Update 22C

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	Module	Feature	Notes
28 OCT 2022	Talent Management	Configurable Business Title Switcher in Talent Manager Overview Pages	Removed feature from update 22C. Moved to 22C.
28 OCT 2022	Performance Management	Configurable Business Title Switcher in Performance Management	Updated document. Delivered new feature in update 22C.
28 OCT 2022	Succession Management	Best Successors	Updated document. Revised feature information.
30 SEP 2022	Important Actions	IMPORTANT Actions and Considerations for Talent	Updated document. Revised feature information.
30 SEP 2022	Talent Review	New Management Level Review Population Search Criteria	Updated document. Revised feature information.
26 AUG 2022	Succession Management	Best Successors	Updated document. Revised feature information.
26 AUG 2022	Career Development	Best Careers	Updated document. Revised feature information.
26 AUG 2022	Performance Management	Mass Update Model Profile Competencies in Performance Documents	Updated document. Revised feature information.
29 JUL 2022	Succession Management	Best Successors	Updated document. Revised feature information to change the name of the feature From Artificial Intelligence Based Best Successors to Best Successors.
24 JUN 2022	Performance Management	Populate Performance Documents With Person Profile Competencies	Updated document. Revised feature information.
24 JUN 2022	Performance Management	Support for Journeys in Performance Management	Updated document. Revised feature information.
24 JUN 2022	Succession Management	Succession Organization Chart	Updated document. Revised feature information.
24 JUN 2022	Talent Management	Configurable Business Title Switcher in Talent Manager Overview Pages	Updated document. Revised feature information.
24 JUN 2022	Talent Management	Support for Guided Journeys in Talent Manager Overview Pages	Updated document. Revised feature information.
03 JUN 2022			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 (22A, 22B, 22C, and 22D)   
• 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.

HAVE AN IDEA?

We’re here and we’re listening. If you have a suggestion on how to make our products better, please let us know. To enter an idea go to the Ideas Lab on Oracle Customer Connect. In this document wherever you see the light bulb icon after the feature name it means we delivered one of your ideas.

SUGGESTED READING FOR ALL HCM PRODUCTS

Human Resources What’s New – In the Global Human Resources section you will find features on the base application in which other application are built upon.

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

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 Help Center – Here you will find guides, videos and searchable help.   
• Release Readiness – New Feature Summary, What’s New, Feature Listing Spreadsheet, Spotlights and Release Training

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 in the body or title of the email.

DISCLAIMER

The information contained in this document may include statements about Oracle’s product development plans. Many factors can materially affect Oracle’s product development plans and the nature and timing of future product release updates. Accordingly, this Information is provided to you solely for information only, is not a commitment to deliver any material, code, or functionality, and should not be relied upon in making purchasing decisions. The development, release update, and timing of any features or functionality described remains at the sole discretion of Oracle.

This information may not be incorporated into any contractual agreement with Oracle or its subsidiaries or affiliates. Oracle specifically disclaims any liability with respect to this information. Refer to the Legal Notices and Terms of Use for further information.

Feature Summary

Talent Management

Talent Management

Features under this section are available to all talent applications.

Support for Guided Journeys in Talent Manager Overview Pages

Refine your business processes by including Talent Management quick actions for the Career Overview and Goals and Performance Overview manager pages in contextual journeys.

Guided journeys can provide users with guidance such as tutorials, company policies, and best practices.

Steps to Enable

To enable the Goals and Performance Overview and the Career Overview actions to support guided journeys, use Transaction Design Studio as an HR specialist.

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 Goals and Performance.
5. Add a rule.
6. In the Show or Hide Regions, select to edit the Page-level guided journey configuration, and select a journey.
7. Save and Close.
8. Repeat the process for the Career Overview action.

Tips And Considerations

Ensure that the ORA_PER_GUIDED_JOURNEYS_ENABLED profile option is enabled so that the journeys you select display at the page level.

Questionnaire

Survey employees with our Questionnaires.

Preview Questionnaires

You can now preview questionnaires directly from the Search Results section of the Questionnaire setup page. You no longer need to go into the edit mode to preview it.

You can preview draft, active, and inactive questionnaires.

Here’s how you use this feature:

1. Go to the Setup and Maintenance work area, and select these options:

• Setup: Workforce Development
• Functional Area: Questionnaires
• Task: Questionnaires

2. In the Search Results section of the Questionnaires page, select the questionnaire that you want to preview.
3. Click Preview. You can now preview and test the questionnaire the same way you that you preview when creating or editing it.

Preview Button on the Questionnaires Page

This prevents inadvertent changes to a questionnaire, especially if it’s in use.

Steps to Enable

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

Key Resources

• For further details on creating questions and questionnaires, refer to the Questionnaires topic in the Workforce Profiles chapter of the Implementing Global Human Resources guide in Oracle Help Center.

Capture Additional Comments for Responses in a Questionnaire

When users respond to a single choice, multiple choice, or a date question in a questionnaire, they can now provide comments along with their responses. You don’t need to set up a separate question for requesting comments for each of these response types. 

You can enable comments while configuring a question. Here’s how you do it:

1. Go to the Setup and Maintenance work area, and select these options: 

• Setup: Workforce Development
• Functional Area: Questionnaires
• Task: Question Library 

2. Select the subscriber, and click Create on the Questions page.
3. Select the folder, status, and privacy options as required.
4. In the Question section, type the question text.
5. You can optionally include additional instructions for the question. 
6. Select one of these question types – Single Choice, Multiple Choice, or Text. 
7. Select the required response type.
8. Select the Allow Additional Comments check box.

NOTE: For the Text question type, this check box is available only when you select the Date response type. For Single Choice and Multiple Choice question types, it’s available with all response types.

Allow Additional Comments for Specific Response Types

9. Click Save and Close.

NOTE: The Comments text box appears in the questionnaire after the user provides a response to a question.

Comments for a Multiple Choice Question

Use this feature to help respondents provide additional comments or clarifications along with their responses.

Steps to Enable

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

Tips And Considerations

When you create a new version of a question or copy a question that has additional comments enabled, this feature will be available in the new question as well. However, it’s not available for existing questions that are already published.

