Oracle Workforce Rewards Cloud 21C What's New

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OCTOBER MAINTENANCE PACK FOR 21C

Revision History
Overview
Feature Summary
Workforce Rewards
1. Benefits

SEPTEMBER MAINTENANCE PACK FOR 21C

Revision History
Overview
Feature Summary
Workforce Rewards
Payroll
1. Payroll for the United States
  1. 1. Anytime Pay Notification to Employees

Update 21C

Revision History
Overview
Feature Summary
Workforce Rewards
Benefits
1. Benefits
Compensation and Total Compensation Statement
1. Compensation
Payroll
HR Optimizations
1. Workforce Rewards Transactional Business Intelligence
IMPORTANT Actions and Considerations

October Maintenance Pack for 21C

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	Product	Feature	Notes
24 SEP 2021			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 (21A, 21B, 21C, and 21D)
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.

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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.

____________________

Date	Product	Feature	Notes
27 AUG 2021			Created initial document.

Date	Product	Feature	Notes
24 NOV 2021	Compensation / Salary	Offered Salary Not Defaulted to 0	Updated document. Revised feature information.
24 SEP 2021	Compensation / Salary	Preserve Salary Data for Changes in When Date	Updated document. Revised feature information.
24 SEP 2021	Compensation / Compensation History	Assignment Switching Introduction in Compensation History	Updated document. Revised feature information.
27 AUG 2021	Benefits	Use the New Saving Plan Calculators	Updated document. Revised feature information.
27 AUG 2021	Compensation / Autocomplete	Autocomplete Rules for Salary Business Object in Compensation	Updated document. Revised feature information.
27 AUG 2021	Compensation / Salary	Preserve Salary Data for Changes in When Date	Updated document. Revised feature information.
27 AUG 2021	Compensation / Workforce Compensation	Use Individual Worker Display to View and Update Standard Components	Updated document. Revised feature information.
30 JUL 2021	Compensation/ Salary	Offered Salary Not Defaulted to 0	Updated document. Feature delivered in update 21C.
30 JUL 2021	Global Payroll	Enhancements to View Process Information Group	Updated document. Revised feature information.
25 JUN 2021	Compensation/ Workforce Compensation	Copy Individual Compensation Awards during Local and Global Transfer	Updated document. Revised feature information.
03 JUN 2021			Created initial document.

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

Feature Summary

Column Definitions:

Report = New or modified, Oracle-delivered, ready to run reports.

UI or Process-Based: Small Scale = These UI or process-based features are typically comprised of minor field, validation, or program changes. Therefore, the potential impact to users is minimal.

UI or Process-Based: Larger Scale* = These UI or process-based features have more complex designs. Therefore, the potential impact to users is higher.

	Ready for Use by End Users (Feature Delivered Enabled) Reports plus Small Scale UI or Process-Based new features will have minimal user impact after an update. Therefore, customer acceptance testing should focus on the Larger Scale UI or Process-Based* new features.
Feature	Report	UI or Process-Based: Small Scale	UI or Process-Based: Larger Scale*
Workforce Rewards
Benefits
Benefits
Use the New Saving Plan Calculators
Use the Enhanced Self-Service Benefits Pages
Record Personal Info on the Renamed Before You Enroll Page
Delete Next Change for Rates
Compensation and Total Compensation Statement
Compensation
Workforce Compensation
Secure Workforce Compensation Plan Setup
Configure Workforce Compensation Notifications at the Plan Level
Configure Save and Close for Worksheet Tasks
Disable Outside Defined Limits Alert
Use Individual Worker Display to View and Update Standard Components
Link User-Defined Columns to Plan Components
Configure Predefined Alerts and Prevent from Displaying in the Alerts Filter
Enable Additional Columns in the Communicate Task
View Additional Attributes for Currency Conversion in Active Plans
Individual Compensation
Copy Individual Compensation Awards during Local and Global Transfer
Individual Compensation Plan Synchronized with Projected Start Date Introduction
Salary
Preserve Salary Data for Changes in When Date
Audit of Standard Components Introduction
Performance Improvements on Salary Range Differential Profile Pages
Offered Salary Not Defaulted to 0
Autocomplete
Autocomplete Rules for Salary Business Object in Compensation
Compensation History
Assignment Switching Introduction in Compensation History
Grade Step Progression
Grade Step Progression: New Choices for Progression Increment and Option to Use Ceiling Step
New Validation of Grade Details in Grade Step Progression
Revised Grade Step Progression Child Process Names
Stock
Stock Calculation and Display
Market Data
Market Data Inclusion of Positions
Total Compensation Statement
Total Compensation Statement Period Display Name and Item Tester Enhancements
Payroll
Global Payroll
Enhancements to View Process Information Group
Generate HCM Rates for a Payroll Relationship Group
Manage Element Entries using REST API
Responsive Page for Run Results
Reference Enhancement for Voluntary Deduction Elements
Payroll for Canada
Global Uptake: Enhanced Support for Voluntary Deductions
Payroll for Kuwait
Social Insurance Customization
Social Insurance for GCC Citizens Working in Kuwait
Payroll for Qatar
Social Insurance Customization
Payroll for Saudi Arabia
Gratuity Calculation Validation
Payroll for the United Arab Emirates
Social Insurance for GCC Citizens Working in the UAE
Payroll for the United Kingdom
Employee Reference to BACS File for CMS DEO Court Order Payments
England School Workforce Census
Redesigned Page for Benefits and Pensions Calculation Card
Payroll for the United States
Global Transfer Enhancement for Reporting Information Cards
Anytime Pay REST Services
HR Optimizations
Workforce Rewards Transactional Business Intelligence
Payroll
Assignment Level Security on Payroll Subject Areas
Additional Attributes to Payroll Subject Areas
OTBI Payroll Replaced or Removed Features
Payroll Dashboards Discontinued
>>Click for IMPORTANT Actions and Considerations

Workforce Rewards

Benefits

Use the New Saving Plan Calculators

Participants can use the new health savings and flexible spending account calculators to estimate their savings and spending. These calculators are designed mainly for savings plans in the United States, such as the standard Health Savings Account (HSA) and Flexible Savings Account (FSA).

Participants can now easily enter their contributions and get a projection of how much they can save and how their contributions grow over a period of time. They can use these calculators:

HSA Calculator
Dependent Care FSA Calculator
Health Care FSA Calculator

Here's how you access the calculators from Self-Service Benefits:

Click Me - Benefits on the Home page.
Select the appropriate calculator.
Enter the values to estimate your savings and spending.

Landing Page of HSA and FSA Calculator

These calculator results are for estimation purposes only and the actual values might vary. So, we recommend that you use these as reference tools only.

HSA Calculator

You use this calculator to estimate future values, earnings, and tax savings for your health savings accounts. You can do the estimations either for yourself or for your family.

In this example, you’ll see how to estimate the value of your HSA for 10 years by providing $1,000.00 as the current balance, $1,000.00 as the annual contribution, and $200.00 as the annual medical expenses. The calculations are based on an estimated tax rate of 15% with a 25% rate of return. Once you enter these values, you can see the projections either as bar charts or line charts that tell you how your contributions can grow over the years.

HSA Projections as Bar Chart

HSA Projections as Line Chart

Dependent Care FSA Calculator

The Dependent Care FSA Calculator enables you to see how much more you can save by enrolling in a flexible spending account.

In this example, you’ll see how to estimate the tax savings and contribution for your Dependent Care FSA by providing $100,000.00 as the annual income and 15% as the estimated tax rate. The dependent care expenses include $1,000.00 for day care and $1,500.00 for day camp. This example assumes that you don’t have any dependent care expenses other than the day care and day camp expenses. Once you enter these values, you can see the recommended annual contribution towards your dependent care FSA and how much you save on tax.

Dependent Care FSA Calculator

Health Care FSA Calculator

You can use the Health Care FSA Calculator to estimate your annual health care costs and potential tax savings.

In this example, you’ll see how to estimate the tax savings and contribution for your Health Care FSA by providing $100,000.00 as the annual income and 15% as the estimated tax rate. The health care expenses include $50,000.00 as the annual deductible, $1,000.00 for eye care, and $500.00 for dental. This example assumes that you don’t have any health care expenses other than the annual deductible, eye care, and dental expenses. Once you enter these values, you can see the recommended annual contribution towards your health care FSA and how much you save on tax.

Health Care FSA Calculator

Turn Off the Calculator Tiles

This functionality is available by default. If you don't want your participants to access any of the three calculators, you’ll need to turn the tiles off from Structure Menu Configuration. Here’s how you turn off the calculator tiles:

On the Home Page, click Configuration > Structure.
Create a sandbox with Structure as the tool.
Launch and enter into the sandbox.
Navigate to Structure from the Tools menu, and click Me.
Select the Quick Actions tab, Benefits.
Select the calculator tiles that you want to turn off, and select No from the drop-down list named Visible.
Click Save and Close.

Quick Actions

Participants can now make informed decisions by themselves to identify their savings potential and spending limits, thus reducing calls to support.

Steps to Enable

Before using the calculators, you need to configure these extensible lookups to set the annual contribution limit for your participants for each year. You need to do this to get accurate estimates. Also, you need to set the currency to USD under the User’s Preferences.

Lookup Code	Meaning
ORA_BEN_HSA_SINGLE	To set annual contribution limit for HSA when HSA Plan Type is selected as Single.
ORA_BEN_HSA_FAMILY	To set annual contribution limit for HSA when HSA Plan Type is selected as Family.
ORA_BEN_DEPENDENT_CARE_FSA	To set annual contribution limit for Dependent Care FSA.
ORA_BEN_HEALTH_CARE_FSA	To set annual contribution limit for Health Care FSA.

