background color in the conguration module. Also cell distribution
details can be displayed, showing the percentage breakdown of the total number of matrix members in each cell.

To provide quick and thorough analysis, multiple matrices can be created and associated to the same succession plan
template, allowing the manager to easily move from one matrix to another

A performance matrix can contain a maximum of 5 columns (X axis) and 5 rows (Y axis), for a total of 25 cells.

Each matrix can present 2 dimensions, one for each axis, and each axis can correspond to any of the 8 available
dimension types:

• Review Rating
• Potential - this metric is customizable. You select the value you want for each division during conguration and
do not set thresholds.
• Risk of Loss - this metric is customizable. You select the value you want for each division during conguration
and do not set thresholds.
• Promotability Readiness - this metric is customizable. You select the value you want for each division during
conguration and do not set thresholds.
• Years in Management
• Years in Industry
• Competency Rating
• Goal Rating

Furthermore, each cell in the matrix can display key metrics on any rated or unrated successor on the succession plan.
The succession matrix can be congured to show or hide any or all of the available employee metrics:

• Average Goal % Complete

• Bench Strength
• Career Plan Indicator
• Fit Analysis
• Competency Rating
• Goal Rating
• Performance Review Rating
• Risk of Loss
• Succession Plan Count

Succession Plan History

History is available for actions that occur within a succession plan.

When viewing events in the History tab, you can display all of them or only those that occurred since the last approval.
While the current approval status is always displayed on the plan, approval details — which includes the approver, the
date, and any comments — are available from the History tab.
History records are added for the following:

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History events*

Create plan Change to approval status

Add successors to Unranked Successors Change successor readiness

list

Remove successor from plan Move successor between Ranked Successors and Unranked Successors list

Set successor as interim replacement Rank successor

Create requisition Remove requisition

Set interim replacement in Time Line Restore to original cell in Matrix mode
mode

* Unless indicated otherwise, the events occur in List mode.

History Tracking of Comments

The history of comment entries for Succession Plan updates is tracked, including the following event details:
• creation date
• successor the comment is about
• its creator

Everything but the comment itself is summarized in the Date/Time Event, Event, Details and By columns of the History
view. The user can access comment history under the Succession Plan's History tab. If the information in the cells of the
grid is truncated due to length, you can click on the history event to open the History Detail dialog for that event.

The following table lists messages for history tracking of succession plan Events and Details.

Event Details Examples

Readiness has been The readiness for "{0}" has been changed from "{1}" to • The readiness for "Julia Savard" has been changed
changed for a successor. "{2}". from "3 months" to "7 months".
• The readiness for "Julia Savard" has been changed
from "3 to 5 months" to "7 months".
• The readiness for "Julia Savard" has been changed
from "not specied" to "7 months".
• The readiness for "Julia Savard" has been changed
from "3 months" to "not specied".
• The readiness for "Julia Savard" has been changed
from "3 to 5 months" to "4 to 7 months".

A comment has been A comment has been added about "{0}". • A comment has been added about "Rene
added about a successor. Washington".

Ranking has been changed The ranking for "{0}" has been changed from "{1}" to • The ranking for "Jonathan Coleman" has been
for a successor. "{2}". changed from "1" to "3".
• The ranking for "Jonathan Coleman" has been
changed from "1" to "unranked".

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Event Details Examples

• The ranking for "Jonathan Coleman" has been

changed from "unranked" to "3".

Interim ag has been added "{0}" has been agged as interim replacement. • "Julia Savard" has been agged as interim
for a successor. replacement.

Interim ag has been "{0}" has been removed as interim replacement. • "Julia Savard" has been removed as interim
removed for a successor. replacement.

Succession Plan Comment Support

Comment Support in Succession Planning provides administrators and managers the ability to add comments or notes
while conducting transactions in the module. Comments provide justication and context about Succession Planning
activities, so when users return to the transactions at a later date, they have a historical record of why decisions were
made and what discussion took place. Most actions performed to add an employee to a succession plan allow users to
enter comments.

Characteristics of comments in Succession Planning include the following:

• Ability to edit and delete comments.

• Spell check embedded in comments.
• Comments can contain 6,000 characters.
• Ability to add a general comment about an entire Succession group in List, Timeline or Matrix mode.
• If the Add Comment dialog is left blank then no comment instance is created or tracked.
• Ability to lter recent comments.
• By default, comments are available for viewing by authorized users having access to a succession plan.
• When comments are entered and saved an audit trail is created containing the comment's creator and the
creation date.

Adding Successors to a Succession Plan

When adding a successor to a succession plan using Add successors to the plan > Add People, an Add Comment pop-up
displays that includes the name of the Succession Plan and accommodates up to 6,000 characters.

Adding Successors from People Search

To streamline the workow, two steps have been combined into one when adding successors to a succession plan using
Add successors to the plan > Advanced Search > People Search. When selecting a person from a list of successors on
the People Search dialog, users will conrm the addition of the successor(s) to the succession plan in the same step and
within the same new window that a comment can also be added. Comments are not mandatory, so if a comment is not
desired, leave the comment area blank and select Yes to add the successor to the Succession Plan without a comment.

Removing Successors from a Succession Plan

Users are given the option to add a comment when removing a successor from a Succession Plan. When users select
Remove the selected successor from the plan a conrmation pop-up window displays with the option of adding a
comment.

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In the event that a user removes a successor from a Succession Plan, all the comments entered for this successor are
kept in the memory. In the future, should this successor be added back into the Succession Plan again, all the comments
entered previously will be restored.

Editing a Successor

Users are given the option to add a comment when editing a successor's readiness. When users select Edit Successor
they are presented with the option of entering a comment to document this decision.

View Recent Comments Pop-up and Editing and Deleting Comments

In the Comment column on the Succession Plan, there's an actionable indicator that displays the number of comments
associated to each successor.

an actionable indicator that displays the number of comments associated to each successor.
Once View recent comments is clicked, a pop-up displays with all the comments for that successor. Scrolling is enabled if
there are many comments. If there are more than 10 comments, the View More Comments link displays. Once this link is
clicked, scrolling is enabled and users are able to view all of the comments by scrolling. Clicking the pencil icon brings up
the options to edit or delete any or all of the existing comments. Notice that possible misspellings are underlined in red.

Note: Users are only able to edit or delete the comments that they own/authored. The pencil icon only
displays next to those comments that are editable by the logged in user.

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Adding General Comments

Users can add a comment regarding a Succession Plan as a whole. When Add Comment is selected from the toolbox,
the Comment pop-up displays. This toolbox option is available in the List, Timeline and Matrix modes of the Succession
Plan.

Notice that the comment states that it is "For the Succession Plan."

Recent Comments Filter

When viewing comments, it's possible to lter them to customize your view. If the logged in user is the author/owner of
the comments, they are editable in this lter view as well.

Working with Succession Plans

Creating a Succession Plan
Creating a succession plan consists in identifying potential successors for a position and adding them to a plan in order
to quickly nd a replacement when a position needs to be lled. A succession plan is created only once and remains
active even if it contains no successor(s).

To be authorized to create a succession plan, you must be the manager of the job position, as per dened in SmartOrg,
under Job Positions.
Performance > [Navigation bar] > Succession
1. You have these options:
◦ If a plan or plans exist for one or more of your direct reports the system will display one of them. You can
choose to work with that employee's succession plan, or use the breadcrumbs to select another direct
report whose plan you want to work with.
◦ If a succession plan has never been created for an employee's position, a message appears indicating
there is no plan for the position, and asking if you want to create one. If so, click Create. The Create buon
only appears the rst time the plan is created. When rst created the Succession Plan is entirely empty.

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2. Click the Add Successors to the Plan buon to begin adding successors from your direct reports list, or from
searches. These successors go to the unranked successors list.
As you add successor to the plan you can add comments documenting your decisions.
3. Rank the top group of unranked potential successors to move them into the ranked successors list.
4. Once the plan is created and successors are added and ranked as desired, save the plan.
5. If plan approval is desired, click the More Actions buon and select the Request Approval option.
The approval request goes to the line manager of the person who is the subject of the plan.
A succession plan is created for the desired position, and plan approval requested.

Performing a Keyword Search for Successors

The Succession Plan feature oers a number of search tools you can use to identify potential successors for a position.
The employee prole, initially created from a candidate's resume and then updated as the employee is assessed and
rated, provides the basis for searching for successors.

Performance > [Navigation bar] Succession Plan

1. If needed, use the Job Position buon in the breadcrumbs to open the desired employee's succession plan.
2. Click the Add Successors to the Plan buon, and select Add People from the list of options.
3. You have choices in the People Selector to search by employees, or by keyword search.
◦ Select Search in My Employees to nd potential successors by drilling down through your direct and
indirect reports and delegated employees.
◦ Select Search by Keywords to search either employees or candidates for potential successors. Keyword
search checks username, rst name, middle initial, last name, and email address elds.
◦ Select Extended Search to enable elds in the employee's talent prole and additional elds associated
with candidates to be searched.
4. Select the check box(es) for the people in the Search Results list you want to include in the succession plan, and
click the Right Arrow icon to place them in the Selection list.
Selecting Include Direct Reports will automatically add the selected employees' direct reports.
For each person you select, or each group of persons you select, you will be prompted to add comments
documenting your decision. When a comment applies to more than one person the names of the people
selected will display in the comment dialog.
5. Click Select to add those in the Selection list to the Unranked Successors list of plan.
You can drag and drop unranked successors into the ranked list.

You can also select up to four successors and click the Compare icon to compare their metrics.

Performing an Advanced Search for Successors

The Succession Plan feature oers a number of search tools you can use to identify potential successors for a position.
The employee's talent prole, initially created from a candidate's resume and then updated as the employee is assessed
and rated, provides the basis for searching for successors. Follow the steps in this section if you want to specify any of a
large number of criteria (other than a person's name) in your search. Note in step 5 of this task, when the Add to Current
Succession Plan option is selected, the Add Comment dialog is displayed next so you can document your decisions.

Performance > [Navigation bar] Succession

1. Select the required employee to display their plan.

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2. Click the Plus icon and select Open Advanced Search.

Selecting Add Person displays the People Selector.

3. Select the criteria you want to use to lter your results and click Search.
4. To add a single person from the Employee column, click the Right Arrow icon to display the Go To menu and
select Add to current succession plan.
5. To add people, select the checkboxes for each person you want to add and click Actions, the Down Arrow icon
and select Add to current succession plan.
If one of the people selected is already a plan member, the Add to current succession plan option is not
available.
The people are added to the succession plan as unranked successors. You can return to the plan by clicking the Up
Arrow icon.

Ranking and Unranking a Successor

When you have a number of successors in a succession plan, you typically want to rank the employees who are best
suited to the position and you might have other employees you want to include in a succession plan but do not want to
rank for the moment. You can also change an employee's ranking relative to other ranked employees and an unranked
employee's position relative to other unranked employees. As well, you can rank an unranked potential successor or vice
versa.

The following steps assume that successors are currently in the succession plan.
Performance > [Navigation bar] Succession
1. The succession plan of one of your direct reports is displayed. The person's name is displayed in the
breadcrumbs at the top of the page.
2. While the succession plan is displayed you can perform any of the following tasks.
◦ In the ranked successors or unranked successors section, Successor Name column, you can click the
drop-down arrow that corresponds to a successor you want to rank, or whose rank you want to change,
and then click Set Rank. A dialog allows you to specify the new rank and click OK. The successor is
displayed in the ranked successors section in the correct position.
◦ In the ranked successors section, Successor Name column, you can click the drop-down arrow that
corresponds to a ranked successor you want to move to the unranked successors section, and then click
Unrank.
◦ You can also drag and drop a successor from one section to the other.
3. After making your changes, click Save.
4. After you rank or unrank a person, you can use the same dropdown list to select Add a Comment, and
document your decision.
5. If you continue to make ranking changes, always click Save afterward to save your changes.
The employees you selected are now displayed in the ranked/unranked successors section of the succession plan and
the changes are reected in the succession matrix.

When you are satised with a succession plan, you can request your manager to approve the plan.

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Comparing Successors
You can perform a comparison of potential successors in the ranked or unranked views of the succession plan. You
cannot compare an employee successor with a candidate successor.

You have potential successors and want to compare some of them to determine which of them you should rank higher
or lower in the succession plan. The successors you are going to compare must be on the same view.
Performance > [Navigation bar] Succession
1. Press and hold the CTRL key on your keyboard and click the name of up to four people in the ranked or
unranked successor views you want to compare.
2. Click the Compare icon.
Information about all the candidates you selected is displayed in a manner that facilitates comparisons.

When you have identied candidates who you feel would make good successors, you can manage their ranking as
appropriate.

Managing a Successor's Readiness

Managing a successor's readiness consists in specifying the readiness of potential successors for a job position, in the
event that the person currently in the position moved to a dierent position or left the organization.

Open the succession plan for which you want to manage the successor's readiness.
Performance > [Navigation bar] Succession
1. Make sure you are viewing the plan in a list mode.
If this is not the case, click the List Mode icon.

2. In the Successors view, locate the successor whose readiness you want to edit.
3. To specify the readiness, click the corresponding Down Arrow icon in the Successor Name column and select
the Edit Successor option.
4. In the Successor Readiness window, specify the appropriate time needed for the employee to be ready to hold
that position, starting today.
5. Click OK.
You can also edit the readiness of successors when viewing the succession plan in the timeline mode,
accessible by clicking the Timeline Mode icon. In this mode, the readiness is changed by dragging the readiness
box border of the desired successor. The system will display the time period as you drag the icon border.

6. When you edit a successor's readiness rating, you can also add a comment to document your decision as well
as denote whether this employee is the interim replacement and their rank.

Selecting a Potential Interim Replacement

A single candidate can be identied as a potential interim replacement in a succession plan. This is an individual who
could serve as a temporary replacement in the event that the incumbent leaves the position.

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Open the succession plan for which you want to manage the potential interim replacement.
Performance > [Navigation bar] Succession
1. Locate the name of the person you want to select as a potential temporary replacement in the ranked or
unranked successors list and, in the Successor Name column.
2. Click the corresponding drop-down arrow and then select Edit Successor. Select Yes from the Interim
Replacement dropdown.
3. You may want to enter a comment documenting your decision.
In the Interim Replacement column, “Yes” is displayed.