Please note that this feature may not be available in certain run-time and setup pages in Recruiting, Health and Safety, Wellness, and Journeys. 

Key Resources

• For further details on creating questions and questionnaires, refer to the Questionnaires topic in the Workforce Profiles chapter of the Implementing Global Human Resources guide in Oracle Help Center.

Career Development

Oracle Career Development provides tools for workers and managers to manage their career interests and development plans. These tools include recommendations on roles based on workers’ qualifications, comparisons to target roles and required development needs for workers. You can establish development goals and manage development progress, by managing the roles of interest for the worker and comprehensive development plan for workers.

You can now manage your near and long-term career development strategies using a development plan. Based on your role permissions, you can create and manage your development goals within your development plan. You can tag goals with Development Intents. Development Intents are tags that allow you to organize and track your goal towards future development.

Best Careers

Leverage the careers recommended to you on your Explore Careers page and plan your career path. These recommendations are based on artificial intelligence (AI) and machine-learning algorithms. You see the most relevant recommendations based on your talent profile ordered by the recommendation strength. Ensure that you have updated your talent profile information to view relevant recommendations.

Career Recommendations on Explore Careers Page

Select one of the recommended careers to view more details about that career. You can also search for other careers.

As managers you can view the recommended careers for your team members and accordingly assign appropriate development goals for them. By doing this, you improve your team morale and employee retention.

Recommended Roles on Team Member’s Explore Careers Page

Administrators can limit the number of recommendations that you can see on the Explore Careers page using the ORA_HRD_AI_BEST_CAREER_RECOMMENDATIONS_LIMIT profile option. The maximum value that your administrator can specify for this profile option is 50.

Plan your career path by viewing careers that you can move into. Enhance the career development of your team members by identifying the best career options for them.

Steps to Enable

Your Oracle Cloud administrator and implementation user need to activate AI apps, ingest data, and set the appropriate profile options. Refer to the Activating Oracle AI Apps for HCM Cloud (Doc ID 2826501.1) document available on My Oracle Support for instructions related to this.

Tips And Considerations

AI recommendations are based on employee talent profiles. To view appropriate recommendations, HR specialists need to ensure that job model profiles and person profiles are set up and employees are associated with a job.

Key Resources

For more information on the following please see the following guides in the Oracle Help Center:

• Setting up model profiles and person profiles in the Using Enhanced Talent Profiles guide
• Using Artificial Intelligence applications, refer to the the Using AI Apps for Talent Management guide

Development Goals in Talent Pools

Apart from library goals, you can now add free form development goal to a talent pool. When you try to add a development goal in the Development Goals section of a talent pool, you are now taken to the Add Goal page, where you can add a library goal or a free form development goal.

Add Goal Page

The source for development goals added from talent pools is HR specialist.

If you want to assign existing development goals to new talent pool members or to assign newly added development goals to existing talent pool members, click the Assign Goals to Members button in the Development Goals section of the talent pool. A process is initiated to assign the development goals. You can see the process ID in the message that’s displayed.

Assign Development Goals Message with Process ID

After the process completes, you can view the development goals in the development plan of the talent pool members.

Talent Pool’s Development Goal in Development Plan

Leverage the development goals enhancement of talent pools and enhance the career planning of the talent pool members.

Steps to Enable

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

Guided Journeys in Career Development

Support employees with their career planning and career development by providing resources and guidance such as tutorials, company policies, and best practices. When you enable guided journeys, users can see a Guide Me button with the tasks that you have enabled for the page or section.

1. Use the Guided Journey category in Checklist Templates to set up and add tasks that are relevant for the guided journey for career development.
2. Enable the guided journeys on Career Development pages using Transaction Design Studio (TDS). You can enable the guided journeys at both the page and section level.

1. Select one of these actions in TDS and add a rule:

• Career Development Home Page
• Development Goal Details - Drill-Down Mode
• Career Development Role Details

2. In the Show or Hide Regions section, configure the guided journeys for page and section level. Edit the region. Search and select the associated guided journey and the tasks to show for the region.

Show or Hide Regions Section of a Career Development Home Page Action’s Rule

3. Save your changes.

Users can see a Guide Me button when guided journey is enabled for the section or page.

Guide Me Button in Career Outlook Section of Career Development Page

Provide tools and resources so that your employees can plan, decide, and take action for their career growth.

Steps to Enable

To view guided journeys, administrators need to set the value of this profile option to Y.

Profile Option Code	Profile Option Name
ORA_PER_GUIDED_JOURNEYS_ENABLED	Enable Guided Journeys

To change the default profile option value, follow these steps:

1. Navigate to the Setup and Maintenance work area.
2. Search for and click the Manage Administrator Profile Values task.
3. Search for the ORA_PER_GUIDED_JOURNEYS_ENABLED profile option code and select the profile option in the search results. 
4. In the Profile Values area, enter Y in the Profile Value field.  
5. Click Save and Close.

Tips And Considerations

• You can configure guided journeys only from the Checklist Templates setup page.
• You can configure the rule in TDS even if the guided journey profile option is set to N.

Key Resources

• For more information on guided journeys, see:
  • Guided Journeys topic in the Implementing Global Human Resources guide.

• For more information on Transaction Design Studio (TDS), see these resources:
  • Use Transaction Design Studio to Configure Field Displays in the Implementing Global Human Resources guide
  • Transaction Design Studio -What It Is and How It Works (Document ID 2504404.1)

Profile Management

Oracle Profile Management provides a common foundation for the talent suite of products and other Oracle Cloud 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.

Maintain Talent Profile Entries Contributed by Other Applications

You can update or correct profile items written into a profile by other applications involved in talent flows.

The following rules apply when editing language content section items:

• If the edit comes from a different source than where the latest row is from, then the latest row is end-dated and a new row is added.
• If the edit comes from the same source as where the latest row is from, then the latest row is NOT end-dated, and is updated.

The following rules apply when adding language content section items:

• You can’t add a language from within the profile if it already exists and is from the same source. Instead, you must edit an already existing row.
• You can add a language that already exists but is from a different source. The current row gets end-dated and a new row is added.

Ensures ease-of-use in maintaining correct and up-to-date information on the profile.

Steps to Enable

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

Tips And Considerations

You must have edit access to edit the items in a content section.

