AB OPM Training Manual

R12 Oracle OPM HR Super User – Training Manual
TRAINING MANUAL
Oracle Performance Management
Super User Training Manual
Arab Bank PLC.
Author: INTRACOM (Jordan)

Creation Date: 1-Dec-09
Last Updated: 1-Dec-09
Control Ref:
Version: 1.0
This material is subject to applicable copyrights and laws governing

intellectual property. No printing, copying or transmissions in any form
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of this material are allowed without the expressed written permission
of Intracom Jordan.
Document Control
Change Record
Date Author Version Change Reference
Reviewers
Name Position
Distribution
Copy No. Name Location
Arab Bank/INTRACOM Hard Copy Project Library
1
Archive
Arab Bank/INTRACOM Soft Copy EPM Portal
2
Archive
3
4
Note to Holders:
If you receive an electronic copy of this document and print it out, please write your name on the
equivalent of the cover page, for document control purposes.
If you receive a hard copy of this document, please write your name on the front cover, for document
control purposes.

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Table of Contents
1 DOCUMENT PURPOSE...............................................................................................................................4
2 COURSE OBJECTIVE AND OUTLINES.......................................................................................... 5
3 STARTING ORACLE PERFORMANCE MANAGEMENT...............................................................6
3.1 SIGNING ON..........................................................................................................................................6
4 COMPETENCIES & COMPETENCY TYPES...................................................................................7
4.1 OVERVIEW.............................................................................................................................................7
4.2 DEFINING RATING SCALES.....................................................................................................................7
4.3 DEFINING COMPETENCIES......................................................................................................................9
4.4 DEFINING COMPETENCE REQUIREMENTS...............................................................................................11
5 COMPETENCY TEMPLATE, OBJECTIVE TEMPLATE, APPRAISAL TEMPLATE AND

PERFORMANCE PLAN........................................................................................................................... 12
5.1 OVERVIEW...........................................................................................................................................12
5.2 DEFINING COMPETENCY TEMPLATE.......................................................................................................12
5.3 DEFINING OBJECTIVE TEMPLATE..........................................................................................................15
5.4 DEFINING APPRAISAL TEMPLATE...........................................................................................................17
5.5 PERFORMANCE PLAN............................................................................................................................18
6 PERFORMANCE MANAGEMENT.................................................................................................. 21
6.1 OVERVIEW...........................................................................................................................................21
6.2 PERFORMANCE MANAGEMENT...............................................................................................................21
6.3 REOPENING WORKER SCORED..............................................................................................................25
6.4 ENROLL WORKER IN PLAN....................................................................................................................25
7 ANNUAL APPRAISAL.................................................................................................................... 27
7.1 OVERVIEW...........................................................................................................................................27
7.2 ANNUAL APPRAISAL..............................................................................................................................27
8 PROBATION APPRAISAL............................................................................................................. 33
8.1 OVERVIEW...........................................................................................................................................33
8.2 PROBATION APPRAISAL........................................................................................................................33
9 BOTTOM PERFORMANCE............................................................................................................. 36
9.1 OVERVIEW...........................................................................................................................................36
9.2 BOTTOM APPRAISAL.............................................................................................................................36
10 RUWWAD / QEYADAT PERFORMANCE................................................................................41
10.1 OVERVIEW...........................................................................................................................................41
10.2 RUWWAD APPRAISAL............................................................................................................................41
11 STAFF GRIEVANCE REQUEST........................................................................................................... 44

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11.1 OVERVIEW...........................................................................................................................................44
11.2 Grievance Request...........................................................................................................................44

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1 Document Purpose
The purpose of this document is to facilitate the Arab Bank PLC staff with a simple step-by-step
Oracle Performance Management super user training manual. The manual will guide the user how to
use the OPM processes tailored for Arab Bank PLC.
Learn To:
 Understand all kinds of performance
Who Should Attend?

