நெடிலாக மாற்றி எழுதுக2

BP(A|S)
Taleo Enterprise
Taleo Performance for Taleo 10

Release Notes
November 2009
Confidential Information
It shall be agreed by the recipient of the document (hereafter referred to as "the other party") that
confidential information disclosed by Taleo through its documents shall be retained in confidence by
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For the purpose herein, the term "Confidential Information" shall mean the following:
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data, work in process, business plan, sales, suppliers, customer, employee, investor or business
information contained in a document, whether in written, graphic, or electronic form; or
2. Any document, diagram, or drawing which is either conspicuously marked as "Confidential",
known or reasonably known by the other party to be confidential, or is of a proprietary nature,
and is learned or disclosed in the course of discussions, demonstrations, or other collaboration
undertaken between the parties.
2009 Taleo Corporation. Do not reproduce without the written permission of Taleo Corporation.
Release Notes
Ta b l e o f C o n t e n t s
Confidential Information ..................................................................................... i
Preface
About the Release Notes ................................................................................. 1-1
Release Notes Revision History ........................................................................ 1-2
Taleo 10 Important Considerations ................................................................. 1-3
Who can use Taleo Performance for Taleo 10? ............................................ 1-3
User Type Management Issue ..................................................................... 1-3
Taleo Performance Technical Requirement Summary ......................................... 1-4
Operating Systems and Browsers ................................................................. 1-4
Other Software .......................................................................................... 1-4
Hardware .................................................................................................. 1-5
Other Considerations ................................................................................. 1-5
Release Notes
ii
Global Enhancements
Central Administration .................................................................................... 2-1
Detailed Description ................................................................................... 2-1
Feature Location Changes .............................................................................. 2-2
Migration of Taleo Performance Administration features, from Taleo Enterprise Edition 7.5 SP8 to Taleo 10 ............................................................................ 2-2
Migration of Taleo Performance related features from elsewhere in Taleo Enterprise
Edition 7.5 SP8 .......................................................................................... 2-3
Migration of global settings removed from Taleo Performance Administration 7.5
SP8 .......................................................................................................... 2-4
User Type Management ................................................................................. 2-5
Benefits ..................................................................................................... 2-5
Impacts ..................................................................................................... 2-5
Migration of Taleo Performance User Types ..................................................... 2-6
Optional Display of Legal Agreement at Log In ............................................... 2-10
Detailed Description ................................................................................. 2-10
Benefits ................................................................................................... 2-12
Normalizing the Display of the Employees Job Title ........................................ 2-13
Benefits ................................................................................................... 2-14
Talent Profile Enabling/Disabling Setting ........................................................ 2-15
Benefits ................................................................................................... 2-15
Setting to Show/Hide Rating on Feedback Requests ........................................ 2-16
Benefits ................................................................................................... 2-18
Development Planning Functionality .............................................................. 2-19
Benefits ................................................................................................... 2-19
Configuration .......................................................................................... 2-19
Development Plan ........................................................................................ 2-22
Benefits ................................................................................................... 2-22
Contextual Development Planning ................................................................. 2-23
Benefits ................................................................................................... 2-23
Development Library .................................................................................... 2-24
Benefits ................................................................................................... 2-24
Impacts ................................................................................................... 2-24
Development Activity .................................................................................... 2-25
Mentoring ................................................................................................... 2-26
Release Notes
iii

Benefits ................................................................................................... 2-27
Sharing and Recommending Activities ............................................................ 2-28
Benefits ................................................................................................... 2-28
Rating Activities ............................................................................................ 2-29
Benefits ................................................................................................... 2-29
Taleo Anywhere Enhancement for Development Planning ................................ 2-30
Benefits ................................................................................................... 2-31
Performance Management Enhancements

Review Rating Distribution Migrated to Review Analytics Administration Tool ....... 3-1
Benefits ..................................................................................................... 3-2
New Path to Access Review Status Distribution .................................................. 3-3
Benefits ..................................................................................................... 3-4
New Deadline Types for Review Task Definition ................................................ 3-5
Benefits ..................................................................................................... 3-6
Goal Feedback Shown on Employees Review .................................................. 3-7
Benefits ..................................................................................................... 3-7
Impacts ..................................................................................................... 3-7
Redesigned Review Form ................................................................................ 3-8
Benefits ..................................................................................................... 3-9
Impacts ..................................................................................................... 3-9
Goal Management Enhancements

Employee Goal Alignment Usability Improvement ............................................. 4-1
Benefits ..................................................................................................... 4-2
Succession Planning Enhancements

No Enhancement for This Section .................................................................... 5-1
Team Management Enhancements

No Enhancement for This Section .................................................................... 6-1
Other Enhancements
Employee Profile Confirmation ........................................................................ 7-1
Benefits ..................................................................................................... 7-2
Impacts ..................................................................................................... 7-2
Release Notes
iv
BP(A|S)
Preface
About the Release Notes . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1-1
Release Notes Revision History . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1-2
Taleo 10 Important Considerations. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1-3
Taleo Performance Technical Requirement Summary. . . . . . . . . . . . . . . . . . . . 1-4
Preface
About the Release Notes
About the Release Notes

This document contains a comprehensive description of the new or enhanced features that comprise
the latest version of Taleo Performance. All the features are categorized by functionality and present
the following information:
Short and detailed description of the enhancement
Benefits related to the enhancement
Impacts the enhancement might have, if any, on implementation, integration, reporting and on
other features, as well as impacts on existing user documentation, whether the enhancement
called for a change or an addition.
If you are a new user, we recommend that you consult the user manuals for complete information on
how to use the application.
Release Notes
1-1
Preface
Release Notes Revision History
Release Notes Revision History

The Revision History lists updates that were made to Release Notes that have already been
published.
Date
Modification
November 18, 2009
Added an important consideration related to user type

management.
October 20, 2009
Initial publication of the Release Notes for Taleo

Performance 10, part of Taleo 10.
Release Notes
Revised Topics
Taleo 10 Important Considerations
1-2
Preface

Following are important considerations to take into account when implementing or migrating to
Taleo Performance for Taleo 10.
Who can use Taleo Performance for Taleo 10?

To be able to use the Taleo 10 version of Taleo Performance, clients need to fill one of the following
conditions:
For migration, only clients using Taleo Performance 7.5 SP8 or earlier can upgrade to Taleo
Performance 10.
If you have implemented Taleo Performance 7.5 SP9, you will be eligible for the Taleo
Performance 10 SP1 version.
For implementation, all new clients are welcome.
User Type Management Issue

It is important to know that new and migrated clients of Taleo Performance for Taleo 10 MUST NOT
CREATE new user types to be used for Taleo Performance but ONLY USE the pre-defined user types,
that is the user types that were migrated from version 7.5 SP8.
Although the User Types section of SmartOrg does permit to create new user types and to assign
various permissions to these user types, those permissions however will not be supported in Taleo
Performance, which means that all permissions that would be granted under the Performance
Management functional domain will not be supported.
This issue will be resolved in Taleo 10 SP1.
For a complete list of the migrated user types, consult Migration of Taleo Performance User Types.
Release Notes
1-3
Preface
Taleo Performance Technical Requirement Summary

The following section presents a summary of the minimum system requirements and applications.
Operating Systems and Browsers

TALEO PERFORMANCE
Windows XP
Windows 2000
Windows Vista
Mac OS X 10.4
and later
Internet Explorer 8
Supported
Not Supported
Supported
Not Supported
Internet Explorer 7
Recommended
Not Supported
Recommended
Not Supported
Internet Explorer 6
Supported
Supported
Not Supported
Not Supported
Safari 3.x
Not Supported
Not Supported
Not Supported
Not Supported
Firefox 3.5
Supported - Limited
Distribution
Not Supported
Supported - Limited
Distribution
Supported - Limited
Distribution
CENTRAL CONFIGURATION & TALEO PERFORMANCE ADMINISTRATION

