Management Foreword The iTrain Oracle Applications Practice develops programmes for Installation, Implementation, Development, Maintenance and Delivery of full lifecycle training services across the Oracle Applications 11i and R12 product range! iTrain uses a uni"ue, role#ased methodology that uses customerdriven #usiness processes to deliver training services that directly meet the needs of the students that attend the delivered training events! Our training development and delivery methods are designed to ensure that our customers ma$imise their investment in their Oracle 11i and R12 Applications through the effective development of their o%n staff&s competencies! iTrain&s uni"ue methodology ensures that %e retain a team %ith an e$tensive range of s'ills to manage and deliver all the necessary training services needed to ma$imise our customers& investment in the Oracle (RP suite of products! )or further information regarding iTrain&s products and services, please visit our %e# site at www.itrain.co.uk . Ref* R12 OPM Page 2 of 129 www.itrain.co.uk iTrain Education Training Materials These training materials have #een prepared to support your learning e$perience! All of iTrain&s materials are developed inhouse #y our team of e$perts to provide independent insight and advice in support of the development of your learning needs! In the iTrain Materials Development Team %e are particularly 'een to ensure that the "uality of the materials %e produce is of the highest standard+ %e therefore %elcome all of your feed#ac' and comments! If you %ere at all unsatisfied %ith these materials, %ould li'e to comment on %ays in %hich %e can improve our service, or %ould simply li'e to highlight e$amples %here our materials have met your e$pectations and proven useful, %e %ould #e most grateful for your feed#ac'! ,e have prepared the follo%ing form, if you %ould li'e to send us a note, or you can reach us at support@itrain.co.uk -please state %ho you are and %hich course you attended . this %ill ena#le us to identify the correct document reference/! Than' you, iTrain Materials Development Team 2011 Ref* 242197167.doc Page 3 of 129 www.itrain.co.uk Document Control Document History Date Status Version Issue ut!or "otes 20101112 Draft 3'arsla'e Document Control Issue Classi#ication ppro$ed Circulation %ist &#or '(estricted) and a*o$e+ Con#identiality "otice This document is for the sole and confidential use of iTrain (ducation 4td!, its employees, and authorised associates! The document may not #e used for purposes other than those e$clusively and e$pressly granted in %riting #y iTrain (ducation 4td! Copyrig!t "otice This document has #een authored #y iTrain (ducation 4td! and is protected under copyright! The document may not #e reproduced, either in full or in part, in any form or #y any means, %ithout permission in %riting from iTrain (ducation 4td! Corporate Trademarks and Copyrig!ts iTrain (ducation 4td and 5tratus e4earning 4td are #rands protected #y copyright! )ull copyright protection is asserted in respect of all #randed materials, intellectual copyrights, patents and associated nomenclature! All rights reserved! 2011! iTrain (ducation 4td! Ref* R12 OPM Page 4 of 129 www.itrain.co.uk Contents )ore%ord!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!! 2 iTrain (ducation Training Materials!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!6 Document 7ontrol!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!! 2 7ontents!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!! 8 ,er#ormance Management Introduction.................................-. Performance Management Introduction!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!11 Talent Management In Oracle 9RM5!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!12 7ompetency Management!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!! 12 (ducation : ;ualifications!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!! 1< Appraisals Management!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!! 1= ,or'force Performance Management!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!1> Performance Management Plans!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!20 Talent Management : Integrated Applications!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!22 Reporting In Performance Management!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!26 Competencies............................................................................/0 O#?ectives!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!! 2< ,hat Are 7ompetencies@!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!! 2< 7ompetency 5cope!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!! 2< Measuring 7ompetencies!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!! 2= !!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!! 2A Measuring 7ompetencies Bsing Ceneral Proficiency Rating 5cales!!!!!!!!!!2A !!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!! 2> Bnit 5tandard 7ompetencies!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!2> Rating 5cales!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!! 60 Practice 7reating Rating 5cales!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!61 ($ercise!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!! 61 5olution!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!! 62 Practice 7reating 7ompetencies!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!6< ($ercise!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!! 6< Ref* 242197167.doc Page 5 of 129 www.itrain.co.uk 5olution!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!! 6A 7ompentency Types!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!! 21 !!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!! 22 Bploading 6rd Party 7ompetencies!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!22 1manual #ront page2...................................................................34 O#?ectives!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!! 26 7ompetency Profiles!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!! 22 Bpdating 7ompetency Profiles!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!22 7ompetency Re"uirements!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!! 28 !!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!! 2< Defining 7ompetency Re"uirements!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!2< Dou can define competency re"uirements for*!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!2< Practice Defining 7ompetency Re"uirements!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!2= ($ercise!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!! 2= 5olution!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!! 2A 5uita#ility Matching!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!! 80 ;ualifications!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!! 81 ppraisals..................................................................................0/ O#?ectives!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!! 86 Overvie%!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!! 86 Oracle 9RM5 Appraisals )unction!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!82 Appraisal Participants!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!! 82 Appraisal Types!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!! 88 !!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!! 8< Initiating The Appraisal!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!! 8< Appraisal O%nership!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!! 8= Participants 7ontri#utions To The Appraisal!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!8= 7hange the Main Appraiser!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!! 8A Appraisal Approval : 7ompletion!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!8> !!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!! <0 ppraisal 5 ssessment Templates........................................6- Ref* R12 OPM Page 6 of 129 www.itrain.co.uk O#?ectives!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!! <2 The Appraisal Template!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!! <2 7onfiguring the Appraisal -7ore/!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!<2 7onfiguring the Appraisal -O4M/!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!<6 ;uestionnaires!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!! <6 Practice 7reating Appraisal ;uestionnaires!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!<2 ($ercise!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!! <2 5olution!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!! <8 Assessing 7ompetencies : O#?ectives!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!<> 7ompetency Templates!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!! <> 7reating 7ompetency Templates!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!=0 Practice 7reating 7ompetency templates!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!=1 ($ercise!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!! =1 5olution!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!! =1 Assessing 7ompetencies!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!! =8 Assessing 7ompetencies Bsing )ormulas!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!=8 O#?ective Templates!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!! =< Practice 7reating An O#?ective Template!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!== ($ercise!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!! == 5olution!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!! == Practice 7reating An Appraisal Template!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!=> ($ercise!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!! => 5olution!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!! A0 Assessing O#?ectives!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!! A6 Producing a 7om#ined 5core for 7ompetencies and O#?ectives!!!!!!!!!!!!!!!!A6 7areer Paths!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!! A2 Planning The Appraisal Process!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!A2 7*8ecti$es..................................................................................96 Ref* 242197167.doc Page 7 of 129 www.itrain.co.uk 7hapter O#?ectives!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!! A= O#?ectives!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!! A= !!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!! A= ,or'force Performance Management!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!AA The O#?ective Definition!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!! AA Measuring O#?ectives!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!! A> The O#?ectives 4i#rary!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!! >0 7reating O#?ectives!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!! >1 Practice 7reating O#?ectives In the O#?ective 4i#rary!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!>1 ($ercise!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!! >2 5olution!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!! >6 Bpdating O#?ectives!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!! >8 O#?ectives Outside Of ,PM!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!>< ,er#ormance Management ,lans.............................................:; O#?ectives!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!! >A ,hat is a Performance Management Plan -PMP/@!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!>A Performance Management Plans!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!100 7reating the PMP!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!! 100 Identifying the PMP Mem#ers!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!101 5pecifying the PMP Process!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!102 Including O#?ective 5etting in the PMP!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!106 Including An Appraisal in the PMP!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!106 5electing the Appraisal Template!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!102 Revie%ing : Pu#lishing the PMP!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!108 Practice 7reating a PMP!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!! 108 ($ercise!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!! 108 5olution!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!! 10= Allocating O#?ectives Automatically -A/!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!111 Allocating O#?ectives Automatically -E/!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!111 Allocating an O#?ective to ,or'ers in Multiple Eusiness Croups!!!!!!!!!!!!!!!112 PMP 5tatus Falues!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!! 112 !!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!! 112 Bpdating The PMP!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!! 116 Ref* R12 OPM Page 8 of 129 www.itrain.co.uk 7hanging the O#?ective 5etting Deadline -A/!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!112 !!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!! 112 7hanging the O#?ective 5etting Deadline -E/!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!11< !!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!! 11< ,er#ormance Management Tasks..........................................--; O#?ectives!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!! 11A Performance Management tas's!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!11A ,or'er O#?ective 5etting Tas's!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!11> Manager O#?ective 5etting Tas's!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!120 Parallel : 7ascading Processes!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!121 7ascading O#?ectives!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!! 121 Aligning O#?ectives!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!! 122 5haring O#?ectives!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!! 122 Trac'ing O#?ectives!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!! 126 Populating Personal 5corecards!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!122 Personal 5corecards in Appraisals!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!128 Manage Appraisal Tas's!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!! 128 Ref* 242197167.doc Page 9 of 129 www.itrain.co.uk ,er#ormance Management Introduction Ref* 242197167.doc Page 10 of 129 www.itrain.co.uk ,er#ormance Management Introduction Performance Management helps enterprises identify, develop, evaluate, motivate, and retain %or'ers %ho have the competencies the enterprise needs to meet its #usiness o#?ectives! The 'ey Talent Management functions include goal management, competency management, performance appraisals, career and development planning, and performance management! Bsing these functions, enterprises can* 5et highlevel strategic goals and cascade these goals do%n throughout the enterprise! This ensures that individual o#?ectives are aligned and synchroniGed %ith the enterprise goals! 5et up a competency model that is fully integrated %ith the performance appraisal process, ena#ling managers to evaluate %or'ers& competency levels and suggest areas for gro%th! 7onduct performance appraisals to evaluate individual %or'ers #ased on goal accomplishments and competency attainments! Managers can assess %or'ers consistently, identify competency gaps and training needs, and ta'e informed decisions concerning compensation! Ref* 242197167.doc Page 11 of 129 www.itrain.co.uk (sta#lish a complete performance management process that supports goal setting and performance assessment at the enterprise level, and promotes the a#ility to continually analyGe and develop strategies to optimiGe %or'er performance! Develop career paths and development plans across the organiGation to ensure career path progression and to motivate and retain valua#le %or'ers! Talent Management In 7racle H(MS The Oracle 9RM5 Talent Management functionality ena#les you to define all the components of a performance management system to meet your enterprise re"uirements! The Talent Management functions include* 7ompetency Management* Dou can record and measure %or'er competencies, create competency profiles, and define competency Ref* R12 OPM Page 12 of 129 www.itrain.co.uk re"uirements at various levels in the enterprise! In some legislations, you can also lin' ac"uisition of competencies to achievement of formal "ualifications! The 9RM5 5uita#ility function ena#les you to compare %or'er competencies %ith the re"uirements of a %or' opportunity! (ducation and ;ualifications* Dou can enter "ualifications and educational esta#lishments and record "ualifications o#tained #y each %or'er! ,or'ers and managers can update %or'er "ualification records using Oracle 559R! Appraisals Management* The 9RM5 appraisals functions ena#le you to create the appraisal templates and set up the appraisal process! Managers and %or'ers can define and conduct the appraisal process using Oracle 559R! ,or'force Performance Management* Oracle 9RM5 provides an integrated set of functions that ena#le you to create, trac', and assess o#?ectives throughout a performance management period! Ref* 242197167.doc Page 13 of 129 www.itrain.co.uk Competency Management 7ompetencies are measura#le s'ills a %or'force either has or must develop to meet enterprise o#?ectives! The Oracle 9RM5 competency management functions ena#le you to define and measure competencies! Dou can create local competencies, %hich are specific to a #usiness group, or glo#al competencies, %hich are availa#le across the enterprise! Dou can measure competencies using measurement methods that are appropriate to the competency! 