 Super User
 End User
 Functional Implementer
Prerequisites:
Required Prerequisites
Understand how to navigate Oracle Applications
Suggested Prerequisites
R12 Oracle Human Resource Management

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2 Course Objective and Outlines
The objectives of this course are to:

1. Introduction to Oracle Performance Management
2. Understand the Annual Performance
3. Understand How to Add Objectives
4. Understand Gap Analysis
5. Understand Bottom Performance
6. Understand Stuff Grievance
7. Understand Probation Period Performance
8. Understand Ruwwad / Qeyadat Program Performance
9. Understand the Reimbursement Request

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3 Starting Oracle Performance

Management
3.1 Signing On
Following section of this document will guide you step-by-step how to start and login
to oracle Performance web-applications
1. Open the web-browser and type the URL of application for example.
http://hrmsdev-srv.jordan.arabbank.plc:8003/
2. Enter username and password, if this is your first time to login to oracle
application, oracle will prompt you to change the password by entering the
current password and enter new password for security reasons.
3. Click on login button
Following screenshot illustrate the login screen

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4 Competencies & Competency Types
4.1 Overview
This section contains the following subjects which are needed to understand and to
use Competencies and Competency types. Competencies will be under Global
Super HRMS Manager Responsibility
Defining Rating Scales

Defining Competencies
Defining Requirements
4.2 Defining Rating Scales
Navigation Path: Career Management  Rating Scales
Use the Rating Scales window to define performance, proficiency, and weighting scales
1. Follow the Navigation Path

2. Enter a name and description for the rating scale.
3. Select the rating-scale type.
4. Select Default Rating Scale to make this rating scale the default of its type
either within the business group or globally.
5. To make this rating scale available to all enterprise business groups, select
Global.
Note: You cannot change this selection after saving the rating scale. You can
create global rating scales only if the HR: Cross Business Groups profile option
is set to Yes.
6. Enter the first level and level name. For example, enter 1 in the Level field
and Below Expectations in the Name field,(with mention that level 2 is
greater than level 1)

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7. In the Behavioral Indicator field, describe the behaviors that define this
performance level (for example, the worker cannot work unsupervised). You
can enter up to 2000 characters in this field.
8. Save your work.
9. Repeat Steps 5 through 7 for subsequent levels until the rating scale is
complete.
10. Save your work.

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4.3 Defining Competencies
Navigation Path: Career Management  Competencies
Use the Competencies window to define competencies,
Creating Competencies and Competency requirements are major issues in performance.
Following section of document illustrate how to send the Grievance request.

2. Click on New Button to create new competency or find button to find an
existing one
3. Click in the Name field, and complete the fields in the Competence Flexfield
window
4. Enter a description for the competency
Entering Rating or Proficiency Information
5. On the Valid Date, enter the dates between which the competency is valid.
You must enter a start date, but you can leave the end date blank
6. On Proficiency tab you can either select a general rating scale or a Rating
Scale under proficiency levels that you defined on Rating scale window.
7. Repeat the previous steps in order to create all the competencies that you
want

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4.4 Defining Competence Requirements
Navigation Path: Career Management  Competence Requirements
Core competencies are those required by every member of a business group, and you
define them for the business group, and you can identify the competencies that workers in
an organization or holders of jobs or positions must possess.

2. Select the criteria that you want you Competency to be under
3. After criteria selection , under competency field, select the
competency(competency that you already created in the previous step ) that you
want it to be under this Criteria and specify the low and high values according
to your setup for the competency
4. Enter the dates between that you want, you must enter a start date, but you
can leave the end date blank

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5 Competency template, objective

template, appraisal template and
performance plan
5.1 Overview
This section contains the following subjects which used to complete the full setup for
the competencies for our appraisal. These steps will be under HR Professional
Responsibility
1. Defining Competency Template