Windows XP
Windows 2000
Windows Vista
Mac OS X 10.4
and later
Internet Explorer 8
Not Supported
Not Supported
Not Supported
Not Supported
Internet Explorer 7
Recommended
Not Supported
Recommended
Not Supported
Internet Explorer 6
Supported
Supported
Not Supported
Not Supported
Safari 3.x
Not Supported
Not Supported
Not Supported
Not Supported
Firefox 3.5
Not Supported
Not Supported
Not Supported
Not Supported
Other Software
OTHER SOFTWARE
Adobe Reader 9 (version 9.0.115 and later)
Supported
Adobe Reader 8
Supported
Adobe Flash Player 10
Supported
Adobe Flash Player 9
Supported
Release Notes
1-4
Preface
Legend
Recommended
Environment
Customers can file business stand
and high issues. Taleo will follow
standard escalation and Service
Level Agreement processes to get
them resolved. Taleo R&D typically
works with these environments
throughout the release cycle.
Supported
Environment
Limited-Support
Environment
Not
Supported
Customers can file

business stand and high
issues. Taleo will follow
standard escalation and
Service Level Agreement
processes to get them
resolved.
Only for career section, onboarding

new hire portal and scheduling
center portal. Customers cannot file
business stand and high issues,
resolution of issues and associated
timelines are at Taleo's discretion.
Not supported by
Taleo and/or not
available from
manufacturer
under commercial
support.
Hardware
Pentium 4, 2 GHz
768 MB RAM minimum, with 256 MB RAM available for better performance
Video adapter and Super VGA monitor with a minimum 1024 x 768 resolution
Network Interface Card (NIC) - Dual Speed 10/100 Ethernet - connected to a Local Area
Network (LAN)
Keyboard and Microsoft mouse or other compatible pointing device
Other Considerations
The default browser configuration when it was installed is the only one supported. For instance, the
following options are not supported:
Disabled MIME type support
Increased security settings
Disabled JavaScript support
Input Method Editors
Customized content type encoding/code pages
Accessibility options
HTTP 1.0
For a comprehensive version of the technical requirements, please refer to the corresponding version
of the Technical Requirements & Configuration Guidelines for Taleo Products.
Release Notes
1-5
BP(A|S)
Global Enhancements
Central Administration. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2-1
Feature Location Changes . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2-2
User Type Management . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2-5
Migration of Taleo Performance User Types . . . . . . . . . . . . . . . . . . . . . . . . . . 2-6
Optional Display of Legal Agreement at Log In . . . . . . . . . . . . . . . . . . . . . . 2-10
Normalizing the Display of the Employees Job Title . . . . . . . . . . . . . . . . . . . 2-13
Talent Profile Enabling/Disabling Setting . . . . . . . . . . . . . . . . . . . . . . . . . . . 2-15
Setting to Show/Hide Rating on Feedback Requests . . . . . . . . . . . . . . . . . . . 2-16
Development Planning Functionality . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2-19
Development Plan. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2-22
Contextual Development Planning . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2-23
Development Library . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2-24
Development Activity . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2-25
Mentoring . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2-26
Sharing and Recommending Activities. . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2-28
Rating Activities. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2-29
Taleo Anywhere Enhancement for Development Planning . . . . . . . . . . . . . . . 2-30
Global Enhancements
Central Administration
With Taleo 10 comes a new central configuration menu that gives access to all administration
components, some global and others, product specific.
Detailed Description
In the previous version, administration menus were available in different places depending on the
product. For example, the Taleo Recruiting and Taleo Performance administration menus were
accessed via the Administrator WebTop, and the Onboarding administration menu was accessed via
the Onboarding WebTop menu. As a result, a customer having the Taleo Recruiting, Taleo
Performance and Taleo Onboarding applications needed to go to different places to configure
administration-type items. Also, permissions and items shared across products were not in a central
administration menu.
In Taleo 10, a central configuration menu gives access to all administration components. The left
side is designed for Global Configuration, applicable to all products, and the right side is reserved
to the Specific Configuration of each product. In addition, the user interface design of all Taleo
administration tools is being harmonized and aligned with the look and feel that is currently being
used for both Onboarding and Career Section administration. The main sections in the new
centralized administration console includes the following:
Global Configuration: This section is used to manage content, data, settings and configurations
that are used across multiple Taleo products. Sections in this area of administration include:
Operations
Settings
Selection Lists
Roles
Dynamic Approval Routing
Security
Competencies
Product Specific Configuration: This section is used to manage content, data, settings and
configurations that are targeted to a specific product or product area. Sections in this area of
administration include:
SmartOrg
Recruiting
Career Section
Onboarding
Performance
Related Topics
Feature Location Changes
Release Notes
2-1
Global Enhancements

The following tables present the old and new location of configuration items for Taleo Performance
Administration features.
Migration of Taleo Performance Administration features, from Taleo

Enterprise Edition 7.5 SP8 to Taleo 10
Feature
Path in Taleo Enterprise Edition

7.5 SP8
NEW Path in Taleo 10
Taleo Performance Administration
Administrator WebTop > Taleo

Performance
Configuration > Performance Suite
Global Administrators
Administrator WebTop >Taleo

Performance > Global Configurations
Configuration > Performance Suite >

Administration > Global Configurations
Email Templates


Documents


Settings


Custom Selections


Review Cycles


Administration > Performance Reviews
Review Definitions


Review Section Templates


Review Text Library


User-Defined Fields (for Performance

Reviews)


Default Succession Plan Template

Performance > Succession Planning

Administration > Succession Planning
Succession Plan Matrix

Configuration

Performance > Succession Planning

Administration > Succession Planning
Team Management Configuration

Performance > Employee Management

Administration > Employee Management
Employee Profile User-Defined Fields Administrator WebTop >Taleo


Talent Profile Employee Information

Layout


Employee Metrics User-Defined

Fields


Release Notes
2-2
Global Enhancements

7.5 SP8
Talent Profile Employee Metrics

Layout


Business Themes


Administration > Goals Management
Business Periods


Goals Plan Templates


User-Defined Fields (for Goals

Management)


Competencies

Performance > Competencies
Configuration > Competencies
Rating Models

Competency Contexts

Competency Definition Contexts

Guidance Plans

Feature
Migration of Taleo Performance related features from elsewhere in

Taleo Enterprise Edition 7.5 SP8
Feature

7.5 SP8
Release Notes
Administrator WebTop > Setup >

Global Setup > Release Notes
Information
Configuration > Operations
Settings
Global settings were located in all

applications.
Configuration > Settings
Security Policies
Administrator WebTop > SmartOrg >

SmartOrg Home Page > Security
Configuration > Security
Message Templates

SmartOrg Home Page > Security
Configuration > Security
Job Roles
Administrator WebTop >SmartOrg >

SmartOrg Home Page > Job Roles
Configuration > SmartOrg
Job Profile Classifications
Administrator WebTop >SmartOrg >

SmartOrg Home Page > Job Roles
Configuration > SmartOrg
Education Levels

SmartOrg Home Page > Selection Lists
Configuration > Selection Lists
Employee Statuses

Release Notes
2-3
Global Enhancements
Feature

7.5 SP8
Job Levels

Job Types

Schedules

Shifts

Travels

SmartOrg Administration
Administrator WebTop > SmartOrg
Configuration > SmartOrg >

Administration
Onboarding Administration
Onboarding > Onboarding

Administration
Configuration > Onboarding >

Administration
Career Section Administration
Administrator WebTop > Career

Sections
Configuration > Career Section >

Administration
Taleo Recruiting Administration
Administrator WebTop >Setup/

Correspondence Manager/Source
Tracking/Automated Tasks
Configuration > Taleo Recruiting >

