We're implementing ePerformance and looking for some delivered content for the Language

Checker. Building it from scratch seems ludicrous. However, the product available from Lominger,
for example, assumes you are also using their content for competencies. We are not.

Has anyone found a third party solution that will just help us flag problematic words and phrases and
help with alternative solutions?
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psmauser replied 14 days ago
We ran into this same issue last year and after reviewing several vendors who could not provide us
with just the dictionary for the language checker, we ended up building our own library.
==================================
ePerformance Cloning Certain Components
from the Mid to the Final Document


Sharon Edwards asked Sep 21, 2012 | Replies (1)

We create two performance documents each year which we call the mid ki document and the final ki
document. We have a requirement to copy in certain components from the mid to the final
document. Most of the data that needs to be pulled in will be read only such as the comments. This
is so the supervisor can look at what was said on the mid ki evaluation and go from there. If we don't
provide this functionality, they will need to flip back and forth between the two documents when they
are filling out the final document. Currently we are on 8.9 and will be upgrading to 9.1.
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Todd Kummer replied Sep 21, 2012
One approach to this is just to show the comments from the mid year document on the year end
document, rather than copying them. You can insert an html area on the section and item subpages,
then populate those with information from the related documents.
===============================

How to Correct Different Assess Favor in
PeopleSoft ePerformance?


Jill asked Jan 31 | Replies (4)

Manager A prefers to give his employees high scores.
Manager B prefers to give his employees low scores.
Actually, the performance of department A and B is the same.
Is there a good solution to handle above unfair situation due to different manager assess favors?
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Jill replied Feb 3
Can anyone help on this problem? Many thanks.

0


Philip Lucas replied Feb 3
Setup the performance system to apply weight to the scores so high scores and low scores do not
have as much influence as specific question/answer (Yes/No) sections.

The selection of one of two possible answers can allow you to put the employees into similar
categories related to work skills hours, training and many other metrics.

Allow free form sections to explain or add fullness to the review process but these sections do not
automatically add to scores.
When you analyze the reviews for employees in similar jobs from two different managers you can
then determine if the managers themselves are creating a bias among similar employees. This then
becomes a training issue with managers.

If you can minimize the ability to skew the scores you can apply a range to the review process so
most reviews will fall into the same performance category from both managers and individual scores
can be ignored.

That is how I would do it.

Oh if the performance process does not allow this flexibility, do not use it.

Philip Lucas

0


srinivasreddy071 replied Feb 3
Hi Jill,

I am not sure if I got your requirement correct but I feel you can use
Normalization delivered in Peoplesoft 9.1 onwards for this. Using this you
can define a bell curve to distribute the ratings like.

Rating 1 : 25 % of population
Rating 2 : 25 % of population
Rating 3 : 25 % of population
Rating 4 : 25 % of population

You can define the distribution at a department level if required. Thanks

Regards
Srinivas

0


Howler_Fish replied Feb 3
We use a similar approach to Srinivas.

A bell curve controls the manager values.

If a manager wants to leave the bell curve (ie have 50% with Rating 1 ) they need to raise an
exception case explaining why. If this is granted then the non-bell curve values are allowed.
--------------------------------
ePerformance 9.1 Show the Reviewee's
Comments On the Reviewer's Form


neil.grady asked Jul 19, 2012 | Replies (2)

Hi,
Does anybody know if it is possible to show the reviewee comments on the reviewer's form when
completing a review without having to click a link to go and see them on a separate screen.

We are currently on version 8.8 and it is a real problem when managers are filling in their form and
are constantly having to go off to another page (selecting the 'view other authors' link) to check on
the reviewees comments.

Things would be much easier if there was a way of having the reviewees comments available there
on the same screen. Is this possible in 9.1?

Thanks,
Neil
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Todd Kummer replied Jan 1, 0001
As a customization you can add a very thin html area to the page. Then populate that with hand-
generated html that includes information from the self evaluation. It's a relatively clean approach to
solve this common problem.
==================================

ePerformance 9.0 - Reopen Step Issue


acmaes asked Jan 2, 2013 | Replies (1)

One requested customization we have received from our business client is to add an additional step
on the document details page which would allow both employees and managers to modify and/or
add new evaluation criteria once the Establish Evaluation Criteria step has been completed.