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.

Guided Journey Options for Goal Management Pages

Support employees and managers when they create and manage performance goals for a given review period by providing guidance such as recorded tutorials and best practices. You can do this by configuring guided journey tasks for Goal Management flows. When you enable guided journeys, users can see a Guide Me button with the tasks that you have enabled for the page or section.

1. Use the Guided Journey category in Checklist Templates to set up and add tasks that are relevant for the guided journeys for Goal Management.
2. Enable guided journeys on Goal Management pages using Transaction Design Studio (TDS). You can enable the guided journeys at both the page and section level.
   1. Select the Performance Goal Details actions in TDS and add a rule.
   2. In the Show or Hide Regions section, configure the guided journeys for page and section level. Edit the region. Search and select the associated guided journey and the tasks to show for the region.

Show or Hide Regions Section of a Performance Goal Details Action’s Rule

3. Save your changes.

Users can see a Guide Me button when guided journey is enabled for the section or page.

Guide Me Buttons on Goals Page

Help employees to manage their performance goals and the goals of people who report to them by providing appropriate guidance.

Steps to Enable

To view guided journeys, administrators need to set the value of this profile option to Y.

Profile Option Code	Profile Option Name
ORA_PER_GUIDED_JOURNEYS_ENABLED	Enable Guided Journeys

To change the default profile option value, follow these steps:

1. Navigate to the Setup and Maintenance work area.
2. Search for and click the Manage Administrator Profile Values task.
3. Search for the ORA_PER_GUIDED_JOURNEYS_ENABLED profile option code and select the profile option in the search results. 
4. In the Profile Values area, enter Y in the Profile Value field.  
5. Click Save and Close.

Tips And Considerations

• You can configure guided journeys only from the Checklist Templates setup page.
• You can configure the rule in TDS even if the guided journey profile option is set to N.

Key Resources

• For more information on guided journeys, see:
  • Guided Journeys topic in the Implementing Global Human Resources guide.
• For more information on Transaction Design Studio (TDS), see these resources:
  • Use Transaction Design Studio to Configure Field Displays in the Implementing Global Human Resources guide
  • Transaction Design Studio -What It Is and How It Works (Document ID 2504404.1)

Search Specific Direct Reports for Performance Goal Assignment

Easily locate specific direct reports when assigning performance goals from your goal plan by using the search field that’s now available in the Assign To section of the Assign Goal page.

Search Field in Assign To Section of the Assign Goal Page

You need to type at least 3 characters in the search field to locate specific reports. You can view the reports whose name contains the characters entered. You can deselect the person who you don’t want to assign the goal. Or you can clear the Select All check box and then search for and select persons to assign goals.

Select the Show only selected people check box to see only the persons you selected for goal assignment.

Streamline performance goal assignment by easily locating the team members you want to assign the goals to.

Steps to Enable

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

Configurable Business Title List of Values in Goal Management

Identify the appropriate employee assignment by using the additional attributes added in the Business Title list of values (LOV) on the Goals page. You can use any of these attributes:

• Business Title
• Assignment Number
• Legal Employer
• Worker Type
• Location (shows only if the value exists in the assignment)
• HR Status (shows only if the assignment is suspended or inactive)

Business Title LOV on Goals Page

Employees with multiple assignments can view these attributes on their Goals page. Managers can view these attributes when they navigate to the Goals page or Goals spotlight page of an employee who has multiple assignments.

Enhance performance goal management by identifying the correct employee assignment for assigning goals.

Steps to Enable

To view the additional attributes in the Business Title LOV, administrators need to set the value of this profile option to Y.

Profile Option Code	Profile Option Name
ORA_PER_EMPL_ENABLE_WRK_ASG_REST_LOV	Enable Worker Assignment REST LOV

To change the default profile option value, follow these steps:

1. Navigate to the Setup and Maintenance work area.
2. Search for and click the Manage Administrator Profile Values task.
3. Search for the ORA_PER_EMPL_ENABLE_WRK_ASG_REST_LOV profile option code and select the profile option in the search results. 
4. In the Profile Values area, enter Y in the Profile Value field.  
5. Click Save and Close.

Tips And Considerations

The ORA_PER_EMPL_ENABLE_WRK_ASG_REST_LOV profile option setting applies to all HCM products and isn't specific to Goal Management.

Key Resources

• For more information about display of business title for multiple assignments, see Using Global Human Resources guide for the topic: Business Title Defaulting for Assignment in Employment Flows in the Oracle Help Center.

Performance Management

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

Send Requested Feedback Due Date Reminder

As an administrator, you can now configure feedback reminders to be sent a specific number of days before the feedback is due. You can specify this number in a new scheduled process, Send Requested Feedback Due Date Reminder, and run the job as needed.

The feedback provider doesn’t receive more than one reminder per feedback request. Reminders are sent only if the feedback response is in the draft or not started status. When an HR specialist requests the feedback to be revised, a reminder is sent to the feedback provider before the due date of the revision.

When the scheduled process isn’t run periodically or fails to run, the application checks if a reminder has been sent for any feedback request that’s due on the same date as the current date, or is approaching within the number of days specified in the scheduled process. A reminder is then sent, as needed.

To configure the scheduled process, follow these steps:

1. Go to Tools > Scheduled Processes.
2. Click Scheduled New Process.
3. Search for the Send Requested Feedback Due Date Reminder process.
4. Select the process, and click OK.
5. In the Days Before Reminder for Requested Feedback Due parameter, specify the number of days by when the reminder must be sent prior to the feedback due date. The default is 10. If you don’t specify a value, the reminder is sent 10 days before the feedback due date.

Configure the Scheduled Process

6. Click Submit.
7. Click OK to confirm.

This feature improves requested feedback participation by sending timely reminders to feedback providers.

Steps to Enable

You need to enable the alert notification template, Requested feedback reminder, in Alerts Composer to send the due date reminders: 

1. Go to Tools > Alerts Composer.
2. Search for the HRA_FEEDBACK_REQUESTED alert.
3. Click the alert name from the search results.
4. On the Templates tab, enable the Requested feedback reminder template.