2. Defining Objective Template
3. Defining Appraisal Template
4. Performance Plan
5.2 Defining Competency Template
Navigation Path: Manage Competency Templates
To group all competency settings and to group more than one competency in one template,
Competency Template should be initiated.
2. Click on Create Appraisal Template button
3. In Template field, type a unique name for the Template
4. Fill Valid From field with the date that you want this template to be
available, Valid From field is required but you can leave Valid To field
blank.
5. Uncheck the Global check box, New field will occurred once you unchecked
the Global check box, the new field prompt is Business Group
6. Fill the Business Group with the Business Group that you want for this
template
7. Choose the Rating Scale type for this template

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NOTE: - listed Template Rating Scales are the Rating Scales under Proficiency
Rating Scale type
8. In Rating Scale Type field, to specify how HRMS will calculate scores for
individual competencies, you select a Rating Scale type, HRMS can calculate
scores based on performance, proficiency, or both. In addition, HRMS can
apply a weighting value to either performance or proficiency
9. Alternatively, you can select Fast-Formula-Based Line Scoring and enter a
formula name. The selected formula calculates a score for each competency
using specified performance, proficiency, and weighting values
10. In total Score filed, here you select the Calculate method you want for your
appraisal to be Sum or Average
The summation / Average calculated values based on the LEVEL in Rating Scale Definition
11. In Competencies to Assess Sub-window (in the bottom of the window) Check
Include Job Competencies check box in order to derive job competencies in
the appraisal, Job Competencies are the competencies you linked to job in
Competency Template
12. Press on Add Competencies Button if you want to add certain
Competencies to this Template
13. Repeat the pervious steps for all the Templates that you want create

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5.3 Defining Objective Template
Navigation Path: Manage Objective Templates
To group all Objective settings and to group more than one Objective in one template,
Objective Template should be initiated.
2. Click on Create Objective Template Button
3. In Name field, type a unique name for the objective Template
blank.
6. Fill the Business Group in the Business Group field, that you want for this
template to
In Rating Scale type, select Fast-Formula-Based Line Scoring and enter a

formula name. The selected formula calculates a score for each competency
using specified performance, proficiency, and weighting values
For this Rating Scale, a fast-formula under Appraisal Objective Line

scoring type should be available in order be used for this Template (formula
name (ex): - AB_Objectives_LineScoring)
7. Line Score Formula is the name of the created formula that your template
depend on
8. In Performance Scale field select the Scale Rate you want for this template
9. In total Score filed, here you select the Calculate method you want for your
appraisal to be Sum or Average
The summation / Average calculated values based on the LEVEL in Rating Scale
Definition
10. Save your work

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5.4 Defining Appraisal Template
Navigation Path: Manage Appraisal Templates
To start the appraisal, Appraisal Template should be created first, included with all settings
for the appraisal, and assigned the Competency and Objective Templates.
2. Click on Create Appraisal Template Button
blank.
6. Fill the Business Group in the Business Group field ,that you want for this
template to
7. Select Final Rating Scale for this template
8. In Appraisal Total Score Formula select the name of the fast-formula that you
want this template to be based on ((ex) Appraisal Total Scoring)
9. In Configure Appraisal Template sub-window
a. check Assess Competencies and link it with the Competency
template that you created in the previous steps
b. check Assess Objective and link it with the Objective template
that you created in the previous steps
c. if your appraisal include questions for the appraisee check
Include Questionnaires check box
d. if you want to share the Appraisee with the result check
Configure Sharing Options check box and select the wanted
points that you want to share

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5.5 Performance Plan
Navigation Path: Global Super HRMS Manager (Responsibility)  Career Management 

Performance Management Plan
To group a group of employees together in one plan, and to start an appraisal for
employees, performance plan can help us to initiate appraisal with a certain objectives and
determine the period of adding and update the objectives for employees.

