Oracle® Succession Planning: Implementation and User Guide Release 12.1

Oracle Succession Planning
Implementation and User Guide

Release 12.1
Part No. E16346-02
July 2010
Oracle Succession Planning Implementation and User Guide, Release 12.1

Part No. E16346-02
Copyright 2010, Oracle and/or its affiliates. All rights reserved.
Primary Author: Gowri Arur
Contributing Author: Rajshekar Ayyadevara, Vinod Vishwanathan, HCM Core Architecture Development
Team, Prem Armugam, Bina Kulkarni, Justine Fitzsimmons, Kathryn Tucker, Krishna Mohan Gowripeddi
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Contents
Send Us Your Comments

Preface
1

Introduction to Oracle Succession Planning............................................................................ 1-1
Implementing Oracle Succession Planning

Implementing Oracle Succession Planning..............................................................................2-2
Oracle Succession Planning Licenses................................................................................... 2-2
Oracle Succession Planning Predefined Components.......................................................... 2-4
Implementing Oracle Succession Planning.......................................................................... 2-5
Setup Steps to Implement a Custom Version of Talent Profile Feature..................................2-8
Setup Steps to Implement a Custom Version of the Talent Profile Feature......................... 2-8
Setting up the Talent Profile Form Function........................................................................ 2-9
Setting up the Talent Profile Regions................................................................................. 2-10
Configuring the More Links in the Talent Profile Regions................................................ 2-17
Configuring Talent Profile Functions, Suitability Analyzer, and Compare Profile Templates
........................................................................................................................................... 2-24
Self-Service Actions on the Talent Profile Page..................................................................... 2-29
Setting up Self-Service Actions on the Talent Profile Page................................................ 2-29
Configuration Steps for Oracle Succession Planning............................................................ 2-30
Completing the Configuration Steps for Oracle Succession Planning............................... 2-30
Configuring the Quick Search and Hierarchy Regions...................................................... 2-34
Configuring the Region Icons............................................................................................ 2-35
Personalizing Talent Profile .............................................................................................. 2-35
Setting up Information for Succession Plans......................................................................... 2-38
iii
Extra Information Types for Succession Plans................................................................... 2-38

Setting up the Succession Plans Functionality................................................................... 2-38
Configuring Suitability Matching.......................................................................................... 2-42
Configuring Suitability Matching...................................................................................... 2-42
Using Oracle Succession Planning

Succession Planning.................................................................................................................. 3-2
The Succession Plans Feature............................................................................................... 3-2
Identifying Workforce Talent Using Talent Profile................................................................. 3-5
An Overview of Talent Profile............................................................................................. 3-5
Using Talent Profile as Managers........................................................................................ 3-8
Using Talent Profile as Workers........................................................................................ 3-24
Generating Printable Profiles............................................................................................. 3-36
Assessing Workforce Talent................................................................................................... 3-39
Using Performance Matrix (Potential) and Performance Matrix (Retention)..................... 3-39
Using Performance Matrix (Potential)......................................................................... 3-39
Using Performance Matrix (Retention)........................................................................ 3-43
Comparing Talent Profiles................................................................................................. 3-47
Using Suitability Matching in Oracle Succession Planning................................................3-50
Using the Suitability Analyzer........................................................................................... 3-51
Managing Succession Plans.................................................................................................... 3-55
Succession Planning Using Talent Profile.......................................................................... 3-55
Using the Succession Plans Page........................................................................................ 3-58
Creating and Maintaining Succession Plans Using Oracle Succession Planning............... 3-59
Index
iv

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Oracle Succession Planning Implementation and User Guide, Release 12.1
Part No. E16346-02
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Preface
Intended Audience
Welcome to Release 12.1 of the Oracle Succession Planning Implementation and User Guide.
This guide assumes you have a working knowledge of the following:
The principles and customary practices of your business area.
Oracle HRMS.
If you have never used Oracle HRMS, Oracle suggests you attend one or more of
the Oracle HRMS training classes available through Oracle University
Oracle Self-Service Web Applications.
The Oracle Applications graphical user interface.

To learn more about the Oracle Applications graphical user interface, read the
Oracle E-Business Suite User's Guide.
See Related Information Sources on page viii for more Oracle E-Business Suite product
information.
Deaf/Hard of Hearing Access to Oracle Support Services

To reach Oracle Support Services, use a telecommunications relay service (TRS) to call
Oracle Support at 1.800.223.1711. An Oracle Support Services engineer will handle
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process. Information about TRS is available at
http://www.fcc.gov/cgb/consumerfacts/trs.html, and a list of phone numbers is
available at http://www.fcc.gov/cgb/dro/trsphonebk.html.
vii
Documentation Accessibility
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representations regarding the accessibility of these Web sites.
Structure
1 Oracle Succession Planning
2 Implementing Oracle Succession Planning
3 Using Oracle Succession Planning
Related Information Sources

Oracle HRMS shares business and setup information with other Oracle Applications
products. Therefore, you may want to refer to other user guides when you set up and
use Oracle HRMS.
You can read the guides online by choosing Library from the expandable menu on your
HTML help window, by reading from the Oracle Applications Document Library CD
included in your media pack, or by using a Web browser with a URL that your system
administrator provides.
If you require printed guides, you can purchase them from the Oracle store at
http://oraclestore.oracle.com.
Guides Related to All Products
viii
Oracle E-Business Suite User's Guide

This guide explains how to navigate, enter data, query, and run reports using the user
interface (UI) of Oracle E-Business Suite. This guide also includes information on setting
user profiles, as well as running and reviewing concurrent requests.
Guides Related to This Product
Oracle Daily Business Intelligence for HRMS User Guide
This guide describes the dashboards and reports available for HR Line Managers, Chief
HR Officer, Budget Managers, and Benefits Managers using Daily Business Intelligence
for HRMS. It includes information on using parameters, how DBI for HRMS derives
values, and how to troubleshoot dashboards and reports.
Oracle Daily Business Intelligence for HRMS Implementation Guide
This guide provides basic setup procedures for implementing and maintaining
HRMS-related dashboards.
Oracle Daily Business Intelligence Implementation Guide
This guide describes the common concepts for Daily Business Intelligence. It describes
the product architecture and provides information on the common dimensions, security
considerations, and data summarization flow. It includes a consolidated setup checklist
by page and provides detailed information on how to set up, maintain, and
troubleshoot Daily Business Intelligence pages and reports for the following functional
areas: Financials, Interaction Center, iStore, Marketing, Product Lifecycle Management,
Projects, Procurement, Sales, Service, Service Contracts, and Supply Chain.
Oracle Daily Business Intelligence User Guide
This guide describes the common concepts for Daily Business Intelligence. It describes
the product architecture and provides information on the common dimensions, security
considerations, and data summarization flow. It includes a consolidated setup checklist
by page and provides detailed information on how to set up, maintain, and
troubleshoot Daily Business Intelligence pages and reports for the following functional
areas: Financials, Interaction Center, iStore, Marketing, Product Lifecycle Management,
Projects, Procurement, Sales, Service, Service Contracts, and Supply Chain.
Oracle Application Framework Personalization Guide
Learn about the capabilities of the OA Framework technologies.
Oracle Human Resources Management Systems Enterprise and Workforce
Management Guide
Learn how to use Oracle HRMS to represent your enterprise. This includes setting up
your organization hierarchy, recording details about jobs and positions within your
enterprise, defining person types to represent your workforce, and also how to manage
your budgets and costs.
Oracle Human Resources Management Systems Workforce Sourcing, Deployment, and
Talent Management Guide
ix
Learn how to use Oracle HRMS to represent your workforce. This includes recruiting
new workers, developing their careers, managing contingent workers, and reporting on
your workforce.
Oracle Human Resources Management Systems Payroll Processing Management Guide
Learn about wage attachments, taxes and social insurance, the payroll run, and other
processes.
Oracle Human Resources Management Systems Compensation and Benefits
Management Guide
Learn how to use Oracle HRMS to manage your total compensation package. For
example, read how to administer salaries and benefits, set up automated grade/step
progression, and allocate salary budgets. You can also learn about setting up earnings
and deductions for payroll processing, managing leave and absences, and reporting on
compensation across your enterprise.
Oracle Human Resources Management Systems Configuring, Reporting, and System
Administration Guide
Learn about extending and configuring Oracle HRMS, managing security, auditing,
information access, and letter generation.
Oracle Human Resources Management Systems Implementation Guide
Learn about the setup procedures you need to carry out in order to implement Oracle
HRMS successfully in your enterprise.
Oracle Human Resources Management Systems FastFormula User Guide
Learn about the different uses of Oracle FastFormula, and understand the rules and
techniques you should employ when defining and amending formulas for use with
Oracle applications.
Oracle Self-Service Human Resources Deploy Self-Service Capability Guide
Set up and use self-service human resources (SSHR) functions for managers, HR
Professionals, and employees.
Oracle Performance Management Implementation and User Guide
Learn how to set up and use performance management functions. This includes setting
objectives, defining performance management plans, managing appraisals, and
administering questionnaires.
Oracle Succession Planning Implementation and User Guide
Learn how to set up and use Succession Planning functions. This includes identifying
succession-planning requirements, using talent profile, suitability analyzer, and
performance matrices.
Oracle Human Resources Management Systems Deploy Strategic Reporting (HRMSi)
Implement and administer Oracle Human Resources Management Systems Intelligence
(HRMSi) in your environment.
Oracle Human Resources Management Systems Strategic Reporting (HRMSi) User

Guide
Learn about the workforce intelligence reports included in the HRMSi product,
including Daily Business Intelligence reports, Discoverer workbooks, and Performance
Management Framework reports.
Oracle Human Resources Management Systems Approvals Management
Implementation Guide
Use Oracle Approvals Management (AME) to define the approval rules that determine
the approval processes for Oracle applications.
Oracle Human Resources Management Systems Window Navigation and Reports
Guide
This guide lists the default navigation paths for all windows and the default reports and
processes as they are supplied in Oracle HRMS.
Oracle iRecruitment Implementation and User Guide
Set up and use Oracle iRecruitment to manage all of your enterprise's recruitment
needs.
Oracle Learning Management User Guide
Use Oracle Learning Management to accomplish your online and offline learning goals.
Oracle Learning Management Implementation Guide
Implement Oracle Learning Management to accommodate your specific business
practices.
Oracle Time and Labor Implementation and User Guide
Learn how to capture work patterns, such as shift hours, so that this information can be
used by other applications, such as General Ledger.
Oracle Labor Distribution User Guide
Learn how to maintain employee labor distribution schedules, distribute pay amounts,
encumber (commit) labor expenses, distribute labor costs, adjust posted labor
distribution, route distribution adjustment for approval, and manage error recovery
processes. You also learn how to set up effort reporting for Office of Management and
Budget (OMB) compliance.
Other Implementation Documentation
Oracle Workflow Administrator's Guide
This guide explains how to complete the setup steps necessary for any product that
includes workflow-enabled processes. It also describes how to manage workflow
processes and business events using Oracle Applications Manager, how to monitor the
progress of runtime workflow processes, and how to administer notifications sent to
workflow users.
Oracle Workflow Developer's Guide
xi
This guide explains how to define new workflow business processes and customize
existing Oracle E-Business Suite-embedded workflow processes. It also describes how
to define and customize business events and event subscriptions.
Oracle Workflow User's Guide
This guide describes how users can view and respond to workflow notifications and
monitor the progress of their workflow processes.
Oracle Workflow API Reference
This guide describes the APIs provided for developers and administrators to access
Oracle Workflow.
Oracle E-Business Suite Flexfields Guide
This guide provides flexfields planning, setup, and reference information for the Oracle
E-Business Suite implementation team, as well as for users responsible for the ongoing
maintenance of Oracle E-Business Suite product data. This guide also provides
information on creating custom reports on flexfields data.
Oracle eTechnical Reference Manuals
Each eTechnical Reference Manual (eTRM) contains database diagrams and a detailed
description of database tables, forms, reports, and programs for a specific Oracle
Applications product. This information helps you convert data from your existing
applications, integrate Oracle Applications data with non-Oracle applications, and write
custom reports for Oracle Applications products. Oracle eTRM is available on My
Oracle Support.
Integration Repository
The Oracle Integration Repository is a compilation of information about the service
endpoints exposed by the Oracle E-Business Suite of applications. It provides a
complete catalog of Oracle E-Business Suite's business service interfaces. The tool lets
users easily discover and deploy the appropriate business service interface for
integration with any system, application, or business partner.
The Oracle Integration Repository is shipped as part of the E-Business Suite. As your
instance is patched, the repository is automatically updated with content appropriate
for the precise revisions of interfaces in your environment.
Do Not Use Database Tools to Modify Oracle E-Business Suite Data

Oracle STRONGLY RECOMMENDS that you never use SQL*Plus, Oracle Data
Browser, database triggers, or any other tool to modify Oracle E-Business Suite data
unless otherwise instructed.
Oracle provides powerful tools you can use to create, store, change, retrieve, and
maintain information in an Oracle database. But if you use Oracle tools such as
SQL*Plus to modify Oracle E-Business Suite data, you risk destroying the integrity of
xii
your data and you lose the ability to audit changes to your data.
Because Oracle E-Business Suite tables are interrelated, any change you make using an
Oracle E-Business Suite form can update many tables at once. But when you modify
Oracle E-Business Suite data using anything other than Oracle E-Business Suite, you
may change a row in one table without making corresponding changes in related tables.
If your tables get out of synchronization with each other, you risk retrieving erroneous
information and you risk unpredictable results throughout Oracle E-Business Suite.
When you use Oracle E-Business Suite to modify your data, Oracle E-Business Suite
automatically checks that your changes are valid. Oracle E-Business Suite also keeps
track of who changes information. If you enter information into database tables using
database tools, you may store invalid information. You also lose the ability to track who
has changed your information because SQL*Plus and other database tools do not keep a
record of changes.
xiii
1
Introduction to Oracle Succession Planning

Succession planning and management is critical to the growth of an enterprise.
Enterprises have key questions such as:
What are the critical roles in the enterprise?
How can we identify high performers with high potential to fill key leadership
roles?
Who are the workers who are the best fit for critical roles?
Which workers have specialized skills and experience; process and product
knowledge that would be difficult or impossible to replace?
How do we proactively train and prepare high performers with high potential for
key roles?
How do we increase employee engagement and retain our key talent?
Oracle Succession Planning is a comprehensive and integrated product that helps

enterprises to:
Identify succession-planning requirements.
Identify available and qualified talent pool.
Assess types of talent required to meet business goals.
Search talent pool for potential successors using various tools such as 9-Box
analysis, Suitability Matching, and Suitability Analyzer and compare workers'
talent profiles.
Oracle Succession Planning 1-1
Create and maintain succession plans to ensure that critical roles are covered at all
times.
Identify training and other development activities to close the gap between a
worker's competencies and those required by the enterprise.
Using the relevant data that Oracle Succession Planning presents, managers can take
informed decisions to staff key roles with competent workers to maintain and grow
business. A professionally executed succession planning process helps enterprises to
focus on the future, including the identification of the most qualified candidates for
growth and the development of emerging talent.
Identify Succession Planning Requirements

The first step in the succession planning process is to understand the succession
planning requirements. An effective succession plan identifies vital executive and
management positions, forecasts future vacancies in those positions, and identifies
potential managers who would fill these vacancies. Using Oracle Succession Planning,
enterprises can identify:
People in the enterprise who are critical to business.
Roles (jobs and positions) that must always be staffed with competent and
well-trained workers to sustain business.
Competent workers who may leave the enterprise due to reasons, such as
retirement, turnover, competitor offers, or other causes.
Identify Talent
Managers must identify the talent pool that is available in their enterprise to carry out
their business strategy. They require information about their workers such as education,
experience, current assignment, learning, and mobility to ensure continuity of coverage
in important positions. Oracle Succession Planning provides the Talent Profile feature
that helps enterprises to obtain a complete picture of the talent profile of their
workforce. Talent Profile captures and displays complete worker talent details on a
single-interface. Talent Profile obtains relevant data from talent management products
and presents the information in the following regions:
Competencies
Qualifications
Other Professional Qualifications
Previous Employment
1-2 Oracle Succession Planning Implementation and User Guide
Learning Certifications
Training
Appraisals
Performance Objectives
Succession Plans
Job History
Career Path
Work Preferences
Salary
Benefits
Monetary Compensation
Compensation Statement
Other Information
Performance Ratings
Assess Workforce Talent

Oracle Succession Planning provides various tools such as Compare Profile report,
9-Box analysis, Suitability Matching, and Suitability Analyzer to assess workforce
talent.
Compare Talent Profiles

Enterprises can compare talent profiles of their workforce and use this information in
succession planning. The application displays the comparison report in a printable
format. When managers compare the talent profiles of workers, if they find a suitable
successor, then they can select the worker as a successor and create a succession plan
from the Talent Profile page. While creating a succession plan, managers can use the
Show Suitable Successors feature that uses the competency-based search to display a list
of workers who meet the competency requirements.
View Performance Matrices (9-Box)

