AB OPM Training Manual

R12 Oracle OPM HR Super User Training Manual
TRAINING MANUAL
Oracle Performance Management

Super User Training Manual
Arab Bank PLC.
Author:
INTRACOM (Jordan)
Creation Date:
1-Dec-09
Last Updated:
1-Dec-09
Control Ref:
Version:
1.0
This material is subject to applicable copyrights and laws

governing intellectual property. No printing, copying or
transmissions in any form of this material are allowed without
the expressed written permission of Intracom Jordan.
Page 1
Document Control
Change Record
Date
Author
Version
Change Reference
Reviewers
Name
Position
Distribution
Copy No.
1
2
Name
Arab
Bank/INTRACOM
Hard
Copy Archive
Arab Bank/INTRACOM Soft Copy
Archive
Location
Project Library
EPM Portal
3
4
Note to Holders:
If you receive an electronic copy of this document and print it out, please write your
name on the equivalent of the cover page, for document control purposes.
If you receive a hard copy of this document, please write your name on the front cover,
for document control purposes.

Page 2
Table of Contents
1
DOCUMENT PURPOSE...............................................................................4
COURSE OBJECTIVE AND OUTLINES...........................................................5
STARTING ORACLE PERFORMANCE MANAGEMENT......................................6

3.1
SIGNING ON............................................................................................................ 6
COMPETENCIES & COMPETENCY TYPES.....................................................7

4.1
4.2
4.3
4.4
OVERVIEW............................................................................................................... 7
DEFINING RATING SCALES.......................................................................................... 7
DEFINING COMPETENCIES........................................................................................... 9
DEFINING COMPETENCE REQUIREMENTS......................................................................11
5
COMPETENCY TEMPLATE, OBJECTIVE TEMPLATE, APPRAISAL TEMPLATE AND
PERFORMANCE PLAN...................................................................................12
5.1
5.2
5.3
5.4
5.5
6
OVERVIEW............................................................................................................. 12
DEFINING COMPETENCY TEMPLATE.............................................................................12
DEFINING OBJECTIVE TEMPLATE.................................................................................15
DEFINING APPRAISAL TEMPLATE.................................................................................17
PERFORMANCE PLAN...............................................................................................18
PERFORMANCE MANAGEMENT................................................................21
6.1
6.2
6.3
6.4
OVERVIEW............................................................................................................. 21
PERFORMANCE MANAGEMENT....................................................................................21
REOPENING WORKER SCORED...................................................................................25
ENROLL WORKER IN PLAN.........................................................................................25
ANNUAL APPRAISAL...............................................................................27
7.1
7.2
OVERVIEW............................................................................................................. 27
ANNUAL APPRAISAL.................................................................................................27
PROBATION APPRAISAL..........................................................................33
8.1
8.2
OVERVIEW............................................................................................................. 33
PROBATION APPRAISAL.............................................................................................33
BOTTOM PERFORMANCE.........................................................................36
9.1
9.2
10
OVERVIEW............................................................................................................. 36
BOTTOM APPRAISAL................................................................................................36
RUWWAD / QEYADAT PERFORMANCE....................................................41
10.1
10.2
11
OVERVIEW............................................................................................................. 41
RUWWAD APPRAISAL...............................................................................................41
STAFF GRIEVANCE REQUEST................................................................44
11.1
11.2
OVERVIEW............................................................................................................. 44
GRIEVANCE REQUEST.............................................................................................. 44

Page 3
1 Document Purpose
The purpose of this document is to facilitate the Arab Bank PLC staff with a simple stepby-step Oracle Performance Management super user training manual. The manual will
guide the user how to use the OPM processes tailored for Arab Bank PLC.
Learn To:
Understand all kinds of performance
Who Should Attend?
Super User
End User
Functional Implementer
Prerequisites:
Required Prerequisites
Understand how to navigate Oracle Applications
Suggested Prerequisites
R12 Oracle Human Resource Management