Enable the Alert Template

5. Click Save and Close.

Tips And Considerations

• When you configure the scheduled process and run it, and then change the parameter value and run it again, the application won’t send a second reminder for those feedback requests for which a reminder has already been sent.
• If you delete a feedback request after a reminder is sent, the feedback provider will receive an error message when they click the Provide Feedback link on the reminder notification page. 

Key Resources

For more information, see the following chapters in Oracle Help Center:

• Scheduled Processes in the Using Common Features guide. 
• Alerts Composer in the Implementing Talent Management Base guide.

Role And Privileges

You need the PER_RUN_HR_PROCESS_PRIV privilege to configure the scheduled process.

Questionnaire Scoring in Performance Documents

You can now score questionnaires in performance documents. Seeing a score in the questionnaire gives the person you're evaluating even more information which counts towards their overall evaluation. As an HR specialist, you can configure the performance template to enable scoring for questionnaires when completed by an employee, manager, or participant. Choose from these options when configuring questionnaire scoring:

• Display the scores to the user when saving or display them after they've submitted their evaluation. You set this up in the Processing by Role section after choosing the Questionnaire section in the Performance Template page.

• Apply a section weight to the Questionnaire total score. You set this up in the Performance Template page by selecting the option to use section weights in calculation in the Overall Summary section.

• Include the total score in the calculation of the overall summary performance rating. You also set this up in the Performance Template page by selecting the option to include total score in overall summary calculation in the Questionnaire section.

If enabled for your role, as an employee, manager, or participant, you can view the scores and questionnaire section weight in a questionnaire in a performance document.

Rating questions in a performance document provides a way to define a measure for important areas for a review which aren’t distinguishable as goals or competencies.

Steps to Enable

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

Tips And Considerations

Give users the ability to view the points and scores in the Questionnaire section by enabling it in the Processing by Role region in the Performance Template page.

Populate Performance Documents With Person Profile Competencies

Populate competency sections in an employee's performance document with the competencies in their Talent person profile. An HR specialist can configure a performance template competencies section so that it populates in a performance document with the competencies from the employee's person profile. This feature gives the employee the opportunity to be evaluated on other individual competencies unrelated to their job, position, or organization.

Evaluate people based on their individual competencies not just their job, position or organization.

Steps to Enable

You must set the new ORA_HRA_PERSON_PROFILE_COMP_SECTION_ENABLED profile option to Yes.

Configure at least one Evaluator Type that's visible to both employees and managers in the Competencies Section Name in Profile Management.

Tips And Considerations

In progress performance documents are updated only. For example, the set goals and evaluation tasks (worker self-evaluation, manager evaluation, and manage participant feedback) aren't complete.

If you add or remove a competency to or from an employee's person profile, then any in progress performance documents are automatically updated. There's no need for the employee or manager to manually update the performance document. You can even exclude competencies that don't need evaluating by marking them as not ready to evaluate, rather than removing them from the performance document.

The application won't remove a competency from the performance document if it's been evaluated and has ratings or comments from a contributor (worker, manager or participant). It keeps the competency to retain the ratings and comments. If those ratings or comments are removed and the performance document is updated, then the competency will be removed from the performance document.

Mass Update Model Profile Competencies in Performance Documents

Save time by using a process to mass update competency sections in performance documents rather than manually updating each one. The Update Performance Document Model Profile Competency Sections process automatically updates the competency sections in performance documents populated using a model profile. You can run the process to add any new competencies that were added to job, position or organization profiles to performance documents that use those profiles.

Quickly update competency sections in performance documents populated using a model profile, by using a process to perform a mass update.

Steps to Enable

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

Tips And Considerations

This process takes in-progress performance documents only, and processes them. In-progress performance documents have evaluation tasks that are incomplete, these include: worker self-evaluation; manager evaluation; and manage participant feedback. The process doesn't include completed and canceled performance documents.

The process adds only new competencies to performance documents. If performance documents include competencies that aren't relevant, then you must manually remove them.

Support for Journeys in Performance Management

Refine your business processes by including Performance Management quick actions, Check-In Document and the Performance Spotlight pages in contextual journeys. Enable the contextual journey enabled option for these performance quick actions:

• Add Anytime Document
• Add Check-In Document
• Performance (employee's Performance Spotlight page)
• Performance (manager's Evaluate Performance page)

Using the new Performance Spotlight action and the Check-In Document action, you can support guided journeys by providing users with more information. As an HR specialist, you can go to HCM Experience Design Studio, select the Performance Spotlight action and see these regions:

• Page-level guided journey configuration
• Anytime Documents List
• Channel Messages Region
• Check-In Documents List
• Participant Feedback for Others
• Performance Documents List

Selecting a journey for these regions means it displays at the region or page level in Performance Spotlight. For each of the regions, you can decide if you want to hide or display their available attributes.

You can carry out the same procedure for the Check-In Document action in HCM Experience Design Studio, and see these regions:

• Page-level guided journey configuration
• Development Goal Discussion Topics
• General discussion topics
• Performance Goal Discussion Topics
• Questionnaire for worker role
• Questionnaire for manager role

By selecting a journey for these regions it displays at the region or page level in Check-In Document.

Leverage Performance Management quick actions in contextual journeys to support your specific processes such as project managing or onboarding. Guided journeys can provide users with guidance such as tutorials, company policies, and best practices.

Steps to Enable

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

Tips And Considerations

Ensure that the ORA_PER_GUIDED_JOURNEYS_ENABLED profile option is enabled so that the journeys you select display at the page level.

Here's a summary of  important updates with this new feature:

• Use the new Performance Spotlight action in HCM Experience Design Studio to configure guided journeys.
• The Performance Spotlight region is no longer available in the Performance Management action.
• If you previously configured any changes using the Performance Spotlight region in the Performance Management action, then you must enter these changes again using the new Performance Spotlight action.

Validate Performance Document Review Meeting Date

Help validate the dates for a performance document review meeting to see if a future date is intentionally selected. A warning message displays if a manager enters the performance document review meeting date in the future.

Ensure you're entering the correct date for a review meeting with a helpful warning message.