Oracle Succession Planning's performance matrices: Performance Matrix (Potential) and
Performance Matrix (Retention), provide insight into the depth and breadth of the talent
pool. Managers can use these matrices to assess the workforce:
Performance
Potential for growth
Readiness level for promotion
Retention prospects
The Performance Matrix (Potential) enables managers to evaluate workers' skill fit and
potential. Using this matrix, enterprises can identify both their highest potential
performers and the strength of their talent pool.
The Performance Matrix (Retention) enables managers to evaluate workers on skill fit
and retention prospects. It helps managers to recognize high performers who will
continue with the organization and assign them critical roles. They can also identify
high performers with low retention prospects and analyze the reasons for low retention
prospects. Enterprises can use the matrix information to develop retention strategies for
sustained growth.
Managers can view performance matrices of individual workers and also of workers in
their supervisor hierarchy.
Suitability Matching
Managers can use the Suitability Matching function to find a person for a work
opportunity or a work opportunity for a person. This process uses factors such as a
person's current role, a person's competency levels (as defined in their competency
profile), and succession plans to identify workers and opportunities.
Suitability Analyzer
Suitability Analyzer displays competency ratings of workers in a graphical format.
Managers can use the Suitability Analyzer to compare competencies of workers for
succession planning. After comparing the competencies of the workers, they can
identify suitable workers as successors.
Create and Maintain Succession Plans

Using the Succession Plans feature, managers can:
Identify key jobs and positions in their organization to ensure that succession plans
are in place.
Identify workers who are likely to vacate their current positions because of
promotion, retirement, or voluntary termination.
Define additional information for succession plans to meet business needs.
Create and update succession plans for jobs, positions, and workers.
Identify Developmental Activities

Availability of succession planning data enables enterprises to develop
organization-wide training programs to address competency gaps. After assessing
competencies and evaluating talent profiles, managers can enroll workers in
appropriate training. Oracle Succession Planning's integration with Oracle Learning
Management enables managers to identify training courses and enroll workers in
relevant courses.
Reporting in Oracle Succession Planning

Oracle Succession Planning provides the following reports in Adobe Acrobat PDF
format:
Compare Profile
Using this report, managers can compare the talent profiles of their workers.
Printable Profile
Using this feature, managers can print worker talent profiles.
Integration with Other E-Business Products

Oracle Succession Planning is an integrated talent management solution that enables
managers to plan and implement integrated succession management processes. Oracle
Succession Planning and Oracle HRMS talent management products such as Oracle
Learning Management, Oracle Performance Management, and the Oracle
Compensation suite of products (Compensation Workbench, Total Compensation
Statement, and Salary Administration) use a single data repository to enable you to
share and view common information for succession planning purposes. Oracle
Succession Planning retrieves relevant data from Oracle HRMS, Oracle SSHR, Learning
Management, Performance Management, and the Compensation suite of products.
Key Concepts
For information on Oracle Succession Planning, see:
Succession Plans
The Succession Plans Feature, page 3-2
Creating and Maintaining Succession Plans Using Oracle Succession Planning,

page 3-59
Talent Profile
Overview of Talent Profile, page 3-5
Using Talent Profile as Managers, page 3-8
Using Talent Profile as Workers, page 3-24
Succession Planning Using Talent Profile, page 3-55
Using Performance Matrix (Potential) and Performance Matrix (Retention),

page 3-39
Comparing Talent Profiles, page 3-47
Generating Printable Profiles, page 3-36
Using Suitability Matching in Oracle Succession Planning, page 3-50
2
Implementing Oracle Succession Planning 2-1

Oracle Succession Planning Licenses
Before implementing Oracle Succession Planning, you must install Oracle Self-Service
HR, which is a prerequisite.
You must purchase Oracle Succession Planning license to use the following features:
Succession Plans
Use this feature for effective succession planning in your enterprise. Enterprises can
identify succession planning requirements to create and manage succession plans
for their workforce.
Talent Profile
Use the Talent Profile feature of Oracle Succession Planning to obtain a complete
picture of the talent profile of your workforce to manage the talent processes.
Note
Oracle Self-Service HR provides you with a minimal Talent Profile function to only
view the talent profiles of your workforce. You require Oracle Succession Planning
license to:
Use performance matrices (9-box): Performance Matrix (Potential), Performance

Matrix (Retention)
Use Suitability Analyzer
opportunity or a work opportunity for a person. Suitability Matching uses factors
such as a person's current role, a person's competency levels (as defined in their
competency profile), and succession plans in identifying candidates and
opportunities
Oracle Self-Service HR provides you with the Suitability Matching feature.
However, you require Oracle Succession Planning license to use the Suitability
Analyzer to perform competency-based search for succession planning. Users can
launch Suitability Analyzer only from the Suitability Matching function.
Employee Succession Information

Use the Employee Succession Information page to record tracking information
required for succession plans. You can:
Identify the succession potential of a worker
Determine whether a worker is a key person in the enterprise
Determine the retention prospects of a worker
Integration with Other E-Business Products

Oracle Succession Planning is an integrated talent management solution that enables
managers to plan and implement integrated succession management processes. Oracle
Succession Planning and Oracle HRMS talent management products such as Oracle
Learning Management, Oracle Performance Management, and the Oracle
Compensation suite of products (Compensation Workbench, Total Compensation
Statement, and Salary Administration) use a single data repository to enable you to
share and view common information for succession planning purposes. Oracle
Succession Planning retrieves relevant data from Oracle HRMS, Oracle SSHR, Oracle
Learning Management, Oracle Performance Management, and the Compensation suite
of products.
To enable your managers to view talent profile information of workers such as
monetary compensation, training, learning certification, benefits, compensation
statement, performance objectives, and appraisal details, you must install the following
products. For information on licenses, contact your Oracle sales representative.
Oracle Performance Management

Oracle Performance Management is a self-service product that enables enterprises to
implement an effective performance management system. It enables managers and
workers to manage performance management functions including objectives setting
and appraisals process. Enterprises can create and administer questionnaires for the
various potential participants in the appraisal process.
Oracle Performance Management is a separately licensed product.
See: Oracle Performance Management Overview, Oracle Performance Management
Implementation and User Guide
Oracle Learning Management

Oracle Learning Management is an enterprise learning management system (LMS) that
enables you to train your workforce effectively and at lower cost. Oracle Learning
Management enables you to manage, deliver, and monitor your online and
classroom-based training: you can efficiently assemble and deliver learning content;
you can provide the most appropriate combination of classroom and online training;
and you can measure the effectiveness of your training initiatives.
Oracle Learning Management is a separately licensed product.
See: Introduction to Oracle Learning Management, Oracle Learning Management User

Guide
Oracle Advanced Benefits (OAB)

Oracle Advanced Benefits (OAB) is a benefits application that enables you to define and
manage benefits programs in support of your enterprise's missions and objectives,
while addressing the diverse and complex requirements of evolving benefits practices
and governmental regulations.
Oracle Advanced Benefits is a separately licensed product. Your Oracle Human
Resources license includes Standard Benefits, a more limited set of benefits
administration features.
See: Standard and Advanced Benefits Administration, Oracle HRMS Compensation and
Benefits Management Guide
Oracle Succession Planning Predefined Components

This topic lists the predefined responsibility, menus, and functions supplied with
Oracle Succession Planning.
Predefined Responsibility
Oracle Succession Planning supplies the predefined Succession Planning responsibility
with the corresponding Succession Planning (HR_SUCCESSION_MGMT) menu.
The following table lists the functions available with the Succession Planning menu.
Prompt
Function Name
Talent Profile
HR_TALENTPROFILE_SS
HR_SUITABILITY_MATCH_SS
Succession Plans
PER_SUCCESSION_MGMT_SEARCH
Employee Succession Information
PER_SUCCESSION_PLAN_DETAILS
This responsibility is provided as a starting point only. If you need to change the
responsibility or menu you must create your own using the predefined responsibility
and menu as examples. Otherwise, your changes may be lost during an upgrade.
Talent Profile Menus

Talent Profile helps enterprises to obtain a complete picture of the talent profile of their
workforce on a single-interface.
Talent Profile Based on Role Requirements
As managers and workers have different business requirements, Talent Profile delivers
views based on their roles. For example, only managers can view the Succession Plans
region, compare talent profiles, and use performance matrices.
To meet the different talent requirements, Oracle Succession Planning delivers the
following Talent Profile Menus:
Menu
Description
Talent Profile Manager Access Menu

(HR_TP_MGR_MENU)
Enables managers to access Talent Profile

functions that include Compare Profiles and
view Performance Matrix (Potential) and
Performance Matrix (Retention). Managers
can view talent profiles of workers in their
supervisor hierarchy.
Talent Profile Employee Access Menu

(HR_TP_EMP_MENU)
Enables workers to view their talent profiles.
Suitability Matching Spider Menu

(HR_SUIT_MATCH_SPIDER_MENU)
Launches the Suitability Analyzer tool and

enables competency-based search.
Menu For All Seeded Report Template

Functions (HR_TP_TEMPLATES_MENU)
Enables managers to generate the compare

profile reports of a single worker, two
workers, or three workers. Managers can also
print the talent profile of a worker.
The reports are generated in the Adobe
Acrobat PDF format.
Talent Profile Launch Menu

(HR_TP_LAUNCH_MENU)
Launches the Talent Profile page.

This topic discusses the steps that you must complete to use Oracle Succession
Planning.
Prerequisites
Before implementing Oracle Succession Planning, you must install Oracle Self-Service
HR, which is a prerequisite.
See: Implementation Steps for Self-Service HR (SSHR), Oracle HRMS Deploy Self-Service
Capability Guide
Required Implementation Steps

1.
Set the HR: Succession Planning Licensed Profile Option

Controls whether Oracle Succession Planning is available. If your enterprise obtains
a license, then you must set this profile option to Yes at the site level to work with
2.
Create and Assign the Responsibility to use Oracle Succession Planning

Based on your business requirements, create and assign the required Succession
Planning responsibility to managers and HR professionals. To create your own
responsibilities, use the supplied Succession Planning responsibility as a sample.
See: Responsibilities, Oracle HRMS Configuring, Reporting, and System Administration
Guide
3.
Define the HR: Enable Talent Profile Option

If you have licensed Oracle Succession Planning, then set the HR: Enable Talent
profile option value to Yes. This profile option determines whether managers can
access the Suitability Analyzer tool from the Suitability Matching function. If you
set the profile option value to No, then managers cannot use the Suitability
Analyzer tool.
4.
Set up Action Menu for Self-Service Actions

The Talent Profile page has an Action drop down list. This list includes Self-Service
or SSHR actions. Depending on your business needs, you must add the SSHR
Personal Actions Menu and Manager Actions Menu to the supplied Succession
Planning (HR_SUCCESSION_MGMT) menu or your own configured menu. This
enables users to perform self-service functions from the Talent Profile page.
See: Setting up Self-Service Actions on the Talent Profile Page, page 2-29
5.
Set up the Succession Plans Functionality

The Succession Plans functionality enables managers to plan for future vacant
positions by identifying possible successors for workers, jobs, and positions.
For information on setting up Succession Planning, see: Setting up the Succession
Plans Functionality, page 2-38
6.
Configure Suitability Matching

opportunity or a work opportunity for a person. The process uses factors such as a
person's current role, a person's competency levels (as defined in their competency
profile), and succession plans in identifying candidates and opportunities.

You can configure the Suitability Matching according to your business needs. For
more information, see: Configuring Suitability Matching, page 2-42
Steps to Setup a Custom Version of the Talent Profile Feature

If you do not want to use the supplied Talent Profile feature, then you can customize
the supplied menus and functions to implement the Talent Profile feature based on
your business needs. Custom implementation process involves set up steps such as
setting up the Talent Profile form function and regions.
See: Setup Steps to Implement a Custom Version of Talent Profile Feature, page 2-8
Additional Implementation Steps

After you complete the required steps, you can customize the following features on the
Talent Profile page:
Talent Profile regions

See: Personalizing Talent Profile, page 2-35
Region icons
See: Configuring the Region Icons, page 2-35
Hierarchy list and quick search

See: Configuring the Quick Search and Hierarchy Regions, page 2-34
Configuration Steps
After completing the required and additional implementation steps, you carry out the
configuration steps, such as configuring the XML template for the Compare Profile
report, defining lookups and EITs required for succession planning, and defining user
ratings for Performance Matrix (Potential) and Performance Matrix (Retention).
See: Completing the Configuration Steps for Oracle Succession Planning, page 2-30
Setup Steps to Implement a Custom Version of Talent

Profile Feature
Setup Steps to Implement a Custom Version of the Talent Profile Feature
This topic describes the implementation steps to set up a custom version of the Talent
Profile feature:
1.
Create Copies of the Supplied Talent Profile Menus

Using the Functional Administrator responsibility, create copies of the following
supplied menus for Talent Profile.
Talent Profile Manager Access Menu (HR_TP_MGR_MENU)
Talent Profile Employee Access Menu (HR_TP_EMP_MENU)
Suitability Matching Spider Menu (HR_SUIT_MATCH_SPIDER_MENU)
Menu For All Seeded Report Template Functions

(HR_TP_TEMPLATES_MENU)
For more information on supplied menus, see: Oracle Succession Planning

Predefined Components, page 2-4
The predefined Succession Planning responsibility is linked to a menu that contains
a number of functions. You can create menus based on the predefined menus and, if
necessary, add or remove functions so that the menus accurately reflect your
enterprise's business processes.
You can base your configuration on the sample menus provided although you
should not change the predefined menus directly. You must create your own
menus using the predefined menus as examples. Otherwise, your changes may be
lost during an upgrade.
2.
Create a form function to set up the custom Talent Profile functionality.

See: Setting up the Talent Profile Form Function, page 2-9
3.
Set up the required Talent Profile regions for workers and managers. You can
exclude the functions that you do not your workforce to use from the copied
menus.
See: Setting up the Talent Profile Regions, page 2-10
4.
If required, configure the More links on the Talent Profile regions that enable
managers and workers to navigate to the relevant Oracle HRMS talent product
pages, such as Oracle SSHR, Oracle Performance Management, and Oracle Learning
Management.
Configuring the More Links in the Talent Profile Regions, page 2-17
5.
Configure the Talent Profile custom actions.

See: Setting up the Action Menus for Talent Profile, page 2-29
6.
Configure the SSHR actions on the Talent Profile page.

See: Setting up Self-Service Actions on the Talent Profile Page, page 2-29
7.
Configure the Suitability Analyzer and Performance Matrix (Potential) and

Performance Matrix (Retention) functions.
You can also determine the print and compare profile actions that you want
managers to use.
See: Configuring Talent Profile Functions, Suitability Analyzer, and Compare
Profile Templates, page 2-24
8.
Grant Menus or Add Menus to the Responsibility

To enable managers and workers to use the Talent Profile features, in addition to
assigning the Oracle Succession Planning responsibility, you must grant the custom
Talent Profile menus to the Succession Planning responsibility assigned to the
users. You can grant the custom menus using the Functional Administrator
responsibility. Grants enable managers and workers to access the Talent Profile
functions.
For information on creating grants and using permission sets, see: Grants and
Permissions Sets in Oracle E-Business Suite System Administrator's Guide - Security
You can also add the custom menus to the Succession Planning responsibility
assigned to the users using the System Administrator responsibility
Setting up the Talent Profile Form Function

To set up a custom version of the supplied Talent Profile feature, you must first create
your Talent Profile form function using the Form Functions window of the System
Administrator responsibility.
Provide the following values:
Description Tab Region
Function Name: <User Defined function name>, for example: HR_TALENTPROFILE_SS
User Function Name: <User Defined user function name, for example: Talent Profile
Properties Tab Region
Type: SSWA jsp function

Form Tab Region
Parameters: MoreLinkMapMgr=<user defined sub-function
name>&MoreLinkMapEmp=<user defined sub-function name>, for example:
MoreLinkMapMgr=HR_TP_MGR_MORE_LINK&MoreLinkMapEmp=HR_TP_EMP_M
ORE_LINK
Note: The parameters provided while creating the functions are used to
configure the More links on the individual regions of the Talent Profile
page. See: Configuring the More Links in the Talent Profile Regions,
page 2-17
Web HTML Tab Region

HTML Call: OA.jsp?page=/oracle/apps/per/talentprofile/webui/TMEmployeePG
Setting up the Talent Profile Regions

