Oracle HCM Cloud: Talent Management: Activity Guide D88713GC10 Edition 1.0 - April 2015 - D90808

THESE eKIT MATERIALS ARE FOR YOUR USE IN THIS CLASSROOM ONLY.
COPYING eKIT MATERIALS FROM THIS COMPUTER IS STRICTLY PROHIBITED
D88713GC10
Activity Guide
Management
Edition 1.0 | April 2015 | D90808

Learn more from Oracle University at oracle.com/education/
Oracle HCM Cloud: Talent
Oracle University and Global Resources for Information Technology use only
THESE eKIT MATERIALS ARE FOR YOUR USE IN THIS CLASSROOM ONLY. COPYING eKIT MATERIALS FROM THIS COMPUTER IS STRICTLY PROHIBITED
Copyright © 2015, Oracle and/or its affiliates. All rights reserved.
Disclaimer
This document contains proprietary information and is protected by copyright and other intellectual property laws. You may copy and
print this document solely for your own use in an Oracle training course. The document may not be modified or altered in any way.
Except where your use constitutes "fair use" under copyright law, you may not use, share, download, upload, copy, print, display,
perform, reproduce, publish, license, post, transmit, or distribute this document in whole or in part without the express authorization
of Oracle.
The information contained in this document is subject to change without notice. If you find any problems in the document, please
report them in writing to: Oracle University, 500 Oracle Parkway, Redwood Shores, California 94065 USA. This document is not
warranted to be error-free.
Restricted Rights Notice
If this documentation is delivered to the United States Government or anyone using the documentation on behalf of the United
States Government, the following notice is applicable:
U.S. GOVERNMENT RIGHTS

The U.S. Government’s rights to use, modify, reproduce, release, perform, display, or disclose these training materials are restricted
by the terms of the applicable Oracle license agreement and/or the applicable U.S. Government contract.
Trademark Notice
Oracle is a registered trademark of Oracle Corporation and/or its affiliates. Other names may be trademarks of their respective
owners.
Authors
Richard Kellam, Sweta Bhagat
Technical Contributors and Reviewers

Lynn Raiser, Hema Hardikar, Jyothi Meruva, Megan Wallace, Lakshmi Venkat,
Claudia Roberts-Hawkins, Andrew Gillibrand, Nancy Lang, Eric Tomanek, Kris Van der Ploeg,
Arkadi Popov, Surlina Yin, Amy Kust, Dena Loverde, Rodaliz Anosa
Editor
Arijit Ghosh
Publishers
Jobi Varghese, Pavithran Adka
This book was published using: Oracle Tutor

Table of Contents
Practices for Lesson 1: Talent Management Course Overview ...................................................................1-1
Practices for Lesson 2: Oracle HCM Cloud and Talent Management Overview .........................................2-1
Practices for Lesson 2: Overview ...................................................................................................................2-2
Instructor Demonstration: Exploring Oracle Fusion Applications Help ...........................................................2-3
Practices for Lesson 3: Security and Functional Setup Manager................................................................3-1
Practice 3-1: Creating an Implementation Project ..........................................................................................3-3
Practice 3-2: Assigning Implementation Tasks ..............................................................................................3-4
Practices for Lesson 4: Define and Manage Workforce Profiles .................................................................4-1
Practice 4-1: Creating a Content Type ...........................................................................................................4-3
Practice 4-2: Creating Content Items .............................................................................................................4-5
Practice 4-3: Adding a New Content Type to the Person Profile Type ...........................................................4-6
Practice 4-4: Adding the New Content Section to a Profile ............................................................................4-8
Practices for Lesson 5: Define and Manage Worker Goal Setting ...............................................................5-1
Practice 5-1: Creating Goals in the Library ....................................................................................................5-3
Practice 5-2: Creating a Performance Goal Plan ...........................................................................................5-4
Practice 5-3: Creating a Goal Plan Set ..........................................................................................................5-7
Practice 5-4: Managing Organization Goals ...................................................................................................5-9
Practice 5-5: Managing Goals for Direct Reports ...........................................................................................5-11
Practice 5-6: Managing Worker's Own Goals.................................................................................................5-13
Practices for Lesson 6: Define Questionnaires .............................................................................................6-1
Practice 6-1: Creating Questions ...................................................................................................................6-3
Practice 6-2: Creating a Questionnaire Template ..........................................................................................6-6
Practice 6-3: Creating a Questionnaire ..........................................................................................................6-10
Practices for Lesson 7: Define and Manage Worker Performance ..............................................................7-1
Practice 7-1: Activity 1 Introduction: Create Performance Roles ....................................................................7-3
Practice 7-2: Creating Eligibility Profiles .........................................................................................................7-4
Practice 7-3: Creating a Performance Process Flow......................................................................................7-6
Practice 7-4: Creating Performance Template Sections ................................................................................7-8
Practice 7-5: Creating a Performance Document Type ..................................................................................7-12
Practice 7-6: Creating a Performance Template ............................................................................................7-13
Practice 7-7: Running the Eligibility Batch Process ........................................................................................7-21
Practice 7-8: Creating a Target Ratings Distribution ......................................................................................7-22
Practice 7-9: Performing a Worker Evaluation ...............................................................................................7-23
Practices for Lesson 8: Manage Succession Plans and Talent Pools ........................................................8-1
Practice 8-1: Activity 1 Introduction: Creating an Incumbent Succession Plan ..............................................8-3
Practice 8-2: Activity 2 Introduction: Creating a Job Succession Plan ...........................................................8-6
Practice 8-3: Activity 3 Introduction: Create a Talent Pool .............................................................................8-9
Practice 8-4: Activity 4 Introduction: Add Succession Candidates to a Talent Pool .......................................8-12
Oracle HCM Cloud: Talent Management Table of Contents

Practices for Lesson 9: Define Talent Review and Review Talent ...............................................................9-1
Practice 9-1: Activity 1 Introduction: Creating a Talent Review Template ......................................................9-3
Practice 9-2: Activity 2 Introduction: Creating a Talent Review Meeting ........................................................9-7
Practice 9-3: Activity 3 Introduction: Preparing Data Content ........................................................................9-10
Practice 9-4: Activity 4 Introduction: Conducting a Talent Review Meeting....................................................9-12
Practice 9-5: Activity 5 Introduction: Reviewing the Action Plan ....................................................................9-16
Practices for Lesson 10: Talent Management Course Summary .................................................................10-1
Appendix A: Instructor Demonstrations ........................................................................................................11-1
Instructor Demonstrations ..............................................................................................................................11-2
Instructor Demonstration L2: Exploring Oracle Fusion Applications Help ......................................................11-3
Instructor Demonstration L3-1: Accessing HCM Reference Manual ..............................................................11-8
Instructor Demonstration L3-2: Creating an Implementation Project .............................................................11-10
Instructor Demonstration L3-3: Assigning Implementation Tasks ..................................................................11-11
Instructor Demonstration L4-1: Viewing Content Types .................................................................................11-12
Instructor Demonstration L4-2: Viewing Content Items ..................................................................................11-13
Instructor Demonstration L4-3: Viewing Educational Establishments ............................................................11-14
Instructor Demonstration L4-4: Viewing Rating Models .................................................................................11-15
Instructor Demonstration L4-5: Viewing Profile Types ...................................................................................11-16
Instructor Demonstration L4-6: Viewing Instance Qualifier Sets ...................................................................11-17
Instructor Demonstration L4-7: Viewing Where Instance Qualifier Sets Are Used ........................................11-18
Instructor Demonstration L4-8: Using the Simplified Interface for Career Planning and Skills and Qualifications
.......................................................................................................................................................................11-19
Instructor Demonstration L4-9: Finding Best Fit .............................................................................................11-20
Instructor Demonstration L5-1: Overview of Goal Management ....................................................................11-21
Instructor Demonstration L5-2: Creating Goal Descriptive Flexfield ...............................................................11-25
Instructor Demonstration L5-3: Viewing Goals Profile Options ......................................................................11-28
Instructor Demonstration L5-4: Using the Simplified Interface for Goals ........................................................11-29
Instructor Demonstration L6-1: Reviewing Lookups for Manage Questionnaires ...........................................11-31
Instructor Demonstration L6-2: Reviewing Questions ....................................................................................11-32
Instructor Demonstration L7-1: Performance Document ...............................................................................11-33
Instructor Demonstration L7-2: Increasing the Number of Future Years for Which to Display Performance
Documents Profile Option ..............................................................................................................................11-36
Instructor Demonstration L7-3: Creating Talent Eligibility Profiles.................................................................11-37
Instructor Demonstration L7-4: Performance and Potential Box Chart Labels ...............................................11-39
Instructor Demonstration L7-5: Using the Simplified Interface for Performance Management .......................11-40
Instructor Demonstration L8-1: Reviewing Readiness Category Lookups .....................................................11-42
Instructor Demonstration L8-2: Succession Management ..............................................................................11-43
Instructor Demonstration L8-3: Talent Pools ..................................................................................................11-46
Instructor Demonstration L9-1: A Talent Review ............................................................................................11-49
Instructor Demonstration L9-2: Talent Review Notification Setup ..................................................................11-54
Oracle HCM Cloud: Talent Management Table of Contents

Practices for Lesson 1:
Talent Management Course
Overview
Chapter 1
Practices for Lesson 1: Talent Management Course Overview

Chapter 1 - Page 1
Practices for Lesson 1

Practices Overview
There are no practices for this lesson.
Practices for Lesson 1: Talent Management Course Overview

Chapter 1 - Page 2
Oracle HCM Cloud and Talent
Management Overview
Chapter 2
Practices for Lesson 2: Oracle HCM Cloud and Talent Management Overview
Chapter 2 - Page 1
Practices for Lesson 2: Overview

Practices Overview
In this demonstration, your instructor demonstrates how to use Oracle Fusion Applications Help.
Chapter 2 - Page 2
Instructor Demonstration: Exploring Oracle Fusion Applications Help

Demonstration Overview
In this demonstration, your instructor explores the user assistance for Oracle
Fusion Applications.
User assistance includes:
• Contextual assistance on applications pages, which you access by:
− Hovering over an icon or field
− Clicking in a field
• Oracle Fusion Applications Help, which contains several browsing and search tools to
assist you in finding:
− Relevant topics
− Functional and implementation guides
Think of these two approaches to user assistance as embedded learning tools.

Using Oracle Fusion Applications Help, you can find more information about the setup tasks
covered in this course.
• Go to the Performance Template: <Performance Template Name> page and review
the contextual help.
• Identify and use the primary ways to access Oracle Fusion Applications Help.
• Use the Search by Functional Setup navigator to find Workforce Development, Define
Worker Goal Setting.
• Search for time periods and view the retrieved topics.
• Use the Guides link to identify what guides are available.
Demonstration Assumption
• Time: < 30 minutes
Demonstration Tasks
Sign In and Navigate

1. Sign in as hcm_impl or hcm_impl1.
2. Click the Navigator icon to open the Navigator page.
3. Under Tools, click Setup and Maintenance to open the Setup and Maintenance work
area.
4. You control when Help appears on application pages. In the global area, click the Help
icon, the question mark, next to the user name in the upper right of the page. The icon turns
an orange color when Help is turned on.
Note: Once the ? icon appears after you click the Show Help icon, it might take several
clicks on the Help icon for the info to appear the first time.
Chapter 2 - Page 3
Explore Contextual Page-Level Help

With Help turned on, you see field-level terminology definitions and information about selections
or entries. You also see more comprehensive contextual help related to the page or section.
1. In the All Tasks tab Name field, enter, enter define worker perf.
2. Click Search.
3. Expand Define Worker Performance.
4. In the Manage Performance Templates row, click Go to Task to open the Manage
Performance Templates page.
5. Click Search.
6. In the Search Results section, click the Annual Evaluation performance template, or any
other available template, to open the Performance Template: <Performance Template
Name> page.
7. In the Eligibility Profile section, in the Required column header, point to ?.
This type of help provides a definition of the prompt or label for the user interface
component.
8. Hover over the Set the minimum number for each participant role check box.
This type of help clarifies the information that you should enter into editable fields or informs
you about data usage, such as the effect on downstream processing.
9. In the Performance Template: <Performance Template Name> page header, click the Help
icon button to open the help dialog box. The application displays contextual help, which can
include links to nonembedded help related to that page or section.
Explain that:
• Clicking a link causes a brief summary of the topic to appear.
• Clicking More refreshes the dialog box with that topic at the top and the other links now
listed in the following More Topics section.
10. Point to, and then click, Creating a Performance Template: Worked Example to open a
brief summary of the topic.
11. Click More to open the entire Creating a Performance Template: Worked Example topic.
12. Point to the More Topics section, which displays topics related to Creating a Performance
Template: Worked Example.
13. If none of the topic links seem to answer your question, click More Help to open a new
browser window with Oracle Fusion Applications Help. This page lists topics that are related
to the relevant business process.
14. Close the browser tab to return to the Creating a Performance Template: Worked Example
help topic.
15. Click Close to return to the Performance Template: <Performance Template Name> page.
Explore Oracle Fusion Applications Help

1. On the Settings and Actions menu (accessed by clicking the user name in the global
area), select Applications Help... to open a new browser tab with Oracle Fusion
Applications Help.
You can use the following global area filters to search for topics of interest.
• All
• Business Processes
• Products
• Common Tasks
Chapter 2 - Page 4
All
Use the search field to find topics with titles and abstracts that contain key words.
Use the Explore menu to quickly view frequently accessed application topics, including Signing
In and Getting Started, which introduces you to basic application navigation, page types, and
task access and search methods.
Use the Learn menu to quickly find guides and videos, courses, integration assets, and the
OTN community.
Business Processes
Click Business Processes to search for topics by business process or detailed business
process.
1. On the Business Processes page under Human Resources Management, hover over a link
to see a list of detailed business processes.
The majority of the detailed business processes relate to functional user tasks. The Set Up
detailed business processes contain implementation detailed processes.
2. Click the Set Up detailed business process for this course.
• Further refine your search results using the additional filters now available: Business
Process, Help Type, Language, Source, and Country.
Example: Show the Business Process menu, which lists the available implementation
detailed processes.
• Discuss the search results.
3. Show the Business Processes menu.
Point out how you can refine the search results by changing your business process
selections.
4. Show the Help Type menu.
• Point out how you can refine the search results to show specific types of help, such as
examples, help topics, or videos.
• Point out how each help type identifies how many of the search results match the type
filters.
5. Show the Language menu.
6. Show the Source menu.
See which search results were created by Oracle and which ones are customized or
created by your organization.
7. Show the Country menu.
Quickly identify any search results that are localized for a specific country.
Products
Click Products to search for topics by product.
1. In the Human Capital Management section, click the link for Goal Management.
• Point out that Products, along with the same additional filters as under Business
Processes are now available: Help Type, Language, Source, and Country.
2. Show each filter menu and compare and contrast with the results from the Business
Processes page.
Chapter 2 - Page 5
Common Tasks
Click Common Tasks to search for topics related to tasks that are common across Oracle
Fusion applications.
1. Click the Navigation link.
• Further refine your search results using the additional filters now available: Common
Tasks, Help Type, Language, Source, and Country.
Processes and Products pages.
3. Close the Fusion Applications Help browser window to return to the Performance Template:
<Performance Template Name> page.
4. On the Performance Template: <Performance Template Name> page, click Cancel.
5. Click Done to return to the Setup and Maintenance page.
Contextual field, section, and page-level help as well as Oracle Fusion Applications Help user
assistance supports your learning, and is never more than a few clicks away!
Explore Oracle Help Center

Oracle Help Center contains the most current product documentation, including links to relevant
My Oracle Support documents as well as product and service pages on the www.oracle.com
web site.
1. Open a new browser tab.
2. In the address bar, enter cloud.oracle.com to open the Oracle Cloud page.
3. On the global area Resources menu under More Resources, select for Business Users.
Point out the sections of information on this page, such as Customer Connect and Forums.
4. In the Documentation / Help section, click Cloud Documentation.
Point out the Get Started, Applications, Platform, and Marketplace tabs, which enable
you to filter the help content.
5. Select the Applications tab.
6. Under Human Capital Management, click Talent Management Cloud.
Point out the content filters in the left pane: Get Started, Tasks, Videos, and Books.
Tasks is the header for more specific content filters: Use, Administer, Report and
Analyze, Collaborate, and Secure.
7. On the Get Started page, point out the various sections and the associated links.
8. Under Release Readiness, right-click Review release readiness content and select Open
Link in New Tab.
• Point out how the left pane groups release readiness links by Human Capital
Management business process.
• Point out the content area sections, such as Spotlights, What's New, and Release
Content Documents.
9. Close the new tab.
10. Under Implement Oracle Talent Management Cloud Service, right-click Review the system
requirements and select Open Link in New Tab.
Point out that the page that opens is from the Oracle Products and Services web site.
Chapter 2 - Page 6
12. Click each link in the left pane and compare and contrast sections and content-area links
with the content shown using the other links in the left pane.
• On the Tasks > Use page, point out that most, if not all, of the links open specific
chapters or topics within the relevant user guide.
• On the Tasks > Administer page, point out that many of the links open specific
chapters or topics within the relevant implementation guides.
Some links open other documents or pages, such as Review Release Update
Bundle documents in the Maintain and Update section, which opens a My Oracle
Support document.
• On the Books page, implementation guides are listed under the Setup section and
user guides are listed under the User section.
Chapter 2 - Page 7
Chapter 2 - Page 8
Security and Functional
Setup Manager
Chapter 3
Practices for Lesson 3: Security and Functional Setup Manager

Chapter 3 - Page 1

Practices Overview
In these practices, you create an implementation project and assign implementation tasks.

Chapter 3 - Page 2
Practice 3-1: Creating an Implementation Project

Overview
In this practice you use the Manage Implementation Project task to create your student
implementation project.
Assumptions
• You have the Application Implementation Manager or Application Implementation
Consultant role, which is required to create an implementation project.
• Sign in as hcm_implX, replacing X with the number assigned to you by your instructor.
• Replace XX with your student number, as indicated by your instructor.
Tasks

1. Ensure that you are signed in as hcm_implX.
2. On the Navigator menu, select Setup and Maintenance to open the Setup and
Maintenance work area
Creating an Implementation Project

1. In the Tasks pane, click Manage Implementation Projects to open the Manage
Implementation Projects page.
2. On the Search Results section toolbar, click the Create icon to open the Create
Implementation Project: Enter Basic Information page.
a. In the Name field, enter XX Talent.
b. Press Tab.
c. Confirm that the project is automatically assigned to hcm_implX.
3. Click Next to open the Create Implementation Project: Select Offerings to Implement page.
a. In the Workforce Development row, select Include, which causes the business
process to expand.
b. In the Worker Goal Setting, Questionnaires, Worker Performance, Talent Review,
Succession Management, and Human Resources Business Intelligence Analytics
rows, select Include.
4. Click Save and Open Project to open the Implementation Project: XX Talent page.
At this point, you should have created and saved the XX Talent project, which was automatically
assigned to hcm_implX.

Chapter 3 - Page 3
Practice 3-2: Assigning Implementation Tasks

Overview
In this practice, you assign implementation project tasks to Your.Implementor so that they
appear in your Assigned Implementation Tasks tab.
Assumptions
Tasks

2. Ensure that you are on the Implementation Project: XX Talent page.
Assign Implementation Tasks

1. In the Task Lists and Tasks section, select the Workforce Development row.
2. Click Assign Tasks to open the Assign Tasks dialog box.
3. Click the Select and Add icon to open the Select and Add: Users dialog box.
4. In the User ID field, enter hcm_implX.
5. Click Search.
6. Click the hcm_implX row.
7. Click Done to return to the Assign Tasks dialog box.
8. Click Save and Close to return to the Implementation Project: XX Talent page.
9. Click Done to return to the Manage Implementation Projects page.
10. Click Done to return to the Setup and Maintenance work area, Overview page, All Tasks
tab.
11. Select the Assigned Implementation Tasks tab.
12. In the Task List column, click Sort Ascending.
13. Select the Implementation Projects tab.
14. Click XX Talent.
15. Expand Define Worker Performance to verify that the setup tasks are assigned to
hcm_implX.
At this point, you should have assigned to yourself all of the implementation tasks for your
project.

Chapter 3 - Page 4
Define and Manage
Workforce Profiles
Chapter 4
Practices for Lesson 4: Define and Manage Workforce Profiles

Chapter 4 - Page 1

Practices Overview
In these practices, you create a content type, content items, add a new content type to the
person profile type, and add the new content section to a profile.

Chapter 4 - Page 2
Practice 4-1: Creating a Content Type

Overview
In this practice, you create a content type.
Assumptions
Tasks

3. Ensure that you have the Workforce Development - Define Common Applications
Configuration for Human Capital Management - Define Workforce Profiles - Define
Talent Profile Content task list expanded.
4. In the Manage Profile Content Types task row, click Go to Task to open the Manage
Content Types page.
Create a Content Type

1. On the Search Results section toolbar, click Create to open the Create Content Type
page.
a. In the Code field, enter XX Citizenship.
b. In the Name field, enter XX Corporate Citizenship.
c. In the Description field, enter Content type to track corporate citizenship
activities.
d. On the Field Properties section toolbar, click Add.
e. In the Field Name field, select ITEM_DATE_1.
f. In the Label field, enter Date of Participation.
g. On the Field Properties section toolbar, click Add.
h. In the Field Name field, select ITEM_TEXT_20.
i. In the Label field, enter Project Name.
j. Click Save, which causes the Confirmation dialog box to open.
k. Click OK to open the Edit Content Type page.
2. Select the Subscribers tab.
a. On the toolbar, click Add.
b. In the Code field, select TM.
c. Repeat steps 2-a through 2-b to add subscriber codes HRMS and HRMSSPC.
d. Click Save and Close to return to the Manage Content Types page.
3. Click Done to return to the Setup and Maintenance work area, the Implementation Project:
XX Talent page.
4. In the Manage Profile Content Types task row, click Edit Status to open the Edit Status
dialog box.

Chapter 4 - Page 3
5. In the Status field, select Completed.

6. Click Save and Close to return to the Setup and Maintenance work area, the
Implementation Project: XX Talent page.
At this point, you should have created the XX Corporate Citizenship content type.

Chapter 4 - Page 4
Practice 4-2: Creating Content Items

Overview
In this practice, you create a content item.
Assumptions
Tasks

4. In the Manage Profile Content Items task row, click Go to Task to open the Manage
Content Items page.
Create Content Items

1. On the Search Results section toolbar, click Create to open the Create Content Item
dialog box.
a. In the Content Type field, select XX Corporate Citizenship.
b. In the Content Item field, enter Environmental Responsibility.
c. Click Continue to open the Create Content Item page.
Use the Create Content Item page to enter the details for the content item, based on
the field properties that you set up for the content item.
d. In the Item Code field, enter Env.
e. Click Save and Close to return to the Manage Content Items page.
f. Repeat steps 1-b through 1-e to create the following content items:
• Content Item: Social Responsibility; Item Code: Social
• Content Item: State Citizenship; Item Code: State Ctznshp
2. Click Done to return to the Setup and Maintenance work area, Implementation Project: XX
Talent page.
3. In the Manage Profile Content Items task row, click Edit Status to open the Edit Status
dialog box.
5. Click Save and Close to return to the Setup and Maintenance work area, Implementation
Project: XX Talent page.
At this point, you should have created the Environmental Responsibility, Social Responsibility,
and State Citizenship content items for the Corporate Citizenship content type.

Chapter 4 - Page 5
Practice 4-3: Adding a New Content Type to the Person Profile Type
Overview
In this practice, you a new content type to the person profile type.
Assumptions
Tasks

Talent Profiles task list expanded.
4. In the Manage Profile Types task row, click Go to Task to open the Manage Profile Types
page.
Add a New Content Type to the Person Profile Type

1. In the Search Results section, select the PERSON row.
2. On the Search Results section toolbar, click Edit to open the Edit Profile Type page.
3. On the Content Sections section toolbar, click Add Content Section to open the Add
Content Section dialog box.
4. Click XX Corporate Citizenship to return to the Edit Profile Type page.
5. In the Content Sections section, click the XX Corporate Citizenship link to open the
Content Section page.
Use the Content Section page to edit the properties of the content section
Note: You must add properties that are more suitable for how the content section appears
on a profile, as opposed to how you want to capture information for the content type in the
content library.
6. On the Content Properties section toolbar, click Add.
a. In the Column Name field, select ITEM_DATE_1.
b. In the Label field, enter Date of Participation.
c. In the Display field, select Both.
d. Click Add again on the Content Properties section toolbar.
e. In the Column Name field, select ITEM_TEXT30_6.
f. In the Label field, enter Participation Status.
g. In the Display field, select Both.
h. In the Value Set Name field, enter HRT_TASK_STATUS.
Note: HRT_TASK_STATUS is an existing lookup.
i. Click Add again on the Content Properties section toolbar.
j. In the Column Name field, select ITEM_TEXT240_1.

