115 SSH Rig

Implementing OracleR SelfService Human Resources (SSHR)
RELEASE 11i December 1999
Implementing OracleR SelfService Human Resources (SSHR) Release 11i The part number for this book is A7329901. Copyright E 1996, 2000 Oracle Corporation. All rights reserved.
Primary Author: Andrew Moran. Contributors: Juliette Fleming, Michael OShea, Janet McCandless. The Programs (which include both the software and documentation) contain proprietary information of Oracle Corporation; they are provided under a license agreement containing restrictions on use and disclosure and are also protected by copyright, patent and other intellectual and industrial property laws. Reverse engineering, disassembly or decompilation of the Programs, except to the extent required to obtain interoperability with other independently created software or as specified by law, is prohibited. Program Documentation is licensed for use solely to support the deployment of the Programs and not for any other purpose. The information contained in this document is subject to change without notice. If you find any problems in the documentation, please report them to us in writing. Oracle Corporation does not warrant that this document is error free. Except as may be expressly permitted in your license agreement for these Programs, no part of these Programs may be reproduced or transmitted in any form or by any means, electronic or mechanical, for any purpose, without the express written permission of Oracle Corporation. If the Programs are delivered to the US Government or anyone licensing or using the Programs on behalf of the US government, the following notice is applicable: RESTRICTED RIGHTS NOTICE Programs delivered subject to the DOD FAR Supplement are commercial computer software and use, duplication and disclosure of the Programs including documentation, shall be subject to the licensing restrictions set forth in the applicable Oracle license agreement. Otherwise, Programs delivered subject to the Federal Acquisition Regulations are restricted computer software and use, duplication and disclosure of the Programs shall be subject to the restrictions in FAR 52.22719, Commercial Computer Software Restricted Rights (June 1987). Oracle Corporation, 500 Oracle Parkway, Redwood City, CA 94065. The Programs are not intended for use in any nuclear, aviation, mass transit, medical, or other inherently dangerous applications. It shall be licensees responsibility to take all appropriate failsafe, backup redundancy and other measures to ensure the safe use of such applications if the Programs are used for such purposes, and Oracle disclaims liability for any damages caused by such use of the Programs. Oracle is a registered trademark, and, Oracle Alert, Oracle Financials, SQL*Forms, SQL*Plus, SQL*Report, Oracle Application Object Library, and Oracle Business Manager are trademarks or registered trademarks of Oracle Corporation. Other names may be trademarks of their respective owners.
Contents
Preface
Preface . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Audience for This Guide . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . How To Use This Guide . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Finding Out Whats New . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Other Information Sources . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Do Not Use Database Tools to Modify Oracle Applications Data . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . About Oracle . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Your Feedback . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
v vi vi vii vii xii xiii xiv
Chapter 1
Business Requirements, Solutions and Procedures . . . . . . . . . . Oracle SelfService Human Resources . . . . . . . . . . . . . . . . . . . . . . Oracle SelfService Human Resources Overview . . . . . . . . . . . . . Functions (SSHR) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Workflow (SSHR) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Appraisals . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Apply for a Job Workflow Approvals Process (SSHR) . . . . . Enroll in a Class Workflow Approvals Process (SSHR) . . . . . Predefined SelfService Responsibilities (SSHR) . . . . . . . . . . Candidate Offers (SSHR) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Candidate Offers Workflow Approvals Process (SSHR) . . . . Setting Up Appraisals and Questionnaires (SSHR) . . . . . . . . Setting Up Apply for a Job (SSHR) . . . . . . . . . . . . . . . . . . . . . . Setting Up Enroll in a Class (SSHR) . . . . . . . . . . . . . . . . . . . . . Setting Up Suitability Matching (SSHR) . . . . . . . . . . . . . . . . .
11 12 16 19 1 12 1 13 1 17 1 18 1 20 1 23 1 26 1 30 1 32 1 33 1 34
Contents
Setting Up User Assistance Components (SSHR) . . . . . . . . . Setting Up Personal and Professional Information (SSHR) . Setting Up Succession Planning (SSHR) . . . . . . . . . . . . . . . . . Setting Up Searches (SSHR) . . . . . . . . . . . . . . . . . . . . . . . . . . . . Setting Up Employee Histories (SSHR) . . . . . . . . . . . . . . . . . . Setting Up Candidate Offers (SSHR) . . . . . . . . . . . . . . . . . . . . SSHR Canvas, Page and Source File Names (SSHR) . . . . . . . Displaying a New Logo (SSHR) . . . . . . . . . . . . . . . . . . . . . . . . Configuring Workflow Error Processes (SSHR) . . . . . . . . . . . Collecting Information From a User in SSHR with HTML Forms (SSHR) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Editing and Locating User Assistance Components (SSHR) Copying the Original Workflow Item Type (SSHR) . . . . . . . . Configuring the Enroll in a Class Enrollment Process (SSHR) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Loading User Assistance Components into the Database (SSHR) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Configuring SSHR Reminders (SSHR) . . . . . . . . . . . . . . . . . . . Configuring Approvals Processes (SSHR) . . . . . . . . . . . . . . . . Defining Your Enterprises Email Addresses (SSHR) . . . . . . Configuring Display Values (SSHR) . . . . . . . . . . . . . . . . . . . . . Configuring DOB and National Identifier Workflow Attributes (SSHR) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Creating Questionnaires (SSHR) . . . . . . . . . . . . . . . . . . . . . . . . Configuring Candidate Offer Approval Processes (SSHR) . . Setting Up Candidate Offer Letters (SSHR) . . . . . . . . . . . . . . Setting Up the Candidate Offer Background Workflow Engine (SSHR) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Defining and Modifying a New Offer Profile (SSHR) . . . . . . Setting Up a Candidate Offer Profile (SSHR) . . . . . . . . . . . . . Defining and Maintaining New Offer Profile Question Categories (SSHR) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Adding an Offer Letter Paragraph (SSHR) . . . . . . . . . . . . . . . Modifying an Offer Letter Paragraph (SSHR) . . . . . . . . . . . . Deleting an Offer Letter Paragraph (SSHR) . . . . . . . . . . . . . . Customizing the Candidate Offer Letter Program (SSHR) . . Defining New Questions for an Offer Profile (SSHR) . . . . . . Modifying Questions for an Offer Profile (SSHR) . . . . . . . . . Deleting Questions from an Offer Profile (SSHR) . . . . . . . . . Deleting Offer Profile Question Categories (SSHR) . . . . . . . .
1 35 1 36 1 37 1 38 1 40 1 41 1 42 1 47 1 48 1 49 1 51 1 53 1 54 1 55 1 57 1 60 1 64 1 65 1 67 1 68 1 69 1 71 1 73 1 74 1 75 1 76 1 77 1 78 1 79 1 80 1 86 1 88 1 89 1 90
ii Implementing Oracle SelfService Human Resources (SSHR)
Chapter 2
Implementation Checklist and Steps . . . . . . . . . . . . . . . . . . . . . . Implementation Steps . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Implementation Checklist (SSHR) . . . . . . . . . . . . . . . . . . . . . . . . . . Implementation Flowcharts (SSHR) . . . . . . . . . . . . . . . . . . . . . . . . Basic Set Up (SSHR) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Security (SSHR) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Functions Set Up (SSHR) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . User Assistance (SSHR) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Candidate Offers (SSHR) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
21 22 25 26 29 2 11 2 14 2 24 2 25
Appendix A
Windows and Reports . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . A 1 Windows and their Navigation Paths . . . . . . . . . . . . . . . . . . . . . . . A 2 Reports and Processes in Oracle HRMS . . . . . . . . . . . . . . . . . . . . . A 49 Glossary Index
Contents
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iv Implementing Oracle SelfService Human Resources (SSHR)
Preface
Preface
Audience for This Guide

Welcome to Release 11i of the Implementing Oracle SelfService Human Resources (SSHR) implementation guide. This guide assumes you have a working knowledge of the following:

The principles and customary practices of your business area OracleR HRMS If you have never used OracleR HRMS, we suggest you attend one or more of the OracleR HRMS training classes available through Oracle University.
The Oracle Applications graphical user interface To learn more about the Oracle Applications graphical user interface, read the Oracle Applications User Guide.
See Other Information Sources for more information about Oracle Applications product information.
How To Use This Guide

This guide contains the information you need to implement and configure OracleR SelfService Human Resources (SSHR). This preface explains how this guide is organized and introduces other sources of information that can help you. This guide contains the following chapters:
Chapter 1 provides the main body of information you need to understand before you implement OracleR SelfService Human Resources (SSHR) Chapter 2 provides a checklist of the major stages of implementation and a summary of the steps you must take to implement SSHR Appendix A lists the default navigation paths for all windows in Oracle HRMS and a list of all reports and processes
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Implementing Oracle SelfService Human Resources (SSHR)
Finding Out Whats New

From the HTML help window for OracleR HRMS choose the section that describes new features or whats new from the expandable menu. This section describes:

New features in 11i. This information is updated for each new release of OracleR HRMS. Information about any features that were not yet available when this user guide was printed. For example, if your system administrator has installed software from a mini pack as an upgrade, this document describes the new features.
Other Information Sources

You can choose from many sources of information, including online documentation, training, and support services, to increase your knowledge and understanding of OracleR SelfService Human Resources (SSHR). If this guide refers you to other Oracle Applications documentation, use only the Release 11i versions of those guides unless we specify otherwise.
Online Documentation
All Oracle Applications documentation is available online (HTML and PDF). The technical reference guides, are available in PDF format only. Note that the HTML documentation is translated into over twenty languages. The HTML version of this guide is optimized for onscreen reading, and you can use it to follow hypertext links for easy access to other HTML guides in the library. When you have an HTML window open, you can use the features on the left side of the window to navigate freely throughout all Oracle Applications documentation.

You can use the Search feature to search by words or phrases. You can use the expandable menu to search for topics in the menu structure we provide. The Library option on the menu expands to show all Oracle Applications HTML documentation.
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You can view HTML help in the following ways:

From an application window, use the help icon or the help menu to open a new Web browser and display help about that window. Use the documentation CD. Use a URL provided by your system administrator.
Your HTML help may contain information that was not available when this guide was printed.
Related User Guides

OracleR SelfService Human Resources (SSHR) shares business and setup information with other Oracle Applications products. Therefore, you may want to refer to other user guides when you set up and use OracleR SelfService Human Resources (SSHR). If you do not have the hardcopy versions of these guides, you can read them online by choosing Library from the expandable menu on your HTML help window, by reading from the Oracle Applications Document Library CD, or by using a Web browser with a URL that your system administrator provides.
User Guides Related to All Products

Oracle Applications User Guide This guide explains how to navigate the system, enter data, and query information, and introduces other basic features of the GUI available with this release of OracleR HRMS (and any other Oracle Applications product). You can also access this user guide online by choosing Getting Started and Using Oracle Applications from the Oracle Applications help system. Oracle Applications Flexfields Guide This guide provides flexfields planning, setup, and reference information for the OracleR SelfService Human Resources (SSHR) implementation team, as well as for users responsible for the ongoing maintenance of Oracle Applications product data. This guide also provides information on creating custom reports on flexfields data.
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Oracle Alert User Guide Use this guide to define periodic and event alerts that monitor the status of your Oracle Applications data. Oracle Applications Implementation Wizard User Guide If you are implementing more than one Oracle product, you can use the Oracle Applications Implementation Wizard to coordinate your setup activities. This guide describes how to use the wizard. Oracle Applications Developers Guide This guide contains the coding standards followed by the Oracle Applications development staff. It describes the Oracle Application Object Library components needed to implement the Oracle Applications user interface described in the Oracle Applications User Interface Standards. It also provides information to help you build your custom Developer/2000 forms so that they integrate with Oracle Applications. Oracle Applications User Interface Standards This guide contains the user interface (UI) standards followed by the Oracle Applications development staff. It describes the UI for the Oracle Applications products and how to apply this UI to the design of an application built by using Oracle Forms.
User Guides Related to This Product

Using Oracle HRMS The Fundamentals This user guide explains how to setup and use enterprise modeling, organization management, and cost analysis. It also includes information about defining payrolls. Managing People Using Oracle HRMS Use this guide to find out about using employee management, recruitment activities, career management, and budgeting. Running Your Payroll Using Oracle HRMS This user guide provides information about wage attachments, taxes and social insurance, the payroll run, and other processes.
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Managing Compensation and Benefits Using Oracle HRMS Use this guide to learn about compensation setup, entry and analysis, setting up basic, standard and advanced benefits, salary administration, and absence management and PTO accruals. Customizing, Reporting and System Administration in Oracle HRMS This guide provides information about extending and customizing Oracle HRMS, managing security, auditing, information access, and letter generation. Using Oracle Training Administration (OTA) This guide provides information about how to set up and use Oracle Training Administration to facilitate your training and certification business.
Installation and System Administration Guides

Oracle Applications Concepts This guide provides an introduction to the concepts, features, technology stack, architecture, and terminology for Oracle Applications Release 11i. It provides a useful first book to read before an installation of Oracle Applications. This guide also introduces the concepts behind, and major issues, for Applicationswide features such as Business Intelligence (BIS), languages and character sets, and selfservice applications. Installing Oracle Applications This guide provides instructions for managing the installation of Oracle Applications products. In Release 11i, much of the installation process is handled using Oracle OneHour Install, which minimizes the time it takes to install Oracle Applications and the Oracle 8i Server technology stack by automating many of the required steps. This guide contains instructions for using Oracle OneHour Install and lists the tasks you need to perform to finish your installation. You should use this guide in conjunction with individual product user guides and implementation guides.
Upgrading Oracle Applications Refer to this guide if you are upgrading your Oracle Applications Release 10.7 or Release 11.0 products to Release 11i. This guide describes the upgrade process in general and lists database upgrade and productspecific upgrade tasks. You must be at either Release 10.7 (NCA, SmartClient, or character mode) or Release 11.0 to upgrade to Release 11i. You cannot upgrade to Release 11i directly from releases prior to 10.7. Oracle Applications Product Update Notes Use this guide as a reference if you are responsible for upgrading an installation of Oracle Applications. It provides a history of the changes to individual Oracle Applications products between Release 11.0 and Release 11i. It includes new features and enhancements and changes made to database objects, profile options, and seed data for this interval. Oracle Applications System Administrators Guide This guide provides planning and reference information for the Oracle Applications System Administrator. It contains information on how to define security, customize menus and online help, and manage processing. Oracle HRMS Applications Technical Reference Guide This reference guide contains database diagrams and a detailed description of database tables, forms, reports, and programs for Oracle HRMS, including OracleR SelfService Human Resources (SSHR) and related applications. This information helps you convert data from your existing applications, with nonOracle applications, and write custom reports for. You can order a technical reference guide for any product you have licensed. Technical reference guides are available in paper format only. Oracle Workflow Guide This guide explains how to define new workflow business processes as well as customize existing Oracle Applicationsembedded workflow processes. You also use this guide to complete the setup steps necessary for any Oracle Applications product that includes workflowenabled processes.
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Training and Support

Training We offer a complete set of training courses to help you and your staff master Oracle Applications. We can help you develop a training plan that provides thorough training for both your project team and your end users. We will work with you to organize courses appropriate to your job or area of responsibility. Training professionals can show you how to plan your training throughout the implementation process so that the right amount of information is delivered to key people when they need it the most. You can attend courses at any one of our many Educational Centers, or you can arrange for our trainers to teach at your facility. We also offer Net classes, where training is delivered over the Internet, and many CD multimediabased courses. In addition, we can tailor standard courses or develop custom courses to meet your needs. Support From onsite support to central support, our team of experienced professionals provides the help and information you need to keep OracleR SelfService Human Resources (SSHR) working for you. This team includes your Technical Representative, Account Manager, and Oracles large staff of consultants and support specialists with expertise in your business area, managing an Oracle server, and your hardware and software environment.
Do Not Use Database Tools to Modify Oracle Applications Data

We STRONGLY RECOMMEND that you never use SQL*Plus, Oracle Data Browser, database triggers, or any other tool to modify Oracle Applications tables, unless we tell you to do so in our guides. Oracle provides powerful tools you can use to create, store, change, retrieve, and maintain information in an Oracle database. But if you use Oracle tools such as SQL*Plus to modify Oracle Applications data, you risk destroying the integrity of your data and you lose the ability to audit changes to your data.
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Because Oracle Applications tables are interrelated, any change you make using an Oracle Applications form can update many tables at once. But when you modify Oracle Applications data using anything other than Oracle Applications forms, you might change a row in one table without making corresponding changes in related tables. If your tables get out of synchronization with each other, you risk retrieving erroneous information and you risk unpredictable results throughout Oracle Applications. When you use Oracle Applications forms to modify your data, Oracle Applications automatically checks that your changes are valid. Oracle Applications also keeps track of who changes information. But, if you enter information into database tables using database tools, you may store invalid information. You also lose the ability to track who has changed your information because SQL*Plus and other database tools do not keep a record of changes.
About Oracle
Oracle Corporation develops and markets an integrated line of software products for database management, applications development, decision support and office automation, as well as Oracle Applications, an integrated suite of more than 45 software modules for financial management, supply chain management, manufacturing, project systems, human resources and sales and service management. Oracle products are available for mainframes, minicomputers, personal computers, network computers, and personal digital assistants, enabling organizations to integrate different computers, different operating systems, different networks, and even different database management systems, into a single, unified computing and information resource. Oracle is the worlds leading supplier of software for information management, and the worlds second largest independent software company. Oracle offers its database, tools, and application products, along with related consulting, education and support services, in over 145 countries around the world.
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Your Feedback
Thank you for using OracleR SelfService Human Resources (SSHR) and this implementation guide. We value your comments and feedback. At the back of this guide is a Readers Comment Form you can use to explain what you like or dislike about OracleR SelfService Human Resources (SSHR) or this implementation guide. Mail your comments to the following address or call us directly at (650) 5067000. Oracle Applications Documentation Manager Oracle Corporation 500 Oracle Parkway Redwood Shores, CA 94065 U.S.A. Or, send electronic mail to appsdoc@us.oracle.com.
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CHAPTER
Business Requirements, Solutions and Procedures
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Oracle SelfService Human Resources

What are the advantages of a web based HR system?
Employees and managers have all the advantages of an HRMS system but with reduced overheads and administration costs for the HR department. SelfService Human Resources (SSHR) is designed to be intuitive, easy to use, and easily accessible. With only a web browser and an internet connection employees and a managers can manage HR information.
How can I encourage HR decision making by line managers?

Line managers have direct contact with employees and customers and can therefore make informed, expert, decisions. Using SSHR a line manager can now implement rapid HR decision making. They can actively reduce the number of rejected offers caused by delays in the recruitment process, and minimize the number of unfilled, nonproductive vacancies. They can search for people with the right skills if they have an unfilled vacancy or find new work for an employee.
I need to reduce administration costs, how can a web based HR system help me?
Many daytoday activities carried out by the HR department delay information from reaching the right person at the right time. Often HR activities involve copying information directly from documents or emails, or providing basic information to inquirers without analysis or interpretation. Many activities are simple data entry tasks like updating personal and educational details. Or informing employees of their current vacation allowance and providing policy advice. Selfservice can put this type of activity back where it belongs with the person making the inquiry, or the person wanting to notify a change in their personal details. Selfservice is most effective when it targets these common repetitive activities. A corporate intranet gives people access to these activities at little maintenance cost to the HR department.
How can I control who makes HR decisions?

Oracle Workflow is embedded in SSHR. You use Workflow to manage the flow of information between the HR professional, the line manager and employee or applicant.
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The participants in the workflow process receive messages, via the web or email. The messages may form part of an approval process or can inform a user of the progress of their request or update of information. Workflow ensures that you always inform and alert the right people at the right time. A web interface combined with the proactive messaging of Oracle Workflow mean you can automate many processes between users. As a result you will reduce administration costs and speed information retrieval.
For which functions can I configure an approvals process?

You can configure approvals processes for:

Appraisals Apply for a Job Enroll in a Class Personal Information Professional Information Candidate Offers
How can I encourage employees to manage their own careers?

SSHR gives HR managers the opportunity to publish information on job opportunities, on company policies, and legislation advice to all employees. A new dialogue can be created between management and employees which result in increased employee applications for jobs or training and increased accuracy of personal information held on employees. HR management can now be so easily accessible that a virtual HR manager is always at hand. By encouraging employees to manage their own careers you recognize employee choice and career ownership as powerful motivators. The result, improved management efficiency.
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What functionality does SSHR provide?

Oracle SSHR enables managers to perform a number of HR management activities. Employees can also manage their own basic personal and professional information, search and enroll in Classes, apply for jobs and initiate SelfAppraisals.

Appraisals Applications for a Jobs Enrollments into Classes Suitability Matching Succession Planning Management of Personal and Professional Information Employee Histories Candidate Offer hire processes
Who can use SSHR?

Typically there are four types of user for SSHR. They are:

Employees Line Managers Approvers HR Professionals
Employees can only access and change their own personal information. They may, for example, change their address if they have moved home, update their resume, apply for a job or enroll in a class. A line manager can view and change their own personal information and the information of the people they manage. Line managers also have access to additional management tools. A manager can for example, conduct an appraisal on one of their employees or plan a successor to a position whose incumbent is about to retire. Another typical user is an Approver. This person is often a manager who needs to be informed of any changes to a persons records. They are notified by email and may either approve or reject a request, for example to attend a Class. Often they do not initiate or maintain an approval process but simply participate.
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The last member of a typical SSHR user group is an HR professional. This person will typically set up and maintain appraisal and assessment templates. To do this they must be familiar with Oracle HRMS, SSHR and, perhaps Oracle Training Administration for class enrollments.
How can I adapt SSHR to my enterprise?

You can configure the web pages supplied with SSHR and you can include your own pages alongside the supplied pages. You can change the appearance of the supplied web pages by adding your own logos and changing field and radio button names. On some pages, you can choose which sections are displayed. You can also set up appropriate reminder lists and messages to be displayed to your users. Where you want to highlight procedures that are specific to your enterprise, you can customize the instructions and tips that provide online help for users.
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Oracle SelfService Human Resources Overview

Implementing SSHR
The information provided to a user by SSHR is taken directly from Oracle Applications database tables. And any information updated is stored in the Oracle Applications database tables using standard APIs. To implement SSHR you therefore need to match your current business set up in Oracle HRMS for selfservice use. You do this with Oracle HRMS, Oracle Workflow and Oracle Training Administration, as well as the native features of SSHR.
SSHR Users
There are two predefined views of information accessed via SSHR, an Employee Responsibilityand a Manager Responsibility. The two views are designed to be starting points for the configuration of SSHR. The Employee Responsibility is used by an employee to access and manage information about themselves. They may also apply for an internally advertised jobs or apply to enroll in a class. Employees can have configurable access to the following functions:

Apply for a Job Enroll in a Class Personal Information Professional Information Self Appraisals Absence History Training History Salary History Job Application History Employment History Note: Employees can participate in appraisals as reviewers. You must however attach the View Notification Function to their responsibility to do this.
Most of these functions can be configured, with Oracle Workflow, to be hidden, view only or updateable only with managerial approval. Line managers can also have their access to functions limited in the same way.
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The Manager Responsibility includes all the functions available for an employee plus some career management tools. Another key difference from the Employee Responsibility is that a manager has a person search option and a work list of people who work for them. Extra tools available for career management by a manager are:

Appraisals Questionnaire Administration Succession Planning Suitability Matching
User Assistance SSHR has been carefully designed to be easy to use. User assistance components are used extensively and you can configure and change any of these components to reflect your needs. You can configure:

Instructions, which explain how to use the web page Tips, which provide further information about individual fields Note: You can also configure Ticklers or Reminders as they are known in SSHR. Reminders are workflow driven processes used to link SSHR to other web pages.
Displaying Enterprise logos You can replace the default logo, which appears in the upper left corner of SSHR, with your own logo. Changing Field and Radio Button Text Names You can change field and radio button text names, which appear on web pages.
SSHR For Oracle US Federal Users

Oracle Federal Human Resource users can take advantage of the SSHR functionality. However, changes to personal information, such as a Name Change personnel action, require a Request for Personnel Action (RPA). For these personnel actions, use the RPA as you normally would and not SSHR. Heres a list of SSHR functions that duplicate RPA functionality. Module Employee Direct Access Function Personal Information
Some personnel actions dont require an RPA such as a change of address, class registration, or employee assessment. For these actions, you can use the SSHR functionality.
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SSHR functionality uses workflow. If the action requires a supervisors approval, you can route the action and obtain approvals. Although the SSHR and Oracle Federal Human Resouces use the same workflow Inbox, SSHR doesnt use the OFHR defined workflow process. For example, you cant route an SSHR action using the workflow routing lists, routing groupboxes, or approval process that you set up to route an RPA. Instead, the SSHR approval process uses the Supervisor field on an employee assignment to appropriately route the request. To take advantage of the SSHR approval process, complete the Supervisors field on the Assignment window for all employees who initiate, process, and approve actions. When routing an action, you can override the supervisor destination by choosing the Reassign button.
SSHR and Workflow

SSHR uses Workflow to manage the flow of information between employees and management. The participants in a workflow process receive messages via, in most cases, email. The messages a user receives typically form part of an approvals process or can simply inform them of the progress of their request. For example, an employee may apply for a job using the Apply for a Job function and through a management approvals process be informed and accepted into a job. You can also use to configure user display messages and the appearance of defined web page sections.
SSHR and Candidate Offers

Candidate Offers enables web based recruitment. Managers can seek approval for an appointment then advise job applicants, by letter, that they have been successful. This function is offered with its own responsibilities.
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Functions (SSHR)
You will find below all the functions available in SSHR and a description of their functionality.
Appraisals
An appraisal enables a manager and an employee to evaluate employee performance, competencies, and set objectives and actions. You can also store and record additional information about an employee using a questionnaire attached to an appraisal. A questionnaire can also be used to conduct employee surveys.
Apply for a Job

The Apply for a Job function enables employees to:

Apply for an internally advertised vacancy Search for a job View job details View or modify their resume Prepare an application
This function is integrated within Oracle Workflow. You can set up an approval process, so that the submitted application must be approved by a manager before it can be forwarded to a recruiter.
Enroll in a Class
The Enroll in a Class function enables your employees to take an active part in their training and helps them to keep their competencies uptodate. This function also helps you phase in the delivery of competencies through training activities.
Personal and Professional Information

The Personal Information function enables employees to update and maintain their personal records. The Professional Information function enables employees to maintain their own professional details, and enables line managers to maintain professional details for a selected employee.
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This function is integrated within Oracle Workflow. Using Workflow you can design a process to control what personal details an employee can change or see. You can also design an approval process for any change an employee makes. The professional details maintained by the professional information function are:

Education, qualifications, licenses and other professional awards Competence profiles Work preferences Resumes
The Professional Information function is used by both employees and their managers. Certain functions can be restricted, with Oracle Workflow, for manager access only.
Person Search
Person search enables a manager to search for a person. On opening the Person Search web page a manager will see a list of all the people they manage directly and any people their managers manage. This means a manager can see a list of all the people in their supervisor chain. They can also create a work list. A work list is a list of people created and saved from a previous search. With an Advanced Search a manager can search for a person or persons who answer particular criteria. For example, you could find sales representatives who work in a particular office location. You can search on personal, assignment or skills criteria. You can also search for the dates an applicant applied for a job and the dates an applicant enrolled on a course.
Employee Histories
An employee can view his or her personal records. They can find information about their:

Training History Job Application History Employment History Absence History Salary History
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A manager can view his or her own records and any records of employees they manage.
Suitability Matching and Succession Planning

The suitability matching function compares and ranks a persons competencies against a job or position. The succession planning function enables you to prepare an employee for a position and to plan a successor to a position. See: Career and Succession Planning, Managing People Using Oracle HRMS
Candidate Offers
The candidate offers function is used by line managers to seek approval for a job offer, send it to the successful applicant, and track the applicants response.
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Workflow (SSHR)
Oracle Workflow is embedded in SSHR and is used to manage the flow of information between the HR professional, the line manager and employee and applicant. By configuring an approvals process you can control who has access and who can change or update information. Workflow is also used to configure display messages and to suggest links a user might need as part of an approvals process. It also provides the mechanism for configuring how certain sections of a web page are displayed. For example, a section could be viewonly, hidden, or update only with an approval process. SSHR has seeded approvals processes, you must configure, for the following functions:

Appraisals Apply for a Job Enroll in a Class Personal Information Professional Information
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Appraisals
The type of appraisal available to a user depends on where you select the appraisal function. If you log into SSHR as an employee (Employee Access) and select an appraisal you will open a self appraisal function. However, if you log into SSHR as a manager (Line Manager Access) select an employee name from the People List and choose to conduct an appraisal on that employee you open a ManagerEmployee appraisal. Note: A manager can select their own name from the People List in Line Manager Access. If they do so the manager will open a self appraisal. The types of appraisal available in SSHR are:

ManagerEmployee Appraisal 360 Degree Appraisal (ManagerEmployee) SelfAppraisal 360 Degree Self Appraisal
See: Appraisal Types, Managing People Using Oracle HRMS An appraisal is complete when the appraising manager sets the published flag. Once published no updates can be made.
Employee Appraisals
An employee can create a SelfAppraisal, a 360 Degree Self Appraisal or view an appraisal they have created. In most cases the results of a self appraisal are private to the appraisee until published. In a self appraisal the appraisee can see all the appraisal information. To publish a self appraisal an employee selects Publish from the Publication Status drop down list in the Appraisal Overview page. Once published an appraisal cannot be updated. To publish a 360 Degree Self Appraisal an employee selects Publish from the Publication Status drop down list in the Appraisal Overview page. Note: In a 360 Degree Self Appraisal you can set a profile option that enables managers (and anyone with secure access to the persons records) to view an unpublished 360 Degree selfappraisal. This profile option does not apply to Self appraisals.
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ManagerEmployee Appraisals
There are two types of manager employee appraisal a: manageremployee appraisal and a 360 Degree appraisal. A manager who creates an appraisal, the appraising manager, can always see the details of the appraisal. The employee being appraised has no access, to the appraisal, until the appraising manager publishes the appraisal. Any other managers (i.e. not the appraising manager) of the employee cant see the appraisal information either, until the appraisal is published. When an appraisal is published the employee has access to all the contents except any reviewer comments. Note: A manager can choose to create a Self Appraisal (if they select their own name from the People List), a Manager Employee Appraisal or a 360 Degree Appraisal. The person who creates an appraisal (the appraising manager) can assign people to review appraisals in ManagerEmployer and 360 Degree Appraisals. Reviewers are selected by an appraising manager and are notified of their participation. A reviewer can access the appraisal by selecting the appraisal name from the Workflow Inbox. A reviewer of a ManagerEmployee appraisal has view only access to the appraisal header, objectives, questionnaire and reviewer names sections of the appraisal. They cannot see any summary performance or comments from other reviewers. A reviewer can only add review comments. Note: Access to the review worksheet is only available if the appraisal is still open. A 360 Degree appraisal reviewer has view only access to the appraisal header, questionnaires and reviewer names. They have no access to summary performance or comments from other reviewers. Note: The published flag has no affect on what a reviewer can see. Note: You must ensure all participants in a review process can access the View Notification process. You can also add appraisers to an appraisal by using the Update Appraiser web page. An appraiser can answer and complete questionnaires and surveys for example.
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Updating Reviewers
An appraising manager can add reviewers to an appraisal by using the Reviewers web page. This page is also used to manage and record the status of the review process. For example, a manager can:

Add a reviewer Notify a reviewer Renotify (remind) a reviewer Send a notification message Find the date a reviewer was last notified Find the date the reviewer completed the review Prevent a reviewers access to an appraisal
Updating Appraisers
An appraising manager can add an appraiser to an appraisal using the Update Appraiser web page. This page is also used to manage and record the status of the appraisers process. For example, a manager can:

Add an appraiser Notify an appraiser Renotify (remind) an appraiser Send a notification message Find the date an appraiser was last notified Find the date the appraiser completed the review Prevent an appraisers access to an appraisal
Changing an appraising manager

A user can change their appraising manager in several ways. An employee can change a self appraisal to a ManagerEmployee by selecting Change Appraising manager link. Or, a manager may reassign a ManagerEmployee appraisal to another member of their department.
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However, the appraising manager link cannot be selected in the following circumstances, if:

A questionnaire has been saved An appraisal is published The appraisal template has an assessment attached An employee has opened a 360 Degree appraisal for themselves Reviewers comments exist
Questionnaires
A questionnaire is used to collect survey type information from a user. You create a questionnaire using the SSHR create questionnaire web page and attaching the questionnaire to an Appraisal template. Note: Questionnaires can only be used in 360 Degree type Appraisals.
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Apply for a Job Workflow Approvals Process (SSHR)

The seeded workflow process starts when a person applies for a job. The workflow then notifies the applicants manager that an application has been made and includes any attached resumes or covering letters. After the manager has received a job application notification they can either reject or approve the job applicants submission. If the manager approves the application it can be forwarded through an approvals chain, if one has been defined. Or, if the application is rejected by the manager, a rejection notification can be sent. The rejection notification can include a rejection message or a description of why the applicant was unsuccessful. When a job application has been approved and has moved through any approval chain a notification is sent to a recruiter. If the recruiter accepts the job application, it is saved to the database and an acceptance notification sent to the applicant and to the applicants immediate supervisor. If the recruiter rejects the job application a rejection notification is sent to the applicant and the applicants immediate immediate supervisor. Note: A recruiter must be defined and be an applications user to take part in the Apply for Job workflow process.
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Enroll in a Class Workflow Approvals Process (SSHR)

The seeded Enroll in a Class approvals process is used to manage an applicants enrollment into a class. There are four predefined workflow attributes to control a candidates enrollment:
Managerial approval required A Manager has to approve a candidate onto a course and the system will enroll the candidate.
No Managerial approval required A candidate can enroll directly onto a course.
Training Administrator approval required A Training Administrator has to enroll a candidate on a course.
Managerial and Training Administrator approval required A Manager and a Training Administrator has to enroll a candidate on a course.
If you set the workflow attribute to Managerial approval required, the system saves the enrollment with the system status Requested via the web. When the workflow is activated the manager is notified and is asked to approve an employees nomination on the course. If the manager approves the nomination, a notification is sent to the Training Administrator to enroll the employee onto the course. If the manager doesnt approve the nomination, a notification is sent to the employee informing them that the nomination was rejected. The manager may also include a reason why the course wasnt approved. The system status of the enrollment is then changed to Cancelled Via the web. If you set the workflow attribute to No Managerial Approval required, the system saves the enrollment with a status of Placed or Waitlisted. The workflow is activated and the manager and the training administrator are notified that the employee has been enrolled on a course. The workflow also keeps them informed of the status of the enrollment.
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If you set the workflow attribute to Training Administrator approval required, the system will save the enrollment with the status, Requested via the web. The workflow is activated, and the manager is notified that the employee would like to enroll on a course. The training administrator is then notified by the workflow and can accept or reject the enrollment. If the training administrator rejects the enrollment they can change the enrollment status to Cancelled, Cancelled via the web or any other cancelled status. A notification will then be sent to the employee saying they have not been enrolled on a course; a reason for the rejection may also be included by training administrator. If the training administrator receives a nomination, they must change the status to one of the following:

PLANNED CANCELLED WAITLISTED PLACED FULL
If an event status is Planned or Full the enrollment status can only be changed to Requested via the Web or Waitlisted. A notification is then sent to the employee. If you set the workflow attribute to Managerial and Training Administrator approval required, the system saves the enrollment with a status Requested via the web. Once the training administrator receives a nomination to enroll an employee on a course, you can assume that a managers approval was obtained or a managers approval wasnt required.
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Predefined SelfService Responsibilities (SSHR)

SSHR has two predefined responsibilities, Employee and Line Manager. Each gives you a starting point to configure user access to the applications functionality.
Employee Responsibilities
Employees can access and view their own personal information. For example, they can update an online resume or change their work choices to include overtime or international travel. The Employee Self Service responsibility delivers configurable update and view processes. The employee responsibility includes processes for an employee to:
Personal Information Update personal details, such as marital status or new parenthood Update telephone details for home and work
Apply for a Job Search for and apply for internal vacancies Update an online resume and attach it as part of a job application
Enroll In A Class Search for training classes (with Oracle Training Administration installed), self nominate to enroll in a class, and request manager approval
Professional Details Update qualifications, education, licenses and awards Update skills or competence profiles and work choices
Self Appraisal Perform selfappraisals
View Notification View Notifications
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Employment History View a record of employment
Application History View a record of job applications
Salary History View a record of salaries
Absence History View a record of absences from work
Training History View a record of classes attended
Manager Responsibilities
Managers have access to all the functions of an employee plus additional update functions to manage their group. Another key difference of this responsibility is that the user sees a list of people they manage and can use the person search function. The person search function can create simple or advanced searches. A simple search can find a person by all or part of name and by person type, employee, employee/applicant, or applicant. An advanced search can find one or more employees or applicants by employee type, employee number, hire date, employment category, national identifier, competence and assignment. Update functions enable a manager to:

Enter and review qualifications, licenses, education and awards Create and review appraisals and competence assessments, and transfer them to other participants using Oracle Workflow Approve or reject an employee selfnominated training class request Approve or reject an internal job application made by an employee
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Enter succession plan options for a person Perform suitability matching Complete skills profiling Manage deployment constraints and requests expressed by employees, such as requests to relocate, or travel internationally Manage candidate applications through the complete hiring cycle
When you generate a person list from the search you can graphically compare peoples skills, create a group rank, or undertake appraisals and assessments. You can also answer an ad hoc inquiry or save an enquiry across sessions. Your managers always have a fast way to find information on the people they manage. Managers can only view or update the information of the group of people they manage. This security mechanism shares information with the client server HRMS Application, and includes organization, position and payroll based security. The predefined Manager responsibility has the following functions:

Personal Information Employment History Application History Salary History Absence History Training History Suitability Matching Succession Planning Enroll in a Class Professional Details Appraisal Questionnaire Administration Personal Information View Notification
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Candidate Offers (SSHR)

Candidate Offers enables you to record job offers using web based questionnaires, route them for approval, and issue offer letters to candidates. To create a job offer offer using Candidate Offers a user must first complete a candidates application information, in a predefined template. A template is a combination of predefined information supplied with Candidate Offers and user defined page information. Any number of different templates can be created by an implementation team and these can be designed to suit the specific procedures that exist in your organization. For example, clerical hiring may differ from technical hiring and the information will need to be recorded differently. A candidate offer profile enables you to recruit people to your organization. You can design a profile to reflect your organization, the job or position or the department recruiting the candidate. The offer profiles you design display Web questionnaires that record candidate information through the whole hiring cycle.
Designing Offer Profiles

You can also create headers for the hiring questionnaire template, including Terms and Conditions and subheadings like Salary. Within each subheading, you can create a number of statements or questions, and specify how you want the user to complete the questions. You can design answers to be single line text fields, check boxes or text boxes of many fields to accommodate the different types of answers you expect for each question. You can create list of values for the user to select an answer and you can specify default values in the template design. You can even reuse template questions and as you create and amend templates you only need to make changes once for the new versions to be instantly accessible to everyone with permission to use them. To ensure a user completes a template in a particular way or prevent a user from modifying the templates you can assign configurable rules to a template.
Generic Questions and Categories

Before you set up an offer profile, you must first create the generic questions and categories required for the profile. You then define the profile by assigning generic offer questions and categories. The questions and categories you create can then be modified to create custom questions and categories for the profile.
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As well as specifying all the individual questions and categories of the offer profile, you must specify how the questions are grouped into categories and the order in which they are displayed on the candidate offer questionnaire.
Seeded Sample Profile

Although the installation of Candidate Offers has no specific offer profiles, sample data is provided for demonstration purposes. The profile supplied is the Generic Proposal Profile. It includes a set of generic offer questions and categories that you can use as a starting point for the set up of custom offer profiles using the Web pages supplied for the HR Offer Administrator responsibility.
Offer Letter Generation

The seeded generic offer questions and categories are your starting point to set up all the text paragraphs required to generate the offer letters for your profiles. You can create text paragraphs for your offer letters by simply changing the text for these paragraphs, but you can also:

Add new paragraphs Modify existing paragraphs by changing the substitution variables Delete paragraphs that are not required
Where you create, delete or modify text paragraphs or questions you must edit the Offer Letter program code, appropriately.
Approvals
Use Oracle Workflow to set up an approvals chain. In this chain you can identify which member of the HR staff performs actions, such as issuing the offer letter. You might also want to add notification messages to remind key players of the actions they must take at each stage of the recruitment process.
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Candidate Offers Responsibility

Candidate Offers is offered with its own responsibility. A manager with this responsibility can manage the complete job offer process; he or she can:

Enter details of the candidate they want to hire Review the workflow enabled notification processes Maintain job offer profiles Create job offer letters and templates
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Candidate Offers Workflow Approvals Process (SSHR)

In Candidate Offers, the workflow is initiated when you submit a candidate offer for approval using the Candidate Offers page. The supplied workflow will need to be configured so that it reflects the HR procedures and structures in your enterprise. You may want to change, for example, the text of notification messages and the timeout period for an administrators response to a problem with the approval chain. The supplied workflow:

Automatically routes the candidate offer information to the appropriate people for approval Notifies the hiring manager of its current approval status Allows approvers and the HR Department to request more information from the hiring manager Provides a fast path to bypass approvers in the chain when verbal authority has been given (and notifies the bypassed approvers, as a safeguard) Notifies the HR department to issue the offer letter when an offer is approved Tracks the applicants response to the offer letter Automatically notifies the hiring manager if the candidate does not respond to the offer letter within a given time Keeps the applicant status uptodate on the HRMS database
There are three possible outcomes to the workflow:

Offer not approved Offer issued and accepted Offer issued and rejected by candidate
There are three subprocesses in this workflow:

Initialize Offer Obtain Offer Approval Process Offer
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Initialize Offer Process

The activities in this process provide values for attributes of the offer letter item type. Attributes act as global variables throughout the workflow. For example, these activities load the candidate name, user name, and ID into attributes. They also identify the URLs of the offer page, summary, and letter. There is no result from this process. It is followed by the Obtain Offer Approval process.
Obtain Offer Approval

This process contains the activities required to handle the offer through the approval chain. If there is a problem in identifying the next approver in the chain, the process notifies a person you specify when you set up the workflow. If an approver rejects the offer, the process notifies the hiring manager who can select one of the following options:

Resubmit: The offer, with modifications made by the hiring manager, is resubmitted to the approval chain. Terminate: The HR Department is notified to terminate the applicant.
In responding to the offer, an approver can specify that the next approver in the chain has already given verbal approval. The process then skips this approver in the chain, but notifies the approver that he or she has been bypassed. The outcome of the process is either to notify the hiring manager of final approval or to notify the HR Department to terminate the applicant. If the outcome is approval of the offer, this process is followed by the Process Offer process.
Process Offer
This process contains the activities required to process an offer to an approved candidate. This includes:

Collecting any additional information required to issue the offer letter Updating the applicant status on the HRMS database Tracking the candidates response to the offer letter
If the candidate does not respond to the offer letter within 30 days, the process notifies the hiring manager.
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The outcome of the process depends on the candidates response: Accepted or Declined.
Attributes of the Offer Letter Item Type

Every process (or workflow) is associated with one item type. For the Offer Letter Generation workflow, the item type is called Offer Letter. Attributes are variables whose values can be looked up and set by activities throughout the workflow. The offer letter item type has the following attributes:

Candidate details: Name, Applicant Number, Assignment ID, and Person ID Approver details: Name, Username, and ID of the previous and next people in the approval chain Hiring manager details: Name, Username, and ID of the manager who initiates the offer letter Offer details: Position/Title, Relocation, Salary Amount, Signon Bonus Amount, Stock Option Shares, and Cost Center/Organization HR personnel details: Name, Username, and ID of three HR personnel that perform the following functions: Handle the New Hire Process and maintain the organizational hierarchy Terminate applicants and mail out offer letters Fix problems in identifying the end of the approval chain (a system administrator function)
URLs for the candidate offer page, candidate offer letter, and candidate offer highlights Text information entered during the approval process: Notes regarding the offer from the hiring manager Request from approvers or the HR department for more information from the hiring manager before approving or issuing an offer Response to this request from the hiring manager Candidates comments when contacted about his or her lack of response to the offer letter
Bypass the Next Approver: A flag to signal that the next approver has given verbal approval and can be skipped in the approval chain
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Resubmit Offer Savepoint: The savepoint to return to when the hiring manager resubmits an offer for approval while the original offer is still in the approval chain. This situation arises where the terms of the offer must be changed and the hiring manager submits a new offer with the new terms. This action removes notifications in the approval process and deletes all workflow activities for the original offer.
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Setting Up Appraisals and Questionnaires (SSHR)

This process, for setting up appraisals, assumes you have already set up career management functionality within Oracle HRMS. This includes creating rating scales, competencies and assessment templates, (if you are including competence evaluation in the appraisal). See: Career and Succession Management, Managing People Using Oracle HRMS
"
To set up selfservice appraisals: 1. Create one or more appraisal templates to define and structure the information required in various types of appraisal. See: Creating or Changing an Appraisal Template, Managing People Using Oracle HRMS Configure the Appraisal approvals process. See: Configuring Approvals Processes (SSHR): page 1 60 Decide if you want your managers (or anyone else with secure access to an employees records) to view unpublished self appraisals by setting a profile option. See: User Profiles, Customizing, Reporting and System Administration in Oracle HRMS The profile option is called:
2. 3.
View Unpublished 360 Degree Self Appraisal
See: System Profiles Values Window, Customizing, Reporting and System Administration in Oracle HRMS 4. Set the following Workflow option to Yes or No:
Approve Employee Selection of Appraisers (360 Self Appraisal) You do this by opening the Appraisal Process Properties Tab in Workflow Builder and setting the Workflow option to Yes or No.
See: Configuring Approvals Processes (SSHR): page 1 60 5. Decide if you want to include a questionnaire in a 360 Degree appraisal.
See: Creating Questionnaires (SSHR): page 1 68 See: Creating or Changing an Appraisal Template, Managing People Using Oracle HRMS Note: Questionnaires should only be used in 360 Degree Appraisals. 6. Review the user assistance components supplied and make any changes appropriate to your implementation. See: Setting Up User Assistance Components (SSHR): page 1 35
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7.
Decide which of these web page sections are displayed to a user:

PERFORMANCE_DETAILS OBJECTIVE_DETAILS ASSESSMENT_DETAILS QUESTIONNAIRE_DETAILS GROUP_APPRAISAL_DETAILS
See: Configuring Display Values (SSHR): page 1 65 8. Review web page prompts and make any changes, in the Define Regions Window, to the names in, the following regions:

PER_APPRAISALS_COMMON_R PER_ASSESSMENT_REGION PER_CM_PROMPTS PER_PARTICIPANTS_PAR PER_PARTICIPANTS_GPAPR PER_QUESTIONNAIRES_PROMPTS
See: Web Applications Dictionary, Oracle SelfService Web Applications Implementation Manual, Release 11 9. Consider whether Appraisal web pages need links or messages, and if so, set up reminders: See: Configuring SSHR Reminders (SSHR): page 1 57
10. Decide what you want to appear in the appraisal list by altering the Lookup code meanings:

Self Manager 360
See: Adding Lookup Types and Values, Customizing, Reporting and System Administration in Oracle HRMS
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Setting Up Apply for a Job (SSHR)

"
To set up selfservice job applications: 1. You can configure the range of dates a user sees by changing the values for the Lookup Type, HR_JOB_POSTED_DATE. See: Setting Up Searches (SSHR): page 1 38 Review the user assistance components supplied and make any changes appropriate to your implementation. See: Setting Up User Assistance Components (SSHR): page 1 35 Review web page prompts and make any changes, in the Define Regions Window, to the HR_APPLY_FOR_JOB_WEB region fields. See: Web Applications Dictionary, Oracle SelfService Web Applications Implementation Manual, Release 11 If you have not implemented competence management you should set the HR:Display Skills/Competencies profile option to No. See: User Profiles, Customizing, Reporting and System Administration in Oracle HRMS. If you have set up a competence approach you should set the profile option to Yes and configure who has access to this option by Responsibility or Application. See: System Profile Values, Oracle Applications Users Guide 5. To not display attachments you should set the HR: USE STANDARD ATTACHMENTS profile option to No. If you decide to configure attachments you can select by Responsibility, Application or User who can see them. See: System Profile Values Window, Oracle Applications Users Guide 6. Consider whether Apply for a Job web pages need links or messages, and if so, set up reminders. See: Configuring SSHR Reminders (SSHR): page 1 57 Configure the Apply for a Job approvals process. See: Configuring Approvals Processes (SSHR): page 1 60 By default a job application is routed first for approval to an employees supervisor (as entered in the Supervisor region of the Assignment window for the employees primary assignment). To configure the seeded supervisor settings modify the SET_SUPERVISOR_ID in the hrcustwf.pkb (HR_OFFER_CUSTOM) package. The value is set in the Set Supervisor ID activity in the Apply for a Job workflow. 9. Create an opening or vacancy using the Requisition and Vacancy Window. See: Raising a Requisition for a Vacancy, Managing People Using Oracle HRMS
2.
3.
4.
7. 8.
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Setting Up Enroll in a Class (SSHR)

"
To set up selfservice class enrollments: 1. Create web based enrollment statuses in OTA so you can see which classes were created or approved through SSHR. You need to enter a status name of W:Requested and a type of, Requested, or Cancelled. See: Creating Enrollment Statuses, Using Oracle Training Administration 2. You can configure the range of dates a user sees by changing the values for the Lookup Type, OTA_ENROLL_CLASS_DATE. See: Setting Up Searches (SSHR): page 1 38 Review the user assistance components supplied and make any changes appropriate to your implementation. See: Setting Up User Assistance Components (SSHR): page 1 35 Review web page prompts and make any changes, in the Define Regions Window, to the fields in the OTA_ENROLL_CLASS_DATE region. See: Web Applications Dictionary, Oracle SelfService Web Applications Implementation Manual, Release 11 If you have not implemented competence management you should set the HR:Display Skills/Competencies profile option to No. See: . User Profiles, Customizing, Reporting and System Administration in Oracle HRMSIf you have set up a competence approach you should set the profile option to Yes and configure who has access to this option by Responsibility or Application. See: System Profile Values, Oracle Applications Users Guide 6. Consider whether Enroll in a Class web pages need links or messages, and if so, set up reminders. See:Configuring SSHR Reminders (SSHR): page 1 57 Decide how users must enroll into a Class: Configuring the Enroll in a Class Enrollment Process (SSHR): page 1 54 Configure the Enroll in a Class approvals process. See: Configuring Approvals Processes (SSHR): page 1 60 Change the predefined training administrator settings by modifying the set_training_admin_person in the hrcustwf.pkb (HR_OFFER_CUSTOM) package. The value is set in the Set Training Administrator activity in the Enroll in a Class workflow.
3.
4.
5.
7. 8. 9.
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Setting Up Suitability Matching (SSHR)

"
To set up selfservice suitability matching: 1. You can configure the range of dates a user sees by changing the values for the Lookup Type, PER_TIME_SCALES. See: Setting Up Searches (SSHR): page 1 38 Review the user assistance components supplied and make any changes appropriate to your implementation. See: Setting Up User Assistance Components (SSHR): page 1 35 Review web page prompts and make any changes, in the Define Window, to the HR_SUITABILITY_MATCH% region fields. See: Web Applications Dictionary, Oracle SelfService Web Applications Implementation Manual, Release 11
2.
3.
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Setting Up User Assistance Components (SSHR)

"
To set up selfservice user assistance components: 1. Locate and edit any tips and instructions you need to support the user. See:Editing and Locating User Assistance Components (SSHR): page 1 51 To see your edited tips and instructions in your SSHR web pages, load them into the database. See:Loading User Assistance Components into the Database (SSHR): page 1 55
2.
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Setting Up Personal and Professional Information (SSHR)

"
To set up selfservice personal and professional information: 1. Decide which of these web page sections are displayed to a user, whether they are updateable and whether updates need approval. Personal Information:

Basic_Details Main_Address Phone_Number Second_Address Contacts
Professional Information:

Education Competence profiles Work preferences Resumes
See:Configuring Display Values (SSHR): page 1 65 2. You can control whether date of birth and national identifier fields are displayed in Personal Information by configuring NATIONAL_IDENTIFIER and DATE_OF_BIRTH workflow attributes. See:Configuring DOB and National Identifier Workflow Attributes (SSHR): page 1 67 Configure the various address styles you may need for your implementation. See: Descriptive Flexfields and Address Styles, Customizing, Reporting and System Administration in Oracle HRMS, Review the user assistance components supplied and make any changes appropriate to your implementation. See: Setting Up User Assistance Components (SSHR): page 1 35 Review web page prompts and make any changes, in the Define Regions Window, to the HR_PERSONAL_INFORMATION region fields and HR_PROFESSIONAL_INFORMATION region fields. See: Web Applications Dictionary, Oracle SelfService Web Applications Implementation Manual, Release 11 Consider whether web pages need links or messages, and if so, set up reminders. See:Configuring SSHR Reminders (SSHR): page 1 57
3.
4.
5.
6.
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Setting Up Succession Planning (SSHR)

