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Oracle Global Human Resources Cloud

What’s New in Release 12

January 2017
Revised: May 2017
TABLE OF CONTENTS
REVISION HISTORY ............................................................................................................................................. 5
OVERVIEW ......................................................................................................................................................... 9
Give Us Feedback ............................................................................................................................................................... 9

RELEASE FEATURE SUMMARY .......................................................................................................................... 10

HUMAN RESOURCES ........................................................................................................................................ 15


GLOBAL HUMAN RESOURCES............................................................................................................................................ 15
Enhanced Add Person Flows ............................................................................................................................................ 15
Enhanced Manage Direct Reports .................................................................................................................................... 16
Changes from Extensible to User for Specific Person Lookup Types ................................................................................ 18
Enhanced Duplicate Person Validation ............................................................................................................................ 20
Salary Update When Changing Working Hours ................................................................................................................ 20
Areas of Responsibility Enhanced to Include Additional Attributes and Responsibility ................................................... 21
Worker User Accounts No Longer Created Automatically for Users Loaded in Bulk........................................................ 22
Job Family Code Added to Job Family Pages .................................................................................................................... 23
Employment Model Simplification ................................................................................................................................... 23
Streamlined Navigation .................................................................................................................................................... 25
Streamlined Navigation to Infolets and OTBI Reports ...................................................................................................... 31
Display Flexfield Information on Review Pages for Jobs, Positions, Grades, and Locations ............................................. 33
Synchronization of Grade Ladder from Position .............................................................................................................. 34
Changed Rules for Populating Grades and Grade Ladders in Assignments ...................................................................... 36
New Position Attribute - Standard Working Hours .......................................................................................................... 37
New Scheduled Process for Position Synchronization...................................................................................................... 38
Enhanced Document Records .......................................................................................................................................... 38
Enhanced Document Delivery Preferences ...................................................................................................................... 41
HCM Cloud Mobile .............................................................................................................................................. 43
Using Directory Search ..................................................................................................................................................... 43
New My Day Format......................................................................................................................................................... 44
Consistent User Experience in Mobile and Web Application ........................................................................................... 44
HUMAN CAPITAL MANAGEMENT FOR AUSTRALIA ............................................................................................................ 46
Manage Australian Features ............................................................................................................................................ 46
HUMAN CAPITAL MANAGEMENT FOR CANADA ................................................................................................................ 50
Involuntary Deductions: Enhanced Protected Pay Rules.................................................................................................. 50
Reporting Information Card ............................................................................................................................................. 56
Global Absence Element Uptake ...................................................................................................................................... 58
HUMAN CAPITAL MANAGEMENT FOR CHINA ................................................................................................................... 77
Non Taxable Employee and Employer Contribution Threshold Amounts ........................................................................ 77
HUMAN CAPITAL MANAGEMENT FOR FRANCE ................................................................................................................. 79
New Calculation Card: Hardship Factor ............................................................................................................................ 79
Statutory Deduction Calculation Card Enhancement ....................................................................................................... 80
Pension and Welfare Calculation Card Enhancement ...................................................................................................... 80
New External Organization............................................................................................................................................... 82
HUMAN CAPITAL MANAGEMENT FOR GERMANY ............................................................................................................. 83
Legislative Changes for Name Validations ........................................................................................................................ 83
Enhanced Person Name Validations................................................................................................................................. 83
Validations for Reporting First Name and Reporting Last Name ...................................................................................... 83
Disability Report ............................................................................................................................................................... 83
HUMAN CAPITAL MANAGEMENT FOR KUWAIT ................................................................................................................ 84
Electronic Funds Transfer Template Update .................................................................................................................... 84
Payroll Cycle Flow Update ................................................................................................................................................ 85
Report 56 Enhancement................................................................................................................................................... 85
IPE Consolidated Report Updates .................................................................................................................................... 86
Highest Education Level Specialization ............................................................................................................................ 86
HUMAN CAPITAL MANAGEMENT FOR SAUDI ARABIA ....................................................................................................... 87
IPE Consolidated Report Updates .................................................................................................................................... 87
Highest Education Level Specialization ............................................................................................................................ 87
HUMAN CAPITAL MANAGEMENT FOR THE UNITED ARAB EMIRATES ................................................................................ 88
IPE Consolidated Report Updates .................................................................................................................................... 88
HUMAN CAPITAL MANAGEMENT FOR UNITED KINGDOM................................................................................................. 89
Employment Intermediaries Reporting ............................................................................................................................ 89
UK Statutory Holiday Calculation ..................................................................................................................................... 89
Statutory Sick Pay ............................................................................................................................................................. 91
Statutory Adoption Pay .................................................................................................................................................... 94
Statutory Paternity Pay .................................................................................................................................................... 96
Statutory Maternity Pay ................................................................................................................................................... 98
Shared Parental Leave .................................................................................................................................................... 100
Add Support for BACS Processing Date to BACS Flow .................................................................................................... 102
Court Orders Reference List of Values Available ............................................................................................................ 103
HUMAN CAPITAL MANAGEMENT FOR THE UNITED STATES ............................................................................................ 104
Electronic Income Withholding Orders (e-IWO) Inbound Process ................................................................................. 104
Electronic Income Withholding Orders Inbound Process ............................................................................................... 104
EFT Payments Now Include a Reference ID .................................................................................................................... 106
GLOBAL PAYROLL INTERFACE .......................................................................................................................................... 107
Manage BackFeed Data .................................................................................................................................................. 107

HR OPTIMIZATIONS........................................................................................................................................ 111
HUMAN RESOURCES TRANSACTIONAL BUSINESS INTELLIGENCE ..................................................................................... 111
New Subject Area: Human Capital Management - Approval Notification Archival Real Time ....................................... 111
New Dimension: Person Schedule Assignment .............................................................................................................. 112
New Dimension: Person Schedule Assignment Exception ............................................................................................. 112
New Dimension: Employee Supervisor Hierarchy Bottom Up........................................................................................ 112
Enhanced Subject Area: Vacancy Real Time ................................................................................................................... 112
Enhanced Subject Area: Work Relationship, Worker Assignment, and Assignment Event Details ................................ 112
Enhanced Subject Area: Work Relationship Real Time.................................................................................................. 113
Enhanced Dimension: Job .............................................................................................................................................. 113
Enhanced Dimension: Person Names ............................................................................................................................. 113
Enhanced Legal Employer Dimension - Position Synchronization .................................................................................. 113
New Sample Analyses for Global Human Resources ...................................................................................................... 114

WORK LIFE SOLUTIONS .................................................................................................................................. 115


EMPLOYEE WELLNESS ..................................................................................................................................................... 115
Oracle Social Network Integration ................................................................................................................................. 115
Wellness Assessments .................................................................................................................................................... 116
Ranked Competitions ..................................................................................................................................................... 116
Privacy Notification for Contest Participants ................................................................................................................. 116
Ergonomic Assessments ................................................................................................................................................. 117
Support for Metric Units ................................................................................................................................................ 117
Wellness Administration Experience Improvements ..................................................................................................... 117
Employee Experience Improvements ............................................................................................................................. 118
Invitations....................................................................................................................................................................... 120
Individual Challenges...................................................................................................................................................... 122
Timed Activities .............................................................................................................................................................. 123
Individual Measurement Preference .............................................................................................................................. 124
WORKFORCE REPUTATION MANAGEMENT ..................................................................................................................... 125
Simplified Administration Now Available from Home Page ........................................................................................... 125
User Registration Available from a New Page in the Reputation Work Area ................................................................. 127
Improved Employee Experience ..................................................................................................................................... 128
Build Skill Profile and Ratings ......................................................................................................................................... 129
Recognize Others Using Endorsements.......................................................................................................................... 129
Request for Mentoring ................................................................................................................................................... 130
Seek Feedback Using Surveys ......................................................................................................................................... 131
Ask an Expert .................................................................................................................................................................. 133
Simplified Administration User Experience .................................................................................................................... 134
REVISION HISTORY

This document will continue to evolve as existing sections change and new information is added. All
updates are logged below, with the most recent updates at the top.

The new functionality referenced in this document may not be immediately available to you if your
organization has chosen not to receive optional monthly updates. Rest assured you will receive the new
functionality in the next quarterly update which is required and cumulative. Quarterly updates are
applied in February, May, August, and November. As a one-off exception the February 2017 Quarterly
update will be applied in March 2017.

Date What's Changed Notes


The following features are included in the May Quarterly update.
05 MAY 2017 Oracle Fusion Global Human Resources New feature delivered in Update 5, the
for the United Kingdom: Add Support May Quarterly update.
for BACS Processing Date to BACS Flow
05 MAY 2017 Oracle Fusion Global Human Resources New feature delivered in Update 5, the
for the United Kingdom: Court Orders May Quarterly update.
Reference List of Values Available
05 MAY 2017 Oracle Fusion Global Human Resources/ New feature delivered in Update 5, the
HCM Cloud Mobile: Using Directory May Quarterly update.
Search
05 MAY 2017 Oracle Fusion Global Human Resources/ New feature delivered in Update 5, the
HCM Cloud Mobile: New My Day Format May Quarterly update.
05 MAY 2017 Oracle Fusion Global Human Resources/ New feature delivered in Update 5, the
HCM Cloud Mobile: Consistent User May Quarterly update.
Experience in Mobile and Web
Application
05 MAY 2017 Oracle Fusion Global Human Resources: Feature was included in the base release,
Enhanced Manage Direct Reports additional feature information added in
Update 5.
07 APR 2017 Oracle Fusion Global Human Resources New feature delivered in Update 4(April),
for the United States: EFT Payments which will also be included in the May
Now Include A Reference ID Quarterly update.
07 APR 2017 Oracle Fusion Global Human Resources: Feature was included in the base release,
Streamlined Navigation however there are two new options that
were added to this feature in Update 4
(April).
The following features are included in the March Quarterly update.
07 APR 2017 Oracle Fusion Global Human Resources: New feature delivered in Update 3, the
Enhanced Document Records March Quarterly update.
07 APR 2017 Oracle Fusion Global Human Resources: New feature delivered in Update 3, the
Enhanced Document Records March Quarterly update.
07 APR 2017 Oracle Fusion Global Human Resources: New feature delivered in Update 3, the
Date What's Changed Notes
Enhanced Document Delivery March Quarterly update.
Preferences
17 MAR 2017 Oracle Fusion Global Human Resources New feature delivered in Update 3, the
for Canada: Involuntary Deductions: March Quarterly update.
Enhanced Protected Pay Rules
17 MAR 2017 Oracle Fusion Global Human Resources New feature delivered in Update 3, the
for Canada: Reporting Information Card March Quarterly update.
17 MAR 2017 Oracle Fusion Global Human Resources New feature delivered in Update 3, the
for Canada: Global Absence Element March Quarterly update.
Uptake
17 MAR 2017 Oracle Fusion HCM Employee Wellness: New feature delivered in Update 3, the
Wellness Administration Experience March Quarterly update.
Improvements
17 MAR 2017 Oracle Fusion HCM Employee Wellness: New feature delivered in Update 3, the
Employee Experience Improvements March Quarterly update.
17 MAR 2017 Oracle Fusion HCM Employee Wellness: New feature delivered in Update 3, the
Invitations March Quarterly update.
17 MAR 2017 Oracle Fusion HCM Employee Wellness: New feature delivered in Update 3, the
Individual Challenges March Quarterly update.
17 MAR 2017 Oracle Fusion HCM Employee Wellness: New feature delivered in Update 3, the
Timed Activities March Quarterly update.
17 MAR 2017 Oracle Fusion HCM Employee Wellness: New feature delivered in Update 3, the
Individual Measurement Preference March Quarterly update.
17 MAR 2017 Oracle Fusion Reputation Management: New feature delivered in Update 3, the
Improved Employee Experience March Quarterly update.
17 MAR 2017 Oracle Fusion Reputation Management: New feature delivered in Update 3, the
Build Skill Profile and Ratings March Quarterly update.
17 MAR 2017 Oracle Fusion Reputation Management: New feature delivered in Update 3, the
Recognize Others Using Endorsements March Quarterly update.
17 MAR 2017 Oracle Fusion Reputation Management: New feature delivered in Update 3, the
Request for Mentoring March Quarterly update.
17 MAR 2017 Oracle Fusion Reputation Management: New feature delivered in Update 3, the
Seek Feedback Using Surveys March Quarterly update.
17 MAR 2017 Oracle Fusion Reputation Management: New feature delivered in Update 3, the
Ask an Expert March Quarterly update.
17 MAR 2017 Oracle Fusion Reputation Management: New feature delivered in Update 3, the
Simplified Administration User March Quarterly update.
Experience
17 MAR 2017 Oracle Fusion Global Human Resources New feature delivered in Update 3, the
for the United States: Electronic Income March Quarterly update.
Withholding Orders Inbound Process
The following features were delivered via monthly updates.
14 FEB 2017 Oracle Fusion Global Human Resources: New feature delivered in Update 1
Job Family Code Added To Job Family (February).
Pages
Date What's Changed Notes
14 FEB 2017 Oracle Fusion Global Human Resources: New feature delivered in Update 1
Employment Model Simplification (February).
14 FEB 2017 Oracle Fusion Global Human Resources New feature delivered in Update 1
for the United States: Electronic Income (February).
Withholding Orders (e-IWO) Inbound
Process
14 FEB 2017 Oracle Fusion Global Human Resources New feature delivered in Update 1
for the United Kingdom: Statutory Sick (February).
Pay
14 FEB 2017 Oracle Fusion Global Human Resources New feature delivered in Update 1
for the United Kingdom: Statutory (February).
Adoption Pay
14 FEB 2017 Oracle Fusion Global Human Resources New feature delivered in Update 1
for the United Kingdom: Statutory (February).
Paternity Pay
14 FEB 2017 Oracle Fusion Global Human Resources New feature delivered in Update 1
for the United Kingdom: Statutory (February).
Maternity Pay
14 FEB 2017 Oracle Fusion Global Human Resources New feature delivered in Update 1
for the United Kingdom: Shared Parental (February).
Leave
14 FEB 2017 All Oracle Fusion HCM Applications: New feature delivered in Update 1
Streamlined Navigation (February).
14 FEB 2017 Oracle Global Human Resources: New feature delivered in Update 1
Streamlined Navigation to Infolets and (February).
OTBI Reports
14 FEB 2017 Oracle Fusion Global Human Resources New feature delivered in Update 1
for Australia: Manage Australian (February).
Features
14 FEB 2017 Oracle Global Human Resources: Display New feature delivered in Update 1
Flexfield Information on Review Pages (February).
for Jobs, Positions, Grades, and
Locations
14 FEB 2017 Oracle Global Human Resources: New feature delivered in Update 1
Synchronization of Grade Ladder from (February).
Position
14 FEB 2017 Oracle Global Human Resources: New feature delivered in Update 1
Changed Rules for Populating Grades (February).
and Grade Ladders in Assignments
14 FEB 2017 Oracle Global Human Resources: New New feature delivered in Update 1
Position Attribute - Standard Working (February).
Hours
14 FEB 2017 Oracle Global Human Resources: New New feature delivered in Update 1
Scheduled Process for Position (February).
Synchronization
14 FEB 2017 Oracle Fusion Transactional Business Feature was included in the base release,
Date What's Changed Notes
Intelligence: New Subject Area: Human however just made a documentation
Capital Management - Approval adjustment.
Notification Archival Real Time
14 FEB 2017 Oracle Fusion Employee Wellness: Feature was included in the base release,
Wellness Assessment however just made a documentation
adjustment.
17 JAN 2017 Initial Document Creation
OVERVIEW