Page 4
2 Course Objective and Outlines

The objectives of this course are to:
1. Introduction to Oracle Performance Management
2. Understand the Annual Performance
3. Understand How to Add Objectives
4. Understand Gap Analysis
5. Understand Bottom Performance
6. Understand Stuff Grievance
7. Understand Probation Period Performance
8. Understand Ruwwad / Qeyadat Program Performance
9. Understand the Reimbursement Request

Page 5
3 Starting Oracle Performance

Management
3.1
Signing On
Following section of this document will guide you step-by-step how to start
and login to oracle Performance web-applications
1. Open the web-browser and type the URL of application for example.
http://hrmsdev-srv.jordan.arabbank.plc:8003/
2. Enter username and password, if this is your first time to login to
oracle application, oracle will prompt you to change the password by
entering the current password and enter new password for security
reasons.
3. Click on login button
Following screenshot illustrate the login screen

Page 6
4 Competencies & Competency

Types
4.1 Overview
This section contains the following subjects which are needed to
understand and to use Competencies and Competency types.
Competencies will be under Global Super HRMS Manager
Responsibility
Defining Rating Scales
Defining Competencies
Defining Requirements
4.2 Defining Rating Scales

Navigation Path: Career Management Rating Scales
Use the Rating Scales window to define performance, proficiency, and weighting
scales
1. Follow the Navigation Path

2. Enter a name and description for the rating scale.
3. Select the rating-scale type.
4. Select Default Rating Scale to make this rating scale the default of
its type either within the business group or globally.
5. To make this rating scale available to all enterprise business groups,
select Global.
Note: You cannot change this selection after saving the rating scale.
You can create global rating scales only if the HR: Cross Business
Groups profile option is set to Yes.
6. Enter the first level and level name. For example, enter 1 in the
Level field and Below Expectations in the Name field,(with
mention that level 2 is greater than level 1)
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7. In the Behavioral Indicator field, describe the behaviors that define

this performance level (for example, the worker cannot work
unsupervised). You can enter up to 2000 characters in this field.
8. Save your work.
9. Repeat Steps 5 through 7 for subsequent levels until the rating scale
is complete.
10.
Save your work.

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4.3 Defining Competencies

Navigation Path: Career Management Competencies
Use the Competencies window to define competencies,
Creating Competencies and Competency requirements are major issues in
performance.
Following section of document illustrate how to send the Grievance request.

2. Click on New Button to create new competency or find button to
find an existing one
3. Click in the Name field, and complete the fields in the Competence
Flexfield window
4. Enter a description for the competency
Entering Rating or Proficiency Information
5. On the Valid Date, enter the dates between which the competency
is valid. You must enter a start date, but you can leave the end date
blank
6. On Proficiency tab you can either select a general rating scale or a
Rating Scale under proficiency levels that you defined on Rating
scale window.
7. Repeat the previous steps in order to create all the competencies
that you want

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Page 10
4.4 Defining Competence Requirements

Navigation Path: Career Management Competence Requirements
Core competencies are those required by every member of a business group,
and you define them for the business group, and you can identify the
competencies that workers in an organization or holders of jobs or positions must
possess.

2. Select the criteria that you want you Competency to be under
3. After criteria selection , under competency field, select the
competency(competency that you already created in the previous
step) that you want it to be under this Criteria and specify the low
and high values according to your setup for the competency
4. Enter the dates between that you want, you must enter a start date,
but you can leave the end date blank

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5 Competency template, objective

template, appraisal template and
performance plan
5.1 Overview
This section contains the following subjects which used to complete the
full setup for the competencies for our appraisal. These steps will be
under HR Professional Responsibility
1. Defining Competency Template
2. Defining Objective Template
3. Defining Appraisal Template
4. Performance Plan
5.2 Defining Competency Template

Navigation Path: Manage Competency Templates
To group all competency settings and to group more than one competency in one
template, Competency Template should be initiated.
1.
2.
3.
4.
Follow the Navigation Path

