115 Sshrig

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.
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Contents
Preface
Chapter 1
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
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) . . . . . . . . . . . . . . . . .
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xiii
xiv
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) . . . . . . . .
ii Implementing Oracle SelfService Human Resources (SSHR)
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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
iii
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:
vi
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
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.
Preface
vii
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.
viii
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.
Preface
ix
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.
Preface
xi
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.
xii
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.
Preface
xiii
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.
xiv
CHAPTER
Business Requirements,
Solutions and
Procedures
Business Requirements, Solutions and Procedures
11
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.
12
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.
13
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.
14
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.
15
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
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.
16
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
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
Function
Employee Direct Access
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.
17
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.
18
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.
19
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:
1 10
Training History
Job Application History
Employment History
Absence History
Salary History
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.
1 11
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:
1 12
Appraisals
Apply for a Job
Enroll in a Class
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.
1 13
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.
1 14
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.
1 15
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.
1 16
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.
1 17
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.
1 18
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.
1 19
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:
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
1 20
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
1 21
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:
1 22
Employment History
Application History
Salary History
Absence History
Training History
Succession Planning
Enroll in a Class
Professional Details
Appraisal
Questionnaire Administration
View Notification
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.
1 23
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.
1 24
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
1 25
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:
1 26
Initialize Offer
Obtain Offer Approval
Process Offer
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.
1 27
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
1 28
Bypass the Next Approver: A flag to signal that the next

approver has given verbal approval and can be skipped in the
approval chain
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.
1 29
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
2.
Configure the Appraisal approvals process. See: Configuring

Approvals Processes (SSHR): page 1 60
3.
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:
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.
1 30
Review the user assistance components supplied and make any

changes appropriate to your implementation. See: Setting Up User
Assistance Components (SSHR): page 1 35
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
1 31
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
2.

3.
Regions Window, to the HR_APPLY_FOR_JOB_WEB region fields.
See: Web Applications Dictionary, Oracle SelfService Web
Applications Implementation Manual, Release 11
4.
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
7.
Configure the Apply for a Job approvals process. See: Configuring

8.
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.
1 32
Create an opening or vacancy using the Requisition and Vacancy

Window. See: Raising a Requisition for a Vacancy, Managing People
Using Oracle HRMS
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.
values for the Lookup Type, OTA_ENROLL_CLASS_DATE. See:
Setting Up Searches (SSHR): page 1 38
3.

4.
Regions Window, to the fields in the OTA_ENROLL_CLASS_DATE
region. See: Web Applications Dictionary, Oracle SelfService Web
5.
If you have not implemented competence management you should

set the HR:Display Skills/Competencies profile option to No. See: .
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
7.
Decide how users must enroll into a Class: Configuring the Enroll
in a Class Enrollment Process (SSHR): page 1 54
8.
Configure the Enroll in a Class approvals process. See: Configuring

9.
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.
1 33
Setting Up Suitability Matching (SSHR)

"
1 34
To set up selfservice suitability matching:

1.
values for the Lookup Type, PER_TIME_SCALES. See: Setting Up
Searches (SSHR): page 1 38
2.

3.
Window, to the HR_SUITABILITY_MATCH% region fields. See:
Web Applications Dictionary, Oracle SelfService Web Applications
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
2.
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
1 35
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
1 36
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
3.
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,
4.

5.
Regions Window, to the HR_PERSONAL_INFORMATION region
fields and HR_PROFESSIONAL_INFORMATION region fields.
See: Web Applications Dictionary, Oracle SelfService Web
6.
Consider whether web pages need links or messages, and if so, set
up reminders. See:Configuring SSHR Reminders (SSHR): page
1 57
Setting Up Succession Planning (SSHR)

"
To set up selfservice succession planning:

1.

2.
Regions Window, to the HR_SUCCESSION_PLANNING region
fields. See: Web Applications Dictionary, Oracle SelfService Web
1 37
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.
1 38
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:
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
1 39
Setting Up Employee Histories (SSHR)

"
1 40
To set up selfservice employee histories:

1.

2.
Regions Window, to the HR_VIEWS region fields. See: Web
Applications Dictionary, Oracle SelfService Web Applications
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
2.
Set up the background workflow engine. See: Setting Up the

Candidate Offers Background Workflow Engine (SSHR): page
1 73
3.
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
4.
Consider the predefined candidate offer profile categories for

hiring candidates and configure. See:
5.
6.
Setting Up a Candidate Offer Profile (SSHR): page 1 75
Defining and Modifying a New Offer Profile (SSHR): page 1 74
Define offer profile categories. See:
Defining and Maintaining New Offer Profile Question Categories

(SSHR): page 1 76
Deleting Offer Profile Question Categories (SSHR): page 1 90
Define offer profile questions. See: Defining New Questions for an

Offer Profile (SSHR): page 1 86
1 41
SSHR Canvas, Page and Source File Names (SSHR)

You can enhance the following SSHR web pages with reminders and
ticklers and user assistants.
1 42
Source File:
Canvas Name:
Page Name:
hrt00000.htm
display_advanced_search_appl
Advanced Search Applicant
hrt00001.htm
display_advanced_search_emp
Advanced Search Employee
hrt00002.htm
display_person_search_results
Person Search Results
hrt00003.htm
display_simple_search
Simple Person Search
hrt00004.htm
PERINFO_BASIC_DETAILS_TOC
Personal Information Basic

Details Screen
hrt00005.htm
PERINFO_CONTACTS_FORM
Contacts Screen
hrt00006.htm
PERINFO_CONTACTS_REVIEW
Personal Information Review

Contacts Screen
hrt00007.htm
PERINFO_MAIN_ADDRESS_TOC
Personal Information Main

Address Screen
hrt00008.htm
PERINFO_SECONDARY_ADDRESS_TOC
Secondary Address Screen
hrt00009.htm
PERINFO_MADDR_CORRECTION_FORM
Personal Information Correct

Main Address Screen
hrt00010.htm
PERINFO_SADDR_CORRECTION_FORM
Personal Information Correct

Secondary Address Screen
hrt00011.htm
PERINFO_PHONES_FORM
Personal Information Telephone
hrt00012.htm
PERINFO_MADDR_CHANGE_FORM
Personal Information Change

Main Address Screen
hrt00013.htm
PERINFO_SADDR_CHANGE_FORM
Personal Information Change

Secondary Address
hrt00014.htm
PERINFO_OVERVIEW
Personal Information Overview Screen
hrt00015.htm
PERINFO_BASIC_DETAILS_REVIEW

Basic Details Screen
hrt00016.htm
PERINFO_BASIC_DETAILS_REVIEW

Basic Details Screen
Source File:
Canvas Name:
Page Name:
hrt00017.htm
PERINFO_BASIC_DETAILS_FORM
Personal Information Basic