Administration
Migration of global settings removed from Taleo Performance

Administration 7.5 SP8
Feature

7.5 SP8
Application Theme

> Settings > Corporate Branding
Renamed - Default Theme

Configuration > Settings > Settings
Company Logo

> Settings > Corporate Branding
Renamed - Organization Logo

Company Content Languages

> Settings > Languages
Renamed - Application Languages

Enable Competency Context

Management

> Settings > Competency
Management
Same name - Enable Competency

Context ManagementConfiguration >
Settings > Settings
Related Topics
Release Notes
2-4
Global Enhancements
User Type Management

With Taleo 10, we have expanded how user types are defined and used in order to provide a unified
way of working across all products and to improve usability and the overall flexibility.
In Taleo Enterprise Edition 7.5, a different user type management approach was used for each Taleo
solution and a fixed number of user types were provided per product; no new user types could be
created. Therefore, when the system administrator was defining a user account, a user type needed
to be associated for each product the user had access to.
In Taleo 10, the same user creation approach is used for all Taleo products and user types are
created by the clients, based on their specific needs. User management has been enhanced as
follows:
User types are centrally managed in SmartOrg for all products.
New user types can be created.
A user can be associated to multiple user types (for example, Recruiter and Administration for
Taleo Recruiting and Manager for Taleo Performance).
User types are associated to functional domains and defined based on permissions for each
domain. Therefore, each user type can cumulate permissions from all domains, encompassing
multiple products.
Permissions are classified by functional domains and sub-domains (instead of by products).
It is possible to see the complete list of permissions for a specific user.
Benefits
Unified and centralized management of user accounts, user types and user permissions for all
Taleo products.
Global list of customer defined user types which includes permissions for various products.
Impacts
Migration
All user types assigned to a user will be migrated, which could possibly result in a larger list
of user types, including user type for all products in a single list. Once migration is
completed, it will be possible to change the name of user types and a cleanup of unused
user types will be required.
A single user may have more than one user type associated with his/her profile across
different functional domains (for example, one user type for Recruiting and another user type
for Performance). It is recommended that customers consider cleaning this up to consolidate
all permissions to move back to a 1:1 relationship between a user and their user type,
although this is not required, it will likely ease integration procedures.
Related Topics
Migration of Taleo Performance User Types
Release Notes
2-5
Global Enhancements

The following tables show the Taleo 10 SmartOrg permissions associated to each user type defined
in Taleo Performance 7.5 SP8, at migration time.
Product Access - Taleo Performance

All Available Roles
Permissions Migrated to Taleo 10
Business Goal Administrator
Goal Plans Permissions

Access business goals
Employee

Access - Only if this user is the owner
Performance Reviews Permissions
Career Plans Permissions
Development Plans Permissions
HR Administrator - All Career Plans

Access - no specified restriction
Grant administration rights and show related tools
Employee Metrics Permissions
HR Administrator - All Development Plans (NEW

for Taleo 10)

HR Administrator - All Employee Metrics

HR Administrator - All Goal Plans

HR Administrator - All Historical Reviews

HR Administrator - All Reviews

Release Notes
2-6
Global Enhancements

All Available Roles
HR Administrator - All Succession Plans

Succession Plans Permissions
HR Administrator - Global

Team Management Permissions
HR Administrator - Mentoring (NEW for Taleo 10)

Show mentoring functionality
HR Administrator - Specific Career Plans

Access - Only if it belongs to the users coverage area
HR Administrator - Specific Development Plans

(NEW for Taleo 10)

HR Administrator - Specific Employee Metrics

HR Administrator - Specific Goal Plans

HR Administrator - Specific Historical Reviews

HR Administrator - Specific Reviews

HR Administrator - Specific Succession Plans

Release Notes
2-7
Global Enhancements

All Available Roles
HR Administrator - Specific Team Management

HR Administrator - Team Management

Manager - Career Plans

Access - Only if one of this users direct reports is the owner
Access - Only if this user is the manager
Access - Only if one of this users direct reports is the manager
Manager - Development Plans (NEW for Taleo 10) Development Plans Permissions
Manager - Global

Access - Only if one of this users mentees is the owner
Access - Only if one of this users mentees is the owner
Release Notes
2-8
Global Enhancements

All Available Roles
Manager - Goal Plans

Manager - Reviews

Manager - Succession Plans

System Administrator
Administration Permissions
Allow system administration
Access application in maintenance mode
Performance Management Permissions
Allow this user to perform integration tasks
System Integrator
Performance Management Permissions

Allow this user to perform integration tasks
Related Topics
Release Notes
2-9
Global Enhancements
Optional Display of Legal Agreement at Log In

There is now an option to display a reminder to all users that the computers they are accessing are
Government or private industry owned and must be used in accordance with good security practices.
The display configuration of the legal agreement window before a user signs in is a two step process:
First, you must create and activate the legal agreement via Configuration > Security > Legal
Agreements.
Note that Taleo clients can create any number of legal agreements and change the currently
active agreement at any time; however, only one agreement can be active at a time.
Then, you must indicate that the active legal agreement is to be displayed at login by setting to
Yes the Show the legal agreement to users at login setting via Configuration > Security > Security
Policies.
Release Notes
2-10
Global Enhancements
Once created, activated and set to be displayed, the active legal agreement is shown to all users
before login, for all Taleo products.
Optionally, it is possible for the user to check the Remember my selection option to avoid having to
agree to this agreement at each login. For this option, it is important to know that the related cookie
is stored per Windows account, meaning for the computer, if only one account is used, or for each
Windows account configured on that computer, if it is a shared. It is NOT a user cookie, since the
user is not known when the legal agreement is shown. Therefore, if the cookie is deleted by a user
when clearing all permanent cookies in his computer (or his account), the user will be prompted
again to agree to the legal disclaimer.
Special considerations:
For a user to be able to create and activate the legal agreement, he must have the following
permissions active and associated to his user type:
Manage legal agreements
Manage security policies
If a user has checked the Remember my selection option and the legal agreement is later
changed, the user will not be prompted again with the modified legal agreement.
As a standard configuration, the display sequence is as follows:
1. Legal Agreement page
2. User Sign In page
3. Taleo 10 main page with list of available products based on the signed in user
If a client would prefer users to be authenticated as a first step, the sequence can be changed only
upon request and in such case, the Taleo product list page will be protected and the sequence as
follows:
Release Notes
2-11
Global Enhancements
1. Legal Agreement page

2. User Sign In page
3. Taleo 10 main page with list of available products based on the signed in user
Benefits
Taleo clients can create a legal agreement that users must agree to abide by before they can log
in.
By making the access to Taleo products dependant on agreement with a legal agreement,
organizations can explain and enforce acceptable and secure use of the products and
equipment.
Release Notes
2-12
Global Enhancements
Normalizing the Display of the Employees Job Title

A new setting has been added to provide the ability to specify which of the job role name or the user
job title name should be used to display the employees title, when the user is not in a position,
ensuring that all front-end display instances of the employees job title use the same value.
Prior to the introduction of Taleo Performance, the 'Title' field in the User object was normally used to
store the employees title in a free-text format. With the release of the Taleo Performance product,
an Employee object was linked to the User object, allowing employees to be associated with Job
Roles. This Job Role object has a 'Name' field that essentially represents also a job title. Therefore,
the Taleo Performance application uses the two objects to represent the concept of an "employee
title". To offer a choice between these two options, a new setting was added.
It is important to know that when the user is in a position, the position title is used in all of these
locations. However, when the user is not in a position, the value defined by this setting is used.
The new Show Job Role Name or User Title setting is found under Configuration > Performance
Suite > Settings.
By default, the title to be displayed corresponds to the name of the job role.
Release Notes
2-13
Global Enhancements
All pages where the title of the employee is shown will display the same information:
Benefits
Ensures a unified display of the employees job title.
Release Notes
2-14
Global Enhancements
Talent Profile Enabling/Disabling Setting
Talent Profile Enabling/Disabling Setting