This guide outlines the information you need to know about new or improved functionality in Oracle
HCM Cloud Release 12. Each section includes a brief description of the feature, the steps you need to
take to enable or begin using the feature, any tips or considerations that you should keep in mind, and
the resources available to help you.

Oracle HCM Cloud release documents are delivered in five functional groupings:

Suggested Reading for all HCM Products:

• HCM Cloud Common Features (This document pertains to all HCM applications. It is the
base human resource information for all products and HCM Tools.)
• Global Human Resources Cloud (Global Human Resources contains the base application in
which other application use for common data such as workforce structures and person
information. Regardless of what products you have implemented you may want to see the
new features for Global Human Resources that could impact your products.)
NOTE: Not all Global Human Resource features are available for Talent and Compensation products.

Optional Reading for HCM Products (Depending on what products are in your cloud service):

• Talent Management Cloud (All Talent applications)


• Workforce Rewards Cloud (Compensation, Benefits, Payroll and Global Payroll Interface)
• Workforce Management Cloud (Absence Management and Time and Labor)

Additional Optional Reading:

• Common Technologies and User Experience (This documents the common features across
all Cloud applications and is not specific to HCM)
NOTE: All of these documents can be found on the Oracle Help Center at:
https://cloud.oracle.com/saasreadiness/hcm under Human Capital Management Release Readiness

GIVE US FEEDBACK

We welcome your comments and suggestions to improve the content. Please send us your feedback at
oracle_fusion_applications_help_ww_grp@oracle.com. Indicate you are inquiring or providing feedback
regarding the Global HR Cloud What’s New for Release 12 in the body or title of the email.
RELEASE FEATURE SUMMARY

Some of the new Release 12 features are automatically available to users after the upgrade and some
require action from the user, the company administrator, or Oracle.

The table below offers a quick view of the actions required to enable each of the Release 12 features.

Action Required to Enable Feature


End User Oracle Service
Automatically Action Administrator Request
Feature Available Required Action Required Required
Global Human Resources
Enhanced Add Person Flows 

Enhanced Manage Direct Reports 


Changes from Extensible to User for 
Specific Person Lookup Types

Enhanced Duplicate Person Validation 


Salary Update When Changing Working 
Hours
Areas of Responsibility Enhanced to 
Include Additional Attributes and
Responsibility
Worker User Accounts No Longer 
Created Automatically for Users Loaded
in Bulk
Job Family Code Added To Job Family 
Pages
Employment Model Simplification 
Streamlined Navigation 
Streamlined Navigation to Infolets and 
OTBI Reports
Display Flexfield Information on Review 
Pages for Jobs, Positions, Grades, and
Locations
Synchronization of Grade Ladder from 
Position
Changed Rules for Populating Grades 
and Grade Ladders in Assignments
New Position Attribute - Standard 
Working Hours
New Scheduled Process for Position 
Synchronization
Enhanced Document Records 
Enhanced Document Delivery 
Preferences
Mobile - Using Directory Search 
Mobile- New My Day Format 
Mobile- Consistent User Experience in 
Mobile and Web Application
Action Required to Enable Feature
End User Oracle Service
Automatically Action Administrator Request
Feature Available Required Action Required Required
Human Capital Management
for Australia
Manage Australian Features 
Human Capital Management
for Canada
Involuntary Deductions: Enhanced 
Protected Pay Rules
Reporting Information Card 
Global Absence Element Uptake 
Human Capital Management
for China
Nontaxable Employee and Employer 
Contribution Threshold Amounts
Human Capital Management
for France
New Calculation Card: Hardship Factor 
Statutory Deduction Calculation Card 
Enhancement
Pension and Welfare Calculation Card 
Enhancement
New External Organization 

Human Capital Management


for Germany
Legislative Changes for Name 
Validations
Enhanced Person Name Validations 
Validations for Reporting First Name 
and Reporting Last Name
Disability Report 

Human Capital Management


for Kuwait
Electronic Funds Transfer Template 
Update
Payroll Cycle Flow Update 
Report 56 Enhancement 
IPE Consolidated Report Updates 
Action Required to Enable Feature
End User Oracle Service
Automatically Action Administrator Request
Feature Available Required Action Required Required
Highest Education Level Specialization 

Human Capital Management


for Saudi Arabia
IPE Consolidated Report Updates 
Highest Education Level Specialization 

Human Capital Management


for the United Arab Emirates
IPE Consolidated Report Updates 

Human Capital Management


for the United Kingdom
Employment Intermediaries 
Reporting
UK Statutory Holiday Calculation 
Statutory Sick Pay 
Statutory Adoption Pay 
Statutory Paternity Pay 
Statutory Maternity Pay 
Shared Parental Leave 
Add Support for BACS Processing Date 
to BACS Flow
Court Orders Reference List of Values 
Available
Human Capital Management
for the United States
Electronic Income Withholding Orders 
(e-IWO) Inbound Process
Electronic Income Withholding Orders 
Inbound Process
EFT Payments Now Include A Reference 
ID
Global Payroll Interface
Manage BackFeed Data 
Human Resources
Transactional Business Intelligence
New Subject Area: Human Capital 
Management - Approval Notification
Archival Real Time
Action Required to Enable Feature
End User Oracle Service
Automatically Action Administrator Request
Feature Available Required Action Required Required
New Dimension: Person Schedule 
Assignment
New Dimension: Person Schedule 
Assignment Exception
New Dimension: Employee Supervisor 
Hierarchy Bottom Up
Enhanced Subject Area: Vacancy Real 
Time
Enhanced Subject Area: Work 
Relationship, Worker Assignment, and
Assignment Event Details
Enhanced Subject Area: Work 
Relationship Real Time
Enhanced Dimension: Job 
Enhanced Dimension: Person Names 
Enhanced Legal Employer Dimension - 
Position Synchronization
New Sample Analyses for Global Human 
Resources

Employee Wellness
Oracle Social Network Integration 
Wellness Assessments 
Ranked Competitions 
Privacy Notification for Contest 
Participants
Ergonomic Assessments 
Support for Metric Units 
Wellness Administration Experience 
improvements
Employee Experience Improvements 
Invitations 
Individual Challenges 
Timed Activities 
Individual Measurement Preference 
Workforce Reputation
Management
Simplified Administration Now 
Available from the Home Page
User Registration Available from a New 
Page in the Reputation Work Area
Improved Employee Experience 
Build Skill Profile and Ratings 
Recognize Others Using Endorsements 
Request for Mentoring 
Seek Feedback Using Surveys 
Action Required to Enable Feature
End User Oracle Service
Automatically Action Administrator Request
Feature Available Required Action Required Required
Ask an Expert 
Simplified Administration User 
Experience
HUMAN RESOURCES

GLOBAL HUMAN RESOURCES

Oracle Fusion Global Human Resources enables your organization to plan, manage and optimize all
workforce segments using flexible and extensible best practices to realize extraordinary gains while
ensuring compliance and increasing total workforce engagement.

ENHANCED ADD PERSON FLOWS

The Add Person flows are enhanced for capturing employment, compensation, and roles information.
The earlier Employment Information page is split into two train stops: Employment Information, and
Compensation and Other Information to avoid scrolling down the page.

You can also add direct reports to the person in the same transaction from the Manage Direct Reports
section in the Employment Information page.

Employment Information Train Stop Split Into Employment Information, and Compensation and Other Information Train
Stops

STEPS TO ENABLE

There are no steps necessary to enable this feature.


ENHANCED MANAGE DIRECT REPORTS

Manage direct reports functionality now supports matrix management. You can now add direct reports
or reassign both direct and other types of reports to different manager types on the Manage Direct
Reports page. You can either select or deselect the direct reports in a single click.

Add Direct Reports to Different Manger Types on the Manage Direct Reports Page

You can also add direct reports and reassign line reports from the following manager self-service pages:
Hire, Add Contingent Worker, Promote, Transfer, Change Working Hours, and Change Manager. In
addition the manage direct reports functionality is also included in the following human resource
specialist processes: Hire, Add Contingent Worker, Create Work Relationship, Global Transfer, Global
Temporary Assignment, Temporary Assignment, Add Assignment, Add Work Terms, End Assignment,
and End Work Terms.

However, on the Terminate page, you can manage only direct line reports because terminations may
involve multiple assignments.
Add Direct Reports Included in Promote Page

STEPS TO ENABLE

There are no steps needed to enable the feature.

TIPS AND CONSIDERATIONS

Use the Reassign Direct Reports section embedded on the Employment pages if the proposed manager
is different from the manager's manager.

KEY RESOURCES

For more information, go to Applications Help for the following topics:

• Managing Direct Reports: Explained


• Adding and Reassigning Direct Reports for Global Transfers and Global Temporary
Assignments: Explained
CHANGES FROM EXTENSIBLE TO USER FOR SPECIFIC PERSON LOOKUP TYPES

You can now customize your own values for the following lookup types as they are converted from a
customization level of extensible to user:

• CONTACT
• MAR_STATUS
• PER_HIGHEST_EDUCATION_LEVEL
• PER_NATIONAL_IDENTIFIER_TYPE
• PER_ETHNICITY
• PER_VISA_PERMIT_TYPE

You can add lookup codes or change the tags for the user lookup type to suit your business
requirements.

