May Maintenance Pack for 20A

Revision History

This document will continue to evolve as existing sections change and new information is added. All updates appear in the following table:

Date	Feature	Notes
28 APR 2020		Created initial document.

Overview

HCM Cloud applications have two types of patches you can receive that are documented in this What’s New:

• Release Updates (20A, 20B, 20C, and 20D)
• Optional Monthly Maintenance Packs to each update

It is important for you to know what Release Update your environment is on. You can find this in your Cloud Portal.

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

In addition to this document you will also want to review the Oracle Human Capital Management Cloud Functional Known Issues and Maintenance Packs (Document ID 1554838.1). These documents identify bug fixes and possible known issues. You will also need to review these documents based in the release update version you are currently on or will be moving to.

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

Suggested Reading for all HCM Products:

• HCM Cloud Common Features (This document pertains to all HCM applications. It is the base human resource information for all products and HCM Tools.)
• Global Human Resources Cloud (Global Human Resources contains the base application in which other application use for common data such as workforce structures and person information. Regardless of what products you have implemented you may want to see the new features for Global Human Resources that could impact your products.)

NOTE: Not all Global Human Resource features are available for Talent and Compensation products.

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

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

Additional Optional Reading:

• Common Technologies and User Experience (This documents the common features across all Cloud applications and is not specific to HCM)

NOTE: All of these documents can be found in Release Readiness under Human Capital Management or via the Oracle Help Center under Cloud Applications > Human Capital Management.

GIVE US FEEDBACK

We welcome your comments and suggestions to improve the content. Please send us your feedback at oracle_fusion_applications_help_ww_grp@oracle.com. Indicate you are inquiring or providing feedback regarding the HCM Cloud What’s New for Release 13 in the body or title of the email.

Feature Summary

Learning and Development

Learning Cloud

Oracle Learning Cloud enables you to make a transformational shift in learning delivery. Subject matter experts in your organization can easily publish videos and assemble tutorials to deliver on-demand and social learning. Collaboration features encourage continuous community feedback.

eLearning

LinkedIn Learning Integration

Be the first to add LinkedIn Learning content to Oracle Learning Cloud. When you enable this integration, you can import a single course at a time, or bulk load multiple courses. On import, an automatic process runs in the background to create content, courses, offerings, and activities associated with the content in Oracle Learning Cloud.

Steps to Enable

To enable this feature you need to log a Service Request (SR).

If you would like to be part of the Early Adopter Program for this feature, follow these steps.

1. Enable Newsfeed User Interface (NUX). Refer to the document called Migrating Oracle Learning Cloud to Newsfeed User Experience on My Oracle Support (Doc ID 2649721.1) for complete details.

2. Request to be part of the LinkedIn Early Adopter Program by opening a Service Request (SR) on My Oracle Support (MOS). Include the following items in the SR, and indicate that you agree to these terms:

• Provide a project point of contact.
• Agree to perform regular testing against the integration. Program will last 2-3 months.
• Agree to participate in regular scheduled meetings – Initially once a week then on an ad hoc basis.
• Agree to uptake at least 2 Cumulative Weekly Bundles (CWBs) per month.
• Agree to request approval to go-live on the LinkedIn integration from Oracle.

3. Once approved, set up an account with LinkedIn. LinkedIn should provide you with the following information, which is required to enable the integration with Learning Cloud:

• Client ID
• Shared Key (Client Secret)

NOTE: If you plan to use more than one POD, request that LinkedIn provide you a unique LinkedIn server account for each POD. Having separate servers prevents data updates from becoming out of sync across environments.

Tips And Considerations

Once this feature is enabled, you need to:

1. Synchronize Oracle Learning Cloud with the LinkedIn library.
2. Import LinkedIn content to the catalog. This import creates LinkedIn content, courses, offerings and activities within the catalog.

Synchronize Oracle Learning Cloud with the LinkedIn Library

To ensure that LinkedIn data is up-to-date within Learning Cloud, you must periodically run the Load and Synchronize External Course Data job in the Scheduled Processes work area. This job is responsible for loading the available courses from external content providers into Oracle Learning Cloud so that they are available for import. In addition to loading the metadata to allow for search, this job loads the sync status from its provider. Oracle recommends that you schedule this job to run daily. You can also run it on demand, if force synchronization is required. After this job runs, a status displays for each course:

• New - indicates that this is a new course, and it was not imported.
• Modified - indicates that a course has been imported, but has changed on LinkedIn.
• Current - indicates a course is in sync with LinkedIn, and has been imported.
• Removed - indicates that a course was imported as "Not entitled" from LinkedIn. Learning Cloud does not support deletion, so you must manually delete courses, offerings, and activities associated with removed content.

Import LinkedIn Library Items Into Oracle Learning Cloud

You must import LinkedIn content into Oracle Learning Cloud to create learning items in the Oracle Learning Cloud catalog.  

1. In the My Client Groups work area, click Learning.
2. On the Catalog Resources page, click the Content tab.Click Add Content.
3. Select Import External Content.
4. Search for and select the LinkedIn content you want to import.
5. Click one of the following:

• Import- to import a single item.
• Import All- to import all LN items.

The content is imported, and remains in Import Requested status until the import process completes. You can find the items by selecting Import Requested from the Import Status drop-down list in the search area. The content remains in this status until the Import Learning Content job completes. This job runs automatically in the background, and creates the content in the Learning Cloud catalog.

Key Resources

Refer to the document called Migrating Oracle Learning Cloud to Newsfeed User Experience on My Oracle Support (Doc ID 2649721.1) for complete details.

Performance Management

Oracle Performance Management supports features and functions for measuring and reporting worker performance.

March Maintenance Pack for 20A

Revision History

This document will continue to evolve as existing sections change and new information is added. All updates appear in the following table:

Date	Feature	Notes
27 MAR 2020	Learning Cloud Redesigned User Experience: Manager and Learner Pages Redesigned	Updated document. Revised feature information.
28 FEB 2020		Created initial document.

Overview

HCM Cloud applications have two types of patches you can receive that are documented in this What’s New:

• Release Updates (20A, 20B, 20C, and 20D)
• Optional Monthly Maintenance Packs to each update

It is important for you to know what Release Update your environment is on. You can find this in your Cloud Portal.

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

In addition to this document you will also want to review the Oracle Human Capital Management Cloud Functional Known Issues and Maintenance Packs (Document ID 1554838.1). These documents identify bug fixes and possible known issues. You will also need to review these documents based in the release update version you are currently on or will be moving to.

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

Suggested Reading for all HCM Products:

• HCM Cloud Common Features (This document pertains to all HCM applications. It is the base human resource information for all products and HCM Tools.)
• Global Human Resources Cloud (Global Human Resources contains the base application in which other application use for common data such as workforce structures and person information. Regardless of what products you have implemented you may want to see the new features for Global Human Resources that could impact your products.)

NOTE: Not all Global Human Resource features are available for Talent and Compensation products.

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

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

Additional Optional Reading:

• Common Technologies and User Experience (This documents the common features across all Cloud applications and is not specific to HCM)

NOTE: All of these documents can be found in Release Readiness under Human Capital Management or via the Oracle Help Center under Cloud Applications > Human Capital Management.

GIVE US FEEDBACK

We welcome your comments and suggestions to improve the content. Please send us your feedback at oracle_fusion_applications_help_ww_grp@oracle.com. Indicate you are inquiring or providing feedback regarding the HCM Cloud What’s New for Release 13 in the body or title of the email.

Feature Summary

Learning and Development

Learning Cloud

Oracle Learning Cloud enables you to make a transformational shift in learning delivery. Subject matter experts in your organization can easily publish videos and assemble tutorials to deliver on-demand and social learning. Collaboration features encourage continuous community feedback.

Questionaire Enhancement

Use images in choice-based questions, and in answers for questionnaires. Questionnaires are associated to assessments or evaluations in Oracle Learning Cloud, and these image-based questions and answers are visible to learners.

Steps to Enable

You don't need to do anything to enable this feature.

Key Resources

For additional information, refer to the Talent Management What's New for 20A feature "Images in Questions and Response Choices" in the Questionnaires section.

iCalendar File Enhancements

Take note that the content and delivery mechanics of iCalendar files within Learning Cloud have been enhanced for ILT activities and offering change event alerts. The iCalendar file for offering activities now has more relevant information for events.

The iCalendar file for the offering activity has clear information about the event, and contains the following information:

• Title of the Course
• Activity Description
• LocationWeb Conference (if available)
• Instructor Name and Phone for each instructor
• Event Details with deep link. Deep link will be present only if the Mobile First profile option is enabled.

NOTE: Each item above will appear on a separate line.

The Organizer attribute of the iCalendar event is picked up from the system Manage Alerts tab on the Setup.

iCalendar File Enhancements

When an offering's ILT activities are modified, event alerts are triggered for the instructors and learners. The handling of .ics files in the offering change alerts has been improved as follows:

• When adding an ILT activity to an offering, the alerts triggered contain all of the iCalendar files for the newly added ILT activity only. When importing the iCalendar file, a new event is added to the calendar.
• Modifying an existing activity triggers alerts with the iCalendar file for the updated activity. When importing the iCalendar file, the existing activity in the calendar is updated. Duplicate events are not created.
• When an existing activity is deleted, the triggered alerts include .the ics file for only the deleted activity. Upon clicking the iCalendar file, calendar entries are deleted or grayed out, depending on the calendar client and its preference settings.
• When importing an "old" iCalendar file, newer iCalendar event enties are not overwritten for the same event.

Steps to Enable

You don't need to do anything to enable this feature.

HDL Offering Load Enhancement

The HCM Data Loader (HDL) Offering Load includes the following enhancements:

• Added Facilitator Type (Training Supplier or Instructor)
• Offering Coordinator is now a required field. It is already required in the user interface.
• Primary Classroom can have a Virtual Classroom value loaded Via HDL.

Steps to Enable

You don't need to do anything to enable this feature.

Learning Cloud Redesigned User Experience

Increase user satisfaction with the redesigned pages that now have the same look and feel on desktop and mobile devices. These redesigned pages are both responsive and easy to use on any device, with a modern look and conversational language. Clutter-free pages, with clean lines and just the essential fields, can be personalized to suit.

Manager and Learner Pages Redesigned

The learner and manager pages for Oracle Learning Cloud have been redesigned for ease of use and responsiveness on all devices. There are significant changes to the appearance and behavior of these pages.

Steps to Enable

NOTE: This step of enabling profile is for existing customers only. New customers starting with 19D or a later release do not need to setup these profiles, as the new responsive screens are delivered by default.

In order to enable the new Personal Information pages, you must enable the following profile option and have enabled the HCM_RESPONSIVE_PAGES_ENABLED profile option. If you have not enabled the HCM_RESPONSIVE_PAGES_ENABLED profile option, please see the HCM Responsive User Experience Setup Information white paper in My Oracle Support (Document 2399671.1). You can also find specific Oracle Learning Cloud Responsive User Experience Setup information in the Migrating Oracle Learning Cloud to Newsfeed User Experience (Document 2649721.1)

Field	Value
Profile Option Code	WLF_LEARN_SELFSERVICE_RESPONSIVE_ENABLED

To enable the profile option, navigate to the Setup and Maintenance work area:

1. Search for and click the Manage Administrator Profile Values task.
2. Search for and select the profile option.
3. Click to add a new Profile Value.
4. Select the Level as Site.
5. Enter a Y in the Profile Value field.
6. Click Save and Close.

Key Resources

For more information on enabling profile options, displayed and hidden fields and other setup information for the Redesigned User Experience, please refer to the following documents on My Oracle Support:

• HCM Responsive User Experience Setup Information (Document 2399671.1)
• Migrating Oracle Learning Cloud to Newsfeed User Experience (Document 2649721.1)

Adaptive Height Profile Option for SCORM Player

Use the WLF_LEARN_ELEARNING_SCORM_DYNAMIC_RESIZE_ENABLED profile option to control how Oracle Learning Cloud displays SCORM content on a mobile device. If you set the profile option to Y, SCORM content is resized to use as much of a mobile device screen is possible. Setting the profile option to N causes SCORM content to display at a fixed height.

Steps to Enable

To enable this feature, you must enable the following profile option: WLF_LEARN_ELEARNING_SCORM_DYNAMIC_RESIZE_ENABLED.

Profile	Value
Profile Option Code	WLF_LEARN_ELEARNING_SCORM_DYNAMIC_RESIZE_ENABLED

To enable the profile option, navigate to the work area: Setup and Maintenance:

1. Search for and click the Manage Profile Options task.
2. Create a new profile option called WLF_LEARN_ELEARNING_SCORM_DYNAMIC_RESIZE_ENABLED, under Learning Management and the Learning Module, if not available.
3. Set the Site and User levels to Enabled and Updatable.
4. Search for and click the Manage Administrator Profile Values task.
5. Search for and select the profile option.
6. Click to add a new Profile Value.
7. Select the Level as Site.
8. Enter the profile value desired Y or N in the Profile Value field.
9. Click Save and Close.

Tips And Considerations

This profile option is set to N by default.

Recruiting

Recruiting

Oracle Recruiting Cloud provides tools for hiring managers and recruiters to source and nurture candidates, create and manage job requisitions, screen and select candidates, create and manage job offers, and onboard new employees into the organization. It also provides career sites for employees and external candidates to search, discover and apply to jobs using a frictionless application process.

Prescreening Scoring in Questionnaires

As an administrator, you can adjust scoring of prescreening questionnaires used in job requisition templates.

Questions have score defined for each answer. When you add questions to a questionnaire in a job requisition template, you can adjust the score value of questions if you want to set a different score for that specific questionnaire.

When you adjust score in questionnaires, be aware of the following: Prescreening Question Added Automatically

• If you create a new version of a prescreening question added manually and activate it right away, there is no impact. The new version isn't propagated in any of the questionnaires using the previous version.The new version is only avaiable when creating new questionnaires.
• If you create a new version of a prescreening question, save it as draft, and activate it later, the new version propagates to all questionnaires not being used and also to all questionnaires using the previous version. All the questionnaires using that question in job requisition templates and job requisitions without candidate applications will get the new version and the new score, hiding the previously overwritten score, if any. The maximum possible score will no longer represent the sum of what you see in the questionnaire.
• When you adjust the score of an existing prescreening question, the change is reflected in all questionnaires. However, candidates who already answered that question have saved the original score, causing a discrepancy between what you’ll see at questionnaire level and score for existing job applications before the change.

If you intend to use scores in job requisition template questionnaires, consider the following:

• Use score only at the questionnaire level, and not within questions in the Question Library. You will have a better control of questions added manually to job requisition templates.
• Use score at question level for disqualification questions and automatically added questions.
• Don’t create new versions of manually added questions because they will overwrite, with a zero, the scores managed at the questionnaire level.

Steps to Enable

To adjust the scoring of prescreening questionnaires used in job requisition templates, in the Setup and Maintenance work area, use the following.

• Offering: Recruiting and Candidate Experience
• Functional Area: Job Requisitions
• Task: Job Requisition Templates

Recruiting Replaced or Removed Features

From time to time, Oracle replaces existing features with new features, or removes existing features.

Replaced features may be put on a path of removal, the features below will let you know what update you will have to have moved to the newer feature. As a best practice, you should move to the newer feature as soon as possible for full support and to stay up with the latest updates that the product offers.

Any feature that is removed, will have an Update in which that feature is no longer available. Please make necessary plans to move off the feature by the Update indicated, as it will no longer be available.

Candidate Authentication - Secure Links

Prior to 20A, candidates were sent secure links to access career sites that required authentication. With 20A, secure links have been replaced with a PIN based verification process. The PIN based verification experience is consistent with the industry best security practices and improves security by attributing the ownership to the exact user who has that email or phone number. With this security mechanism in place, links can’t be forwarded, can’t be hijacked, and others can’t take an action on your behalf. The PIN based verification mechanism also works well when using SMS as a communication channel where the use of long links is discouraged and may not work with certain devices.

