Management Implementing Goal Talent Management Cloud · user setup, enterprise and workforce...

OracleTalent Management CloudImplementing GoalManagement

Release 9 This guide also applies to on-premiseimplementations

Oracle® Talent Management Cloud Implementing Goal Management

Part Number E55707-01

Copyright © 2011-2014, Oracle and/or its affiliates. All rights reserved.

Authors: Sweta Bhagat, Richard Kellam

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Oracle Talent Management CloudImplementing Goal Management

Contents

Preface i

1 Introduction 1Implementing Goal Management: Guide Overview .................................................................................................... 1

2 Overview and Integrations 5Define Worker Goal Setting: Overview ...................................................................................................................... 5

Social Networking with Goals: Explained .................................................................................................................. 5

Using Development Goals in Talent Pools: Explained ................................................................................................ 6

Goals: How They Work with Profiles ......................................................................................................................... 6

Goals: How They Work with Performance Documents .............................................................................................. 8

3 Descriptive Flexfields 10Descriptive Flexfields for Oracle Fusion Goal Management ...................................................................................... 10

4 Profile Options 11Oracle Fusion Goal Management Profile Options .................................................................................................... 11

5 Lookups 22Oracle Fusion Goal Management Lookups: Explained ............................................................................................. 22

6 Date Format for Goals 24Changing the Date Format Used for Goals: Procedure ........................................................................................... 24

7 Goal Management Integrity Validations 25Oracle Fusion Goal Management Data Diagnostic Test ........................................................................................... 25


8 Spreadsheets for Uploading Goals 26Uploading and Updating Worker Goals Using a Spreadsheet: Explained ................................................................. 26

Using the Worker Goals Update Worksheet ............................................................................................................ 26

Uploading and Assigning Organization Goals Using a Spreadsheet: Explained ........................................................ 28

Using the Organization Goal Assignment Worksheet ............................................................................................... 29

Using the Organization Goals Upload Worksheet .................................................................................................... 29

FAQs for Spreadsheets for Uploading Goals ........................................................................................................... 31

9 Mass Assignment of Goals 32Mass Assignment of Goals: Explained .................................................................................................................... 32

Creating a Request for Mass Assignment of Goals: Points to Consider ................................................................... 32

10 Eligibility Profiles 34Using Eligibility Profiles for Goals Assignment: Explained ......................................................................................... 34

11 Goal Library 36Goal Library: Explained ........................................................................................................................................... 36

12 Goal Plans 38Goal Plans: Explained ............................................................................................................................................. 38

Creating Goal Plans: Points to Consider ................................................................................................................. 39

Goal Plans: Examples ............................................................................................................................................. 40

Adding and Removing Goals in a Goal Plan: Procedure ......................................................................................... 41

FAQs for Goal Plans ............................................................................................................................................... 42


Preface

i

PrefaceThis Preface introduces the guides, online help, and other information sources available to help you more effectively useOracle Applications.

Oracle Applications HelpYou can access Oracle Applications Help for the current page, section, activity, or task by clicking the help icon. The followingfigure depicts the help icon.

Note

If you don't see any help icons on your page, then click the Show Help icon button in the global area. However,not all pages have help icons.

You can add custom help files to replace or supplement the provided content. Each release update includes new helpcontent to ensure you have access to the latest information.

You can also access Oracle Applications Help at https://fusionhelp.oracle.com/.

Oracle Applications GuidesOracle Applications guides are a structured collection of the help topics, examples, and FAQs from the help system packagedfor easy download and offline reference, and sequenced to facilitate learning. To access the guides, go to any page in OracleFusion Applications Help and select Documentation Library from the Navigator menu.

Guides are designed for specific audiences:

• User Guides address the tasks in one or more business processes. They are intended for users who perform thesetasks, and managers looking for an overview of the business processes.

• Implementation Guides address the tasks required to set up an offering, or selected features of an offering. Theyare intended for implementors.

• Concept Guides explain the key concepts and decisions for a specific area of functionality. They are intended fordecision makers, such as chief financial officers, financial analysts, and implementation consultants.

• Security Reference Guides describe the predefined data that is included in the security reference implementationfor an offering. They are intended for implementors, security administrators, and auditors.

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Preface

ii

Common areas are addressed in the guides listed in the following table.

Guide Intended Audience Purpose

Using Common Features All users Explains tasks performed by mostusers.

Using Functional Setup Manager Implementors Explains how to use FunctionalSetup Manager to plan, manage,and track your implementationprojects, migrate setup data, andvalidate implementations.

Technical Guides System administrators, applicationdevelopers, and technical membersof implementation teams

Explain how to install, patch,administer, and customize theapplications.

For other guides, see Oracle Cloud Documentation at http://docs.oracle.com/cloud/.

Other Information Sources

My Oracle SupportOracle customers have access to electronic support through My Oracle Support. For information, visit http://www.oracle.com/pls/topic/lookup?ctx=acc&id=info or visit http://www.oracle.com/pls/topic/lookup?ctx=acc&id=trs if youare hearing impaired.

Use the My Oracle Support Knowledge Browser to find documents for a product area. You can search for release-specificinformation, such as patches, alerts, white papers, and troubleshooting tips. Other services include health checks, guidedlifecycle advice, and direct contact with industry experts through the My Oracle Support Community.

Oracle Enterprise Repository for Oracle Fusion ApplicationsOracle Enterprise Repository for Oracle Fusion Applications provides details on service-oriented architecture assets to helpyou manage the lifecycle of your software from planning through implementation, testing, production, and changes.

You can use Oracle Enterprise Repository at http://fusionappsoer.oracle.com for:

• Technical information about integrating with other applications, including services, operations, composites, events,and integration tables. The classification scheme shows the scenarios in which you use the assets, and includesdiagrams, schematics, and links to other technical documentation.

• Other technical information such as reusable components, policies, architecture diagrams, and topology diagrams.

Documentation AccessibilityFor information about Oracle's commitment to accessibility, visit the Oracle Accessibility Program website at http://www.oracle.com/pls/topic/lookup?ctx=acc&id=docacc.

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Preface

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Comments and SuggestionsYour comments are important to us. We encourage you to send us feedback about Oracle Applications Help and guides.Please send your suggestions to [email protected]. You can use Send Feedback toOracle from the menu in Oracle Fusion Applications Help.


Chapter 1Introduction

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1 Introduction

Implementing Goal Management: Guide OverviewThis guide describes the setup and implementation tasks for the Define Worker Goal Setting task list. Using these tasks youcan implement and maintain Oracle Fusion Goal Management to set up and define goals that support common objectives ofan organization.

This topic shows the scope of the guide, lists where to find information about prerequisites and pertinent information aboutimplementing the Oracle Talent Cloud, summarizes the contents of each chapter, and describes where to find additionalinformation for the tasks in the Define Worker Goal Setting task list.

PrerequisitesBefore setting up Goal Management you must implement either:

• HCM Base• Talent Management Base

You are also required to configure other applications and elements. The table lists sources of information, including guidesand help topics, and a description of what they contain, to help you set up the configuration that fits your business needs andprocesses.

Source Contents

Oracle HCM Cloud Getting Started with Oracle TalentManagement Cloud

Provides an overview of Talent Management Cloudoptions, purchasing and activation options, basicinformation for implementing Talent Managementapplications, and describes work areas.

Oracle Talent Management Cloud Implementing TalentManagement Base

Describes user and role synchronization, implementationuser setup, enterprise and workforce structures,workforce profiles, approvals, help configuration, andmore.

Oracle Global Human Resources Cloud ImplementingGlobal Human Resources

Describes user and role synchronization, implementationuser setup, enterprise and workforce structures,workforce profiles, approvals, help configuration, andmore.

Human Capital Management Cloud Integrating withOracle HCM Cloud

Describes integration types, how to use file-based andspreadsheet loaders, integrations with Oracle TaleoRecruiting, web services, and coexistence.

Human Capital Management Cloud Securing OracleHCM Cloud

Describes Oracle Human Management Cloud security,types of roles and how to create them, managing useraccounts, types of security profiles and managing



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Source Contents

them, Oracle Identity Management, and Oracle FusionTransactional Business Intelligence and BusinessIntelligence Publisher security.