Requesting Approval of a Succession Plan

The Succession plan status must be Not Approved.
Performance > [Navigation bar] Succession
1. Click Request Approval and a conrmation message is displayed.
2. Click OK and the status is updated to Approval in Progress.
You cannot add new successors or change the rankings of existing successors when an approval is in progress,
but you can move successors in the matrix of the succession plan.
In the approver's My Tasks panel, the Approve Succession Plan task is displayed.

When the plan is approved, and you want to create a requisition and have the required permissions, you can create a
requisition directly from the succession plan and source the requisition automatically with the potential successors in
the successor plan.

If the approver rejects the succession plan, you can edit it and send a new approval request to the approver.

Whether your request is approved or rejected, you receive an email message informing you of your approver's decision.

Once a succession plan has been approved or rejected, you can also modify it afterward and request approval of the
revised succession plan.

Approving a Succession Plan

• Another user has requested your approval of a succession plan.
• Performance > [Employee Center] My Tasks
• Performance > [Navigation bar] Succession

1. Locate the succession plan you want to approve in Performance or via email, using one of these methods:
◦ Filter My Tasks by selecting Approve Succession Plan, choose one of the tasks, and then select
Succession Plan from the Summary Information panel.
◦ Open the approval email and click the link for the succession plan. If you are in an single sign-on (SSO)
environment you will go directly to the plan, otherwise you will need to login to Performance before being
directed to the succession plan.
◦ In Succession Planning open the plan you want to approve. An approval section displays at the top of the
page.

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2. Evaluate the succession plan and decide whether you want to approve it. You cannot edit the plan. You can only
approve or reject it.
3. Click Approve or Reject and enter any comments to document your decision.
4. Click OK.
Approval In Progress is replaced by Approved if you approved the plan or by Rejected if you rejected the plan.
The date of the decision is included and the comments are displayed if you hover over the Thought Bubble
icon.
An email message is sent to the manager informing them of your decision. If the manager has the required permissions,
they can create a requisition directly from the succession plan.

Whether you approve or reject the succession plan, the manager who originally sent the request can edit the plan and
send you a new approval request.

Creating a Requisition
Once you have received approval for a succession plan, you can create a requisition directly from the succession plan
provided you have the required permissions. This action is typically necessary when the incumbent moves to another
position, leaves the organization or is red. When you create a requisition directly from a succession plan, the potential
successors are sourced automatically.

• You can only create a requisition directly from a succession plan if you have the required permissions.
• Before you can initiate a requisition, however, the succession plan must be approved by your manager.

Performance > [Navigation bar] Succession

1. If your succession has been approved, “Approved” is displayed next to Actions. You can only create a requisition
after the succession plan has been approved.
2. Click More Actions and then click Create Requisition or click Create Requisition directly from the toolbar.
If no template has been associated with the job template, the system will display an error message.
3. In the Match Successors dialog box, select which users you want to have matched to the new requisition and
click OK.
The requisition is created and the chosen successors in the succession plan are automatically matched with the
requisition.

Talent Pools for Succession Plans

Employees can be added directly to specic succession plans from talent pools

From a succession plan you can choose to search from within a talent pool, enabling you to immediately add pool
members to that plan.

Note: If you select Modify Search when searching within a talent pool, it reverts to a regular person search
and no longer searches solely within that talent pool.

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Conguration
None; however, Manage Succession Plans and Talent Pools user type permissions are required.

To Search a Talent Pool for Successors

• You must have Manage user type permissions for Succession Plans and Talent Pools.
• Talent pools relevant to the succession plan must be congured.

Performance > [Navigation bar] Succession

1. Open the Succession Plan you want to work with.
2. Click the Plus icon and select Search within Talent Pools.
3. Select the desired talent pool and click Select.
The Search Results page is displayed, listing the members of the talent pool.
If you select Modify Search and change the criteria, the search changes to a regular advanced search and the
association with the pool ends.
4. Do one of the following to add persons from the talent pool to the succession plan.
◦ Click the Right Arrow icon for a person to add and select Add to current succession plan.
◦Select the checkboxes for multiple people and from the Actions menu select Add to current succession
plan.
5. As you add persons to the succession plan you can enter comments to document your decisions.
The employees are added to the succession plan as unranked successors.

You can select additional employees and choose other options such as adding to a dierent succession plan or a
requisition; however, you can only add individual employees to a nomination slate.

Working with Succession Plan Matrixes

Viewing a Succession Plan as a Matrix
Viewing a succession plan as a matrix allows managers to view the potential successors in the plan in the form of a
succession matrix and to move the successors as they want.

You must have direct reports to be able to view succession plans. The exception is if you have HR Administrator
permissions, which enable you to view and manage the succession plan of all employees in your organization.

If your system conguration enables candidates to be included in a succession plan, they are identied with a green
icon, while employees are identied with a blue icon.
1. Open the succession plan of the desired employee.
2. If needed, add successors to the plan, either as ranked or unranked successors.
3. Click the grid icon to open the default matrix associated to the succession plan.
Initially, the matrix only shows the rated successors. It is also possible to view the details of an employee's
metrics by clicking the down arrow icon and selecting Show Details. In the cell, beside the down arrow icon,
there is always one metric shown, which corresponds to the metric set to be displayed in the cell, as per the
conguration of the succession plan matrix.

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4. Click the down arrow icon in the matrix list, to the left of the Print buon, to change the matrix that is displayed
for the succession plan if available.
Once the succession plan matrix is displayed, you can move the successors as you want.

Moving a Successor in the Succession Matrix

Moving a successor in the succession matrix allows a manager to override the default ranking of a potential successor
in any cell of the available matrices, providing a precise succession planning procedure as well as a year-round analysis
tool.

To be able to move successors around in a matrix, employees must rst be added to the succession plan, as ranked or
unranked successors.

1. Open the succession plan of the desired employee.

2. Click the Grid icon to open the default matrix associated to the succession plan.
3. Select one successor and move them to another cell by either dragging and dropping or by clicking on the
Down Arrow icon, select the Move to cell option and then specify the destination cell in the Cell Selector
window, which also indicates the corresponding dimensions.
If there are many successors in a matrix cell you can use the pager arrow or the show all employees option to
nd the required successors.

If needed, you can restore a successor to its original cell position in the matrix, that is to his position as in the succession
plan, before you made changes.

Restoring a Successor to Its Original Cell in the Matrix

Restoring a successor to its original cell in the matrix allows a manager to restore a selected rated successor to the
position he had in the matrix before any changes were made.

If your system allows employee metrics to be updated from a succession matrix and this has been done for a successor,
that successor cannot be returned to their original cell using this procedure.

1. Open the succession plan of the desired employee.

2. Click the Grid icon to open the default matrix associated to the succession plan.
3. Locate the successor for which you want to restore the original position, click the down arrow icon and select
Restore to original cell.
When a successor is rated, he is moved back to his original cell. However, if the successor in the matrix was not rated, he
will be moved back to the list of Unrated Successors.

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Updating Employee Metrics from a Succession Matrix

An employee's metrics can be updated directly from a succession plan matrix, replacing their existing talent prole
metrics with those from the succession matrix.

• Refer to Customizable Metrics in the Performance Management Conguration Guide for information about
migrating your system to customized employee metrics and their use in matrices and charts.
• The successor who is being updated must be an employee, as candidates do not have metrics that can be
updated.
1. Open the succession plan for the required job position.
2. Click the Grid icon to open the default matrix associated to the succession plan.
3. Select an employee, indicated by a blue icon, and drag them to a dierent cell.
The employee icon is updated to include an arrow indicating that the employee's metrics have been overridden
for this succession plan.
4. Click the down arrow icon beside the employee, select Update Metrics and click OK in the conrmation dialog
box.
You can select Update Metrics from the main menu to update multiple employees at once.

The arrow is removed from the icon as the employee metrics have now been updated and the employee can no longer
be restored to their original cell.

Moving an Unrated Successor

Unrated successors are those that did not have values for the metrics used to create the matrix, when they were initially
added to it.

There must be unranked successors associated with the succession plan.

1. Open the succession plan of the required employee.
2. From the More Actions menu, select Show Unrated Successors.
3. From the Unrated Successors list, do one of the following:
a. Drag and drop the successor into a cell in the matrix.
b. Beside the successor, click the down arrow icon and select Move to cell. In the Cell Selector window, click
on one of the cells and click OK.
This successor is added to the cell and displayed with an arrow icon to indicate this is not the person's original place in
the matrix.

Printing a Succession Plan Matrix

Printing a succession plan matrix allows to generate a PDF version of the succession plan, as per the conguration of
the printed metrics.
1. Open the desired succession plan.
2. Click the Grid icon to open the default matrix associated to the succession plan.

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3. Click the Print buon to display the print preview.

4. When the succession plan matrix is opened as a PDF le, from the File menu, select Print.
The succession plan matrix will be printed as per the dened conguration of the printed metrics.

Succession Nominations
This feature makes it easier for people to collaborate on succession plans; through a straight forward process for
nominating persons to a nomination slate, validating them, and adding persons from the nomination slate to a plan.

While you need to have access to a succession plan to work with it, you do not need to have access to the plan to
nominate someone. Once someone is nominated they are added to the nomination slate for that position. Plan owners
can then review the nominees and decide to add them to the plan or reject them. People can be nominated from search
results, talent pools, the talent browser and the talent prole. History is kept, recording when a nomination slate is
created and when people are added, deleted, or have had their status change.

Taleo Connect Client (TCC) can be used to export a nomination slate. Also a TCC import can be used to reset nomination
slates by deleting them.

Conguration

Conguration > [Performance] Seings

Name Description

Enable Succession Nominations If enabled, system users can nominate people for succession plans, when they also have the Allow
nominations user type permission associated with their account. The seing also enables the
nomination slate. By default this seing is disabled.

View and manage user type permissions for succession plans are required for any users that want to work with plans
and add people from the nomination slate to the plan.

Conguration > [SmartOrg] Administration > [Users] User Types > Performance > Succession Plans

Name Description

Allow nominations Users require this permission for the Nominate for a position... and Nominate for this position
options to be available.

Nominating Successors
Multiple members of your organization can be involved in the nomination process. Any employee can nominate
someone within their part of the company for a position, without requiring access to the succession plan. Subsequently
the succession plan owner can review those nominees and add suitable ones to the plan.

• Nominating people for a position

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• Reviewing nominees
• Adding nominees to a plan

Nominating People for a Position

Nominating someone for a position can take place from that person's talent prole, search results, the talent browser,
and the members list of a talent pool.

You can choose to nominate any employee you have access to and choose from any succession plan for an active
position in your system. Once you have nominated someone, they are added to the nomination slate for the succession
plan of that position. You can also nominate people in context. When searching within a succession plan or a talent pool
associated with a position, you can directly add someone to that specic nomination slate.

Note: You can add yourself to a succession plan's nomination slate.

To Nominate People
The conguration seing Enable Succession Nominations must be enabled.

The nominator must have the Allow nominations user type permission.

The job position must be active.

Performance  > Employee Search > Search Results

Performance  > Navigation bar > More dropdown > Talent Pools

Performance > Navigation bar > Prole

1. From Search Results or from the Members list of a talent pool, click the Right Arrow icon and select Nominate
for a position...
OR
From a Performance Card in the Talent Browser, click the Down Arrow icon and select Nominate for a
position...
OR
From the Talent Prole select Nominate for a position...
2. Enter criteria — this can include partial words — which builds an AND relationship search query. This means
each term must be present to return a search result.
Keyword - This searches the position name, position code, and the description.

Position Title - The name of the position associated with the succession plan.

Manager Name - The name of the manager for the job position, which may not be the incumbent's manager.

Incumbent Name - The name of the person currently in the position.

3. Click Search.
You must click Reset before you enter dierent criteria and search again.
4. Select the position and the job description is displayed and you can select a readiness option and add a
comment.

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The readiness value selected here is not carried through to the succession plan if the person is added to the
plan from the nomination slate.
5. Click Nominate.
The person is added to the Nomination Slate for the chosen position.

To Nominate People in Context

The conguration seing Enable Succession Nominations must be enabled.

The nominator must have the Allow nominations user type permission.

The talent pool context must include a position.

Performance > [Navigation bar]  > Succession > Search Results

Performance > [Navigation bar] > More dropdown > Talent Pools

1. From Search Results or from the members list of a talent pool, click the Right Arrow icon for a specic person
and select Nominate for this position.
The job description, qualications, and responsibilities are displayed.
2. Select a readiness option and add a comment.
The readiness value selected here is not carried through to the succession plan if the person is added to the
plan from the nomination slate.
3. Click Nominate.
The person is added to the Nomination Slate for the position related to this succession plan or talent pool.

Reviewing Nominees
This gives the owner of the succession plan the opportunity to view the details of nominees and decide whether they
should be accepted or rejected as potential successors.

The Nomination Slate displays the nominees for the succession plan and provides the opportunity to lter the list to
those who match the criteria for the position. Subsequently seing a nominee's status from New, to Pending additional
information, to Under consideration, to Approved, or Rejected, helps indicate their suitability. It also provides a quick
glance overview of the quality of those nominated as successors.

To Review Nominees
You must be the owner of the succession plan.
Performance > [Navigation bar] Succession
1. Select More Actions > Go to Nomination Slate.
2. Select the lters to narrow the nominees to meet your criteria and click the Refresh icon.
3. Click the Right Arrow icon to display the Actions menu and select a module to see more details on the
nominee.
Use your browser's back buon to return to the Nomination Slate.
4. Change the Status to indicate the person's suitability as a successor.
If the same person has been nominated multiple times, changing their status for one instance will update the
entire list.
Promising successors can be added to the plan.

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Adding Nominees to a Plan

After reviewing nominees you can add them to the succession plan.

Added nominees are removed from the Nomination Slate; however, if someone subsequently nominates them again
they will be added to the slate again.