For example, here’s how you set $2,700 as the limit for Dependent Care FSA for the year 2021:

Select the Manage Common Lookups task in the Setup and Maintenance work area.
Search for ORA_BEN_DEPENDENT_CARE_FSA.
Add a new row in the Lookup Codes section.
Enter 2021 as the Lookup Code.
Select the Enabled check box. Note that the lookup start and end dates have no effect on these calculators as you can have only one annual contribution limit per year.
Enter the annual limit in the Meaning column.
Click Save.

Setting Annual Contribution Limit

Make sure that you add a lookup code for the current year to get accurate estimates. Lookup codes must be unique. Every new year, depending on whether the annual contribution limit changes or remains the same, you need to decide how to maintain the lookup. If the limit has changed for the new year, you can add a new lookup code. However, if you want to retain the old limit in the new year, it’s easier to delete the old lookup code and then add a new code for the new year with the old limit. If you want to still retain the old lookup code, you need to ensure that the new code is unique.

For example, the limit is USD 2700 for the year 2021 and you have a lookup code for this limit. If the limit remains the same in 2022, it’s easier if you delete the lookup code for 2021 and then add a new code for 2022. If the limit has changed to USD 2600, you need to add a lookup code for the new limit.

Use the Enhanced Self-Service Benefits Pages

Participants can now use the enhanced Self-Service Benefits pages to enroll their benefits more easily. Here are the enhancements made to the Self-Service Benefits pages.

Enhanced Confirmation Page for Waive Plans

Participants use waive plans and options to explicitly opt out from enrollment opportunities. Previously, when a participant enrolled in a waive plan, they appeared as You in the Who’s Covered section on the Confirmation page though they opted out from that plan. With this enhancement, the Who’s Covered section will no longer be displayed for waive plans.

Primary Rate for Plans and Options with a Non-Monetary Unit

For plans and options that have a non-monetary value as the unit of measure, we now show only the primary rate on the Self-Service Benefits pages. Previously, for rates with a non-monetary unit of measures such as options, points, shares, and days, we displayed the annualized rate. If the unit of measurement is anything other than Money or blank, only the primary rate appears.

Primary Rate

See Enrolled Plans in an Expanded State

You can now see all the enrolled plans on the Confirmation page in an expanded state. To see all the details, you no longer need to click and expand each plan that you are enrolled in. For example, you can use this enhancement to easily preview all your plans before printing the enrollment summary.

Enrolled Plans in an Expanded State

The enhanced Self-Service Benefits pages simplify the enrollment flow and save the time of the Benefits administrators required to answer related questions. Participants can now easily preview all their plans before they print the enrollment summary.

Steps to Enable

Here's how you enable the enrolled plans on the Confirmation page to appear in an expanded state:

On the Home Page, click Benefits Administration >Plan Configuration.
In the Tasks panel drawer, click Self-Service Configuration.
Select the Display enrolled plans on the Confirmation page in an expanded state check box.
Click Save.

Self-Service Configuration

Record Personal Info on the Renamed Before You Enroll Page Feature is from a customer submitted idea.

Participants can now update their personal information using the new Personal Info region in Self-Service Benefits. Previously, administrators had to update this information for you.

You can use the information, such as tobacco usage, to drive the rates and plans, if your organization has different eligibility and rates for smokers. To be considered for different eligibility and rates, participants need to record their personal information before the open enrollment. For example, a participant records that they are a tobacco user before the open enrollment. During the open enrollment, they will be considered as a tobacco user and they will see the rates for smokers.

Along with your tobacco usage status, you can now update your disability type, disability status, student status, and whether you are covered by another plan and the name of the plan.

We’ve now renamed the People to Cover page to Before You Enroll and renamed the People section to People to Cover.

Personal Info Region in Self-Service Benefits

Implementation Considerations

If you’d like administrators to continue to manage personal information rather than the participants doing it, you can skip this feature. Even if you skip the feature, the change in page name reflects in the user interface, and the page will continue to look and operate as it was before.

If you implement this feature, the personal information will also appear on the Person Info page in Benefits Service Center.

Administrators can still use the Person Info page on Benefits Service Centre to manage the personal information of participants.

Participants can enter their own personal information, instead of the administrator entering it for them.

Steps to Enable

Here’s how you can enable personal information on the Before You Enroll page in Self-Service Benefits:

On the Home page, click My Client Groups, HCM Experience Design Studio.
Select Before You Enroll from the drop-down list named Action, and click Add.
On the Page Attributes section of the Edit Rule page, make Personal Info as Visible.
Enter the basic details and click Save and Close.

Personal Info Page Attribute

Delete Next Change for Rates

If you made any rate changes or if you used incorrect dates, you can now delete next change made for rates. For example, you created a rate from 2018 and you updated it each year. So for a plan or option, the rate has multiple entries. You made an incorrect rate change in November 2020 for the open enrollment in 2021. You can now remove the last change and restore to what it was prior to the change.

You can find this new feature in the Standard Rates and Variable Rate Profile tabs on the Rates and Coverages page. You can delete the next change using the spreadsheet loaders too.

Delete Next Change Option

Instead of requesting support from Oracle, you will be able to make the rate corrections yourself.

Steps to Enable

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

Compensation and Total Compensation Statement

Compensation

Oracle Compensation enables your organization to plan, allocate, and communicate compensation using the most complete solution in the market. Make better business decisions using embedded analytics and a total compensation view of workers, regardless of geographic location or pay package components.

Workforce Compensation

Secure Workforce Compensation Plan Setup

You can now prevent people from viewing or updating the Workforce Compensation plan configuration by using a new setup configuration region and security privilege. The new region is found in the Configure Plan Access setup task in plan setup:

Roles with Plan Setup Access Setup Region

This setup region works similarly to the Roles with Plan Access from the Workforce Compensation Work Area and Roles with Plan Access from the Compensation Work Area regions. Roles with the Access Level of "No updates allowed" can view plan setup data but not update. Roles with the Access Level of "Updates allowed" can view and update plan setup data. Roles that aren't included don't have access to the plan setup data.

Here are 3 examples of plan security configuration:

Plans With Different Setup Security Configuration

The person viewing the plans has the new security privilege assigned to them through the delivered Compensation Administrator role. The first plan doesn't provides access to certain roles. The second plan allows read-only access to plan setup data to certain roles. The final plan allows update access.

In this example the person doesn't have the new security privilege and has limited access to plan setup:

Person With Limited Plan Setup Access

The Annual Compensation Plan (No Access) isn't available to this person as they do not have the correct role assigned to them. When they access the Annual Compensation Plan (No Updates Allowed), they can view data but not update:

No Update Access

This feature allows plan setup to be secured to prevent inadvertent updates or viewing of plan data.

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

You provide access to all plan setup through the new function privilege Enable Definition of All Workforce Compensation Plans that is inherited by the delivered Compensation Administrator role. Any person with this privilege is able to access the setup for all Workforce Compensation plans, regardless of plan setup security configuration. You need to review the setup of your roles to ensure only those people that require the new privilege receive it.

Configure Workforce Compensation Notifications at the Plan Level

You can now configure Workforce Compensation cycle notifications at the plan level. Previously, configuring notifications was only available at the global level. In the plan setup, the task Configure Approvals has been renamed to Configure Approvals and Notifications:

Renamed Setup Task

When accessing the task, the same notifications that are available in Configure Global Settings are now available here:

Plan Level Notifications

When a notification is configured at the plan level, it will override the setting at the global level. If you do not need to override the global setting, there is no need to configure anything here.

This feature allows administrators to better tailor cycle notifications for Workforce Compensation cycles.

Steps to Enable

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

Configure Save and Close for Worksheet Tasks

You can choose how managers save their worksheets using a new global setting. The options available are:

Save and Close with drop-down to Save
Side by side buttons

Save and Close Option in Global Settings

When you select the Yes, Save and Close with drop-down to Save option, here's how the buttons appear on the task worksheet:

Save and Close with Drop-Down to Save

When you select the Yes, side by side buttons option, here's how the buttons appear on the task worksheet:

Side by Side Buttons

This feature allows Administrators to configure the best option to display the Save and Close and Save buttons in the worksheet tasks for managers.

Steps to Enable

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

Disable Outside Defined Limits Alert

You can now disable the Outside Defined Limits alert from triggering in the worksheet with a new configuration option. Previously, this wasn't an option. We added the new option to the Predefined Alerts section of Configure Alerts in plan setup.

New Alert Configuration

You can enable or disable the alert, but not change the Alert Type. This configuration applies to all Compensation Minimum Amount and Compensation Maximum Amount columns in plan setup. You can't enable or disable according to component.

This feature lets you disable the alert and use the component columns for other purposes.

Steps to Enable

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

Tips And Considerations

You can change the alert after the compensation cycle has started. However, you need to run the Refresh Workforce Compensation Data process with the Refresh dynamic columns and alerts option selected.

Use Individual Worker Display to View and Update Standard Components

You can now use Individual Worker Display to allocate to people with standard component salary bases alongside people who do not. Previously, no integration was available. After you finish the configuration and run the Start Workforce Compensation Cycle process, you see in the worksheet that for people with a salary bases that use standard components the compensation amount and percentage of eligible salary columns are not editable.

Worksheet Showing Person With Standard Component Salary Basis

You need to click on the person's name to open the Individual Worker Display to view and update the person's components.