Chapter 4 - Page 6
k. In the Label field, enter Description of Participation.

l. In the Display field, select Both.
7. On the Content Section Access section toolbar, click Add.
Note: In the Content Section Access section, set up access for employees to be able to
edit the section, and for managers and HR specialists to view it.
a. In the Role field, select Employee.
b. Select Update.
c. Repeat steps 7a through 7b and add roles HR Specialist and Manager and select
Update for both roles.
d. Click OK to return to the Edit Profile Type page.
8. Click Save and Close to return to the Manage Profile Types page.
Talent page.
10. Click Edit Status to open the Edit Status dialog box.
At this point, you should have added the XX Corporate Citizenship content type to the Person
profile type.

Chapter 4 - Page 7
Practice 4-4: Adding the New Content Section to a Profile

Overview
In this practice, you add the new content section to a worker profile.
Assumptions
Tasks

1. In the simplified user interface, sign in as Ian.Hunter.
2. Select Navigator to open the Navigator page.
Add the New Content Section to a Profile

1. Under Talent Management, select Profiles to open the Search: Profiles page.
2. On the Person Profiles tab, click Advanced Search.
3. In the Name field, enter John.
4. Click Search.
5. In the Search Results section, click Schneider, John to open the Edit Profile page.
6. Select the Profiles Details tab.
7. In the Content Type drop-down list, select XX Corporate Citizenship.
8. Click the Add button to open the Select and Add dialog box.
a. In the Name field, enter Social.
b. Click Search.
c. Select the Social Responsibility row.
d. Click OK to return to the Edit Profile page. The content item, Social Responsibility
has been added to John's profile. You can now enter details about the social
responsibility activities that John participates in.
9. On the Content type to track corporate citizenship activities section toolbar, click Add
to open the Select and Add dialog box.
a. In the Name field, enter State Citizenship.
b. Click Search.
c. Select the State Citizenship row.
d. Click OK to return to the Edit Profile page. The content item, State Citizenship has
been added to John's profile. You can now enter details about the state citizenship
activities that John participates in.
10. On the Content type to track corporate citizenship activities section toolbar, click Add
again to open the Select and Add dialog box.
a. In the Name field, enter Environmental Responsibility.
b. Click Search.
c. Select the Environmental Responsibility row.
d. Click OK to return to the Edit Profile page. The content item, Environmental
Responsibility has been added to John's profile. You can now enter details about the
environmental responsibility activities that John participates in.

Chapter 4 - Page 8
11. When you are finished, click Save, which causes the Confirmation dialog box to open.
12. Click OK.
13. Click the More icon (red box) in the Name field before the name of John Schneider on the
Edit Profile page.
14. Click View Portrait in John Schneider's more information dialog box. You add new content
sections to the Experience and Qualifications card.
15. Find and select the Experience and Qualifications card.
XX Corporate Citizenship is now included on John's Experience and Qualifications card.
At this point, you should have added new content sections to the Experience and
Qualifications card of John Schneider.

Chapter 4 - Page 9

Chapter 4 - Page 10
Define and Manage Worker
Goal Setting
Chapter 5
Practices for Lesson 5: Define and Manage Worker Goal Setting

Chapter 5 - Page 1

Practices Overview
In these practices, you create goals in the Library, and create a performance goal plan and a
goal plan set, and manage organization goals, goals for direct reports, and a worker’s own
goals.

Chapter 5 - Page 2
Practice 5-1: Creating Goals in the Library

Overview
In this practice, you create two goals in the goal library and add a target outcome to the goals.
Assumptions
Tasks

1. Ensure that you are signed in as Ian.Hunter.
2. In the simplified user interface, select Performance and Career to open the Skills and
Qualifications page.
Create Goals in the Library

1. Click the Goals icon to the left of the page to open the Goals page.
2. Click More Goals to open the Goal Management work area.
3. In the Tasks pane, click Manage Goal Library to open the Manage Goal Library page.
4. On the Search Results region toolbar, click Add to open the Add goal page.
5. In the Goal Name field, enter XX Complete Java Implementation Training.
6. In the Description field, enter Complete training and demonstrate ability to incorporate
concepts into product line.
7. In the Start Date field, enter the current date.
8. Expand the Success Criteria and Additional Details section and in the Success Criteria
field, enter Complete training and demonstrate ability to incorporate concepts into
product line.
9. Select the Target Outcome tab.
10. Click Add, and then select the Competencies action to open the Search and Select:
Competencies dialog box.
11. In the Name field, enter Problem Solving.
12. Click Search.
13. Select the row for Problem Solving in search results.
14. Click OK to return to the Add Goal page.
15. Click Save and Close.
16. In the Confirmation dialog box, click OK.
17. Repeat steps 4 through 15 to create a goal of your own. Be sure to preface the goal name
with XX to easily locate it.
At this point, you should have created two goals in the goal library.

Chapter 5 - Page 3
Practice 5-2: Creating a Performance Goal Plan

Overview
In this practice, you create a performance goal plan.
Assumptions
Tasks

5. In the Tasks pane, click Manage Goal Plans to open the Manage Goal Plans page.
Create a Performance Goal Plan

1. On the Search Results region toolbar, click Create Goal Plan and select the Performance
action to open the Create Performance Goal Plan: Goal Plan Details page.
a. In the Goal Plan Name field, enter XX <current year> Performance Goal Plan.
b. In the Start Date field, enter the current date.
c. In the End Date field, enter one year from the current date.
d. Ensure that Enable Weight, Include in Performance Document, and Associate
Goal Automatically check boxes are selected.
e. Click Next to open the Create Goal Plan: Organization Assignment page.
Note: Do not create an Organization Assignment goal plan.
f. Click Next to open the Create Goal Plan: Worker Assignment page.
g. In the Workers region, click Search and Select to open the Search and Select:
Worker dialog box.
h. In the Department field, enter the department Learning US to which John Schneider
belongs.
i. Click Search.
j. Select the row for Schneider, John.
k. Click Done to return to the Create Goal Plan: Worker Assignment page. The selected
worker is displayed in the Workers region.
2. In the Goals region, click Create to open the Add Performance Goal page.
a. In the Goal Name field, enter XX Increase Sales by 10 Percent.
b. In the Description field, enter Increase sales by 10 percent for the period over the
previous year.
c. In the Start Date field, leave the current date.
d. In the Target Completion Date field, leave the future date.

Chapter 5 - Page 4
e. In the Success Criteria field, enter The total of all sales contracts are increased 10
percent over the previous year.
f. In the Level field, select Target.
g. In the Category field, search for and select Revenue.
h. Select the Measurements tab.
Note: The Measurements tab is displayed only when the profile option ‘Multiple
Measurements for Goals Enabled’ is set to Yes.
1) From the drop-down list select Quantitative.
2) In the Unit of Measurement field, select Currency.
3) In the Target Type field select Maximum.
4) In the Calculation Rule field, select Average.
5) Click Add.
6) In the Name field of the Measurement Details section, enter Sales Recording.
7) Click Add again.
8) In the Name field of the Measurement Details section, enter New or Renewal
License Revenue.
i. Select the Tasks tab.
1) Click Add.
2) In the Name field, enter Increase sales calls by 20 percent.
3) In the Type field, select Other.
4) In the Start Date field, leave the current date.
5) In the Target Completion Date field, enter one year from the current date.
6) In the Priority field, select High.
j. Click Save and Close to return to the Create Goal Plan: Worker Assignment page.
3. In the Goals region, click Create again to open the Add Performance Goal page.
a. In the Goal Name field, enter XX Decrease Travel Expenses by 20 Percent.
b. In the Description field, enter Decrease travel expenses for the period by 20
percent over the prior year.
c. Ensure that the Goal Details tab is selected.
2) In the Target Completion Date field, leave the future date.
3) In the Success Criteria field, enter The total of travel expenses is decreased
by 20 percent from the previous 12 months.
4) In the Level field, select Target.
5) In the Category field, search for and select Revenue.
d. Select the Measurements tab.
1) From the drop-down list select Quantitative.
2) In the Unit of Measurement field, select Currency.
3) In the Target Type field select Minimum.
4) In the Calculation Rule field, select Sum.
5) Click Add.
6) In the Name field of the Measurement Details section, enter Employee Travel
Expenses.

Chapter 5 - Page 5
7) Click Add again.

8) In the Name field of the Measurement Details section, enter Contractor Travel
Expenses.
e. Select the Tasks tab.
1) Click Add.
2) In the Name field, enter Use new Vision travel service for all travel booking.
3) In the Type field, select Other.
5) In the Target Completion Date field, enter a future date.
6) In the Priority field, select High.
f. Click Save and Close to return to the Create Goal Plan: Worker Assignment page.
4. Click Next.
5. In the Warning dialog box, click Yes to open the Create Goal Plan: Review page.
Review and Submit the Performance Goal Plan

1. Review your entire goal plan, and click Submit to open the Manage Goal Scheduled
Process page.
2. In the Warning dialog box, click Yes.
3. Click Submit to submit the process as soon as possible.
4. In the Confirmation dialog box, click OK to return to the Manage Goal Scheduled Process
page.
5. Click Done to open the Create Goal Plan: Review page.
View Assignment Results

1. In the Schedule Status section, click Assignment Results.
2. In the Process Name field, select the goal plan assignment with date and time stamp when
you submitted the goal plan.
3. View the result of the goal plan assignment.
At this point, you should have created, reviewed, submitted, and viewed the result of assigning
a performance goal plan.

Chapter 5 - Page 6
Practice 5-3: Creating a Goal Plan Set

Overview
In this practice, you create a goal plan set.
Assumptions
Tasks

5. In the Tasks pane, click Manage Goal Plan Sets to open the Manage Goal Plan Sets
page.
Create a Goal Plan Set

1. On the Search Results region toolbar, click Create Goal Plan Set to open the Create Goal
Plan Set: Goal Plan Set Details page.
a. In the Goal Plan Set Name field, enter XX <current year> Goal Plan Set.
b. In the Start Date field, enter the date 01/01/2015.
c. In the End Date field, enter one year from the current date.
d. Click Next to open the Create Goal Plan Set: Worker Assignment page.
e. In the Workers region, click Search and Select to open the Search and Select:
Worker dialog box.
f. In the Department field, enter the department Learning US to which the manager Matt
Wagner belongs.
g. Click Search.
h. Select the row for Wagner, Matt.
i. Click Done to return to the Create Goal Plan Set: Worker Assignment page. The
selected worker is displayed in the Workers region.
j. In the Assignees column for Wagner, Matt select Self and direct reports.
2. In the Goal Plans region, click Search and Select to open the Search and Select: Goal
Plans dialog box.
a. Click Search to display all performance goal plans active within the specified time
period for the goal plan set.
b. Select the row for XX <current year> Performance Goal Plan and Functional Goal
Plan 2014.
Note: Use Ctrl to select multiple goal plans.
c. Click OK to return to the Create Goal Plan Set: Worker Assignment page.
d. In the Weight Column for each goal plan, enter 50.

Chapter 5 - Page 7
3. Click Next to open the Create Goal Plan Set: Review page.
Review and Submit the Goal Plan Set

1. Review your entire goal plan set, and click Submit to open the Manage Goal Scheduled
Process page.
2. Click Submit to submit the process as soon as possible.
3. In the Confirmation dialog box, click OK to return to the Manage Goal Scheduled Process
page.
4. Click Done to open the Create Goal Plan Set: Review page.
View Assignment Results

1. In the Schedule Status section, click Assignment Results.
2. In the Process Name field, select the process name for the goal plan set assignment with
date and time stamp when you submitted the goal plan set.
3. View the result of the goal plan set assignment.
At this point, you should have created, reviewed, submitted, and viewed the result of assigning
a goal plan set.

Chapter 5 - Page 8
Practice 5-4: Managing Organization Goals

Overview
In this practice, you manage, assign, and publish organization goals.
Assumptions
Tasks

1. Ensure that you are signed in as Matt.Wagner.
Add Organization Goals

1. Select the My Organization Goals tab.
2. In the View field, ensure that Current Goals is selected.
3. Click Add Goal to open the Add Organization Goals dialog box.
4. Select Add from goal library.
5. In the Goal Name field, select Search to open the Search and Select: Goals dialog box.
6. In the Goal Name field, enter XX Complete Java Implementation Training.
7. Click Search.
8. In the search result, select the row for XX Complete Java Implementation Training.
9. Click OK to return to the Add Organization Goals dialog box.
10. Click Save and Add Another.
11. Repeat steps 3 through 10 and enter the name of the second goal you created in the
Creating Goals in the Library practice.
13. In the Confirmation dialog box, click OK to return to the Organization Goals page.
Assign the Organization Goal

1. On the Organization Goals page, select the row for the goal XX Complete Java
Implementation Training.
2. Click Assign to open the Assign Goal dialog box.
3. Select Allow workers to update goals.
4. In the Assignees field, select All direct reports.
5. Click Assign.

Chapter 5 - Page 9
Publish the Organization Goal

1. Click the link for the second goal that you created in the Create Goals in the Library practice
to open the Edit Organization Goal page.
2. Add any additional goal details you desire.
3. Select the Publish and Assign tab.
4. In the Publish section, select Publish goal.
Review the Result for Current Goals

1. Review the result for the current goals in the Goal Alignment Summary and Goal
Progress Summary sections.
At this point, you should have managed, assigned, and published organization goals, and
reviewed results of current goals.

Chapter 5 - Page 10
Practice 5-5: Managing Goals for Direct Reports

Overview
In this practice, you manage and set goals for your direct reports.
Assumptions
Tasks

View Performance Goals of a Direct Report

1. Select the My Workers' Goals tab to open the My Workers' Goals: Direct Reports page.
2. Select the Performance Goals tab.
3. In the Group By field ensure that the Worker option is selected.
4. In the View field, ensure that the Current Goals option is selected.
5. Expand the view for Schneider, John, and review the goals that are listed.
View Direct Reports Assigned to a Performance Goal

1. In the Group By field, select Goal to determine which workers are assigned a particular
goal.
2. In the View field, ensure that the Current Goals option is selected.
3. In the Workers' Goals column, expand the down arrow for a goal to review the workers the
goal is assigned to.
View Development Goals of a Direct Report

1. Select the Development Goals tab.
2. In the Group By field, select Worker, if not already selected.
3. In the Workers’ Goals column, expand the view for Schneider, John. Review any existing
development goals.
Add and Assign a Development Goal to a Direct Report

1. Click Add Goal to open the Add Development Goal dialog box.
2. Select New Goal to add a new goal.
3. In the Goal Name field, enter XX Acquire Social Networking Certification.
4. In the Description field, enter Complete training to use social networking effectively at
work.
5. In the Start Date field, leave the current date.

Chapter 5 - Page 11
6. In the Target Completion Date field, enter one year from today’s date.
7. In the Assignees field, select Schneider, John.
8. Ensure that the Allow Workers to Update Goals check box is selected.
9. Click More Details to open the Add Development Goal page.
10. Select the Goal Details tab, if not already selected.
11. In the Success Criteria field, enter Successfully completes training and starts a
minimum of two conversations relating to work.
12. In the Level field, select Target.
14. In the Confirmation dialog box, click OK to return to the My Workers' Goals: Direct Reports
page.
Update a Development Goal for the Worker

1. In the Group By field, select Worker, if not already selected.
2. Click Schneider, John to open the Goals page for John.
3. Select the Development Goals tab to update a goal for John.
4. In the Goal Name column, click the link to the goal XX Acquire Social Networking
Certification to open the Edit Development Goal page.
5. In the Status field, select In progress.
6. In the Completion Percentage field, select 25.
8. In the Confirmation dialog box, click OK to return to My Workers' Goals: Direct Reports
page.
Share a Performance Goal with a Direct Report

1. Select the My Goals tab to open the Goals page and view your own goals.
2. Review the published organization goals and shared goals, if any, in the Contextual region
at the right.
3. Click Add Goal to open the Add Performance Goal dialog box.
5. In the Goal Name field, search for and select Learn Chinese.
7. In the Confirmation dialog box, click OK to return to the Goals page.
8. Select the row for the goal Learn Chinese.
9. Click Share to open the Share Goal dialog box.
Note: If approval is enabled, the Learn Chinese goal is saved as draft and can be shared
only when approved by the manager.
10. In the Department field, enter Learning US, the name of the department for John
Schneider, and click Search.
11. Select the row for Schneider, John.
12. Select Share tasks.
13. Click Done.
At this point, you should have managed and set goals for your direct reports.

Chapter 5 - Page 12
Practice 5-6: Managing Worker’s Own Goals

Overview
In this practice, you manage your own goals as a worker.
Assumptions
Tasks

1. Ensure that you are signed in as John.Schneider.
View a Worker's Own Goals

1. Select the Performance Goals tab, if not already selected.
2. In the View field, select Current Goals to view all your current goals.
3. In the View field, select XX <current year> Performance Goal Plan to see all the goals in
the goal plan.
Note: The number of goal plans that you view depend on the
HRG_PLAN_NUMBER_HOMEPAGE profile option settings. If you don’t see your goal plan,
from the toolbar select View > Saved Search > Show Search Criteria. In the Goal Plan
Name field, select the goal plan. Click Search and then click OK to view goals included in
that goal plan.
Align an Organization Goal to a Worker's Own Goal

1. In the Organization Goals section of the Contextual region, click an organization goal to
open the Goal Details dialog box.
2. Click Align to This Goal to open the Align to Goal dialog box.
3. Select a goal and click Align.
Complete a Performance Goal

1. Click the XX Complete Java Implementation Training goal to open the Edit Performance
Goals page.
2. Review the goal details. In the Goal Plan section, note the goal plans that are selected that
indicate that the goal belongs to those goal plans.
3. In the Success Criteria and Additional Details region, note the Aligned to Goal field
indicating if the goal is aligned to another goal.
5. In the Actual Completion Date field, enter the current date.
6. Edit any other fields as desired.

Chapter 5 - Page 13

Note: If approvals are enabled, the message indicates that the goal must be approved by
the manager.
9. Click the XX Complete Java Implementation Training goal.
10. On the Edit Performance Goals page, note that many fields are no longer editable.
At this point, you should have managed your own goals as a worker.

Chapter 5 - Page 14
Practices for Lesson 6: Define Questionnaires

Chapter 6 - Page 1
Chapter 6

Define Questionnaires

Practices Overview
In these practices, you create questions, a questionnaire template, and a questionnaire from
that template.

Chapter 6 - Page 2
Practice 6-1: Creating Questions

Overview
In this practice, you create a folder in the question library and add questions to this folder for
use in questionnaires that you create in the following practices.
Assumptions
Tasks

3. Ensure that you have the Workforce Development - Define Questionnaires task list
expanded.
4. In the Manage Question Library row, click Go to Task to open the Manage Questions
page.
Create Folder
1. In the Folders section, select Question Library.
2. Click the Create icon to open the Create Folder dialog box.
3. In the Folder field, enter XX Performance Evaluation Questions.
4. Click OK.
5. In the Folders section Question Library field, select XX Performance Evaluation
Questions.
Create First Question

1. On the Search Results section toolbar, click Create to open the Create Question page.
a. In the Status field, select Active.
b. In the Privacy field, select Public.
c. In the Subscriber field, select Performance 360.
d. In the Question Type field, select Text.
e. In the Question Text field, enter XX Describe the person's contributions to the
team.
f. In the Response section Presentation field, select Plain Text Box.
g. In the Minimum Length field, enter 20.
h. In the Maximum Characters field, enter 2000.
i. Click Preview to open the Preview dialog box.
j. Review your question in the Preview dialog box.
k. Click OK to return to the Create Question page.
3. Click Save and select Save and Close, which causes the Confirmation dialog box to open.
4. Click OK to return to the Manage Questions page.

Chapter 6 - Page 3
Create Second Question

a. Select the values in the fields as shown in the table.
Field Value
Status Active
Privacy Public
Subscriber Performance 360
Question Type Single Choice
b. In the Question Text field, enter XX Overall, how would you rate this person's
performance for the past year?
c. In the Response section Presentation field, select Single Choice from List.
d. In the Rating Model field, select Performance Rating Model.
e. Click Preview to open the Preview dialog box.
f. Review your question in the Preview dialog box.
g. Click OK to return to the Create Question page.
3. Click OK to return to the Manage Questions Page.
Create Third Question

a. Select the values in the fields as shown in the table.
Field Value
Status Active
Privacy Public
Subscriber Performance 360
Question Type Multiple Choice
b. In the Question Text field, enter XX Select all the tasks that you think this person
can assume for the coming year.
c. In the Response section Presentation field, select Multiple Choices from List.
d. In the Minimum Number of Selections field, enter 1.
e. In the Maximum Number of Selections field, enter 3.
f. On the Response section toolbar, click Add.
g. In the Text field, enter 1. Mentoring.
h. On the Response section toolbar, click Add.
i. In the Text field, enter 2. Coaching.
j. On the Response section toolbar, click Add.
k. In the Text field, enter 3. Teaching.
l. Click Preview to open the Preview dialog box.
m. Review your question in the Preview dialog box.
n. Click OK to return to the Create Question page.

Chapter 6 - Page 4
3. Click OK to return to the Manage Questions page.
Talent page.
At this point, you should have created a folder XX Performance Evaluation Questions and
added three questions to the folder.

Chapter 6 - Page 5
Practice 6-2: Creating a Questionnaire Template

Overview
In this practice, you create a questionnaire template to add the questionnaires to performance
documents.
Assumptions
• You must have completed Practice 6-1 Creating Questions.
Tasks

expanded.
4. In the Manage Questionnaire Templates row, click Go to Task to open the Manage
Questionnaire Template page.
Enter Basic Information for Template and Sections

1. On the Search Results region toolbar, click Create to open the Create Questionnaire
Template Basic Information page.
a. In the Name field, enter XX Performance Questionnaire Template.
b. In the Owner field, select an owner.
Note: The Subscriber field is automatically set to Performance 360.
c. In the Privacy field, select Public.
d. In the Status field, select Active.
e. In the Description field, enter Use this template for questionnaires added to
performance documents.
f. In the Instructions and Help Materials section, select Allow changes to
instructions.
g. In the Introduction field, enter Please answer all questions in this questionnaire.
2. Click Next to open the Create Questionnaire Template Contents page.
a. In the Section Order field, ensure that Sequential is selected.
b. In the Section Presentation field, ensure that Stack Regions is selected.
c. In the Page Layout field, ensure that 1 Column is selected.
d. Select Allow changes option to format options.
e. Select Allow changes to sections.
f. In the Default Question Order field, ensure that Vertical is selected.
g. Select Allow changes.
h. In the Default Response Order field, ensure that Vertical is selected.
i. Select Allow changes.

Chapter 6 - Page 6
j. In the Allowed Response Types field, select All.
Format First Section

1. If necessary, in the Sections section, select the row for the section titled 1.
2. Leave Allow Additional Questions deselected.
3. On the Sections section toolbar, click Edit to open the Edit Section dialog box.
a. In the Title field, enter Team Contribution and Responsibilities.
b. In the Description field, enter This section contains questions to allow
respondents to enter their opinions about an individual's contribution to the
team.
c. In the Introduction field, enter Describe the contributions you think this person
has made to the team over the past year. Select the responsibilities you think
this person is ready to assume in the coming year.
d. In the Question Order field, leave Vertical selected.
e. Click OK to return to the Create Questionnaire Template Contents page.
4. In the Question Order field for the Team Contribution and Responsibilities section,
leave Vertical selected.
a. In the Response Order field for the Team Contribution and Responsibilities
section, leave Vertical selected.
b. Select Required.
Note: Ensure that the Team Contribution and Responsibilities section is still selected so
that you can add questions for this section.
5. On the Team Contribution and Responsibilities: Questions section toolbar, click Add to
open the Add Questions dialog box.
a. In the Keywords field, enter describe the person's.
b. Click Search.
c. On the Search Results section, select XX Describe the person's contributions to
the team.
d. Click OK to return to the Create Questionnaire Template Contents page.
6. In the Response Type field for the Team Contribution and Responsibilities: Questions
section, for the question XX Describe the person's contributions to the team, select
either Plain Text Box or Rich Text Box.
7. Leave Required selected.
Format Second Section

1. In the Sections section, select the row for the section titled 2.
2. Deselect Allow Additional Questions.
3. On the Sections section toolbar, click Edit to open the Edit Section dialog box.
a. In the Title field, enter Rate Performance.
b. In the Description field, enter This section contains questions with rating models
to allow respondents to select ratings. These ratings are not used to calculate
the official overall rating for the worker.
c. In the Introduction field, enter Rate this person's performance over the past year
using the available ratings.

Chapter 6 - Page 7
e. Click OK to open the Create Questionnaire Template Contents page.