All external candidates using email or phone number will be authenticated on the external career site using a 6-digit PIN. As an example, if a candidate uses an email to apply for jobs, the candidate will receive an email with a 6-digit code to confirm the job application. Similarly, candidates receive an SMS text when they apply for a job using a phone number. This 6-digit code based authentication is valid for most external candidate communications such as Apply for Job, Manage Profile, View Interview Details, and View Offer.

NOTE: Similar to emails, all phone numbers are checked for uniqueness regardless of if the SMS Communication is enabled or not.

Steps to Enable

You don't need to do anything to enable this feature.

February Maintenance Pack for 20A

Revision History

This document will continue to evolve as existing sections change and new information is added. All updates appear in the following table:

Date	Feature	Notes
31 JAN 2020		Created initial document.

Overview

HCM Cloud applications have two types of patches you can receive that are documented in this What’s New:

• Release Updates (20A, 20B, 20C, and 20D)
• Optional Monthly Maintenance Packs to each update

It is important for you to know what Release Update your environment is on. You can find this in your Cloud Portal.

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

In addition to this document you will also want to review the Oracle Human Capital Management Cloud Functional Known Issues and Maintenance Packs (Document ID 1554838.1). These documents identify bug fixes and possible known issues. You will also need to review these documents based in the release update version you are currently on or will be moving to.

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

Suggested Reading for all HCM Products:

• HCM Cloud Common Features (This document pertains to all HCM applications. It is the base human resource information for all products and HCM Tools.)
• Global Human Resources Cloud (Global Human Resources contains the base application in which other application use for common data such as workforce structures and person information. Regardless of what products you have implemented you may want to see the new features for Global Human Resources that could impact your products.)

NOTE: Not all Global Human Resource features are available for Talent and Compensation products.

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

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

Additional Optional Reading:

• Common Technologies and User Experience (This documents the common features across all Cloud applications and is not specific to HCM)

NOTE: All of these documents can be found in Release Readiness oracle.com/readiness under Human Capital Management or via the Oracle Help Center at: docs.oracle.com under Cloud Applications > Human Capital Management.

GIVE US FEEDBACK

We welcome your comments and suggestions to improve the content. Please send us your feedback at oracle_fusion_applications_help_ww_grp@oracle.com. Indicate you are inquiring or providing feedback regarding the HCM Cloud What’s New for Release 13 in the body or title of the email.

Feature Summary

Learning and Development

Learning Cloud

Oracle Learning Cloud enables you to make a transformational shift in learning delivery. Subject matter experts in your organization can easily publish videos and assemble tutorials to deliver on-demand and social learning. Collaboration features encourage continuous community feedback.

Set Minimum and Maximum Expected Effort for Specialization Using HDL

Use HDL to set the Minimum Expected Effort, and Maximum Expected Effort field values for specializations. Previously, you could only do this by entering values in these fields in the user interface.

Minimum Expected Effort and Maximum Expected Effort Fields as Displayed in the User Interface

The Minimum Expected Effort, and Maximum Expected Effort fields are now available in the HDL .dat file, so you can set this information when you create or update a specialization using HDL.

Steps to Enable

You don't need to do anything to enable this feature.

Key Resources

Refer to the Specializations chapter of the guide called Using Learning on docs.oracle.com for complete information on specializations.

Use the Learning Item Title Drop-Down List

Use the Learning Item Title drop-down list when searching for assignments for either an administrator or manager in the top level of the Manage Learners area. This field existed in previous versions of Learning Cloud, but it was a text box.

Learning Item Title Is Now a Drop-Down List

Steps to Enable

You don't need to do anything to enable this feature.

ESS Job Ensures Rollup of Successful Attempts

Enable an ESS job, called Process Unfinished Attempts to ensure the rollup of successful offering activity attempts, and complete offering, course and specialization assignments. This job is useful in situations where Internet connectivity problems, or integration issues between a SCORM content provider and Learning Cloud prevent the proper capture of successful completion rollups. This job ensures that when a successful activity attempt completes all activities for an offering, the offering, course or specialization assignment is also marked as complete.

Steps to Enable

You don't need to do anything to enable this feature.

Display Learning Outcomes on the Talent Profile for Renewal Assignments

Display learning outcomes on the learner's talent profile when they successfully complete renewal assignments.

Steps to Enable

You don't need to do anything to enable this feature.

January Maintenance Pack for 20A

Revision History

This document will continue to evolve as existing sections change and new information is added. All updates appear in the following table:

Date	Feature	Notes
20 DEC 2019		Created initial document.

Overview

HCM Cloud applications have two types of patches you can receive that are documented in this What’s New:

• Release Updates (20A, 20B, 20C, and 20D)
• Optional Monthly Maintenance Packs to each update

It is important for you to know what Release Update your environment is on. You can find this in your Cloud Portal.

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

In addition to this document you will also want to review the Oracle Human Capital Management Cloud Functional Known Issues and Maintenance Packs (Document ID 1554838.1). These documents identify bug fixes and possible known issues. You will also need to review these documents based in the release update version you are currently on or will be moving to.

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

Suggested Reading for all HCM Products:

• HCM Cloud Common Features (This document pertains to all HCM applications. It is the base human resource information for all products and HCM Tools.)
• Global Human Resources Cloud (Global Human Resources contains the base application in which other application use for common data such as workforce structures and person information.  Regardless of what products you have implemented you may want to see the new features for Global Human Resources that could impact your products.)

NOTE: Not all Global Human Resource features are available for Talent and Compensation products.

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

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

Additional Optional Reading:

• Common Technologies and User Experience (This documents the common features across all Cloud applications and is not specific to HCM)

NOTE:  All of these documents can be found in Release Readiness oracle.com/readiness under Human Capital Management or via the Oracle Help Center at: docs.oracle.com under Cloud Applications > Human Capital Management.

GIVE US FEEDBACK

We welcome your comments and suggestions to improve the content. Please send us your feedback at oracle_fusion_applications_help_ww_grp@oracle.com. Indicate you are inquiring or providing feedback regarding the HCM Cloud What’s New for Release 13 in the body or title of the email.

Feature Summary

Talent Management

Features under this section are available to all talent applications.

Enhanced REST Service for Worker Feedback

Leverage the enhanced personNotes REST service which now includes the name of the feedback author and name of the feedback recipient.

Feedback Author Name

Steps to Enable

Review the REST service definition in the REST API guides, available from the Oracle Help Center > your apps service area of interest > REST API. If you're new to Oracle's REST services you may want to begin with the Quick Start section.

Key Resources

For more information on Person Notes REST service go to Oracle Help Center for the following book:

• REST API for Oracle HCM Cloud

REST Service for Feedback Visibility Options

Leverage the personNotesVisibilityOptionsLOV REST service that provides the list of values for person notes visibility options that are defined in the Feedback Visibility setup task in Setup and Maintenance>Workforce Development.

Feedback Visibility Options

Steps to Enable

Review the REST service definition in the REST API guides, available from the Oracle Help Center > your apps service area of interest > REST API. If you're new to Oracle's REST services you may want to begin with the Quick Start section.

Key Resources

For more information on Feedback Visibility Options go to Oracle Help Center for the following topics in these books:

• Implementing Talent Management Base, Considerations for Configuring Feedback Visibility Options
• REST API for Oracle HCM Cloud

Role Information

The new privilege, HRT_REST_SERVICE_ACCESS_PERSON_NOTES_VISIBILITY_OPTIONS_LOV_PRIV is granted to an existing duty role.

Update 20A

Revision History

This document will continue to evolve as existing sections change and new information is added. All updates appear in the following table:

Date	Feature	Notes
26 JUN 2020	Profile Management: Use HCM Alerts with Enhanced Talent Profiles	Updated document. Delivered feature in update 20A.
29 MAY 2020	Recruiting: LinkedIn Recruiter System Connect Integration	Updated document. Revised feature information.
28 APR 2020	Career Development: Additional Content Types and Learning Support on Explore Roles Page	Updated document. Revised feature information.
28 APR 2020	Talent Management: Simplified Navigation for Manager Talent Overview Pages	Updated document. Revised feature information.
28 APR 2020	Talent Review/Talent Review Redesigned User Experience: Former Talent Review Dashboard To Be Retired	Updated document. Revised feature information.
27 MAR 2020	Talent Review/Replaced or Removed Features: Former Talent Review Dashboard To Be Retired	Updated document. Revised feature information.
27 MAR 2020	Recruiting: Attach Documents to Candidates	Updated document. Revised feature information.
27 MAR 2020	Goal Management/Redesigned User Experience: Ability to Edit Goal Weights Inline	Updated document. Revised feature information.
28 FEB 2020	Goal Management/Redesigned User Experience: Enhanced Goal Plan Management with Primary Goal Plan	Updated document. Revised feature information.
28 FEB 2020	Recruiting: Internal Job Alerts	Updated document. Revised feature information.
28 FEB 2020	Talent Management: Remove Inactive Review Periods	Updated document. Revised feature information.
28 FEB 2020	Talent Review/Redesigned User Expereince: REST Service for Granting Manager Access	Updated document. Revised feature information.
31 JAN 2020	Profile Management: Mandatory Upgrade to Enhanced Talent Profile in 20A	Updated document. Delivered feature in update 20A.
31 JAN 2020	Learning Cloud: How To Videos on the Administrator Dashboard	Updated document. Revised feature information.
31 JAN 2020	Recruiting: HTML Templates For Candidate Notifications	Updated document. Revised feature information.
06 DEC 2019		Created initial document.

Overview

HCM Cloud applications have two types of patches you can receive that are documented in this What’s New:

• Release Updates (20A, 20B, 20C, and 20D)
• Optional Monthly Maintenance Packs to each update

It is important for you to know what Release Update your environment is on. You can find this in your Cloud Portal.

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

In addition to this document you will also want to review the Oracle Human Capital Management Cloud Functional Known Issues and Maintenance Packs (Document ID 1554838.1). These documents identify bug fixes and possible known issues. You will also need to review these documents based in the release update version you are currently on or will be moving to.

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

Suggested Reading for all HCM Products:

• HCM Cloud Common Features (This document pertains to all HCM applications. It is the base human resource information for all products and HCM Tools.)
• Global Human Resources Cloud (Global Human Resources contains the base application in which other application use for common data such as workforce structures and person information. Regardless of what products you have implemented you may want to see the new features for Global Human Resources that could impact your products.)

NOTE: Not all Global Human Resource features are available for Talent and Compensation products.

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

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

Additional Optional Reading:

• Common Technologies and User Experience (This documents the common features across all Cloud applications and is not specific to HCM)

NOTE: All of these documents can be found in Release Readiness oracle.com/readiness under Human Capital Management or via the Oracle Help Center at: docs.oracle.com under Cloud Applications > Human Capital Management.

GIVE US FEEDBACK

We welcome your comments and suggestions to improve the content. Please send us your feedback at oracle_fusion_applications_help_ww_grp@oracle.com. Indicate you are inquiring or providing feedback regarding the HCM Cloud What’s New for Release 13 in the body or title of the email.

Feature Summary

Talent Management

Features under this section are available to all talent applications.

Remove Inactive Review Periods

You can now hide inactive review periods in all employees and managers responsive pages, if you set the Display Inactive Review Periods (ORA_HRT_DISPLAY_INACTIVE_REVIEW_PERIODS) profile option to No. Inactive review periods will be displayed to HR users regardless of the profile option.

Also, you may have unnecessary Review Periods that are not in use that you want to clean up. Now you can delete them from the My Client Groups > Performance > Review Periods page. In this page, you can see a review period that is not in use:

Search for Review Periods You Want to Delete

Simply find the Review Period Name that you want to delete and highlight the row. You will see that the Delete button is now enabled.

Highlight the Row and Click Delete

Steps to Enable

You don't need to do anything to enable this feature.

Tips And Considerations

Note that in use review periods cannot be deleted. 

Simplified Navigation for Manager Talent Overview Pages

As a manager, you can now more easily navigate between the Talent pages for managers using a new app for Career and Performance. After you enable the app, you will see the new navigation in My Team > Career and Performance.

My Team Page

These three responsive pages: Goals and Performance Overview, Career Overview, and Evaluate Performance are now easy to access and switch between in the left navigation.

On the Goals and Performance Overview page, the Add Performance Goal button has been moved from a row-level action to a page-level action. This means that you can now assign a performance goal to multiple employees at the same time by selecting the check box for each employee and then using the dedicated Add Performance Goal button.

Note: The first employee row is expanded by default, to guide the manager that they can expand other employee rows to see more.

Goals Career and Performance in Left Navigation

Steps to Enable

The new Career and Performance app is hidden by default. Here are the steps to display it: 

1. Enable a sandbox and use the Structure tool to edit Navigation Configuration.
2. Under My Team select the Career and Performance app. 
3. Update the Show on Navigator and Show on Springboard EL Expressions to remove the "and false" condition."

Questionnaire

Survey employees with our Questionnaires.

Score Defined in Questionnaire

You can now define the score for question answers directly in each questionnaire now. For questions that are reused across multiple questionnaires, you can now define a different score for the question in each questionnaire. If you don’t change the question score in the questionnaire, the default score from the question is used.

Enable Score for a Question and Define the Score for the Response

If this question is used in a questionnaire, you can specify a different score for it.

Override the Question Score for the Question in the Questionnaire

Steps to Enable

You don't need to do anything to enable this feature.

Images in Questions and Response Choices

You now can include images in both questions and responses. You can add the image in any type of question. Additionally, you can add an image for each response choice in choice-based questions.

For example, to have an image in the question, you can have a question: What is wrong in this picture? Then you can attach an image of a room with a broken light fixture.

Another example for a question where responses include images: Which symbol represents change? In answers, you can attach an image for each answer and ask the user to choose from the answers.

Images in Question and Responses

In the questionnaire templates, you need to enable the Check box with image and Radio button with image options in Allow Response Types. Then you can add images to the question responses.

Questionnaire Template Options to Enable Images in Response Types

Steps to Enable

You don't need to do anything to enable this feature.

HCM Data Loader and HCM Spreadsheet Data Loader for Questionnaire Objects

Streamline the mass upload of Questions, Questionnaire Templates, and Questionnaires by using HCM Data Loader and HCM Spreadsheet Data Loader. Import any type of questions within the questionnaire, including the response choices in choice-based questions.

NOTE: You can import images for questions, responses, and import attachments for questionnaire information using HCM Data Loader.

You can create questionnaire objects or manage the existing ones. You can load data for Questions and Question Answer Responses by using the Question.dat file. You can create questionnaire templates and questionnaires including the sections, questions and answers that are a part of the questionnaire.

You can load the translation data of these business objects by using the translation.dat files. To use HCM Spreadsheet Data Loader, in the Data Exchange work area you must first create a spreadsheet template, then upload it using the Load Spreadsheet Data task.

Questionnaire Business Objects

Steps to Enable

You don't need to do anything to enable this feature.

Key Resources

For more information, see the Integrating with Oracle HCM Cloud guide in Oracle Help Center.

Career and Succession

Career Development

Oracle Fusion Career Development provides tools for workers and managers to manage their career interests and development plan. These tools include:

• Recommendations on roles based on workers’ qualifications
• Comparisons to target roles and required development needs for workers
• Management of roles of interest to the worker
• Comprehensive development plan for workers to establish development goals and manage development progress

Additional Content Types and Learning Support on Explore Roles Page

When you explore a role, you can view attachments and related learning items, if any. Additional content types are supported on the explore roles page. 

Attachments

When a worker or manager or HR specialist explores roles, they can view attachments, if any, for the role. They can view and download the attachments for the role. Attachments can be of Text, URL, and any file type.