To Add Nominees
You must be the owner of the succession plan.
Performance > [Navigation bar] Succession
1. Select More Actions > Go to Nomination Slate.
2. Beside a nominee's name, click the Right Arrow icon to display the Actions menu and select Move to
succession plan.
OR
Select the checkboxes beside multiple nominees and select More Actions > Move to succession plan to add
more than one nominee at a time.
3. As you add persons to the succession you are prompted to enter comments to document your decision.
When an employee is added to a succession plan from the Nomination Slate, existing comments entered while
performing the nomination are moved to the succession plan.
The selected nominees are removed from the nomination slate and added to the plan's Unranked Successors list.

Nomination Slate History

This provides a record of events for the nomination slate and the nominees included in it.

You select Go to Nomination Slate from the succession plan to access the history. The events that are recorded in the
history include:
• Nomination slate creation
• Adding a nominee to the slate
• Removing a nominee from the slate
• Additional nominations of a nominee
• Nomination status change

HR Administrators Working with Succession Plans

Viewing a Succession Plan
Viewing a succession plan allows an HR administrator to access a succession plan that is pending, whether the approval
has not yet been requested or the approval is in progress or rejected.

HR Administration Tools > Succession Plan

1. Filter the approval requests in order to view the desired succession plan.

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2. In the result grid, click the name of the corresponding employee.

The Succession Plan page displays and shows the successors for the job position held by the selected employee.

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6 Career Management

Geing Started with Career Management

Career Planning
The Career Planning feature of Performance allows an employee and/or the manager to lay out a series of career
scenarios in the employee's career plan. The scenarios are independent of one another so there can be overlaps in the
jobs contained in each scenario.

Career planning is based on job roles rather than positions, which enables you to build more generic career scenarios.
For example, there might be a Regional VP of Sales job role and three positions -- one for an eastern region, one for
a central region and one for a western region. When outlining your career scenarios, or the career scenarios of your
employees if you are a manager, you would indicate the person's interest in the job role of Regional VP of Sales rather
than in one of the individual positions.

Additionally, there are no requirements that force a particular job progression or sequence. For example, a person may
be in an Vice President of Support role, but has a desire to move to Sales. The Career Planning feature allows to account
for “demotions” as well as lateral moves. The Vice President of Sales can add a job role of Sales Manager followed by
Vice President of Sales.

The Career Planning feature is available in Performance when the Career Planning Enabled seing in Performance
Administration is set to Yes. The seing is located at:

• Performance Administration > Seings > Career Planning

The Career Planning feature is also dependent on the Job Roles conguration.

Career Plan
A career plan is one or a series of career scenarios (or paths) that an employee might be interested in pursuing in the
organization. Each scenario is composed of a series of steps and each step is associated with a job role. A step (and the
corresponding job role) can be unique to a scenario or can be used in multiple scenarios.

A career plan is composed of one or multiple scenarios and each scenario is composed of one or multiple steps. The
number of scenarios possible in a career plan as well as the number of steps (and corresponding job roles) allowed in
each scenario are determined in Performance Administration.

• Performance Administration > Seings > Career Planning > Maximum Number of Scenarios

• Performance Administration > Seings > Career Planning > Maximum Number of Career Steps

Employees can create their own career plan or managers can perform this task on behalf of their direct reports. Any
action taken on a career plan is applied automatically and requires no approval either from the employee or the

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manager. For example, an employee could create a career plan for himself/herself and the plan could be modied
afterward by the person's manager without obtaining the employee's consent.

Career Scenario
A career scenario is a series of steps for career advancement. A career scenario and its steps are dened by the
employee himself/herself or by the employee's manager. A career scenario can be “vertical”, for example, manager >
director > vice president, or “lateral”, if the employee seeks to gain broader experience, for example, business analyst >
solution consultant > consulting director.

The number of scenarios possible in a career plan, as well as the number of steps (and consequently, job roles) allowed
in each scenario, are both determined in Performance Administration.

• Performance Administration > Seings > Career Planning > Maximum Number of Scenarios

• Performance Administration > Seings > Career Planning > Maximum Number of Career Steps

Furthermore, although a specic job role can only be included once in the same scenario, it can be included in any
number of other scenarios.

Career Step
A career step corresponds to a specic job role in a career scenario. Though a particular job role can only be used once
in a scenario, it can be used in any other scenario, at the same step or at a dierent step.

The number of steps (and consequently, job roles), allowed in each scenario is determined in Performance
Administration.

• Performance Administration > Seings > Career Planning > Maximum Number of Career Steps

Furthermore, although any one job role can only be included once within the same scenario, it can be included in any
other scenario.

As stated earlier, though a particular job role can only be used once in a scenario, it can be used in any other scenario.
For example, you could have multiple scenarios with identical steps and associated job roles with the exception of the
last step whose job role would be dierent for each scenario.

Job Role Search

The job role search capability oered in Career Planning allows you to search job proles to nd job roles that represent
career moves that might interest you.

You can perform three dierent types of searches.

• Keyword Search - Used when you want to search for a specic text string. Keyword Search will search all the
following sections for the string.
◦ Name of job prole

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◦ Description of job prole

◦ Name of certication
◦ Name of competency

The following keyword search options can be selected.

◦ Search for exact match of a string with the use of quotation marks.
◦ Search for partial strings of text with the use of wildcard characters.
◦ Search for multiple words without the use of the AND boolean operator.
◦ Search for any of a list of words with the use of the OR boolean operator (the operator needs to be in
upper case).
• Advanced Search - Used when you want to perform complex searches for job roles that include, either as a
requirement or an asset, a specic job level, job eld or competency. If the criterion is optional, you can specify
the relative weight of the criterion, from 1 to 5.
• Best Fit Search - Used to perform a search for job roles that best correspond to the competencies of the
employee's current job.

Fit Analysis
The Fit Analysis tool available in a career plan allows you to see the list of competencies that are part of a particular job
role and the gap between an employee's current rating and the recommended rating for the job role.

The Fit Analysis can be performed for any job role card related to a specic job role or for the current job. The Fit
Analysis tool panel displays up to three dierent sections: Strengths, Improvements and Unknown Areas.
• Strengths - This section lists the competencies where the employee has been rated higher than the
recommended rating for the job. The competency must be a requirement for the job for it to appear in the
strengths.
• Improvements - This section lists the competencies where the employee has been rated lower than the
recommended rating for the job.
• Unknown Areas - This section lists the competencies that are required for the job but for which the employee
has not been evaluated.

For each of these sections, the recommended rating as well as the employee's current rating (if available) are displayed
graphically. If no competencies match the criteria of the section, the section is not displayed. By default, three
competencies are displayed per section, but a More link is provided to display all available competencies in each
section.

Fit Analysis Display Conguration

A conguration seing in the Administration pages allows the Fit Analysis to be turned o or on in the Career Plan
and Snapshot cards. Some customers do not use a competency model and nd the Fit Analysis irrelevant. Or, at times
even customers that do use competencies prefer not to display the Fit Analysis as it can be distracting and possibly
misleading during career planning activities.

Fit Analysis Display - On

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Selecting a job card highlights the card and opens the Tools panel if it is closed. When the Fit Analysis is enabled, the
competencies related to the selected Job Role display along with the employee competency ratings categorized by
strengths and improvements.

The Snapshot Card display mimics that of the Career Plan depending on whether the Fit Analysis is enabled or disabled.

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Fit Analysis Display - O

Selecting a job card highlights the card and opens the Tools panel if it is closed. When the Fit Analysis is disabled, the
competencies related to the selected Job Role display in alphabetical order without the employee competency ratings.

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Competencies
A competency which is not already on an employee's Talent Prole can be added to the Talent Prole directly from the
Career Plan.

Proper user permissions must be in place. This encourages career planning by providing the ability to add competencies
required for future job roles or personal development.

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Performing a Keyword Search for Job Roles

Performing a keyword search for job roles allows to search for entire words or word stems in job proles, more precisely
in the name or description of job roles or in the name of competencies or requirements included in job proles.
1. Open the career plan (your career plan or the career plan of a direct report if you are a manager).
2. When the Career Plan window is displayed, select Add a career step to bring up the search .
3. In the Job Role Search section, enter the text string you want to search for in the Job Role or Job Field elds.
You can enter any of the following types of information, depending on what you are searching for:

◦Text string - Enter an entire word or just a part of a word to search for all occurrences of that word or
word stem. For example, if you entered “manage” (without the parentheses), the result list would include
all occurrences of “manage” including words such as “manage”, “management”, “manager”, “manages”,
etc.
◦ Exact match - Enter the exact string in quotation marks that you are looking for. Example: You would
enter “sales manager” including the parentheses to search for job roles that included that specic string.
◦ Multiple words and/or word stems - Enter a combination of words, separated by a space, to search for job
roles that contain all the words. For example, you would enter “manage direct” without the parentheses
to search for all job roles that contained both words that begin with “manage” and words that begin with
“direct”.
◦ One string or another - Enter multiple words separated by the boolean operator OR to search for job
roles that contain any of the words. The operator OR must be entered in uppercase. For example, enter
“manager OR director OR sales” (without the parentheses) to search for all job roles that include at least
one of the words. The search results might contain job roles that more than one of the words.
4. Click Search.
The system searches for the text string in the following sections of job proles:
◦ Name
◦ Description
◦ Competency Name
◦ Requirement Name

The job roles that correspond to the search criteria are displayed in the Job Role Search Results window.

Performing an Advanced Search for Job Roles

Performing an advanced search for job roles allows users to search for job roles based on a specic job eld or job level
or competencies, which can be requirements or assets for the job role.
1. Open your career plan or the career plan of a direct report if you are a manager.
2. When the Career Plan window is displayed, click Add a career step to bring up the search.
3. In the Search for a Job Role section, click Advanced Search.
4. In the Advanced Search window, click the check box next to a criterion you want to include in the search.
For the Job Field and Job Level criteria, you must also select a value.

Use scroll bar to move up or down in the window as necessary.

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5. Indicate whether the criterion is mandatory or optional by selecting the corresponding option.
◦ If the criterion is optional, you can specify the relative weight of the criterion, from 1 to 5.
6. Perform steps 4 and 5 for each criterion you want to include in the search.
7. Click Search.
The job roles that correspond to the search criteria are displayed in the Job Role Search Results window. The Fit column
indicates the match percentage of the job role in relation to the search criteria.

Performing a Search for the Best Fit Job Roles

Performing a search for the best t job roles allows to quickly search for job roles that include competencies that are the
same or similar to those of the employee's current job.
1. Open your career plan or the career plan of a direct report if you are a manager.
2. When the Career Plan window is displayed, click Add a career step to bring up the search.
3. In the Search for a Job Role section, click Best Fit.
The Job Role Search Results window displays all the job roles that best correspond to the current job.

Performing a Gap Analysis

Performing a t analysis is useful to see how well an employee ts with a particular job role included in a career scenario
by showing the gap between the recommended rating for a competency included in a job role and the employee's
rating.

The Fit Anaylsis panel must be congured to display.

1. Open your career plan, or the career plan of a direct report if you are a manager.
2. In the Career Plan window, click the Tools icon to expand the Tools panel.
3. In the Career Plan window, click the job role card for which you want to view a competency t analysis.
4. The competencies of the job role are automatically displayed in the Fit Analysis panel, under any one of three
possible categories - Strengths, Improvements or Unknown Area. The rating of an employee for a particular
competency compared to the recommended rating specied in the job role determines the category in which
the competency is displayed.
If the More link is displayed, you can click it to view additional competencies and to scroll through the
information.
5. To see the t analysis of another job role included in a scenario, click the corresponding job role card. The t
analysis information changes automatically.
6. To close the Fit Analysis panel when you are done, click Hide the supporting tools.

Viewing a Career Plan

Viewing a career plan allows to see all your career scenarios or, if you are a manager, those of a direct report.

Prior to viewing a career plan, the Career Planning Enabled seing must be set to Yes in Performance Administration
and a career plan must already exist.
1. Perform one of the following steps.

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◦ To view your own career plan , click [Navigation bar] > Career

◦ If you are a manager and you want to view one of your direct report's career plan, click [Navigation
bar] > Career
2. If you are a manager and you want to view a direct report's career plan, select the employee's name in the
employee list. You can also view the career plan of a dierent employee by selecting the name of the direct
report in the employee list.
The Career Plan window displays your career scenarios or those of the employee you selected.

You can add a new scenario or edit or delete an existing one.

Working with Career Plans

Creating a Career Plan
Creating a career plan involves creating career scenarios that include a series of job roles. Each scenario corresponds
to a career path that the employee could potentially pursue within the organization. A career plan is created for an
employee by the employee himself or by the employee's manager. A career plan is created only once and remains active
even if it contains no scenario.
1. If a career plan has never been created, a message appears asking whether you want to create a career plan.
Click Create. Note that the Create buon only appears the rst time a plan is created.
The rst scenario is created automatically and is named My Scenario by default. If you do not want to use the
name My Scenario delete this rst scenario before adding job roles to it because scenario names cannot be
changed afterward.
2. If the career plan already exists (your own or the career plan of a direct report if you are a manager), open it.
◦ To open your own career plan, click [Navigation bar]  > Career
◦ To open the career plan of one of your direct reports, click [Navigation bar] > Career
3. Create a scenario. See Creating a Scenario.
4. Add job roles to the scenario, either by performing a job role search or a t analysis, or by dragging any job roles
included in another scenario to the scenario you are working on. See Adding a Job Role to a Scenario.
The career plan can contain the maximum number of scenarios allowed or no scenario at all. Even when empty, a career
plan cannot be deleted.

Creating a Scenario
Creating a scenario allows users to add a sequence of job roles that together form a career plan. You can create
scenarios for yourself or for any of your direct reports, if you are a manager.

You can create a scenario if you have not exceeded the maximum number of scenarios allowed in a career plan. The
number is set in Performance Administration > Seings and the seing isMaximum Number of Scenarios .
1. Open your career plan or the career plan of the direct report if you are a manager.
2. In the Career Plan window, click Start New Scenario .
3. In the New Scenario window, enter the name of the scenario you want to create.

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Because scenarios are sorted alphabetically and the name of a scenario cannot be edited once created, you
might consider naming your scenarios such that they are listed in a particular way.
4. Click OK.
In the new scenario section displayed in the Career Plan window, the job card of the employee's current job is
automatically inserted.
5. You now need to add job roles to the career plan scenario, either by performing a job role search or a t
analysis, or by dragging job roles included in scenario to the scenario you just created.