Customization Level for Contact Lookup Type is User

STEPS TO ENABLE

There are no steps necessary to enable this feature.

TIPS AND CONSIDERATIONS

A new system-level lookup type now exists for each of the above user-level lookup types. Predefined
legislative and statutory reports use the system-level lookup types, which are as follows:

• ORA_PER_CONTACT
• ORA_PER_MAR_STATUS
• ORA_PER_HIGHEST_EDUCATION_LEVE
• ORA_PER_NATIONAL_IDENTIFIER_TY
• ORA_PER_ETHNICITY
• ORA_PER_VISA_PERMIT_TYPE

You must create an extended lookup mapping to add a new lookup code that needs to be included in
reports delivered by Oracle localization teams. You map the extended lookups using the Manage
Extended Lookups task.

Mapping Highest Education Level System Lookup Code

For example, if you add 'HUSB' and 'WIFE' as new lookup codes for country US, and 'PART' as a new
lookup code for country 'GB', the extended lookup for 'ORA_PER_CONTACT' will be as follows.

Lookup Type Country Lookup Code Extended Code Extended Meaning


ORA_PER_CONTACT SPOUSE SPOUSE Husband/Wife/Partner for China
ORA_PER_CONTACT US SPOUSE HUSB Husband (US only)
ORA_PER_CONTACT US SPOUSE WIFE Wife (US only)
ORA_PER_CONTACT GB SPOUSE PART Life Partner (GB only)

If you change any of the details in an Oracle delivered lookup code in the user lookup types, you take
ownership of the lookup code. The lookup code will not be updated when Oracle delivers any updates to
that lookup code. But, if you delete the lookup code in the user lookup type, it will be replaced when
Oracle delivers updates to the lookup type.
ENHANCED DUPLICATE PERSON VALIDATION

The prevention of adding duplicate people functionality in the Add Person flows is extended to the
Worker service. A new option, Person Creation Service Duplicate Check is added on the Manage
Enterprise HCM Information page. This option is referenced when creating workers though the Worker
service. You must update this option to specify your preferred level of duplicate person validation. This
option checks for matches between person name, date of birth, gender and national ID. The validation
generates an error and prevents creation of a duplicate person if there are any conflicts.

Person Creation Service Duplicate Check Field Added on the Manage Enterprise HCM Information Page

STEPS TO ENABLE

By default, the Person Creation Service Duplicate Check option is disabled to avoid regression issues.
You must specify a value for this option to enable the validation and the level of check in the Worker
service.

SALARY UPDATE WHEN CHANGING WORKING HOURS

Enhance line manager’s ability to update the salary of part-time workers when changing their working
hours. You can now update the salary by using the Change Working Hours task in Manager Self Service.
Update Salary Based on Working Hours

STEPS TO ENABLE

There are no steps necessary to enable this feature.

AREAS OF RESPONSIBILITY ENHANCED TO INCLUDE ADDITIONAL ATTRIBUTES AND


RESPONSIBILITY

Provide greater flexibility in defining the scope of areas of responsibility. You can now define scope
based on job families and job functions. The Areas of Responsibility page also shows a new Recruiting
responsibility type and new scope attributes based on recruiting type and hierarchies. The recruiting
responsibility type and recruiting attributes are for use with a future enhancement.

• You can access the new scope attributes using the Manage Areas of Responsibility task in
the Person Management work area.
New Attributes in the Scope Definition

STEPS TO ENABLE

There are no steps necessary to enable this feature.

WORKER USER ACCOUNTS NO LONGER CREATED AUTOMATICALLY FOR USERS LOADED IN BULK

When you loaded workers using HCM Data Loader in releases prior to Release 12, the enterprise HCM
options Generate User Account and Send User Name and Password controlled whether:

• User accounts were created automatically.


• Credentials e-mails were sent to users.

In Release 12, the enterprise HCM options are ignored when you load workers in bulk. To give you
greater control, the GeneratedUserAccountFlag and SendCredentialsEmailFlag attributes of the Worker
object are now set to N (No) by default. When loading workers using HCM Data Loader, you must set
the GeneratedUserAccountFlag attribute to Y (Yes) for any worker for whom you want a user account to
be created automatically. You must also set the SendCredentialsEmailFlag attribute to Y (Yes) if you
want the account credentials to be sent. If you omit these attributes, then their values are N (No) by
default.

As a result of these changes, unwanted user accounts will no longer be created automatically when you
load historical data in bulk for workers whose work relationships are terminated, for example.
STEPS TO ENABLE

There are no steps necessary to enable this feature.

TIPS AND CONSIDERATIONS

If you set SendCredentialsEmailFlag to Y for any Worker object, then you must ensure that a valid
notification template is both defined and enabled for this event. You manage notification templates on
the Security Console. The Send User Name and Password option is removed from the Manage
Enterprise HCM Information page in Release 12.

JOB FAMILY CODE ADDED TO JOB FAMILY PAGES

The Job Family Code is a new field added on the Manage Job Family and Create Job Family page. The job
family code facilitates tighter integration with other external applications that have this attribute and
require the value to be passed to Oracle Fusion Human Capital Management (HCM). The attribute value
is automatically populated from the job family name after formatting it into capitals and replacing blank
spaces with underscores. Although you can change the job family code, the changes aren’t tracked.

Job Family Code on the Create Job Family Page

STEPS TO ENABLE

There are no steps necessary to enable this feature.

EMPLOYMENT MODEL SIMPLIFICATION

The employment model is now simplified to only include the following 2 Tier options for new customers:

• 2 Tier – Multiple Assignment


• 2 Tier – Single Assignment
• 2 Tier – Single Contract – Single Assignment

23
Existing customers can also continue to use the following 3 Tier options:

• 3 Tier – Multiple Employment Terms – Multiple Assignment


• 3 Tier – Multiple Employment Terms – Single Assignment
• 3 Tier – Single Employment Terms – Multiple Assignment
• 3 Tier – Single Employment Terms – Single Assignment
NOTE: For existing customers using only the 2 Tier options, we recommend that you don’t use the 3 Tier
options because of the employment model simplification.

You can access the employment model options using the Manage Legal Entity HCM Information or
Manage Enterprise HCM Information task in the Setup and Maintenance work area.

2 Tier Employment Model Options for a Legal Entity

The following screen capture shows the employment model options when using the Manage Enterprise
HCM Information task.

2 Tier Employment Model Options for an Enterprise

24
STEPS TO ENABLE

There are no steps necessary to enable this feature.

KEY RESOURCES

For more information, go to Applications Help for the following topics:

• Employment Model: Explained


• Selecting the Employment Model: Critical Choices

STREAMLINED NAVIGATION

To simplify navigation for users and encourage usage of new user interface components, our delivered
menu structures are changing.

The following menu items are moved from the Navigator and springboard to the simplified navigation:

• Directory > Person Gallery


• About Me > My Portrait
• About Me > Talent Profile

New menu items available are:

• About Me > Skills and Qualifications


• About Me > Career Planning

Beginning with release 7, Oracle HCM Cloud has delivered enhanced pages and navigation to replace
functionality available within the Person Gallery work area and the portrait pages.

The new Directory provides a robust search and an updated organization chart, replacing similar
features which were available from Person Gallery. You can access additional worker details from the
View More Details icon in the card view. The expanded card shows the same information available in
the person Smart Navigation. The expanded card contains an additional subtab that includes the direct
reports of the person you are viewing.

Actions previously available from Person Gallery are easily accessible from the Actions menu in Smart
Navigation.

25
Actions Available from Smart Navigation

Worker details previously available from the Portrait pages are consolidated in the new feature, Person
Spotlight. You can access Person Spotlight by clicking the name of a person in Directory, Smart
Navigation, My Team, Team Talent, and Team Compensation pages.

Person Spotlight includes the following tabs:

• Public Information
• Employment Details
• Skills and Qualifications
• Career Planning
• Goals
• Performance
• Succession Planning
• Compensation
• Documents

26
Person Spotlight

Additional private details available such as addresses, payslips, benefit enrollments, compensation, and
documents are available from About Me > Personal Information.

27
Personal Information

The following table details recommended navigation for information previously available on Portrait
cards.

Portrait Card Replacement Manager Navigation Replacement Worker Navigation


Activities and Interests Person Spotlight > <Person Name>: Directory > Person Spotlight > Public Person
Public Information
Availability Manager Dashboard > Worker About Me > Time > Calendar
Availability
Time Management > Manage Planned
Schedule
For more information, see the Role
Information section in this document.
Benefits N/A About Me > Personal Information > Benefits
Career Planning Person Spotlight > Career Planning About Me > Career Planning
Contact Information Person Spotlight > Public Person About Me > Personal Information > My Details
Smart Navigation > Information
Compensation Person Spotlight > Compensation About Me > Personal Information >
My Team > Team Compensation Compensation
Development and Growth Person Spotlight > Skills and About Me > Skills and Qualifications
Qualifications About Me > Goals

28
Portrait Card Replacement Manager Navigation Replacement Worker Navigation
Person Spotlight > Goals About Me > Career Development
My Team > Career Development
My Team > Goals
Employment Person Spotlight > Employment About Me > Personal Information >
Employment
Experience and Qualifications Person Spotlight > Skills and About Me > Skills and Qualifications
Qualifications About Me > Career Planning
Person Spotlight > Career Planning About Me > Career Development
Person Spotlight > Performance
Payroll N/A About Me > Personal Information > Payroll
Personal Information N/A About Me > Personal Information > My Details
Personal Information N/A About Me > Personal Information > My
Documents
Personal Information N/A About Me > Personal Information > Document
Delivery Preferences (right hand panel drawer)
User Account Details My Team > Manage Users About Me > My Account

STEPS TO ENABLE

There are no steps necessary to enable this feature.

ROLE INFORMATION

The following table provides a summarized list of security privileges that grant access to Person
Spotlight tabs and related navigation. Additional information about security changes for release 12 is
available in the Upgrade Guide for Oracle HCM Cloud Release 12. The New in Release 12 column
identifies privileges that were newly added in Release 12.

Tab Required Role or Aggregate Privilege New Details


Public Person Access Person Gallery Grants access to the Public Person page
Career Planning View Person Career Planning Yes View privilege grants access to the Career
Edit Person Career Planning Planning page
Edit privilege provides access to Edit button on
page
Compensation View Compensation Details for Worker Grants access to the Compensation page
Employment View Employment Information Summary Grants access to the Employment Information
Information page
Documents Manage Person Documentation Grants access to Manage Document Records
Person Management page for line managers and HR specialists
Manage Person Documentation by Worker Grants access to Manage Document Records
page for employees and contingent workers
Human Resource Analyst – Person View Grants access to View Document Records page
for page HR analysts
Goals Manage Performance Goal by Worker Yes Grants access to Goals page for employees and
contingent workers
Manage Performance Goal by Manager Yes Grants access to Goals page for line managers

29
Tab Required Role or Aggregate Privilege New Details
Manage Performance Goal by HR Yes Grants access to Goals page for HR specialists
Performance View Performance Summary Yes Grants access to Performance Summary page
Skills and View Person Skills and Qualifications Yes View privilege grants access to Skills and
Qualifications Edit Person Skills and Qualifications Qualifications page
Edit privilege provides access to Edit button on
page
Time Time and Labor Manager Grants access to both view and manage a
Management > worker’s availability
Manage Planned
Schedule

TIPS AND CONSIDERATIONS

For customers who require a period of transition to the new navigation structure, access to Person
Gallery and My Portrait can be configured through the Structure administration tool.

Select the Create Page Entry.

Create Page Entry

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Enter the following information for each menu item.

Name Person Gallery My Portrait


Category Directory About Me
Link Type Application Page Application Page
Focus View ID /PersonGallery /MyPortrait
Web Application hcmCore hcmCore
Secured Resource oracle.apps.hcm.people.gallery.ui.page.PeopleGal oracle.apps.hcm.people.portrait.ui.page.MyPortraitP
Name leryPageDef ageDef
Application Stripe hc hcm

Support for Person Gallery and My Portrait will be deprecated in the release following Release 12. If
you have configured the Person Gallery pages, you should review each of the replacement navigation
pages above to include similar configurations.

KEY RESOURCES

For more information, go to Applications Help for the following guides and topic:

• Person Spotlight: Explained

STREAMLINED NAVIGATION TO INFOLETS AND OTBI REPORTS

To streamline navigation to new user interface components like infolets and encourage use of highly
flexible analytics in Oracle Transaction Business Intelligence (OTBI), the following menus items are
removed from the Navigator and springboard:

• My Workforce > Human Resources Dashboard


• My Team > Manager Resources Dashboard

Enhanced pages and navigation now replace functionality available from the Human Resources
Dashboard and the Manager Resources Dashboard.