4. In the Question Order field for the Rate Performance section, leave Vertical selected.
a. In the Response Order field for the Rate Performance section, leave Vertical
selected.
b. Select Required.
Note: Ensure that the Rate Performance section is still selected so that you can add
questions for this section.
5. On the Rate Performance: Questions section toolbar, click Add to open the Add
Questions dialog box.
a. In the Keywords field, replace existing text with how would you rate.
b. Click Search.
c. On the Search Results section, select XX Overall, how would you rate this
person's performance for the past year?.
d. Click OK to open the Create Questionnaire Template Contents page.
6. In the Response Type field for the Rate Performance: Questions section, for the
question XX Overall, how would you rate this person's performance for the past
year?, select either Single Choice from List or Radio Button.
7. Select Required.
Create Third Section

1. On the Sections section toolbar, click Create to open the Create Section dialog box.
a. In the Title field, enter Add Additional Questions.
b. In the Description field, enter This section is set up to allow questions to be added
to the questionnaire in the performance document.
c. In the Introduction field, enter Answer all questions that appear in this section.
e. Click OK to open the Create Questionnaire Template Contents page.
2. In the Add Additional Questions row, select Allow Additional Questions.
Note: By selecting Allow Additional Questions, questions that require text questions can
be added to the questionnaire during the performance evaluation using the Manage
Participant Feedback task.
3. In the Question Order field for the Allow Additional Questions section, leave Vertical
selected.
4. In the Response Order field for the Allow Additional Questions section, leave Vertical
selected.
Review Template
1. Click Next to open the Create Questionnaire Template Review page.
2. Click Preview to open the Preview XX Performance Questionnaire Template dialog box.
3. Review your template and click OK to open the Create Questionnaire Template Review
page.
5. Click OK to return to the Manage Questionnaire Template page.
6. Click Done to return to the Setup and Maintenance work area, Implementation Project:
XX Talent page.

Chapter 6 - Page 8

9. Click Save and Close to return to the Setup and Maintenance work area. Implementation
At this point, you should have created the XX Performance Questionnaire Template
questionnaire template.

Chapter 6 - Page 9
Practice 6-3: Creating a Questionnaire

Overview
In this practice, you create a questionnaire to add to performance documents.
Assumptions
• You must have created questionnaire template XX Performance Questionnaire
Template.
Tasks

expanded.
4. In the Manage Questionnaires row, click Go to Task to open the Manage Questionnaires
page.
Create Questionnaire
1. In the Folders section, select Questionnaire Library.
2. In the Search Results section, click Create to open the Create Questionnaire dialog box.
3. In the Name field, enter XX Performance Questionnaire.
4. Click Search.
5. In the Search Results section, select the XX Performance Questionnaire Template row.
6. Click OK to return to the Create Questionnaire Basic Information page.
Enter Basic Information

1. In the Name field, enter XX Performance Evaluation Questionnaire.
a. In the Folder field, select Questionnaire Library.
b. In the Owner field, select an owner name, if desired.
c. In the Subscriber field, leave Performance 360 selected.
d. In the Status field, select Active.
e. In the Privacy field, select Public.
f. In the Description field, replace the current text with Use this questionnaire to add
to performance documents.
g. Click Save, which causes the Confirmation dialog box to open.
h. Click OK to return to the Create Questionnaire Basic Information page.
2. To accept the remaining default values, click Next, which also opens the Create
Questionnaire Contents page.

Chapter 6 - Page 10
Add a Question to a Section

1. In the Sections section, select the row for the section titled Team Contribution and
Responsibilities, if not already selected.
a. On the Team Contribution and Responsibilities: Questions section toolbar, click
Add to open the Add Questions dialog box.
b. In the Keywords field, enter select all the tasks.
c. Click Search.
d. On the Search Results section, select XX Select all the tasks that you think this
person can assume.
e. Click OK to return to the Create Questionnaire Template Contents page.
2. In the Response Type field for the Team Contribution and Responsibilities: Questions
section, for the question XX Select the responsibilities you think this person is ready to
assume in the coming year, leave Multiple Choices from List selected.
Preview the Questionnaire

1. Click Next to open the Create Questionnaire Review page.
2. Click Preview to open the Preview XX Performance Evaluation Questionnaire dialog box.
3. Review your questionnaire and click OK to return to the Create Questionnaire Review
page.
5. Click OK to return to the Manage Questionnaires page.
Talent page.
At this point, you should have created the XX Performance Evaluation Questionnaire
questionnaire.

Chapter 6 - Page 11

Chapter 6 - Page 12
Define and Manage Worker
Performance
Chapter 7
Practices for Lesson 7: Define and Manage Worker Performance

Chapter 7 - Page 1

Practices Overview
In these practices, you create performance roles, eligibility profiles, a process flow, performance
template sections, a performance document type, a performance template, and a target ratings
distribution, run the eligibility batch process, and perform a worker evaluation.

Chapter 7 - Page 2
Practice 7-1: Activity 1 Introduction: Create Performance Roles

Overview
In this practice, you create two performance roles.
Assumptions
Tasks

3. Ensure that you have the Workforce Development - Define Worker Performance task list
expanded.
4. In the Manage Performance Roles row, click Go to Task to open the Manage
Performance Roles page.
Create Performance Roles

Performance Role page.
a. In the Role field, enter XX Peer.
b. In the Description field, enter Peer role for accessing documents and providing
feedback.
c. In the From Date field, enter the current date.
d. In the To Date field, enter 12/31/2020.
e. Click Save and Close, which causes the Confirmation dialog box to open.
f. Click OK to return to the Manage Performance Roles page.
2. Repeat steps 1 through 1-d for a new role named XX Project Manager, with the description
Project manager role for accessing documents and providing feedback.
a. Select Allow role to view worker and manager evaluations.
b. Click Save and Close, which causes the Confirmation dialog box to open.
c. Click OK to return to the Manager Performance Roles page.
Talent page.
At this point, you should have created two performance roles.

Chapter 7 - Page 3
Practice 7-2: Creating Eligibility Profiles

Overview
In this practice, you create two performance eligibility profiles.
Assumptions
Tasks

expanded.
4. In the Manage Talent Eligibility Profiles row, click Go to Task to open the Manage
Eligibility Profiles page.
Create a Jobs Eligibility Profile

1. On the Search Results section toolbar, click Create and select Create Participant Profile
to open the Create Participant Eligibility Profile page.
a. In the Name field, enter XX Jobs Eligibility Profile.
b. In the Description field, enter Eligibility profile for jobs for annual performance
evaluation.
c. In the Profile Usage field, select Performance, if not already selected.
d. In the Status field, select Active, if not already selected.
2. In the Eligibility Criteria section, on the Employment tab, click the Job tab.
a. Click the Create icon.
b. In the Sequence field, enter 1.
c. In the Job Name field, select the down arrow and click Search to open the Search and
Select: Job Name dialog box.
d. In the Name field, enter Administrative and click Search.
e. Select the row for Administrative Assistant with the Job Set Name Common Set and
click OK. You may need to scroll to the right to see the Job Set Name column.
Note: This is the job of John Schneider, the employee login you use for this course.
4. Repeat all of steps 1 and 2 to add the jobs for the direct reports of Matt Wagner: Human
Resources Specialist and Instructor. (Select the row for Instructor with the Job Set
Name Common Set.) Add 1 to each Sequence number you add.
Note: If you enter all the jobs for direct reports of Matt Wagner, then all direct reports can
be eligible for the performance documents that are subject to the eligibility profile.
5. Click Save and Close to return to the Manage Eligibility Profiles page.

Chapter 7 - Page 4
Create a Location Eligibility Profile

a. In the Name field, enter XX Location Eligibility Profile.
b. In the Description field, enter Eligibility profile for locations for annual
performance evaluation.
c. In the Profile Usage field, select Performance, if not already selected.
d. In the Status field, select Active, if not already selected.
2. In the Eligibility Criteria section, on the Employment tab, if Work Location is not visible,
select the down arrow on the right to open the choice list.
3. Select the Work Location tab.
a. Click the Create icon.
b. In the Sequence field, enter 1.
c. In the Location Name field, click Search to open the Search and Select: Location
Name dialog box.
d. In the Location Name field, enter Redwood and click Search.
e. Select the row for the Redwood City and click OK.
Note: This is the work location of John Schneider, the employee login you use for this
course.
4. Repeat steps 3a through 3e to add Los Angeles, the other location for direct reports of
Linda Swift, and any other additional locations. Add 1 to each Sequence number you add.
Note: If you enter all the locations for direct reports of a manager, then all direct reports can
be eligible for the performance documents that are subject to the eligibility profile.
Talent page.
At this point you should have created eligibility profiles for jobs and locations.

Chapter 7 - Page 5
Practice 7-3: Creating a Performance Process Flow

Overview
In this practice, you create a performance process flow.
Assumptions
Tasks

expanded.
4. In the Manage Performance Process Flows row, click Go to Task to open the Manage
Performance Process Flows page.
Specify Tasks
1. On the Search Results section toolbar, click the Create icon to open the Create Process
Flow page.
a. In the Name field, enter XX Performance Process Flow <current year>.
b. In the Description field, enter Process flow for <current year> performance
evaluation.
e. In the Status field, leave Active selected.
2. In the Setting Goals section, select Include task to set goals.
a. Leave Manager can set goals selected.
b. Select Manager can complete task to set goals.
c. Select Worker can set goals.
d. Select Worker can complete task to set goals.
3. In the Worker Self-Evaluation and Manager Evaluation section, select Include worker
self-evaluation task.
a. Select Include manager evaluation of worker task.
b. Select Evaluation tasks can be performed concurrently.
4. In the Participant Feedback section, select Include manage participant feedback task.
a. Leave Manager can select participant and Manager can add questions selected.
b. Select Manager can track participants.
c. Select Worker can select participants.

Chapter 7 - Page 6
5. In the Approval, Review and Meetings section, select Include document sharing task.
a. Select Worker must acknowledge document.
b. Select Include review meeting task.
c. Select Worker must acknowledge review meeting.
d. Select Include worker provide final feedback task.
e. Select Include manager provide final feedback task.
Enter Task Names and Edit Task Order

1. Click the Task Names tab. (You will need to scroll back to the top of the screen.)
a. For the Manager Evaluation of Workers task, in the Task Name for Manager Role
field, enter Evaluate Workers.
b. For the Share Performance Document task, in the Task Name for Manager Role
field, enter Share Document.
c. For the Confirm Review Meeting Held task, in the Task Name for Manager Role
field, enter Confirm Review Meeting.
d. For the Worker Self-Evaluation task, in the Task Name for Worker Role field, enter
Evaluate Self.
e. For the Share Performance Document task, in the Task Name for Worker Role
field, enter Share Document.
f. For the Confirm Review Meeting Held task, in the Task Name for Worker Role field,
enter Confirm Review Meeting.
2. Click Save and Close, which causes the Confirmation dialog box to open.
3. Click OK to return to the Manage Process Flows page.
Talent page.
At this point, you should have created an XX Performance Process Flow <current year>
performance process flow definition.

Chapter 7 - Page 7
Practice 7-4: Creating Performance Template Sections

Overview
In this practice, you create sections for Profile Content, Goals, Overall Summary, Questionnaire,
Worker Final Feedback, and Manager Final Feedback.
Assumptions
Tasks

expanded.
4. In the Manage Performance Template Sections row, click Go to Task to open the
Manage Performance Template Sections page.
Create a Profile Content Section

Performance Template Section page.
2. Enter section details:
a. In the Name field, enter XX Competencies.
a. In the Description field, enter Competencies section for <current year>
performance evaluations.
b. In the From Date field, enter the current date.
c. In the To Date field, enter 12/31/2020.
d. In the Status field, leave Active selected.
3. Enter section processing information:
a. In the Section Type field, select Profile Content, if not already selected.
b. In the Calculation Rule for Section field, select Average.
c. In the Ratings section, select Rate section.
d. In the Section Rating Model field, select Proficiency Rating Model.
e. In the Weighting section, select Weight section.
1) In the Section Weight field, enter 60.
2) In the Section Minimum Weight field, enter 40.
4. Enter item processing details:
a. In the Item Processing section, select Enable items.
b. In the Ratings and Calculations region, select Rate items.
c. In the Rating Type field, select Proficiency.

Chapter 7 - Page 8
d. In the Properties section, select Target Proficiency Level.

1) Select Minimum Weight.
2) Select Weight.
3) Select Required.
e. In the Section Content section, click Use profile related to worker's job data.
f. In the Profile Type field, select Job.
g. Select Use specific content items.
h. Select Enable writing assistant for manager.
5. Add competency:
a. On the Content Items section toolbar, click the Add icon.
b. In the Item Name field, select Innovation.
c. In the Innovation: Details section Target Proficiency Level field, select Advanced.
d. Select Required.
7. Click OK to return to the Manage Performance Template Sections page.
Create a Goals Section

a. In the Name field, enter XX Goals.
b. In the Description field, enter Goals section for <current year> performance
evaluations.
3. Enter section processing details:
a. In the Section Type field, select Goals.
b. In the Calculation Rule for Section, select Average.
d. In the Section Rating Model, select Performance Rating Model.
e. In the Weighting section, select Weight section.
f. In the Section Weight field, enter 40.
g. In the Section Minimum Weight field, enter 40.
4. Enter item processing details:
a. In the Item Processing section, select Enable items.
b. In the Ratings and Calculations region, select Rate items.
c. Select Use section rating model for performance rating.
d. In the Properties section, select Target Performance Rating.
e. Select Minimum Weight.
f. Select Weight.
g. Select Required.
h. In the Section Content section, select Use worker's goals.

Chapter 7 - Page 9
i. Select Use specific content items.

5. Add goal:
a. On the Content Items section toolbar, click the Add icon.
b. In the Item Name field, select Attend One Hour of Training Each Week.
c. In the Attend One Hour of Training Each Week section Performance Rating Model
field, select Performance Rating Model.
d. In the Target Performance Rating, select Meets expectations.
Create an Overall Summary Section

a. In the Name field, enter XX Overall Summary.
b. In the Description field, enter Overall Summary section for <current year>
3. Enter section processing details:
a. In the Section Processing region Section Type field, select Overall summary.
b. In the Calculation Rule for Section, select Average.
d. In the Section Rating Model, select Performance Rating Model.
Create a Questionnaire Section

2. Enter section details and processing details:
a. In the Name field, enter XX Questionnaire.
b. In the Description field, enter Questionnaire section for <current year>
In the To Date field, enter 12/31/2020.
d. In the Status field, leave Active selected.
3. In the Section Processing region Section Type field, select Questionnaire.

Chapter 7 - Page 10
Create Worker and Manager Final Feedback Sections

2. Enter section details and processing details:
a. In the Name field, enter XX Worker Final Feedback.
b. In the Description field, enter Allows worker to provide final feedback during the
performance cycle.
f. In the Section Processing region Section Type field, select Worker final feedback.
5. Repeat steps 1 through 4 to create a Manager Final Feedback section, replacing Worker
Final Feedback with Manager Final Feedback. In the description field, replace worker
with manager.
Talent page.
At this point, you should have created an XX Competencies profile content, an XX Goals goals,
an XX Overall Summary, an XX Questionnaire, an XX Worker Final Feedback, and an XX
Manager Final Feedback section.

Chapter 7 - Page 11
Practice 7-5: Creating a Performance Document Type

Overview
In this practice, you create a performance document type.
Assumptions
Tasks

expanded.
4. In the Manage Performance Document Types row, click Go to Task to open the Manage
Performance Document Types page.
Create Document Type

Performance Document Type page.
2. In the Name field, enter XX Annual Evaluation.
3. In the Description field, enter Document type for annual performance evaluation.
4. In the From Date field enter the current date.
5. In the To Date field, enter 12/31/2020.
6. In the Status field, leave Active selected.
7. Select Worker can select manager when creating document.
9. Click OK to return to the Manage Performance Document Types page.
Talent page.
At this point, you should have created an XX Annual Evaluation performance document type.

Chapter 7 - Page 12
Practice 7-6: Creating a Performance Template

Overview
In this practice, you create a performance template.
Assumptions
• You have completed all the previous practices in this lesson.
Tasks

expanded.
Enter General Information

Performance Template page.
2. On the General tab, in the Name field, enter XX Annual Performance Evaluations.
3. In the From Date field, leave the default value of today's date.
4. In the To Date field, enter 12/31/<next year>.
6. In the Document Type field, select XX Annual Evaluation.
7. Enter Eligibility Profile Information:
a. In the Eligibility Profile section, click Add Row.
b. In the Eligibility Profile row, select Search to open the Search and Select: Eligibility
Profile dialog box.
c. In the Name field, click Search to open the Search and Select: Eligibility Profile dialog
box.
d. In the Name field, enter XX Jobs.
e. Click Search.
f. Select XX Jobs Eligibility Profile.
g. Click OK to return to the Create Performance Template page.
h. Leave Required deselected.
8. Enter participant information:
a. In the Participation section, select Set the minimum number for each participant
role.
b. In the Total minimum number of participants required field, enter 1.
c. Click the Add icon.

Chapter 7 - Page 13
d. In the Role column for the empty role, select Manager.

e. Repeat steps 8-c and 8-d and add the roles: Worker, XX Peer, and XX Project
Manager.
f. In the Minimum Number of Participants Required per Role column for XX Project
Manager, enter 1.
9. Click Save, which causes the Confirmation dialog box to open.
10. Click OK.
Configure the Process Tab

1. Click the Process tab.
2. In the Process Flow field, select XX Performance Process Flow <current year>.
Note: Complete step 3 in this section to search and select the XX Performance Process
Flow <current year> if it does not appear in the drop-down list. If it appears in the list, skip
to step 4.
3. Search and select the XX Performance Process Flow <current year> process flow:
a. In the Process Flow field, click Search to open the Search and Select: Process Flow
dialog box.
b. In the Name field, enter XX Performance Process.
c. Click Search.
d. Select XX Performance Process Flow <current year>.
e. Click OK to return to the Create Performance Template page.
4. Enter standard and critical alert days for the tasks as shown in the table.
Task Standard Alert Critical Alert
Days Days
Set Goals 10 5
Worker Self-Evaluation 10 5
Manager Evaluation of Workers 10 5
Manage Participant Feedback 10 5
Share Performance Document 2 1
Confirm Review Meeting Held 2 1
Provide Final Feedback 2 1
5. In the Calculation Rules section, select Calculate ratings.

6. Leave Display calculated ratings to worker selected.
7. Leave Display calculated ratings to manager selected.
8. In the Decimal Places field, enter 2.
9. In the Decimal Rounding Rule field, select Standard.
10. In the Mapping Method field, select Nearest.
11. Select Display star ratings.
12. Select Include digital signature.
13. Select Display kudos.

Chapter 7 - Page 14
14. Leave Worker can select manager when creating document selected.
15. In the Participant Options section, select Participant feedback is required.
17. Click OK.
Add and Configure Sections on the Structure Tab
1. Click the Structure tab.
2. Configure Competencies section:
a. In the Sections section, click the Add icon.
b. In the Section Name field, select XX Competencies - Competencies section for
<current year> performance evaluations.
Note: You might have to search for the XX Competencies section you created.
c. In the Comments section, select Enable section comments.
d. In the Processing by Role section at the bottom of the page, click the Add icon.
e. In the Role field, select Manager.
f. In the Item Ratings, Item Comments, and Section Ratings fields, leave Optional
With Warning selected, or select another option.
g. In the Share Ratings field, select Yes.
h. In the Share Comments field, select Yes.
i. In the Update Profile field, select Yes.
j. In the Instance Qualifier Set field, select Evaluation Type.
k. In the Instance Qualifier field, select Supervisor.
l. Click the Add icon.
m. In the Role field, select Worker.
n. In the Item Ratings and Item Comments fields, leave Optional With Warning
selected, or select another option.
o. In the Section Ratings field, select Required.
p. Repeat steps 2-k through 2-n to add the XX Peer role.
q. Click the Add icon.
r. In the Role field, select XX Project Manager.
s. In the Item Ratings and Item Comments fields, leave Optional With Warning
t. In the Section Ratings field, select Required.
u. In the Share Ratings and Share Comments fields, select Yes.
3. Configure Goals section:
b. In the Section Name field, select XX Goals - Goals section for 2012 performance
evaluations.
Note: You might have to search for the XX Goals section you created.
c. In the Comments section, select Enable section comments.
d. In the Processing by Role section at the bottom of the page, click Add.
e. In the Role field, select Manager.

Chapter 7 - Page 15
f. In the Item Ratings, Item Comments, and Section Ratings fields, leave Optional
With Warning selected, or select another option.
g. In the Share Ratings and Share Comments fields, select Yes.
h. Click the Add icon.
i. In the Role field, select Worker.
j. In the Item Ratings and Item Comments fields, leave Optional With Warning
k. In the Section Ratings field, select Required.
l. Repeat steps 3-g through 3-j to add the XX Peer role.
m. Click the Add icon.
n. In the Role field, select XX Project Manager.
o. In the Item Ratings and Item Comments fields, leave Optional With Warning
p. In the Section Ratings field, select Required.
q. In the Share Ratings and Share Comments fields, select Yes.
4. Configure overall summary section:
b. In the Section Name field, select XX Overall Summary - Overall Summary section
for <current year> performance evaluations.
c. In the Processing by Role section at the bottom of the page, click Add.
d. In the Role field, select Manager.
e. In the Section Ratings and Section Comments fields, select Required.
f. In the Share Ratings and Share Comments fields, select Yes.
g. In the Update Profile field, select Yes.
h. Click the Add icon.
i. In the Role field, select Worker.
j. In the Section Ratings and Section Comments fields, leave Optional With Warning
k. Click the Add icon.
l. In the Role field, select XX Project Manager.
m. In the Section Ratings and Section Comments fields, select Required.
n. In the Share Ratings and Share Comments fields, select Yes.
o. Click the Add icon.
p. In the Role field, select XX Peer.
5. Configure questionnaires section:
b. In the Section Name field, select XX Questionnaire - Questionnaires section for
<current year> performance evaluations.
c. In the Processing by Role section at the bottom of the page, click Add.
d. In the Role field, select Manager.
e. In the Worker Questionnaire Can Be Viewed by the Role field, leave Yes selected.
f. In the Participant Questionnaire Can Be Viewed by the Role field, leave Yes
selected.

Chapter 7 - Page 16
g. In the Participant Name Can Be Viewed by the Role field, leave Yes selected.
h. In the Participant Role Can Be Viewed by the Role field, leave Yes selected.
i. Click the Add icon.
j. In the Role field, select Worker.
k. In the Manager Questionnaire Can Be Viewed by the Role field, select Yes.
l. In the Processing by Role section at the bottom of the page, click Add.
m. In the Role field, select XX Peer.
n. In the Participant Role Can Enter Comments Visible to Worker field, select No.
o. Repeat steps 5-l through 5-n to add the XX Project Manager role.
6. Configure final feedback sections:
a. Configure Worker Final Feedback Section:
1) In the Sections section, click the Add icon.
2) In the Section Name field, select XX Worker Final Feedback - Allows worker to
provide final feedback during the performance cycle.
3) In the Processing by Role section, click Add.
4) In the Role field, select Manager.
5) In the Processing by Role section, click Add.
6) In the Role field, select Worker.
7) In the Section Comments field, leave Optional With Warning selected.
b. Configure Manager Final Feedback Section:
1) In the Sections section, click the Add icon.
2) In the Section Name field, select XX Manager Final Feedback - Allows
manager to provide final feedback during the performance cycle.
3) In the Processing by Role section, click the Add icon.
4) In the Role field, select Manager.
5) In the Section Comments field, leave Optional With Warning selected.
6) In the Share Comments field, select Yes.
7) In the Processing by Role section, click the Add icon.
8) In the Role field, select Worker.
8. Click OK.
Specify Content on the Content Tab

1. Click the Content tab.
2. Complete the following steps to include competencies on the Content tab.
a. In the Section Name field, leave XX Competencies selected.
b. In the Section Items section, click Load Items from Section.
c. In the Target Proficiency Level field, verify that Advanced is selected.
d. Verify that Required is selected.
e. Click the Add icon.
f. In the Item Name field, select Building Relationships.
g. In the Target Proficiency Level field, select Advanced.
h. Select Required.

Chapter 7 - Page 17
3. Complete the following steps to include goals on the Content tab.

a. In the Section Name field, select XX Goals.
b. Click Load Items from Section.
c. Click the Add icon.
d. In the Item Name field, select Contribute to the Mentoring Program.
e. In the Target Performance Rating field, select Meets expectations.
5. Click OK.
Configure Periods on the Document Periods Tab

1. Click the Document Periods tab.
2. In the Document Periods section, click the Add icon.
3. In the Name field, enter XX <current year> Annual Evaluation.
4. In the Performance Document Start Date and End Date fields, enter the dates for your
implementor ID as shown in the table.
Implementor ID Performance Document Performance Document End
Start Date Date
hcm_impl1 1/1/<next year> 1/18/<next year>

hcm_impl11 7/1/<next year>, 7/18/<next year>
hcm_impl20 12/12/<next year 12/31/<next year>

Chapter 7 - Page 18
5. In the Short Name field. Enter XX Eval.