Talent Profile displays talent information in individual regions. As managers and
workers have different business requirements, Talent Profile delivers views based on
their roles. For example, only managers can view the Succession Plans region and
Performance Matrix (Potential) and Performance Matrix (Retention) details. For more
information: see:
By default, Talent Profile displays a set of regions for workers and managers, called
Employee View and Manager View. Each of the regions is assigned a region code and a
sub-function with the same name as the region code.
The sub-functions for each of the regions control the security of the region. These
sub-functions determine whether the application can display that region in the
particular profile view or not.
The following section describes how information is secured for employee view and
manager view:
When a user logs in to Talent Profile, the application determines whether the user is a
worker or manager. Then, the application checks whether the corresponding worker or
manager sub-function for the view is granted. If the function is granted, then the
application will display the region for the worker or manager.
The following tables list the functions granted with the supplied menus: Talent Profile
Manager Access Menu - HR_TP_MGR_MENU and Talent Profile Employee Access
Menu - HR_TP_EMP_MENU. You can exclude the functions that you do not want
managers or workers to use from the copied menus using the Functional Administrator
responsibility.
Supplied Talent Profile Manager Access Menu - HR_TP_MGR_MENU
Name
Function
Type
Functionality
Talent
Profile
Career
Path
Manager
HR_TP_MGR_CAR
EER_PATH_SS
SUBFUNCTION
Region
Talent
Profile
Cash
Compensat
ion
Manager
HR_TP_MGR_CAS
H_COMP_SS
SUBFUNCTION
Region
Talent
Profile
Certificatio
ns
Manager
HR_TP_MGR_CERT
IFI_SS
SUBFUNCTION
Region
Compare
Profile
HR_TP_MGR_COM
PARE_WITH_ACT
N
SUBFUNCTION
Action
Talent
Profile
Competenc
y Manager
HR_TP_MGR_COM
PETENCY_SS
SUBFUNCTION
Region
Talent
Profile
Compensat
ion
Statement
Manager
HR_TP_MGR_COM
P_STAT_SS
SUBFUNCTION
Region
Talent
Profile
Lookup
Data AM
HR_TP_LKUP_DAT
A_AM
REST
Rest Service
Name
Function
Type
Functionality
Talent
Profile
Lookup
init AM
HR_TP_LKUP_INIT
_AM
REST
Rest Service
Printable
Profile
HR_TP_MGR_EXPO
RT_CUSTOM_ACT
N
SUBFUNCTION
Action
Compare
Profile
HR_TP_EMP_COM
PARE_WITH_ACT
N
SUBFUNCTION
Action
Talent
Profile Perf
Matrix
Directs
HR_TP_PERFMATR
IX_DIRECTS_SS
JSP
Action
Talent
Profile Job
History
Manager
HR_TP_MGR_JOB_
HIST_SS
SUBFUNCTION
Region
Performanc
e Matrix (
Potential )
HR_TP_MGR_PERF
_MATRIX_ACTN
SUBFUNCTION
Action
Talent
Profile
Performanc
e Matrix
Manager
HR_TP_MGR_PERF
_MATRIX_SS
SUBFUNCTION
Region
Talent
Profile
Performanc
e
Objectives
Manager
HR_TP_MGR_PERF
_OBJ_SS
SUBFUNCTION
Region
Name
Function
Type
Functionality
Talent
Profile
Previous
Employme
nt Manager
HR_TP_MGR_PREV
_EMP_SS
SUBFUNCTION
Region
Talent
Profile
Qualificati
ons
Manager
HR_TP_MGR_QUA
LIFI_SS
SUBFUNCTION
Region
Talent
Profile
Salary
Overview
Manager
HR_TP_MGR_SALA
RY_SS
SUBFUNCTION
Region
Talent
Profile
Succession
Plan
Manager
HR_TP_MGR_SUC
CESSION_SS
SUBFUNCTION
Region
Talent
Profile
Additional
Informatio
n Manager
HR_TP_MGR_ADDI
TIONALINFO_SS
SUBFUNCTION
Region
Talent
Profile
Appraisal
Manager
HR_TP_MGR_APPR
_SS
SUBFUNCTION
Region
Talent
Profile
Awards
Manager
HR_TP_MGR_AWA
RDS_SS
SUBFUNCTION
Region
Name
Function
Type
Functionality
Talent
Profile
Work
Preferences
Manager
HR_TP_MGR_WOR
K_PREF_SS
SUBFUNCTION
Region
Talent
Profile
Training
Manager
HR_TP_MGR_TRAI
NING_SS
SUBFUNCTION
Region
Talent
Profile
Global
Search
Enabled
HR_TP_VIEW_GBL
_SEARCH_SS
SUBFUNCTION
Region
Talent
Profile
Show
Person
Hierarchy
Enabled
HR_TP_VIEW_PER_
HIERARCHY_SS
SUBFUNCTION
Region
Download
Compare
XML
Button
Security
Renderer
HR_TP_OWNLOAD
_COMPARE_XML
SUBFUNCTION
Reporting Action
Download
Export
XML
Button
Security
Renderer
HR_TP_DOWNLOA
D_EXPORT_XML
SUBFUNCTION
Reporting Action
Talent
Profile
More Link
Manager
HR_TP_MGR_MOR
E_LINK
SUBFUNCTION
More link configuration option for

Manager
Name
Function
Type
Functionality
Printable
Profile (
Full )
HR_TP_MGR_EXPO
RT_FULL_ACTN
SUBFUNCTION
Action
Talent
Profile
Performanc
e Matrix
Flash
HR_TP_PERF_MAT
RIX_SWF
WIDGET
Action
Talent
Profile
Performanc
e Matrix
Succession
Plan GRD
HR_TP_PERFMTRX
_SUCCPLAN_GRD_
AM
REST
Rest Function
Talent
Profile Perf
Matrix
Directs AM
HR_TP_PERFMTRX
_GRD_AM
REST
Rest Service
Talent
Profile
Benefits
Manager
HR_TP_MGR_BENF
TS_SS
SUBFUNCTION
Region
Talent
Profile
Performanc
e Ratings
Managers
HR_TP_MGR_PERF
RATING_SS
SUBFUNCTION
Region
Performanc
e Matrix (
Retention )
HR_TP_MGR_RET_
PERF_MTRX_ACTN
SUBFUNCTION
Action
Supplied Talent Profile Employee Access Menu - HR_TP_EMP_MENU

Name
Function
Type
Functionality
Talent Profile
Additional
Information
Employee
HR_TP_EMP_ADDIT
IONALINFO_SS
SUBFUNCTION
Region
Talent Profile
Appraisal Employee
HR_TP_EMP_APPR_
SS
SUBFUNCTION
Region
Talent Profile Awards

Employee
HR_TP_EMP_AWAR
DS_SS
SUBFUNCTION
Region
Talent Profile Career

Path Employee
HR_TP_EMP_CAREE
R_PATH_SS
SUBFUNCTION
Region
Talent Profile
Certifications
Employee
HR_TP_EMP_CERTI
FI_SS
SUBFUNCTION
Region
Talent Profile
Competency
Employee
HR_TP_EMP_COMP
ETENCY_SS
SUBFUNCTION
Region
Talent Profile Job

History Employee
HR_TP_EMP_JOB_HI
ST_SS
SUBFUNCTION
Region
Talent Profile
Performance
Objectives Employee
HR_TP_EMP_PERF_
OBJ_SS
SUBFUNCTION
Region
Talent Profile
Previous
Employment
Employee
HR_TP_EMP_PREV_
EMP_SS
SUBFUNCTION
Region
Talent Profile
Qualifications
Employee
HR_TP_EMP_QUALI
FI_SS
SUBFUNCTION
Region
Talent Profile
Training Employee
HR_TP_EMP_TRAIN
ING_SS
SUBFUNCTION
Region
Name
Function
Type
Functionality
Talent Profile Work

Preferences Employee
HR_TP_EMP_WORK
_PREF_SS
SUBFUNCTION
Region
Talent Profile More

Link Employee
HR_TP_EMP_MORE
_LINK
SUBFUNCTION
Region
Talent Profile Cash

Compensation
Employee
HR_TP_EMP_CASH_
COMP_SS
SUBFUNCTION
Region
Talent Profile Salary

Overview Employee
HR_TP_EMP_SALAR
Y_SS
SUBFUNCTION
Region
Talent Profile
Compensation
Statement Employee
R_TP_EMP_COMP_S
TAT_SS
SUBFUNCTION
Region
Printable Profile
HR_TP_MGR_EXPO
RT_CUSTOM_ACTN
SUBFUNCTION
Action
Compare Profile
HR_TP_EMP_COMP
ARE_WITH_ACTN
SUBFUNCTION
Action
Printable Profile ( Full

)
HR_TP_MGR_EXPO
RT_FULL_ACTN
SUBFUNCTION
Action
Talent Profile Benefits

Employee
HR_TP_EMP_BENFT
S_SS
SUBFUNCTION
Region
Talent Profile
Performance Ratings
Employee
HR_TP_EMP_PERFR
ATING_SS
SUBFUNCTION
Region
Configuring the More Links in the Talent Profile Regions

Configuring the More Links in the Talent Profile Regions
The Talent Profile page regions provide a More link that managers can use to navigate
to the relevant self-service pages of workers. For example, when a manager clicks the
More in the Qualifications region, the application displays the worker's Qualifications
page. Similarly, when workers view their own Talent Profile page, they can navigate to
the self-service pages using the More link.

Talent Profile delivers predefined More links for manager and employee views using
the following sub-functions:
Manager View
Function Name: Talent Profile More Link Manager (HR_TP_MGR_MORE_LINK).
This sub-function is included in the Talent Profile Manager Access Menu
(HR_TP_MGR_MENU)
Employee View
Function Name: Talent Profile More Link Employee (HR_TP_EMP_MORE_LINK).
This sub-function is included in the Talent Profile Employee Access Menu
(HR_TP_EMP_MENU).
You can configure the More links to display different application pages instead of the
default configured pages.
Each region has a predefined unique code defined for More links. This code is different
from the region codes. The region codes are used for security of the regions. The More
link code is used to specify the destination page when the More link is clicked.
Important: If you do not want users to navigate to any application page
from the More link, then you must leave the parameter value blank.
To map the More link code to the destination function, navigate to the Form Functions
window. Query the Talent Profile form function that you have set up. Click the Form
Tab region and configure the Parameter as follows:
MoreLinkMapMgr=<user defined sub-function name>&MoreLinkMapEmp=<user
defined sub-function name>, for example:
MoreLinkMapMgr=HR_TP_MGR_MORE_LINK&MoreLinkMapEmp=HR_TP_EMP_M
ORE_LINK
The two parameters: MoreLinkMapMgr and MoreLinkMapEmp derive the destination
for the More links. The value for both these parameters is a user defined sub-function.
These sub-functions contain the mapping of region More link code to the destination
function.
The following sections provide information about the predefined parameters supplied
with the HR_TP_EMP_MORE_LINK and HR_TP_MGR_MORE_LINK sub-functions.
Talent Profile More Link Manager (HR_TP_MGR_MORE_LINK)

Predefined Form Parameters
pTPMADDINFO=&pTPMBENFTS=BEN_SS_MGR_ENRT&pTPMCARERPATH=&pTP
MCMPETNCY=HR_COMPETENCE_PROFILE_SS&pTPMPERFMATRIX=&pTPMJOBH
IST=&pTPMSALARY=&pTPMCOMPSTMNT=&pTPMCASHCOMP=&pTPMCERT=OT
A_LEARNER_HOME_SS&pTPMPERFOBJ=HR_MGR_TALMGMT_SS&pTPMAPPRAI
SAL=HR_VIEW_APPRAISALS_PAGE_SS&pTPMPREVEMP=&pTPMAWARDS=HR_A
WARD_SS&pTPMQUALIFI=HR_QUALIFICATION_SS&pTPMSUCCPLAN=&pTPMT
RAINING=OTA_LEARNER_HOME_SS&pTPMWORKPREF=HR_WORK_PREFERENC
ES_SS&pTPMPERFRATE=HR_MGR_VIEWS_HIST_SS
More Links on the Talent Profile Manager View
Regio
n
Displ
ay
Name
Region Code
(Manager)
Parameter in the
More Link Code
Default Parameter
Value
Page that the More

Link Displays
Other
Infor
matio
n
HR_TP_MGR_A
DDITIONALINF
O_SS
pTPMADDINFO
Blank
Add Attachment
page.
Appra
isal
HR_TP_MGR_A
PPR_SS
pTPMAPPRAISAL
HR_VIEW_APPRAI
SALS_PAGE_SS
View Appraisals
page
Other
Profes
sional
Qualif
ication
s
HR_TP_MGR_A
WARDS_SS
pTPMAWARDS
HR_AWARD_SS
Other Professional
Qualifications
Benefi
ts
HR_TP_MGR_BE
NFTS_SS
pTPMBENFTS
BEN_SS_MGR_ENR
T
Self-Service Benefits
Enrollment
Career
Path
HR_TP_MGR_C
ARER_PTH_SS
pTPMCARERPATH
Blank
More link is not

available in this
region
Monet
ary
Comp
ensati
on
HR_TP_MGR_C
ASH_COMP_SS
pTPMCASHCOMP
Blank
More link is not

available in this
region
Regio
n
Displ
ay
Name
Region Code
(Manager)
Parameter in the
More Link Code
Default Parameter
Value
Page that the More

Link Displays
Learni
ng
Certifi
cation
s
HR_TP_MGR_C
ERTIFI_SS
pTPMCERT
OTA_LEARNER_H
OME_SS
Learner Home
Comp
etenci
es
HR_TP_MGR_C
OMPETENCY_S
S
pTPMCMPETNCY
HR_COMPETENCE
_PROFILE_SS
Competency Profile
Comp
ensati
on
State
ment
HR_TP_MGR_C
OMP_STAT_SS
pTPMCOMPSTMN
T
Blank
More link is not

available in this
region
Job
Histor
y
HR_TP_MGR_JO
B_HIST_SS
pTPMJOBHIST
Blank
More link is not

available in this
region
Perfor
mance
Object
ives
HR_TP_MGR_PE
RF_OBJ_SS
pTPMPERFOBJ
HR_MGR_TALMG
MT_SS
Performance
Management page
of the worker.
Previo
us
Emplo
yment
HR_TP_MGR_PR
EV_EMP_SS
pTPMPREVEMP
Blank
More link is not

available in this
region
Qualif
ication
s
HR_TP_MGR_Q
UALIFI_SS
pTPMQUALIFI
HR_QUALIFICATI
ON_SS
Education and
Qualifications
Traini
ng
HR_TP_MGR_TR
AINING_SS
pTPMTRAINING
OTA_LEARNER_H
OME_SS
Learner Home
Work
Prefer
ences
HR_TP_MGR_W
ORK_PREF_SS
pTPMWORKPREF
HR_WORK_PREFE
RENCES_SS
Work Preferences
Regio
n
Displ
ay
Name
Region Code
(Manager)
Parameter in the
More Link Code
Default Parameter
Value
Page that the More

Link Displays
Perfor
mance
Rating
s
HR_TP_MGR_PE
RFRATING_SS
&pTPMPERFRATE
HR_MGR_VIEWS_
HIST_SS
My Employee
Information
Talent Profile More Link Employee (HR_TP_EMP_MORE_LINK)

Predefined Form Parameters
pTPMADDINFO=&pTPMBENFTS=BEN_SS_BNFT_ENRT&pTPMCARERPATH=&pTP
MCMPETNCY=HR_COMPETENCE_PROFILE_SS&pTPMPERFMATRIX=&pTPMJOBH
IST=&pTPMSALARY=&pTPMCOMPSTMNT=BEN_TCS_EMPSS_WELCOME_PG&pT
PMCASHCOMP=BEN_TCS_EMPSS_WELCOME_PG&pTPMCERT=OTA_LEARNER_
HOME_SS&pTPMPERFOBJ=HR_EMP_TALMGMT_SS&pTPMAPPRAISAL=HR_EMP_
MY_APPR_SS&pTPMPREVEMP=&pTPMAWARDS=HR_AWARD_SS&pTPMQUALIFI
=HR_QUALIFICATION_SS&pTPMSUCCPLAN=&pTPMTRAINING=OTA_LEARNER
_HOME_SS&pTPMWORKPREF=HR_WORK_PREFERENCES_SS&pTPMPERFRATE=
HR_EMP_VIEWS_SS
More Links on the Talent Profile Worker View
Regio
n
Displa
y
Name
Region Code
(Employee)
Parameter in the
More Link Code
Other
Infor
matio
n
HR_TP_EMP_A
DDITIONALIN
FO_SS
pTPMADDINFO
Appra
isal
HR_TP_EMP_A
PPR_SS
pTPMAPPRAISAL
Default Parameter
Value
Page that the More

Link Displays
Add Attachments
HR_EMP_MY_APP
R_SS
My Appraisals
Regio
n
Displa
y
Name
Region Code
(Employee)
Parameter in the
More Link Code
Default Parameter
Value
Page that the More

Link Displays
Other
Profes
sional
Qualif
ication
s
HR_TP_EMP_A
WARDS_SS
pTPMAWARDS
HR_AWARD_SS
Other Professional
Qualifications
Benefi
ts
HR_TP_EMP_B
ENFTS_SS
pTPMBENFTS
BEN_SS_BNFT_EN
RT
Self Service Benefits

Enrollments
Career
Path
HR_TP_EMP_C
ARER_PTH_SS
pTPMCARERPATH
Blank
More link is not

available in this
region
Monet
ary
Comp
ensati
on
HR_TP_EMP_C
ASH_COMP_SS
pTPMCASHCOMP
BEN_TCS_EMPSS_
WELCOME_PG
Total Compensation
Statement
Certifi
cation
HR_TP_EMP_C
ERTIFI_SS
pTPMCERT
OTA_LEARNER_H
OME_SS
Learner Home
Comp
etenci
es
HR_TP_EMP_C
OMPETENCY_S
S
pTPMCMPETNCY
HR_COMPETENCE
_PROFILE_SS
Competency Profile
Comp
ensati
on
Statem
ent
HR_TP_EMP_C
OMP_STAT_SS
pTPMCOMPSTMN
T
BEN_TCS_EMPSS_
WELCOME_PG
Total Compensation
Statement
Job
Histor
y
HR_TP_EMP_J
OB_HIST_SS
pTPMJOBHIST
Blank
More link is not

available in this
region
Regio
n
Displa
y
Name
Region Code
(Employee)
Parameter in the
More Link Code
Default Parameter
Value
Page that the More