Details Screen
hrt00018.htm
PERINFO_ADD_CONTACTS_FORM
Personal Information Add

Contacts Screen
hrt00019.htm
PERINFO_ADDRESS_REVIEW

Address Screen
hrt00020.htm
PERSON_SEARCH_TREE_FORM
Personal Information Search

Screen
hrt00021.htm
person_search_work_list
Work List For Person Search
hrt00022.htm
SHOW_Details_Page_CF
Show Details Screen
hrt00023.htm
SHOW_Search_Page_CF
Show Search Screen
hrt00024.htm
HR_PROF_OVERVIEW_QUA_INS
Education and Qualifications

Overview Screen
hrt00025.htm
HR_PROF_OVERVIEW_AWARD_INS
Other Professional Awards

Overview Screen
hrt00026.htm
HR_PROF_ADD_QUA_INS

Add Qualifications Screen
hrt00027.htm
HR_PROF_ADD_AWARD_INS

Add Awards Screen
hrt00028.htm
HR_PROF_UPDATE_QUA_INS

Update Qualifications
Screen
hrt00029.htm
HR_PROF_UPDATE_AWARD_INS

Update Awards Screen
hrt00030.htm
HR_PROF_QUALIFICATION_WEB
Field Tip
hrt00031.htm
RESUME_FORM
Resume Screen
hrt00032.htm
VIEW_RESUME
View Resume Screen
hrt00033.htm
HR_PROF_REVIEW_QUA_INS

Review Qualifications Screen
hrt00034.htm
HR_PROF_REVIEW_AWARD_INS

Review Awards Screen
hrt00035.htm
HR_PROF_QUA_ADD_SUB_INS
Education and Qualification

Add Qualification Subject
Screen
1 43
1 44
Source File:
Canvas Name:
Page Name:
hrt00036.htm
HR_PROF_AWARD_ADD_SUB_INS

Add Awards Subject Screen
hrt00037.htm
HR_PROF_QUA_UPDATE_SUB_INS

Update Qualifications Screen
hrt00038.htm
HR_PROF_AWARD_UPDATE_SUB_INS

Update Awards Subject
Screen
hrt00039.htm
HR_PROF_QUALIFICATION_WEB
Field Tip
hrt00040.htm
HR_PROF_VIEW_QUA_INS

View Qualifications Screen
hrt00041.htm
HR_PROF_VIEW_AWARD_INS

View Awards Screen
hrt00042.htm
HR_PROF_VIEW_PENDING_QUA_INS

View Awards Pending
Approval Screen
hrt00043.htm
HR_PROF_VIEW_PENDING_AWARD_INS

View Awards Screen
hrt00044.htm
WORK_PREFERENCES_FORM
Work Preferences Screen
hrt00045.htm
VIEW_WORK_PREFERENCES
View Work Preferences
hrt00046.htm
update_competence_form
Update an Existing
Competence
hrt00047.htm
upgrade_competence_form
Upgrade an Existing
Competence
hrt00048.htm
add_competence_form
Add a new Competence
hrt00049.htm
competence_pending_aprv_form
View Pending Approval
hrt00050.htm
display_competence_upd_option
Update Option for changing

an existing Competence
hrt00051.htm
competence_overview_form
Competence Profile
Overview
hrt00052.htm
review_competence_change_form
Review Changes
hrt00053.htm
HR_VIEW_COMPETENCE_ONLY_FORM
View Only Competence Form
hrt00054.htm
HR_EXPIRED_COMPETENCE_FORM
View Expired Competencies
Source File:
Canvas Name:
Page Name:
hrt00055.htm
PRFINFO_MENU
Menu
hrt00056.htm
HR_SUIT_MATCH_RANK_PEOPLE_FORM
Suitability Matching People

Rank Screen
hrt00057.htm
FATAL_ERROR
Fatal Error Screen
hrt00058.htm
PERINFO_VIEW_FUTURE_CHANGES
Personal Information View

Future Changes Screen
hrt00059.htm
PERINFO_VIEW_PENDING_APPROVAL
Personal Information View

Pending Approval Screen
hrt00060.htm
UPDATE_PERSON_SUCCESSION_POSITION
Update Succession Screen
hrt00061.htm
UPDATE_POSITION_SUCCESSOR
Update Successor Screen
hrt00062.htm
hr_util_skill_web_inst
Skill Instruction
hrt00063.htm
hr_util_skill_web_tip
Skill Tip
hrt00064.htm
hr_apply_for_job_search_tip
Apply for Job Search Tip
hrt00065.htm
hr_apply_for_job_update_tip
Apply for Job Update Tip
hrt00066.htm
hr_apply_for_job_app_tip
Apply for Job Approval Tip
hrt00067.htm
hr_util_skill_web_inst
Skill Instruction
hrt00068.htm
UPDATE_PERSON_SUCCESSION_POSITION
Update Person Succession

Position
hrt00069.htm
UPDATE_POSITION_SUCCESSOR
Update Successor Position
hrt00070.htm
HR_SUCC_PLAN_SUB_MENU
Succession Plan Menu
hrt00071.htm
DISP_POSITION_SUCCESSORS
Display Successor Positions
hrt00072.htm
DISP_PERSON_SUCCESSION_POSITIONS
Display Succession Positions
hrt00073.htm
VIEW_PERSON_SUCCESSION_POSITIONS
View Succession Positions
hrt00074.htm
VIEW_POSITION_SUCCESSORS
View Successor Positions
hrt00075.htm
wsqst00
Questionnaire
Administration Submenu
screen
hrt00076.htm
wsqst01
Questionnaire
Administration HTML
Entry screen
1 45
1 46
Source File:
Canvas Name:
Page Name:
hrt00077.htm
wsqst02
Questionnaire
Administration Preview
screen
hrt00078.htm
wsqst03
Questionnaire
Administration
Confirmation screen
hrt00079.htm
wsqst04
Questionnaire
Administration List screen
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.
Create a logo for your enterprise.
2.
Save the logo as a .gif and name it FNDLOGHR.gif.
3.
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.
1 47
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:
2.
Change the text of the error message by editing the SelfService HR

System Error Message:
1 48
HR_STANDARD_ERROR_PRC
HR_SYSTEM_ERROR_MSG
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>
1 49
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>
1 50
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.
1 51
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
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
1 52
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.
Open WorkFlow Builder.
2.
Copy the Human Resources Self Service Application Item Type

from the Object Navigator.
3.
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.
5.
Change the Item Type:
Internal Name
Display Name
Description
Click OK, and cancel any messages that may appear.
1 53
Configuring the Enroll in a Class Enrollment Process (SSHR)

You need to configure an enrollment process with one of four seeded
approval modes.
"
To configure the Enroll in a Class Approvals process:

1.
Open Workflow Builder.
2.
Open your configured HRSSA item type.
3.
Select Attributes.
4.
Select the Enroll in a Class Delegate Enrollment Status attribute to

open the Oracle Workflow Navigator Control Properties form.
5.
Select the Attribute tab and in the Default Value region and select
one of the four approval modes:
6.
1 54
Managerial Approval
Managerial Approval with Training Administrator
Self Booking
Training Administrator
Select OK.
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
Description and Notes to consider
username
username
Username of the database account
password
password
Password for the database account
database
database
Connect string for the database (optional)