Click on Create Appraisal Template button
In Template field, type a unique name for the Template
Fill Valid From field with the date that you want this template to be
available, Valid From field is required but you can leave Valid To
field blank.
5. Uncheck the Global check box, New field will occurred once you
unchecked the Global check box, the new field prompt is Business
Group
6. Fill the Business Group with the Business Group that you want for
this template
7. Choose the Rating Scale type for this template
NOTE: - listed Template Rating Scales are the Rating Scales under
Proficiency Rating Scale type
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8. In Rating Scale Type field, to specify how HRMS will calculate scores
for individual competencies, you select a Rating Scale type, HRMS
can calculate scores based on performance, proficiency, or both. In
addition, HRMS can apply a weighting value to either performance
or proficiency
9. Alternatively, you can select Fast-Formula-Based Line Scoring and
enter a formula name. The selected formula calculates a score for
each competency using specified performance, proficiency, and
weighting values
10.
In total Score filed, here you select the Calculate method you
want for your appraisal to be Sum or Average
The summation / Average calculated values based on the LEVEL in Rating Scale
Definition
11.
In Competencies to Assess Sub-window (in the bottom of the
window) Check Include Job Competencies check box in order to
derive job competencies in the appraisal, Job Competencies are the
competencies you linked to job in Competency Template
12.
Press on Add Competencies Button if you want to add
certain Competencies to this Template
13.
Repeat the pervious steps for all the Templates that you want
create

Page 13

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5.3 Defining Objective Template

Navigation Path: Manage Objective Templates
To group all Objective settings and to group more than one Objective in one
template, Objective Template should be initiated.
1.
2.
3.
4.

Click on Create Objective Template Button
In Name field, type a unique name for the objective Template
field blank.
Group
6. Fill the Business Group in the Business Group field, that you want
for this template to
In Rating Scale type, select Fast-Formula-Based Line Scoring and
enter a formula name. The selected formula calculates a score for
each competency using specified performance, proficiency, and
weighting values
For this Rating Scale, a fast-formula under Appraisal Objective
Line scoring type should be available in order be used for this
Template (formula name (ex): - AB_Objectives_LineScoring)
7. Line Score Formula is the name of the created formula that your
template depend on
8. In Performance Scale field select the Scale Rate you want for this
template
9. In total Score filed, here you select the Calculate method you want for
your appraisal to be Sum or Average
The summation / Average calculated values based on the LEVEL in Rating
Scale Definition
10.
Save your work

Page 15

Page 16
5.4 Defining Appraisal Template

Navigation Path: Manage Appraisal Templates
To start the appraisal, Appraisal Template should be created first, included with
all settings for the appraisal, and assigned the Competency and Objective
Templates.
1.
2.
3.
4.

Click on Create Appraisal Template Button
field blank.
Group
6. Fill the Business Group in the Business Group field ,that you want
for this template to
7. Select Final Rating Scale for this template
8. In Appraisal Total Score Formula select the name of the fast-formula
that you want this template to be based on ((ex) Appraisal Total
Scoring)
9. In Configure Appraisal Template sub-window
a. check Assess Competencies and link it with the
Competency template that you created in the previous
steps
b. check Assess Objective and link it with the Objective
template that you created in the previous steps
c. if your appraisal include questions for the appraisee
check Include Questionnaires check box
d. if you want to share the Appraisee with the result check
Configure Sharing Options check box and select the
wanted points that you want to share

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5.5 Performance Plan

Navigation Path: Global Super HRMS Manager (Responsibility) Career
Management Performance Management Plan
To group a group of employees together in one plan, and to start an appraisal for
employees, performance plan can help us to initiate appraisal with a certain
objectives and determine the period of adding and update the objectives for
employees.
1.
2.
3.
4.
5.
6.