Adding a Job Role to a Scenario

Adding a job role to a scenario is used when creating or editing a scenario, either by performing a job role search or a t
analysis, or by dragging job roles included in a scenario to the current scenario.

A job role can be added to a scenario at any time as long as the maximum number of steps has not been reached. The
Maximum Number of Career Steps seing is dened in Performance Administration > Seings .
1. Open your career plan or the career plan of a direct report if you are a manager.
2. Select one of the following actions.
◦ Adding a Job Role from an Existing Scenario - This is the only job role addition task that can be
performed directly in the Career Plan window. There are 2 possibilities - when you drag a job card from
a scenario that is displayed to a location in the current scenario, the job role is copied and will therefore
be in both scenarios; if you press the shift key at the same time as you drag a job card, the job role will be
moved to the current scenario instead of being copied.
◦ Adding a Job Role from a Job Role Search - This method oers various search criteria you can use to
search for job roles that you can then add to a scenario.

Adding a Job Role from an Existing Scenario

You can add a job role to a scenario by dragging the job role from one scenario and dropping it on the rst scenario.
This method is typically used to quickly create multiple scenarios that all have the same sequence of job roles with the
exception of the last step.
1. Open your career plan, or the career plan of the direct report if you are a manager.
2. In the scenario that contains the job role you want to add, click the card of the job role and drag it to the desired
location in the destination scenario.
When the enclosed Plus icon appears, you can drop the scenario.

If an enclosed X icon appears instead, continue to drag the card until you nd an acceptable location and the
enclosed Plus icon appears. You can then drop the scenario.

Adding a Job Role from a Job Role Search

Adding a job role from a job role search is the most common method to add job roles to a career plan scenario.
1. Open your career plan, or the career of a direct report if you are a manager.
2. In the Career Plan window, select Add a career step.

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3. Use one of the following search types:

Keyword Search - Enter the name or partial name of the job role, along with words from the job role prole
(Description, Qualications, Responsibilities).

Advanced Search - This enables additional job role elds to be included, such as Job Level, Job Field, and
competencies.

Best Fit - This displays job roles that correspond the best to the competencies that are part of the employee's
current job role.

The Job Role Search Results window displays all the job roles that correspond to the search criteria you
specied. For each job role found, the list also displays the corresponding job eld, job level, status (whether the
job role is already used in a scenario or not) and the t percentage compared to the current job's competencies.
On the result page, you can also view the job prole of any listed job role by clicking on the name of the Job
Prole.

4. In the Job Role Search Results list, locate the job role you want to add, click on the name to highlight it, and then
select Add Step.
You might want to reorder the job roles in the Career Plan window, which provides a beer view of a scenario and its job
roles.

Viewing Feedback on a Career Plan

Viewing feedback on a career plan, either yours or the career plan of a direct report, is used when you want to view
someone else's opinion and rating on an entire scenario or on specic job roles with regard to you or the direct report.

You can only view feedback when it has been provided for the job role that corresponds to the card selected in the
career plan.

1. Open your career plan or the career plan of the direct report if you are a manager.
2. In the Career Plan window, click the Tools icon to expand the Tools panel.
3. Click Feedback to open the corresponding panel.
4. In the Career Plan window, click the job role card for which you want to view feedback that might have been
provided.
Note that if no feedback has been provided, you might want to request feedback by clicking Ask For Feedback.

5. If there is feedback, it is displayed in the Feedback panel along with the name and job title of the person who
provided the feedback, the date of the feedback, the rating given (if any), and comments (if any).
◦ To view the entire content of the feedback, double-click the feedback text in the Feedback panel.
6. To close the Feedback panel, click Hide the supporting tools.

Reordering Job Roles

Reordering job roles is frequently performed after you have run a job role search and dragged job roles from the result
list to the Career Plan.

1. Open your career plan, or the career plan of the direct report if you are a manager.

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2. In the Career Plan window, click a job role card you want to move to a dierent position and drag it to the
desired step, dropping it between two cards or directly on top of one. The enclosed X icon indicates that the
current position is invalid.
If a job role card is dragged from one scenario to another, the card is copied to the second scenario and the job
role card is part of both scenarios.

Removing a Job Role from a Scenario

Removing a job role from a scenario deletes it from the scenario. You or your manager can perform this action.
1. Open your career plan, or the career plan of the direct report if you are a manager.
2. In the Career Plan window, locate the scenario that contains the job role you want to delete.
3. On the job role card, click the down arrow icon to open the option menu and then select Delete this step.
4. Conrm the deletion by clicking Yes.
The job role is deleted from the scenario. It is not deleted from other scenarios that include it.

Deleting a Scenario
Deleting a scenario removes an entire sequence of job roles from a career plan.
1. Open your career plan, or the career plan of the direct report if you are a manager.
2. In the Career Plan window, click the down arrow icon next to the scenario name that you want to delete and
select Delete this scenario.
3. When a conrmation request appears, click Yes.
The deleted scenario is no longer displayed in the Career Plan window.

Career Plan Fields and Buons

Fields and buons related to career plans in Performance are presented in the following table. Each entry in the table
includes a eld or buon, a description, possible values (when they are predened), the part of the application to which
the eld applies and the eld's section header.

Field Description Applicable to Header

Actual Rating Actual rating of the employee for Career Plans Fit Analysis
any competency of the selected
job role, if the competency has
ever been evaluated as part
of an employee review. If the
employee's actual rating is higher
that the recommended rating, it
will be shown under Strengths,
and if lower, it will be under
Improvements. If the competency
has never been evaluated for the
employee, it will be shown under
Unknown Areas.

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Field Description Applicable to Header

Advanced Search Search option that enables you to Career Plans Job Role Search
specify a series of criteria when
you are searching for job roles.

Best Fit Search option that allows to nd Career Plans Job Role Search
job roles that best correspond
to the competencies of the
employee's current job.

Current Job In the Career Plan window, this Career Plans Career Plan
column of the plan automatically
displays the employee's current
job, in every scenario.

Feedback Tool used to request feedback on Career Plans Toolbox

a career plan scenario and/or on
specic career steps of a scenario.

Field Field on which the search will be Career Plans Advanced Search
performed. To make a selection,
you only need to check all desired
elds. For Job Level and Job Field
elds, you also need to select the
applicable value.

Fit Percentage that indicates how Career Plans Job Role Search Results
the job role ts the search criteria
specied.

Fit Gap between the employee's Career Plans Job Card

ratings - as viewed in the Fit
Analysis - and the expected ratings
for the job role. 100% means there
is no gap. For instance in the Fit
Analysis there may be 10 items and
the employee meets or exceeds 7
of those items. Their t percentage
would be 70%.

Fit Analysis Tool used to obtain an analysis Career Plans Toolbox

of the dierence between the
recommended rating for each
competency in the job role and the
rating the employee has obtained
for each competency (where
applicable).

Job Field Job eld associated with the job Career Plans Job Role Search Results
role, as per the job role denition in
SmartOrg.

Job Level Job level associated with the job Career Plans Job Role Search Results
role, as per the job role denition in Job Card
SmartOrg.  

Job Role Search Tool used to search for job roles. Career Plans Toolbox

Name Name of the job role, as per its Career Plans Job Role Search Results
denition in SmartOrg.

Options menu You can use the Options menu Career Plans Status
to view the job prole that Job Card

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Field Description Applicable to Header

corresponds to the job role or to  

add the job role to an existing
scenario. From a job role card
included in a scenario, you can
use the Options menu to view
the corresponding job prole or
to delete the job card from the
scenario.

Recommended Rating Recommended rating required for Career Plans Gap Analysis
any competency of the selected job
role.

Search Type When a eld is to be included Career Plans Advanced Search

in the advanced search and the
corresponding box is checked, the
search type options become active.
There are two options:
• Mandatory - The selected
eld MUST be present for a
job role to be returned in the
search results.
• Optional - The selected
eld is optional and will be
searched according to the
specied weight.

Step In the Career plan window, the Step Career Plans Career Plan
column displays any job role that
has been added to the scenario.
The number of steps that can be
added to a scenario is dependent
of the corresponding seing,
Maximum Number of Career
Steps, dened in Performance
Administration.

View Job Role Prole Actions menu option, available Career Plans Options menu
from the job role card or the Job
Role Search Results page, that
opens the prole of the related job
role, with a complete description
and all associated competencies
and certications.

Weight When a eld is selected as a search Career Plans Advanced Search

criteria and optional, you have the
possibility of specifying the relative
weight from 1 to 5.

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7 Development Planning

Geing Started with Development Planning

Development Planning
Development Planning complements the Career Management functionality. It oers the ability for employees to create
and manage development plans both from a central location as well as in-context throughout Performance. The
development plan enables employees to manage development goals and determine the specic development activities
needed to achieve those objectives, whether it be to improve in a current role or to help aain a future role.

Development planning enables employees to not only explore future potential career paths, but to view, monitor, and
progress through the development activities necessary to aain them. These activities can be to focus on suggested or
desired areas of general improvement or in support of specic goals that the employee will be undertaking as part of
their goal plan.

Both employees and managers can dene development activities, either from the development plan itself or through
the employee's talent prole, performance review, goal plan and/or career plan.

The development plan lists all activities, regardless of the context where it was added or created. However, when within
a specic context, a mini development plan is available to users. This mini plan shows the due date of the activity as well
as the status and progress information on top of all the other development activities linked to the selected item.

In addition, collaboration tools are integrated to facilitate social learning. Employees have the possibility to share
development activities with others, benet from a mentoring relationship, and rate and review development content
such as courses, books, and coaches.

Conguration
Aside from the seing that provides the possibility to enable the Development Planning feature, various other seings
are available to congure the feature and all related functions.

All seings are found under Conguration > [Taleo Performance] Seings . There are three categories of seings
related to development planning. Each category oers numerous seings but there is always one seing required to
basically enable the feature.

Working with the Development Plan

Development Plan
The development plan is the fundamental part of the Development Planning functionality and the central location
where employees can manage all their development activities.

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The development plan is the main location from which each employee can add and remove development activities, edit
activity details, maintain the progress status of activities, rate and comment activities, share or recommend activities
with others.

Each employee in the system can have a development plan, which is also accessible by the employee's manager, with
the same rights as those granted to the employee, as well as to HR administrators with the corresponding permissions.

The development plan can include dierent types of activities: formal activities such as courses, informal or experiential
activities such as a job shadowing assignment, and any other custom-created activity.

The activities are added to the development plan by either searching amongst predened activities in the development
library or by creating custom activities, such as job shadowing, mentoring and networking or any other activity not
in the development library. Those custom activities that have been created by employees can be shared with other
colleagues and will display in their view of the development library.

All actions related to the activities in the development plan are tracked and shown in the History tab.

The development plan is not time-bound and can extend into the future. Therefore, as an example, a development plan
can have one development activity that spans three months and another that spans three years. Since the development
plan will grow over time, employees will only want to focus on the active items they are working on. Any completed
activities can be moved to an archived view of the plan.

Development Plan Approval

The approval of a development plan is an optional process by which the activities composing the development plan
are presented to dened users for them to review the development plan activities and to determine if the plan is
appropriate. Approval can be done for the entire plan and also when a change occurs in the plan.

The approval of a development plan is determined by the denition of an approval workow set at the development
plan template level. By default, as there is no approval workow dened, a development plan does not require approval.

However, when the development plan template has an approval workow, the development plan needs to be approved,
based on the approvers selected in the approval workow and according to their order in the workow. In addition,
email notications can be sent to the participants at each step of the approval, as per the email templates selected.

The approval process can occur in two dierent situations, each aected by dierent seings.

• When the approval of the development plan is requested by the creator of the plan: When the development
plan template has an approval workow that includes at least one approver, the plan must be approved by the
specied approver.
• When a change is done to an activity in the plan and that change has been congured to require approval if
modied: In the development plan template, the user-dened elds and the standard elds that indicate that
the eld requires approval will need to go through the dened approval workow if the said eld is edited.

Printable Development Plan

The development planning feature provides the ability to print development plans.

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The printable development plan presents the following sections and elds:

• Development Plan Information - General information about the development plan. This section is always part
of the printed plan. However, if any of the elds don't have a value, they will display Not Specied.

Printed development plan Development Plan page

Section - Field

Section right under Development Plan Status The status of the plan shows in tool bar,
header next to the action icons.

Approval Date The approval date shows only when the

plan has been approved.

Print Date No correspondence on development

plan; just the current system date.

• Employee Information - This section shows general information about the employee. This section is always
part of the printed plan. However, if any of the elds don't have a value, they will display Not Specied.

Printed Development Plan Source

Employee Information Field The information in this section comes

from the employee's user account
information

Employee Employee's First Name and Last Name

User Name User Name

ID Employee ID

Title Job Role Title or User Title (depending

on selected option)

Manager Employee Manager

Organization Organization

• Current and Archived Development Activities - Theses sections list all current and archived activities, by
alphabetical order, when the development plan has at least one current or archived activity. When there are
none, this section is not printed at all.

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Printed Development Plan Source Field

Current/Archived Development Activities Field Development Activity page

Section - Field

Sub-section on gray background section Name of the activity Specications - Name

When the Current/Archived Activities section
prints, this sub-section always displays. If some Status of the activity (in parentheses) Specications - Status
elds have no values, they will indicate Not
Specied. Description of the activity Specications - Description
 
Start Date Specications - Start Date

Due Date Specications - Due Date

Development Activity Information Name Development Activity Information

The information in this section initially comes
from the development activity denition ID Development Activity Information - ID
when it was congured. Therefore, if some This value is never available for custom
information was not provided in the denition, activities.
it will not display in the development activity  
page, or in the printed development plan.
  Category Development Activity Information - Category
When the Current/Archived Activities section
prints, this sub-section always shows. If some Type Development Activity Information - Type
elds have no values, they will indicate Not
Specied . Related Competency Development Activity Information -
  Competency

Measurement Actual Value Measurement - Actual

When the Current/Archived Activities section
prints, this sub-section always displays. If some Target Value Measurement - Target
elds have no values, they will show a value of
0. Stretch Value Measurement - Stretch
 
Progress Measurement - Progress

Comments Author Comments - Added by

When the Current/Archived Activities section
prints, this sub-section only displays when Date Comments - Added on
there is at least one comment. If none, this sub-
section is not printed. Message Comments - text
 

Linked Items Item Specications - Linked Items - Item

When the Current/Archived Activities section
prints, this sub-section only displays when Context Specications - Linked Items - Context
there is at least one linked item. If none, this
sub-section is not printed.
 