A new company setting provides the ability to choose whether the Talent Profile is available and
displayed to users accessing Taleo Performance.
The new Enable Talent Profile setting is found under Configuration > Performance Suite > Settings
and is by default set to Yes, thus enabled.
When set to be enabled, the Talent Profile is accessible as it was before Taleo 10.
However, when set to be disabled, the application is affected as follows:
The Talent Profile page is no longer accessible, for all users.
No links to the Talent Profile are displayed.
The Update Talent Profile setting remains available in the review request as clients must be able
to have competencies written to the database as if they were to be displayed on the Talent Profile
if the review is configured to Update the Talent Profile (either for Manager Ratings, Employee
Ratings, or both). The impact would obviously be that the employee wouldn't get to see the rated
behavioral competencies on the Talent Profile since the Talent Profile link would be hidden and
they could not access the Talent Profile screen.
The gap analysis functionality in Career Management remains available to provide, for instance,
the possibility for employees to perform a gap analysis on their manager-rated competencies
within Career Management since the rated competencies would be stored.
The succession compare feature remains available since competencies are still stored. Therefore,
a manager will still be able to compare a succession candidate to another using competencies.
The Succession Matrix is no longer available as none of the information can be updated.
Benefits
Provides organizations that are not yet ready to have their employee population use the Talent
Profile to turn it off.
Provides the possibility to prevent employees from the ability to enter resume information. The
desire is to have more organizational control over this data. This features gives these companies
the ability to prevent confusion that may have occurred had the employees seen the Talent Profile
and entered data when the organization prefers they do not.
Release Notes
2-15
Global Enhancements
Setting to Show/Hide Rating on Feedback Requests

Two new settings have been added to provide the ability to specify if the 5-star rating scale is to be
shown or not on feedback requests - one is used to determine if the rating scale is to be used in
standard feedback and the other to determine if the 5-star rating scale is available to multi-raters
when providing feedback.
The display configuration of the 5-star rating scale in standard feedback is done via the new
Feedback Requests Use Ratings setting found under Configuration > Performance Suite > Settings.
By default, and also to preserve backward compatibility, the rating scale is set to always be used in
feedback requests.
When set to Always, which is the default value, the 5-star rating scale is always shown on standard
feedback requests and when set to Never, it is never displayed.
However, when set to Ask User, an additional option is shown on the Request Feedback form for the
user to specify whether to allow or not the target recipients to provide rating information as part of
the feedback.
Release Notes
2-16
Global Enhancements
When ratings are set to be used, either always or upon user confirmation, the user can provide a
rating of 1 to 5 stars or decide not to provide any rating. When feedback ratings are disabled, then
the rating control is simply not displayed to the user - no decision is required or possible.
The availability configuration of the 5-star rating scale for multi-rater feedback is set at the review
request level with the new Allow multi-raters not only to comment, but also to rate items setting.
Release Notes
2-17
Global Enhancements
Both settings are independent one of another. For instance, standard feedback requests can be set to
never show the 5-star rating scale and multi-rater feedback request can show the 5-star rating scale,
thus allowing the rater to use to stars to rate the item for which feedback is requested.
As such, any given feedback can be in three different and conceptually distinct states:
1. a specific rating was provided (the feedback response form will display the specific rating)
2. a rating was possible but none was provided (the feedback response form will indicate that no
rating was provided)
3. no rating was possible (the feedback response form will not show anything)
Benefits
For organizations that do not use the notion of a numeric rating, this enhancement provides the
flexibility for the organization to solicit feedback without the star rating, which could be
offending to some.
Release Notes
2-18
Global Enhancements
Development Planning Functionality

Development Planning is an extension to the existing Career Management functionality. It offers the
ability for employees to create and manage development plans both from a central location as well
as in-context throughout Taleo Performance. The development plan enables employees to manage
development goals and determine the specific development activities allowing them to achieve those
objectives, whether it be to improve in a current role or to help attain a future role.
Development planning enables employees to not only explore future potential career paths, but to
view, monitor, and progress through the development activities necessary to attain them. These
activities can be to focus on suggested or desired areas of general improvement or in support of
specific goals that the employee will be undertaking as part of their goal plan.
Both employees and managers can define development activities, either from the development plan
itself or through the employees talent profile, performance review, goal plan and/or career plan.
The development plan lists all activities, regardless of the context where it was added or created.
However, when within a specific context, a mini development plan is available to users. This mini
plan shows the due date of the activity as well as the status and progress information on top of all the
other development activities linked to the selected item.
In addition, collaboration tools are integrated to facilitate social learning. Employees have the
possibility to share development activities with peers, seek out and establish mentoring relationships,
and rate and review development content such as courses, books, and coaches.
Benefits
Enables real-time development by providing development activity management in multiple
contexts (employess talent profile, goals, performance review, career plan).
Promotes social learning by allowing employees to collaborate with their peers for timely and
effective development.
Configuration
Aside from the setting that provides the possibility to enable the Development Planning feature,
various other settings are available to configure the feature and all related functions.
All settings are found under Configuration > Performance Suite > Settings. There are three
categories of settings related to development planning. Each category offers numerous settings but
there is always one setting required to basically enable the feature.
Following is the list of all settings specifically related to the development planning feature.
Activity Sharing
Mandatory
Release Notes
Forces users to share

their custom
development activities
after archiving them.
Yes (default)
No
Public
Development Planning
2-19
Global Enhancements
Development Activity
Assignment Limit
Determines the
maximum number of
employees to whom a
development activity
can be assigned at
one time.
10 (default)
Public
Average Rating
Computation Delay
Indicates time in
minutes allowed
before the
development activity
average rating is
computed.
5 (default)
Protected
Rating Mandatory
Forces users to rate

Yes (default)
No
Public
Sharing With Any
Employees
Allows users to share

their custom
with any employees in
the organization.
Yes (default)
No
Public
Sharing With Direct
Reports and Peers
Allows managers to
share their custom
with their direct reports
and peers.
Yes (default)
No
Public
Sharing With Network
People

their custom
with people in their
network including tag
filters.
Yes (default)
No
Public
Enable Activity Sharing

their custom
Yes (default)
No
Public
Enable Custom
Contexts Managing
Indicates if users can

create user-defined
contexts.
Yes (default)
No
Public
Enable Development
Activity Rating
Allows users to rate

Yes (default)
No
Public
Enable Development
Activity
Recommendation
Allows users to
recommend
development activities.
Yes (default)
No
Public
Enable Development
Planning
Enables Development
Planning functionality
in the application.
Yes
No (default)
Public
Maximum Number of
Context Items per
Determines the
maximum number of
context items that a
user can select when
linking an activity.
5 (default)
Protected
Release Notes
2-20
Global Enhancements
Maximum Number of
Items per Development
Activity Context
Determines the
maximum number of
items per context (O,
L, F, etc.) when
managing
development activities.
1 (default)
Protected
Number of Most
Relevant Activities
Displayed in Search
Determines the default

number of most
relevant activities
displayed in the activity
search.
5 (default)
Public
Related Topics
Development Plan
Contextual Development Planning
Development Library
Mentoring
Sharing and Recommending Activities
Rating Activities
Release Notes
2-21
Global Enhancements
Development Plan
Development Plan
The development plan is the fundamental part of the Development Planning functionality and the
central location where employees can manage all their development activities.
The development plan is the main location from which each employee can add and remove
development activities, edit activity details, maintain the progress status of activities, rate and
comment activities, share or recommend activities with others.
Each employee in the system can have a development plan, which is also accessible by the
employees manager, with the same rights as those granted to the employee, as well as to HR
administrators with the corresponding permissions.
The development plan can include different types of activities: formal activities such as courses,
informal or experiential activities such as a job shadowing assignment, and any other customcreated activity.
The activities are added to the development plan by either searching amongst pre-defined activities
in the development library or by creating custom activities, such as job shadowing, mentoring and
networking or any other activity not in the development library. Those custom activities that have
been created by employees can be shared with other colleagues and will display in their view of the
development library.
All actions related to the activities in the development plan are tracked and shown in the History
section.
The development plan is not time-bound and can extend into the future. Therefore, a development
plan can have one development activity that spans over three months and another that spans over
three years. Therefore, to limit the number of activities in their active development plan, employees
have the ability to archive development activities.
Benefits
Allows employees to create development activities that span various durations (3 months, 3
years, 1 year, 3 years, etc.).
Provides simplicity and flexibility to create development activities for multiple purposes.
Release Notes
2-22
Global Enhancements