Click on Create Plan Button
Fill Start Date field with the date that you want this plan to be
available and End date field for this plan
Plan Administrator is the name of the owner of the plan
If you plan depend on another plan, select the previous plan in
Previous plan filed
7.
8.
Press on Next Button

Hierarchy Type is to determine which employees would be under
this plan ((ex)Organization)
9. Then you have to fill the details of the included persons by filling
the new occurred fields( Hierarchy name , version , Supervisor
nameetc)
The previous needed details depend on the Hierarchy type that you
have selected

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10.
Hierarchy Levels is to determine how many level this plan will

include depending on the included employees
11. Assignment types is to filter the included employees according to
there type
12. Check primary Assignments Only check box if employees have
more than one assignment and they dont have to be under this
plan more than once
13. Press on Next Button
14. Two main sub window Objective Setting and appraisal sub window
will be in this next page, the first one ( Objective Setting ) to
control Objectives and start stop date for the adding or deleting
or update objectives, and the second sub-window (appraisals) to
include and add the appraisals that you want for this employee
15. Fill the start date , Deadline dates for this Plan
16. Check these following check boxes
A.
B.
C.
D.
include Objective , this check box used to add new objective

Allow changes outside this period ( if needed )
Notify plan notification to send notifications ( if needed )
Appraisal Process and choose the appraisal Template name

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17. In appraisal sub-window check Include Appraisals in Process

check box to add the appraisal type for this employee
a. Press on Choose Existing Template button
b. Select the check boxes for the templates that you want for
this employee
c. Period Start Date is the start period date that you want to
appraise you employee in for example :- if you want to do the
appraisal for this year (2009) the Period start date will be
01-jan-2009 , and the period end date 31-Dec-2009
d. Period End Date is the end period date that you want to end
you appraise from example :- if you want to do the appraisal
for this year (2009) the Period start date will be 01-jan-2009 ,
and the period end date 31-Dec-2009
e. Task Start Date is the period start date of appraising , for
example :- if your period start date is 01-jan-2009 and
period end date 31-Dec-2009 , and you Task start date is
01-nov-2009 and task end date is 29-nov-2009, that means
appraising task will be between 01-nov-2009 till 29-nov-2009 ,
other wise you wont be able to do the appraisal for the
employee
f. Task end Date is the period end date of appraising , for
example :- if your period start date is 01-jan-2009 and
period end date 31-Dec-2009 , and you Task start date is
01-nov-2009 and task end date is 29-nov-2009, that means
appraising task will be between 01-nov-2009 till 29-nov-2009 ,
other wise you wont be able to do the appraisal for the
employee
o Task Start Date & Task End Date will determine the action
button in Performance Management (enable disable ) ,
there this selected appraisal will be added to employee
Performance Management but you wont be able to check on
Action button , the action button will be active just between
01-nov-2009 and 29-nov-2009 according to the previous
example
18. Press on Next Button
19. Click on Publish button to finish you plan
20. Working Message will occur, Press on Yes Button

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Performance Management
6.1 Overview
From this step, the document will illustrate how to use the appraisal and
how to add objectives and to determine the rate of competencies /
objective where the default rate for competencies is 40% and for
objectives 60%, these steps will be under Manager Self-Service
Responsibility
6.2 Performance Management

Navigation Path: Performance Management
To start your appraisal you have to group and add the objectives that you want
to apply it to your employees.

2. Tree will be shown including all the plans you have created , expand
the Plan that you want
3. several leafs will be included under your plan

1. Cascade or set objectives
2. Transfer scorecards to worker for action
3. Review worker changes
4. Finish objective setting
5. View and track objective progress
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3.1. Cascade or set objectives

3.1.1.
Press on Go to Task
3.1.2.
Select the employee that you want to create the
objectives for by pressing on Action
3.1.3.
Press on Create Objective button
3.1.4.
Objective Name type is the name of employee objective
3.1.5.
Fill start date field with objective start date for this
selected employee
3.1.6.
Fill the needed field to illustrate this Objective
3.1.7.
Fill Minimum field with rate for this objective
3.1.8.
Fill target field will this objective target rate
3.1.9.
Fill Maximum field with the Maximum rate that
employee could get for this objective
3.1.10. Actual Result its the actual rate that the employee got
for this Objective
3.1.11. Weight is the Weight for this objective comparing with
other objectives
3.1.12. Press on Apply button