Steps to Enable

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

Configurable Business Title Switcher in Performance Management

Easily identify the required assignment in Performance Management pages using the Business Title switcher. As an HR specialist, you can configure additional assignment attributes to display in the Business Title switcher using Search Configuration in HCM Experience Design Studio. The Business Title switcher is available in these pages:

• Performance Spotlight
• Performance Eligibility (HR specialist page)

As an HR specialist, you can configure additional assignment attributes to display in the Business Title switcher using Search Configuration in HCM Experience Design Studio.

Screenshot of the Performance Spotlight page with the Business Title field displaying the configurable attributes.

Easily identify the assignment you want to work with using the Business Title field available in the Performance Management pages.

Steps to Enable

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

Tips And Considerations

To make changes to the Business Title switcher field, you use the Worker Assignment field in HCM Experience Design Studio. Go to My Client Groups > Quick Actions > HCM Experience Design Studio > Search Configuration, and choose Worker Assignment in the List of Values.

Key Resources

• Update 22C What's New documentation for the following feature in the Global Human Resources What's New: Configure Business Title Switcher in Document Records.

Talent Review

Oracle 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.

New Sort Options on Meeting Overview Page

Leverage the new meeting sort options available on the Talent Review Meetings overview page and easily locate the Talent Review meeting that you want to manage or prepare review content for. By default, the meetings are listed in the ascending order of their names.

Sort Options on Facilitator Talent Review Meetings Overview Page

Sort Options on Manager Talent Review Meetings Overview Page

Facilitators and managers can use these sort options:

• Meeting Name: Ascending and descending order
• Meeting Date: Latest to oldest or oldest to latest
• Meeting Status
• Data Submission Deadline: Latest to oldest or oldest to latest
• Business Leader: Ascending and descending order of business leader’s name

Facilitators can also sort by the meeting submission date. This can help them to locate the meetings that need to be conducted soon.

Managers can also sort by the data submission status. This can help them to locate meetings that they need to prepare review content for.

Enhance your talent review process by easily locating the meetings that you want to focus on.

Steps to Enable

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

Tips And Considerations

On both facilitator and manager overview pages, meetings without any data submission deadline are listed at the bottom after the meetings that do have a deadline in alphabetical order of their names.

New Department Filter on the Meeting Dashboard

Use the new Department filter to restrict the talent review population shown on the meeting dashboard to specific departments. Facilitators can use this filter when conducting the meeting. Managers can use this filter when they preview the meeting dashboard while preparing review content. Managers can see only the departments of their direct or indirect reports in the Department filter. If matrix management is enabled, they can also see the department of their dotted line reports.

Department Filter on the Talent Review Meeting Dashboard

When facilitators or managers select one or more departments in the filter, they can see only members of the review population who belong to the selected departments.

Enhance your talent review process by focusing on employees from specific departments.

Steps to Enable

Administrators need to enable the Department filter in the template used for the meeting when they create or edit the meeting template.

1. On the Talent Review Template page of the meeting template, go to the Data Options section.
2. In the Population Filters section, select the Department filter.
3. Save your changes.

New Management Level Review Population Search Criteria

When configuring a Talent Review meeting, you can now use the Management Level filter to further refine the search results when selecting people to include in the review population of a meeting. When you select a management level, you can see all workers whose primary active or suspended assignment is associated with the selected management level. You can use this filter in conjunction with the other filers that are available in the Population Selection section.

Management Level Filter in the Population Selection Section

Enhance the Talent Review meeting configuration by accurately identifying the workers to add to the review population.

Steps to Enable

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

Tips And Considerations

• Management Level filter is based on the Management Level attribute of a job. You can view this attribute in the Job Details section of a job. Note that this attribute is hidden by default. Administrators can use the MANAGER_LEVEL lookup type to configure the different management levels. They can use the Manage Job Lookups or Manage Common Lookups task in the Setup and Maintenance work area to configure the values of the MANAGER_LEVEL lookup type.

Search For Workers in Review Population Configuration

When configuring a Talent Review meeting, you can now search for specific workers in the existing review population. You can search for workers by their first name, last name, or both. You can see the workers who match the search term entered in the search results. You can initially see up to 25 workers, but you can load more.

Search Field in the Review Population Section of the Talent Review Meeting Configuration Page

Search Results in Review Population Section

Expand each row in the search results to view more information about the person. You can sort the search results. Select one or more workers from the search results and remove them from the review population.

Streamline your Talent Review meeting configuration by easily locating and removing workers who you no longer want to be part of the review population.

Steps to Enable

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

New Default Filters in Talent Review Overview

From this update, because of the new default filters, you can see only the most current meetings initially when you view the Talent Review Meetings overview page. You can only see meetings scheduled in the previous 3 months that haven’t started or are In progress on the overview page.

Talent Review Meetings Page of Facilitator

The meetings listed are sorted by ascending order of their names. You can see the default filters in the Meetings section. You can clear the filters to view more meetings.

Focus on Talent Review meetings that need your immediate action and enhance your talent review process.

Steps to Enable

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

Tips And Considerations

If you have a custom saved search defined, the saved search overrides the delivered default filters.

Talent Review Prepare Review Content Guided Journey Option

Support reviewers when they prepare review content by providing guidance such as tutorials, company policies, and best practices. You do this by configuring guided journey tasks. When you enable guided journeys, users can see a Guide Me button with the tasks that you have enabled for the page or section.

1. Use the Guided Journey category in Checklist Templates to set up and add tasks that are relevant for the guided journeys for Talent Review.
2. Enable guided journeys on the Prepare Review Content page using Transaction Design Studio (TDS). You can enable the guided journeys at both the page and section level.

1. Select the Prepare Review Content action in TDS and add a rule:
2. In the Show or Hide Regions section, configure the guided journeys for page and section level. Edit the region. Search and select the associated guided journey and the tasks to show for the region.

Show or Hide Regions Section of a Prepare Review Content Action’s Rule

3. Save your changes.

Users can see a Guide Me button when guided journey is enabled for the section or page.

Guide Me Buttons on Prepare Review Content Page

Help managers to correctly prepare review content for Talent Review meetings by providing appropriate guidance.

Steps to Enable

To view guided journeys, administrators need to set the value of this profile option to Y.