If this parameter is omitted the default is
used
file
filename
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.
batch
directory
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.
mode
mode
Upload mode (UPDATE, NOUPDATE, or

DELETE)
The mode parameter controls what happens to
existing tips when new files are uploaded.
language
language
Language of the tip file
1 55
Parameter
Description and Notes to consider
bg
business group
Business group of the data (optional)
log
logfilename
Log file (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.
If no logfile parameter is specified, output

from the loader program is sent to the screen.
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.
1 56
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.
Open your configured Human Resources Self Service Application

Item Type.
3.
Select Processes.
4.
Select the function name process activity and double click to

display the diagram in the Processes window.
5.
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.
A Control Properties dialog will open where you can choose to

include a hypertext link or a Workflow process.
7.
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.
1 57
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
URL
TICKLER_TYPE_VALUE
http://www.your_enterprise.com/index.html
DISPLAY_SEQUENCE
TICKLER_DISPLAY_TEXT
Click $$TICKLER_VALUE$$ to return to the HR homepage
TICKLER_VALUE_TEXT
here
TICKLER_VALUE_DISPLA
Y_TYPE
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.
1 58
Activity Attribute:
Value:
TICKLER_TYPE
URL
TICKLER_TYPE_VALUE
http://www.your_enterprise.com/index.html
DISPLAY_SEQUENCE
TICKLER_DISPLAY_TEXT
Click $$TICKLER_VALUE$$ to return to the HR homepage
TICKLER_VALUE_TEXT
here
TICKLER_VALUE_DISPLA
Y_TYPE
Button
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.
1 59
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
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
1 60
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
1 61
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.
1 62
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.
1 63
Defining Your Enterprises Email Addresses (SSHR)

You must set up your enterprises email addresses.
"
To change your SSHR email address:

1.
Open the Oracle Workflow Builder.
2.
Open your configured Human Resources Self Service Application

Item Type.
3.
Select Attributes.
4.
Select each of the following, in turn, and enter the appropriate

email address in the Default Value field:
5.
1 64
HR Dept Email ID
Training Administrator
Recruitment Supervisor
Save your work.
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.
Open Human Resources Self Service Application Item Type.
3.
Double click the chosen workflow process in the workflow

Navigator.
4.
Double click the function activity from the workflow diagrammer.
5.
Select sections you want to configure from the Attribute Values tab.
6.
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.
1 65
1 66
8.
Edit the Default Value field.
9.
Save your work.
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.
Open Human Resources Self Service Application Item Type.
3.
Double click the Personal information workflow process in the

workflow Navigator.
4.
Double click Maintain Personal Information function activity from

the workflow diagrammer.
5.
Select the information sections you want to configure from the

Attribute Values tab:
6.
7.
NATIONAL_IDENTIFIER
DATE_OF_ BIRTH
Select one of the display item attributes for the personal

information sections:
Yes
No
Save your work.
1 67
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
1 68
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.
1 69
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.
1 70
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
1 71
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
1 72
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.
1 73
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.
Click the New icon to display the Profiles table used for defining a
new offer profile.
2.
Enter a unique profile name for the profile.
3.
Enter a description of the profile.
4.
Save your work.
To modify an offer profile:

1.
Click the New icon to display the Profiles table used create,
maintain and delete offer profiles.
2.
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.
1 74
Save your changes.
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.
Define the offer profile and assign a unique name and description.
2.
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.
3.
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.
1 75
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.
Select the offer profile where you want to include the new
categories from the Profiles box.
2.
Click the New button to display the Profile Categories table you
use to create new categories for a profile.
3.
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.
Specify any further categories you want to include in the profile.

You can add up to three new categories at a time.
5.
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.
1 76
When you have finished, click the Save button to delete the
categories you have marked.
Adding an Offer Letter Paragraph (SSHR)

Use the Update Letter Text page to add an offer letter paragraph.
"
To add an offer letter paragraph:

1.
Click the New button to display the Offer Letter Text table for
creating new text paragraphs.
2.
Enter a unique number for the text paragraph.
3.
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.
1 77
Modifying an Offer Letter Paragraph (SSHR)

Use the Update Letter Text page to modify an offer letter paragraph.
"
To modify an offer letter paragraph:

1.
Find the text paragraph you want to modify.
2.
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.
3.
1 78
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.
Save your changes.
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.
Find the question you want to delete.
2.
Click the Delete box at the end of the fields that define the
paragraph. The paragraph is marked for deletion.
3.
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.
1 79
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.
1 80
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
if para_no(j) = 25 then
htp.p(body_text(j));
1 81
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 **************/
if question(i) = CAR_PLAN and
answers(i) = Standard Car Plan $5400 yearly/$450 monthly then
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/$600 monthly then
if para_no(j) = 16B then
htp.nl;
htp.nl;
htp.p((body_text(j)));
exit;
1 82
end if;
end loop;
exit;
end if;
end loop;
Generating Dependent Multiple Paragraphs
Dependent multiple paragraphs are permutations of paragraphs or
sentences dependent on answers to one or more questions. The
answers are read into variables the procedure examines to determine
what paragraphs need to be inserted in the offer letter. The example
below shows answer values being read into local variables.
Sub procedures are used to validate the amount values before the
values are assigned to the variables.
Example:
/******* TO WORK THE DRAW FIRST READ ALL THE ANSWERS IN
TO VARIABLES ******/
if question(i) = NON_RECOVERABLE_DRAW then
NON_RECOVERABLE_DRAW := answers(i);
elsif question(i) = NON_RECOVERABLE_DRAW_MONTHS then
NON_RECOVERABLE_DRAW_MONTHS := answers(i);
elsif question(i) = NON_RECOVERABLE_DRAW_AMOUNT then
begin
l_sub_str1 := replace(answers(i),,,);
l_sub_str1 := replace(l_sub_str1,$,);
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;
1 83
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.
1 84
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
1 85
Defining New Questions for an Offer Profile (SSHR)

Use the Update Profile Categories page to define new questions for an
offer profile.
"
1 86
To define new questions for an offer profile:

1.
Select a profile from the Profiles box.
2.
Click the Show Categories button to display the Profile Categories

table. This shows all the question categories for the selected profile.
3.
Find the question category to which you want to add the new
questions.
4.
Click on Questions in the Details column to display the Update

Profile Questions page.
5.
Click the New icon to display the Profile Questions table you use to
add new questions to a profile.
6.
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.
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.
Save your work.
8.
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.
1 87
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.
Select the profile that includes the question(s) you want to modify.
2.
Find the question category that includes the question(s) you want
to modify.
3.
Click on Questions in the Detail column to display the Update