Oracle HCM Cloud Using Analytics and Reports

Describes the reports available for each role, such asHuman Resource (HR) manager, HR specialist, and linemanager, how to create briefing books and schedulereports.

Oracle HCM Cloud Creating and Editing Analytics andReports

Illustrates how to save analytics and reports, describesdata structure for analytics, creating and editinganalyses, using flexfields in reports, and customizingreports.

Oracle Applications Cloud Using Functional SetupManager

Describes how to use Functional Setup Manager,setting up security to use it, and describes the Offerings,Features, Business Process, and Related Documents.

Oracle Applications Cloud Extending the Applications forFunctional Administrators

Describes page, navigation and Help customization,how to use sandboxes, and how to use flexfields forcustom attributes.

Introduction

Chapter Title Contents

2

Overview and Integrations

An overview of Oracle Fusion GoalManagement implementation anddescription of how it integrates withother applications.

Goal Management Settings

Chapter Title Task Contents

3

Descriptive Flexfields

Manage Worker GoalDescriptive Flexfields

Describes the availableflexfields for GoalManagement and wherethey are used.



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Chapter Title Task Contents

4

Profile Options

Manage Worker GoalSetting Profile OptionValues

Describes how toconfigure the profileoptions for GoalManagement and theeffects of the settings.

5

Lookups

Manage Worker GoalSetting Lookups

Describes commonlookups for GoalManagement thathave user or extensiblecustomization levels.

Goal Management Application Implementation


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Date Format for Goals

Describes how to change thedefault date format used for goalsat the site level and at the userlevel.

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Goal Management IntegrityValidations

Describes how to validate the dataintegrity after populating the GoalManagement data tables.

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Spreadsheets for Uploading Goals

Describes how to upload andassign new performance,development, and organizationgoals to workers using anapplication-generated spreadsheet,and describes how to updateexisting performance anddevelopment goals assigned toa worker using an application-generated spreadsheet.

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Mass Assignment of Goals

Describes how to use the massassign goals feature for assigninggoals to a number of people at thesame time.



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Eligibility Profiles

Creating eligibility profiles to restrictavailability of goals to a specificpopulation based on criteria you setup.

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Goal Library

Describes how to use the goallibrary to manage the enterprisegoal-setting process.

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Goal Plans

Describes how to use goalplans to group performance anddevelopment goals.


Chapter 2Overview and Integrations

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2 Overview and Integrations

Define Worker Goal Setting: OverviewIn the Define Worker Goal Setting activity, human resource (HR) specialists perform setup and maintenance tasks related toOracle Fusion Goal Management.HR specialists can manage the following objects from both Goals and Setup and Maintenance work areas:

• The goal library• Performance and development goals plans• Eligibility profiles

For setup tasks only, the HR specialist can also:

• Set profile options to specify the Goal Management features that your organization will use, such as the goal library,and goal plans, and approvals.

• Manage common lookups and update those that have user or extensible customization levels.• Manage e-mail notification settings that are sent to workers and managers reminding them of upcoming events and

approvals.

For the setup tasks, use the Setup and Maintenance work area to access the tasks in the Define Worker Goal Setting tasklist.

Related Topics• Oracle Fusion Goal Management Profile Options: Critical Choices

• Oracle Fusion Goal Management Lookups: Explained

• Goal Plans: Explained

• Goal Library: Explained

• Mass Assignment of Goals: Explained

Social Networking with Goals: ExplainedIf the page for editing a goal has a Social link, you can invite others to collaborate about the goal using social collaboration.Conversations remain with the goal as a historical record.

Examples of collaboration:

• A worker asks the manager to clarify objectives.• The manager suggests actions for the worker to take toward goal achievement.• A worker asks peers for advice on setting and achieving goals.

Collaborating about GoalsTips for collaborating:

• To get started, click Social on the page for editing a goal. Click the Share button, or click Join if collaboration is inprogress.

• Click the name of the goal to access its wall, where you can start conversations and add members.

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• After collaboration starts for a goal:

◦ Anyone at your company can be invited to participate in a conversation about it.

◦ A peer can only participate in conversations after being invited as a member.

◦ The worker and the manager can initiate conversations and invite members.

• On the wall of the goal, everyone invited can view basic attributes of the goal and post documents and commentsthat all members can see.

Related Topics• What does social networking have to do with my job?

Using Development Goals in Talent Pools: ExplainedYou can add development goals to a talent pool to ensure that all pool members achieve the goals for which the talent poolexists. Add development goals to a talent pool when you manage talent pools in the Succession Plans work area (Navigator- Career - Succession Plans).

Adding Development Goals to a Talent PoolOnly talent pool owners can add development goals to a talent pool. The development goals must be in the goal library.Goals from the talent pool appear automatically in the goals of talent pool members, who can access them on the My Goalspage. Managers can access these goals on the My Workers' Goals page in the Goal Management work area. Workers don'tinherit goals from the talent pool if they already have them.

NoteWhen you add a worker to a talent pool, he or she doesn't automatically inherit any goals already associated withthe talent pool. The worker inherits development goals that you add to the talent pool after the worker becomes amember.

Removal of Development Goals from a Talent PoolOnly a talent pool's owners can remove development goals from the pool. Removing a development goal from the talentpool doesn't remove it from talent pool members. To remove the goal from a worker, you must delete it manually from theworker's goals.

Management of Development Goals in the Goal LibraryWhen you edit a development goal in the goal library, the changes don't appear automatically in the talent pool. To includethe latest version of a development goal in the talent pool, remove the current version from the pool and add the updatedversion.

Goals: How They Work with ProfilesHuman Resource (HR) specialists, line managers, and workers can add target outcomes to goals to help workers addor improve requisite skills, competencies, certifications, or other qualifications. Workers add target outcomes to increaseperformance on a current job, or prepare for a future job.

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Target outcomes are content items from Oracle Fusion Profile Management. After a worker completes a goal, the worker'sperson profile is updated to include the content item that the target outcome addresses. If the content item exists in theworker's person profile, the profile is updated to include new or changed information. You can enable target outcomes byusing the Oracle Fusion Goal Management profile options.

The figure shows how the application adds the Customer Focus competency from the content library to a goal as a targetoutcome, and then to the worker profile when the goal completes.

Adding Target Outcomes to GoalsManagers and workers can add target outcomes to goals when adding or editing goals for workers. They can select targetoutcomes from the available list of content types, such as competencies, or degrees.

HR specialists can also add target outcomes to goals when they:

• Add goals to the goal library

• Add goals to a goal plan when creating or populating the plan



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• Mass assign goals

• Administer goals

Target outcomes are drawn from content items, categorized by content type, and maintained in Profile Management. Acontent type must have a relationship defined with goals in Profile Management to be available to add to goals.

Updating Worker ProfilesWhen the goal is completed, and approved if approvals are required, then the worker's person profile is updated to includethe target outcomes. For content items that require a rating level, such as competencies, the manager must select a ratinglevel, which is the rating level associated with the content item.

Related Topics• How can I define a relationship between the Goals content type and other content types

• Content Items : Explained

Goals: How They Work with Performance DocumentsPerformance goals that workers or managers add or edit in Oracle Fusion Goal Management or performance documents aresynchronized so that they are consistent in both locations. For example, primary goal characteristics, such as the goal name,description, success criteria, and completion date, are kept identical in both locations.

The goal details held in performance documents and the Goal Management component have some differences:

• Goal ratings that the worker or manager provide in the performance document aren't available on the GoalManagement pages.

• Goal weights added on the Goal Management pages are added to the performance document only when the goal isinitially added to the document; afterwards, weights are maintained independently.

• Comments created on the Goal Management pages are visible in the performance document; those made in theperformance document don't appear on the Goal Management pages.