Profile Option Code	Profile Option Name
ORA_PER_GUIDED_JOURNEYS_ENABLED	Enable Guided Journeys

To change the default profile option value, follow these steps:

1. Navigate to the Setup and Maintenance work area.
2. Search for and click the Manage Administrator Profile Values task.
3. Search for the ORA_PER_GUIDED_JOURNEYS_ENABLED profile option code and select the profile option in the search results. 
4. In the Profile Values area, enter Y in the Profile Value field.  
5. Click Save and Close.

Tips And Considerations

• http://docs.oracle.com/pls/topic/lookup?ctx=fa-latest&id=u30227361You can configure guided journeys only from the Checklist Templates setup page.
• You can configure the rule in TDS even if the guided journey profile option is set to N.

Key Resources

• For more information on guided journeys, see the Guided Journeys topic in the Implementing Global Human Resources guide.
• For more information on Transaction Design Studio (TDS), see these resources:
  • Use Transaction Design Studio to Configure Field Displays in the Implementing Global Human Resources guide
  • Transaction Design Studio -What It Is and How It Works (Document ID 2504404.1)

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.

View Succession Plan History of Changes

From this update, you can view the history of changes made to any succession plan that you can access.

You can view the plan history in these ways:

• Select the View Plan History action for the succession plan on the Succession Overview page.
• Click the View Plan History button on the succession plan details page to view the plan history.

View Plan History Button

Plan History Page

The Plan History page is divided into 3 sections:

• Plan Info: Here you can see the changes made in the Plan Info and Alerts section of a succession plan. You can view the changes of any delivered hidden fields that have been enabled except for these incumbent-related fields that are stored in Talent Profiles:

•  Reason for Departure
•  Estimated Remaining Months
•  Risk of Loss
•  Impact of Loss

• Candidates: Here you can see the changes made in the Candidates section of a succession plan. You can only see the changes for candidates that you can access. Even if these hidden fields are enabled, you won’t see the details of any changes made to them in the plan history since their values are stored in Talent Profiles:

• Impact of Loss
• Risk of Loss
• Willing to Relocate

• Owners: Here you can see the changes made in the Owners section of a succession plan. You can only see the changes for owners that you can access.

You can initially see a few rows in each section. But if there are more changes, you can load more rows.

You can view these details about the changes made:

• The date the change was made
• The attribute that changed
• The old and new values of the attribute
• The person who made the change

The latest change always appears on the top.

You can also view the changes made to the succession plan by HCM Data Loader and HCM Spreadsheet Data Loader uploads. But you can’t see the name of the user who uploaded the changes. Instead, you can see HCM Data Loader in the Changed By column.

The changes are grouped by date. By default, you see the changes made in the last 3 months. But you can change the period and see these changes:

• All changes
• Changes in the last 6 months
• Changes in a specific date range

If you want to see the changes in a specific date range, you need to specify at least a To date or a From date.

Improve your succession planning by viewing the history of changes for each plan.

Steps to Enable

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

Tips And Considerations

• Succession plan data of the last update is considered as the baseline data for existing succession plans of previous updates.

• Your administrator can hide the View Plan History button using Transaction Design Studio.

• Even If the same attribute is changed multiple times on the same day by the same user or different users, you can see all changes. The most recent change is listed first.

• You can’t see the changes made to descriptive flexfields in the succession plan history.

• You can’t see the history of changes related to inferred incumbents.

• If the name of the incumbent, candidate, owner, or person who modified the plan changes, you can see only the most recent name on the Plan History page for all historical rows.

• You can see when newly added candidates were added, but not the attributes that were added initially. But if you make changes to any of the candidate’s attributes later, you can see the changes.

• If any plan attribute, such as job name, position name, and department changes over time, you can only see the current attribute name in all the historical rows.

• You can view when a plan was made inactive or active again.

• You can’t see job changes of plan incumbents and candidates in the plan history. But if a candidate moves to the plan role or if a candidate moves to role that’s different from the plan role, you can view this information in the plan history.

• If an incumbent, owner, or a candidate is terminated, you can’t see the termination information in plan history.

• If the terminated incumbent is removed from the succession plan, you can see this information in the plan history.

• If a plan candidate, owner, or the person who made the changes is terminated, you can no longer see their name in the plan history.

• You can continue to see the changes in information of terminated candidates and owners in the succession plan history.

• If any succession plan attribute is deleted using HCM Data Loader, the attribute is retained in the plan history records and you can see the changes in the plan history.

• If a succession plan is deleted, you can no longer view the history for the plan. But the plan’s information is retained in the history records.

Development Goals in Talent Pools Enhancements

Apart from library goals, you can now add free form development goal to a talent pool. When you try to add a development goal in the Development Goals section of a talent pool, you are now taken to the Add Goal page, where you can add a library goal or a free form development goal.

Add Goal Page

The source for development goals added from talent pools is HR specialist.

To assign existing development goals to new talent pool members or to assign newly added development goals to existing talent pool members, click the Assign Goals to Members button in the Development Goals section of the talent pool. A process is initiated to assign the development goals. You can see the process ID in the message that’s displayed.

Assign Development Goals Message with Process ID

After the process completes, you can view the development goals in the development plan of the talent pool members.

Talent Pool’s Development Goal in Development Plan

Leverage the development goals enhancement of talent pools and enhance the career planning of the talent pool members.

Steps to Enable

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

Tips And Considerations

• If a pool member has an inactive member status or has a terminated assignment, the process that runs after you click the Assign Goals to Members button won’t assign any development goals for that person.

• If you change the name or any other attribute of a development goal by editing it in the talent pool, the change is not carried over to the development plan of the pool members. The development plan of existing pool members will continue to show the original development goal. Pool members who are added after the revision will see the updated development goal in their development plan after you click the Assign Goals to Members button.

• If you change the goal name or attributes directly in a pool member's development plan, the changes won’t be updated in the development goals of the talent pools in which they’re added.

• If you delete a development goal from a talent pool, the development goal isn’t removed from the development plan of the existing pool members even if you click the Assign Goals to Members button.

• If a pool member deletes a development goal from their development plan, the development goal added to the talent pool isn’t affected.

• Even after you delete a talent pool, the development goals of the pool that were assigned to the pool members continue to be part of their development plan.

New Default Filters in Succession Plan Overview and Talent Pools Overview

From this update, because of the new default filters, you can see only active succession plans that you have access to when you view the Succession Overview page. The succession plans listed are by default sorted in the ascending order of their names.