Attachments for a Role When Exploring Roles

Content Types on Role Page

When exploring roles, you can now view Work Requirements, Memberships, Honors and Awards for the role. You can add goal for the content section. For example, for the Membership content item, you can add a goal for the listed membership.

New Content Sections in the Role Page

Related Learning for Role

When you explore roles, you can now view related learning items associated with the content item provided the learning items exist. For now, only Competencies, Skills, and Certifications content sections are supported.

Related Learning Items for a Competency When Exploring Roles

You can view only two related learning items by default. A Show More link is displayed if more related learning items exist. If no learning items exist for the content item, then you won't see the Related Learning section.

Steps to Enable

Related Learning and Attachments

To view Related Learning or Attachments for a role, as an administrator, you need to make them visible using HCM Experience Design Studio.

1. Enable a sandbox and then edit your pages at the Site level.
2. Open HCM Experience Design Studio.
3. Select the Transaction Design Studio tab.
4. From the Action list, select Career Development Job Profile Details.
5. Add a rule.
6. Enter the basic details.
7. In the Region list of the Page Attributes section, ensure that Job Details is selected.
8. To view Related Learning, change the Related Learning attribute value to Visible.
9. To view Attachments, change the Attachments attribute value to Visible.
10. Click Save and Close.

Transaction Design Studio > Career Development Job Profile Details > Rule > Related Learning Attribute

Tips And Considerations

• In the Related Learning section, you can only view related learning items with associated learning outcomes that match the content item and for which you have access based on your security privileges.

Key Resources

• For more information on HCM Experience Design Studio, see this document on My Oracle Support:
  • What It Is and How It Works (Doc ID 2504404.1)

• For more information on upgrading to the Enhanced Talent Profile and creating content sections for person profile and job profile, see this document on My Oracle Support:

  • Upgrading Oracle Fusion Profile Management (Doc ID 2421964.1)

• For more information on learning outcomes, see this topic in Oracle Help Center:

  • Chapter 3, Managing the Learning Catalog: Learning Outcomes topic in the Using Learning guide

Disposal of Development Goals and All Related Data from HCM Cloud

To meet the data protection requirements of individuals and organizations, you may choose to dispose the Goal details of a terminated person. You need to run the Remove Person Information process using the policy templates configured for terminated persons in the Worker category.

From Data Exchange work area, use the Remove Person Information task and submit the process after specifying the details.

Submitting the Process

Reviewing the Process Status and Process Log

You can search for an employee and verify if the goals are removed. Along with goals, details of workers the goal is shared with, goal tasks, goal measurements, goal target outcomes, and goal attachments are removed.

Steps to Enable

Configuring Policy Template

As an administrator, you can include the Goal object as a part of the person information removal policy configuration. From Data Exchange work area, use the Configure Person Information Removal Policies task and create the policy template or update an existing template to include Goal business object.

Creating and Configuring the Person Information Removal Policy Template

Adding the Business Object, Goal and Enabling the Policy Template

Goal Object Component Details

For configuring Person Information Removal Policy for the business objects associated with the terminated person, see the Disposal of Person Data (Doc ID 2597475.1) white paper in My Oracle Support.

Tips And Considerations

Goals referred in check-in and performance documents aren’t deleted by the Person Information Removal process. Either delete the performance document and check-in document manually or include these business objects in the Person Removal Policy to delete the development goals data.

Key Resources

See the Disposal of Employee Data in Oracle Fusion HCM (Doc ID 2216828.1) white paper in My Oracle Support.

Talent Review

Oracle Fusion Talent Review is an analytic product enabling your organization to review and evaluate data from the profile, performance, goals, career development, and compensation management solutions.

Talent Review Redesigned User Experience

Increase user satisfaction with the redesigned pages that now have the same look and feel on desktop and mobile devices. These redesigned pages are both responsive and easy to use on any device, with a modern look and conversational language. Clutter-free pages, with clean lines and just the essential fields, can be personalized to suit.

Spotlight Link for Talent Review Members While Preparing Review Content

Leverage the Spotlight link provided for the people you review while preparing review content to get additional information.

Ratings Section of Prepare Review Content Page

Click the Spotlight link of any member of the review population to view that person’s Spotlight page.

Person Spotlight Page

Steps to Enable

To enable the responsive Talent Review pages, you must enable the following profile option and have enabled the HCM_RESPONSIVE_PAGES_ENABLED profile option. 

NOTE: This step of enabling profile is for existing customers only. New customers starting with 19D or a later release do not need to setup these profiles, as the new responsive screens are delivered by default.

Field	Value	Description
Profile Option Code	ORA_HRR_TALENT_REVIEW_RESPONSIVE_ENABLED	Enables responsive Talent Review pages

If you have not enabled the HCM_RESPONSIVE_PAGES_ENABLED profile option, see following white paper: HCM Responsive User Experience Setup Information (Document ID 2399671.1).

To enable the profile option, navigate to the Setup and Maintenance work area:

1. Search for and click the Manage Administrator Profile Values task.
2. Search for and select the profile option.
3. Click to add a new Profile Value.
4. Select the Level as Site.
5. Enter a Y in the Profile Value field.
6. Click Save and Close.

Tips And Considerations

Exiting the Person Spotlight page doesn’t take you back to the Prepare Review Content page that you were on. You need to open the Prepare Review Content page that you were on again.

Key Resources

For more information on creating and enabling the profile options, refer to this document on My Oracle Support:

• HCM Responsive User Experience Setup Information- Profile Options and Displayed Fields (Document 2399671.1)

REST Service for Granting Manager Access

Leverage the talentReviewManagersLOV REST service while searching for managers in the Grant Access task in Talent Review.

When you try to grant access to other managers to prepare review content, you can see only managers who satisfy all these conditions:

• The managers need to be your direct or indirect report.
• At least one of the manager’s direct or indirect reports must be part of the review population of the Talent Review meeting.
• The manager must have an active assignment.

Grant Access Page Showing Managers You Can Grant Access To

Steps to Enable

NOTE: This step of enabling profile option is for existing customers only. New customers starting with 19D or a later release do not need to setup these profile options, as the new responsive screens are delivered by default.

To enable the responsive Talent Review pages, you must enable the following profile option and have enabled the HCM_RESPONSIVE_PAGES_ENABLED profile option. 

Field	Value	Description
Profile Option Code	ORA_HRR_TALENT_REVIEW_RESPONSIVE_ENABLED	Enables responsive Talent Review pages

If you have not enabled the HCM_RESPONSIVE_PAGES_ENABLED profile option, see following white paper: HCM Responsive User Experience Setup Information (Document ID 2399671.1).

To enable the profile option, navigate to the Setup and Maintenance work area:

1. Search for and click the Manage Administrator Profile Values task.
2. Search for and select the profile option.
3. Click to add a new Profile Value.
4. Select the Level as Site.
5. Enter a Y in the Profile Value field.
6. Click Save and Close.

Key Resources

For more information on creating and enabling the profile options, refer to this document on My Oracle Support:

• HCM Responsive User Experience Setup Information- Profile Options and Displayed Fields (Document 2399671.1)

Role Information

Security Privileges

This table describes the aggregate privilege that supports the use of the REST resources listed in the feature and the predefined roles that inherit this privilege.

Privilege Name and Code	Role Name
Use REST Service - Talent Review Managers List of Values ORA_HRR_REST_SERVICE_ACCESS_TALENT_REVIEW_MANAGERS_LOV	Line Manager (ORA_PER_LINE_MANAGER_ABSTRACT)  Human Resource Specialist (ORA_PER_HUMAN_RESOURCE_SPECIALIST_JOB)

If you are using custom versions of these roles or other roles that need to delegate talent review to managers, then you need to add this privilege to those roles.

For instructions on implementing new functions in existing roles, refer to this document on My Oracle Support:

• Release 13 Oracle Human Capital Management Cloud Security Upgrade Guide (Document ID 2023523.1).

Talent Review Replaced or Removed Features

From time to time, Oracle replaces existing features with new features, or removes existing features.

Replaced features may be put on a path of removal, the features below will let you know what update you will have to have moved to the newer feature. As a best practice, you should move to the newer feature as soon as possible for full support and to stay up with the latest updates that the product offers.

Any feature that is removed, will have an Update in which that feature is no longer available. Please make necessary plans to move off the feature by the Update indicated, as it will no longer be available.

Former Talent Review Dashboard To Be Retired

The former talent review dashboard will be retired in release 20B. The redesigned talent review dashboard which was released in 18B will be the default dashboard as of 20B.

Redesigned Talent Review Meeting Dashboard

In the redesigned dashboard, you can view the names and photos of the workers in the review population. The actions and display options are conveniently grouped under menus. The Holding Area and the Succession Plans and Talent Pools areas are indicated by icons. Click the corresponding icon to view any of these areas.

We recommend that you begin to use the redesigned dashboard. You can enable the redesigned dashboard by setting the HRR_NEW_DASHBOARD profile option to “Y”.

IMPORTANT: You can’t revert to the old dashboard after you enable the redesigned dashboard.

Steps to Enable

You don't need to do anything to enable this feature.

Tips And Considerations

The redesigned Talent Review meeting dashboard isn't responsive.

The former prior meetings feature has been replaced by the prior ratings feature in the redesigned dashboard. Use the new prior ratings feature to compare the current ratings of the review population with their recent ratings from previously completed meetings that are within the prior rating date range.

Succession Management

Oracle Succession Management helps to create succession plans to replace key personnel. Succession plans identify workers who are ready now, or can develop the necessary skills, for jobs and positions that aren't currently vacant, insuring, a smooth transition and help you to manage candidate development.

Succession Management Redesigned User Experience

Increase user satisfaction with the redesigned pages that now have the same look and feel on desktop and mobile devices. These redesigned pages are both responsive and easy to use on any device, with a modern look and conversational language. Clutter-free pages, with clean lines and just the essential fields, can be personalized to suit.

Spotlight Link for Succession Candidates and Talent Pool Members

Leverage the Spotlight link available for these people to get more information about them:

• Candidates of a succession plan
• Members of a talent pool

Candidates Section of a Succession Plan with Spotlight Link

Members Section of a Talent Pool with Spotlight Link

Click the Spotlight link of a candidate or talent pool member to view the Succession Planning tab of that person’s Spotlight page.

Succession Planning Tab on Person Spotlight

You can view these details on the Succession Planning tab and make informed decisions.

• Profile related information
• Succession plans created for that person
• Succession plans in which the person is a candidate
• Talent pools in which the person is a member

Steps to Enable

NOTE: This step of enabling profile option is for existing customers only. New customers starting with 19D or a later release do not need to setup these profile options, as the new responsive screens are delivered by default.

To enable the responsive succession plan page, you must enable the following profile option.

Field	Value
Profile Option Code	HRM_SUCCESSION_RESPONSIVE_ENABLED

You must also have enabled the HCM_RESPONSIVE_PAGES_ENABLED profile option. If you have not enabled the HCM_RESPONSIVE_PAGES_ENABLED profile option, see the Redesigned Cloud User Experience introductory feature section for the Steps to Enable, Tips and Considerations, and Key Resources.

To enable the profile option, navigate to the Setup and Maintenance work area:

1. Search for and click the Manage Administrator Profile Values task.
2. Search for and select the profile option.
3. Click to add a new Profile Value.
4. Select the Level as Site.
5. Enter a Y in the Profile Value field.
6. Click Save and Close.

Tips And Considerations

Exiting the Person Spotlight page doesn’t take you back to the succession plan or talent pool page that you were on. You need to again navigate to the page you were on.

Key Resources

For more information on creating and enabling the profile options, refer to this document on My Oracle Support:

• HCM Responsive User Experience Setup Information- Profile Options and Displayed Fields (Document 2399671.1)

View Number of Plans a Candidate Is On

Enhance your succession planning by viewing these candidate counts:

• The total number of plans in which the person is a candidate
• The number of plans that you can access in which the person is a candidate

By default, you can see only the count for the number of plans that you can access. The count that shows the total number of plans the person is a candidate on is hidden. Use HCM Experience Design Studio to show this count.

1. Enable a sandbox and then edit your pages at the Site level.
2. Open HCM Experience Design Studio.
3. Select Transaction Design Studio tab.
4. From the Action list, select Succession Plans.
5. Add a rule.
6. Enter the basic details.
7. Expand the Available Attributes section.
8. From the Data Source list, select Candidates.
9. Change CandidatePlansCount attribute to Visible.
10. Save and close the rule.

HCM Experience Design Studio – Edit Succession Plans Rule

Plan Count for Candidate in Succession Plan Page

NOTE: You can see these counts only if the person is an active candidate in at least one other succession plan. These counts don’t include the current succession plan.

The count for the number of plans that you can access in which the person is an active candidate is calculated based on these conditions:

• The succession plan must be an active plan.
• You need to be the owner of private succession plans.
• You need to be a named or an inferred owner of nonprivate plans.

The count for the total number of plans includes all active succession plans in which the person is an active candidate.

Steps to Enable

NOTE: This step of enabling profile option is for existing customers only. New customers starting with 19D or a later release do not need to setup these profile options, as the new responsive screens are delivered by default.

To enable the responsive succession plan page, you must enable the following profile option.

Field	Value
Profile Option Code	HRM_SUCCESSION_RESPONSIVE_ENABLED

You must also have enabled the HCM_RESPONSIVE_PAGES_ENABLED profile option. If you have not enabled the HCM_RESPONSIVE_PAGES_ENABLED profile option, see the Redesigned Cloud User Experience introductory feature section for the Steps to Enable, Tips and Considerations, and Key Resources.

To enable the profile option, navigate to the Setup and Maintenance work area:

1. Search for and click the Manage Administrator Profile Values task.
2. Search for and select the profile option.
3. Click to add a new Profile Value.
4. Select the Level as Site.
5. Enter a Y in the Profile Value field.
6. Click Save and Close.

Key Resources

For more information on creating and enabling the profile options, refer to this document on My Oracle Support:

• HCM Responsive User Experience Setup Information- Profile Options and Displayed Fields (Document 2399671.1)

For information about displayed and hidden fields, refer to this document on My Oracle Support:

• HCM Responsive User Experience Setup Information - Profile Options and Displayed Fields (Document ID 2399671.1)

For more information on using the HCM Experience Design Studio, refer to these resources:

• Chapter 25, HCM Experience Design Studio: Implementing Talent Management Base guide.
• The Transaction Design Studio -What It Is and How It Works (Document 2504404.1) on My Oracle Support

Additional Page Parameter for Succession Planning

Leverage the newly added Incumbent Person Id page parameter for incumbents. This page parameter allows you to embed an analytic to report on details about the plan incumbent. You can embed the incumbent analysis in these pages for Incumbent type succession plans:

• Create Succession Plan
• Add to Succession Plan

IMPORTANT: To add the incumbent analysis on these succession planning pages, the analysis must contain a filter set to Is Prompted on Incumbent Person Id parameter.

To add the incumbent analysis:

1. Activate a sandbox.
2. Edit the required responsive succession planning page.

NOTE: Ensure that the plan type is Incumbent.

3. Select the Structure tab.
4. Select the Plan Info section.
5. In the Source window, select the last panelGroupLayout: vertical.
6. Click the Add icon.
7. In the Add Content dialog box, navigate to the folder that contains the analysis.
8. Click Add.
9. Close the Add Content dialog box.

Incumbent Analysis Embedded on Create Succession Plan Page

To display the embedded analysis only for Incumbent type plans:

1. Click the Edit tool icon for the embedded analysis.
2. In the Component properties dialog box, select the Display Options tab.
3. For the Show Component field, add this EL expression:

#{bindings.PlanType2.attribute == 'INCUMBENT'}

4. Click OK and close the expression builder.
5. Click OK and close the Component properties dialog box.

Steps to Enable

NOTE: This step of enabling profile option is for existing customers only. New customers starting with 19D or a later release do not need to setup these profile options, as the new responsive screens are delivered by default.