Updating Performance Documents from Goal ManagementWhen you create the performance document, the application adds the goals to the document if the performance templateis configured to use workers' goals. Workers and managers can add performance goals on the Goal Management pagesand the goals are pulled into the workers' performance documents when the documents are created. A goal appears inall worker's performance documents that have start and end dates that encompass the goal start, target completion, oractual completion dates of the goal. If the worker or manager adds a goal on the Goal Management pages that the workercompletes it can appear in the performance document so they can rate it.

When workers or managers add or edit goal details in Goal Management, the changes are reflected in an existingperformance document when the worker or manager performs the update action in the performance document. Workers andmanager can update a performance document at any time during the evaluation period.

Updating Goal Management from Performance DocumentsWhen a performance document is saved or submitted, the application updates any goals that workers or managers add oredit in the performance document in Goal Management.

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If you enable goal plans and a worker or manager adds a goal to the performance document. Then the goal is also addedto the goal plan, if the goal plan has start and end dates that encompass the start , target completion, or actual completiondates of the goal. If a goal plan isn't available for the period that includes the goal dates, the goal isn't added to any goal plan.However, the goal still appears in the worker's performance goals list.

Related Topics

• Removing Goals Contained in a Performance Document: Explained

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Chapter 3Descriptive Flexfields

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3 Descriptive Flexfields

Descriptive Flexfields for Oracle Fusion GoalManagementUse descriptive flexfields to add custom attributes for a goal entity, such as goals, goal access, and goal plans. You can alsodefine validation and display properties using descriptive flexfields for the custom attributes. For example, you can create adescriptive flexfield to distinguish between goals that are for projects, or those for a half year or full year.

Defining Descriptive Flexfield SegmentsUse the Manage Descriptive Flexfields task in the Set up and Maintenance work area to define a segment for a descriptiveflexfield for goals. You can add more information related to goals, goal access, and goal plans.

Oracle Fusion Goal Management includes the following three descriptive flexfields.

Descriptive Flexfield Description

HRG_GOALS

Fields for goal information appear on the My Goals page.

HRG_ GOAL_ACCESS

Fields for goal sharing details appear in the Share regionof the Goal Details page after a goal is shared from theGoal Management pages.

HRG_ GOAL_PLANS_B

Fields for goal plan details appear on the Create andEdit Performance Goal Plan and Create and EditDevelopment Goal Plan pages.

Activating Descriptive FlexfieldsTo activate a descriptive flexfield, you must also define lookup codes and value sets along with the descriptive flexfieldsegment. For more information on using flexfields for custom attributes, see the Oracle Fusion Applications ExtensibilityGuide.

Related Topics

• Descriptive Flexfields: Explained

• Flexfields: Overview

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Chapter 4Profile Options

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4 Profile Options

Oracle Fusion Goal Management Profile OptionsSet profile options to specify the Oracle Fusion Goal Management features that you'll use, such as the goal library and goalplans, and to set the online processing threshold.

You determine whether to enable the following features:

• The Goal Management business process and goal library

• Performance, development, and personal goal types, goal sharing, and goal alignment

• Goal plans and goal plan sets

• Manager approval for add, update, completion, cancel, and delete actions to perform on goals

• Other features: excluding goals from performance documents, adding goals using a dialog box, goal tasks, goaltarget outcomes, editing completed goals

• Matrix management

Set the online processing threshold, which is the maximum number of records the application can automatically process forgoal assignment processes where goals are assigned to multiple workers at the same time.

Goal Management Business Process and Goal LibraryThis table lists the profile options that enable the Goal Management business process and the goal library.

Profile Option DisplayName

Default Effect of Enabling Effect of Disabling

Goal ManagementBusiness ProcessEnabled

Y Add performancegoals to performancedocuments from thegoal library or fromworkers' goals createdin the Goal Managementcomponent. Talentreview participants canadd performance anddevelopment goalsduring a talent review.Makes goals available toworkers and managerson the developmentand growth card in theportrait.

You can't addperformance goals toperformance documentsfrom the goal libraryor from workers'goals created in theGoal Managementcomponent. Managersand workers canadd ad hoc goals toperformance documents,and can edit goals thatwere previously addedfrom the library. Youcan't add goals duringa talent review, theyare unavailable on thedevelopment and growthcard in the portrait.



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Goal Library Enabled Y HR specialists cancreate goals in thecentral repository toreuse throughout theorganization.

Prevents use of goalsfrom the library, andyou must creategoals individually,including those added toperformance documentsor a talent review.However, you canedit goals that werepreviously added fromthe library.

Performance, Development, and Personal Goal TypesThis table lists the profile options that enable the performance (including organization goals), development, and personal goaltypes.



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Performance GoalsEnabled

Y Makes performancegoals available toworkers, managers,and HR specialistson the pages in theGoal Managementcomponent, to workersand managers on thedevelopment and growthcard in the portrait, totalent review meetingparticipants, and insuccession plans

Prevents access toexisting performancegoals or adding ofnew ones on the GoalManagement pagesand the developmentand growth card in theportrait. Removes theMy Organization Goalspage and any referencesto organization goalsacross different pages.Prevents creatingperformance goalplans. HR specialists,managers, and workerscan't add goals fromthe goal library toperformance documents.However managersand workers can editexisting goals in theperformance documentand add ad hoc goals.Also, HR specialistscan still view and deleteperformance goalsfrom the AdministerGoals page. Participantscan't add or reviewperformance goalsduring a talent review.

Development GoalsEnabled

Y Makes developmentgoals available toworkers, managers,and HR specialistson the pages in theGoal Managementcomponent, to workersand managers on thedevelopment and growthcard in the portrait, totalent review meetingparticipants, and insuccession plans

Prevents access toexisting developmentgoals or adding ofnew ones on the GoalManagement pagesand the developmentand growth card inthe portrait. Preventscreating developmentgoal plans. Participantscan't add or reviewdevelopment goalsduring a talent review.HR specialists canstill view and deletedevelopment goals fromthe Administer Goalspage.



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Personal GoalsEnabled

Y Makes personal goalsavailable to workerson the pages in theGoal Managementcomponent.

Prevents access toexisting personal goalsor adding new ones onthe Goal Managementpages.

Organization GoalsEnabled

Y Makes organizationgoals available toworkers, managers,and HR specialistson the pages in theGoal Managementcomponent.

Prevents access toexisting organizationgoals or adding newones on the GoalManagement pages.HR specialists canstill view and deleteorganization goals fromthe Administer Goalspage.

This table lists the profile options that enable goal sharing and alignment.



Goal AlignmentEnabled

Y Workers and managerscan support organizationgoals by creating arelationship betweentheir own goals andthose of their managers,colleagues, or theorganization.

Preserves existingalignment but preventsnew goal alignment.

Goal Sharing Enabled Y Enables managers andworkers to let otherscopy their goals.

Preserves existingsharing but prevents newgoal sharing.

Goal Plans and Goal Plan SetsThis table lists the profile options that enable features related to goal plans and goal plan sets.



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Performance GoalPlans Enabled

Y HR specialists cangenerate a performancegoal plan. HR specialists,managers, and workerscan add goals toperformance documents.Managers can add goalsduring a talent review,outside a goal plan, ifperformance documenttemplates and talentreview templates areconfigured to allowadding goals.

Prevents HR specialistsfrom generating newperformance goalplans and populatingor assigning existingperformance goal plans.

Development GoalPlans Enabled

Y HR specialists cangenerate developmentgoal plans. Managers can adddevelopment goalsduring a talent reviewoutside a goal plan, ifyou configure talentreview templates toallow adding goals.Managers and workerscan assign the goals togoal plans after the goalsare added.

Prevents HR specialistsfrom generating newdevelopment goalplans and populatingor assigning existingdevelopment goal plans.

Performance GoalsOutside of Goal PlanEnabled

Y HR specialists,managers, and workerscan create and manageperformance goals thataren't in goal plans.

Prevents addingperformance goals onthe application pagesoutside the goal plandates.

Development GoalsOutside of Goal PlanEnabled

Y HR specialists,managers, and workerscan create developmentgoals that aren't in goalplans.

Prevents addingdevelopment goals onthe application pagesoutside the goal plandates.