Development Planning touches almost all areas of the Taleo Performance application, thus allowing
employees and managers to think about and act upon their development from various locations in
the application in addition to the central development plan.
Apart from the central development plan, development activities can be added from any of the
following areas of Taleo Performance:
Talent Profile
Goal Plan
Performance Review
Career Plan
Whenever an activity is added or modified in a specific context, like in a goal plan, the change is
automatically reflected in the central development plan. An activity is always displayed in the
development plan as well as in all contexts where the activity was linked to an object. For example, if
an activity is linked to a specific goal, it will also be displayed in the context of the goal plan. If no
link was established, the activity will only show in the development plan.
Example: While Julia is viewing her talent profile, she can decide to search for an activity to improve
her French language skill and add it to her development plan, directly from the Talent Profile page.
Since the activity was added from her talent profile and linked to a specific skill, the same activity will
be in the main development plan.
Benefits
Ability to do real-time development planning from multiple contexts.
Release Notes
2-23
Global Enhancements
Development Library
Development Library
The development library is the container of all pre-defined development activities that employees
can add to their development plan.
The development library, which is delivered empty, is maintained by the customer and is flexible
enough to accept content from multiple types of third party systems. The most common integration
with Taleo's development library will be with the customer's Learning Management System (LMS). The
library can store fields describing course information such name, description, pre-requisites, cost,
etc., which can then be searched by employees during the process of building out the development
plan.
The development library can be built with many different types of development activities. In addition
to storing formal activities such as courses and books, the library can contain informal, on-the-job
activities such as: rotational assignments, project participation, job shadowing assignments, etc.
When information on an activity in the development library needs to be edited, this can both be
done via batch integration as well as in the Taleo Performance Administration application. All
integration functions are performed via Taleo Connect Client or Taleo Connect Broker. Please refer
to the Data Dictionary for fields that are exposed for import and export.
For employees to find a pre-defined activity in the development library, they must perform a search
from their development plan; various search options are offered - keyword or advanced search, best
fit, top rated or shared activities.
Benefits
More flexibility by providing the ability to store many different types of development content (both
informal and formal activities).
Open architecture by offering the ability to integrate the library with one or more 3rd party
content repositories (LMS, e-Learning platform, etc.).
Impacts
Implementation
The content of the development library must be populated by the customer, from one or more
3rd party content repositories (LMS, e-Learning platform, etc.).
Integration
The content of the development library can also be populated using TCC.
Reporting
There are no reporting capabilities for this release.
Release Notes
2-24
Global Enhancements
A development activity is any activity that can contribute to improve the capability of an employee to
perform in his/her current job and his/her potential to perform future roles.
Development activities can take various forms:
activities defined by the company, which are considered to be public and made available from
the development library;
custom activities created by employees themselves, which are considered private and can only be
made available to other employees if shared.
Development activities are added to an employees development plan by the employee himself or
assigned by the employees manager, by searching amongst the pre-defined public activities in the
development library or by creating new custom private activities.
When adding an activity to the development plan, the user can provide various information about
the activity, link the activity to a specific context, such as a goal, a review item, a competency or skill
or even to a job role to indicate the purpose of the activity, indicate how the progress will be
measured and archive the activity.
Details about a development activity can be seen from the development plan itself as well as from
the mini plan, accessible via multiple contexts in the application. The Development Activity Details
page shows the name, description, status and dates of the activity, lists the items that are linked to
the activity and displays measurement information and other activity information, based on the type
of activity.
Since development plans are not time-bound and may contain activities that can span any duration,
the employees have the possibility to archive development activities that are completed or that they
do not want to have displayed in their active development plan view. Archived development activities
can be accessed at any time through the Archived Development Activities view.
At the time of archiving an activity, or even once archived, an activity can be recommended, if it was
drawn from the development library, or shared, if it was customly created, and in both cases, the
activity can be evaluated by entering a comment and a rating.
Release Notes
2-25
Global Enhancements
Mentoring
Mentoring
Part of Development Planning, the mentoring functionality allows for formal mentor or development
coach relationships to be created in the system.
Many organizations have some form of mentoring program in place since it is an excellent way to
preserve organizational knowledge.
When a mentoring relationship is established and upon configuration of the proper mentoring
settings, the system affords the mentor special access to view information about the mentee, such as
the mentee's career or development plan. This access facilitates the dialogue between the mentor
and mentee, which can be captured by the system in the form of feedback tracking meetings,
discussions, follow-ups and words of wisdom that the two parties might exchange.
Example: Julia may want to move from her current job function in Marketing to a new job function
in Sales. Her manager is a logical choice to mentor her in her current role, but he isnt necessarily
the best person to mentor her to make the job change across functions. Therefore, she could benefit
from a mentor who would be well-suited to help her achieve her career goal. Her manager can
assign a suitable mentor for her.
For the mentoring functionality to be available, the related product setting must be set to Yes. The
other mentoring settings determine the number of mentees a mentor can have and which
information the mentor is entitled to see about his mentees.
Following is the list of all mentoring related settings.
Setting
Description
Possible Values
Security
Level
Setting Category
Enable Mentoring
Indicates if the mentoring

functionality is available.
Yes
No (default)
Public
Mentoring
Review Accessible To
Mentors
Enables mentors to see their

mentees' performance review.
Yes
No (default)
Private
Mentoring
Maximum Mentees Per

Mentor
Indicates the maximum number

of mentees a mentor can have.
5 (default)
Public
Mentoring
Employee Goals
Accessible To Mentors

mentees' employee goals and
goal plan.
Yes
No (default)
Private
Mentoring
Development Plans
Accessible To Mentors

mentees' development plan.
Yes (default)
No
Public
Mentoring
Career Plans Accessible

To Mentors

mentees' career plan.
Yes (default)
No
Public
Mentoring
Allow Mentor To Break

Mentoring
Allows mentors to break the

mentoring relationship with
mentees.
Yes (default)
No
Public
Mentoring
Release Notes
2-26
Global Enhancements
Mentoring
Benefits
Facilitates employee development.
Ensures proper knowledge transfer.
Increases quality of leadership pipeline.
Improves overall employee retention.
Release Notes
2-27
Global Enhancements