STEPS TO ENABLE

There are no steps necessary to enable this feature.

31
TIPS AND CONSIDERATIONS

You can customize the Navigator and springboard to access the Human Resources Dashboard and
Manager Resources Dashboard pages using the Structure page.

To display a menu item on the Navigator:

1. From the Navigator menu, select Tools - Structure

Select Create > Create Page Entry

Select the Create Page Entry

2. On the Create Page Entry page, enter the following information for each menu item.

Enter Details on the Create Page Entry Page

32
Field Human Resources Dashboard Manager Resources Dashboard
Category My Workforce My Team
Link Type Application Page Application Page
Focus View ID /DashHrSpecialist /DashLineManager
Web Application hcmCore hcmCore
Secured Resource oracle.apps.hcm.dashboards.hrSpecialist.publi oracle.apps.hcm.dashboards.lineManager.publicUi.pag
Name cUi.page.HrSpecialistDashboardPageDef e.DashLineManagerPageDef
Application Stripe hcm hcm

3. Click Save and Close

KEY RESOURCES

The Report Sharing Center on Oracle Applications Customer Connect has many sample reports that are
free to download. Some of those reports are OTBI examples of some of the analytics that previously
appeared on these dashboards.

https://appsconnect.custhelp.com/pages/111909f106

DISPLAY FLEXFIELD INFORMATION ON REVIEW PAGES FOR JOBS, POSITIONS, GRADES, AND
LOCATIONS

You can now see flexfield information on the Review page when you create or edit jobs, positions,
grades, and locations.

33
Flexfield Information Displayed on the Edit Job: Review Page

STEPS TO ENABLE

There are no steps to enable this feature.

SYNCHRONIZATION OF GRADE LADDER FROM POSITION

Grade ladder option is added to the Position Synchronization Configuration section on the Manage
Enterprise HCM Information page. If you select this option grade ladder in the assignment is
synchronized with the grade ladder defined in the position.

34
Grade Ladder Option Added to Position Synchronization Configuration Section

STEPS TO ENABLE

1. In the Setup and Maintenance work area, search for and click the Manage Enterprise HCM
Information task.

NOTE: If you want to enable position synchronization for a legal entity, in the Setup and
Maintenance work area, search for and click the Manage Legal Entity HCM Information task.

2. Select Grade Ladder in the Position Synchronization Configuration section to synchronize


the grade ladder.

35
CHANGED RULES FOR POPULATING GRADES AND GRADE LADDERS IN ASSIGNMENTS

The rules for populating the grades and grade ladders in an assignment are now changed. You can now
use the Default Valid Grades profile option independent of the Enforce Valid Grades profile option, to
populate valid grades in an assignment. The Default Valid Grades profile option populates the grade in a
new assignment, while the Enforce Valid Grades profile option also restricts the Grade LOV in the
assignment to allow only the selection of a grade that is valid for the job or position.

Valid grades are now populated from the position, even if no entry grade is specified in the position. If
valid grades are enforced or configured to be synchronized from the position and the enforced valid
grade is not part of the selected grade ladder, a warning is shown in the assignment.

Some of the other rules for populating the grade and grade ladder are as follows:

• Grades specified in a position always take precedence over grades specified in a job. If valid
grades are specified for a job and position, then the grades for the jobs would be ignored
and the position grades would be used in an assignment if a position exists.
• If an entry grade is captured at the position, then this is always used for populating in a new
assignment, even if the profile option to default valid grades is not enabled.
• Synchronization of a grade from the position takes precedence over the profile option to
default or enforce valid grades.
• If the grade or the grade ladder is selected for position synchronization, the value is
inherited from the position and is displayed as read-only in the assignment. But if no value
exists at the position for these attributes, the attribute remains editable in the assignment.
If multiple valid grades exist, the entry grade will be the default and the attribute remains
editable in the assignment but is restricted to only valid grades of the position.

STEPS TO ENABLE

There are no steps to enable this feature.

36
NEW POSITION ATTRIBUTE - STANDARD WORKING HOURS

Use the new Standard Working Hours field on the Create and Edit Position pages to capture standard
working hours, which can be different from working hours to support part-time positions. This value is
now used to calculate the FTE (Full Time Equivalent) in the assignment. So, even if a value for the FTE
exists at the position it won’t be copied in an assignment that uses that position. Instead, the
assignment FTE value is calculated as a ratio of working hours to standard working hours. For example, if
there are 3 incumbents in a position working 20 hours each, the information displayed in the position
and assignment is as follows:

Field Position Assignment


Working Hours 20 Weekly 20 Weekly
Standard Working Hours 40 Weekly 40 Weekly
Headcount 3 1
FTE 1.5 0.5 (20/40)

Standard Working Hours Added to the Create and Edit Position Pages

37
STEPS TO ENABLE

There are no steps to enable this feature.

TIPS AND CONSIDERATIONS

• After an upgrade, the Standard Working Hours field is populated with the same value as the
working hours in existing positions.
• The value for the FTE (Full Time Equivalent) in an assignment is not synchronized from the
position. Instead the FTE value is calculated as a ratio of working hours to standard working
hours. The FTE is used for validating the number of incumbents where hiring for a position is
allowed only if sufficient vacant FTE and headcount is available for the position.

NEW SCHEDULED PROCESS FOR POSITION SYNCHRONIZATION

A new process, Synchronize Person Assignment from Position is introduced. You must run this process
to:

• Update impacted assignments in the enterprise or legal entities when position


synchronization is enabled for the first time or changed later.
• Update impacted assignments when you upload changes in the position using HCM Data
Loader.

The current function of the Initialize Position Synchronization process is now incorporated into the new
process and hence, the Initialize Position Synchronization process is now obsolete.

STEPS TO ENABLE

There are no steps needed to enable the feature.

TIPS AND CONSIDERATIONS

Schedule this process to run daily.

ENHANCED DOCUMENT RECORDS

Improve the usability of document records by now managing it in the simplified user interface. The
changes to the document records user interface include:

• Redesigning the Manage Document Records page that is now part of the worker's
documents in the Personal Information work area.
• Listing of all worker document records on the Manage Document Records page so that you
don’t have to search for any particular record.
• Populating the required document code attribute as an auto generated value in the Create
Document Record page based on the document type and timestamp.

38
• Redesigning the Manage Document Records page in the Document Records work area for
Line Managers and HR Specialists to provide a consistent user experience.
• Adding the Document Record tab to the worker’s person spotlight that is accessible from
the directory and My Team work area.

Workers can access the Manage Document Records page from the My Documents tab in the Personal
Information work area or the person smart navigation window.

Line Managers and HR Specialists can access the Manage Document Records page from the Document
Records work area.

Redesigned Manage Document Records Page in the Personal Information Work Area for Workers

39
Redesigned Create Document Record Page with Document Code Auto Generated

Redesigned Manage Document Records Page in the Document Records Work Area for Line Managers and HR Specialists

40
Person Spotlight Containing the Document Record Tab

STEPS TO ENABLE

There are no steps necessary to enable this feature.

KEY RESOURCES

For more information, go to Applications Help for the following topics:

• Document Types, Categories, and Statuses: Explained

ENHANCED DOCUMENT DELIVERY PREFERENCES

Improve the usability of document delivery preferences by now managing it in the simplified user
interface. The document delivery preferences user interface is redesigned and is now part of the
worker's Personal Information work area and the person smart navigation window.

You can access the Document Delivery Preferences task from the Related Links panel in the Personal
Information work area or the person smart navigation window.

41
Redesigned Page in the Simplified User Interface

Person Smart Navigation Window

STEPS TO ENABLE

There are no steps necessary to enable this feature.

42
KEY RESOURCES

For more information, go to Applications Help for the following topic:

• Document Delivery Preferences: Explained

HCM CLOUD MOBILE

USING DIRECTORY SEARCH

Search for peers, directs, managers in your organization by entering the name, job title, location,
telephone number or any other criteria.

The search results display a list that you can refine and sort according to your preferences.

Directory Search

43
STEPS TO ENABLE

There are no steps necessary to enable this feature.

TIPS AND CONSIDERATIONS

• Employees and managers can view the Public Profiles of workers.


• Tap the person’s details to contact them. If you tap e-mail address, it will create an e-mail
with the person’s e-mail id.

KEY RESOURCES

For additional information see the following topics in Application Help:

• Using Search on Your Mobile Device: Explained

NEW MY DAY FORMAT

With My Day you are now notified of upcoming meetings and events. You can also view corporate
announcements and Talent Ticker spotlights for employment milestones and important dates.

STEPS TO ENABLE

There are no steps necessary to enable this feature.

KEY RESOURCES

For additional information see the following topics in Application Help:

• Setting Up Your Calendar on Your Mobile Device: Explained

CONSISTENT USER EXPERIENCE IN MOBILE AND WEB APPLICATION

You can now leverage the new user experience that aligns the user experience in mobile devices and the
web application. This consistent user experience is evident when you connect the mobile application to
the Release 12 HCM Cloud environment.

STEPS TO ENABLE

There are no steps necessary to enable this feature.

44
Consistent User Experience in Mobile Device and Web Application

ROLE INFORMATION

This table identifies the required security privileges and suggests target job and abstract roles to access
Oracle Tap.

Functional Security Privilege Job Role


Access Tap Application Line Manager
Employee

45
HUMAN CAPITAL MANAGEMENT FOR AUSTRALIA

Oracle Fusion HRMS (Australia) supports country specific features and functions for Australia. It enables
users to follow Australia’s business practices and comply with its statutory requirements.

MANAGE AUSTRALIAN FEATURES

The Manage Australian Features flow enables users to activate or deactivate select features delivered
for Australia. Features that can be activated or deactivated through this flow are defined by Oracle.

Starting Release 12.1, users who wish to use Workplace Gender Profile Reporting can use the Manage
Australian Features flow to activate the Workplace Gender Profile Information Capture feature.

NOTE: Users who have already activated the Workplace Gender Profile Information Capture feature and
are currently using it do not have any additional tasks to perform.

The Manage Australian Features flow can be accessed as follows:

3. 1.Navigate to the Payroll Checklist work area.

Navigation

46
4. Click on the Submit a Process or Report task.

Payroll Flows and Patterns

5. Select an Australian legislative data group. The Manage Australian Features flow is displayed
under flow patterns.

Submit a Process or Report: Select Flow Pattern Page

6. Select the flow and click Next.

47
7. In the parameters section, provide the following details:

• Payroll Flow: A unique name that can be used to track this submission
• Australian Feature: Workplace Gender Profile Information Capture
• Activate Usage: Yes

Submit a Process or Report: Enter Parameters Page

8. Click Submit. The run results are displayed on successful completion of the process flow.

48
Run Results Page

9. Deploy the extensible flexfield Assignment EIT Information EFF. For more information, see
the Key Resources section.

STEPS TO ENABLE

There are no steps necessary to enable this feature.

KEY RESOURCES

For more information on extensible flexfields and how to deploy them, go to Applications Help for the
following topics:

• Extensible Flexfields: Explained


• Planning Extensible Flexfields: Points to Consider
• Managing Extensible Flexfields: Points to Consider
• Deploying Flexfields Prerequisites: Explained
• Deploying Flexfields: Explained

49
HUMAN CAPITAL MANAGEMENT FOR CANADA

Oracle Fusion HRMS (Canada) supports country specific features and functions for Canada. It enables
users to follow Canada’s business practices and comply with its statutory requirements.

INVOLUNTARY DEDUCTIONS: ENHANCED PROTECTED PAY RULES

Additional Protected Pay functionality is introduced to specify how the employee’s protected pay is
calculated.

Protected Pay functionality for involuntary deductions was initially introduced in release 10, bundle 17.
It was also previously enhanced in release 11, bundle 8. Several new rules are introduced with this
release.

You can configure protected pay rules for each individual deduction on the involuntary deduction card
for the employee. The payroll process calculates the protected pay amount based on the rules
configured on the involuntary deduction card for the employee. Use the Enterable Calculation Values
on Calculation Cards tab on the Manage Calculation Cards page, to create individual entries and define
the rules.