7ompetency definitions are the #asis of many talent management activities! Dou can* Define the competency re"uirements of a #usiness group, organiGation, ?o#, or position! Define a competency profile for each %or'er sho%ing the %or'erHs level of proficiency in various competencies! Ref* R12 OPM Page 14 of 129 www.itrain.co.uk Bse the 5uita#ility Matching module to compare a person&s competency profile %ith the re"uirements of a %or' opportunity! 4in' a person&s competencies to their achievement of formal "ualifications! Ref* 242197167.doc Page 15 of 129 www.itrain.co.uk Education 5 <uali#ications The (ducation and ;ualifications functions ena#le you to* Record the types of "ualifications recogniGed #y your enterprise! Identify the educational esta#lishments that deliver recogniGed "ualifications! Record "ualifications o#tained #y %or'ers and the esta#lishments at %hich they o#tain them! Managers can update records of educational "ualifications o#tained #y their su#ordinates, and %or'ers can update their o%n records! Ref* R12 OPM Page 16 of 129 www.itrain.co.uk ppraisals Management The appraisal, during %hich you can evaluate a %or'erHs current competencies, set and assess o#?ectives, identify training to address deficiencies, and assess a %or'erHs advancement potential, is a 'ey talent management activity! Bsing Oracle 9RM5 functions, you can create the appraisal components and set up the appraisal process! Dou can define the structure of the appraisal and include "uestionnaires for all appraisal participants! Managers and %or'ers use the selfservice interfaces to define and conduct the appraisal process! Managers can initiate and manage appraisals of their su#ordinates, and %or'ers can initiate their o%n appraisals! Alternatively, if Ref* 242197167.doc Page 17 of 129 www.itrain.co.uk you use the ,or'force Performance Management functions, the application can create appraisals automatically! Ref* R12 OPM Page 18 of 129 www.itrain.co.uk =ork#orce ,er#ormance Management ,or'force Performance Management ena#les enterprises to set o#?ectives for their %or'ers that are consistent %ith the enterprise strategy and that contri#ute to #usiness goals! Dou can create a Performance Management Plan to manage %or'force performance for a specified period of time, such as a calendar or financial year, and for a specified %or'force, such as all %or'ers in a supervisor hierarchy or in an organiGation! The ,or'force Performance Management functions ena#le you to* 7reate a li#rary of reusa#le o#?ectives! Allocate o#?ectives automatically to %or'ers! 7ascade enterprise o#?ectives to %or'ers, and set additional o#?ectives during a period that you specify Ref* 242197167.doc Page 19 of 129 www.itrain.co.uk Record and trac' o#?ective progress! 7reate appraisals automatically for a group of %or'ers Assess o#?ectives during appraisals! ,er#ormance Management ,lans Ref* R12 OPM Page 20 of 129 www.itrain.co.uk To define %or'force performance management activities, the 9R Professional creates a Performance Management Plan -PMP/, a configura#le control document that can define* O#?ectivesetting and o#?ectivetrac'ing processes Appraisalmanagement processes The PMP defines the performance management process for a specified period, such as a calendar year! It identifies* ,ho is a mem#er of the plan ,hether and ho% you %ill set o#?ectives for plan mem#ers ,hether and %hen the application %ill create appraisals automatically for plan mem#ers ,hat appraisal template to use for the appraisals ,hat tas's the %or'ers and managers %ill perform throughout the performance management period Ref* 242197167.doc Page 21 of 129 www.itrain.co.uk Talent Management 5 Integrated pplications Oracle 9RM5, Oracle 559R, and Oracle 4earning Management -O4M/ each supply 'ey components of the Talent Management functionality! )or many talent management tas's, you can use either the Oracle 9RM5 forms #ased interface or the 559R interface! Ref* R12 OPM Page 22 of 129 www.itrain.co.uk Talent Management and 7%M O4M is tightly integrated %ith the talent management functionality of 9RM5! )or e$ample* ,hen a learner completes a class, O4M can automatically update the learnerHs competency profile %ith the competencies and competency levels delivered #y the class! A %or'er or manager can create a learning path from %ithin an appraisal, and search the O4M catalog for suita#le classes to #e ta'en #y the appraisee! Talent Management and Compensation =ork*enc! ,hen the appraisal is complete, the application automatically %rites the appraiseeHs final rating to the Rating field in the Performance %indo%! Dou can set up 7ompensation ,or'#ench to access the Rating field value! 5ee 5etting Bp 7ompensation ,or'#ench Plans in the online help! Talent Management and 7racle i(ecruitment If you use Oracle iRecruitment, you can define competency re"uirements for ?o# vacancies! (eporting In ,er#ormance Management The reports e$tract and present talent management related information a#out the individual and the enterprise! Dou can use the 9RM5 Intelligence reports to ans%er #usiness "uestions such as* ,ho has the re"uired competencies for the ?o#@ )or e$ample, the 7ompetence -5'ill/ Development ,or'#oo' reports on competency re"uirements and ena#les you to analyGe competency re"uirements for #usiness groups, organiGations, ?o#s, positions, and grades! ,hat competency updates have appraisees in my department received through appraisals@ )or e$ample, managers can use the 7ompetence Bpdates after Appraisal ,or'#oo' to vie% competency updates for their %or'ers -#oth manual and automatic/, made as a result of a completed appraisal! Ref* 242197167.doc Page 23 of 129 www.itrain.co.uk 9o% do a %or'erHs competencies compare %ith those re"uired #y a particular ?o#@ Do my employees need more training@ The 7ompetence Match -OrganiGation 9ierarchy/ 5tatus Analytics ,or'#oo' compares the competency re"uirements of a personHs ?o# %ith the personHs proficiency levels and reports the results of the comparison! The %or'#oo' also highlights competence gaps in your enterprise, and so you could use it to gather training re"uirements! Ref* R12 OPM Page 24 of 129 www.itrain.co.uk Competencies Ref* 242197167.doc Page 25 of 129 www.itrain.co.uk 7*8ecti$es After completing this topic you should #e a#le to* 7reate competencies and define the competency scope Measure competencies using different methods 7reate standard competencies and lin' to "ualifications 7reate rating scales Croup competencies into Icompetency types& Bpload 6rd party competencies =!at re Competencies> A competency can #e any of the follo%ing* Piece of 'no%ledge -such as Product Jno%ledge/, s'ill -such as 7ommunication/, attitude -such as Results Orientation/, or attri#ute -such as 5elf 7onfidence/! Dou use competency definitions in many talent management activities! Dou can* Identify the competencies that your enterprise re"uires, %hich the %or'force must e$hi#it to help achieve the #usiness goals! Jeep a record of a %or'erHs competencies and the proficiency level in each competency! Identify the competencies re"uired #y vacancies! Bse competencycomparison tools to find %or'ers for opportunities and opportunities for %or'ers! Ease training and compensation planning on competency assessments! Competency Scope Ref* R12 OPM Page 26 of 129 www.itrain.co.uk A competency can have either local or glo#al scope! A local competency has relevance in a specific #usiness group and is availa#le only in that #usiness group! A glo#al competency is availa#le throughout the enterprise, and is useful if your enterprise %ants to measure all %or'ers against the same competency definitions! Also, if a %or'er moves to a different #usiness group, you can vie% information from the original #usiness group a#out their glo#al competencies #ut not a#out their local competencies! To create glo#al competencies, set the 9R*7ross Eusiness Croup profile option to Des and identify a glo#al competence 'ey fle$field structure on the 9R*Clo#al 7ompetence )le$ 5tructure profile option! Dou can define #oth local and glo#al competencies manually! Alternatively, you can upload glo#al competencies from thirdparty suppliers using the Oracle 9RM5 ,e# ADI interface! Measuring Competencies Dou measure competencies to assess the degree to %hich a person possesses a competency! )or e$ample, using the scale sho%n in the slide, a %or'er&s proficiency level could #e on a scale of 1 through 8, %here 8 indicates the greatest e$pertise! 7ompetency measurement also ena#les you to set performance e$pectations for your %or'ers that are consistent and o#?ective! The 9RM5 competency functions ena#le you to measure competencies using* Individual proficiency levels, %hich are specific to a single competency Ceneral proficiency rating scales, %hich you can apply to multiple competencies If you use individual proficiency levels, each proficiency level that you define for a particular competency has a #rief description and a detailed #ehavioral indicator that ena#les an assessor accurately to identify a %or'erHs proficiency level! The figure sho%s the proficiency levels and the #ehavioral indicators for the competency 7ustomer )ocus! The #ehavioral indicators are detailed and specific to the competency 7ustomer )ocus! Dou cannot easily apply these #ehavioral indicators to a different competency! Individual proficiency levels are part of the competency definition! Ref* 242197167.doc Page 27 of 129 www.itrain.co.uk Measuring Competencies ?sing @eneral ,ro#iciency (ating Scales (ach level in a proficiency rating scale comprises a #rief description and can include a #ehavioral indicator! 9o%ever, the #ehavioral indicators, if used, are general enough to ena#le you to apply the scale to multiple competencies! )or e$ample, the rating scale in the figure lac's detail relevant to a specific competency! Dou could apply it to various competencies, such as Results Orientation, Time Management, and Personal Drive! Proficiency rating scales are independent of the competency definition! =!ic! Met!od o# Measurement> Individual proficiency levels are suita#le if your enterprise competencies are varied and you %ant to define accurately %hat is e$pected of your %or'force! The result is multiple, e"uivalent measurement systems! Ceneral proficiency rating scales are suita#le if they provide enough detail for your purposes and if consistency of measurement is important! Dou can use #oth methods! )or e$ample, you could use a general proficiency rating scale for your core competencies and individual Ref* R12 OPM Page 28 of 129 www.itrain.co.uk proficiency levels for specific ?o# or position competencies! ,hichever approach you adopt, give high num#ers to high ratings and lo% num#ers to lo% ratings, so that analysis of the ratings gives consistent and sensi#le results! ?nit Standard Competencies 5ome legislations identify a special type of competency 'no%n as a unit standard competency! A formal "ualification results from the achievement of one or more unit standard competencies! These "ualifications are registered %ith a national ;ualifications )rame%or'! Measuring ?nit Standard Competencies )or each unit standard competency, you define outcomes and assessment criteria! Outcomes are nationally defined #ehaviors or performance standards specific to the unit standard competency! (ach outcome has a set of assessment criteria! A registered assessor -from the a%arding #ody, for e$ample/ determines %hether a %or'er has achieved the unit standard competency #y measuring the outcomes using the assessment criteria! In the B!J!, for e$ample, you could assess the competencies associated %ith Ref* 242197167.doc Page 29 of 129 www.itrain.co.uk 3ational Focational ;ualifications -3F;s/ as unit standard competencies! In the B!5!, you could assess the competencies associated %ith a clinician&s -physicians, nurses, and others/ "ualifications as unit standard competencies! Dou can also measure unit standard competencies using individual proficiency levels or general proficiency rating scales! )or e$ample, you may %ant to measure all enterprise competencies using a general rating scale, regardless of %hether they lead to formal "ualifications! 9o%ever, the proficiency rating scale or proficiency levels must #e in addition to the outcomes and assessment criteria you define for unit standard competencies! (ating Scales Rating scales are of three types* ,ro#iciency scales measure a personHs mastery of a s'ill or techni"ue! As discussed earlier, you use proficiency rating scales to measure competencies! ,er#ormance scales measure a %or'erHs delivery of a competency or o#?ective and also the overall performance! Dou select performance rating scales %hen you set up the appraisal! =eig!ting scales measure the importance of a competency to the enterprise! 9RM5 calculates competency ratings in appraisals using a com#ination of performance, proficiency, and %eighting! Rating scales can #e local -availa#le to a particular #usiness group only/ or glo#al -availa#le in all #usiness groups/! Dou need glo#al rating scales to support glo#al entities, such as glo#al competencies! Ref* R12 OPM Page 30 of 129 www.itrain.co.uk ,ractice Creating (ating Scales EAercise 7reate a general proficiency rating scale that you can use to measure various competencies! Define the scope of the rating scale as glo#al so that you can associate the rating scale %ith #oth local and glo#al competencies! 7reate a performance rating scale that you can use in appraisals to measure %or'ers& delivery of competencies and o#?ectives and their overall performance! Define the scope of the performance rating scale as glo#al so that you can use the rating scale in #oth local and glo#al appraisal and assessment templates! 1! 7reate a proficiency rating scale as defined #elo%* The name is $$Ceneral Rating 5cale, %here $$ is your identifier! The rating scale type is Proficiency! The description is Ceneral proficiency rating scale! Ref* 242197167.doc Page 31 of 129 www.itrain.co.uk The scale levels are as follo%s* %e$el "ame Be!a$ioral Indicator 1 )oundation Demonstrates #asic competence, #ut al%ays needs guidance for more comple$ or unusual tas's! 2 Intermediate 7an perform simple tas's unsupervised, #ut generally re"uires guidance! 6 5'illed 7an perform simple tas's unsupervised, #ut re"uires guidance for more comple$ tas's! 2 Advanced 7an perform most tas's unsupervised, and re"uires occasional guidance! 8 5uperior 7an perform all tas's unsupervised, and supervises others! 2! 7reate a performance rating scale as defined #elo%* The name is $$Performance Rating 5cale, %here $$ is your identifier! The rating scale type is Performance! The description is Performance rating scale to measure competencies, o#?ectives, and overall performance! The scale levels are as follo%s* %e$el "ame Be!a$ioral Indicator 1 Does not meet e$pectations The appraisee does not demonstrate the #ehaviors re"uired in the current role! 5ignificant improvement is re"uired! Ref* R12 OPM Page 32 of 129 www.itrain.co.uk 2 Development needed The appraisee sometimes demonstrates the #ehaviors re"uired in the current role! )urther improvement is re"uired! 6 5uccessfully meets e$pectations The appraisee consistently demonstrates the #ehaviors re"uired in the current role! 2 ($ceeds e$pectations The appraisee consistently demonstrates #ehaviors a#ove and #eyond those re"uired in the current role! Ref* 242197167.doc Page 33 of 129 www.itrain.co.uk Solution 1! Bsing your 5uper 9RM5 Manager responsi#ility, navigate to the Rating 5cales %indo%* -3/ 7areer Management K Rating 5cales 2! (nter the name $$Ceneral Rating 5cale, %here $$ is your identifier! 6! 5elect the type Proficiency! 2! (nter the description Ceneral proficiency rating scale! Ref* R12 OPM Page 34 of 129 www.itrain.co.uk 8! 5elect Clo#al to ma'e the rating scale availa#le to all enterprise #usiness groups! "oteC Dou cannot change this selection after saving the rating scale! Dou can create glo#al rating scales only if the 9R* 7ross Eusiness Croups profile option is set to Des! <! (nter the first level 1 and the name )oundation! =! In the Eehavioral Indicator field, enter the te$t Demonstrates #asic competence, #ut al%ays needs guidance for more comple$ or unusual tas's to descri#e the )oundation level! A! 5ave your %or'! >! Repeat 5teps < through A for su#se"uent levels until the rating scale is complete! Creating a ,er#ormance (ating Scale 10! 7lic' in the 3ame field and clic' 3e%! 11! (nter the name $$Performance Rating 5cale, %here $$ is your identifier! 12! 5elect the type Performance! 16! (nter the description Performance rating scale to measure competencies, o#?ectives, and overall performance! 12! 5elect Clo#al to ma'e the rating scale availa#le to all enterprise #usiness groups! 18! (nter the first level 1 and the name Does not meet e$pectations! 1<! In the Eehavioral Indicator field, enter the te$t The appraisee does not demonstrate the #ehaviors re"uired in the current role! 5ignificant improvement is re"uired to descri#e the first level! 1=! 