To enable the responsive succession plan page, you must enable the following profile option.

Field	Value
Profile Option Code	HRM_SUCCESSION_RESPONSIVE_ENABLED

You must also have enabled the HCM_RESPONSIVE_PAGES_ENABLED profile option. If you have not enabled the HCM_RESPONSIVE_PAGES_ENABLED profile option, see the Redesigned Cloud User Experience introductory feature section for the Steps to Enable, Tips and Considerations, and Key Resources.

To enable the profile option, navigate to the Setup and Maintenance work area:

1. Search for and click the Manage Administrator Profile Values task.
2. Search for and select the profile option.
3. Click to add a new Profile Value.
4. Select the Level as Site.
5. Enter a Y in the Profile Value field.
6. Click Save and Close.

Tips And Considerations

• Ensure that the Page Composer tool is activated in the sandbox.
• The EL expression for the Incumbent Person ID filter is: #{pageFlowScope.biFilterName_SuccessionPlanDetailsIncumbentPersonID}

Key Resources

For more information on creating and enabling the profile options, refer to this document on My Oracle Support:

• HCM Responsive User Experience Setup Information- Profile Options and Displayed Fields (Document 2399671.1)

For more information on personalizing pages, refer to these resources:

• Chapter 3, Page Modification in the Oracle Applications Cloud: Configuring and Extending Applications guide
• The Developer Relations Page Composer Oracle YouTube channel

Disposal of Succession Plan Data

You can now include these succession plan data as part of the person information removal policies configuration:

• Candidate information
• Plan owner information
• Plan incumbent information

To Create the Configuration Template to Remove Candidate Information

1. Select the Worker category while creating the configuration template to remove a candidate from a succession plan.
2. Select the Components tab.
3. In the Business Objects pane, select Succession Plan.
4. In the Components pane, select Succession Plan Candidate.

Configure Person Information Removal Policies Screen – Components Tab - Succession Plan Business Object

Here’s what happens after you submit the candidate disposal process on the Remove Person Information page:

• The indicated workers are removed as candidates from all succession plans in which they were candidates.
• The candidate readiness that was entered for the indicated workers in the succession plans are removed.
• These counts are updated for the affected succession plans:
  • Plan candidate
  • Readiness
  • Interim successor

To Create the Configuration Template to Remove Plan Owner or Incumbent Information

1. Select the Worker category while creating the configuration template.
2. Select the Components tab.
3. In the Business Objects pane, select Worker.
4. In the Components pane, select Person Name.

Configure Person Information Removal Policies Screen – Components Tab - Worker Business Object

Here’s what happens after you submit the plan owner or incumbent disposal process on the Remove Person Information page:

• The indicated workers names are replaced by the masking characters in the Owners section of the succession plans that they had owned.
• The indicated workers names are replaced by the masking characters in the succession plans in which they were incumbents.
• The indicated worker names are removed from the inferred incumbents table if they were inferred incumbents of any succession plans.

Steps to Enable

You don't need to do anything to enable this feature.

Tips And Considerations

• You need to enable the configuration template to use it.
• Ensure that the process is run only on terminated workers with a termination date in the past.
• You can’t recover deleted data. So, proceed with caution.
• If the indicated worker was the only owner of any private plan, you need to add another owner for the affected plan either as a super user or by using HCM Data Loader (HDL).

Key Resources

For more information on configuring the template and submitting the person information removal processes, refer to this document on My Oracle Support:

• Disposal of Person Data (Doc ID 2597475.1)

Role Information

For more information about the roles and privileges that are required to configure person information removal policies and remove person information, refer to this document on My Oracle Support:

• Disposal of Person Data (Doc ID 2597475.1)

Profile Management

Oracle Fusion Profile Management provides a common foundation for the Oracle Fusion talent suite of products and other Oracle Fusion applications to retrieve, insert, and update talent profile information. Profile Management also supports the HR specialists, line managers, matrix managers, and employees in performing critical HR talent functions. Managing people and job profiles, career planning functions, managing, and tracking talent data can be also done through Profile Management.

Competency Behaviors Feature Added to Enhanced Talent Profile

Customers can now set up competency-behavior associations in job profiles sections. These associations and only these associations can be added to the Skills and Qualifications page for employees and employees can be rated against those behaviors.

Here are the steps:

1. Create catalogs of behaviors. You will associate one behaviors catalog with each competency section that you want to enable with behaviors. The values in each catalog will be used to associate with individual competencies in the section that the catalog is associated with. You can associate different values with different competencies. From My Client Groups > Profiles > Item Catalogs > select the Behaviors template.

Managing Item Catalogs

2. Enable behaviors for competencies sections in the Person Profile Type. This will automatically enable behaviors for model profiles configured with these competencies sections (through Job Profile Type inheritance). From My Client Groups > Profiles > Profile Types > Edit Person Profile Type. Follow these steps to enable behaviors for the selected competencies section:
   1. Select a Competencies section.
   2. Select the Behaviors check box to enable behaviors for this competencies section.
   3. Select a specific item catalog representing the catalog of behaviors to be used later for individual competencies in this competencies section. 
   4. Specify the Relationship type between the behaviors and the competencies. This type will be used to determine how to roll up Proficiency Ratings from behaviors to competencies.

Enabling Behaviors for Competencies Sections in Person Profile Type

3. Associate specific behaviors with individual competencies in model profiles. 
   1. From My Client Groups > Profiles > Model Profiles > select the Profile Type: Job. 
   2. Select a job profile to edit. 
   3. Navigate to a competencies section, and add competencies as required for the given job profile.

Configuring Specific Competencies for a Job Model Profile

4. Select a competency to edit, add behaviors from the behaviors catalog (that you associated earlier with the competencies section) as required for the given competency.

Configuring Specific Behaviors for Individual Competencies

After you set this up, the Behaviors section is shown in the Skills and Qualifications page below:

Edit Competency Page

Steps to Enable

You don't need to do anything to enable this feature.

Disposal of Notes Data

To meet the data protection requirements of individuals and organizations, you may choose to dispose the Notes data of a terminated person. You need to run the Remove Person Information process using the policy templates configured for terminated persons in the Worker category.

From Data Exchange work area, use the Remove Person Information quick action task and submit the process after specifying the details.

Submitting the Process

Reviewing the Process Status and Process Log

Steps to Enable

Configuring Policy Template

As an administrator, you can include the Common Note object as a part of the person information removal policy configuration. From Data Exchange work area, use the Configure Person Information Removal Policies task and create the policy template or update an existing template to include Common Note business object.

Creating and Configuring the Person Information Removal Policy Template

Adding the Business Object, Common Note and Enabling the Policy Template

This screenshot provides component details for Common Notes business object. 

Common Note Component Details

For configuring Person Information Removal Policy for the business objects associated with the terminated person, see the Disposal of Person Data (Document ID 2597475.1) white paper in My Oracle Support.

Key Resources

See the Disposal of Employee Data in Oracle Fusion HCM (Document ID 2216828.1) white paper in My Oracle Support.

Mandatory Upgrade to Enhanced Talent Profile in 20A

You must upgrade to Enhanced Talent Profile Management prior to the application of HCM Cloud Release 20B.

HCM Cloud Release 20A is the last release to perform this upgrade.

Enhancements made for Profile Management include changes to the user experience and to talent profile administration. The enhancements address many challenges highlighted by customers and users and will better support the expanding market requirements for managing talent profiles.

Steps to Enable

Refer to the Upgrade Guide and other documents in this article on My Oracle Support: Upgrading Oracle Fusion Profile Management (Doc ID 2421964.1).

Tips And Considerations

This could be a multi-week process. It's a good idea to get a head start to prepare for this upgrade.

Use HCM Alerts with Enhanced Talent Profiles

Enhanced Talent Profiles uses Alerts Composer to send FYI worklist and email notifications, replacing Events Notifications. You can enable these notifications:

• HR profile change notification to worker
• HR profile change notification to manager
• Manager changes profile

NOTE: The Learning and Recruiting applications use the Events framework for notifications related to the profile content sections they are subscribed to.

Steps to Enable

You don't need to do anything to enable this feature.

Key Resources

For more information about how to use Alerts Composer, see the Implementing Talent Management Base in the Oracle Help Center, Chapter 14 on Alerts Composer.

Performance

Goal Management

Oracle Goal Management enables you to transform business objectives into goals across various organization levels, providing a clear line of sight from managers to employees. Business leaders can communicate high-level initiatives which managers can translate into goals for their employees.

Goals Redesigned User Expereince

Increase user satisfaction with the redesigned pages that now have the same look and feel on desktop and mobile devices. These redesigned pages are both responsive and easy to use on any device, with a modern look and conversational language. Clutter-free pages, with clean lines and just the essential fields, can be personalized to suit.

Enhanced Goal Plan Management with Primary Goal Plan

Improve your goal plan administration by leveraging the new primary goal plan feature. As an administrator, you can use this feature to create a common goal plan for all review periods.

The primary goal plan feature is available only if you haven’t enabled the goal plan set feature. When you navigate to the Goal Plans page, you can see the Primary Plan section. When you create a primary goal plan, it’s shown in this section.

Goal Plans Page with the Primary Goal Plan Section

You can create only one primary goal plan for your organization.

By default, the primary goal plan has these characteristics:

• It’s a worker goal plan.
• HR specialists, managers, and workers can update it.
• Weights are enabled.
• The Enforce sum of goal weights to 100% value isn’t enabled.
• It has to be associated with an appropriate performance document.

Edit Primary Goal Plan

While creating or editing a primary goal plan, these rules apply:

• You can’t update these values:
  • Review Period: This shows the value All to indicate that the goal plan can be used for all review periods.
  • External Id
  • Start Date and End Date: These dates aren’t applicable as the primary goal plan is for all review periods.
• You can’t add goals to a primary goal plan.
• You can’t specify any eligibility profile for the primary goal plan.

You don’t need to assign the primary goal plan to any worker. When you make a primary goal plan active, it’s available to all users in all review periods. Workers, managers, and HR specialists can add goals to the primary goal plan.

Here’s what happens when you inactivate a primary goal plan:

• Workers and managers can’t see the primary goal plan.
• Administrators can still view the primary goal plan and edit it.
• Batch processes continue to process primary goal plans.

This table shows how different Goal Management workflows are impacted by the primary goal plan when it’s enabled.

Workflow	How It's Impacted
Add Performance Goal	As a manager, when you add a performance goal for your direct or indirect reports, you can add goals to the primary goal plan of any review period.
Assign Goals	All goals are assigned to the primary goal plan of the selected review period and worker job assignment. As a manager, you can assign the selected goals to your direct and indirect reports.  As a manager, you will receive a notification when the goals are assigned to the primary goal plan of your direct and indirect reports.
Mass Assign Goals	You can now select the primary goal plan while mass assigning goals for any review period.
Uploading Goals using HCM Data Loader (HDL)	As an administrator, to load a primary goal plan using HDL, you need to pass these values along with the Goal Plan ID: Review Period ID or review period name. Goal Plan External ID You don’t need to load the Goal Plan Assignment component of the primary goal plan.
Generating Reports using HCM Extracts	You can now select the Review Period that’s now a database item in the Goal Plan Assignments and Goal Plan tables when extracting primary plan data into a report or data file.
Talent Review Meeting Participant Adds Performance Goal	Performance goals added in a Talent Review meeting are automatically added to the primary goal plan of the selected review period.
Goals Included in Responsive Performance Documents	If the primary goal plan is associated with the document type used for the performance template and if no primary goal plan is associated with the review period of the performance document, then when the administrator creates a responsive performance document, a primary goal plan is created for that review period. Goals in the Performance template of the performance document are added to the primary goal plan. If the primary goal plan is associated with the document type used for the performance template, then when goals are copied from a performance document, they are added to the primary goal plan.

Steps to Enable

NOTE: This step of enabling profile option is for existing customers only. New customers starting with 19D or a later release do not need to setup these profile options, as the new responsive screens are delivered by default.

To view the new features in the Goals responsive pages, you must enable the following profile option and have enabled the HCM_RESPONSIVE_PAGES_ENABLED profile option. If you have not enabled the HCM_RESPONSIVE_PAGES_ENABLED profile option, please see following white paper: HCM Responsive User Experience Setup Information (Document 2399671.1).

Profile Option Code	Description
HRG_GOALS_RESPONSIVE_ENABLED	Enables Goal Management responsive pages

To enable any profile option, navigate to the Setup and Maintenance work area:

1. Search for and click the Manage Administrator Profile Values task.
2. Search for and select the profile option.
3. Click to add a new Profile Value.
4. Select the Level as Site.
5. Enter a Y in the Profile Value field.
6. Click Save and Close.

To enable a primary goal plan, you need to activate it.

1. Select My Client Groups > Goals > Goal Plans.
2. Edit the primary goal plan.
3. From the Status list, select Active.
4. Save your changes.

Key Resources

For more information on creating and enabling the profile options, refer to this document on My Oracle Support:

• HCM Responsive User Experience Setup Information- Profile Options and Displayed Fields (Document ID 2399671.1)

Ability to Edit Goal Weights Inline

Take advantage of the new ability to edit goal weights inline and manage your goals. You no longer have to use the Edit Weights option in the Actions menu to change the weights of goals in a goal plan. You now can directly edit a goal in the plan and update its weight.

Edit Weight Inline

Steps to Enable

NOTE: This step of enabling profile option is for existing customers only. New customers starting with 19D or a later release do not need to setup these profile options, as the new responsive screens are delivered by default.

To view the new features in the Goals responsive pages, you must enable the following profile options and have enabled the HCM_RESPONSIVE_PAGES_ENABLED profile option. If you have not enabled the HCM_RESPONSIVE_PAGES_ENABLED profile option, please see following white paper: HCM Responsive User Experience Setup Information (Document 2399671.1).

Profile Option Code	Description
HRG_GOALS_RESPONSIVE_ENABLED	Enables Goal Management responsive pages
ORA_HRG_ENABLE_INLINE_WEIGHT_UPDATE	Enables updating a goal’s weight inline

To enable any profile option, navigate to the Setup and Maintenance work area:

1. Search for and click the Manage Administrator Profile Values task.
2. Search for and select the profile option.
3. Click to add a new Profile Value.
4. Select the Level as Site.
5. Enter a Y in the Profile Value field.
6. Click Save and Close.

Tips And Considerations

• When you enable inline editing of weights, the Edit Weights option isn’t available in the Actions menu.
• When you cancel or delete a goal, its weight is reset to zero. If you have enforced the sum of goal weights to be 100%, then as in the earlier release you will see an error message when you submit your changes. You need to change the weights of other goals in the plan to overcome the error.
• When you enable Bypass Approvals and inline editing of weights, and have enforced the rule to ensure that the sum of all goal weights in the goal plan is 100%, if the sum of the weights isn’t 100 after you edit weights, then you will see a message that shows the current total weight. You need to edit the weights of the goals in the goal plan to ensure that the sum of goal plan weights is 100.

Key Resources

For more information on creating and enabling the profile options, refer to this document on My Oracle Support:

• HCM Responsive User Experience Setup Information- Profile Options and Displayed Fields (Document ID 2399671.1)

Disposal of Performance and Development Goals Data

You can now include performance goals data as part of the person information removal policies configuration. These child objects are automatically deleted when the parent goal is deleted:

• Attachments
• Target Outcomes
• Measurements
• Tasks
• Goal Sharing Records
• Goal Alignment Records

Select the Worker category while creating the configuration template for disposing performance goals data.

Configure Person Information Removal Policies Screen - Goal Business Object

Steps to Enable

You don't need to do anything to enable this feature.

Tips And Considerations

• You need to enable the configuration template to use it.
• Ensure that the process is run only on terminated workers with a termination date in the past.
• You can’t recover deleted data. So, proceed with caution.
• Goals referred in check-in and performance documents aren’t deleted by the data disposal process.