Note that the printed version does not reect the standard eld display of the development plan template. The
elds that are part of the printed development plan (indicated in table above) will display even if they are set not to
be displayed in the development plan template. For instance, if the Stretch Value eld was set to not display in the
template, it will still show up in the printed development plan, with a '0' value.

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Conguration
For users to be entitled to print development plans, the following conguration is required:
• The seing Enable Development Plan Printing must be set to Yes. (accessed via Conguration > [Taleo
Performance] Administration > [Global Congurations] Seings , under the Development Planning
category. Note that this seing is private and disabled by default. Therefore, it can only be activated by Oracle,
upon request.
• The user needs viewing access to development plans (via the permission Performance > Development
Plans > View
• The development plan must contain at least one activity, either current or archived, for the plan to be printed.

Viewing a Development Plan

Viewing a development plan allows the user to either view his own development plan, or another employee's
development plan. The plan shows all active development activities, whether these activities are in progress, completed,
not started or canceled.

Performance > [Navigation bar] Development

Performance > [Navigation bar] Development

If a development plan has never been created, start by creating a plan by clicking Create.
1. Click the Activities tab to view all the active activities in the plan.
To view activities by context, select View By, which can organize the activities by competency, employee goal,
job role, or review item.
2. Click the Archived Activities tab to view all activities archived for that specic plan.
3. Click the History tab to view a list of all the actions performed on the development plan.
Double-clicking the Date and Time column displays the event history in a separate message box.
Once in the Development Plan page, you can add new activities, delete or edit activities and view the details of a
specic activity in the list.

Printing a Development Plan

• The seing Performance  > Development Planning > Enable Development Planning is set to Yes.
• The seing Performance  > Development Planning > Enable Development Plan Printing is set to Yes.
• The user must have the permission Performance  > Development Plans > View .
• The development plan contains at least one activity.
1. Access the development plan to print via [Navigation bar] > Development
2. Once in the development plan, click the Printer icon to open the PDF version of the plan.
Note that there are no printing options to select. The elds that are printed are predened.
3. To print the development plan, select the printing function of the PDF reader.
The PDF version of the development plan is printed.

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Showing/Hiding Development Plan Instructions

Instructions must have been created in at least one language.

Performance > [Navigation bar] Development

1. Select More Actions > Show Instructions.

Show Instructionsonly displays in the More Actionsmenu if instructions exist and they are hidden.
If the instructions are not available in your language, they are displayed in the base language of your system.
2. Click the enclosed Green X icon to hide instructions.
Only one set of instructions is available for the entire development plan, regardless of whether you display
them within a specic activity.

Adding an Activity to a Development Plan

Adding activities to a development plan is done by searching for an existing activity or by creating a new private activity.

Performance > [Navigation bar] Development

Performance > [Navigation bar] Development

If a development plan has never been created, start by creating a plan by clicking Create.

Note: The same activity can only be added once in a development plan.

1. There are three dierent methods to select and add an activity:

◦ In the Development Plan page, click the plus icon and select Search for an activity... to search
among the existing activities in the company's development library and then choose from the
Activity Collections in the left pane to see individual activities. Then select Add Activity to add it to a
development plan.
◦ In the Development Plan page, click the plus icon and select Create an activity... to create a new custom
and private activity for yourself.
◦ In the Development Plan page, in the left pane menu, click Recommendations and select an activity
that was recommended by a peer and then select Accept.
2. If you decide to add the activity to your plan, you will be given the option to link the activity to various items.
a. In the Link Development Activity window, select the desired context from the drop-down list and then
select a corresponding item.
b. Click the plus icon to add your selection in the list of selected items.
c. Repeat the two previous steps for each element you wish to link to your activity.
d. Once all the linking elements have been selected, click OK.
The activity is added to the development plan.

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Removing an Activity from a Development Plan

Removing an activity deletes it from the development plan.

Performance > [Navigation bar] Development

Performance > [Navigation bar] Development

1. From the Activities tab, select the activity you wish to remove.
2. Click the right arrow icon and select Remove From Plan.
3. Conrm the deletion by clicking Yes.
The selected activity is removed from the development plan.

Requesting for the Approval of the Development Plan

Approval of the development plan is required whenever the related development plan template includes an approval
workow, and when a change is made to the development plan that requires approval.

Performance > [Navigation bar] Development

Performance > [Navigation bar] Development

1. In the Development Plan page, click Request Approval.
2. Conrm the approval request for it to be sent to the users dened in the approval workow of the development
plan template.
The approval request will be sent to the rst approver in the approval workow and will be displayed in that user's My
Tasks panel, under the Approve Development Plan task type.

When the approval request is accepted or rejected by the dened approvers, it will be indicated in the user's
development plan; until then, the development plan status will show that the plan is under approval.

Replying to an Approval Request

Whether it be to approve a goal plan, a succession plan, a development plan, a performance review or an employee
change request, the approval task to be performed is always brought to the aention of the approver via My Tasks.

An approval must have been requested for the approver be able to accept or reject an approval request.
Performance > [My Tasks]
1. In My Tasks, from the Show list select the appropriate Approve category.
2. In the task list, select an item to display summary information and the corresponding link.
3. Click the link and you are brought either to the specic item page or to a window indicating the employee
change requested.
4. Click Approve or Reject, enter a comment and click OK.
The approval request is answered and the task is removed from My Tasks.

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Searching for Development Activities

Development Activity Search
Performing a search allows employees to nd suitable activities to add to their development plan.

Searching for a development activity launches the specied query to nd the relevant activities, either in the
development library or in the activities shared with the employee.

Various types of searches are oered to employees to nd activities:

• Keyword Search - where the string entered is searched in all activity names and descriptions.
• Advanced Search - where the search is performed based on the specied context values.
• Best Fit Activities - where the result shows activities that present the same organization, location, job eld, job
role, job level and competency as the employee performing the search.
• Top Rated Activities - where the result shows activities having the highest rating, presented in descending
order, from 5 stars to 0.
• Activities Shared with Me - where the result shows private activities that have been shared with the current
employee by others.
• Activities Shared with Employee - where the result shows private activities that have been shared with the
employee whose plan is in display.

Development activities can also be searched from and added to the Talent Prole and the Career Plan.

When searching for Development Activities from the Talent Prole, the context of the competency is kept and only the
Development Activities associated to that original competency are returned in the search results. This allows for more
focused career development discussions and provides more context for the employee.

Note: This contextual search functionality does not apply to Development Activities coming from Oracle
Taleo Learn.

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Each of the Development Activities returned in the search results shown below are associated to the Leadership
competency.

When searching for Development Activities from the Career Plan, the context of the Job Role is kept and only the
Development Activities associated to that original Job Role are returned in the search results.

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Each of the Development Activities returned in the search results shown below are associated to the HR Manager Job
Role.

Adding an Activity by Searching in the Development Library

When searching in the development library for an activity, activities that were created by the company and that are
available to all users are searched.

Performance > [Navigation bar] Development

Performance > [Navigation bar] Development

If a development plan has never been created, start by creating a plan by clicking Create.

1. In the Development Plan page, click the plus icon and select Search for an activity... to search among the
existing activities in the company's development library.
2. In the Development Activity Search panel, perform your search using the keyword search, the advanced
search or from the Activity Collections.

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The activities corresponding to your search criteria will display.

3. If you nd an activity of interest and want to add it to your plan, click Add Activity.
◦ If you want to know more about the activity before adding it, click the activity name to view its details.
4. If you decide to add the activity to your plan, you will be oered the possibility to link the activity to various
items.
a. In the Link Development Activity window, select the desired context from the drop-down list and then
select a corresponding item.
b. Click the plus icon to add your selection in the list of selected items.
c. Repeat the two previous steps for each element you wish to link to your activity.
d. Once all the linking elements have been selected, click OK.
The activity is added to the development plan.

If you want to provide additional information about the activity or edit the existing information, select the activity to
view its details and make your modications as needed on the Development Activity Information page.

Searching an Activity Using Keywords

Performing a keyword search allows the user to search either in the development library or in the activities shared with
the employee for entire or partial words where the string entered is searched in all activity names and descriptions.

Performance > [Navigation bar] Development

Performance > [Navigation bar] Development

If a development plan has never been created, start by creating a plan by clicking Create.

1. In the Development Plan page, click the plus icon and select Search for an activity... to search among the
existing activities in the company's development library.
2. In the Development Activity Search page, perform your search by entering text in the Keyword search box.
You can enter any of the following types of information, depending on what you are searching for:

◦ Text string - Enter an entire word or just a part of a word to search for all occurrences of that word or
word stem. For example, if you entered manage, the result list would include all occurrences of manage
including words such as manage, management, manager, manages, etc.
◦ Exact match - Enter the exact string that you are looking for, in quotation marks. Example: You would
enter “sales manager” to search for elements that include that specic string.
◦ Multiple words and/or word stems - Enter a combination of words, separated by a space, to search for
elements that contain all the words. For example, you would enter manage direct to search for elements
that contain both the words that begin with manage and the words that begin with direct.
◦ One string or another - Enter multiple words separated by the boolean operator OR to search for results
that contain any of the words. The operator OR must be entered in uppercase. For example, enter
manager OR director OR sales to search for elements that include at least one of the words. The search
results might contain elements that have more than one of the words.
3. Click Launch the search.
The system searches for the text string in the names and descriptions of the activities in the development
library or in the activities shared with the user.

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The activities corresponding to your search criteria will display.

From the result list, you can add any of the activities to the development plan.

Searching an Activity Using Advanced Search Options

The advanced search provides the ability to search for activities based on specied context values.

Performance > [Navigation bar] Development

Performance > [Navigation bar] Development

If a development plan has never been created, start by creating a plan by clicking Create.
1. In the Development Plan page, click the plus icon and select Search for an activity... to search among the
existing activities in the company's development library.
2. In the Development Activity Searchpage, click the Advanced Search.
3. In the Advanced Search window, check the elds to be searched.
As the window keeps the values of the previous search, it is suggested to click Reset to remove all criteria. You
can click Customize to select which search criteria to use.

Depending on the type of eld, two selection types are possible:

◦ Selection from a drop-down list of predened values

◦ Selection in a corresponding selector window, accessed by clicking the Magnifying Glass icon

The only exception being the eld Name, which works the same way as the keyword search.
4. If you want the search results to take into account activities for which no specic context has been dened,
select Show activities not contextualized.
If this option is checked, along with specied values in some elds, the search results will show activities that
have the specied values as well as those that have no value specied.

For example, if this option is checked and you selected New York in the Location eld, the resulting activities
will either have New York as a specied location context or have no value at all for the location context.
5. Click Search.
The activities corresponding to your search criteria display.

From the result list, you can add any of the found activities to the development plan.

Searching an Activity Among Best Fit Activities

Searching an activity among best t activities provides the ability to nd activities that present the same organization,
location, job eld, job role, job level and competency as the employee performing the search.

Performance > [Navigation bar] Development

Performance > [Navigation bar] Development

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If a development plan has never been created, start by creating a plan by clicking Create.
1. In the Development Plan page, click the plus icon and select Search for an activity... to search among the
existing activities in the company's development library.
2. In the Activity Collections panel, click Best Fit Activities.
The activities that most closely match your competencies display.

From the result list, you can add any of the found activities to the development plan.

Searching an Activity Among Top Rated Activities

Searching an activity among top rated activities provides the ability to nd activities that have been rated by others and
that show the highest rating, listed in descending order, from 5 stars to 0.

This search option is

Performance > [Navigation bar] Development

Performance > [Navigation bar] Development

If a development plan has never been created, start by creating a plan by clicking Create.
1. In the Development Plan page, click the plus icon and select Search for an activity... to search among the
existing activities in the company's development library.
2. In the Activity Collections panel, click Top Rated Activities.
The activities corresponding to your search criteria display.

From the result list, you can add any of the found activities to the development plan.

Searching an Activity Among Activities Shared With Me

Searching an activity among the activities shared with me allows the current user to view the custom and private
activities created by other users and shared with him or her. If the current user is viewing his/her own development
plan, these activities are those that are shared specically with him or her. If the current user is manager and is viewing
another user's development plan, these activities will be those that are shared with him or her, not with the person
who's plan is in display.

Performance > [Navigation bar] Development

Performance > [Navigation bar] Development

If a development plan has never been created, start by creating a plan by clicking Create.
1. In the Development Plan page, click the plus icon and select Search for an activity... to search among the
existing activities in the company's development library.
2. In the Activity Collections panel, click Activities Shared With Me.
The activities corresponding to your search criteria display.

From the result list, you can add any of the found activities to the development plan.

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Searching an Activity Among Activities Shared With the Employee

Searching an activity among the activities shared with the employee allows the current user to view the custom and
private activities created by other users and shared with the employee whose plan is in display.

Performance > [Navigation bar] Development

Performance > [Navigation bar] Development

If a development plan has never been created, start by creating a plan by clicking Create.

1. In the Development Plan page, click the plus icon and select Search for an activity... to search among the
existing activities in the company's development library.
2. In the Activity Collections panel, click Activities Shared With Employee .
The activities corresponding to your search criteria display.

From the result list, you can add any of the found activities to the development plan.

Working with Development Activities

Development Activity
A development activity is any activity that can contribute to improve the capability of an employee to perform in his/her
current job and his/her potential to perform future roles.

Development activities can take various forms:

• activities dened by the company, which are considered to be public and made available from the development
library;
• custom activities created by employees themselves, which are considered private and can only be made
available to other employees if shared.

Development activities are added to an employee's development plan by the employee himself or assigned by the
employee's manager, by searching amongst the predened public activities in the development library or by creating
new custom private activities.