Individual Worker Display View Showing Standard Components

All components, including ones that are optional, that exist as of the HR Data Extraction Date appear in the section. You can edit only those components that are editable. After you update a component, the overall salary and associated derived components update.

Updated Standard Components

The worksheet shows the update to the Overall Salary.

Updated Overall Salary

You can also see the component break out in Administer Workers:

Administer Workers Showing Standard Components

To configure the application to support this feature, you need to configure a section in Individual Worker Display and change the compensation amount column selected to update salaries when you transfer data back into HR. We added a new property to the compensation amount column called "Salary Includes Simple Components". You can only edit this property when there are no open compensation cycles.

Updated Compensation Amount Column Property

In Individual Worker Display, there is a new content type called "Salary Simple Components"

New Content Type

You need to enable as well as select the new content type. There are properties that you can enable or disable, but not add to in the detail table. You can add additional worksheet columns as well in the summary section.

New Content Type Properties

This feature allows you to make allocations for people of all salary basis types in a single plan without any external integrations.

Steps to Enable

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

Tips And Considerations

Here’s what happens with the salary data when you refresh a workforce compensation plan:

The Refresh Workforce Compensation Data process updates data that exists in the plan at run time. Only the salary components that are present during the last start compensation process are updated. It doesn't consider additions or deletions.
After the salary is refreshed, managers need to reenter the component allocation for the new salary in the Individual Worker Display.
Even if you refresh the base salary, the overall salary row in the Individual Worker Display table that shows components is out-of-sync until the managers adjust the values for components.

Link User-Defined Columns to Plan Components

You can now connect plan components to user-defined columns and prevent managers from updating the column when a person is ineligible. Previously, this prevention wasn't possible. We added the new Map Column to Component property to the General section of the user-defined columns.

New User-Defined Column Property

When you run the Start Workforce Compensation Cycle batch process with the column property populated and a person is ineligible for the component, the column isn't editable.

User-Defined Column Worksheet Behavior

Also as a part of this feature, we changed the modeling behavior. You aren't able to update a column using modeling if the component selected in your model is different from the component linked to the column.

This new feature reduces confusion for managers as previously the user-defined columns were editable even if the worker wasn't eligible for the associated component.

Steps to Enable

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

Tips And Considerations

After you start a compensation cycle, you can't update the column property to remove or add a component mapping. You need to run the Back Out Workforce Compensation Cycle process or close any open cycles before you change anything.

Configure Predefined Alerts and Prevent from Displaying in the Alerts Filter

You can now configure the following alerts to not appear in the alert filter of the worksheet:

Approval is pending to reassign the worker to another manager's worksheet
Approval is pending to add a delegate manager
Approval is pending to remove a delegate manager
Approval is pending to change the worker's eligibility

To disable the alerts, you need to disable the notification and the associated worksheet action.

Worksheet Showing Alerts Disabled

You can configure the notifications at the plan level to achieve this:

Plan Level Notifications

You find the actions in the Actions tab of the task setup in Configure Worksheet Display.

Actions Tab In Configure Worksheet Display

This feature streamlines the Alert filter for line managers and reduces their confusion about the predefined alerts.

Steps to Enable

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

Tips And Considerations

If you still see the alert in the alert filter, check all enabled tasks to validate the associated action isn't enabled.

Enable Additional Columns in the Communicate Task

You can enable compensation amount, plan, and component eligibility columns in the Communicate task to give managers insight as to which people were eligible for and received compensation. Displaying these additional columns reduces manager confusion about which workers need to have statements generated or printed.

Updated Communication Task

The following columns have been added to the Communications task type:

Plan Eligibility
Component Eligibility columns
Compensation Amount columns for all components

New Columns in Communications Task Setup

The only property available for these new columns in this task is the Information property.

Communication Task Column Property

This feature reduces confusion around which people were eligible for and received compensation. Managers no longer need to switch to another task to review this information.

Steps to Enable

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

Tips And Considerations

You need to enable the person number and email columns if you want managers to use these columns to search.
You can hide the download icon for plan ineligible people in the View or Print column.

View Additional Attributes for Currency Conversion in Active Plans

You can now view additional currency conversion attributes on the Active Plans page to better understand how currencies are converted to the plan or corporate currency. Previously, this information wasn't available. These changes align the table on the Daily Rates page and include:

Increasing the number of decimal points to 38 from 10, to match Daily Rates
A new column to show the inverse conversion rate of the existing conversion rate
A summary of the conversion information is displayed below the table when you select a row.
The From Currency value is now on individual rows not above the table. If the From Currency value matches the To Currency value, the entire row isn't editable

Updated Currency Conversion Rates Table

This feature reduces confusion when viewing currencies converted to the plan or corporate currency.

Steps to Enable

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

Individual Compensation

Copy Individual Compensation Awards during Local and Global Transfer

When you transfer people globally the process now automatically copies individual compensation awards from the source legal employer to the destination legal employer. You can then make any necessary changes to the awards.

Individual Compensation Awards in the Source Legal Employer

Local and Global Transfer Flow with Copied Individual Compensation Awards

Individual Compensation Awards Now Available in the Destination Legal Employer

Improve efficiency and reduce manual steps needed to create details from the original legal employer for the new legal employer.

Steps to Enable

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

Tips And Considerations

During a local and global transfer, the awards that you see in the Individual Compensation section are automatically copied from the source legal employer according to these conditions:
- The legislative data group of the element linked to the individual compensation plan option is the same for both legal employers.
- The individual compensation plan has a Restrict Plan Access setting of either No. Or, the setting includes the Global Transfer action.

The automatic copy won’t happen if the local and global transfer action doesn’t include the Individual Compensation section or you don’t visit the section.

When you want to automatically copy people’s voluntary contributions, make sure the individual compensation plan has an access setting that includes the Global Transfer action.
Individual compensation plans for the source assignment get end-dated whenever the element attached to plan is configured to use only the last standard process date or last standard earning date.

Key Resources

For more information about updates while changing the legal employer, see these resources:

Changing a Worker's Legal Employer in HCM Cloud (My Oracle Support Document ID 2649381.1)
The Local and Global Transfer topic in Chapter 6 of the Using Global Human Resources guide on Oracle Help Center
Move Future Assignment Updates During Legal Employer Change feature in the 21A What's New for HCM Global Human Resources

Individual Compensation Plan Synchronized with Projected Start Date Introduction

You can synchronize the payment start and end dates of individual compensation plans included in an offer, with the projected hire date. Do this by setting the payment start and end dates of the individual compensation plans to Projected Hire, Start or Submission Date. Then whenever you change the projected hire date in an offer and go to the individual compensation section, the plan payment dates adjust automatically.

For example, you have an offer with a projected hire date of January 1, 2022. The offer includes an individual compensation plan with payments that start the same day. Later you revise the projected hire date to February 1, 2022. When you get to the individual compensation section, the existing payment start date automatically adjusts to February 1, 2022, to align with the new projected hire date.

Delay Payment

You can optionally delay the payment date by a specific number of days, months, years, or combination. The payment start and end dates in the offer are then calculated using the projected hire date and the specified delay. For example, your offer includes paying a sign-on bonus 1 month after the projected hire date. Since your current projected hire date is February 1, 2022, the payment start date of the bonus allocation is March 1, 2022.

Override the Payment Date

You can let recruiters override the calculated payment start date, end date, or both when they include the plan in their offers. When they do override the payment dates, the projected hire date and the payment dates can’t automatically sync anymore. The recruiters have to delete the individual compensation plan and add it again every time they change the projected hire date. They can’t correct the existing payment dates.

New Date Option in the Payment Start Date and Payment End Date Lookups to Link the Dates with the Projected Hire Date

Synchronization Example

You have three individual compensation plans with slightly different configurations for the Projected Hire, Start, or Submission payment start date. The first plan starts on the projected hire date and is valid for 1 month. The second plan starts 1 month after the projected hire date. The third plan starts 1 month after the projected hire date and lets recruiters override the projected start date.

Plan 1 with a Start Date That’s the Projected Hire Date, Plan Is Valid for 1 Month and Doesn’t Let Recruiters Override the Dates

Plan 2 with a Start Date That’s 1 Month after the Projected Hire Date, Doesn’t Let Recruiters Override the Date

Plan 3 with a Start Date That’s 1 month after the Projected Hire Date, Lets Recruiters Override the Date

Here’s how the Projected Hire, Start or Submission Date configurations affect the payment start dates for the three plans when the projected hire date changes.

Plan Date Configuration	Original Projected Hire Date	Original Plan Start Date	Revised Projected Hire Date	Adjusted Plan Start Date
Plan 1, the start date is the projected hire date	Jan 1, 2022	Jan 1, 2022	Mar 1, 2022	Mar 1, 2022
Plan 2, the start date is 1 month after the projected hire date	Jan 1, 2022	Feb 1, 2022	Mar 1, 2022	Apr 1, 2022
Plan 3, the start date is the projected hire date, but recruiters can override the date.	Jan 1, 2022	Initially set to Jan 1, 2022 Recruiter overrides to Apr 1, 2022	Mar 1, 2022	Apr 1, 2022 Overridden dates are unadjusted

Plan Date Configuration

Original Projected Hire Date

Original Plan Start Date

Revised Projected Hire Date

Adjusted Plan Start Date

Plan 1, the start date is the projected hire date

Jan 1, 2022

Mar 1, 2022

Plan 2, the start date is 1 month after the projected hire date

Jan 1, 2022

Feb 1, 2022

Mar 1, 2022

Apr 1, 2022

Plan 3, the start date is the projected hire date, but recruiters can override the date.