4.
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.
1 88
5.
Save your changes.
6.
To modify questions for another category, navigate back to the

Update Profile Categories page, select another category, then
modify the questions for that category.
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.
Select the profile you want to delete questions from in the Profiles
box.
2.
Find the question category that includes the question(s) you want
to delete.
3.
Click on Questions in the Detail column to display the Update

4.
Click the corresponding Delete box for each question you want to
delete. This marks the question for deletion.
5.
Click the Save icon to delete the questions you have marked.
6.
To delete questions from another category, navigate back to the

Update Profile Categories page, select another category then delete
the questions.
1 89
Deleting Offer Profile Question Categories (SSHR)

Use the Update Profile Categories page to delete generic offer profile
question categories.
"
1 90
To delete generic question categories:

1.
Click the corresponding Delete box for each category you want to
delete. This marks the categories for deletion.
2.
Click the Save button to delete the categories you have marked.
CHAPTER
Implementation
Checklist and Steps
Implementation Checklist and Steps
21
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
22
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.
23
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.
24
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.
25
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.
26
Figure 2 1Implementation Flowchart for Oracle SSHR 1
27
Figure 2 2Implementation Flowchart for Oracle SSHR 2
28
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
29
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
2 10
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.
2 11
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.
2 12
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
2 13
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
2 14
The following functions have web page sections you can configure:
Appraisals
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
2 15
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
2 16
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.
2 17
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
2 18
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
2 19
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:
2 20
Header Details
Performance Details
Objective Details
Assessment Templates
Reviewer Details
Questionnaires
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.
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.
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
2 21
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.
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
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
2 22
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
2 23
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
2 24
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
2 25
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
2 26
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
2 27
2 28
APPENDIX
Windows and Reports
Windows and Reports
A1
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
1.
Choose People > Enter and Maintain in the Navigator.
2.
Choose the Others button and select Absence.
Or:
1.
Choose Fastpath > Absence in the Navigator.
2.
In the resulting Find window, query the person.
Absence Attendance Type

H
Choose Total Compensation > Basic > Absence Types in the

Navigator.
Accrual Bands
1.
Choose Total Compensation > Basic > Accrual Plans in the

Navigator.
2.
Enter or query an accrual plan name.
3.
Choose the Accrual Bands button.
Accrual Plans
H

Navigator.
Accruals
A2
1.
Choose View > Employee Accruals in the Navigator.
2.
Run a query in the Assignments Folder window.
3.
Select an employee assignment and choose the Accruals button.
Or:
1.
Choose Fastpath > Accruals in the Navigator.
2.
Action Types
1.
Choose Total Compensation > Programs and Plans > Plan

Enrollment Requirements in the Navigator.
2.
Query or enter a plan.
3.
Choose the Actions button.
Activity Rate
1.
Choose Total Compensation > Rates/Coverage Definitions > Flex

Credits in the Navigator.
2.
Query a compensation object.
3.
Choose the Activity Rate button.
Activity Variable Rates and Rules

1.

2.
3.
Choose the Variable Rates button.
Actual Premiums
H
Choose Total Compensation > Rates/Coverage Definitions >

Actual Premiums in the Navigator.
Address
1.
2.
Enter or query a person.
3.
Choose the Address button.
Or:
1.
Choose Fastpath > Address in the Navigator.
2.
Windows and Reports
A3
Adjust Balamce (Payroll only)

1.
2.
Enter or query an employee.
3.
Choose the Assignment button.
4.
Choose the Others button and select Adjust Balance.
Or:
1.
Choose Fastpath > Adjust Balances in the Navigator.
2.
Advanced Criteria
1.
Choose Benefits Extract > Criteria Definition in the Navigator.
2.
Query or enter a criteria definition and choose the Advanced tab.
3.
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.
Enter or query an applicant.
3.
Choose the Others button and select Application.
4.
Choose the Interview button.
Application
A4
1.
2.
Enter or query an applicant.
3.
Or:
1.
Choose Fastpath > Application in the Navigator.
2.
Application Utilities Lookups

1.
Choose Other Definitions > Lookup Tables in the Navigator.
2.
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
1.
2.
3.
Or:
1.
Choose Fastpath > Assignment in the Navigator.
2.
Assignment Budget Values

1.
2.
Enter or query an applicant or an employee.
Windows and Reports
A5
3.

For an applicant:
Choose the Budgets button.
For an employee:
Choose the Others button and select Budget Values.
Or:
1.
Choose Fastpath > Assignment Budget in the Navigator.
2.
Assignment Criteria
1.
Choose Payroll > Assignment Set in the Navigator.
2.
Enter or query an assignment set.
3.
Choose the Criteria button.
Assignment History
H
Choose View > Histories > Employee Assignment in the

Navigator.
Assignment Processes
1.
Choose View > Payroll Process Results in the Navigator.
2.
Enter or query a payroll process.
3.
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
A6
Choose View > Lists > Assignment Folder in the Navigator.
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.
Enter or query a balance.
3.
Choose the Classifications button.
Balance Dimensions (Payroll only)

1.
2.
Enter or query a balance.
3.
Choose the Dimensions button.
Balance Feed Control

1.
Choose Total Compensation > Basic > Element Description in the

Navigator.
2.
Enter or query an element.
3.
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.

Navigator.
2.
3.
Choose the Balance Feeds button.
Batch Assignment Entry

1.
Choose Mass Information eXchange: MIX > Batch Element Entry in

the Navigator.
2.
Enter or query a batch header.
3.
Choose the Assignment Lines button.
Windows and Reports
A7
Batch Header
H
A8

the Navigator.
Batch Lines
1.

the Navigator.
2.
3.
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.
Query a plan.
3.
Choose the Designations tab.
4.
Choose the Beneficiary tab.
5.
Choose the Certifications button.
Benefits Balances
H
Choose Total Compensation > General Definitions > Additional

Setup > Benefits Balances in the Navigator.
Benefits Group
H

Eligibility/Rate Factors > Benefits Group in the Navigator.
Benefits Pools (Advanced Benefits Only)

H

Rate/Coverage Definitions > Benefits Pools in the Navigator.
Benefits Service Center (Advanced Benefits Only)

H
Choose People > Benefits Service Center in the Navigator.
Windows and Reports
A9
Book Events
1.
2.
Enter or query an employee or applicant.
3.
Choose the Others button and select Bookings.
Budget
H
Choose Work Structures > Budget in the Navigator.
Budget Value Defaults

1.
Choose Work Structures > Organization > Description in the

Navigator.
2.
Enter or query a Business Group.
3.
Choose the Others button and select Budget Value Defaults.
Budgetary Calendar
H
Choose Work Structures > Budget Calendar in the Navigator.
Business Group Information

1.