Link Displays
Perfor
mance
Object
ives
HR_TP_EMP_P
ERF_OBJ_SS
pTPMPERFOBJ
HR_EMP_TALMG
MT_SS
Performance
Management
Previo
us
Emplo
yment
HR_TP_EMP_P
REV_EMP_SS
pTPMPREVEMP
Blank
More link is not

available in this
region
Qualif
ication
s
HR_TP_EMP_Q
UALIFI_SS
pTPMQUALIFI
HR_QUALIFICATI
ON_SS
Education and
Qualifications
Salary
HR_TP_EMP_S
ALARY_SS
pTPMSALARY
Blank
More link is not

available in this
region
Succes
sion
Plan
HR_TP_EMP_S
UCCESSION_SS
pTPMSUCCPLAN
Blank
This region is not

available in the
Employee view
Traini
ng
HR_TP_EMP_T
RAINING_SS
pTPMTRAINING
OTA_LEARNER_H
OME_SS
Learner Home
Work
Prefer
ences
HR_TP_EMP_W
ORK_PREF_SS
pTPMWORKPREF
HR_WORK_PREFE
RENCES_SS
Work Preferences
Perfor
mance
Matrix
(Head
er is
not
shown
)
HR_TP_EMP_P
ERF_METRICES
_SS
pTPMPERFMATRIX
Blank
More link is not

applicable
Regio
n
Displa
y
Name
Region Code
(Employee)
Parameter in the
More Link Code
Default Parameter
Value
Page that the More

Link Displays
Perfor
mance
Rating
s
HR_TP_EMP_P
ERFRATING_SS
&pTPMPERFRATE
HR_EMP_VIEWS_S
S
My Information
Configuring Talent Profile Functions, Suitability Analyzer, and Compare

Profile Templates
The Talent Profile page has an Action drop down that lists the actions that a logged in
user (worker or manager) can perform when viewing the talent profile. This topic
explains how to configure the talent profile actions that managers can perform.
Configuring the Talent Profile Actions

Talent Profile actions are specific to the Talent Profile functionality. The following is a
list of talent profile actions:
Performance Matrix (Potential)
Performance Matrix (Retention)
Compare Profile
Printable Profile
Printable Profile (Full)
Each talent profile action is defined as a sub-function. The sub function name is
predefined for the delivered functionality. If you create a custom responsibility, then
you must include the sub-function in the responsibility so that the user can access the
talent profile actions. Administrators can restrict the access of some of the actions,
depending upon the requirement. Some actions have two functions created for them so
that the access of the action can be restricted at both the employee and manager view.
The following tables provide details about all the talent action sub-functions.
Talent Actions available in the Talent Profile Manager Access Menu - HR_TP_MGR_MENU
Name
Function
Type
Functionality
Compare
Profile
HR_TP_MGR_COM
PARE_WITH_ACT
N
SUBFUNCTION
Action
Talent
Profile
Lookup
Data AM
HR_TP_LKUP_DAT
A_AM
REST
Rest Service
Talent
Profile
Lookup
init AM
HR_TP_LKUP_INIT
_AM
REST
Rest Service
Printable
Profile
HR_TP_MGR_EXPO
RT_CUSTOM_ACT
N
SUBFUNCTION
Action
Compare
Profile
HR_TP_EMP_COM
PARE_WITH_ACT
N
SUBFUNCTION
Action
Talent
Profile Perf
Matrix
Directs
HR_TP_PERFMATR
IX_DIRECTS_SS
JSP
Action
Performanc
e Matrix (
Potential )
HR_TP_MGR_PERF
_MATRIX_ACTN
SUBFUNCTION
Action
Printable
Profile (
Full )
HR_TP_MGR_EXPO
RT_FULL_ACTN
SUBFUNCTION
Action
Talent
Profile
Performanc
e Matrix
Flash
HR_TP_PERF_MAT
RIX_SWF
WIDGET
Action
Name
Function
Type
Functionality
Talent
Profile
Performanc
e Matrix
Succession
Plan GRD
HR_TP_PERFMTRX
_SUCCPLAN_GRD_
AM
REST
Rest Function
Talent
Profile Perf
Matrix
Directs AM
HR_TP_PERFMTRX
_GRD_AM
REST
Rest Service
Performanc
e Matrix (
Retention )
HR_TP_MGR_RET_
PERF_MTRX_ACTN
SUBFUNCTION
Action
Talent Actions available in the Talent Profile Employee Access Menu - HR_TP_EMP_MENU
Name
Function
TypeFunctionality
Type
Functionality
Printable Profile
HR_TP_MGR_EXPO
RT_CUSTOM_ACTN
SUBFUNCTION
Action
Compare Profile
HR_TP_EMP_COMP
ARE_WITH_ACTN
SUBFUNCTION
Action
Printable Profile ( Full

)
HR_TP_MGR_EXPO
RT_FULL_ACTN
SUBFUNCTION
Action
Enable Managers to Use the Suitability Analyzer

Managers can use the Suitability Analyzer tool to compare competencies of workers.
The tool displays competencies in a graphical format. Managers can access this tool
from the Suitability Matching function page.
To enable managers to use the Suitability Analyzer, you can either add the supplied
Suitability Matching Spider Menu - (HR_SUIT_MATCH_SPIDER_MENU) or a copy of
the supplied menu to the responsibility that managers use to render the Suitability
Analyzer.
Suitability Matching Spider Menu - (HR_SUIT_MATCH_SPIDER_MENU

Name
Type
Function
Functionality
Function for
Competency Spider
Page
HR_SUIT_MATCH_S
PIDER_SEC_FUNC
JSP
Page
Spider flash
HR_SUIT_MATCH_S
PIDER_SWF
WIDGET
Rest Function
getRowData
HR_SUIT_MATCH_F
LEX_GRD
REST
Rest Service
saveRowData
HR_SUIT_MATCH_F
LEX_SRD
REST
Rest Service
Talent Profile Lookup

Data AM
HR_TP_LKUP_DAT
A_AM
REST
Rest Service
Talent Profile Lookup

init AM
HR_TP_LKUP_INIT_
AM
REST
Rest Service
Configuring the Predefined Report Templates Menu

The Menu For All Seeded Report Template Functions (HR_TP_TEMPLATES_MENU)
determines the functions that are available to users to print and compare talent profiles.
The following table lists the contents of the predefined menu:
Name
Function
Type
Functionality
Seeded 2 People
Comparison
Template Function
PERCM2TP
SUBFUNCTION
Reporting Access
Seeded 3 People
Comparison
Template Function
PERCM3TP
SUBFUNCTION
Reporting Access
Seeded Single Person

Profile Template
Function
PEREMPTP
SUBFUNCTION
Reporting Access
You can exclude the functions that you do want managers to use from the copied
menus.
Self-Service Actions on the Talent Profile Page

Setting up Self-Service Actions on the Talent Profile Page
The Talent Profile page has an Action drop down that lists the actions that a logged in
user (worker or manager) can perform when viewing the talent profile.
The Action list includes:
Self-Service or SSHR Actions
Talent Profile Actions
Add Self-Service or SSHR Actions

SSHR defines the list of self-service actions that a manager or worker can perform.
To enable managers or workers perform self-service actions, you must add the
following menus to the Succession Planning (HR_SUCCESSION_MGMT) menu:
Personal Actions (or your configured copy of this menu). This menu displays a list
of available functions for the worker.
Manager Actions Menu (or your configured copy of this menu). This menu defines
the self-service actions that managers can perform.
For information on SSHR functions and menus, see: Predefined Self-Service

Responsibilities and User Menus, Oracle SSHR Deploy Self-Service Capability Guide
Configuration Steps for Oracle Succession Planning

Completing the Configuration Steps for Oracle Succession Planning
After you instal Oracle Succession Planning, you carry out the following configuration
steps:
Configure the Print Profile and Compare Profile Default XML Templates, if Required
Managers can print talent profiles of their workers. They can also generate a
comparison report of the talent profiles of their workers.
Oracle Succession Planning delivers the Single Person Profile Template (PEREMPTP) to
print the talent profile of a worker.
By default, managers can compare either two or three workers using the following
predefined templates:
Name: Talent Profile Comparison Report of 2 Employees

Default File: PERCM2TP.rtf
Code: PERCM2TP
Name: Talent Profile Comparison Report of 3 Employees

Default File: PERCM3TP.rtf
Code: PERCM3TP
Oracle Succession Planning supplies the PERTPDDF data definition source file that
contains all the data tags that compare profile templates use. To enable your managers
to compare the profiles of more than two or three workers, you must create templates
using the predefined data definition source. You must also create a new function with
the same name as the template name and grant the function. You can create custom
templates using Oracle XML Publisher. This enables managers to select the custom
template when they compare profiles.
Define the and Extra Information Types (EITs) Required for Succession Plans
You must set up the Lookups and EITs required for succession plans.
See: Setting up the Succession Plans Functionality, page 2-38
Define the Lookups to Assess Performance, Potential, and Retention

Define the following lookup types to assess performance, potential, and retention:
PERFORMANCE_RATING: Indicates the performance rating.
READINESS_LEVEL: Indicates the succession potential.
PER_RETENTION_POTENTIAL: Indicates the retention potential
If these lookups have already been defined, then you must verify that the information
meets your business requirements.
Configure the Rating Scale Values for Performance Matrices (9-Box)

Managers can view the performance profiles of workers in their hierarchy using the
following performance matrices:
Performance Matrix (Potential): Provides information on performance and

leadership potential of workers on a scale of 1 to 3.
Performance Matrix (Retention): Provides information on workers performance and

retention prospects on a scale of 1 to 3.
To display the performance matrix rating values, you must complete the following
steps:
Define the Lookup Types for Performance Matrix (Potential) and Performance Matrix (Retention)
You must add lookup values to the following lookup types that the performance
matrices use:
PER_9_BOX_LEVEL
Indicates the performance level such as low, medium, and high. When adding the
lookup values, you must specify the code, so that the application can display the
relevant rating values for workers on the performance 9-box. If you do not enter the
code, then the 9-box does not display the rating value. Define a maximum of three
codes on a scale of 1 to 3.
The following example displays lookup values for PER_9_BOX_LEVEL:
Code
Meaning
Description
Needs
Performance is significantly
below the required level.
Meets
Performance is good and

in-line with job
requirements.
Code
Meaning
Description
Exceeds
Worker has exceeded the

required level of
performance.
You use the PER_9_BOX_LEVEL lookup type to extend the

PERFORMANCE_RATING lookup type.
PER_POTENTIAL_9_BOX_LEVEL
Indicates the potential level of workers such as limited, growth, and high. You must
specify codes for the lookup and define a maximum of three codes on a scale of 1 to
3.
The following example displays lookup values for
PER_POTENTIAL_9_BOX_LEVEL:
Code
Meaning
Description
Limited
Worker shows little or no

potential to move to the next
work level.
Meets
Worker shows potential to

advance to the next or
higher work level.
Exceeds
Worker has requisite skills

and expertise and exhibits
leadership qualities.
You use the PER_POTENTIAL_9_BOX_LEVEL lookup type to extend the

READINESS_LEVEL lookup type.
PER_RETENTION_9_BOX_LEVEL
Indicates the retention prospects of workers such as low, medium, and high. You
must specify codes for the lookups and define a maximum of three codes on a scale
of 1 to 3.
The following example displays lookup values for
PER_RETENTION_9_BOX_LEVEL:
Code
Meaning
Description
Low
Risk of losing the worker is

high.
Medium

moderate.
High

minimal.
You use the PER_RETENTION_9_BOX_LEVEL lookup type to extend the

PER_RETENTION_POTENTIAL lookup type.
After you define the lookup types for performance matrices, you must create user types
and statuses for the following lookups:
PERFORMANCE_RATING
READINESS_LEVEL
PER_RETENTION_POTENTIAL
Create User Statuses for PERFORMANCE_RATING, READINESS_LEVEL, and

PER_RETENTION_POTENTIAL Lookup Types
The Performance Matrix (9 -Box) does not directly use the lookup codes that you define
for the PERFORMANCE_RATING, READINESS_LEVEL, and
PER_RETENTION_POTENTIAL lookup types. Performance Matrix (Potential) and
Performance Matrix (Retention) display ratings using three levels only. Therefore, you
must identify the 9-box level for the PERFORMANCE_RATING, READINESS_LEVEL,
and PER_RETENTION_POTENTIAL lookup codes.
You use the User Types and Statuses window to create user types and statuses for the
lookups:
1.
Navigate to the User Types and Statuses window.
2.
Select a lookup type, for example, PERFORMANCE_RATING.
3.
In the System Type field, select the lookup value that you want to extend. For
example, select the Above Average system type.
4.
Enter a description of the new user type or status. For example, enter Exceeds as a
description.
5.
Enter a code for the new user type or status.
6.
Click the Further Info field. The Share Type Information window appears.
7.
Select the 9 Box level that the user status applies to.
8.
Save your work.
Configuring the Quick Search and Hierarchy Regions

By default, the Talent Profile page displays two regions: Quick Search and Hierarchy
that managers can use to navigate between talent profiles of workers. These regions are
configurable and can be removed from the Talent Profile page.
The following sections explain the regions and how you can configure them.
Configuring the Quick Search Region

The Quick Search region displays two search options:
Search Profile
Displays profiles that logged in user can access. Users can select one of the profiles
and click the Show Profile button to view the talent profile details.
Recently Visited Profile

This option displays recently viewed profiles. Currently, the visited profiles
information is stored only during a transaction and this information is lost once the
transaction ends.
To display the region, you must grant the HR_TP_VIEW_GBL_SEARCH_SS function to

the user.
Details of the Function
User Function Name: Talent Profile Global Search Enabled
Type: SUBFUNCTION
Configuring the Hierarchy Bean

The hierarchy bean appears at the top of the profile below the Quick Search region. The
hierarchy bean lists the workers in the supervisor hierarchy of the logged in user.
To display the hierarchy bean, you must the grant the
HR_TP_VIEW_PER_HIERARCHY_SS function to the user.
Details of the Function
User Function Name: Talent Profile Show Person Hierarchy Enabled
Type: SUBFUNCTION
Configuring the Region Icons

This topic explains how you can configure the region icons in the Talent Profile regions.
Configuring the Region Icon in the Talent Profile Regions

All the Talent Profile regions display icons that indicate the regions content in a
graphical representation. You can add the required icons using the Personalization
function. Each region is shared region and a separate XML document. Place the icons
that are going to be used in the Talent Profile Regions in the OA_Media folder.
Locate the region icon item and navigate to the PhotoCellRN page element. The Photo
item of PhotoCellRN is an image type item. This item has an Image URI property,
which is set to a blank image, by default. To display another image, personalize this
property to point to the required image to be used on the region by starting with
/OA_Media/ followed by the icon file name of the icon being used for this region.
Personalizing Talent Profile

This topic provides information on personalizing Talent Profile regions and region
columns.
See: Oracle Application Framework Personalization Guide for more information on
personalizing OA Framework pages.
Talent Profile Regions

Use the information in the following table to create or rearrange regions on the Talent
Profile page (/oracle/apps/per/talentprofile/webui/TMProfileRN):
Note: TMProfileRN represents the entire page. Therefore, you cannot
add this region, for example, in the Appraisals region of the Talent
Profile page.
Region Display Name
Region Path
Other Information
/oracle/apps/per/talentprofile/additionalinfo/webui/Additio
nalInformationRN
Region Display Name
Region Path
Appraisal
/oracle/apps/per/talentprofile/performance/webui/Appraisal
ChartRN
Other Professional
Qualifications
/oracle/apps/per/talentprofile/qualifications/webui/Awards
OverviewRN
Benefits
/oracle/apps/per/talentprofile/benefit/webui/BenefitsOvervie
wRN
Career Path
/oracle/apps/per/talentprofile/careerpath/webui/CareerPath
RN
Cash Compensation
/oracle/apps/per/talentprofile/empsalary/webui/SalaryCash
CompGraphRN
Certification
/oracle/apps/per/talentprofile/learning/webui/CertificationsS
ummaryRN
Competencies
/oracle/apps/per/talentprofile/competency/webui/Competen
cyOverviewRN
/oracle/apps/per/talentprofile/empsalary/webui/SalaryComp
onentsRN
Job History
/oracle/apps/per/talentprofile/employment/webui/CareerHis
toryRN
/oracle/apps/per/talentprofile/perfmanagement/webui/Perfo
rmanceManagementRN
Previous Employment
/oracle/apps/per/talentprofile/prevemp/webui/PrevEmploy
mentOverviewRN
Qualifications
/oracle/apps/per/talentprofile/qualifications/webui/Qualifica
tionsOverviewRN
Salary
/oracle/apps/per/talentprofile/empsalary/webui/SalaryOverv
iewRN
Succession Plan
/oracle/apps/per/talentprofile/successionplan/webui/Success
ionPlanOverviewRN
Region Display Name
Region Path
Training
/oracle/apps/per/talentprofile/training/webui/TrainingOverv
iewRN
Work Preferences
/oracle/apps/per/talentprofile/workpreference/webui/WorkP
referenceOverviewRN
Performance Matrix (Header is

not shown)
/oracle/apps/per/talentprofile/performancematrix/webui/Ni
neBoxSwitcherRN
Performance Ratings
/oracle/apps/per/talentprofile/performance/webui/Performa
nceRatingRN
Talent Profile Region Columns

You can personalize the supplied Talent Profile region columns to suit your business
requirements. For example, by default, the Competencies region displays the following
columns:
Competency Name
Current Proficiency Level
Status
Start Date
End Date
If required, you can add columns to display different information. Using

personalization, you can change labels, hints, tips, and messages.
See: Oracle Application Framework Personalization Guide, Extensibility chapter.
Setting up Information for Succession Plans

Extra Information Types for Succession Plans
This topic describes the Extra Information Types supplied to provide additional
information for succession plans.
Job Career Management Information

Records job tracking information required for succession plans. You can identify
whether the job is a key role in your enterprise and the turnover rate of the job.
Position Career Management Information

Records position tracking information required for succession plans. You can identify
whether a position is a key role in your enterprise and the turnover rate of the position.
Employee Succession Planning Information

Records employee tracking information required for succession plans. You can:
Identify the succession potential of an employee.
Determine whether an employee is a key person in the enterprise.
Determine the retention prospects of an employee.
Setting up the Succession Plans Functionality

To enable managers use the Succession Plans functionality, you must complete the
following setup tasks.
To set up information for the Succession Plans functionality:

1.
Link the following succession plan information types to the responsibilities that
users access:
Use the Information Type Security window to link EITs to a responsibility.
See: Setting Up Extra Information Types For a Responsibility, Oracle HRMS

Configuring, Reporting, and System Administration Guide
2.
Define the lookup types required for succession planning:

The following tables list the EITs, EIT segments, and the lookup types that populate
the EIT segments:
Segment
Lookup Type
Any Other Information
Key Person
Yes No
Succession Potential
READINESS_LEVEL
Retention Potential
PER_RETENTION_POTEN
TIAL
Start Date
Not applicable
The application
automatically populates the
segment with the latest
appraisal start date.
End Date
Not applicable
The application
appraisal end date.
Appraisal Completion Date
Not applicable
The application
appraisal completion date.