"
To set up selfservice succession planning: 1. Review the user assistance components supplied and make any changes appropriate to your implementation. See: Setting Up User Assistance Components (SSHR): page 1 35 Review web page prompts and make any changes, in the Define Regions Window, to the HR_SUCCESSION_PLANNING region fields. See: Web Applications Dictionary, Oracle SelfService Web Applications Implementation Manual, Release 11
2.
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Setting Up Searches (SSHR)

"
To set up selfservice person search: 1. Choose which two segments in the Job, Position and Grade key flexfields you want to appear in a list of values. Use the following user profile options:

HR:Grade Key FlexIdentify 1st Segment HR:Grade Key FlexIdentify 2nd Segment HR:Job Key FlexIdentify 1st Segment HR:Job Key FlexIdentify 2nd Segment HR: Position Key FlexIdentify 1st Segment HR: Position Key FlexIdentify 2nd Segment
See: System Profile Values, Oracle Application Users Guide 2. You can configure the range of dates users see by changing the values of the Lookup Types:

HR_APPLICATION_DATE HR_HIRE_DATE PER_TIME_SCALES HR_JOB_POSTED_DATE OTA_ENROLL_CLASS_DATE
The Lookup code value have the format, 001WL001D. The four sections comprise:

A numeric sort value An English language text fragment to connote a date range A numeric value to connote a length of time An English language text fragment to connote a unit of time
The numeric value is used to sort the Lookup code into an ascending order, with values from 000 to 999. The text fragment can have the following text:
WL Within the Last, and specifies a date range from a calculated date to an effective date.
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WN Within the Next, and specifies a date range from todays date, or some effective date, to a calculated date.
MP More than a specified time in the Past, and can be days, weeks, months or years. The third section is a numeric value that can have a value from 001 to 999. The last section can have the following character value text:
D for Day
W for Week
M for Month
Y for Year
See:Adding Lookup Types and Values, Customizing, Reporting and System Administration in Oracle HRMS 3. If you have not implemented a competence approach you should set the HR: Display Skills Competencies profile option to No. See: User Profiles, Customizing, Reporting and System Administration in Oracle HRMS . If you have set up a competence approach you can configure by Responsibility, Application or Site who has access. See: System Profile Values, Oracle Application Users Guide
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Setting Up Employee Histories (SSHR)

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To set up selfservice employee histories: 1. Review the user assistance components supplied and make any changes appropriate to your implementation. See: Setting Up User Assistance Components (SSHR): page 1 35 Review web page prompts and make any changes, in the Define Regions Window, to the HR_VIEWS region fields. See: Web Applications Dictionary, Oracle SelfService Web Applications Implementation Manual, Release 11
2.
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Setting Up Candidate Offers (SSHR)

The first step in configuring Candidate Offers is to review and configure the Candidate Offers Approvals process and set up the background workflow engine. You can then customize the offer letters a candidate will receive by configuring the Offer letter Program. You must now define an offer profile with a unique name and description. You then create categories for the offer profile by assigning generic question categories and modifying them. You must also specify the order they are displayed on the candidate offer questionnaire. The next step is to create questions for the offer profile by assigning generic offer questions and modifying them. You must assign them to specific profile categories and specify the order they appear in each category. You can also define advanced options for the questions included. These options specify the data type for individual questions, whether a question is required or not and the relationships between questions. You can define relationships between questions as either exclusive or required.
"
To set up selfservice candidate offers: 1. Review the predefined workflow and configure an approvals process and any necessary reminders and notifications. See: Configuring Candidate Offer Approval Processes (SSHR): page 1 69 Set up the background workflow engine. See: Setting Up the Candidate Offers Background Workflow Engine (SSHR): page 1 73 You should now set up and customize the different offer letters that a candidate may receive with the Offer Letter program. See: Setting Up Candidate Offer Letters (SSHR): page 1 71 Consider the predefined candidate offer profile categories for hiring candidates and configure. See:

2.
3.
4.
Setting Up a Candidate Offer Profile (SSHR): page 1 75 Defining and Modifying a New Offer Profile (SSHR): page 1 74 Defining and Maintaining New Offer Profile Question Categories (SSHR): page 1 76 Deleting Offer Profile Question Categories (SSHR): page 1 90
5.
Define offer profile categories. See:

6.
Define offer profile questions. See: Defining New Questions for an Offer Profile (SSHR): page 1 86
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SSHR Canvas, Page and Source File Names (SSHR)

You can enhance the following SSHR web pages with reminders and ticklers and user assistants.
Source File: Canvas Name: Page Name:
hrt00000.htm hrt00001.htm hrt00002.htm hrt00003.htm hrt00004.htm hrt00005.htm hrt00006.htm hrt00007.htm hrt00008.htm hrt00009.htm hrt00010.htm hrt00011.htm hrt00012.htm hrt00013.htm hrt00014.htm hrt00015.htm hrt00016.htm
display_advanced_search_appl display_advanced_search_emp display_person_search_results display_simple_search

PERINFO_BASIC_DETAILS_TOC
Advanced Search Applicant Advanced Search Employee Person Search Results Simple Person Search Personal Information Basic Details Screen Personal Information Contacts Screen Personal Information Review Contacts Screen Personal Information Main Address Screen Personal Information Secondary Address Screen Personal Information Correct Main Address Screen Personal Information Correct Secondary Address Screen Personal Information Telephone Personal Information Change Main Address Screen Personal Information Change Secondary Address Personal Information Overview Screen Personal Information Review Basic Details Screen Personal Information Review Basic Details Screen
PERINFO_CONTACTS_FORM
PERINFO_CONTACTS_REVIEW
PERINFO_MAIN_ADDRESS_TOC
PERINFO_SECONDARY_ADDRESS_TOC
PERINFO_MADDR_CORRECTION_FORM
PERINFO_SADDR_CORRECTION_FORM
PERINFO_PHONES_FORM
PERINFO_MADDR_CHANGE_FORM
PERINFO_SADDR_CHANGE_FORM
PERINFO_OVERVIEW
PERINFO_BASIC_DETAILS_REVIEW
PERINFO_BASIC_DETAILS_REVIEW
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Source File:
Canvas Name:
Page Name:
hrt00017.htm hrt00018.htm hrt00019.htm hrt00020.htm hrt00021.htm hrt00022.htm hrt00023.htm hrt00024.htm hrt00025.htm hrt00026.htm hrt00027.htm hrt00028.htm
PERINFO_BASIC_DETAILS_FORM
Personal Information Basic Details Screen Personal Information Add Contacts Screen Personal Information Review Address Screen Personal Information Search Screen Work List For Person Search Show Details Screen Show Search Screen Education and Qualifications Overview Screen Other Professional Awards Overview Screen Education and Qualifications Add Qualifications Screen Other Professional Awards Add Awards Screen Education and Qualifications Update Qualifications Screen Other Professional Awards Update Awards Screen Field Tip Resume Screen View Resume Screen Education and Qualifications Review Qualifications Screen Other Professional Awards Review Awards Screen Education and Qualification Add Qualification Subject Screen
PERINFO_ADD_CONTACTS_FORM
PERINFO_ADDRESS_REVIEW
PERSON_SEARCH_TREE_FORM
person_search_work_list
SHOW_Details_Page_CF SHOW_Search_Page_CF HR_PROF_OVERVIEW_QUA_INS
HR_PROF_OVERVIEW_AWARD_INS
HR_PROF_ADD_QUA_INS
HR_PROF_ADD_AWARD_INS
HR_PROF_UPDATE_QUA_INS
hrt00029.htm hrt00030.htm hrt00031.htm hrt00032.htm hrt00033.htm hrt00034.htm hrt00035.htm
HR_PROF_UPDATE_AWARD_INS
HR_PROF_QUALIFICATION_WEB RESUME_FORM VIEW_RESUME HR_PROF_REVIEW_QUA_INS
HR_PROF_REVIEW_AWARD_INS
HR_PROF_QUA_ADD_SUB_INS
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Source File:
Canvas Name:
Page Name:
hrt00036.htm hrt00037.htm hrt00038.htm
HR_PROF_AWARD_ADD_SUB_INS
Other Professional Awards Add Awards Subject Screen Education and Qualifications Update Qualifications Screen Other Professional Awards Update Awards Subject Screen Field Tip Education and Qualifications View Qualifications Screen Other Professional Awards View Awards Screen Education and Qualifications View Awards Pending Approval Screen Other Professional Awards View Awards Screen Work Preferences Screen View Work Preferences Update an Existing Competence Upgrade an Existing Competence Add a new Competence View Pending Approval Update Option for changing an existing Competence Competence Profile Overview Review Changes View Only Competence Form View Expired Competencies
HR_PROF_QUA_UPDATE_SUB_INS
HR_PROF_AWARD_UPDATE_SUB_INS
hrt00039.htm hrt00040.htm hrt00041.htm hrt00042.htm
HR_PROF_QUALIFICATION_WEB HR_PROF_VIEW_QUA_INS
HR_PROF_VIEW_AWARD_INS
HR_PROF_VIEW_PENDING_QUA_INS
hrt00043.htm hrt00044.htm hrt00045.htm hrt00046.htm hrt00047.htm hrt00048.htm hrt00049.htm hrt00050.htm hrt00051.htm hrt00052.htm hrt00053.htm hrt00054.htm
HR_PROF_VIEW_PENDING_AWARD_INS
WORK_PREFERENCES_FORM VIEW_WORK_PREFERENCES
update_competence_form upgrade_competence_form add_competence_form competence_pending_aprv_form display_competence_upd_option competence_overview_form review_competence_change_form

HR_VIEW_COMPETENCE_ONLY_FORM HR_EXPIRED_COMPETENCE_FORM
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Source File:
Canvas Name:
Page Name:
hrt00055.htm hrt00056.htm hrt00057.htm hrt00058.htm hrt00059.htm hrt00060.htm hrt00061.htm hrt00062.htm hrt00063.htm hrt00064.htm hrt00065.htm hrt00066.htm hrt00067.htm hrt00068.htm hrt00069.htm hrt00070.htm hrt00071.htm hrt00072.htm hrt00073.htm hrt00074.htm hrt00075.htm
PRFINFO_MENU
Professional Information Menu Suitability Matching People Rank Screen Fatal Error Screen Personal Information View Future Changes Screen Personal Information View Pending Approval Screen Update Succession Screen Update Successor Screen Skill Instruction Skill Tip Apply for Job Search Tip Apply for Job Update Tip Apply for Job Approval Tip Skill Instruction Update Person Succession Position Update Successor Position Succession Plan Menu Display Successor Positions Display Succession Positions View Succession Positions View Successor Positions Questionnaire Administration Submenu screen Questionnaire Administration HTML Entry screen
HR_SUIT_MATCH_RANK_PEOPLE_FORM
FATAL_ERROR PERINFO_VIEW_FUTURE_CHANGES
PERINFO_VIEW_PENDING_APPROVAL
UPDATE_PERSON_SUCCESSION_POSITION UPDATE_POSITION_SUCCESSOR
hr_util_skill_web_inst hr_util_skill_web_tip hr_apply_for_job_search_tip hr_apply_for_job_update_tip hr_apply_for_job_app_tip hr_util_skill_web_inst

UPDATE_PERSON_SUCCESSION_POSITION UPDATE_POSITION_SUCCESSOR HR_SUCC_PLAN_SUB_MENU DISP_POSITION_SUCCESSORS DISP_PERSON_SUCCESSION_POSITIONS VIEW_PERSON_SUCCESSION_POSITIONS VIEW_POSITION_SUCCESSORS
wsqst00
hrt00076.htm
wsqst01
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Source File:
Canvas Name:
Page Name:
hrt00077.htm
wsqst02
Questionnaire Administration Preview screen Questionnaire Administration Confirmation screen Questionnaire Administration List screen
hrt00078.htm
wsqst03
hrt00079.htm
wsqst04
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Displaying a New Logo (SSHR)

You can replace the default logo, which appears in the upper left corner of SSHR, with your own. The new logo will then appear on each web page.
"
To display a new logo: 1. 2. 3. Create a logo for your enterprise. Save the logo as a .gif and name it FNDLOGHR.gif. Place the file in the directory OA_MEDIA/<Language>. Note: If you have a multilingual install, you must also copy this file to the other language locations.
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Configuring Workflow Error Processes (SSHR)

Every workflow enabled function has an error process. The process will run when a system error occurs and will send a notification, and a description, to the System Adminstrators, ID.
"
To configure a Workflow Error Process: 1. Edit the workflow error process:
HR_STANDARD_ERROR_PRC
2.
Change the text of the error message by editing the SelfService HR System Error Message:
HR_SYSTEM_ERROR_MSG
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Collecting Information From a User in SSHR with HTML Forms (SSHR)

Use the Questionnaire Administration web page to create a questionnaire. A questionnaire is used to collect information from your users.
Attention: You will need to use a query tool to generate any reports based on information gathered by a Questionnaire.
To create a working questionnaire you must include at least one <FORM> field in the HTML source. (The <FORM> tag declares that the HTML page contains a form). Attention: You must ensure that all your HTML tags used to collect information from a user are between the open and close <FORM> tag. Any HTML form tags outside the open and close <FORM> tag will cause SSHR to reject the HTML questionnaire code.
The questionnaire HTML source file must also include the following tags, as a minimum:
<HTML> <HEAD> <TITLE> Questionnaire </TITLE> </HEAD> <BODY> <FORM ACTION= METHOD=POST> </FORM> </BODY> </HTML>
Note: Javascript is not supported in a SSHR Questionnaires.
Collecting Information from Users

There are many ways to collect information from your users. These include:

Text entry areas Check boxes and radio buttons Pulldown menus and scroll boxes
Text Entry Areas The simplest way to get information from your users is to use a blank fillin form. Use the TEXT attribute to create a blank fillin form. Use a TEXT attribute and the following markup:
<INPUT TYPE=TEXT SIZE=24 NAME=Additional Information>
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This HTML fragment will create a simple oneline box, 24 characters wide with a text prompt saying Additional Information. Check boxes and Radio Buttons A check box allows a user to select one or more options from a selection of choices. A radio button allows a user to select only one option from a selection of choices. Here is the mark up for a radio button which is unchecked:
<INPUT TYPE=RADIO NAME=Good VALUE=5>
Here is the markup for a check box which has a default selection of checked:
<INPUT TYPE=CHECKBOX NAME=Improvement over 3 months?VALUE=4 CHECKED>
Pulldown Menus or Scroll boxes The <SELECT> tag is used to provide a user with pulldown menus and scroll boxes with multiple choices. A user can select only one option from a selection in the pulldown menu:
<SELECT> <OPTION SELECTED>Excellent <OPTION>Good </SELECT>
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Editing and Locating User Assistance Components (SSHR)

To edit user assistance components you need to locate them in a web page and then change the text within the user assistance tags using an HTML authoring tool or text editor. You then load the edited user assistance components into the SSHR user assistance table. Editing Instructions You can identify instructions in an HTML source file by looking for the following tags:
[INSTRUCTIONS]Instruction Text[/INSTRUCTIONS]
To change the text of the instruction on the web page you change the text within the tag pair. Note: Pages with more than one instruction each instruction numbered. Editing Tips You can identify tips by finding the name of the field and their tag pair. For example:
[Startdate]Tip Text[/Startdate]
To change the text of the tip, which is displayed to the user within a javascript non modal window, you change the text within the tag pair. Including images in Tips and Instructions You can also include images in your tips and instructions by including a relative or absolute path to your image between the user assistant tags. Locating User Assistance Components The filename of every user assistance component is stored in the User Assistance table. You can also find the name of the file, in a comment section, in the web page. This means you can find, on each page, the file name of the user assistant. The loader ensures that no user assistant 32K. The loader will skip a user assistant that exceeds the 32K limit and continue processing the next file and log an error. You can choose to update user assistance components at any time you need. You can also choose how to update. For example, you may want to update all your new user assistance components or update them one at a time.
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Locating User Assistant File Names To locate the file name of a user assistant follow the procedure below.
"
To get the file name of the user assistant you want to change I Do one of the following:

Refer to the user assistant name table, HR_TIPS. Locate the user assistant on the web page and look at the HTML source. You will find the HTML file name located in the web page.
For a list of canvas, page and source file names see:SSHR Canvas, Page and Source File Names (SSHR): page 1 42
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Copying the Original Workflow Item Type (SSHR)

You must never work with the original predefined workflow process. The original should only be used for reference and as a basis for future upgrades. You must copy and then rename the original workflow process.
"
To copy the original workflow item type: 1. 2. 3. Open WorkFlow Builder. Copy the Human Resources Self Service Application Item Type from the Object Navigator. Paste the Human Resources Self Service Application Item Type back into the Object Navigator. When you paste you will be asked to change the properties of the Item type. 4. Change the Item Type:

Internal Name Display Name Description
5.
Click OK, and cancel any messages that may appear.
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Configuring the Enroll in a Class Enrollment Process (SSHR)

You need to configure an enrollment process with one of four seeded approval modes.
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To configure the Enroll in a Class Approvals process: 1. 2. 3. 4. 5. Open Workflow Builder. Open your configured HRSSA item type. Select Attributes. Select the Enroll in a Class Delegate Enrollment Status attribute to open the Oracle Workflow Navigator Control Properties form. Select the Attribute tab and in the Default Value region and select one of the four approval modes:

Managerial Approval Managerial Approval with Training Administrator Self Booking Training Administrator
6.
Select OK.
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Loading User Assistance Components into the Database (SSHR)

To upload user assistance components to the database use the JAVA based loader utility. You need to run this utility, in a character mode interface, and control the loader by using mandatory and optional parameters. The utility you need to use is:
oracle.apps.per.htmlLoad
The syntax for the command is:

java oracle.apps.per.htmlLoadusername username password password database database file filename batch directory mode mode language language bg business group logfilename
The parameters for this program are shown in the table below: Parameter username username password password database database file filename Description and Notes to consider Username of the database account Password for the database account Connect string for the database (optional) If this parameter is omitted the default is used Name of the file to load into the database Use either the file filename or the batch directory parameters, but not both. Use the file when you need to upload only one file at a time. Directory to batch upload files Use either the file filename or the batch directory parameters, but not both. To upload several files at once, place them all in a single directory ad use the batch parameter followed by the name of the directory. Upload mode (UPDATE, NOUPDATE, or DELETE) The mode parameter controls what happens to existing tips when new files are uploaded. Language of the tip file
batch directory
mode mode
language language
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Parameter bg business group
Description and Notes to consider Business group of the data (optional) If no business group is specified, the parameter is set to NULL. In this case, the tip is used as the default. If no tip for a specific business group is defined, this default tip is shown. Log file (optional) If no logfile parameter is specified, output from the loader program is sent to the screen.
log logfilename
Note: Tip files are stored in the $APPL_TOP/java directory. If you plan to modify tip files, copy the original files to another directory protected from upgrade. Future upgrades or patches will delete and replace the tips stored in the original directory.
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Configuring SSHR Reminders (SSHR)

You can create Ticklers, or Reminders as they are called in SSHR. Reminders add hypertext links to a web page, or PL/SQL functions, or display messages. For example, a message that might say:
Your application has been forwarded to a manager for approval.
You may also use Reminders to add different activity completion messages to a Display Message activity. Each Reminder could contain a message and hyperlink to a different location or function.
"
To add a reminder to a Workflow process: 1. 2. 3. 4. 5. Open WorkFlow Builder. Open your configured Human Resources Self Service Application Item Type. Select Processes. Select the function name process activity and double click to display the diagram in the Processes window. Place your cursor in the Processes window and double click on the Tickler icon. Note: You may have to drag a Tickler into the Processes window from the Functions component in the Navigator tree. 6. 7. A Control Properties dialog will open where you can choose to include a hypertext link or a Workflow process. Select one of the following values in the Value Field:
Tickler Type Value For a Workflow process the value must be an Internal process name and defined as Runnable. For a URL you must enter a URL HREF string.
Tickler Display Text You must include a $$TICKLER_VALUE$$ token. You can also add HTML tags. The token sets the position of buttons and hypertext links.
Tickler Value Text The $$TICKLER_VALUE$$ token specifies the display text. Tickler Value Display Type You can choose how the $$TICKLER_VALUE$$ token is displayed. Specify a hypertext link or a button.
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Example Add Tickler Activity Attribute The table below shows an example of how an Add Tickler Activity Attribute could be set for a URL.
Activity Attribute: Value:
TICKLER_TYPE TICKLER_TYPE_VALUE DISPLAY_SEQUENCE TICKLER_DISPLAY_TEXT TICKLER_VALUE_TEXT TICKLER_VALUE_DISPLA Y_TYPE
URL http://www.your_enterprise.com/index.html 1 Click $$TICKLER_VALUE$$ to return to the HR homepage here Hyper Link
These values will create an Item Attribute:
TICKLER_actid_1
This Item Attribute will generate the following HTML as the Item Attribute Value:
Click<AHREF=http://www.your_enterprise.com/index.html target=_top>here</A> to return to the HR homepage
The table below shows an example of how an Add Tickler Activity Attribute could be set for a button.
Value:
Activity Attribute:
TICKLER_TYPE TICKLER_TYPE_VALUE DISPLAY_SEQUENCE TICKLER_DISPLAY_TEXT TICKLER_VALUE_TEXT TICKLER_VALUE_DISPLA Y_TYPE
URL http://www.your_enterprise.com/index.html 2 Click $$TICKLER_VALUE$$ to return to the HR homepage here Button
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Displaying Ticklers on a web page

"
To display Ticklers on a web page: You must select the Display Tickler list workflow attribute, if you want to see Reminders on your web pages. Choose one of the values below:

None Final Sequence number ascending Final Sequence number descending Final Sequence number undefined Note: You can specify a display sequence number from 0 to 999.
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Configuring Approvals Processes (SSHR)

Configuring approval processes enables you to control who can access, who can change and who can update HR information. SSHR has configurable approvals processes for the following functions:

Appraisals Apply for a Job Enroll in a Class Personal Information Professional Information
When you set a workflow display attribute to Update for Approval you will send that transaction through an approvals process. The process will find the first approver, send them a notification and end in one of two ways: Approved or Rejected. You can also set a workflow attribute to control whether a user can select an appraiser, without approval, in a 360 Degree Self Appraisal. The attribute is called, Approve Employee Selection of Appraisers (360 Degree Self Appraisal). By setting the attribute to Yes you enable a user to select an appraiser, without having to go through an approvals process. If you select No you enable an approvals process. Any appraiser selected by a user must be approved in an approvals process. The diagram below illustrates the Personal Information sample process with an approvals process.
Figure 1 1Personal Information Sample Process and Approvals Process
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The Approvals Process has two functions, it must:

Initialize variables Control the approvals chain and its results
The Approval Process can have one of two statuses:

Approved Rejected
The Approved process commits an approval to the database and controls any processing required. Extra processing may include notifications to say that an Approval has been accepted and saved to the database. The Rejected process controls how an Approval is rejected and controls any processing required. Extra processing may include a notification to say an Approval has been rejected.
Figure 1 2Default Approvals Process
You need to configure Approvals Processes to:

Initialize routing of notifications Notify specific approvers Embed URLs in a notification Modify final and next approvers
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Initializing Routing of Notifications

The Approvals process calls the Approval Initialization subprocess to initialize routing and URL details for notification messages. Each function activity inside this process calls, using the HR_APPROVAL_WF PL/SQL package, the HR_APPROVAL_CUSTOM PL/SQL package. You can insert your custom logic into the PL/SQL package HR_APPROVAL_CUSTOM to determine URLs and routing information for notifications.
Figure 1 3Default Approval Initialization Process
Notifying Specific Approvers

To send notifications to specific approvers you need enter the persons ID in the get_routing_detailsn workflow function activity. The resulting ID is used by these attributes when sending notifications:

APPROVAL_ROUTING_PERSON_IDn APPROVAL_ROUTING_USERNAMEn APPROVAL_ROUTING_DISPLAY_NAMEn
Embedding URLs in Notifications

You can embed dynamic URLs into a notification message body by adding an & before the APPROVAL_URLn item attribute. Enter custom code into the get_URL1 to get_URL5 functions that return a valid URL
Modifying Next and Final Approvers

The check final approver PL/SQL function (hr_approval_custom.check_final_approver )can be customized. However, you must ensure that the function returns a Y if a person is the highest approver, N if not, and E if the function cannot find the highest approver.
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The get next approver PL/SQL function (hr_approval_custom.get_next_approver ) can be customized. You can set this function to return the person ID of the next approver or supervisor. If no approver is found, this function must return NULL.
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Defining Your Enterprises Email Addresses (SSHR)

You must set up your enterprises email addresses.
"
To change your SSHR email address: 1. 2. 3. 4. Open the Oracle Workflow Builder. Open your configured Human Resources Self Service Application Item Type. Select Attributes. Select each of the following, in turn, and enter the appropriate email address in the Default Value field:

HR Dept Email ID Training Administrator Recruitment Supervisor
5.
Save your work.
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Configuring Display Values (SSHR)

You can configure how and if a web page region appears to your users by configuring display values. For example, you could hide the Competence Profile region in the Personal Information function or you could configure this region to display but only save information entered subject to management approval.
"
To configure display values: 1. 2. 3. 4. 5. 6. Open WorkFlow Builder. Open Human Resources Self Service Application Item Type. Double click the chosen workflow process in the workflow Navigator. Double click the function activity from the workflow diagrammer. Select sections you want to configure from the Attribute Values tab. Select one of the following values for the selected information sections:
View defines what information can be seen Update defines whether this information can be updated Hidden defines what information can be seen Update for approval (for Personal and Professional Information only) defines whether an approval process is required before update.
7.
If you choose the Update for approval value you must also configure the message text to say an approval is pending. For example, you can configure the following message for the user Your changes are awaiting approval. Enable a display message activity for the following result calls in Personal and Professional Information:

Education, Qualifications, licenses and other professional awards Competence Profile Note: You must not enable a display message activity or Tickler for, Work Preferences or Resume. Note: You can choose to define a Tickler for any of the information attributes in personal information.
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8. 9.
Edit the Default Value field. Save your work.
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Configuring DOB and National Identifier Workflow Attributes (SSHR)

You can configure the display of date of birth and national identifier with Workflow.
"
To configure display of date of birth or national identifier fields: 1. 2. 3. 4. 5. Open WorkFlow Builder. Open Human Resources Self Service Application Item Type. Double click the Personal information workflow process in the workflow Navigator. Double click Maintain Personal Information function activity from the workflow diagrammer. Select the information sections you want to configure from the Attribute Values tab:

NATIONAL_IDENTIFIER DATE_OF_ BIRTH
6.
Select one of the display item attributes for the personal information sections:

Yes No
7.
Save your work.
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Creating Questionnaires (SSHR)