2. Click on Create Plan Button
4. Fill Start Date field with the date that you want this plan to be available
and End date field for this plan
5. Plan Administrator is the name of the owner of the plan
6. If you plan depend on another plan, select the previous plan in Previous
plan filed
7. Press on Next Button

8. Hierarchy Type is to determine which employees would be under this plan
((ex)Organization)
9. Then you have to fill the details of the included persons by filling the new
occurred fields( Hierarchy name , version , Supervisor name…etc)
 The previous needed details depend on the Hierarchy type that you have
selected
10. Hierarchy Levels is to determine how many level this plan will include
depending on the included employees
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11. Assignment types is to filter the included employees according to there type
12. Check primary Assignments Only check box if employees have more
than one assignment and they don’t have to be under this plan more than
once
14. Two main sub window Objective Setting and appraisal sub window will be in
this next page, the first one ( Objective Setting ) to control Objectives and
start – stop date for the adding or deleting or update objectives, and the
second sub-window (appraisals) to include and add the appraisals that you
want for this employee
15. Fill the start date , Deadline dates for this Plan
16. Check these following check boxes
A. include Objective , this check box used to add new objective
B. Allow changes outside this period ( if needed )
C. Notify plan notification to send notifications ( if needed )
D. Appraisal Process and choose the appraisal Template name
17. In appraisal sub-window check Include Appraisals in Process check box

to add the appraisal type for this employee
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a. Press on Choose Existing Template button

b. Select the check boxes for the templates that you want for this
employee
c. Period Start Date is the start period date that you want to appraise
you employee in for example :- if you want to do the appraisal for this
year (2009) the Period start date will be 01-jan-2009 , and the
period end date 31-Dec-2009
d. Period End Date is the end period date that you want to end you
appraise from example :- if you want to do the appraisal for this year
(2009) the Period start date will be 01-jan-2009 , and the period end
date 31-Dec-2009
e. Task Start Date is the period start date of appraising , for example :-
if your period start date is 01-jan-2009 and period end date 31-
Dec-2009 , and you Task start date is 01-nov-2009 and task end
date is 29-nov-2009, that means appraising task will be between 01-
nov-2009 till 29-nov-2009 , other wise you won’t be able to do the
appraisal for the employee
f. Task end Date is the period end date of appraising , for example :- if
your period start date is 01-jan-2009 and period end date 31-Dec-
2009 , and you Task start date is 01-nov-2009 and task end date is
29-nov-2009, that means appraising task will be between 01-nov-2009
till 29-nov-2009 , other wise you won’t be able to do the appraisal for
the employee
o Task Start Date & Task End Date will determine the action button in
Performance Management (enable – disable ) , there this selected
appraisal will be added to employee Performance Management but you
won’t be able to check on Action button , the action button will be
active just between 01-nov-2009 and 29-nov-2009 according to the
previous example
19. Click on Publish button to finish you plan
20. Working Message will occur, Press on Yes Button

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6 Performance Management
6.1 Overview
From this step, the document will illustrate how to use the appraisal and how to add
objectives and to determine the rate of competencies / objective where the default
rate for competencies is 40% and for objectives 60%, these steps will be under
Manager Self-Service Responsibility
6.2 Performance Management
Navigation Path: Performance Management
To start your appraisal you have to group and add the objectives that you want to apply it
to your employees.
2. Tree will be shown including all the plans you have created , expand the Plan
that you want
3. several leafs will be included under your plan

1. Cascade or set objectives
2. Transfer scorecards to worker for action
3. Review worker changes
4. Finish objective setting
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5. View and track objective progress
3.1. Cascade or set objectives

3.1.1. Press on Go to Task
3.1.2. Select the employee that you want to create the objectives for
by pressing on Action
3.1.3. Press on Create Objective button
3.1.4. Objective Name type is the name of employee objective
3.1.5. Fill start date field with objective start date for this selected
employee
3.1.6. Fill the needed field to illustrate this Objective
3.1.7. Fill Minimum field with rate for this objective
3.1.8. Fill target field will this objective target rate
3.1.9. Fill Maximum field with the Maximum rate that employee could
get for this objective
3.1.10. Actual Result it’s the actual rate that the employee got for this
Objective
3.1.11. Weight is the Weight for this objective comparing with other
objectives
3.1.12. Press on Apply button

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3.2. Transfer Scorecards to worker for action