Segment
Lookup Type
Key Role
Yes No
Turnover Rate
PER_SUCC_PLAN_RISK_LEVEL

Segment
Lookup Type
Key Role
Yes No
Turnover Rate
PER_SUCC_PLAN_RISK_LEVEL
See: Adding Lookup Types and Values, Oracle HRMS Configuring, Reporting, and
System Administration Guide
Note: This note applies to customers who are using the Succession
Planning functionality available in Oracle SSHR, Release 12.1 . If

you have licensed Oracle Succession Planning, then you must
manually add the lookup codes available in :
PER_SUCC_PLAN_POTENTIAL lookup type to the

READINESS_LEVEL lookup type.
PER_SUCC_PLAN_RISK_LEVEL to the
PER_RETENTION_POTENTIAL lookup type.
The Succession Planning functionality in R12.1 Oracle SSHR uses

the PER_SUCC_PLAN_POTENTIAL and
PER_SUCC_PLAN_RISK_LEVEL lookup types.
3.
Complete the extra information required for succession plans for worker, jobs, and
positions using the following windows and pages:
For a worker, use the Employee Succession Management Information page in

For a position, use the Extra Position Information window in Oracle HRMS.
For a job, use the Extra Job Information window in Oracle HRMS.
See: Extra Information Types for Succession Plans, page 2-38

4.
Add segments to the Add'l Succession Planning Det descriptive flexfield to capture
additional information required for succession plans in your enterprise.
5.
On the Succession Plans page, managers can search for succession plans created for
a worker or role using the Plan Status field. They can select a plan status when
creating or updating succession plans. You define plan statuses using the
SUCCESSION_PLAN_STATUS lookup type. The predefined values are: Draft,
Active, Inactive, and Completed. You can change the description of the lookup
values or add your own lookup values to this lookup type.
See: Adding Lookup Types and Values, Oracle HRMS Configuring, Reporting, and
System Administration Guide
6.
If required, you can set up approvals for the Employee Succession Information
(PER_SUCCESSION_PLAN_DETAILS) function. When managers add succession
information, the application routes the transaction for approvals.
See: Approvals in SSHR, Oracle HRMS Deploy Self-Service Capability Guide
Display Succession Plans for Ex-Employees:

In addition to displaying succession plans of current workers, you can display
succession plans of ex-employees.
To enable ex-employee support in the search, you change the value of the
&pEnableTerms parameter value to Y for the following function:
Succession Management Search (PER_SUCCESSION_MGMT_SEARCH)
Integration of Oracle Succession Planning and Oracle Performance

Management:
This section applies to customers who are using Oracle Performance Management and
have licensed Oracle Succession Planning.
On the Give Final Ratings: Main Appraiser page, Advancement Potential region, a
manager can select the Readiness Level and Retention level of a worker. If an enterprise
has Oracle Succession Planning license, then the Readiness Level field on the Create
Succession Plan page derives the value set for readiness level on the Give Final Ratings:
Main Appraiser page.
Configuring Suitability Matching

Configuring Suitability Matching
This topic provides details about the Suitability Matching module.
Suitability Matching Options
Category
Option
Access by
Responsibility
Find a Person for a

Work Opportunity
Find Suitable People by Role
Manager, HR
Professional
Find a Person for a

Work Opportunity
Find Suitable People by Competency
Manager, HR
Professional
Find a Person for a

Work Opportunity
Compare People by Current Role
Manager, HR
Professional
Find a Person for a

Work Opportunity
Compare Named Successors for a Position
HR Professional
Find a Person for a

Work Opportunity
Compare Applicants for a Vacancy
Manager, HR
Professional
Find a Work
Opportunity for a
Person
Find Work Opportunities by Role
Manager, Employee,
HR Professional
Find a Work
Opportunity for a
Person
Find Work Opportunities by Competency
Manager, Employee,
HR Professional
Find a Work
Opportunity for a
Person
Compare Pending Applications
Manager, Employee,
HR Professional
Find a Work
Opportunity for a
Person
Compare Succession Options
HR Professional
Category
Option
Access by
Responsibility
Find a Work
Opportunity for a
Person
Compare Current Assignments
Manager, Employee,
HR Professional
Menu and Function Names

Suitability Matching is accessible through three menus and corresponding functions as
described in the following table.
Menu and Function Names
User Menu Name
Function Name
Manager Self-Service
(LINE_MANAGER_ACCESS_V4.0)
Suitability Matching Mgr

(HR_SUITABILITY_MATCH_MGR_SS)
Employee Self-Service
(EMPLOYEE_DIRECT_ACCESS_V4.0)
(HR_SUITABILITY_MATCH_SS)
Contingent Worker Self-Service

(HR_CWK_DIRECT_ACCESS)
(HR_SUITABILITY_MATCH_SS)
HR Professional
(HR_PROF_SELF_SERVICE_V4.0)
Suitability Matching Hr
(HR_SUITABILITY_MATCH_HR_SS)
Workflow
Suitability Matching uses no configurable workflow processes.
Tips and Instructions

You can configure all the following tips and instructions directly from the Suitability
Matching pages, using the "Personalize..." links.
The following table describes the tips and instructions.
Tips and Instructions

Region
Attribute Name
Message Name
AddCompetenciesPG
SelectCompInst
HR_INST_ADD_COMP_TO_
LIST
CompGapsPG
SMCompGapsInst
HR_INST_COMP_GAPS_SS
ComparePeopleListPG
PersonListInst
HR_INST_PERSON_LIST
CompareSuccessorsListPG
PersonListInst
HR_INST_PERSON_LIST
CurrentAssignmentsPG
CurrentAssnInst
HR_INST_ASSIGNMENT_LI
ST
GraphByCompetencePG
GraphCompInst
HR_INST_GRAPH_COMP
GraphByPersonPG
GraphPersonInst
HR_INST_GRAPH_PERSON
GraphByWorkOppPG
GraphWorkOppInst
HR_INST_GRAPH_WORKO
PP
PersonCompetenciesPG
PersonCompInst
HR_INST_PERSON_SELECT
_COMP
PersonListPG
PersonListInst
HR_INST_PERSON_LIST
RefineSearchPG
RefineSearchInst
HR_INST_REFINE_SEARCH
SMManagerOptionsPG
ManagerOppInst
HR_INST_SUITMATCH_LM
DA_OPTIONS
SMManagerOptionsPG
WorkOppInst
HR_INST_WORK_OPP_OPTI
ONS
SMManagerOptionsPG
PersonOppInst
HR_INST_PERSON_OPP_OP
TIONS
SMOptionsPG
HROptionsInst
HR_INST_SUITMATCH_LM
DA_OPTIONS
Region
Attribute Name
Message Name
SMOptionsPG
WorkOppInst
HR_INST_WORK_OPP_OPTI
ONS
SMOptionsPG
PersonOppInst
HR_INST_PERSON_OPP_OP
TIONS
SMPersonOptionsPG
PersonPageOppInst
HR_INST_SUITMATCH_ED
A_OPTIONS
SMTrainingActivitiesPG
SMTrainActInst
HR_INST_TRAIN_ACT_SS
SelectCompetenciesPG
SelectCompInst
HR_INST_SELECT_COMP
SelectMultiRolePG
SelectRoleInst
HR_INST_MULTI_SELECT_R
OLE
SelectRolePG
SelectRoleInst
HR_INST_SELECT_ROLE
SelectRolePG
CompareByRoleInst
HR_INST_COMPARE_PEOP
LE_ROLE
SelectRolePG
SelectPositionInst
HR_INST_SELECT_POSITIO
N
SelectRolePG
SelectVacancyInst
HR_INST_SELECT_VACAN
CY
SuccessionOptionsPG
SuccOptionsInst
HR_INST_SUCCESSION_OP
TIONS
SuitableWorkOppListPG
WorkOppListInst
HR_INST_SUITABLE_WORK
OPP_LIST
VacancyListPG
VacancyListInst
HR_INST_VACANCIES_LIST
WorkOppListPG
WorkOppListInst
HR_INST_WORKOPP_LIST
MultiJobLovPG
SearchInst
FND_LOV_GO
MultiOrganizationLovPG
SearchInst
FND_LOV_GO
Region
Attribute Name
Message Name
MultiPositionLovPG
SearchInst
FND_LOV_GO
MultiVacancyLovPG
SearchInst
FND_LOV_GO
Configurable Flexfields
Suitability Matching uses no configurable flexfields.
Profile Options
The three profile options control the matching options available to each category of
user: employee, manager, and HR professional. Each of the values is a menu name. If
you want to change the options available to a given user (if you want to hide the
succession options from everyone, for example), you can clone a menu and replace the
profile value with the name of your new menu. Note that these menus differ in kind
and structure from the user menus listed above.
The following table describes the profile options.
Profile Options
Profile
Configurable Level
Values (default value in

boldface)
Value
Required?
HR: SM Manager
Find Work Opp
Menu
(HR_SM_PERSONAL
_ACTIONS_MENU)
Responsibility
HR_SM_PERSONAL_FUN
CTIONS (at
Responsibility:HR
Professional)
HR_SM_PERSONAL_FUN
CTIONS (at
Responsibility:Manager
Self-Service)
Yes
HR: SM Manager
Find Person Menu
(HR_SM_MANAGER
_ACTIONS_MENU)
Responsibility
HR_SM_MANAGER_FUN
CTIONS (at
responsibility:HR
Professional)
HR_SM_MANAGER_FUN
CTIONS (at responsibility:
Manager Self-Service)
Yes
Profile
Configurable Level
Values (default value in

boldface)
Value
Required?
HR: SM Employee
Find Work Opp
Menu
(HR_SM_EMP_PERS
ONAL_ACTIONS_M
ENU)
Responsibility
HR_SM_EMP_PERSONAL
_FUNCTIONS (at
responsibility: Employee
Self-Service)
Yes
3
Using Oracle Succession Planning
Using Oracle Succession Planning 3-1
Succession Planning
The Succession Plans Feature
Using the Succession Plans functionality that Oracle Succession Planning provides, you
can:
Identify key roles (jobs and positions) in your enterprise to ensure that succession
plans are in place.
Identify workers who are likely to vacate their current positions because of
Define additional information for succession plans to meet business needs.
Create and update succession plans for jobs, positions, and workers.
The following sections describe how your enterprise can plan and manage succession
processes using Oracle Succession Planning:
Identify Key Roles in the Enterprise

Enterprises must first identify the key roles (jobs and positions) in their enterprise.
Enterprises can then identify the available talent pool that suits the requirements to fill
these key roles. If there is a deficit of talented workforce within the enterprise to fill
these roles, managers can find other suitable talent in their enterprise and create
succession plans. Based on the succession planning, managers can implement
development plans to prepare the suitable talent for key roles in the enterprise.
Enterprises can use the Job Career Management Information and Position Career
Management Extra Information Types to:
Identify whether a job is a key role in the enterprise and the turnover rate of the job.
Identify whether a position is a key role in the enterprise and the turnover rate of
the position.
Identify Key Workers in the Enterprise

Enterprises must identify workers who posses specialized skills and experience and are
difficult to replace to ensure continuity of the business growth. Managers require data
about the availability of qualified workforce.
Managers can view talent profiles of workers, compare talent profiles, analyze
performance based on appraisals, use the 9-box potential and retention information to
identify key workers. Enterprises can use the Employee Succession Planning Extra
Information Type to:
Determine whether a worker is a key person in the enterprise.
Identify the succession potential of workers.
Assess the retention prospects of workers.
Find Suitable Talent in the Enterprise

Managers require information about workers such as employment details,
competencies, qualifications, work experience, work preferences, learning certifications,
training details, compensation, proposed career path to identify suitable talent to fill
key roles.
Talent Profile feature of Oracle Succession Planning provides managers with
comprehensive talent information that assists managers in finding suitable talent.
Managers can compare and print workers profiles. Oracle Succession Planning provides
9-box analytical tool to evaluate the performance, potential, and retention prospects of
workers in the enterprise. Managers can assess the performance potential and retention
prospects of workers in their hierarchy to find suitable talent in the enterprise. In
addition to the performance matrices, managers can use the Suitability Analyzer tool
provided within the Suitability Matching function to compare workers based on their
competencies. They can identify suitable successors using the Suitability Analyzer tool.
Create and Manage Succession Plans

Managers can use the Succession Plans page to:
Search for plans for a job, position, or worker.
Create, update, and delete succession plans.
Using the Create Succession Plan page, managers can create a succession plan for a job,
position, or worker, and add successors.
Key Concepts
The following topics explain the succession planning tasks:
Extra Information Types for Succession Plans, page 2-38
Creating and Maintaining Succession Plans Using Oracle Succession Planning, page
3-59
Using Performance Matrix (Potential) and Performance Matrix (Retention), page 339
Identifying Workforce Talent Using Talent Profile

An Overview of Talent Profile
Enterprises work with multiple applications and systems to gather talent related
information about their workforce to make informed decisions and formalize action
plans for succession planning and management. The Talent Profile feature of Oracle
Succession Planning helps enterprises to obtain a complete picture of the talent profile
of their workforce to manage and execute their talent processes. Talent Profile captures
and displays complete worker talent details on a single-interface enabling enterprises to
attract, develop, and retain the best talent.
Talent Profile Features

Enterprises can use the following Talent Profile features to develop and manage
succession plans for their workforce:
View Complete Talent Information

Talent Profile displays worker information such as personal information, photograph,
contact information, and employment details. Talent Profile obtains relevant data from
talent management products and presents the information in the following regions:
Competencies
Qualifications
Previous Employment
Training
Appraisals
Succession Plans
Job History
Career Path
Work Preferences
Salary
Benefits
Other Information
Performance Ratings
View 9-Box Matrix for Potential and Retention

Managers can view the performance profile of a worker in the Performance Matrix (9 Box) that indicates performance and growth potential. This information is crucial to
take key talent development, retention, and succession decisions.
Performance Matrix displays information using the following matrices:
Performance vs. Potential: This matrix provides information on performance and

leadership potential.
Performance vs. Retention: This matrix provides information on performance and

risk of loss.
The performance, potential, and retention rating scales on the matrices are configurable
and depend on the ratings scales defined by the enterprise.