To create a questionnaire in SSHR, use the Create Questionnaire web page. This SSHR web page provides full instructions. First design and plan your questionnaire on paper. Then create the HTML questionnaire and paste the HTML source file into the SSHR Create Questionnaire web page. Note: Use an HTML editor to create the questionnaire HTML source file. This will save you time. An ideal use for a questionnaire is for employee surveys. To create a survey you would create an appraisal and then hide all other appraisal sections. Note: To access information you collect with a questionnaire use a tool such as Developer 2000. See: Collecting Information From a User in SSHR with HTML Forms (SSHR): page 1 49
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Configuring Candidate Offer Approval Processes (SSHR)

To ensure the supplied Candidate Offers approval process is right for the HR procedures and structures in your enterprise modify this PL/SQL module:
$PER_TOP/patchsc/106/admin/sql/hrcustwf.pkb
This module defines the URL for the Web Listener, which is used to access the Candidate Offers approval process. Find the following data in the file and change the URL string to point to your server and port number:
g_host2 varchar2(1000) := http://<web server host name.com>:<listener port num>;
This file also specifies how the Workflow identifies the appropriate approvers for an offer. Modify this code to describe your business practices. You can modify these functions contained in the hr_offer_custom Package:
get_hr_routing1 This function returns the ID of an HR representative who handles the New Hire Process and maintains the organization hierarchy.
get_hr_routing2 This function returns the ID of an HR representative who terminates applicants and mails out offer letters.
get_hr_routing3 This function returns the ID of a technical HR representative who can check the approval chain for errors.
get_hr_manager_details This function returns the ID of the HR manager the candidate can contact for more information.
get_next_approver This function moves through the approval chain and determines the next manager to approve the offer. As supplied, this function returns the supervisor of the primary assignment of the current approver.
get_vp_name This function finds the name of the Vice President that the candidate would report to if their application is successful.
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check_final_approver This function determines whether the Workflow has reached the end of the approval chain. If it has, an offer letter will be sent via HR to the candidate. Without customization, the workflow will pass the offer to the supervisor of each approver until it reaches the top of your reporting hierarchy.
check_if_in_approval_chain This function determines whether a person trying see a candidates details is able to see them.
get_signatories_details This function determines the signatures required on the offer letter.
set_status_to_offer When an offer is approved by the final approver, the applicant status is set to Offer. Customize this function to set this status to the status typeid used in your implementation.
set_status_to_sent When the offer letter is sent to the candidate, his or her applicant status is set to Offer Sent. Customize this function to set this status to the status typeid used in your implementation.
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Setting Up Candidate Offer Letters (SSHR)

The text in an offer letter is controlled by the Offer Letter program. A PL/SQL script generates the offer letters for candidate applications entered in Candidate Offers. Each candidate offer profile usually requires several different offer letters. The text printed is determined by the outcome of the candidates application as well as the responses to individual profile questions. Although the installation of Candidate Offers does not supply specific offer letters, sample text paragraphs are provided for demonstration. The text paragraphs supplied are for the Generic Proposal Profile and you can use these paragraphs as the starting point for setting up offer letters for custom offer profiles. Note: The Candidate Offers package hrletter.pkb is coded to read specific text paragraphs relating to the Generic Proposal Profile. If you do not import the seed data supplied with Web Offers, or you do and then change the questions or text paragraphs (particularly the substitution variables), you will need to make corresponding changes to the hrletter.pkb package. The text paragraphs supplied with Candidate Offers generate offer letters for the Generic Proposal Profile. These paragraphs are the starting point for setting up all the text paragraphs required to generate offer letters for custom offer profiles. New paragraphs are created by adding them or modifying the existing ones. To do this change the text or substitution variables. However, if you change any of the substitution values you must also modify the Offer letter program code.
"
To set up the offer letters: 1. Define all the text paragraphs required for the offer letters. Enter your text using the Update Letter Text Web page in the HR Offer Administrator responsibility. In each paragraph you can include a number of substitution variables, where the exact text inserted is determined by the Offer Letter program when the offer letter is generated. See:

Modifying an Offer Letter Paragraph (SSHR): page 1 78 Adding an Offer Letter Paragraph (SSHR): page 1 77 Deleting an Offer Letter Paragraph (SSHR): page 1 79
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2.
Customize the Offer Letter program. For each text paragraph defined for an offer letter a corresponding reference must be made to the Offer Letter program code. Each paragraph printed to the letter can be determined by the response to one or a number of profile questions. There may be a number of text paragraphs to provide alternative paragraphs, for example, where there are a number of different responses to a profile question. Some text paragraphs are not dependent on the answers to any profile question. See: Customizing the Candidate Offer Letter Program (SSHR): page 1 80
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Setting Up the Candidate Offer Background Workflow Engine (SSHR)

Use the WF.ENGINE.BACKGROUND command to start a background engine. For example:
WF.ENGINE.BACKGROUND( itemtype run_mins sleep_secs minthreshold maxthreshold process_deferred process_timeout in in in in in in in varchar2, number default 1, number default 10, number default 0, number default 100, boolean default TRUE, boolean default TRUE;
Set the parameter process_timeout to TRUE. This will ensure that the engine checks for timed out activities. Set process_deferred to TRUE and define a minthreshold and maxthreshold, if you want the engine to process costly activities that have been deferred by the main Workflow Engine.
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Defining and Modifying a New Offer Profile (SSHR)

Before defining a new offer profile, check you have created all the new offer question categories and questions you want to use. Use the Update Profiles page.
"
To define a new offer profile: 1. 2. 3. 4. Click the New icon to display the Profiles table used for defining a new offer profile. Enter a unique profile name for the profile. Enter a description of the profile. Save your work.
"
To modify an offer profile: 1. 2. Click the New icon to display the Profiles table used create, maintain and delete offer profiles. Find the profile you want to modify and complete any of the following fields:

Profile name Description Detail Delete Note: If you change the profile name you are creating a new profile and removing the current profile, which may cause inconsistencies in your data.
3.
Save your changes.
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Setting Up a Candidate Offer Profile (SSHR)

Use the following procedures to set up all the candidate offer profiles required by your organization.
"
To set up a new candidate offer profile: 1. 2. Define the offer profile and assign a unique name and description. Create categories for the offer profile by assigning generic question categories and modifying them, if required. You must also specify the order in which they are displayed on the candidate offer questionnaire. Create questions for the offer profile by assigning generic offer questions and modifying them, if required. You must assign them to specific profile categories and specify the order they appear in each category. Optionally, you can define advanced options for the questions included in the offer profile. These options specify the data type for individual questions, whether a question is required or not and the relationships between questions. You can define relationships between questions as either exclusive or required.
3.
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Defining and Maintaining New Offer Profile Question Categories (SSHR)

Use the Update Profile Categories page to create and maintain offer question categories. Categories define groups of questions that appear together under a suitable heading on the questionnaire. For example, you may have a category called Terms and Conditions that includes all questions relating to the terms and conditions of employment in your organization. Use the Update Profile Categories page.
"
To modify or define new question categories for a profile: 1. 2. 3. Select the offer profile where you want to include the new categories from the Profiles box. Click the New button to display the Profile Categories table you use to create new categories for a profile. You can specify other details for the category to define where the category appears on the questionnaire and whether the category header text is displayed. Note: If you modify categories you may cause inconsistences in your data. You should only change nonessential fields. 4. 5. Specify any further categories you want to include in the profile. You can add up to three new categories at a time. Save your work.
"
To delete generic question categories: 1. Click the New button to display the Offer Categories table. Click the corresponding Delete box for each category you want to delete. Note: You cannot delete categories for a profile that is currently in use and has linked answers. You must delete linked questions before you delete the corresponding categories. 2. When you have finished, click the Save button to delete the categories you have marked.
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Adding an Offer Letter Paragraph (SSHR)

Use the Update Letter Text page to add an offer letter paragraph.
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To add an offer letter paragraph: 1. 2. 3. Click the New button to display the Offer Letter Text table for creating new text paragraphs. Enter a unique number for the text paragraph. Enter the paragraph text. You can include any number of substitution variables in each text paragraph, for example (HR Manager) or (Amount). The variable must be embedded in the text in parentheses where each variable is defined in the Offer Letter Program. Note: Remember you must modify the Offer Letter program code for the paragraph to be displayed in the offer letter. 4. Save your work.
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Modifying an Offer Letter Paragraph (SSHR)

Use the Update Letter Text page to modify an offer letter paragraph.
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To modify an offer letter paragraph: 1. 2. Find the text paragraph you want to modify. Modify the text and the substitution variables. You can include any number of substitution variables in each text paragraph, for example (HR Manager) or (Amount). The variables must be embedded in the text in parentheses where each variable is defined in the Offer Letter Program.

If you change the substitution variables you must also change the corresponding references in the Offer Letter program code. You cannot change the paragraph number that identifies the paragraph.
3.
Save your changes.
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Deleting an Offer Letter Paragraph (SSHR)

Use the Update Offer Letter page to delete an offer letter paragraph.
"
To delete an offer letter paragraph: 1. 2. 3. Find the question you want to delete. Click the Delete box at the end of the fields that define the paragraph. The paragraph is marked for deletion. Click the Save button to delete the paragraph. Note: If you delete an offer question you may want to delete or comment out references to it in the Offer Letter program.
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Customizing the Candidate Offer Letter Program (SSHR)

The Offer Letter program comprises two files that are located in $PER_TOP/admin/sql/: HRLETTER.PKH (header file) HRLETTER.PKB (source file) The underlying structure of the Offer Letter program code comprises four PL/SQL tables that are coded as one dimensional arrays: QUESTION ANSWERS PARA_NO BODY_TEXT Two of these tables store PROPOSAL_QUESTION_NAME and ANSWER_VALUE from the PER_ASSIGN_PROPOSAL_ANSWERS table. The other two tables store PARAGRAPH_NO and BODY_TEXT from PER_PROPOSAL_OFFER_PARAGRAPHS. Typically, the ANSWER_VALUE is examined for a particular PROPOSAL_QUESTION_NAME and then the BODY_TEXT is retrieved using the PARAGRAPH_NO as the unique identifier.
Types of Paragraphs Generated by the Offer Letter

The types of paragraphs generated by the Offer Letter program include the following, where corresponding examples are taken from the Offer Letter program supplied with Candidate Offers:

Paragraphs that are not dependent on any profile question answer. Paragraphs that are dependent on one specific answer for a corresponding profile question. If the specific answer required to generate the paragraph is not entered, a paragraph is not printed. Paragraphs that are dependent on two possible answers for a specific profile question. Two different paragraphs are printed depending on the question answer. Paragraphs that are dependent on answers to two or more profile questions. Different paragraphs can be printed for the permutations of answers to multiple questions.
Generating a Non Dependent Single Paragraph The example below shows how a paragraph that is not dependent on the profile question answers is generated. The contents of BODY_TEXT are printed using the PARAGRAPH_NO as the unique identifier.
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In this example, the code will print the second to last paragraph for the offer letter. A cursor loops through the PARA_NO table to find the identifying paragraph number for the second to last paragraph LP. This number is used to call the text from the associated BODY_TEXT table. Assistant HR Manager is a substitution variable that is replaced in the text by the contents of the predefined variable HR_ASSISTANT_NAME. Substitution variables can be inserted as any unique text string, in brackets, within a text paragraph. Example: /****************** PLACE SECOND TO LAST PARAGRAPH HERE for j in 1..count2 loop if para_no(j) = 2LP then htp.nl; htp.nl; text := replace(body_text(j), (Assistant HR Manager),HR_ASSISTANT_NAME); htp.p(text); exit; end if; end loop; Generating a Dependent Single Paragraph The processing in the example below is similar to the processing for generating a non dependent single paragraph, except that an IF statement encloses the code that checks that the answer for the SPECIAL_VACATION_ACCRUAL question is Yes. If it is, the paragraph identified by identifier 25 is printed. Example: /***** PLACE PARAGRAPH 25 IF THERE IS SPECIAL ACCRUAL OF HOLIDAYS ******/ for i in 1..count1 loop if question(i) = SPECIAL_VACATION_ACCRUAL and answers(i) = Yes then for j in 1..count2 loop if para_no(j) = 25 then htp.p(body_text(j));
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exit; end if; end loop; exit; end if; end loop; Generating a Dependent Either/Or Paragraph The example below shows an example of a single dependent paragraph with two possible answers. An ELSEIF statement generates an alternative paragraph. Example: /*** PLACE EITHER PARA 16A OR 16B DEPENDING ON WHAT IS CHOSEN **************/ for i in 1..count1 loop if question(i) = CAR_PLAN and answers(i) = Standard Car Plan $5400 yearly/$450 monthly then for j in 1..count2 loop if para_no(j) = 16A then htp.nl; htp.nl; htp.p((body_text(j))); exit; end if; end loop; elsif question(i) = CAR_PLAN and answers(i) = Standard Car Plan $7200 yearly/$600 monthly then for j in 1..count2 loop if para_no(j) = 16B then htp.nl; htp.nl; htp.p((body_text(j))); exit;
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end if; end loop; exit; end if; end loop; Generating Dependent Multiple Paragraphs Dependent multiple paragraphs are permutations of paragraphs or sentences dependent on answers to one or more questions. The answers are read into variables the procedure examines to determine what paragraphs need to be inserted in the offer letter. The example below shows answer values being read into local variables. Sub procedures are used to validate the amount values before the values are assigned to the variables. Example: /******* TO WORK THE DRAW FIRST READ ALL THE ANSWERS IN TO VARIABLES ******/ for i in 1..count1 loop if question(i) = NON_RECOVERABLE_DRAW then NON_RECOVERABLE_DRAW := answers(i); elsif question(i) = NON_RECOVERABLE_DRAW_MONTHS then NON_RECOVERABLE_DRAW_MONTHS := answers(i); elsif question(i) = NON_RECOVERABLE_DRAW_AMOUNT then begin l_sub_str1 := replace(answers(i),,,); l_sub_str1 := replace(l_sub_str1,$,); l_sub_str1 := to_char(to_number(l_sub_str1),FML999,999,999.00); exception when others then l_sub_str1 := IMPROPER FORMAT; end; NON_RECOVERABLE_DRAW_AMOUNT := l_sub_str1;
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elsif question(i) = RECOVERABLE_DRAW then RECOVERABLE_DRAW := answers(i); elsif question(i) = RECOVERABLE_DRAW_MONTHS then RECOVERABLE_DRAW_MONTHS := answers(i); elsif question(i) = RECOVERABLE_DRAW_AMOUNT then begin l_sub_str1 := replace(answers(i),,,); l_sub_str1 := replace(l_sub_str1,$,); l_sub_str1 := to_char(to_number(l_sub_str1),FML999,999,999.00); exception when others then l_sub_str1 := IMPROPER FORMAT; end; RECOVERABLE_DRAW_AMOUNT := l_sub_str1; end if; end loop;
Limitations to Changing Text Paragraphs

The text paragraphs supplied with Candidate Offers relate to the seeded Generic Offer Proposal Profile. You can modify the text paragraphs to create new text paragraphs for your own offer letters by changing the text or the substitution variables. If you change the substitution variables you must also modify the Offer Letter program code accordingly. You can delete any text paragraphs that are not required, but you should also delete or comment out references to them in the Offer Letter program code. In addition, some text paragraphs are linked to specific questions in the Generic Offer Proposal Profile. If you modify these profile questions to include them in your own profiles, you must modify the Letter Program code. If you do not want to include them in your profiles, you can delete them and delete or comment out references to them in the Letter Program code.
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The following text paragraphs are linked to specific questions in the Generic Offer Proposal Profile: Questions 8, 9, 9A,10, 11, 12, 12A, 13, 14 are related to the following questions in the Generic Offer Proposal Profile: RELOCATION_TEMPORARY_HOUSING RELOCATION_HOUSE_HUNTING_TRIP RELOCATION_SELLING_OR_BUYING_RESIDENCE Questions 17, 18, 19, 20, 21, 22, 23, 24 are related to the following questions in the Generic Offer Proposal Profile: NON_RECOVERABLE_DRAW NON_RECOVERABLE_DRAW_MONTHS NON_RECOVERABLE_DRAW_AMOUNTS RECOVERABLE_DRAW RECOVERABLE_DRAW_MONTHS RECOVERABLE_DRAW_AMOUNTS
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Defining New Questions for an Offer Profile (SSHR)

Use the Update Profile Categories page to define new questions for an offer profile.
"
To define new questions for an offer profile: 1. 2. 3. 4. 5. 6. Select a profile from the Profiles box. Click the Show Categories button to display the Profile Categories table. This shows all the question categories for the selected profile. Find the question category to which you want to add the new questions. Click on Questions in the Details column to display the Update Profile Questions page. Click the New icon to display the Profile Questions table you use to add new questions to a profile. For each new question you want to add:

Select a Question Name. The details displayed for the question are specified using the Update Questions page. Enter a numeric value to indicate the display order for the question within the category. Select an option to specify how the question field appears on the questionnaire. Select an option in the Approval Display Status field, to indicate whether an approver can see the question displayed on the Highlights and Details pages of the Offer Details form. In the Text field enter the text for the question. In the Alignment field specify the alignment of the question. In the Default Value field enter a value if the question has a default value that is not from a list of values. In the Default value field select a default value type or entry for the question. This can be either Value or SQL. Value uses the value entered in the Default Value Field. SQL uses the value defaulted from a list of values; enter a Select statement to select the value in the Find Filter Column. In the Header field enter any text you might want. In the Field Level Help field enter text if you want to define help for a question.
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In the SQL Text field enter a Select statement to retrieve values if the HTML type is Option and it does not use a lookup table to display a list of values. In the Lookup Type field enter the name of the lookup if the HTML type is Option and uses a lookup table to display a list of values. In the Find field enter YES or NO to define whether a lookup table is used to create a list of values. NO, specifies that a lookup table is used. YES, specifies that a list of values is used and a search icon is displayed next to a question. A Select statement selects values that match a value or partial value entered by a user. The user then selects a value from a list. The Select statement that displays the values is entered in the Find Select SQL field. Modify any of the other details specified for the question to create a new question for the profile. In the Find Filter Column, enter the Select statement that compares the value or partial value entered by the user with values in the LOV. In the Find Select SQL field, enter the Select statement that displays the list of values.
You can add up to three new questions at a time to a question category . 7. 8. Save your work. To create new questions for another question category, navigate back to the Update Profile Categories page and retrieve the category. Create new questions for the category.
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Modifying Questions for an Offer Profile (SSHR)

Use the Update Profile Categories page to modify questions for an offer profile.
"
To modify questions for an offer profile: 1. 2. 3. 4. Select the profile that includes the question(s) you want to modify. Find the question category that includes the question(s) you want to modify. Click on Questions in the Detail column to display the Update Profile Questions page. Locate the question(s) you want to update and amend the details to modify them. Note: If you modify questions for a profile you may cause inconsistencies in your data. You should only change nonessential fields. 5. 6. Save your changes. To modify questions for another category, navigate back to the Update Profile Categories page, select another category, then modify the questions for that category.
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Deleting Questions from an Offer Profile (SSHR)

Use the Update Profile Categories page to delete questions from an offer profile.
"
To delete questions from an offer profile: 1. 2. 3. 4. 5. 6. Select the profile you want to delete questions from in the Profiles box. Find the question category that includes the question(s) you want to delete. Click on Questions in the Detail column to display the Update Profile Questions page. Click the corresponding Delete box for each question you want to delete. This marks the question for deletion. Click the Save icon to delete the questions you have marked. To delete questions from another category, navigate back to the Update Profile Categories page, select another category then delete the questions.
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Deleting Offer Profile Question Categories (SSHR)

Use the Update Profile Categories page to delete generic offer profile question categories.
"
To delete generic question categories: 1. 2. Click the corresponding Delete box for each category you want to delete. This marks the categories for deletion. Click the Save button to delete the categories you have marked.
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CHAPTER
Implementation Checklist and Steps
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Implementation Steps
Implementation steps are usually completed by a System Administrator after the successful installation and set up of Oracle HRMS, Oracle Workflow and, if necessary, Oracle Training Administration (OTA). SSHR is supplied with predefined data and functionality. You must configure this predefined data and functionality for your own implementation of SSHR. If you want to use the Enroll in a Class and the Training History function, you must install Oracle Training Administration. If you want to use the Appraisal function you must set up appraisal and assessment templates and, if you use competencies, a rating scale, in Oracle HRMS. If you want to use the Enroll in a Class function you must set up OTA. Remove the seeded Enroll in a Class menu if OTA is not installed. If you want to use Apply for a Job you must specify a vacancy category before a vacancy can be seen in SSHR. Note: If you try to configure functionality before you are familiar with Oracle HRMS and Oracle Workflow you may make mistakes. Before you complete any step read any referenced topic information. Note: It is your responsibility to populate data fields. SSHR and Workflow SSHR is shipped with seeded workflow processes. These processes are for demonstration purposes only and you must configure them to meet your enterprise needs. SSHR Responsibilities and Security SSHR is supplied with seeded responsibilities. These responsibilities are, again, for demonstration purposes only. They are:

Employee Self Service Manager Self Service HR Web Administrator
You must create your own responsibilities. In this way you can control access to functions. See: Setting Up Security, Customizing, Reporting and System Administration in Oracle HRMS
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SSHR Functions SSHR is shipped with seeded functions attached to seeded responsibilities. These functions are for demonstration purposes only. You must configure each for your own implementation of SSHR. Typical Set Up Steps The typical set up tasks you implement are:

Adding your own Logo to SSHR Creating Responsibilities and Menus Creating SSHR functions Setting email addresses and IDs Setting background cleanup processes Configuring display of fields and regions Configuring update status of fields and regions Enabling approvals processes Setting display messages Creating Reminders Defining Field Prompts Setting Profile options for Skill Categories Configuring Lookups
Web Browsers We recommend you install the Netscape Navigator browser from version 3.04 and higher or use Microsoft Internet Explorer from version 4.08. Make sure your users do not use the Forward and Back options. This is available by right clicking in the browser window. You should also ensure that your browser does not cache web pages. Managing Future Dated Changes If there are future dated changes pending for an employee or applicant, you will not be able to update any information until the future dated change comes into effect or is rescinded. A series of error processes and messages will inform you of any changes being attempted.
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The process will start with the user trying to update information with a future dated change pending. The user will be sent a message to contact their support representative and will be prevented from making any changes. The workflow error process will then send a message, with a description, to the Sysadmin ID informing them that an attempt was made by a user to update information with a future dated change pending. You can then decide how to manage the update requested by the user. For example, to make changes and update information requested by a user you could cancel the future dated change, implement the requested change to information and then implement the future updated change again. Or send a notification explaining that the update will be made at some point in the future.
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Implementation Checklist (SSHR)

The following checklists record the steps you must complete to implement SSHR.
Basic Set Up: page 2 9 (Required)

Includes logos, workflow item types, background workflow cleanup process, workflow error processes.
Security: page 2 11 (Required)

Includes employee and line manager functions, menus, responsibilities, users, profile options,
Functions Set Up: page 2 14 (Required)

Includes access to fields, access to regions, field and radio buttons names, lookups, enrollment statuses, email addresses, supervisor settings, training administrator settings, national address style, appraisal templates, assessment and rating scales, questionnaires, approvals processes, enrollment process, workflow reminders,
User Assistance: page 2 24 (Optional)

Includes instructions, tips, loading user assistance components.
Candidate Offers: page 2 25 (Required)

Includes background workflow engine, approvals process, offer letters, letter program, offer profile, questions, question categories, offer profile.
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Implementation Flowcharts (SSHR)

The flowcharts provide you with a summary of the logical sequence you might follow in any implementation of SSHR. It is not the only sequence you could follow but one we recommend. The functional areas of the system you configure your specific business needs. Steps that are required for all implementations are marked as required. Some functions have been seeded with default data. The steps where you can use data supplied with the system are marked as seeded. Decision making is an important part of any configuration process. Before you begin to customize SSHR, you must decide how you want to use it alongside your other Oracle HRMS applications. Adopting a staged, or incremental, approach to configuration lets you focus on those processes you want to use.
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Figure 2 1Implementation Flowchart for Oracle SSHR 1
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Figure 2 2Implementation Flowchart for Oracle SSHR 2
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Basic Set Up (SSHR)

Step 1 Display Your Enterprise Logo SSHR is delivered with a default Oracle logo in the upper left hand corner of the application. You can replace this logo with your own. Place the Logo in the OA_MEDIA/<Language> directory. See: Displaying a New Logo (SSHR): page 1 47 Step 2 Copy the Predefined Workflow Item Type The seeded workflow item type is used as a basis for all future upgrades. To ensure you have an upgrade path never work with this seeded workflow. Instead create your own workflow item type. The easiest way to do this is to copy the item type and rename it. The seeded workflow item type is called Human Resources SelfService Applications (HRSSA). Copy the item type, enter a new name, a new display name, and a description of the new item type. Use Workflow. See: Copying the Original Workflow Item Type (SSHR): page 1 53 Step 3 Create an SSHR Background Workflow Cleanup Process Most processes are designed to support web transactions. For these processes you should remove transaction information from the temporary tables. To do this you must include the Remove Transaction activity after the user cancels or successfully commits the transaction. The Approvals process checks that a transaction exists by comparing Item Attributes. If the comparison is true, the Approval Initialization sub process is run and the approval loop started. To remove workflow processes left running after a system crash or session ID is disabled or removed set up a concurrent program to run regularly. The program you need to set up is a SQL*Plus executable called:
HRWFDFCT Note: You must create a request set that runs the ICDLTMP (Delete data from temporary table) program before the HRWFDFCT program.
Enter Oracle SelfService Web Applications, in the Application field. Use the Concurrent Programs Window. See: Concurrent Programs, Oracle Applications System Adminstrators Guide
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Step 4
Configuring Workflow Error Processes Every workflow enabled function has an error process that will run when a system error occurs. The error process will send a notification, and a description of the error, to the Sysadmin ID. Use Workflow. See: Configuring Workflow Error Processes (SSHR): page 1 48
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Security (SSHR)
Step 5 Create Employee and Line Manager SelfService Functions Link your new workflow item type processes to functions and then to Menus. To create an employee function enter, in the Form Functions Window Type field, WWW. In the Parameters field enter the following string:
P_PROCESS_NAME=<process name>&P_ITEM_TYPE=HRSSA&P_PERSON_ID= where <process name> is the internal name of the workflow process.
In the HTML call field enter the following string:
hr_workflow_service.create_process This will specify the HR workflow service.
To create a line manager function you need to enter, in the Function Window Type field, WWK. In the Parameters field enter the following string:
p_called_from=<function name> where <function name> is the internal name of the line manager function.
In the HTML call field enter the following string:
hr_person_search_tree_web.setup This will specify the People List function.
Use the Form Functions Window. See: Form Functions Window, Oracle Applications System Administrators Guide Step 6 Create Menus Now you have created all your SSHR workflow functions you need to attach them to a menu so a user may access them. A menu groups together a number of functions. A users access to a menu depends on the responsibility you assign him or her.
Attention: Remember to add the View Notification function to a menu if you want to give your users access to Workflow notifications.
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Use the Menu Window. See: Users Menu, Oracle Applications System Administrators Guide Step 7 Create Employee and Manager Self Service Responsibilities Create your Employee and Manager responsibilities and assign a menu to them. To create SSHR Responsibilities you should select the Oracle SelfService Web Applications radio button in the Available From region. Use the Responsibilities Window. See: Responsibilities Window, Oracle Applications System Administrators Guide Step 8 Create Users You will need to define the people you want to use SSHR. You need to follow the typical steps for defining new users and then assign them, with the SSHR responsibilities you have created, to SSHR. Use the User Window. See: Users Window, Oracle Applications System Administrators Guide Step 9 Set User Profile Options You will need to set User Profile Options to control the display and secure access to information. See: User Profiles, Customizing, Reporting and System Administration in Oracle HRMS Note: You must only set Security Profile options for line manager responsibilities. This means that an employee responsibility can remain unchanged even if the persons line manager responsibility changes. You can control the display of competencies in the Apply for Job, Enroll in a Class and Person Search functions by setting the HR:Display Skills/Competencies profile option to Yes or No. This profile option is set at the Responsibility level.
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You can also configure which two segments of the Job, Position and Grade key flexfields appear in the Person Search function. Select the name of the segment for each of the following profile options:

HR: Grade Key Flex Identify 1st Segment HR: Grade Key Flex Identify 2nd Segment HR: Job Key Flex Identify 1st Segment HR: Job Key Flex Identify 2nd Segment HR: Position Key Flex Identify 1st Segment HR Position Key Flex Identify 2nd Segment
You should also configure whether attachments are displayed in the Apply for a Job function by setting the profile option to Yes or No. This profile is used to control by Responsibility or User the display of attachments:
HR:USE STANDARD ATTACHMENTS Note: If you select Yes, the text in the attachment is saved in the Attachments table. If you select No, the text in the attachment is saved in the Comments column.
You should configure whether managers (and anyone with secure access to an employees records) have access to employees unpublished 360 Degree Self Appraisals. You do this by setting the following profile option to Yes or No:
View Unpublished 360 Self Appraisal
Use the System Profile Values Window. See: System Profile Values Window, Oracle Applications Users Guide
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Functions Set Up (SSHR)

Once you have created your own version of the original workflow item type you can start to configure SSHR functions. Step 10 Configure User Access to Fields in the Personal Information Function You should configure the display of date of birth and national identifier fields in the Personal Information function. You can set the workflow attribute to Yes or No. If set to Yes all users can see these fields. If set to No an employee can only see their own records. Use the Workflow Attributes Value Tab. See:Configuring DOB and National Identifier Workflow Attributes (SSHR): page 1 67 Step 11 Configure User Access to Web Page Regions You can configure, using a workflow attribute, how a region of a web page is displayed. The typical display values you can assign are:
View Users can view information but not update this information.
Hidden Users have no viewable access to information.
Update Users can view information, make changes and submit the changes to the database without any approvals process.
Update for approval Users can view information, make changes and submit the changes but the changes must be approved before saving to the database. Note: If you set a web page region for Update for approval you must configure an approvals process. See: Configuring Approvals Processes (SSHR): page 1 60
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The following functions have web page sections you can configure:

Appraisals Personal Information Professional Information
You can configure the following a web page sections:

Performance Details Objective Details Assessment Details Questionnaire Details Reviewer Details Group Appraisal Details Basic Details Main Address Phone Numbers Secondary Address Contacts National Identifier Date of Birth Education, Qualifications, licenses and other professional awards Competence Profile Work Preferences Resume
Use the Workflow Attributes Value Tab. See: Configuring Display Values (SSHR): page 1 65
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Step 12
Configure Field and Radio Button Names You can change the names of the field and radio buttons that appear in SSHR. The prompt regions you can configure are:

PER_APPRAISALS_COMMON_R PER_ASSESSMENT_REGION PER_CM_PROMPTS PER_PARTICIPANTS_PAR PER_PARTICIPANTS_GPAPR PER_QUESTIONNAIRES_PROMPTS HR_APPLY_FOR_JOB_WEB OTA_ENROLL_IN_CLASS HR_PERSONAL_INFORMATION HR_PROFESSIONAL_INFORMATION HR_SUIT_MATCH% HR_SUCCESSION_PLANNING HR_PERSON_SEARCH HR_VIEWS
Use the Define Regions Window. See: Web Applications Dictionary, Oracle SelfService Web Applications Implementation Manual, Release 11
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Step 13
Configure Lookups Lookups supply many of the lists of values your users will need. You need to set up the following Lookups:
Appraisal Status APPRAISAL_ASSESSMENT_STATUS
Appraisal Type APPRAISAL_TYPE
Job posted date range HR_JOB_POSTED_DATE
Enroll in a Class date range OTA_ENROLL_CLASS_DATE
Succession Plan date ranges PER_TIME_SCALES
Hire date ranges HR_HIRE_DATE
Application date ranges HR_APPLICATION_DATE
You can also change the following Lookup codes for Appraisals:

Self Manager 360
The Lookup Code values for the Search by Date function has the format 001WL001D. The four sections comprise:

A numeric sort value An English language text fragment to connote a date range A numeric value to connote a length of time An English language text fragment to connote a unit of time
The numeric value is used to sort the Lookup code into an ascending order, with values from 000 to 999.
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The English Language text fragment can have the following text:
WL Within the Last, and specifies a date range from a calculated date to an effective date.
WN Within the Next, and specifies a date range from todays date, or some effective date, to a calculated date.
MP More than a specified time in the Past, and can be days, weeks, months or years.
MF More than a specified time in the Future, and can be days, weeks, months or years.
The third section is a numeric value that can have a value from 001 to 999. The last section can have the following character value text:
D for Day
W for Week
M for Month
Y for Year
Use the Lookup Types Window. See: Use the Lookup Types Window, Customizing, Reporting and System Administration in Oracle HRMS
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Step 14
Create Enroll in a Class Enrollment Statuses If you use Oracle Training Administration and want to implement the SelfService Enroll in a Class function, you might want to create enrollment statuses. This enables you to track new enrollments made using SelfService. Suggestion: Use a naming convention, such as a W prefix, to distinguish the statuses created for Selfservice. If you intend to use a training administrator approval chain you should also define an SSHR specific enrollment status. The training administrator will then know that the enrollment request was made and receive a notification email and be instructed not to process any nomination until a notification has been received. Use the cancelled status if either the manager or the training administrator rejects the nomination. Use the Enrollment Statuses Window. See: Creating Enrollment Statuses, Using Oracle Training Administration
Step 15
Define Email Addresses You should now set up your enterprises:

HR Email address Training Administrator Email Address Recruitment Supervisor Email Address
Use the Attributes Value Tab in Workflow. See: Defining Your Enterprises Email Addresses (SSHR): page 1 64 Step 16 Configure Supervisor Settings You should now set up your Apply for a Job supervisor settings. The seeded Apply for a Job approval process notifies an applicants supervisor of their interest in a job. The supervisor ID is the supervisor of the primary assignment of the applicant. If you want to notify a different manager, you must modify the following package:
hrcustwf.pkb
See: Setting Up Apply for a Job (SSHR): page 1 32
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Step 17
Configure Training Administrator Settings You should now set up your Enroll in a Class training administrator settings. The seeded Enroll in a Class process notifies the training administrator of an applicants interest in a course. If you want to notify a different manager, you must modify the following package:
hrcustwf.pkb
See: Setting Up Enroll in a Class (SSHR): page 1 33 Step 18 Configure Your National Address Style Address styles vary between different countries. You can ensure your countrys address style is used in the application by selecting any one of the predefined address styles. The default national address style is the United States. The default is set by the legislation of the Business Group. If the legislation of the Business Group were French for example, then the default national address style would also be French. Note: You must define an Instruction to explain to your users that they must use the list of values to select valid addresses. For example, if a user doesnt know their county in the United States they can use the City field list of values to find a list of valid counties and zip codes. Use the Descriptive Flexfield Segments Window. See: Descriptive Flexfields and Address Styles, Customizing, Reporting and System Administration in Oracle HRMS Step 19 Create a series of Appraisal Templates You must set up appraisal templates for your users to choose in the Appraisal function. An appraisal template holds and controls what can be seen in an appraisal. An appraisal template may have the following parts:

Header Details Performance Details Objective Details Assessment Templates Reviewer Details Questionnaires
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An appraisal must include, at a minimum, the header details section. The header details section includes the name of the appraiser, the name of the appraisee and all relevant dates. All the other sections can be be configured to view or hide. Use the Appraisal Template Window. See: Creating or Changing an Appraisal Template, Managing People Using Oracle HRMS Step 20 Attach an Assessment Template and Rating Scale to the Appraisal Template To rate an employees performance you need to attach an assessment template and a performance rating scale to the appraisal template. A rating scale is used to rate an employees competencies. When you do this you will see a performance details section displayed in the appraisal. Use the Appraisal Template Window. See: Creating or Changing an Appraisal Template, Managing People Using Oracle HRMS Step 21 Create Questionnaires To create a questionnaire use the SSHR Create Questionnaire function. Questionnaires, questionnaire form fields, and questionnaire answers are managed by the following tables:
HR_QUESTIONNAIRES Contains questionnaire identifying information HR_QUEST_FIELDS Contains the specifications of form fields, such as radiobuttons and text boxes, on templates
HR_QUEST_ANSWERS Indicates which answers link to which fields in which questionnaire
HR_QUEST_ANSWER_VALUES Contains the values entered by users on questionnaires Suggestion: To access information held in questionnaires, use a tool such as Oracle Discoverer.
Use the SSHR Create Questionnaire Web page. See: Creating Questionnaires (SSHR): page 1 68
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Step 22
Attach a Questionnaire to an Appraisal template If you have have created a questionnaire you need to attach it to an appraisal template. Use the Appraisal Template Window. See: Creating or Changing an Appraisal Template, Managing People Using Oracle HRMS
Step 23
Configure Approvals Processes Review the seeded approvals processes, then configure your own. The following functions have configurable approvals processes:

Apply for a Job Enroll in a Class Appraisals Personal Information Professional Information
You can configure an approvals process to add:

Custom notification URLs Custom routing details Extra notifications
Use Workflow. See: Configuring Approvals Processes (SSHR): page 1 60 Step 24 Configure an Enroll in a Class Enrollment Process There are four types of enrollment into a Class. Decide how an employee can enroll into a Class. The options are:

Managerial Approval No Managerial Approval (Self Booking) Training Administrator Approval Manager and Training Administrator Approval
Use Workflow. Configuring the Enroll in a Class Enrollment Process (SSHR): page 1 54
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Step 25
Configure Workflow Reminders Reminders add hypertext links to a web page and are also used to display messages to a user. For example:
Your request to attend a Class has been forwarded to a manager for approval.
Reminders can be configured in any workflow enabled function. Use Workflow and the Tickler icon in the Workflow Diagrammer. See: Configuring SSHR Reminders (SSHR): page 1 57
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User Assistance (SSHR)

SSHR has been carefully designed to be easy to use. You can configure and change user assistance components to reflect your enterprise needs. There are two different types of user assistance:

Instructions Tips Note: There are also configurable workflow drive processes called Reminders.
Step 26
Configure Instructions Instructions are displayed at the top of each page and describe a pages functionality. Each instruction is delivered with sample text. You can configure instructions to include links to external web sites or to launch a secondary window containing helpful information for your users. You could include your HR policies or any HR contacts a user may need to know. Note: Not all pages have the facility to include Instructions. For example the Personal Information Overview page does not. Note: Instructions are also available in Approvals and Competence evaluation templates. See: Setting Up User Assistance Components (SSHR): page 1 35
Step 27
Configure Tips Tips are displayed next to a field and give guidance to a user on what information they should enter in a field. A tip is represented on screen by an icon. You can configure the text within the window and define your own tip. See: Setting Up User Assistance Components (SSHR): page 1 35
Step 28
Load User Assistance Components Into the Database Load user assistance components into the Database. Use the Loader Utility. See: Loading User Assistance Components into the Database (SSHR): page 1 55
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Candidate Offers (SSHR)

Candidate Offers is offered with these responsibilities:

Candidate Offers HR Web Administrator
The Candidate Offers responsibility provides functions for managers to enter details of the candidates they want to hire, and review their workflow notifications. The HR Web Administrator provides functions for HR administrators to maintain offer profiles and offer letters used in the offer process. Candidate Offers can only be installed on Oracle HRMS Release 11.0.1 or later. Note: Candidate Offers enables you to display candidate resumes. The resumes are held as image files on a predefined path that is visible to the Web Server. If you plan to use this facility, you need to be able to upload images to a directory on the Web Server. This procedure is not included in the configuration steps for Candidate Offers and it is your responsibility to find a way to upload resume images. Although the installation of Candidate Offers has no specific offer profiles, sample data is provided for demonstration purposes. The profile supplied is the Generic Proposal Profile. It includes a set of generic offer questions and categories that you can use as a starting point for the set up of custom offer profiles using the Web pages supplied for the HR Web Administrator responsibility. Step 29 Set up the Background Workflow Engine You now need to set up the background workflow engine. In the supplied Candidate Offers Workflow, if a candidate does not respond to an offer letter within 30 days, the hiring manager is automatically informed. To identify that an activity has timed out in this way, you need to set up one or more background Workflow engines. The background engine is set periodically and checks for timed out activities. See: Setting Up the Candidate Offer Background Workflow Engine (SSHR): page 1 73
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Step 30
Configure the Candidate Offers Approvals Process You need to edit a PL/SQL package (HR_OFFER_CUSTOM) to set up the Candidate Offers approvals process for your enterprise. You can also change the approval chain, determine the signatories required on the offer letter, and specify the applicant statuses to use at each stage of the process. You can identify which member of the HR staff performs actions, such as issuing the offer letter. You might also want to add notification messages to remind participants of the actions they must take at each stage of the recruitment process. See: Configuring Candidate Offer Approvals Processes (SSHR): page 1 69
Step 31
Set up Offer Letters Enter your text using the Update Letter Text Web page supplied for the HR Offer Administrator responsibility. In each paragraph you can include a number of substitution variables, where the exact text inserted is determined by the Offer Letter program when the offer letter is generated. Use the Update Letter Text page to define, modify and delete Offer Letters. . See: Setting Up Candidate Offer Letters (SSHR): page 1 71
Step 32
Customize the Letter Program Once you have defined offer letter paragraphs you must reference them using the Offer Letter Program. See: Customizing the Candidate Offer Letter Program (SSHR): page 1 80
Step 33
Set up Offer Profile The offer profiles you design display questionnaires that record candidate information through the hiring cycle. See: Setting Up a Candidate Offer Profile (SSHR): page 1 75
Step 34
Define New Questions Define new questions. Use the Update Profile Categories page. See: Defining New Questions for an Offer Profile (SSHR): page 1 86
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Step 35
Define and Maintain Question Categories Define new question categories. Use Update Profile Categories page. See: Defining and Maintaining New Offer Profile Question Categories (SSHR): page 1 76
Step 36
Define and Modify New Offer Profile Define a new offer profile. Use the Update Profiles page. See: Defining and Modifying a New Offer Profile (SSHR): page 1 74
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APPENDIX
Windows and Reports
Windows and Reports
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Windows and their Navigation Paths

The following list shows the default navigation paths for all the windows in Oracle HRMS, as they are supplied. You can use taskflow windowsNo directly from the menu, or from the People and Assignment windows. The responsibility that you use determines which of these windows you can use and how you access them. Your system administrator sets up navigation menus and task flows for your responsibility. They may also create customized versions of some of these windows using different window titles. Absence Detail Do one of the following: 1. 2. Or: 1. 2. Choose Fastpath > Absence in the Navigator. In the resulting Find window, query the person. Choose People > Enter and Maintain in the Navigator. Choose the Others button and select Absence.
Absence Attendance Type H Choose Total Compensation > Basic > Absence Types in the Navigator.
Accrual Bands 1. 2. 3. Choose Total Compensation > Basic > Accrual Plans in the Navigator. Enter or query an accrual plan name. Choose the Accrual Bands button.
Accrual Plans H Choose Total Compensation > Basic > Accrual Plans in the Navigator.
Accruals Do one of the following: 1. 2. Choose View > Employee Accruals in the Navigator. Run a query in the Assignments Folder window.
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3. Or: 1. 2.
Select an employee assignment and choose the Accruals button.
Choose Fastpath > Accruals in the Navigator. In the resulting Find window, query the person.
Action Types 1. 2. 3. Choose Total Compensation > Programs and Plans > Plan Enrollment Requirements in the Navigator. Query or enter a plan. Choose the Actions button.
Activity Rate 1. 2. 3. Choose Total Compensation > Rates/Coverage Definitions > Flex Credits in the Navigator. Query a compensation object. Choose the Activity Rate button.
Activity Variable Rates and Rules 1. 2. 3. Choose Total Compensation > Rates/Coverage Definitions > Flex Credits in the Navigator. Query a compensation object. Choose the Variable Rates button.
Actual Premiums H Choose Total Compensation > Rates/Coverage Definitions > Actual Premiums in the Navigator.
Address Do one of the following: 1. 2. 3. Or: 1. 2. Choose Fastpath > Address in the Navigator. In the resulting Find window, query the person. Choose People > Enter and Maintain in the Navigator. Enter or query a person. Choose the Address button.
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Adjust Balamce (Payroll only) Do one of the following: 1. 2. 3. 4. Or: 1. 2. Choose Fastpath > Adjust Balances in the Navigator. In the resulting Find window, query the person. Choose People > Enter and Maintain in the Navigator. Enter or query an employee. Choose the Assignment button. Choose the Others button and select Adjust Balance.
Advanced Criteria 1. 2. 3. Choose Benefits Extract > Criteria Definition in the Navigator. Query or enter a criteria definition and choose the Advanced tab. Select a Criteria Type and choose the Details button.
Alter Effective Date H Choose Tools > Alter Effective Date from the Tools menu.
Applicant Entry H Choose Recruitment > Applicant Quick Entry in the Navigator.
Applicant Interview 1. 2. 3. 4. Choose People > Enter and Maintain in the Navigator. Enter or query an applicant. Choose the Others button and select Application. Choose the Interview button.
Application Do one of the following: 1. 2. 3. Choose People > Enter and Maintain in the Navigator. Enter or query an applicant. Choose the Others button and select Application.
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Or: 1. 2. Choose Fastpath > Application in the Navigator. In the resulting Find window, query the person.
Application Utilities Lookups 1. 2. Choose Other Definitions > Lookup Tables in the Navigator. Enter or query a userdefined Type.
Appraisal Template H Choose Career Management > Appraisal Template in the Navigator.
Assessment Template H Choose Career Management > Assessment Template in the Navigator.
Assign Security Profiles H Choose Security > Assign Security Profiles in the Navigator.
Assignment Do one of the following: 1. 2. 3. Or: 1. 2. Choose Fastpath > Assignment in the Navigator. In the resulting Find window, query the person. Choose People > Enter and Maintain in the Navigator. Enter or query an employee. Choose the Assignment button.
Assignment Budget Values Do one of the following: 1. 2. Choose People > Enter and Maintain in the Navigator. Enter or query an applicant or an employee.
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3.
Do one of the following: For an applicant:

Choose the Others button and select Application. Choose the Budgets button.
For an employee:

Choose the Assignment button. Choose the Others button and select Budget Values.
Or: 1. 2. Choose Fastpath > Assignment Budget in the Navigator. In the resulting Find window, query the person.
Assignment Criteria 1. 2. 3. Choose Payroll > Assignment Set in the Navigator. Enter or query an assignment set. Choose the Criteria button.
Assignment History H Choose View > Histories > Employee Assignment in the Navigator.
Assignment Processes 1. 2. 3. Choose View > Payroll Process Results in the Navigator. Enter or query a payroll process. Choose the Assignment Process button.
Assignment Set H Choose Payroll > Assignment Set in the Navigator.
Assignment Statuses H Choose Work Structures > Status in the Navigator.
Assignment Folder H Choose View > Lists > Assignment Folder in the Navigator.
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Authentication Activities (Advanced Benefits Only) H Choose Total Compensation > General Definitions > Authentication Activities in the Navigator.
Balance (Payroll only) H Choose Total Compensation > Basic > Balance in the Navigator.
Balance Classifications (Payroll only) 1. 2. 3. Choose Total Compensation > Basic > Balance in the Navigator. Enter or query a balance. Choose the Classifications button.
Balance Dimensions (Payroll only) 1. 2. 3. Choose Total Compensation > Basic > Balance in the Navigator. Enter or query a balance. Choose the Dimensions button.
Balance Feed Control 1. 2. 3. Choose Total Compensation > Basic > Element Description in the Navigator. Enter or query an element. Choose the Balance Feed Control button.
Balance Feeds Note: This instance of the Balance Feeds window lets you select more than one balance for the element to feed. 1. 2. 3. Choose Total Compensation > Basic > Element Description in the Navigator. Enter or query an element. Choose the Balance Feeds button.
Batch Assignment Entry 1. 2. 3. Choose Mass Information eXchange: MIX > Batch Element Entry in the Navigator. Enter or query a batch header. Choose the Assignment Lines button.
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Batch Header H Choose Mass Information eXchange: MIX > Batch Element Entry in the Navigator.
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Batch Lines 1. 2. 3. Choose Mass Information eXchange: MIX > Batch Element Entry in the Navigator. Enter or query a batch header. Choose the Element Lines button.
Batch Process Parameters (Advanced Benefits Only) H Choose Processes and Reports > Batch Process Parameters in the Navigator.
Batch Summary H Choose Mass Information eXchange: MIX > BEE Summary in the Navigator.
Beneficiary Certifications 1. 2. 3. 4. 5. Choose Total Compensation > Programs and Plans > Plan Enrollment Requirements in the Navigator. Query a plan. Choose the Designations tab. Choose the Beneficiary tab. Choose the Certifications button.
Benefits Balances H Choose Total Compensation > General Definitions > Additional Setup > Benefits Balances in the Navigator.
Benefits Group H Choose Total Compensation > General Definitions > Eligibility/Rate Factors > Benefits Group in the Navigator.
Benefits Pools (Advanced Benefits Only) H Choose Total Compensation > General Definitions > Rate/Coverage Definitions > Benefits Pools in the Navigator.
Benefits Service Center (Advanced Benefits Only) H Choose People > Benefits Service Center in the Navigator.
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Book Events 1. 2. 3. Choose People > Enter and Maintain in the Navigator. Enter or query an employee or applicant. Choose the Others button and select Bookings.
Budget H Choose Work Structures > Budget in the Navigator.
Budget Value Defaults 1. 2. 3. Choose Work Structures > Organization > Description in the Navigator. Enter or query a Business Group. Choose the Others button and select Budget Value Defaults.
Budgetary Calendar H Choose Work Structures > Budget Calendar in the Navigator.
Business Group Information 1. 2. 3. Choose Work Structures > Organization > Description in the Navigator. Enter or query a Business Group. Choose the Others button and select Business Group Information.
Career Path Names H Choose Work Structures > Job > Path Name in the Navigator.
Certifications 1. 2. 3. 4. 5. Choose Total Compensation > Programs and Plans > Plan Enrollment Requirements in the Navigator. Query or enter a plan. Choose the General tab. Choose the Plan or Option tab. Choose the Certifications button.
Change Event Log H Choose Mass Information eXchange > System Extract > Change Event Log in the Navigator.
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Collapse Life Events H Choose Total Compensation > General Definitions >Additional Setup > Collapse Life Events in the Navigator.
Collective Agreements H Choose Work Structures > Collective Agreements in the Navigator.
Columns 1. 2. 3. Choose Other Definitions > Table Structure in the Navigator. Enter or query a table. Choose the Columns button.
Communication Delivery Methods H Choose Fastpath > Personal Delivery Method in the Navigator.
Communication Types H Choose Total Compensation > General Definitions > Additional Setup > Communication Types in the Navigator.
Communication Type Children 1. 2. 3. Choose Total Compensation > General Definitions > Additional Setup > Communication Types in the Navigator. Query a communication type kit. Choose the View Children button.
Communication Type Delivery Methods 1. 2. 3. Choose Total Compensation > General Definitions > Additional Setup > Communication Types in the Navigator. Query or enter a communication type. Choose the Delivery button.
Communication Type Triggers 1. 2. 3. Choose Total Compensation > General Definitions > Additional Setup > Communication Types in the Navigator. Query or enter a communication type. Choose the Triggers button.
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Communication Type Usages 1. 2. 3. Choose Total Compensation > General Definitions > Additional Setup > Communication Types in the Navigator. Query or enter a communication type. Choose the Usages button.
Competence Profile 1. 2. 3. Or: 1. Choose Fastpath > Competence Profile in the Navigator. Choose People > Enter and Maintain in the Navigator. Enter or query a person. Choose the Others button and select Competence Profile.
Competence Requirements H Choose Career Management > Competence Requirements in the Navigator.
Competence Types H Choose Career Management > Competence Types in the Navigator.
Competencies H Choose Career Management > Competencies in the Navigator.
Consolidation Sets (Payroll) H Choose Payroll > Consolidation in the Navigator.
Contact Do one of the following: 1. 2. 3. Or: 1. 2. Choose Fastpath > Contact in the Navigator. In the resulting Find window, query the person. Choose People > Enter and Maintain in the Navigator. Enter or query an employee or applicant. Choose the Others button and select Contact.
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Contract Do one of the following: 1. 2. 3. 4. Or: 1. 2. Choose Fastpath > Contracts in the Navigator. In the resulting Find window, query the person. Choose People > Enter and Maintain in the Navigator. Enter or query an employee or applicant. Choose the Others button. Choose Contracts.
Control Totals 1. 2. Choose Mass Information eXchange: MIX > Batch Element Entry in the Navigator. Choose the Totals button.
Conversion Rate Types H Choose Payroll > Currency Types in the Navigator.
Costing Do one of the following: 1. 2. 3. 4. Or: 1. 2. Choose Fastpath > Costing in the Navigator. In the resulting Find window, query the person. Choose People > Enter and Maintain in the Navigator. Enter or query an employee. Choose the Assignment button. Choose the Others button and select Costing.
Costing Information 1. 2. 3. Choose Work Structures > Organization > Description in the Navigator. Enter or query an organization. Choose the Others button and select Costing.
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Court Orders H Choose People > Total Comp Enrollment > Court Orders in the Navigator.
Coverage Across Plan Types H Choose Total Compensation > Rates/Coverage Definitions > Coverage Across Plan Types in the Navigator.
Coverage Calculations H Choose Total Compensation > General Definitions > Rate/Coverage Definitions > Coverage Calculations in the Navigator.
Create Batch Lines 1. 2. 3. Choose Mass Information eXchange: MIX > Batch Element Entry in the Navigator. Enter or query a batch header. Choose the Assignment Set button.
Criteria Definition H Choose Benefits Extract > Criteria Definition in the Navigator.
Custom Reports H Choose Processes and Reports > Submit Custom Reports in the Navigator.
Database Items 1. 2. 3. Choose Total Compensation > Basic > Write Formulas in the Navigator. Enter or query a formula. Choose the Show Items button.
DateTrack History Change Field Summary H Choose Tools > Datetrack History from the Tools menu.
Define Combinations H Choose Total Compensation > Programs and Plans > Combinations in the Navigator.
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Define Extract H Choose Benefits Extract > Extract Definition in the Navigator.
Define Function H Choose Other Definitions > Formula Functions in the Navigator.
Define QuickPaint Report H Choose Processes and Reports > Define a QuickPaint Report in the Navigator.
Define Task Flow H Choose Security > Task Flow Definitions in the Navigator.
Define Task Flow Nodes H Choose Security > Task Flow Nodes in the Navigator.
Delete Person H Choose People > Delete Personal Records in the Navigator.
Dependent/Beneficiary Designation Do one of the following: H Or: 1. 2. 3. Choose People > Total Comp Enrollment > Flex Program in the Navigator. Query a person. Choose the Designees button. Choose People > Total Comp Enrollment > Dependent/Beneficiary Designation in the Navigator.
Dependent Certifications Do one of the following: 1. 2. 3. 4. Or: Choose Total Compensation > Programs and Plans > Program Enrollment Requirements in the Navigator. Query a program. Choose the Dependent Coverage tabbed region Choose the Certifications button.
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1. 2. 3. 4. 5.
Choose Total Compensation > Programs and Plans > Plan Enrollment Requirements in the Navigator. Query a plan. Choose the Designations tab. Choose the Dependent tab. Choose the Certifications button.
Dependent Change of Life Event Do one of the following: 1. 2. 3. Or: 1. 2. 3. 4. Choose Choose Total Compensation > Programs and Plans > Plan Enrollment Requirements in the Navigator. Query a plan and choose the Designations tabbed region. Choose the Dependent tab. Choose the Dependent Change of Life Event button. Choose Choose Total Compensation > Programs and Plans > Program Enrollment Requirements in the Navigator. Query a program and choose the Dependent Coverage tabbed region. Choose the Dependent Change of Life Event button.
Dependent Change of Life Event Certification Do one of the following: 1. 2. 3. 4. Choose Choose Total Compensation > Programs and Plans > Program Enrollment Requirements in the Navigator. Query a program and choose the Dependent Coverage tabbed region. Choose the Dependent Change of Life Event button. Select a life event and choose the Dependent Change of Life Event Certifications button.
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Or: 1. 2. 3. 4. 5. Choose Choose Total Compensation > Programs and Plans > Plan Enrollment Requirements in the Navigator. Query a plan and choose the Designations tabbed region. Choose the Dependent tab. Choose the Dependent Change of Life Event button. Select a life event and choose the Dependent Change of Life Event Certifications button.
Dependent Coverage Eligibility Profiles H Choose Total Compensation > General Definitions > Eligibility Profiles > Dependent Coverage Eligibility Profiles in the Navigator.
Dependent Eligibility Profiles Do one of the following: 1. 2. 3. Or: 1. 2. 3. 4. Choose Choose Total Compensation > Programs and Plans > Plan Enrollment Requirements in the Navigator. Query a plan and choose the Designations tabbed region. Choose the Dependent tab. Choose the Eligibility Profiles button. Choose Choose Total Compensation > Programs and Plans > Program Enrollment Requirements in the Navigator. Query a program and choose the Dependent Coverage tabbed region. Choose the Eligibility Profiles button.
Derived Factors H Choose Total Compensation > General Definitions > Eligibility/Rate Factors > Derived Factors in the Navigator.
Designation Requirements Do one of the following: 1. 2. Choose Total Compensation > Programs and Plans > Options in the Navigator. Query or enter an option.
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3. Or: 1. 2. 3. 4. 5.
Choose the Designation Requirements button.
Choose Total Compensation > Programs and Plans > Plan Enrollment Requirements in the Navigator. Query a plan. Choose the General tab. Choose the Plan or Option tab. Choose the Designations button.
Edit Formula 1. 2. 3. Choose Total Compensation > Basic > Write Formulas in the Navigator. Enter or query a formula. Choose the Edit button.
Electable Choices 1. 2. 3. Choose People > Total Comp Participation Choose the Enrollment Opportunities button Choose the Electable Choices button.
Element H Choose Total Compensation > Basic > Element Description in the Navigator.
Element and Distribution Set H Choose Payroll > Element Set in the Navigator.
Element Classifications (Payroll) H Choose Total Compensation > Classification in the Navigator.
Element Entries Do one of the following: 1. 2. 3. 4. Choose People > Enter and Maintain in the Navigator. Enter or query an employee. Choose the Assignment button. Choose the Entries button.
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Or: 1. 2. Choose Fastpath > Entries in the Navigator. In the resulting Find window, query the person.
Element Link H Choose Total Compensation > Basic > Link in the Navigator.
Eligibility Do one of the following: 1. 2. 3. 4. Or: 1. 2. 3. 4. 5. Or: 1. 2. 3. 4. 5. 6. Or: 1. 2. Choose Total Compensation > Programs and Plans > Programs in the Navigator. Query or enter a program. Choose Total Compensation > Programs and Plans > Programs in the Navigator. Query or enter a program. Choose the Plans and Plan Types button. Choose the Plans tab or the Plan Types tab. Choose the Participation Eligibility button. Choose the Eligibility button. Choose Total Compensation > Programs and Plans > Plans in the Navigator. Query or enter a plan. Choose the Options button. Choose the Option Eligibility button. Choose the Eligibility button. Choose Total Compensation > Programs and Plans > Plans in the Navigator. Query or enter a plan. Choose the Plan Eligibility button. Choose the Eligibility button.
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3. 4.
Choose the Participation Eligibility button. Choose the Eligibility button.
Employee Assignment Processes (Payroll only) H Choose View > Assignment Process Results in the Navigator.
Employee Review Do one of the following: 1. 2. 3. 4. Or: 1. 2. Choose Fastpath > Employee Review in the Navigator. In the resulting Find window, query the person. Choose People > Enter and Maintain in the Navigator. Enter or query an employee. Choose the Assignment button. Choose the Others button and select Reviews.
Employee Run Result History (Payroll only) H Choose View > Histories > Run Results in the Navigator.
End Application 1. 2. 3. Or: 1. 2. Choose Fastpath > End Application in the Navigator. In the resulting Find window, query the person. Choose People > Enter and Maintain in the Navigator. Enter or query an employee. Choose the Others button and select End Application.
End Employment Do one of the following: 1. 2. 3. Choose People > Enter and Maintain in the Navigator. Enter or query an employee. Choose the Others button and select End Employment.
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Or: 1. 2. Choose Fastpath > End Employment in the Navigator. In the resulting Find window, query the person.
Enrollment Action (Advanced Benefits only) H Choose Total Compensation > General Definitions > Additional Setup > Enrollment Action in the Navigator.
Enrollment Opportunities 1. 2. Choose People > Total Comp Participation Choose the Enrollment Opportunities button.
Enrollment Override H Choose People > Total Comp Enrollment > Enrollment Override in the Navigator.
Enrollment Rules 1. 2. 3. 4. 5. Choose Total Compensation > Programs and Plans > Plan Enrollment Requirements in the Navigator. Query or enter a plan. Choose the Timing tab. Choose the Scheduled tab or the Life Event tab. Choose the Enrollment Rules button.
Entry Values 1. 2. 3. 4. 5. Choose People > Enter and Maintain in the Navigator. Enter or query an employee. Choose the Assignment button. Choose the Entries button. Select an entry and choose the Entry Values button.
Event Bookings Do one of the following: H Or: 1. Choose Fastpath > Event in the Navigator. Choose People > Events and Bookings in the Navigator.
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2.
In the resulting Find window, query the person.
External/Manual Payments (Payroll only) Do one of the following: 1. 2. 3. 4. Or: 1. 2. Choose Fastpath > External/Manual Payments in the Navigator. In the resulting Find window, query the person. Choose People > Enter and Maintain in the Navigator. Enter or query an employee. Choose the Assignment button. Choose the Others button and select External Pay.
Extract Results H Choose Benefits Extract > Extract Results in the Navigator.
Extract Results Errors 1. 2. Choose Benefits Extract > Extract Results in the Navigator. Query an extract run result and choose the Errors and Warnings button.
Extract Results Details 1. 2. Choose Benefits Extract > Extract Results in the Navigator. Query an extract run result and choose the Details button.
Extract Results Header and Trailer 1. 2. Choose Benefits Extract > Extract Results in the Navigator. Query an extract run result and choose the Header and Trailer button.
File Layout Include Conditions 1. 2. 3. Choose Benefits Extract > Layout Definition in the Navigator. Choose the File Layout tab and query or enter a file layout. Select a record and choose the Include Conditions button.
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Flex Credits (Advanced Benefits only) H Choose Total Compensation > General Definitions > Rate/Coverage Definitions > Flex Credits in the Navigator.
Flex Program (Advance Benefits only) H Choose People > Total Comp Enrollment > Flex Program in the Navigator.
Form Customization H Choose Security > CustomForm in the Navigator.
Formula H Choose Total Compensation > Basic > Write Formulas in the Navigator.
Formula Result Rules (Payroll only) H Choose Total Compensation > Basic > Formula Results in the Navigator.
Frequency Rules (Payroll only) 1. 2. 3. Choose Total Compensation > Basic > Element Description in the Navigator. Enter or query an element. Choose the Frequency Rules button.
GL Map (Payroll only) H Choose Payroll > GL Flexfield Map in the Navigator.
Globals H Choose Total Compensation > Basic > Global Values in the Navigator.
GL Daily Rates H Choose Total Compensation > Basic > Global Values in the Navigator.
Goods and Services H Choose Total Compensation > General Definitions > Additional Setup > Goods and Services in the Navigator.
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Grade Rate H Choose Work Structures > Grade > Grade Rate in the Navigator.
Grade Scale H Choose Work Structures > Grade > Grade Steps and Points in the Navigator.
Grade Step Placement Do one of the following: 1. 2. 3. 4. Or: 1. 2. Choose Fastpath > Grade Step in the Navigator. In the resulting Find window, query the person. Choose People > Enter and Maintain in the Navigator. Enter or query an employee. Choose the Assignment button. Choose the Others button and select Grade Step.
Grades H Choose Work Structures > Grade > Description in the Navigator.
Imputed Income H Choose Total Compensation > General Definitions > Rate/Coverage Definitions > Inputed Income in the Navigator.
Input Values 1. 2. 3. Choose Total Compensation > Basic > Element Description in the Navigator. Enter or query an element. Choose the Input Values button.
Investment Options 1. 2. 3. Choose People > Total Comp Enrollment > Savings Plan in the Navigator. Query a person. Choose the Investment Options button.
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Job H Choose Work Structures > Job > Description in the Navigator.
Job Evaluation 1. 2. 3. Choose Work Structures > Job > Description in the Navigator. Enter or query a job. Choose the Evaluation button.
Job Requirements 1. 2. 3. Choose Work Structures > Job > Description in the Navigator. Enter or query a job. Choose the Requirements button.
Layout Definition H Choose Benefits Extract > Layout Definition in the Navigator.
Life Event Do one of the following: 1. 2. 3. 4. 5. Or: 1. 2. 3. Choose Total Compensation > Programs and Plans > Programs in the Navigator. Query or enter a program. Choose the Life Event button. Choose Total Compensation > Programs and Plans > Programs in the Navigator. Query or enter a program. Choose the Plan and Plan Types button. Choose the Plans tab or the Plan Types tab. Choose the Life Event button.
Life Event Certifications 1. 2. 3. Choose Total Compensation > Programs and Plans > Plan Enrollment Requirements in the Navigator. Query or enter a plan. Choose the General tab.
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4. 5.
Choose the Plan or Option tab. Choose the Life Event Certifications button.
Life Event Reason Impact on Eligibility (Advanced Benefits) 1. 2. 3. 4. Choose Total Compensation > Programs and Plans > Plans in the Navigator. Query or enter a plan. Choose the Options button. Choose the Life Event Eligibility button.
Life Event Reasons (Advanced Benefits) H Choose Total Compensation > General Definitions > Additional Setup > Life Event Reasons in the Navigator.
Link Input Values 1. 2. 3. Choose Total Compensation > Basic > Link in the Navigator. Enter or query an element. Choose the Input Values button.
List Assignments H Choose View > Lists > Assignments in the Navigator.
List Budget Variance by Organization H Choose View > Organization Budgets in the Navigator.
List Employees by Absence Type H Choose View > Lists > Employees by Absence Type in the Navigator.
List Employees by Element H Choose View > Lists > Employees by Element in the Navigator.
List Employees by Organization H Choose View > Lists > Employees by Organization in the Navigator.
List Employees by Position H Choose View > Lists > Employees by Position in the Navigator.
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List Employees by Position Hierarchy H Choose View > Lists > Emps by Position Hierarchy in the Navigator.
List People by Assignment H Choose View > Lists > People by Assignment in the Navigator.
List People by Special Information H Choose View > Lists > People by Special Information in the Navigator.
List Position Budget Variance H Choose View > Position Budgets in the Navigator.
Location H Choose Work Structures > Location in the Navigator.
Lookups H Choose Other Definitions > Lookup Tables in the Navigator.
Maintain On Line Activities (Advanced Benefits) H Choose Total Compensation > General Definitions > Online Activities for Authentication in the Navigator.
Maintain Options Eligibility 1. 2. 3. 4. Choose Total Compensation > Programs and Plans > Plans in the Navigator. Query or enter a plan. Choose the Options button. Choose the Option Eligibility button.
Maintain Plan Eligibility 1. 2. 3. Choose Total Compensation > Programs and Plans > Plans in the Navigator. Query or enter a plan. Choose the Plan Eligibility button.
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Maintain Plan Options 1. 2. 3. Choose Total Compensation > Programs and Plans > Plans in the Navigator. Query or enter a plan. Choose the Options button.
Maintain Plan Related Details 1. 2. 3. Choose Total Compensation > Programs and Plans > Plans in the Navigator. Query or enter a plan. Choose the Details button.
Maintain Pop Up Messages (Advanced Benefits) H Choose Total Compensation > General Definitions > Message Configuration in the Navigator.
Manual Payments H Choose People > Total Comp Contribution > Manual Payments in the Navigator.
Map Career Path H Choose Work Structures > Job > Career Path in the Navigator.
Mass Move H Choose Work Structures > Position > Mass Move in the Navigator.
Mass Move Assignments 1. 2. 3. 4. 5. 6. 7. Choose Work Structures > Position > Mass Move in the Navigator. Complete the Mass Move window and save your work. Choose the Positions button. Complete the Find Positions window. Choose the Find button. Complete the Mass Move Positions window. Choose the Assignments button.
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Mass Move Messages 1. 2. 3. 4. 5. 6. 7. 8. 9. Choose Work Structures > Position > Mass Move in the Navigator. Complete the Mass Move window and save your work. Choose the Positions button. Complete the Find Positions window and choose the Find button. Complete the Mass Move Positions window and choose the Assignments button. Complete the Mass Move Assignments window and close it. From the Mass Move Positions window, choose the Valid Grades button. Complete the Valid Grades window and close it. Close the Mass Move Positions window.
10. From the Mass Move window, choose the Execute button. 11. If the Status field shows In Error or Complete with Warnings, a Message button appears. 12. If the Message button appears, choose it to view messages in the Mass Move Messages window. Note: Alternatively, you can view messages for saved (but not yet successfully executed) mass moves as follows: 1. 2. 3. Choose Work Structures > Position > Mass Move in the Navigator. Enter the name of the saved mass move in the Description field. When the Mass Move window is populated with data and the Message button appears, choose the Message button .
Mass Move Positions 1. 2. 3. 4. 5. 6. Choose Work Structures > Position > Mass Move in the Navigator. Complete the Mass Move window. Save your work. Choose the Positions button. In the resulting Find Positions window, select or enter a Source Job and Source Position. Choose the Find button.
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Mass Move Valid Grades 1. 2. 3. 4. 5. 6. 7. Choose Work Structures > Position > Mass Move in the Navigator. Complete the Mass Move window and save your work. Choose the Positions button. Complete the Find Positions window. Choose the Find button. Complete the Mass Move Positions window. Choose the Valid Grades button.
Mass Update of Applicants H Choose Recruitment > Mass Update of Applicants in the Navigator.
Messages 1. 2. Choose Mass Information eXchange: MIX > Batch Element Entry in the Navigator. Choose the Messages button.
Message Configuration (Advanced Benefits only) H Choose Total Compensation > General Definitions > Message Configuration in the Navigator.
Miscellaneous Plan H Choose People > Total Comp Enrollment > Miscellaneous Plan in the Navigator.
MIX Batch Header H Choose Mass Information eXchange: MIX > Batch Element Entry in the Navigator.
Monitor Batch Processes (Advanced Benefits only) H Choose Processes and Reports > Monitor Batch Processes in the Navigator.
Monthly Participant Premium H Choose People > Enrollment Process > Monthly Participant Premium in the Navigator.
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Monthly Plan or Option Premium H Choose Total Compensation > Monthly Premium in the Navigator.
Net Calculation Rules 1. 2. 3. Choose Total Compensation > Basic > Accrual Plans in the Navigator. Enter or query an accrual plan name. Choose the Net Calculation Rules button.
NonFlex Program H Choose People > Total Comp Enrollment > NonFlex Program in the Navigator.
Options H Choose Total Compensation > Programs and Plans > Options in the Navigator.
Organization H Choose Work Structures > Organization > Description in the Navigator.
Organization Hierarchy H Choose Work Structures > Organization > Hierarchy in the Navigator.
Organizational Payment Method H Choose Payroll > Payment Methods in the Navigator.
Other Rates 1. 2. 3. Choose People > Total Comp Enrollment > NonFlex Program in the Navigator. Query a person. Choose the Others button and select Other Rates.
Participant H Choose Total Compensation > General Definitions > Eligibility Profiles > Participant in the Navigator.
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Participation Eligibility Profiles H Choose Total Compensation > General Definitions > Eligibility Profiles > Participation Eligibility Profiles
Participation Overrides (Advanced Benefits only) H Choose People > Total Comp Participation > Participation Overrides in the Navigator.
Parent Organization 1. 2. 3. Choose Work Structures > Organization > Description in the Navigator. Enter or query an organization. Choose the Others button and select Parent Organization.
Payment Schedule 1. 2. 3. Choose Total Compensation > Rates/Coverage Definitions > Flex Credits in the Navigator. Query or enter a flex credit definition and choose the Processing tabbed region. Choose the Payment Schedule button.
Payments 1. 2. Choose People > Total Comp Contribution > Record Contribution or Distribution Choose the View Payments window.
Payroll H Choose Payroll > Description in the Navigator.
Payroll Processes (Payroll only) H Choose View > Payroll Process Results in the Navigator.
Pay Scale H Choose Work Structures > Grade > Pay Scale in the Navigator.
People H Choose People > Enter and Maintain in the Navigator.
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People Folder H Choose View > Lists > People Folder in the Navigator.
Performance 1. 2. 3. 4. Or: 1. 2. 3. Choose People > Enter and Maintain in the Navigator. Enter or query an employee, and choose the Assignment button. Choose the Others button and select Performance. Choose People > Enter and Maintain in the Navigator. Enter or query an employee, and choose the Assignment button. Choose the Salary button. Choose the Performance button.
Period Dates 1. 2. 3. Choose Payroll > Description in the Navigator. Enter or query a payroll. Choose the Period Dates button.
PeriodtoDate Limits Do one of the following: H Choose Total Compensation > General Definitions > Rate/Coverage Definitions > PeriodtoDate Limits in the Navigator.
Or: 1. 2. 3. 4. Choose Total Compensation > Rates/Coverage Definitions > Flex Credits in the Navigator. Query a compensation object. Choose the Activity Rate button. Choose the Period to Date Limit button.
Period Types H Choose Other Definitions > Time Periods in the Navigator.
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Person Benefits Assignment H Choose People > Total Comp Participation > Person Benefits Assignment
Person Benefits Balances H Choose People > Total Comp Participation > Person Benefits Balances in the Navigator.
Person Changes (Advanced Benefits only) 1. 2. 3. 4. Choose Total Compensation > General Definitions > Additional Setup > Life Event Reasons in the Navigator. Query or enter a life event. Choose the Person Changes button. Choose the Add Person Change button.
Person Changes Cause Life Events (Advanced Benefits only) 1. 2. 3. Choose Total Compensation > General Definitions > Additional Setup > Life Event Reasons in the Navigator. Query or enter a life event. Choose the Person Changes button.
Person Communications (Advanced Benefits only) H Choose People > Enrollment Process > Person Communications in the Navigator.
Person Enrollment Action Items Do one of the following: H Or: 1. 2. 3. Choose People > Total Comp Enrollment > Flex Program in the Navigator. Query a person. Choose the Action Items button. Choose People > Enrollment Process > Person Enrollment Action Items in the Navigator.
Person Enrollment Certifications (Advanced Benefits only) Do one of the following:
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Choose People > Enrollment Process > Person Enrollment Certificates in the Navigator.
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Or: 1. 2. 3. Choose People > Total Comp Enrollment > Flex Program in the Navigator. Query a person. Choose the Certifications button.
Person Primary Care Provider H Choose People > Total Comp Enrollment > Person Primary Care Provider in the Navigator.
Person Types H Choose Other Definitions > Person Types in the Navigator.
Person Type Usage H Choose Fastpath > Person Type Usage in the Navigator.
Personal Payment Method Do one of the following: 1. 2. 3. 4. Or: 1. 2. Choose Fastpath > Pay Method in the Navigator. In the resulting Find window, query the person. Choose People > Enter and Maintain in the Navigator. Enter or query an employee. Choose the Assignment button. Choose the Pay Method button, or choose the Others button and select Pay Method.
Phone Numbers Do one of the following: 1. 2. 3. 4. Or: 1. Choose Fastpath > Phones in the Navigator. Choose People > Enter and Maintain in the Navigator. Enter or query an employee. Choose the Others button. Choose Phones.
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2.
In the resulting Find window, query the person.
Picture Do one of the following: 1. 2. 3. Or: 1. 2. Choose Fastpath > Picture in the Navigator. In the resulting Find window, query the person. Choose People > Enter and Maintain in the Navigator Enter or query a person. Choose the Picture button.
Plan and Plan Type 1. 2. 3. Choose Total Compensation > Programs and Plans > Programs in the Navigator. Query or enter a program. Choose the Plan and Plan Types button.
Plan Enrollment Requirements H Choose Total Compensation > Programs and Plans > Plan Enrollment Requirements in the Navigator.
Plan in Program Participation Eligibility 1. 2. 3. 4. 5. Choose Total Compensation > Programs and Plans > Programs in the Navigator. Query or enter a program. Choose the Plan and Plan Types button. Choose the Plans tab. Choose the Participation Eligibility button.
Plan Reimbursement H Choose Total Compensation > General Definitions > Programs and Plans > Plan Reimbursement in the Navigator.
Plans H Choose Total Compensation > Programs and Plans > Plans in the Navigator.
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Plan Type Participation Eligibility 1. 2. 3. 4. 5. Choose Total Compensation > Programs and Plans > Programs in the Navigator. Query or enter a program. Choose the Plan and Plan Types button. Choose the Plan Type tab. Choose the Participation Eligibility button.
Plan Types H Choose Total Compensation > Programs and Plans > Plan Types in the Navigator.
Position H Choose Work Structures > Position > Description in the Navigator.
Position Evaluation 1. 2. 3. Choose Work Structures > Position > Description in the Navigator. Enter or query a position. Choose the Evaluation button.
Position Hierarchy H Choose Work Structures > Position > Hierarchy in the Navigator.
Position Occupancy Folder 1. 2. 3. Choose Work Structures > Position > Description in the Navigator. Query a position. Choose the Occupancy button.
Position Reporting To 1. 2. 3. Choose Work Structures > Position > Description in the Navigator. Enter or query a position. Choose the Reporting To button.
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Position Requirements 1. 2. 3. Choose Work Structures > Position > Description in the Navigator. Enter or query a position. Choose the Requirements button.
Postal/Zip H Choose Total Compensation > General Definitions > Eligibility/Rate Factors > Postal/Zip in the Navigator.
Possible Certifications 1. 2. 3. 4. Choose People > Total Comp Participation Choose the Enrollment Opportunities button. Choose the Electable Choices button Choose the Possible Certifications button
Primary Care Providers Do one of the following: H Or: 1. 2. 3. Choose People > Total Comp Enrollment > Flex Program in the Navigator. Query a person. Choose the Care Providers button. Choose People > Total Comp Enrollment > Person Primary Care Provider
Program/Plan Years H Choose Total Compensation > General Definitions > Additional Setup > Program/Plan Years in the Navigator.
Programs H Choose Total Compensation > Programs and Plans > Programs in the Navigator.
Program Enrollment Requirements H Choose Total Compensation > General Definitions > Programs and Plans > Program Enrollment Requirements in the Navigator.
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Program Participation Eligibility 1. 2. 3. Choose Total Compensation > Programs and Plans > Programs in the Navigator. Query or enter a program. Choose the Participation Eligibility button.
Program Waive Certifications 1. 2. 3. 4. 5. 6. Choose Total Compensation > Programs and Plans > Programs in the Navigator. Query or enter a program. Choose the Plan and Plan Types button. Choose the Plan Types tab. Choose the Waive button. Choose the Waive Certification button.
Program Waive Reasons 1. 2. 3. 4. 5. Choose Total Compensation > Programs and Plans > Programs in the Navigator. Query or enter a program. Choose the Plan and Plan Types button. Choose the Plan Types tab. Choose the Waive button.
Qualifications 1. 2. 3. Or: 1. Choose Fastpath > Qualifications in the Navigator. Choose People > Enter and Maintain in the Navigator. Enter or query a person. Choose the Others button and select Qualifications.
Qualification Types H Choose Career Management > Qualification Types in the Navigator.
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QuickPaint Inquiry 1. 2. 3. Choose Processes and Reports > Run a QuickPaint Report in the Navigator. Query a report that has been run. Choose the View Report button.
QuickPay (Payroll only) Do one of the following: 1. 2. 3. 4. Or: 1. 2. Choose Fastpath > QuickPay in the Navigator. In the resulting Find window, query the person. Choose People > Enter and Maintain in the Navigator. Enter or query an employee. Choose the Assignment button. Choose the Others button and select QuickPay.
Rating Scales H Choose Career Management > Rating Scales in the Navigator.
Record Continuing Benefits Payments H Choose People > Total Comp Contribution > Record Continuing Benefits Payments in the Navigator.
Record Layout Include Conditions 1. 2. 3. Choose Benefits Extract > Layout Definition in the Navigator. Choose the Record Layout tab and query or enter a record layout. Select a Data Element and choose the Include Conditions button.
Recruiting For 1. 2. 3. Choose Recruitment > Recruitment Activity in the Navigator. Enter or query a recruitment activity. Choose the Recruiting For button.
Recruitment Activity H Choose Recruitment > Recruitment Activity in the Navigator.
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Regulations H Choose Total Compensation > General Definitions > Additional Setup > Regulations in the Navigator.
Regulatory Bodies and Regulations 1. 2. 3. Choose Total Compensation > General Definitions > Additional Setup > Reporting Groups in the Navigator. Query or enter a reporting group. Choose the Plan Regulatory Bodies and Regulations button.
Reimbursements Requests (Advanced Benefits only) H Choose People > Total Comp Distribution > Reimbursements Requests in the Navigator.
Related Person Changes (Advanced Benefits only) 1. 2. 3. 4. Choose Total Compensation > General Definitions > Additional Setup > Life Event Reasons in the Navigator. Query or enter a life event. Choose the Related Person Changes button. Choose the Add Related Person Change button.
Related Person Changes Cause Life Events (Advanced Benefits only) 1. 2. 3. Choose Total Compensation > General Definitions > Additional Setup > Life Event Reasons in the Navigator. Query or enter a life event. Choose the Related Person Changes button.
Reporting Groups H Choose Total Compensation > General Definitions > Additional Setup > Reporting Groups in the Navigator.
Request Letter H Choose Recruitment > Request Recruitment Letter in the Navigator.
Request Set H Choose Security > Report Sets in the Navigator.
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Requisition and Vacancy H Choose Recruitment > Requisition and Vacancy in the Navigator.
RetroPay Set (Payroll only) H Choose Payroll > RetroPay Set in the Navigator.
Reverse Payroll Run (Payroll only) Do one of the following: 1. 2. 3. 4. Or: 1. 2. Choose Fastpath > Reverse Payroll Run in the Navigator. In the resulting Find window, query the person. Choose People > Enter and Maintain in the Navigator. Enter or query an employee. Choose the Assignment button. Choose the Others button and select Reverse Run.
Rows 1. 2. 3. Choose Other Definitions > Table Structure in the Navigator. Enter or query a table. Choose the Rows button.
Run QuickPaint Report H Choose Processes and Reports > Run a QuickPaint Report in the Navigator.
Salary Administration Do one of the following: 1. 2. 3. 4. Or: 1. 2. Choose Fastpath > Salary in the Navigator. In the resulting Find window, query the person. Choose People > Enter and Maintain in the Navigator. Enter or query an employee. Choose the Assignment button. Choose the Salary button.
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Salary Basis H Choose Total Compensation > Basic > Salary Basis in the Navigator.
Salary History Do one of the following: 1. 2. 3. Or: 1. 2. Choose Fastpath > Salary History in the Navigator. In the resulting Find window, query the person. Choose View > Histories > Salary in the Navigator. Run a query in the Assignments Folder window. Select an employee assignment and choose the Salary History button.
Salary Management Folder H Choose People > Salary Management in the Navigator.
Salary Surveys H Choose Total Compensation > Basic > Salary Survey in the Navigator.
Saving Plan H Choose People > Total Comp Enrollment > Savings Plan in the Navigator.
Scale Rate H Choose Work Structures > Grade > Point Values in the Navigator.
Schools and Colleges H Choose Career Management > Schools and Colleges in the Navigator.
Schools and Colleges Attended 1. 2. 3. Choose People > Enter and Maintain in the Navigator. Enter or query a person. Choose the Others button and select Schools/Colleges.
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Secondary Statuses Do one of the following: 1. 2. 3. Choose People > Enter and Maintain in the Navigator. Enter or query an applicant or employee. Do one of the following: For an applicant:

Choose the Others button and select Application. Choose the Secondary Status button.
For an employee:

Choose the Assignment button. Choose the Others button and select Secondary Status.
Or: 1. 2. Choose Fastpath > Secondary Status in the Navigator. In the resulting Find window, query the person.
Security Profile H Choose Security > Profile in the Navigator.
Service Areas H Choose Total Compensation > General Definitions > Eligibility/Rate Factors > Service Areas in the Navigator.
Sort 1. 2. 3. Choose Benefits Extract > Layout Definition in the Navigator. Choose the File Layout tab and select a Record Name. Choose the Sort button.
Special Information Do one of the following: 1. 2. 3. Or: Choose People > Enter and Maintain in the Navigator. Enter or query a person. Choose the Special Info button.
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1. 2.
Choose Fastpath > Special Information in the Navigator. In the resulting Find window, query the person.
Special Information Types H Choose Other Definitions > Special Information Types in the Navigator.
Special Rates 1. 2. 3. Choose People > Total Comp Enrollment > Flex Program in the Navigator. Query a person. Choose the Special Rates button.
Standard Rates H Choose Total Compensation > General Definitions > Rate/Coverage Definitions > Standard Rates in the Navigator.
Submit a New Request 1. 2. Choose Processes and Reports > Submit Processes and Reports in the Navigator. Select Single Request or a Request Set.
Table Structure H Choose Other Definitions > Table Structure in the Navigator.
Table Values H Choose Other Definitions > Table Values in the Navigator.
Update Payroll Run (Payroll only) H Choose Payroll > Update Payroll Run in the Navigator.
Valid Grades (for jobs) 1. 2. 3. 4. Choose Work Structures in the Navigator. Choose either Job > Description or Position > Description. Enter or query a job or position. Choose the Valid Grades button.
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User Types and Statuses H Choose Other Definitions >User Types and Statuses
Valid Payment Methods 1. 2. 3. Choose Payroll > Description in the Navigator. Enter or query a payroll. Choose the Valid Payment Methods button.
Variable Rate Profiles H Choose Total Compensation > General Definitions > Rate/Coverage Definitions > Variable Rate Profiles in the Navigator.
View Absence History H Choose View > Histories > Absence in the Navigator.
View Element Entry History for Employee 1. 2. 3. Choose View > Histories > Entries in the Navigator. Run a query in the Assignments Folder window. Select an employee assignment and choose the Entry History button.
View Employee Grade Comparatio H Choose View > Grade Comparatio in the Navigator.
View Enrollment Results H Choose People > Total Comp Enrollment > View Enrollment Results in the Navigator.
View Participation Information (Advanced Benefits only) H Choose People > Total Comp Participation > View Participation Infomation in the Navigator.
View Program Structure H Choose Total Compensation > Programs and Plans > View Program Structure in the Navigator.
View Run Messages (Payroll only) H Choose View > System Messages in the Navigator.
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View Vacancies H Choose View > Vacancies in the Navigator.
Waive Participation (Advanced Benefits only) H Choose People > Total Comp Participation > Waive Participation in the Navigator.
Waiving 1. 2. 3. Choose Total Compensation > Programs and Plans > Plans in the Navigator. Query or enter a plan. Choose the Waiving button.
Whatif Eligibility (Advanced Benefits only) H Choose People > Total Comp Participation > Whatif Eligibility in the Navigator.
Work Choices (Job and Position) 1. 2. 3. Choose Work Structures > Job or Position > Description in the Navigator. Enter or query a job or position. Choose the Work Choices button.
Work Choices (Person) 1. 2. 3. Choose People > Enter and Maintain in the Navigator. Enter or query a person. Choose the Others button and select Work Choices.
Work Day Information 1. 2. 3. Choose Work Structures > Organization > Description in the Navigator. Enter or query an organization. Choose the Others button and select Work Day Information.
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Reports and Processes in Oracle HRMS