Jan 1, 2022

Initially set to Jan 1, 2022

Recruiter overrides to Apr 1, 2022

Mar 1, 2022

Apr 1, 2022

Overridden dates are unadjusted

Original Offer with the 2 Automatically Set Plan Dates and the Manually Overridden Date

Revised Offer with the Adjusted Plan Dates

You can see that the third plan date hasn’t changed because the recruiter overrode the original date. The recruiter has to delete this individual compensation award and add it again with the revised dates.

Offer After the Recruiter manual Deleted and Re-added the Plan with the Correct Dates

Here’s how the individual compensation plans show up on the pending worker page after the candidate accepts an offer with the projected hire date of March 1, 2021.

Same Compensation Plans from the Offer, Now on the Pending Worker Page

If you change the projected start date on the pending worker page, the plan dates no longer automatically adjust. This enhancement is planned for an upcoming release.

HR Changes for Internal Candidates

When you move internal candidates through HR flows, such as Global Transfer, Add Assignment, and Promotion, the plan payment dates automatically adjust the first time you visit the individual compensation section according to the when date of the action.

Same Compensation Plans from the Offer, Now on the Global Transfer Page; When Date Is the Same as the Projected Hire Date of the offer.

As you can see here, the payment dates for the first two plans were automatically adjusted. But, the payment date for the third plan wasn’t because the line manager or HR specialist overrode the original date. If you go back to the when section and change the when date, the plan payment dates won’t adjust automatically. If you need to change the payment dates, you have to delete the plan and add it again with the correct dates.

Same compensation plans from the offer, Now on the Global Transfer Page; the When Date Is April 1, 2022

You can improve recruiter productivity by letting them adjust the projected hire date as needed throughout the recruitment cycle and automatically adjusting plan payment dates to match. You can also reduce errors by automatically setting payment start and end dates when managers and HR specialists do HR actions for internal candidates.

Steps to Enable

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

Tips And Considerations

This feature is currently available for only Oracle Recruitment Cloud customers. The behavior of plans with a date of Projected Hire, Start, or Submission Date is similar to the Submission or Start Date in other actions, such as Pending Working, Convert Pending Worker, Hire, Individual Compensation, Manage Personal Contribution, and Administer Individual Compensation.

If you configure the individual compensation plan with a nonrecurring payroll element, the payment end date depends on whether the person’s payroll relationship links to a payroll. The payment end date you configure for the plan is ignored. When payroll isn’t available in the payroll relationship, the payment end date is the same as the start date. When payroll is available in the payroll relationship, the payment end date is the period end date.

The synchronized dates feature is an upcoming enhancement to the Pending Worker and Convert Pending Worker actions.

When the individual compensation row is end dated in the offer, the end date is carried forward to the pending worker stage, but not beyond the Convert Pending Worker action. Preserving this end date through the conversion is an upcoming enhancement.

We recommended that you use the new payment start and end date option with new plans. If you change the payment date configurations for existing plans to the new date option, be sure to test the behavior for new and existing offers using actions, such as Create Offer, Edit Offer, Move to HR, Pending Worker, and Edit Pending Worker. You can also test them with HR actions for internal candidates, such as Add Assignment, Local and Global Transfer, and Promotion.

Changing the payment date configurations of existing plans affects existing allocations, when actions move to the next stage. For example, you update the payment start date of an existing plan to start on the same day as the projected hire date. An existing offer with the projected start date of April 1, 2022 includes the plan with the payment start date of May 15, 2022. When the offer moves to the pending worker stage, the payment start date adjusts to April 1, 2022 because of the updated individual compensation plan configuration.

Salary

Preserve Salary Data for Changes in When Date

You can now retain your salary changes in these responsive flows even when you change the effective date:

Change Salary
Local and Global Transfer
Create Work Relationship
Add Assignment
Change Location
Promote
Transfer
Change Assignment

Let's look at a scenario where you enter a salary start date of February 16, 2021, change the salary, and correct the date to March 1, 2021, while retaining the changed salary.

Change Salary Page with an Initial Salary Start Date of February 16, 2021

Salary Details Section Showing a Current Salary Amount of $85,000

Salary Details Section Showing a New Salary Amount of $90,000

When and Why Section Showing a Revised Salary Start Date of March 1, 2021 and a Reminder to Review the Salary Details Section

Salary Details Section Still Showing the New Salary Amount of $90,000

Let's look at a scenario where you enter a salary start date of January 1, 2021, but the approver edits the transaction and corrects the date to April 1, 2021, while retaining the changed salary.

Notification Showing the New Salary of $63 Submitted for Approval

When and Why Section Showing a Revised Salary Start Date of April 1, 2021 and a Reminder to Review the Salary Details Section

Salary Details Section Still Showing the New Salary Amount of $63

After the approver submits their approval, if the transaction requires further approvals, those approval notifications show a start date of April 01, 2021

This enhancement improves data accuracy and employee satisfaction by preventing data loss.

Steps to Enable

By default, the profile option is set to N which means your changes won’t be retained. To retain your changes, you need to set this profile option to Y.

Field	Value
Profile Option Code	ORA_PER_EMP_RETAIN_CHANGES

To enable the profile option, complete these tasks in the Setup and Maintenance work area:

Search for and click the Manage Administrator Profile Values task.
Search for the ORA_PER_EMP_RETAIN_CHANGES profile option code and select the profile option in the search results.
In the Profile Values area, Profile Value field, enter Y.
Click Save and Close.

Tips And Considerations

After you change the salary start date, you need to revisit the salary details section to restore and validate the changes using the new date. Review the calculated details to be sure that the data is as expected for the new date.
Salary amounts are restored for these change scenarios:
- The initiator changes the salary start date and visits the salary section before submission
- The approver changes the salary start date and visits the salary section before approving

When you change the salary basis before changing the when date, we can’t restore the salary.
If you're using the AutoComplete feature for responsive flows mentioned in the description, you must re-evaluate your AutoComplete rules before using this feature. The AutoComplete rules related to setting defaults aren't impacted. But, the AutoComplete rules related to validation might be impacted and need to be retested.
If you're using a grade step ladder to set a default salary, you need to retest progressions before using this feature. After changing the salary start date, if you also change the Grade Step Progression attributes of Grade Ladder, Grade, or Step, the salary amounts aren’t restored. If you don’t change these attributes, the salary amount is restored.
When the profile option is set to Y, only salary changes are retained with employment and person changes. Any individual compensation awards are discarded.
Retaining next salary review date is planned for a future release.

Key Resources

For more information, see the Global Human Resources What's New for Update 21A for the feature Retain User Changes in Employment Flows While Changing Effective Date.

Audit of Standard Components Introduction

You can now audit salary changes when the salary basis determines the salary amount using standard components.

Enable Standard Components Audit in Manage Audit Policies Task

Fix accountability by tracking the origin of the change.

Steps to Enable

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

Performance Improvements on Salary Range Differential Profile Pages

You can now easily search for and make changes to differential details using query by example. For example, search for a location, business unit, compensation zone, factor, grade rate, or a combination. Then make changes to all of the matching differentials.

Query by Example to Search for All Locations That Start with Z

Differentials That Match the Query Can Be Corrected or Updated

Improve productivity and satisfaction by quickly locating and modifying sets of differential criteria details.

Steps to Enable

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

Tips And Considerations

When you search for differentials and click Correct or Update, you can change only those differentials that match the query.

Offered Salary Not Defaulted to 0

When a recruiter is drafting an offer and selects a salary basis of user determined type, the salary amount won't default to 0. This way the recruiter has to explicitly specify a value. They can still view the salary ranges for guidance when the salary basis is configured with grade rates.

Salary Amount Not Defaulted

This enhancement ensures data accuracy.

Steps to Enable

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

Autocomplete

Autocomplete Rules for Salary Business Object in Compensation

You can enhance people’s productivity and satisfaction when proposing salary changes by creating new rules for the salary business object using these new features:

Use delivered rules to set default values and add validation in salary flows. Here's some examples of what you can do:
- Set a default salary basis depending on the Job FLSA code.
- Validate the salary basis frequency depending on whether the assignment is full time or part time.
- Validate if the next salary review date is within 1 year of the salary start date and that the salary amount isn't 0.
- Validate that the salary amount proposed during a promotion isn't less than the current salary.

Access current and historic salary details while creating autocomplete rules using the new Get Existing Salary and Get Existing Salary History view accessors.

Improve productivity and accuracy by using delivered rules.

Steps to Enable

You need to enable a sandbox to access the HCM Experience Design Studio and Autocomplete Rules:

Click Navigator > Configuration > Sandboxes.
Click Create Sandbox.
Enter the Name.
Select the Active check box for HCM Experience Design Studio.
Click Create and Enter.

Use these steps to access the HCM Experience Design Studio.

On your home page, go to the My Client Groups tab.
In Quick Actions, click HCM Experience Design Studio
Click the Autocomplete Rules task.

Tips And Considerations

Production Preparations

As a best practice, when you create autocomplete rules on salary business object, verify the behavior in these areas before migrating to production environments:

Offer and Global Human Resources flows. Of the many available flows, here’s a list of the flows you definitely want to test before migration.
- Create and Edit Offer, Move to HR, Internal posting from Manage Job Offers
- Hire, Convert Pending Worker, Local and Global Transfer, Change Working hours, Add Assignment

Compensation flows, such as Change Salary and Salary History. Line managers can change salary in the My Team area while HR specialists change salary in the My Client Groups area. Access to these areas and the change salary actions are controlled through security and need to be tested separately.