Enterprises can compare talent profiles of their workforce. Talent Profile displays the
comparison report in a printable format. When managers compare the talent profiles of
workers, if they find a suitable successor, then they can select the worker as a successor
and create a succession plan from the Talent Profile page. While creating a succession
plan, managers can use the Show Suitable Successors feature that uses the
competency-based search to display list of workers who meet the competency
requirements.
Print Talent Profiles

Managers can print a worker's talent profile. The application provides a default print
option with all the configured regions. Managers have the flexibility to select required
talent profile regions and print a custom view of the talent profile.
Maintain Notes
Workers and managers can create and update notes to record important information
about their talent profile such as notes about appraisals or learning plans.
Create and Use Tags

Workers and managers can create tags that are similar to keywords. Tags help
categorize and group talent. Workers can create tags that match their individual
profiles. Managers can create tags that match with the talent profiles of their workers.
Perform Self-Service Actions

Managers and workers can perform self-service actions. For example, when a manager
views the talent profile of a worker, the manager can change the pay of the worker by
selecting the Change Pay self-service action directly from the Talent Profile page.
Use Talent Profile Based on Role Requirements

As managers and workers have different business requirements, Talent Profile delivers
views based on their roles. For example, only managers can view the Succession Plan
and Performance Matrix (9-box).
Use Flexible Search Options to Search for Talent Profiles

Managers can directly search for the worker whose talent profile they want to view
with out having to navigate through the entire hierarchy. The search displays the talent
profile of the selected worker. Horizontal links display the complete hierarchical
relationship of the worker and the manager. A saved view of recently viewed profiles
helps managers to return to recent records without having to perform the search again.
The application saves the recently viewed profiles only for that specific session.
Key Concepts
The following topics provide conceptual and procedural information about using Talent
Profile:
Viewing Performance Matrix (Potential), page 3-39
Viewing Performance Matrix (Retention), page 3-43
Using Talent Profile as Managers

When managers navigate to the Talent Profile page, the page displays their own talent
information. The Talent Profile page of a worker provides managers with information
required for succession planning. To view talent profiles of workers in their hierarchy,
managers can select a worker either from the hierarchy list or quick search region.
Note: Currently, Talent Profile supports only supervisor hierarchy.
As a manager, when you navigate to the Talent Profile page of a worker, you can:
View worker details
View talent information presented in different regions
View Performance Matrix (9-Box)
Perform talent actions
View Performance Matrix (Potential)
View Performance Matrix (Retention)
Compare talent profiles
Print talent profiles
Perform self-service actions
View Worker Details

You can view employment details such as the organization, job, position, supervisor,
and the hire date. The contact details include address, phone numbers, and e-mail
address. You can also view a photograph of the worker, if available. You can also view
tags.
View Talent Information Presented in Different Regions

This section lists the talent regions that managers can view for their workers.
Note: Your enterprise may display all the regions or hide some of the
regions according to the business needs and processes.
Competencies
Appraisals
Qualifications
Training
Job History
Career Path
Benefits
Work Preferences
Previous Employment
Succession Plans
Other Information
Salary
Performance Ratings
Competencies
The Competencies region displays the current competencies of the selected worker. You
can view the level and status of the competencies.
Screenshot of the Competencies Region
Click the More link to navigate to the Competency Profile page of the worker to view or
update the existing competency profile. When you update or add competencies for a
worker, the updated information is visible on the Talent Profile page.
For information on competencies, see: Competency Profile, Oracle SSHR Deploy
Self-Service Capability Guide
Appraisals
The Appraisals region displays the appraisal information using a bar graph. The bar
graph is a column chart where the x-axis shows the appraisal period end date and the
y-axis shows the appraisal rating of the worker and the total rating value. You can
easily distinguish the rating of the worker and the total rating value as the bar graph
uses different color codes. Talent Profile displays information only from appraisals that
are given an overall rating, regardless of whether the appraisals are created using the
Appraisals function or appraisals are created as part of performance management
plans. The bar graph displays information for five appraisals.
Note: Talent Profile does not display information from self appraisals.
Screenshot of the Appraisals Region
Click the More link to navigate to the View Appraisals page for more information on
the worker's appraisals. On the View Appraisals page, you can view completed and in
progress appraisals.
For more information on appraisals, see: The Appraisal Process, Oracle Performance
Management Implementation and User Guide
You can view worker objectives for a specific performance management plan. By
default, the Plan Name field displays the latest published performance management
plan. The Performance Objectives region displays the plan name, plan period,
objectives, and objective start and end date. The Complete % field helps you to track the
progress of the worker's objectives.
Screenshot of the Performance Objectives Region
Click the More link to navigate to the Performance Management page of the worker.
For each performance management plan, you can view a list of tasks. The application
enables these tasks at appropriate times during the performance-management period.
View Performance Objectives of an Indirect Report
When you view the Talent Profile page of an indirect report (a worker reporting to your
direct report), and click the More link, the application enables you to view and carry out
the performance management tasks as the indirect report's manager. For example, Dan
Bird is Sales Manager, Vision Corporation and Alice Taylor, the manager of Store A
reports to Dan. When Dan views the Talent Profile of Alex Smith who reports to Alice,
Dan can perform Alice's performance-management tasks.
For more information on manager performance management tasks, see: Manager
Performance-Management Tasks, Oracle Performance Management Implementation and
User Guide
Qualifications
The Qualifications region displays the education qualifications information such as
qualification type, title, and status.
Screenshot of the Qualifications Region
Click the More link to navigate to the Education and Qualifications page of the worker
to create or update qualifications. The Talent Profile page displays the updated
qualifications information.
For more information, see: Education and Qualifications, Oracle SSHR Deploy Self-Service
Capability Guide
You can view the learning certification details such as the certification name, status,
progress, and renew date.
Screenshot of the Learning Certifications Region
Click the More link to navigate to the Learner Home page of the worker. On the Learner
Home page of the worker, you can view details such as additional certification details,
classes that the worker has currently enrolled in, and learning paths that the worker has
subscribed to.
For more information, see: The Learner Home, Oracle Learning Management User Guide
Training
This region displays the training information of the selected worker. Details include the
course name, course delivery method, enrollment status, and enrollment dates. You can
use the Filter values to view all, completed, or upcoming training.
Screenshot of the Training Region
Click the More link to navigate to the Learner Home page of the worker to view
additional training details. You can also enroll the worker in required training. The
Talent Profile displays the updated enrollment information.

You can view other professional qualifications of the worker such as an award. This
region does not display academic qualifications, which are displayed in the
Qualifications region.
Screenshot of the Other Professional Qualifications Region
Click the More link to navigate to the Other Professional Qualifications page to add
new professional qualifications or update existing professional qualifications. The
Talent Profile displays the updated professional qualifications information.

For more information, see: Other Professional Qualifications, Oracle SSHR Deploy
Job History
The Job History region displays the details of previous jobs of the selected worker in the
same enterprise. You can use this information to analyze what the worker has gained
from each role in terms of experience, skills, and professional development. When
creating succession plans you can use the job history details to evaluate the work
experience summary of the worker.
Screenshot of the Job History Region
This is a view only region and you cannot perform any transaction as the More link is
not available.
Career Path
You can view the proposed career path of the selected worker from the current job
level. Managers can learn where the worker is in their career. They can analyze the
worker's career path and plan for suitable training to meet the future role requirements.
Screenshot of the Career Path Region
not available.
Benefits
You can view the benefits enrollments of the worker such as programs, plans, and
options. You can also view with the benefits' coverage start date and coverage amounts.
Screenshot of the Benefits Region
Click the More link to launch the Self-Service Benefits Enrollments function. The
subsequent Benefits Enrollments pages that you view depend on the configuration
choices that your enterprise makes.
For more information, see:Self-Service Benefits Enrollments, Oracle HRMS Compensation
and Benefits Management Guide
Work Preferences
You can view the work preferences specified by the worker in two regions: Domestic
Options and International Relocation Options. You can gather information such as
whether the worker is willing to accept international travel or relocate domestically.
You can also view preferred work hours and work schedule.
Screenshot of the Work Preferences Region
Click the More link to navigate to the Work Preferences page of the worker to add or
update information. The Talent Profile page displays the updated work preferences
details.
For information see: Work Preferences, Oracle SSHR Deploy Self-Service Capability Guide
Previous Employment
This region displays the work history in previous organizations. You can view previous
employment details such as the previous employer, previous employment period, and
employer location. The previous employment details provide valuable inputs such as
the employers that the worker has worked with. You also get an idea of the worker's
experience in each industry if the worker was employed in various industries. You can
evaluate how the previous roles are useful for career management and succession plans
for the worker.
Screenshot of the Previous Employment Region
not available.
You can view a graphical representation of the monetary compensation details of the
worker. Monetary compensation can include components such as allowances, bonus,
and salary. You can view a list of all compensation related sections (defined with a chart
or graph) from the latest Total Compensation Statement (TCS). You can select any one
of the values to view a graphical representation of the selected monetary compensation
section.
Screenshot of the Monetary Compensation Region
Talent Profiles uses the Total Compensation Statement information to display the
monetary compensation graph. If there is no Total Compensation statement available
for the worker and a graph for cash compensation has not been included in the
statement, then the application does not display any information in the Monetary
Compensation region.
not available.
Succession Plans
In the Succession Plan region, you can view two tables:
Successor For:
This table lists the workers for whom the selected worker is identified as a
successor. Information includes readiness level and the earliest succession date.
As Successor:
This table lists the workers identified as the successors of the selected worker.
Information includes readiness level and the earliest succession date.
Screenshot of the Succession Plan Region
This is a view only region and you cannot perform any transactions as the More
link is not available.
Other Information
For your workers, you can make notes about their achievements and contributions.
Click the More link to navigate to the Attachments page where you can add
attachments. You can create attachments in different ways. You can attach a file,
provide the location of the directory in which you saved the document, or provide a
text description.
Screenshot of the Other Information Region
You can add tags for your workers. The tags that you add for a worker appear on that
worker's Talent Profile page. Tags help group and categorize talent.
Salary
You can view details of the current salary. Details include salary rate and annualized
salary.
Screenshot of the Salary Region
This is a view only region and you cannot perform any transactions as the More link is
not available.
This region displays the worker's total compensation information including
compensation awards and benefits. Compensation information can include monetary
awards such as salary and bonus awards as well as non-monetary awards such as stock
options. Benefits information can include medical and dental benefits (optionally
showing the cost to your organization).
Screenshot of the Compensation Statement Region
not available.
Performance Ratings
The application hides this region by default. Your enterprise can display this region, if
you use Oracle HRMS to rate performance. HR Managers can enter performance of
their workers using the Performance window in Oracle HRMS. The Performance
Ratings region displays the information that HR managers enter in Oracle HRMS. You
can view details such as the main appraiser and rating.
Screenshot of the Performance Ratings Region
Note: If your enterprise uses Oracle Performance Management to
evaluate workforce performance, then your enterprise can hide the

Performance Ratings region . In this case, use Appraisals region to view
performance ratings.
Click the More link to navigate to the My Employee Information page. This page
enables managers to view employment, salary, performance, absence, and other related
details of people within their security access.
Perform Talent Actions

You can:
View Performance Matrix (9 - Box)

On the Talent Profile page of the selected worker, you can view the performance profile
using Performance Matrix (9 - Box).
Performance Matrix displays performance profile of the worker using the following
matrices:
Performance vs. Potential: Provides information on the performance and leadership

potential of a worker. You can view the Performance rating on the horizontal x-axis
on a scale of 1 to 3 and the Potential rating on the vertical y-axis on a scale of 1 to 3.
Performance vs. Retention: Provides information on a worker's performance and

risk of loss. You can view the Performance rating on the horizontal x-axis on a scale
of 1 to 3 and the Retention rating on the vertical y-axis on a scale of 1 to 3.
Important: The values that you view on the Performance Matrix are the
values that your enterprise defines for performance, potential, and

retention rating scales.
For example, your enterprise can define the following rating scales for
performance, potential, and retention:
Performance
1: Needs
Indicates that the performance is significantly below the required
level.
2: Meets
Indicates that the performance is good and in-line with job
requirements.
3: Exceeds
Indicates that the worker has exceeded the required level of
performance.
Potential
1: Limited
Indicates that the worker shows little or no potential to move to the
next work level.
2: Growth
Indicates that the worker shows potential to advance to the next or
higher work level.
3: High
Indicates that the worker has requisite skills and expertise and
exhibits leadership qualities.
Retention
1: Low
Indicates that the risk of losing the worker is high.
2: Medium
Indicates that the risk of losing the worker is moderate.
3: High
Indicates that the risk of losing the worker is minimal.
You can use performance matrices information for succession planning.

To view the performance profile of workers in your hierarchy, select Performance
Matrix (Potential) and Performance Matrix (Retention) in the Select an Action list and
click Go.
See: Using Performance Matrix (Potential) and Performance Matrix (Retention), page 339
Note: Enterprises require Oracle Succession Planning license to view
the performance profile of workers in a manager's hierarchy.
Compare Profile
Enterprises require Oracle Succession Planning license to compare talent profiles of
workers.
Use this feature to compare talent profiles of workers. Select Compare Profile in the
Select an Action list and click Go. The selected worker's name appears in the Profile
Comparison tabbed region. To select another worker to compare profiles, you can either
navigate to the hierarchy list on your Talent Profile page or select a worker using the
quick search feature. Click the Add to Compare button to add required workers to the
compare profile list. Select the workers and then choose the appropriate compare
profile template to generate the Compare Profile report.
You can view a profile comparison of the selected workers for multiple criteria such as
qualifications, competency profile, appraisal ratings, work preferences, and
compensation. The Compare Profile report displays the workers performance and
potential and performance and retention matrices using the 9-Box representation.
See: Comparing Talent Profiles, page 3-47
Print Talent Profile

Managers can print a worker's talent profile. Select Printable Profile in the Select an
Action list and click Go. Then, click Generate Report to generate the talent report. The
printable profile is a PDF document. You can view the profile of the selected worker for
multiple criteria such as competency profile, appraisal ratings, and compensation. The
profile report displays the workers's performance and potential matrix that helps
evaluate talent. The performance and retention matrix helps to understand correlation
between performance and possibility of the worker's separation from the enterprise.
Managers have the flexibility to print required talent profile regions.
See: Generating Talent Profiles, page 3-36

The Select an Action list displays the list of actions that you can perform as a manager
for the selected worker. For example, you can perform self-service actions such as
transfers, change manager, change worker status, and manage absences.
Note: Your enterprise configures the self-service actions that a manager
can perform.
Using Talent Profile as Workers

As a worker, when you navigate to the Talent Profile page, the page displays your
talent information. On this page, you can:
View employment details
View talent information presented in different regions
Perform self-service actions
Print your talent profile
View Employment Details

You can view employment details such as the organization, job, position, supervisor,
and the hire date. The contact details include address, phone numbers, and e-mail
address. You can also view your photograph, if available. You can view tags added to
your profile and you can also add tags.
View Talent Information Presented in Different Regions

This section lists the talent regions that you can view on your Talent Profile page:
Note: Your enterprise may display all the regions or hide some of the
regions according to the business needs and processes.
Competencies
Appraisals
Qualifications
Training
Job History
Career Path
Benefits
Work Preferences
Previous Employment
Other Information
Salary
Performance Ratings
Competencies
The Competencies region displays your current competencies. You can view the level
and status of the competencies.
Screenshot of the Competencies Region
Click the More link to navigate to the Competency Profile page to view or update the
existing competency profile. When you update or add competencies, the updated
information is visible on the Talent Profile page.
For more information, see: Competency Profile, Oracle SSHR Deploy Self-Service
Capability Guide
Appraisals
The Appraisals region displays the appraisal information using a bar graph. The bar
graph is a column chart where the x-axis shows the appraisal period end date and the
y-axis shows your appraisal rating and the total rating value. You can easily distinguish
your appraisal and the total rating value as the bar graph uses different color codes.
Talent Profile displays information only from appraisals that are given an overall rating,
regardless of whether the appraisals are created using the Appraisals function or
appraisals are created as part of performance management plans. The bar graph
displays information for five appraisals.
Note: Talent Profile does not display information from self appraisals.
Screenshot of the Appraisals Region
Click the More link to navigate to the My Appraisals page to view or update your
appraisals. The Appraisal Process, Oracle Performance Management Implementation and
User Guide
You can view objectives for a specific performance management plan. By default, the
Plan Name field displays the latest published performance management plan. The
Performance Objectives region displays the plan name, plan period, objectives, and
objective start and end date. The Complete % field helps you to track the progress of
your performance objectives.
Screenshot of the Performance Objectives Region
Click the More link to navigate to the Performance Management page to view your
Performance Management Task List. The tasks are those appropriate to the performance
management plan (PMP) and can vary from one PMP to another. The application
enables these tasks at appropriate times during the performance-management period.
For example, you can perform the appraisal-management task during the appraisal-task
period only.
For more information, see: Worker Performance-Management Tasks, Oracle Performance
Management Implementation and User Guide
Qualifications
The Qualifications region displays your education qualification information such as
qualification type, title and status.
Screenshot of the Qualifications Region
Click the More link to navigate to the Education and Qualifications page to create or
update qualifications. The Talent Profile page displays the updated qualifications
information.
For more information, see: Education and Qualifications, Oracle SSHR Deploy Self-Service
Capability Guide
You can view the learning certification details such as the certification name, status,
progress, and renew date.
Screenshot of the Learning Certifications Region
Click the More link to navigate to the Learner Home page to view additional
certification details. On the Learner Home page, you can view classes that you are
currently enrolled in, view learning certifications and learning paths that you have
subscribed to, track the status of pending enrollments, and communicate with
instructors and other learners using forums and chats.
Training
This region displays your training information. Details include course name, course
delivery method, enrollment status and enrollment status, and enrollment dates. You
can use the Filter values to see all, completed, or upcoming training.
Screenshot of the Training Region
Click the More link to navigate to the Learner Home page to view additional training
details. Use the Catalog page to browse categories, search for and enroll in courses, or
request enrollment from an approver.
After you enroll in training, the Talent Profile page displays the updated information.