Enterable Calculation Values on Calculation Cards

You can create entries using the following new rules:

50
New Rules

• Apply Protected Pay Percentage to Income Above Protected Pay Amount

This is a Yes or No option that specifies how the protected pay calculation applies the percentage.

For example, if the court order specifies a Protected Pay exemption of $X, plus 50% of the wages above
that exemption, then you would use this rule.

If your selection is:

• Yes, the protected pay percentage is calculated on the disposable income over the
protected pay amount, and then added to the protected pay amount.

For example, PP= (Disposable Income - PP Amount) * PP % + PP Amount.

PP – Protected Pay

• No, the protected pay is the maximum of the protected pay percentage or the protected
pay amount.

51
Exemption

This is an exemption amount used to reduce the gross or net prior to applying the deduction percentage
in the calculation.

Maximum Protected Pay Amount Per Month

This is an amount that specifies a maximum value for the protected pay amount for each deduction in a
month. If there are multiple deductions of the same type (for example, 2 garnishments), this serves as
the maximum value for all deductions of the same deduction type.

52
Maximum Withholding Amount Per Month

This is an amount that specifies a maximum withholding value for the deduction in a month.

Configure these rules for any of the deduction types: Garnishment, Maintenance and Support, and Tax
Levy. You can use a combination of these rules to meet the requirements in the court order.

The British Columbia Family Maintenance Enforcement Program (BC FMEP) has a prescribed rate for
protected pay based on the amount of wages paid per period. This is only for maintenance and support
deductions and is addressed by configuring the following rule:

53
Maintenance and Support BC FMEP

This is a Yes or No option that specifies whether the protected pay calculation for British Columbia FMEP
is enabled.

If your selection is Yes, the British Columbia FMEP protected pay calculations are performed.

If your selection is No, the British Columbia FMEP protected pay calculations are not performed.

If you configure other protected pay rules, the British Columbia FMEP protected pay calculations are
overridden and the other protected pay rules are used in the calculations.

54
The requirements for British Columbia FMEP are preconfigured by Oracle.

Some important items to note regarding the Disposable Income Calculation Rule are:

• If the Disposable Income Calculation Rule is not defined, the default value is Percentage of
Net Pay. This means that employee’s net pay is used in the protected pay calculations.
• The Disposable Income Calculation Rule works in the same way for the Deduction
Percentage as it does for the Protected Pay Percentage rule, in that:
o If the rule is Percentage of Gross, the percentage entered on Calculation Values is the
percentage of gross pay
o If the rule is Percentage of Net, the percentage entered on Calculation Values is the
percentage of net pay
o If rule is Percentage of Net Pay Less Specific Deductions, the percentage entered on
Calculation Values is the percentage of net pay less specific deductions

The protected pay amount calculated for the deduction, as well as additional details, is displayed in the
run results for the Results and element’s shadow elements.

Any amounts in arrears will also observe the protected pay limits.

Use the Manage Calculation Cards task from the Payroll Calculation or the Person Management work
areas to create the involuntary deduction card.

STEPS TO ENABLE

There are no steps necessary to enable this feature.

55
REPORTING INFORMATION CARD

Use the reporting information card to capture values required for the Record of Employment (ROE).

ROE information is captured by creating calculation components and their associated component
details. For example, the calculation component of ‘Reason for Issuing ROE’ corresponds to its
component details of the valid reasons as per Service Canada.

The information captured is used to report ROE information in the following blocks:

• Reason for Issuing ROE (Block 16)


• ROE Vacation Pay (Block 17A)
• ROE Statutory Holiday Pay (Block 17B)
• ROE Other Monies (Block 17C)
• ROE Comments (Block 18)
• ROE Special Payments (Block 19)

Additionally, several items are now defaulted and automatically created. The enhancements to the UI
include:

• The TRU association is now created automatically based on the employee’s payroll
relationship. Previously you had to manually create this association.
• The payroll associated with the payroll relationship is now defaulted when creating a
calculation component. Previously you had to manually select a payroll.
• The component details are now enabled by default for the related calculation component.
Previously you had to manually select and add it before being able to enter any values.
• The Federal heading under the component group section is renamed to Reporting
Information and the components and component details are displayed in that section.

Use the Manage Calculation Cards task from the Payroll Calculation and the Person Management work
areas to create a Reporting Information card.

56
Calculation Component for “Reason for Issuing ROE” and its Related Calculation Component Details

The image below displays additional calculation components created for an employee and the related
calculation component details for the component “ROE Vacation Pay”.

57
Additional Calculation Components

STEPS TO ENABLE

There are no steps necessary to enable this feature.

GLOBAL ABSENCE ELEMENT UPTAKE

Oracle Fusion Human Capital Management for Canada provides the ability to process absences in
Canada. There is integration between the absence management system and payroll. The information
passed from absences to payroll is used to calculate the absence payment in payroll.

The absence element is created in payroll. When defining the absence plan, the absence element is
associated to the plan, which serves as the connection between the absence and payroll systems. When
an absence is recorded for the employee, the person’s absence calculation card is created and the
absence plan is linked to the calculation component on the person's calculation card. Also, the daily and
summary breakdown information is automatically transferred to payroll.

58
You can process the payroll that includes these absence entries and view the resulting absence balances
on the person's Statement of Earnings (SOE). After you process and archive payments, you can also
view the resulting absence balances on the person's payslip.

Rules and leave plans for absences vary throughout Canada. In general, they are defined by provincial
Employment Standards, although employers can also define their own rules. Uptake of the global
absence template will provide the primary classification of Absence and the additional secondary
classifications of the following absence types:

• Vacation
• Sickness
• Maternity
• Other

Absence and accrual balances are displayed in the following:

• Payslip
• Cheque advice
• SOE
• Global reports
o Payroll Activity Report
o Payroll Balance Report
o Payroll Gross-to-Net Report
o Payroll Register Report
o Element Result Report

As a summary, the high-level list of the steps involved in processing absences is noted below. These are
in sequential order, as some of the setup may be used in a subsequent step. A number of the steps
show the related pages displaying the configuration or results of the processing.

1. 1. Create rate definitions to use in calculating accrual and liability balances.

59
2. 2. Create absence element and eligibility.

60
You must create the eligibility for the following elements:

<base element (for example, RLH CA Vacation)

<base element> accrual (for example, RLH CA Vacation Accrual)

<base element> entitlement (for example, RLH CA Vacation Entitlement)

3. 3. Create derived factors, if applicable.

4. 4. Create eligibility profile.

61
5. 5. Create an absence plan and ensure the following is defined for payroll:

o You select the transfer absence payment information for payroll processing check
box.
o You select the element for the plan in the Element field.

62
63
64
Create absence types and associate them to the absence plans.

65
Enroll employees in the absence plan.

66
67
6. 6. Process the Run Accruals for Selected Plan task action (for approvals).

68
7. 7. Record an absence for the employee.

69
NOTE: When the absence accrual is run or absence record is recorded, an absence card is
automatically created and the daily and summary breakdown information is automatically
transferred to payroll.

70
71
NOTE: The capture above is the entitlement component that displays its related component details.
It is an example of an absence entitlement payment.

72
NOTE: The capture above is the accrual component that displays its related component details. It is
an example of an absence accrual balance.

73
8. Process payroll.

9. View absence balances in the SOE.

74
Process payslip and other reports.

The absence information is configured in the Absence Administration work area.

STEPS TO ENABLE

There are no steps necessary to enable this feature.

TIPS AND CONSIDERATIONS

Within the absence plan, you must ensure the following is defined for the absence information to
transfer to payroll for processing.

1. 1. Select the transfer absence payment information for payroll processing check box.

2. 2. Select the element for the plan in the Element field (this element is the absence element
created in payroll).

75
KEY RESOURCES

For more information on absences in Canada, go to My Oracle Support for the following White Papers:

• Canada Information Center (Document ID 2102586.2)


o CA – Absence tab > Product Documentation > White Papers
o CA – Absence tab > Product Documentation > Other Documents

76
HUMAN CAPITAL MANAGEMENT FOR CHINA

Oracle Fusion HRMS (China) supports country specific features and functions for China. It enables users
to follow China’s business practices and comply with its statutory requirements.

NON TAXABLE EMPLOYEE AND EMPLOYER CONTRIBUTION THRESHOLD AMOUNTS

Comply with the regulation on taxable social security contribution calculations in Shenzhen and
Shanghai by capturing nontaxable employee and employer contribution threshold amounts and using
them in monthly individual income tax calculations.

STEPS TO ENABLE

Set up the employee and employer nontaxable contribution threshold amounts by social security item,
territory and contribution type as needed. This setup should occur at the payroll statutory unit level, on
the Statutory Deductions calculation card, under the Social Security group.

Set Up Nontaxable Contribution Threshold Amounts at Payroll Statutory Unit Calculation Card Level

You may also set up the threshold amounts at tax reporting unit level and/or payroll relationship level.

77
TIPS AND CONSIDERATIONS

Amounts set up at payroll statutory unit level apply to everyone in a territory of a contribution type, if
no overriding value is provided at tax reporting unit level or payroll relationship level. Amounts set up at
tax reporting unit level apply to everyone making contribution via the tax reporting unit if no overriding
value is provided at payroll relationship level. Amounts set up at payroll relationship level are used in
the tax calculation for a particular employee if available.

For the taxable social security contribution calculation, data set up at Payroll Relationship level always
takes precedent, followed by the data set up at Tax Reporting Unit level and then the data at Payroll
Statutory Unit level.

The non taxable contribution threshold amounts will be used in the calculations, if, apart from
nontaxable contribution threshold amounts, the nontaxable contribution rates and/or non taxable
contribution base amounts are set up at the Payroll Statutory Unit, Tax Reporting Unit and the Payroll
Relationship level.

78
HUMAN CAPITAL MANAGEMENT FOR FRANCE

Oracle Fusion HRMS (France) supports country specific features and functions for France. It enables
users to follow France’s business practices and comply with its statutory requirements.

NEW CALCULATION CARD: HARDSHIP FACTOR

Use the Hardship Factor calculation card to capture information related to Hardship Factor. The
calculation card component and component details contain the following fields:
• Year Concerned
• Hardship Factor: Hyperbaric activities, Night time work, Alternative cycle, Repetitive work

For the same year when the person reaches a new hardship factor, you must update this calculation
card to specify the new factor. In the subsequent years, even though the hardship factors may remain
the same, you must update the Year Concerned field to reflect the change in year, and the hardship
factors, if required.

Values for Hardship Factor

STEPS TO ENABLE

There are no steps necessary to enable this feature.

79
STATUTORY DEDUCTION CALCULATION CARD ENHANCEMENT

Capture the following additional information in the Statutory Deduction calculation card:

• Resident Abroad: Social Security and Tax status


• Pensioner: Employee Pension status upon hire

Enhanced Statutory Deduction Calculation Card

STEPS TO ENABLE

There are no steps necessary to enable this feature.

PENSION AND WELFARE CALCULATION CARD ENHANCEMENT

Capture the following additional information in the Pension and Welfare calculation card:

• Number of adult legal beneficiaries


• Number of dependent children
• Number of child legal beneficiaries
• Number of beneficiaries

The Internal Contract Reference field is defined at the TRU-level. You must select a value here.

80
Enhanced Pensions and Welfare Employee Calculation Card

STEPS TO ENABLE

There are no steps necessary to enable this feature.

81
NEW EXTERNAL ORGANIZATION

Support of additional external organization type:

• French unemployment agency

Additional Field for Unemployment Agency Information in TRU Calculation Card

STEPS TO ENABLE

There are no steps necessary to enable this feature.

82
HUMAN CAPITAL MANAGEMENT FOR GERMANY

Oracle Fusion HRMS (Germany) supports country specific features and functions for Germany. It enables
users to follow Germany’s business practices and comply with its statutory requirements.

LEGISLATIVE CHANGES FOR NAME VALIDATIONS

To comply with legislative changes published by the Social Insurance authority as of June 1, 2015, the
validation messages for person names are enhanced.

STEPS TO ENABLE

There are no steps necessary to enable this feature.

ENHANCED PERSON NAME VALIDATIONS

You can now enter a "+" (plus sign) at the first position for birth name, first name, or last name for
persons, whose birth name, first name, or last name is not known. All the messages and business rules
are enhanced to include this validation.

STEPS TO ENABLE

There are no steps necessary to enable this feature.

VALIDATIONS FOR REPORTING FIRST NAME AND REPORTING LAST NAME

The fields Reporting First Name and Reporting Last Name are no longer mandatory. They are
automatically populated from the person’s name fields, if they comply with all validation rules. The
reporting name must be entered only if the person’s name fields do not comply with the validation
rules.