5ave your %or'! Ref* 242197167.doc Page 35 of 129 www.itrain.co.uk 1A! Repeat 5teps 18 through 1= for su#se"uent levels until the rating scale is complete! Dou can no% use the $$Ceneral Rating 5cale in competency definitions throughout the enterprise! Dou can select the $$Performance Rating 5cale %hen defining assessment and appraisal templates and use the rating scale to measure %or'ers& delivery of competencies and o#?ectives and their overall performance! ,ractice Creating Competencies EAercise 7reate the competency Pro#lem 5olving to assess %or'ers& a#ility to analyGe pro#lems, apply resources, and overcome o#stacles to develop a %or'a#le solution! Bse the generalpurpose proficiency rating scale you created in the previous practice to measure the competency! The general proficiency rating scale is suita#le #ecause generic proficiency levels provide enough detail to measure this competency and consistency of measurement is important! 7onsultants are re"uired to have comprehensive 'no%ledge of Fision products and solutions and apply Fision&s technology creatively to meet customer re"uirements! 7reate the competency Product Mastery and define specific proficiency levels to assess this ?o#specific competency! Eoth the competencies are relevant to the Fision 7orporation #usiness group and must #e accessi#le only in this #usiness group! Therefore, define the competency scope as local! 1! 7reate the competency Pro#lem 5olving as defined #elo%* The name is $$ Pro#lem 5olving, %here $$ is your identifier! The competency is valid from 01Lan200=! The competency is primarily evaluated during a performance revie% -appraisal/ and reassessed every year! Ref* R12 OPM Page 36 of 129 www.itrain.co.uk The #ehavior that descri#es the competency is* AnalyGes pro#lems, applies resources, and overcomes o#stacles to develop a %or'a#le solution! Dou %ill measure the competency %ith the $$Ceneral Rating 5cale, %here $$ is your identifier! 2! 7reate the competency Product Mastery as defined #elo%* The name is $$Product Mastery, %here $$ is your identifier! The competency is valid from 01Lan200=! The competency is primarily evaluated during a performance revie% -appraisal/ and reassessed every year! The #ehavior that descri#es the competency is* 9as comprehensive 'no%ledge of Fision products and solutions! Applies Fision&s technology creatively to meet customer re"uirements! The proficiency levels are as follo%s* %e$el "ame Be!a$ioral Indicator 1 )oundation Demonstrates a %or'ing 'no%ledge of Fision products! Accurately assesses o%n scope of technical 'no%ledge and provides appropriate help to customers! 2 Intermediate Demonstrates a sound 'no%ledge of Fision products! 7onducts discussions %ith 'ey decision ma'ers and determines the #est approach to meet customer re"uirements! 6 5'illed Demonstrates a comprehensive 'no%ledge of Fision products! Demonstrates creativity in applying different technical scenarios and approaches to meet customer re"uirements! Ref* 242197167.doc Page 37 of 129 www.itrain.co.uk 2 Advanced Demonstrates e$tensive 'no%ledge of Fision products, and can position #enefits and value to customers! Bses advanced technical resources to address customer issues and meet re"uirements! 8 5uperior Is ac'no%ledged as an e$pert in o%n product area! RecogniGes competitor strengths and %ea'nesses, and positions Fision products accordingly! 4everages e$pert, glo#al technical resources to address customer issues and meet re"uirements! Solution 1! 3avigate to the 7ompetencies %indo%* -3/ 7areer Management K 7ompetencies Ref* R12 OPM Page 38 of 129 www.itrain.co.uk 2! 5elect 3e% in the )ind 7ompetencies %indo%! 6! DateTrac' to 01Lan200=! 2! In the 7ompetencies %indo%, select the scope value 4ocal! 8! The competency 'ey fle$field for the Fision 7orporation #usiness group defines the competency name structure! 7lic' in the 3ame field, and enter the name $$Pro#lem 5olving in the 7ompetence )le$field %indo%! Entering (ating In#ormation <! On the Falid Date and Proficiency ta#, enter the )rom date 01LA3200=! =! 5elect 5cale #ecause you %ant to measure the competency using a general proficiency rating scale! A! 5elect the rating scale $$Ceneral Rating 5cale, %here $$ is your identifier! Entering Competency E$aluation Details >! 5elect Performance Revie% as the primary evaluation method! 10! (nter the rene%al period 1 and select Dear in the units field! 11! To descri#e the competency, enter the #ehavioral indicator AnalyGes pro#lems, applies resources, and overcomes o#stacles to develop a %or'a#le solution! 12! 5ave your %or'! Creating t!e Competency ,roduct Mastery 16! 7lic' 3e%! 12! 5elect the scope value 4ocal! Ref* 242197167.doc Page 39 of 129 www.itrain.co.uk 18! The competency 'ey fle$field for the Fision 7orporation #usiness group defines the competency name structure! 7lic' in the 3ame field, and enter the name $$Product Mastery in the 7ompetence )le$field %indo%! 1<! 5elect 3ormal 7ompetence in the 7luster field #ecause you are not creating a unit standard competency! 1=! On the Falid Date and Proficiency ta#, enter the )rom date 01LA3200=! 1A! 5elect 4evels #ecause you %ant to define specific proficiency levels to measure this competency! 1>! 7lic' 4evels -E/ to define the proficiency levels! 20! (nter the first level 1 and the name )oundation! 21! In the Eehavioral Indicator field, enter the te$t Demonstrates a %or'ing 'no%ledge of Fision products! Accurately assesses o%n scope of technical 'no%ledge and provides appropriate help to customers to descri#e the )oundation level! 22! 5ave your %or'! 26! Repeat 5teps 20 through 22 for su#se"uent levels! 22! In the 7ompetencies %indo%, select Performance Revie% as the primary evaluation method! 28! (nter the rene%al period 1 and select Dear in the units field! 2<! To descri#e the competency, enter the #ehavioral indicator 9as comprehensive 'no%ledge of Fision products and solutions! Applies Fision&s technology creatively to meet customer re"uirements! 2=! 5ave your %or'! Dou can no% use the $$Pro#lem 5olving and $$Product Mastery competency definitions to define your competency re"uirements and Ref* R12 OPM Page 40 of 129 www.itrain.co.uk create competency profiles! During appraisals, you can assess %or'ers in these competencies! Compentency Types Dou may create or import many competency definitions in your enterprise! )or easier management and retrieval of competencies, you can group related competencies into competency types! Dou can define competency types to suit your enterprise re"uirements! )or e$ample, you can define competency types to differentiate various s'ill sets, such as management s'ills, communication s'ills, and so on! Alternatively, you can define a competency type for each ?o# or position, such as sales manager or a soft%are developer! ,hen you set up an appraisal, you can search for the competencies you %ant to include in the appraisal #y type! A competency can #elong to more than one type, and overlap #et%een types is li'ely to occur! Ref* 242197167.doc Page 41 of 129 www.itrain.co.uk ?ploading 4rd ,arty Competencies Dou can "uic'ly and efficiently load competency details from a thirdparty s'ills vendor directly into Oracle 9RM5 using ,e# Applications Des'top Integrator -,e# ADI/, eliminating the need to create individual competency definitions! This approach ena#les you to edit competency information #efore uploading it! Dou can edit competency information in a te$t file or spreadsheet and then upload definitions directly into the application using ,e# ADI! The thirdparty competency definitions that you upload using ,e# ADI are glo#al only! Dou cannot upload local competency definitions! Ref* R12 OPM Page 42 of 129 www.itrain.co.uk 1manual #ront page2 7*8ecti$es Ref* 242197167.doc Page 43 of 129 www.itrain.co.uk After completing this topic you should #e a#le to* 7reate and maintain competency profiles Identify and define competency re"uirements )ind suita#le matches using the 9RM5 5uita#ility Matching function Record %or'er "ualifications Competency ,ro#iles Dou can create a competency profile %hen an employee first ?oins the enterprise, ta'ing details from their resume or from tests or intervie%s! Creating Competency ,ro#iles Dou can create a competency profile using either the 7ompetence Profile %indo% or the 559R 7ompetency Profile function! Copying Competencies to Competency ,ro#iles Dou can enter individual competencies and proficiency levels, and you can also copy multiple competencies to a competency profile! )or e$ample, you can copy the competencies associated %ith a %or'erHs primary assignment to the %or'erHs competency profile! This feature ena#les you to set up a %or'erHs competency profile efficiently and assess the %or'erHs proficiency in all relevant competencies! Dou can also copy competency re"uirements from a vacancy definition in Oracle iRecruitment to a competency profile! ?pdating Competency ,ro#iles Dou can assess and update a %or'erHs competencies at any time! Managers can use the selfservice 7ompetency Profile function to update the competency profiles of their su#ordinates! (mployees can use this function to update their o%n competency profiles! Dou can also update a %or'erHs competency profile using the 7ompetence Profile %indo% in the forms#ased interface! 9RM5 can update a %or'erHs competency profile automatically after an appraisal! Dou can ena#le this feature at site level #y setting the user profile Ref* R12 OPM Page 44 of 129 www.itrain.co.uk option Apply Assessment 7ompetencies to Person to Des! Alternatively, you can ena#le this feature at appraisal level %hen you set up the appraisal! Training is the primary method of ac"uiring ne% s'ills and developing e$isting s'ills! Bsers of Oracle 4earning Management can configure the application to update learnersH competency profiles automatically on successful completion of training! Competency (eDuirements A %or'erHs competency profile identifies competencies that the %or'er possesses! The enterprise can also identify the competencies its %or'force must have to deliver its #usiness goals! In 9RM5, these competencies are descri#ed as competency re"uirements! Dou can use this information in various %ays! )or e$ample* Dou can search for candidates for vacancies and opportunities for %or'ers, and identify the #est match #et%een the re"uirements of a role and the s'ills and e$perience of the %or'er! ,hen assessing %or'ers during appraisals, you can compare %or'er competencies %ith the re"uirements and proficiency levels for their roles! 9aving a #enchmar' statement of re"uirements that is #ased on #usiness need #rings consistency and o#?ectivity to the appraisal process! Dou can target training and other development activities to close the gap #et%een a %or'erHs competencies and those re"uired #y the enterprise! Ref* 242197167.doc Page 45 of 129 www.itrain.co.uk De#ining Competency (eDuirements Dou can define competency re"uirements for* Business groups* 7ompetency re"uirements that you define for the #usiness group are referred to as core competencies! 7ore competencies are generic and fundamental to your enterprise strategy! (very mem#er of the #usiness group should demonstrate the core competencies, though the degree of proficiency can vary %ith seniority and e$perience! 7rganiEationsF Go*sF and ,ositions* 7ompetencies that you define for organiGations apply to all mem#ers of the organiGation #ut are not core competencies! 7ompetencies that you define for ?o#s and positions apply to all holders of those roles! Position competencies automatically include the competencies of the associated #usiness group, organiGation, and ?o#! Ref* R12 OPM Page 46 of 129 www.itrain.co.uk Suita*ility Matc!ing* Dou can construct a list of competency re"uirements for use in a single suita#ilitymatching e$ercise! )or e$ample, you may %ant to search for %or'ers %ho have specific competencies! Dou can include core competencies in your list, delete some of them, add other competencies to the list, edit the proficiency levels, and designate some competencies as essential for the purpose of the search! Vacancies* If you use Oracle iRecruitment, you can define competency re"uirements for vacancies! ,ractice De#ining Competency (eDuirements EAercise 1! Define a core competency for the Fision 7orporation #usiness group as defined #elo%* The competency name is $$Pro#lem 5olving, %here $$ is your identifier! The minimum proficiency level desired for this competency is 6 -5'illed/ and the ma$imum is 8 -5uperior/! This competency is essential for all %or'ers in the #usiness group! The competency is re"uired in the #usiness group from 01Lan200=! 2! Define a competency re"uirement for the 7onsultant ?o# as defined #elo%* The competency name is $$Product Mastery, %here $$ is your identifier! The ?o# name is 7O3<00!7onsultant! Ref* 242197167.doc Page 47 of 129 www.itrain.co.uk The minimum proficiency level desired for this competency is 6 -5'illed/ and the ma$imum is 8 -5uperior/! The competency is re"uired for the ?o# from 01Lan200=! Solution De#ining a Core Competency 1! 3avigate to the 7ompetence Re"uirements %indo%* -3/ 7areer Management K 7ompetence Re"uirements 2! DateTrac' to 01Lan200=! 6! 5elect the Fision 7orporation #usiness group! Ref* R12 OPM Page 48 of 129 www.itrain.co.uk 2! 7lic' )ind to display any competency re"uirements already defined for this #usiness group! "oteC The application could display Pro#lem 5olving -preceded #y an identifier $$/ as a competency re"uirement already defined for this #usiness group #ecause a student may have already completed this practice! 8! To add Pro#lem 5olving as a core competency, clic' the first empty ro% of the competency ta#le and select $$Pro#lem 5olving, %here $$ is your identifier! <! In the 4o% field, select proficiency level 6! In the 9igh field, select proficiency level 85uperior! =! Eecause all %or'ers in this #usiness group must possess this competency, select (ssential! A! (nter 01Lan200= as the date from %hich the competency is re"uired in the #usiness group! >! 5ave your %or'! De#ining a Go* Competency 10! ,ith your cursor in the Eusiness Croup field, clic' 3e%! 11! 5elect the ?o# 7O3<00!7onsultant! 12! 7lic' )ind to display any competency re"uirements already defined for this ?o#! "oteC The application could display Product Mastery -preceded #y an identifier $$/ as a competency re"uirement already defined for this ?o# #ecause a student may have already completed this practice! 16! To add Product Mastery as a ?o# competency, clic' the first empty ro% of the competency ta#le and select $$Product Mastery, %here $$ is your identifier! Ref* 242197167.doc Page 49 of 129 www.itrain.co.uk 12! In the 4o% field, select proficiency level 6! In the 9igh field, select proficiency level 85uperior! 18! (nter 01Lan200= as the date from %hich the competency is re"uired in the ?o#! 1<! 5ave your %or'! ,hen you perform an appraisal, you can assess %or'ers in the core competency $$Pro#lem 5olving and the ?o# competency $$Product Mastery #y selecting Include Lo# 7ompetencies in the competency template! Suita*ility Matc!ing The 5uita#ility Matching function, %hich you can access from 9R Professional, (mployee, and Manager 5elf5ervice menus, ena#les you to find %or'ers for opportunities and opportunities for %or'ers! The application performs this function #y comparing %or'er competency profiles %ith the competency re"uirements of #usiness groups, organiGations, ?o#s, positions, and vacancies! Depending on their responsi#ility, the default 5uita#ility Matching gate%ay page offers users different suita#ilitymatching options! )or e$ample, %or'ers can use this function to find suita#le %or' opportunities, and managers and 9R Professionals can use the function to find suita#le persons for a %or' opportunity! )or the full list of suita#ilitymatching options, see 5uita#ility Matching in the online help! ,hen you perform the search for %or'ers %ho match your competency re"uirements, 9RM5 lists %or'ers in order of suita#ility, %ith those %ho possess essential competencies ahead of those %ho possess no essential competencies! Ref* R12 OPM Page 50 of 129 www.itrain.co.uk <uali#ications Oracle 9RM5 ena#les you to record the types of "ualifications recogniGed #y your enterprise, including educational and vocational "ualifications, licenses, a%ards, and honors! Dou can also identify the schools and colleges that deliver the "ualifications that your enterprise recogniGes so that you can record %here a %or'er gained a "ualification! As schools and colleges are availa#le to all #usiness groups, you have to define them once only! Dou can enter your %or'ersH completed and inprogress "ualifications %hen they first ?oin the enterprise! Dou may need to update a %or'erHs "ualifications record after completion of a training course, for e$ample! ,or'ers and managers can use these 559R functions to enter and update %or'er "ualification records* (ducation and ;ualifications Other Professional ;ualifications )or ;ualifications )rame%or' "ualifications, you can record national ;ualifications )rame%or' details, including the num#er of credits attached to the "ualification, the a%arding #ody, and the field of learning to %hich the "ualification #elongs! Ref* 242197167.doc Page 51 of 129 www.itrain.co.uk ppraisals Ref* R12 OPM Page 52 of 129 www.itrain.co.uk 7*8ecti$es After competing this topic , you should #e a#le to* Identify the appraisal participants 4ist the appraisal types Define and conduct the appraisal process 7$er$iew During a typical appraisal, you assess a %or'erHs competencies and o#?ectives and identify development opportunities for the ne$t appraisal period! The appraisal provides a snapshot of the %or'erHs achievements and supplies input to related processes, such as training and compensation planning! Dou can use appraisals to determine %or'er compensation and re%ards+ for e$ample, you could use appraisees& final ratings in a performance appraisal to determine their compensation! Dou can also use appraisals for other purposes! )or e$ample, you can* Ta'e a snapshot of %or'er competencies at the start or end of a pro?ect! (valuate %or'er competencies after a training or an e"uivalent event! Assess %or'er progress against o#?ectives at intervals during the appraisal period! Cather e$it information %hen a %or'er leaves the enterprise! Assess specific competencies for a position or pro?ect! Ref* 242197167.doc Page 53 of 129 www.itrain.co.uk 7racle H(MS ppraisals Function Bsing 9RM5 functions, you create the appraisal components and set up the appraisal process #ased on your re"uirements! )or e$ample, you can define your o%n "uestionnaires for inclusion in the appraisal! To perform the appraisal itself, you use Oracle 559R! The main appraiser shares the appraisal %ith the appraisee to allo% the appraisee to vie% or update the appraisal! The appraisee shares the appraisal %ith the main appraiser to return it! In this %ay, the appraisal is the product of colla#oration #et%een the main appraiser and the appraisee! This sharing of the appraisal #et%een main appraiser and appraisee can occur as often as necessary during a single appraisal process! 