6. Leave Available to Use selected.
7. Add eligibility profiles:
a. In the Eligibility Profile for the Period section, click the Add Row icon.
b. In the Eligibility Profile row, select Search to open the Search and Select: Eligibility
Profile dialog box.
c. In the Name field, enter XX Location and click Search.
d. Select XX Location Eligibility Profile.
e. Click OK to return to the Create Performance Template page.
8. In the Due Dates section, select dates for each task. The dates must be after the period
start date.
Note: Ensure that the dates for each task are the same or later than the task before, with
the exception of the Manage Participant Feedback task, which should be completed on or
before the Manager Evaluation of Workers task end date.
9. Add and assign questionnaires:
a. In the Questionnaires for the Period section, click the Add icon.
b. In the Template Role field, select Manager.
c. In the Questionnaire field, select XX Performance Evaluation Questionnaire.
Note: You might have to search for the XX Performance Evaluation Questionnaire you
created.
d. Repeat steps 9-a through 9-c to add questionnaires for the Worker, XX Peer, and XX
Project Manager roles.
Review Template Configuration

1. Click the Summary tab.
2. Review the settings and click Save and Close, which causes the Confirmation dialog box
to open.
3. Click OK to return to the Manage Performance Templates page.
Important: You must ensure that for the Competencies section, for the Manager row, in the
Instance Qualifier column, that Supervisor is still selected. To verify, perform the following
steps.
a. On the Manage Performance Templates page, click Search.
b. Click XX Annual Performance Evaluations to open the Performance Template: XX
Annual Performance Evaluations page.
c. Select the Structure tab.
d. In the Sections section, in the Section Name table, select XX Competencies -
Competencies section for <current year> performance evaluations.
e. Scroll down to the Processing by Role section.
f. In the Manager row, in the Instance Qualifier column, ensure that Supervisor is
selected. If not, select Supervisor.
g. Click Save and Close, which causes the Confirmation dialog box to open.
h. Click OK to return to the Manage Performance Templates page.
Talent page.

Chapter 7 - Page 19

At this point, you should have created an XX Annual Performance Evaluations performance
template.

Chapter 7 - Page 20
Practice 7-7: Running the Eligibility Batch Process

Overview
In this practice, you run the eligibility batch process.
Assumptions
• You have created a performance template.
Tasks

expanded.
4. In the Manage Eligibility Batch Process row, click Go to Task to open the Manage
Eligibility Batch Process page.
Run the Eligibility Batch Process

1. In the Effective as of Date field, leave the default value of today's date.
2. In the Performance Document Start Date field, enter the start date of your template
period.
3. Click Submit, which causes the Confirmation dialog box to open.
4. Click OK to return to the Setup and Maintenance work area.
5. Click Done to open the Setup and Maintenance work area, Implementation Project: XX
Talent page.
At this point, you should have run the eligibility batch process for the XX Annual Performance
Evaluations performance template.

Chapter 7 - Page 21
Practice 7-8: Creating a Target Ratings Distribution

Overview
In this practice, you create a target ratings distribution.
Assumptions
Tasks

expanded.
4. In the Manage Target Ratings Distribution row, click Go to Task to open the Manage
Target Ratings Distribution page.
Create the Rating Model Distribution

1. Click the Create icon to open the Create Rating Model Distribution page.
2. In the Name field, enter XX <current year> Annual Performance Evaluation
Distribution.
3. In the Description field, enter Target ratings distribution for the XX Annual
Performance Evaluations template.
4. In the Performance Template field, select XX Annual Performance Evaluations.
5. In the From Date field, leave the current date selected.
6. Leave the To Date field blank.
7. In the Rating Distributions region, in the Outstanding row, in the Distribution
Percentage field, enter 10.
8. In the Exceeds expectations row, in the Distribution Percentage field, enter 15.
9. In the Meets expectations row, in the Distribution Percentage field, enter 50.
10. In the Inconsistently meets expectations row, in the Distribution Percentage field, enter
15.
11. In the Unsatisfactory row, in the Distribution Percentage field, enter 10.
12. Click Save and Close to open the Manage Rating Model Distribution page.
Talent page.
16. Click Save and Close to open the Setup and Maintenance work area, Implementation
At this point, you should have created a rating model distribution.


Chapter 7 - Page 22
Practice 7-9: Performing a Worker Evaluation

Overview
In this practice, you perform a worker evaluation from perspective of the worker, manager, and
a participant.
Assumptions

1. Sign in as John.Schneider.
2. In the simplified user interface, click Performance and Career to open the Skills and
Set Goals as the Worker

1. Click the Performance icon to open the Performance page.
2. Click More Performance Documents to open the Performance Management work area,
My Evaluations tab.
3. Expand the XX <CurrentYear> Annual Evaluation performance document.
If you do not see the worker or the document in the list, click the Filter icon to open the
Filter dialog. In the Worker Name field, select John Schneider, and click Apply.
Alternatively, click Load More Items until the worker name and document appear.
4. For the Set Goals task, click Begin to open the Create Performance Document dialog box.
Leave the default settings.
5. Click Continue, which causes the Confirmation dialog box to open.
6. Click OK to open the Set Goals: XX <CurrentYear> Annual Evaluations page.
7. Click the Actions button and select Update Goals and Competencies, which causes the
Confirmation dialog box to open.
8. Click OK to open the XX <current year> Annual Evaluations page.
9. On the XX Competencies tab for the selected competency, in the Targets and Weights
section, enter a weight if one does not exist.
10. In the Additional Information section, select a value for any descriptive flexfields, if
available.
11. Add weights for the remaining competencies in the performance document.
Ensure that the total weight of the competencies equals 100 by checking the Weights
section of the Contextual pane on the right side of the page.
Click Next to move through all of the competencies.
12. Select the XX Goals tab.
13. In the Targets and Weights section for the selected goal, enter a weight.
14. If there is a descriptive flexfield in the Success Criteria and Additional Details section,
select a value.
15. Add weights and target ratings for the remaining goals in the performance document.
Ensure that the total weight of the goals equals 100.
Click Next to move through all of the goals.
16. Click Share, which causes the Confirmation dialog box to open.

Chapter 7 - Page 23
17. Click OK to return to the My Evaluations tab.

18. Sign out.
Set Goals as the Manager

1. Sign in and navigate:
a. Sign in as Matt.Wagner.
b. In the simplified user interface, click Performance and Career to open the Skills and
c. Click the Performance icon to open the Performance page.
d. Click More Performance Documents to open the Performance Management work
area, My Evaluations tab.
e. Select the My Manager Evaluations tab.
2. Scroll to John Schneider and expand the XX <CurrentYear> Annual Evaluation
performance document. If you do not see the worker or the document in the list, click the
Filter icon to open the Filter dialog. In the Worker Name field, select John Schneider, and
click Apply. Alternatively, click Load More Items until the worker name and document
appear.
3. For the Set Goals task, click Continue to open the Set Goals: John Schneider page.
4. On the XX Competencies and XX Goals tabs, edit the weights as you might as John’s
manager.
Add or remove a competency or goal, ensuring that the weight total equals 100 each for the
competencies and goals.
5. Click Submit, which causes the Warning dialog box to open.
6. Click Yes, which causes the Confirmation dialog box to open.
7. Click OK to return to the My Manager Evaluations tab.
8. Sign out.
Manage Participant Feedback as Worker

a. Sign is as John.Schneider.
e. Expand the XX <CurrentYear> Annual Evaluation performance document. If you do
not see the worker or the document in the list, click Load More Items until the worker
name and document appear.
2. For the Manage Participant Feedback task, click Begin to open the Manage Participant
Feedback: John Schneider page.
3. Click Add Participants to open the Add Participants dialog box.
4. In the Relationship to Worker field, select All Internal.
5. Next to the Name field, click the Search: Name icon to open the Search and Select: name
dialog box.
6. In the Department field, enter the name of the department for Matt Wagner. Enter
Learning US.

Chapter 7 - Page 24
7. Click Search.
8. Select a name. Do not select Matt Wagner.
Note: Record the name of this participant that you add so that you can provide the
participant feedback later.
9. Click OK to open the Add Participants dialog box.
10. Click Add.
11. In the Role column, select XX Peer.
12. Click Save and Close to return to the Manage Participant Feedback: John Schneider page.
13. Select the participant name and click Notify Manager to open the Notify Manager dialog
box.
14. In the Message to Manager field, enter I selected <ParticipantName> to evaluate me.
15. Click OK, which causes the Confirmation dialog box to open.
16. Click OK to return to the Manage Participant Feedback: John Schneider page.
17. Click Done to return to the My Evaluations tab.
Evaluate Self as Worker

1. For the Evaluate Self task, click Begin to open the Evaluate Self: XX
<CurrentYear> Annual Evaluation page.
2. On the XX Competencies tab, in the Ratings and Comments section, enter a rating and
comment for each competency.
a. Expand the Targets and Weights sections to adjust weights and view target
proficiencies and ratings.
b. Click Next or the content item name to move to the next competency.
3. Select the XX Goals tab.
4. Click Edit for the first goal.
5. Add your initials to the front of the goal name.
6. In the Ratings and Comments sections, enter a rating and comment.
For each goal, expand the Success Criteria and Additional Details section to view goal
information.
a. Click Next or the goal name to move to the next goal.
7. Repeat steps 4 through 6 for each goal.
8. Select the Overall Summary tab.
9. In the XX Competencies and XX Goals sections, review your ratings and comments.
a. Select a different rating to change it, if desired.
b. Select Comments to edit a comment, if desired.
10. Review the calculated rating and enter a section rating for each section.
11. In the Overall Ratings and Comments section, review the calculated overall rating and
enter a rating.
12. Enter a comment.
13. Select the XX Questionnaire tab.
14. Answer the questionnaire questions.
15. Click Submit, which causes the Warning dialog box to open.

Chapter 7 - Page 25
Note: If you get a Warning dialog box about participant feedback, click Yes.
18. Sign out.
Manage Participant Feedback as Manager
2. Scroll to John Schneider and expand the XX <CurrentYear> Annual Evaluation
performance document. If you do not see the worker or the document in the list, click the
Filter icon to open the Filter dialog. In the Worker Name field, select John Schneider, and
click Apply. Alternatively, click Load More Items until the worker name and document
appear.
3. For the Manage Participant Feedback task, click Begin to open the Manage Participant
Feedback: John Schneider page.
4. Click Add Participants to open the Add Participants dialog box.
5. In the Relationship to Worker field, select All Internal.
6. Next to the Name field, click the Search: Name icon to open the Search and Select: Name
dialog box.
7. In the Department field, enter Learning US (the department for Matt Wagner).
8. Click Search.
9. Select a name. Do not add the same participant as the XX Peer participant that you
selected in section 3.
a. Click Add.
b. In the Role column, select XX Project Manager instead of XX Peer.
c. Record the name of this participant that you add so that you can provide participant
feedback later.
10. Click Save and Close to return to the Manage Participant Feedback: John Schneider page.
11. Add a question:
a. Select the rows containing the two listed participants. (Hold down the CTRL key to
select more than one participant.)
b. Click Add Question to open the Add Question dialog box.
c. In the Question field, enter In your opinion, is this person ready for new
challenges?.
d. Click Save and Close to open the Warning dialog box.
e. Click OK to open the Confirmation dialog box.
f. Click OK to reopen the Manage Participant Feedback page.
12. If necessary, select the rows containing the two listed participants.
13. Click Send Requests to open the Send Requests dialog box.

Chapter 7 - Page 26
14. In the Message to Participants field, enter Please provide feedback about John
Schneider for the performance evaluation.
16. Click OK to return to the Manage Participant Feedback: John Schneider page.
17. Click Done to return to the Manage Participant Feedback: XX <CurrentYear> Annual
Evaluation page.
18. Click Done to return to the My Manager Evaluations tab.
19. Sign out.
Provide Feedback as Participant

a. Sign in as YOUR.PARTICIPANT.
e. Select the My Feedback Requests tab.
2. In the row for John Schneider, for the Performance Document task for your performance
document, click Begin to open the Participant Feedback: XX <CurrentYear> Annual
Evaluation page.
3. On the XX Competencies and XX Goals tabs, in the Ratings and Comments sections,
enter a rating and comment for each competency and goal.
a. For goals, expand the Success Criteria and Additional Details section to view goal
information.
b. Click Next or the content item name to move to the next competency or goal.
5. On the XX Competencies and XX Goals section, review your ratings and comments.
a. Select a different rating to change it, if desired.
b. Select Comments to edit a comment, if desired.
6. Review the ratings and enter a section rating for each section.
7. In the Overall Ratings and Comments section, review the ratings and enter a rating.
8. Enter a comment.
9. Select the XX Questionnaire tab.
10. Answer the questions on the questionnaire.
11. Submit your feedback and return to the My Feedback Requests tab.
12. Sign out.
Evaluate Worker as Manager


Chapter 7 - Page 27

f. Scroll to John Schneider and expand the XX <CurrentYear> Annual Evaluation
performance document. If you do not see the worker or the document in the list, click
the Filter icon to open the Filter dialog. In the Worker Name field, select John
Schneider, and click Apply. Alternatively, click Load More Items until the worker
2. For the Evaluate Workers task, click Begin to open the Evaluate Workers: John Schneider
page.
3. If necessary, expand the XX <CurrentYear> Annual Evaluation performance document
for John Schneider.
4. For the Evaluate Workers task, click Begin to open the Evaluate Workers: John Schneider
page.
5. On the XX Competencies and XX Goals tabs, review worker and participant ratings.
6. In the Ratings and Comments section, enter a rating and comment for each competency
and goal.
a. For the XX Competencies section, click Suggest Comments to open the Suggest
Comments dialog to view Feedback Suggestions and Development Tips provided by
the Writing Assistant.
1) Click Paste to Comments to use the comments. For the XX Goals section, click
Copy Worker Comments to add and edit the worker comments
b. Expand the Targets and Weights section to adjust weights and view target proficiency
ratings.
c. Expand the Success Criteria and Additional Details section to view goal information.
d. Click Next or click the content item name to move to the next competency or goal.
7. Select the Overall Summary tab to review and edit your ratings and comments.
a. In the XX Competencies and XX Goals sections, review your ratings and comments.
b. Select a different rating to change it, if desired.
c. Select Comments to edit a comment, if desired.
8. Review the calculated rating and enter a section rating for each section.
9. In the Overall Ratings and Comment section, review the calculated overall rating and
enter a rating and comment.
Click Copy Worker Comments to add and edit the worker comments.
10. Select the XX Questionnaire tab and complete the questionnaire.
11. In the Worker section, view the worker responses to the questionnaire.
12. In the Participants section, expand the participant names to view their responses to the
questionnaires.
13. In the View by field, selection Questions to display an alternative view of the responses.
14. Submit your evaluation and return to the My Manager Evaluations tab.
15. If necessary, expand the XX <CurrentYear> Annual Evaluation performance document.
16. For the Share Document task, click Begin to open the Share Document: John Schneider
page.
17. Click Share and Release to open the Share and Release Performance Document dialog
box.

Chapter 7 - Page 28
18. Enter a message for the worker and click OK to open the Confirmation dialog box.
20. Sign out.
Share Document as Worker

e. Expand the XX <CurrentYear> Annual Evaluation performance document. If you do
2. For the Share Document task, click Begin to open the Share Document: XX
<CurrentYear> Annual Evaluation page.
3. Click Share Document to open the Acknowledge Performance Document dialog box.
4. Enter a message for the manager and click OK, which causes the Confirmation dialog box
to open.
6. Sign out.
Confirm Review Meeting as Manager

2. For the Confirm Review Meeting task, click Begin, which causes the Warning dialog box
to open.
3. In the Meeting Date field, select a date on or after the Performance Document From Date,
as listed on the Activity 6 Introduction: Create a Performance Template page.
4. Click Yes, which causes the og box to open.
6. Sign out.

Chapter 7 - Page 29
Confirm Review Meeting and Provide Final Feedback as Worker

c. Open the Performance Management work area, My Evaluations tab.
d. Click the Performance icon to open the Performance page.
e. Click More Performance Documents to open the Performance Management work
f. Expand the XX <CurrentYear> Annual Evaluation performance document. If you do
2. Click Begin to start the Confirm Review Meeting task.
3. Click Yes, then click OK, to return to the My Evaluations tab.
4. In the title bar of the XX <Current Year> Annual Evaluation, click Provide Final Feedback
to open the XX Worker Final Feedback tab in the evaluation.
5. Enter comments for your manager to view.
6. Select the option By clicking on this box, I verify that I am John Schneider.
7. Click Submit to submit your final feedback.
8. Click Yes to record the final feedback and open the Confirmation dialog box.
9. Click OK to confirm the feedback was recorded and return to the My Evaluations tab.
10. Sign out.
Provide Final Feedback as Manager

2. Click Provide Final Feedback to begin the Provide Final Feedback task.
3. Enter and Submit your comments.
4. Click Yes to record the final feedback and return to the My Manager Evaluations tab.
5. For the First Approval task, click Begin, which causes the Warning dialog to open.

Chapter 7 - Page 30
At this point, you should have performed a worker evaluation from the perspective of the worker,
manager, and participant.

Chapter 7 - Page 31

Chapter 7 - Page 32
Manage Succession Plans
and Talent Pools
Chapter 8
Practices for Lesson 8: Manage Succession Plans and Talent Pools

Chapter 8 - Page 1

Practices Overview
In these practices, you create succession plans and a talent pool, and add succession
candidates to the pool.

Chapter 8 - Page 2
Practice 8-1: Activity 1 Introduction: Creating an Incumbent

Succession Plan
Overview
In this practice, you create an incumbent succession plan, select candidates who can potentially
replace the incumbent, and rate their readiness, risk of loss, and impact of loss.
Assumptions
• Sign in as Curtis.Feitty
• Risk of loss and impact of loss rating models must exist.
Tasks

1. Ensure that you are signed in as Curtis.Feitty.
2. Click Navigator.
3. On the global area Navigator menu under Talent Management, select Succession Plans
to open the Succession Plans work area, Overview page.
4. If necessary, click the Succession Plans tab to open the Succession Plans page.
Create Succession Plan and Add Plan Type, Owners and Details
1. Click Create to open the Create Succession Plan: Enter Details page.
2. In the Plan Name field, enter XX Matt Wagner Succession Plan.
3. In the Plan Type field, enter Incumbent.
5. In the Privacy field, leave Private selected.
6. Add owners:
a. In the Owner area, click the Manage Owners icon to open the Manage Owners dialog
box.
b. In the row for Curtis Feitty, in the Administrator Type column, leave Administrator
selected.
c. Click Select and Add to open the Select and Add: Owners dialog box.
d. In the Name field, enter Linda Swift.
e. Click Search.
f. In the Search Results region, select Linda Swift and click OK to return to the Manage
Owners dialog box.
g. In the row for Linda Swift, in the Administrator Type column, select Candidate
Manager.
h. Click OK to return to the Create Succession Plan: Enter Details page.
7. In the Description field, enter XX Succession Plan for Matt Wagner.

Chapter 8 - Page 3
Enter Key Incumbent Information

1. In the Incumbent field, click the down arrow, then click Search to open the Search and
Select: Incumbent dialog box.
2. In the Full Name field, enter Matt Wagner.
3. Click Search.
4. In the table, select Matt Wagner.
5. Click OK to return to the Create Succession Plan: Enter Details page.
Note: The department and job information will automatically update.
6. In the Key Incumbent Information section, edit the Risk of Loss and Impact of Loss
fields as desired.
Note: Editing these fields will update the profile of the manager.
7. In the Reason for Departure field, select a reason.
8. In the Estimated Remaining Months field, select the time in months the manager is
expected to stay in the job.
Select Candidates
1. Click Next to open the Create Succession Plan: Select Candidates page.
2. Click Select and Add to open the Select and Add: Candidates dialog box.
3. In the Job field, enter Manager.
4. Click Search.
5. Select at least five candidates.
6. Click OK to open the Create Succession Plan: Select Candidates page.
7. In the Readiness column, select a value for each candidate. For the purpose of this
activity, it is recommended that you select different values for the candidates, including
Ready Now for at least one candidate.
8. In the Risk of Loss and Impact of Loss columns, select or edit values as desired. These
values will become part of the profile of the worker.
Note: If you select candidates and click Talent Pool, you can add them to existing talent
pools. We will perform this later after we have created a talent pool.
9. Use the Find Best Fit feature to identify candidates:
a. Click Find Best Fit to open the Find Best Fit dialog box.
Note: If the job of the incumbent you selected does not have a job profile associated with it,
Find Best Fit is not available. If that is the case, you can skip to 11.
b. In the Criteria section, in the Competencies row, select High for the Priority.
c. Leave Display in Results selected.
d. In the Work Requirements row, select Medium for the Priority.
e. Leave Display in Results selected.
f. In the Degrees row, select Medium for the Priority.
g. Leave Display in Results selected.
h. Click Find Best Fit.
i. Review the list of candidates to see how they match the profile of the incumbent's job.
To narrow or extend the list of candidates, in the Criteria section, select or remove
Content types, change the Priority selection, select Find Best Fit again. In the
Results section, change the criteria and percentages and click the Search Results
icon.

Chapter 8 - Page 4
j. Select additional candidates, if desired.

k. Click OK to return to the Create Succession Plan: Select Candidates page.
10. Update the Readiness, Risk of Loss, and Impact of Loss fields for any candidates you
added.
11. Click Save and Close to return to the Succession Plans Overview page.
Review the Plan on the Overview Page
1. Select the row for the XX Matt Wagner Succession Plan to see the plan in the Details: XX
Matt Wagner Succession Plan section.
2. In the Candidate Readiness section (below the list of succession plans), on the sunburst
graph, right click on the name of a candidate and click Show Details to open the Show
Details dialog box, General tab.
3. Review the profile information of the candidate.
4. Click the Succession tab.
5. Review the succession plan and talent pool information of the candidate.
6. Click the other tabs, as desired.
Note: We will explore the other tabs in more detail in the Review Talent and Define Talent
Review lesson.
7. Click Cancel to return to the Succession Plans Overview page.
8. Double-click a readiness value (the second circle) to see all the candidates with that value
more easily.
9. Click the Matt Wagner link in the breadcrumbs to view the whole sunburst graphic.
View the Succession Plan in the Simplified User Interface

1. Sign out.
2. Sign in as Linda.Swift.
3. In the simplified user interface, select Team Talent to open the Team Talent page.
4. Select the name of Matt Wagner to open the Matt Wagner: Skills and Qualifications page.
5. Click the Succession Planning tab to open Matt Wagner: Succession Planning page.
6. Note the incumbent plan for Matt Wagner.
Note: You may need to minimize plans created by other students to see the one you
created.
At this point, you should have created the XX Matt Wagner Succession Plan incumbent
succession plan.

Chapter 8 - Page 5
Practice 8-2: Activity 2 Introduction: Creating a Job Succession Plan

Overview
In this practice, you create a succession plan for the manager job, select candidates who can
potentially fill the job. and rate their readiness, risk of loss, and impact of loss.
Assumptions
Tasks

2. Click Navigator.
4. Click the Succession Plans tab to open the Succession Plans page.
Create Succession Plan and Add Plan Type, Owners and Details
2. In the Name field, enter XX Vision Sales Manager Succession Plan.
3. In the Plan Type field, leave Job selected.
4. In the Privacy field, leave Private selected.
5. Add owners:
a. In the Owner area, click the Manage Owners icon to open the Manage Owners dialog
box.
b. In the row for Curtis Feitty, in the Administrator Type column, leave Administrator
selected.
c. Click Select and Add to open the Select and Add: Owners dialog box.
d. In the Name field, enter Linda Swift.
e. Click Search.
f. In the Search Results region, select Linda Swift and click OK to return to the Manage
Owners dialog box.
g. In the Administrator Type column for Linda Swift, select Candidate Manager.
h. Click OK to return to the Create Succession Plan: Enter Details page.
6. In the Description field, enter XX Succession Plan for Sales Manager job at Vision.
Enter Key Job and Position Information

1. Add business unit:
a. In the Business Unit field, click Search to open the Search and Select: Business Unit
dialog box.
b. In the Name field, enter US.

Chapter 8 - Page 6
c. Click Search.
d. In the table, select the US1 Business Unit row.
e. Click OK to return to the Create Succession Plan: Enter Details page.
2. Add department:
a. In the Department field, click Search to open the Search and Select: Department
dialog box.
b. In the Name field, enter Organization.
c. Click Search.
d. In the table, select the Organizational Development US row.
3. Add job:
a. In the Job field, click Search to open the Search and Select: Job dialog box.
b. In the Name field, enter Sales.
c. Click Search.
d. In the table, select Sales Manager.
4. Add job grade:
a. In the Job Grade field, click Search to open the Search and Select: Job Grade dialog
box.
b. In the Name field, enter Mgmt.
c. Click Search.
d. In the table, select the Mgmt03 row.
Select Candidates
3. In the Name field, enter the last name of your manager. Enter Wagner.
4. Click Search.
5. Select Matt Wagner and click Apply.
6. In the Name field, remove Wagner.
7. In the Location field, enter Redwood.
8. Click Search.
9. Select at least ten candidates. Optionally, select a candidate that you added to the XX Matt
Wagner Succession Plan in the previous activity.
10. Click OK to return to the Create Succession Plan: Select Candidates page.
11. In the Readiness column, select a value for each candidate. For the purpose of this
activity, it is recommended that you select different values for the candidates, including
Ready Now for at least one candidate.
12. In the Risk of Loss and Impact of Loss columns, select or edit values as desired. These
values will become part of the profile of the worker.
Note: If you select candidates and click Talent Pool, you can them to existing talent pools.
We will do that in a later activity after we have created a talent pool.

