1. Configure Oracle Fusion Talent Review Template (dashboards)
Talent review meetings are crucial for businesses to assess their workforce and identify potential high-performing employees. The Oracle Cloud offers an advanced talent review module that helps organizations streamline their talent review meetings and get a comprehensive view of their workforce.
In this article, we will focus on configuring a talent review meeting template in Oracle Cloud. The talent review meeting template is a tool that enables reviewers to evaluate employees based on various performance factors and calibrate their ratings. By using a template, organizations can ensure that the talent review process is consistent and objective.
To rate workers, reviewers need some kind of rating models. So, before we jump in to configure talent review template lets quickly configure following rating models.
2. Configure Rating Models for Talent Review Template
Rating models are not limited to the Talent Review Template; they are also utilized in Performance Management, Talent Profile, and other areas. Oracle offers multiple standard rating models that can be used directly. However, for a better understanding of how they work together, this article will demonstrate creating all rating models from scratch. Below are a few rating models supported by Oracle:
| Talent Ratings | Description | Can Be Updated on the Career Planning page? | Can Be Updated in Talent Review? | Can Be Updated in Performance Management? | Can Be Updated in Succession Management? |
| Talent score | Evaluate a person’s overall value to the organization using a rating model your organization defines. | Yes | Yes | No | No |
| Performance rating | Evaluate an item, section, or overall section in performance document | Yes | Yes | Yes | No |
| Potential level | Evaluate a person based on the execution of the person’s work. | Yes | Yes | No | No |
| Potential score | Evaluate a person’s attainable level of excellence or ability to achieve success. | Yes | Yes | No | No |
| N box cell assignment | Evaluate a person’s current contribution and potential contribution to the organization on a box chart matrix with N boxes. N represents the number of boxes in the grid. | No | Yes | No | No |
| Advancement readiness | Evaluate a person’s readiness for the next position in their career development. | Yes | No | No | No |
| Risk of loss | Evaluate the likelihood of a person leaving the company. | Yes | Yes | No | Yes |
| Impact of loss | Evaluate the real or perceived effects on an organization when the person leaves. | Yes | Yes | No | Yes |
| Proficiency | Evaluate a person’s skill level for a competency. | Yes | No | Yes | No |
| Behavior ratings | Evaluate a person’s actions for a behavior associated with a competency. | Note: You can update Behavior ratings under Competencies on the Edit Skills and Qualifications page for a person. | |||
A rating model usually consists of the following components (which we will explore shortly). The utilization of these components depends on the type of rating model being used and how it will be applied.
- Rating Levels
This is the first component you will see and is mandatory to configure for all types of rating models. Rating levels identify the qualitative values, such as 1, 2, 3, or 4, that you use to rate a worker.
- Review Points
The review points component is typically used by performance documents that utilize average, sum, or band calculation methods. The review points and point ranges defined for the rating model are used to calculate ratings.
- Rating Categories
The rating categories component is the focus of this article, as it is predominantly used in the Talent Review Template. We use rating categories to group rating levels into categories such as low, medium, and high. Once rating categories are set up, it is crucial not to change them as any modifications can affect the analytics
- Distributions
Rating model distributions are utilized in both Oracle Fusion Compensation Management and Oracle Fusion Performance Management, and they are particularly useful in defining calibration, also known as the bell curve.
To configure rating models navigate to My Client Group » Profiles » Profile Rating Models
2.1. Configure Performance Rating Model
On Manage Profile Rating Models page click on the Create button and enter details as follows
- Code: XXAP_PERFORMANCE_RM
- Name: AP Performance Rating Model
- From Date: 1/1/1951
Now under the Rating Levels tab click on +Add button and enter details as follow
| Rating Level | Name | Description | Short Description | Star Rating | Numeric Rating |
| 1 | Poor | The worker is not performing the behaviors indicated for the target level of the role. Significant improvement and development is needed. | Poor | 1 | 1 |
| 2 | Below Average | The worker is not performing the behaviors indicated for the target level of the role. Significant improvement and development is needed. | Below Average | 2 | 2 |
| 3 | Average | The worker consistently performs the behaviors indicated for the target level of the role. | Average | 3 | 3 |
| 4 | Good | The worker consistently performs at a level often above and beyond the behaviors indicated for the target level of the role. | Good | 4 | 4 |
| 5 | Excellent | The worker consistently performs at a level far above and always beyond the behaviors indicated for the target level of their role. | Excellent | 5 | 5 |
Note : We do not need star rating for talent review meeting but still added it as we will reuse it for performance document (in some other article)
Click on the Rating Categories tab and enter details as follows
| Category Name | Category Description | Lower Boundary | Upper Boundary |
| LOW | Low performance | 0 | 2 |
| MEDIUM | Medium performance | 2.1 | 4 |
| HIGH | High Performance | 4.1 | 5 |
Once you enter all these details click on the Save and Close button and you will back on Manage Performance Rating Model page.