Grade step progression processes

Workforce Compensation Transfer process

Salary object in HCM Data Loader and salaries REST services

Download Salaries task

General Considerations

You can assign or set defaults for only the Salary Basis, Salary Amount, and Next Salary Review Date attributes. You can use the other attributes to query for values or write conditions, but don't update the other attributes.

You can run object validation only on submit when the salary section is the last section of the compact guided flows. If there are other sections such as Individual Compensation, then object validation runs when the person clicks the OK button in that section.

You can't change the default value when re-entering a section. The default salary basis is set according to criteria, for example, about the assignment or job, the first time you enter the salary section. If you go back and change the values, then return to the salary section, the default salary basis won't be updated.

You can ignore multiple changes in a single day. If you make assignment changes, for example, multiple times in a day and the changes affect the criteria determining the default salary basis, the Salary section won't create the business object. It also won't treat the change as a correction since the Salary object doesn't support multiple changes in a day with its effective date handling of salary records.

You can't change values in other sections to fix validation issues in the salary section. When Salary object rules raise an error, you can fix issues only in the salary section of the Offer and HR flows. You can't go back to previous sections. Only after you select a valid value can you return to previous sections, such as Assignment. If you need to change information in previous sections, then you need to cancel the transaction and start over. For example, the rule validates that the salary basis frequency has to be hourly for a part timer. When you get the error, you can't change the person's assignment to full time. You need to select a salary basis with an hourly frequency for the part timer.

You can't set default values for any fields during a correction. The default salary basis is set according to criteria the first time you propose the salary. When you correct an existing salary, the salary basis won't update even though the criteria changed.

You need to make sure that rules don’t contradict or conflict with each other because all rules run simultaneously. You could face exceptions if they contradict or conflict.

Field validation rules run when you change the value of the particular field and then press Tab or click elsewhere. Rules won’t run for changes made to other fields that effect salary amount, such as adjustment amount percentage, or component values (when you use incremental, standard, or advanced components). An object validation, rather than a field validation rule, would be better suited to handle such scenarios.

Rule-Specific Guidance

Default Salary Basis Using Job FLSA Code: This rule defaults a salary basis according to the person’s job FLSA status.

If FLSA status is EXEMPT, it sets an annual salary basis
Else, it sets an hourly salary basis

The rule also defaults a date for the next salary review that’s 1 year after the salary start date. This rule doesn’t run for certain areas, such as HCM Data Loader and REST services. And the rule can’t detect date-effective changes to the Job FLSA. When you start copying the delivered rule, the salary basis fields become empty. You need to configure the values in your version of the rule.

This is an object defaulting rule that runs the first time you enter the salary section. For example, you start the Promote action and set the job in the assignment section. When you reach the salary section, the salary basis defaults according to your rule. Then you can go back to the assignment section and change the job. The defaulted salary basis won’t change when you return to the salary section, even if your rule logic would default a different basis because of the new job. Similarly, if you are correcting an existing salary, its salary basis won’t be changed as the object is existing and now being corrected.

Validate That the Salary Basis Frequency for a Part Timer Is Hourly: This rule validates salary basis frequency according to whether the person’s assignment is full time or part time. The rule raises an error when either of these conditions is true:

A person working full time is allocated an hourly salary basis
A person working part time isn’t allocated an hourly salary basis

This rule is open to Offer, HR, Compensation flows, Processes, HCM Data Loader, and REST services.

Warning for Next Salary Review Date: This rule validates that the date set for the next salary review is more than 1 year after the salary start date. If the date is more than 1 year, it raises a warning. The rule is limited to Offer, HR, and Compensation flows only.

Validate That the Proposed Salary Amount Isn't Less Than Current Salary Amount: This rule validates that the proposed salary amount isn't less than the current salary in promotion actions. This rule is open to HR, Compensation flows, Processes, HCM Data Loader, and REST services whenever there’s an existing salary record and you’re creating another record.

Validate That the Proposed Salary Amount Isn't Equal to 0: This rule validates that the proposed salary amount isn’t less than the current salary in promotion actions. The rule is limited to only HR, and Compensation flows, Processes, HCM Data Loader, and REST services whenever there’s an existing salary record and you’re creating another record.

Make sure that the existing salary data also doesn’t violate this rule. The rule could raise an error even when the current salary amount is equal to zero.

Key Resources

For more information, see the following:

Configuration and Extension guide: Configuring and Extending HCM Using Autocomplete Rules in the Oracle Help Center.
21B HCM Common What's New for the feature: Autocomplete Rules for HCM Experience Design Studio Enhancements
Working with Salary Business Object, Implementing Autocomplete Rules for HCM, Global Human Resources Cloud on the Oracle Help Center
Enabling Autocomplete Rules Feature Starting with Release 21B (Document ID 2767655.1) on My Oracle Support

Role Information

You must be granted the Human Capital Management Application Administrator role to enable a sandbox.

Compensation History

Assignment Switching Introduction in Compensation History

When a person has multiple assignments, you can view the related compensation history for their assignments by switching the business title. For example, Andy has two assignments, manager in the primary assignment and individual contributor in the second assignment. Select Andy's individual contributor business title to see the corresponding compensation history.

Assignment Switcher on the View Compensation History Page

Assignment Switcher on the View Compensation History Dialog Box Opened in a Workforce Compensation Worksheet

Improve productivity by enabling line and worksheet managers to view compensation history across assignments.

Steps to Enable

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

Tips And Considerations

The assignment switcher is available on the standalone view compensation history page and the dialog box opened in a worksheet.

Grade Step Progression

Grade Step Progression: New Choices for Progression Increment and Option to Use Ceiling Step

We added new options for the Progression Increment attribute on the Progression Grade Ladder page. We also added the Grade Type attribute to the page. If your grades have steps, you have three new choices for progression increment:

All steps in grade, stop at ceiling
Next step in grade, stop if ceiling
Next step in grade ladder

Before this update, you only had one option: Grade and step. If your grades have steps, the page now looks like this:

Progression Grade Ladder Page When Grades Have Steps

If your grades don't have steps, you have one new choice for progression increment:

Next grade in grade ladder

Before this update, you only had one option: Grade. If your grades don't have steps, the page now looks like this:

Progression Grade Ladder Page When Grades Don't Have Steps

Run Grade Step Progression evaluates progression rules and moves people to a higher grade or step, based on eligibility profiles used in the progression rules. The evaluation of progression rules is different depending on which Progression Increment value you use. This table describes how progression rules are evaluated for each progression increment choice.

Grade Type	Progression Increment	Which Grades and Steps are Evaluated for Progression	Ceiling Step
Grade with steps	Grade and step	Current option. The process evaluates all steps above the current step, up to the last step in the grade ladder. It places the person on the lowest step for which they're eligible, according to the progression rules.	The ceiling step is ignored.
Grade with steps	All steps in grade, stop at ceiling	The process evaluates all steps in the grade above the current step, up to and including the ceiling step. It places the person on the lowest step for which they're eligible, according to the progression rules.	If the assignment is at or above the ceiling step, it isn't evaluated for progression.
Grade with steps	Next step in grade, stop if ceiling	The process only evaluates one step: the one above the current step.	If the assignment is at or above the ceiling step, it isn't evaluated for progression.
Grade with steps	Next step in grade ladder	The process only evaluates one step: the one above the current step.	The ceiling step is ignored.
Grade	Grade	Current choice. The process evaluates all grades above the current grade, up to the last grade in the grade ladder. It places the person on the lowest grade for which they're eligible according to the progression rules.	The ceiling step doesn't apply when grades don't have steps.
Grade	Next grade in grade ladder	The process only evaluates one grade, the one above the current grade.	The ceiling step doesn't apply when grades don't have steps.

If you use a progression increment that honors the ceiling step, you see a new error message when the assignment is at or above the ceiling step. This message indicates that the assignment was excluded from processing. You can view this message on the Results page, Errors tab, using the Review Proposed Progressions and Salary Updates task, as shown here. The message states that the person's assignment is at or above the ceiling step for the grade, and can't move to a higher step.

New Error Message When Assignment Is at or Above the Ceiling Step

With this enhancement, reduce implementation complexity and streamline maintenance effort by simplifying your progression rules.

Steps to Enable

To use the new options, update the Progression Increment on your Progression Grade Ladder definition. You can update the attribute using the Progression Grade Ladders task, or using HCM Data Loader (HDL) or HCM Spreadsheet Data Loader (HSDL). If you use HDL or HSDL to make your update, the attribute name is ProgressionStyleCode.

Key Resources

For more information, see these resources:

Implementing Workforce Compensation guide, Grade Step Progression chapter in the Oracle Help Center.
Troubleshooting Grade Step Progression (Document ID 2753020.1) on My Oracle Support.

New Validation of Grade Details in Grade Step Progression

The grade step progression batch processes now include additional validation of the current assignment when proposing a progression or salary update:

The assignment step must be in the grade
The assignment grade must be on the grade ladder

We also added a check to make sure that the proposed grade is active as of the date of the proposed progression.

If the processes find any of these errors, they exclude the assignment from processing. You can view the processing details using the Review Proposed Progressions and Salary Updates task, as shown here.

New Validations in Grade Step Progression Batch Processes

With this enhancement, you improve accuracy by identifying data discrepancies before making updates.

Steps to Enable

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

Key Resources

For a list of all grade step progression error messages, see the Troubleshooting Grade Step Progression Document ID 2753020.1) on My Oracle Support.