Key Resources

For more information on configuring the template and submitting the person information removal processes or about the roles and privileges that are required to configure person information removal policies and remove person information, refer to this document on My Oracle Support:

• Disposal of Person Data (Doc ID 2597475.1)

Performance Management

Oracle Performance Management supports features and functions for measuring and reporting worker performance.

Configure Performance Approval Rules Based on Setup and Ratings

These new attributes are available when configuring approval rules for the PerfDocApprovalTask: numeric ratings, calculated score, performance template name, performance document type, and performance process flow.

• Numeric Rating: You can now select the Overall Summary Numeric Rating as an attribute when creating an approval rule for Performance so that if the managers' rating is below a certain number it can be auto-approved and only the highest ratings will require a manual approval. The attributeNumber1 corresponds to the manager given Overall Summary Numeric Rating for an employee’s performance document. You can create a condition so that if an employee’s Overall Summary Numeric Rating is below a certain number it should be auto-approved, otherwise it will require regular approval.
• Calculated Score: You can now select the Overall Summary Calculated Score as an attribute when creating an approval rule for Performance so if the managers’ rating has a calculated score below a certain number it can be auto-approved and only the highest ratings will require a manual approval. The attributeNumber2 corresponds to the managers Overall Summary Calculated Score for an employee’s performance document.
• Performance Template: You can now select the Performance Template Name as an attribute when creating an approval rule for Performance so that all performance documents created for that performance template can use the same approval rule. The attribute10 corresponds to the Performance Template Name.
• Performance Document Type: You can now select the Performance Document Type as an attribute when creating an approval rule for Performance so that all performance templates using a specific document type can use the same approval rule. The attribute12 corresponds to the Performance Document Type.
• Performance Process Flow: You can now select the Performance Process Flow as an attribute when creating an approval rule for Performance so that all performance templates using a specific process flow can use the same approval rule. The attribute11 corresponds to the Performance Process Flow.

Steps to Enable

You don't need to do anything to enable this feature.

Print Options for Performance Document

Now when you want to print responsive performance documents, you can select from a number of new options for the format, evaluation topics, and contributors that you want to print. For example, from My Team > Performance, you can open the responsive performance document and choose Print:

Performance Document 

And then you can decide what you want to print: 

Print Options

The options available on this page depend on what you have enabled in the performance document and who has contributed feedback. For example, the Evaluation Topics that are displayed are based on the ones that are enabled for the performance document. 

The print options are available from where ever you can print in the responsive performance document: 

Action Menu Options

Steps to Enable

You don't need to do anything to enable this feature.

Disposal of Performance Document Data

You can now include performance document data as part of the person information removal policies configuration. 

To Create the Configuration Template to Remove Performance Document Data

1. Select the Worker category while creating the configuration template to remove a performance document.
2. Select the Components tab.
3. In the Business Objects pane, select Performance Document.
4. In the Components pane, select Performance Document.

Configure Person Information Removal Policies Screen - Performance Document Business Object

Here’s what happens after you submit the disposal process on the Remove Person Information page:

• Employee performance documents are removed.
• Participant feedback provided in context of the performance documents is removed.
• Competency ratings in an employees talent profiles populated from performance documents will be removed.
• Performance and development goals remain associated with the employees assignment unless also scheduled for disposal.

Steps to Enable

You don't need to do anything to enable this feature.

Tips And Considerations

• You need to enable the configuration template to use it.
• Ensure that the process is run only on terminated workers with a termination date in the past.
• You can’t recover deleted data. So proceed with caution.
• Questionnaire responses provided in the context of the performance documents will not be removed using the data disposal tool. Removal of these will be supported in a future release. Customers using questionnaires in performance documents should use the existing delete performance document functionality to delete performance documents as these do remove the questionnaire responses.

Key Resources

For more information on configuring the template and submitting the person information removal processes, refer to this document on My Oracle Support:

• Disposal of Person Data (Doc ID 2597475.1)

Role Information

For more information about the roles and privileges that are required to configure person information removal policies and remove person information, refer to this document on My Oracle Support:

• Disposal of Person Data (Doc ID 2597475.1)

Performance Redesigned User Experience

Increase user satisfaction with the redesigned pages that now have the same look and feel on desktop and mobile devices. These redesigned pages are both responsive and easy to use on any device, with a modern look and conversational language. Clutter-free pages, with clean lines and just the essential fields, can be personalized to suit.

Completing a Questionnaire in a Performance Document Simplified User Experience

Take advantage of the simplified flow as a participant providing feedback to a colleague when completing a questionnaire in the responsive performance document overview page. From Me > Career and Performance > Performance select the performance document under Participant Feedback for Others section.

Performance Page

In the Evaluation Topics section, click Evaluate. There is a reminder message at the top to evaluate each section and submit when feedback is complete:

Participant Feedback

The Questionnaire page opens, already in Edit mode. Click Save and Close when you are done:

Questionnaire Page

Steps to Enable

In order to enable responsive pages, you must enable the following profile option and have enabled the HCM_RESPONSIVE_PAGES_ENABLED profile option. If you have not enabled the HCM_RESPONSIVE_PAGES_ENABLED profile option, please see following white paper: HCM Responsive User Experience Setup Information (Document ID 2399671.1).

NOTE: This step of enabling profile is for existing customers only. New customers starting with 19D or a later release do not need to setup these profiles, as the new responsive screens are delivered by default.

Field	Value
Profile Option Code	HRA_PERFORMANCE_DOCUMENT_RESPONSIVE_ENABLED

To enable the profile option, navigate to the Setup and Maintenance work area:

1. Search for and click the Manage Administrator Profile Values task.
2. Search for and select the profile option.
3. Click to add a new Profile Value.
4. Select the Level as Site.
5. Enter a Y in the Profile Value field.
6. Click Save and Close.

Recruiting

Recruiting

Oracle Recruiting Cloud provides tools for hiring managers and recruiters to source and nurture candidates, create and manage job requisitions, screen and select candidates, create and manage job offers, and onboard new employees into the organization. It also provides career sites for employees and external candidates to search, discover and apply to jobs using a frictionless application process.

Enhanced Candidate Search

You can use these additional search criteria to search candidates:

• Endorsed
• Prospect
• Referred
• Willing to Relocate
• Willing to Travel
• Source
• Source Medium
• Language
• License
• Pool
• Job
• Job Title
• Field of Study

Steps to Enable

You don't need to do anything to enable this feature.

Tips And Considerations

• Endorsed, Prospect, Referred, Willing to Relocate and Willing to Travel are categorized as Basic Info under the search facets. 
• Job Title and Field of Study are available from keyword search and not as facets. 

LinkedIn Recruiter System Connect Integration

Integrate with Recruiter System Connect (RSC) for sharing transactional recruiting data between Oracle Recruiting Cloud and LinkedIn Recruiter. 

In LinkedIn Recruiter, recruiters can:

• See if LinkedIn members have a candidate profile in Oracle Recruiting Cloud.
• See if LinkedIn members have already applied to jobs. 
• View job applications of those members and their progression within the selection process.
• Use the Send InMail feature to interact with prospects. These emails also appear in Oracle Recruiting Cloud.
• Use the Notes feature to enter comments. These notes also appear in Oracle Recruiting Cloud.
• View interview status and dates, recommendations, and reason for rejection using the In-ATS indicator.
• Export LinkedIn member profiles to Oracle Recruiting Cloud and attach them to specific requisitions as prospect.

In Oracle Recruiting Cloud, recruiters can:

• View the LinkedIn profile of candidates.
• Create candidates using basic profile data from InMails.
• Access InMails and Notes sent to candidates from LinkedIn Recruiter. 

Steps to Enable

To integrate with Recruiter System Connect (RSC), follow these steps.

1. In the Setup and Maintenance work area, go to the following:

• Offering: Recruiting and Candidate Experience
• Functional Area: Recruiting and Candidate Experience Management
• Task: Recruiting Category Provisioning and Configuration

2. On the Partner Integration Provisioning page, click the Edit icon next to Profile Import Partners.
3. On the Profile Import Partners page, go to the Social Media section and review the details in the LinkedIn section.

LinkedIn Section Under Social Media

4. If a customer application wasn't created, select the Create LinkedIn Customer Application option. Enter the application name, whitelisted URLs, and other necessary configuration.
5. If the LinkedIn RSC is not activated, click Request Integration to get a dialog from LinkedIn. Select the appropriate contract this user is on and click Continue.

Select a Contract Window

6. Select Recruiter System Connect (RSC) under the product activation and click Request to request the integration. This screen may temporarily be displayed while LinkedIn processes the request. No action is required.

Processing Message from LinkedIn

7. When the request is completed, Partner ready is displayed. Partner Ready is also displayed in the LinkedIn Recruiter System Connect section in Oracle Recruiting Cloud.
8. Go to http://www.linkedin.com and navigate to LinkedIn Recruiter > Profile Picture > Admin settings > ATS tab.
9. Locate the partner service you just created.
10. Ensure that the ATS client name on the screen aligns with the Application Name created in Oracle Recruiting Cloud.
11. Ensure that the following settings are activated. The LinkedIn Recruiter System Connect partner service in Oracle Recruiting Cloud can’t be activated without these two settings enabled.

• Contract Level access (for every seat on this contract).
• Company Level access (for every contract in your company).

12. When LinkedIn Recruiter is successfully activated, the integration status in Oracle Recruiting Cloud displays Enabled.

Enabled Integration Status

At least one LinkedIn Recruiter should be mapped to a Recruiting user to enable and start the one-time full synchronization process.

1. Go to LinkedIn Recruiter System Connect Contracts and click Map Seats.
2. Click Request Recruiter Seats to fetch all the recruiter seats.
3. Assign LinkedIn recruiter seats to Oracle Recruiting Cloud users and click Save.

Recruiter Seats Configuration

4. When users are mapped, activate the contract and accept the terms and conditions.

Activate the LinkedIn Recruiter System Connect Contract

5. Enable the LinkedIn Profile Import and LinkedIn Recruiter System Connect at the same time. LinkedIn Profile Import or LinkedIn Recruiter System Connect can’t be activated alone.
6. Save the configuration to active the integration. Schedule and start the process “Synchronize LinkedIn Recruiter System Connect”. This will start the full synchronization of data between Oracle Recruiting Cloud and LinkedIn Recruiter. Based on the volume of the data, the synchronization will take between 6 hours to a few days. When the full synchronization is complete, users can start using the integration features both in LinkedIn RSC and Oracle Recruiting Cloud.

Detailed Completion Statuses for Background Checks

You can get more info on background check statuses directly in Oracle Recruiting Cloud. These statuses are now displayed so that you can make a decision about the candidate:

• Completed - Pass
• Completed - Fail
• Completed - To Be Verified
• Declined By Candidate

Steps to Enable

You don't need to do anything to enable this feature.

Tips And Considerations

Although these statuses are available, partners may decide to use only some of them. 

Save Draft Job Applications

When external candidates apply for a job, their draft job applications can be saved automatically.

• The candidate job application is automatically saved when the candidate identifier (email address or phone number) and legal disclaimer consent are provided. The data is saved every 10 seconds. A candidate can drop off from the process and start over when ready, without losing any data.
• The candidate receives an email or SMS notification as soon as a draft job application is saved. A reminder is also sent after a defined period of time.
• The candidate can access the draft job application using the URL provided in the notification or by accessing their candidate self service.
• Draft job applications can’t be viewed by recruiters or hiring managers. They can only be accessed by the candidate.

Steps to Enable

To enable the feature:

1.  In the Setup and Maintenance work area, use the following:

• Offering: Recruiting and Candidate Experience
• Functional Area: Recruiting and Candidate Experience Management
• Task: Manage Enterprise Recruiting and Candidate Experience Information

2. Expand the Save Draft Job Applications section.
3. Select Active.

You also need to run the scheduled process Send Notifications to Draft Applications.

These two notifications are available in the Recruiting Content Library.

• Saved Draft Application Notification
• Saved Draft Application Reminder

Automatically Finish Processing Candidate Offers

After candidates accept their job offers, they can now be progressed automatically into the final HR phase of the hiring lifecycle with all their assignments and compensation lined up properly. Various types of candidates or candidates on certain requisitions can get progressed forward at various times, by configuring according to the needs of your business. Also, more information is provided to the right users and a new error state indicates when occasionally a candidate's progression into the final HR phase doesn't go smoothly the first time.

Automatic Move to HR

Each recruiting process can now be configured to move job applications forward automatically into the HR phase once they reach a specific point and when specific conditions are met. For instance, candidates could be automatically moved after the background check. This speeds up the hiring process because recruiting team users no longer need to manually execute the Move to HR action at any point after a candidate has accepted their job offer.

Once the candidate is in the HR phase, it's the responsibility of the HR specialist to continue processing the candidate until their assignment is successfully created, to start working in their new job.

New States While Moving Candidates to HR

Here’s a summary of what happens when candidates are moved to HR either manually using the Move to HR action or automatically by the new automatic progression. Three new states, including one to indicate an error has occured, along with three pre-existing states help track the movement of candidates through the final phase of every hiring flow.

HR - Pending Manual Processing: This is the state where internal candidates arrive, after being moved to HR either manually or automatically. This state was previously named To Be Processed. The HR specialist processes these internal candidates from this state through the HR flow to create the new record. Any errors that arise during this flow are displayed for the HR specialist to resolve, and are not tracked further.

HR - Pending Automated Processing: This is the state where external candidates arrive, after being moved to HR either manually or automatically. This is a new state. Candidates will not remain here for long. A pending worker will be automatically created for these candidates if possible, as soon as they arrive in this state. If you need to execute this creation more quickly, use the Process Now action. However there might be a mismatch or problem in creating the pending worker, for instance because something changed between the time the offer was extended and now. In these situations, the recruiter sees a new message if they move the candidate to HR manually. The message describes the situation which the HR specialist will have to fix. A notification can also be configured to alert the recruiter or other users that errors occurred while trying to create a pending worker for this candidate.

HR – Error During Processing: This is the state for external candidates when an error occurred in trying to create a pending worker. This is a new state. A new section named Errors appears on this candidate’s Job Offers page displaying details about any problems, visible both to the recruiter in the Hiring work area and to the HR specialist on their list of offers to manage. A banner message also appears for the HR specialist when viewing the details of this candidate’s offer. After the HR specialist has resolved any problems, they can try again to progress the candidate through the final steps to becoming a pending worker. When successful, this changes the state to HR – Processing in Progress.

HR - Processing in Progress: This is the state where all candidates go as they move successfully forward through the lifecycle. Same behavior as before. The previous name of this state was Processing.

Processed: This is the final state where all successful candidates end up after their new assignment is committed within the HR system. This means when the pending worker has been converted to a worker with an assignment, or when the internal candidate’s assignment has been created. Same behavior as before.

Withdrawn by Candidate: This is the state indicating that the candidate’s decision ended the hiring process. Same behavior as before.

Rejected by Employer: This is the state indicating that the employer’s decision ended the hiring process. Same behavior as before.

Steps to Enable

There are no steps to enable the new states within the HR phase.

When you configure a candidate selection process, you can use the new Move to HR action so that job applications are automatically moved to the HR phase once they reach a specific point in the candidate selection process and selected conditions are met. For instance, candidates could be automatically moved after the background check.

The Move to HR action is available for these phases and states:

• Offer – Accepted
• Any custom phases between the Offer phase and the HR phase

To add the Move to HR action to the Offer – Accepted state or a custom phase between the Offer phase and the HR phase:

1. In the Setup and Maintenance work area, go to the following:

• Offering: Recruiting and Candidate Experience
• Functional Area: Candidate Job Applications
• Task: Candidate Selection Process Configuration

2. On the Candidate Selection Process Configuration page, create a selection process or select an existing draft process.
3. Add the Move to HR action to the Offer – Accepted state or to a custom phase between the Offer and the HR phases.
4. Click the Offer phase.
5. For the Accepted state, add the Move to HR action.
6. On the Action: Move to HR page, select conditions.