Sharing and recommending activities provide the ability to let others know our appreciation of an
activity and to see what others have thought of it, in order to assist employees in the selection of
activities to be added to their development plan.
Sharing or recommending an activity allows employees to share the most impactful development
activities with their colleagues. This form of social learning allows employees to learn from one
another what activities are effective.
Whether you can share or recommend depends on the type of activity. In brief, private activities are
shared and public activities are recommended.
Employees can share with their colleagues their customly created development activities, that is the
activities that are not in the development library, for a larger audience to discover. For example, an
employee can create a development activity to read the book Truman by David McCullough to
improve her Leadership skills since this activity may not be in the development library. Upon
completion of the book, Julia feels that it had a strong impact on her development, particularly in
developing the Leadership competency. She decides to share this activity with her peers as well as
with her direct reports. Since Julia is a respected manager and colleague, some will welcome this
information and add the activity to their own development plans.
For those activities that already exist in the development library, employees can send
recommendations to their colleagues. For example, Jim has been working on a company-created
development activity in which he serves as a mentor for two newly hired college recruits. Prior to
undertaking the activity, he looked at it as a means to help others in the organization. However, after
several months of working as a mentor, Jim has realized that the work has honed his managerial
skills. Therefore, he has recommended the activity to his management peers. Upon seeing the
recommendation, Jims colleagues can decide whether they want to add the development activity to
their development plan.
At the time of sharing or recommending an activity, the employee can also rate the activity and
provide a comment about the activity.
Benefits
Provides a great way for content to spread organically in the organization.
Increases the learning opportunities through collaboration.
Release Notes
2-28
Global Enhancements
Rating Activities
Rating Activities
Giving a rating to an activity provides the possibility for employees to indicate their appreciation of
an activity and serves as an additional input source for describing a development activity.
Given the fact that there is a wealth of development activities to choose from, whether it be a good
book to read, a course to enroll in, a conference to attend, or an on-the-job activity to undertake,
the choice of an activity can be somehow overwhelming for the employee. Ratings and review
comments can therefore serve as an additional input source for describing a development activity
and encourages collaboration by allowing employees to share their opinions, which can greatly
benefit all employees in search of the right development activity.
However, ratings and comments are always subjective - what works for one employee may not for
another. Nevertheless, when used appropriately, they can be used as a guide for employees and for
human resources to understand what is working and what isnt.
Employees can see the aggregate ratings from the development activity search results. Additionally,
they can actually see how employees rated a specific activity by viewing the details of any
development activity from the library.
When a user archives a public development activity, the system prompt him to enter a rating and
review comment. If the user chooses to not enter a rating or comment at that time, he can always go
back to the archived view of the activities to rate at a later time.
Benefits
Provides additional information to assist employees in their choice of development activities.
Release Notes
2-29
Global Enhancements
Taleo Anywhere Enhancement for Development Planning
Taleo Anywhere Enhancement for Development

Planning
Taleo Inbox has been enhanced to include key development planning functionality so that users can
achieve certain development planning functions from outside the Taleo Performance application.
With the installation of the latest version Taleo Inbox comes a new dashboard within Outlook that
provides two new key functions:
Ability for employees to view and update the progress of their development activities - Note that
only development activities that are not yet complete and have an end date in the future can be
updated.
Ability for both employees and managers to provide feedback on a development plan - For
feedback to be provided, an explicit request must have been sent to the employee or manager.
The Dashboard offers a new section called Development Activity Progress that lists the development
activities and their current progression, as well as the start and end dates.
Release Notes
2-30
Global Enhancements
Taleo Anywhere Enhancement for Development Planning
To update the progression of an activity, just click the ... button to open the Development Activity
Progress window.
Benefits
Integration with common productivity tools increases participation rates.
Fully secure - Taleo Inbox does not use mails or SMTP. It is a Web services offering that uses
HTTPS, so it is fully secure. Historical transactions are not stored in Outlook or on a Microsoft
Exchange server.
Related Topics
Release Notes
2-31
BP(A|S)
Performance Management
Enhancements
Review Rating Distribution Migrated to Review Analytics Administration Tool . . . 3-1
New Path to Access Review Status Distribution . . . . . . . . . . . . . . . . . . . . . . . . 3-3
New Deadline Types for Review Task Definition . . . . . . . . . . . . . . . . . . . . . . . 3-5
Goal Feedback Shown on Employees Review . . . . . . . . . . . . . . . . . . . . . . . . 3-7
Redesigned Review Form . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3-8
Performance Management Enhancements Review Rating Distribution Migrated to Review Analytics Adminis-
Review Rating Distribution Migrated to Review Analytics

Administration Tool
The rating distribution feature has been migrated to the Review Analytics Administration Tool, along
with the other review analytic tools, thus completing the migration that was initiated in version Taleo
Performance 7.5 SP8.
In version 7.5 SP8, the Rating Distribution feature was offered directly from the Administration Tools
panel.
Now in Taleo Performance 10, the Rating Distribution feature is accessible via the main Review
Analytics tool and lets the user select whether to show the distribution of reviews by rating or by status
from a new action menu on the Review Cycle Analytics page.
The page has also been renamed to Review Analytics by Rating, but the information provided is the
same.
As with the review status distribution page, the scope of this report starts at the review request level.
Therefore, it is not possible to see the rating distribution for an entire review cycle or for all reviews in
the system.
The ratings shown correspond to the overall ratings provided by the manager when performing the
employees review; the self-assessment overall ratings are not available through this feature.
There are three possible business scenarios underlying this feature:
1. The rating distribution is shown for a specific review request/review group combination. In this
case, all eligible reviews necessarily have the same review definition and thus the same overall
Release Notes
3-1
Performance Management Enhancements Review Rating Distribution Migrated to Review Analytics Adminis-
rating model. As such, the report will show the rating values of this rating model and the
cumulative count of the currently rated reviews.
2. The rating distribution is shown for a review request WITHOUT specifying a review group AND
all review request groups generated for the request are linked to the same review definition. In
this case, the situation is similar to the first scenario and the report shows the rating values of the
overall rating model for this review definition.
3. The rating distribution is shown for a review request WITHOUT specifying a review group BUT the
review request groups generated for the request have different review definitions. In this case, the
aggregate view of the ratings makes no sense since there are different rating models in play.
However, the generated report will show all rating values of all applicable overall rating models.
Benefits
Centralized location of all review analytic tools.
Related Topics
New Path to Access Review Status Distribution
Release Notes
3-2

The review status distribution that was previously accessed by clicking on a given review request in
the Review Cycle Analytics page is now opened via an new action menu on the same page.
In Taleo Performance 7.5 SP8, the status distribution could be seen on a page called Review Request
Analytics, which opened when clicking on a given review request name.
Now in Taleo Performance 10, the status distribution can be displayed from the main Review Cycle
Analytics page by clicking on the arrow next to a review request and selecting one of the available
action, either Show Ratings or Show Statuses.
The page was also renamed to Review Request Analytics by Status, to offer a synchronized version
with the new Review Request Analytics by Rating also migrated as part of Taleo Performance 10.
Release Notes
3-3
Benefits
Unified look-and-feel of all review analytics pages.
Related Topics
Review Rating Distribution Migrated to Review Analytics Administration Tool
Release Notes
3-4
New Deadline Types for Review Task Definition