Succession Overview Page

You can see the Status filter in the Available Plans section. You can clear this filter to view all succession plans that you have can access.

Similarly, when you view the Talent Pools overview page, you can see only the active talent pools that you have access to. The talent pools are by default sorted in the ascending order of their names.

Talent Pools Page

You can see the Status filter in the Available Talent Pools section. You can clear this filter to view all talent pools that you can access.

Focus on active succession plans and enhance your succession management process. Focus on active talent pools and enhance the career growth of your employees.

Steps to Enable

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

Tips And Considerations

If you have a custom saved search defined, the saved search overrides the delivered default filter.

Best Successors

As HR specialists and managers, you can view artificial intelligence (AI) recommended candidates to add to succession plans. The recommendations are based on artificial intelligence machine learning and web-scale data.

In the Add menu of the Candidates section, select the Recommended Candidates option to view the recommended candidates for the succession plan. The recommendations are based on the model profile for the job associated with the succession plan and are arranged in order of the recommendation strength. 

Recommended Candidates Page

Expand the candidate row to view these additional details:

• Business unit
• Department
• Grade
• Location

Click a recommended candidate’s name to view the candidate's spotlight Succession page for more information about the candidate.

Select the candidates that you want to add to the succession plan and click Add. You can see these candidates in the Candidates section of the succession plan. Note that if the selected worker is already a candidate in the succession plan, they won’t be added to the plan again.

Leverage the power of AI and enhance your succession planning by adding the most suitable candidates to your succession plans.

Steps to Enable

Your Oracle Cloud administrator and implementation user need to activate AI apps, ingest data, and set the appropriate profile options. Refer to the Activating Oracle AI Apps for HCM Cloud (Doc ID 2826501.1) document available on My Oracle Support for instructions related to this.

Tips And Considerations

• AI recommendations are based on employee talent profiles. To view appropriate recommendations, HR specialists need to ensure that job model profiles and person profiles are set up and employees are associated with a job.

• Your administrators can hide the option to add AI recommended candidates using Transaction Design Studio.

• If your administrator has enabled the option to add AI recommended candidates, then you can’t see the option to add Best-Fit candidates.

• You can see recommended candidates based on the candidate security defined for you.

• Even if a recommended candidate has multiple assignments, the person is listed only once on the Recommended Candidates page. 

• If you change the job or position or incumbent of a succession plan, any recommended candidates that are already added as candidates will remain as candidates until you manually remove them from the succession plan.

Key Resources

For more information refer to the Oracle Help Center about:

• Setting up model profiles and person profiles, refer to the Using Enhanced Talent Profiles guide
• Using Artificial Intelligence applications, refer to the Using AI Apps for Talent Management guide

Succession Organization Chart

Enhance your succession planning by viewing succession information in an organization chart format. The succession organization chart has 4 tabs:

• Directs: This tab shows the employees who directly report to the selected person and indicates who has succession plans and who doesn’t. You can see a red flag for the direct reports whose talent ratings such as impact of loss, risk of loss, or job criticality is high.
• All Reports with Plans: This tab shows both direct and indirect reports of the selected person who have succession plans.

NOTE: Click the person’s card to view the succession organization chart of the direct or indirect report.

• Succession plans: This tab shows the succession plans in which the selected person is an incumbent or indirect incumbent. For each plan, you can see the number of active candidates. The candidates are also grouped by the readiness levels. 

• Candidate in plans: This tab shows the succession plans in which the selected person is a candidate. You can see other information related to the succession plan such as the number of active candidates, when the selected person was added to the plan, the readiness category of the selected person, and the plan type.

NOTE: Click the succession plan name to view and edit the plan.

Directs Tab of the Succession Organization Chart

All Reports with Plans Tab of the Succession Organization Chart

Succession Plans Tab of the Succession Organization Chart

Candidate in Plans Tab of the Succession Organization Chart

We recommend that your administrator run the Succession Plan Incumbents process regularly to ensure that these details are the latest:

• Succession plan count that you see for each direct report on the Directs tab
• The count you see on the Succession Plans tab and the succession plans displayed for the selected person

HR Specialist Views Succession Organization Chart

HR specialists can view a succession organization chart if they have the View Succession Org Chart by HR function security privilege. They can use the View Succession Organization Chart button on the Succession Overview page to navigate to the Succession Organization Chart page.

View Succession Organization Chart Button on Succession Overview Page

Succession Organization Chart Page

On the Succession Organization Chart page, HR specialists can search for the person whose succession organization chart they want to see. Note that they can only search for people who they can access.

Search Results on Succession Organization Chart Page

HR specialists can select the person from the search results to view the person’s succession organization chart.

HR specialists can also do these actions on the succession organization chart if they have the corresponding security privilege to do so:

• Create a succession plan for the selected person.
• Add the selected person as a candidate to a succession plan that they own.

Succession Plan Actions for the Person Whose Succession Organization Chart Is Shown

Manager Views Succession Organization Chart

Managers can view a succession organization chart if they have the View Succession Org Chart by Manager function security privilege. They can use the Succession Organization Chart Quick Action available in My Team to view their succession organization chart. They can also search for a person in their hierarchy and view that person’s succession organization chart.

Managers can add their direct reports as a candidate to a succession plan that they own or create a plan for a direct report when viewing the direct report’s succession organization chart.

Succession Plan Actions for the Manager’s Direct Reports

Managers can add themselves as a candidate to a succession plan or create succession plans for themselves only if they have the privilege to do so.

Note that managers can’t do these actions when they navigate to the succession plan details page from the succession organization chart:

• Click on a candidate's name to go to their Spotlight page.
• Click Add to Pool button to add a candidate to a talent pool.
• Find best-fit candidates to add to a succession plan.

Enhance your succession planning by viewing succession information about managers and their direct reports to determine if the current succession planning is adequate or needs to be enhanced.

Steps to Enable

To enable this feature, your administrator needs to enable these profile options at Site level.

Profile Option Code	Profile Option Name	Required Value
HCM_RESPONSIVE_PAGES_ENABLED	Mobile-Responsive HCM Pages Enabled	Y
HRM_SUCCESSION_RESPONSIVE_ENABLED	Mobile-Responsive Succession Planning Page Enabled	Y
ORA_HRM_ENABLE_SUCCESSION_ORG_CHART	Succession Organization Chart Enabled	Y

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.