• Click Add Predefined to select predefined conditions.
• Click Add Fast Formulas to select fast formulas used as conditions.

7. Click Save and Close.

NOTE: Currently, internal candidates are automatically progressed forward into HR as long as their selection process doesn’t include any additional phases between the Offer phase and the HR phase. This behavior will remain unchanged upon upgrade to 20A, unless you configure the new automatic progression of Move to HR to execute the move instead, for any candidates. This automatic progression for internal candidates no longer happens when a Move to HR action gets configured at any point in the selection process. 

If an error occurs when a candidate is moved into the HR phase, either manually or by the new automated action, recruiters by default receive a notification and are informed about what happened. It may make sense that you configure this notification to send it to the HR specialist who knows the most about resolving these unusual situations. The notification is available in Alerts Composer:

• IRC_Move_To_HR_Error: Error During Move to HR

Internal Job Alerts

In the Current Jobs work area, internal candidates can receive job alerts when newly posted job requisitions match their preferences for Organization, Location, and Job Family.

Subscribe to Job Alerts Option

Watch a Demo

Steps to Enable

To enable job alerts for internal candidates:

1. In the Setup and Maintenance work area, use the following:

• Offering: Recruiting and Candidate Experience
• Functional Area: Recruiting and Candidate Experience Management
• Task: Manage Enterprise Recruiting and Candidate Experience Information

2. In the Talent Community section, indicate the frequency of job alerts using the setting Send Job Alert Every x Days.

Watch a Setup Demo

An organization security profile needs to be defined in the employee and contingent worker data roles to allow recruiting organization selection.

Key Resources

Watch Internal Job Alerts Readiness Training

Conditional Questionnaire

As an administrator, when you create a job application flow of type Request Information, you can add the Questionnaire block and select a questionnaire. Now, you can mark the questionnaire as being based on a condition. What happens is that the questionnaire is presented to the candidate only if a specific answer was given by the candidate in a previous apply flow or request information flow.

Steps to Enable

Here are the main steps to enable this feature.

1. When you create a question in the Questions library, you need to assign a questionnaire to the answer of the question. That answer is referred to as the controlling answer.
2. You then select the questionnaire when you add the Questionnaire block in a Request Information flow.
3. When you configure the questionnaire, you select the new Based on Condition option.

Based on Condition Option in the Questionnaire Block

Key Resources

For details on the request information flow, refer to the chapter Job Application Flows in the Implementing Hiring guide on docs.oracle.com.

For details on questions, refer to the chapter Prescreening Questionnaires in the Implementing Hiring guide on docs.oracle.com.

Render Questions Dynamically Based on Candidate Responses

As an administrator, you can configure questions so that they are displayed dynamically to candidates based on their answers within the current application flow. The answer to a question may trigger another question.

This feature is supported for prescreening questions, disqualification questions, and questions within questionnaires.

Steps to Enable

To configure questions:

1. In the Setup and Maintenance work area, go to the following:

• Offering: Recruiting and Candidate Experience
• Functional Area: Candidate Job Applications
• Task: Question Library

2. In the Manage Questions page, select Recruiting in the Subscriber field.
3. You can create a new question or modify an existing one.
4. Select the Display the question conditionally option.
5. Select the controlling question.
6. Select a controlling response.

The controlled question is not visible to candidates at first. Based on the question logic, the controlled question renders dynamically if an appropriate controlling answer was provided.

Attach Documents to Candidates

You can attach additional documents, such as notes about off-line conversations, to candidate files, prospect records, and pool members.

The Attachments tab contains two sections: Supporting Documents and Internal Documents.

Documents you attach are only visible to the hiring team.

Attachments Tab in Prospect Record

Steps to Enable

You don't need to do anything to enable this feature.

Tips And Considerations

• When you attach documents to the Supporting Documents section, they default to the Resume category. We recommend that you don't use the Miscellaneous category on these documents. 
• When you attach documents to the Internal Documents section, they default to the Internal Document category. 

Skills Content Support

When candidates apply for a job, they can enter skills relevant to the job. Candidates can also import their skills with the profile import using a resume, Apply with LinkedIn, and Indeed.

Add Skill in Career Site

As a recruiter, you can view those skills in candidate job applications, candidate profiles, prospect records, and pool members. You can also search candidates based on specific skills using keywork search.

Steps to Enable

You need to add the Skills block in a job application flow. This will enable candidates to view the Skills section to manually enter or bring in the skills as part of profile import. 

1. In the Setup and Maintenance work area, use the following:

• Offering: Recruiting and Candidate Experience
• Functional Area: Candidate Experience
• Task: Job Application Flow Configuration

2. Select an application flow.
3. Create a new version of the flow.
4. Add the Skills block. 
5.  Click Save and Activate.

Key Resources

For details on how to add blocks in a job application flow, refer to the chapter Job Application Flows in the Implementing Hiring guide on docs.oracle.com.

Promote Similar Jobs

Make job discovery easier for your external candidates by promoting jobs similar to the ones currently viewed.

When external candidates search for jobs, similar jobs are suggested based on specific keywords. By default, the 4 highest rank jobs are displayed. Candidates can see:

•  
• job title
• job posting locations
• job posting date
• short description

If there is more than 4 similar jobs, candidate can click the See More Jobs button.

Example of Similar Jobs in a Career Site

Steps to Enable

You don't need to do anything to enable this feature.

Tips And Considerations

The similar job feature is available on the career site modern and minimal templates.

Suspend a Job Requisition

You can use the new Suspend Job Requisition action to suspend some activities associated with a job requisition and indicate that it’s currently on hold. You may want to do that when there is a hiring freeze or you want to postpone the hiring. This prevent further actions on job applications until the requisition is resumed.

 NOTE: Only users with the Update Job Requisition privilege can suspend a job requisition.

You can suspend a job requisition when it’s in the Open phase. However, you can’t suspend a job requisition when:

• The requisition is already on hold.
• The requisition is closed (Open - Canceled or Open - Filled).
• There are active job applications on the requisition which are on Offer - Draft status or later, but not in the HR phase.

When you suspend a job requisition, the following occurs:

• The requisition is moved to the Open – Suspended status.
• Current or scheduled posting on career sites are canceled. If the requisition is posted on job boards, you're asked if it should be unposted from job boards or not. 
• The option Allow Candidates to Apply When Not Posted is deselected.
• A notification is sent to the hiring team.

Here's a list of the actions you can and can't do when a requisition is suspended.

Actions You Can Do	Actions You Can't Do
Redraft the job requisition. This action is only available when there are no job applications on the requisition.	Add candidates to the requisition.
Close the job requisition.	Create an offer for a job application.
Move a job application to the Rejected by Employer or Withdrawn by Candidate state.	Move a job application to any state other than Rejected by Employer or Withdrawn by Candidate.
Collect feedback for a job application.	Schedule an interview.
Send emails to candidates.
Add interactions on job applications.
Automated actions defined in the candidate selection process for job applications are executed as usual.

You can filter the requisitions list to see only requisitions that are suspended.

When you are ready to reactivate a requisition that was put on hold, use the new Resume Job Requisition action.

NOTE: Only users with the Update Job Requisition privilege can resume a job requisition.

When you resume a job requisition, the requisition is move back to the state where it was before being suspended. However, the requisition will not be posted back on career sites. Its status will be set to Open – Unposted if it was previously posted or scheduled to be posted.

Steps to Enable

You don't need to do anything to enable this feature.

Editing Values on Non-Draft Job Requisitions

You can change the value of most fields in a job requisition when the requisition is no longer in the draft phase. To do that, you must be granted these privileges: 

• Update Job Requisition
• Update Job Requisition After Draft Phase (new)

Here’s a list of fields that you can’t modify:

• Recruiting Type
• Requisition Template
• Requisition Number
• Position
• Organization
• Primary Location
• Other Locations
• Job Family
• Job Function
• Business Unit if the requisition is based on a position or job
• Job if the requisition is based on a position or job
• Candidate Selection Process
• Screening Services
• Application Flow (when there are job applications)
• Questionnaires (when there are job applications)

Steps to Enable

Make the feature accessible by assigning or updating privileges and/or job roles. Details are provided in the Role section below.

Role Information

Privilege Name	Privilege Code	Job Role
Update Job Requisition	IRC_UPDATE_JOB_REQUISITION_PRIV	Recruiter
Update Job Requisition After Draft Phase	IRC_UPDATE_JOB_REQUISITION_AFTER_DRAFT_PHASE_PRIV	Recruiting Manager

Restricted Unconfirmed Job Applications

Unconfirmed job applications can be considered as restricted. Here’s how it works:

• If the candidate selection process used for a requisition contains restricted phases, unconfirmed job applications for this requisition are considered restricted.
• If the candidate selection process used for a requisition doesn’t contain any restricted phases, unconfirmed job applications for this requisition are considered unrestricted.

Steps to Enable

If you have configured candidate selection processes with phases being restricted, unconfirmed job applications for a requisition will now be considered restricted.

Key Resources

For details on how to configure phases as restricted in candidate selection processes, refer to the chapter Create a Candidate Selection Process in the Implementing Hiring guide on docs.oracle.com. 

Candidate Selection Process Reason for Disqualified Job Applications

A new default reason is available for job applications that are rejected due to disqualification questions.

• Code: SYSTEM_JOBAPP_DISQUALIFIED
• Name: The job application was disqualified.

When a job application is disqualified due to the answers provided to disqualification questions, it's moved to the Rejected by Employer state of the first phase of a candidate selection process as usual, but now the new disqualified reason is automatically selected.

Steps to Enable

You don't need to do anything to enable this feature.

Default Primary Location from Work Location

When you create a job requisition, you can use the work location of a job requisition as the location of a job posted on career sites. This is done by selecting both the location and work location of the requisition. To facilitate the process and to help properly align the location and work location, the following enhancements were done.

• When creating a job requisition, the primary location of the requisition is defaulted to the geography associated to the work location, if the work location is defaulted from the current user’s assignment or from a position.
  • If this geography isn’t part of the geography hierarchy used by Oracle Recruiting Cloud, the system will look at the parent geographies until a geography that is part of the geography hierarchy is found.
  • The primary location is defaulted only if there is not already a primary location selected on the requisition (selected by the user or defaulted from another source).
• Previously, when defaulting a work location from the hiring manager, the work location was defaulted even if this work location wasn't geographically aligned with the primary location or other locations already selected on the requisition. Now, if locations are already set on the requisition, the work location will only be defaulted from the hiring manager if it's geographically aligned with these locations.

Let’s look at some scenarios.

Create a job requisition from a blank requisition:

• The hiring manager is defaulted as the current user.
• The primary work location is defaulted to the current user's assignment. 
• The primary location is defaulted to the geography associated to the primary work location only if it hasn't already been provided by the user or defaulted from another source.

Create a job requisition from an existing requisition:

• The values from the source requisition are used.

Create a job requisition from a requisition template:

• The primary location is selected in the How section.
• If there is no hiring manager on the template, the hiring manager is defaulted from the current user.
  • If no work location is defaulted from the template, the primary work location is defaulted to the current user's assignment. The work location is defaulted only if it’s geographically aligned with the primary location.
• If there is a hiring manager on the template, the hiring manager is defaulted from the template.

Create a job requisition from a job:

• If no template is associated to the job or if there is no hiring manager on the template, the hiring manager is defaulted from the current user.
  • If no work location is defaulted from the template, the primary work location is defaulted to the current user's assignment.
  • If a primary location is defaulted from the template, the work location is defaulted only if it’s geographically aligned with the primary location or one of the other locations. If no primary location is defaulted from the template, the primary location is defaulted to the geography associated to the work location.
• If there is a hiring manager on the template, the hiring manager is defaulted from the template.

Create a job requisition from a position:

• If a work location is defaulted from the position and no primary location is defaulted from the template associated to the position, the primary location is defaulted to the geography associated to the work location.
• If no template is associated to the position and its job or if there is no hiring manager on the template, the hiring manager is defaulted from the current user.
  • If no work location is defaulted from the position, the primary work location is defaulted to the current user's assignment.
  • If a primary location is defaulted from the template, the work location is defaulted only if it’s geographically aligned with the primary location or one of the other locations.
  • If no primary location is defaulted from the template, the primary location is defaulted to the geography associated to the work location. 

Steps to Enable

You don't need to do anything to enable this feature.

Automated Actions Based on Request for Information Status

Actions can be executed automatically on job applications based on the status of a request for information. This allows job applications to be automatically progressed forward in the candidate selection process once candidates have provided the requested information.

Steps to Enable

You can use these new database items to create fast formula conditions based on the request for information status:

• IRC_CSP_REQUEST_INFO_APPFLOW_CODE: Application flow used for the request for information (Code).
• IRC_CSP_REQUEST_INFO_APPFLOW_VERSION_NAME: Application flow used for the request for information (Version Name).
• IRC_CSP_REQUEST_INFO_STATUS_CODE: Status of the request for information (Code).

These three statuses are available for requests for information:

• ORA_TRIGGERED Triggered: The request for information was sent and you're waiting for the candidate’s response.
• ORA_SUBMITTED Submitted: The candidate provided the requested information.
• ORA_NOT_REQUIRED Not Required: The request information action was triggered, but no additional information needs to be requested to the candidate. All the information in the request information flow was already provided by the candidate.

You can configure the candidate selection process to trigger automated actions based on the status of a previous Request Information action. Let’s say that you want to add the Request Information action and use a fast formula as a condition for when a candidate provided the requested information. Once the condition is met (the candidate provided the required information), the candidate is automatically moved to the next phase and state.

1. In the Setup and Maintenance work area, use the following:

• Offering: Recruiting and Candidate Experience
• Functional Area: Candidate Job Applications
• Task: Candidate Selection Process Configuration

2. Create a new candidate selection process or update an existing one.
3. Click on a phase.
4. Add the event Request for Information Updated.
5. For the event, add the Move action.
6. Select the phase and state where the candidate will be moved.
7. Click Continue.
8. Add the fast formula condition with the submitted status which indicates that the candidate provided the requested information.
9. Click Save and Close.

Key Resources

For details on fast formulas, refer to the Using Fast Formula guide on docs.oracle.com.

For details on conditions, refer to the chapter called Automate the Candidate Selection Process in the Implementing Hiring guide on docs.oracle.com.

HTML Templates For Candidate Notifications

As an administrator, you can create and manage HTML templates that can be used for specific career site notifications, for communications with candidates using the Send Message feature, and campaigns.

HTML templates are available in the Setup and Maintenance work area, under:

• Offering: Recruiting and Candidate Experience
• Functional Area: Recruiting and Candidate Experience Management
• Task: Manage HTML Email Templates

Steps to Enable

To create an HTML template:

1. In the Setup and Maintenance work area, use the following.

• Offering: Recruiting and Candidate Experience
• Functional Area: Recruiting and Candidate Experience Management
• Task: Manage HTML Email Templates

2. On the Manage HTML Email Templates page, click Add.
3. Enter a name for the template.
4. Select a template type:

• Campaign user email template
• Candidate notification email template

5. If you selected Campaign user email template, you need to select a campaign purpose:

• Respond to Request
• Refer Job
• Apply to Job

6. If you selected Candidate notification email template, you need to select an email type:

• Internal Template
• CE Notification Template
• AdHoc Template
• Global Template

7. Select a template.
8. Click Save. An editor opens in a new browser tab where you can create the template.

To select an HTML notification for a career site:

1. In the Setup and Maintenance work area, use the following.
   • Offering: Recruiting and Candidate Experience
   • Functional Area: Candidate Experience
   • Task: Career Sites Configuration
2. On the Career Sites Configuration page, locate your career site and click Edit.
3. Click the General tab.
4. Expand the Email Notification Template section.
5. Select a template.