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Goal Plan Sets Enabled

Y Enables the goal planset feature so that HRspecialists can createa goal plan set, addperformance goal plansto the set, and assignthe set to a population.

The goal plan setfeature isn't available forperformance goal plans.

This table lists the profile option that controls the number of goals plans that appear on the My Goals home page.

Profile Option Display Name Default Effect

Number of Goal Plans Displayedon Goals Home Page

2 Sets the number of goal plans thatappear in the View choice list onthe My Goals home page and theMy Organization Goals and MyWorkers' Goals pages. The twogoal plans that appear are thecurrent one and the most recentpast one. Increasing the numberadds additional past goal plans tothe view. Set the number to 1 todisplay the current goal plan only.

Manager Approvals for Changes to GoalsThis table lists the profile options that require manager approvals for add, update, completion, cancel, and delete actionsperformed on goals.



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Require ManagerApproval for Changesto Key Goal Fields

N Enables HR specialiststo select whether toallow workers editkey goal fields withoutmanager approval. Allowworkers to edit key goalfields without managerapproval, HR specialistsselect the option to allowworkers to update thegoal when assigninggoals to workers. Keygoal fields include goalname, start date, andothers. Also, requiresmanager approval todelete or cancel goalsadded by workers.

Enables workers to editkey goal fields and deleteor cancel goals added bythem without managerapproval.

Require ManagerApproval for Adding aNew Goal

N Requires managerapproval when workersadd performance ordevelopment goals.

Enables workers toadd performance ordevelopment goalsto their goals withoutmanager approval.

Require ManagerApproval for UpdatingGoal Status toCompleted

Y Requires managerapproval when workersupdate the goal statusto Completed or whenworkers delete goals.Any new goals addedwith the goal status asCompleted also requiresmanager approval.

Enables workers toupdate the goal status toCompleted or delete agoal without approval.

Other FeaturesThis table lists the profile options that enable the exclusion of goals from performance documents and addition of goals usinga dialog box.



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Goal Exclusionfrom PerformanceDocuments Enabled

N Adds all performancegoals to performancedocuments when youcreate or update thedocument or when youadd goals using the GoalManagement businessprocess. You mustconfigure performancedocument templates touse goals from the GoalManagement businessprocess.

Managers can selectwhich goals to include inperformance documentswhen adding goalsfor a worker. Workerscan create privateperformance goals.

Addition of GoalsUsing Add Goal DialogBox Enabled

Y Displays a dialog boxfor allowing addition ofgoals when the AddGoal button available onGoal Management pagesis clicked to add goals.

Displays the Goal Detailspage for addition ofgoals when the AddGoal button available onGoal Management pagesis clicked to add goals.

Note This profile optiondoesn't affect theadd goals optionsavailable in othersources suchas performancedocuments,talent reviews, orportraits.



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This table lists the profile options that enable goal tasks, goal target outcomes, completed goals editing, and multiplemeasurements.


Default Effect of Using theDefault Value

Other Values and TheirEffect

Goal Tasks Enabled Both Performance andDevelopment Goals

HR specialists, workers,and managers can addtasks to performanceand development goals.

• DevelopmentGoal: HRspecialists,workers, andmanagers canadd tasks todevelopment goalsonly.

• PerformanceGoal: HRspecialists,workers, andmanagers canadd tasks toperformance goalsonly.

• None: Tasks can'tbe added to goals.If this value isselected at a latertime, tasks createdearlier are visible,but you can't editthem.

Goal Target OutcomesEnabled

Both Performance andDevelopment Goals

HR specialists, workers,and managers canadd target outcomesto performance anddevelopment goals.

• DevelopmentGoal: HRspecialists,workers, andmanagers can addtarget outcomes todevelopment goalsonly.

• PerformanceGoal: HRspecialists,workers, andmanagers can addtarget outcomes toperformance goalsonly.

• None: Youcan't add targetoutcomes togoals. If this value



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Default Effect of Using theDefault Value

Other Values and TheirEffect

is selected at alater time, targetoutcomes createdearlier are visible,but you can't editthem.

Completed Goal EditOptions

Reopen Enables edits tocompleted goalsonly by using theReopen button on goalmanagement pages.

• Always Open:Completed goalsare open for edits.

• Never: Completedgoals can't beedited.

Multiple Measurementsfor Goals Enabled

N

HR specialists,managers, and workerscan add multiplemeasurements togoals. Whenever youenable the option, theapplication displaysall earlier multiplemeasurements, ifavailable.

Preserves existingmultiple measurementsbut prevents addingmultiple measurementsto goals. When youdisable, for existingmultiple measurements,the applicationdisplays only the singlemeasurement withsequence value 1.

Matrix ManagementThis table lists the profile options that enable matrix management for goals.



Matrix ManagementEnabled for Goals

N Enables matrixmanagement for goals.

Matrix management isn'tavailable for goals.

Online Processing ThresholdThis table shows the profile options settings for the online processing threshold, as well as the effects of the settings, and anysubsequent changes to these settings.



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Profile Option Display Name Default Effect

Online Processing Threshold 25 Determines the maximum numberof records in goal assignmentprocesses that the applicationcan automatically process. Thisapplies when the HR specialistmass assigns goals or createsgoal plans, when managers add orassign goals, or when organizationowners assign goals. If the number of records exceedsthe threshold, the process issubmitted to the scheduledprocess queue. The number ofrecords in the process is calculatedby the following formula: Number ofgoals x Number of assignees.

Related Topics

• Aligning Goals: Explained

• Sharing Goals: Explained


• Goals: How They Work with Performance Documents

• What's a key goal field?

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Chapter 5Lookups

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5 Lookups

Oracle Fusion Goal Management Lookups: ExplainedThis topic identifies common lookups for Oracle Fusion Goal Management that have user or extensible customization levels.Review these lookups, and update them as appropriate to suit enterprise requirements.

Goal Management LookupsGoal Management lookups are described in the following table.

Lookup Type Description Customization Level

HRG_ DEV_ GOAL_CATEGORY

Categories of development goals,such as short-term, medium-term,and long-term.

Extensible

HRG_ GOAL_ MEASUREMENT_LEVEL

Levels of goals, such as target, andstretch.

Extensible

HRG_ GOAL_ QUANTITATIVE_UOM

Units of quantitative measurementfor goals, such as currency,number, and percentage.

Extensible

HRG_ GOAL_SOURCE

The source from which the goalwas added, such as goal library,worker goals, or organization goals.

Extensible

HRG_ GOAL_ TASK_TYPE

Categories of task types for goals,such as coaching, project, andresearch.

Extensible

HRG_ PERCENT_ COMPLETE

The completion percentage of agoal, such as 0, 25, 50, 75 and100.

Extensible

HRG_ PERF_ GOAL_CATEGORY

Categories of performance andpersonal goals, such as career,education, and skill.

Extensible

HRG_PRIORITY

Priorities of goals, such as high,medium, and low.

Extensible


Chapter 5Lookups

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Chapter 6Date Format for Goals

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6 Date Format for Goals

Changing the Date Format Used for Goals: ProcedureChange the default date format used for goals at the site level or at the user level. When you set the date format at the sitelevel, the setting is applicable to all the users of the application. Setting the date format at the user level applies to the specificuser. The user level settings supersede any site level settings for that user.

Site LevelAt the site level, an implementer can change the date format for goals using the following procedure:

1. Select Navigator - Setup and Maintenance . The All Tasks tab opens by default.

2. In the Name field enter Set User General Preferences and click Search.

3. In the Search Results section, click Go to Task for the row Set User General Preferences. The Global AdminPreferences page opens.

4. Select the required format for the date in the Date Format field and click Save. The Save Progress dialog boxopens.

5. Click OK to close the dialog box.

6. Click Save to save your changes.

User LevelAt the user level, log into your user account and change the date format for your user account using the following procedure:

1. In the global region, expand the Settings and Actions menu available next to your user name.

2. Under Personalization, click Set Preferences.

3. From the Tasks pane, click Regional.

4. Select the required format for the date in the Date Format field.

5. Click Save to save your changes.


Chapter 7Goal Management Integrity Validations

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7 Goal Management Integrity Validations

Oracle Fusion Goal Management Data DiagnosticTestAfter populating the Oracle Fusion Goal Management data tables, you can run the Goal Management Integrity Validations testto validate the data integrity against four categories.