9RM5 can automatically update an appraiseeHs competency profile to include revised competency levels %hen the appraisal is complete! To ena#le automatic competency updates, either set the profile option Apply Assessment 7ompetencies to Person to Des or select the Bpdate 7ompetency Profile option in the appraisal template! 9RM5 provides an integrated set of %or'force performance management functions that can create appraisals automatically for all mem#ers of a Performance Management Plan -PMP/! 7reating appraisals automatically is covered in detail in the ,or'force Performance Management topic! ppraisal ,articipants Appraisals can involve the follo%ing types of participants* The main appraiser, usually the appraiseeHs manager, %ho controls the appraisal process! Appraisers, %ho can contri#ute to all sections of the appraisal! Revie%ers, %ho can vie% othersH evaluations and enter overall comments! They cannot update other sections of the appraisal! Other participants, %ho are typically peers or su#ordinates of the appraisee! They complete "uestionnaires -a#out the appraiseeHs Ref* R12 OPM Page 54 of 129 www.itrain.co.uk performance, for e$ample/, and can enter overall comments, #ut can neither vie% nor update the rest of an appraisal! The appraisee, the su#?ect of the appraisal, %ho can vie% or update sections of the appraisal shared %ith them #y the main appraiser! An appraisee %ho is the appraisal initiator can complete any section #efore sharing the appraisal %ith the main appraiser! Thereafter, the main appraiser controls the appraiseeHs access to the appraisal! ppraisal Types The 5tandard Appraisal supports most appraisal re"uirements and can include the follo%ing sections* 7ompetencies 7ompetency Caps O#?ectives 4earning Path Participants ;uestionnaires The sections are covered in detail in the ne$t topic! 6<0Degree Appraisal is a group appraisal, to %hich an appraisee&s peers, managers, and reporting staff can all contri#ute! The only difference #et%een this and the standard appraisal is that other participants can contri#ute to a 6<0degree appraisal #ut not to a standard appraisal! Only appraisers and revie%ers can participate in a standard appraisal! 5elf Appraisal is one in %hich %or'ers perform regular self appraisals as a %ay of monitoring their o%n progress! 3o one else can vie% or contri#ute to a self appraisal! The self appraisal can include the same sections as the standard appraisal, e$cept the Participants section! Ref* 242197167.doc Page 55 of 129 www.itrain.co.uk Initiating T!e ppraisal Managers can use the selfservice Appraisals function to initiate and manage appraisals of their su#ordinates! ,or'ers use this function to initiate appraisals of themselves! To perform a self appraisal, you log into self service as an employee -even if you are a manager/! ,hether 9RM5 creates appraisals automatically from a Performance Management Plan or individuals create them using the Appraisals function, control of the appraisal depends on %ho is the initiator* A main appraiser %ho is the appraisal initiator controls its progress from the start! That is, the main appraiser decides %hen to share the appraisal %ith the appraisee, %hich information to share %ith the appraisee, and %hether the appraisee can update the appraisal and provide feed#ac'! An appraisee %ho is the appraisal initiator controls its progress until first sharing the appraisal %ith the main appraiser! The appraisee shares the %hole appraisal %ith the main appraiser and cannot Ref* R12 OPM Page 56 of 129 www.itrain.co.uk conceal particular sections! Thereafter, the main appraiser controls the progress of the appraisal, e$actly as if the main appraiser %ere the initiator! ppraisal 7wners!ip ,hen the main appraiser o%ns the appraisal, the appraisee* 7annot update the appraisal 7an vie% the appraisal up to the last sharing point ,hen the appraisee o%ns the appraisal, the main appraiser* 7annot update the appraisal 7an see all sections of the appraisal, and can vie% any changes the appraisee has made since resuming o%nership Any changes the main appraiser ma'es to an inprogress appraisal after resuming o%nership are not visi#le to the appraisee until the main appraiser shares the appraisal again! Trans#erring 7wners!ip The main appraiser transfers o%nership #y sharing the appraisal %ith the appraisee and leaving Main Appraiser Retains O%nership deselected! The appraisee transfers o%nership #y sharing the appraisal %ith the main appraiser! To ena#le the appraisee to vie% the appraisal #ut not gain o%nership of it, the main appraiser selects Main Appraiser Retains O%nership #efore sharing the appraisal %ith the appraisee! In this case, the main appraiser can continue to update the appraisal, and the appraisee does not need to share the appraisal in return! ,articipants Contri*utions To T!e ppraisal Participants in an appraisal do not o%n the appraisal! ,hile the main appraiser o%ns the appraisal, all participants can update the appraisal! 9o%ever, %hile the appraisee o%ns the appraisal, only other participants can update it+ appraisers and revie%ers cannot update the appraisal at this Ref* 242197167.doc Page 57 of 129 www.itrain.co.uk time! Appraisers and revie%ers automatically regain their access to the appraisal %hen the appraisee shares it %ith the main appraiser again! ,hen the main appraiser re"uests their feed#ac', participants receive %or'flo% notifications! (ach participant ma'es their contri#ution to the appraisal independently of the other participants! Participants can see changes made to the sections to %hich they have access, including those made after the main appraiser re"uests their feed#ac', until they apply their contri#ution! At that point, their vie% of the appraisal is froGen! They can ma'e further updates only if the main appraiser re"uests feed#ac' again! Dou can delete a participant from an appraisal or change their role -for e$ample, you can change an appraiser to a revie%er/, provided the participant has not yet given feed#ac'! C!ange t!e Main ppraiser Dou may need to change the main appraiser in an appraisal %hen the appraisee&s manager has changed, for e$ample! In 9RM5, you can change the main appraiser %hen initiating the appraisal or %hen the appraisal is in progress! ,hen the main appraiser is the initiator of an appraisal, that personHs name appears #y default in the Main Appraiser field on the 5etup Details page of the appraisal! ,hen the appraisee is the initiator of an appraisal, the name of that personHs manager appears #y default in the Main Appraiser field! In either case, the appraisal initiator can select a different main appraiser on the 5etup Details page! As main appraiser, you can select a different main appraiser -#y clic'ing 7hange Main Appraiser/ once the appraisal is in progress! If you do this after entering setup details #ut #efore completing other sections of the appraisal, you cease to #e a participant in the appraisal and can neither vie% nor update it unless the ne% main appraiser e$plicitly re"uests your feed#ac'! If you change main appraiser after completing a section of the appraisal -for e$ample, the competency ratings/, you remain listed as a participant and your contri#ution is retained! 9o%ever, your vie% of the appraisal as a participant is froGen, and you can ma'e no further changes unless the ne% main appraiser e$plicitly re"uests further feed#ac'! Ref* R12 OPM Page 58 of 129 www.itrain.co.uk ppraisal ppro$al 5 Completion ,hen main appraisers give final ratings, they can add approvers and specify their position in the approvals chain! (ach approver receives a %or'flo% notification re"uesting their approval %hen the previous approver in the chain has approved! ,hen the final approver has approved the appraisal, the main appraiser receives a %or'flo% notification! ppraisal Completion ,hen you send the appraisal to approvers, you can also re"uest the appraiseeHs feed#ac' on the overall rating! In this case, the appraisee receives a re"uest for feed#ac' %hen all approvers have approved the appraisal! ,hen the appraisee provides feed#ac', the main appraiser receives a further notification, and the appraisal process is complete! The Appraisals home page lists completed appraisals in %hich you have participated! )or e$ample, for an employee, the My Appraisals ta# lists completed appraisals of that employee! )or a manager, the Main Appraiser ta# lists completed appraisals for %hich the manager has #een main appraiser! Dou can also use 9RM5i reports to analyGe appraisal activity for an organiGation hierarchy or supervisor hierarchy! Dou can vie% all appraisals %ithin your #usiness group, appraisals of %or'ers under a specific supervisor, or specify other com#inations! Ref* 242197167.doc Page 59 of 129 www.itrain.co.uk Ref* R12 OPM Page 60 of 129 www.itrain.co.uk ppraisal 5 ssessment Templates Ref* 242197167.doc Page 61 of 129 www.itrain.co.uk 7*8ecti$es After completing this topic you should #e a#le to* 7onfigure the appraisal using appraisal and assessment templates 7reate "uestionnaires to include in the appraisal 7reate competency and o#?ective templates Assess o#?ectives and competencies during an appraisal 7reate career paths Plan the appraisal process T!e ppraisal Template The main function of an appraisal template is to configure all sections of the appraisal to suit the appraisal purpose or enterprise re"uirements! If you %ant to enforce a standard appraisal structure or approach, you could define a single enterprise%ide template! Alternatively, you could create different templates for each #usiness group or for each appraisal purpose -such as annual appraisal, e$it appraisal, or #enchmar'ing appraisal/! )or e$ample, for an e$it appraisal, you may %ant to include a detailed main appraiser "uestionnaire that %ould not #e appropriate in other types of appraisal! To create appraisal templates, use the Manage Appraisal Templates function availa#le in the 9R Professional menu! "oteC Dou can continue to use appraisal templates created in the Appraisal Template %indo% of the forms#ased interface! 9o%ever, to update or delete these templates, you must use the Manage Appraisal Templates function! Con#iguring t!e ppraisal &Core+ ,hen you create an appraisal template, you can* Ref* R12 OPM Page 62 of 129 www.itrain.co.uk 5pecify validity dates! Outside these dates, the template is not availa#le for use! Dou can use these dates to associate the template %ith a performancemanagement period, for e$ample! 5pecify the template scope! Clo#al templates are availa#le in all enterprise #usiness groups! 4ocal templates are availa#le only in the #usiness group in %hich you create them! Dou define a glo#al template if a single enterprise%ide template meets your appraisal re"uirements! Alternatively, if your #usiness groups have varied appraisal re"uirements, define at least one local template for each #usiness group! Include instructions to appraisal participants! These instructions appear, formatted as you specify, on the Appraisal Overvie% page! "oteC The appraisal templates created in the Appraisal Template %indo% of the forms#ased interface have a local scope only! Con#iguring t!e ppraisal &7%M+ If you use Oracle 4earning Management -O4M/, you can identify training courses for the appraisee in the 4earning Path region of an appraisal! Dou select the Include 4earning Path option to include the region in appraisals! This option is valid only for users of Oracle 4earning Management -O4M/! ,hen main appraisers share appraisals %ith appraisees, they specify %hich information the appraisee can vie% and %hether the appraisee can update the appraisal! )or e$ample, to share competency ratings and comments, the main appraiser selects the 7ompetency Ratings and 7omments chec' #o$! Ey default, no sharing option is selected, #ut you can change this initial setting for appraisals that use this template! The main appraiser can override these initial appraisalsharing options in appraisals that use the template! <uestionnaires Dou can create different "uestionnaires for the appraisee, the main appraiser, appraisers, and other participants! Dou attach appraisee and main appraiser "uestionnaires to the appraisal template! ,hen you add Ref* 242197167.doc Page 63 of 129 www.itrain.co.uk appraisers and other participants to an appraisal, you can select either Default ;uestionnaire -%hich is the appraisee "uestionnaire/ or a different "uestionnaire! To create a "uestionnaire, use the ;uestionnaire Administration function availa#le in the 9R Professional menu! Dou must pu#lish a "uestionnaire to ma'e it availa#le for inclusion in the appraisal! ,hen you create a "uestionnaire, its pu#lication status is Bnpu#lished! Dou can change its status to Pu#lished either %hen you create it or at a later date -%hen it is ready for use/! Dou can change the status from Pu#lished to Bnpu#lished, even if the "uestionnaire is currently in use in appraisals or simply attached to an appraisal template, to prevent future use of a "uestionnaire! To include the same "uestionnaire in all appraisals in enterprises that use multiple #usiness groups, define the "uestionnaire %ith glo#al scope! Other%ise, "uestionnaires are availa#le only in the #usiness group in %hich you create them! If the appraisal template has glo#al scope, any "uestionnaires that you include in the template must also have glo#al scope! If the appraisal template has local scope, any "uestionnaires that you include in the template must #e either glo#al or local to the same #usiness group as the appraisal template! ,ractice Creating ppraisal <uestionnaires EAercise 1! 7reate an appraisee "uestionnaire as defined #elo%* The name is $$Appraisee ;uestionnaire, %here $$ is your identifier! The "uestionnaire is local to the Fision 7orporation #usiness group! The "uestionnaire comprises the follo%ing "uestions* 1 5ummariGe ma?or accomplishments during this performance appraisal period! Ref* R12 OPM Page 64 of 129 www.itrain.co.uk 2 4ist areas to #e developed to increase e$pertise or strengthen ?o# performance! 6 4ist the most and least satisfying aspects of your ?o#! 2 4ist any additional comments for this performance appraisal period! 2! 7reate a main appraiser "uestionnaire as defined #elo%* The name is $$MainAppraiser ;uestionnaire, %here $$ is your identifier! The "uestionnaire is local to the Fision 7orporation #usiness group! The "uestionnaire comprises the follo%ing "uestions* 1 5ummariGe the appraisee&s ma?or accomplishments during this performance appraisal period! 2 4ist areas to #e developed to increase the appraisee&s e$pertise or strengthen the appraisee&s ?o# performance! 6 Descri#e the appraisee&s level of credi#ility %ith colleagues and customers! 2 4ist any additional comments for this performance appraisal period! Solution Ref* 242197167.doc Page 65 of 129 www.itrain.co.uk 1! Bsing the 9R Professional F2!0 responsi#ility, navigate to the ;uestionnaire Administration page! 9R Professional F2!0 K ;uestionnaire Administration 2! 7lic' 7reate ;uestionnaire! 6! (nter the name $$Appraisee ;uestionnaire, %here $$ is your identifier! 2! In the Pu#lication 5tatus field, select Pu#lished! 8! Eecause the scope of the "uestionnaire is local, deselect Clo#al! 5earch for and select the Fision 7orporation #usiness group! "oteC To search, enter FisionM in the Eusiness Croup field and clic' the torch icon! In the resulting page, select Fision 7orporation and then clic' the 5elect #utton! <! Dou can either enter the "uestions in an 9TM4 editor and paste the html code in the 9TM4 Te$t field or enter the code directly in the 9TM4 Te$t field! The sample html code for the appraisee "uestionnaire is provided #elo%+ paste the code in the 9TM4 Te$t field* NhtmlK Ref* R12 OPM Page 66 of 129 www.itrain.co.uk NheadK NtitleKiTrain Appraisee ;uestionnaireN1titleK N1headK N#odyK Nform nameOPform1P methodOPpostP actionOPPK NpK 1! 5ummariGe ma?or accomplishments during this performance appraisal period! N1pK Nte$tarea nameOPte$tareaP colsOP100P ro%sO18KN1te$tareaK NpK 2! 4ist areas to #e developed to increase e$pertise or strengthen ?o# performance! N1pK Nte$tarea nameOPte$tareaP colsOP100P ro%sOP18PKN1te$tareaK NpK 6! 4ist the most and least satisfying aspects of your ?o#! N1pK Nte$tarea nameOPte$tareaP colsOP100P ro%sOP18PKN1te$tareaK NpK 2! 4ist any additional comments for this performance appraisal period! N1pK Nte$tarea nameOPte$tareaP colsOP100P ro%sOP18PKN1te$tareaK N1formK N1#odyK N1htmlK =! 7lic' 7ontinue to previe% the "uestionnaire! Ref* 242197167.doc Page 67 of 129 www.itrain.co.uk A! 7lic' Apply to save the changes! >! Repeat steps 1 through A for the main appraiser "uestionnaire! (nter the name $$MainAppraiser ;uestionnaire in step 6 -%here $$ is your identifier/, and paste the follo%ing code -for the main appraiser "uestionnaire/ in the 9TM4 Te$t field in step <* NhtmlK NheadK NtitleKiTrain Main Appraiser ;uestionnaireN1titleK N1headK N#odyK Nform nameOPform1P methodOPpostP actionOPPK NpK 1! 