Tax Credits Partner Category Reporting

We have made it easier for you to report on partner information about tax credits now that you can report on all transactions. Partner information from the tax credit category in the Setup subject area is now available to the Recruiting subject area.

Steps to Enable

You don't need to do anything to enable this feature.

Reporting on Interview Scheduling

We have made it easy for you to include the interview schedule template details defined at the job requisition level and selected by candidate in your reports.

You will find the dimensions in these subject areas:

• Recruiting Setup Details Real Time
  • Interview Schedule Template
    • Facts - Schedule Template
    • Interview Location
    • Interview Schedule Template - Basic Information
    • Interview Schedule Template - Candidate Notifications
    • Interview Schedule Template - Interview Details
• Recruiting Real Time
  • Facts - Interview Scheduled 
  • Interview Scheduling
    • Interview Location
    • Interview Participant
    • Interview Schedule - Basic Information
    • Interview Schedule - Interview Details
    • Interview Schedule - Template
    • Interview Schedule - Time Slot Details

Recruiting Setup Details Real Time

Recruiting Real Time

Steps to Enable

You don't need to do anything to enable this feature.

Configure Internal Job Application Flow Sections Using the Experience Design Studio

Use HCM Experience Design Studio to configure which sections are visible in internal job application flows based on legal employer and recruiting type.

You can configure these two sections:

• E-signature
• Supporting Documents

Steps to Enable

To configure sections in HCM Experience Design Studio:

Prerequisites

• You must activate a sandbox. (Settings and Actions Menu > Manage Sandboxes)
• You must enable page editing at the Site layer. (Settings and Actions Menu > Edit Pages)

Steps:

1. On your Home page, select My Client Groups > Quick Actions > Show More > Employment > HCM Experience Design Studio.
2. Select the Transaction Design Studio tab.
3. Select the Apply to Internal Jobs action.
4. Click Add to create a new rule to display certain sections.
5. Enter rule details such as the name and description.
6. You can select a legal employer and a recruiting type to base the visibility of the sections.
7. In the Show or Hide Regions section, indicate if the Supporting Documents and E-Signature sections are visible or not.
8. Click Active.
9. Click Save and Close.

Tax Credits and Rehire Eligibility Database Items for CSP Fast Formulas

You can use these new database items to create fast formula conditions to be used in candidate selection processes, either for automated actions or for Move conditions on states.

• Tax Credits: Allow defining a condition based on tax credit request for information such as status and results.
• Rehire Eligibility: Allow defining a condition based on the rehire eligibility of the candidate. Exposes the Rehire Eligibility value available in core HR. You may want for example to lock a job application in a given state, using move conditions, if a person is not eligible to be rehired. Or, you may want to automatically move job applications based on tax credit results or tax credit screening status.

Steps to Enable

Use the Fast Formulas task under Set Up and Maintenance to define fast formulas using these database items.

Database items for tax credits.

Database Item Name	Description
IRC_CSP_TAXCREDIT_PARTNER_NAME	Tax credit partner (Name)
IRC_CSP_TAXCREDIT_PACKAGE_CODE	Tax credit package (Code)
IRC_CSP_TAXCREDIT_PACKAGE_NAME	Tax credit package (Name)
IRC_CSP_TAXCREDIT_PACKAGE_STATUS_CODE	Status of the tax credit request (Code)
IRC_CSP_TAXCREDIT_RESULT_ELIGIBLE	Result of the tax credit request (Eligibility)
IRC_CSP_TAXCREDIT_RESULT_TOTAL_CREDITS_ESTIMATE	Result of the tax credit request (Total Credits Estimate)
IRC_CSP_TAXCREDIT_RESULT_ESTIMATE_CURRENCY_CODE	Result of the tax credit request (Currency Code of Estimate)
IRC_CSP_TAXCREDIT_RESULT_FEDERAL_ELIGIBLE	Result of the tax credit request (Federal Eligibility)
IRC_CSP_TAXCREDIT_RESULT_FEDERAL_CREDIT_ID	Result of the tax credit request (Federal Credit Identifier)
IRC_CSP_TAXCREDIT_RESULT_FEDERAL_CREDIT_ESTIMATE	Result of the tax credit request (Federal Credit Estimate)
IRC_CSP_TAXCREDIT_RESULT_STATE_ELIGIBLE	Result of the tax credit request (State Eligibility)
IRC_CSP_TAXCREDIT_RESULT_STATE_CREDIT_ID	Result of the tax credit request (State Credit Identifier)
IRC_CSP_TAXCREDIT_RESULT_STATE_CREDIT_ESTIMATE	Result of the tax credit request (State Credit Estimate)
IRC_CSP_TAXCREDIT_RESULT_COMMENTS	Result of the tax credit request (Comments)
IRC_CSP_TAXCREDIT_OTHER_CREDIT_PARTNER_NAME	Other tax credit partner (Name)
IRC_CSP_TAXCREDIT_OTHER_CREDIT_PACKAGE_CODE	Other tax credit package (Code)
IRC_CSP_TAXCREDIT_OTHER_CREDIT_PACKAGE_NAME	Other tax credit package (Name)
IRC_CSP_TAXCREDIT_OTHER_CREDIT_PACKAGE_STATUS_CODE	Status of the other tax credit request (Code)
IRC_CSP_TAXCREDIT_RESULT_OTHER_CREDIT_NAME	Result of the tax credit request (Other Credit Name)
IRC_CSP_TAXCREDIT_RESULT_OTHER_CREDIT_ID	Result of the tax credit request (Other Credit Identifier)
IRC_CSP_TAXCREDIT_RESULT_OTHER_CREDIT_ELIGIBLE	Result of the tax credit request (Other Credit Eligibility)
IRC_CSP_TAXCREDIT_RESULT_OTHER_CREDIT_ESTIMATE	Result of the tax credit request (Other Credit Estimate)
IRC_CSP_TAXCREDIT_RESULT_OTHER_CREDIT_ESTIMATE_CURRENCY_CODE	Result of the tax credit request (Currency Code of Other Credit Estimate)
IRC_CSP_TAXCREDIT_RESULT_OTHER_CREDIT_COMMENTS	Result of the other tax credit request (Comments)

Database items for rehire eligibility.

Database Item Name	Description
IRC_CSP_CANDIDATE_REHIRE_ELIGIBLE	Indicates if the candidate is eligible for rehire (Y, N, ORA_NS)
IRC_CSP_CANDIDATE_REHIRE_ELIGIBLE_REASON_CODE	Reason associated to the rehire eligibility (Code)

Notifications to Inform Partners of Candidate Merge and Deletion

When partners use a REST API call to get candidate information, they are now informed when candidates are deleted or merged. They can also receive a notification. 

Steps to Enable

You don't need to do anything to enable this feature.

National Identifier Masking

You can protect the personally identifiable information of your external candidates by applying a mask on national identifiers. The national identifier only shows the last two digits. Example: *******89.

Steps to Enable

You don't need to do anything to enable this feature.

Configure Offer Approval Rules Based on Additional Fields

As an administrator, you can configure job offer approval rules based on many fields pertaining to offers. This includes new fields for salary based on components and based on rates, and other compensation. This also includes fields related to the selected offer letter and any associated position into which the offer is hiring.

Offer approval rules now expose these additional salary-related fields:

• Compa-Ratio
• Quartile
• Quintile
• Salary Range
• Grade for the offer salary
• Grade Rate
• Grade Min and Grade Max

If you use salary with components, these fields are available:

• Component Code
• Component Amount

If you use salary with rates, these fields are available:

• Rate Name
• Amount
• Currency
• Type
• Factor
• Annual Amount

You can also configure offer approval rules based on values pertaining to the candidate such as the candidate type and person type, the rehire eligibility from the most recent terminated assignment if any, and the HR action that will be used for this assignment such as Rehire or Add Pending Worker.

The associated job can also be a source of approval rules, including the job code and job level.

You can also use the offer’s expiration date and selected Offer Letter Template for creating rules, including whether or not any new content for the offer letter has been configured in Additional Text fields 1 and 2, and whether a fully adjusted custom offer letter is being used.

Steps to Enable

You don't need to do anything to enable this feature.

SMS Support for Candidate Communication

When SMS communication is enabled, candidates can apply for jobs and review their profile in the candidate self service using a phone number or email. All communication to candidates regarding their applications, interviews, job offers can be delivered using email or SMS. The Recruiting Content Library provides SMS message templates in addition to existing email templates. 

Steps to Enable

At least one active messaging provider configuration is needed to enable an SMS communication.

NOTE: A valid SMS provider license is required before you enable the SMS communications.

1. In the Setup and Maintenance work area, use the following:

• Offering: Recruiting and Candidate Experience
• Functional Area: Recruiting and Candidate Experience Management
• Task: Recruiting Messaging Configuration

2. In the Recruiting Messaging Configuration page, click Add.
3. Enter a name and description.
4. Select a channel type and provider.
5. Based on the channel type and provider you selected, enter info under Request Details, Authentication, Headers, and Body.
6. Click Send Test Message to send a test message and make sure that the configuration is properly done.
7. Click Save and Close.
8. Activate the messaging provider.
9. Select the Enable SMS Communications option. Candidates will be able to login using a phone number.

Learning and Development

Learning Cloud

Oracle Learning Cloud enables you to make a transformational shift in learning delivery. Subject matter experts in your organization can easily publish videos and assemble tutorials to deliver on-demand and social learning. Collaboration features encourage continuous community feedback.

Updated Layout for Course, Offering, and Specialization Pages

The infotiles on the course, offering, and specialization pages have been replaced with tabs.

Infotiles Replaced with Tabs

Steps to Enable

You don't need to do anything to enable this feature.

Tips And Considerations

The functionality remains the same, however there are no numbers associated with the tabs as there were with infotiles.

Updates to Manage Community Page

Take a look at the Manage Community page to see the new Definition tab.

Definition Tab on Manage Community Page

This tab provides an overview of a community’s settings, name, and description. Click Edit Learning Community to update the details of the Community.

Additionally, there are some enhancements to community membership and administrator access:

• Admin Created Communities - Administrators who have permission to manage an admin community can now manage community membership, assignments, etc..

• Membership - You can now change a community member to a community manager.

Steps to Enable

You don't need to do anything to enable this feature.

Social Capabilities

Take advantage of new social capabilities. In previous releases, social capabilities were delivered using an integration with Oracle Social Network (OSN).

Oracle Learning Cloud has new commenting and conversation functionality. You can keep using the OSN social capabilities until you are on the Current User Experience, but once moved, the older functionality goes away.

Steps to Enable

You don't need to do anything to enable this feature.

Tips And Considerations

None of the existing social data from OSN will migrate over when you move to the responsive pages.

Use Learning Item, Course, Offering, and Specialzation Descriptive FlexFields as Search Filters

Use learning item, course, offering, and specialization Descriptive FlexFields, based on the context, as filters to search results across multiple places in Learning Cloud. This means you can now make use of learning Descriptive FlexFields to query results and use them across various specialist transactions. Descriptive FlexFields are defined on the base learning item. You can also add them as columns in results tables.

Area	Descriptive FlexField Availability
Top Level Manage Learners and Learning Assignments Top Level Manage Learners and Learning Initiatives Top Level Manage Learners and Placeholder Seats	All - Base Learning Item, Course, Offering, Specialization
Course level Manage Learners and Learning Assignments Course level Manage Learners and Learning Initiatives	Base Learning Item, Course
Offering level Manage Learners and Learning Assignments Offering level Manage Learners and Learning Initiatives	Base Learning Item, Offering
Specialization level Manage Learners and Learning Assignments Specialization-level Manage Learners and Learning Initiatives	Base Learning Item, Specialization
Specialist Add Learners and Select by Learning Assignment. For example: Top level manage learners Learning item level manage learners Create new Plan Profile using Learning Assignment Criteria Create existing Plan Profile Specialist Community Membership	All - Base Learning Item, Course, Offering, Specialization

Steps to Enable

You don't need to do anything to enable this feature.

Ability to Save and Reuse Search Criteria When Selecting Learners

See the new prompt that displays when you select users for assignments by learning assignment criteria or person criteria.

Select either Learning Assignment Criteria or Person Criteria in the Add drop-down list on the Select Learners page to select users for assignments.

Select Learners

Once you have created the appropriate criteria, a new prompt displays, asking you to indicate whether you want to save it for reuse, or use it only on the current assignment.

Save the Criteria for Reuse or Only Once

If you save the learner criteria for reuse, your saved criteria options display in the Name column and can then be used in future assignments.

Saved Criteria

Reusable criteria is available for selection for other assignments.

Select Previously Saved Criteria

Once selected, you can edit the reusable criteria.

Steps to Enable

You don't need to do anything to enable this feature.

New Text Editor for Learning Administrators

Check out the new rich text editor text box for Learning Administrators, and it appears larger in places like the course syllabus and offering description.

Larger Text Editor

Steps to Enable

You don't need to do anything to enable this feature.

Replace Existing Video and PDF Content Items

Replace existing video and PDF files for content items. When you edit the basic information for a video or PDF content item, there is a new Replace option available for selection from the More Actions drop-down list.

Replace Video and PDF Content

Steps to Enable

You don't need to do anything to enable this feature.

Tips And Considerations

• If you replace a video with one that doesn’t have the same duration, the playback may not resume at the expected location.
• When you replace a video, the new video has a status of New, and it isn't possible to view or preview the video until the video transcoding ESS job is completed.

Profile Option Changes

See the following profile options that were created in a previous releases of Learning Cloud to control the availability of certain features before they were released to a wider audience. The functionality associated with them is now available to all, however the following changes have been made:

• WLF_RBA_USE_SQL - Enables you to use an analysis object with the mass assignment functionality to assign more than 75,000 records. Refer to the July Maintenance Pack for 19B and the November Maintenance Pack for 19C for details on this enhancement. This profile option has been removed, and the functionality is enabled for everyone.

• WLF_ROLLUP_FAILED_SCORM - Used to determine how rollup completions occur for failed SCORM, AICC/HACP or assessment backed activities. Refer to the November Maintenance Pack for 19D for details on this enhancement. This profile option is now set to N by default.

Steps to Enable

You don't need to do anything to enable this feature.

Tips And Considerations

IMPORTANT: If you set WLF_ROLLUP_FAILED_SCORM to Y prior to 19D, you will need to set it back to Y after the update.

Key Resources

Refer to the Profile Options chapter of the guide called "Implementing Learning" on docs.oracle.com for information on working with learning profiles.

Reset Attempts in SCORM Content

Reset all learner attempts for SCORM content on the SCORM content Details page.

Reset Attempts

You can choose either of the following:

• Reset Ongoing Attempts Only - ongoing attempts for activities linked to the SCORM content are reset for all learners. Learners will have to start from the beginning when they return to that activity.

• Reset Ongoing and Completed Attempts - ongoing attempts for activities linked to the SCORM content are reset for all learners. All completed attempts for activities linked to the SCORM content are expired. This means that any new assignment on offerings having activities linked to the SCORM content will not autocomplete, and learners must start over from the beginning of that activity.

When you select either option, a job runs in the background, and a window displays the progress of the reset.

Progress Bar for Resets

Steps to Enable

You don't need to do anything to enable this feature.

Ability to Preview the Alert Templates in Custom Alerts

Preview custom message alert templates before messages are sent. You can can send custom alerts for one or many assignments, and then choose which template use for the alert. Click the preview icon to review the template before sending it.

Preview Custom Alert Templates

If you use token values in the message content, they will appear as actual values in the previews. This gives you a better idea of how a message reads to end users.

Steps to Enable

You don't need to do anything to enable this feature.

Update to Offering Activity Definition Has Changed Alerts

Use the new Send Alert action on the home page for ILT and Blended offering types. This action lets you manually send the Offering Activity Definition has Changed alerts to Learners and Instructors. In addition, these alerts are now sent automatically when activities are added or removed from an offering.