As you know, once the step is completed and the manager begins next step the prior step cannot be
reopened. I wanted to inquire to see if anyone has had a similar issue or request and how it was
dealt with.
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Todd Kummer replied Jan 3, 2013
I've seen this customization. The issue here is that when the Establish Criteria step is completed, the
manager review and (depending on template) the self evaluation) are built based on the criteria.

If you allow items to be added after the manager review / self evaluation have been created, then
you have to keep those records in sync by adding the same items. On the backend, the first set of
records are the baseline (EP_APPR_B_ITEM, EP_APPR_B_SUB) and the second set are the main
records (EP_APPR_ITEM and EP_APPR_SUB).

It is doable, but be aware there's much more than just managing statuses.
==================================================
ePerformance Document Progress


Srinivas Navuduri asked Aug 1, 2011 | Replies (3)

The PeopleSoft delivered ePerformance application does not allow for the Establish Review Criteria
step to remain open throughout the entire appraisal cycle. It must be in the completed status in order
for the user to move forward through the remaining steps and complete the performance document
in total.

My requirements is to remove the system constraint to complete the Establish Review Criteria step
in order to continue the performance process.

Any thoughts ? Is this something that can be done thru configurations or peoplecode changes are
must ?
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NIDHI THAKUR replied Jan 1, 0001
I think if you don't complete this step first then the whole cycle is waste
as employee can any time add criteria and this is the fundamental of
performance cycle when it is done manually also first we establish criteria.
Then rate and then appraisal is done so I would suggest not to change it and
explain your client this way.

0


Purushottam K replied Oct 13, 2011
Not establishing the "Review Criteria" and still continuing with the Appraisal Process is like aiming a
moving target. Unless what you need to Evaluate or Appraise, is identified and is frozen, the
Performance Appraisal process logically cannot even begin.

0


Manoj Cheruvathoor replied Oct 14, 2011
If what you are looking for is to add criteria at any given point in time during the appraisal period,
then you can make use of the document reopen functionality. This way the employee or the
manager can add any criteria even when there is need.
=================================
Where to store performance review rating in PS
9.1 when ePerformance is not used?


Mikky Dewan asked Jul 13, 2011 | Replies (4)

Client is NOT using ePerformance in PS v9.1 and would like to store the final performance review
rating in PS each year but I believe in 9.1 Oracle got rid of the EMPLOYEE_REVIEW page/tbl. Can't
figure out what would be the best option to store review ratings in PS other than creating a custom
bolt-on page with custom record. Any suggestions?
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Darren Russell replied Jan 1, 0001
The objects are still in 9.1 so you should be able to store them fine (we are). The page was made
display only in a previous version, so if you want an editable page, you'll need to modify that
accordingly. We do not use the page, so I'm not able to quickly provide the navigation, but it is in
component EMPLOYEE_REVIEW_1.

1


Raj Amoli replied Jan 1, 0001
Here is the navigation for EMPLOYEE_REVIEW_1 component.


Root > Workforce Development > Employee Review History > Review History

you can find navigation for any component from the following page:
Main Menu> Enterprise Components> Find Object Navigation

Raj

0


Darren Russell replied Jan 1, 0001
Learn something new everyday. Thanks Raj.

0


Mikky Dewan replied Jul 13, 2011
Thanks everybody
=================================================
ePerformance 9.1


Ritesh Dcruz asked May 17, 2011 | Replies (1)

I have few questions related to PeopleSoft ePerformance 9.1 , it will be great if someone can answer
these:
1) Once the evaluation starts the evaluation criteria is frozen can we configure in such a way that
evaluation criteria does not freeze when an evaluation starts.

2) At the same time we have the ability to modify the evaluation criteria when the evaluation is going
on. The modified criterias should not be visible in the on going evaluation but as soon as this
evaluation gets over these criteria should be visible for the next evaluation.