When adding an activity to the development plan, the user can provide various information about the activity, link the
activity to a specic context, such as a goal, a review item, a competency or skill or even to a job role to indicate the
purpose of the activity, indicate how the progress will be measured and archive the activity.

Details about a development activity can be seen from the development plan itself as well as from the mini plan,
accessible via multiple contexts in the application. The Development Activity Details page shows the name, description,
status and dates of the activity, lists the items that are linked to the activity and displays measurement information and
other activity information, based on the type of activity.

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Since development plans are not time-bound and may contain activities that can span any duration, the employees
have the possibility to archive development activities that are completed or that they do not want to have displayed in
their active development plan view. Archived development activities can be accessed at any time through the Archived
Development Activities view.

Third-Party Development Activity Provider Support

Oracle Taleo Enterprise Edition increases the exibility for customers to have a robust and comprehensive development
activity library with each implementation, by adding third-party provider support.

This feature provides Oracle Taleo Enterprise Edition with the ability to partner with development plan providers and
oer a wider range of development activities to Oracle Taleo Enterprise Edition customers.

When a third-party development activity library has been associated with the system, it can be enabled by Oracle
Customer Support in the conguration module. Once enabled, system administrators can congure individual
development activities within the library to be displayed or hidden. Administrators can create and delete custom
development categories and activities for a specic system, but can only enable, disable and edit those supplied by a
third-party vendor.

Employees can use their own internal development activities and those from external providers in the same system.
When a user searches for an activity, a provider column is included in the activity list, enabling the user to quickly
identify the source of the development activity.

Conguration
After purchasing an external development plan library, associating it with your Performance implementation is the
responsibility of Oracle. Once that is completed, you can enable the providers via

Conguration > [Taleo Performance] Administration > [Development Planning]  > Development Activity

Providers

Viewing Details About a Development Activity

Viewing details about a development activity allows the user to see all the information provided for an activity, such as
the activity's specications (start and end dates, status, linked items), the activity's progress and even an history of all
related events. Such information can be viewed for activities that are part of a development plan or archived activities.

Performance > [Navigation bar] Development

If a development plan has never been created, start by creating a plan by clicking Create.

1. From the Activities tab in the Development Plan, click the activity you want to view.
The Development Activity Details are displayed and shows all the information that was provided about the activity.

You can click the left buon to return to the Activities tab or click the arrows to page through the other activities in the
development plan.

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Contexual Development Activities

While development activities are always listed in a development plan, they can be created in, and associated with, other
modules.

Linking an activity to a specic context enables activities to be associated with talent prole competencies, goal plans,
career plans and performance reviews. The context is established when creating the activity within the module or
linking it via the development plan module afterwards.

By default, when you create an activity in a module it is linked to that module. You can select to change the context in
the Create a Development Activity dialog, however, as one of the steps during the creation process of by using the
Link action menu option in the development activities list.

Creating Development Activities outside a Development Plan

Performance > [Navigation bar] Prole > Competencies > Development Activities

Performance > [Navigation bar] Career  > Step 1 and greater

1. Click Create an activity.
2. Enter the required values and click Next.
3. Click OK to accept the default activity linking - or - proceed to the next step to customize.
4. Select from the available custom and system contexts and add them to the list.
Multiple context types can be associated with each activity.
5. Click OK.
The development activity is linked to the selected items and added the user's development plan.

Creating a Private Activity

Creating an activity is done to add a custom and private activity to an employee's development plan, that is an activity
other than from the development library.

Performance > [Navigation bar] Development

If a development plan has never been created, start by creating a plan by clicking Create.
1. In the Development Plan page, click the plus icon and select Create an activity... to create a new custom and
private activity for yourself.
2. In the Create a Development Activity window, enter a name and a description for your activity and any other
desired information.
The Name eld is limited to 200 characters and the Description eld is limited to 1000 characters.
3. If custom categories have been dened, you'll have the option to assign a category to the activity.
4. Click Next.
5. Select the items to which you want to link your activity by rst selecting the context and then the specic
related item in the list of available items.

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Note that you can add multiple items, but each must be selected and added one by one.

If you select a custom context, you have the ability to add new contexts right from this window by clicking
Create custom context.

6. Click the plus icon to add your selection in the list of selected items.
7. Click OK.
The newly created activity is added to the development plan.

If you want to provide additional information about the activity, select the activity to view its details and make your
modications as needed on the Development Activity Details page.

Linking an Activity to a Specic Context

Performance > [Navigation bar] Development

If a development plan has never been created, start by creating a plan by clicking Create.

1. From the Activities tab, click the Right Arrow icon and select Link... for the required activity.
2. In the Link Development Activity window, select the items to which you want to link your activity by rst
selecting the context and then the specic related item in the list of available items.
Available job roles depends on how many dierent job roles have been added to the employee's career plan.

You can add multiple items, but each must be selected and added one by one.

If you select a custom context, you have the ability to add new contexts right from this window by clicking
Create custom context.

3. Click the plus icon to add your selection in the list of selected items.
4. Click OK.
The activity is linked to the selected items. Linked activities can be viewed by their context in the Development Plan
page.

Archiving an Activity
Archiving a development activity is done to remove an activity from the development plan without deleting it, therefore
allowing the user to keep it for future reference, whether it be to recommend or share it with someone else or to view its
details once the activity is completed.

Performance > [Navigation bar] Development

1. From the Activities tab, click on the activity that you wish to archive.
2. From More Actions, select Archive... .
3. In the Archive a Development Activity window, rate and comment on the activity and click Finish.
◦ Note you cannot rate, share, or add comments to a Oracle Taleo Learn activity.
The activity is removed for the active development plan and is available via the Archived Activities tab.

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Archived activities can be recommended or shared, depending on whether the activity is created by the user or
taken from the development library, but cannot be reinserted in the development plan. Once archived they cannot be
unarchived.

Sharing an Activity
Sharing an activity allows the user to share a custom activity that he/she has created with another user.

Performance > [Navigation bar] Development

For a custom activity to be shared, it needs to be archived rst.

1. If the activity is not archived, from the Activities tab click the activity:
a. Select More Actions >Archive...
b. In the Archive a Development Activity window, choose to share the activity with your fellow employees
as part of the archiving process by selecting Next.
c. Select the employees that you want to share the activity with and click Finish.
2. If the activity is archived, select the Archived Activities tab and click the activity.
3. In the Development Activity Details page, click Share .
4. In the Share a Development Activity, select the employees with whom you wish to share the activity by rst
selecting the source and then the employees in the list of available employees.
Note that you can add multiple employees, but each must be selected and added one by one.

5. Click the plus icon to add your selection in the list of selected items.
6. Click Finish.
Note you cannot share Oracle Taleo Learn activities.

Recommending an Activity
Recommending an activity allows the user to suggest to another user an activity taken from the development library,
whether the activity is part of his current development plan, archived or just in the result list of an activity search
operation.

Performance > [Navigation bar] Development

Only activities that are part of the development library can be recommended.

1. From the Activities or Archived Activities tab, click an activity and then select More Actions > Recommend...
You can also select the right arrow icon and Recommend... for an activity from the Development Activity
Search results list.
2. In the Recommend a Development Activity window, select the employees to whom you wish to recommend
the activity by rst selecting the source and then the employees in the available list.
3. Click the plus icon to add your selection to the list of selected items.
4. Add comments and click Finish.
Since the same activity can only be recommended once to the same employee, if an employee cannot have the
activity recommended to them, a message is displayed explaining why.

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The activity is recommended to the selected employees and will be displayed in the Recommendations of each
selected employee, who will have the choice of accepting or declining the recommendation.

Development Activity Comments

You can create, edit and delete comments for an employee's development activity.

Comments can be left on development activities by line managers and employees. Comments are viewable by anyone
who has access to the activity; however, the actions that can be taken on a comment are dependent on its owner. Only
the owner of the comment can edit or delete it.

Commenting on Development Activities

Performance > [Navigation bar] Development

1. From the Activities tab, click an activity.

2. Click Add in the Comments section and enter text.
3. Click Done and then click the Disk icon to save.

Viewing Recommended Activities

Viewing recommended activities allows the user to see all the development library activities that have been
recommended by others, either to him if viewing his own plan or to the employee whose plan is in display.

Performance > [Navigation bar] Development

If a development plan has never been created, you won't be able to see the left pane Menu box and you'll need to start
by creating a plan by clicking Create.

1. Select Recommendations from the left pane.

All the activities recommended to the employee are listed and show the information about the activity, as well
as the rating and comment from the person who recommended the activity.
2. You can choose to add the activity to the development plan by clicking Accept; otherwise, you can select
Decline to remove the activity from the recommendations.
Recommended activities can be accepted or declined.

Viewing Archived Activities

Viewing archived activities allows the user to see all the activities that have been removed for the active development
plan to be placed in an archive for later use.

Performance > [Navigation bar] Development

Performance > [Navigation bar] Development

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If a development plan has never been created, you won't be able to see the left pane Menu box and you'll need to start
by creating a plan by clicking Create.

1. From the Archived Activities tab, click an activity.

Archived activities can be recommended, assigned, and shared, depending on user permissions and whether the
activity is created by the user or taken from the development library. Activities cannot be reinserted in the development
plan.

Rating an Activity
Rating an activity allows the user to provide his appreciation of a completed activity and is performed as part of the
archiving process.

Performance > [Navigation bar] Development

1. In the Activities tab, click the activity that you wish to archive and rate.
2. Select More Actions > Archive...
3. In the Archive a Development Activity window, rate the activity using the stars and provide a comment.
4. Click Finish.
The activity is archived, along with its rating and comment.

Archived activities can be recommended or shared, depending on whether the activity is created by the user or taken
from the development library, but cannot be reinserted in the development plan.

Note that you cannot rate Oracle Taleo Learn activities.

Assigning an Activity to a Direct Report

Assigning an activity allows a manager to quickly add an activity to the development plan of one or multiple direct
reports at once, whether the activity is in his own development plan or in the development plan of a direct report.

The activity assignment feature is only available to users whose user type includes the corresponding permission.

Performance > [Navigation bar] Development

1. From the Activities tab, select the activity that you want to assign to other employees.
You must not click the activity link, but select the activity so that it is highlighted.
2. Click the Person with Right Arrow icon and in the Activity Assignment window, select the direct reports you
want to assign the selected activity to, by placing a check beside the name.
Since you can assign an activity to a maximum of ten direct reports at once, you might need to repeat the
assignment process if you have more direct reports to whom to assign the activity.

3. Click OK.
Note that an activity cannot be assigned to an employee whose development plan already includes the activity
or if the plan is under approval. An activity might also not be assignable if the development plan of the selected
employee has not yet been created or is already approved; both of which depend on the assignment seings
dened in the development plan template.

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If the activity is assigned successfully, the selected employees will see the assigned activity in their development plan.

If the activity could not be assigned, a window will display the employee for whom it didn't work and the reason.

Working with Mentoring

Mentoring
Part of Development Planning, the mentoring functionality allows for formal mentor or development coach
relationships to be created in the system.

Many organizations have some form of mentoring program in place since it is an excellent way to preserve
organizational knowledge.
When a mentoring relationship is established and upon conguration of the proper mentoring seings, the system
aords the mentor special access to view information about the mentee, such as the mentee's career or development
plan. This access facilitates the dialog between the mentor and mentee, which can be captured by the system in the
form of feedback tracking meetings, discussions, follow-ups and words of wisdom that the two parties might exchange.

Julia may want to move from her current job function in Marketing to a new job function in Sales. Her manager is a
logical choice to mentor her in her current role, but he isn't necessarily the best person to mentor her to make the job
change across functions. Therefore, she could benet from a mentor who would be well-suited to help her achieve her
career goal. Her manager can assign a suitable mentor for her.

Conguration
Various user type permission related specically to mentors must be granted.

User Type Permission Description

Performance > Performance Reviews > The user has read-only access to performance reviews of employees for whom he is a mentor.
View — If this user is a mentor.

Performance > Performance Reviews > The user has write access to performance reviews of employees for whom he is a mentor.
Manage — If this user is a mentor.

Performance > Goal Plans > View — If The user has read-only access to goal plans of employees for whom he is a mentor.
this user is a mentor.

Performance > Goal Plans > Manage — The user has write access to goal plans of employees for whom he is a matrix manager.
If this user is a mentor.

Performance > Development Plans > The user has read-only access to development plans of employees for whom he is a mentor.
View — If this user is a mentor.

Performance > Development Plans > The user has write access to development plans of employees for whom he is a mentor.
Manage — If this user is a mentor.

Performance > Employee Metrics > View The user has read-only access to employee metrics of employees he is mentoring.
— If this user is a mentor.

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User Type Permission Description

Performance > Employee Metrics > The user has write access to employee metrics of employees he is mentoring.
Manage — If this user is a mentor.

Performance > Employee Prole > View The user has read-only access to the talent proles of employees he is mentoring.
— If this user is a mentor.

Performance > Employee Prole > View The user has write access to the talent proles of employees he is mentoring.
— If this user is a mentor.

Assigning a Mentor
A mentor is assigned when a manager requests a mentor for one of his reports, which automatically establishes the
mentoring relationship between the selected mentor and mentee.

The mentoring feature must be enabled and the related user type permissions granted.

Performance > [Navigation bar] More dropdown Mentoring Center

1. Locate the employee to whom you want to assign a mentor and click the down arrow icon on the employee's
performance card to select Request Mentoring....
2. In the Request Mentoring window, click the down arrow icon in the contact category to select appropriate
category and then select the employee you wish to assign as a mentor.
3. Provide a comment, as it is mandatory.
4. Click Send for the request to be sent to the selected mentor.
The mentor request is sent to the selected mentor and the mentee is added to the mentor's Mentoring Center.

Accessing the Mentoring Center

The Mentoring Center is accessed to view all the mentoring relations of an employee and to maintain those
relationships.

The mentoring feature must be enabled and the related user type permissions granted.
Performance > [Navigation bar] > More dropdown > Mentoring Center
1. Once in the Mentoring Center page, you can see all the mentees that have been assigned to you.
You can maintain the relationship and send feedback to a mentee or break the mentoring relationship.