Navigator.
2.
Enter or query a Business Group.
3.
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.
Choose the General tab.
4.
Choose the Plan or Option tab.
5.
Change Event Log

H
A 10
Choose Mass Information eXchange > System Extract > Change

Event Log in the Navigator.
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.
Choose Other Definitions > Table Structure in the Navigator.
2.
Enter or query a table.
3.
Choose the Columns button.
Communication Delivery Methods

H
Choose Fastpath > Personal Delivery Method in the Navigator.
Communication Types
H

Setup > Communication Types in the Navigator.
Communication Type Children

1.

2.
Query a communication type kit.
3.
Choose the View Children button.
Communication Type Delivery Methods

1.

2.
Query or enter a communication type.
3.
Choose the Delivery button.
Communication Type Triggers

1.

2.
3.
Choose the Triggers button.
Windows and Reports
A 11
Communication Type Usages

1.

2.
3.
Choose the Usages button.
Competence Profile
1.
2.
3.
Choose the Others button and select Competence Profile.
Or:
1.
Choose Fastpath > Competence Profile in the Navigator.
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
1.
2.
3.
Choose the Others button and select Contact.
Or:
A 12
1.
Choose Fastpath > Contact in the Navigator.
2.
Contract
1.
2.
3.
Choose the Others button.
4.
Choose Contracts.
Or:
1.
Choose Fastpath > Contracts in the Navigator.
2.
Control Totals
1.

the Navigator.
2.
Choose the Totals button.
Conversion Rate Types

H
Choose Payroll > Currency Types in the Navigator.
Costing
1.
2.
3.
4.
Choose the Others button and select Costing.
Or:
1.
Choose Fastpath > Costing in the Navigator.
2.
Costing Information
1.

Navigator.
2.
Enter or query an organization.
3.
Choose the Others button and select Costing.
Windows and Reports
A 13
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

Rate/Coverage Definitions > Coverage Calculations in the
Navigator.
Create Batch Lines

1.

the Navigator.
2.
3.
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.
Choose Total Compensation > Basic > Write Formulas in the

Navigator.
2.
Enter or query a formula.
3.
Choose the Show Items button.
DateTrack History Change Field Summary

H
Choose Tools > Datetrack History from the Tools menu.
Define Combinations
H
A 14
Choose Total Compensation > Programs and Plans >

Combinations in the Navigator.
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
H
Choose People > Total Comp Enrollment >

Dependent/Beneficiary Designation in the Navigator.
Or:
1.
Choose People > Total Comp Enrollment > Flex Program in the
Navigator.
2.
Query a person.
3.
Choose the Designees button.
Dependent Certifications
1.
Choose Total Compensation > Programs and Plans > Program

2.
Query a program.
3.
Choose the Dependent Coverage tabbed region
4.
Or:
Windows and Reports
A 15
1.

2.
Query a plan.
3.
Choose the Designations tab.
4.
Choose the Dependent tab.
5.
Dependent Change of Life Event

1.
Choose Choose Total Compensation > Programs and Plans >

Program Enrollment Requirements in the Navigator.
2.
Query a program and choose the Dependent Coverage tabbed

region.
3.
Choose the Dependent Change of Life Event button.
Or:
1.
Choose Choose Total Compensation > Programs and Plans > Plan
2.
Query a plan and choose the Designations tabbed region.
3.
4.
Dependent Change of Life Event Certification

A 16
1.

2.

region.
3.
4.
Select a life event and choose the Dependent Change of Life Event
Certifications button.
Or:
1.
2.
3.
4.
5.
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

1.

2.

region.
3.
Choose the Eligibility Profiles button.
Or:
1.
2.
3.
4.
Choose the Eligibility Profiles button.
Derived Factors
H

Eligibility/Rate Factors > Derived Factors in the Navigator.
Designation Requirements
1.
Choose Total Compensation > Programs and Plans > Options in

the Navigator.
2.
Query or enter an option.
Windows and Reports
A 17
3.
Choose the Designation Requirements button.
Or:
1.

2.
Query a plan.
3.
4.
5.
Choose the Designations button.
Edit Formula
1.

Navigator.
2.
Enter or query a formula.
3.
Choose the Edit button.
Electable Choices
1.
Choose People > Total Comp Participation
2.
Choose the Enrollment Opportunities button
3.
Choose the Electable Choices button.
Element
H

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
A 18
1.
2.
3.
4.
Choose the Entries button.
Or:
1.
Choose Fastpath > Entries in the Navigator.
2.
Element Link
H
Choose Total Compensation > Basic > Link in the Navigator.
Eligibility
1.
Choose Total Compensation > Programs and Plans > Plans in the
Navigator.
2.
3.
Choose the Plan Eligibility button.
4.
Choose the Eligibility button.
Or:
1.
Navigator.
2.
3.
Choose the Options button.
4.
Choose the Option Eligibility button.
5.
Or:
1.
Choose Total Compensation > Programs and Plans > Programs in

the Navigator.
2.
Query or enter a program.
3.
Choose the Plans and Plan Types button.
4.
Choose the Plans tab or the Plan Types tab.
5.
Choose the Participation Eligibility button.
6.
Or:
1.

the Navigator.
2.
Windows and Reports
A 19
3.
4.
Employee Assignment Processes (Payroll only)

H
Choose View > Assignment Process Results in the Navigator.
Employee Review
1.
2.
3.
4.
Choose the Others button and select Reviews.
Or:
1.
Choose Fastpath > Employee Review in the Navigator.
2.
Employee Run Result History (Payroll only)

H
Choose View > Histories > Run Results in the Navigator.
End Application
1.
2.
3.
Choose the Others button and select End Application.
Or:
1.
Choose Fastpath > End Application in the Navigator.
2.
End Employment
A 20
1.
2.
3.
Choose the Others button and select End Employment.
Or:
1.
Choose Fastpath > End Employment in the Navigator.
2.
Enrollment Action (Advanced Benefits only)

H

Setup > Enrollment Action in the Navigator.
Enrollment Opportunities
1.
2.
Choose the Enrollment Opportunities button.
Enrollment Override
H
Choose People > Total Comp Enrollment > Enrollment Override

in the Navigator.
Enrollment Rules
1.

2.
3.
Choose the Timing tab.
4.
Choose the Scheduled tab or the Life Event tab.
5.
Choose the Enrollment Rules button.
Entry Values
1.
2.
3.
4.
Choose the Entries button.
5.
Select an entry and choose the Entry Values button.
Event Bookings
H
Choose People > Events and Bookings in the Navigator.
Or:
1.
Choose Fastpath > Event in the Navigator.
Windows and Reports
A 21
2.
External/Manual Payments (Payroll only)

1.
2.
3.
4.
Choose the Others button and select External Pay.
Or:
1.
Choose Fastpath > External/Manual Payments in the Navigator.
2.
Extract Results
H
Choose Benefits Extract > Extract Results in the Navigator.
Extract Results Errors

1.
2.
Query an extract run result and choose the Errors and Warnings
button.
Extract Results Details

1.
2.
Query an extract run result and choose the Details button.
Extract Results Header and Trailer

1.
2.
Query an extract run result and choose the Header and Trailer
button.
File Layout Include Conditions
A 22
1.
Choose Benefits Extract > Layout Definition in the Navigator.
2.
Choose the File Layout tab and query or enter a file layout.
3.
Select a record and choose the Include Conditions button.
Flex Credits (Advanced Benefits only)

H

Rate/Coverage Definitions > Flex Credits in the Navigator.
Flex Program (Advance Benefits only)

H
Navigator.
Form Customization
H
Choose Security > CustomForm in the Navigator.
Formula
H

Navigator.
Formula Result Rules (Payroll only)

H
Choose Total Compensation > Basic > Formula Results in the

Navigator.
Frequency Rules (Payroll only)

1.