5ummariGe the appraisee&s ma?or accomplishments during this performance appraisal period! N1pK Nte$tarea nameOPte$tareaP colsOP100P ro%sO18KN1te$tareaK NpK 2! 4ist areas to #e developed to increase the appraisee&s e$pertise or strengthen the appraisee&s ?o# performance! N1pK Nte$tarea nameOPte$tareaP colsOP100P ro%sOP18PKN1te$tareaK NpK 6! Descri#e the appraisee&s level of credi#ility %ith colleagues and customers! N1pK Nte$tarea nameOPte$tareaP colsOP100P ro%sOP18PKN1te$tareaK NpK 2! 4ist any additional comments for this performance appraisal period! N1pK Ref* R12 OPM Page 68 of 129 www.itrain.co.uk Nte$tarea nameOPte$tareaP colsOP100P ro%sOP18PKN1te$tareaK N1formK N1#odyK N1htmlK Dou can no% include these "uestionnaires in an appraisal template and use the "uestionnaires to assess the appraisee during the appraisal! ssessing Competencies 5 7*8ecti$es To assess competencies during an appraisal, you must select or create a competency template in the appraisal template! Other%ise, the 7ompetencies region does not appear in appraisals! If you include a competency template in the appraisal template, then the Bpdate 7ompetency Profile option is ena#led! 5elect this option to ena#le automatic update of competency profiles %hen appraisals are completed! To assess o#?ectives during an appraisal, you must select or create an o#?ective template in the appraisal template! Other%ise, the O#?ectives region does not appear in appraisals! Competency Templates The competency template specifies ho% to assess competencies in appraisals! Dou can create competency templates for specific ?o#s, positions, or even individuals! Alternatively, you can define a template to include your enterpriseHs core competencies, and the main appraiser could add competencies relevant to the ?o# or individual during the appraisal! Dou Ref* 242197167.doc Page 69 of 129 www.itrain.co.uk can even define a competency template that contains no competencies, in %hich case the 7ompetencies region is availa#le in appraisals for %or'ers and managers to add competencies themselves! Creating Competency Templates Access the Manage 7ompetency Templates function from the 9R Professional menu! Alternatively, clic' 7reate 7ompetency Template %ithin an appraisal template! ,hen you create a competency template, you can* 5pecify validity dates! These dates must not conflict %ith the validity dates of the appraisal template in %hich the competency template appears! 5pecify the template scope! The scope must match the scope of any appraisal template in %hich the competency template appears! Include instructions, %hich appear in the 7ompetencies region of the appraisal! Identify competencies that you %ant to assess! 5elections that you ma'e in the competency template apply to all users of the template! 9o%ever, during the appraisal, the appraisee or man appraiser can edit the 7ompetencies region to suit individual needs! Ref* R12 OPM Page 70 of 129 www.itrain.co.uk ,ractice Creating Competency templates EAercise 7reate a competency template as defined #elo%* The template name is $$7ompetency Template, %here $$ is your identifier! The template is valid from 01Lan200=! The template scope is local! The 7ompetencies section of the appraisal includes the follo%ing instructions* 5elect a performance rating for each competency that #est identifies the appraisee&s a#ilities and contri#ution! 7alculate individual competency scores using the performance scores! The performance rating scale is $$Performance Rating 5cale, %here $$ is your identifier! The total score is the average of the competency line scores! (na#le assessment of %or'ers in the competencies re"uired #y their ?o#s or positions! Solution 1! Bsing the 9R Professional F2!0 responsi#ility, navigate to the Manage 7ompetency Template page! Ref* 242197167.doc Page 71 of 129 www.itrain.co.uk 9R Professional F2!0 K Manage 7ompetency Templates 2! 7lic' 7reate 7ompetency Template! Ref* R12 OPM Page 72 of 129 www.itrain.co.uk 6! (nter the name $$7ompetency Template, %here $$ is your identifier! 2! (nter the Falid )rom date 01Lan200=! 8! Eecause the scope of the template is local, deselect Clo#al! 5earch for and select the Fision 7orporation #usiness group! "oteC To search, enter FisionM in the Eusiness Croup field and clic' the torch icon! In the resulting %indo%, select Fision 7orporation and clic' the 5elect #utton! <! (nter the instructions* 5elect a performance rating for each competency that #est identifies the appraisee&s a#ilities and contri#ution! Ref* 242197167.doc Page 73 of 129 www.itrain.co.uk =! 5elect the rating scale type Performance! A! In the Performance 5cale field, select $$Performance Rating 5cale, %here $$ is your identifier! >! 5elect Average as the method of calculating the total score! 10! In the 7ompetencies to Assess region, select Include Lo# 7ompetencies! This selection causes the core competency and the ?o# competency re"uirement that you defined in the previous practice to appear in the 7ompetencies section of the appraisal! 11! 7lic' Apply to save your %or'! Dou can no% include this competency template in an appraisal template and assess competencies during an appraisal! Ref* R12 OPM Page 74 of 129 www.itrain.co.uk ssessing Competencies During an appraisal, each participant -main appraiser, appraisee, and appraiser/ can allocate ratings to individual competencies! )rom these values, 9RM5 calculates a score for each competency and the total score for all competencies! Dou identify a ratingscale type in the competency template to specify ho% 9RM5 %ill calculate the individual competency scores! The slide lists the ratingscale types and the scorecalculation method for each! 9RM5 can calculate scores #ased on performance, proficiency, or #oth! In addition, 9RM5 can apply a %eighting value to either performance or proficiency! )or e$ample, if you select the ratingscale type Performance and Proficiency, ,eighting for Performance, the application multiplies performance #y %eighting to produce a participant&s score for each competency! The final score for each competency is the average of all participants& scores! Dou identify any performance and %eighting scales you %ill use in the competency template! The proficiency is derived from the proficiency scale or level that you associated %ith the competency %hen you defined it! The total score for all competencies can #e either the average or the sum of the competency line scores+ you specify %hich in the competency template! ssessing Competencies ?sing Formulas As an alternative to the standard calculation methods, you can select the ratingscale type )ast)ormulaEased 4ine 5coring and select one of the supplied 7ompetency appraisal line formulas to calculate competency line scores! The calculation that the application performs %hen you select a 7ompetency appraisal line formula -for e$ample, P(R)QRQ,(IC9TI3C / differs from the calculation it performs %hen you select one of the standard ratingscale types -for e$ample, Performance %ith ,eighting/! )or information on the differences #et%een the t%o calculation methods, see 9o% 9RM5 7alculates 7ompetency 4ine 5cores in the online help! Ref* 242197167.doc Page 75 of 129 www.itrain.co.uk If the default formulas for calculating competency scores are not suita#le, you can %rite your o%n formulas for calculating competency scores using Oracle )ast)ormula! )or e$ample, if you %ant to e$clude or treat differently the scores from a particular type of participant -such as appraisee/, you need to %rite a formula! Or if you %ant each competency line score to #e something other than the average of all participants& scores, then you need to %rite a formula! 7*8ecti$e Templates Dou can create an o#?ective template using the Manage O#?ective Templates function! Dou can access this function from* The 9R Professional menu, %here it appears #y default The Manage Appraisal Templates function, %hen you clic' 7reate O#?ective Template In an o#?ective template, you specify the follo%ing* Falidity dates* Outside these dates, you cannot use the template! These dates must not conflict %ith the validity dates of the appraisal template in %hich the o#?ective template appears! )or e$ample, if the appraisal template has no validto date, the o#?ective template must have no validto date! Template scope* The scope -local or glo#al/ must match the scope of any appraisal template in %hich the o#?ective template appears! Instructions to participants* These instructions appear, formatted as you specify, in the O#?ectives section of the appraisal! Ref* R12 OPM Page 76 of 129 www.itrain.co.uk ,ractice Creating n 7*8ecti$e Template EAercise 7reate an o#?ective template as defined #elo%* The template name is $$O#?ective Template, %here $$ is your identifier! The template is valid from 01Lan200=! The template scope is local! The O#?ectives section of the appraisal contains the follo%ing instructions * Rate appraisee performance in the delivery of o#?ectives #y selecting a rating from the Appraised Performance drop do%n #o$! 7alculate individual o#?ective scores using the performance scores! The performance rating scale is $$Performance Rating 5cale, %here $$ is your identifier! The total score is the average of the o#?ective line scores! Solution 1! Bsing the 9R Professional F2!0 responsi#ility, navigate to the Manage O#?ective Template page! 9R Professional F2!0 K Manage O#?ective Templates Ref* 242197167.doc Page 77 of 129 www.itrain.co.uk 2! 7lic' 7reate O#?ective Template! 6! (nter the name $$O#?ective Template, %here $$ is your identifier! Ref* R12 OPM Page 78 of 129 www.itrain.co.uk 2! (nter the Falid )rom date 01Lan200=! 8! Eecause the scope of the template is local, deselect Clo#al! 5earch for and select the Fision 7orporation #usiness group! <! (nter the instructions* Rate appraisee performance in the delivery of o#?ectives #y selecting a rating from the Appraised Performance drop do%n #o$! =! 5elect the rating scale type Performance! A! In the Performance 5cale field, select $$Performance Rating 5cale, %here $$ is your identifier! >! 5elect Average as the method of calculating the total score! 11! 7lic' Apply to save your %or'! Dou can no% include this o#?ective template in an appraisal template and assess o#?ectives during an appraisal! ,ractice Creating n ppraisal Template EAercise 1! 7reate an appraisal template as defined #elo%* The template name is $$Appraisal Template )D0=, %here $$ is your identifier! The template is valid from 01Lan200=! The template scope is local! Ref* 242197167.doc Page 79 of 129 www.itrain.co.uk The Appraisal Overvie% page includes the follo%ing instructions* Bse this appraisal to assess competencies, o#?ectives, and performance in the past fiscal year and to set o#?ectives for the coming fiscal year! The final rating scale is $$Performance Rating 5cale, %here $$ is your identifier! To assess competencies, include the competency assessment template $$7ompetency Template, %here $$ is your identifier! The application must automatically update the appraiseeHs competency profile to include revised competency levels %hen the appraisal is complete! To assess o#?ectives, include the o#?ective assessment template $$O#?ective Template, %here $$ is your identifier! Include $$Appraisee ;uestionnaire and $$MainAppraiser ;uestionnaire in the appraisal template, %here $$ is your identifier! (na#le sharing of participant details %ith the appraisee #y default! (na#le appraisees to add participants to appraisals! Solution 1! Bsing the 9R Professional F2!0 responsi#ility, navigate to the Manage Appraisal Template page! 9R Professional F2!0 K Manage Appraisal Templates 2! 7lic' 7reate Appraisal Template! Ref* R12 OPM Page 80 of 129 www.itrain.co.uk 6! (nter the name $$Appraisal Template )D0=, %here $$ is your identifier! 2! (nter the Falid )rom date 01Lan200=! 8! Eecause the scope of the template is local, deselect Clo#al! 5earch for and select the Fision 7orporation #usiness group! <! In the )inalRating scale field, select $$Performance Rating 5cale, %here $$ is your identifier! =! (nter the instructions* Bse this appraisal to assess competencies, o#?ectives, and performance in the past fiscal year and to set o#?ectives for the coming fiscal year! Ref* 242197167.doc Page 81 of 129 www.itrain.co.uk Con#iguring t!e ppraisal Template A! 5elect Assess 7ompetencies! 5earch for and select the competency template $$7ompetency Template, %here $$ is your identifier! >! 5elect Bpdate 7ompetency Profile to ena#le automatic update of the competency profile after the appraisal! 10! 5elect Assess O#?ectives! 5earch for and select the o#?ective template $$O#?ective Template, %here $$ is your identifier! 11! 5elect Include ;uestionnaires! 5earch for and select the appraisee "uestionnaire $$Appraisee ;uestionnaire, %here $$ is your identifier! 12! 5earch for and select the main appraiser "uestionnaire $$MainAppraiser ;uestionnaire, %here $$ is your identifier! 16! To configure the default sharing options, select 7onfigure 5haring Options! 5elect Participant Details to ena#le sharing of participants& information %ith the appraisee #y default! 12! In the Appraisee Permissions region, select Add Participant to ena#le appraisees to add participants to appraisals! 18! 7lic' Apply! Dou have no% configured all sections of the appraisal to suit the re"uirements of the Fision 7orporation #usiness group! Dou can no% use the appraisal template to create and conduct )D0= annual performance appraisals in the Fision 7orporation #usiness group! Ref* R12 OPM Page 82 of 129 www.itrain.co.uk ssessing 7*8ecti$es During an appraisal , each participant -main appraiser, appraisee, and appraiser/ can allocate ratings to individual o#?ectives! )rom these values, 9RM5 calculates a score for each o#?ective -the o#?ective line score/ and the total score for all o#?ectives! To specify ho% 9RM5 %ill calculate scores for o#?ectives, you select a ratingscale type in the o#?ective template! If you select Performance and select a performance scale, appraisal participants allocate a rating to each o#?ective from that scale! If the o#?ective definition includes a %eighting value, %hich is an integer from a locally defined scale -for e$ample, 1 through 8/ that specifies the importance of this o#?ective relative to other o#?ectives, 9RM5 multiplies performance #y %eighting to calculate each participant&s score for each o#?ective! The final score for each o#?ective is the average of the participants& scores! Alternatively, you can select )ast)ormula Eased 4ine 5coring and identify a formula to calculate o#?ective line scores! 9RM5 provides some sample formulas, and you can also %rite your o%n! The total score for all o#?ectives can #e either the average or the sum of the o#?ective line scores+ you specify %hich in the o#?ective template! ,roducing a Com*ined Score #or Competencies and 7*8ecti$es In the appraisal template, you can select a formula for calculating a com#ined score for competencies and o#?ectives! 9RM5 supplies some sample formulas, and you can also provide your o%n! Inputs to the formula are the total scores for o#?ectives and competencies! The output from the formula is a rating level ID that identifies a rating level in the finalrating scale named in the appraisal template! The application displays the associated rating level as the appraiseeHs suggested overall rating! The o#?ective line scores and the total score for all the o#?ectives appear in the O#?ective Ratings region of the )inal Ratings page of the appraisal! The Ref* 242197167.doc Page 83 of 129 www.itrain.co.uk competency line scores and the total score for all competencies appear in the 7ompetency Ratings region of the )inal Ratings page! The application displays the suggested overall rating in the Overall Rating and 7omments region of the )inal Ratings page! Career ,at!s A career path defines a route to a ?o# or position from a different ?o# or position that is lo%er in the hierarchy! Dou can define career paths #ased on either ?o# progression or position progression! A ?o# or position can appear in multiple career paths, #ut once only in any single career path! Dou define ?o##ased career paths using the Oracle 9RM5 Map 7areer Path function! )or position#ased career paths, you use ne% or e$isting position hierarchies! 