You can view other professional qualifications such as an award. This region does not
display academic qualifications, which are displayed in the Qualifications region.
Screenshot of the Other Professional Qualifications Region
Click the More link to navigate to the Other Professional Qualifications page to add
new professional qualifications or update existing professional qualifications. The
Talent Profile page displays the updated information.
For more information, see: Other Professional Qualifications, Oracle SSHR Deploy
Job History
The Job History region displays the details of your previous jobs in the same enterprise.
You can use this information to review each role in terms of experience, skills, and
professional development.
Screenshot of the Job History Region
not available.
Career Path
You can view your proposed career path from the current job level. You can use this
information to assess your skills and experience and create an action plan on updating
your skills to meet your career goals.
Screenshot of the Career Path Region
not available.
Benefits
You can view the benefits programs, plans, and options in which you are enrolled in
along with the coverage start date and coverage amounts.
Screenshot of the Benefits Region
Click the More link to launch the Self-Service Benefits Enrollments function. The
subsequent Benefits Enrollments pages that you view depend on the configuration
choices that your enterprise makes.
For more information, see: Self-Service Benefits Enrollments, Oracle HRMS Compensation
and Benefits Management Guide
Work Preferences
You can view your work preferences in two regions: Domestic Options and
International Relocation Options.
Screenshot of the Work Preferences Region
Click the More link to navigate to the Work Preferences page of to add or update your
work preferences information. The Talent Profile page displays the updated work
preferences details.
For more information, see: Work Preferences, Oracle SSHR Deploy Self-Service Capability
Guide
Previous Employment
This region displays previous employment details such as the previous employer,
previous employment period, and employer location.
Screenshot of the Previous Employment Region
not available.
You can view a graphical representation of your monetary compensation details.
Monetary compensation can include components such as allowances, bonus, and salary.
You can view a list of all compensation related sections (defined with a chart or graph)
from the latest Total Compensation Statement (TCS). You can select any one of the
values to view a graphical representation of the selected monetary compensation
section.
Screenshot of the Monetary Compensation Region
Talent Profiles uses the Total Compensation Statement information to display the
monetary compensation graph. If there is no Total Compensation statement available or
a graph for cash compensation has not been included in the statement, then the
application does not display any information in the Monetary Compensation region.
Click the More link to navigate to the Total Compensation Statement page and view
details.
Other Information
Use the Notes feature to add any information about your talent profile, for example,
your achievements and contributions. Click the More link to navigate to the
Attachments page where you can add attachments. You can attach a file, provide the
location of the directory in which you saved the document, or provide a text
description.
Screenshot of the Other Information Region
Salary
You can view details of your current salary. Details include salary rate and annualized
salary.
Screenshot of the Salary Region
This region displays your total compensation information including compensation
awards and benefits. Compensation information can include monetary awards such as
salary and bonus awards as well as non-monetary awards such as stock options.
Benefits information can include medical and dental benefits (optionally showing the
cost to your organization).
Screenshot of the Compensation Statement Region
Click the More link to navigate to the Total Compensation Statement page and view
details.
Performance Ratings
By default, this region is hidden on the Talent Profile page. If your enterprise uses
Oracle HRMS to record performance ratings, then your enterprise can display this
region.
Using the Performance window in Oracle HRMS, HR managers can enter the
performance ratings of their workers. The Talent Profile's Performance Ratings region
displays the information that HR managers enter in Oracle HRMS. You can view details
such as the main appraiser and rating.
Screenshot of the Performance Ratings Region
Note: If your enterprise uses Oracle Performance Management to
evaluate workforce performance, then your enterprise can hide the

Performance Ratings region. In this case, use Appraisals region to view
performance ratings.
Click the More link to navigate to the My Information page that displays details such as
salary, performance, and absence.

The Select an Action list displays the list of actions that you can perform. For example,
perform self-service actions such as manage payroll payments, create absence, or
update your resume.
Note: Your enterprise configures the self-service actions that you can
perform.
Print Talent Profile

You can print your talent profile, if the Printable Profile option is available in the Select
an Action list. Select the option and click Go. On the Talent Profile page, the Include in
Report check box is selected by default in all the talent regions. You can choose to print
selected talent regions. When you click Generate Report, the application displays a
printable profile in the Adobe Acrobat PDF format.
Generating Printable Profiles

Managers can print the talent profile of workers when they view the profile of workers
in their hierarchy. Individual workers can also print their own talent profiles. When you
select the Printable Profile option as a worker or manager, and click Go, the printable
version page appears. On this page, the Include in Report check box is automatically
selected for all the talent information regions. You can select only the required regions
and click Generate Report. The application generates a printable profile in the Adobe
Acrobat PDF format.
Contents of the Printable Profile

The talent profile information that managers and workers view differs. Only managers
can view the following information for their workers:
Succession Plan
The talent profile PDF displays information for multiple criteria such as competency
profile, work preferences, and compensation. You can view a graphical representation
of the appraisal ratings and the cash compensation. The report includes certification
details, job history and salary information of your employees. You can also view the
compensation statement and training details.

Note: The Printable Profile report displays only those regions that have
data. For example, if no data is available for Appraisals, then this

region does not appear in the report.
Viewing Performance Matrix (Potential) and Performance Matrix (Retention)

Managers can view the performance profile of workers using the following matrices:
Enterprises require Oracle Succession Planning license to view the performance profile
of workers in a manager's hierarchy.

leadership potential of a worker on a rating scale of 1 to 3.
Performance Matrix (Retention): Provides information on a worker's performance

and risk of loss on a rating scale of 1 to 3.

Performance
1: Needs
level.
2: Meets
requirements.
3: Exceeds
performance.
Potential
1: Limited
next work level.
2: Growth
higher work level.
3: High
Retention
1: Low
2: Medium
3: High
The performance matrices enable you to quickly identify both the highest potential
performers and the skills sets of the talent pool. You can use this information for career
and succession planning.
Assessing Workforce Talent

Using Performance Matrix (Potential) and Performance Matrix (Retention)
Oracle Succession Planning's performance matrices: Performance Matrix (Potential) and
Performance Matrix (Retention), provide insight into the depth and breadth of the talent
pool in the enterprise.
See: Using Performance Matrix (Potential), page 3-39
See: Using Performance Matrix (Retention), page 3-43
Using Performance Matrix (Potential)

The Performance Matrix (Potential) enables enterprises to assess their workforce talent
and evaluate the talent pool. As a manager, you can use this matrix to assess
performance and leadership potential for effective succession planning.
The Performance Matrix (Potential) page displays information for all the direct reports
of a manager in the supervisor hierarchy. You have the flexibility to view the
performance matrix for required workers. You can zoom in and zoom out as required.
What the Performance Matrix (Potential) Represents

Screenshot of Performance Matrix (Potential)
Performance Matrix (Potential) is divided into nine boxes. Each box represents the level
or scale of performance and potential.
Note: The performance and potential rating scales that you view on the
matrix are configurable and depend on the ratings scales defined by the
enterprise.
Assess Performance
Use the horizontal x-axis to assess the performance of workers. The matrix plots
performance on a scale of 1 to 3.
Assess Potential
Use the vertical y-axis to assess the potential of workers. The matrix plots potential on a
scale of 1 to 3.
A combination of x and y axes makes up the box within the grid that workers are placed
on.
Typically, workers in the top right box will be the high performers with the greatest
potential, and those in the bottom left box will be the lowest performers with the least
potential. The other boxes will display workers who are performing and displaying
potential to varying degrees.
Assessing Performance and Potential

Performance Matrix (Potential) uses information from the following products to assess
performance and potential:
Performance
If your enterprise uses Oracle Performance Management, then the application
derives the Performance value from the Overrall Rating field on the Give Final
Ratings: Main Appraiser page of the Appraisals function. Otherwise, the
Performance value is derived from the Performance window in Oracle HRMS.
Potential
derives the Potential value from the Readiness Level field in the Advancement
Potential region on the Give Final Ratings: Main Appraiser page of the Appraisals
function. Otherwise, the Potential value is derived from the Succession Potential
field of the Succession Plans feature.
Understanding Performance Matrix (Potential)

This diagram shows the Performance Matrix (Potential) for workers who report to
Steven Bird, starting with Blair Smith who is placed on the Exceeds Performance/High
Potential grid
This examples uses the following rating scales:

Performance
1: Needs
Indicates that the performance is significantly below the required level.
2: Meets
Indicates that the performance is good and in-line with job requirements.
3: Exceeds
Indicates that the worker has exceeded the required level of performance.
Potential
1: Limited
Indicates that the worker shows little or no potential to move to the next work level.
2: Growth
Indicates that the worker shows potential to advance to the next or higher work
level.
3: High
Indicates that the worker has requisite skills and expertise and exhibits leadership
qualities.
The following section describes where some of the workers are placed in the
Performance Matrix (Potential):
Blair Smith
Indicates that Blair exceeds the required performance level and has high potential.
Terry Burns
Indicates that Terry exceeds the required performance level and has moderate
growth potential.
Kate Ritz
Indicates that Kate exceeds the required performance level and has limited
potential.
Based on the analysis of the performance and potential of workers, Steven Bird can plan
relevant career and succession planning actions. For example, Steve can allocate critical
assignments to Blair Smith who is a high performer and has high potential.
Performance improvement action plans can be implemented for average performers.
Benefits of Performance Matrix (Potential)

The Performance Matrix (Potential):
Provides performance and potential details of the workforce in a clear and intuitive
manner.
Helps managers to determine the potential and job fit of workers.
Helps enterprises identify potential internal top performers for future positions.
Facilitates managers to make informed decision about career and succession

planning for their workers.
Using Performance Matrix (Retention)

Employee retention, especially of the best and top performing workers is a key
challenge that enterprises face. Turnover costs can significantly affect the financial
performance of enterprises. Direct costs include recruitment, selection, and training of
new people. High turnover can increase workload and overtime expenses for
coworkers. For an enterprise to develop a retention strategy for their talented workforce
and use it for succession planning, they must assess the retention prospects of their
workforce along with their performance.
Managers require tools to:
Examine the number of workers who will continue to remain in the enterprise or
likely to move out of the enterprise.
Analyze the connection between performance and retention prospects.
Performance Matrix (Retention) enables enterprises to assess their workforce

performance and prospects of retention of workers. This matrix provides managers a
visual representation of who their top talent is and who is likely to leave the enterprise.
This information is vital for effective succession planning.
Assessing Performance and Retention

Screenshot of Performance Matrix (Retention)
Performance Matrix (Retention) uses information from the following products to assess
performance and potential:
Performance
derives the Performance value from the Overrall Rating field on the Give Final
Ratings: Main Appraiser page of the Appraisals function. Otherwise, the
Performance value is derived from the Performance window in Oracle HRMS.
Retention
derives the Retention value from the Retention Level field in the Advancement
Potential region on the Give Final Ratings: Main Appraiser page of the Appraisals
function. Otherwise, the Retention value is derived from the Retention Potential
field of the Succession Plans feature.
What Performance Matrix (Retention) Represents?

Performance Matrix (Retention) is divided into nine boxes. Each box represents the
level or scale of performance and retention.
Note: The performance and retention rating scales that you view on the
matrix are configurable and depend on the ratings scales defined by the
enterprise.
Assess Performance
Use the horizontal x-axis to assess the performance of workers. The matrix plots
performance on a scale of 1 to 3.
Assess Retention
Use the vertical y-axis to understand the retention prospect of workers. The matrix plots
retention on a scale of 1 to 3.
A combination of x and y axes makes up the box within the grid that workers are placed
on.
Typically, workers in the top right box will be the high performers with a high prospect
of retention, and those in the bottom left box will be the lowest performers with low
retention prospects. The other boxes will display workers who are performing and have
retention prospects to varying degrees.
Understanding Performance Matrix (Retention)

This diagram shows the Performance Matrix (Retention) for workers who report to
Mike Connors starting with Nick Reeve who is placed on the Exceeds
Performance/High Retention grid
This examples uses the following rating scales:

Performance
1: Needs
Indicates that the performance is significantly below the required level.
2: Meets
Indicates that the performance is good and in-line with job requirements.
3: Exceeds
Indicates that the worker has exceeded the required level of performance.
Retention
1: Low
2: Medium
3: High
The following section describes where some of the workers are placed in the
Performance Matrix (Retention):
Nick Reeve
Indicates that Nick is a high performer and has high retention prospects.
Geoff Murray
Indicates that Terry is a high performer and has moderate retention prospects.
Ray Bradley
Indicates that Kate is a high performer and has low retention prospects.
Based on the analysis of the performance and retention prospects of workers in his
hierarchy, Mike Connors can plan relevant career and succession planning actions. For
example, Mike can allocate critical assignments to Nick Reeve who is a high performer
and has high retention potential. Enterprises can implement workforce retention
strategies such as plan succession options, create better reward systems, and increase
employee engagement to retain good performers with low retention prospects.
Benefits of Performance Matrix (Retention)

The Performance Matrix (Retention):
Provides details of performance and retention prospects of the workforce in a clear

and intuitive manner.
Helps enterprises to identify potential internal top performers who have high
retention prospect for future positions.
Facilitates analysis of retention and turnover strategies of the enterprise. For

example, managers can use the matrix information and develop retention strategies
and reward systems that increase employee involvement, and promote
development, recognition, and advancement of the workforce.
Comparing Talent Profiles

Talent Profile enables comparison of talent profiles of your workers. By default, you can
compare the talent profiles of two or three workers.
Note: Your system administrator can make available templates to
compare talent profiles of required number of workers according to

your business requirements.
Generating the Compare Profile Report

As a manager, when you select Compare Profile in the Select Actions list and click Go,
the selected worker's name automatically appears in the Profile Comparison tabbed
region. To select another worker, you can either search using the Name field and click
Show Profile or select a worker in the hierarchy list on the manager's Talent Profile
page. Click the Add to Compare button to add the worker to the compare profile list.
You must repeat this process to select the required number of workers to add to the
compare list. For each of the regions, the Include in Report is automatically selected.
You can choose to compare all the talent profile regions or select only the required
regions. Then, select the workers whose profile you want to compare, and click
Compare. The Comparison PDF window opens. You can either save the PDF report to
your local machine or view the report directly. You can use the compare profile report
to analyze and plan succession options for your workers.
Contents of the Compare Profile Report

Note: The Compare Profile report displays only those regions that have
data.
You can view the profile comparison data of the selected workers for multiple criteria
such as competency profile, appraisal ratings, and compensation. You can view a
graphical representation of the appraisal ratings and the cash compensation. The report
includes certification details, job history, and salary information of your workers. You
can also view the compensation statement and training details.
Viewing Performance Matrix (Potential) and Performance Matrix (Retention)

Managers can view the performance profile of workers using the following matrices:

leadership potential of a worker on a rating scale of 1 to 3.
Performance Matrix (Retention): Provides information on a worker's performance

and risk of loss on a rating scale of 1 to 3.

Performance
1: Needs
level.
2: Meets
requirements.
3: Exceeds
performance.
Potential
1: Limited
next work level.
2: Growth
higher work level.
3: High
Retention
1: Low
2: Medium
3: High
The performance matrices enable you to quickly identify both the highest potential
performers and risk of loss of your talent pool. You can use this information for career
and succession planning.
See: Using Performance Matrix (Potential) and Performance Matrix (Retention), page 339
Using Suitability Matching in Oracle Succession Planning

The Suitability Matching function provides a range of competency-based methods for
finding the right person for a work opportunity or finding the right work opportunity
for a person. Managers and HR professionals can compare employees, applicants, and
contingent workers by role, job, and position, and employees can find work
opportunities that fit their competencies.
Suitability Matching Options Available to Managers

The Suitability Matching page for managers displays two regions:
Find a Person for a Work Opportunity

Using the options available in this region, managers can:
Find employees, contingent workers, and applicants who fit the competency
profile for a job, position, department, vacancy, or some combination of these
criteria.
Find employees, contingent workers, and applicants who match a list of

competencies that the managers specify.
Compare the competencies of employees and contingent workers who

currently occupy a specified job or position in a department or any department
within the business group.
Compare anyone who has applied for a vacant job or position in a department
or any department within the business group.
In addition to these options, HR Professionals can use the Compare Named

Successors for a Position option.
Find a Work Opportunity for a Person

Using the options available in this region, managers can:
Find work opportunities for an individual who fits the competency profile for
one or more jobs, positions, departments, vacancies, or some combination of
these criteria.
Find work opportunities for an individual employee or contingent worker who

matches a list of competencies that the managers specify.
On the Find suitable successors for Worker : Suitable People page, a pop-up
window displays details of workers such as contact and employment, when
managers place the mouse over a worker name in the following tables:
Matches All Essential and Desirable Competencies
Matches All Essential Competencies
Matches All Desirable Competencies
Matches Some or No Essential or Desirable Competencies
Compare an applicant's competency profile with the competency profiles of

existing vacancies.
Compare, by competency, an employee's or contingent worker's current

assignments.
In addition to these options, HR Professionals can use the Compare Succession option.
Using the Suitability Analyzer

When managers perform competency-based search while creating succession plans,
they can use Suitability Analyzer to compare competencies of workers.
The Suitability Analyzer tool appears when you click the Suitability Analyzer button on
the Find suitable successors for Worker: Select Competencies page to compare worker
competencies. The competencies that you view on this page are the competencies of the
worker for whom you are creating a succession plan.
See: Using the Suitability Analyzer, page 3-51
Using the Suitability Analyzer

The Suitability Analyzer displays competency ratings of workers in a graphical format.
As a manager, you can use the Suitability Analyzer to compare competencies of
workers for succession planning.
The Suitability Analyzer tool appears when you click the Suitability Analyzer button on
the Find suitable successors for Worker: Select Competencies page to compare worker
competencies. The competencies that you view on this page are the competencies of the
worker for whom you want to create a succession plan.
Suitability Analyzer Regions