The duration allowed for a user to perform a given review-related task can now be specified in terms
of a specific number of days, a specific date or even have no deadline at all.
Prior to Taleo Performance 10, the due date for a review task was calculated based on a duration
from the date the task was assigned.
Now, review tasks can also be given a specific due date or even have no deadline at all, thus never
being considered as overdue.
As each review task is uniquely configured, it is possible to have a combination of all three deadline
types for the same review request.
The deadline set for approval tasks has a particular behavior as an approval task can be performed
by multiple approvers, resulting in the same task being performed multiple times.
Deadline
Type
Task Behavior
Approval Task Behavior
No Deadline
The task is created without a due

date, meaning that it can be
performed at any time, without
ever being considered overdue.
All approval tasks are assigned

with no due date, therefore never
causing any task to be overdue.
Duration
The task is created with a due

date that is calculated dynamically
at run time by adding the
specified number of working days
to the current date of the task
assignment.
Each approval task is created

with a due date calculated by
adding the specified number of
working days to the current date
of the task assignment.
NOTE - A duration-based
deadline is the best to use when
there are multiple approvers.
For example, if approval starts
on April 1 and you want all three
approvers to be done by April 6,
it is better to configure a
duration-based deadline so that
each reviewer is given 2 days to
approve.
Release Notes
Additional Information
The valid working days also need

to be defined, via the Working
Days under Configuration >
Performance Suite > Settings.
Note that a holiday that falls on
a selected working day is taken
into consideration in the
calculation.
3-5
Deadline
Type
Due Date
Task Behavior
Approval Task Behavior
The task is created with a due

date equal to the one specified when the specified date is
reached, the task becomes
overdue. Note also that this due
date can be in the past, that is
earlier that the current date of the
task assignment, causing the task
to be immediately late.
Each approval task is created

with the same due date as
specified in the configuration.
As such, each approver gets the
same due date - which is
undesirable if each one waits
until the due date to execute the
task.
Additional Information
Benefits
More flexibility in setting review task due dates.
With due date-based deadlines, it is easier to ensure that the overall review process is completed
on time as with duration-based deadlines, if the first step in the process is late, the entire process
can be late even if each subsequent step is completed on time.
Release Notes
3-6
Goal Feedback Shown on Employees Review
Goal Feedback Shown on Employees Review

This enhancement provides the ability for feedback gathered on a goal during the year to be
available when the goal is populated on a performance review.
Prior to Taleo Performance 10, feedback provided on employee goals in a performance review and
in an employee goal plan were treated separately, even for goals imported into the review from a
goal plan.
Now, all feedback information that is gathered within the context of a goal plan is also available in a
review when the goal is populated into the review from the goal plan. However, feedback gathered
within the context of a performance review is NOT available in the goal plan.
Following is an example to better illustrate how feedback is treated in the application.
Employee
Goal
Feedback
Visible in
Goal Plan
Review
Feedback
Visible in
Review
Explanation
Goal A is created in goal plan.
A > F1
F1
Feedback 1 about Goal A is requested and received.

Feedback 1 is now visible in the goal plan.
A > F1
F1
A+
F1
A review is created, where Goal A is populated into

the review as a copy of Goal A+. Feedback 1 is
immediately visible in both the review and the goal
plan.
A > F1
F1
A+ > F2
F1, F2
Feedback 2 is requested and received in the context

of the review (about copied Goal A+). Feedback 2
is visible of course in the review, but NOT in the goal
plan.
A > F1 < F3
F1, F3
A+ > F2
F1, F2, F3
Feedback 3 is requested and received a in the

context of the goal plan (about original Goal A).
Feedback 3 is once again visible in BOTH the goal
plan and the review.
Benefits
Feedback gathered throughout the year on a goal is available to use during the review process.
Impacts
Migration
Since this feature is immediately available to all customers, when browsing through a review,
all the goal feedback elements collected on the goal plan will be immediately visible.
Release Notes
3-7
Redesigned Review Form

The performance review form has been completely redesigned to address performance and usability
issues and is offered as an alternative to the existing format, with no data change.
At the highest level of the new review form, the user is presented a series of tabs with the very high
level information elements of the review - Overview, Review, Workflow and History. Each tab
contains a first panel with the appropriate information. The new user interface really occurs in the
Review tab that has three levels - overall review, sections and items. In each level, the user can
quickly move back and forth between elements, but also move/zoom up as applicable. Hence, all
panels are rendered quickly, increasing performance and responsiveness.
The changes made are presented in the following table.
Prior to Taleo Performance 10
Now in Taleo Performance 10
Multi-view form based approach where the user can select to

view 'by item', 'by section' or 'by page' - this last option
essentially building an extensive scrollable form containing
the entire review content.
Zoomable user interface based on a panel approach where

just the right amount of information is available on any given
screen and allowing the user to browse up and down, and
side to side.
The review information is all presented on the same form,

which can be viewed by page, section or item.
The review information is presented under four different tabs,

giving access to different information about the review:
Overview
Review
History
Workflow
All sections and section items are displayed in a menu in the

left panel of the window. Limited view of sections and items
in menu.
All sections and section items are presented in a table of

contents in the Overview page, providing quick access to
any review item.
The current status is seen in the Current Review section.
The Overview page puts in evidence the current status of the

review as well as specific instructions related to the current
step to be performed and a brief indication of what will be
the next step.
Depending on the view option selected, scrolling thought the

items, sections or review is done via the windows scrolling
bar.
The review offers two different review navigation methods:

Scrolling the review in a sequential order, item by item,
or section by section, by using the scrolling arrows in
the top right-hand corner of the window (mostly
designed for beginners).
Quick access to a specific section or item by using
either the sections table of contents or the reviews
complete table of contents viewable by clicking the
related icon
users)
The Manager Section Items feature is offered as an action

from the sections drop-down menu, in the left-panel review
menu.
Release Notes
(mostly designed for experienced
The Manager Section Items feature is offered via a

prominent Manage Section Items button shown directly in
the review. Section items can be edited right within the review
when edition is allowed.
3-8
Prior to Taleo Performance 10
Now in Taleo Performance 10
The Request Multi-Rater feature is offered as an action from

the sections drop-down menu, in the left-panel review
menu.
The Request Multi-Rater feature is offered via a prominent

button, like for the Manage Section Items feature, directly in
the review.
Feedback comments can be dragged into the Comments

box or stay in the Feedback tool panel.
Because feedback always uses a 5-star scale, it is broken out

into its own section, thus avoiding any confusion with the
ratings provided for the review.
All ratings are presented in a rating slider format.
Three different rating formats are available to better fit user

needs. The rating control type is defined at the section level,
thus allowing multiple control types to be used in the same
review.
Rating bar - to provide the ability for the user to select
a rating along a visual continuum.
Drop-down menu - to present all rating options in a
drop-down box where the rating can be selected.
Toggle - to offer a binary rating option, for example,
Yes/No.
Benefits
Increased performance and responsiveness.
Improved usability.
Impacts
Migration
Because of backward compatibility concerns, the new front-end user interface is set-up in
parallel to the existing form to eliminate any day 1migration or retraining concerns for
customers. It is recommended to perform this change between review cycles and probably
not during an active review process (mostly for user experience/training issues more than a
technical one).
Rating models are migrated depending on the size of the rating scale - If there are 1 to 6
rating options, the control will be replaced by the new rating bar. If there are more than 6
rating options, then the rating slider control will be replaced by a drop-down menu control.
Release Notes
3-9
BP(A|S)
Goal Management
Enhancements
Employee Goal Alignment Usability Improvement . . . . . . . . . . . . . . . . . . . . . 4-1
Employee Goal Alignment Usability Improvement

The employee goal alignment functionality has been enhanced in order to provide employees with
an easier method for aligning their goals with their managers goals, with business goals and with
projects.
The user interface was redesigned by removing the drag-and-drop alignment offered in the
supporting tools panel. Alignment is now done right from the main panel, either in the Employee
Goals Details page or in the card view of the goal plan.
The alignment process is lauched with a simple click on the Align button, which opens the Alignment
pop-up window that lets the user choose the category of element he wants to align to: one of his
managers goal, one of his own projects or one of the organizations business goals. The goal or
project to align to is then selected from the list of corresponding elements. To further facilitate the
alignment, additional information about the goal or project can be displayed by simply hovering
over an element in the list.
Release Notes
4-1
Once a goal has been aligned, it is possible to display the entire alignment hierarchy of the goal, up
to the related business theme by clicking the Show Line of Sight button. General information on all
elements is provided by a simply element hover, except for the business theme element, as there is no
additional information to show..
All elements listed in the Alignment pop-up window and in the line of sight present the start date and
the due date. Additionally, employee goals show a description, business goals show the related
organization and business projects, their owner. There is no callout for the business theme in the line
of sight since this element only has one information to show, its name.
Benefits
Increases the usability of the alignment feature.
Release Notes
4-2
BP(A|S)
Succession Planning
Enhancements
No Enhancement for This Section . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5-1
Succession Planning Enhancements
No Enhancement for This Section
Release Notes
5-1
BP(A|S)
Team Management
Enhancements
No Enhancement for This Section . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6-1
Team Management Enhancements
Release Notes
6-1
BP(A|S)
Other Enhancements
Employee Profile Confirmation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7-1
Other Enhancements
Employee Profile Confirmation