Chapter 8 - Page 7
Note: For this particular job, Find Best Fit may not be available. If it is available, you can
use this feature to select additional candidates.
added using the Find Best Fit feature.
14. Click Save and Close to open the Succession Plans Overview page.
Review the Plan on the Overview Page
1. If necessary, select the row for the XX Vision Sales Manager Succession Plan to see the
plan in the Details: XX Vision Sales Manager Succession Plan section.
2. In the Candidate Readiness section, on the sunburst graph, right-click on Matt Wagner
and click Show Details to open the Show Details dialog, General tab.
3. Click the Succession tab to open the Show Details dialog, Succession tab. Because the
XX Matt Wagner Succession Plan was created to replace Matt Wagner, that plan appears
in the Worker's Succession Candidates section.
5. Right-click another name and click Show Details to review profile information for that
candidate.
6. Click the Succession tab to open the Show Details dialog, Succession tab.
If your selected candidate was also selected for the XX Matt Wagner Succession Plan,
that information appears in the Succession Plans and Talent Pools section.
Note: We will explore the other tabs in more detail in the Review Talent and Define Talent
Review lesson.
9. Click Cancel to return the Succession Plans Overview page.
10. Double-click a readiness value (the second circle) to see all the candidates with that value
more easily.
11. Click the Sales Manager link in the breadcrumbs to view the whole sunburst graphic.
At this point, you should have created the XX Vision Sales Manager Succession Plan job
succession plan.

Chapter 8 - Page 8
Practice 8-3: Activity 3 Introduction: Create a Talent Pool

Overview
In this practice, you create a talent pool for a job.
Assumptions
Tasks

2. Click Navigator.
4. Click the Talent Pools tab to open the Manage Talent Pools page.
Create Talent Pool and Enter Details

1. Click Create to open the Create Talent Pool: Enter Details page.
2. In the Name field, enter XX Vision Manager Talent Pool.
3. Leave the Status field Active.
4. In the Owner area, add another owner. Click the Manage Owners icon to open the
Manage Owners dialog box.
5. Click Select and Add to open the Select and Add: Owners dialog box.
6. In the Name field, enter the last name of your manager's manager. Enter Swift.
7. Click Search.
8. In the Search Results section, select Linda Swift.
9. Click OK to return to the Manage Owners dialog box.
10. Click OK to return to the Create Talent Pool: Enter Details page.
11. In the Description field, enter Pool of potential managers for Vision.

1. In the Key Job and Position Information section, Job field, click Search to open the
Search and Select: Job dialog box.
2. In the Name field, enter Manager.
3. Click Search.
4. In the Name column, select the Manager row with the code JOB027 (you may need to
scroll to the right to see the Code column).
5. Click OK to return to the Create Talent Pool: Enter Details page.
The Job Profile field is automatically populated if the selected job is associated with a
profile.
6. In the Grade field, select Mgmt03.

Chapter 8 - Page 9
7. In the Business Unit field, click Search to open the Search and Select: Business Unit
dialog box.
8. In the Business Unit field, enter US.
9. Click Search.
10. In the Business Unit column, select the US1 Business Unit row.
11. Click OK to open the Create Talent Pool: Enter Details page.
Select Members
1. Click Next to open the Create Talent Pool: Select Members page.
2. Click Select and Add to open the Select and Add: Members dialog box.
4. Click Search.
5. In the Search Results section, select the row for Matt Wagner.
6. Click OK to return to the Create Talent Pool: Select Members page.
7. Use the Find Best Fit feature:
a. Click Find Best Fit to find qualified candidates to open the Find Best Fit dialog box.
b. In the Job Profile field, leave Manager selected or select another job.
You can select another profile that is different than the one associated with the job.
c. Click Next to open the Find Best Fit dialog box.
d. In the Competencies row, in the Priority column, select High.
f. In the Work Requirements row, in the Priority column, select Medium.
i. Review the list of candidates to see how they match the profile of the job associated
with the plan. To narrow or extend the list of candidates, in the Criteria section, select
or remove Content types, change the Priority selection, select Find Best Fit again. In
the Results section, change the criteria and percentages and click the Search Results
icon.
j. Select at least five additional candidates.
k. Click OK to return to the Create Talent Pool: Select Members page.
8. Update worker Risk of Loss and Impact of Loss ratings as desired. When you update the
ratings, the worker profile is updated with your selected ratings.
Note: If other students have selected the same workers, your ratings may conflict with
theirs. For the purpose of this practice, that is okay.
Add Development Goal for Members

1. Click Next to open the Edit Talent Pool: Manage Development Goals page.
2. Click Select and Add to open the Select and Add: Goals dialog.
3. Click Search.
4. In the Search Results field, select a goal. Remember the goal that you selected. It is best
not to select the Management and Leadership goal, as the instructor added that one
already.
Note: If possible, try to select a different goal than other students, as only one copy of a
goal is added to the worker goal list.

Chapter 8 - Page 10
5. Click Done to return to the Edit Talent Pool: Manage Development Goals page.
6. Click Save and Close to return to the Manage Talent Pools page.
Verify that Goal is Added to Worker Goal List

1. Sign out as Curtis Feitty and sign back in as Matt.Wagner.
2. Click Navigator.
3. On the global area Navigator menu under Manager Resources, select Goals to open the
Goal Management work area.
4. Select My Goals to open the Goals page.
6. In the View field, select Current Goals.
7. Verify that the goal you added in the Add Development Goal for Members section was
added to your development goal list.
Note: As noted earlier, only one copy of the goal is added to the list.
8. Select the goal to open the Edit Development Goal page.
9. Edit the goal details as desired.
10. Select the Target Outcomes tab.
11. If there are target outcomes, in the Target Proficiency Level field, enter a value for each
target outcome.
13. Click OK to return to the Goals page, Development Goals tab.
14. Sign out.
Verify that Manager is Added to Pool in Simplified Interface

3. Select Matt Wagner to open the Matt Wagner: Skills and Qualifications page.
4. Click the Career Planning tab to open the Career Planning page.
5. In the Succession Membership section, note the succession plans and talent pools.
At this point, you should have created the XX Vision Manager Pool talent pool.

Chapter 8 - Page 11
Practice 8-4: Activity 4 Introduction: Add Succession Candidates to a

Talent Pool
Overview
In this practice, you select members of an existing succession plan and add them to a talent
pool for the manager job. You select members who can potentially fill the job.
Assumptions
Tasks

2. Click Navigator.
4. Click the Succession Plans tab to open the Succession Planning page.
Add Candidates to a Talent Pool

1. Select XX Vision Sales Manager Succession Plan and click Edit to open the Edit
Succession Plan: XX Vision Sales Manager Succession Plan: Enter Details page.
2. Click Next to open the Edit Succession Plans: Select Candidates page.
3. Select the row for the name of at least one candidate and click Add to Talent Pool to open
the Talent Pool dialog box.
Note: Remember the names of the candidates.
4. In the Pool Name field, select XX Vision Manager Talent Pool.
5. Click Save and Close to return to the Edit Succession Plans: Select Candidates page.
8. Select the XX Vision Manager Talent Pool link to open the Edit Talent Pool: XX Vision
Manager Talent Pool page.
9. Click Next to open the Edit Talent Pool: Select Members page.
10. Verify that the candidates you selected are now members of the talent pool.
11. Click Cancel to return to the Manage Talent Pools page.
At this point, you should have added succession plan candidates to the XX Vision Manager
Talent Pool.

Chapter 8 - Page 12
Define Talent Review and
Review Talent
Chapter 9
Practices for Lesson 9: Define Talent Review and Review Talent

Chapter 9 - Page 1

Practices Overview
In these practices, you create a talent review template, create and conduct a talent review
meeting, prepare content, and review an action plan.

Chapter 9 - Page 2
Practice 9-1: Activity 1 Introduction: Creating a Talent Review

Template
Overview
In this practice, you create a talent review template that includes a box chart matrix with multiple
views.
Assumptions
Tasks

3. Ensure that you have the Workforce Development – Define Talent Review – Define
Talent Review Settings task list expanded.
4. In the Configure Talent Review Dashboard Options row, click Go to Task to open the
Manage Talent Review Templates page.
Configure General Settings

1. On the Search Results region toolbar, click Create to open the Create Talent Review
Template page.
2. In the Template Name field, enter XX Talent Review Template <current year>.
3. In the Set field, leave Common Set selected.
5. Leave the Owner field blank.
Note: Adding an owner will restrict the ability to edit the template to the owner.
6. In the Maximum Number of Records field, leave 500 select or select a higher number.
7. Leave Include Succession Plans selected.
8. Leave Talent pool details selected.
9. In the Color Scheme field, select a color scheme, if desired.
Configure Box Matrix Chart Options

1. In the Box Chart Matrix Options section, in the Impact of Loss row, in the Label field,
enter Impact of Loss.
3. In the Rating Model field, select Impact of Loss Rating Model.
4. Select Use as Axis.
5. In the Overall Competencies Rating row, in the Label field, enter Competencies Rating.
6. In the Rating Model field, select Proficiency Rating Model.
8. In the Overall Goals Rating row, in the Label field, enter Goals Rating.
9. In the Rating Model field, select Performance Rating Model.

Chapter 9 - Page 3
10. In the Performance row, in the Label field, enter Performance.

11. In the Rating Model field, select Performance Rating Model.
13. In the Potential row, in the Label field, enter Potential.
14. In the Rating Model field, select Potential Rating Model.
16. In the Risk of Loss row, in the Label field, enter Risk of Loss.
17. In the Rating Model field, select Risk of Loss Rating Model.
19. In the Talent Score row, in the Label field, enter Talent Score.
20. In the Rating Model field, select Talent Score Rating Model.
Create Box Chart Views

1. Configure the Performance vs. Potential box chart view.
a. On the Box Chart Views section toolbar, click Add.
b. In the View Name field, enter Performance vs. Potential.
c. In the View Type field, select XY View.
d. In the X-Axis or Single Rating field, select Performance.
e. In the Y-Axis field, select Potential.
f. Leave Set as Default selected.
g. Select Ratings to Submit.
h. Configure the boxes:
1) In the Configure Boxes field, click the Edit icon to open the Performance vs.
Potential: Configure Boxes dialog.
2) In the top left box, enter Evolving Talent.
3) In the middle left box, enter Unproven Talent.
4) In the bottom left box, enter Misaligned Talent.
5) In the top center box, enter Flexible Talent.
6) In the middle center box, enter Core Talent.
7) In the bottom center box, enter Solid Talent.
8) In the top right box, enter Top Talent.
9) In the middle right box, enter Emerging Talent.
10) In the bottom right box, enter Expert Talent.
11) Click OK to return to the Create Talent Review Template page.
2. Configure the Retention and Performance box chart view.
a. In the Box Chart Views toolbar, click Add.
b. In the View Name field, enter Retention and Performance.
c. In the View Type field, select XY View.
d. In the X-Axis or Single Rating field, select Risk of Loss.
e. In the Y-Axis field, select Performance.
f. In the Configure Boxes field, click the Edit icon to open the Retention and
Performance: Configure Boxes dialog.

Chapter 9 - Page 4
g. Enter values in the boxes as shown in the table.

Column Value
Top left High Perf / Low Risk
Middle left Medium Perf / Low Risk
Bottom left Low Perf / Low Risk
Top center High Perf / Medium Risk
Middle center Medium Perf / Medium Risk
Bottom center Low Perf / Medium Risk
Top right High Perf / High Risk
Middle right Medium Perf / High Risk
Bottom right Low Perf / High Risk
h. Click OK to return to the Create Talent Review Template page.
3. Configure the Talent Score box chart view.
a. In the Box Chart Views toolbar, click Add.
b. In the View Name field, enter Talent Score.
c. In the View Type field, select Single Rating View.
d. In the X-Axis or Single Rating field, select Talent Score.
e. In the Configure Boxes field, click the Edit icon to open the Talent Score: Configure
Boxes dialog.
f. Select the values in the boxes as shown in the table.
Column Value
Top left Solid Performers
Middle left New To Role
Bottom left Under Performing
Top center Outstanding Performers
Middle center Core Talent
Bottom center Misaligned Talent
Top right Top Talent
Middle right Emerging Leaders
Bottom right Ready for New Opportunities
g. Click OK to return to the Create Talent Review Template page.
h. Select Ratings to Submit.
Select Data Options

1. In the Data Options section, in the Analytic Options section, select Risk of Loss.
2. Select Impact of Loss.
3. Select Mobility.

Chapter 9 - Page 5
4. Select the Detail-on-Demand Options:

a. Select Notes.
b. Select Compensation Plan Details.
c. Select Goals.
d. Select Kudos.
e. Select Performance Details.
f. Select Profile Details.
g. Select Succession.
5. Select the Population Filters:
a. Select Job.
a. Select Location.
b. Select Team.
c. Select Subordinate Level.
d. Select Grade.
e. Select Competency.
f. Select Proficiency.
6. Select the Actions:
a. Select Add Task.
b. Select Add Goal.
c. Select Enable Holding Area.
d. Select Enable Compare.
e. Select Enable Organization Chart.
f. Select Enable Potential Assessment.
7. Select the Color Code Options:
a. Select Job.
b. Select Location.
c. Select Team.
9. Click OK to return to the Manage Talent Review Templates page.
Talent page.
At this point, you should have created an XX Talent Review Template <current year> talent
review template.

Chapter 9 - Page 6
Practice 9-2: Activity 2 Introduction: Creating a Talent Review Meeting

Overview
In this practice, you create a talent review meeting for the organization of Linda Swift that uses
the template you created, and includes participants and a review population selected from her
organization..
Assumptions
• Sign in as Curtis.Feitty.
• You completed the Creating a Talent Review Template practice.
Tasks

1. Sign in as Curtis.Feitty.
2. Click Navigator.
3. Under Talent Management, select Talent Review to open the Talent Review work area,
Overview page.
Enter Meeting Details

1. Click Create to open the Create Talent Review Meeting: Enter Meeting Details page.
2. In the Talent Review Meeting field, enter XX <Current Year> Org Talent Review.
3. In the Meeting Purpose field, enter XX Organization talent review meeting for <Current
Year>.
4. In the Template Name field, select XX Talent Review Template <Current Year>.
5. In the Business Leader field, click Search to search the name of the person whose
organization will be reviewed to open the Search and Select: Business Leader page.
6. In the Name field, enter Linda Swift.
7. Click Search.
8. In the table, select Linda Swift and click OK to open the Create Talent Review Meeting:
Enter Meeting Details page.
9. In the Facilitator field, select Curtis Feitty, if not already selected.
10. In the Meeting Date field, select <current date>.
Note: Do not set a Data Submission Deadline, as the meeting start date is set to the
current date, and you will be required to wait at least one day after the Data Submission
Deadline date to submit the completed meeting.
11. In the Meeting Status field, leave Not started selected.
Select Review Content

1. Click Next to open the Create Talent Review Meeting: Select Review Content page.
2. In the Review Content section, ensure that all options are selected.
3. In the Data Validity Guideline drop-down list, select Updated within previous 6 months.

Chapter 9 - Page 7
4. In the Include Prior Meetings section, in the First Prior Meeting drop-down list, click
Search to open the Search and Select: First Prior Meeting dialog box.
5. Click Search.
6. Select the previous year’s meeting, or the most recent one, if one exists.
Note: Do not select the meetings created by other students in this class.
7. Click OK to return to the Create Talent Review Meeting: Select Review Content page.
8. In the Second Prior Meeting drop-down list, click Search to open the Search and Select:
Second Prior Meeting dialog box.
9. Click Search.
10. Select a meeting from two years previous, or any earlier than the First Prior Meeting
selection, if one exists.
Add Succession Plans and Talent Pools

1. In the Include Succession Plans section, click Select and Add to open the Select and
Add: Succession Plans dialog box.
2. In the Job field, enter Sales Manager.
3. Click Search.
4. Select XX Vision Sales Manager Succession Plan and click Apply to open the Warning
dialog box.
5. Click Yes to return to the Select and Add: Succession Plans dialog box.
6. Clear the Job field.
7. In the Incumbent field, enter Wagner.
8. Click Search.
9. Select the plan for XX Matt Wagner Succession Plan and click OK to open the Warning
dialog box.
10. Click Yes to accept the warning about a private succession plan.
12. In the Include Talent Pools section, click Select and Add to open the Select and Add:
Talent Pools page.
13. In the Pool Name field, enter XX Vision Manager Pool.
14. Click Search.
15. Select XX Vision Manager Pool and click OK to open the Create Talent Review Meeting:
Select Review Content page.
Add Participants
1. Click Next to open the Create Talent Review Meeting: Select Review Participants page.
2. Click Select and Add to open the Select and Add: Meeting Participants page.
3. The Manager Name field is already filled out with the name of the business leader, and the
Search Results table contains all the names of the managers in the organization of the
business leader. In the Search Results table, select the top of the column to the left of the
Name column to select all the names.
4. Click OK to open the Create Talent Review Meeting: Select Review Participants page.
5. In the Additional Instructions section, enter Please enter all required data by the data
submission date.

Chapter 9 - Page 8
Select the Review Population

1. Click Next to open the Create: Talent Review Meeting: Select Review Population page.
2. Click Select and Add to open the Select and Add: Review Population page.
3. The Manager Name field is already filled out with the name of the business leader, and the
Search Results field contains all the names of the managers in the organization of the
business leader. In the Search Results section, select the top of the column to the left of
the Name column to select all the names of direct and indirect reports. Alternatively,
expand the down arrows to expose workers at every level and select individual managers
and workers in the list.
4. Click Apply.
Note: Ensure that Matt Wagner and his direct reports are selected.
5. Click OK.
6. If the Warning dialog box opens, click Yes to return to the Select and Add: Review
Population page.
Review the Meeting

1. Click Next to open the Create Talent Review Meeting: Review page.
2. Click Edit to edit any fields.
3. Click Submit, which causes the Confirmation dialog box to open.
4. Click OK to return to the Overview page.
At this point you should have created and submitted the XX <Current Year> Org Talent Review
meeting to schedule it, made the meeting appear in the calendars of the participants, and
notified reviewers to prepare content.

Chapter 9 - Page 9
Practice 9-3: Activity 3 Introduction: Preparing Data Content

Overview
In this practice, you create a talent review meeting for the organization of Linda Swift that uses
the template you created, and includes participants and a review population selected from her
organization..
Assumptions
• Sign in as Matt.Wagner.
• You completed the Creating a Talent Review Meeting practice.
Tasks

1. Sign in as Matt.Wagner.
2. Click Navigator.
3. In the global area Navigator menu Manager Resources section, click Talent Review to
open the Talent Review work area, Overview page.
Update Worker Ratings

1. Select the row for XX <Current Year> Org Talent Review.
2. In the Prepare Review Content column, click Go to Task to open the Prepare Review
Content: XX <Current Year> Org Talent Review page.
3. Use the Potential Assessment to rate worker potential:
a. For any worker, In the Potential Assessment column, click Complete Assessment to
open the Complete Assessment - <Worker Name> dialog box.
You can complete the Potential Assessment to calculate potential ratings for a
worker, or select a value in the Potential Rating column.
b. Select answers to the questions.
c. Click OK, which causes the Warning dialog box to open.
d. Click Yes to return to the Prepare Review Content: XX <Current Year> Org Talent
Review page.
4. Update Potential Rating, Performance Rating, Risk of Loss, Impact of Loss, and
Talent Score ratings as desired. Remember the name of at least one worker you updated
for a later step.
Note: The yellow triangle Outside Data Validity Dates icons indicate the data that is
outside the range of the data validity guidelines you set when creating the meeting.
5. Create a Note:
a. In the row for one of your direct reports, click the Notes icon to open the Notes:
<Worker Name> dialog box and add a note for the worker.
b. Click Create to open the Create Note: <Worker Name> dialog box.
c. In the Type field, select General.
d. In the Text field, enter <First name of worker> has improved his/her performance
this year and is ready for additional challenges.

Chapter 9 - Page 10
e. Click OK to return to the Notes: <Worker Name> dialog box.

f. Click OK to return to the Prepare Review Content: XX <Current Year> Org Talent
Review page.
6. Click View to open the reviewer view of the Talent Review dashboard.
Note: You can use the reviewer view to see the box chart placement of your direct reports,
view succession plans and talent pools that you own, and perform some other tasks.
7. Click Save and Close which causes the Confirmation dialog box to open.
8. Click OK to return to the Prepare Review Content: XX <Current Year> Org Talent Review
page.
9. Click Submit, which might cause the Warning dialog box to open.
10. If so, click Yes, which causes the Confirmation dialog box to open. If no Warning dialog box
appears, skip to the next step.
11. Click OK.
Confirm Data Rating Updates

1. On the global area Navigator menu, click Person Gallery to open the Person Gallery work
area, Search Person page.
2. In the Keywords field, enter the name of one of the workers whose ratings you updated.
3. Click Search.
4. In the Search Results table, click the name of the worker whose profile ratings you want to
verify to open the selected worker's portrait.
5. Click Career Planning to open the Career Planning card.
6. Scroll to the Talent Ratings section to view the profile ratings.
Note: Other students may have updated ratings for the same worker, so the ratings may be
different than those you updated.
At this point, you should have prepared data content for your direct reports for the upcoming
talent review meeting: XX <Current Year> Org Talent Review and verified the changes you
made to the profile rating appear in the profile of your direct reports.

Chapter 9 - Page 11
Practice 9-4: Activity 4 Introduction: Conducting a Talent Review

Meeting
Overview
Start and conduct a talent review meeting. Move workers from one box to another and to the
Holding Area. Use the population filters to filter the values in the box chart matrix, and color
codes to highlight workers. Examine details for a worker and add a goal and task.
Assumptions
• You completed the Creating a Talent Review Template practice.
Tasks

2. Click Navigator.
Overview page.
Conduct Meeting
1. In the row for the meeting XX <Current Year> Org Talent Review, in the Conduct
Meeting column, click Go to Task to open the Talent Review Meeting: XX <Current Year>
Org Talent Review dashboard.
2. Scroll over a worker marker to see the worker’s name and performance and potential
ratings. Select markers in other boxes to see how the performance and potential ratings
differ from each other.
3. Select the View down arrow, then click Select Dashboard View, and then click Retention
and Performance to view worker risk of loss and performance ratings.
4. Select the View down arrow, then click Select Dashboard View, and then click Talent
Score to view worker talent scores.
5. If no workers appear on the box chart, they are in the Holding Area because they have no
current talent scores. To move workers to the box chart from the Holding Area, you can
select and drag them to the box chart, or click the Move button in the Holding Area and
select a current rating.
6. Hover over a worker marker to view the worker’s talent score. Select workers in other boxes
to see how their talent scores differ from each other.
7. Select the View down arrow, then click Select Dashboard View, and then click
Performance vs Potential to return to the performance and potential box chart.
8. In the Display section, in the Color Code field, click Location.
9. Select a city in the legend to highlight workers in that location.
The markers are distinguished by color according to the location of the workers.
10. If available, select Show average to view the average potential and performance ratings for
the category used in the color code.

Chapter 9 - Page 12
11. Scroll over the markers to view details about each location, including average performance
and potential scores.
Note that the greater number of workers in a location, the larger the marker.
12. If previously selected, deselect Show average.
13. Click Risk of Loss to view the likelihood of each worker leaving the organization.
Note the legend that displays the ratings and associated colors.
14. In the Information section, click Impact of Loss to view the impact on the organization of
each worker leaving.
Note the legend that displays the ratings and associated shapes.
15. Scroll over each Impact of Loss rating in the legend to highlight the workers for each
rating.
16. Click the Zoom In down arrow and select the square that represents the Top Talent box.
Select the top rectangle in the column on the far right.
17. In the Information section, click Show Names to view the names in the expanded box.
18. Scroll to another box to view it in expanded detail. Drag the Performance scroll bar to the
left to the Flexible Talent cell.
19. Drag the Potential slider down to the Core Talent box.
20. Continue dragging the Potential scroll bar until the Core Talent box is visible.
21. Click Zoom Out to view the entire box chart.
22. In the Information section, click Show Names to remove the names of the workers to
make it easier to view the markers.
23. To view workers by team, use the Team filter. In the Filter section, click the Filter icon to
open the Filter dialog box.
24. In the Team field, select three teams from those available, including the team of Matt
Wagner, if available.
25. Click Apply to return to the Talent Review Meeting: XX <Current Year> Org Talent Review
dashboard.
26. Select a worker marker on the box chart to view detailed information about the worker.
27. In the Actions section, click Show Details to open the Details: <Worker Name> dialog box,
General tab.
28. View the worker’s current ratings, and scroll down to the Kudos section to view feedback
others have given worker, and notes for the worker.
29. Click the Succession tab to view the succession plans and talent pools the worker belongs
to. In the Worker's Succession Candidates section, you will also see if the worker has a
succession plan to succeed the worker.
30. Click the Experience and Qualifications tab to view the same information displayed on
the Experience and Qualifications portrait card.
31. Click the Performance tab to view current and recent performance document ratings.
32. In the Rating History analytic, scroll over a blue bar to view details about the performance
document it represents.
33. Click the Compensation tab to view salary and compensation data for the worker.
34. Use the View menu to display different salary and compensation data.
35. Click the Goals tab to view performance and development goals for the worker.
Important: Do not select a goal name or you will leave the talent review meeting and enter
the Goal Management work area.