3.2.1. This to show you your Objectives and to send them for action
and activate them to you selected employee
3.2.2. Select the check boxes for the objective that you want to
transfer to employee
3.2.3. Press on Transfer Button
3.3. Review worker changes

3.3.1. If the employee changed or modified this objective , this screen
will show you the details , and the employee have to submit this
objective in order to see this objective on your next step

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3.4. Finish objective setting

3.4.1. This to insure you final step which is that you have completed
this objective and its up to be used
3.5. View and track objective progress

3.5.1. This to show you and to track you objective
 If you added an appraisal by selecting appraisal check box while you are
creating the plan , and you selected annual appraisal template for example ,
new line will be created in you plan for the you appraisal , and go to task
will be enable just between 15-nov-2009 and 25-dec-2009 according to the
bellow snapshot

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6.3 Reopening worker Scored.
Administrator can open the worker scorecard, following section of this document describe
the steps to re-open worker score card.
1. Performance Management > Plan Administration
2. Select the plan name
3. Click on reopen scorecard
4. Click continue
5. Search for employee
6. Apply the changes.
6.4 Enroll worker in Plan
Administrator can enroll new hired employee to plan, following section of this document
describe the steps to enroll worker.
1. Performance Management > Plan Administration
2. Select the plan name
3. Click on enroll worker
4. Click continue
5. Search for employee
6. Apply the changes.

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Performance Management Plan Administration Tasks
Search ad Select Plan Name

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7 Annual Appraisal
7.1 Overview
Now you can start the annual appraisal for the employee after creating the
performance plane and determine the Rates and creating employee objectives,
these steps will be under Manager Self-Service Responsibility
7.2 Annual Appraisal
Navigation Path: Annual Appraisal
Here you do the appraisal for your employees

2. In the right side of the page, press on Go button
3. A list of employees will occurs, press on the action button for the employee
that you want to do appraisal for

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4. Appraisal Purpose is the purpose for you appraisal

5. Period start date for you appraisal
6. Period end date is the end date for your appraisal
7. Template field is one of the created templates that you want
8. Fill Appraisal date field
9. Press on next button
10. According to employee job, some competencies will be listed , this
components have been linked to this job through Defining Competence
Requirements
11. If you want to add new competence for you employee kindly press on Add
competencies button
12. Under Proficiency Rating column select the rate that the employee
deserve according to each competency
13. If you want to add or create new objective or select new an existing one
kindly press on Add objective button
14. If you want to add any participant to this appraisal kindly press on Add
participant button fill Participant Name field and fill Participation Type to
determine what is the type of this participant
15. If you want to let you employee share this appraisal with you kindly press
on Share with appraisee button
16. The check boxes will occur to control what do you want your appraisee to
do or to see
a. If you want the employee to update the appraisal check on Update
Appraisal Check box
17. If you want to save you appraisal and get back to complete it later, kindly
press on save as draft button

19. Here you will see an all job competencies, which you will rate them all

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20. You can add another competencies by click on add competency if you want
to
21. Here you will find the appraisee objectives which the manager and the
employee agreed to set it before
22. You can add another objective by click on add objective

23. By adding objective, you will see the same page of adding objectives from
PMP
24. You enter the Objective Name and start date.

25. Enter the details and the success criteria
26. Enter the Min, Target and Maximum values for this Objective
27. Finally Rate the Objective by adding the actual result and weight
28. Click continue
29. View Page will be viewed, either you save as draft or click on apply
30. By this you have the appraisal finished, and you can share it with appraisee
31. Click Give Final Rate to give final rate to you appraisal
32. You can see all competencies results, and objectives results

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33. You can see also all objectives results
34. You can view the Gap Competency by click on View Gap Competency
35. To determine the employee learning path, you can add any course to the
employee, or you can search for courses based on the competency gap

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36. Click on Add courses based on Competency Gap

37. Choose the competencies that you need to search a course for it, and
choose the required level for it
38. Click on find courses