This feature provides the ability for a newly created employee to match his candidate profile to his
employee profile.
When creating a new user account, a new employee profile is automatically created and this
employee profile can either be blank or matched to an existing candidate profile, depending on the
configuration of the account. The configuration of the account provides the ability to determine if the
employee is to be prompted to confirm the existence of a matching candidate profile when logging
in. The definition of this setting can be done via SmarOrg or Taleo Connect Client:
In SmartOrg, the setting Ask employee if he has a candidate account at next login is found
under the Employee Information section of a user account.
In Taleo Connect Client, this is done via the ConfirmProfile field.
At creation, a new employee is associated to a candidate. This can be a new blank candidate or an
existing matched one. The user that creates an employee with TCC can determine whether or not
profile confirmation is required. When the user does not specify an employee profile confirmation
value, a context dependant default value is applied:
For a blank candidate, default is true.
For a matched candidate, default is false.
Via SmartOrg, we can never specify the candidate. The candidate is always blank and default is
then True. At creation, the profile confirmation cannot be set. This option is only viable via TCC.
However, an employee that is created in SmartOrg is always associated to a blank candidate; and
the profile confirmation default is always True. The SmartOrg user cannot modify the profile
confirmation value during candidate creation.
When there is no Career Section deployed on the zone, the default employee confirmation value is
always false even if the user has specified otherwise.
Employee First Login
When the employee logs into Taleo Performance for the first time and profile confirmation is
required, the screen displays the employee profile confirmation page. The employee can then enter
his candidate login name and password, and confirm the entered information.
The system validates the candidate's credentials and updates the employee to link him to his
candidate account and profile. An email notification is sent to the employee to confirm the match
with his candidate profile. The screen displays confirmation of the employee to candidate profile
match.
The following table provides a summary of the login behavior.
Via TCC Blank Candidate

New Candidate file
created?
Release Notes
Since candidate is not

specified, a new candidate is
created.
Via TCC Matched

Candidate
Candidate is specified, so the
specified candidate is used.
Via SmartOrg Blank

Candidate
Since candidate cannot be
specified in SmartOrg, a new
candidate file is always created.
7-1
Other Enhancements
Via TCC Blank Candidate
Via TCC Matched

Candidate
Via SmartOrg Blank

Candidate
Confirm Employee
Profile?
Confirmation is optional.
Default value is true. Value is
always false if there is no
Career Section configured in
the system.
Confirmation is optional.
Default value is false. Value is
always false if there is no
Career Section configured in
the system.
Confirmation is always true if

there is a Career Section
configured in the system.
Otherwise false.
Candidate Login/
Password?
Same as user account. If

already taken, default
candidate credentials are
created.
Not changed
Same as user account. If already

taken, default candidate
credentials are created.If login
name is OK but password fails,
only a default password is
created.
Send Candidate
Notification at
Employee Creation?
Yes if Confirm Employee

Profile is set to false and there
is a Career Section configured
in the system.
No, notification will be sent at

if applicable.
No, notification will be sent at

Employee Profile Confirmation if
applicable.
When a match is established, the employee record is matched to the NEW profile selected by the
employee (no merging/reconciliation of information is performed) and the candidate profile no
longer used is flagged for deletion.
Special situations:
Skip Profile Confirmation - When the employee is associated to a blank candidate, he can skip
profile confirmation and use the blank candidate. The system does not update the employee
profile. When the employee is associated to a matched candidate, he can skip profile
confirmation and create a new blank candidate to use. The system creates a new candidate, a
new profile, and assigns default credentials. It then links the employee to the new candidate
account.
Invalid Candidate Account - When the employee enters the wrong candidate login name and
password combination, an error message is displayed, and the employee is not updated.
Candidate Account Already Associated - When the employee enters a valid candidate login
name and password combination but the candidate is already associated to another employee,
an error message is displayed indicating that the candidate is already associated to another
employee and cannot be used. The system does not update the employee.
Benefits
Facilitates employee creation during Taleo Performance implementation.
Provides a way to match an employee profile to his candidate profile.
Reduces the number of employee creation failures during implementation.
Allows the employee to reuse the work experience and education information previously captured
during the application process.
Impacts
Implementation
Release Notes
7-2
Other Enhancements
If using SSO on internal Career section, then do set the confirmation profile to false. Since
SSO will automatically log the candidate in the Career section, then an existing match
between the employee profile is already possible and no confirmation is necessary (nor
possible).
Release Notes
7-3

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BP(A|S)

Taleo Performance for Taleo 10

Taleo Performance for Taleo 10

Confidential Information ..................................................................................... i

Taleo Performance for Taleo 10

Taleo Performance for Taleo 10

Detailed Description ................................................................................. 2-26

Performance Management Enhancements

Goal Management Enhancements

Succession Planning Enhancements

Team Management Enhancements

Taleo Performance for Taleo 10

About the Release Notes . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1-1

Release Notes Revision History . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1-2

Taleo 10 Important Considerations. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1-3

Taleo Performance Technical Requirement Summary. . . . . . . . . . . . . . . . . . . . 1-4

About the Release Notes

About the Release Notes

Taleo Performance for Taleo 10

Release Notes Revision History

Release Notes Revision History

November 18, 2009

Added an important consideration related to user type

October 20, 2009

Initial publication of the Release Notes for Taleo

Taleo Performance for Taleo 10

Taleo 10 Important Considerations

Taleo 10 Important Considerations

Who can use Taleo Performance for Taleo 10?

User Type Management Issue

Taleo Performance for Taleo 10

Taleo Performance Technical Requirement Summary

Taleo Performance Technical Requirement Summary

Operating Systems and Browsers

CENTRAL CONFIGURATION & TALEO PERFORMANCE ADMINISTRATION

Adobe Flash Player 10

Adobe Flash Player 9

Taleo Performance for Taleo 10

Taleo Performance Technical Requirement Summary

Customers can file

Only for career section, onboarding

Taleo Performance for Taleo 10

Central Administration. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2-1

Feature Location Changes . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2-2

User Type Management . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2-5

Migration of Taleo Performance User Types . . . . . . . . . . . . . . . . . . . . . . . . . . 2-6

Optional Display of Legal Agreement at Log In . . . . . . . . . . . . . . . . . . . . . . 2-10

Normalizing the Display of the Employees Job Title . . . . . . . . . . . . . . . . . . . 2-13

Talent Profile Enabling/Disabling Setting . . . . . . . . . . . . . . . . . . . . . . . . . . . 2-15

Setting to Show/Hide Rating on Feedback Requests . . . . . . . . . . . . . . . . . . . 2-16

Development Planning Functionality . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2-19

Development Plan. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2-22

Contextual Development Planning . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2-23

Development Library . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2-24

Development Activity . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2-25

Sharing and Recommending Activities. . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2-28

Rating Activities. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2-29

Taleo Anywhere Enhancement for Development Planning . . . . . . . . . . . . . . . 2-30

Feature Location Changes

Taleo Performance for Taleo 10

Feature Location Changes

Feature Location Changes

Migration of Taleo Performance Administration features, from Taleo