Send Alert Manually

The alert for instructors now includes the Alerts iCalendar attachment. The following bindings are now available:

• Primary Offering Instructor email
• Primary Offering Instructor worklist id
• Offering coordinator email
• Offering coordinator worklist id

Both alerts are sent when the following updates occur for an offering:

• Classroom change (add, update, remove) within a current activity
• Activity date or time or timezone change
• New activity added
• Existing activity removed
• Deleted activities - If an activity is removed from the offering after users have added the offering and its activities to their calendars, the ics file that is associated to the change alert becomes a delete calendar event. When users click that ics file, the previous activity calendar entry is removed from their calendars.

Steps to Enable

Enable the automatic alert option on the Alerts tab in Setup.

New Alert Options

There are two new options on this page:

• Enable alerts to instructors when instructor-led activities change - automatically sends the alerts to instructors when their instructor-led activities change.
• Enable alerts to assignees for added or removed activities - automatically sends the alerts to assigned learners automatically when activities are added or removed.

Use REST API to Replace Video Content

Use the REST API to replace video content. 

1. In REST, perform a GET on the current content item /learningContentItems to get the details of the content item and Akamai token, etc. 
2. Perform a PUT to Akamai to add new source media bits. 
3. Perform a PUT to /learningContentItems to tell FA that the video is 'new'. 
4. In Oracle Learning Cloud, run the Video Transcoding and Processing job, which should transcode the newly uploaded video and replace the old video. This is done by replacing the video, and then retranscoding it. Select Retranscode Video from More Actions.

Retranscode Video

When you select Retranscode Video, the Video Transcoding window opens. Select the video transcoding strategy, and select the checkbox to indicate that the video should be optimized for low bit rate, high resolution.

Select Video Transcoding Strategy

When you are finished, preview the video, and confirm that you can view it.

Steps to Enable

You don't need to do anything to enable this feature.

HDL – Undo Assignment from Completed to Deleted

Use HCM Data Loader (HDL) to undo assignments by moving them from completed to deleted. The tables below explain what has been changed in HDL for each learning item type: specialization, course, offering and legacy learning.

Specialization Assignment Status Update

HDL now provides the ability to update an assignment specialization status from Completed to Delete in special cases and always from Withdraw to Delete.

Moving a status from complete to delete depends on how the specialization assignment got to the completed state. A specialization assignment can only go from completed to deleted if the specialization assignment completion resulted from a bypass complete on the specialization assignment, or from a course bypass completion or delete.

Specialization Assignment Example

Course Assignment Status Update

HDL now prevents a course assignment from going from completed to deleted in specific cases when there are multiple offering assignments.

Course Assignment Example

Offering

Added support to allow an offering to go from complete to delete for voluntary and required assignment types.

NOTE: When the attribution type is Specialist, the status is displayed in a Bypass Complete Status.

Legacy Learning

Enhanced the legacy learning record object by adding validations, so users are not creating data in HDL that can't also be created via the Oracle Learning Cloud user interface. Legacy records are only included to display historical learning completion data on learner transcripts, and shouldn't be in active or recommended status.

• Legacy Learning Record Recommended Assignment Type - A legacy learning record in recommended status isn't permissible.
• Legacy Learning Record in Active Status - A legacy learning record in active status isn't permissible.
• Legacy Learning Record - Added support for legacy learning records assignment status to be updated from Complete to Delete, Withdrawn to Delete, and to fail updates made from Active to any other status.

Steps to Enable

You don't need to do anything to enable this feature.

Two New Options for Alerts

Take note in the Setup, there are two new options on the Alerts tab.

New Alert Options

• Default Organizer for Calendar Meeting Invites – enter a default email address for meeting organizers.
• When Available, Use Primary Offering Coordinator as the Organizer for Calendar Meeting Invites – indicates you want to use the email address of the primary offering coordinator, if it is indicated for the offering. If this is selected, and a primary offering coordinator is not listed for the offering, or the offering coordinator's primary email address is null, then the Organizer element for the .ics file uses the Default Organizer for Calendar Meeting Invites, if one is indicated, or <olc@example.com>.

Steps to Enable

You don't need to do anything to enable this feature.

Resource Alert for Withdrawals

Alert learners when they are withdrawn from an assignment, using the new resource alert: WLF-00011 - Recently Withdrawn Assignments. Example alert content (below) is included, and you can customize it as you choose:

Resource Alert Definition:

Code: WLF-0001

Resource Alert Name: Recently Withdrawn Assignments

Resource Alert Description: An alert to learners who have an assignment that has been withdrawn recently.

Resource Alert Filter:

exists (SELECT 'x' from dual where ${withdrawnDate} >= (select nvl(max(runs.run_end),sysdate-1) from hrc_alert_runs runs, hrc_alerts_b alerts where runs.alert_id = alerts.alert_id and alerts.alert_code = 'WLF-00011'))

Template Name: Recently Withdrawn Assignments to Learner

Worklist Recipient: ${AlertUtils.person(learnerLearningRecords.assignedToId).UserName}

Subject: You Have Been Withdrawn from an Assignment

Message Body: Hello ${assignedToDisplayName},

You have recently been withdrawn from a ${AlertUtils.getLookupMeaning('ORA_WLF_LEARNING_ITEM_TYPE', learningItemType)}: ${learningItemTitle}.<table> ${AlertUtils.loop('selectedCourseOfferings','<tr><td>Course Offering:</td><td>${learningItemTitle}</td><td>${liShortDescription}</td></tr>')}</table>

Sincerely,

L&D Department

Edit Resource Alert: Recently Withdrawn Assignments

Steps to Enable

You don't need to do anything to enable this feature.

Warning Message for Cloud Rich Media

See if your environment has been configured with Akamai. If it has not been configured you will see a new warning message on the Administrator dashboard that your environment is not configured for Oracle Learn Cloud Rich Media Platform.

Steps to Enable

You don't need to do anything to enable this feature.

Reason for Completion Code

Select the No Show option in the Reason for Completion drop-down list on the Manage Activities page for activities that are instructor-led onsite, and instructor-led online. Use this option to indicate that a learner was not present for instructor-led activities.

No Show Reason for Completion

In addition, the Lookup value ORA_IL_NO_SHOW is part of the following lookup types:

• ORA_WLF_COMPLT_RSN_ONLINE_IL
• ORA_WLF_COMPLT_RSN_ONSITE_IL

Steps to Enable

You don't need to do anything to enable this feature.

How To Videos on the Administrator Dashboard

Watch training videos that are embedded on the Administrator Dashboard. By default the first video of the playlist is shown and ready to be played. The YouTube video shows under the Search section, and also under the warning message (if displayed). You have access to the following features:

• Play/Stop video
• Watch Later
• Share

Share Icon

On the bottom right of the video, the icon for full screen is always disabled.

Full Screen Icon

On the top right of the video, you have access to a playlist with multiple videos. You can select any of these videos.

Choose Any Video

If you leave the Administrator Dashboard, and return later, the first video of the playlist is displayed.

If you click the title of the video displayed on the top left corner, the video playlist opens in a separate tab on the YouTube website. In this new tab, you have access to additional features such as full screen mode, access to the playlist in a more traditional mode, and others.

YouTube Page

Steps to Enable

You don't need to do anything to enable this feature.

Tips And Considerations

This feature changes any Page Composer configurations you’ve previously performed on the Administrator Dashboard. You need to reset and verify your configurations.

Use Defined FlexFields to Build Rules for Approval Workflows

Use the learning item Defined FlexFields, and offering start date and end dates to build rules for approvals and withdrawals. Examples include:

• Using an offering end date to auto approve a learning assignment withdrawal x number of days out.
• Auto approving learning requests based on Defined FlexFields values.
• Using Defined FlexFields to build rules for the learning approval workflows of learning item contribution, learning request and learning assignment withdrawal.
• Using the Offering Start Date and Offering End Date fields as conditions in a learning request and learning assignment withdrawal.

Use Defined FlexFields to Build Approval Work Flows

Work Flow	Availability
Learning Item Contribution	Base Learning Item
Learning Request	Base Learning Item Course Defined FlexField Offering Defined FlexField Specialization
Learning Assignment Withdrawal	Base Learning Item Course Defined FlexField Offering Defined FlexField Specialization
Learning Request	Offering Attributes: Offering Start Date Offering End Date
Learning Assignment Withdrawal	Offering Attributes: Offering Start Date Offering End Date

Steps to Enable

You don't need to do anything to enable this feature.

Learning Cloud Replaced or Removed Features

From time to time, Oracle replaces existing features with new features, or removes existing features.

Replaced features may be put on a path of removal, the features below will let you know what update you will have to have moved to the newer feature. As a best practice, you should move to the newer feature as soon as possible for full support and to stay up with the latest updates that the product offers.

Any feature that is removed, will have an Update in which that feature is no longer available. Please make necessary plans to move off the feature by the Update indicated, as it will no longer be available.

Contextual Learning Removal

Take note that Contextual Learning has been removed. Administrators can no longer add components to a page. If they remove any previously added components, they will not be able to add them back. All contextual learning components added by administrators will be completely removed in the 20B release.

Steps to Enable

You don't need to do anything to enable this feature.

HR Optimizations

Transactional Business Intelligence for Talent Management

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

Don’t want to start from scratch building a report or analytics? Check out the library of sample reports for all products on Customer Connect on the Report Sharing Center.

Learn

Offering Primary Coordinator

Report on the primary offering coordinator, including key information about the person such as name, department, phone, email contact, and manager name. A course offering can have an offering coordinator who helps manage the offering. This person may be different than the instructor.

Report on Primary Offering Coordinator

There is a new folder called Offering Coordinator under Offering Specific Information.

Steps to Enable

You don't need to do anything to enable this feature.

Offering Capacity Rules

Report on the offering capacity rules such as maximum capacity, waitlist mode, waitlist rules, and the current count of booked seats.

Offering Capacity Rules in Learning Cloud

Report on Offering Capacity Rules

Example of Report

Steps to Enable

You don't need to do anything to enable this feature.

Offering Activity Instructor, Training Supplier and Classroom

Report on instructors, classrooms, and any associated training suppliers used for each offering activity. This helps you to answer questions such as:

• What instructors are teaching which activities?

• What classroom are teaching which activities?

• What training suppliers are utilized in activities?

Steps to Enable

You don't need to do anything to enable this feature.

Course Completion Reason Code and Comments

Report on completion reasons and completion comments. If learning specialists manually mark learners as complete, they enter a completion reason code and completion comments. The following new column attributes are available in the Learning Record folder under Learning Record Details:

• Completion Type
• Completion Reason
• Completion Comment

Course Completion Reason Code in Learning Cloud

Report on Completion Codes

Steps to Enable

You don't need to do anything to enable this feature.

Performance

Workforce Performance Subject Areas Enhanced for Performance Template Dimension

We have made it easy for you to report on performance templates in the Performance Management subject areas. You can now report on performance templates using attributes that determine whether check-ins, feedback notes, and requested feedback are allowed to be part of the performance template.

The details are available in these performance related subject areas:

• Workforce Performance – Performance Document Eligibility Real Time
• Workforce Performance – Performance Document Status Real Time
• Workforce Performance – Performance Rating Real Time
• Workforce Performance – Performance Rating Distribution Real Time
• Workforce Performance – Performance Task Status Real Time

The Check-In templates dimension has been enhanced to report whether the respective check-in template can be added to the performance document. The attribute named Include in Performance Document is in these check-in related subject areas:

• Workforce Performance – Check-in Eligibility Real Time
• Workforce Performance – Performance Check-in Real Time

The Feedback Template dimension has been enhanced to report whether the respective template can be added to the performance document. The attribute is named Include in Performance Document is in the Requested Feedback subject area.

Steps to Enable

You don't need to do anything to enable this feature.

Rating Model Category Enhancement to Performance Rating Subject Area

We have made it easy for you to report on the performance ratings of workers by using the attributes related to the rating model categories. These attributes are added to the Workforce Performance - Performance Rating Real Time > Performance Rating > Rating Level:

• Category Name
• Category Description
• Lower Boundary
• Upper Boundary

Steps to Enable

You don't need to do anything to enable this feature.

Recruiting

Scoring in Job Application

We have made it easy for you to incorporate the maximum possible score at the questionnaire level and review how it applies to a job application based on the candidate’s answers.

In the Job Requisition - External Questionnaires subject area choose External Questionnaire Basic Information and Prescreening Questionnaire Maximum Score.

Steps to Enable

You don't need to do anything to enable this feature.

Job Requisition Dimension Adjustments

We have made it easy for you to use these attributes in the job requisition dimension of the recruiting subject areas:

• Internal Description ID
• Internal Description Code
• Internal Description Name
• External Description ID
• External Description Code
• External Description Name

Steps to Enable

You don't need to do anything to enable this feature.

IMPORTANT Actions and Considerations

REPLACED OR REMOVED FEATURES

From time to time, Oracle replaces existing Cloud service features with new features, or removes existing features. When a feature is replaced the older version may be removed immediately or at a future time. As a best practice, you should use the newer version of a replaced feature as soon as the newer version is available.

Product	Removed Feature	Target Removal	Replacement Feature	Replaced In	Additional Information
Learning Cloud	Contextual Learning in 20A	20A			In 20A Learning Cloud will be removing contextual learning. Administrators will no longer be able to add components on a page and if they remove the component they will no longer be able to add it back. The components added by customers will be completely removed in 20B.
Profile Management	Classic Talent Profile Management	20B	Enhanced Talent Profile Management - Feature for Reference is Redesigned User Experience and Administration	19C	You must upgrade to the Enhanced Talent Profile Management. See Upgrading Oracle Fusion Profile Management (Doc ID 2421964.1). HCM Cloud Release 20A is the last release to perform this upgrade.
Recruiting	Career Site Classic Template Phase Out	20B	Build More Complex Career Sites	19C	The Classic template will be in maintenance mode through 20A. During that time, you can continue to use the Classic template if your site is already using it, but it may not support new features. You will need to use the Modern or Minimal design template before 20B to ensure undisrupted functioning of your career site. The Minimal template released in 19C is designed as a replacement for the Classic template.
Talent Review	Former Talent Review Dashboard To Be Retired	20B	Defaulting Redesigned Dashboard	18B
Learning Cloud	Contextual Learning Removal	20B

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ORACLE CURRENTLY PLANS TO DECOMMISSION THE HCM CLASSIC SIMPLIFIED USER INTERFACE IN UPDATE 20B

The new and redesigned HCM Responsive User Experience has been available and promoted as our standard since Update 18B. If you are still using the older HCM Classic Simplified User Interface, please begin transitioning to the HCM Responsive User Experience.

For information, video links and next steps, please see Document ID 2399671.1 - HCM Responsive User Experience Setup Information

Highlights of New User Interface:

We’ve taken the employee and manager self-service pages to the next level by redesigning them to look and behave the same on desktop and mobile devices. We’ve also changed the look and feel of the pages to provide a better experience for end users.

Pages and messages look more modern and use simpler, more conversational language so that you can more easily read and understand content across all devices. The pages are clutter-free and clean and display only those fields that are required to complete the task. You can personalize the pages and add more fields that are hidden by default. For most self-service tasks, you’re asked what you want to do, and the task is broken down into a series of steps based on your choice.

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KNOWN ISSUES / MONTHLY AND STATUTORY MAINTENANCE PACK

Oracle publishes a Known Issues document for every Update to make customers are aware of potential problems they could run into and the document provides workarounds if they are available.

Oracle also publishes Maintenance Pack and Statutory Maintenance Pack documentation of bugs that are fixed in the monthly or statutory patching.

To review these documents you must have access to My Oracle Support:

Oracle Human Capital Management Cloud Functional Known Issues and Maintenance Packs (Document ID 1554838.1)