Writing to a Mentee
Writing to a mentee allows a mentor to send his/her mentee feedback about his/her development plan activities.

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Performance > [Navigation bar] > More dropdown > Mentoring Center

1. In the Mentoring Center page, locate the mentee to whom you want to write.
2. In the information box, click Send Feedback.
3. In the Provide Feedback dialog enter your feedback in the text box and format the text as needed.
The text entry area allows for a maximum 6,000 characters. A counter lets you know how many characters you
have left or are over the limit. Once you have reached the limit you can continue typing and editing, but the
system will not allow you to save if the count is over the limit.
4. Optional. In the Approval section you can select an approver, if desired.
5. When input is complete, click Send.
The mentee and/or the manager of the mentee will receive the message in their Feedback Journal, with the General
subject.

Reading Feedback Provided by a Mentor

All feedback comments provided by the mentor to the mentee can be read by the mentee from his/her journal and is
treated as unsolicited feedback

Performance > [Navigation bar] > More dropdown > Feedback

1. On the Feedback page, select the Received tab at the top of the results list.
The results list displays feedback received about yourself, solicited or unsolicited ; pending requests for
feedback about yourself (requested by yourself or someone else); and requests for feedback about yourself
(requested by yourself or someone else) that are pending approval.
2. To only see feedback that a specic mentor has sent, you can select this person's name in the About lter. You
can also choose to sort the feedback by the column Subject and locate and read all the General ones.
3. On the Feedback page, select the Received tab at the top of the results list.
The results list displays feedback received about yourself, solicited or unsolicited; pending requests for
feedback about yourself (requested by yourself or someone else); and requests for feedback about yourself
(requested by yourself or someone else) that are pending approval.

Ending a Mentoring Relationship

The established mentoring relationship can be ended by the mentor at any time.

Performance > [Navigation bar] > More dropdown > Mentoring Center

1. In the Mentoring Center page, locate the mentee for whom you want to end the mentoring relationship.
2. In the information box, click the delete icon to remove the mentee from your Mentoring Center.
The mentee is automatically deleted from the Mentoring Center and the mentoring relationship is terminated.

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Working with Learning Management Systems

Learn Integration
Learn and Development have been unied to provide users a singular view of their total learning and development
activities. This combines the strengths of both products to provide a total learning and development solution for users.

The integration of Taleo Development and Taleo Learn provides multiple methods for populating a given employee's
development plan:
• Taleo Learn administrators can assign learning activities to employees based on criteria such as, their job,
department, or location
• employees can search the Learn item catalog and self-register for development activities, enabling employees
to be actively engaged in their professional development process
• employees can create custom activities, such as on-the-job learning, mentorships, and other company
initiatives on an ad-hoc basis

Taleo Learn supports multiple types of learning items, approvals and enrollment for those learning items. This increases
the options available for the type of development activities that can be added to someone's development plan.

Learn items can be added as independent development activities and added to a custom context. Items that require
enrollment or approval can be added and their processing will be handled within the Taleo Learn Center.

When a Learn item is added to an employee's development plan, its details are saved as a development activity in
Performance. This enables the details of the Learn item to be included in reports and when printing. When a Learn item
is updated in the Learn Center, this update will be relayed to Performance, so that the data in the development plan
accurately reects the current state of the Learn item.

After adding Learn items to a development plan, any actions or updates that aect the progress or details of a Learn
item occur within the Learn Center. This includes actions such as, approvals and enrollment, and updating completion
status and scores. Within the development plan you can comment on the Learn item, link it to a context, and view its
history.

Once a Learn item is completed it can then be archived. You cannot share, rate, or enter additional comments for Oracle
Taleo Learn activities when archiving them. Rating and sharing is done within Taleo Learn.

For details on Oracle Taleo Learn, see their Online Help, or the Oracle Taleo Learn documentation on the Oracle
Technology Network (OTN).

Conguration
1. Customer must make request to Oracle Sales or Support to have Oracle Taleo Enterprise Edition Learn enabled
for their zone.
2. Oracle Production and Services complete the implementation steps outlined in the Operations Guide - Learn
User Integration Conguration Guide.
3. Congure Learn user type permissions per the Access to Learn section of this document.
4. Congure Performance seings as indicated below:

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Conguration > [Performance] Seings

Name Description Seing Security

Enable Development Search Yes enables the Search for an activity... and Assign Activities option for user's Public
with the required Development Plans user type permissions. This must be enabled
to search for development activities, regardless of content provider or development
activity library. When set to No you cannot search for a development activity and
the remaining three seings do not aect the system. The default value is Yes.

Search Content Provider Indicates whether the Performance development activity library or Taleo Learn Private
is used to provide activities for development plans. If Taleo Learn is selected,
additional conguration is required. The default value is Development Activity
Library For TEE to Learn integration to work the Taleo Learn catalog must be
enabled and the Performance Development Activity Library disabled.

Taleo Learn Search URL This provides the address for the library of development activities that users search Public
through when the Search Content Provider seing is Taleo Learn. If the content
provider is not Taleo Learn this seing is not used. This is a static URL that will need
to be updated manually if there are any changes in the production environment.

Taleo Learn Item Detail URL This is required for the Taleo Learn UI widget that is displayed in Performance. This Public
is a static URL that will need to be updated manually if there are any changes in the
production environment.

The following elds are imported from Taleo Learn and used in the Development Plan module:

Taleo Learn Fields

Code Duration Location (Facility)

Cost End Date Name

Currency Equivalent Titles Objective

Description ExternalID Prerequisites

DevelopmentCourseDurationType Institution (Provider) Start Date

DevelopmentCourseScoringType Language URL

Working with Oracle Taleo Learn Items

Oracle Taleo Learn items can consist of Instructor Lead Training (ILT) sessions, Virtual Instructor Lead Training (VILT)
sessions, online e-learning courses, course enrollments and more.

When working with these items in Performance, you can search for and view them, add them to your development plan,
later review item changes or progress, and archive them.

• Adding Learn Items to a Development Plan

• Viewing Learn Items
• Archiving Learn Items

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Adding Learn Items

When your system is using Oracle Taleo Learn as the Development Activity Library, you can select Learn items as your
development activities.

When searching for Learn items to add, you can lter by category and keyword. Keywords search Learn item names and
descriptions. Categories can be thought of as folders in which you keep related items. Categories help manage various
Oracle Taleo Learn items, such as enrollments, ILT sessions, classes, assignments, assessment-related items, skills, and
job proles.

You can add Learn items from development plans, goal plans, performance reviews, career plans, and the talent prole.

To Add Oracle Taleo Learn Items

A development plan must exist.
[Navigation bar] > Development
1. Click the Plus icon and select Search for an activity.
By default, the Development Activity Search list displays all the Learn items in the library.
2. Enter search criteria and select a category and click Search.
The categories available are dependent on your implementation.
3. Hover over an item and click the Right Arrow icon and select View details for the item you want to add.
4. Review the item and click Add to plan.
5. In the Link Development Activity window select the context for the activity.
Competency - Lists the competencies you have in your talent prole.

Employee Goal - Lists all of your goals that are not started or in progress.

Job Role - Lists the job roles for each scenario in your career plan.

Review Item - Lists all the review items that are included with your performance reviews.

Custom Context - These values are created by users and enables you to group together development activities
in a manner that is meaningful to your organization.

You can link multiple items, but each must be selected and added one at a time.
6. Click OK.
The item is added to your development plan as an activity.

Completing Learn Items

You can use the Launch this Activity link from within a development activity, to access the Learn item and work on
completing it.

Once launched, the activity is displayed in a new window. What you can do from that window is dependent on the type
of Learn item it is. For instance, if it is a web-based course you can complete it directly within that window, whereas
if it is a director-led classroom course you may only be able to update your progress. Regardless of the type, as you
complete the Learn item you progress is updated accordingly in Performance.

To Launch an Activity
A development plan must exist.

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[Navigation bar] > Development

1. Select the development activity name.
2. Click Launch this activity.
A new browser window opens to display the activity.

3. Work on the activity as needed and close the window.

Progress is updated, indicating how much of the activity has been completed. How these are completed is
dependent on their type.

4. Click Add in the Comments section if additional information needs to be added.

This comment is added to the Learn item in Performance and is not associated with the item in Oracle Taleo
Learn.

5. Click the Disk icon to save.

When all the components of the activity have been completed, it will have a Status of Complete.

Viewing Learn Items

You can view Learn items to preview them before adding them to your development plan, or to review changes made to
an item that is already part of your development plan.

When a eld is not used by a Learn item, N/A is displayed. If there is an empty eld that means it may be used, but
currently has no value.

When looking at Employees' Reviews, only reviews that were entered for the Learn item in Oracle Taleo LearnCenter are
available.

To View Learn items

A development plan must exist.

[Navigation bar] > Development > Development Activity Search Results

1. Hover over an item and click the Right Arrow icon and select View details.
The most current information on the item is displayed.
2. Click Preview this event to open a new window from where you can few additional details on the components
that make up the activity.
This may not be available for all items. You can preview an e-Learning course without it counting against the
completion of that course.

3. Use Sort By in the Employees' Reviews section to lter reviews from LearnCenter users for the item.
Click the Up Arrow icon to return to the development activities or if you are viewing the item while searching, click Add
to plan.

Archiving Learn Items

Development activities based on Learn items can be archived, but there are some dierences from a standard activity.

Archiving a Learn item helps limit the list of development activities in Performance to current activities. It does not
impact the item in the Oracle Taleo LearnCenter. You cannot share, rate, or enter additional comments for Oracle Taleo
Learn activities when archiving them, unlike a custom activity.

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If there are any updates or changes to a Learn item that has been archived, it is unarchived and returned to the
Activities list. This can include changes such as, when a recurring item reaches its recurrence date, a change in the
description, or anything else that alters the item's content.

Integration with Learning Management Systems

Via Taleo Connect Client, customers are able to import data into an employees development plan, as well as export data
out. More importantly, they can synchronize development activities with an external system.

Taleo oers, via Taleo Connect Client (TCC), import and export services for Development Plan and Development Goal
entities.

Development activities can also be contextualized using Taleo Connect Client. Previously, courses and other items
could be loaded into the Development Library using TCC. However, if a client customer wanted to tie that course to a
competency, OLF, or job level, they had to do so in Performance Administration - now, this association can be done via
Taleo Connect Client.

For example, clients use an LMS to track and manage courses. Employees have the course in a plan on the LMS. They
may also want to track that course on Performance's development plan. The new TCC capability would allow the
customer to build an integration that maps an activity in the external LMS to the course on the employee's development
plan in Performance so that elds like status and progress can be synchronized. With this process, employees don't have
to remember to update the course information in both systems.

These integration services provide the ability to perform the following actions:

• Ability to create a development activity on an employee's development plan using TCC by populating a number
of dierent elds.
• Ability to export the content of an employee's development activity from a development plan using TCC
(employee ID, development activity name, description, start and end dates, status, progress, etc.)
• Ability to update elds on a development activity via TCC (status, progress, description, etc.)

Conguration
The learning management system provider URL is congured by Oracle via Conguration > [SmartOrg]
Administration [Production Security] Authentication Conguration SAMLSPURL Conguration.

Accessing a Third Party Training Course

Your Performance system must be integrated with a third party Learning Management System (LMS).

You must have the required Development Plan and Learning user type permissions.
Performance > [Navigation bar] > More dropdown > Learning
1. Click the provider name.
A new window is displayed, presenting the learning environment. If a password is required it will be your Oracle Taleo
password.

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8 Talent Pools

Using Talent Pools

A talent pool enables your organization to designate a pool of employees and candidates for analysis and calibration.
Talent pools facilitate collaboration between your organization's HR team and stakeholders of functions such as
succession plans and workforce planning.

Talent pools provide the ability to increase the scope of succession planning by working independently with
performance matrices outside of that module. By associating a job role with a talent pool, it enables an organization to
create and foster a pool of employees with the potential to act as successors for multiple positions across the company,
instead of being focused on a specic position.

For this, you need the following:

• Dening Your Talent Pool

• Populating Your Talent Pool
• Filtering Your Talent Pool
• Evaluating Members using a Matrix
• Evaluating Members using Charts
• Assigning Development Activities to Pool Members

Dening Your Talent Pool

You must dene your talent pool before you can begin working with it. This involves creating a talent pool, assigning
users to collaborate on it and, in instances where it can be used for succession planning, designating its context.

The key components are:

• The owner, who by default is the person creating the pool. The pool owner is the only user that can edit the
name, description, owner and context. Only owners can add collaborators.
• Pool context identies its purpose. Selecting position means the pool can be used for succession planning
for that specic position, belonging to a specic employee. Job role can also be used for succession planning,
but by increasing the scope to that level it enables multiple positions to be targeted. This helps avoid creating
redundant pools with duplicate resources. Selecting none enables the pool to be used for purposes outside of
succession planning.
• Collaborators are the users who work with the pools. They can add pool members, rank members by moving
them to dierent matrix cells and assign development activities. It is important the collaborators have the
required user permissions to access the details of pool members.

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Dening a Talent Pool

[Navigation bar] > More dropdown > Talent Pools

1. Click the plus icon to display the New Talent Pool window.
2. Enter a mandatory name and a brief description.
3. Select an owner and pool context, by using the selector window if required.
Pool context can initially be left as None and changed to a Job Role or Position later.
4. Click Next to display the Users list page.
5. Click the plus icon to choose the users who will have access and be able to collaborate on the talent pool, and
click Select.
6. Click OK to save the talent pool and display the Members tab.
Members can now be added to the talent pool.

Talent Pools Comment Support

Users can provide comments when performing Talent Pool activities. Comments provide justication and context so
when users return to the transactions at a later date, they have a historical record of why decisions were made and what
discussions took place.

Characteristics of comments in Talent Pools:

• Comments are not mandatory.
• If the Comment dialog is left blank then no comment instance is created or tracked.
• Add Comment dialogs have text areas that can take a maximum of 6000 characters.
• Comments can be added, edited and deleted.
• A single comment may be directed to multiple people selected from a list at the same time.