5ee 7reating a Position 9ierarchy in the online help! Dou can identify career paths for a %or'er in various %ays! )or e$ample, you can include the names of possi#le career paths* In the Overall Rating and 7omments or Advancement Potential sections of the %or'erHs appraisal In appraisal "uestionnaires In a document or in comments attached to a %or'erHs record ,lanning T!e ppraisal ,rocess Dou must plan your appraisal process to ensure the configured function meets local re"uirements! The 'ey decisions include* Do you %ant to use an enterprise%ide template or define different templates for each appraisal purpose@ ,ill you ena#le managers to configure templates or restrict access to 9R professionals@ Are the default formulas for calculating competency and o#?ective scores suita#le, or do you need to %rite your o%n formulas@ Do you need to create different "uestionnaires for each participant@ Ref* R12 OPM Page 84 of 129 www.itrain.co.uk Do you %ant to update competency profiles automatically after an appraisal@ If yes, %ill you ena#le this function at the enterprise level or at the appraisaltemplate level@ Do you %ant to personaliGe components of the 559R Appraisals pages, such as region titles, instruction te$t, and messages@ Do you %ant to implement an approval process for appraisals@ If so, %ho do you %ant to include as approvers@ Ref* 242197167.doc Page 85 of 129 www.itrain.co.uk 7*8ecti$es Ref* R12 OPM Page 86 of 129 www.itrain.co.uk C!apter 7*8ecti$es After completing this topic you should #e a#le to* Define 5MART guidelines Measure o#?ectives 7reate o#?ectives in the O#?ectives 4i#rary Differentiate #et%een individual o#?ectives and o#?ectives in the O#?ective 4i#rary 7*8ecti$es Dou set and assess o#?ectives to measure %or'er performance against specific goals! ,hen planning and %riting o#?ectives, you are recommended to use the 5MART -5pecific, Measura#le, Achieva#le, Relevant, and Time #ound / guidelines! That is, good o#?ectives are* 5pecific* the o#?ective is precisely and clearly defined! Measura#le* you can measure the o#?ective in "uantitative or "ualitative terms! Achieva#le* the o#?ective is in reach given the availa#le resources and #usiness conditions! Relevant* the o#?ective adds useful value %ithin conte$t and contri#utes to the larger o#?ectives of your department or organiGation! Time#ound* the o#?ective has a target date! Ref* 242197167.doc Page 87 of 129 www.itrain.co.uk An e$ample of a 5MART o#?ective is* 4ead a crossfunctional team to implement a ne% design process #y end of ;2)D08 that %ill result in a 8M shorter development cycle! =ork#orce ,er#ormance Management Dou can use the appraisal process to define and assess o#?ectives at the individual level! 9RM5 also provides an integrated set of ,or'force Performance Management -,PM/ functions that support the definition, setting, management, and assessment of o#?ectives at the enterprise level! (nterprises can* Define a collection of reusa#le o#?ectives in the O#?ectives 4i#rary! 5et, trac', and assess o#?ectives throughout a performance management period, such as a calendar year! Allocate o#?ectives automatically to eligi#le %or'ers #y means of the PMP! The application can generate a personal scorecard of o#?ectives for each plan mem#er %hen you pu#lish the PMP! 7reate appraisals automatically for all mem#ers of a PMP and assess o#?ectives! T!e 7*8ecti$e De#inition The o#?ective definition includes* Falidity Dates* Outside these dates, the o#?ective is not availa#le! Dou can use validity dates to restrict o#?ective use to a particular performancemanagement period, for e$ample, a calendar year! 3e$t Revie% Date* Dou can trigger alerts using this date to remind %or'ers and managers that an o#?ective needs revie%! Target Date* ,or'ers must achieve the o#?ective #y this date! Croup* Dou can identify a group to %hich the o#?ective #elongs! )or e$ample, the o#?ective Attend the Advanced 5ales Management ,or'shop could #elong to the Management group! Dou can search the O#?ectives 4i#rary #y group! Ref* R12 OPM Page 88 of 129 www.itrain.co.uk Priority* Dou can assign a relative priority to an o#?ective, such as medium or high! Include in Appraisals* If you select this chec'#o$ and 9RM5 creates appraisals automatically, the o#?ective appears #y default in the O#?ectives section of the appraisal of any %or'er %ho has the o#?ective! ,eighting* The %eighting value is an integer from a locally defined scale -for e$ample, 1 through 8/! 9RM5 uses this value %hen calculating o#?ective scores during appraisals! 5ome values that you define for o#?ectives in the O#?ectives 4i#rary are default values only! ,or'ers and managers can update such values %hen the o#?ective appears in a %or'erHs personal scorecard! Measuring 7*8ecti$es Ref* 242197167.doc Page 89 of 129 www.itrain.co.uk In the "uantitative measurement style, you specify a target value, a unit of measure -BOM/, and a type! )or e$ample, for the o#?ective Increase sales revenue, you could have the target value as 20, BOM as Percent, and the type as MI3! O#?ectives related to s'ill development or improvement of %or'er morale, for e$ample, %ould re"uire a "ualitative measurement style! Achievement of this type of o#?ective needs assessment and verification #y a %or'erHs manager! )or e$ample, for the o#?ective Improve communication s'ills, a manager may assess the %or'er #ased on the %or'er&s interaction %ith customers, co%or'ers, and other team mem#ers %hen %or'ing on a pro?ect! T!e 7*8ecti$es %i*rary The O#?ectives 4i#rary is a collection of reusa#le o#?ectives that 9R professionals can create and maintain using the O#?ectives 4i#rary function! This is a 'ey ,PM function and ena#les you to manage the enterprise o#?ectivesetting process efficiently! )or e$ample, you can* Define o#?ectives consistently! Dou can use such o#?ectives throughout the enterprise to ensure consistency of approach! 7ontrol the availa#ility of o#?ectives #y specifying validity dates! Dou can use these dates to tie an o#?ective to a particular performance management period! Croup o#?ectives into locally defined categories for ease of retrieval! Bsers can search the O#?ectives 4i#rary for o#?ectives in a particular group! (sta#lish naming standards for o#?ectives to ensure consistency! Allocate li#rary o#?ectives automatically to an eligi#le group of %or'ers! Dou associate an o#?ective %ith an e$isting eligi#ility profile, and %or'ers %ho satisfy the eligi#ility re"uirements automatically receive the o#?ective! )or e$ample, you could create Ref* R12 OPM Page 90 of 129 www.itrain.co.uk an o#?ective Attend the Advanced 5ales Management ,or'shop and associate it %ith an eligi#ility profile that identifies %or'ers %hose ?o# title is 5ales Manager! -The O#?ectives 4i#rary is glo#al+ all %or'ers can see all o#?ectives regardless of the %or'er&s #usiness group or position! Therefore, the O#?ectives 4i#rary is not suita#le for sensitive or confidential o#?ectives! These are more suita#ly created %ithin personal scorecards/ Creating 7*8ecti$es 9RM5 supports the follo%ing %ays of creating o#?ectives* 9R Professionals can create reusa#le o#?ectives in the O#?ectives 4i#rary using the O#?ectives 4i#rary function! These o#?ectives are availa#le throughout the enterprise! As an alternative to creating o#?ectives manually, 9RM5 ena#les you to import o#?ective definitions from a spreadsheet using Oracle ,e# ADI! Dou could use the import utility to import o#?ective definitions from other performancemanagement processes, for e$ample! Dou can also update such o#?ectives as a group -for e$ample, you can set all validity dates at once/ #efore uploading them to 9RM5! Managers and %or'ers can create ne% o#?ectives %hen updating personal scorecards! These o#?ectives are availa#le only to %or'ers in %hose scorecards you create them! Managers can define individual o#?ectives for %or'ers, and %or'ers can create o#?ectives for themselves in the O#?ectives section of the appraisal! These o#?ectives are availa#le only to the %or'ers for %hom you create them! ,ractice Creating 7*8ecti$es In t!e 7*8ecti$e %i*rary Ref* 242197167.doc Page 91 of 129 www.itrain.co.uk EAercise 7reate o#?ectives in the o#?ectives li#rary as defined #elo%* 7*8ecti$e "ame Validity ,eriod Measurement Eligi*ility $$Increase Fision soft%are sales -$$ is your identifier/! 01Lan0= to 61Dec 0= ;uantitative style! The target is minimum 20 percent increase! All Fision employees in sales ?o#s are eligi#le for this o#?ective! $$($pand sales territories-$$ is your identifier/! 01Lan0= to 61Dec 0= ;uantitative style! The target is minimum 28 percent increase! All Fision employees in sales ?o#s are eligi#le for this o#?ective! Croup the o#?ectives into the Internal category! ,hen the application creates appraisals automatically, these o#?ectives must appear #y default in the appraisal of any %or'er %ho has these o#?ectives! Ref* R12 OPM Page 92 of 129 www.itrain.co.uk Solution 1! Bsing the B5 5uper 9RM5 Manager responsi#ility, navigate to the O#?ectives 4i#rary page! -3/ 7areer Management K O#?ectives 4i#rary 2! 7lic' 7reate O#?ective! 6! (nter the o#?ective name $$Increase Fision 5oft%are sales, %here $$ is your identifier! 2! (nter the Falid )rom date 01Lan200= and the Falid To date 61Dec 200=! 8! In the Croup field, select Internal! <! Eecause you %ant the o#?ective to appear in appraisals created automatically, leave the Appraise option selected! =! On the Measurement ta#, select the measurement style ;uantitative! A! (nter the measure name Increase sales! Ref* 242197167.doc Page 93 of 129 www.itrain.co.uk >! (nter the target value 20 and the unit of measure Percent! 10! In the Type field, select Minimum! 11! On the (ligi#ility ta#, select ($isting Profile in the (ligi#ility Profile field! 12! 5elect the eligi#ility profile In 5ales Lo# in Fision 7orporation #usiness group! 16! 7lic' Apply! 12! To create the second o#?ective, clic' 7reate O#?ective! 18! (nter the o#?ective name $$($pand sales territories, %here $$ is your identifier! 1<! (nter the Falid )rom date 01Lan200= and the Falid To date 61Dec 200=! 1=! In the Croup field, select Internal! 1A! Eecause you %ant the o#?ective to appear in appraisals created automatically, leave the Appraise option selected! 1>! On the Measurement ta#, select the measurement style ;uantitative! 20! (nter the measure name ($pand 5ales Territory! 21! (nter the target value 28 and the unit of measure Percent! 22! In the Type field, select Minimum! 26! On the (ligi#ility ta#, select ($isting Profile in the (ligi#ility Profile field! 22! 5elect the eligi#ility profile In 5ales Lo# in Fision 7orporation #usiness group! 28! 7lic' Apply! Ref* R12 OPM Page 94 of 129 www.itrain.co.uk The application can no% allocate these o#?ectives to eligi#le %or'ers #y means of a Performance Management Plan! Alternatively, managers and %or'ers can search the O#?ectives 4i#rary for these o#?ectives, and include in personal scorecards! ?pdating 7*8ecti$es The 9R professional can update o#?ectives in the O#?ectives 4i#rary at any time, regardless of %hether the application has allocated them to %or'ers automatically! 7hanges made to the o#?ectives in the O#?ectives 4i#rary do not affect o#?ectives already copied to personal scorecards, as there is no lin' #et%een the t%o versions of the o#?ective! )or e$ample, if the 9R professional changes the validity dates of an o#?ective in the O#?ectives 4i#rary, the validity dates of the same o#?ective in e$isting personal scorecards are unaffected! Deletion of o#?ectives from the O#?ectives 4i#rary also has no effect on the o#?ectiveHs inclusion in e$isting personal scorecards! An o#?ective remains in e$isting personal scorecards even if the 9R professional deletes the o#?ective from the O#?ectives 4i#rary! The 9R professional can include o#?ectivesetting in a PMP and identify %hen o#?ective setting must occur! During an o#?ectivesetting period, managers and %or'ers can freely update and delete o#?ectives in the personal scorecard! During appraisal tas's, managers and %or'ers can update the O#?ectives section of the appraisal! To ena#le managers and %or'ers to update o#?ectives outside o#?ectivesetting and appraisaltas' periods, the 9R Professional must select Allo% 7hanges Outside This Period in the PMP! Ref* 242197167.doc Page 95 of 129 www.itrain.co.uk 7*8ecti$es 7utside 7# =,M (ven if you do not use ,PM, you can still use the 559R Appraisals function to set and assess o#?ectives! The application does not generate these appraisals automatically, #ut managers and %or'ers create appraisals using the 559R Appraisals function! Managers can create individual o#?ectives for %or'ers, and %or'ers can create individual o#?ectives for themselves in the O#?ectives section of the appraisal! These o#?ectives are outside ,PM and are unaffected #y the ,PM functions! )or e$ample, the o#?ectives are not a part of the O#?ectives 4i#rary, and there are no personal scorecards! Ref* R12 OPM Page 96 of 129 www.itrain.co.uk ,er#ormance Management ,lans Ref* 242197167.doc Page 97 of 129 www.itrain.co.uk 7*8ecti$es After completing this topic you should #e a#le to* 7reate a Performance Management plan -PMP/ Identify PMP mem#ers Include o#?ective settin and appraisal creation in the PMP Revie% : pu#lish the PMP Identify the PMP status values Bpdate the PMP =!at is a ,er#ormance Management ,lan &,M,+> The ,PM functions encompass the setting, trac'ing, and assessment of o#?ectives throughout a performance management period, such as a calendar year! The entity that defines this period and its conduct is the Performance Management Plan -PMP/! The PMP facilitates management of the enterprise%ide o#?ectives, and has several advantages* The PMP ena#les you to allocate o#?ectives automatically to a specified group of people eliminating the need to allocate o#?ectives individually! This not only results in increased efficiency #ut also ena#les you to ensure consistency! Dou can #e sure that all of the specified %or'ers have the particular o#?ectives! ,hen you pu#lish the PMP, the application generates a personal scorecard of o#?ectives for each plan mem#er! (nterprises can set %or'er o#?ectives that align %ith the strategy and goals of the #usiness! ,or'ers can participate in the o#?ective setting process and understand ho% their performance contri#utes to #usiness outcomes! Ref* R12 OPM Page 98 of 129 www.itrain.co.uk ,or'ers and managers can vie%, update, and trac' progress %ith the o#?ectives as often as re"uired throughout the performance management period! The PMP can create appraisals automatically for a specified population on a specified date! This approach is highly efficient, as you do not have to create appraisals individually! It also ena#les you to enforce the appraisal timing and format! The application also provides entries in Talent Management tas' lists to remind %or'ers and managers to perform the appraisal+ this is not availa#le outside the PMP! The tas'driven approach ena#led #y the PMP is very useful! The PMP generates a list of activities for the performance management period, %hich 'eep you informed that you need to perform certain tas's! Ref* 242197167.doc Page 99 of 129 www.itrain.co.uk ,er#ormance Management ,lans To define performance management activities, the 9R Professional creates a PMP, a configura#le control document that can define o#?ectivesetting, o#?ectivetrac'ing, and appraisalmanagement processes! 9R Professionals create and manage the PMP using the Performance Management Plans function! The PMP identifies* ,ho are the mem#ers of the plan ,hether and ho% you %ill set o#?ectives for plan mem#ers ,hether the application %ill create appraisals automatically for plan mem#ers The tas's that %or'ers and managers %ill perform throughout the process Dou can define many PMPs as the enterprise re"uires, and a %or'er can #elong to multiple PMPs! Dou could define a single PMP that applies to the %hole enterprise! An enterprise%ide PMP ena#les you to have centraliGed control of the enterprise&s o#?ective setting and trac'ing processes! Alternatively, if your enterprise operates as a set of diverse #usiness groups %ith diverse goals, you could create multiple plans for different #usiness groups! This approach ena#les you to measure %or'er performance against specific goals that are lin'ed to a specific #usiness group! Creating t!e ,M, On the 7reate Plan* Ceneral Information page, you specify the* Plan name! The plan name is also the name of each personal scorecard, so it is important to devise a meaningful naming standard to identify the plan clearly! Ref* R12 OPM Page 100 of 129 www.itrain.co.uk Plan administrator, %ho manages the plan -%ho can update it, for e$ample/ and is the signedon user, #y default! Dou can select a different administrator from the list of people your security profile ena#les you to access! Previous plan! Provide this value if you %ant personal scorecards to include incomplete o#?ectives from a previous plan! Plan start and end dates! These dates define the performance management period! ,hen you set these dates, allo% sufficient time to complete any endof year appraisal activity! )or e$ample, a plan for 200< could have a start date of 01 Lanuary, 200<, and an end date of 61 Lanuary, 200=, to allo% time for the endofyear appraisal to complete! Dou can also identify attachments to appear in each personal scorecard! )or e$ample, you could include information a#out defining 5MART o#?ectives! Identi#ying t!e ,M, Mem*ers Dou identify the PMP mem#ers #y selecting part or all of a hierarchy on the 7reate Plan* Population page! If you select 5upervisor, the PMP mem#ers are all %or'ers reporting to this supervisor, regardless of ho% many assignments the supervisor has! Dou could limit this potential population #y selecting the 5upervisor Assignment hierarchy type and a particular assignment or #y specifying the num#er of hierarchy levels! If you select Position 9ierarchy, then the population is all %or'ers occupying those positions! 