STEPS TO ENABLE

There are no steps necessary to enable this feature.

DISABILITY REPORT

Use this report to export data to the third-party software REHADAT-Elan. The report is enhanced to
count the number of positions reported in file c, that is, employer’s workforce.

STEPS TO ENABLE

There are no steps necessary to enable this feature.

83
HUMAN CAPITAL MANAGEMENT FOR KUWAIT

Oracle Fusion HRMS (Kuwait) supports country specific features and functions for Kuwait. It enables
users to follow Kuwait’s business practices and comply with its statutory requirements.

ELECTRONIC FUNDS TRANSFER TEMPLATE UPDATE

Electronic Funds Transfer (EFT) is an electronic transmission of financial data and payments to banks in a
fixed position format flat file (text).

The EFT template includes the following assignments, in compliance with banking regulations:

• MOSAL ID: This is the Ministry of Social Affairs and Labor (MOSAL) identifier. It is assigned at
the following levels: Employee or Legal entity
• IBAN: International Bank Account Number (IBAN) is an international standard for numbering
bank accounts (ISO 13616).

MOSAL ID at the Employee Level: Edit National Identifiers Screen

STEPS TO ENABLE

There are no steps necessary to enable this feature.

84
PAYROLL CYCLE FLOW UPDATE

Ensure payroll processes are run in the correct order. Payroll Cycle is a global seeded payroll flow which
enables you to run predefined payroll tasks in a predefined sequence for each payroll period, in a best
practice flow. The payroll cycle flow has been amended so that the payroll archive is run prior to
payment tasks.

Amended Payroll Cycle

STEPS TO ENABLE

There are no steps necessary to enable this feature.

REPORT 56 ENHANCEMENT

The payroll archive and Report 56 have been enhanced to manage multiple payroll runs for the same
period and report each employee only once.

STEPS TO ENABLE

There are no steps necessary to enable this feature.

85
IPE CONSOLIDATED REPORT UPDATES

New hires and terminations are now reported separately in the IPE Consolidated report for citizens of
the Gulf Cooperation Council (GCC). The new hire details are not displayed when the employee is
terminated.

STEPS TO ENABLE

There are no steps necessary to enable this feature. You can run this report from the Regulatory and
Tax Reporting work area.

KEY RESOURCES

For more information about this report, go to Application Help and search for the following topic:

• Kuwaiti IPE Consolidated Report

HIGHEST EDUCATION LEVEL SPECIALIZATION

To comply with Employee Social Insurance Contributions or Insurance Protection Extension (IPE)
reporting needs, in addition to recording the highest education level a person has achieved, you can
now record the subject, or specialization, for the highest education level. You can view this information
in the IPE report.

Employee Personal Information: Details Screen

STEPS TO ENABLE

There are no steps necessary to enable this feature.

86
HUMAN CAPITAL MANAGEMENT FOR SAUDI ARABIA

Oracle Fusion HRMS (Saudi Arabia) supports country specific features and functions for Saudi Arabia. It
enables users to follow Saudi Arabia’s business practices and comply with its statutory requirements.

IPE CONSOLIDATED REPORT UPDATES

New hires and terminations are now reported separately in the IPE Consolidated report for citizens of
the GCC. The new hire details are not displayed when the employee is terminated.

STEPS TO ENABLE

There are no steps necessary to enable this feature. You can run this report from the Regulatory and
Tax Reporting work area.

KEY RESOURCES

For more information about this report, go to Application Help and search for the following topic:

• Saudi IPE Consolidated Report

HIGHEST EDUCATION LEVEL SPECIALIZATION

To comply with Employee Social Insurance Contributions or Insurance Protection Extension (IPE)
reporting needs, in addition to recording the highest education level a person has achieved, you can
now record the subject, or specialization, for the highest education level. You can view this information
in the IPE report.

Employee Personal Information: Details Screen

STEPS TO ENABLE

There are no steps necessary to enable this feature.

87
HUMAN CAPITAL MANAGEMENT FOR THE UNITED ARAB EMIRATES

Oracle Fusion HRMS (United Arab Emirates) supports country specific features and functions for the
United Arab Emirates. It enables users to follow the United Arab Emirates’ business practices and
comply with its statutory requirements.

IPE CONSOLIDATED REPORT UPDATES

New hires and terminations are now reported separately in the IPE Consolidated report for citizens of
the GCC. The new hire details are not displayed when the employee is terminated.

STEPS TO ENABLE

There are no steps necessary to enable this feature. You can run this report from the Regulatory and
Tax Reporting work area.

KEY RESOURCES

For more information about this report, go to Application Help and search for the following topic:

• Emirati IPE Consolidated Report

88
HUMAN CAPITAL MANAGEMENT FOR UNITED KINGDOM

Oracle Fusion HRMS (UK) supports country specific features and functions for the United Kingdom. It
enables users to follow United Kingdom’s business practices and comply with its statutory
requirements.

EMPLOYMENT INTERMEDIARIES REPORTING

Comply with the HMRC requirement by recording information for employees that are employed through
intermediaries. To capture this information, the following fields are available:

• Worker Engagement Details: Use this to identify the category under which the employees
provide their services. The values for this field are not defined in the application. You must
enter one of the following values:
• A – Self employed contractor
• B – Partnership
• C – Limited liability partnership
• D – Limited company
• E – Non-UK engagement
• F – Another party operated PAYE on the worker’s payments
• Worker Unique Taxpayer Reference: This the 10-digit number issued to the person from HM
Revenues & Customs (HMRC).

STEPS TO ENABLE

There are no steps necessary to enable this feature.

UK STATUTORY HOLIDAY CALCULATION

Calculate the statutory holiday entitlement, that is, the number of holidays accrued by a person in a
holiday year by using the sample fast formula.

Use the sample formula by associating it with your absence accrual plan. The sample formula accrues
holiday monthly from January to December.

89
Sample Formula for UK Statutory Holiday Calculation

You can copy the formula text of the sample formula and create your own formulas.

Formula Text of UK Sample Formula

90
Use the Manage Absence Records task in Person Management to attach the accrual formula with the
absence plans for the employee.

Run Accrual Plan

You can also schedule an Enterprise Scheduler Service (ESS) process to run accruals for the selected
plan.

STEPS TO ENABLE

There are no steps necessary to enable this feature.

STATUTORY SICK PAY

The new feature enables you to process statutory sick pay eligibility and entitlement. The resulting
payment details are then interfaced to payroll for processing and payment.

Use the absence certification functionality to record reasons for denial or nonpayment of a statutory
absence. With the statutory sick pay feature, you can:

• Check the length of an absence. If the absence is less than 4 days, it cannot be linked to
other absences as it is not long enough to form a period of incapacity to work.
• Ensure that waiting days are made non payable.
• Stop payment after 28 weeks of paying statutory sick pay or 3 years of linked absences.
• Stop payment if the person has a Job Centre linking letter.
• Ensure that the person has the required earnings to meet or exceed the Lower Earnings
Limit.
• Generate a warning message if the absence is pregnancy related and falls within four weeks
of the due date of childbirth, advising that the employee should have statutory maternity
leave instead of statutory sick pay.
• Allow the use of a different schedule for statutory sick pay calculation than the one the
employee normally has.

91
Sickness Absence Entry Screen

STEPS TO ENABLE

The following steps are required to use the feature:

• Create payment rate definitions


• Create payroll element for payment details
• Create absence plan
• Attach formula to absence plan

Sickness Absence Plan Entitlements Screen

92
• Create absence type
• Attach formulas to absence type

Sickness Absence Type Attributes Screen, Validation

Sickness Absence Type Attributes Screen, Linking

TIPS AND CONSIDERATIONS

When creating absence setup data, always ensure that the effective date is set to a value which covers
the date range of all the absences you wish to create.

93
STATUTORY ADOPTION PAY

The new feature enables you to process statutory adoption eligibility and entitlement. The resulting
payment details are then interfaced to payroll for processing and payment.

Use the absence certification functionality to record reasons for denial or nonpayment of a statutory
absence.

With the Statutory Adoption Pay feature, you can:

• Check that the employee has been employed for 26 weeks continuously into the matching
week.
• Ensure that the employee’s average weekly earnings (during the relevant period) are at or
above the Lower Earnings Limit.
• Stop payment, if leave exceeds 39 weeks of Statutory Adoption Pay.
• Generate a warning message if Leave Blocks is for less than seven days.
• Prevent the user from recording an absence, if the start date is more than 14 days before
the expected placement date, or later than the placement date of the child, or the child
attains 18 years before absence start date.
• Restrict the user from entering leave only up to the child’s 18th birthday, if the child attains
the age of 18 years before the end date of leave.
• Allow recovery of monies from HMRC at the appriotate rate.

Adoption Absence Entry Screen

94
STEPS TO ENABLE

The following steps are required to use the feature:

• Create payment rate definitions


• Create payroll element for payment details
• Create recovery rates
• Create absence plan
• Attach formula to absence plan

Adoption Plan Entitlements Screen

• Create absence type


• Attach formula to absence type

Adoption Type Attributes Screen

95
TIPS AND CONSIDERATIONS

When creating absence set up data, always ensure that the effective date is set to a value which covers
the date range of all the absences you wish to create.

STATUTORY PATERNITY PAY

The new feature enables you to process statutory paternity pay eligibility and entitlement. The resulting
payment details are then interfaced to payroll for processing and payment.

Use the absence certification functionality to record reasons for denial or nonpayment of a statutory
absence.

With the Statutory Sick Pay feature, you can:

• Ensure the employee has been employed for 26 weeks continuously into the qualifying
week.
• Ensure that the employee’s average earnings (during the relevant period) are at or above
the Lower Earnings Limit to get payment for the absence.
• Stop payment of Statutory Paternity Pay after the 56th day after the date of Child birth or
Placement date.
• Check if leave exceeds two weeks of the stop payment of Statutory Paternity Pay.
• Check if Leave Blocks are for seven days.
• Allow recovery of monies from HMRC at the appriotate rate.

Paternity Absence Record Screen

96
STEPS TO ENABLE

The following steps are required to use the feature:

• Create rate payment definitions


• Create payroll element for payment details
• Create recovery rates
• Create absence plan
• Attach formula to absence plan

Paternity Absence Plan Entitlements Screen

• Create absence type


• Attach formula to absence type

Paternity Absence Type Attributes Screen

97
TIPS AND CONSIDERATIONS

When creating absence set up data, always ensure that the effective date is set to a value which covers
the date range of all the absences you wish to create.

STATUTORY MATERNITY PAY

The new feature enables you to process statutory maternity pay eligibility and entitlement. The
resulting payment details are then interfaced to payroll for processing and payment.

Use the absence certification functionality to record reasons for denial or nonpayment of a statutory
absence.

With the statutory maternity pay feature, you can:

• Ensure the leave block is more than seven days.


• Ensure that the employee is employed in the qualifying week.
• Check that the employee has been employed for more than 26 weeks.
• Check that the maximum weeks paid has not been exceeded.
• Check the employee has reached or exceeded the Lower Earnings Limit (LEL).
• Ensure that the start date of the maternity leave is not more than 11 weeks before the baby
is due, unless the baby is born earlier.
• Allow recovery of monies from Her Majesty’s Revenues and Customs (HMRC) at the
appriotate rate

Maternity Absence Record Screen

98
STEPS TO ENABLE

The following steps are required to use the feature:

• Create payment rate definitions


• Create payroll element for payment details
• Create recovery rates
• Create absence plan
• Attach formula to absence plan

Maternity Leave Absence Plan Entitlement Screen

• Create absence type


• Attach formula to absence type

Maternity Absence Type Attributes Screen

99
TIPS AND CONSIDERATIONS

When creating absence set up data, always ensure that the effective date is set to a value which covers
the date range of all the absences you wish to create.

SHARED PARENTAL LEAVE

The new feature enables you to process shared parental leave eligibility and entitlement. The resulting
payment details are then interfaced to payroll for processing and payment.

Use the absence certification functionality to record reasons for denial or nonpayment of a statutory
absence.

With the shared parental leave feature, you can:

• Check that the employee satisfies the eligibility conditions to be entitled to shared parental
leave, that is, has the required length of service.
• Ensure that the maximum entitlement is not exceeded.
• Allow recording of an agreement and the actual absences against the agreement.
• Allow recovery of monies from HMRC at the appropriate rate.