2.2. Create Potential Rating Model
If you are interested in learning how to configure the Potential Assessment component for a Talent Review Template, we recommend reading our article How to Configure Potential Assessment for Talent Review Meeting, which also covers the steps for configuring the Potential Rating Model. If you have already completed the steps outlined in that article, you can skip this configuration and proceed to the next section, 2.3. Configure Risk of Loss Rating Model (Optional). otherwise, just follow below mentioned steps
On Profile Rating Models page click on the Create button and enter details as follows
- Code: XXAP_POTENTIAL_RM
- Name: AP Potential Rating Model
- From Date: 1/1/1951
Now under the Rating Levels tab click on +Add button and enter details as follow
| Rating Level | Name | Description | Short Description | Numeric Rating |
| 1 | Low Potential | Low Potential | 1 | |
| 2 | Median Potential | Median Potential | 2 | |
| 3 | High Potential | High Potential | 3 |
Now click on the Review Points tab and enter details as follows
| Rating Level | Description | Review Points | From Points | To Points |
| 1 | 0 | 20 | ||
| 2 | 21 | 30 | ||
| 3 | 31 | 40 |
Now click on the Rating Categories tab and enter details as follows
| Category Name | Category Description | Lower Boundary | Upper Boundary |
| LOW | Low Potential | 0 | 1 |
| MEDIUM | Medium Potential | 1.1 | 2 |
| HIGH | High Potential | 2.1 | 3 |
Once you enter all these details click on the Save and Close button and you will back on Manage Performance Rating Model page.
2.3. Configure Risk of Loss Rating Model (Optional)
On Manage Profile Rating Models page click on the Create button and enter details as follows
- Code: XXAP_RISKOFLOSS_RM
- Name: AP Risk of Loss Rating Model
- From Date: 1/1/1951
Now under the Rating Levels tab click on +Add button and enter details as follow
| Rating Level | Name | Description | Short Description | Numeric Rating |
| LOW | Low Risk | Will remain in role and has given little indication of dissatisfaction. Employee skills and attributes are not in demand in job market. | Low Risk | 1 |
| MEDIUM | Moderate Risk | May leave organization within 12 months. Employee skills and attributes in demand in job market. Employee’s career needs may be met outside organization. | Moderate Risk | 2 |
| HIGH | High Risk | Will leave organization within six months. Career needs not met within team or organization. Employee skills and attributes in high demand on job market. | High Risk | 3 |
Now click on the Rating Categories tab and enter details as follows
| Category Name | Category Description | Lower Boundary | Upper Boundary |
| LOW | Low risk of employee leaving the organization | 0 | 1 |
| MEDIUM | Moderate risk of employee leaving the organization | 1.1 | 2 |
| HIGH | High risk of employee leaving the organization | 2.1 | 3 |
Once you enter all these details click on the Save and Close button and you will be back on Manage Performance Rating Model page.
2.4. Configure Impact of Loss Rating Model (Optional)
On Manage Profile Rating Models page click on the Create button and enter details as follows
- Code: XXAP_IMPACTOFLOSS_RM
- Name: AP Impact of Loss Rating Model
- From Date: 1/1/1951
Now under the Rating Levels tab click on +Add button and enter details as follow
| Rating Level | Name | Description | Short Description | Numeric Rating |
| LOW | Low Impact | Capabilities are widely available. Successors can be sourced easily. Minimal training required for replacement. | Low Impact | 1 |
| MEDIUM | Moderate Impact | Capabilities require role-specific experience. Not immediately available. Source of successors is limited. Significant training required for effective performance. | Moderate Impact | 2 |
| HIGH | High Impact | Capabilities are highly specialized. Successors are extremely difficult to source internally or from external labor market. More than 12 months of extensive training is required for effective performance | High Impact | 3 |
Now click on the Rating Categories tab and enter details as follows
| Category Name | Category Description | Lower Boundary | Upper Boundary |
| LOW | Low Impact of Loss | 0 | 1 |
| MEDIUM | Moderate Impact of Loss | 1.1 | 2 |
| HIGH | High Impact of Loss | 2.1 | 3 |
Once you enter all these details click on the Save and Close button and you will be back on Manage Performance Rating Model page.
2.5. Configure Talent Score Rating Model (Optional)
On Manage Profile Rating Models page click on the Create button and enter details as follows
- Code: XXAP_TALENTSCORE_RM
- Name: AP Talent Score Rating Model
- From Date: 1/1/1951
Now under the Rating Levels tab click on +Add button and enter details as follow
| Rating Level | Name | Description | Short Description | Numeric Rating |
| 1 | Under Performing | The worker does not meet the minimum requirements for the job. | Under Performing | 1 |
| 2 | New To Role | The worker is new to the role. | New To Role | 2 |
| 3 | Solid Performers | The worker meets the minimum requirements for the job. | Solid Performers | 3 |
| 4 | Misaligned Talent | The worker is regarded as a higher potential employee, but is under performing, which may indicate the worker is not in the right job. | Misaligned Talent | 4 |
| 5 | Core Talent | The worker consistently meets or exceeds performance expectations and has an above average potential rating. | Core Talent | 5 |
| 6 | Outstanding Performers | The worker consistently exceeds performance expectations. | Outstanding Performers | 6 |
| 7 | Ready for New Opportunities | The worker consistently meets or exceeds performance expectations and has been identified as a potential candidate who is likely ready for a new role. | Ready for New Opportunities | 7 |
| 8 | Emerging Leaders | The worker consistently exceeds performance expectations. | Emerging Leaders | 8 |
| 9 | Top Talent | The worker consistently exceeds performance expectations and is ready for new opportunities. | Top Talent | 9 |
Once you enter all these details click on the Save and Close button and you will be back on Manage Performance Rating Model page.