Chapter 9 - Page 13
36. In the Development Goals section, click Add to open the Add Development Goal dialog
box and add a development goal to increase the worker’s skills.
37. In the Goal Name field, enter XX Mentor new hires.
38. In the Target Completion Date field, enter <One year from current date>.
39. Leave the other default values for the goal, or edit as desired.
40. Click Save and Close, which causes the Confirmation dialog box to open. The worker, or
the worker’s manager, manager can add additional details to the goal from the My Goals
page.
41. Click OK to return to the Details: <Worker Name> dialog box.
The goal is added to the top of the list of development goals.
42. Click Save and Close to return to the Talent Review Meeting: XX <Current Year> Org
Talent Review dashboard.
43. Move a worker to the Holding Area to remove the worker from the box chart. Select a
worker marker.
44. Select the Move down arrow and click Move to Holding Area.
Note: You can also move the worker by dragging the marker to the Holding Area.
45. Update the ratings for a worker on the box chart. Select a marker for a worker whose
ratings you want to update.
46. Drag the marker to another box to open the Move Markers dialog box.
47. In the New fields, the performance and potential ratings are updated to reflect the box to
which the worker was moved.
Note: You can also move the worker by selecting the Move Marker down arrow and
selecting Move Within Matrix, then entering the new ratings.
48. Click Save and Close to accept the updates and return to the Talent Review Meeting: XX
<Current Year> Org Talent Review dashboard.
49. Repeat steps 43 through 48 for other workers, as desired.
50. Drag the Prior Meeting slider to -1 to view the worker ratings from the previous meeting
and to examine the ratings progress that the workers have made since a previous talent
review meeting.
The box chart now shows the ratings for the previous meeting, which you can verify
because the name above the box chart displays the previous meeting name.
51. Select Show progress to view the ratings progress for workers from one meeting to the
next.
In the legend, you see all the worker names and their representative colors.
52. Scroll over a worker name to highlight that worker.
53. Deselect Show Progress to restore the box chart to the current meeting.
54. Drag the Prior Meeting slider to the right back to 0.
In the Succession Plans and Talent Pools section, you can add workers to, and create
succession plans and talent pools.
55. In the Succession Plans and Talent Pools section, for the XX Vision Sales Manager
Succession Plan, click the Maximize icon.
56. In the Candidates section, scroll down the list of names to review candidates.
57. Select a worker on the box chart matrix and drag the marker to the Candidates section.
The worker is added to the list.
58. In the Readiness column, update the readiness of candidates, if desired.

Chapter 9 - Page 14
Click the Create icon in the Succession Plans and Talent Pools section to create a new
plan or pool, if desired.
59. Click Add Task to add a task for someone in the organization to open the Create Task
dialog box.
60. In the Subject field, enter XX Schedule and run implementation meeting for CodeX
project.
61. In the Description field, enter Conduct CodeX implementation planning meeting.
62. In the Task Type field, select Meeting.
63. In the Priority field, select High.
64. In the Due Date field, enter <Three months from current date>.
65. In the Assignees field, click the Select Assignees icon to open the Select Assignees
dialog box.
66. In the Name field, select Search to open the Search and Select: Name dialog box.
68. Click Search.
69. In the table, select Matt Wagner.
70. Click OK to return to the Create Task dialog box.
71. Click Save and Close to return to the Talent Review Meeting: XX <Current Year> Org
Talent Review dashboard.
The task will be added to the worklist of the person listed in the Assignees field.
72. Click Submit to save the meeting and retain the ratings, which causes the Warning dialog
box to open.
If you click Save and Close, the meeting remains open to continue at a future time.
74. Click OK to return to the Overview page.
At this point, you should have conducted a talent review meeting, moved workers from one box
to another and to the Holding Area, used the population filters to filter the values in the box
chart matrix, and color codes to highlight workers, and examined details for a worker and add a
goal and task.

Chapter 9 - Page 15
Practice 9-5: Activity 5 Introduction: Reviewing the Action Plan

Overview
Review the tasks created during the talent review meeting. Edit a task and create a new task
and assign it to someone in the organization.
Assumptions
• You completed the Conducting a Talent Review Template practice.
Tasks

2. Click Navigator.
Overview page.
Review Action Plan

1. In the row for the meeting XX <Current Year> Org Talent Review, in the Review Action
Plan column, click Go to Task to open the Review Action Plan: XX <Current Year> Org
Talent Review page.
2. The CodeX project is rescheduled and you must change the date for the implementation
meeting. Select the task XX Schedule and run implementation meeting for CodeX
project.
3. Click the Edit icon to open the Edit Task dialog box.
4. Enter a new due date. Enter <Six months from current date>.
5. Click Save and Close to return to the Review Action Plan: XX <Current Year> Org Talent
Review page.
6. Create a new task.
a. Click the Create icon to open the Create Task dialog box.
b. In the Subject field, enter XX Introduce Mentorship Program.
c. In the Description field, enter Start mentorship program for new hires in
organization.
d. In the Task Type field, select To do.
e. In the Priority field, select Medium.
f. In the Due Date field, enter <Three months from current date>.
g. In the Assignees field, select Search to open the Search and Select: Name dialog
box.
h. In the Name field, enter the last name of your worker. Enter Schneider.
i. Select John Schneider.
j. Click OK to return to the Create Task dialog box.

Chapter 9 - Page 16
k. Click Save and Close to return to the Review Action Plan: XX <Current Year> Org
Talent Review page.
The task is added to the worklist of the person listed in the Assignees field.
7. Click Done to return to the Review Action Plan: XX <Current Year> Org Talent Review
page.
At this point, you should have reviewed the action plan for the meeting XX <Current Year> Org
Talent Review, edited existing tasks.

Chapter 9 - Page 17

Chapter 9 - Page 18
Talent Management Course
Summary
Chapter 10
Practices for Lesson 10: Talent Management Course Summary

Chapter 10 - Page 1
Practices for Lesson 10

Practices Overview
There are no practices for this lesson.
Practices for Lesson 10: Talent Management Course Summary

Chapter 10 - Page 2
Appendix A: Instructor Demonstrations

Chapter 11 - Page 1
Chapter 11

Demonstrations
Appendix A: Instructor
Instructor Demonstrations
Demonstrations Overview
These demonstrations showcase various Talent tasks and objects.

Chapter 11 - Page 2
Instructor Demonstration L2: Exploring Oracle Fusion Applications

Help
In this demonstration, your instructor explores the user assistance for Oracle
Fusion Applications.
User assistance includes:
• Contextual assistance on applications pages, which you access by:
− Hovering over an icon or field
− Clicking in a field
• Oracle Fusion Applications Help, which contains several browsing and search tools to
assist you in finding:
− Relevant topics
− Functional and implementation guides
Think of these two approaches to user assistance as embedded learning tools.

Using Oracle Fusion Applications Help, you can find more information about the setup tasks
covered in this course.
• Go to the Performance Template: <Performance Template Name> page and review
the contextual help.
• Identify and use the primary ways to access Oracle Fusion Applications Help.
• Use the Search by Functional Setup navigator to find Workforce Development, Define
Worker Goal Setting.
• Search for time periods and view the retrieved topics
• Use the Guides link to identify what guides are available.
Demonstration Tasks

1. Sign in as hcm_impl or hcm_impl1.
2. Click the Navigator icon to open the Navigator page.
3. Under Tools, click Setup and Maintenance to open the Setup and Maintenance work
area.
4. You control when Help appears on application pages. In the global area, click the Help
icon, the question mark, next to the user name in the upper right of the page. The icon turns
an orange color when Help is turned on.
Note: Once the ? icon appears after you click the Show Help icon, it might take several
clicks on the Help icon for the info to appear the first time.

Chapter 11 - Page 3
Explore Contextual Page-Level Help

With Help turned on, you see field-level terminology definitions and information about selections
or entries. You also see more comprehensive contextual help related to the page or section.
1. In the All Tasks tab Name field, enter, enter define worker perf.
2. Click Search.
3. Expand Define Worker Performance.
5. Click Search.
6. In the Search Results section, click the Annual Evaluation performance template, or any
other available template, to open the Performance Template: <Performance Template
Name> page.
7. In the Eligibility Profile section, in the Required column header, point to ?.
This type of help provides a definition of the prompt or label for the user interface
component.
8. Hover over the Set the minimum number for each participant role check box.
This type of help clarifies the information that you should enter into editable fields or informs
you about data usage, such as the effect on downstream processing.
9. In the Performance Template: <Performance Template Name> page header, click the Help
icon button to open the help dialog box. The application displays contextual help, which can
include links to nonembedded help related to that page or section.
Explain that:
• Clicking a link causes a brief summary of the topic to appear.
• Clicking More refreshes the dialog box with that topic at the top and the other links now
listed in the following More Topics section.
10. Point to, and then click, Creating a Performance Template: Worked Example to open a
brief summary of the topic.
11. Click More to open the entire Creating a Performance Template: Worked Example topic.
12. Point to the More Topics section, which displays topics related to Creating a Performance
Template: Worked Example.
13. If none of the topic links seem to answer your question, click More Help to open a new
browser window with Oracle Fusion Applications Help. This page lists topics that are related
to the relevant business process.
14. Close the browser tab to return to the Creating a Performance Template: Worked Example
help topic.
15. Click Close to return to the Performance Template: <Performance Template Name> page.
Explore Oracle Fusion Applications Help

1. On the Settings and Actions menu (accessed by clicking the user name in the global
area), select Applications Help... to open a new browser tab with Oracle Fusion
Applications Help.
You can use the following global area filters to search for topics of interest.
• All
• Business Processes
• Products
• Common Tasks

Chapter 11 - Page 4
All
Use the search field to find topics with titles and abstracts that contain key words.
Use the Explore menu to quickly view frequently accessed application topics, including Signing
In and Getting Started, which introduces you to basic application navigation, page types, and
task access and search methods.
Use the Learn menu to quickly find guides and videos, courses, integration assets, and the
OTN community.
Business Processes
Click Business Processes to search for topics by business process or detailed business
process.
1. On the Business Processes page under Human Resources Management, hover over a link
to see a list of detailed business processes.
The majority of the detailed business processes relate to functional user tasks. The Set Up
detailed business processes contain implementation detailed processes.
2. Click the Set Up detailed business process for this course.
− Further refine your search results using the additional filters now available: Business
Process, Help Type, Language, Source, and Country.
Example: Show the Business Process menu, which lists the available
implementation detailed processes.
− Discuss the search results.
3. Show the Business Processes menu.
Point out how you can refine the search results by changing your business process
selections.
4. Show the Help Type menu.
− Point out how you can refine the search results to show specific types of help, such
as examples, help topics, or videos.
− Point out how each help type identifies how many of the search results match the
type filters.
5. Show the Language menu.
6. Show the Source menu.
See which search results were created by Oracle and which ones are customized or
created by your organization.
7. Show the Country menu.
Quickly identify any search results that are localized for a specific country.
Products
Click Products to search for topics by product.
1. In the Human Capital Management section, click the link for Goal Management.
− Point out that Products, along with the same additional filters as under Business
Processes are now available: Help Type, Language, Source, and Country.
Processes page.

Chapter 11 - Page 5
Common Tasks
Click Common Tasks to search for topics related to tasks that are common across Oracle
Fusion applications.
1. Click the Navigation link.
− Further refine your search results using the additional filters now available: Common
Tasks, Help Type, Language, Source, and Country.
Processes and Products pages.
3. Close the Fusion Applications Help browser window to return to the Performance Template:
<Performance Template Name> page.
4. On the Performance Template: <Performance Template Name> page, click Cancel.
5. Click Done to return to the Setup and Maintenance page.
Contextual field, section, and page-level help as well as Oracle Fusion Applications Help user
assistance supports your learning, and is never more than a few clicks away!
Explore Oracle Help Center

Oracle Help Center contains the most current product documentation, including links to relevant
My Oracle Support documents as well as product and service pages on the www.oracle.com
web site.
1. Open a new browser tab.
Note: You should open a browser outside the Remote Desktop.
2. In the address bar, enter cloud.oracle.com to open the Oracle Cloud page.
3. On the global area Resources menu under More Resources, select for Business Users.
Point out the sections of information on this page, such as Customer Connect and Forums.
4. In the Documentation / Help section, click View Cloud Documentation.
Point out the Get Started, Applications, Platform, and Marketplace tabs, which enable
you to filter the help content.
5. Select the Applications tab.
6. Under Human Capital Management, click Talent Management Cloud.
Point out the content filters in the left pane: Get Started, Tasks, Videos, and Books.
Tasks is the header for more specific content filters: Use, Administer, Report and
Analyze, Collaborate, and Secure.
7. On the Get Started page, point out the various sections and the associated links.
8. Click Use the documents from previous releases to access Release Readiness.
9. Under Release Information, right-click Review release readiness content and select
Open Link in New Tab.
− Point out how the left pane groups release readiness links by Human Capital
Management business process.
− Point out the content area sections, such as Spotlights, What's New, and Release
Content Documents.
11. Under Implement Oracle Talent Management Cloud Service, right-click Review the system
requirements and select Open Link in New Tab.
Point out that the page that opens is from the Oracle Products and Services web site.

Chapter 11 - Page 6

13. Click each link in the left pane and compare and contrast sections and content-area links
with the content shown using the other links in the left pane.
− Click the Tasks > Use and on the Tasks > Use page point out that most, if not all, of
the links open specific chapters or topics within the relevant user guide.
− Click Tasks > Administer and on the Tasks > Administer page, point out that many
of the links open specific chapters or topics within the relevant implementation
guides.
Some links open other documents or pages, such as Review Release Update
Bundle documents in the Maintain and Update section, which opens a My Oracle
Support document.
− Click Books and on the Books page, implementation guides are listed under the
Setup section and user guides are listed under the User section.

Chapter 11 - Page 7
Instructor Demonstration L3-1: Accessing HCM Reference Manual

In this demonstration, your instructor:
• Opens the Oracle Human Capital Management Cloud Security
Reference guide
• Discusses the Talent Management job roles and associated duties.
Demonstration Assumptions
Demonstration Tasks

1. Ensure that you are signed in as hcm_impl or hcm_impl1.
2. Ensure that you are on the Setup and Maintenance work area.
Demonstration Steps
1. On the Settings and Actions menu, select Applications Help... to open a new browser tab
with Oracle Fusion Applications Help.
2. In the row of options above the Search pane, click the Business Processes option.
3. In the Human Resources Management section, click Workforce Development.
4. In the Search field, enter security reference.
5. Click the Search icon button.
6. In the Search Results section, click Oracle Human Capital Management Cloud Security
Reference to open the PDF.
7. In the pdf toolbar, click the Find in document icon.
Note: If the Find in document icon is not on the tool bar, in the Edit menu, select Find.
8. In the Find text box, enter Human Resource Specialist and press Enter.
9. Press Page Down to go to the TOC.
10. On the Contents page, click Job Role: Human Resource Specialist.
Point out the various duties to illustrate how they permit the role to perform the necessary
Talent Management tasks, including the following:
– Flexfields and lookups setup duties
– Performance Management HR Specialist Duty
– Various detailed duties, including:
– Performance Document Management Duty
– Question Management Duty
11. Press Page Down until you get to the Role Hierarchy section.
Here you see the role hierarchy that we mentioned earlier, when discussing role-based
access.

Chapter 11 - Page 8
12. Press Page Down until you get to the Privileges section.
Discuss the key function security concepts.
13. Press Page Down until you get to the Data Security Policies section.
Discuss the key data security concepts.
14. Press Page Down.
15. Continue to page down through the data security section.
16. When you are ready, close the Oracle Fusion Applications Help browser tab.

Chapter 11 - Page 9
Instructor Demonstration L3-2: Creating an Implementation Project

In this practice, the instructor uses the Manage Implementation Project task to
create a demonstration implementation project.
Demonstration Tasks

2. On the Navigator menu, select Setup and Maintenance to open the Setup and
Maintenance work area
Enabling Workforce Development for Implementation Project

Note: This activity must be completed only once, so the instructor completes these steps as
a demonstration. It is possible that these task lists have already been enabled in your
environment.
1. On the Tasks pane, click Configure Offerings to open the Configure Offerings page.
2. Scroll down to and expand Workforce Development.
3. In the Workforce Development, Worker Goal Setting, Questionnaires, Worker
Performance, Talent Review, and Succession Management rows, select Enable for
Implementation.
4. Click Save and Close to return to the Overview page.
Creating an Implementation Project

1. In the Tasks pane, click Manage Implementation Projects to open the Manage
Implementation Projects page.
Implementation Project: Enter Basic Information page.
a. In the Name field, enter Demo Talent Management.
b. Press Tab.
c. Confirm that the project is automatically assigned to Your.Implementor.
3. Click Next to open the Create Implementation Project: Select Offerings to Implement page.
a. In the Workforce Development row, select Include, which causes the business
process to expand.
b. In the Worker Goal Setting, Questionnaires, Worker Performance, Talent Review,
Succession Management, and Human Resources Business Intelligence Analytics
rows, select Include.
4. Click Save and Open Project to open the Implementation Project: Demo Talent
Management page.

Chapter 11 - Page 10
Instructor Demonstration L3-3: Assigning Implementation Tasks

In this practice, your instructor assigns implementation project tasks to
Your.Implementor so that they appear in the Assigned Implementation Tasks
tab.
As part of the instructor practice, your instructor discusses the key concepts
for accessing implementation projects and tasks.
Demonstration Tasks

1. Ensure that you are signed in as hcm_impl.
2. Ensure that you are on the Implementation Project: Demo Talent Management page.
Assign Implementation Tasks

1. In the Task Lists and Tasks section, select the Workforce Development row.
2. Click Assign Tasks to open the Assign Tasks dialog box.
3. Click the Select and Add icon to open the Select and Add: Users dialog box.
4. In the User ID field, enter Your.Implementor.
5. Click Search.
6. Click the Your.Implementor row.
8. Click Done to return to the Assign Tasks dialog box.
9. Click Save and Close to return to the Implementation Project: Demo Workforce
Development page.
10. Click Done to return to the Manage Implementation Projects page.
11. Click Done to return to the Setup and Maintenance work area, Overview page, All Tasks
tab.
Discuss the key concepts for accessing implementation projects and tasks while you
navigate through the relevant tabs.
12. Select the Assigned Implementation Tasks tab.
13. In the Task List column, click Sort Ascending.
14. Select the Implementation Projects tab.
15. Click Demo Talent Management.
The Implementation Project page is the main page from which we will work through the
tasks in this course, as our course closely follows this flow, with some variation.

Instructor Demonstration L4-1: Viewing Content Types

Show the predefined content types, and discuss the attributes for each
property.
Demonstration Tasks

4. In the Manage Profile Content Types row, click Go to Task to open the Manage Content
Types page.
View Predefined Content Types

1. In the Search Results section, review the predefined content types.
2. Select the Competencies row.
3. On the Search Results section toolbar, click Edit. Some of the properties and attributes for
predefined content types cannot be changed.
4. Select the Relationships tab.
5. Select the Subscribers tab.
6. Click Cancel to return to the Manage Content Types page.
7. Click Done to return to the Implementation Project: Demo Talent Management page.

Instructor Demonstration L4-2: Viewing Content Items

Show how the properties defined in the content type determine the fields for
the content items for that type, and the attributes of those fields.
Demonstration Tasks

4. In the Manage Profile Content Items task row, click Go to Task to open the Manage
Content Items page.
View Content Items

1. In the Search Results section, review the predefined content items for the Competencies
content type.
2. Select one of the content items.
3. Click Edit to open the Edit Content Item page.
4. Show the fields and their attributes.
5. Click Cancel to return to the Manage Content Items page.

Instructor Demonstration L4-3: Viewing Educational Establishments

View the Profile Educational Establishments and show how to add the
college, university, or other schools content type.
Demonstration Tasks

4. In the Manage Educational Establishments row, click Go to Task to open the Manage
Educational Establishments page.
View Educational Establishments

1. On the Search Results section toolbar, click Create to open the Create Educational
Establishment page.
2. Review the required fields.
3. Click Cancel, which causes the Warning dialog box.
4. Click Yes to return to the Manage Educational Establishments page.
5. Click Done to return to the Implementation Project: XX Talent page.

Instructor Demonstration L4-4: Viewing Rating Models

Go to the Manage Profile Rating Models task and compare the predefined
rating models.
Demonstration Tasks

4. In the Manage Profile Rating Models row, click Go to Task to open the Manage Profile
Rating Models page.
View Rating Models

1. In the Search Results section, review the predefined models.
2. Select the Performance Rating Model row.
3. On the Search Results section toolbar, click Edit to open the Edit Rating Model page.
4. Remove the To Date, if any.
5. On the Rating Levels tab, review the available fields and their attributes.
6. Select the Review Points, Rating Categories, and Distributions tabs, reviewing the fields
and attributes for each in turn.
7. Click Save and Close to return to the Manage Profile Rating Models page.
8. Select the row for the following rating models and repeat steps 3 through 4 and 7 to remove
the end dates for them: Proficiency, Potential, Risk of Loss, Impact of Loss, Talent
Score, and Potential Assessment.
9. Click Done to return to the Implementation Project: Demo Workforce Development page.

Instructor Demonstration L4-5: Viewing Profile Types

Go to the Edit Profile Type page and discuss the key concepts for these
areas:
•
Content sections
• Summary text
Demonstration Tasks

4. In the Manage Profile Types row, click Go to Task to open the Manage Profile Types
page.
View Rating Models

1. In the Search Results section, select the PERSON row.
2. On the Search Results section toolbar, click Edit to open the Edit Profile Type page.
3. On the Content Sections tab, click Competencies.
4. In the Content Sections section, click the Competencies link to access the section
properties on the Content Section page.
5. Review the properties and section access options.
6. Click Cancel to return to the Edit Profile Type page.
7. Select the Summary tab.
8. Review the predefined text and the locations on which each text block appears.
9. Click Cancel to return to the Manage Profile Types page.

Instructor Demonstration L4-6: Viewing Instance Qualifier Sets

Go to the Edit Instance Qualifier Set page for the Potential instance qualifier
set and review the settings.
Demonstration Tasks

4. In the Manage Instance Qualifiers row, click Go to Task to open the Manage Instance
Qualifiers page.
View Instance Qualifiers Sets

1. Search for the Potential qualifier set.
2. From the Search Results section, select the POTENTIAL qualifier set row.
3. On the Search Results section toolbar, click Edit to open the Edit Instance Qualifier Set
page.
4. Review the following columns:
• Employee View
• Manager View
• Searchable
• Employee Default
• Manager Default
5. Click Cancel, which causes the Warning dialog box to open.
6. Click Yes to return to the Manage Instance Qualifiers page.

Instructor Demonstration L4-7: Viewing Where Instance Qualifier Sets

Are Used
View instance qualifiers in use within the application. Show how to view and
edit a worker's ratings for:
• Performance
• Potential
• Risk and Impact of Loss
Demonstration Tasks

2. In the simplified user interface select Navigator.
3. Select Person Gallery to open the Person Gallery page.
View Where Instance Qualifier Sets Are Used

1. Click Advanced next to the Keywords field.
2. In the Keywords field, enter John.
3. Click Search.
4. On the Search Results section, click Schneider, John to open John Schneider's portrait
page.
5. Click the Career Planning card for John.
6. On the Talent Ratings section, click the Edit icon to open the Edit Talent Ratings page.
7. Review the scores and ratings that you can edit for:
• Performance and Potential
• Risk of loss and impact of loss
• Advancement readiness
8. Sign out.
Managers and HR specialists can enter ratings for workers directly on this portrait card, but
these ratings can also be changed during a talent review meeting and on a performance
document. Instance qualifier sets are used to identify where the rating was given.

Instructor Demonstration L4-8: Using the Simplified Interface for

Career Planning and Skills and Qualifications
Show how to use the simplified user interface to access Talent Management tasks.
Demonstration Tasks

Using the Simplified User Interface

2. In John Schneider's card, click the More icon to see more information about the worker.
3. Click John Schneider to open John's Succession Planning page.
4. On the Skills and Qualifications tab, Matt can view skills and qualifications of John such as
areas of expertise, competencies, degrees, and proficiency in various languages.
5. Click the Career Planning icon to open the worker's Career Planning page. Here Matt can
view the worker's careers of interest, career statement, and top career that matches
worker's skills.
6. In the simplified user interface, click the Vision icon at the top of the page.
7. Click Performance and Career.
8. Click the Skills and Qualifications icon to the left of the page, if not already selected, to
open the Skills and Qualifications page. Here Matt can view his skills and qualifications
such as his areas of expertise, competencies, degrees, and honors and awards.
9. Click the Career Planning icon to open the Career Planning page. Here Matt can view his
careers of interest, top career that matches his skills, and his career statement.
10. Click Work and Career Preferences to open the Work and Career Preferences page.
11. Click Edit to edit work and career preferences.
12. Click Save and Close to save any changes.
13. Click Done to return to the Career Planning page.
14. Click See All in the Top Career That Matches Your Skills region to view all jobs that
matches Matt’s skills.
15. Click Add against a job to add the job in the Careers of Interest list.
16. Click anywhere in the left side of the page to return to the Career Planning page.
17. Click a job profile in the Careers of Interest region to open that job profile page and view
more information about the job profile.
18. Click Done.