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3.2. Transfer Scorecards to worker for action

3.2.1.
This to show you your Objectives and to send them for
action and activate them to you selected employee
3.2.2.
Select the check boxes for the objective that you want
to transfer to employee
3.2.3.
Press on Transfer Button
3.3. Review worker changes

3.3.1.
If the employee changed or modified this objective , this
screen will show you the details , and the employee have
to submit this objective in order to see this objective on
your next step

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3.4. Finish objective setting

3.4.1.
This to insure you final step which is that you have
completed this objective and its up to be used
3.5. View and track objective progress

3.5.1.
This to show you and to track you objective
If you added an appraisal by selecting appraisal check box while you

are creating the plan , and you selected annual appraisal template
for example , new line will be created in you plan for the you
appraisal , and go to task will be enable just between 15-nov-2009
and 25-dec-2009 according to the bellow snapshot

Page 24
6.3 Reopening worker Scored.

Administrator can open the worker scorecard, following section of this document
describe the steps to re-open worker score card.
1.
2.
3.
4.
5.
6.
Performance Management > Plan Administration

Select the plan name
Click on reopen scorecard
Click continue
Search for employee
Apply the changes.
6.4 Enroll worker in Plan

Administrator can enroll new hired employee to plan, following section of this
document describe the steps to enroll worker.
1.
2.
3.
4.
5.
6.
Performance Management > Plan Administration

Select the plan name
Click on enroll worker
Click continue
Search for employee
Apply the changes.

Page 25
Performance Management Plan Administration Tasks
Search ad Select Plan Name

Page 26
Annual Appraisal
7.1 Overview
Now you can start the annual appraisal for the employee after creating
the performance plane and determine the Rates and creating employee
objectives, these steps will be under Manager Self-Service
Responsibility
7.2 Annual Appraisal

Navigation Path: Annual Appraisal
Here you do the appraisal for your employees
1.
2.

In the right side of the page, press on Go button
3.
A list of employees will occurs, press on the action button for the
employee that you want to do appraisal for

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4.
5.
6.
7.
8.
9.
10.
11.
12.
13.
14.
15.
16.
17.
Appraisal Purpose is the purpose for you appraisal

Period start date for you appraisal
Period end date is the end date for your appraisal
Template field is one of the created templates that you want
Fill Appraisal date field
Press on next button
According to employee job, some competencies will be listed , this
components have been linked to this job through Defining
Competence Requirements
If you want to add new competence for you employee kindly press
on Add competencies button
Under Proficiency Rating
column select the rate that the
employee deserve according to each competency
If you want to add or create new objective or select new an
existing one kindly press on Add objective button
If you want to add any participant to this appraisal kindly press on
Add participant button fill Participant Name field and fill
Participation Type to determine what is the type of this participant
If you want to let you employee share this appraisal with you
kindly press on Share with appraisee button
The check boxes will occur to control what do you want your
appraisee to do or to see
a. If you want the employee to update the appraisal check on
Update Appraisal Check box
If you want to save you appraisal and get back to complete it later,
kindly press on save as draft button
18. Press on next button

19. Here you will see an all job competencies, which you will rate them
all

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20. You can add another competencies by click on add competency if

you want to
21. Here you will find the appraisee objectives which the manager and
the employee agreed to set it before
22. You can add another objective by click on add objective

23. By adding objective, you will see the same page of adding
objectives from PMP
24.
25.
26.
27.
28.
29.
30.
You enter the Objective Name and start date.