The following table describes the validation categories and their descriptions.

Validation Category Description

Business Group

Business group must be valid and exist in the OracleFusion Global Human Resources business group table.

Foreign Key

Foreign key attributes must not be null.

Field Level

Field level attributes must match the business rules setup in Goal Management.

Row Count

The row count on the setup tables must be greater than0.

Running the Goal Management Integrity Validations TestFollow these steps:

1. Select Run Diagnostic Tests from the Setting and Actions menu in the global area.

NoteYou must have access to the Diagnostic Dashboard.

2. Review the generated report and repair or remove any rows that are invalid.


Chapter 8Spreadsheets for Uploading Goals

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8 Spreadsheets for Uploading Goals

Uploading and Updating Worker Goals Using aSpreadsheet: ExplainedHuman resource (HR) specialists can upload and assign new performance and development goals to workers using anapplication-generated spreadsheet. They can also update existing goals assigned to a worker using this spreadsheet.

Use the Worker Goals Upload spreadsheet option to upload new worker goals or update existing worker goals.

Generating the SpreadsheetGenerate the spreadsheet to upload and assign goals to a worker or to update existing goals for a worker:

1. In the Goal Management work area, click Administer Goals.

2. On the Administer Goals page, select Workers' Goals to open the Workers' Goals section.

3. Click Upload and select the Upload Worker Goal Data action. A File Download dialog box appears.

4. Click Save. Select a destination on your local hard disk to save the WorkerGoalsWorksheet.xlsx spreadsheet.

Uploading a New Goal for a WorkerUpload a new goal for a worker by specifying all the required columns in the Worker Goals Upload worksheet and clickUpload, and then Save to commit the new goals into the Fusion HCM database. The new goal appears on the worker's MyGoals page.

NoteEnsure the spreadsheet isn't in the protected state before you enter data. If the spreadsheet is protected, click theUnprotect Sheet button in the Changes group on the Review tab.

Update an Existing Goal Assigned to a WorkerUpdate an existing goal assigned to a worker by specifying goal attributes in the Search region of the Worker Goals Uploadworksheet and click Download to download the goal into the spreadsheet. You can then update the goal and click Upload, and thenSave to commit the updated goals into the Fusion HCM database. The updated goal appears on the worker's MyGoals page.

Related Topics• Working in Spreadsheet: Points to Consider

Using the Worker Goals Update WorksheetUse the Worker Goals Update worksheet to upload new and updated worker goals to the database. If you don't completeeach required column, the application assigns a default value to the column or displays an error message about data missingin the Status column for that goal.

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Editing Columns in the Worker Goals Update WorksheetThe table shows a partial list of columns in the worksheet and corresponding valid values.

Column name Description

Completion Percentage

The percentage completion of the goal. The valid valuesare:

• 0

• 25

• 50

• 75

• 100

Descriptive Flexfields

Note This column is displayed only whendescriptive flexfields are already defined anddeployed for use in Goal Management fromthe application.

Descriptive flexfields related to a goal. The valid valuefor this column is a set of all descriptive flexfields valuesseparated by the application-defined delimiter.

Tip You can also double click on a cell to entervalues for each descriptive flexfield separatelyin the flexfield picker.

Assigned Goal Plans including Goal Weight and GoalPriority

Includes one or more sets of assigned goal plan datadelimited by semicolon. Each set includes the followingcomma-separated values:

• Application-generated goal plan ID

• Goal plan name in double quotation marks

• Goal weighting in the goal plan

• Goal priority in the goal plan

For example: 100100006705668,"FY2014 DevelopmentGoals",MEDIUM;300100016210020,"FY2012 Dev Goal Plan",MEDIUM;100100006720603,"FY2015 Development Goals",MEDIUMTo specify or edit a value in this cell, double click a celland enter or update values for each assigned goal planin the dialog box that appears. You can also deselect anassigned goal plan. Specifying the goal weighting andgoal priority values is optional.



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Uploading and Assigning Organization Goals Using aSpreadsheet: ExplainedHuman resource (HR) specialists can upload and assign new organization goals to workers using an application-generatedspreadsheet.

To upload and assign new organization goals to workers, you must generate the spreadsheet using the option provided in theapplication. The application-generated spreadsheet for uploading organization goals contains the following two worksheets:

• Organization Goals Upload - Use this worksheet to upload new organization goals.

• Organization Goal Assignment - Use this worksheet to assign the new uploaded organization goals to workers.

Generating the SpreadsheetYou can generate the spreadsheet to upload and assign organization goals as follows:

1. In the Goal Management work area, click Administer Goals.

2. On the Administer Goals page, select Organization Goals to open the Organization Goals section.

3. Click Upload and select the Upload Organization Goals action. A File Download dialog box appears.

4. Click Save. Select a destination on your local hard disk to save the OrganizationGoalsWorksheet.xlsx spreadsheet.

Entering Data into the SpreadsheetTo upload a new organization goal, specify all the required columns in the Organization Goals Upload worksheet and clickUpload. After you click Upload, click Save to commit the new organization goals into the Fusion HCM database.

NoteEnsure that the spreadsheet is not in the protected state before you enter data. If the spreadsheet is protected,click the Unprotect Sheet button in the Changes group on the Review tab.

Using the Spreadsheet to Assign GoalsAfter you upload organization goals using the application-generated spreadsheet, you must assign them to workers using theOrganization Goal Assignment worksheet. To assign goals to workers:

1. In the Organization Goals Upload worksheet, click Download to download all the organization goals available in thedatabase to the spreadsheet. The updated spreadsheet now includes the ID for all the uploaded goals.

2. In the Organization Goal Assignment worksheet, complete all the fields.

NoteThe ID for a goal is displayed on the Goal ID column of the Organization Goals Upload worksheet.

3. Click Upload. The data belonging to rows that display the text Row inserted successfully are uploaded into thecache memory.

4. Click Save to commit the data into the database. The uploaded organization goals are now displayed on the MyGoals page of the worker to whom the goal was assigned.



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Related Topics• Working in Spreadsheet: Points to Consider

Using the Organization Goal Assignment WorksheetUse the Organization Goal Assignment worksheet to assign organization goals that you uploaded using the OrganizationGoals Upload worksheet, thereby enabling workers to access their organization goals.

Editing Columns in the Organization Goal AssignmentWorksheetThe table shows a partial list of columns in the worksheet and corresponding valid values.


Goal ID

The organization goal ID.

Note The goal ID is displayed on the Goal IDcolumn of the Organization Goals Uploadworksheet.

Allow Workers to Update Goals

Whether the worker is allowed to edit key fields,including goal name, description, and target completiondate. The valid values are:

• Y

• N

Key

The goal key.

Note The goal key appears on the Key column ofthe Organization Goals Upload worksheet.

Using the Organization Goals Upload WorksheetUse the Organization Goals Upload worksheet to upload organization goals that human resource (HR) specialists can thenassign to workers. If you don't complete each required column, then the application assigns a default value to the column ordisplays an error message about data missing in the Status column for that goal.

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Editing Columns in the Organization Goals Upload WorksheetThe table shows a partial list of columns in the worksheet and corresponding valid values.


Goal ID

The unique identifier of the goal.

Note Leave this column blank.

Created By

The person ID of the user who created the goal orassigned the goal, or both. The valid value is the personID of a line manager who is also the organization owner.

Note If no data exists, the ID of the logged-in useris assigned by default.

Published

The goal is published or not. The valid values are:

• Y

• N

Completion Percentage

The percentage completion of the goal. The valid valuesare:

• 0

• 25

• 50

• 75

• 100



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FAQs for Spreadsheets for Uploading Goals

Can I copy goals from an external database?Yes you can copy the details of existing goals from an external database into a spreadsheet template to upload them to theOracle Fusion database.

What's a key goal field?Configure a key goal field for performance and development goals to require manager approval when edited.