Instructor Demonstration L4-9: Finding Best Fit

Go to the Profiles page of a worker and perform best-fit analysis to locate
workers with skills that match that of a particular worker.
Demonstration Tasks

2. In the simplified user interface, select Navigator.
3. Under Talent Management, select Profiles to open the Search: Profiles page.
Find Best Fit

1. On the Person Profiles tab, click Advanced Search.
2. In the Name field, enter John.
3. Click Search.
4. In the Search Results section, select the row for John Schneider.
5. From the Actions menu, select Find Best Fit, and then select Find Best Fit People to
open the Find Best Fit Person page.
6. In the Competencies row, in the Priority column, select Very Important.
7. In the Display in Results column, leave the checkbox selected.
8. In the Degrees row, in the Priority column, select Medium.
10. In the Licenses and Certifications row, in the Priority column, select High.
12. Click Find Best Fit.
13. In the Results region, in the Show Fit by Criteria field, select 50 percent.
14. Leave the Overall Fit selection.
15. In the field next to Overall Fit, select Great than or equal to, if not already selected.
16. In the last field on that row, enter 10 as the percentage.
17. Click the Search Results arrow icon.
18. Select different values for content or criteria to find other persons with skills that match that
of John.
19. Click Done to return to the Edit Profile page.

Instructor Demonstration L5-1: Overview of Goal Management

Describe or demonstrate the sharing, adding, assigning, and publishing goal
functionalities of Goal Management.
Demonstration Tasks

1. In the simplified user interface, sign in as Linda.Swift.
2. Select Navigator to open the Navigator page.
3. Under Talent Management, select Goals to open the Goal Management work area.
View Goals
1. Select the My Goals tab to open the Goals page with the Performance Goals tab selected
by default.
Note: The Goals page is the home page for managing goals for both workers and
managers. The manager or worker can view performance goals, development goals, or
personal goals be selecting the appropriate tab. The View menu allows workers and
managers to filter the view of available goals. Discuss how the view can be changed to the
current goals, completed goals, goals at risk, high priority goals, open goals, or goal plans.
2. From the View menu, select 2014 Performance Goals.
Note: The goals that appear on the goals list are all those that are in the 2014
Performance Goals goal plan. Workers and managers can add goals to their own list of
goals. They can share their performance and development goals with managers or
colleagues. They can also align their performance goals to published organization goals, or
goals shared by managers and colleagues. Managers can assign their goals to direct
reports to work on their versions of the goal as well. The direct reports can edit the goal to
suit their particular business needs. In the Contextual Area, they can view the goals that are
shared with them by the organization, managers, or colleagues. They can select a goal in
the Contextual Area to add it to their own goals, or align one of their existing goals to it.
Share a Performance Goal

1. In the Performance Goals table, click the Bring Customer Satisfaction Levels to 90%
goal to open the Edit Performance Goals page.
2. On the Edit Performance Goals page, you can view details of the goal on the Goal Details
tab.
3. Select the Tasks tab. You can use tasks to add actions that can be performed toward
completion of the goal.
4. Click Add.
5. In the Name field, enter 5% reduction in the customer defection rate.
6. Select Project in the Type list.
7. Select the Goal Details tab.

8. Scroll down the Goal Details tab to the Share region. You can share the goal with all direct
reports or other people in the organization.
9. Click Search and Select to open the Search and Select: Person dialog box.
10. In the Name field, enter John Schneider.
11. Click Search.
12. Select the row for Schneider, John.
13. Click Apply.
14. In the Name field, enter Matt Wagner.
15. Click Search.
16. Select the row for Wagner, Matt.
17. Click Apply and then click Done.
18. In the Share region, in the Share tasks column of the table, select Yes for both workers.
19. Click Save and Close to save the changes.
Assign a Performance Goal

You can assign a goal to any direct reports and allow them to update the goal. You can assign
your existing goals to a direct report on the Goals page. If you do so, then the goals you assign
will be aligned with the manager's goal. Here, you add another goal for Matt Wagner using the
My Workers' Goals: Direct Reports page.
1. Select the My Workers' Goals tab to open the My Workers' Goals: Direct Reports page.
2. In the Group By field, Worker is selected by default.
Note: Use the Group By filter to view all of direct reports, and all of their goals either by
worker name, or goal.
3. On the View menu, ensure that Current Goals is selected.
4. In the Workers' Goals column of the table, expand the icon for Matt Wagner. You can see
worker’s goals.
5. Click Add Goal to open the Add Performance Goal dialog box.
7. In the Goal Name field, select Motivating others.
8. Accept the default values.
9. In the Assignees field, select All .
11. Click OK to close the Confirmation dialog box.
12. Ensure that the goal was added to a report's <Current Year> Performance Goals goal plan.
On the Edit Performance Goals page, you can view and edit goal details. In the Include in
Goal Plan region, you can see that the <Current Year> Performance Goals goal plan is
checked, so it is in the correct goal plan. You can also view and edit other details of the
goal, and add Target Outcomes and Tasks, if required.
14. In the Add drop-down list, select Competencies to open the Search and Select:
Competencies dialog box.
15. In the Source field ensure that My Job Competencies is selected.
16. Click the Search arrow icon.

17. In the table, select Problem Solving and click OK.

18. Select the Tasks tab.
19. Click Add.
20. In the Name field, enter Reorganize Team Delivery Processes.
21. In the Type field, select Project.
23. In the Warning dialog box, click Yes to return to the Edit Performance Goals page.
Note: Manager can enter a rating in the Target Proficiency Level field for the competency
target outcome when a report has completed the goal, which will update the report's worker
profile.
Review Organization Goals

As a manager, you are also an organization owner. You can publish goals to make them
available to all of the people in your organization and track progress on the goals.
1. Select the My Organization Goals tab to open the Organization Goals page.
Note: On the Organization Goals page, the organization owner can view current, open, and
completed organization goals that can exist either in a goal plan, or as a current goal, open
goal, or completed goal and not part of a goal plan. The owner can also add organization
goals, and publish, assign, and align the goals.
2. Scroll down to the Goal Alignment Summary graphic to see any progress that your direct
reports are making toward their goals. View the percentage of direct reports, if available,
who have aligned their goals to the organization goals. Hover over a bar included in the
graphic to view more information about number or aligned goals and other data that
comprises the summary.
3. Review the Goal Progress Summary graphic to see the progress of your direct reports on
their goals that are aligned to the organization goals. Hover over a bar included in the
graphic to view more information about the number or workers and other data that
comprises the summary, if available.
Add an Organization Goal to a Goal Plan
1. Add another goal to the current goal plan and publish it. On the Organization Goals page, in
the View field, ensure that Current Goals is selected.
2. Click Add Goal to open the Add Organization Goals dialog box.
3. Ensure that the New goal option is selected.
4. In the Goal Name field, enter Increase Productivity by 10 Percent.
5. In the Description field, enter Resolve 10 percent more customer calls.
Publish an Organization Goal

1. In the Organization Goals table, select the rows for the Increase Productivity by 10
Percent goal.
2. Click Publish.

View Goals of a Direct Report

View the goals that the worker Matt Wagner already has, and those that are shared with him.
1. In the My Organization pane (open the left pane if it is collapsed), click Wagner, Matt to
open the report's Goals page.
You can see the same view of the worker's page that John sees. However, as a manager
you cannot see Matt's personal goals. In the goals table, you can see the Motivating others
goal you added for all direct reports. In the Contextual Area (on the right pane), you can see
the Increase Productivity by 10 Percent organization goal that you published.

Instructor Demonstration L5-2: Creating Goal Descriptive Flexfield

Create a descriptive flexfield that will be added to all goals to distinguish
between goals that are for projects, or those for a half year or full year. The
descriptive flexfield requires a lookup type and value sets along with the
descriptive flexfield to activate the descriptive flexfield.
Demonstration Tasks

2. Ensure that you are on the Setup and Maintenance work area, All Tasks tab.
Add a Lookup Type and Lookup Codes

1. In the Name field, enter Manage Standard Lookups and click Search.
2. In the Manage Standard Lookups row, click Go to Task to open the Manage Standard
Lookups page.
3. On the Search Results section toolbar, click the New icon.
4. In the Lookup Type field, enter HRG_GOAL_DURATION.
5. In the Meaning field, enter Duration for goal.
6. In the Description field, enter Duration for goal.
7. In the Module field, select the down arrow and select Search to open the Search and
Select: Module dialog box.
8. In the User Module Name field, enter Application Common.
9. Click Search.
10. Select the Application Common row and click OK.
11. Click the page Save button. The HRG_GOAL_DURATION: Lookup Codes region is
displayed below the Search Results region.
12. In the HRG_GOAL_DURATION: Lookup Codes region, click the New icon.
13. In the Lookup Code field, enter DURATION_FULL.
14. In the Display Sequence field, enter 1.
15. In the Meaning field, enter Full year. This value appears in the drop-down list on the Goals
page.
16. In the HRG_GOAL_DURATION: Lookup Codes region, click the New icon again.
17. In the Lookup Code field, enter DURATION_HALF.
19. In the Meaning field, enter Half year. This value appears in the drop-down list on the Goals
page.
20. In the HRG_GOAL_DURATION: Lookup Codes region, click the New icon again.
21. In the Lookup Code field, enter DURATION_PROJ.

23. In the Meaning field, enter Project. This value appears in the drop-down list on the Goals
page.
24. Click Save and Close to return to the Setup and Maintenance work area, All Tasks tab.
Create a Value Set

Next you must create a value set that uses the HRG_GOAL_DURATION standard lookup you
created.
1. Search for the Manage Value Sets task, and in the Manage Value Sets row, click Go to
Task to open the Manage Value Sets page.
2. On the Search Results section toolbar, click the Create icon to open the Create Value Set
page.
3. In the Value Set Code field, enter HRG_DURATION_VAL_SET.
4. In the Description field, enter Goal duration value set for Goal Management.
5. In the Module field, select the down arrow and select Search to open the Search and
Select: Module dialog box.
6. In the User Module Name field, enter Oracle Middleware Extensions.
7. Click Search.
8. Select the Oracle Middleware Extensions for Applications row and click OK to return to
the Create Value Set page.
9. In the Validation Type field, select Table. The Definition section appears.
10. In the Value Data Type field, select Character.
11. In the FROM Clause field, enter FND_LOOKUPS. The FND_LOOKUPS table contains the
lookups.
12. In the Value Column Name field, enter MEANING.
The Value Column Name is the attribute name that holds the description of the lookup
values.
13. In the ID Column Name field, enter LOOKUP_CODE.
LOOKUP_CODE is the code that will be stored in the database.
14. In both the Start Date Column Name and End Date Column Name fields, enter
TO_DATE(NULL).
15. In the WHERE Clause field, enter
FND_LOOKUPS.LOOKUP_TYPE='HRG_GOAL_DURATION'.
The lookup type to use to populate the values.
16. Click Save and Close to return to the Manage Value Sets page.
17. Click Save and Close to return to the Setup and Maintenance work area, All Tasks tab.
Create a Descriptive Flexfield

Next you must create a descriptive flexfield that uses the HRG_GOAL_DURATION standard
lookup you created.
1. Search for the Manage Descriptive Flexfields task.
2. In the Manage Descriptive Flexfields row, click Go to Task to open the Manage
Descriptive Flexfields page.
3. In the Flexfield Code field, enter HRG.
4. Click Search.
5. Select the HRG_GOALS row.

6. Click the Edit icon. You must create a Global Segments object that always appears in the
descriptive flexfield region.
7. In the Global Segments region, click the Create icon to open the Create Segment page.
8. In the Name field, enter Duration.
9. In the Code field, enter DURATION.
10. In the Description field, enter Determines whether the goal is for a full year, half year,
or project.
11. In the Column Assignment section, in the Data Type field, select Character.
12. In the Table Column field, select ATTRIBUTE2.
13. In the Value Set field, select Search to open the Search and Select: Value Set dialog box.
14. In the Value Set field, enter HRG_DURATION_VAL_SET and click Search.
15. Select the HRG_DURATION_VAL_SET row and click OK to return to the Create Segment
page.
16. In the Display Properties section, in the Prompt field, enter Goal Duration.
17. In the Display Type field, select Drop-down List.
18. In the Display Size field, enter 20.
19. In the Display Height field, enter 1.
20. Select BI Enabled to enable the flexfield to be used in reports.
21. Click Save and Close to return to the Edit Descriptive Flexfield page.
22. Click Save and Close to return to the Manage Descriptive Flexfields page.
Deploy the Descriptive Flexfield

1. In the Search Results field, select the HRG_GOALS row.
2. Click Deploy Flexfield. The HRG_GOALS : Processing dialog box opens
3. After processing completes, click OK.
4. Check the Deployment Status column to verify whether successfully deployed.
5. Sign out.
View the Descriptive Flexfield

2. On the global area Navigator menu under Talent Management, select Goals to open the
3. Select the My Goals tab to open the Goals page.
4. On the Performance Goals tab, click a goal in the table.
5. In the Success Criteria and Additional Details section, the Duration descriptive flexfield
appears below the Comments text box.

Instructor Demonstration L5-3: Viewing Goals Profile Options

Review profile options for goal management.
Demonstration Tasks

3. Ensure that you have the Workforce Development - Define Worker Goal Setting task list
expanded.
Setting a Profile Option Value

1. In the Manage Worker Goal Setting Profile Option Values row, click Go to Task to open
the Manage Worker Goal Setting Profile Option Values page.
2. Review the profile options.
3. Click the profile option HRG_PLAN_NUMBER_HOMEPAGE.
Note: This profile option restricts the number of goal plans you view through the View
option on Goal Management pages.
4. In the Profile Value field, enter 100.
5. Click Save.
6. Click Save and Close to return to the Manage Worker Goal Setting Profile Option Values
page.


Goals
Show how to use the simplified user interface to access Goal Management
tasks.
Demonstration Tasks

View the Team Talent Page

1. In John Schneider's card, click the More icon to see more information about the worker.
2. Click John Schneider at the top of the card.
3. Click the Goals icon to the left of the page to open the worker's Goals page.
The Goals page has tabs to display Performance and Development goals of the selected
worker.
View the Performance and Career Page

1. In the simplified user interface, click Performance and Career to open the Skills and
The Goals page has tabs to display Performance, Development, and Personal goals. You
can add goals of the same type as the tab where you are located.
3. Select the Development tab and click Add Goal to open the Add Goal page.
4. Leave New goal selected.
5. In the Goal Name field, enter Increase paper sales by 25 percent.
6. In the Description field, enter Devise sales strategies and complete sales by Q1.
7. In the Measurement Type field, select Quantitative.
8. In the Measurement field, enter Sales of paper products.
9. In the Target Type field, select Minimum.
10. In the Unit of Measure field, select Percent.
11. In the Target Value field, enter 25.
13. Click OK.
Note: If you click the More Goals link, you will open the Goal Management work area.
14. Click a goal to open the Goal page where you can view and edit information about the goal.
15. Click Edit and edit any data for the goal. For example, change priority of the goal to low.
Note: If you click the More Details link, you will open the Goal Management work area.

17. Click OK to return to the Goal page.

18. Click Done to return to the Goals page.

Instructor Demonstration L6-1: Reviewing Lookups for Manage

Questionnaires
In this demonstration, your instructor shows the lookups for Questionnaires.
Demonstration Tasks

2. Ensure that you are on the Setup and Maintenance work area, Implementation Project:
Demo Talent Management page.
3. Ensure that you have the Workforce Development - Define Questionnaires task lists
expanded.
View Lookups
1. In the Manage Questionnaire Lookups row, click Go to Task to open the Manage
Questionnaire Lookups page.
2. Review the lookups.
3. Click on several of the linked lookups to view their attributes. For example,
HRQ_QUESTIONNAIRE_STATUS.
4. Click Cancel to return to the Manage Questionnaire Lookups page.

Instructor Demonstration L6-2: Reviewing Questions

Review questions of more than one type, with responses, including a rating
model as a response type.
Demonstration Tasks

3. Ensure that you have the Workforce Development - Define Questionnaires task lists
expanded.
Review Questions
1. In the Manage Question Library row, click Go to Task to open the Manage Questions
page.
2. In the Folders section, select Question Library.
3. In the Folder: Question Library section, in the Keywords field, enter Desc%.
4. Click Search.
5. Select a question.
6. Click Edit to open the Edit Question dialog box.
c. Select Update existing question.
d. Click OK.
7. Review the predefined question.
8. Click Cancel to return to the Manage Questions page.
9. Repeat steps 5 through 6 to review other questions and their attributes

Instructor Demonstration L7-1: Performance Document

Show a completed performance document. Show how managers can process
and monitor Performance Documents assigned to workers in their hierarchy.
Demonstration Tasks

2. Sign on to the Simplified User Interface:
a. On the Home page, click Performance and Career to open the Skills and
b. Click the Performance tab.
3. Review Linda's ratings and comments from her most recent performance document. In the
Performance Rating History graph, scroll over the bars to see ratings and additional
information for her three most recent performance evaluations.
4. Click More Performance Documents to open the Performance Management work area,
My Evaluations tab.
Workers and managers can see a list of their most recent personal performance documents
and access them on the My Evaluations tab.
5. Expand the 2014 Annual 360 Evaluation performance document, or any other.
6. View the tasks that are available to perform in the performance document.
7. Click the Restore Pane icon on the left side of the work area.
In the regional area, you can search for a performance document to directly access it and
use the My Performance Document History links to open the most recent completed
performance documents. The regional area also contains a list of all Performance
Management setup, administration, and monitoring tasks available to the role of the person
who is signed in. You can create and view reports here as well.
8. Click the Collapse Pane icon.
View Performance Document

1. Select the My Manager Evaluations tab.
On the My Manager Evaluations tab, managers view the progress their team has made for
each performance document, and overall completion progress for all performance
documents. They can view the performance documents for the workers whose documents
they manage. For each document, the next available task is displayed.
2. Scroll down to view the list of workers.
3. Return to Scott Aaron.
If the Manager Evaluation of Workers task for Scott is not available for any performance
document, select another worker for whom the task status is View, Begin, Edit, or
Continue.
4. Expand the 2013 Annual Evaluation, or any other performance document for which the
task status for the Manager Evaluation of Workers task is View, Begin, Edit, or Continue.
Note the tasks that are completed and those that remain.

5. For the Manager Evaluation of Workers task, click Continue, or other available button, to
open the Manager Evaluation of Workers: Scott Aaron page.
Continue indicates that the task was started, but not completed.
6. Select the Competencies tab.
Here the manager can see how the worker has rated themselves and add or view their own
ratings and comments.
7. In the Targets field, click the Expand Targets icon to view the Target Proficiency Level for
the competency.
8. The Target Proficiency Level is also shown in the contextual pane along with a description
for each rating.
Point to the Proficiency Level Descriptions section.
Note that the Target Proficiency Level has the target icon.
9. Click the next Competency link.
The same detailed information is available for each competency.
10. Select the Goals tab.
The Goals tab contains information allowing the manager to track and rate progress
towards goal achievement.
11. Success criteria and progress towards goal completion can be checked. In the Success
Criteria and Additional Details field, click the Expand Success Criteria and Additional
Details icon.
The Overall Summary tab shows all ratings and comments in one view.
13. In the Comments, Worker column, click the Comments icon to see if there are any and
open the Comments dialog box. The manager can view the workers comments for each
competency or goal.
14. Click Done.
15. Scroll down the page.
Press the left mouse button on the Scrollbar and drag.
16. Point to the Copy Worker Comments button.
The manager can copy the worker's comments to quick start adding their own comments.
Note: The Copy Worker Comments button is only available if the comments were not
already completed.
17. Click Cancel or Done to return to the My Manager Evaluations tab.
View Organization Data

1. Click the My Organization tab to review the Manager's Organization view.
If a document is selected on the My Manager Evaluations tab, it appears next to the Filter
icon.
2. Click the Filter icon to open the Filter dialog box.
Discuss how the filter can be used to multiple documents, worker hierarchies, and
managers, to view data for performance documents.
3. In the Manager field, select Swift, Linda, if not already selected.
4. In the Workers field, select Directs only, if not already selected.
5. In the Performance Documents field, select 2013 Annual Evaluation, if not already
selected, and deselect any other documents.
6. Click Apply to reopen the Rating Distribution tab on the My Organization page.
The Rating Distribution chart shows rating information for the current manager.

7. Click the My Organization Performance Summary link.

8. Click the Expand icon for Swift, Linda, if necessary.
9. Expand another sub-manager in the list.
10. Look at the Manager Comments for a worker for whom Linda Swift has provided ratings
and comments. Click the View Manager Comments icon to open the Manager Comments
dialog box.
11. Click Done.
12. Selecting the pdf icon in the Printable Page column will generate a printable version of the
performance document for that worker as a pdf. Discuss but do not click.
13. The manager can take a look at the completion status of all of the tasks in the performance
document. Click the Task Completion Status link.
14. Scroll over the different colors in each bar to view the number of people in each status of
the task.
15. Click the Table icon to open the table view of the analytic.
In the table view, you can see the actual number and percentage of completed tasks for
each of Linda's direct reports. From here, you can also export the data to Excel.
16. Click the Performance and Potential link.
On the Performance and Potential tab, the manager gets a graphical 9-box representation
comparing workers in the organization in the Potential versus Performance analytic.
17. Scroll over a worker icon to view details about the worker's performance document from
which the performance rating was taken, and the performance and potential rating.
18. Click the Pending Approvals button to open the Performance Document Approvals dialog
box.
On the Performance Document Approvals dialog box, managers can view a list of manager
tasks, including approvals, and add tasks.
19. Click OK to return to the My Organization tab.
20. Click the My Feedback Requests tab.
Discuss how any performance documents for which the manager was asked to provide
feedback appear on this tab.

Instructor Demonstration L7-2: Increasing the Number of Future Years

for Which to Display Performance Documents Profile Option
Increase the number of years in the future for which to display performance
documents to ensure that all performance documents created in the course
appear in the Performance Management Work Area.
Demonstration Tasks

expanded.
4. In the Manage Worker Performance Profile Option Values row, click Go to Task to open
the Manage Worker Performance Profile Option Values page.
Edit the Number of Future Years

1. Click HRA_PD_DISPLAY_FUTURE_YRS to open the Manage Worker Performance Profile
Option Values page.
2. In the HRA_PD_DISPLAY_FUTURE_YRS: Profile Values section, field, in the Profile
Value column, change the value from 2 to 3.
3. Click Save and Close to return to the Manage Worker Performance Profile Option Values
page.

Instructor Demonstration L7-3: Creating Talent Eligibility Profiles

Create a job and a location eligibility profile.
• Time: <10 minutes
Demonstration Tasks

expanded.
4. In the Manage Talent Eligibility Profiles row, click Go to Task to open the Manage
Eligibility Profiles page.
Create a Job Eligibility Profile

2. In the Name field, enter XX HR Generalist Eligibility Profile.
3. In the Description field, enter Eligibility profile for jobs for annual performance
evaluation.
4. In the Profile Usage field, select Performance.
5. In the Status field, select Active.
6. In the Eligibility Criteria section, discuss the various eligibility profiles that are available.
7. In the Eligibility Criteria section, on the Employment tab, click the Job tab.
8. Click the Create icon.
9. In the Sequence field, enter 1.
10. In the Job Name field, select Search to open the Search and Select: Job Name dialog box.
11. In the Job Name field, enter Human Resources Generalist and click Search.
12. Select the row for Human Resources Generalist and click OK.
The Start Date and End Date of the eligibility profiles must be outside the dates of the
performance documents for which they are used.
Create a Location Eligibility Profile

2. In the Name field, enter XX Redwood City Eligibility Profile.
3. In the Description field, enter Eligibility profile for Redwood City location for annual
performance evaluation.
4. In the Profile Usage field, select Performance.
5. In the Status field, select Active.

6. In the Eligibility Criteria section, on the Employment tab, if Work Location is not visible,
select the down arrow on the right to open the choice list.
7. Select Work Location.
8. Click the Create icon.
9. In the Sequence field, enter 1.
10. In the Display Name field, click Search to open the Search and Select: Location Name
dialog box.
11. In the Location Name field, enter Redwood%.
12. Click Search.
13. Select the row for Redwood City.
14. Click OK.