Navigator.
2.
3.
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

Setup > Goods and Services in the Navigator.
Windows and Reports
A 23
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

1.
2.
3.
4.
Choose the Others button and select Grade Step.
Or:
1.
Choose Fastpath > Grade Step in the Navigator.
2.
Grades
H
Choose Work Structures > Grade > Description in the Navigator.
Imputed Income
H

Rate/Coverage Definitions > Inputed Income in the Navigator.
Input Values
1.

Navigator.
2.
3.
Choose the Input Values button.
Investment Options
A 24
1.
Choose People > Total Comp Enrollment > Savings Plan in the
Navigator.
2.
Query a person.
3.
Choose the Investment Options button.
Job
H
Choose Work Structures > Job > Description in the Navigator.
Job Evaluation
1.
2.
Enter or query a job.
3.
Choose the Evaluation button.
Job Requirements
1.
2.
Enter or query a job.
3.
Choose the Requirements button.
Layout Definition
H
Life Event
1.

the Navigator.
2.
3.
Choose the Plan and Plan Types button.
4.
Choose the Plans tab or the Plan Types tab.
5.
Choose the Life Event button.
Or:
1.

the Navigator.
2.
3.
Choose the Life Event button.
Life Event Certifications

1.

2.
3.
Windows and Reports
A 25
4.
5.
Choose the Life Event Certifications button.
Life Event Reason Impact on Eligibility (Advanced Benefits)

1.
Navigator.
2.
3.
4.
Choose the Life Event Eligibility button.
Life Event Reasons (Advanced Benefits)

H

Setup > Life Event Reasons in the Navigator.
Link Input Values

1.
Choose Total Compensation > Basic > Link in the Navigator.
2.
3.
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
A 26
Choose View > Lists > Employees by Position in the Navigator.
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.
Navigator.
2.
3.
4.
Choose the Option Eligibility button.
Maintain Plan Eligibility

1.
Navigator.
2.
3.
Choose the Plan Eligibility button.
Windows and Reports
A 27
Maintain Plan Options

1.
Navigator.
2.
3.
Maintain Plan Related Details

1.
Navigator.
2.
3.
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
A 28
1.
2.
Complete the Mass Move window and save your work.
3.
Choose the Positions button.
4.
Complete the Find Positions window.
5.
Choose the Find button.
6.
Complete the Mass Move Positions window.
7.
Choose the Assignments button.
Mass Move Messages

1.
2.
3.
4.
Complete the Find Positions window and choose the Find button.
5.
Complete the Mass Move Positions window and choose the

Assignments button.
6.
Complete the Mass Move Assignments window and close it.
7.
From the Mass Move Positions window, choose the Valid Grades
button.
8.
Complete the Valid Grades window and close it.
9.
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.
Enter the name of the saved mass move in the Description field.
3.
When the Mass Move window is populated with data and the
Message button appears, choose the Message button .
Mass Move Positions

1.
2.
Complete the Mass Move window.
3.
Save your work.
4.
5.
In the resulting Find Positions window, select or enter a Source Job

and Source Position.
6.
Windows and Reports
A 29
Mass Move Valid Grades

1.
2.
3.
4.
Complete the Find Positions window.
5.
6.
Complete the Mass Move Positions window.
7.
Choose the Valid Grades button.
Mass Update of Applicants

H
Choose Recruitment > Mass Update of Applicants in the

Navigator.
Messages
1.

the Navigator.
2.
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

the Navigator.
Monitor Batch Processes (Advanced Benefits only)

H
Choose Processes and Reports > Monitor Batch Processes in the

Navigator.
Monthly Participant Premium

H
A 30
Choose People > Enrollment Process > Monthly Participant

Premium in the Navigator.
Monthly Plan or Option Premium

H
Choose Total Compensation > Monthly Premium in the Navigator.
Net Calculation Rules

1.

Navigator.
2.
Enter or query an accrual plan name.
3.
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

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.
Choose People > Total Comp Enrollment > NonFlex Program in

the Navigator.
2.
Query a person.
3.
Choose the Others button and select Other Rates.
Participant
H

Profiles > Participant in the Navigator.
Windows and Reports
A 31
Participation Eligibility Profiles

H

Profiles > Participation Eligibility Profiles
Participation Overrides (Advanced Benefits only)

H
Choose People > Total Comp Participation > Participation

Overrides in the Navigator.
Parent Organization
1.

Navigator.
2.
3.
Choose the Others button and select Parent Organization.
Payment Schedule
1.

2.
Query or enter a flex credit definition and choose the Processing

tabbed region.
3.
Choose the Payment Schedule button.
Payments
1.
Choose People > Total Comp Contribution > Record Contribution

or Distribution
2.
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
A 32
People Folder
H
Choose View > Lists > People Folder in the Navigator.
Performance
1.
2.
Enter or query an employee, and choose the Assignment button.
3.
Choose the Salary button.
4.
Choose the Performance button.
Or:
1.
2.
Enter or query an employee, and choose the Assignment button.
3.
Choose the Others button and select Performance.
Period Dates
1.
2.
Enter or query a payroll.
3.
Choose the Period Dates button.
PeriodtoDate Limits
H

Rate/Coverage Definitions > PeriodtoDate Limits in the
Navigator.
Or:
1.

2.
3.
Choose the Activity Rate button.
4.
Choose the Period to Date Limit button.
Period Types
H
Choose Other Definitions > Time Periods in the Navigator.
Windows and Reports
A 33
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.
Query or enter a life event.
3.
Choose the Person Changes button.
4.
Choose the Add Person Change button.
Person Changes Cause Life Events (Advanced Benefits only)

1.