39. Choose the course and write the completion date
40. Click Apply, so that this employee will be attached to that course, and you
can see his learning path on Oracle Learning Management
41. You can set all details to be shared with appraisee, by check all required
check boxes
42. Additional details will enable all other check boxes by checking it
43. Participant Names will be shown to the appraise if you checked it
44. Participant Ratings will be shown to the appraise if you checked it
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45. Overall Rating and Comments will be shown if check these check boxes
46. And you have the appraisee feedback if you checked the Provide Feedback
on Overall Rating
47. Click on Continue to see the final draft for you appraisal
48. Click on Submit to Submit the appraisal, and to send this appraisal for
approval
Once the Annual Appraisal is completed, the Performance Department needs to

add its final rating (as per the Performance Rating Guidelines for Exceptional, On
Target, Improvement Needed, Below Expectation). To do so, two requests need
to be executed. To execute the first request, go to:
49. View – Request – Submit New Request – Single Request and clock OK
50. Choose AB Appraisal Report
51. Enter the Organization, Appraisal Template (Annual), and the Appraisal
Date.
An Excel sheet will be generated for review of new ratings. The above process
can be executed several times, where the performance rating guidelines are set
to satisfy the bank’s requirements. Once finalized, the second request should be
executed to post the information to the employees’ profiles, under the Special
Information Type dedicated for this purpose. To execute this request, go to:
52. View – Request – Submit New Request – Single Request and clock OK
53. Choose AB Load Report

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8 Probation Appraisal
8.1 Overview
Now you can start the Probation appraisal for the employee after finish the
Probation period, and the first Line manager will receive a notification to notify
him that his employee had finished the Probation period, these steps will be under
Oracle Performance Responsibility
8.2 Probation Appraisal
Navigation Path: Appraisals

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8. Click Next
9. You will see the derived competencies for the Probation Template
10. Click on update details, and rate each competency for that employee
11. You can add participants to either view or update the current appraisal

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12. Click Add if you need to add participants, and choose the employee name
and choose the function for him
13. Click continue
14. View page will be shown
15. Click Apply
16. Click Give Final Rate

17. Click Continue
18. Click on Submit
After completing the Probation Appraisal, the manager, and using the Manager
Self Service, should send a confirmation to Hire, Terminate, or Transfer to
another department for the PM Department and Personnel Officer. To send the
confirmation:
19. Choose Probation Confirmation and click Add

20. Choose the action (Hire, Terminate, or Transfer)
21. Write any comments and click Apply
22. Click Next and Submit the request for approval

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9 Bottom Performance
9.1 Overview
Now you can start the Bottom appraisal for the employee after finish the annual
appraisal, and having all employees who got below expectations.
These steps will be under Oracle Performance Responsibility / Performance
Management
9.2 Bottom Appraisal


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Requirements
competencies button
13. If you want to add or create new objective or select new an existing one
kindly press on Add objective button
do or to see
a. If you want the employee to update the appraisal check
on Update Appraisal Check box
18. press on next button

19. here you will see an all job competencies, which you will rate them all

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to
21. Here you will find the appraisee objectives which the manager and the
employee agreed to set it before
22. You can add another objective by click on add objective

23. By adding objective, you will see the same page of adding objectives from
PMP
24. You enter the Objective Name and start date.

25. Enter the details and the success criteria
26. Enter the Min, Target and Maximum values for this Objective
27. Finally Rate the Objective by adding the actual result and weight
28. Click continue
32. You can see all competencies results, and objectives results

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33. You can see also all objectives results
34. You can set all details to be shared with appraisee, by check all required
check boxes
35. Additional details will enable all other check boxes by checking it
36. Participant Names will be shown to the appraise if you checked it
37. Participant Ratings will be shown to the appraise if you checked it
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38. Overall Rating and Comments will be shown if check these check boxes
39. And you have the appraisee feedback if you checked the Provide Feedback
on Overall Rating
40. Click on Continue to see the final draft for you appraisal
41. Click on Submit to Submit the appraisal, and to send this appraisal for
approval