9RM5 provides further fle$i#ility in selecting the plan mem#ers! )or e$ample, you can select an assignment type -(mployees or 7ontingent ,or'ers or Eoth/ and include primary assignments only! Alternatively, you could select an entire organiGation hierarchy -for an enterprise%ide PMP, for e$ample/! )or each plan mem#er, the application generates from the pu#lished plan* Ref* 242197167.doc Page 101 of 129 www.itrain.co.uk A personal scorecard of o#?ectives! The application may allocate some o#?ectives automatically! A list of tas's to guide the plan mem#er through the performance management process! If you do not select Primary Assignments Only, the plan covers multiple assignments! In this case, if the plan mem#er has multiple assignments, the plan mem#er has multiple scorecards and multiple tas' lists from this PMP! One or more appraisals, on the dates you specify, if automatic appraisal creation is ena#led in the PMP! ,or'flo% notifications at various stages -%hen a plan mem#er transfers the personal scorecard to his or her manager, for e$ample/! Speci#ying t!e ,M, ,rocess To ta'e full advantage of the performance management functions, you include #oth o#?ective setting and appraisal creation in the PMP! Alternatively, you can define a PMP to manage o#?ectives only or appraisals only! 7*8ecti$e Setting If you include o#?ective setting in the PMP, %or'ers and managers can add, delete, and update o#?ectives in a %or'er&s personal scorecard, during the o#?ective setting period specified in the PMP! ,or'ers can record progress %ith their o#?ectives, and managers can trac' progress throughout the performance management period! ppraisal Creation If you include appraisal creation in the plan process, you decide %hether to create the appraisals for all PMP mem#ers manually, #y running the concurrent process at a future date, or automatically, in %hich case the application schedules the concurrent process to run on the date that you specify! ,hen the appraisals are created, the application copies the %or'erHs personal scorecard of o#?ectives to the O#?ectives section of the appraisal! The appraisal process can occur multiple times during the performance management period! Ref* R12 OPM Page 102 of 129 www.itrain.co.uk Including 7*8ecti$e Setting in t!e ,M, If you include o#?ectivesetting in the plan process, you must specify* ,hen o#?ective setting must occur! The o#?ectivesetting period must #e the same as or %holly %ithin the plan period and must #e complete #efore #efore any appraisaltas' start date! )or e$ample, assume the plan start date is 01Lan200=, the end date is 61Dec 200=, and the appraisaltas' start date is 01Lun200=! The o#?ectivesetting start date must #e on or after 01Lan200=, and the deadline must #e earlier than 01Lun200=! During the o#?ective setting period, %or'er and manager can add, delete, and update o#?ectives in a %or'er&s personal scorecard! 5elect Allo% 7hanges Outside This Period to ena#le scorecard update outside o#?ective setting periods! ,ho initiates the o#?ectivesetting process -managers or %or'ers/! In a cascading process, managers start o#?ective setting! In a parallel process, %or'ers start o#?ective setting! ,hether personal scorecards %ill automatically include o#?ectives from the O#?ectives 4i#rary for %hich %or'ers are eligi#le! ,hether sharing and alignment of o#?ectives are ena#led! This option ena#les %or'ers to define relationships #et%een o#?ectives and #uild a hierarchy of related o#?ectives! The Performance Management Tas's topic covers o#?ective setting in detail! Including n ppraisal in t!e ,M, If you include appraisal creation in the plan process, 9RM5 can automatically create appraisals for all mem#ers of a PMP on the date specified in the plan! Alternatively, you can manually create the appraisals! The appraisal period identifies the period of time that is #eing appraised! The appraisal tas' dates specify the dates %hen the appraisal tas' is ena#led in the tas' list! If you do not specify a value for Days Eefore Tas' 5tart, the application generates the appraisal on the tas' start date! The tas' start date must #e after the appraisalperiod start date! In a single PMP, you Ref* 242197167.doc Page 103 of 129 www.itrain.co.uk can define multiple appraisal tas's -for each com#ination of appraisal template and appraisal period/! )or e$ample, you can define midyear and fullyear appraisals! The application also assigns the appraisal to the initiator that you identify and automatically includes each %or'erHs personal scorecard of o#?ectives in the O#?ectives section of the appraisal! (ven if you e$clude o#?ectivesetting in the PMP, the O#?ectives section of the appraisal includes personal scorecards as generated on plan pu#lication! Therefore, using a PMP is an efficient process, even if you choose not to ena#le the o#?ective setting tas's, as individuals do not have to create appraisals or populate the O#?ectives section! Dou may %ant to update the pu#lished PMP and change the tas' dates in the future #ecause the current appraisal dates are tentative or you may not 'no% %hen you %ant the appraisal to #e generated! In this case, you may not %ant the application to create appraisals automatically! Dou can set 7reate Appraisals to 3o and run the Mass Appraisal 7reation for ,PM program at a time %hen you have decided to generate the appraisal! This approach ena#les you to create appraisals using the information in the PMP #ut run the appraisalcreation process independently of the PMP! Selecting t!e ppraisal Template Appraisal templates that you include in a PMP must* Ee valid throughout the relevant appraisal period! 7ompetency and o#?ectives templates that you include in the appraisal template must also #e valid throughout the appraisal period! Ee valid for the plan population! If your plan population spans multiple #usiness groups, then you must select glo#al templates! If your plan population is in a single #usiness group only, then you can use either glo#al or local templates! 9o%ever, any local template must #e from the same #usiness group as the plan population! If you include an appraisal template that is not valid for the plan population, then plan pu#lication fails! Include an o#?ective template, if you include o#?ective setting in your PMP! Other%ise, 9RM5 cannot configure the O#?ectives section of the appraisal! Ref* R12 OPM Page 104 of 129 www.itrain.co.uk (e$iewing 5 ,u*lis!ing t!e ,M, The 7reate Plan* Revie% page sho%s the tas's 9RM5 %ill generate for %or'ers and managers %hen you pu#lish the plan! The list of tas's varies according to configuration options selected on the 7reate Plan* Process page! Once you pu#lish a PMP, you cannot delete or deactivate it! Although you can update some parts of a pu#lished plan, you cannot ma'e ma?or revisions! )or e$ample, you cannot add an appraisal after the plan is pu#lished! Therefore, it is important to revie% the tas's and ensure the plan is complete and correct #efore pu#lishing it! ,hen the 9R Professional pu#lishes the plan, 9RM5 automatically generates personal scorecards of o#?ectives for the %or'ers, and a list of tas's -sho%n on the 7reate Plan* Revie% page prior to plan pu#lication/ to guide managers and %or'ers through the performance management process! (ach tas' that the application generates #elongs to one of three processes* O#?ective 5etting O#?ective Trac'ing Appraisal The manager and %or'er tas's are covered in detail in the ne$t topic! If the PMP includes appraisal creation, the appraisal tas' is ena#led on the tas' start date! ,ractice Creating a ,M, EAercise 1! 7reate a performance management plan as defined #elo%* The name is $$PMP Clo#al 5ales 200=, %here $$ is your identifier! The plan start date is 01Lan200= and the end date is 61Lan200A! Ref* 242197167.doc Page 105 of 129 www.itrain.co.uk The plan mem#ers are all employees in the 9RM5 Clo#al 5ales organiGation hierarchy! The hierarchy version is 1, and the top organiGation is Clo#al 5ales! Include primary assignments only! Include o#?ective setting in the plan process! The o#?ectivesetting start date is 01Lan200= and the deadline is 61Mar200=! The plan mem#ers cannot ma'e changes to the o#?ectives outside the o#?ectivesetting period! Managers %ill start the o#?ectivesetting process! (na#le automatic allocation of o#?ectives from the O#?ectives 4i#rary to eligi#le plan mem#ers! (na#le plan mem#ers to define relationships #et%een o#?ectives and #uild a hierarchy of related o#?ectives! Include appraisal creation in the plan process! Bse appraisal template $$Appraisal Template )D0=, %here $$ is your identifier! The appraisal period start date is 01Lan200=, and the end date is 61Dec200=! The tas' start date is 01Dec200=, and the end date is 18Dec200=! The main appraiser is the appraisal initiator, and the appraisal type is 5tandard Appraisal! The application must create appraisals automatically on the tas' start date! Ref* R12 OPM Page 106 of 129 www.itrain.co.uk Solution 1! Bsing the B5 5uper 9RM5 Manager responsi#ility, navigate to the Performance Management Plan page! -3/ 7areer Management K Performance Management Plans 2! 7lic' 7reate Plan! 6! (nter the name $$PMP Clo#al 5ales 200=, %here $$ is your identifier! 2! (nter the plan start date 01Lan200= and the plan end date 61Lan 200A! 8! 7lic' 3e$t to identify the plan population! Ref* 242197167.doc Page 107 of 129 www.itrain.co.uk <! 5elect the hierarchy type OrganiGation! 5elect the organiGation hierarchy 9RM5 Clo#al 5ales! =! 5elect the hierarchy version 1 and the top organiGation Clo#al 5ales! A! 4eave the 9ierarchy 4evels field #lan' to include all levels in the hierarchy! The assignment type is (mployee Only #y default! >! 5elect Primary Assignments Only! 10! 7lic' 3e$t to specify the plan process! Including 7*8ecti$e Setting in t!e ,lan 11! 5elect Include O#?ective 5etting in Process! Ref* R12 OPM Page 108 of 129 www.itrain.co.uk 12! (nter the start date 01Lan200= and the deadline 61Mar200=! 16! 4eave Allo% 7hanges Outside This Period deselected to prevent plan mem#ers from ma'ing changes to the o#?ectives outside the o#?ective setting period! 12! 4eave the 7ascading method selected! 18! 5elect Automatic Allocation to ena#le automatic allocation of o#?ectives from the O#?ectives 4i#rary to eligi#le plan mem#ers! 1<! 5elect 5haring and Alignment to ena#le the plan mem#ers to define relationships #et%een o#?ectives and create a hierarchy of related o#?ectives! Including ppraisal Creation in t!e ,lan 1=! 5elect Include Appraisals in Process! 1A! 7lic' 7hoose ($isting Template! 5earch for and select $$Appraisal Template )D0=, %here $$ is your identifier! 1>! (nter the period start date 01Lan200= and the period end date 61Dec 200=! 20! (nter the tas' start date 01Dec200= and the tas' end date 18Dec 200=! 20! 5elect the Main Appraiser as the initiator! 21! In the Appraisal Type field, select 5tandard Appraisal! 22! 5et 7reate Appraisals to Des! 26! 7lic' 3e$t to continue! The 7reate Plan* Revie% page sho%s the tas's 9RM5 %ill generate for %or'ers and managers %hen you pu#lish the plan! Ref* 242197167.doc Page 109 of 129 www.itrain.co.uk 22! To pu#lish the plan, clic' Pu#lish! 28! On the 7onfirmation page, clic' Des to pu#lish the plan! On plan pu#lication, 9RM5 automatically generates personal scorecards for all plan mem#ers and a list of tas's to guide plan mem#ers through the performancemanagement process! Dou can then use the Performance Management Plan to manage %or'er performance in )D0= in the Clo#al 5ales organiGation! Ref* R12 OPM Page 110 of 129 www.itrain.co.uk llocating 7*8ecti$es utomatically &+ ,hen you pu#lish a PMP, mem#ers of the plan population automatically receive the o#?ective in their personal scorecards if* They satisfy the o#?ectiveHs eligi#ility re"uirements! The o#?ectiveHs validity dates are the same as or %holly %ithin the PMP dates! In some circumstances, 9RM5 can allocate o#?ectives to eligi#le %or'ers %hen you repu#lish a plan! That is, if you define an o#?ective %ith eligi#ility criteria and the o#?ectiveHs dates are the same as or %holly %ithin those of a pu#lished, ongoing plan, 9RM5 assesses the eligi#ility of the plan population for the ne% o#?ective and automatically adds it to the personal scorecards of eligi#le %or'ers if you repu#lish the plan! llocating 7*8ecti$es utomatically &B+ The o#?ective name is IAttend retail Management 5eminar& and the o#?ective validity dates are 0110112012 to 6111212012! ,or'ers %hose ?o# title is 5tore Manager are eligi#le for this o#?ective! Employee Go* ,M, ,lan Start ,lan End (ecei$es 7*8ecti$e A 5tore Manager PMP2012 0110112012 6111212012 Des E 5upervisor PMP2012 0110112012 6111212012 3o 7 5tore Manager PMP2011 0110112011 6110112011 3o In the e$ample, employee A receives this o#?ective automatically #ecause he is a 5tore Manager and the o#?ectiveHs validity dates are the same as those of the PMP to %hich he #elongs! (mployee E does not receive this o#?ective #ecause she is not a 5tore Manager and therefore fails to meet the eligi#ility criteria! (mployee 7 does not receive this o#?ective #ecause, although she is a 5tore Manager, the o#?ectiveHs validity dates are outside those of the PMP to %hich she #elongs! Ref* 242197167.doc Page 111 of 129 www.itrain.co.uk llocating an 7*8ecti$e to =orkers in Multiple Business @roups As eligi#ility profiles are #usinessgroup specific, an eligi#ility profile you define in one #usiness group is unavaila#le for use in other enterprise #usiness groups! Therefore, %hen you associate an o#?ective %ith an eligi#ility profile, you effectively restrict automatic allocation of that o#?ective to a single #usiness group! To allocate an o#?ective automatically to %or'ers in multiple #usiness groups, you create a version of the o#?ective for each #usiness group #y duplicating the o#?ective in the O#?ectives 4i#rary! In each version of the o#?ective, identify an appropriate eligi#ility profile! Remem#er also to ensure that each com#ination of o#?ective name and validity dates is uni"ue in the O#?ectives 4i#rary! In the O#?ectives 4i#rary, you can vie% all o#?ectives and use any e$isting eligi#ility profile, regardless of the #usiness group! Therefore, #y creating a version of the o#?ective for each #usiness group, you can allocate a single o#?ective to %or'ers in multiple #usiness groups %ithout s%itching responsi#ilities! ,M, Status Values Ref* R12 OPM Page 112 of 129 www.itrain.co.uk The PMP statuses reflect typical stages in the performance management plan* Draft* ,hen you create a PMP, its status is Draft! Dou can update a plan in draft status as often as necessary! Dou can also delete a draft plan! 5u#mitted* ,hen you first pu#lish a draft plan, its status changes immediately to 5u#mitted! A concurrent program performs the pu#lication process, and the plan status remains 5u#mitted until the program completes! Pu#lished* ,hen the pu#lication process completes successfully, the plan status changes to Pu#lished! At this point, the plan ta'es effect! Dou cannot delete or disa#le a pu#lished plan! )ailed* ,hen the pu#lication process is unsuccessful, the plan status is )ailed! After updating the plan to correct any errors, you can su#mit it for pu#lication again! 9o%ever, you cannot delete a plan in )ailed status! Bpdated* If you update a pu#lished or failed plan, its status changes to Bpdated! The status remains Bpdated until you pu#lish the plan again! Resu#mitted* ,hen you pu#lish an updated plan, its status changes to Resu#mitted! ,hen the repu#lication process completes successfully, the plan status changes to Pu#lished! If the pu#lication process is unsuccessful, the plan status changes to )ailed! ?pdating T!e ,M, Dou might %ant to update a pu#lished PMP #ecause you have had ne% hires during the plan period or to e$tend the o#?ectivesetting deadline, for e$ample! 9RM5 ena#les you to update a pu#lished plan and repu#lish it to disseminate relevant changes to plan mem#ers! )or e$ample, assume you update a pu#lished PMP to include o#?ective setting in the plan process! ,hen you repu#lish the PMP, the application* Ref* 242197167.doc Page 113 of 129 www.itrain.co.uk Cenerates o#?ectivesetting and o#?ectivetrac'ing tas's for each plan mem#er! Includes o#?ectives in personal scorecards for %hich %or'ers are eligi#le! 9o%ever, some restrictions apply to the changes that you can ma'e in a pu#lished PMP! On the 7reate Plan* Ceneral Information page, you can update the fle$field and any attachments! Dou cannot update the 7reate Plan* Population page in a pu#lished plan! On the 7reate Plan* Process page, you can select, #ut not deselect some of the options! )or e$ample, you can change the o#?ectivesetting start date and the deadline!Dou can also change the appraisal tas' start and end dates! )or the complete list of restrictions, see Bpdating Performance Management Plans in the online help! C!anging t!e 7*8ecti$e Setting Deadline &+ ,hen you change the o#?ectivesetting deadline date in a pu#lished PMP, 9RM5 needs to determine %hether you are e$tending the current deadline or specifying a ne% period! Ref* R12 OPM Page 114 of 129 www.itrain.co.uk If your ne% o#?ectivesetting deadline is #efore the first appraisaltas' period follo%ing the previous o#?ectivesetting deadline, 9RM5 assumes that you are e$tending the current o#?ectivesetting period! )or e$ample -in figures 2 and 6/, you change the deadline to 61 March, 200= #ecause many people haven&t completed the process and you&ve decided to allo% more time! The application assumes you are e$tending the o#?ectivesetting deadline since the ne% date is still #efore the first appraisal -18 Lune through 60 Lune/! In this case* If you do not select Reset 5corecard 5tatuses, then the ne% o#?ectivesetting deadline applies only to plan mem#ers %ho have not yet completed the o#?ectivesetting tas'! The application ma'es no changes to scorecard statuses* any scorecard that is already in Pu#lished status remains pu#lished! The application generates a %or'erHs personal scorecard %hen the 9R Professional first pu#lishes the PMP! At that time, the scorecard status is either 3ot 5tarted* ,ith Manager or 3ot 5tarted* ,ith ,or'er, depending on the o#?ectivesetting method! If you select Reset 5corecard 5tatuses, then the application resets the status of all personal scorecards from Pu#lished to either ,ith ,or'er or ,ith Manager %hen you repu#lish the plan so that all plan mem#ers can set o#?ectives during the e$tended o#?ectivesetting period! Ref* 242197167.doc Page 115 of 129 www.itrain.co.uk C!anging t!e 7*8ecti$e Setting Deadline &B+ If your ne% o#?ectivesetting deadline is after the first appraisal tas' period follo%ing the previous o#?ectivesetting deadline -and that appraisal tas' is complete/, 9RM5 assumes you are specifying a ne% o#?ectivesetting period for a su#se"uent appraisal tas'! In the e$ample -figure 2/, you change the o#?ectivesetting deadline on 2 Luly, 200= to 61 Luly, 200=! As the ne% deadline is after the completed midyear appraisal, 9RM5 assumes you are specifying a ne% o#?ective setting period for the ne$t appraisal in this plan -the fullyear appraisal/! 