2.
3.
Choose the Person Changes button.
Person Communications (Advanced Benefits only)

H
Choose People > Enrollment Process > Person Communications

in the Navigator.
Person Enrollment Action Items

H
Choose People > Enrollment Process > Person Enrollment Action

Items in the Navigator.
Or:
1.
Navigator.
2.
Query a person.
3.
Choose the Action Items button.
Person Enrollment Certifications (Advanced Benefits only)

A 34
Choose People > Enrollment Process > Person Enrollment

Certificates in the Navigator.
Windows and Reports
A 35
Or:
1.
Navigator.
2.
Query a person.
3.
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

1.
2.
3.
4.
Choose the Pay Method button, or choose the Others button and
select Pay Method.
Or:
1.
Choose Fastpath > Pay Method in the Navigator.
2.
Phone Numbers
1.
2.
3.
Choose the Others button.
4.
Choose Phones.
Or:
1.
A 36
Choose Fastpath > Phones in the Navigator.
2.
Picture
1.
Choose People > Enter and Maintain in the Navigator
2.
3.
Choose the Picture button.
Or:
1.
Choose Fastpath > Picture in the Navigator.
2.
Plan and Plan Type

1.

the Navigator.
2.
3.
Plan Enrollment Requirements

H

Plan in Program Participation Eligibility

1.

the Navigator.
2.
3.
4.
Choose the Plans tab.
5.
Plan Reimbursement
H
Choose Total Compensation > General Definitions > Programs

and Plans > Plan Reimbursement in the Navigator.
Plans
H
Navigator.
Windows and Reports
A 37
Plan Type Participation Eligibility

1.

the Navigator.
2.
3.
4.
Choose the Plan Type tab.
5.
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.

Navigator.
2.
Enter or query a position.
3.
Choose the Evaluation button.
Position Hierarchy
H
Choose Work Structures > Position > Hierarchy in the Navigator.
Position Occupancy Folder

1.

Navigator.
2.
Query a position.
3.
Choose the Occupancy button.
Position Reporting To
A 38
1.

Navigator.
2.
3.
Choose the Reporting To button.
Position Requirements
1.

Navigator.
2.
3.
Choose the Requirements button.
Postal/Zip
H

Eligibility/Rate Factors > Postal/Zip in the Navigator.
Possible Certifications
1.
2.
Choose the Enrollment Opportunities button.
3.
Choose the Electable Choices button
4.
Choose the Possible Certifications button
Primary Care Providers

H
Choose People > Total Comp Enrollment > Person Primary Care
Provider
Or:
1.
Navigator.
2.
Query a person.
3.
Choose the Care Providers button.
Program/Plan Years
H

Setup > Program/Plan Years in the Navigator.
Programs
H

the Navigator.
Program Enrollment Requirements

H
Choose Total Compensation > General Definitions > Programs

and Plans > Program Enrollment Requirements in the Navigator.
Windows and Reports
A 39
Program Participation Eligibility

1.

the Navigator.
2.
3.
Program Waive Certifications

1.

the Navigator.
2.
3.
4.
Choose the Plan Types tab.
5.
Choose the Waive button.
6.
Choose the Waive Certification button.
Program Waive Reasons

1.

the Navigator.
2.
3.
4.
Choose the Plan Types tab.
5.
Choose the Waive button.
Qualifications
1.
2.
3.
Choose the Others button and select Qualifications.
Or:
1.
Choose Fastpath > Qualifications in the Navigator.
Qualification Types
H
A 40
Choose Career Management > Qualification Types in the

Navigator.
QuickPaint Inquiry
1.
Choose Processes and Reports > Run a QuickPaint Report in the

Navigator.
2.
Query a report that has been run.
3.
Choose the View Report button.
QuickPay (Payroll only)

1.
2.
3.
4.
Choose the Others button and select QuickPay.
Or:
1.
Choose Fastpath > QuickPay in the Navigator.
2.
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.
Choose the Record Layout tab and query or enter a record layout.
3.
Select a Data Element and choose the Include Conditions button.
Recruiting For
1.
Choose Recruitment > Recruitment Activity in the Navigator.
2.
Enter or query a recruitment activity.
3.
Choose the Recruiting For button.
Recruitment Activity
H
Choose Recruitment > Recruitment Activity in the Navigator.
Windows and Reports
A 41
Regulations
H

Setup > Regulations in the Navigator.
Regulatory Bodies and Regulations

1.

Setup > Reporting Groups in the Navigator.
2.
Query or enter a reporting group.
3.
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.
Choose the Related Person Changes button.
4.
Choose the Add Related Person Change button.
Related Person Changes Cause Life Events (Advanced Benefits only)

1.

2.
3.
Choose the Related Person Changes button.
Reporting Groups
H

Setup > Reporting Groups in the Navigator.
Request Letter
H
Choose Recruitment > Request Recruitment Letter in the

Navigator.
Request Set
H
A 42
Choose Security > Report Sets in the Navigator.
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)

1.
2.
3.
4.
Choose the Others button and select Reverse Run.
Or:
1.
Choose Fastpath > Reverse Payroll Run in the Navigator.
2.
Rows
1.
2.
Enter or query a table.
3.
Choose the Rows button.
Run QuickPaint Report

H
Choose Processes and Reports > Run a QuickPaint Report in the

Navigator.
Salary Administration
1.
2.
3.
4.
Choose the Salary button.
Or:
1.
Choose Fastpath > Salary in the Navigator.
2.
Windows and Reports
A 43
Salary Basis
H
Choose Total Compensation > Basic > Salary Basis in the

Navigator.
Salary History
1.
Choose View > Histories > Salary in the Navigator.
2.
3.
Select an employee assignment and choose the Salary History

button.
Or:
1.
Choose Fastpath > Salary History in the Navigator.
2.
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
A 44
1.
2.
3.
Choose the Others button and select Schools/Colleges.
Secondary Statuses
1.
2.
Enter or query an applicant or employee.
3.

For an applicant:
Choose the Secondary Status button.
For an employee:
Choose the Others button and select Secondary Status.
Or:
1.
Choose Fastpath > Secondary Status in the Navigator.
2.
Security Profile
H
Choose Security > Profile in the Navigator.
Service Areas
H

Eligibility/Rate Factors > Service Areas in the Navigator.
Sort
1.
2.
Choose the File Layout tab and select a Record Name.
3.
Choose the Sort button.
Special Information
1.
2.
3.
Choose the Special Info button.
Or:
Windows and Reports
A 45
1.
Choose Fastpath > Special Information in the Navigator.
2.
Special Information Types

H
Choose Other Definitions > Special Information Types in the

Navigator.
Special Rates
1.
Navigator.
2.
Query a person.
3.
Choose the Special Rates button.
Standard Rates
H

Rate/Coverage Definitions > Standard Rates in the Navigator.
Submit a New Request

1.
Choose Processes and Reports > Submit Processes and Reports in

the Navigator.
2.
Select Single Request or a Request Set.
Table Structure
H
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)
A 46
1.
Choose Work Structures in the Navigator.
2.
Choose either Job > Description or Position > Description.
3.
Enter or query a job or position.
4.
Choose the Valid Grades button.
User Types and Statuses

H
Choose Other Definitions >User Types and Statuses
Valid Payment Methods

1.
2.
Enter or query a payroll.
3.
Choose the Valid Payment Methods button.
Variable Rate Profiles

H

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.
Choose View > Histories > Entries in the Navigator.
2.
3.
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.
Windows and Reports
A 47
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.
Navigator.
2.
3.
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.
Choose Work Structures > Job or Position > Description in the

Navigator.
2.
Enter or query a job or position.
3.
Choose the Work Choices button.
Work Choices (Person)

1.
2.
3.
Choose the Others button and select Work Choices.
Work Day Information
A 48
1.