Instructor Demonstration L7-4: Performance and Potential Box Chart

Labels
Show how the potential and performance layout appears on the analytics for a
selected rating model.
Demonstration Tasks

expanded.
4. In the Manage Performance and Potential Box Chart Labels row, click Go to Task to
open the Manage Performance and Potential Box Chart Labels page.
Enter Box Chart Labels

1. In the Search Results section toolbar, click the Create icon to open the Create
Performance and Potential Box Chart Labels page.
2. In the Performance Rating Model field, select Performance Rating Model.
3. In the box chart that appears, in the top left box, enter Misaligned Talent.
4. In the middle left box, enter New to Role.
5. In the bottom left box, enter Underperforming.
6. In the top center box, enter Ready for New Opportunities.
7. In the middle center box, enter Core Talent.
8. In the bottom center box, enter Solid Performers.
9. In the top right box, enter Top Talent.
10. In the middle right box, enter Emerging Leaders.
11. In the bottom right box, enter Critical Experts.
12. Click Save and Close to open the Confirmation dialog box.
13. Click OK to return to the Setup and Maintenance work area.
14. Click Done to open the Setup and Maintenance work area, Implementation Project: XX
Talent page.
Project: Demo Talent Management page.


Performance Management
Show how to use the simplified user interface to access Performance Management tasks.
Demonstration Tasks

Using the Simplified Interface

1. In the simplified user interface, click the Team Talent icon to open the Team Talent page.
Here you can see your reports with performance information.
2. In Elaine Shoudy's card, click the More icon to see her progress on performance goals,
and risk of loss, impact of loss, and compensation for Elaine.
3. On the upper right of the Team Talent page, note the View Grid and View List icons.
4. Click the View List icon.
5. Demonstrate how in the list view, you can view the same performance and profile
information as the grid view. Click the View Grid icon.
6. Click the Filter link to open the Filter dialog box.
On the Filter dialog box you can filter by direct and all reports, and by job.
7. In the Job section, select at least one job.
8. Click Apply to return to the Team Talent page.
Note how the number of workers display is reduced.
9. Click the X by each job filter to remove it.
10. Click the Actions icon on Elaine Shoudy's card to see what talent, management actions
you can perform for her.
Note: If you click Edit Talent Ratings, you open the portrait for the worker.
11. Click the Actions icon to the right of the Team Talent page to see Related Links to other
Talent Management features.
12. Click the Actions icon again to close the section.
Note: If you click the My Manager Evaluations link, you open the Performance
Management work area.
13. Click the Analytics icon to the right of the My Team page to view the Predicted Attrition
and Performance analytic.
14. Click the Performance and Career icon to open the Skills and Qualifications page.
15. Click the Performance icon to the left of the page to open the Performance page.
You can view the most recent evaluation ratings and comments provided by your manager
for you and a performance history.
16. Scroll over a bar in the Performance Rating History analytic to see details about the
performance document.

If you click the More Performance Documents link, you open the Performance
Management work area.

Instructor Demonstration L8-1: Reviewing Readiness Category

Lookups
Add Readiness Category lookups for Succession Management.
Demonstration Tasks

3. Ensure that you have the Workforce Development - Define Succession Management -
Define Succession Management Settings task list expanded.
4. In the Manage Succession Management Lookups row, click Go to Task to open the
Manage Succession Management Lookups page.
Review Readiness Categories

1. In the Manage Succession Management Lookups row, click Go to Task to open the
Manage Succession Management Lookups page.
2. Click HRM_READINESS_CATEGORY to open the Manage Succession Management
Lookups page.
3. Review the Lookup Codes used for readiness categories on succession plans. You can
add additional lookups to increase the range of categories.

Instructor Demonstration L8-2: Succession Management

Create a succession plan for a job, and add candidates to the plan. Then
describe how to update candidate ratings and readiness. Demonstrate how to
use the Succession Management Overview page to track details of the plan
and candidates.
Demonstration Tasks

2. Click Navigator.
4. Click the Succession Plans tab to open the Succession Plans page.
Create Succession Plan and Add Plan Type and Details

2. In the Name field, enter Vision Senior Director Succession Plan.
3. In the Plan Type field, select Job, if necessary.
4. Add Owners:
a. In the Owner field, click the Manage Owners icon to open the Manage Owners dialog
box.
b. In the Administrator Type column, expand the list. Leave Administrator selected.
c. Discuss how the administrator type determines access to the plan and the actions you
can take on it.
d. Click Select and Add to open the Select and Add: Owners dialog box.
e. In the Name field, enter Ian.
f. Click Search.
g. In the Search Results region, select Hunter, Ian and click OK to return to the Manage
Owners dialog box.
h. In the Administrator Type column for Ian Hunter, select Candidate Manager.
i. Click OK to return to the Create Succession Plan: Enter Details page.
5. In the Description field, enter Succession plan for Senior Director job at Vision.

1. In the Business Unit field, click Search to open the Search and Select: Business Unit
dialog box.
2. In the Name field, enter US.
3. Click Search.
4. In the Business Unit column, select the US1 Business Unit row.


6. Add Department:
a. In the Department field, click Search to open the Search and Select: Department
dialog box.
b. In the Name field, enter Sales.
c. Click Search.
d. In the table, select the Sales East US row.
e. Click OK to open the Create Succession Plan: Enter Details page.
7. Add Job:
a. In the Job field, click Search to open the Search and Select: Job dialog box.
b. In the Name field, enter Senior.
c. Click Search.
d. In the Name field, select Senior Director.
8. Add Job Grade:
a. In the Job Grade field, click Search to open the Search and Select: Job Grade dialog
box.
b. In the Name field, enter Mgmt.
c. Click Search.
d. In the table, select the Mgmt07 row.
Select Candidates
3. In the Location field, enter Redwood%.
4. Click Search.
5. Select at least five candidates.
6. Click OK to return to the Create Succession Plan: Select Candidates page.
7. In the Readiness column, select a value for each candidate. It is recommended that you
select different values for the candidates, including at least one with the Ready Now level,
to demonstrate how they are distributed in the sunburst graph on the Succession Plans
Overview page.
8. In the Risk of Loss and Impact of Loss columns, select or edit values as desired. Discuss
how these values become part of the profile of the worker.
9. Discuss how the Talent Pool button is used to add candidates to talent pools you select.
10. Describe how Find Best Fit can be used to find candidates who closely match the profile of
the job, or for incumbent plans, the profile of the job of the incumbent.
Discuss how Find Best Fit is only available if there is a profile associated with the jobs for
which the plan was created.
11. Use the Find Best Fit feature:
a. Click Find Best Fit to open the Find Best Fit dialog box.
b. In the Criteria section, in the Competencies row, select High for the Priority.
c. Leave Display in Results selected.

d. In the Work Requirements row, select Medium for the Priority.

f. In the Degrees row, select Medium for the Priority.
Content types, change the Priority selection, select Find Best Fit again.
j. In the Results section, change the criteria and percentages.
k. Click the Search Results icon.
l. Select additional candidates, if desired.
m. Click OK to open the Create Succession Plan: Select Candidates page.
added.
Review Plan Details on the Overview Page

1. In the Plan Strength column, hover over the bar graph to demonstrate how the number of
candidates displays for each readiness category.
2. Select the row for the Vision Manager Succession Plan to see the plan in the Details:
Vision Senior Director Succession Plan section.
3. In the Candidate Readiness section, discuss how all candidates in the plan appear on the
sunburst graph and are arranged according to readiness category.
4. On the sunburst graph, right click on the name of a candidate and click Show Details to
open the Show Details dialog box, General tab.
5. Review the profile information of the candidate. Discuss how this Details dialog also is
available in Talent Review meetings.
6. Click the Succession tab to open the Show Details dialog, Succession tab.
8. Discuss how the Succession Plans and Talent Pools section shows the succession plans
and talent pools the candidate belongs to, and the Worker's Succession Candidates
section displays plans created to find candidates to replace the worker.
11. Right-click another name, and click Show Details to review succession plan information for
that candidate.
12. Double-click a readiness value to see all the candidates with that value more easily.
13. Click the Senior Director link in the breadcrumbs to view the whole sunburst graphic.
14. Discuss how the plan details appear in the Plan Information section.

Instructor Demonstration L8-3: Talent Pools

Create a succession plan for a job, and add candidates to the plan. Then
describe how to update candidate ratings and readiness. Demonstrate how to
use the Succession Management Overview page to track details of the plan
and candidates.
Demonstration Tasks

2. Click Navigator.
Create Talent Pool and Enter Details

1. Click Create to open the Create Talent Pool: Enter Details page.
2. In the Name field, enter Vision Director Talent Pool.
3. Leave the Status field Active.
4. Leave the Owner field as Swift, Linda.
5. In the Description field, enter Pool of potential directors for Vision.
6. Discuss how you can optionally specify the Key Job and Position Information to target
the pool narrowly, or not specify it and use the pool more open.
7. In the Key Job and Position Information section, in the Job field, click Search to open
the Search and Select: Job dialog box.
8. In the Name field, enter Director.
9. Click Search.
10. In the Name column, select the Director option with the code PRGUSJOB002.
11. Click OK to return to the Create Talent Pool: Enter Details page
The Job Profile field is automatically populated if the selected job is associated with a
profile.
12. Add business unit:
a. In the Business Unit field, click Search to open the Search and Select: Business Unit
dialog box.
b. In the Business Unit field, enter US.
c. Click Search.
d. In the Business Unit column, select the US1 Business Unit row.
e. Click OK to return to the Create Talent Pool: Enter Details page.

Select Members
1. Click Next to open the Create Talent Pool: Select Members page.
2. Click Select and Add to open the Select and Add: Members dialog box.
3. In the Name field, enter James.
4. Click Search.
5. In the Search Results section, select Brian James and click Apply.
6. In the Location field, enter New York, and delete James from the Name field.
7. Click Search.
8. In the Search Results section, select at least five workers.
9. Click OK to open the Create Talent Pool: Select Members page.
10. Describe how Find Best Fit can be used to find pool members who closely match the
profile of the job specified for the pool, or another job profile you select.
Discuss how Find Best Fit for talent pools is different than for succession plans.
11. Use the Find Best Feature to identify potential pool members:
a. Click Find Best Fit to open the Find Best Fit dialog box where you find qualified
candidates.
b. In the Job Profile field, select Director.
c. Click Next to return to the Find Best Fit dialog box.
d. In the Competencies row, in the Priority column, select High.
f. In the Work Requirements row, in the Priority column, select Medium.
Content types, change the Priority selection, select Find Best Fit again.
j. In the Results section, change the criteria and percentages.
k. Click the Search Results icon.
l. Select additional candidates if desired.
m. Click OK to return to the Create Talent Pool: Select Members page.
12. Update worker Risk of Loss and Impact of Loss ratings as desired. Discuss how these
values become part of the profile of the worker.
Add Development Goal for Members

1. Click Next to open the Edit Talent Pool: Manage Development Goals page.
2. Click Select and Add to open the Select and Add: Goals dialog box.
3. In the Goal Name field, enter Manage.
4. Click Search.
5. In the Search Results field, select Management and Leadership.
6. Click Done.
7. Click Save and Close to return to the Manage Talent Pools page.

Verify that Goal is Added to Worker Goal List

1. Sign out and sign back in as Brian.James.
2. Click Navigator.
3. On the global area Navigator menu under Talent Management, select Goals to open the
4. Select My Goals to open the Goals page.
6. In the View field, select Current Goals, if not already selected.
7. Verify that the Management and Leadership goal was added to Brian's development goal
list.
Note: There may be more than one copy of the goal, as goal names can be duplicated and
have different attributes from each other.
8. Select the Management and Leadership goal to open the Edit Development Goal:
Management and Leadership page.
9. Edit the goal details as desired.
11. If there are target outcomes, in the Target Proficiency Level field, enter a value for each
target outcome.
13. If a Warning dialog box appears, click Yes. Otherwise, skip to step 13.
14. On the Confirmation dialog box that appears, click OK to return to the Goals page,
Development Goals tab.

Instructor Demonstration L9-1: A Talent Review

Conduct a talent review meeting. Review how to evaluate and calibrate
performance and potential ratings of workers and assess risk areas.
Demonstration Tasks

2. Click Navigator.
Conduct the Meeting

1. In the global area Navigator menu, under Talent Management, click Talent Review to
open the Talent Review work area, Overview page.
2. Discuss this page and show the actions where you create and edit talent review meetings,
start meetings, and perform other actions.
3. Select the Swift Organization 2015 Talent Review row and click Edit to open the Edit:
Swift Organization 2015 Talent Review: Enter Meeting Details page.
4. In the Meeting Date field, select the current date.
5. Click Next to open the Create Talent Review Meeting: Select Review Content page.
6. Discuss how on this page you confirm the content that will appear in the meeting and select
succession plans and talent pools to add to the meeting.
These succession plans and talent pools appear on the Talent Review dashboard.
7. Click Next to open the Edit: Swift Organization 2015 Talent Review Meeting: Select Review
Participants page.
8. Discuss how this is the page where you add the participants who are invited to attend the
meeting.
9. Click Next to open the Edit: Swift Organization 2015 Talent Review Meeting: Select Review
Population page.
10. Discuss how this is where you add the workers who will be discussed in the meeting.
11. Click Cancel, to return to the Talent Review work area, Overview page.
12. In the Swift Organization 2015 Talent Review row Conduct Meeting column, click Go to
Task to open the Talent Review Meeting dashboard.
On the Talent Review Meeting dashboard you conduct a talent review meeting. You can
view worker performance and potential ratings.
Use the population filters to restrict your view of workers by location, job, or other
categories.
You can highlight workers using the options available in the Information section. You can
use the Actions section to select actions to apply to workers.
13. Click Find and select Find Worker to open the Find: Worker dialog box.
14. In the Name field, select Doyle, Kristine.
15. Click OK to return to the Talent Review Meeting dashboard.

The workers you find are highlighted on the box chart matrix.
16. Scroll over the highlighted marker for Kristine Doyle.
The performance and potential ratings for Kristine Doyle are displayed.
You can scroll over any individual on the box chart to view their performance and potential
scores. The box the workers are located in is determined by their scores.
17. In the Filter section you can select filters to narrow your view to a specific population.
18. Click the Filter icon to open the Filter dialog box.
19. In the Location list, select Redwood City.
20. Click Apply.
The box chart refreshes to display only the workers who are located in Redwood City.
21. The Holding Area contains workers who have no current ratings, or who were moved to
the Holding Area during the review meeting.
You can also move workers from the box chart to the Holding Area if you decide not to
review them. For example, John Schneider left the organization after the talent review was
scheduled.
22. In the Information section, select Show Names.
23. Select the marker for John Schneider.
24. In the Actions section Move field, click Move to Holding Area.
John Schneider was moved to the Holding Area.
25. Deselect Show Names.
26. Remove all the Active Filters so that you can see everyone in the review population in the
box chart or Holding Area.
27. Click the Filters icon to open the Filter dialog box.
28. In the Active Filters region, clear Redwood City and click Apply.
29. In the Display section Color Code field, select Location.
The markers are distinguished by color according to the location of the workers. You can
use the Color Code options in the Display region to distinguish workers on the box chart.
Since you have filtered workers according to location, you can use colors to see how
workers in Chicago and Redwood City compare to each other.
30. Select a value in the legend to display workers only in that location. Select Redwood City.
31. In the Display region, select the Show average field to view the average potential and
performance ratings for the category used in the color code
The box chart shows a marker for each location, positioned according to the average
ratings for the workers in the location. The larger the marker, the more workers it
represents.
32. Scroll over the Redwood City marker.
The box chart displays the average ratings for the workers in Redwood City.
33. Deselect Show average to remove the average setting to view other information about
individual workers.
34. You can distinguish workers using the ratings in the Information section of the dashboard.
For example, you can see how likely workers are to leave the organization.
35. In the Information section, select Risk of Loss.
The box chart refreshes to show the Risk of Loss rating for each worker. The legend
indicates the color used for each rating.

36. The Key Talent box has several workers clustered together. You can magnify the box chart
to view the box more clearly.
37. Click the Zoom In down arrow.
38. Select the square that represents the Key Talent box. Select the middle rectangle in the
column in the middle column.
The Key Talent box appears in an expanded view.
39. Click Show Names to view the names of the individuals in the box.
40. Drag the Performance scroll bar to the left.
You can use the Potential and Performance scroll bars on the left and the bottom of the
box chart to view other boxes as well.
41. Continue dragging the Performance scroll bar until the Inconsistent Talent box is visible.
42. Click Zoom Out to view the entire box chart.
43. Deselect Show Names to remove the names of the workers to make it easier to view the
markers.
44. Deselect Risk of Loss to remove the risk of loss underlay.
45. In the Display section Color Code field, select None to remove the Location view.
46. For now, you want to review only the organization of Jack Fisher. Click the Filters icon to
open the Filter dialog box.
47. In the Team field, select Fisher, Jack to view only his direct and indirect reports.
You can also select any other team member.
48. Click Apply to open the Talent Review dashboard.
49. The box chart refreshes to display on Jack’s reports.
50. You can drag and drop worker markers from one box to another to update their ratings
based on discussions in the talent review.
In the Expert Talent box, select Erin Rudi. Her current potential rating is Low.
51. Jack says that as a result of improved performance ratings, Erin has demonstrated more
potential lately. You want to elevate her potential rating. Drag Erin's marker to the
Adaptable Talent box to open the Move Marker dialog box.
52. You can see that appears that Erin’s potential rating is changed to Medium.
53. Click Save and Close to return to the Talent Review dashboard.
54. You want to see more detailed information about one of your workers.
Select Christina Ross.
55. Click Show Details to open the Details dialog box.
On the Details dialog box, you can view more information about Erin, access the same
information that displays on the Experience and Qualifications profile, and view
performance history and compensation information.
56. Add a goal:
a. You can add a development goal to increase her skills. Select the Goals tab.
On the Goals tab you can add goals for the worker. Christina is already a good
performer, and a good candidate for promotion to manager.
b. You can add a development goal to increase her skills to prepare for a management
position. In the Development Goals section, click Add to open the Add Development
Goal dialog box.
c. Select New Goal, if not already selected, to add a new goal.

d. In the Goal Name field, enter Conduct field training for new hires.
Christina or her manager can add additional details to the goal from her My Goals
page.
e. Click Save and Close, which causes the Confirmation dialog box to open.
f. Click OK to return to the Details dialog box.
The goal is added to the top of the list of development goals.
57. Click Save and Close to return to the Talent Review dashboard.
58. Clear Fisher, Jack to continue the review and return to viewing Linda’s entire organization.
a. Click the Filter icon to open the Filter dialog box.
b. In the Active Filters section, clear Fisher, Jack.
c. Click Apply to return to the Talent Review dashboard.
59. You want to examine the ratings progress that Jack's team has made since the 2012 talent
review meeting. Select the Prior Meeting slider.
The Prior Meeting slider allows you to select up to two previous meetings to review.
60. Drag the Prior Meeting slider to -2 to view the worker ratings from the previous meeting.
The box chart now shows the ratings for Jack’s team for the Swift Organization 2012
Talent Review meeting.
61. Select Show progress to view the ratings progress for workers from one meeting to the
next.
The box chart shows markers for workers in color to differentiate them. Each worker is
represented twice, with a line connecting the markers to show the progress between the
current and previous meetings. Workers who do not have a previous score have only one
marker.
62. The legend on the right shows which color represents each worker. You can locate workers
on the box chart by selecting their names in the legend.
Select Aaron, Scott.
63. You select an individual marker to view the ratings for that person. You can select the
marker for the current or previous ratings.
The window shows the current ratings for Scott.
64. Deselect Show Progress. Drag the Prior Meeting slider back to 0.
65. Discuss how in the Succession Plans and Talent Pools section, you can add workers to
the plans and pools associated with the meeting, and create additional plans and pools.
66. In the Succession Plans and Talent Pools section, for the Vice President of HR
succession plan, click the Maximize icon.
67. In the Candidates section, scroll down the list of names to review candidates.
68. Select a worker on the box chart matrix and drag the marker to the Candidates section.
69. In the Readiness column, demonstrate how you can update the readiness of candidates.
70. You can add a task and assign it to anyone in the organization to perform. You want Linda
Swift to invite Christina Ross to the implementation planning meeting with managers in
her team. Click Add Task to open the Add Task dialog box.
a. In the Subject field, enter Invite Christina Ross to implementation meeting.
b. In the Description field, enter Invite Christina to the implementation planning
meeting to prepare to manage the project.
c. In the Due Date field, enter 1/31/15.

d. Now you need to select the person to whom you will assign the task. In the Assignees
field, click the Select Assignees icon to open the Select Assignees dialog box.
e. In the Name field, click Search to open the Search and Select: Name dialog box.
f. In the Name field, enter Swift
g. Click Search.
h. Select Swift, Linda.
i. Click OK to open the Select Assignees dialog box.
j. Click OK to open the Add Task dialog box.
k. Click Save and Close to return to the Talent Review dashboard.
The task will be added to Linda Swift's Worklist. You can edit the task or monitor Linda
Swift's progress on the task on the Review Action Plan page, which you access from
the Facilitator Overview page.
71. This concludes the talent review meeting.
Click Submit to save the meeting and retain the ratings, and click Yes and OK on the
Warning and Confirmation dialogs that appear. Later, you can monitor actions assigned
during the meeting.

Instructor Demonstration L9-2: Talent Review Notification Setup

Review notification settings for Talent Review.
Demonstration Tasks

3. Ensure that you have the Workforce Development – Define Talent Review – Define
Talent Review Settings task lists expanded.
Tasks
1. In the Manage Talent Review Notifications row, click Go to Task to open the Manage
Talent Notifications page.
2. Click the Talent Review tab.
3. Note the notifications and whether or not they are enabled.


Oracle HCM Cloud: Talent Management: Activity Guide D88713GC10 Edition 1.0 - April 2015 - D90808

Uploaded by

Document Information

Original Title

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

Oracle HCM Cloud: Talent Management: Activity Guide D88713GC10 Edition 1.0 - April 2015 - D90808

Uploaded by

Copyright:

Available Formats

THESE eKIT MATERIALS ARE FOR YOUR USE IN THIS CLASSROOM ONLY.

COPYING eKIT MATERIALS FROM THIS COMPUTER IS STRICTLY PROHIBITED

Edition 1.0 | April 2015 | D90808

Copyright © 2015, Oracle and/or its affiliates. All rights reserved.

Restricted Rights Notice

U.S. GOVERNMENT RIGHTS

Technical Contributors and Reviewers

This book was published using: Oracle Tutor

Copyright © 2015, Oracle and/or its affiliates. All rights reserved.

Oracle HCM Cloud: Talent Management Table of Contents

Copyright © 2015, Oracle and/or its affiliates. All rights reserved.

Oracle HCM Cloud: Talent Management Table of Contents

Copyright © 2015, Oracle and/or its affiliates. All rights reserved.

Practices for Lesson 1: Talent Management Course Overview

Practices for Lesson 1

Copyright © 2015, Oracle and/or its affiliates. All rights reserved.

Practices for Lesson 1: Talent Management Course Overview

Copyright © 2015, Oracle and/or its affiliates. All rights reserved.

Practices for Lesson 2: Overview

Copyright © 2015, Oracle and/or its affiliates. All rights reserved.

Instructor Demonstration: Exploring Oracle Fusion Applications Help

Think of these two approaches to user assistance as embedded learning tools.

Sign In and Navigate

Copyright © 2015, Oracle and/or its affiliates. All rights reserved.

Explore Contextual Page-Level Help

Explore Oracle Fusion Applications Help

Copyright © 2015, Oracle and/or its affiliates. All rights reserved.

Explore Oracle Help Center

Copyright © 2015, Oracle and/or its affiliates. All rights reserved.

Copyright © 2015, Oracle and/or its affiliates. All rights reserved.

Copyright © 2015, Oracle and/or its affiliates. All rights reserved.

Practices for Lesson 3: Security and Functional Setup Manager

Practices for Lesson 3: Overview

Copyright © 2015, Oracle and/or its affiliates. All rights reserved.

Practices for Lesson 3: Security and Functional Setup Manager

Practice 3-1: Creating an Implementation Project

Sign In and Navigate

Creating an Implementation Project

Copyright © 2015, Oracle and/or its affiliates. All rights reserved.

Practices for Lesson 3: Security and Functional Setup Manager

Practice 3-2: Assigning Implementation Tasks

Sign In and Navigate

Assign Implementation Tasks

Copyright © 2015, Oracle and/or its affiliates. All rights reserved.

Practices for Lesson 3: Security and Functional Setup Manager

Copyright © 2015, Oracle and/or its affiliates. All rights reserved.

Practices for Lesson 4: Define and Manage Workforce Profiles

Practices for Lesson 4: Overview

Copyright © 2015, Oracle and/or its affiliates. All rights reserved.

Practices for Lesson 4: Define and Manage Workforce Profiles

Practice 4-1: Creating a Content Type

Sign In and Navigate

Create a Content Type

Practices for Lesson 4: Define and Manage Workforce Profiles

5. In the Status field, select Completed.

Copyright © 2015, Oracle and/or its affiliates. All rights reserved.

Practices for Lesson 4: Define and Manage Workforce Profiles

Practice 4-2: Creating Content Items

Sign In and Navigate

Create Content Items

Copyright © 2015, Oracle and/or its affiliates. All rights reserved.

Practices for Lesson 4: Define and Manage Workforce Profiles

Sign In and Navigate