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Fusion Talent FAQ: Performance Management (Doc ID 1340635.1)

Last updated on OCTOBER 22, 2023

Applies to:

Oracle Fusion Performance Management - Version and later
Oracle Fusion Performance Management Cloud Service - Version and later
Information in this document applies to any platform.


This document provides answers to frequently asked questions regarding Oracle Fusion Performance Management

Questions and Answers

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In this Document
Questions and Answers
 1. Can the period start and end date be marked as ‘read only’ for the worker, and keep it editable for the manager?
 2. What happens when the document period end date has passed?
 3. On the Performance Document, how can we restrict worker’s access to view only for the Overall Summary page?
 4. Is there a way to combine the Goal Management tasks menu and Performance Management tasks menu together for workers and managers so they both appear in the left hand pane?
 5. Why, when importing Goals and Competencies in the context of a single worker, on a single performance document, does it includes all workers and all documents?
 6. When a manager is terminated or transferred, do the performance documents for his/her direct reports automatically get reassigned to the new manager?
 7. How do you set up a template for setting next period goals?
 8. In the performance template, can the Performance Goals be split into separate sections? For example, have one section for current goals and another section for past and future goals?
 10. What is the difference between the Set Goals within a Performance document and the Goals Management functionality?
 11. How does the ‘Set Goals’ task differ from ‘Worker Self Evaluation’ task?
 12. Is there any validation to ensure that workers and managers complete certain sections of the review? For example comments on goals, or enter overall rating before they can submit the performance document.
 13. What are the delivered reports in Fusion Performance Management?
 14. What are the delivered Analytics in Performance Management?
 15. Is a goal plan always created for a performance cycle?
 16. Are weights of performance goals carried over to the performance document?
 17. On the worker and the manager overview page, does the performance document get hidden from the drop down LOV once the performance review period due dates are ended and passed?
 18. On the worker and the manager overview page can the user configure how many years of performance documents, past and future, get displayed in the drop down list?
 19. Is there a limitation as to how many performance documents are displayed in the drop down list on the worker and the manager overview page?
 20. Once the performance document is completed can the user create the same performance document for the same worker?
 21. On the Performance Template, on the Process tab, there's a field called Mapping Method. What is this field and how is it different from Rounding?
 22. Why does the performance document contain competencies and goals before any have been added?
 23. Can items be added or removed from the performance document once the document content is shared?
 24. What happens if I import performance document content?
 25. What happens if I update performance document content?
 26. How can I synchronize goals in the performance document and the goal list?
 27. Why can’t I update the performance document content?
 28. What is the difference between sharing and submitting performance document content?
 29. Why can’t I see my worker’s comments and ratings?
 30. Why can't I see some workers in the Performance and Potential box chart?
 31. Why can't I see values for all my direct and indirect reports in the rating distribution?
 32. Why can't I select some of the tasks to perform on the My Directs tab?
 33. Why is the status of the Performance Document complete when the Set Next Period Goals task is not completed?

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