Enter the details and the success criteria
Enter the Min, Target and Maximum values for this Objective
Finally Rate the Objective by adding the actual result and weight
Click continue
View Page will be viewed, either you save as draft or click on apply
By this you have the appraisal finished, and you can share it with
appraisee
31. Click Give Final Rate to give final rate to you appraisal
32. You can see all competencies results, and objectives results

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33. You can see also all objectives results
34. You can view the Gap Competency by click on View Gap
Competency
35. To determine the employee learning path, you can add any course
to the employee, or you can search for courses based on the
competency gap
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36. Click on Add courses based on Competency Gap

37. Choose the competencies that you need to search a course for it,
and choose the required level for it
38. Click on find courses

39. Choose the course and write the completion date
40. Click Apply, so that this employee will be attached to that course,
and you can see his learning path on Oracle Learning Management
41. You can set all details to be shared with appraisee, by check all
required check boxes
42.
43.
44.
45.
Additional details will enable all other check boxes by checking it

Participant Names will be shown to the appraise if you checked it
Participant Ratings will be shown to the appraise if you checked it
Overall Rating and Comments will be shown if check these check
boxes

Page 31
46. And you have the appraisee feedback if you checked the Provide
Feedback on Overall Rating
47. Click on Continue to see the final draft for you appraisal
48. Click on Submit to Submit the appraisal, and to send this appraisal
for approval
Once the Annual Appraisal is completed, the Performance Department
needs to add its final rating (as per the Performance Rating Guidelines
for Exceptional, On Target, Improvement Needed, Below Expectation).
To do so, two requests need to be executed. To execute the first
request, go to:
49. View Request Submit New Request Single Request and clock
OK
50. Choose AB Appraisal Report
51. Enter the Organization, Appraisal Template (Annual), and the
Appraisal Date.
An Excel sheet will be generated for review of new ratings. The above
process can be executed several times, where the performance rating
guidelines are set to satisfy the banks requirements. Once finalized,
the second request should be executed to post the information to the
employees profiles, under the Special Information Type dedicated for
this purpose. To execute this request, go to:
52. View Request Submit New Request Single Request and clock
OK
Page 32
53. Choose AB Load Report

Page 33
Probation Appraisal
8.1 Overview
Now you can start the Probation appraisal for the employee after finish
the Probation period, and the first Line
manager
will
receive
a
notification to notify him that his employee had finished the Probation
period, these steps will be under Oracle Performance Responsibility
8.2 Probation Appraisal

Navigation Path: Appraisals
1.
2.
3.

Page 34
4.
5.
6.
7.

8.
9.
Click Next
You will see the derived competencies for the Probation Template
10. Click on update details, and rate each competency for that
employee
11. You can add participants to either view or update the current
appraisal

Page 35
12. Click Add if you need to add participants, and choose the
employee name and choose the function for him
13. Click continue
14. View page will be shown
15. Click Apply
16. Click Give Final Rate

17. Click Continue
18. Click on Submit
After completing the Probation Appraisal, the manager, and using the
Manager Self Service, should send a confirmation to Hire, Terminate, or
Transfer to another department for the PM Department and Personnel
Officer. To send the confirmation:
19. Choose Probation Confirmation and click Add
20. Choose the action (Hire, Terminate, or Transfer)
21. Write any comments and click Apply
22. Click Next and Submit the request for approval

Page 36
Bottom Performance
9.1 Overview
Now you can start the Bottom appraisal for the employee after finish the
annual appraisal, and having all employees who got below expectations.
These steps will be under Oracle Performance Responsibility /
9.2 Bottom Appraisal

1.
2.

3.
4.

Page 37
5.
6.
7.
8.
9.
10.
11.
12.
13.
14.
15.
16.
17.

If you want to add or create new objective or select new an
existing one kindly press on Add objective button
a. If you want the employee to update the appraisal
check on Update Appraisal Check box
18. press on next button

19. here you will see an all job competencies, which you will rate them
all

Page 38

you want to
21. Here you will find the appraisee objectives which the manager and
the employee agreed to set it before
22. You can add another objective by click on add objective

23. By adding objective, you will see the same page of adding
objectives from PMP
24.
25.
26.
27.
28.
29.
30.
You enter the Objective Name and start date.