Screenshot of Suitability Analyzer
The Suitability Analyzer presents the following regions:

Competencies: Essential and Desired
The list of workers that you view in this region are the workers displayed on the
Suitability Matching, Find suitable successors for Worker: Suitable People page. This
region identifies workers who:
Meet all essential and desirable competency requirements
Meet all essential competency requirements
Meet all desirable competency requirements
Meet some or no essential or desirable competency requirements
You can select the required workers to view their competency information.
Graphical Format
Suitability Analyzer displays competencies in a graphical format. The graphical format
is dynamic and the shape depends on the number of competencies that you select to
view data. Suitability Analyzer uses the number of competencies that you select to
display a geometric shape such as a triangle, pentagon, hexagon, or heptagon. For
example, if you select 5 competencies, then Suitability Analyzer displays the pentagon
geometric shape. Similarly, if you select 3 competencies, the application displays the
triangle geometric shape.
Graphical Representation of Competency Ratings
Suitability Analyzer uses the minimum and maximum competency levels defined
across all the selected competencies to display the competency levels as lines in the
graph. For example, if the minimum rating level is 1 and the maximum rating level is 5,
then you can view 5 lines representing the rating levels. Suitability Analyzer uses
different colors to display the competency ratings of multiple workers and you can
easily distinguish the different competency ratings of workers.
Criteria and Competencies
Criteria Region
Use the Criteria region to search for suitable successors for workers. Suitability
Analyzer searches for workers who meet the competency requirements in:
Business Groups
Departments
Jobs
Positions
Vacancies
Competencies Region
The Competencies region on the Suitability Analyzer displays the competencies that
you select in the Suitability Matching, Find Suitable Successors for Worker: Select
Competencies page. Use the Suitability Analyzer to refine your search criteria and select
the competencies for which you want to view data.
You can combine the criteria and competencies search to identify successors who match
the specific competency requirements.
How to Use the Suitability Analyzer

The Suitability Analyzer enables you to view competency ratings for selected workers
and competencies. You can select specific workers and compare the competency ratings.
The Suitability Analyzer displays the competency ratings of workers using lines of
different colors. To clearly view the competency ratings of workers, you can use the Fill
feature.
When you hover the mouse on a point on the Suitability Analyzer, you can view the
workers who are placed on that rating scale. You can also use the tool's zoom in and
zoom out functionality to view the competency ratings at a particular magnification
level.
Use the reload icon to view updated information when you change the search criteria.
You can reset the graph to initial view using the reset icon.
Identifying Successors
After you compare the competencies of workers, you can use the Identify as Successor
icon to designate suitable workers as successors.
Selecting Successors
To select workers as successors, you must use the Select as Successor button on the Find
suitable successors for Worker: Suitable People page
Managing Succession Plans

Succession Planning Using Talent Profile
Succession planning is critical to the growth of an enterprise. Typically, succession
planning involves:
Identifying key positions in your organization to ensure that succession plans are in
place.
Identifying workers who are likely to vacate their current positions because of
Creating and maintaining succession plans for jobs, positions, and workers.
To implement a succession planning and development process, enterprises must

identify their talent pool based on the enterprise's business goals and strategies.
Managers have to evaluate the performance profiles, competencies, potential, and
retention prospects of their workers for succession planning.
Succession Planning Using Talent Profile

To identify suitable successors for workers, managers can use the following processes:
Compare talent profiles
Use competency-based search to identify successors
The following diagram displays the two processes:
The following sections explain how you can use these processes.
Comparing Talent Profiles for Succession Planning

As a manager, you can follow these steps to create succession plans for your workers:
1.
On the Talent Profile page of a worker, select the Performance Matrix (Potential)
and Performance Matrix (Retention) options to view the performance profile
matrix. These matrices provide critical information on performance and potential
profile and performance and retention.
See: Using Performance Matrix (Potential) and Performance Matrix (Retention),
page 3-39
2.
After you analyze the performance matrices, select the workers whose talent
profiles you want to compare and generate a Compare Profile report.
See: Comparing Talent Profiles, page 3-47
3.
Analyze the talent profile information that Performance Matrix and Compare
Profile reports provide.
After evaluating performance profiles, you can create succession plans.

See: Creating and Maintaining Succession Plans Using Oracle Succession Planning,
page 3-59
Using the Competency-Based Search for Succession Planning

As a manager, you can follow these steps to create succession plans for your workers
using the Competency-Based search:
1.
On the Talent Profile page of a worker, select the Compare Profile option. The
Talent Profile page appears for the worker where you can view two tabbed regions:
Profile Comparison and Succession Planning.
2.
In the Succession Planning tabbed region, search and select the worker for whom
you would like to create a succession plan. Then, select a successor and click the
Create a Succession Plan button.
3.
On the Create Succession Plan page, you can search for suitable successors by
clicking the Show Suitable Successors button. You use the Competency based
search, to search for suitable successors. You can also view the Performance Matrix
(9-Box) of workers.
page 3-59
4.
The Find Suitable Successors for Worker: Select Competencies page displays the
competencies of the worker for whom you are creating a succession plan. On this
page, you can add competencies to find suitable successors based on competencies.
You can specify which competencies are essential and which are desirable. You can
also define the required proficiency levels.
5.
On the Find suitable successors for Worker: Select Competencies page, you can use
search for suitable successors among workers, applicants, or contingent workers.
However, the application does not search applicants in iRecruitment.
6.
The Suitability Matching function identifies workers who possess essential

competencies separately from those who possess desirable (nonessential)
competencies. When you perform the search for workers who match your
competency requirements, the application identifies workers who:
Meet all essential and desirable competency requirements
Meet all essential competency requirements
Meet all desirable competency requirements
Meet some or no essential or desirable competency requirements
If workers who match the competency requirements are found, then the Find
suitable successors for Worker: Suitable People page lists workers.
Click the Suitability Analyzer button to compare competencies of workers.
7.
Use the Suitability Analyzer to Find Successors

You use Suitability Analyzer to identify successors for workers for whom you want
to create succession plans. You can perform the competency-based search using the
business group, department, job, position, and vacancy filter criteria. You can select
the competencies for which you want to view information. You can point to the
ratings on the chart to view the competency ratings of workers.
You can identify suitable workers who match the search criteria as successors. To
select workers as successors, you must use the Select as Successor button on the
Find suitable successors for Worker: Select Competencies page.
For more information on suitability matching, see: Suitability Matching, page 3-50
Using the Succession Plans Page

This topic describes how to use the Succession Plans page.
For a general introduction to succession planning see: The Succession Plans Feature,
page 3-2
On the Succession Plans page, you can:
Search for plans for a job, position, or an employee.
Create, update, and delete succession plans.
Searching for Succession Plans

You can search succession plans for applicants, employees, contingent workers, and
ex-employees. You can use search criteria such as job, position, and worker to search for
plans. For example, you can search for plans for the Manager job or search for plans for
worker John Smith. The application provides additional search criteria, such as key role
and turnover rate to search for job and position plans. You can use search criteria such
as worker name, number, or key person, to search for a worker's succession plans.
Use the Plan Status criteria to search for succession plans for a worker or role at a
specific status. For example, you can search for succession plans at the Draft or Active
status. If you do not select a status, then the search results display plans at all statuses.
Some workers may have multiple succession plans. To search for multiple succession
plans use the Successor search criteria. The successor for a job, position, or person is
always a worker.
The search results include successions plans of ex-employees who are identified as
successors. You can easily identify ex-employees as the application displays an icon for
terminated employees.
Viewing Plan Details

You can view the following information for a succession plan:
Name of the job, position, or worker.
Whether the job or position is a key role and the worker is a key person.
The time frame after which a worker is eligible to move to the new position.
The turnover rate for the role and the retention potential of a worker.
Readiness level or the date by which a worker can move to a new position.
Additional successions plan details and comments.
When you move the mouse over the successor name, you can view the details of a
successor such as contact and employment in a pop-up window.
From the search results table, you can update or delete an existing succession plan.
page 3-59
Creating and Maintaining Succession Plans Using Oracle Succession

Planning
As an HR Professional or manager, you can create and maintain succession plans for
workers (employees and contingent workers).
For a general introduction to succession planning, see: The Succession Plans Feature,
page 3-2
The following sections describe how to create and update succession plans.
Creating a Succession Plan

Using the Create Succession Plan page, you can create a succession plan for a job,
position, or worker, and you can add successors. You can add multiple successors to a
plan.
When creating a succession plan, you can use the following features to find suitable
successors:
Show Suitable Successors Feature

You can search for successors by clicking the Show Suitable Successors button. This
feature uses the Competency based search to search for suitable successors.
Note: When you select multiple successors on the Find suitable
successors for Worker: Suitable People page and click the Select as
Successors button, the Rank field on the Create Succession Plan page
displays a value for each of the successors. This ranking is random and
is not based on workers' competencies. You can rank the successors as
required. See the Creating a Succession Plan section
See:
Suitability Matching, page 3-50
Performance Matrix
The Performance Matrix enables you to assess workforce talent and evaluate talent
pool. The Performance Matrix displays information for all the direct reports of a
manager in the supervisor hierarchy.
Performance Matrix is divided into nine boxes. Each box represents the level or scale of
performance and potential. The performance and potential rating scales that you view
on the matrix are configurable and depends on the ratings scales that your enterprise
defines.
Assess Performance:
Use the horizontal x-axis to assess the performance of workers. Performance is
plotted on three scales.
Assess Potential:
Use the vertical y-axis to assess the future potential. Potential is plotted on three
scales.
A combination of X and Y axes makes up the box within the grid that workers are
placed.
Typically, workers in the top right box will be the high performers with the greatest
potential, and those in the bottom left box will be the lowest performers with the least
potential. The other boxes will display workers who are performing and displaying
potential to varying degrees.

Talent Profile
When creating a succession plan for a worker, you can view that worker's talent profile.
You can view the worker's talent information such as competencies, qualifications,
learning certifications, appraisal ratings, and performance objectives. The Talent Profile
feature captures and displays complete worker talent details on a single-interface.
For more information on using Talent Profile, see: Using Talent Profile as Managers,
page 3-8
Creating a Succession Plan

Complete these steps to create a succession plan:
Select the type of succession plan that you want to create. You can create a
succession plan for a job, position, or worker.
View the talent profile of the worker for whom you want to create a succession
plan.
Select the worker's successor. The worker's number automatically appears.

You can select an applicant as a successor.
Select a plan status to specify at what stage the plan is at, for example, Draft or
Active.
Enter a numeric value, for example 80, as the readiness percentage to indicate how
ready the potential successor is to move to the identified role.
Specify the time period after which the worker is eligible to move to a new position,
for example, immediately or in one month.
Enter the succession dates, such as the earliest date on which a worker can move to
a new position.
Select whether the worker is eligible for a promotion.
Provide additional plan details, if required.
Add your comments on the succession plan. An Add Attachment window appears
when you move the mouse over the plus icon in the Comments column. You can
add text, provide a URL to a relevant document, or attach a supporting document.
You can also upload attachments using the Add Attachment page that appears
when you click the plus icon in the Comments column.
Rank the successors, if you identify more than one successor for a worker or role.
If your enterprise has set up information for job, position, and worker, then the
following information appears automatically on the page:
Key role and turnover rate for a role (job or position)
Key person, succession, and retention potential of a person
Updating a Succession Plan

You update a succession plan to modify details such as succession dates or the
readiness level. You can record your comments on the update.
Enroll Workers in Training

Because a major goal of the succession planning process is the identification of a pool of
high potential workers, a focus on leadership development and training is essential.
After creating succession plans, managers can enroll workers in appropriate training to
meet the succession planning requirements. Oracle Succession Planning's integration
with Oracle Learning Management enables managers to identify training courses and
enroll workers in the courses. To enroll a worker in training, you can navigate to that
worker's Talent Profile page and use the Training region. Click the More link in the
Training region to display the Learner Home page and create enrollments.

Index
features, 2-2
Integration with Other E-Business Products, 23
licenses, 2-2
E
EIT
Employee Succession Planning Information, 238
Job Career Management Information, 2-38
Position Career Management Information, 238
EITs
Succession Plans, 2-38
Extra Information Types (EITs) for Succession
Plans
defining, 2-30
O
additional implementation steps, 2-7
completing configuration steps, 2-30
configuration steps, 2-7
implementing, 2-5
introduction, 1-1
Performance Matrix (Potential), 3-39
Performance Matrix (Retention), 3-43
predefined responsibility, 2-4
required implementation steps, 2-6
Succession Planning, 3-2
Suitability Analyzer, 3-51
Suitability Matching, 3-50
Supplied components, 2-4
Talent Profile, 3-5
Talent Profile menus, 2-4
P
viewing, 3-39
Performance Matrix (Potential) and Performance
Matrix (Retention), 3-39
viewing, 3-43
Print Profile and Compare Profile Default XML
Templates
configuring, 2-30
R
Rating Scale Values for Performance Matrices
(9-Box)
configuring, 2-31
S
Succession plan
creating, 3-59
updating, 3-62
view details, 3-59
Succession Planning
comparing talent profiles, 3-56
using competency-based search, 3-57
Succession plans
search for, 3-58
Succession Plans
Index-1
creating and maintaining, 3-59

Succession Plans
Extra Information Types, 2-38
Succession Plans functionality
setting up, 2-38
Succession Plans page
using, 3-58
Suitability Analyzer
enabling, 2-26
T
Talent Profile
9-Box Matrix for Potential and Retention, 3-6
Appraisals region, 3-10
Benefits region, 3-15
Career Path region, 3-15
Compare profile, 3-23
Compensation Statement region, 3-20
Competencies region, 3-9
configuring actions, 2-24
configuring report templates menu, 2-27
features, 3-5
Job History region, 3-15
Learning Certifications region, 3-13
managers, 3-8
Monetary Compensation region, 3-18
Other Information region, 3-19
Other Professional Qualifications region, 3-14
Performance Objectives region, 3-11
Performance Ratings region, 3-21
personalizing, 2-35
Previous Employment region, 3-17
print, 3-6, 3-6, 3-23, 3-36
Qualifications region, 3-12
Salary region, 3-20
setting up self-service actions, 2-29
Succession Plans region, 3-18
Training region, 3-13
view, 3-5
view Performance Matrix, 3-21
view worker details, 3-8
workers, 3-24
Work Preferences region, 3-16
Talent Profile in Oracle Succession Planning
configuring the More Links in the Talent
Profile Regions, 2-17
Index-2
setting up a custom version, 2-8

setting up the Talent Profile Form Function, 29
setting up the Talent Profile Regions, 2-10
Talent Profile Quick Search and Hierarchy
Regions
configuring, 2-34
Talent Profile Region icons
configuring, 2-35
Talent Profiles
comparing, 3-47
U
user statuses, 2-33

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Oracle Succession Planning

Implementation and User Guide

Oracle Succession Planning Implementation and User Guide, Release 12.1

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Oracle Succession Planning

Implementing Oracle Succession Planning

Extra Information Types for Succession Plans................................................................... 2-38

Using Oracle Succession Planning

Are the implementation steps correct and complete?

The principles and customary practices of your business area.

Oracle Self-Service Web Applications.

The Oracle Applications graphical user interface.

Deaf/Hard of Hearing Access to Oracle Support Services

Accessibility of Code Examples in Documentation

Accessibility of Links to External Web Sites in Documentation

Related Information Sources

Oracle E-Business Suite User's Guide

Oracle Human Resources Management Systems Strategic Reporting (HRMSi) User

Do Not Use Database Tools to Modify Oracle E-Business Suite Data

Introduction to Oracle Succession Planning

What are the critical roles in the enterprise?

How do we increase employee engagement and retain our key talent?

Oracle Succession Planning is a comprehensive and integrated product that helps

Identify succession-planning requirements.

Identify available and qualified talent pool.

Assess types of talent required to meet business goals.

Oracle Succession Planning 1-1

Identify Succession Planning Requirements

People in the enterprise who are critical to business.

Other Professional Qualifications

1-2 Oracle Succession Planning Implementation and User Guide

Assess Workforce Talent

Compare Talent Profiles

View Performance Matrices (9-Box)

Oracle Succession Planning 1-3

pool. Managers can use these matrices to assess the workforce:

Potential for growth

Readiness level for promotion

Create and Maintain Succession Plans

Define additional information for succession plans to meet business needs.

1-4 Oracle Succession Planning Implementation and User Guide

Identify Developmental Activities

Reporting in Oracle Succession Planning

Integration with Other E-Business Products

The Succession Plans Feature, page 3-2

Creating and Maintaining Succession Plans Using Oracle Succession Planning,

Oracle Succession Planning 1-5

Overview of Talent Profile, page 3-5

Using Talent Profile as Managers, page 3-8

Using Talent Profile as Workers, page 3-24

Succession Planning Using Talent Profile, page 3-55

Using Performance Matrix (Potential) and Performance Matrix (Retention),

Comparing Talent Profiles, page 3-47

Generating Printable Profiles, page 3-36

1-6 Oracle Succession Planning Implementation and User Guide

Implementing Oracle Succession Planning 2-1

Implementing Oracle Succession Planning

Compare Talent Profiles

Use performance matrices (9-box): Performance Matrix (Potential), Performance