Shared Parental Leave Absence Record

100
STEPS TO ENABLE

The following steps are required to use the feature:

• Create payment rate definitions


• Create payroll element for payment details
• Create recovery rates
• Create absence plan
• Attach formula to absence plan
• Create absence type
• Attach formula to absence type

Shared Parental Leave Absence Type

• Create leave agreement templates

101
Shared Parental Leave Agreement Template Screen

TIPS AND CONSIDERATIONS

When creating absence set up data, always ensure that the effective date is set to a value which covers
the date range of all the absences you wish to create.

ADD SUPPORT FOR BACS PROCESSING DATE TO BACS FLOW

The new parameter BACS processing date is a mandatory parameter added to the Make EFT Payments
process. You must set the date to one working day prior to the day when payment will be made to the
person’s bank. The date must not be a public holiday or weekend.

This date renders in the BACS file as the BACS processing date. The overriding payment date is still
available. To change the payment date (as defined on the payroll calendar), you can enter that date
here. It will appear as the payment date on payslip and other reports.

STEPS TO ENABLE

There are no steps necessary to enable this feature.

TIPS AND CONSIDERATIONS

If you enter an overriding payment date, you must also enter a corresponding BACS processing date, for
example, the working day before the overriding payment date.

102
COURT ORDERS REFERENCE LIST OF VALUES AVAILABLE

When you create a new court order, the reference that you enter against the court order will be
available on the adjustment element as a list of values in the reference field. The field contains the list
of unique court order references for the payroll relationship. You can select the reference relevant for
the adjustment element.

STEPS TO ENABLE

There are no steps necessary to enable this feature.

TIPS AND CONSIDERATIONS

For existing court order elements, the reference is not a list of values. To enable the list of values, you
can use the value set code ORA_HRX_GB_CO_REF_CODE in the reference input value for the adjustment
element.

103
HUMAN CAPITAL MANAGEMENT FOR THE UNITED STATES

Oracle Fusion HRMS (US) supports United States-specific features and functions for United States. It
enables users to follow the United States’ business practices and comply with its statutory
requirements.

ELECTRONIC INCOME WITHHOLDING ORDERS (E-IWO) INBOUND PROCESS

You can now receive and process e-IWO inbound support orders issued by state authorities. Once
imported into storage tables, you can run the new Run e-IWO Process. This process:

• Validates the support orders


• Transfers the valid orders to the employees’ Involuntary Deductions cards and card
components
• Generates a report

This report consists of four Microsoft Excel worksheets:

• e-IWO Summary: Provides an overall summary of the processed inbound order file.
• HCM Data Loader Summary Report: Lists details on the orders loaded into the storage
tables.
• Audit Report: Lists all valid and transferred orders.
• Exception Report: Lists all failed orders.

An email notification notifies parties when the inbound process is completed.

STEPS TO ENABLE

There are no steps necessary to enable this feature.

ELECTRONIC INCOME WITHHOLDING ORDERS INBOUND PROCESS

You can now receive and process e-IWO inbound support orders issued by state authorities. Once
imported into storage tables, you can run the new Run e-IWO Process.

104
Running e-IWO Process

This process:

• Validates the support orders


• Transfers the valid orders to the employees’ Involuntary Deductions cards and card
components
• Generates a report

This report consists of four Microsoft Excel worksheets:

• e-IWO Summary: Provides an overall summary of the processed inbound order file.
• HCM Data Loader Summary Report: Lists details on the orders loaded into the storage
tables.
• Audit Report: Lists all valid and transferred orders.
• Exception Report: Lists all failed orders.

An email notification notifies parties when the inbound process is completed.

STEPS TO ENABLE

There are no steps necessary to enable this feature.

105
EFT PAYMENTS NOW INCLUDE A REFERENCE ID

You can now automatically capture reference ID information for EFT payments. The Payment
Reference field in the Make EFT Payments process now displays the payroll relationship action ID. This
provides a unique reference number for each payment.

STEPS TO ENABLE

There are no steps necessary to enable this feature.

106
GLOBAL PAYROLL INTERFACE

Oracle Fusion Global Payroll Interface supports features to send personal payroll information to third-
party payroll providers and then to import processed payroll data into Oracle Fusion Global HR. You can
copy and modify predefined extract definitions to meet the requirements of your third-party payroll
provider. Before extracting data, payroll coordinators can optionally run the Calculate Gross Earnings
process to calculate periodic values to validate gross earnings calculations. If you import processed
payroll data or payslips from your third-party payroll provider, the data is available for further reporting
and analysis.

MANAGE BACKFEED DATA

Use the Manage Payroll Interface Inbound Records task in the Payroll Administration work area to view,
edit, and delete imported data including payslip data.

On the Manage Payroll Interface Inbound Records page:

• Filter imported data by using one or more of the following criteria:


• Payroll Name
• Batch Name
• Name
• Record Type
• Person Number
• Record Owner Type
• Select Payroll Data in the Record Type field to view, add, edit, and delete the following
information:
• Payroll
• Payment
• Leave
• Messages received from third-party payroll providers
• Select Payslip Data in the Record Type field to view payslip data.

107
Filter Imported Data

Select Payroll Data in the Record Type field to View, Add, Edit, and Delete

108
Payment Information

Message Information

Manage Payroll Interface Inbound Records

STEPS TO ENABLE

There are no steps necessary to enable this feature.

109
KEY RESOURCES

For more information about inbound records, go to Applications Help for the following topics:

• Payroll Interface Inbound Records: Explained


• Configuring Extensible Flexfields and Lookups for Inbound Payroll Interface: Procedure

110
HR OPTIMIZATIONS

HUMAN RESOURCES TRANSACTIONAL BUSINESS INTELLIGENCE

Oracle Fusion Transactional Business Intelligence is a real time, self service reporting solution offered to
all Oracle® Fusion application users to create ad hoc reports and analyze them for daily decision-making.
Oracle Transactional Business Intelligence provides human resources managers and specialists, business
executives, and line managers the critical workforce information to analyze workforce costs, staffing,
compensation, performance management, talent management, succession planning, and employee
benefits.

NEW SUBJECT AREA: HUMAN CAPITAL MANAGEMENT - APPROVAL NOTIFICATION ARCHIVAL


REAL TIME

This new subject area enables you to report on the tasks, the assignees for the tasks, approvals, and the
corresponding dates of approvals.

STEPS TO ENABLE

If you use the predefined reference roles, then no steps are necessary to enable this feature.
Otherwise, you must assign relevant security privileges to your roles to enable this feature. See Role
Information (below) for details.

ROLE INFORMATION

If you are using custom roles, then you need to ensure that the transaction analysis duty role that
secures the new subject area is mapped to relevant job roles. This table identifies the required
transaction analysis duty role and suggests a target job role. You can add the duty role to different roles
if you prefer.

See the Upgrade Guide for Oracle HCM Cloud Applications Security (My Oracle Support document ID
2023523.1) for instructions on implementing new features in existing roles.

Transaction Analysis Duty Role Job or Abstract Role


Archived HCM Approval Task Transaction HRC_HUMAN_CAPITAL_MANAGEMENT_APPLICATION_ADMINISTRATOR_JOB
Analysis Duty'

111
NEW DIMENSION: PERSON SCHEDULE ASSIGNMENT

Expand on employee schedule reporting using the new dimension called Person Schedule Assignment in
the Person Real Time subject area. Using this new dimension, you can report on Schedule Name,
Primary Schedule, Resource Type, and Start and End dates.

STEPS TO ENABLE

There are no steps necessary to enable this feature.

NEW DIMENSION: PERSON SCHEDULE ASSIGNMENT EXCEPTION

Expand on employee schedule reporting using the new dimension called Person Schedule Assignment
Exception in the Person Real Time subject area. Using this new dimension, you can report on employee
schedule exceptions such as Exception Name, Type, Availability, and Start and End dates.

STEPS TO ENABLE

There are no steps necessary to enable this feature.

NEW DIMENSION: EMPLOYEE SUPERVISOR HIERARCHY BOTTOM UP

This new dimension shows the manager hierarchy chain from the bottom up, starting from the
employee. This dimension is added as a subfolder in the Worker dimension.

STEPS TO ENABLE

There are no steps necessary to enable this feature.

ENHANCED SUBJECT AREA: VACANCY REAL TIME

Enforce the hiring manager information whenever vacancies are reported using the Vacancy Real Time
subject area. The Hiring Manager attribute is added to the Vacancy Details folder.

STEPS TO ENABLE

There are no steps necessary to enable this feature.

ENHANCED SUBJECT AREA: WORK RELATIONSHIP, WORKER ASSIGNMENT, AND ASSIGNMENT


EVENT DETAILS

Enhance your reporting capability by including the line manager name in reports, even for terminated
employees.

112
STEPS TO ENABLE

There are no steps necessary to enable this feature.

ENHANCED SUBJECT AREA: WORK RELATIONSHIP REAL TIME

Streamline the reporting to also include the non primary work relationships of an employee along with
the existing primary work relationship functionality using the Work Relationship Real Time subject area.

STEPS TO ENABLE

There are no steps necessary to enable this feature.

ENHANCED DIMENSION: JOB

The Job dimension has been enhanced to include information on whether any benchmark exists for an
employee, and if yes, then the benchmark Job Code for that employee is included in the report.

STEPS TO ENABLE

There are no steps necessary to enable this feature.

ENHANCED DIMENSION: PERSON NAMES

The Person Names dimension in the Person Real Time subject area has been enhanced with these
additional attributes: Person Name Information 1 to 30.

STEPS TO ENABLE

There are no steps necessary to enable this feature.

ENHANCED LEGAL EMPLOYER DIMENSION - POSITION SYNCHRONIZATION

Reporting on legal employer has been enhanced with the addition of a subfolder called Position
Synchronization. With this enhancement, you can report on synchronization, job, grade, and
department, and so on.

STEPS TO ENABLE

There are no steps necessary to enable this feature.

113
NEW SAMPLE ANALYSES FOR GLOBAL HUMAN RESOURCES

Streamline building analysis by using the following new sample Global Human Resource analyses now
available:

• Headcount KPI: Key metrics related to organization headcount.


• Headcount Trend: Trend across headcount, FTE and contingent workers for the selected
year. Headcount is shown by months of the year.
• Joiners and Leavers: New hires and terminations for the selected year by month.
• Grade by Gender: Shows the split between gender counts for the selected grades.
• Headcount by Age Profile: Headcount by various age bands of employees.
• Joiners by Grade and Gender: New hires by grade and split by gender.
• Joiners by Age Band and Gender: New hires by calculated age band and split by gender.
• Leavers by Grade and Gender: Terminations by grade and split by gender.
• Leavers by Age Band and Gender: Terminations by calculated age band and split by gender.
• Promotions by Grade and Gender: Promotions by grade and split by gender.
• Promotions by Age Band and Gender: Promotions by calculated age band and split by
gender
• Age Band Diversity: Percentage of workers in the organization by calculated age band.
• Length of Service Diversity: Workers in the organization by length of service band.
• Employee Ethnicity: Percentage of workers by their ethnicity.
• Gender Diversity: Percentage of workers by gender

For access to the library of sample reports and analytic that can be used and/or modified for use please
access Apps Connect and the Report Sharing Center.

STEPS TO ENABLE

There are no steps necessary to enable this feature.

114
WORK LIFE SOLUTIONS

EMPLOYEE WELLNESS

Oracle Fusion Employee Wellness supports corporate initiatives to improve employee fitness and health
through the use of opt-in wellness features. This application integrates with popular fitness tracking
services to simplify and automate the acquisition of exercise data from a wide range of devices.

ORACLE SOCIAL NETWORK INTEGRATION

Oracle Social Network capabilities are now available from Wellness pages, providing popular social
media features to Wellness users covering goals and teams.

Where appropriate, links have been added to listed fitness goals and teams that will bring up discussion
areas for these items in the Oracle Social Network applications. The links will be visible in displays for:

• Portal and Lifestyle Leaders Scoreboard


• Profile and Goals
• Personal Activity Tracking.

STEPS TO ENABLE

To enable OSN for Wellness follow these steps:

3. 1. Login to HCM Fusion.