The purpose out here is to give a rolling form in which there is just one set of evaluation criterias
(which can be obviuosly edited any time of the year) and there can be several evaluation for the
criterias before the final evaluation takes place.

I know i will need to customize to achieve the whole thing but just want to know how much can we
achieve by configuring.

Thanks
Ritesh
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Roshni R K replied May 19, 2011
1) Once the evaluation starts the evaluation criteria is frozen can we configure in such a way that
evaluation criteria does not freeze when an evaluation starts.
There is no configuration that will let you reopen the establish criteria step while the evaluation is still
on.
You can however let the manager and the Employee add additional items to their evaluations by
turning on the Add Items option for their respective roles.



2) At the same time we have the ability to modify the evaluation criteria when the evaluation is going
on. The modified criteria should not be visible in the on going evaluation but as soon as this
evaluation gets over these criteria should be visible for the next evaluation.

Ans - Integrating your review documents with Profile management is one option that you can
possibly consider. You can keep adding additional competencies, goals, responsibilities, etc to the
profile and integrating this profile type with ePErformance will ensure that every time a new
Performance document is created all the items from the profile get reflected in the ePerformance
document.

Following Knowledge Item on My Oracle Support explains how this can be set up:
Set Up Required for ePerformance and Profile Management Integration in HRMS 9.1. [ID
1086317.1]
==============================
Eperformance 9.1 Implementation
Competencies, Templates and Business
Process


davidrustic asked Sep 25, 2012 | Replies (2)

We are getting ready to start our ePerformance implementation and had some planning questions.

1) Competencies - Did you build or purchase a library from a vendor?

2) Template Types - What templates did you initially use? Perf. Review is a given but what about
Development Plan, Performance Improvement Plan?

3) Business Process - Did you modify/adjust your current business process to fit PeopleSoft of vice-
versa?

4) Approvals - How did you structure your approvals?

5) Performance Review Template - What is your outline/content? How do you utilize goals?

I am also interested in a live conversation to discuss your experience and network.
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Darin Schorsch replied Sep 26, 2012
We have gone live with ePerformance 9.1 4/16/12...with Competencies, profiles etc.
1. We built our own
2. Template types; Perf reviews: Annual, Probationary, Performance Improvement, Exit reviews
3. Typical a mix of modifying bus. process of both
4. Varied, some are "none" all they way to Dept. Mgr. approval
5. Some of our docs use Establish Criteria; Sections for us are: Goals (business objectives- are
cascaded), Competencies (brings in job competencies based on job with level of proficiency
expected), Learning (brings over transcript from ELM), Basic work expectations, Responsibilities
(brings over our Job Class description for each person), Policies.

0


Ellie replied Oct 12, 2012
Hi Darin, I have a question regarding Competencies/Accomplishments that needs to pull through to
eRecruit's Job Opening for PS 9.0.
We have Syndicated non-person profiles(syndicated the source and target's Compet/Accompl) and
want ALL the Compet/Accompl to pull through to eRecruit's Job Opening but it just pull through the
original Compet/Accompl of the target profile to the Job Opening.

I know that from PS 9.1 you do have the option to select the 'Combine profile data' to pull through
data from different profiles but do you think we should apply customisation in PS 9 to get it working
for us?

Kind Regards
Ellie
---------------------------------
Hi,

We are implementing ePerformnce 9.1,
I am using Definition Id = ManagertoAdmin. my Client want after manager's review for any employee
, there should be another two levels of review need to be given. where these skip level managers
can override manger's review if required and enter their ratings for any employee.

But I am not able to go beyond manger level of review, even a HR admin can be ale to reopen or
cancel any performance document rather than they can overnight manger's rating. Am I missing
some step in setting to get this skip level rating functionality or it is not possible by delivered
Peoplesoft ePerformance. Do we need to do any customization/ work around to get this Skip level
manager's rating functionality. Any help on this would be highly appreciated!

Thank you