The key goal fields are:

• Goal Name

• Description

• Success Criteria

• Start Date

• Target Completion Date

• Priority

• Category

• Weight

• Measurement Name

• Measure Type

• Unit of Measure

• Target Type

• Target Value

• Private

NoteThe Weight and Priority fields are associated with a goal only when it is included in a goal plan.


Chapter 9Mass Assignment of Goals

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9 Mass Assignment of Goals

Mass Assignment of Goals: ExplainedMass assign goals is a feature for assigning goals to a number of people at the same time. Human resource (HR) specialistscreate a mass assignment request, select goals from the goal library or create and add goals to the request. They can thensubmit the request to assign the selected goals to a selected population of workers. As a requester for a manager, HRspecialists can use this feature to assign the performance and development goals of that manager.

To access the Mass Assign Goals page:

1. Select Navigator - Career - Goals .2. In the Tasks pane, click Mass Assign Goals. The Mass Assign Goals page is displayed.

On the Mass Assign Goals page, HR specialists can create a mass assignment request. They can also search for and updatean existing mass assignment requests to suit business needs.

Through the mass assign goals feature, HR specialists can:

• Assign goals to managers and all of their reports or to their direct reports only.• Exclude specific individuals from a manager's direct or all reports lists.• Assign a manager's individual goals to the manager's reports for managers who have not created organization goals.

Goal Plans for Goals Assigned Using a RequestUsing a mass assignment request, HR specialists can assign performance or development goals to workers withoutspecifying a goal plan. Goals with either a start date or target completion date within the start and end dates of a goal planof the same type as the goal are added to the plan (if available.) HR specialists can also assign goals using a request whenworkers aren't using goals plans.

Eligibility Profiles for Goals Assigned Using a RequestUsing a mass assignment request, HR specialists can select eligibility profiles to restrict goals to workers who meet the profilecriteria.

Related Topics• Using Eligibility Profiles for Goal Assignment: Explained

• Managing Scheduled Processes for Assigning Goals: Procedure

Creating a Request for Mass Assignment of Goals:Points to ConsiderAs a human resource (HR) specialist, you use the Mass Assign Goals task in the Goal Management work area to create massassignment requests for goals. Create mass assignment requests to assign goals to workers on behalf of their managers.When creating a request, you must decide:

• Which goals to select in a mass assignment request

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Chapter 9Mass Assignment of Goals

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• To which manager hierarchies or individuals to assign the goals

• Whether to add eligibility profiles to the request now or later

• When to schedule a mass assignment request

Selecting Goals Using a Mass Assignment RequestYou must add goals when you create a mass assignment request. These goals are available to workers after the serviceprocess for the request is complete.

Assigning Goals to Manager Hierarchies and IndividualsYou assign performance and development goals on behalf of a manager or selected individuals by creating and submitting amass assignment request on the Mass Assign Goals page. If you select a manager as a requestor, then only the goals visibleto the selected manager are available for the assignment. You can mass assign the selected goals to the manager's direct,indirect, or selected reports.

Adding Eligibility Profiles to a Mass Assignment RequestAdd eligibility profiles to a mass assignment request to restrict goals included in the request to individuals who meet thecriteria of all required profiles. You can restrict goals to workers who meet eligibility requirements by job, job role, location,age, or other criteria. For example, add a location eligibility profile to a request to restrict goals to individuals who are locatedin a certain place. You can further refine eligibility by adding length of service criteria to restrict workers by location and lengthof service.

Scheduling Mass Assignment RequestsAfter you submit a request on the Mass Assign Goal page, the Manage Goal Scheduled Process page automatically appears.You can run the process straight away or at a scheduled time (once or at recurring intervals.) After the process is complete,the goals included in the request are assigned to all workers that were selected in the request. To view the result, click theAssignment Results button in the Mass Assign Goals page.

Related Topics

• Using Eligibility Profiles for Goal Assignment: Explained

• Managing Scheduled Processes for Assigning Goals: Procedure

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Chapter 10Eligibility Profiles

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10 Eligibility Profiles

Using Eligibility Profiles for Goals Assignment:ExplainedAn eligibility profile in goal management defines criteria used to determine whether an individual qualifies for a goal.

Human resource (HR) specialists can use eligibility profiles to establish eligibility for goals when creating:

• A goal plan set for performance goal plans only

• A goal plan

• A mass assignment request for goals

Assignment of Goals According to EligibilityIf you select eligibility profiles in a goal plan set, goal plan, or in a mass assignment request for goals, the application assignsgoals as follows:

• If all eligibility profiles are marked as required, then an individual must meet criteria of all the eligibility profiles.

• If no eligibility profile is marked as required, then an individual must meet criteria of at least one eligibility profile.

• If some eligibility profiles are marked as required and some are not, then an individual must meet criteria of all therequired profiles and at least one nonrequired profile.

• If only one eligibility profile is marked as required, then an individual must meet criteria of that eligibility profile.

Restricting Goal AvailabilityYou can restrict goals to individuals who meet eligibility requirements by job, job role, location, age, or other criteria. You mustselect eligibility profiles with profile usage marked as Goals Management. You can also select whether an eligibility profile isrequired for goals. For example, you can add the following eligibility profiles to a goal:

• Location is France

• Designation is Marketing Manager

• Designation is Product Manager

When mass assigning goals or creating and assigning a goal plan or goal plan set, you select Location is France as therequired eligibility profile and leave the other two eligibility profiles as not required. In this case, the application assigns goals toall individuals whose location is France and designation is Marketing Manager or Product Manager.

Eligibility Profiles and Goal Plan SetsSelect eligibility profiles to restrict the performance goal plans added to a goal plan set to workers who meet the profilecriteria. You can edit an existing goal plan set to add a new set of eligibility profiles to the goal plan set. The goals included in


Chapter 10Eligibility Profiles

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the goal plan are assigned to eligible workers. Eligibility profiles you add to a goal plan set supersedes any eligibility profilesadded at the goal plan level.

Eligibility Profiles and Goal PlansSelect eligibility profiles to restrict the goals added to a goal plan to workers who meet the profile criteria. You can edit anexisting goal plan to add a new set of eligibility profiles to goal plans.

Eligibility Profiles and Mass Assignment of GoalsSelect eligibility profiles to restrict the goals during mass assignment of goals to individuals who meet the criteria of allrequired profiles and at least one nonrequired profile. You can edit an existing mass assignment request to add a new set ofeligibility profiles.

Eligibility Profiles and Goals AccessibilityUse eligibility profiles when you mass assign goals or create and assign goal plans and goal plan sets to a target population.However, using eligibility profiles in these Goal Management processes doesn't control a person's accessibility to goals fromother sources. You might assign a goal to a worker from the goal library or from other Oracle Fusion business processes,such as during a talent review meeting, talent pools, or during a performance evaluation. Workers might also inherit a goal asa member of a talent pool.

Related Topics

• Eligibility Profiles: Explained


• Goal Plan Sets: Explained

• Mass Assignment of Goals: Explained

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Chapter 11Goal Library

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11 Goal Library

Goal Library: ExplainedThe goal library is a repository of reusable goals that you create and maintain to manage the enterprise goal-setting processefficiently.

Organization owners, managers, and workers can search the goal library to copy the goals. Managers and HR specialists canassign the goals, either in goal plans, or individually, to a selected population. Use the goal library to define goals consistentlyand reduce the effort of creating a new goal if similar goals already exist. To add goals from the goal library, organizationowners, managers, and workers can search for goals using different criteria such as goal name, type, and status. HRspecialists add a goal to the goal library by using the Manage Goal Library task in the Goals work area.

The goal library is maintained as part of the content library in Oracle Fusion Profile Management.

In the goal library, you can:

• Add goals

• Edit goals

• Set the status of goals

• Decide the accessibility of a goal

Adding GoalsHR specialists add goals to the library, specify their goal type and determine their attributes, including: name, description,success criteria, target completion date, and more. They can use the External ID attribute to refer to a goal in externalapplications. This attribute value is either application-generated or user-defined based on the application configurations.In addition to the goal type, they can also decide the subtype of a goal. A subtype is a method for further classifying agoal within a goal type. Subtypes are configured and extended based on business requirements. They can also addtarget outcomes, if available, to the goal. When managers or workers copy a goal, they can change the goal attributes asappropriate.

