Fusion Talent: Performance Management Troubleshooting Guide (Doc ID 1395803.1)

Last updated on OCTOBER 12, 2023

Applies to:

Oracle Fusion Performance Management - Version 11.1.1.5.1 and later
Oracle Fusion Performance Management Cloud Service - Version 11.1.4.0.0 and later
Information in this document applies to any platform.

Purpose

Dear Customer,

For more information on Performance Management Troubleshooting Guide for Release 12 and above, Please Refer below KM Document:

Performance Management Troubleshooting Guide for Release 12 and Above (Doc ID 2487419.1)

Performance Management is part of the broader Talent Management solution. Talent profiles and objectives form the foundation of the talent management business process, and the performance management business process assists in planning, evaluating and developing talent.

Performance Management Business Process

The performance management business process consists of a number of parts:

· Planning goals and defining expectations
· Ongoing monitoring of performance
· Developing worker skills and capabilities
· Providing ratings and feedback to the employee on a periodic basis

The performance management business process was previously available in both the Oracle E-Business Suite and in PeopleSoft Enterprise HRMS (within the Performance product).

Principal Use Cases

The performance management business process covers many use cases, not just the activity of evaluating employee performance. Here is a high-level list of the use cases:

· Define document types and templates
· Generate documents and start evaluations
· Define evaluation criteria (target competencies and objectives)
· Nominate participants for 360 degree reviews; participants complete evaluation of employee
· Complete self-evaluation
· Manager completes evaluation for direct report
· Approve document, share document and conduct review meetings
· Transfer, cancel and delete performance documents

Business Benefits

The performance management business process supports many key initiatives within the area of talent management. Some of these benefits are:

· To operationalise the enterprise's business plan through goals alignment of employee goals to corporate initiatives
· To increase workforce performance by structured feedback and ongoing development
· To attain a higher level of productivity through pay for performance programmes
· To increase retention through fair feedback and effective coaching methods
· To decrease reliance on external talent when recruiting, increase the internal talent pool, and increase internal mobility, supporting career growth
· To improve the bench strength of the talent pool, identify gaps compared to organizational or business unit talent profiles, and create individual development plans to support closing of gaps

Scope

Glossary

Term	Definition
Worker	A person who is a part of an organization. A basic unit within the organizational structure with no direct reports.
HR Specialist	Administrators who maintain goal plans and the goal library and provide support to line managers and workers.
Performance Document	A document prepared based on the Process Flow with sections, roles and document period defined
Performance Role	Different actors in the performance management (Worker/Manager/Participant)
Process Flow	The guidelines set by the organization, to be followed during the performance appraisal cycle(s). It has the list of tasks that an employee/manager/participant can/should perform to complete the document
Performance Template	A document within the HRMS system that collects the performance evaluation information for an employee/worker. The document may contain the criteria for the employee, the employee's ratings and comments, the manager's ratings and comments, and participants' ratings and comments. The most common types of content within the performance document are competencies and goals.
Line Manager	manager who has a worker as a direct report. Line managers could have other line managers who report to them. The scenario where the hierarchy is just two levels: line manager and worker is the simplest.
Organization Owner	Higher-level managers who have managers or line managers as their direct reports. An organization owner will rarely have worker as a direct report, although it is possible.
Colleague	A person other than a worker under consideration who is on the same level within an organization hierarchy as that of the worker under consideration.
Employee	Synonym of Worker.
Manager	The person to whom the employee/worker reports. The manager participates in the performance evaluation. The manager has principal responsibility for giving ratings and comments to the employee.
Participant	Any person, other than the employee/worker or manager, who participates in the performance evaluation business process.
Peer	A person, other than the employee/worker or manager, who participates in the performance evaluation business process by answering a questionnaire about the employee/worker's performance. Peer is a type of participant.
Evaluator	A person, other than the employee/worker or manager, who participates in the performance evaluation business process by providing ratings and comments regarding the employee/worker's performance, and by answering a questionnaire about the employee/worker's performance. Evaluator is a type of participant. A typical evaluator would be the manager's manager.
Reviewer	A person, other than the employee/worker or manager, who participates in the performance evaluation business process by providing overall comments only. The reviewer can see the entire performance document but they do not provide ratings. Reviewer is a type of participant.
Competency	The criteria for a performance document are the collection of competencies, with their target proficiency ratings, and goals, with their target achievements. Criteria are defined at the beginning of the performance period. Sometimes the criteria may not be recorded in the HRMS system at the beginning of the period, and they will be added at the end of the performance period, when the performance document has been created and the employee/worker and/or manager are evaluating the employee/worker's performance.
Performance Period	This is the period of the employee's work and achievements covered by the performance document. The typical performance period is one year, although longer and shorter periods are also conceivable.
Sub period Evaluation	A sub period evaluation is an evaluation that occurs within the same performance period, within the same performance document, using a single performance template. For example, a mid-year evaluation in an annual performance period is considered a sub period evaluation. The results of the sub period evaluation are stored in the context of the overall performance document and the user can view the results when they complete the end-of-period evaluation.
Section	A section is a portion of the performance document that contains a single type of content. Competencies would be a section, and goals would be a section, within the performance document. A section is also contained in the performance document template. A section definition exists independently of the performance document template. Sections can be re-used in different template definitions.
Content Item	A content item is a specific instance of a competency or a goal. Content items are usually maintained in the content library, in the Profile Management business process; or they may be added as free-form items for certain content types.
Document Type	The document type is a type of document and is used to create performance templates. Performance templates inherit some basic default settings from the document type.