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10 Ruwwad / Qeyadat Performance
10.1 Overview
Now you can start the Ruwwad appraisal for the employees who join this program,
the appraisal will be initiated for all employees who joined the program.
These steps will be under Oracle Performance Responsibility / Performance
Management
10.2 Ruwwad Appraisal


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Requirements
competencies button
do or to see
a. if you want the employee to update the appraisal check on Update
Appraisal Check box

18. Here you will see all Ruwwad programs competencies which you will rate
them all
to
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20. You can enter the Overall rating for that appraisee
21. Click continue
25. You can see all competencies results
26. Click Continue
27. The final result is shown
28. Click Submit to send the appraisal to a workflow

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11 Staff Grievance Request
11.1 Overview
After Completing the Annual Appraisal, and after two weeks, the employee can enter
the employee self service and send a grievance about his last appraisal.
These steps will be under Employee Self Service / Grievance
11.2 Grievance Request
Navigation Path: Employee Self Service / Grievance
1. Follow the navigation path
2. Click on Grievance
3. Click Add
4. Choose the reason of this Grievance

5. Write any notes
6. Choose the status for the grievance
7. Choose Yes or No if the employee discussed the issue with his manager
8. Choose the appraisal name which the appraisal which the employee want to
send his Grievance

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9. Click Apply
10. Click Next
11. The previous are the approvers for the grievance

12. Click Submit
13. The Manager will receive the Grievance

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AB OPM Training Manual

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R12 Oracle OPM HR Super User – Training Manual

Oracle Performance Management

Super User Training Manual

Arab Bank PLC.

Author: INTRACOM (Jordan)

This material is subject to applicable copyrights and laws governing

This material is subject to applicable copyrights and laws governing

2 COURSE OBJECTIVE AND OUTLINES.......................................................................................... 5

3 STARTING ORACLE PERFORMANCE MANAGEMENT...............................................................6

3.1 SIGNING ON..........................................................................................................................................6

4 COMPETENCIES & COMPETENCY TYPES...................................................................................7

5 COMPETENCY TEMPLATE, OBJECTIVE TEMPLATE, APPRAISAL TEMPLATE AND

10 RUWWAD / QEYADAT PERFORMANCE................................................................................41

11 STAFF GRIEVANCE REQUEST........................................................................................................... 44

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This material is subject to applicable copyrights and laws governing

Who Should Attend?

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2 Course Objective and Outlines

The objectives of this course are to:

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3 Starting Oracle Performance

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4 Competencies & Competency Types

Defining Rating Scales

4.2 Defining Rating Scales

Navigation Path: Career Management  Rating Scales

1. Follow the Navigation Path

3. Select the rating-scale type.

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8. Save your work.

10. Save your work.

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4.3 Defining Competencies

Navigation Path: Career Management  Competencies

Use the Competencies window to define competencies,

Creating Competencies and Competency requirements are major issues in performance.

Following section of document illustrate how to send the Grievance request.

1. Follow the Navigation Path

Entering Rating or Proficiency Information

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This material is subject to applicable copyrights and laws governing

4.4 Defining Competence Requirements

Navigation Path: Career Management  Competence Requirements

1. Follow the Navigation Path

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5 Competency template, objective

1. Defining Competency Template

5.2 Defining Competency Template

Navigation Path: Manage Competency Templates

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This material is subject to applicable copyrights and laws governing

This material is subject to applicable copyrights and laws governing

5.3 Defining Objective Template

Navigation Path: Manage Objective Templates

In Rating Scale type, select Fast-Formula-Based Line Scoring and enter a

For this Rating Scale, a fast-formula under Appraisal Objective Line

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This material is subject to applicable copyrights and laws governing

5.4 Defining Appraisal Template

Navigation Path: Manage Appraisal Templates

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5.5 Performance Plan

Navigation Path: Global Super HRMS Manager (Responsibility)  Career Management 