NoteIf HR specialists create goals anywhere except the goal library, such as in a performance document, the Goalspage, or talent review, the application doesn't add these goals to the goal library. You can view such goals fromthe worker's portrait and on all other pages where the goal is included except in the goal library.

Editing GoalsYou can edit a goal in the goal library at any time, regardless of whether people have already copied the goal. Changes thatyou make to goals in the library don't affect those that have been copied and are in current use, because there is no linkbetween the two versions of the goal. You cannot edit the external ID for a goal.

Setting Goal StatusBy default, the status of a goal you create is set to Active to make it available to copy. You can set the status of a goal toInactive, even if the goal has been copied and is currently being used by workers. If you change the status of the goal toinactive, then it's no longer available for copying. You can make the goal inactive, for example, to edit it, then restore it toActive status to make the edited goal available again.


Chapter 11Goal Library

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Deciding Accessibility of a GoalWhen you edit or add a goal, you select whether to make goals available to a role. By default, all roles have access to thegoal. You can decide whether to give access to the goal only to HR specialists, or also include managers and workers.


Chapter 12Goal Plans

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12 Goal Plans

Goal Plans: ExplainedGoal plans are a collection of performance or development goals grouped by common characteristics. For example, aspecified time frame and a particular department that must work on them. Goal plans are optional for tracking goals. Use theManage Goal Plans task in the Goals work area to create goal plans.

Using goal plans, you can:

• Group goals to track them for a specific population and time period

• Assign goals to a specific population

• Associate goals to existing goal plans

• Add goals to goal plans from other sources

Grouping and Tracking Goals for a Specific PeriodCreate performance and development goal plans to:

• Contain goals for a group of individuals

• Track worker performance and development for the period of the goal plan

Managers, workers, and organization owners can use goal plans to sort and track their individual and organization goals andensure that they have appropriate goals for the goal plan period.

Assigning Goals to a Specific PopulationWhen creating a goal plan, you can assign goals that are specific to individuals and to the hierarchical structure of one ormore managers. Organization owners assign goals to the goal plans for their organizations on the My Organization Goalspage. After creating a goal plan, you can add goals to the goal plan at any time within the time period that the goal plan isactive. When you use the Mass Assign Goals feature, application associates the assigned goals to any plan that has start andend dates that include the goal:

• Start date

• Target completion date

• Actual completion date

Workers and managers can edit goals to accommodate their specific circumstances after the goals are assigned.

Associating Goals to Existing Goal PlansAfter you create a goal plan, workers, managers and organization owners can associate goals to the goal plan. When workersor managers add goals to the worker goals, the goals are associated with all goal plans that have start and end dates thatencompass the goal:

• Start date

• Target completion date



39

• Actual completion date

NoteGoals with no dates aren't associated to any plans.

Adding Goals to Goal Plans from Other SourcesGoals that you add in performance documents or talent reviews are automatically added to goal plans if the start date, targetcompletion date, or actual completion dates of the goals lie between the start and end dates of a goal plan. If goal plans don'texist for the dates of the goal, the application adds the goal to the worker goals on the My Goals page. If you create a goalplan after you create a goal and if the plan spans the goal dates, workers and managers can associate the goal with the planby navigating to the pages where they edit goals and selecting the plan.

Related Topics• How can I add or remove a goal in a goal plan?

Creating Goal Plans: Points to ConsiderYou create goal plans to aid your workers and managers in tracking and sorting goals. Goal plans are optional. To use goalplans, you must decide:

• The goal plan type

• The behavior and accessibility of the goals in the goal plan

• Dates that a goal plan is active

• The individuals to whom to assign the goal plan and whether to add eligibility profiles to the plan

• Whether to add goals to the plan now or later

Selecting the Goal Plan TypeCreate a performance goal plan for performance goals, or a development goal plan to contain development goals. A specificgoal can belong to one goal plan type or the other, but not both.

Workers and managers can add goals from the performance goal plan to performance documents to be rated as part ofworker evaluations. HR specialists can assign performance goal plans to organizations. The organization owner can addgoals to a performance goal plan. They can then use analytics to track the goals workers align to the organization goals, andthe progress they make toward completing the goals.

Workers can use development goal plans to track development goals to increase their competencies or add to their skill set.

Controlling Goals Accessibility and Behavior in the Goal PlanWhen creating a goal plan, HR specialists can:

• Determine who update worker goals assigned through the goal plan

• Enable goal weight to enable managers and workers to enter weight for each goal included in the plan for a worker

• Enforce the sum of goal weights to 100%

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• Automatically associate goals having dates within the goal plan duration with the plan

• Include goals added to a performance goal plan in a performance document

NoteYou can either enforce the sum of goal weights to 100% or automatically associate goals with the goal plan, butnot both.

Selecting Goal Plan Active DatesYou must select start and end dates for the plan. For example, it's good practice to select dates to correspond toperformance evaluation periods. Use dates to determine which goals are eligible to belong to a plan. Goals with any or all ofthe start dates, target completion dates, or actual completion dates, that fall within the start and end dates of a goal plan canbelong to the plan.

Assigning the PlanYou assign goal plans to a manager hierarchy, or individuals. You can also assign performance goal plans to one or moreorganizations to make the plans visible to managers on the My Organizational Goals page. On that page, managers can viewand assign goals to the plan and use analytics to track the goals.

Workers, managers, and organizations can have more than one goal plan assigned to them. For example, create a currentgoal plan for a manager's direct and indirect reports so that workers have one plan that is active now, and create anotherwith a future start date. You can use the future goal plan to hold goals that will be addressed later, or current goals that spana longer period than the current goal plan.

Use the Manage Goal Plans task in the Goals work area to assign a goal plan to additional organizations, managerhierarchies, or individuals after you create or submit the plan. Goals that are already part of the plan are assigned to the newpeople to whom the goal plan is assigned.

You can add eligibility profiles to goal plans to restrict goals added to this plan to individuals who meet the criteria of allrequired profiles. You can restrict goals to workers who meet eligibility requirements by job, job role, location, age, or othercriteria. For example, you can add a location eligibility profile to a goal plan if you want to restrict goals to individuals who arelocated in certain place. You can further refine eligibility by adding length of service criteria to restrict workers by location andlength of service.

Adding Goals to a PlanYou can add goals either that you create, or existing goals that you select, to the goal plan when you create it at a later time.If your enterprise uses tasks and target outcomes, you can add those to the goals you add to the plan. If you have goalsthat apply to a wide population, you can assign these to the plan directly. If goals are generally supplied by managers andworkers, you can assign one goal plan to a wide population without goals. The workers and managers can add the goals tothe plan after you submit the plan.

Related Topics• Viewing Goal Attainment History: Explained

Goal Plans: ExamplesThe application includes two types of goal plans available to assign to workers or organizations: performance anddevelopment. The following examples illustrate how human resource (HR) specialists and managers can use goal plans totrack worker goals.

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Adding Additional Goals to Performance Goal Plans withExisting GoalsYour company uses goal plans to manage worker performance goals. The company requires that the entire staff mustcomplete at least one goal: Complete Ethics Course. Barbara Richardson, a manager, wants to add additional goals to thegoal plan for all of her direct reports.

The HR specialist creates a goal plan for all workers in the company for the appropriate goal plan period and includes theComplete Ethics Course goal. Barbara uses the My Workers' Goals: Direct Reports page to select the goal plan, and addsadditional goals to the goal plan for each of her direct reports.

When application settings specify that performance goals must be in a goal plan, all performance goals added or assigned bythe worker or manager become part of the goal plan. The goals could also become part of another goal plan with start andend dates that encompass the goal start date, target completion date, or actual completion date. When application settingspermit, the worker or manager can add performance goals to the worker's goals outside of a goal plan.