When adding members to a Talent Pool either via the People Selector or the Advanced Search, users are presented with
a Comment dialog box that gives them the opportunity to add a comment as they add the member to the Talent Pool.
Adding a comment is not mandatory, so if one is not desired, users can leave the comment blank and select Cancel to
add the member without a comment.

Users will also be prompted to enter a comment when they remove a member from a Talent Pool. In this case, the
pop-up is both a "second chance" conrmation to be certain a users intent was to remove the member, as well as an
opportunity to enter a comment.

All comments that are entered for this member are stored in the memory. In the future, should this member be added to
the Talent Pool again, all the comments prior to the removal will be restored for this member.

A comment is optional; click Yes without entering a comment and the member will be removed from the Talent Pool.

Methods for Entering Comments

• Adding Comments Using the Contextualized Menu

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Add a Comment about a Member within Navigation

a Talent Pool...

When you use the View available actions [Navigation bar] > More dropdown > Talent Pools > (select Talent Pool > (highlight member) >
contextual selector View available actions > Add Comment > Add Comment dialog
 

• Adding Comments Using the Toolbar More Actions Menu

Using this option allows users to add a single comment to multiple members at the same time.

Add a Comment about a Member within Navigation

a Talent Pool...

When you use the More Actions toolbar [Navigation bar] > More dropdown > Talent Pools > (select Talent Pool > (select member(s)) >
menu More Actions > Add Comment > Add Comment dialog
 

• Adding General Comments about the Talent Pool as a Whole

When a comment is added using this method, it is always applied to the Talent Pool as a group, not to an individual. This
is true even if one or more individuals is selected in the Talent Pool.

Add a Comment about an entire Talent Navigation

Pool...

When you use Add Comment on the [Navigation bar] > More dropdown menu > Talent Pools > (select a Talent Pool) > Add Comment >
toolbar Comment Dialog
 

View Recent Comments Pop-up and Editing and Deleting Comments

In the Comment column on the Talent Pool, there's an actionable indicator that displays the number of comments
associated to each member.

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Once View recent comments is clicked, a pop-up displays with all the comments for that successor. Scrolling is enabled if
there are many comments. If there are more than 10 comments, the View More Comments link displays. Once this link is
clicked, scrolling is enabled and users are able to view all of the comments by scrolling. Clicking the pencil icon brings up
the options to edit or delete any or all of the existing comments. Possible misspellings are underlined in red.

Note: Users are only able to edit or delete the comments that they own/authored. The pencil icon only
displays next to those comments that are editable by the logged in user.

Comment History Tracking

Every time a comment is added, edited or deleted, the event is recorded in the History.

Populating Your Talent Pool

Collaborators and owners add employees and candidates to talent pools, who are then known as pool members.

Pools can be populated using the employee selector or by using advanced search:

• Adding pool members uses the employee selector to search through direct reports, network and keywords.
This method is best for smaller pools where the collaborators have rst-hand knowledge of prospective pool
members.
• Advanced search uses Talent Search criteria to focus on pool members that t specic parameters. This is most
useful when the group of prospective members is too large for the collaborators to search through without
ltering.

Adding Pool Members

[Navigation bar] > More dropdown > Talent Pools > Members
1. Click the Down Arrow icon and select Add Members.
2. Select Search in my employees to nd members by drilling down through your direct and indirect reports
and delegated employees, or Search in my network, or Search by keywords to search either employees or
candidates.
Keyword search checks username, rst name, middle initial, last name, and email address elds. You can
select Extended Search to enable elds in the employee's talent prole and additional elds associated with
candidates to be searched.
3. Select the check box for the people in the Search Results list you want to include in the pool and click the Right
Arrow icon to place them in the Selection list.
Selecting Include Direct Reports will automatically add the selected employees' direct reports.
4. Click Select to add those in the Selection list to the pool.
The users are added to the Members list.

Searching for Pool Members

[Navigation bar] > More dropdown > Talent Pools
1. Select a talent pool to display the Members tab.
2. Click the Plus icon and select Open Advanced Search.

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Selecting Add Members, displays the People Selector.

3. Select the criteria you want to use to lter your results and click Search.
4. To add a single person from the Employee column, click the Right Arrow icon to display the Go To menu and
select Add to current pool.
5. To add people, select the checkboxes for each person you want to add and click Actions , the Down Arrow icon
and select Add to current pool.
If one of the people selected is already a pool member, the Add to current pool option is not available.
The people are added to the pool. You can return to the pool by clicking the Up Arrow icon.

Filtering and Managing Your Talent Pool

Talent pools can be ltered to narrow the focus of larger pools on members who meet specic criteria.

The lters available are contextual and dependent on which modules you are using in your system. They can contain
set values in drop-down lists, organization values, free text, dates and customized values. In an instance where you are
looking for potential successors, you could use these options to lter your talent pool based on employees with high
potential and readiness for promotion. Filters can be used before switching to matrix or chart mode, which helps display
only the applicable pool members and enables those modes to display quicker.
HR Administrators and Managers can easily manage and gain insight into Talent Pools and their individual members
using ltering and sorting tools within the Talent Pools. Filters on the Talent Pool List page enable users to enter search
parameters to help narrow their search for specic Talent Pools or information contained within those pools. Also on
the Talent Pool List page as well as the Talent Pool Members page, is the Results Per Page dropdown. This feature allows
users to determine how many search results, Talent Pools or Talent Pool members, are displayed on a single page.

You can add members to a Talent Pool or Succession Plan directly from the search results page. Single or multiple
members can be added to plans and pools. If there is more than a single page of members, which will be determined by
the selection in the Results Per Page dropdown, a popup is invoked. This Apply the Action to popup gives the option to
add either only the selected members or all members to a Succession Plan or Talent Pool.

Note: The Apply the Action to popup is only invoked if the number of members in a Talent Pool exceeds a
single page. For example, if the Results Per Page is set to 20 and there are only 20 members in a Talent Pool,
the popup will not display. However, if the pool contains 21 members (one more member than will t on a
single page) then the popup is invoked and displays.

Users are also able to lter their Talent Pools for reporting purposes and when adding members to Talent Pools or
Succession Plans directly from People Search. Users are able to enter search parameters using the newly added Talent
Pool Selector lters to easily nd the Talent Pool or pools that they wish to report from. This same set of lters is
available when users are adding members to a pool directly from People Search. To access these lters, users click
the dropdown arrow next to the employee they wish to report on and select Run Report or they can select multiple
employees and select Run Report from the Actions menu.

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The Talent Pool Selector lters are available from both the Employee and the Talent Pool tabs in the Run Report popup.

To Filter your Talent Pool

[Navigation bar] > More dropdown > Talent Pools > Members
1. From the Filters panel select the required values from the available lters.
2. Click the Refresh icon to apply the lters to the members list.
The lter results are persistent and the same pool members are displayed whether you select members, matrix or chart
mode.

Matrices and Talent Pools

Using a matrix enables collaborators to beer visualize and analyze the distinction between pool members on a cell
matrix using two data points (X and Y axis values), where Performance and Potential dimensions are the default axes
values.

When a matrix is congured and subsequently used, the members who have been added to the pool and have data for
each of the dimensions will be included in a matrix cell accordingly. Members who do not have a data value for one or
more of the dimensions are placed in a list of unrated employees and must be manually added to the matrix.

Moving members between cells is completed by dragging and dropping and enables you to override the default
positions, based on the matrix axes. When a member is initially moved, both the original and overridden cell placement
are stored in the database. These updated metrics apply solely to the matrix for that specic talent pool, however,
member's who are currently employees can have their overall employee metrics updated directly from the matrix. Once
updated the members can no longer be returned to their original cell.

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Matrices and Talent Pools

[Navigation bar] > More dropdown > Talent Pools > Members
1. Click the Grid icon to open the default system matrix and the rated members are displayed in their appropriate
cells.
Switching matrices, can change which members are displayed and in which cells they are positioned, based on
the X and Y axis values.
2. To move a member, select their name and drag and drop them into a dierent cell.
3. To include excluded members, select Show Unrated Pool Members from the Action menu and from the window
drag and drop them into matrix cells.
The icons of moved members include an arrow.
4. As well as dragging members between cells, you can update their employee metrics or restore them to their
original cell
a. To update a single member, from their shortcut menu select Update Employee Metrics and click OK or to
update all moved members select Update Employee Metrics from the main menu and click OK.
b. To restore a member, from the shortcut menu select Restore to original cell.
5. Click the Show Details icon to display the Cell Details page, where members can be dragged and dropped
between cells and where from the More Actions menu you can choose to update a pool members metrics
based on which cell they are in.
6. Click the print icon to display a PDF version which can be printed and reviewed.
To help ensure employees with high potential are prepared for new roles, you can assign development activities.

Evaluating Members using Charts

Charts provide a graphical representation of pool member data.

Charts can contain a wide range of business critical data, such a potential, promotability readiness and risk of loss.
You can display the details of each chart bar to get a detailed listing of the members in that car and to display their
respective employee metrics. If so congured, charts can provide drill-down capability for viewing members and
updating their data in relation to the selected chart.

To Evaluate Members Using Charts

Your system administrator must have associated charts with talent pools.
[Navigation bar] > More dropdown > Talent Pools
1. Click the name of the pool and then click the Graph Chart icon to display Chart mode.
2. The default chart is displayed, showing pool members that have corresponding data, enabling them to be
included in the chart.
Pool members that are missing the required data to be displayed in the chart are included in the unrated
population.
3. The following actions can take place:
a. From the Charts list, select a dierent chart and the members are redistributed according to the
parameters of that chart.
b. Click Show Details to display the Bar Details view, from where you can select a bar segment to display
member details and drag and drop members to dierent chart segments.

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c. Click Unrated Population/Show Details to display pool members that are not automatically included in
the chart and add them to the chart where required.

Assigning Development Activities to Pool Members

All existing development activities in the system are available to be assigned to pool members.

Development activities can be assigned to pool members by owners and collaborators, regardless of their overall user
permissions for development plans. This means it is possible to add activities, but not be able to subsequently view that
user's development plan.

Assigning Development Activities to Pool Members

[Navigation bar] > More dropdown > Talent Pools > Members

1. From the Members list view, select checkboxes for the members and click Assign Activities.
2. Use the Development Activity Selector to choose the required development activities and click Select.
3. Click Yes in the conrmation dialog box.
The development activities are added to the user's development plan.

Talent Pool Housekeeping

Once you have congured your talent pool, the subsequent actions and reference information may be required:

• A history of the changes made to a pool is available: Viewing Talent Pool History
• Depending on your overall user permissions, you can view member details: Viewing Pool Member Details
• If you are a pool owner, you can remove pools from the system: Deleting a Talent Pool
• Reference of the user interface: Talent Pool Fields

Viewing Talent Pool History

A history record contains information on a change made to a talent pool, including the date, details and user making the
change.

[Navigation bar] > More dropdown > Talent Pools

1. Select a talent pool from the list.

2. Select the History tab.
All of the changes that have been made to the talent pool since it was created are displayed. Select a column header to
sort the list based on the values of that column.

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Deleting a Talent Pool

Ensure you want to delete the talent pool, as the action cannot be undone.
[Navigation bar] > More dropdown > Talent Pools.
1. Select the check box for the item to be deleted.
Multiple talent pools can be selected for deletion at the same time.

2. Click the minus icon and click Yes in the conrmation dialog box.
The talent pool is deleted and removed from the list. Deleting a talent pool only removes the talent pool object from the
system. It does not aect users or members associated with it.

Viewing Pool Member Details

[Navigation bar] > More dropdown > Talent Pools

1. Click the name of the talent pool to display the Members tab.
2. In List mode, click the Right Arrow icon beside the pool member's name and select the required module from
the Action shortcut menu.
Depending on your association to the pool member, dierent options, such as talent prole, goal plan, or
succession plan will be available.

The selected module page is displayed.

To return to the talent pool select the browser back buon.

Talent Pools Fields

Fields and buons displayed in Talent Pools are presented in the following table. Each entry in the table includes a eld
or buon, a description, possible values (when they are predened), the part of the application to which the eld or
buon applies, and the header of the eld or buon.

Field Description Applicable to Header

Add Employees This displays the People Selector Talent Pools Members
and enables members to be added
the pool.

Assign Activities This is used to choose from Talent Pools Members

existing development activities and
assigns them to the selected pool
members.

By Provides the name of the user who Talent Pools History

did the action.

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Field Description Applicable to Header

Date and Time Time the action occurred. Talent Pools History

Description Description of the pool Talent Pools Talent Pools, Details

Details Indicates what was actioned. Talent Pools History

Display the List Mode This is the default view for the Talent Pools Members
Members tab and displays pool
members in a list.

Display the Matrix Mode This displays the pool members Talent Pools Members
in a matrix, where all the matrices
enabled for the system are
available.

Email Email address associated with the Talent Pools Members

pool member.

Event The type of action that occurred. Talent Pools History

Job Title The job title of the pool member. Talent Pools Members
External candidates do not have
this value.

Name Full name of the pool member. Talent Pools Talent Pools, Members

Name Name of the pool. Talent Pools Details

Open Advanced Search This displays the Talent Pools Talent Pools Members
Advanced Search window, which
enables you to search for potential
pool members using customizable
elds.

Owner By default, this is also the creator Talent Pools Details

of the talent pool.

Pool Context Indicates the purpose of the pool. Talent Pools Details
Position indicates the pool is for
creating a succession plan for
a specic position. Job Role is
also for succession planning, but
includes all positions related to
that role. None leaves the pool
unassociated.

Potential Indicates the potential of an Talent Pools Members

employee.

Review Rating Indicates how the employee Talent Pools Members

performed according to their last
closed focal review.

Risk of Loss Indicates the probable risk level Talent Pools Members
of the employee leaving the
organization.

Show Process History Each time development activities Talent Pools Talent Pools
are added to a pool member, an
entry is added here indicating the
process of the activity.

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Field Description Applicable to Header

Type A blue icon indicates an internal Talent Pools Members

employee and a green icon
indicates an external candidate.
Only employees can have activities
assigned to them and have review
rating, risk of loss, and potential
values.

Users Users collaborate and work on the Talent Pools Talent Pools, Details
pool, such as adding pool members
and working with matrices.

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