Revised Grade Step Progression Child Process Names

We updated the names of the child processes that are launched when you submit the Run Grade Step Progression and Synchronize Grade Step Rates batch processes. Both parent processes launch the same child processes. We changed the names to better identify them and distinguish them from the parent processes.

The child processes are now named Grade Step Child Process and Accept Updates.

Grade Step Child Process determines progressions or rate synchronization for a subset of assignments and is used by both parent processes.
Accept Updates applies the proposed progressions to the assignment and salary records and is also used by both parent processes. This process is included only if you run the process with Confirmation Type set to Automatic.

Before this update, Accept Updates was called Synchronize Grade Step Rates. The Grade Step Child Process was called Run Grade Step Progression. This made it difficult to distinguish between the parent and child processes. Now, you can easily identify the parent and child processes, as shown in this example for the parent process Run Grade Step Progression.

New Child Process Names for the Parent Process Run Grade Step Progression

With this enhancement, you can more easily identify the parent and child processes for grade step progression.

Steps to Enable

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

Stock

Stock Calculation and Display

You can now save time and increase accuracy with stock calculations. Previously only original grant value was calculated. Now when you enter shares granted, 3 other columns populate automatically. Unvested Shares populates with the shares granted, Vested Shares populates with zero, and Total Shares populates with Vested Shares + Unvested Shares. In addition, when vested shares are entered, unvested shares are reduced by the amount entered in vested. Previously when you entered vested shares, the total shares increased. You can override any as needed. In the stock load, these calculations are available on the spreadsheet. We added informational warnings to help with accuracy. You see a warning when total shares exceeds shares granted, when exercisable shares are greater than vested shares, when exercised shares are greater than total shares, and when vest date or exercise date are less than the grant date. In View Compensation History, unvested value is now calculated using grant price. Previously unvested value was calculated using exercise price. In addition, Original Grant Value has been added to the details section in View Compensation History. In responsive, the stock section will use grant price and not exercise price to value unvested shares, and original grant value, has been added to the detail section. Total shares is no longer required to be populated in order to view stock in the responsive pages.

Stock Grants Search Results

View Compensation History

Stock Section on Compensation Info

Save time and increase accuracy with enhanced stock calculations and warnings that allows you to review your info. Increase the usefulness of the unvested value calculation by using grant price.

Steps to Enable

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

Key Resources

This feature was implemented from the Ideas Lab for more information see the Unvested Value Calculation Change on the Ideas Lab: https://cloudcustomerconnect.oracle.com/posts/379cb76f29

Market Data

Market Data Inclusion of Positions

You asked for it, you got it. We enhanced Market Data to allow matching an internal position to a survey job. Previously you could only match an internal job to a survey job. In Supplier Structures: Survey, on the Manage Job List button, you now are able to match either an internal position or a job for each survey job. If you use benchmark jobs, child jobs for either the internal job, or the job linked to the position will appear. We enhanced the search dialog box for the page to include position columns. On Survey and Supplier pages, active job and matched job counts now include positions. The Import Composites display page now also includes position. We enhanced the Import Composites HDL to include position in the load. We plan to enhance the Composites HSDL in a later release. You can only load a job or position and not both for the same Composite. Also, the Job List HDL/HSDL will include position in a later release. On the worksheet in Workforce Compensation, the Market Composites display has been enhanced to include position info, in addition to Administer Workers, the Individual Worker Display, and View Market Composites in the Market Data work area.

Survey Job List

Survey Job Detail

Import Composites

Market Composites for Position in Worksheet

Market Composites for Position in Individual Worker Display

Market Composites for Position in Administer Workers

Market Composites for Positions in View Market Composites

Now you have the ability to match an internal position to a survey job, if position is more useful in your organization. This can be essential for meaningful and accurate market data survey matches when you have job titles such as Retail Associate or Partner, and positions such as Baker or Change Management Expert, hold the actual info that you match to the survey job.

Steps to Enable

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

Key Resources

This feature was implemented based on an idea in the Ideas Lab. For more information on the idea see: https://cloudcustomerconnect.oracle.com/posts/c9c79ad3c9

Total Compensation Statement

Total Compensation Statement Period Display Name and Item Tester Enhancements

You can now ensure that statement period display names are provided and unique. Previously period display names were not required, and they still aren't, but we have created warnings and information to encourage the use of period names. Also, the compensation item tester is now available for all source types. Previously we enabled item tester for fast formula (Update 20B), element entry or balances (Update 21B). We enhanced item tester to include all source types, so now this includes external data and all salary source types.

Edit Statement Definition

Test External Data

Test Salary

Period display names are important to total compensation statement end users, so they understand the different statements and pertinent time frames. The item testers are invaluable to configuration and allow testing of compensation items prior to statement generation, so you can spend less time configuring and troubleshooting.

Steps to Enable

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

Payroll

Global Payroll

Oracle Global Payroll is a high-performance, graphical, rules-based payroll management application. It’s designed to keep pace with the changing needs of your enterprise and workforce in order to reduce setup costs, administration, and processing time. It operates globally and consistently in every country supported by Oracle. It uses a highly scalable processing engine that takes advantage of the features of the Oracle database for parallel processing, resulting in optimal performance. In countries with payroll extensions delivered and supported by Oracle, the application delivers the calculations, tax reporting, and regulatory rules required to accurately process payroll and remain in compliance.

Enhancements to View Process Information Group

The View Process Information Groups Quick Action is now secured using a new aggregate privilege: Manage Process Information Group (ORA_PAY_MANAGE_PROCESS_INFORMATION_GROUP). Use this new aggregate privilege to include this Quick Action in your custom roles.

When you use the View Process Information Groups Quick Action task, you first search for a person and then create a Bank Correction Group in the context of the assignment of the person.

NOTE: The new aggregate privilege provides restriction for users to access person data based on their Person Security Profile.

When the PAY_RESPONSIVE_PERSON_SEARCH_CLASSIC_ENABLED profile option is enabled, the Person Search on this Quick Action switches to the Responsive Person Search.

You can use either of these navigations to access the View Process Information Groups Quick Action from your Home page and create a Bank Correction group:

My Client Groups > Show More > View Process Information Groups under Payroll
My Client Groups > Payroll > View Process Information Groups

NOTE: You can also use the Object Groups task to create a Bank Correction object group. However you do not need the new aggregate role privileges to use this task.

The new aggregate privilege provides security to the View Process Information Groups Quick Action and restricts users to access person data based on their Person Security Profile.

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

This table shows the aggregate privilege that secure the Quick Actions, and the predefined roles that inherit it.

Quick Action	Aggregate Privilege	Job Role
Process Information Group	Manage Process Information Group (ORA_PAY_MANAGE_PROCESS_INFORMATION_GROUP)	Payroll Manager Payroll Administrator

NOTE: If you are using the predefined roles, no action is necessary. However, if you are using custom versions of these roles, you must ensure that your custom job roles have this aggregate privilege.

Generate HCM Rates for a Payroll Relationship Group

You can now reduce the number of employees included in the Generate HCM Rates process. Use the Payroll Relationship Group parameter to identify employees who need rates recalculation.

The Payroll Relationship Group parameter supports these relationship groups:

Static and dynamic payroll relationship groups.
Groups that include assignment and/or payroll relationship records.

Payroll Relationship Group parameter

Reduce the number of employees included in the Generate HCM Rates process.

Steps to Enable

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

Manage Element Entries using REST API

Use the Element Entries REST services to manage element entries for an employee.

The Element Entries REST services provide you with the ability to create, update or delete element entries for an employee. For example, you can now create a car allowance entry for an employee using the REST API.

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.

Role Information

You require these aggregate privileges to use the elementEntries REST API services. Assign these privileges to your custom roles and create data roles or assign security profiles as appropriate.

Aggregate Code	Description
ORA_PAY_REST_SERVICE_ACCESS_ELEMENT_ENTRIES_RO	Contains all functional and data security privileges required to view element entries. Granted this functional security privilege: PAY_REST_SERVICE_ACCESS_ELEMENT_ENTRIES_RO_PRIV function security privilege
ORA_PAY_REST_SERVICE_ACCESS_ELEMENT_ENTRIES	Contains all functional and data security privileges required to view and manage element entries. Granted this functional security privilege: PAY_REST_SERVICE_ACCESS_ELEMENT_ENTRIES_PRIV function security privilege

Aggregate Code

Description

ORA_PAY_REST_SERVICE_ACCESS_ELEMENT_ENTRIES_RO

Contains all functional and data security privileges required to view element entries.

Granted this functional security privilege:

PAY_REST_SERVICE_ACCESS_ELEMENT_ENTRIES_RO_PRIV function security privilege

ORA_PAY_REST_SERVICE_ACCESS_ELEMENT_ENTRIES

Contains all functional and data security privileges required to view and manage element entries.

Granted this functional security privilege:

PAY_REST_SERVICE_ACCESS_ELEMENT_ENTRIES_PRIV function security privilege

Responsive Page for Run Results

Access payroll run results and updated filter options in the new responsive pages with the Person Results quick action. Use the Sort By drop down list to sort run results and click the Show Filters link to display filter pane.

All run results display on the right with new filter options on the left of the page. Use check box filters, such as Assignment, Calculation Breakdown or Result Value to filter the run results displayed. Primary Only filter restricts the run result for that primary output value. For example, an earnings element may have separate run results for the amount and hours. Amount run result is the primary so by unchecking the primary only filter, both amount and hours will display in the run results.

Use search fields to enter detailed search criteria for the field.