Adding Development Goals to PlansThe HR specialist creates the development goal plan for all of Barbara's direct and indirect reports. Barbara wants to assigndevelopment goals to a direct report to help the worker prepare for a possible promotion. From the My Workers' Goals:Direct Reports page, Barbara opens the worker's My Goals page, Development Goals tab. She then selects goals to assignto the worker to help the worker achieve the promotion.

Adding and Removing Goals in a Goal Plan:ProcedureManagers, workers, and Human Resource (HR) specialists can add and remove a performance or development goal to andfrom goal plans when adding or editing the goal by selecting the goal plans to which to add the goal. They can remove a goalfrom a plan by deselecting the plan or deleting the goal. To remove goals from the goal plan, workers can also delete goalsthat were not assigned to them by a manager or HR specialist, and if the goals are not part of a performance document.

Adding Goals to a Goal PlanYou can add goals only to plans that are assigned to a manager hierarchy or individuals. You cannot add goals to aperformance plan that you assign to an organization. If you create a goal plan and assign it both to individuals and anorganization, any goals that you add to the plan will be assigned to the individuals, but not to the organization. Organizationowners add goals to goal plans using the My Organization Goals page. Goals that you add to a worker's goal plan are addedto all that worker's goal plans that have start and end dates that encompass the start, target completion, or actual completiondates, of the goals.

Goals that you add to the goal plan are available to the workers and managers after the plan is submitted. They can edit thegoals to suit the needs of the worker or enterprise.

To add a goal to a plan:

1. In Oracle Fusion Applications, select Navigator - Career - Goals .

2. Select the My Goals tab.

3. Select the subtab that includes the goal to include in a goal plan.

4. Click the link to the goal or click Add Goal to add a new goal.



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5. In the Goal Plan region of the Goal Details subtab, select goal plans to add the goal to those plans.

NoteThe application displays only those existing goal plans that are within the goal dates. To add a goalto a specific goal plan, ensure that you select the goal start date, target completion date, or actualcompletion date that falls within the start and end dates of the plan.

6. Click Submit to submit the changes.

HR specialists can add goals to a goal plan by using the Manage Goal Plan or Mass Assign Goals task available on the GoalManagement work area. To access the Goal Management work area, select Navigator - Career - Goals .

Removing Goals from a Goal PlanFollow these steps:

1. In Oracle Fusion Applications, select Navigator - Career - Goals .

2. Select the My Goals tab.

3. Select the subtab that includes the goal to remove from a goal plan.

4. Click the link to the goal.

5. In the Goal Plan region of the Goal Details subtab, deselect goal plans to remove the goal from those plans.

NoteDepending on the profile option settings, you might need to include the goal in at least one goal plan.

6. Click Submit to submit the changes.

Managers and HR specialists can also delete goals, which removes the goals from any plans. Workers can delete goals thatwere not assigned to them by a manager or HR specialist, and that are not part of a performance document, to remove themfrom any plans.

FAQs for Goal Plans

How can I create goal plans for people who are new to theorganization?You can either add individuals to an existing goal plan, or create a new goal plan and assign it to individuals who are new tothe organization. If you add new goals to an existing plan, the new goals are assigned to everyone to whom the goal plan isassigned.

What happens if I create a goal plan that includes goals from aprevious goal plan?When you create a goal plan containing goals from a previous plan, incomplete goals for each worker from the previous planare included in the new plan with the current status intact. Incomplete goals include those with the status of Not started and



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In progress. If a worker completes a goal in the period after you create the new plan and before the new plan takes effect,the worker or manager must change the goal status manually.

What's the difference between creating a goal plan andcreating the mass assignment request for goals?Use goal plans to assign goals defined within the goal plan period to workers.Mass assign goals is for assigning goals to workers at the same time.

If using mass assignment request to assign goals and goal plans (of the same type and within the same dates) also exists,then the goals are automatically associated to the plan.

Goals included in goal plans are not automatically associated with mass assignment requests.


Glossary

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Glossary

abstract role

A description of a person's function in the enterprise that is unrelated to the person's job (position), such as employee,contingent worker, or line manager. A type of enterprise role.

aligned goals

Two goals that have a relationship with each other where one goal supports the other. It is not necessarily a parent-childrelationship although aligning a goal typically means aligning up to an organizational or manager goal.

competency

Any measurable behavior required by an organization, job, or position that a person may demonstrate in the work context. Acompetency can be a piece of knowledge, a skill, an attitude, or an attribute.

condition

An XML filter or SQL predicate WHERE clause in a data security policy that specifies what portions of a database resourceare secured.

content item

An individual quality, skill, or qualification within a content type that you track in profiles.

content library

A repository of the content types and individual content items that can be associated with person profiles and profiles forworkforce structures such as jobs and positions.

data dimension

A stripe of data accessed by a data role, such as the data controlled by a business unit.

data role

A role for a defined set of data describing the job a user does within that defined set of data. A data role inherits job orabstract roles and grants entitlement to access data within a specific dimension of data based on data security policies. Atype of enterprise role.

data security policy

A grant of entitlement to a role on an object or attribute group for a given condition.

database resource

An applications data object at the instance, instance set, or global level, which is secured by data security policies.

descriptive flexfield

Customizable expansion space, such as fields used to capture additional descriptive information or attributes about an entity,such as customer cases. Information collection and storage may be configured to vary based on conditions or context.


Glossary

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development goal

A goal that is geared toward facilitating the career growth of individuals so that they can perform better in their current job orprepare themselves for advancement.

eligibility profile

A user-defined set of criteria used to determine whether a person qualifies for a benefits offering, variable rate or coverage,compensation plan, checklist task, or other object for which eligibility must be established.

enterprise role

Abstract, job, and data roles are shared across the enterprise. An enterprise role is an LDAP group. An enterprise role ispropagated and synchronized across Oracle Fusion Middleware, where it is considered to be an external role or role notspecifically defined within applications.

entitlement

Grant of access to functions and data. Oracle Fusion Middleware term for privilege.

goal

A performance objective, also known as a quota. The best practice is to make it specific, measurable, achievable, and timebased (SMART). Define your goal (optional) by providing a target number and the unit of measure, either amount or quantity.

goal library

A central repository of reusable goals maintained by the human resource specialist that managers and workers can copy touse for their own goals.

goal plan

A collection of performance or development goals that are grouped by common characteristics, such as a specified timeframe or a particular department that must work on them.

goal plan set

One or more performance goal plans that you assign as a group to a population set.

goal task

An action added to a goal that a worker plans to undertake to help achieve the goal.

HR

Abbreviation for human resource.

job

A generic role that is independent of any single department or location. For example, the jobs Manager and Consultant canoccur in many departments.

job role

A role for a specific job consisting of duties, such as an accounts payable manager or application implementation consultant.A type of enterprise role.


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organization goal

A performance goal that defines the overall objectives of the organization. The goal can be published by any level of anorganization, such as a corporation, division, or department.

organization owner

Manager of an organization who adds and manages goals for the organization to support objectives and strategy of theenterprise.

performance document

Online document used to evaluate a worker for a specific time period. The document contains the content on which theworker is evaluated, which could include goals, competencies, and questionnaires.

performance goal

A results-oriented goal, often using specific targets, to assess the level of a worker's achievement.

person profile

A collection of skills, experience, qualifications, work preferences, and career planning information for a worker.

personal goal

A goal that workers can use to increase their skills, for example, or as draft goals that they can copy to their performance ordevelopment goals. Managers cannot see the personal goals of workers.

role

Controls access to application functions and data.

SQL predicate

A type of condition using SQL to constrain the data secured by a data security policy.

talent pool

A selected group of workers for whom you track training, readiness, or development.

talent pool member

A worker who is added to a talent pool.

talent pool owner

A human resource specialist who can manage a talent pool.

talent review

A series of meetings where organization managers evaluate trends, assess strengths, and address areas of risk for theorganization.


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talent review participant

Person who's invited to attend a talent review meeting.

target outcome

A specific skill, competency, or certification added to a goal that can be achieved or acquired by the successful completion ofthe goal.

XML filter

A type of condition using XML to constrain the data secured by a data security policy.

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