Enter the details and the success criteria
Enter the Min, Target and Maximum values for this Objective
Finally Rate the Objective by adding the actual result and weight
Click continue
appraisee
31. Click Give Final Rate to give final rate to you appraisal
32. You can see all competencies results, and objectives results

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33. You can see also all objectives results
34. You can set all details to be shared with appraisee, by check all
required check boxes
35. Additional details will enable all other check boxes by checking it
36. Participant Names will be shown to the appraise if you checked it
37. Participant Ratings will be shown to the appraise if you checked it

Page 40
38. Overall Rating and Comments will be shown if check these check
boxes
39. And you have the appraisee feedback if you checked the Provide
Feedback on Overall Rating
40. Click on Continue to see the final draft for you appraisal
41. Click on Submit to Submit the appraisal, and to send this appraisal
for approval

Page 41
10 Ruwwad / Qeyadat Performance
10.1 Overview
Now you can start the Ruwwad appraisal for the employees who join this
program, the appraisal will be initiated for all employees who joined the
program.
These steps will be under Oracle Performance Responsibility /
10.2 Ruwwad Appraisal

1.
2.
3.
4.

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5.
6.
7.
8.
9.
10.
11.
12.
13.
14.
15.
16.

a. if you want the employee to update the appraisal check on
Update Appraisal Check box
17. Press on next button

18. Here you will see all Ruwwad programs competencies which you
will rate them all

you want to

Page 43
20.
21.
22.
23.
24.
25.
26.
27.
28.
You can enter the Overall rating for that appraisee

Click continue
appraisee
Click Give Final Rate to give final rate to you appraisal
You can see all competencies results
Click Continue
The final result is shown
Click Submit to send the appraisal to a workflow

Page 44
11 Staff Grievance Request
11.1 Overview
After Completing the Annual Appraisal, and after two weeks, the employee
can enter the employee self service and send a grievance about his last
appraisal.
These steps will be under Employee Self Service / Grievance
11.2 Grievance Request

Navigation Path: Employee Self Service / Grievance
1. Follow the navigation path
2. Click on Grievance
3. Click Add
4.
5.
6.
7.
8.
Choose the reason of this Grievance

Write any notes
Choose the status for the grievance
Choose Yes or No if the employee discussed the issue with his
manager
Choose the appraisal name which the appraisal which the
employee want to send his Grievance

Page 45
9. Click Apply
10. Click Next
11. The previous are the approvers for the grievance

12. Click Submit
13. The Manager will receive the Grievance

Page 46

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R12 Oracle OPM HR Super User Training Manual

Oracle Performance Management

Arab Bank PLC.

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R12 Oracle OPM HR Super User Training Manual

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R12 Oracle OPM HR Super User Training Manual

COURSE OBJECTIVE AND OUTLINES...........................................................5

STARTING ORACLE PERFORMANCE MANAGEMENT......................................6

COMPETENCIES & COMPETENCY TYPES.....................................................7

STAFF GRIEVANCE REQUEST................................................................44

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R12 Oracle OPM HR Super User Training Manual

Understand all kinds of performance

Who Should Attend?

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R12 Oracle OPM HR Super User Training Manual

2 Course Objective and Outlines

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R12 Oracle OPM HR Super User Training Manual

3 Starting Oracle Performance

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R12 Oracle OPM HR Super User Training Manual

4 Competencies & Competency

4.2 Defining Rating Scales

1. Follow the Navigation Path

R12 Oracle OPM HR Super User Training Manual

7. In the Behavioral Indicator field, describe the behaviors that define

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4.3 Defining Competencies

1. Follow the Navigation Path

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4.4 Defining Competence Requirements

1. Follow the Navigation Path

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R12 Oracle OPM HR Super User Training Manual

5 Competency template, objective

5.2 Defining Competency Template

Follow the Navigation Path

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5.3 Defining Objective Template

Follow the Navigation Path

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5.4 Defining Appraisal Template

Follow the Navigation Path

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5.5 Performance Plan

Follow the Navigation Path

Press on Next Button

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