9RM5 automatically resets scorecard statuses to ,ith ,or'er or ,ith Manager %hen you repu#lish the plan so that all %or'ers can set o#?ectives for the ne$t appraisal tas'! Ref* R12 OPM Page 116 of 129 www.itrain.co.uk ,er#ormance Management Tasks Ref* 242197167.doc Page 117 of 129 www.itrain.co.uk 7*8ecti$es After completing this topic you should #e a#le to* Bnderstand the performance management tas's Manage %or'er and manage o#?ective setting tas's 7ascade o#?ectives Align : share o#?ectives Manage personal scorecards Manage Appraisal tas's ,er#ormance Management tasks To initiate the performancemanagement process, the 9R Professional pu#lishes the PMP! At this time, the plan mem#ers have* A personal scorecard of o#?ectives that contains any o#?ectives allocated automatically or carried for%ard from a previous scorecard! ,or'ers %ith multiple assignments may have more than one personal scorecard from the same plan! A list of performancemanagement tas's related to the plan! The application generates a list of tas's for managers and %or'ers to guide them through the performancemanagement process! Managers and %or'ers can access their Talent Management Tas' 4ist using the selfservice Talent Management function! ,or'ers %ith multiple assignments may have more than one tas' list from the same plan! The 5%itch Assignment tas' in the tas' list ena#les %or'ers to display the tas' list for each assignment! O#?ectivesetting and o#?ectivetrac'ing tas's in their tas' list, if the PMP includes o#?ective setting! Manage appraisals tas's, if the PMP includes appraisals! The Manage Appraisals tas' occurs once for each appraisal tas' -each com#ination of appraisal template and appraisal period/ identified in the PMP! )or e$ample, if the PMP identifies a midyear appraisal and Ref* R12 OPM Page 118 of 129 www.itrain.co.uk a fullyear appraisal, t%o Manage Appraisals tas's appear in the tas' list for that PMP! =orker 7*8ecti$e Setting Tasks ,hether a performancemanagement tas' appears in your tas' list depends on the configuration choices made in the PMP! )or e$ample, if the PMP includes appraisal creation, the application generates the Manage Appraisals tas', other%ise the tas' does not appear! The application ena#les and disa#les the tas's at appropriate times! )or e$ample, the application ena#les the Manage Appraisals tas' from the appraisal tas' start date on%ards! The o#?ectivesetting tas's are disa#led outside the o#?ectivesetting periods, unless the 9R Professional has specified, in the PMP, that changes are allo%ed outside the o#?ectivesetting period! This slide provides a #rief introduction to each %or'er o#?ectivesetting tas', some of %hich are e$plained in detail on later slides* 5et O#?ectives* Dou can update your personal scorecard of o#?ectives using this tas'! Align O#?ectives* This tas' ena#les you to define relationships #et%een any of your o#?ectives and o#?ectives that others -such as your manager/ have shared %ith you! 5hare O#?ectives* Dou can allo% other mem#ers of the PMP to vie% your o#?ective and align their o#?ectives %ith your o#?ective! This tas' and the Align O#?ectives tas' do not appear if the PMP has not ena#led sharing and alignment! )inish O#?ective 5etting* ,hen you have finished updating your personal scorecard, you perform this tas' to transfer the scorecard to your manager for approval! Fie% and Trac' O#?ective Progress* This tas' ena#les you to vie% your personal scorecard and record progress against your o#?ectives throughout the plan period -until the appraisal is created/! Ref* 242197167.doc Page 119 of 129 www.itrain.co.uk Manager 7*8ecti$e Setting Tasks The tas's the manager can see and the order in %hich the manager can perform them depends on configuration choices made in the PMP! )or e$ample, if the PMP uses the parallel o#?ectivesetting process, the first tas' is li'ely to #e Revie% ,or'er 7hanges -as the %or'er starts the o#?ective setting process/, other%ise, the first tas' is li'ely to #e 7ascade or 5et O#?ectives -as the manager starts the o#?ectivesetting process/! As in the %or'er tas' list, the application ena#les and disa#les the manager tas's at appropriate times! This slide provides a #rief introduction to each manager o#?ectivesetting tas', some of %hich are e$plained in detail on later slides* 7ascade or 5et O#?ectives* Managers can set o#?ectives and cascade one or more o#?ectives to %or'ers directly reporting to them! Align O#?ectives* Managers can define relationships #et%een %or'ersH o#?ectives and their o%n o#?ectives! Transfer 5corecards to ,or'ers for Action* After updating a %or'erHs personal scorecard, the manager performs this tas' to transfer the scorecard to its o%ner! Revie% ,or'er 7hanges* Managers perform this tas' as %or'ers return their revie%ed or updated personal scorecards to the manager for approval! The manager can approve all changes in the scorecard, re?ect them, or re"uest further action from the %or'er! )inish O#?ective 5etting* The manager performs this tas' on completing the o#?ectivesetting and revie% processes! This tas' changes the scorecard status to Pu#lished! The manager can perform this tas' only after transferring the updated scorecard to its o%ner! Fie% and Trac' O#?ective Progress* This tas' ena#les managers to vie% and update o#?ective progress as often as re"uired throughout the performancemanagement period! Ref* R12 OPM Page 120 of 129 www.itrain.co.uk ,arallel 5 Cascading ,rocesses In the PMP, the 9R Professional can select either cascading or parallel o#?ective setting! In a cascading process, managers start o#?ective setting! In a parallel process, %or'ers start o#?ective setting! If you %ant managers to cascade o#?ectives and have control of %or'er o#?ectives, you use the cascading process! In this case, the top manager #egins the process #y setting his or her o%n o#?ectives -%hich they can cascade do%n the hierarchy/ using (mployee 5elf5ervice! The manager then performs the 7ascade or 5et O#?ectives tas' using Manager 5elf5ervice! The parallel process allo%s everyone to start at the same time! (very %or'er&s 5et O#?ectives tas' is ena#led at the same time -and from the start of the performancemanagement period/! Managers can still remove or change o#?ectives %or'ers have set themselves, #ut the manager has less control in a parallel process than in a cascading process! Cascading 7*8ecti$es The cascadingo#?ectives process ena#les managers to allocate the enterprise o#?ectives in some form to all enterprise %or'ers! The top manager in the plan hierarchy -the Development Manager, in the e$ample on the slide/, prompted #y the PMP tas' 7ascade or 5et O#?ectives, #egins the process #y setting his or her o%n o#?ectives using (mployee 5elf 5ervice! Typically, the manager #ases these o#?ectives on the enterprise o#?ectives! In the e$ample, the Development Manager has the o#?ective Reduce development 7ycle #y 20M! To cascade this o#?ective to the Pro?ect Managers, the Development Manager could simply allocate the same o#?ective, allocate and ad?ust targets, or create ne% o#?ectives! In the e$ample, the Development Manager has created a ne% o#?ective 7omplete Pro?ect A %ithin < months for Pro?ect Manager A and similarly for Pro?ect Manager E! The Pro?ect Managers repeat this process for their Pro?ect 4eads, %ho could repeat it in turn for their 5oft%are (ngineers! Ref* 242197167.doc Page 121 of 129 www.itrain.co.uk ligning 7*8ecti$es Dou can #uild hierarchies of o#?ectives, %ith o#?ectives at lo%er levels in the hierarchies supporting those immediately a#ove them! O#?ectives at lo%er levels, 'no%n as supporting o#?ectives, are said to #e aligned %ith those o#?ectives that they support! In the e$ample, A41 and A42 are the supporting o#?ectives that are aligned %ith 591! To align an o#?ective %ith a different o#?ective* The 9R Professional or manager must have ena#led sharing and alignment in the PMP! The o#?ectiveHs o%ner must have shared the o#?ective %ith you and permitted alignment! In the e$ample, you are a#le to align A41 and A42 %ith 591 #ecause the 591 o#?ective o%ner has shared the o#?ective %ith you and permitted alignment! ,hen you align an o#?ective, you define a relationship #et%een your o#?ective and an o#?ective that another mem#er of the PMP has shared %ith you! The Align O#?ectives page, accessed from the Align O#?ectives tas', displays a list of people %ho have shared o#?ectives %ith you+ you can vie% details of each shared o#?ective! Dou can align an o#?ective %ith only one other o#?ective! The Align O#?ectives tas' appears in the managers& and %or'ers& tas' lists only if 5haring and Alignment are ena#led in the PMP! This tas' is active only during the o#?ectivesetting period! Managers and %or'ers do not have to perform the tas', even if it appears in their tas' list, #ecause not all o#?ectives need to #elong to an o#?ectives hierarchy! S!aring 7*8ecti$es ,or'ers can share any of their o#?ectives %ith other mem#ers of the PMP! If the %or'er allo%s others to vie% an o#?ective, they can vie% its detail #ut not align their o#?ectives %ith it! If the %or'er allo%s others #oth to vie% and to align, they can define supporting o#?ectives for the shared o#?ective! )or e$ample, if a %or'er shares the o#?ective Improve 5upplier Relationships %ith four co%or'ers, each co%or'er can define a supporting o#?ective and align it %ith the %or'er&s o#?ective! The %or'er can vie% those supporting o#?ectives only if security permissions give the %or'er access to co%or'ersH personal scorecards! Ref* R12 OPM Page 122 of 129 www.itrain.co.uk Managers typically share o#?ectives #y cascading them, in %hich case sharing and alignment are automatic! ,hen managers cascade o#?ectives to %or'ers %ho report to them, they create supporting o#?ectives that are automatically aligned %ith the shared -cascaded/ o#?ective! Managers can also share o#?ectives manually #y using (mployee 5elf 5ervice and performing the 5hare O#?ectives tas'! The 5hare O#?ectives tas' appears in the %or'ers& tas' lists only if 5haring and Alignment are ena#led in the PMP! This tas' is active only during the o#?ectivesetting period! ,or'ers do not have to perform the tas', even if it appears in their tas' list, #ecause not all o#?ectives need to #elong to an o#?ectives hierarchy! Tracking 7*8ecti$es ,hen the 9R Professional pu#lishes a Performance Management Plan -PMP/, managers and %or'ers %ho #elong to the plan each receive the Fie% and Trac' O#?ective Progress tas'! The tas' appears in the Talent Management Tas' 4ist at the start of the performancemanagement period and is ena#led throughout! As the tas' is ena#led throughout, enterprises can specify ho% fre"uently their %or'ers must report progress! Managers and %or'ers record o#?ective progress using the follo%ing trac'ing values* 7omplete -M/* The %or'er or manager enters a percentage complete value to record progress! Achievement Date* ,hen the 7omplete Percentage value is 100, the %or'er or manager enters the achievement date! Actual* The %or'er or manager completes this field for o#?ectives %ith target values! This field applies to o#?ectives %ith "uantitative measurement styles only! Ferified* )or o#?ectives %ith the "ualitative measurement style and against %hich the %or'er has recorded an achievement date, the manager can select the Ferified option! This option indicates that the manager has confirmed that the o#?ective is complete! Ref* 242197167.doc Page 123 of 129 www.itrain.co.uk If an appraisal is included in the PMP, updated values such as achievement dates recorded during the o#?ectivetrac'ing process appear automatically in the O#?ectives section of the appraisal! ,opulating ,ersonal Scorecards The application generates a %or'erHs personal scorecard %hen the 9R Professional first pu#lishes the PMP! At that time, the scorecard status is either 3ot 5tarted* ,ith Manager -in a cascading o#?ectivesetting process/ or 3ot 5tarted* ,ith ,or'er -in a parallel o#?ectivesetting process/! This slide lists all the %ays in %hich you can add o#?ectives to personal scorecards! ,hen the application generates a personal scorecard, it can include* O#?ectives from the O#?ectives 4i#rary for %hich %or'ers are eligi#le Incomplete o#?ectives from a previous personal scorecard or appraisal During an o#?ectivesetting period, #oth managers and %or'ers can update %or'ersH personal scorecards #y* 7reating ne%, individual o#?ectives 7opying o#?ectives from previous scorecards 7opying shared o#?ectives 7opying o#?ectives from the O#?ectives 4i#rary Duplicating o#?ectives already in the scorecard 7ascading o#?ectives from managers to %or'ers After the end of an o#?ectivesetting period, you cannot alter the scorecard contents unless* The 9R Professional alters the o#?ectivesetting period and repu#lishes the PMP! The 9R Professional has e$plicitly ena#led you, in the PMP, to ma'e changes outside the o#?ectivesetting period! Dou can update the O#?ectives section of an appraisal during the appraisaltas' period! Ref* R12 OPM Page 124 of 129 www.itrain.co.uk ,ersonal Scorecards in ppraisals If you include appraisal creation in the PMP, and if the appraisal template includes an o#?ectives template, the application copies a %or'er&s personal scorecard to the O#?ectives section of the appraisal! Once an appraisal is completed, the application automatically updates the personal scorecard to match the o#?ectives in the completed appraisal! )or e$ample, if the %or'er includes an additional o#?ective in the O#?ectives section during the appraisal, then the application copies the ne% o#?ective to the %or'er&s personal scorecard %hen the appraisal is complete! The %or'er and manager can record trac'ing information for this ne% o#?ective after the appraisal, and the o#?ective appears in the O#?ectives section of su#se"uent appraisals during this performancemanagement period! The application can copy incomplete o#?ectives from current personal scorecards to future scorecards at the start of the ne$t performance management period! If you create appraisals individually using the 559R Appraisals function, the configuration of the O#?ectives section depends on the appraisal template you select! The application does not copy a %or'erHs personal scorecard to the O#?ectives section as there is no lin' #et%een personal scorecards and appraisals created outside the PMP! Manage ppraisal Tasks The Manage Appraisals tas' appears in the managers& and %or'ers& tas' lists if the PMP includes appraisal creation! The tas' occurs once for each appraisal tas' identified in the PMP! )or e$ample, if the PMP identifies a midyear appraisal and a fullyear appraisal, t%o Manage Appraisals tas's appear in the tas' list for that PMP! ,hile this tas' is ena#led, the application disa#les the o#?ectivesetting tas's! Ref* 242197167.doc Page 125 of 129 www.itrain.co.uk Managers can select the Manage Appraisals tas' to vie% and perform appraisals for PMP mem#ers for %hom they are main appraiser! The manager or the %or'er can update the appraisal only if they have o%nership! The manager has appraisal o%nership if the PMP identifies the manager as the appraisal initiator! If the appraisee is the initiator, the manager cannot update the appraisal until the appraisee first shares it %ith the manager! ,or'ers can use the Manage Appraisals tas' to revie% and update their o%n appraisal! If the PMP identifies the appraisee as the appraisal initiator, the Manage Appraisals tas' is ena#led for the %or'er at the start of the appraisaltas' period! If the manager is the appraisal initiator, the %or'er cannot update the appraisal until the manager first shares it %ith the %or'er! In this case, the %or'er gets a notification message %hen the main appraiser shares the appraisal! Ref* R12 OPM Page 126 of 129 www.itrain.co.uk Ref* 242197167.doc Page 127 of 129 www.itrain.co.uk Contact In#ormation %ondon 7##iceC iTrain (ducation 7loisters 7ourt 222< )arringdon 4ane 4ondon (71R 6AB Tel* 020 =<0A 1A68 )a$* 020 =2>0 62<8 Edin*urg! 7##iceC iTrain (ducation 6= Ceorge 5treet (din#urgh (92 293 Tel* 0161 22< <<20 )a$* 0161 22< <<80 Swindon 7##iceC iTrain Minton Place 5tation Road 5%indon 531 1DA Tel* 020 =<0A 1A68 )a$* 020 =2>0 62<8 (eading 7##iceC 3apier 7ourt 3apier Road Reading RC1 AE Tel* 020 =<0A 1A68 )a$* 020 =2>0 62<8 Corporate Ser$ices iTrain&s consultancy services include* o 7racle eBusiness Suite o S, ECC 6.. o 7racleF Ga$a and =e* %ogic o 7BIEE and Business Intelligence o 7racle Fusion Middleware o S, *ap and Basis o Education Training o Consultancy and Support o Venues and (oom Hire o Content de$elopment and e%earning o Stratus %earning Management Systems )or further information a#out the a#ove services please visit* %%%!itrain!co!u' Email enDuiriesC supportSitrain!co!u' This document has been authored by iTrain, and is protected under copyright. The document may not be reproduced, either in full or in part, in any form or by any means, without permission in writing from iTrain. Ref* R12 OPM Page 128 of 129 www.itrain.co.uk Full copyright protection is asserted in respect of all branded materials, intellectual copyrights, patents and associated nomenclature. All other Trade Marks and Copyrights are acknowledged. Ref* 242197167.doc Page 129 of 129 www.itrain.co.uk