Run the Succession Plan Incumbents process to ensure that up-to-date information is shown on the succession organization chart. 

1. On the Scheduled Processes Overview page, click Schedule New Process.
2. In the Schedule New Process dialog box, from the Name list, select the Succession Plan Incumbents process, and click OK.
3. Optionally, in the Process Details dialog box, change the process schedule to one that's appropriate for your organization and define notifications.

NOTE: By default, the Succession Plan Incumbents process is scheduled as soon as possible.

4. In the Process Details dialog box, click Submit.

Tips And Considerations

• To see the talent ratings on the succession organization chart, your organization should have migrated to Enhanced Talent Profile.

• You can search for a person only by their name to view their succession organization chart.

• You can see only the first 50 persons who match the name you enter.

• If a person who you can access has multiple assignments, then you can see all the assignments of the person in the search results. But you can see the succession and profile information only for the assignments you can access.

• If you are a manager with multiple assignments, you can search and select another assignment of yours.

• When you select a non-primary assignment, the Create Succession Plan and Add to Succession Plan actions are hidden.

• On the Succession plans and Candidate in plans tabs, if a candidate has multiple assignments, then you can see the candidate only once in a plan. 

• On the Succession plans and Candidate in plans tabs, if you’re viewing the person's non-primary assignment, then you will see only the succession plans related to the primary assignment. 

• In the succession organization chart, you can view the name and assignment of the manager the person reports to in the topmost level of the chart only if you have the security access for it.

• You can see the Directs tab in the succession organization chart even if the person whose chart you’re viewing has no direct reports.

• Only active succession plans are shown in the succession organization chart.

• The succession plan counts and candidate counts that you see are based on the active plans and candidates that you can access.

• If your administrator has configured more than 6 readiness levels, on the Succession plans and Candidate in plans tabs, you can see only the first 6. But you can load more readiness levels.

• The display sequence of the Readiness Category lookup controls the display order of the readiness levels in the succession organization chart.

• A succession super user can view the succession organization chart of any person in the organization. They can perform the succession plan actions also.

Key Resources

• For more information on Enhanced Talent Profile, refer to the Upgrade Guide and other documents in this article on My Oracle Support: Upgrading Oracle Fusion Profile Management (Doc ID 2421964.1).

Role And Privileges

The employees who need to use this feature need to have a role that inherits the Use REST Service – Succession Org Charts REST aggregate privilege. After you add this privilege, you must regenerate the grants for the data role.

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.

Profiles

User-Defined Ratings in Profile Subject Area

Leverage the newly added folder User-Defined Talent Rating to report on the custom content types and the worker talent ratings, along with the start and end dates, source of the ratings and other attributes related to ratings like numeric rating, rating level, rating model, rating description, etc..

With this feature you can augment your reporting on talent ratings.

Steps to Enable

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

Talent Review

User-Defined Ratings in Talent Review Meeting Subject Area

Augment your reporting on manager assessed and calibrated ratings with the inclusion of user-defined ratings folders available in Workforce Talent Review - Talent Review Meeting Real Time subject area:

• Calibrated User-Defined Rating 1
• Calibrated User-Defined Rating 2
• Calibrated User-Defined Rating 3
• Calibrated User-Defined Rating 4
• Calibrated User-Defined Rating 5
• Manager Assessed User-Defined Rating 1
• Manager Assessed User-Defined Rating 2
• Manager Assessed User-Defined Rating 3
• Manager Assessed User-Defined Rating 4
• Manager Assessed User-Defined Rating 5

With this feature you can now include user-defined ratings in your talent review reports.

Steps to Enable

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

IMPORTANT Actions and Considerations for Talent

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
	Nothing at this time.

_________________________

Important Note on Transaction Design Studio Changes to Performance Management in Update 22C

Description:

If you’ve made changes to some Performance Management pages in Transaction Design Studio (TDS), they will be removed in Update 22C and you will have to add them again. The Performance Spotlight page now has a new, separate action in TDS to help support guided journeys. For more information see the 22C What's New in Talent and under Performance Management for the feature Support for Journeys in Performance Management. Use this action to create any configurations for the Performance Spotlight page.

Resolution :

You will need to use the Performance Management action in TDS to recreate any configurations for the manager Evaluate Performance page and following HR Specialist pages: Performance Documents Administration, Create Performance Documents Administration, Send Email Notification, Participant Feedback Administration, Performance Document Eligibility Administration, Performance Document Eligibility Administration – Manage Eligibility and Process Mass Actions for Performance Documents.

_________________________

KNOWN ISSUES / MAINTENANCE PACK SPREADSHEETS

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)

Controlled Availability for Talent

The following is a list of Controlled Availability features that are being offered by our Controlled Availability Program.

NOTE: These features are not generally available for all customers at this time. These are only available through the Controlled Availability Program and will require approval to become a part of the features program. To be a part of these programs you will be required to participate in testing and providing feedback. Some programs may require other participation as well.

Not to worry if you don't have to time to be a part of these early stage programs. You can uptake this feature when it is generally available for all customers. When these features are available for all customers you will see the features under their product headings as usual.

We invite you all to browse through the list of features to see if there are any features you are interested in implementing in advance of the features scheduled release. The table below will provide information on signing up for features. Please sign up soon, as these programs have limited availability and some are designed for specific types of customers.

The table below gives you a brief description of the features available and how to sign up. Some features are bigger than others, so for more information there may be a What's New describing the feature in more detail below this table.

We look forward to hearing your thoughts and ideas as you participate the Controlled Availability programs!

Product	Feature Name	Feature Description	Type of Customer Needed to Test	How to Sign Up	Controlled Availability Release	Is the Program Still Open?
Career Development	Oracle Search-Based Explore Careers	Enable your employees to explore a wide range of career opportunities within your organization using Oracle Search powered by search term suggestions.	Part of the Oracle Search Controlled Availability Program. Need to be using Responsive Career Development pages	You will need to log a Service Request (SR) in My Oracle Support to request to be part of this program.	21D	Yes