3. Configure Talent Review Dashboard Options
We have now completed all the rating models we need to configure talent review template. Now the real fun begins, to configure Talent Review Template, search for the task Configure Talent Review Dashboard Options (or navigate to My Client Groups » Quick Actions » Show More » Click on Search Talent Review Template task) and then click on the Create button. You are on Create Talent Review Template screen. On this screen enter details as follows
- Template Name: AP Talent Assessment Template
- Status: Active
- Include Succession Plan: Yes
- Include Talent Pool Details: Yes
- Include matrix managers as reviewers : No
Under the Ratings Options section click on +Add button and enter details as follows
| Rating | Displayed Labels | Rating Model | Select Available Ratings |
| Impact of Loss | Impact of Loss | AP Impact of Loss Rating Model | Yes |
| Overall Competencies Rating | Competencies Rating | AP Performance Rating Model | No |
| Overall Goals Rating | Goals Rating | AP Performance Rating Model | No |
| Performance | Performance | AP Performance Rating Model | Yes |
| Potential | Potential | AP Potential Rating Model | Yes |
| Risk of Loss | Risk of Loss | AP Risk of Loss Rating Model | Yes |
| Talent Score | Talent Score | AP Talent Score Rating Model | Yes |
You can add maximum of seven rating models only in the Ratings Options section. If you didn’t configure any optional rating models in the previous step, you can use “AP Performance Rating Model” while configuring rating options.
Under the Box Chart Views section, click on the + Add button. And enter below details
- View Name: Performance VS Potential
- View Type: XY View
- X-Axis or Single Rating: Performance
- Y-Axis:Potential
- Set as Default: Yes
- Submit Box Assignment: Yes
Now click on the Configure Boxes pencil icon and enter details as follows
| Potential | Potential Talent | Rising Talent | Top Talent |
| Inconsistent Talent | Key Talent | Adaptable Talent | |
| Mismatched Talent | Solid Talent | Expert Talent | |
| Performance | |||
Beside each box you also get option to select color of your choice, which will be displayed on the dashboard. Please select color as per your preference.
Click on OK button to close Performance Vs Potential: Configuration box.
It’s possible to associate more than one view with a Talent Review Template. This enables the meeting facilitator or presenter to switch between different views during the meeting. To demonstrate this later in the article, let’s create an additional view using the following steps:
Under the Box Chart Views section, click on the + Add button. And enter below details
- View Name: Talent Score
- View Type: Single Rating Value
- X-Axis or Single Rating: Talent Score
- Set as Default: No
- Submit Box Assignment: Yes
Now click on the Configure Boxes pencil icon, which will pop-up a Talent Score: Configure Boxes dialog box. Keep the default setting (Row 3, Column 3) and click on Go to Task button and enter details as follows:
This time you will not have to manually enter value in those text fields instead you can directly select values from cells. These values are coming from the talent score rating model (AP Talent Score Rating Model) we configured earlier.
|
Box Mapping |
Misaligned Talent | Ready for New Opportunities | Top Talent |
| New To Role | Core Talent | Emerging Leaders | |
| Under Performing | Solid Performers | Outstanding Performers |
Once again select your preferred color for each box then click on OK button to close the box.
Scroll down to Data Options section, you will see a sub section called Analytic Options, enable all available options
- Risk of Loss
- Impact of Loss
- Mobility
Under Population Filters enable following items
- Manager
- Reviewers and Participants
- Business Unit
- Job
- Location
- Grade
Under Actions section enable following items
- Add Notes
- Add Task
- Add Goal
- Enable Holding Area
- Enable Compare
- Enable Organization Chart
- Enable Potential Assessment
- Potential Assessment Questionnaire : <This option will appear only if you select Enable Potential Assessment, select the questionnaire you configured earlier, you can refer this article for more information on How to Configure Potential Assessment for Talent Review Meeting>
Under Color Code Options enable following items
- Gender
- Age
- Job
- Location
- Manager
Scroll down to Display Options section, where you can specify the display options that meeting facilitators and participants can see on the Talent Review meeting dashboard for the Risk of loss, Impact of loss, and Mobility ratings.
You can playground with these value, they do not have any impact on the process but are only for visual appearance.
Once done click on Save an Close Button.
You may get this warning message “The review points in the potential rating model aren’t configured correctly. This may impact the assessment completion. (HRR-3225086)” if you have not configured the AP Potential Rating Model correctly in the step 2.2 above.
How to run Talent Review Meeting?
We have completed our configuration, now its time to check out how does it work. For the same please read the next article » Learn to Use Oracle Talent Review Meeting Dashboard
If you have any questions related to any topic covered in this article, please post the same in the Forum – hcmfolks.com