Use Number Range filter to enter a minimum and maximum value to show only the results with within that range.

Use the Expand feature to see details for a specific run result.

Use the Actions menu to view Element Entry values associated to the specific run result. Use Done back arrow on the element entry page to return to run results.

Use Actions button on page to navigate to other the pages associated to the person results, such as Costing Results or to Statement of Earnings.

NOTE: For standard elements, not based on calculation components, use View Element Entry from Action menu to see element entries. For elements based on calculation components, navigate to the Calculation Cards page in the Payroll work area to see input values.

View the run results using the new responsive page. Run Results are the calculation results of payroll processes, such as payroll calculation, quick pay, payroll reversal, balance adjustment, and balance initialization.

Steps to Enable

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

Tips And Considerations

The profile option to enable/disable the responsive page is Second Phase of Responsive Payroll Administrative Page (ORA_PAY_PAYROLL_ADMIN_PHASE_2_RESPONSIVE_ENABLED). By default, this is enabled.

Key Resources

For information on calculating payroll and person run results, refer to these guides located in the Oracle Help Center.

Implementing Payroll
Administering Global Payroll

Reference Enhancement for Voluntary Deduction Elements

You can now maintain voluntary deduction balances for each reference number provided. For example, when an employee has two loan deductions, you can maintain separate balances for each loan by specifying a unique reference for each loan.

Maintain separate balances for each deduction. For example, when an employee has multiple deductions of the same type.

Steps to Enable

Specify a Deduction Reference Code for each element entry that has arrears and total owed options enabled for the newly created element. The element template for voluntary deductions is modified by replacing the existing template questions for arrears and total owed.

Select the appropriate action for these questions:

Arrears Question 1

Arrears Question 2

The application creates a Deduction Reference input value when either of the below conditions apply:

You select 'Do not take partial deduction, place all in arrears' or 'Take a partial deduction, place remaining in arrears' for the Arrears question.
You select 'Yes' for the Total Owed question.

When you create a new element with any of the above option(s), a required input value called “Deduction Reference” is created that can be used to capture the reference of an input value. The application uses this reference number to maintain deduction accruals and arrears.

Deduction Reference

Enter the reference number while creating an element entry, such as the Loan Account Number given by the bank or a financial institution when a loan is disbursed.

Get Reference Code formula

Use this formula to generate a unique reference number using a database sequence for each element entry. You can link the formula to the Deduction Reference input value for the newly created elements, when you don’t have a reference number provided by a respective authority such as a Loan Reference Number provided by banks. For example, if an employee is contributing an amount to two different Unions without receiving a reference number. But, you have a requirement to capture the arrears separately for each Union. You can then use the delivered fast formula Get Reference Code from Database Sequence which generates a unique reference number for each union element entry.

Fast Formula

The starting value returned by this formula is 100 and increments by 1 for each new element entry. You can also write your own fast formula, such as Payroll Relationship Number as the reference number.

Using the same reference number across entries of the same element will combine the balances.

For the elements using a Benefits module that meets one of the above conditions, we suggest you use a Default reference value for all entries or use a formula to create a reference based on the Payroll Relationship Number of the employee. This is because, when an employee is enrolled into a benefits plan, an element entry is created. When there is a subsequent life event and enrollments, it end-dates the previous element entry and creates a new entry. If you use the above delivered default formula, the balances will be re-initiated which is not expected.

Tips And Considerations

The sample formula to return the payroll relationship number is:

DEFAULT FOR PAYROLL_REL_NUMBER is ‘-1’

Inputs are Deduction_Reference (text)

l_rel_number = PAYROLL_REL_NUMBER

Deduction_Reference = l_rel_number

Return Deduction_Reference

Payroll for Canada

Payroll for Oracle Human Capital Management for Canada supports country specific features and functions for Canada. It enables users to follow Canada's business practices and comply with its statutory requirements.

Global Uptake: Enhanced Support for Voluntary Deductions

This feature supports enhanced voluntary deduction loan processing using a new input value called “Deduction Reference”, which maintains a unique reference number of the voluntary deduction loan. This helps users to differentiate and maintain multiple voluntary deduction loans.

For complete information on the feature delivered by Global Payroll, please refer to the 21C Workforce Rewards What’s New for the Reference Enhancement for Voluntary Deduction Elements feature under Global Payroll.

Supports enhanced voluntary deduction loan processing.

Steps to Enable

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

Tips And Considerations

This feature is only available for new elements. Existing elements are not available to upgrade.

Key Resources

Refer to the documents below on the Canada Information Center for additional information.

Canada Information Center

https://support.oracle.com/rs?type=doc&id=2102586.2

Welcome tab > Product Documentation > White Papers > Implementation and Use

Hot Topics Email (To Receive Critical Statutory Legislative Product News)

To receive important Fusion Canada Legislative Product News, you must subscribe to the Hot Topics Email feature available in My Oracle Support. Refer to the document below on the Canada Information Center for additional information.

https://support.oracle.com/rs?type=doc&id=2102586.2

Welcome tab > Other Documents > How To Use My Oracle Support Hot Topics Email Subscription Feature

Payroll for Kuwait

Payroll for Oracle Human Capital Management for Kuwait supports country specific features and functions for Kuwait. It enables users to follow Kuwait's business practices and comply with its statutory requirements.

Social Insurance Customization

With this enhancement, you can override the delivered calculation value definitions to customize the social insurance calculation either at an LDG or PSU level.

LDG Calculation Value Definition Overrides

You can override a calculation value definition defined with a single range at LDG level by adding additional rows to the delivered calculation value definition.

PSU Calculation Value Definition Overrides

You can override a calculation value definition defined with a single range at LDG level by entering a value on the PSU Employer Social Insurance Fund Details calculation card.

NOTE: Values entered as an override on the Enterable Calculation Values on Calculation Card tab take priority over any override at LDG level. If you don’t specify any override values, then the delivered values are used.

If all employers within an LDG use the same value for a particular calculation value definition, then that value can be overridden at the calculation value definition, LDG level.

If an employer wants to use a value that is different from other employers within an LDG then they should be able to override the calculation value definition at the PSU level.

This gives the ability to override delivered calculation value definitions used to calculate social insurance or pension fund deductions.

Steps to Enable

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

Social Insurance for GCC Citizens Working in Kuwait

Use the additional balances provided to manage contributory salary when calculating social insurance contributions between employees and employers working in Kuwait.

Employee Contributions: To calculate the employee contributions, you can use these new information balances:

Government Sector Contributory Salary Base
Private Sector Contributory Salary Base
Oil Sector Contributory Salary Base

You can use the GCC citizen country to identify the appropriate information balances (the suffix is the country).

Comply with the legislative requirements for employees and employers working in Kuwait.

Steps to Enable

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

Payroll for Qatar

Payroll for Oracle Human Capital Management for Qatar supports country specific features and functions for Qatar. It enables users to follow Qatar's business practices and comply with its statutory requirements.

Social Insurance Customization

With this enhancement, you can override the delivered calculation value definitions to customize the social insurance calculation either at an LDG or PSU level.

LDG Calculation Value Definition Overrides

You can override a calculation value definition defined with a single range at LDG level by adding additional rows to the delivered calculation value definition.

PSU Calculation Value Definition Overrides

You can override a calculation value definition defined with a single range at LDG level by entering a value on the PSU Employer Social Insurance Fund Details calculation card.

If all employers within an LDG use the same value for a particular calculation value definition, then that value can be overridden at the calculation value definition, LDG level.

If an employer wants to use a value that is different from other employers within an LDG then they should be able to override the calculation value definition at the PSU level.

This gives the ability to override delivered calculation value definitions used to calculate social insurance or pension fund deductions.

Steps to Enable

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

Payroll for Saudi Arabia

Payroll for Oracle Human Capital Management for Saudi Arabia supports country specific features and functions for Saudi Arabia. It enables users to follow Saudi Arabia's business practices and comply with its statutory requirements.

Gratuity Calculation Validation

You can now pay gratuity amounts to employees on probation or on an involuntary termination. Use the gratuity override functionality to pay gratuity in excess of the legislative limits, if you wish to override the check for probation or dismissal. If no override is present, then payments won't be processed for the employees who are on probation, or have been dismissed.

Enhance your business requirements for employees and employers working in Saudi Arabia.

Steps to Enable

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

Payroll for the United Arab Emirates

Payroll for Oracle Human Capital Management for the United Arab Emirates supports country specific features and functions for the United Arab Emirates. It enables users to follow the United Arab Emirates business practices and comply with its statutory requirements.

Social Insurance for GCC Citizens Working in the UAE

Use the additional balances provided to manage contributory salary when calculating social insurance contributions between employees and employers working in the UAE.

Employee Contributions: To calculate the employee contributions, you can use these new information balances:

Government Sector Contributory Salary Base
Private Sector Contributory Salary Base

You can use the GCC citizen country to identify the appropriate information balances (the suffix is the country).

Comply with the legislative requirements for employees and employers working in the UAE

Steps to Enable

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

Payroll for the United Kingdom

Payroll for Oracle Human Capital Management for the United Kingdom supports country specific features and functions for the United Kingdom. It enables users to follow the United Kingdom's business practices and comply with its statutory requirements.

Employee Reference to BACS File for CMS DEO Court Order Payments

You can now set the option to send individual BACS records containing the employee's Order Reference for CMS DEO court order payments.

To set this option:

Go to Legal Reporting Unit HCM Information task in Setup and Maintenance.
Search for and select the required tax reporting unit.
On the Organization Information EFF: UK Tax Reporting Unit Details page, select the check box DEO output Employee Reference to BACS.