Absence Report H Absence details for an employee or organization, for some or all absence types.
See: Managing Compensation and Benefits Using Oracle HRMS. Assignment Status Report H All employees, applicants or both assigned to selected work structures.
See: Managing People Using Oracle HRMS. Audit Report (Payroll only) H Selects person, employee or applicant, assignment, element, recurring or nonrecurring status. Shows Business Group, GRE, assignment details, person entering data (responsibility), input date, effective change date, details of person affected. Lists all fields changed, with input date and effective date, old value and new value, responsibility, workstation address.
See: Customizing, Reporting and System Administration in Oracle HRMS. Cost Breakdown Report (Payroll only) H Summarized costing totals for a specified costing process and summarized costing totals for a particular consolidation set or payroll over a specified interval.
See: Using Oracle HRMS The Fundamentals. Current and Projected Progression Point Values Report H The expected results of running the Increment Progression Points process, that is the projected point and value changes for a group of employees.
See: Using Oracle HRMS The Fundamentals. Element Link Details Report H The eligibility criteria for an element or group of elements.
See: Managing Compensation and Benefits Using Oracle HRMS.
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Element Result Listing H Run results processed for a particular element over a defined period, and run results for selected input values of each employees last assignment process.
See: Running Your Payroll Using Oracle HRMS. Employee Increment Results Report H The actual results of running the Increment Progression Points process, that is progression point and value changes for a group of employees.
See: Using Oracle HRMS The Fundamentals. Employee Organization Movement Report H New hires, terminations, transfers in and transfer out of a selected organization, or organization hierarchy.
See: Managing People Using Oracle HRMS. Employee Payroll Movement Report (Payroll only) H New hires, terminations, transfers in and transfer out of a selected payroll.
See: Managing People Using Oracle HRMS. Employee Summary Report H Addresses, contacts, periods of service, assignments, special information, personal payment methods and element entries for a selected employee.
See: Managing People Using Oracle HRMS. Full Personal Details Report Set H Person details, applicant details, assignment details and work details for one employee.
See: Managing People Using Oracle HRMS. Job and Position Skills Matching Report H Lists of employees, applicants or both that meet some or all skill requirements of a job or position.
See: Managing People Using Oracle HRMS.
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Organization Hierarchy Report H The organizations and optionally their managers below a selected position in a particular hierarchy.
See: Using Oracle HRMS The Fundamentals. Payroll Message Report (Payroll only) H Display messages for processes connected to specified payrolls.
See: Running Your Payroll Using Oracle HRMS. Position Hierarchy Report H The positions and optionally their holders below a selected position in a particular hierarchy.
See: Using Oracle HRMS The Fundamentals. Requisition Summary Report H Applicants and their interview schedules for a selection of vacancies.
See: Managing People Using Oracle HRMS. Salary Review Report H Current, past and proposed salaries for a selected list of employees.
See: Managing Compensation and Benefits Using Oracle HRMS. Staffing Budget Details Report H Actual staffing level with budgeted levels over a specified period.
See: Managing People Using Oracle HRMS. Terminations Report H The number of employees from selected organizations leaving your enterprise within a particular period, and the reason for leaving.
See: Managing People Using Oracle HRMS. Void Payments Report (Payroll only) H Details of cancelled cheque payments
See: Running Your Payroll Using Oracle HRMS.
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Processes
Audit Trail Update Tables Process H This process is used to set up audit trail on selected tables.
See: Customizing, Reporting and System Administration in Oracle HRMS. Audit Trail Update Datetracked Tables Process H This process is used to set up audit trail on selected datetracked tables.
See: Customizing, Reporting and System Administration in Oracle HRMS. Bee Batch Process (Purge) H This process is used to delete a batch from the BEE tables on completion of the concurrent request.
See: Managing Compensation and Benefits Using Oracle HRMS. Bee Batch Process (Validate) H This process is used to test each batch line against predefined rules about element entries, and against any additional validation procedures that you have created.
See: Managing Compensation and Benefits Using Oracle HRMS. BEE Batch Process (Transfer) H This process is used to create element entries in the Oracle HRMS Entries table from the existing entries in the BEE temporary tables.
See: Managing Compensation and Benefits Using Oracle HRMS. BEE Batch Process (Rollback) H This process is used to completely remove a BEE transfer, provided you have not purged the batch from the BEE tables
See: Managing Compensation and Benefits Using Oracle HRMS. Bulk Compile Formulas H Run this process to compile all of your formulas.
See, Using Oracle FastFormula.
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Cheque Writer Process (Payroll only) H This process is used to write sequences of cheques for your payroll run.
See: Running Your Payroll Using Oracle HRMS. Close Action Items Process (Advanced Benefits Only) H Run this process before the Close Enrollments Process to close any open action items that are required or optional for the persons you select.
See: Managing Compensation and Benefits Using Oracle HRMS. Close Enrollments Process (Advanced Benefits Only) H Run this process to close a persons enrollment after elections have been made.
See: Managing Compensation and Benefits Using Oracle HRMS. Communications Triggers Process (Advanced Benefits) H Use the communications triggers process to generate communications for persons who meet the selection criteria that you specify.
See: Managing Compensation and Benefits Using Oracle HRMS. Costing Process (Payroll only) H Generates journal entries for your ledgers and costing information relating to labor costs.
See: Using Oracle HRMS The Fundamentals. Default Enrollment Processs (Advanced Benefits Only) H Run this process to enroll participants into the default benefit plan when participants have not made an election.
See: Managing Compensation and Benefits Using Oracle HRMS. Dependent Eligibility Process (Advanced Benefits Only) H Run this process for those benefit plans that include an age factor in determining dependent eligibility.
See: Managing Compensation and Benefits Using Oracle HRMS.
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Extract Process (Advanced Benefits Only) H Run the extract process to save the output of your system extract to the directory and file that you specified in your extract definition.
See: Managing Compensation and Benefits Using Oracle HRMS. Enable Multiple Security Groups Process H Run this process when you first set up single responsibility security.
See: Customizing, Reporting and System Administration in Oracle HRMS. Grant Permissions to Roles Process (ROLEGEN) H Dynamically grants select permissions on Oracle HRMS tables and views to the HR_REPORTING_USER role.
See: Customizing, Reporting and System Administration in Oracle HRMS. Generate Secure User Proces (SECGEN) H Run this process when you create a new security profile that references a reporting user.
See: Customizing, Reporting and System Administration in Oracle HRMS. Participation Batch Process: Life Event (Advanced Benefits only) H Run this process to determine eligibility and electable choices for benefits participants based on a life event you select.
See: Managing Compensation and Benefits Using Oracle HRMS. Participation Batch Process: Scheduled (Advanced Benefits only) H Run this process to determine eligibility and electable choices for benefits participants based on a scheduled enrollment event.
See: Managing Compensation and Benefits Using Oracle HRMS. Participation Batch Process: Selection (Advanced Benefits only) H Run this process to determine eligibility for benefits participants. This process does not create electable choices.
See: Managing Compensation and Benefits Using Oracle HRMS. PrePayments Process (Payroll only) H Use this process to distribute employee pay over more than one payment method using either a percentage or monetary split.
See: Running Your Payroll Using Oracle HRMS.
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Retry Payroll Process H Retry a payroll process again.
See: Running Your Payroll Using Oracle HRMS. RetroPay Process H Enables you to make back pay adjustments.
See: Running Your Payroll Using Oracle HRMS. Security List Maintenance Process (LISTGEN) H This process is usually run every night to maintain the lists of organizations, positions, payrolls, employees, and applicants that security profile holders can access.
See: Customizing, Reporting and System Administration in Oracle HRMS. Synchronise Positions Process H This process updates the nondatetracked Positions table (PER_ALL_POSITIONS_F) with changes made to the datetracked table (HR_ALL_POSITIONS_F). When you run the process, any datetracked changes with an effective date on or before today are applied to the nondatetracked table.
Transfer to GL Process H Transfers the results of the costing process to the Accounting flexfield of Oracle General Ledger.
See: Managing People Using Oracle HRMS.
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Glossary
360 Degree Appraisal Part of the SSHR Appraisal function and also known as a Group Appraisal. This is an employee appraisal undertaken by managers with participation by reviewers. 360 Degree Self Appraisal Part of the SSHR Appraisal function and also known as a Group Appraisal. This is a 360 Degree appraisal initiated by an employee. The employee (initiator) can add managers and reviewers to the appraisal. Accrual Period The unit of time, within an accrual term, in which PTO is accrued. In many plans, the same amount of time is accrued in each accrual period, such as two days per month. In other plans, the amount accrued varies from period to period, or the entitlement for the full accrual term is given as an up front amount at the beginning of the accrual term. Accrual Term The period, such as one year, for which accruals are calculated. In most accrual plans, unused PTO accruals must be carried over or lost at the end of the accrual term. Other plans have a rolling accrual term which is of a certain duration but has no fixed start and end dates. Activity Rate The monetary amount or percentage associated with an activity, such as $12.35 per pay period as an employee payroll contribution for medical coverage. Activity rates can apply to participation, eligibility, coverages, contributions, and distributions.
A
Absence Types Categories of absence, such as medical leave or vacation leave, that you define for use in absence windows. Accrual Band A range of values that determines how much paid time off an employee accrues. The values may be years of service, grades, hours worked, or any other factor. Accrual Plan See: PTO Accrual Plan
Glossary 1
Actual Premium The perparticipant premium an insurance carrier charges the plan sponsor for a given benefit. Administrative Enrollment A type of scheduled enrollment caused by a change in plan terms or conditions and resulting in a reenrollment. Applicant A candidate for employment in a Business Group. Appraisee A person being appraised by an appraiser.. Appraiser A person, usually a manager, who appraises an employee. Appraisal An appraisal is a process where an employees work performance is rated and future objectives set. See also: Assessment. Appraising Manager The person who initiates and performs an EmployeeManager or 360 Degree Appraisal. An appraising manager can create appraisal objectives. Apply for a Job An SSHR function that enables an employee to, apply, search and prepare applications for an internally advertised vacancy. Arrestment Scottish court order made out for unpaid debts or maintenance payments. See also: Court Order Assessment An information gathering exercise, from one or many sources, to evaluate a persons ability to do a job. See also: Appraisal. Assignment An employees assignment identifies his or her role and payroll within a Business Group. The assignment is made up of a number of assignment components. Of these, organization is mandatory, and payroll is a required component for payment purposes. Assignment Number A number that uniquely identifies an employees assignment. An employee with multiple assignments has multiple assignment numbers.
Assignment Set A grouping of employees and/or applicants that you define for running QuickPaint reports and processing payrolls. See also: QuickPaint Report Assignment Status For employees, used to track their permanent or temporary departures from your enterprise, and to control the remuneration they receive. For applicants, used to track the progress of their applications. BACS Banks Automated Clearing System. This is the UK system for making direct deposit payments to employees. Balances Positive or negative accumulations of values over periods of time normally generated by payroll runs. A balance can sum pay values, time periods or numbers. See also: Predefined Components Balance Adjustment A correction you make to a balance. You can adjust user balances and assignment level predefined balances only. Balance Dimension The period for which a balance sums its balance feeds, or the set of assignments/transactions for which it sums them. There are five time dimensions: Run, Period, Quarter, Year and User. You can choose any reset point for user balances. Balance Feeds These are the input values of matching units of measure of any elements defined to feed the balance. Bargaining Unit A bargaining unit is a legally organized group of people which have the right to negotiate on all aspects of terms and conditions with employers or employer federations. A bargaining unit is generally a trade union or a branch of a trade union.
Glossary 2
Base Currency The currency in which Oracle Payroll performs all payroll calculations for your Business Group. If you pay employees in different currencies to this, Oracle Payroll calculates the amounts based on exchange rates defined in the system. Behavioral Indicators Characteristics that identify how a competence is exhibited in the work context. See also: Proficiency Level Benefit Any part of an employees remuneration package that is not pay. Vacation time, employerpaid medical insurance and stock options are all examples of benefits. See also: Elements Block The largest subordinate unit of a window, containing information for a specific business function or entity. Every window consists of at least one block. Blocks contain fields and, optionally, regions. They are delineated by a bevelled edge. You must save your entries in one block before navigating to the next. See also: Region, Field Budget Value In Oracle Human Resources you can enter staffing budget values and actual values for each assignment to measure variances between actual and planned staffing levels in an organization or hierarchy. Business Group The highest level organization in the Oracle HRMS system. A Business Group may correspond to the whole of your enterprise or to a major grouping such as a subsidiary or operating division. Each Business Group must correspond to a separate implementation of Oracle HRMS.
Business Number (BN) In Canada, this is the employers account number with Revenue Canada. Consisting of 15 digits, the first 9 identify the employer, the next 2 identify the type of tax account involved (payroll vs. corporate tax), and the last 4 identify the particular account for that tax.
C
Cafeteria Benefits Plan See: Flexible Benefits Program Calendars In Oracle Human Resources you define calendars that determine the start and end dates for budgetary years, quarters and periods. For each calendar you select a basic period type. In Oracle SSP/SMP you define calendars to determine the start date and time for SSP qualifying patterns. Calendar Exceptions In Oracle SSP/SMP you define calendar exceptions for an SSP qualifying pattern, to override the pattern on given days. Each calendar exception is another pattern which overrides the usual pattern. Canada/Quebec Pension Plan (CPP/QPP) Contributions Contributions paid by employers and employees to each of these plans provide income benefits upon retirement. Candidate Offers An SSHR function used by a line manager to offer a job to a candidate. This function is supplied with its own responsibility.
Glossary 3
Career Path This shows a possible progression from one job or position from any number of other jobs or positions within the Business Group. A career path must be based on either job progression or position progression; you cannot mix the two. Carry Over The amount of unused paid time off entitlement an employee brings forward from one accrual term to the next. It may be subject to an expiry date i.e. a date by which it must be used or lost. See also: Residual Cash Analysis A specification of the different currency denominations required for paying your employees in cash. Union contracts may require you to follow certain cash analysis rules. Certification Documentation required to enroll or change elections in a benefits plan as the result of a life event, to waive participation in a plan, to designate dependents for coverage, or to receive reimbursement for goods or services under an FSA. Ceiling The maximum amount of unused paid time off an employee can have in an accrual plan. When an employee reaches this maximum, he or she must use some accrued time before any more time will accrue. Child/Family Support payments In Canada, these are payments withheld from an employees compensation to satisfy a child or family support order from a Provincial Court. The employer is responsible for withholding and remitting the payments to the court named in the order.
Collective Agreement A collective agreement is a form of contract between an employer or employer representative, for example, an employer federation, and a bargaining unit for example, a union or a union branch. Communications Benefits plan information that is presented in some form to participants. Examples include a preenrollment package, an enrollment confirmation statement, or a notice of default enrollment. Compensation The pay you give to employees, including wages or salary, and bonuses. See also: Elements Competence Any measurable behavior required by an organization, job or position that a person may demonstrate in the work context. A competence can be a piece of knowledge, a skill, an attitude or an attribute. Competence Evaluation A method used to measure an employees ability to do a defined job. Competence Profile Where you record applicant and employee accomplishments, for example, proficiency in a competence. Competence Requirements Competencies required by an organization, job or position. See also: Competence, Core Competencies Competence Type A group of related competencies. Consolidation Set A grouping of payroll runs within the same time period for which you can schedule reporting, costing, and postrun processing.
Glossary 4
Contact A person who has a relationship to an employee that you want to record. Contacts can be dependents, relatives, partners or persons to contact in an emergency. Contract A contract of employment is an agreement between an employer and employee or potential employee that defines the fundamental legal relationship between an employing organization and a person who offers his or her services for hire. The employment contract defines the terms and conditions to which both parties agree and those that are covered by local laws. Contribution An employers or employees monetary or other contribution to a benefits plan. Core Competencies Also known as Leadership Competencies or Management Competencies. The competencies required by every person to enable the enterprise to meet its goals. See also: Competence Costable Type A feature that determines the processing an element receives for accounting and costing purposes. There are four costable types in Oracle HRMS: costed, distributed costing, fixed costing, and not costed. Costing Recording the costs of an assignment for accounting or reporting purposes. Using Oracle Payroll, you can calculate and transfer costing information to your general ledger and into systems for project management or labor distribution. Court Order A ruling from a court that requires an employer to make deductions from an employees salary for maintenance payments or debts, and to pay the sums deducted to a court or local authority. See also: Arrestment
Cross Business Group Responsibility Security This security model uses security groups and enables you to link one responsibility to many Business Groups. Customizable Forms Forms that your system administrator can modify for ease of use or security purposes by means of Custom Form restrictions. The Form Customization window lists the forms and their methods of customization.
D
Database Item An item of information in Oracle HRMS that has special programming attached, enabling Oracle FastFormula to locate and retrieve it for use in formulas. Date To and Date From These fields are used in windows not subject to DateTrack. The period you enter in these fields remains fixed until you change the values in either field. See also: DateTrack, Effective Date DateTrack When you change your effective date (either to past or future), DateTrack enables you to enter information that takes effect on your new effective date, and to review information as of the new date. See also: Effective Date Deployment Factors See: Work Choices Derived Factor A factor (such as age, percent of fulltime employment, length of service, compensation level, or the number of hours worked per period) that is used in calculations to determine Participation Eligibility or Activity Rates for one or more benefits.
Glossary 5
Descriptive Flexfield A field that your organization can customize to capture additional information required by your business but not otherwise tracked by Oracle Applications. See also: Key Flexfield Developer Descriptive Flexfield A flexfield defined by your localization team to meet the specific legislative and reporting needs of your country. See also: Extra Information Types Direct Deposit The electronic transfer of an employees net pay directly into the account(s) designated by the employee. Distribution Monetary payments made from, or hours off from work as allowed by, a compensation or benefits plan.
E
Effective Date The date for which you are entering and viewing information. You set your effective date in the Alter Effective Date window. See also: DateTrack EIT See: Extra Information Type Elements Components in the calculation of employee pay. Each element represents a compensation or benefit type, such as salary, wages, stock purchase plans, and pension contributions. Element Classifications These control the order in which elements are processed and the balances they feed. Primary element classifications and some secondary classifications are predefined by Oracle Payroll. Other secondary classifications can be created by users. Element Entry The record controlling an employees receipt of an element, including the period of time for which the employee receives the element and its value. See also: Recurring Elements, Nonrecurring Elements
Element Link The association of an element to one or more components of an employee assignment. The link establishes employee eligibility for that element. Employees whose assignment components match the components of the link are eligible for the element. See also: Standard Link Element Set A group of elements that you define to process in a payroll run, or to control access to compensation information from a customized form, or for distributing costs. Employee Histories An SSHR function for an employee to view their, Training History, Job Application History, Employment History, Absence History, or Salary History. A manager can also use this function to view information on their direct reports. Employment Category A component of the employee assignment. Four categories are defined: Full Time Regular, Full Time Temporary, Part Time Regular, and Part Time Temporary. Employment Insurance (EI) Benefit plan run by the federal government to which the majority of Canadian employers and employees must contribute. Employment Insurance Rate In Canada, this is the rate at which the employer contributes to the EI fund. The rate is expressed as a percentage of the employees contribution. If the employer maintains an approved wage loss replacement program, they can reduce their share of EI premiums by obtaining a reduced contribution rate. Employers would remit payroll deductions under a different employer account number for employees covered by the plan.
Glossary 6
Employment Equity Occupational Groups (EEOG) In Canada, the Employment Equity Occupational Groups (EEOG) consist of 14 classifications of work used in the Employment Equity Report. The EEOGs were derived from the National Occupational Classification system. Enroll in a Class An SSHR function which enables an employee to search and enroll in an internally published class. An employee can also use this function to maintain their competencies. Enrollment Action Type Any action required to complete enrollment or deenrollment in a benefit. ESS Employee Self Service. A predefined SSHR responsibility. Event An activity such as a training day, review, or meeting, for employees or applicants. Expected Week of Confinement (EWC) In the UK, this is the week in which an employees baby is due. The Sunday of the expected week of confinement is used in the calculations for Statutory Maternity Pay (SMP). Extra Information Type (EIT) A type of developer descriptive flexfield that enables you to create an unlimited number of information types for six key areas in Oracle HRMS. Localization teams may also predefine some EITs to meet the specific legislative requirements of your country. See also: Developer Descriptive Flexfield
Flex Credit A unit of purchasing power in a flexible benefits program. An employee uses flex credits, typically expressed in monetary terms, to purchase benefits plans and/or levels of coverage within these plans. Flexible Benefits Program A benefits program that offers employees choices among benefits plans and/or levels of coverage. Typically, employees are given a certain amount of flex credits or moneys with which to purchase these benefits plans and/or coverage levels. Flexible Spending Account (FSA) Under US Internal Revenue Code Section 125, employees can set aside money on a pretax basis to pay for eligible unreimbursed health and dependent care expenses. Annual monetary limits and useitorlose it provisions exist. Accounts are subject to annual maximums and forfeiture rules. Form A predefined grouping of functions, called from a menu and displayed, if necessary, on several windows. Forms have blocks, regions and fields as their components. See also: Block, Region, Field
G
Global Value A value you define for any formula to use. Global values can be dates, numbers or text. Goods or Service Type A list of goods or services a benefit plan sponsor has approved for reimbursement. Grade A component of an employees assignment that defines their level and can be used to control the value of their salary and other compensation elements.
F
Field A view or entry area in a window where you enter, view, update, or delete information. See also: Block, Region
Glossary 7
Grade Comparatio A comparison of the amount of compensation an employee receives with the midpoint of the valid values defined for his or her grade. Grade Rate A value or range of values defined as valid for a given grade. Used for validating employee compensation entries. Grade Scale A sequence of steps valid for a grade, where each step corresponds to one point on a pay scale. You can place each employee on a point of their grade scale and automatically increment all placements each year, or as required. See also: Pay Scale Grade Step An increment on a grade scale. Each grade step corresponds to one point on a pay scale. See also: Grade Scale Grandfathered A term used in Benefits Administration. A persons benefits are said to be grandfathered when a plan changes but they retain the benefits accrued. Group A component that you define, using the People Group key flexfield, to assign employees to special groups such as pension plans or unions. You can use groups to determine employees eligibility for certain elements, and to regulate access to payrolls.
Imputed Income Certain forms of indirect compensation that US Internal Revenue Service Section 79 defines as fringe benefits and taxes the recipient accordingly. Examples include employer payment of group term life insurance premiums over a certain monetary amount, personal use of a company car, and other noncash awards. Initiator In SSHR a person who starts a 360 Degree appraisal (Employee or Self) on an individual. An initiator and the appraisee are the only people who can see all appraisal information. Input Values Values you define to hold information about elements. In Oracle Payroll, input values are processed by formulas to calculate the elements run result. You can define up to fifteen input values for an element. Instructions An SSHR user assistance component displayed on a web page to describe page functionality.
K
Key Flexfield A flexible data field made up of segments. Each segment has a name you define and a set of valid values you specify. Used as the key to uniquely identify an entity, such as jobs, positions, grades, cost codes, and employee groups. See also: Descriptive Flexfield
H
Hierarchy An organization or position structure showing reporting lines or other relationships. You can use hierarchies for reporting and for controlling access to Oracle HRMS information.
Glossary 8
Leavers Statement In the UK, this Records details of Statutory Sick Pay (SSP) paid during a previous employment (issued as form SSP1L) which is used to calculate a new employees entitlement to SSP. If a new employee falls sick, and the last date that SSP was paid for under the previous employment is less than eight calendar weeks before the first day of the PIW for the current sickness, the maximum liability for SSP is reduced by the number of weeks of SSP shown on the statement. Life Event A significant change in a persons life that results in a change in eligibility or ineligibility for a benefit. Life Event Collision A situation in which the impacts from multiple life events on participation eligibility, enrollability, level of coverage or activity rates conflict with each other. Life Event Enrollment A benefits plan enrollment that is prompted by a life event occurring at any time during the plan year. Linking Interval In the UK, this is the number of days that separate two periods of incapacity for work. If a period of incapacity for work (PIW) is separated from a previous PIW by less than the linking interval, they are treated as one PIW according to the legislation for entitlement to Statutory Sick Pay (SSP). An employee can only receive SSP for the maximum number of weeks defined in the legislation for one PIW. Linked PIWs In the UK, these are linked periods of incapacity for work that are treated as one to calculate an employees entitlement to Statutory Sick Pay (SSP). A period of incapacity for work (PIW) links to an earlier PIW if it is separated by less than the linking interval. A linked PIW can be up to three years long.
LMSS Line Manager Self Service. A predefined SSHR responsibility. Lookup Types Categories of information, such as nationality, address type and tax type, that have a limited list of valid values. You can define your own Lookup Types, and you can add values to some predefined Lookup Types. Lower Earnings Limit (LEL) In the UK, this is the minimum average weekly amount an employee must earn to pay National Insurance contributions. Employees who do not earn enough to pay National Insurance cannot receive Statutory Sick Pay (SSP) or Statutory Maternity Pay (SMP).
M
ManagerEmployee Appraisal Part of the SSHR Appraisal function. A manager appraisal of an employee. However, an appraising manager does not have to be a manager. Maternity Pay Period In the UK, this is the period for which Statutory Maternity Pay (SMP) is paid. It may start at any time from the start of the 11th week before the expected week of confinement and can continue for up to 18 weeks. The start date is usually agreed with the employee, but can start at any time up to the birth. An employee is not eligible to SMP for any week in which she works or for any other reason for ineligibility, defined by the legislation for SMP. Menus You set up your own navigation menus, to suit the needs of different users.
Glossary 9
N
NACHA National Automated Clearing House Association. This is the US system for making direct deposit payments to employees. Net Accrual Calculation The rule that defines which element entries add to or subtract from a plans accrual amount to give net entitlement. Net Entitlement The amount of unused paid time off an employee has available in an accrual plan at any given point in time. Nonrecurring Elements Elements that process for one payroll period only unless you make a new entry for an employee. See also: Recurring Elements North American Industrial Classification (NAIC) code The North American Industrial Classification system (NAICs) was developed jointly by the US, Canada and Mexico to provide comparability in statistics regarding business activity across North America. The NAIC replaces the US Standard Industrial Classification (SIC) system, and is used in the Employment Equity Report. National Occupational Classification (NOC) code In Canada, the National Occupational Classification (NOC) System was developed to best reflect the type of work performed by employees. Occupations are grouped in terms of particular tasks, duties and responsibilities. The use of this standardized system ensures consistency of data from year to year within the same company as well as between companies. These codes are used in the Employment Equity Report. Not in Program Plan A benefit plan that you define outside of a program.
O
Open Enrollment A type of scheduled enrollment in which participants can enroll in or alter elections in one or more benefits plans. Oracle FastFormula An Oracle tool that allows you to write Oracle HRMS formulas without using a programming language. Organization A required component of employee assignments. You can define as many organizations as you want within your Business Group. Organizations can be internal, such as departments, or external, such as recruitment agencies. You can structure your organizations into organizational hierarchies for reporting purposes and for system access control. OSSWA Oracle Self Service Web Applications. OTM Oracle Training Management.
P
Pattern A pattern comprises a sequence of time units that are repeated at a specified frequency. Oracle SSP/SMP uses SSP qualifying patterns to determine employees entitlement to Statutory Sick Pay (SSP). Pattern Time Units A sequence of time units specifies a repeating pattern. Each time unit specifies a time period of hours, days or weeks. Pay Scale A set of progression points that can be related to one or more rates of pay. Employees are placed on a particular point on the scale according to their grade and, usually, work experience. See also: Grade Scale
Glossary 10
Payment Type There are three standard payment types for paying employees: check, cash and direct deposit. You can define your own payment methods corresponding to these types. Payroll A group of employees that Oracle Payroll processes together with the same processing frequency, for example, weekly, monthly or bimonthly. Within a Business Group, you can set up as many payrolls as you need. People List An SSHR line manager utility used to locate an employee. Performance (within Assessment) An expectation of normal performance of a competence over a given period. For example, a person may exceed performance expectation in the communication competence. See also: Proficiency (within Assessment), Competence, Assessment Period of Incapacity for Work (PIW) In the UK, this is a period of sickness that lasts four or more days in a row, and is the minimum amount of sickness for which Statutory Sick Pay can be paid. If a PIW is separated by less then the linking interval, a linked PIW is formed and the two PIWs are treated as one. Period Type A time division in a budgetary calendar, such as week, month, or quarter. Person Search An SSHR function which enables a manager to search for a person. There are two types of search, Simple and Advanced.
Person Type There are eight system person types in Oracle HRMS. Seven of these are combinations of employees, exemployees, applicants, and exapplicants. The eighth category is External. You can create your own user person types based on the eight system types. Personal Tax Credits Return (TD1) A Revenue Canada form which each employee must complete. Used by the employee to reduce his or her taxable income at source by claiming eligible credits and also provides payroll with such important information as current address, birth date, and SIN. These credits determine the amount to withhold from the employees wages for federal/provincial taxes. Plan Design The functional area that allows you to set up your benefits programs and plans. This process involves defining the rules which govern eligibility, available options, pricing, plan years, third party administrators, tax impacts, plan assets, distribution options, required reporting, and communications. Plan Sponsor The legal entity or business responsible for funding and administering a benefits plan. Generally synonymous with employer. Position A specific role within the Business Group derived from an organization and a job. For example, you may have a position of Shipping Clerk associated with the organization Shipping and the job Clerk.
Glossary 11
Predefined Components Some elements and balances, all primary element classifications and some secondary classifications are defined by Oracle Payroll to meet legislative requirements, and are supplied to users with the product. You cannot delete these predefined components. Professional Information An SSHR function which allows an employee to maintain their own professional details or a line manager to maintain their direct reports professional details. Proficiency (within Assessment) The perceived level of expertise of a person in a competence, in the opinion of the assessor, over a given period. For example, a person may demonstrate the communication competence at Expert level. See also: Performance (within Assessment), Competence, Assessment Proficiency Level A system for expressing and measuring how a competence is exhibited in the work context. See also: Behavioral Indicators.
Progression Point A pay scale is calibrated in progression points, which form a sequence for the progression of employees up the pay scale. See also: Pay Scale Provincial/Territorial Employment Standards Acts In Canada, these are laws covering minimum wages, hours of work, overtime, child labour, maternity, vacation, public/general holidays, parental and adoption leave, etc., for employees regulated by provincial/territorial legislation. Provincial Health Number In Canada, this is the account number of the provincially administered health care plan that the employer would use to make remittances. There would be a unique number for each of the provincially controlled plans i.e. EHT, Quebec HSF, etc. PTO Accrual Plan A benefit in which employees enroll to entitle them to accrue and take paid time off. The purpose of absences allowed under the plan, who can enroll, how much time accrues, when the time must be used, and other rules are defined for the plan.
Glossary 12
Q
QPP (See Canada/Quebec Pension Plan) Qualification Type An identified qualification method of achieving proficiency in a competence, such as an award, educational qualification, a license or a test. See also: Competence Qualifying Days In the UK, these are days on which Statutory Sick Pay (SSP) can be paid, and the only days that count as waiting days. Qualifying days are normally work days, but other days may be agreed. Qualifying Pattern See: SSP Qualifying Pattern Qualifying Week In the UK, this is the week during pregnancy that is used as the basis for the qualifying rules for Statutory Maternity Pay (SMP). The date of the qualifying week is fifteen weeks before the expected week of confinement and an employee must have been continuously employed for at least 26 weeks continuing into the qualifying week to be entitled to SMP. Quebec Business Number In Canada, this is the employers account number with the Ministere du Revenu du Quebec, also known as the Quebec Identification number. It consists of 15 digits, the first 9 identify the employer, the next 2 identify the type of tax account involved (payroll vs. corporate tax), and the last 4 identify the particular account for that tax. Questionnaire An SSHR function which records the results of an appraisal. QuickPaint Report A method of reporting on employee and applicant assignment information. You can select items of information, paint them on a report layout, add explanatory text, and save the report definition to run whenever you want. See also: Assignment Set
R
Rates A set of values for employee grades or progression points. For example, you can define salary rates and overtime rates. Rating Scale Used to describe an enterprises competencies in a general way. You do not hold the proficiency level at the competence level. See also: Proficiency Level Record of Employment (ROE) A Human Resources Development Canada form that must be completed by an employer whenever an interruption of earnings occurs for any employee. This form is necessary to claim Employment Insurance benefits. Recruitment Activity An event or program to attract applications for employment. Newspaper advertisements, career fairs and recruitment evenings are all examples of recruitment activities. You can group several recruitment activities together within an overall activity. Recurring Elements Elements that process regularly at a predefined frequency. Recurring element entries exist from the time you create them until you delete them, or the employee ceases to be eligible for the element. Recurring elements can have standard links. See also: Nonrecurring Elements, Standard Link Region A collection of logically related fields in a window, set apart from other fields by a rectangular box or a horizontal line across the window. See also: Block, Field Registered Pension Plan (RPP) This is a pension plan that has been registered with Revenue Canada. It is a plan where funds are set aside by an employer, an employee, or both to provide a pension to employees when they retire. Employee contributions are generally exempt from tax.
Glossary 13
Registered Retirement Savings Plan (RRSP) This is an individual retirement savings plan that has been registered with Revenue Canada. Usually, contributions to the RRSP, and any income earned within the RRSP, is exempt from tax. Report Parameters Inputs you make when submitting a report to control the sorting, formatting, selection, and summarizing of information in the report. Report Set A group of reports and concurrent processes that you specify to run together. Requisition The statement of a requirement for a vacancy or group of vacancies. Request Groups A list of reports and processes that can be submitted by holders of a particular responsibility. See also: Responsibility Residual The amount of unused paid time off entitlement an employee loses at the end of an accrual term. Typically employees can carry over unused time, up to a maximum, but they lose any residual time that exceeds this limit. See also: Carry Over Responsibility A level of authority in an application. Each responsibility lets you access a specific set of Oracle Applications forms, menus, reports, and data to fulfill your business role. Several users can share a responsibility, and a single user can have multiple responsibilities. See also: Security Profile, User Profile Options, Request Groups, Security Groups Retry Method of correcting a payroll run or other process before any postrun processing takes place. The original run results are deleted and the process is run again.
Revenue Canada Department of the Government of Canada which, amongst other responsibilities, administers, adjudicates, and receives remittances for all taxation in Canada including income tax, Employment Insurance premiums, Canada Pension Plan contributions, and the Goods and Services Tax (legislation is currently proposed to revise the name to the Canada Customs and Revenue Agency). In the province of Quebec the equivalent is the Ministere du Revenu du Quebec. Reviewer (SSHR) A person invited by an appraising manager to add review comments to an appraisal. Reversal Method of correcting payroll runs or QuickPay runs after postrun processing has taken place. The system replaces positive run result values with negative ones, and negative run result values with positive ones. Both old and new values remain on the database. Rollback Method of removing a payroll run or other process before any postrun processing takes place. All assignments and run results are deleted.
S
Search by Date An SSHR subfunction used to search for a Person by Hire date, Application date, Job posting date or search by a Training event date. Salary Basis The period of time for which an employees salary is quoted, such as hourly or annually. Defines a group of employees assigned to the same salary basis and receiving the same salary element.
Glossary 14
Scheduled Enrollment A benefits plan enrollment that takes place during a predefined enrollment period, such as an open enrollment. Scheduled enrollments can be administrative, open, or unrestricted. Security Group Security groups enable HRMS users to partition data by Business Group. Only used for Cross Business Group Responsibility security. See also: Responsibility, Security Profile, User Profile Options Security Profile Security profiles control access to organizations, positions and employee and applicant records within the Business Group. System administrators use them in defining users responsibilities. See also: Responsibility Self Appraisal Part of the SSHR Appraisal function. This is an appraisal undertaken by an employee to rate their own performance and competencies. SMP See: Statutory Maternity Pay Social Insurance Number (SIN) A unique number provided by Human Resources Development Canada (HRDC) to each person commencing employment in Canada. The number consists of 9 digits in the following format (#########). Source Deductions Return (TP 1015.3) A Ministere du Revenu du Quebec form which each employee must complete. This form is used by the employee to reduce his or her taxable income at source by claiming eligible credits and also provides payroll with such important information as current address, birth date, and SIN. These credits determine the amount of provincial tax to withhold from the employees wages.
Special Information Types Categories of personal information, such as skills, that you define in the Personal Analysis key flexfield. SSHR Oracle SelfService Human Resources. An HR management system using an intranet and web browser to deliver functionality to employees and their managers. SSP See: Statutory Sick Pay SSP Qualifying Pattern In the UK, an SSP qualifying pattern is a series of qualifying days that may be repeated weekly, monthly or some other frequency. Each week in a pattern must include at least one qualifying day. Qualifying days are the only days for which Statutory Sick Pay (SSP) can be paid, and you define SSP qualifying patterns for all the employees in your organization so that their entitlement to SSP can be calculated. Standard Link Recurring elements with standard links have their element entries automatically created for all employees whose assignment components match the link. See also: Element Link, Recurring Elements Statement of Commissions and Expenses for Source Deduction Purposes (TP 1015.R.13.1) A Ministere du Revenu du Quebec form which allows an employee who is paid partly or entirely by commissions to pay a constant percentage of income tax based on his or her estimated commissions for the year, less allowable business expenses.
Glossary 15
Statement of Remuneration and Expenses (TD1X) In Canada, the Statement of Remuneration and Expenses allows an employee who is paid partly or entirely by commission to pay a constant percentage of income tax, based on his or her estimated income for the year, less business-related expenses. Statutory Maternity Pay In the UK, you pay Statutory Maternity Pay (SMP) to female employees who take time off work to have a baby, providing they meet the statutory requirements set out in the legislation for SMP. Standard HRMS Security The standard security model. Using this security model you must log on as a different user to see a different Business Group. See: Multiple Responsibility Security Statutory Sick Pay In the UK, you pay Statutory Sick Pay (SSP) to employees who are off work for four or more days because they are sick, providing they meet the statutory requirements set out in the legislation for SSP. Succession Planning An SSHR function which enables a manager to prepare a succession plan. Suitability Matching An SSHR function which enables a manager to compare and rank a persons competencies.
Task Flows A sequence of windows linked by buttons to take you through the steps required to complete a task, such as hiring a new recruit. System administrators can create task flows to meet the needs of groups of users. Terminating Employees You terminate an employee when he or she leaves your organization. Information about the employee remains on the system but all current assignments are ended. Termination Rule Specifies when entries of an element should close down for an employee who leaves your enterprise. You can define that entries end on the employees actual termination date or remain open until a final processing date. Tips An SSHR user assistance component that provides information about a field.
U
User Assistance Components SSHR online help comprising tips and instructions. User Balances Users can create, update and delete their own balances, including dimensions and balance feeds. See also: Balances User Profile Options Features that allow system administrators and users to tailor Oracle HRMS to their exact requirements. See also: Responsibility, Security Profile
T
Tabbed Regions Parts of a window that appear in a stack so that only one is visible at any time. You click on the tab of the required region to bring it to the top of the stack.
Glossary 16
V
Viewer (SSHR) A person with view only access to an appraisal. An appraising manager or an employee in a 360 Degree Self appraisal can appoint view only access to an appraisal. WCB Account Number In Canada, this is the account number of the provincially administered Workers Compensation Board that the employer would use to make remittances. There would be a unique number for each of the provincially controlled boards i.e. Workplace Safety & Insurance Board of Ontario, CSST, etc. Waiting Days In the UK, statutory Sick Pay is not payable for the first three qualifying days in period of incapacity for work (PIW), which are called waiting days. They are not necessarily the same as the first three days of sickness, as waiting days can be carried forward from a previous PIW if the linking interval between the two PIWs is less than 56 days.
Work Choices Also known as Work Preferences, Deployment Factors, or Work Factors. These can affect a persons capacity to be deployed within an enterprise, such willingness to travel or relocate. You can hold work choices at both job and position level, or at person level. Workers Compensation Board In Canada, this is a provincially governed legislative body which provides benefits to employees upon injury, disability, or death while performing the duties of the employer. Workers Compensation Board premiums are paid entirely by the employer. Workflow An Oracle application which uses charts to manage approval processes and in addition is used in SSHR to configure display values of sections within a web page and instructions. Work Structures The fundamental definitions of organizations, jobs, positions, grades, payrolls and other employee groups within your enterprise that provide the framework for defining the work assignments of your employees.
Glossary 17
Glossary 18
Index
A
add a reminder, 1 57 add a reminder to a Workflow process, 1 57 Adding an Offer Letter Paragraph, 1 77 Apply for a Job, 1 60 Apply for a Job Workflow, 1 17 Appraisals, 1 60 Approval Process, 1 3 Approvers, 1 4 Configuring display values, 1 65 Copying the original workflow item type, 1 53 Customizing the Candidate Offer Letter Program, 1 80
D
date of birth and national identifier workflow attributes, 1 67 Defining , Logos, 1 7, 1 47 Defining and Maintaining Generic Offer Profile Categories, 1 76 Defining and Maintaining Questions for an Offer Profile, 1 86 Defining and Modifying a New Offer Profile, 1 74 Defining your email address, 1 64 Deleting an Offer Letter Paragraph, 1 79 Deleting Generic Offer Profile Categories, 1 90 Deleting Questions from an Offer Profile, 1 89 display Ticklers on a web page, 1 59 Displaying Ticklers on a web page, 1 59
C
Candidate Offer approval processes, 1 69 Candidate Offer offer letters, 1 71 Candidate Offer profile, 1 75 candidate offer profile, 1 75 Candidate Offers (SSHR), 1 23 Candidate Offers Workflow Approvals Process, 1 26 Check boxes and Radio Buttons, 1 50 Collecting information, 1 49 Configuring a Workflow Error Process, 1 48 Configuring approvals processes, 1 60 Configuring Candidate Offer approval processes, 1 69 Configuring date of birth and national identifier workflow attributes, 1 67
Index 1
E
Editing and locating User Assistants, 1 51 Editing Instructions, 1 51 Editing Tips, 1 51 Email address, 1 64 Embedding URLs in Notifications, 1 62 Employees, 1 4 Enroll in a Class, 1 60 Enroll in a Class approvals process, 1 54 Enroll in a Class Workflow, 1 18 Enrollment Statuses Cancelled, 1 19 FULL, 1 19 PLACED, 1 19 PLANNED, 1 19 WAITLISTED, 1 19
L
Line Managers, 1 4 Locating User Assistants, 1 51 Logo, 1 47
M
Managerial Approval, 1 18 Managing Future Dated Changes and the Approvals Process, 2 3 Messaging, 1 3 Modifying an Offer Letter Paragraph, 1 78 Modifying Next and Final Approvers , 1 62 Modifying Questions for an Offer Profile, 1 88
F
Field and Radio Button Text Names, 1 7 Functions (SSHR), 1 9
N
National Address Style, 2 20 New Offer Profile, 1 74 Notifying Specific Approvers, 1 62
H
HR Professionals, 1 4 HR_APPLY _FOR_JOB_WEB, 2 16 HR_PERSON_SEARCH, 2 16 HR_PERSONAL_INFORMATION, 2 16 HR_SUIT_MATCH, 2 16 HR_VIEWS, 2 16 HTML Forms, 1 49
O
Oracle SelfService Human Resources Overview, 1 6 Oracle Workflow, 1 2 Oracle Workflow Attributes, Apply for a Job , 2 22 OTA_ENROLL_IN_CLASS, 2 16 Overview, 1 6
I
Implementing Oracle HRMS, setup steps, 2 2 to 2 4 Including images in Tips and Instructions, 1 51 Initializing Routing of Notifications , 1 62
P
PER_APPRAISALS_COMMON_R, 2 16 PER_ASSESSMENT_REGION, 2 16 PER_CM_PROMPTS, 2 16 PER_PARTICIPANTS_GPAPR, 2 16
Index 2
Implementing Oracle SelfService (SSHR)
PER_PARTICIPANTS_PAR, 2 16 PER_QUESTIONNAIRES_PROMPTS, 2 16 Personal Information, 1 60 Professional Information, 1 60 Pulldown Menus, 1 50
Q
Questionnaires, 1 68
Setting Up Suitability Matching, 1 34 Setting Up the Candidate Offer background workflow, 1 73 Setting Up User Assistants, 1 35 SSHR canvas, page and source file names, 1 42 SSHR For Oracle US Federal Users, 1 7 Supervisor Settings, 1 32
T R
Reminders, 1 57 Text Entry Areas, 1 49 Ticklers, 1 57 Configuring display on a Web page, 1 59 Training Administrator Approval, 1 19
S
Scrollboxes, 1 50 Seeded Self Service Responsibilities, 1 20 Setting Up Apply for a Job, 1 32 Setting Up Appraisals and Questionnaires, 1 30 Setting up Candidate Offer offer letters, 1 71 Setting Up Candidate Offers, 1 41 Setting Up Employee Histories, 1 40 Setting Up Enroll in a Class, 1 33 Setting Up Personal and Professional Information, 1 36 Setting Up SSHR Searches, 1 38 Setting Up Succession Planning, 1 37
U
Update functions Employee, 1 20 line manager, 1 21 User Assistance Components, Loading , 1 55 User assistant table:, 1 42
W
Windows, default navigation paths, A 2 Workflow (SSHR), 1 12
Index 3
Index 4
Implementing Oracle SelfService (SSHR)
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RELEASE 11i December 1999

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PLANNED CANCELLED WAITLISTED PLACED FULL