2. Navigate to the homepage and click on “Setup and Maintenance”.
3. Enter “social” into the search field and search.
4. Select “Manage Oracle Social Network Objects” from the result field.
5. Select “GoalsOnly1” under Employee Wellness.
6. Click the ‘+’ symbol under the “GoalsOnly1: Attributes” section and check the desired
attributes to enable. Click OK when finished.
7. Click on “Enable Object” by selecting “GoalsOnly1”.
8. Select “Automatic” and click OK.
9. Follow the steps 1-8 to enable the business object “HwrCnstParTeamB”.
10. Click Synchronize.
11. Click Save and Synchronize.

115
WELLNESS ASSESSMENTS

Provide surveys and questionnaires that help an employee assess their current wellness status and
formulate their wellness goals

The following displays have been updated to implement this functionality:

• Portal and Lifestyle Leaders Scoreboard


• Profile and Goals
• Personal Activity Tracking

STEPS TO ENABLE

There are no steps necessary to enable this feature.

RANKED COMPETITIONS

Wellness program administrators have the ability to set up corporate-wide competitions where
employees can compete for prizes by competing with colleagues. The Portal and Lifestyle Leaders
Scoreboard display has been enhanced to display daily results for the competitions.

STEPS TO ENABLE

There are no steps necessary to enable this feature.

PRIVACY NOTIFICATION FOR CONTEST PARTICIPANTS

Concerns about the visibility of individual fitness or health activities of users participating in fitness
contests and competitions are addressed by providing a clear notification as to the impact of enrolling in
a contest. The competition entry page has been modified to show the disclaimer noting the user’s
name will be visible in contest leader board displays, and requiring that the consent to this be given
before the competition can be entered.

STEPS TO ENABLE

There are no steps necessary to enable this feature.

116
ERGONOMIC ASSESSMENTS

Users can now request an ergonomic assessment from within Oracle Fusion HCM Wellness. The
ergonomic assessment request will be routed to a health and safety professional. The user can monitor
the status of their request and respond to questions from the assessor. At the completion of the
assessment, the results are provided to the requesting user.

The new features also include support for the ergonomic assessor, starting with the ability to view all
active requests in a single work queue. The system also supports the assessor by providing a standard
checklist for use during each assessment. The user is prompted to provide guidance on specific health
and safety issues in the request for evaluation. After the requested assessment is completed, the
results are returned to the user so that they can confirm that the ergonomic assessment has been
completed successfully.

STEPS TO ENABLE

There are no steps necessary to enable this feature.

SUPPORT FOR METRIC UNITS

In support of non-US users, or those users more comfortable with the metric system, the following
displays can now display fitness records in metric system units:

• Goal and Profile displays


• Personal Activity Tracking displays

The choice of units is selected by the administrator and will be applied to all users.

STEPS TO ENABLE

There are no steps necessary to enable this feature.

WELLNESS ADMINISTRATION EXPERIENCE IMPROVEMENTS

We have created a user interface that is markedly visual in character. The intuitive graphical
representation of corporate goals, competitions, participation rates, incentives, and activity tracking
service information enables you to perform administrative tasks with ease. The use of donut graphs, bar
graphs, and tables to represent information also ensures that you can view the nature of employee
engagement at a glance, without having to delve into the minor details.

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Corporate Goals Page in the Employee Wellness Work Area

STEPS TO ENABLE

There are no steps necessary to enable this feature.

KEY RESOURCES

For more information, go to Applications Help for the following topics:

• Managing Employee Wellness: Overview

EMPLOYEE EXPERIENCE IMPROVEMENTS

The intuitive user interface empowers you to manage your wellness with ease. You can view your
activity progress at a glance on the main page of the Wellness work area. You can also add defined and
custom activities with the click of a button. The simplicity of the user interface is also reflected in how
quickly you can add personal and corporate goals, enroll in competitions, and join and create teams.

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Daily activity summary and list of recent activities in the Wellness work area

View and add recommended corporate goals in the Wellness work area

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Track corporate and personal goal progress in the Wellness work area

STEPS TO ENABLE

There are no steps necessary to enable this feature.

KEY RESOURCES

For more information, go to Applications Help for the following topics:

• Managing Employee Wellness: Overview

INVITATIONS

Being in control of your wellness acquires a distinctly social dimension as you can now challenge your
colleagues or accept challenge invitations from them to participate in various corporate wellness goals
and competitions. Challenge your colleagues by searching for them by their name, or use the quicker
option of directly adding your peers and direct reports. You can find this feature in the My Corporate
Goals and My Competitions sections.

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Challenge Your Peers and Direct Reports with a Click of a Button in the Wellness Work Area

Challenge Your Colleagues to Competitions in the Wellness Work Area

STEPS TO ENABLE

There are no steps necessary to enable this feature.

KEY RESOURCES

For more information, go to Applications Help for the following topics:

• Managing Employee Wellness: Overview

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INDIVIDUAL CHALLENGES

In addition to challenging your colleagues to corporate wellness goals and competitions, you can extend
the social dimension of wellness by inviting your colleagues to achieve the personal goals that you
created. Challenge your colleagues by searching for them by their name, or use the quicker option of
directly adding your peers and direct reports. You can find this feature in the My Personal Goals section
of the Wellness work area.

Challenge Your Colleagues to Personal Goals in the Wellness Work Area

Challenge Your Peers and Direct Reports with the Click of a Button in the Wellness Work Area

STEPS TO ENABLE

There are no steps necessary to enable this feature.

KEY RESOURCES

For more information, go to Applications Help for the following topics:

• Managing Employee Wellness: Overview

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TIMED ACTIVITIES

You can now record your activities even if you do not own a supported activity tracking device. Record
an activity by timing it on the application as well as manually entering activity data. You can time
defined activities such as walking and running and let the application calculate the distance and steps
for you. You also have the option of timing custom activities, such as zumba or yoga. You can find this
feature on the main page of the Wellness work area.

Time an Activity in the Wellness Work Area

STEPS TO ENABLE

There are no steps necessary to enable this feature.

KEY RESOURCES

For more information, go to Applications Help for the following topics:

• Managing Employee Wellness: Overview

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INDIVIDUAL MEASUREMENT PREFERENCE

You can now personalize your Wellness work area even further by setting your measurement
preferences to the metric or imperial unit system. For example, if you set your measurement preference
to metric, the distance activities display in kilometers as opposed to miles. You can set your
measurement preference to your preferred unit system at any time by clicking the Edit My Wellness
Profile link on the main Wellness page.

Set your Measurement Preferences in the Wellness Work Area

Recent Activities Section with the Imperial Measurement Preference

STEPS TO ENABLE

There are no steps necessary to enable this feature.

KEY RESOURCES

For more information, go to Applications Help for the following topics:

• Managing Employee Wellness: Overview

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WORKFORCE REPUTATION MANAGEMENT

Oracle Fusion Workforce Reputation Management harnesses social networks to help organizations
discover, mobilize, and retain talent. This functionality provides insight into workers' social reputation
and influence while also monitoring workers' social media usage compliance and mitigating social media
risk.

SIMPLIFIED ADMINISTRATION NOW AVAILABLE FROM HOME PAGE

Simplify your administration using a new page available from the My Workforce icon on the home page.

Reputation Administration Icon under My Workforce

You no longer have to download or deploy the subscription application file because the subscription is
now integrated with the application.

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Workforce Reputation Subscription Application Page

Customizations Page

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Compliance Threshold Settings

The integration also means that the URLs you enter in the social media sites have changed. You now
enter the host and port where Workforce Reputation Management is deployed. The following features
are no longer required and so have been removed: entering a keystore password, entering a custom
URL, and gamification.

STEPS TO ENABLE

There are no steps necessary to enable this feature.

USER REGISTRATION AVAILABLE FROM A NEW PAGE IN THE REPUTATION WORK AREA

You no longer need to manage registration using a separate subscription application. Users having the
Workforce Reputation Subscription user privilege can register themselves using a new page available
from the Workforce Reputation Subscription Application icon on the My Reputation page. From this
page, users can also endorse other users and view their own endorsements.

User Registration Page

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STEPS TO ENABLE

There are no steps necessary to enable this feature.

IMPROVED EMPLOYEE EXPERIENCE

You can now improve the user experience for users with the new redesigned application. The redesign
includes a new user interface for employees. Employees can create their skill profiles, find mentors,
participate in surveys, and manage their reputation profile from the My Reputation page.

My Reputation Landing Page

STEPS TO ENABLE

There are no steps needed to enable this feature.

TIPS AND CONSIDERATIONS

Employees can select the top skills to display in their My Skill Profile. To personalize the skill profile, in
the My Reputation page, select Update Preferences > My Skill Profile.

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KEY RESOURCES

For more information, go to Applications Help for the following topic:

• Reputation: Explained

BUILD SKILL PROFILE AND RATINGS

You can now create personalized skill profiles. Skill profiles enable you to build your reputation profile
and identify areas for improvement.

An Improve link appears next to skills that need to be developed. The link directs you to a learning
resource such as a course or training to help develop the skill. Completing the course or training
improves the ratings for the skill. Select the Improve link next to a skill in the My Skill Profile section on
the My Reputation page.

STEPS TO ENABLE

There are no steps needed to enable this feature.

KEY RESOURCES

For more information, go to Applications Help for the following:

• FAQ: How can I improve my skill ratings and scores?

RECOGNIZE OTHERS USING ENDORSEMENTS

You can now recognize and endorse peers and others in your professional network for skills. Employees
can endorse their colleagues and managers can endorse their reports. Select Endorse Others in the My
Skill Profile section on the My Reputation page.

When you receive an endorsement, a notification is displayed in the Alerts tab.

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Endorse Others in the My Skill Profile Section

STEPS TO ENABLE

There are no steps needed to enable this feature.

KEY RESOURCES

For more information, go to Applications Help for the following topic:

• Endorsements: Explained

REQUEST FOR MENTORING

You can now search for mentors that are highly rated in specific areas. The mentor feature allows you to
request and build mentor-mentee relationships to improve or develop skills.

You can request for mentorship to improve interpersonal as well as specialized skills. On the Social
Reputation tab you can request mentoring to improve social or interpersonal skills. Use Find mentor to
search and request for mentorship. Your mentor and mentee details are displayed in the Skill
Mentorship section on the My Reputation page.

STEPS TO ENABLE

There are no steps needed to enable this feature.

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Find a Skill Mentor or Social Mentor

KEY RESOURCES

For more information, go to Applications Help for the following topic:

• Mentorship for Reputation Management: Explained

SEEK FEEDBACK USING SURVEYS

You can now create and send surveys to seek informal feedback. Managers can set up automatic
meeting surveys to monitor the effectiveness of meetings organized by direct reports. You can also
receive surveys from others.

Survey results for multiple choice questions are displayed graphically. Survey results for free text
questions are analyzed for sentiment and organized by topic. Select Create new survey in the Surveys
section on the My Reputation page.

STEPS TO ENABLE

There are no steps needed to enable this feature.

TIPS AND CONSIDERATIONS

You cannot view Reputation survey results until a minimum of five responses have been received.

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My Surveys Section in the My Reputation Page

Survey Results

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KEY RESOURCES

For more information, go to Applications Help for the following topic:

• Create a Survey: Procedure

ASK AN EXPERT

You can ask a question that will be automatically routed to experts who have the right skills to answer
the question.

If a related discussion exists on the topic you post, the Oracle Social Network discussion pane is
displayed.

STEPS TO ENABLE

Administrators need to define and enable attributes for questions that users can view, discuss, and
share in the Ask an Expert section. To define and enable Workforce Reputation Management question
attributes:

1. Navigate to Setup and Maintenance and search for the Manage Social Network
Objects task.

2. Search for and expand Workforce Reputation Management.

3. Select Questions1 and add attributes for questions that users post on the wall.

4. Enable the attributes and select Automatic to ensure questions with the defined
attributes are automatically shared.

5. Click Synchronize and then Save.

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Ask an Expert section in the My Reputation Page

KEY RESOURCES

For more information, go to Applications Help for the following topics:

• Enabling Oracle Social Network in Reputation Management: Explained


• Social Networking with Reputation Management: Explained

SIMPLIFIED ADMINISTRATION USER EXPERIENCE

Administrators can now configure and set up Reputation Management using the redesigned Reputation
Administration interface. Configure and manage social network connectors, skill categories, meeting
surveys, and compliance settings.

Navigate to My Workforce > Reputation Administration to access the redesigned administration


interface.

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Reputation Administration Work Area

STEPS TO ENABLE

There are no steps needed to enable this feature.

KEY RESOURCES

For more information, go to Applications Help for the following topic:

• Workforce Reputation Administration Components: Explained

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