This enables you to record the employee Order Reference on the BACS file for CMS DEO Payments. .

Typically, you send a single bulk BACS payment for all the employees you make a deduction from. This option enables you to report the Order Reference from the CMS DEO court order to individual third-party payments, when making multiple BACS payments.

Steps to Enable

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

England School Workforce Census

Here are the supported modules for the England School Workforce Census:

School Workforce
- Staff Details
- Contracts or Service Agreements
- Absences
- Qualifications
School
- Staff Information
Local Authority
- Headcount Information

The Curriculum and Vacancies modules are not supported.

Before You Start

You must have set up your enterprise structure as described for Teachers' Pensions Scheme. This includes recording Local Authority Numbers and Establishment Numbers.
Ensure that you are using either of these contracts based models:
- Multiple Contracts with Single Assignment
- Single Assignment with Contract

You can record additional information that is reported in the census at these levels:

Organization - payroll statutory unit and reporting establishment
Contract
Person
Assignment
Grade
Absence

You can configure payment-related information, including:

Mapping salary actions (or actions and reasons) in Extended Lookups to report pay review dates.
Feeding predefined balances to report additional payments and safeguarded salary amounts. A new census year balance dimension supports this.

You can validate your setup using the School Workforce Census Diagnostics report to identify any configuration issues prior to generating the census. To do this, go to Settings and Actions > Troubleshooting > Run Diagnostic Tests.

Generate your census XML files using the Generate England School Workforce Census flow from the Payroll area. You can submit the flow for one, all, or a range of reporting establishments within a selected local authority.

NOTE: At the reporting establishment level, identify any establishments that you want to exclude from the census.

The flow also generates validation and school summary reports using the data in your XML files. Review and fix any errors (and queries, where necessary), then regenerate the census. You can repeat this cycle as often as you need to throughout the census year and prior to final submission.

NOTE: The upload of census XML files to the COLLECT portal is a manual process and it must be externally managed.

The submission of the annual School Workforce Census to the Department for Education is a statutory requirement for schools and local authorities.

Steps to Enable

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

Key Resources

For more information see:

Oracle Cloud HCM (UK): School Workforce Census England (Document ID 2738829.1)
Public Sector Pensions: Teachers’ Pension Scheme (Document ID 2687236.1)
19B Human Resources What's New for the Enhanced Worker Contract Management feature

Redesigned Page for Benefits and Pensions Calculation Card

You can experience the redesigned pages for the Benefits and Pensions calculation cards that enables easier navigation to relevant information in a single place, with the ability to expand or collapse sections to view and manage your employee information. This also includes support for value definitions and displaying the ones that are actively being used.

This also includes support for value definitions and displaying the ones that are actively being used.

Steps to Enable

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

Payroll for the United States

Global Transfer Enhancement for Reporting Information Cards

We have made it easier for you to include the Reporting Information card and its components for employees when you perform a global transfer. When you choose to copy calculation cards as part of the payroll details, the transfer process now includes the person's Reporting Information card and its components.

This feature makes it easy to transfer employees, copying all their important data in a single streamlined process.

Steps to Enable

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

Tips And Considerations

The transfer process copies the Reporting Information and State Reporting Information calculation components to the new card. It does not transfer the Regional Tax Information calculation component.
The process does not transfer future-dated transactions.

Key Resources

Copy Calculation Cards and Third-Party Payment Methods During a Legal Employer Change in the Workforce Rewards 20C What’s New under Global Payroll

Anytime Pay REST Services

Use the Anytime Pay REST services to manage your employee’s pay advance requests without using Quick Action. Two actions are available:

PayAdvances > CheckEligibility: this checks that the employee satisfies all conditions required to request a pay advance, and if found eligible, it will return the Available Net as well as the Hours Worked for the current pay period.
PayAdvances > RequestAdvance: this initiates an individual pay advance request by creating an element entry with the requested amount and submits a pay advance flow. The pay advance flow processes the request and includes tasks such as Quickpay, Prepayment, Archive, Electronic Funds Transfer file and Payslip.

The Anytime Pay REST services provide you with the ability to use the Anytime Pay logic with your own personalized user interface.

Steps to Enable

Review Anytime Pay Technical Brief to configure the solution to meet your business needs. Document 2747909.1

Role Information

Here's the aggregate privilege required for you to use the REST APIs:

Aggregate privilege	Job/Abstract role
Use REST Service – Request Pay Advance ORA_PAY_REST_SERVICE_ACCESS_REQUEST_PAY_ADVANCE	None

Aggregate privilege

Job/Abstract role

Use REST Service – Request Pay Advance

ORA_PAY_REST_SERVICE_ACCESS_REQUEST_PAY_ADVANCE

None

This privilege is not assigned to any predefined role. Assign it to your Employee roles as appropriate.

HR Optimizations

Workforce Rewards Transactional Business Intelligence

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.

Payroll

Assignment Level Security on Payroll Subject Areas

Improve your reporting on Payroll subject areas with the inclusion of assignment level security.

This feature is dependent on having turned on assignment level security.

The following subject areas are modified to include the assignment level security:

Payroll - Element Entries Real Time: the user will be able to access the element entries with respect to that assignment and the corresponding payroll relationship level element entries.

Payroll - Element Entries History Real Time: the user will be able to access the element entries with respect to that assignment and the corresponding payroll relationship level element entries. Since this is a history subject area, the user will be able to view the past dated entries as per the assignment security. For example, an employee has the following assignment history:
- ASG1 from January 1, 2018 to June 30, 2018
- ASG2 from July 1, 2018 to December 31, 2018
- ASG1 from January 1, 2019 to till today.

If the assignment security is defined with ASG1 criteria, then the user should be able to view the element entries only from January 1, 2018 to June 30, 2018 and from January 1, 2019 to till today, with the respective payroll entries. They will not be able to view the entries of ASG2 for the period July 1, 2018 to December 31, 2018.

Payroll - Costing Setup Details Real Time: this subject area should display the costing setup information with respect to that assignment and the corresponding payroll relationship costing setup details.

NOTE: OTBI requires “assignment_id” to be returned for payroll relationship level element entries. OTBI uses the logic to fetch the “primary assignment of primary work relationship”. Hence, the relationship elements will be associated with primary assignment_id of primary work relationship. If the security of the worker is associated with an assignment other than the primary assignment then the element entries that are at the payroll relationship will be restricted for viewing. This does not happen in the application because the relationship entries will not have any assignment associated.

Adding assignment level security lets you report only on the needed data.

Steps to Enable

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

Key Resources

For more information on multiple assignment security see the:

21C HCM Common What's New for the feature: Secure Access for Workers with Multiple Assignments

Additional Attributes to Payroll Subject Areas

The following attributes have been added to different payroll Subject areas in OTBI:

Subject Area	Folder	Attribute(s) added
Payroll - Payroll Run Results Real Time	Payroll Run Result Details	Payroll Action ID Payroll Rel Action ID
Payroll - Payroll Balances Real Time	Balance Value Details	Payroll Action ID Payroll Rel Action ID
Payroll - Payroll Balances Real Time	Payroll Actions	Payroll Action ID
Payroll - Payroll Run Costing Real Time	Payroll Run Costing Details	Payroll Action ID Payroll Rel Action ID Run Result ID Source ID Cost ID
Payroll - Payments Distribution Real Time	Payment Details	Payroll Action ID Payroll Rel Action ID
Payroll - Payments Distribution Real Time	Payment Distribution Details	Payroll Action ID Payroll Rel Action ID Prepayment ID
Payroll - Payments Costing Real Time	Payroll Payment Costing Details	Payroll Action ID Payroll Rel Action ID

Enhance your reporting on payroll subject areas with the addition of attributes related to payroll action and payroll relationship action.

Steps to Enable

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

OTBI Payroll 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.

Payroll Dashboards Discontinued

Take note that the following dashboards based on Payroll are removed from the OTBI seeded catalog:

Payroll Flow Details Dashboard
Active Processes Dashboard

NOTE: If you need to continue working on these dashboards, these are published here on Customer Connect. You will need to download and unarchive the catalog to the following path - \\Shared folders\Custom\Human Capital Management

Please plan accordingly if you are using the Payroll Dashboards.

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
Compensation	Removal of the SalaryVO Business Object	21B	N/A	21A	Replace the Deprecated Salary business object with the Salary business object as soon as possible, before April 2021
Payroll/ OTBI	Payroll Dashboards Discontinued	21C	N/A	Now	You can find same dashboards here on Customer Connect that you can choose to use and modify to suit your needs: Payroll Flow Details Dashboard Active Processes Dashboard

Product

Removed Feature

Target Removal

Replacement Feature

Replaced In

Additional Information

Compensation

Removal of the SalaryVO Business Object

21B

N/A

21A

Replace the Deprecated Salary business object with the Salary business object as soon as possible, before April 2021

Payroll/ OTBI

Payroll Dashboards Discontinued

21C

N/A

Now

You can find same dashboards here on Customer Connect that you can choose to use and modify to suit your needs:

Payroll Flow Details Dashboard
Active Processes Dashboard

_________________________

ORACLE DECOMMISSIONED THE HCM CLASSIC SIMPLIFIED USER INTERFACE IN UPDATE 20B

The 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, you must transition to the HCM Responsive User Experience, as these older pages will no longer be supported.

For consolidated information on generic setup information you can refer to My Oracle Support Document ID 2399671.1 - HCM Responsive User Experience Setup Information.

________________________

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)