Navigator.
2.
3.
Choose the Others button and select Work Day Information.
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.

Element Link Details Report
H
The eligibility criteria for an element or group of elements.
Windows and Reports
A 49
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.

Employee Organization Movement Report
H
New hires, terminations, transfers in and transfer out of a selected

organization, or organization hierarchy.

Employee Payroll Movement Report (Payroll only)
H
New hires, terminations, transfers in and transfer out of a selected

payroll.

Employee Summary Report
H
Addresses, contacts, periods of service, assignments, special

information, personal payment methods and element entries for a
selected employee.

Full Personal Details Report Set
H
Person details, applicant details, assignment details and work

details for one employee.

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.
A 50
Organization Hierarchy Report

H
The organizations and optionally their managers below a selected

position in a particular hierarchy.

Payroll Message Report (Payroll only)
H
Display messages for processes connected to specified payrolls.

Position Hierarchy Report
H
The positions and optionally their holders below a selected position

in a particular hierarchy.

Requisition Summary Report
H
Applicants and their interview schedules for a selection of

vacancies.

Salary Review Report
H
Current, past and proposed salaries for a selected list of employees.

Staffing Budget Details Report
H
Actual staffing level with budgeted levels over a specified period.

Terminations Report
H
The number of employees from selected organizations leaving your

enterprise within a particular period, and the reason for leaving.

Void Payments Report (Payroll only)
H
Details of cancelled cheque payments
Windows and Reports
A 51
Processes
Audit Trail Update Tables Process
H
This process is used to set up audit trail on selected tables.

Audit Trail Update Datetracked Tables Process
H
This process is used to set up audit trail on selected datetracked

tables.

Bee Batch Process (Purge)
H
This process is used to delete a batch from the BEE tables on

completion of the concurrent request.

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.

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.

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

Bulk Compile Formulas
H
Run this process to compile all of your formulas.
See, Using Oracle FastFormula.
A 52
Cheque Writer Process (Payroll only)

H
This process is used to write sequences of cheques for your payroll

run.

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.

Close Enrollments Process (Advanced Benefits Only)
H
Run this process to close a persons enrollment after elections have

been made.

Communications Triggers Process (Advanced Benefits)
H
Use the communications triggers process to generate

communications for persons who meet the selection criteria that
you specify.

Costing Process (Payroll only)
H
Generates journal entries for your ledgers and costing information

relating to labor costs.

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.

Dependent Eligibility Process (Advanced Benefits Only)
H
Run this process for those benefit plans that include an age factor in
determining dependent eligibility.
Windows and Reports
A 53
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.

Enable Multiple Security Groups Process
H
Run this process when you first set up single responsibility security.

Grant Permissions to Roles Process (ROLEGEN)
H
Dynamically grants select permissions on Oracle HRMS tables and

views to the HR_REPORTING_USER role.

Generate Secure User Proces (SECGEN)
H
Run this process when you create a new security profile that
references a reporting user.

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.

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.

Participation Batch Process: Selection (Advanced Benefits only)
H
Run this process to determine eligibility for benefits participants.

This process does not create electable choices.

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.
A 54
Retry Payroll Process

H
Retry a payroll process again.

RetroPay Process
H
Enables you to make back pay adjustments.

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.

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.
Windows and Reports
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A 56
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.
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
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.
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.
Glossary 2
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.
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.
Glossary 4
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.
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
Glossary 6
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.
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
F
Field A view or entry area in a window where
you enter, view, update, or delete
information. See also: Block, Region
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.
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
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
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.
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.
Glossary 10
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
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.
Glossary 12
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.
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
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.
Glossary 14
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.
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
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
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
Index 1
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
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
National Address Style, 2 20

New Offer Profile, 1 74
Notifying Specific Approvers, 1 62
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
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
Implementing Oracle HRMS, setup steps, 2 2

to 2 4
Including images in Tips and Instructions,
1 51
Initializing Routing of Notifications , 1 62
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
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
Questionnaires, 1 68
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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Implementing

Implementing OracleR SelfService Human Resources (SSHR) Release 11i

Business Requirements, Solutions and Procedures . . . . . . . . . .

Setting Up User Assistance Components (SSHR) . . . . . . . . .

ii Implementing Oracle SelfService Human Resources (SSHR)

Implementation Checklist and Steps . . . . . . . . . . . . . . . . . . . . . .

Windows and Reports . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . A 1

iv Implementing Oracle SelfService Human Resources (SSHR)

Audience for This Guide

The principles and customary practices of your business area

The Oracle Applications graphical user interface

See Other Information Sources for more information about Oracle

How To Use This Guide

Chapter 1 provides the main body of information you need to

Chapter 2 provides a checklist of the major stages of

Appendix A lists the default navigation paths for all windows in

Implementing Oracle SelfService Human Resources (SSHR)

Finding Out Whats New

New features in 11i. This information is updated for each new

Other Information Sources

You can use the Search feature to search by words or phrases.

You can view HTML help in the following ways:

Use the documentation CD.

Use a URL provided by your system administrator.

Related User Guides

User Guides Related to All Products

Implementing Oracle SelfService Human Resources (SSHR)

Oracle Alert User Guide

User Guides Related to This Product

Managing Compensation and Benefits Using Oracle HRMS

Installation and System Administration Guides

Implementing Oracle SelfService Human Resources (SSHR)

Upgrading Oracle Applications

Training and Support

Do Not Use Database Tools to Modify Oracle Applications Data

Implementing Oracle SelfService Human Resources (SSHR)

Because Oracle Applications tables are interrelated, any change you

Implementing Oracle SelfService Human Resources (SSHR)

Business Requirements, Solutions and Procedures

Oracle SelfService Human Resources

How can I encourage HR decision making by line managers?

How can I control who makes HR decisions?

Implementing Oracle SelfService Human Resources (SSHR)

For which functions can I configure an approvals process?

Apply for a Job

How can I encourage employees to manage their own careers?

Business Requirements, Solutions and Procedures

What functionality does SSHR provide?

Applications for a Jobs

Enrollments into Classes

Management of Personal and Professional Information

Candidate Offer hire processes

Who can use SSHR?

Implementing Oracle SelfService Human Resources (SSHR)

The last member of a typical SSHR user group is an HR professional.

How can I adapt SSHR to my enterprise?

Business Requirements, Solutions and Procedures

Oracle SelfService Human Resources Overview

Apply for a Job

Job Application History

Most of these functions can be configured, with Oracle Workflow, to be

Implementing Oracle SelfService Human Resources (SSHR)

The Manager Responsibility includes all the functions available for an